Health and wellbeing policy
1. Policy Aims
1.1 Staff wellbeing is of paramount importance to our organisation. We recognise good management and the provision of a good working environment is important in ensuring that you feel valued. The aim of this policy is to further BBSRC's commitment to provide a working environment where everyone is properly managed, supported and encouraged to lead a healthy lifestyle.
1.2 The health and wellbeing of our staff is part of a broader approach to health promotion that includes everyone. This policy is designed to promote staff wellbeing issues whilst seeking to create a culture where any negative issues are identified, minimised and managed before they affect the wellbeing of staff. It provides a framework to the collective aims stated in more specific policies listed at the end of the document. The aim is to promote the positive aspects and ideas associated with health and wellbeing at work.
1.3 To carry out these aims we will:
- promote best practice in both physical and mental health and wellbeing activities
- encourage the adoption of healthier lifestyles by providing user-friendly information
- provide training for all managers and supervisory staff in good management practices
- identify circumstances that may contribute to harmful levels of physical and mental health and eliminate or control the risks
- consult with relevant trade union safety representatives and others, where appropriate, on proposed action relating to staff wellbeing
- provide confidential counselling and support for staff whose wellbeing is affected by either work or external factors
- monitor the effectiveness of this policy
The policy supports self help and individual responsibility within a corporate framework. We will promote best practice to ensure compliance with legislation by addressing key workplace risks to health and encouraging a healthy lifestyle culture.
3.1 Programme of health and wellbeing initiatives
We are committed to providing a workplace designed to protect the health and wellbeing of employees and provide the opportunity to help people to improve their own health. Various safety, health and wellbeing initiatives are organised which are designed to provide you with advice, guidance and resources to enable you to achieve and maintain a healthy lifestyle.
We will work with the Trade Unions to provide a wide range of opportunities to improve personal well being and health and support physical and educational development.
3.2 Occupational health service
We provide an Occupational Health Service that gives independent advice about an employee's fitness to work and rehabilitation needs together with advice on a range of general and other health issues affecting workers across our organisation.
Your Occupational Health Service includes:
- minimising the effect of work on health, whether through injury or exposure to agents with effects on health
- preventing occupational disease through techniques which include health surveillance, effective ergonomic design and proactive risk management systems
- managing work-related aspects of illness with potentially multi-factorial causes (e.g. musculo-skeletal disorders, coronary heart disease) and helping employees to make informed choices regarding lifestyle issues
- helping staff manage the effects on their work arising from poor health
- rehabilitation and recovery programmes
- advising on adapting the working environment to accommodate those with specific physical and mental needs
3.3 A no smoking organisation
Local policies on smoking have been developed (details of these can be found on your local website) to provide a healthy working environment, to protect staff from the dangers of passive smoking and to comply with the legislation.
3.4 Mediation service
Trained mediators are available at all sites to help with issues of conflict in the workplace. This is a totally confidential and impartial service designed to help parties reach amicable solutions to work relationship issues.
3.5 Organisational development
We recognise that your health and wellbeing is supported by your understanding of the organisation's objectives. The promotion of learning, development, creativity and innovation are essential within a scientific establishment. We will seek to develop an environment which supports effective leadership and staff involvement in decision making. We will also work to create a working environment that allows each individual to maximise their impact in the organisation while meeting their personal developmental needs and ambitions.
Experience demonstrates that organisations which adopt a positive approach to improving health and wellbeing across the organisation, may achieve substantially reduced costs associated with:
- increased staff moral, job enrichment, quality of work life
- improved productivity and overall organisational performance
- reduced absenteeism
- lower staff turnover
- better risk management
- achieving continuous improvement
This Policy will be reviewed after two years or earlier if there are any significant changes.
5. Other related policies and procedures
A range of specific policies have been adopted in support of this policy. These include:
- Section A3 - Part 2 - Flexible working arrangements
This sets out the types of flexible working (part-time, job share, annualised hours, homeworking, career breaks) and informs you how you can apply for changes to your working patterns in order to look after dependants or for health reasons or to help you develop a healthy work/life balance.
- Appendix A3.7 - Harassment and bullying policy
This section provides you with advice and guidance about perceived harassment and bullying in the workplace and access to help and support services.
- Section A8.8 - Special leave for particular circumstances
This framework covers dependant related leave, dealing with personal emergencies, other studies and activities, adoption leave, paternity leave, parental leave, attending court as a witness or juror, voluntary public service, parliamentary elections, employee relations duties and trade union activities and medical appointments.
- Appendix A9.4 - Health and attendance policy
Our scheme of sick pay provisions is designed to provide financial and management support during a period of ill health. It also covers the rehabilitation of staff with a medical condition who are returning to work following a period of long term absence.
- Appendix A9.7- Prevention and management of stress policy
Provides a definition of stress at work, ways in which stress can be avoided, risk assessment to address the underlying causes, provision of training and access to help and support services.
- Appendix A9.11 - Alcohol and substance abuse
Covers information, advice, confidential help and support regarding inappropriate alcohol consumption and illegal substance misuse.
- Appendix A12d:1 - Whistleblowing (procedure for raising concerns)
This section sets out the procedure by which you should raise issues with a view to their resolution.
Professor Douglas Kell, BBSRC Chief Executive
Mark Fernandes, BBSRC JNCC TUS Convener
Last updated 19/10/2012
Amendment 147 - October 2012