The Trust's policies relate to its operation, staff, facilities, health and safety, risk management and services provided to patients
The Trust provides a wide range of policies to support staff in their everyday lives which set out the necessary guidance for decision making and the associated processes.
At NCIC, everyone is equal. We recognise the need to tackle discrimination and promote equality. We do everything we can to ensure all our policies:
Please note that the information in italics in the policy template is for author guidance only and should be removed once you have completed the information.
If you're unsure of the process to follow within any policy, speak to your line manager before contacting the policy author or accountable director.
If you are unsure of the arrangements for managing policies, email the policy help desk on policyhelpdesk@ncic.nhs.uk
If you require written communication e.g. appointment letters, clinic outcome letters, including any of our publications, to be translated into another language or format, such as Braille, large print or audio, contact:
This policy is to set out rules and guidance to be followed in respect of travel undertaken in the course of employment, and to ensure employees are reimbursed at the correct rates for any mileage that they are required by their employer to travel on NHS business
This policy illustrates our commitment to provide an inclusive culture which treats all individuals with dignity and respect. The Trust values diversity and recognises that different people bring different perspectives, ideas, histories, opinions, knowledge and culture, and that this difference brings great strength.
This policy sets out the Trust’s commitment to supporting employees to maintain work/life balance through a variety of flexible working and flexible retirement options.
This policy forms the overarching document to support inclusion of all gender diversity within North Cumbria Integrated Care NHS Foundation Trust (NCIC).
This policy provides guidance to Managers and employees on the types of leave available, which are in many instances in excess of statutory provision.
Annual leave procedure - including calculation and application of annual leave and Public Holiday entitlements, ensuring employees take adequate rest away from work whilst maintaining the needs of the service.
Special leave procedure – support available to deal with situations requiring the request of special leave (paid or unpaid), in order to balance the demands of domestic, personal and work responsibilities including times of urgent and unforeseen need.
New Parents Leave & Pregnancy at Work procedure – including entitlements to leave, the application procedure and pay and the steps that managers must take to ensure that new and expectant parents are not exposed to hazards to health to them or the unborn child.
Time off in lieu procedure - provides guidance for claiming time back in lieu where additional work has been required.
The aim of this Policy and its supporting procedures is to provide clear guidance to managers and staff to enable the effective implementation of organisational change and arrangements for pay protection where appropriate.
This policy sets out the arrangements for pay progression for all employees on NHS National (Agenda for Change) Terms and Conditions of Employment, linked to individual performance and a demonstration that employees have the requisite knowledge, skills and competencies for their role.
This policy ensures a fair and consistent approach to applying the pay progression framework and will give due consideration to employee’s individual circumstances when considering a request for pay progression.
This policy outlines what payments are to be paid to non-agency Trust Medical staff undertaking additional clinical duties above their contracted clinical duties.
This policy and the associated procedure replaces the Trust’s previous Grievance Policy and Dignity at Work Policy. It takes into account the Advisory, Conciliation and Arbitration Service (ACAS) Code of Practice on Disciplinary and Grievance Procedures and ACAS guidance on Handling a bullying, harassment or discrimination complaint at work.
This policy commits the Trust and everyone working within it to take all reports of sexual misconduct seriously and to act on all reports. A zero-tolerance approach to sexual misconduct in the workplace is crucial to promoting a kind, caring and safe culture.
The Trust is committed to encouraging and supporting employees to achieve and maintain high standards of conduct and work performance by following fair and consistent procedures necessary for efficient operation of the business and for the health, safety and welfare of employees, patients and visitors. This policy provides guidance to managers and employees.
