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Redacted Text. Flexible working We have a documented and highly-visible flexible working policy. Our starting point for any request is “Why not?” and we always try to offer employees flexible working aligning to their circumstances/priorities. We provide all staff with the tools to work from any location REDACTED TEXT Staff work a variety of part-time and flexible hours to accommodate childcare, caring responsibilities and a variety of lifestyle choices REDACTED TEXT Support for family friendly working Recruitment hasn’t exactly been known for this, but it was one of our Scotland founder’s key goals when she set-up the business. Enhanced maternity/paternity, as much flexibility as required for nursery/school drop-offs/caring for sick or dying relatives. No need to take a half-day just to attend a sports day or hospital appointment. Work/life balance We encourage staff to attend the gym or a walk at any time of day. HN have paid for Account Team members across Scotland to train as Mental Health First Aiders. We organise regular ‘lunch and learn’ sessions on topics such as mindfulness, nutrition, SAMH talk etc. We support staff to carry out CSR activities during ‘work time’. Training and Skills Development Clear managerial responsibility to nurture talent. Each worker has a tailored training programme and access to a personalised e-learning platform overseen by our L&D Manager. Fully-funded training is delivered by our in-house Team and specialist external training providers and ranges from SVQ to MBA level, and have company-wide mentoring programme.
Redacted Text. The sample specification is contained in Table 1: Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text preferred money management strategy Redacted Text Redacted Text Redacted Text Redacted Text Claimant type number characteristics minimum required Legacy claimants of working age in receipt of a representative range of benefits and paid via a Redacted Text banking status Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text preferred money management strategy POca Redacted Text Redacted Text Redacted Text Redacted Text banking aspiration Redacted Text Redacted Text Redacted Text Redacted Text Financial capability Redacted Text Redacted Text Redacted Text Redacted Text digital inclusion / exclusion Redacted Text Redacted Text Redacted Text Redacted Text demographics Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text age Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text Redacted Text
Redacted Text. We do everything we can to protect FPBs from employment law risks/claims, using the methods described above to do this. Tender Title Framework Agreement for Interim IT Staff Services - National Question Ref 2.4.1 Management Processes- Ways of Working Weighting 40% of 2.4 Question Tenderers must describe their management processes and agreed ways of working to maintain a consistently high service level. Your response should cover, but not be limited to, performance monitoring, managing communications, problem solving and dispute resolution, achieving value for money in relation to your staff (including supply chain sub- contractors or consortia members, where appropriate) and internal and external stakeholders.
Redacted Text. Holistic approach to Security We have a fair and equal pay policy including a commitment to pay the Real Living Wage. We are a Living Wage Accredited Employer UK wide. We avoid exploitative employment practices and do not use any zero-hours contracts. All workers have permanent employment contracts with agreed set hours and a minimum 1 month notice period. Fair opportunities for pay progression and quarterly/annual appraisals for all workers. Rewards/remuneration and promotion linked to performance against agreed objectives. Enhanced sick pay, maternity/paternity and pension arrangements for all workers. All workers have opportunity for part-time, flexi/home working to align with family life and caring commitments. We publish annual gender pay gap figures. Organisation demonstrates organisation integrity We have a clearly communicated set of corporate values. External Governance (driven by Board), Internal Governance (driven by Management & HR). We conform to UK legislation and best practice with a Compliance Team and REC membership. We operate a top down approach; lead by example from the top. Robust systems of internal control provide both soft/hard measures. We adhere to the following policies; Anti-Harassment Equal Opportunities Whistleblowing Conflict Resolution Training is delivered on Day 1 of employment by our HR Team with on-going refresher training. Informal lunchtime sessions on topics relating to inclusion and respect delivered by organisations such as Stonewall. REDACTED TEXT Annual confidential employee engagement survey. Informal weekly team meetings & one-to-ones. Quarterly/Annual appraisals. Involvement of all staff in writing our annual business plan in Scotland. Staff involvement in presenting our strategy at our annual kick-off and half-year review meetings. To gain National Equality Standard we were measured on how we value and listen to employees, employee feedback was taken. Tender Title Framework Agreement for Interim IT Staff Services - National Question Ref 2.8 Sustainability and CSR Weighting 0% Not Marked Question Tenderers must confirm that, where appropriate, they will support the Scottish Ministers policies on Sustainability and Corporate Social Responsibility in delivering the services required. Please provide a statement which explains your sustainability policy and demonstrates how you will proactively support the delivery of the Framework Public Body(s) respective Sustainability (Social and...
Redacted Text. Holistic approach to Security We have a fair and equal pay policy including a commitment to pay the Real Living Wage. We are a Living Wage Accredited Employer UK wide. We avoid exploitative employment practices and do not use any zero-hours contracts. All workers have permanent employment contracts with agreed set hours and a minimum 1 month notice period. Fair opportunities for pay progression and quarterly/annual appraisals for all workers. Rewards/remuneration and promotion linked to performance against agreed objectives. Enhanced sick pay, maternity/paternity and pension arrangements for all workers. All workers have opportunity for part-time, flexi/home working to align with family life and caring commitments. We publish annual gender pay gap figures.
Redacted Text. The AUTHORITY’s entire limitation of liability under this Contract shall not exceed £10,625.25 including delivery but excluding VAT. Limitation of liability may only be varied with the prior written agreement of the AUTHORITY’s Contract Manager.
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Redacted Text for the Supplier:- Somerstotalkare Ltd Address:
