This topic seeks to introduce the police service as an employer, to outline the governance arrangements and other key organisations and to explain the “employment” arrangements for the groups of staff who work in policing.
This document has been formulated to provide general guidance and policy advice to staff and managers in order to ensure that the force can actively promote inclusion and equality and does not discriminate on the basis of gender identity, gender expression and gender presentation.
Amendments to the Police Maternity Scheme came into effect on 10 April 1996 as a result of the Police (Amendment) Regulations 1996 and later updated by the Police (Amendment) Regulations 2003 (also updated on 4 January 2021).
The following policy takes full account of changes made to the scheme as a result of the change in Police Regulations....
Everyone must take responsibility for complying with the principles and rules of this document.
No employee or potential employee shall be treated any less favourably on grounds of sex (gender), marital or civil partnership status, race, colour, religion or belief, nationality, ethnic or national origin (including gypsies), dependants, disability, age, gender reassignment, trade union or staff association activity, sexual orientation, pregnancy and maternity or any other unjustifiable requirement....
These notes are for the guidance of staff and managers involved in operating the Police Staff Disciplinary Policy. It is a non-contractual document.
The Employment Rights Act 1996 requires employers to provide written information for their employees about certain aspects of their disciplinary rules and procedures. The Employment Rights (Disputes Resolution) Act 1998 and the Employment Relations Act 1999 add to the statutory framework.
The Constabulary recognises and values the contributions made by all members of its staff. However, it is recognised that in any organisation problems sometimes occur, ranging from minor to more serious. It is right that all staff should feel confident to raise any issue in the knowledge that they will be treated fairly and honestly.
The organisation recognises that grievances have the potential to cause long term problems and are likely to have an impact on the performance and attendance of any party involved.
To outline a successful recruitment and selection process ensuring adherence to the Equality Act 2010
This force recognises that its staff are its greatest asset and the right recruitment and selection processes are vital in ensuring that the highest calibre of staff is maintained.
It is the policy of the Constabulary to provide a working environment free of bullying, intimidation, or harassment. This policy is underpinned by our statutory duty to promote equality across all protected groups.
All members of staff will comply with this policy and ensure that their conduct does not cause offence. The Constabulary will positively support individuals who suffer personal harassment and who wish to achieve a resolution to the problem. The principles of this policy also apply to third parties, eg contractors and agency staff....
This policy outlines the National Police Promotion Framework (NPPF) for officers seeking promotion to the rank of sergeant and inspector. The Police Promotion Regulations 1996 (as amended) are also complied with throughout the process. The NPFF is governed by the Police Promotions legislation and the College of Police guidance.
The National Police Promotion Framework is a four-step promotion process for police officers seeking promotion to the rank of sergeant or inspector as follows: