RPS is committed to protecting the health, safety and welfare of all our employees. We recognise that workplace stress is a health and safety issue and acknowledge the importance of identifying and reducing workplace stressors.
The Health and Safety Executive define stress as “the adverse reaction people have to excessive pressure or other types of demand placed on them”. This makes an important distinction between pressure, which can be a positive state if managed correctly, and stress which can be detrimental to health.
The Management of Health & Safety Regulations 1999 state that all employers must make a suitable and sufficient assessment of the risks to the health & safety of its employees to which they are exposed to whilst at work and this would include stress.
Pressure - motivates and stimulates people to perform to the best of their ability. Often pressure is deemed to generate better performance - but there is a threshold that is different for all individuals. Going beyond the threshold can have an adverse affect on individuals performance.
Stressor - a pressure is termed a ‘stressor’ when it leads to stress in an individual. It is therefore important to appreciate that individuals vary in their resilience - so a level of a particular pressure that produces enhanced performance in one person,, may cause stress in another.
Stress - is a psychological state that results from an imbalance between the perceived demands (pressures) upon an individual and their perceived ability to cope. This imbalance causes changes in behaviour and performance and may lead to adverse health effects, both mental and physical.
It is the Company’s responsibility to provide a supportive environment for dealing with stress related issues, however, employees must take responsibility for raising their concerns as early as possible in order for the Company to investigate and resolve genuine problems.
To enable individuals to cope successfully with the demands and pressures of work, reasonable and appropriate improvements to the working environment will be made and suitable support will always be provided to those whose health and well-being are being affected by work-related stress.
Outside domestic pressures, such as family, finance, and bereavement are also potential causes of stress and can frequently compound workplace pressure. These should also be taken into consideration where they are likely to have an impact on an individual at work.
We are committed to avoiding or reducing work-related stress by:
Raising the awareness throughout the business about all types of stress and its causes
Where reasonable and practical, producing and making changes to work-related practices to reduce the factors which may lead to stress in the workplace
Providing opportunities for employees to maintain and promote their health and well-being
Promoting and maintaining good management practices to identify stress indicators for those with management and supervisory responsibilities.
In dealing with existing or potential stress problems we will:
Provide a supportive environment in which issues and concerns can be raised and dealt with appropriately
Provide guidance to managers to assist in the sensitive management of employees in likely stressful situations
Identifying appropriate training interventions to help alleviate the stress
Monitor working hours and overtime to ensure that staff are not overworking
Monitor holidays to ensure that staff are taking their full entitlement
Attend training as requested in good management practice and health and safety
Be vigilant and offer additional support to a member of staff who is experiencing stress outside work e.g. bereavement or separation
Providing external confidential assistance for employees through the 'Employee Assistance Programme'. This is run through our partner, Aviva and provides an advice and counselling service covering topics such as personal crisis, retirement planning, managing money, Illness etc. The UK helpline is available 24 hours a day, 365 days per year.
Human Resources will give guidance to managers and provide continuing support to both managers and individuals
Human Resources will also support the return to work process for those who have been absent as a result of stress.
RPS is committed to providing a positive and harmonious working environment and a culture of meritocracy, openness, fairness and transparency free from discrimination. The Company believe that it is crucially important to value and respect all employees where no one feels threatened or intimidated because of age, gender, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, pregnancy, race, colour, nationality, national or ethnic origins, disability and other differences that cannot be justified.
RPS is also committed to provide a non discriminatory approach across the employment life cycle from the recruitment and selection process, development, throughout employment and following termination of employment.
The purpose of this policy is to ensure that everyone has a working environment free of discrimination, harassment and bullying to enable the promotion of positive attitudes and community cohesion. It also aims to provide guidance and support where appropriate to resolve any issues should they occur and prevent recurrence.
To ensure that all employees of RPS will not discriminate on the grounds of age, gender, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, pregnancy, race, colour, nationality, national or ethnic origins, disability and other differences that cannot be justified.
Who the Policy applies to
This policy is applicable to all employees and contractors, whether permanent or temporary. The policy applies to all processes relating to employment and training and to any dealings with customers and clients. This Policy also applies to any information sent or used on behalf of RPS.
Legal and Ethical Framework (as it applies in the UK)
RPS recognises the principles set out in the ACAS Code of Practice and will regularly review the Equality and Diversity Policy.
RPS’ Equality and Diversity Policy is a fundamental part of the Company's diversity strategy and the Company is committed to ensuring:
The policy is communicated and understood
Regular audits take place to ensure compliance with the policy
Benchmarking internally and externally as appropriate
Ensure suitable training and education is in place to support the policy
Regular review of the policy to take account of changes in the law, best practice and/or business requirements
Revision of Policy
RPS reserves the right to amend this policy from time to time for any reason, including without limitation, to take account of changes in the law, best practice and/or business requirements.
RPS is responsible for the adoption, implementation and monitoring of this policy and related policies. The company are committed to this policy and all employees hold a responsibility to ensure that discrimination does not occur. Such discrimination will not occur in any processes involved in respect of recruitment and selection, promotion, training and development, conditions of work, pay and benefits and to every other aspect of employment, including general treatment at work and the processes involved in the termination of employment.
All employees are required to adhere to this policy and are expected to:
Co-operate with any measure introduced
Report any suspected discriminatory acts
Not induce or attempt to induce others to practice unlawful discrimination
Not to victimise anyone as a result of them having reported or provided evidence of any discrimination
Not harass, abuse or intimidate others on account of their race, religion or belief, gender, sexuality, age or disability impairment (physical, sensory or learning), physical appearance, marital or other life status, religious or political belief and other differences
Not canvass job applicants in an attempt to discourage them from applying or taking up a post
Any form of discrimination, harassment or bullying is unacceptable and will not be tolerated.
RPS will not tolerate unlawful discrimination in any aspects of our recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy on grounds of age, gender, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, pregnancy, race colour, nationality, national or ethnic origins,, disability and other differences that cannot be justified.
RPS is committed to ensuring the workplace is free from discrimination and/or prejudice in line with its policies and values. It will ensure that adequate resources are made available to promote respect and dignity in the workplace and to deal effectively with complaints of harassment. This policy and procedure will be communicated effectively to all staff, and will ensure that all staff are aware of their own responsibilities. Appropriate information will be provided, including training on induction and management courses so that employees can perform their roles sensitively and effectively.
In addition, RPS will seek to provide training in equal opportunities to managers and others likely to be involved in recruitment or other decision making processes, such as grievance procedures, where equal opportunities issues may arise.
RPS will also consider any possible indirect discriminatory effects when employees are not operating standard working practices [secondments etc.] as well as complying with its obligations in relation to statutory requests for contract variations and will also make reasonable adjustments to overcome barriers caused by disability.
RPS will monitor the composition of the existing workforce and of applicants for jobs (including promotion) and introduce positive action if it appears that this policy is not fully effective.
All RPS employees, contractors and agency staff working on RPS behalf, have a responsibility to ensure a working environment in which the dignity of all is respected and therefore they will ensure that their behaviour to colleagues and customers does not cause offence and could not in any way be considered to be harassment.
All employees, contractors and agency staff working for RPS will be expected to discourage any form of harassment by making it clear that they find such behaviour unacceptable and by supporting colleagues who suffer such treatment. They should alert a manager or HR to any incident of harassment to enable RPS to effectively deal with the matter.
Every employee is required to assist RPS in meeting its commitment to provide equal opportunities in employment and avoid any unlawful discrimination.
Acts of discrimination, harassment, bullying or victimisation against employees or customers are disciplinary offences and will be dealt with in accordance with RPS’ Disciplinary Policy. Discrimination, harassment, bullying or victimisation may constitute gross misconduct under the terms of the Disciplinary Policy. In addition to this employees, can be held personally liable as well as, or instead of, RPS for any act of unlawful discrimination.
If you consider that you may have been unlawfully discriminated against, you may use the Company's Grievance Procedure to make a complaint.
RPS will take any complaint seriously and will seek to resolve any grievance which it upholds. You will not be penalised for raising a grievance, even if your grievance is not upheld, unless your complaint is both untrue and made in bad faith.
Where a complaint has been made of discriminatory conduct it is very important to maintain strict confidentiality in order to protect both the complainant and the alleged perpetrator. Witnesses may be asked to give written statements and be prepared to answer questions at the formal hearing, however, it must be stressed that any breach of confidentiality will be treated very seriously and could result in disciplinary action.