CareWorker Handbook V2.0

City & County
Healthcare Group
Care Worker
Handbook
City & County Healthcare Group - Care worker handbook
Contents
WELCOME TO CITY & COUNTY
HEALTHCARE GROUP 5
PART A
A GUIDE TO YOUR EMPLOYMENT 8
1. JOINING CITY & COUNTY
HEALTHCARE GROUP
1.1 Contract of employment 9
1.2 Allocation of assignments 9
1.3 Eligibility to work in the UK 10
1.4 Criminal records checks 10
1.5 Probationary period 11
1.6 Change of personal circumstances or details 12
1.7 Medical fitness and health surveillance 12
1.8 Occupational health assistance 13
1.9 Night work 14
1.10 Training and development 14
1.11 Your personal information 15
1.12 Resignation 16
2. PAY, PENSION & BENEFITS
2.1 Confirmation of your work 18
2.2 Your pay 18
2.3 Rest breaks 19
2.4 Pension 20
2.5 Employee Assistance Programme and perks 20
2.6 Refer a Friend 21
2.7 Blue Light Card 22
Version - 2.0 2 Last Updated - Sept 2022

2.8 Death in Service payment 23

3. TYPES OF LEAVE
3.1 Annual leave 24
3.2 Sickness absence 28
3.3 Maternity leave 31
3.4 Paternity leave 34
3.5 Special leave 34
4. OUR POLICIES
4.1 Disciplinary policy and procedures 36
4.2 Grievance policy 38
4.3 Bullying, harassment and victimisation 39
4.4 Equality, diversity and inclusion 40
4.5 Whistleblowing 42
PART B
A GUIDE TO WORK ACTIVITY 45
5. SAFEGUARDS
5.1 Confidentiality 46
5.2 Right to search 46
5.3 Financial transactions 46
5.4 Social media 48
5.5 Identity cards (ID) 49
5.6 Security and keysafes 49
6. STANDARDS AND BEHAVIOUR AT WORK
6.1 Professional boundaries 51
6.2 Personal relationships 51
6.3 Dress code and appearance 52
6.4 Speaking over service users or speaking in a
language they don’t understand 54

7. PERSONAL PROTECTIVE EQUIPMENT

7.1 Personal protective equipment (PPE) 55
8. GENERAL RULES
8.1 Secondary employment and/or
conflicts of interest 56
8.2 Private working arrangements 56
8.3 Children, pets, friends and relatives 56
8.4 Punctuality and time keeping 56
8.5 Alcohol and recreational drugs 57
8.6 Smoking 58
8.7 Food 58
8.8 Mobile phones 58
8.9 Driving / use of your own vehicle 59
8.10 Staff meetings 60
8.11 Adverse weather conditions 60
8.12 Health and safety 61

WELCOME TO
CITY & COUNTY
HEALTHCARE
GROUP
Thank you for choosing to work
with City & County Healthcare
Group. You are now part of the
largest provider of home care
services in the UK and we’re
delighted that you have chosen
to be part of the team. We hope
that you will have a long and
happy career with us.
There is a lot of detail in

the following pages of this
handbook and you can read
them when and where it suits
you, but please take note of
the really important messages
in the first section ‘About this
Handbook’.
Our mission statement
To provide flexible community-based care support of the

highest standard, that promotes independence, dignity
and choice.
Our Values
We care – We care about, respect, protect and speak up

for our service users, each other and our business.
We strive – We strive to continuously improve for the best
outcomes for our service users, being accountable and
responsible and giving credit where it’s due.
We listen – We listen to our service users,
commissioners, regulators and our own people.
We build – We build our reputation and our business with
trust and through working in partnership.
What we need you to do every day:
• keep yourself and others safe

• uphold the dignity and privacy of service users
• take special care with medication, money and
property
• report incidents and concerns so that everyone
remains safe and we can all learn from mistakes
• ask if you are not sure about something
• be a good team player and communicate with your
team in the branch office or in our support services
whenever you feel you need to
• keep good records
• be friendly and treat people with respect
• be sensitive to social and cultural needs
• take pride in doing a worthwhile and important job
which really makes a difference to people’s lives.

ABOUT THIS HANDBOOK
We have developed policies and procedures so that you

are clear about what is expected of you in all areas of your
work. We will explain these and help you understand them
through your induction training, further training courses
and meetings with your manager.
This handbook summarises the policies and procedures

that you are most likely to encounter in your day-to-day
work. It provides an easy-to-read reference source. Please
make sure you read it and regularly refer to it whilst you
are at work.
For ease, we have split the handbook into two main

sections:
Part A) A Guide to your Employment – what you need

to know about working with us.
Part B) A Guide to Work Activity – providing you with

summaries of policies, procedures and standards that you
are required to follow during your employment with us.
Full versions of City & County Healthcare Group policies

and procedures can be accessed on the group’s Learning
Management System (LMS) and at your employing office
through your line manager.
If you are unsure of anything or require further guidance,

assistance or advice on any aspects of your work please
contact your line manager in the first instance.
Please note this handbook is applicable to only the

operating companies who have adopted City & County
Healthcare Group policies.

PART A
A GUIDE
TO YOUR
EMPLOYMENT
1. JOINING CITY & COUNTY

HEALTHCARE GROUP
Below we have outlined what to expect when joining City
& County Healthcare Group, from your recruitment journey
and throughout your employment with us.
1.1 Contract of employment

You will be issued a contract of employment once you
have completed the recruitment process and satisfied the
criteria for employment.
Your contract of employment will set out the specific terms

and conditions of service.
The group reserves the right to change its terms,

conditions, and employment policies from time to time.
You will be notified, at the earliest opportunity, of any
changes and consulted with where necessary.
1.2 Allocation of assignments

You will be allocated rotas or shifts by your line manager
or rostering team, according to your availability or your
contracted hours, where applicable.
This is your assigned workload and you are expected to

complete it. If for any reason your rota or shift pattern does
not match your stated availability or contracted hours, then
you must inform your local branch office immediately and
they will work with you to reassign anything outside of your
availability/contracted hours.
Return to contents page

For further information on the frequency of rota or shift

allocation please contact your line manager.
1.3 Eligibility to work in the UK

We take care to only employ people entitled to work in
the UK.
If you do not have the legal right to work permanently in

the UK, we will ask you to provide evidence of your right to
work each time your time-limited status is due to expire.
By law, we can only employ people entitled to work in the

UK. If at any time you cannot provide evidence of that
right, we will have to remove you from your assignments
and may also have to terminate your employment.
1.4 Criminal records checks

Due to the nature of the work we have to know about any
relevant history of criminal behaviour.
When you applied to work for City & County Healthcare

Group you were asked about any relevant criminal
convictions, cautions, reprimands or warnings that you
have received.
You will also have gone through checks with the

Disclosure and Barring Service (DBS) / Access NI /
Disclosure Scotland as applicable.
We treat all criminal record information with the utmost

confidence in line with the law. Any such information will
not be disclosed to anyone other than the managers within

the group that need to access it in order to make decisions

about your employment.
We will require a renewed criminal records disclosure at

least every five years during your employment.
You are required to immediately inform your line manager

without delay of any criminal convictions, cautions,
reprimands or warnings that you may receive during the
period that you are employed by the group.
You are required to inform your line manager without delay

if you are the subject of any criminal investigation during
the period that you are employed by the group.
1.5 Probationary period

The first six months of all City & County Healthcare Group
care workers’ employment is probationary.
At any time during your probation, you or the group may

terminate your employment with one week’s notice in
writing.
During your probationary period the work you do will be

assessed. Towards the end of six months you will discuss
your performance with your line manager.
Your probationary period can be extended at your line

manager’s discretion for up to a year.

1.6 Change of personal circumstances

or details
It’s really important to inform the office without delay if

any of the personal details you gave at the start of your
employment change.
This includes changes to your:
• name, address, or telephone number

• email address
• bank details
• emergency contacts
• work availability
• criminal convictions, cautions, reprimands or
warnings
• health concerns that can impact on your ability to
manage your work effectively
• eligibility to work in the UK.
1.7 Medical fitness and

health surveillance
As part of the recruitment process you will have been

asked to sign a health declaration and complete a health
questionnaire.
The questionnaire helps us:
• identify work that would be too risky for you to do

• identify any particular needs you have and assess
whether we are able to make adjustments.

Please tell your line manager about any changes in your

health conditions or new health concerns as soon as you
become aware of them. This will allow us to provide you
with the relevant support to ensure that you are safe at
work.
For example, please inform your manager if:
• you experience an allergic reaction to something

linked to your work
• you have experienced a needle stick or sharps injury
• you have a cough and/or fever that might indicate
influenza
• you display COVID19 symptoms or are a confirmed
case
• you have diarrhoea and/or vomiting that might
indicate the clostridium difficile, norovirus or food
poisoning
• you have skin lesion/rash that might indicate scabies
• or any other circumstances that requires medical
assistance.
1.8 Occupational health assistance

We sometimes use external occupational health
companies to help us assess the health of employees and
what they are capable of doing, particularly if they return
from a significant absence due to sickness or if their GP
has advised us that reasonable adjustments could
be made.

1.9 Night work

This type of work is subject to risk assessment. Everyone
will be offered a health assessment questionnaire before
commencing night work and on a regular basis thereafter
with the opportunity to have a review annually.
1.10 Training and development

City & County Healthcare Group is committed to providing
you with the necessary training and support to enable
you to fulfil your responsibilities to the best of your ability.
Our goal is to fully support you, whether you are aiming to
further your skillset or progress your career.
1.10.1 New care workers will receive:

• a sector-leading skills assessment
• an on-boarding program which takes place over
twelve weeks, during which time you will work
towards the City and County Healthcare Group
Diploma
• ongoing learning and development support through
regular supervisions
• opportunity to access formal qualifications.
1.10.2 Ongoing training and development

Our annual update training programme provides an
opportunity to refresh your knowledge and practice and to
verify understanding.

Additional specialised care training will be provided to

particular workers according to the needs of service users
and the business. In some cases, training may include
instruction from a healthcare professional so that care
workers can support with specialised healthcare tasks.
From time to time, you may also receive training via

branch meetings or as a result of a supervision with your
line manager.
This training will support your ongoing development or

upskill you in a new process/procedure or change in group
practice.
1.10.3 Formal qualifications

City & County Healthcare Group works in partnership
with some of the UK’s leading apprenticeship providers in
health and social care and management qualifications.
We offer a range of nationally recognised apprenticeship

qualifications from Level 2 to Level 5. Depending on your
eligibility, skills and development needs, you may be
offered the opportunity to complete an apprenticeship
qualification.
1.11 Your personal information

The UK General Data Protection Regulation (UK GDPR)
and the current Data Protection Act regulate City & County
Healthcare Group’s use of your personal data.

Every employer has the responsibility to ensure that their

employees’ personal data is processed in accordance with
these legal frameworks.
Any data held shall be processed fairly and lawfully and in

accordance with the rights of data subjects.
City & County Healthcare Group will collect and process

information relating to their employees in line with the
group’s privacy notice for job applicants and employees,
which is available from your local office and on our
website.
If you have any questions about the privacy notice for

employees and City & County Healthcare Group’s use of
your personal information please contact us via email at
[email protected]
You are required to comply with the group’s Information

Governance Policy when handling other people’s personal
data. This is very important, please make sure you
understand what is required of you. Remember, if you
have any questions contact your line manager.
1.12 Resignation
If, for whatever reason, you decide to leave the City &
County Healthcare Group family please inform your line
manager of your decision to resign and the reason for
resigning.

1.12.1 Return of group property

On the termination of your employment, you must return
all group property (including uniforms and group mobile
phones) that are in your possession or for which you have
responsibility. Failure to return such items will result in
the cost of the items being deducted from any monies
outstanding to you.
1.12.2 Repayment of outstanding monies

On the termination of your employment, the group has the
right to deduct from your final pay any sums owed by you
to the group.

2. PAY, PENSION & BENEFITS
2.1 Confirmation of your work

All City & County Healthcare Group care workers are paid
according to the verified work they do.
Work can be verified in two ways:
• ECM (Electronic Call Monitoring) – In digital

branches care workers are required to check-in and
out via the digital system to register their arrival and
departure at a service user’s home. All care workers
will be notified and trained on how to use the ECM
system
• Timesheets – In non-digital branches and some
Extra Care schemes, care workers may be required
to complete a timesheet that forms a record of
duties and the time spent at work. This must be
countersigned by service users for all duties. All
timesheets must be properly signed by the service
user or authorised point of contact if they are able to.
Timesheets must be returned to the care worker’s
local office and verified by the office team each week.
2.2 Your pay

When you are paid you will receive an email from the
payroll department containing your pay slip that includes:
• your gross (before tax) wage for the period

• direct deductions made
• other deductions at source required by law, for
example Attachment of Earnings.

A breakdown of hours worked is available on the

Employee Portal on PeoplePlanner, which can be
accessed via your work telephone. Please speak to your
line manager if you are unsure how to access the portal.
Your wages will be paid directly into your bank or building

society account by BACs transfer.
Payments will be made to you every four weeks in arrears.
If you wish to change your bank account, you must inform

your local office at least one week prior to pay processing.
Rates of pay for your assignments will be communicated

to you from time to time or on request and will be either
per shift or per hour depending on the nature of the
assignment.
If you have any questions about your wages, please

contact your line manager.
2.3 Rest breaks

You should ensure that you take sufficient rest breaks
during your working day. If you work for more than six
hours, you have the right to a 20 minute rest break. If
you have any questions about rest breaks or would like
to amend your rota to ensure you have sufficient breaks,
please speak to your manager.

2.4 Pension
In line with the Pensions Act 2008 we will automatically
enrol you into the City & County Healthcare Group
pension scheme.
Eligibility for this will depend on your age, earnings and

employment status.
You are fully entitled to opt out of this pension scheme.

Information on how to do this will be provided directly to
you by the pension provider.
2.5 Employee Assistance Programme

and perks
As you are now part of City & County Healthcare

Group you will have access to an Employee Assistance
Programme (EAP) which offers you and your family a
range of health and wellbeing services.
You can speak to professionally trained advisors for

immediate confidential support for financial, physical or
emotional wellbeing. The support available covers a wide
range of health and wellbeing areas, including:
• crisis intervention
• bereavement support
• stress management and mental health concerns
• alcohol or substance abuse & smoking cessation

• divorce/marital problems
• care for older relatives or children
• financial and legal support (debt management,
budgeting, retirement planning, legal disputes, house
moves).
You can also access thousands of online wellbeing

resources whenever you need them from the EAP’s online
portal and app, including:
• wellbeing articles/factsheets
• toolkits and wellbeing courses
• wellbeing assessments
• videos and podcasts
• online workout programmes
You also have access to thousands of discounts through

the EAP portal such as cashback, discounted gift cards,
cinema discounts and in-store vouchers. These discounts
will help you save money on everyday essentials and
important life events.
Our EAP is provided by LifeWorks, for confidential 24/7

support call 0800 1691920.
Shortly after your first pay date, you will receive an

email from LifeWorks with a link to register for the online
services. Contact your line manager for more information
or email [email protected] for further
assistance.
2.6 Refer a Friend

City & County Healthcare Group operates a Refer a
Friend scheme for care workers who refer care workers.

Refer a Friend works like this:
• If you see a care worker vacancy at City & County

Healthcare Group which might suit one of your
friends or family members, then you refer that friend
or family member to City & County Healthcare Group,
and if your friend gets the job, you receive a financial
reward, which is paid in vouchers.
Referrals are made by completing the form at

www.candc.uk You’ll need to enter your name, email
address, phone number and branch. You’ll also need your
friend’s name, email address and phone number. Make
sure you get their permission to give us their contact
details.
If you have any questions, email

[email protected] and we’ll help you to
get started.
2.7 Blue Light Card

The Blue Light Card offers online and in-store discounts to
those in the emergency services, NHS, social care sector
and armed forces.
For a small amount, (£4.99 in 2022), members of the Blue

Light community can register to access more than 15,000
discounts for two years. The discounts cover items from
both large national retailers and local businesses across
categories such as holidays, cars, days out, fashion, gifts,
insurance, phones and many more.
More information about the Blue Light Card Scheme can

be found at www.bluelightcard.co.uk

2.8 Death in Service payment

City & County Healthcare Group operate a Death in
Service payment.
In the event of your death, the group will make a

one-off payment of £10,000, which will either be paid
to your nominated beneficiary or divided between your
nominated beneficiaries in the event of there being more
than one.
Please ensure you have completed a nomination of wish

form to detail your chosen beneficiary(s) and their contact
details. You may change your chosen beneficiary(s) at
any point during your employment by submitting a new
nomination of wish form. Please email
[email protected] to request a nomination
of wish form.
If you have an alternative death in service payment as part

of your terms and conditions of employment the above
payment does not apply. Please refer to your terms and
conditions of employment.

3. TYPES OF LEAVE
3.1 Annual leave

All employees are entitled to paid annual leave and are
encouraged to take this entitlement. It is your responsibility
to plan in your annual leave and make arrangements to
ensure you are able to take time off. Your manager will
do what they reasonably can to ensure that you are able
to take the annual leave to which you are entitled, whilst
having due regard for the needs of the business. You will
not be permitted to claim payment for annual leave as well
as payment for work, i.e. undertake work on an agreed
annual leave day.
3.1.1 Basic annual leave entitlement

Employees are entitled to a minimum of 5.6 weeks’ paid
annual leave. This amounts to 28 days’ leave for someone
that works five days a week or more (but is capped, so
that those who work more than five days a week do not
get additional entitlement). The entitlement of employees
that work fewer than five days a week will be pro rata of
the time they actually do work.
The 5.6 weeks’ holiday is usually made up of:
• 20 days = 4 weeks known as “statutory leave”; plus

• 8 days (which are the year’s bank holidays) = 1.6
weeks, known as “additional leave”.
Any leave which is over and above the 5.6 weeks is

referred to as “contractual leave” and is set out in an
employee’s contract of employment.

3.1.2 Public holidays

The basic entitlement includes public holidays. Unless
otherwise agreed, you are required to take annual leave
on all public holidays.
Employees that would normally work on the day of the

week on which a public holiday falls may be expected to
work as usual and if they do so, may receive enhanced
rates of pay. Please contact your line manager to find out
about rates of pay for working on a bank holiday.
3.1.3 Carrying over annual leave entitlement into

the following leave year
Annual leave is important for employee wellbeing and it is
intended that accrued annual leave should be taken in the
leave year in which it is earned. Employees are therefore
not normally entitled to carry their annual leave entitlement
over into the following leave year.
However, annual leave may be carried over in exceptional

cases, including where:
• an employee has agreed to support the business and

forego leave to assist in the maintenance of service
to clients; or
• an employee could not take some or all of their
annual leave entitlement because they were on some
other type of leave (e.g. sick, maternity); or
• an employee could not take some or all of their
annual leave entitlement as their employment
commenced within two months of the end of the
annual leave year.

Authorisation to carry over annual leave must be given by

a line manager above branch manager level. Furthermore,
unless otherwise agreed, an employee permitted to carry
over annual leave:
• may not carry over more than one week’s leave;
and
• must take that leave within the first three months of

the new leave year.
Payment will not be made for annual leave which has not
been taken unless the employment is ending or there is a
contractual entitlement above the 5.6 weeks of statutory
or additional leave and it is agreed that a payment in lieu
is appropriate. The leave entitlement will lapse at the end
of the leave year unless the carry-over of untaken days is
agreed.
3.1.4 Duration of periods of annual leave

Employees are not normally entitled to take more than
two weeks’ annual leave in any one period of leave.
However, extended leave may be granted at management
discretion.
3.1.5 Annual leave requests

The group is not obliged to grant any particular annual
leave request, but will normally only refuse a request for
legitimate business reasons and will treat all requests
equally. Normally, a ‘first come, first served’ rule will
be applied.

You should not commit to holiday plans until your annual

leave request has been granted. The group cannot accept
liability for deposits or other expenses in respect of
holidays where these have been incurred before leave has
been formally granted.
The process for annual leave applications is as follows:
• you should submit a care worker annual leave

request form to your designated line manager, giving
as much notice as possible
• the line manager will ask the branch manager to
approve the request
• a copy of the completed leave request will be
returned to you once the request is approved or
refused (this may be scanned and emailed), usually
within five working days of receipt of the request.
3.1.6 Employees on ‘zero-hours’ or ‘guaranteed

hours’ contracts of employment - accrual
You will begin to accrue annual leave on your first day
of work. However, you may not take any annual leave
until you have completed one month’s work. For your first
twelve months, you may only take annual leave already
accrued at the point you wish to take leave.
After your first twelve months, you will normally be

permitted to take up to one week’s leave that has not yet
accrued at that point in the year. The overall amount of
leave entitlement remains the same. It should also be
remembered that ‘a week’s leave’ for someone who on
average works three days a week will consist of three days
of leave.

Annual leave entitlement continues to accrue during

periods of absence.
3.1.7 Amount payable

You are entitled to a week’s pay, based on your normal
wage, for every week’s leave you take.
Annual leave can only be taken in whole days.
Any part days accrued which cannot be taken will

automatically be carried forward into the next accrual
calculation period.
Your entitlement will be calculated as your average weekly

pay over 52 weeks.
Where 52 weeks’ data is not available, then the number of

weeks available will be used in the calculation.
For any further information regarding the annual leave

policy and procedure please contact your line manager.
3.2 Sickness absence
3.2.1 Reporting sickness absence

We all have a responsibility to keep ourselves, our service
users and the people we work with safe and well. If you
feel too unwell to work, you must notify your line manager
of your illness and your inability to attend work on the first
day of sickness and no later than one hour before your
first scheduled appointment.

Please inform your line manager:
• why you are unable to come to work

• how long you think you may be off work
• what you are doing to mitigate the effects of the
illness (e.g. visiting the doctor)
• where you can be contacted during working hours
should we need to get hold of you.
Unless you have already submitted a doctor’s certificate,

always contact your line manager on each subsequent
day of absence at an agreed hour.
Your line manager will tell you more about sickness

absence reporting if needed.
3.2.2 Extended sickness absence

For absences of more than five working days (or seven
consecutive calendar days), you must obtain a Fit Note
from your GP/Nurse/Pharmacist and send this to your line
manager as soon as possible.
You must continue to provide additional Fit Notes covering

the full period of absence. You must always maintain
regular contact with your line manager.
3.2.3 Sick pay

You may be entitled to Statutory Sick Pay (SSP) during
sickness absence, provided you comply with the sickness
reporting procedure, and you meet the qualifying criteria.

To qualify for Statutory Sick Pay (SSP) you must:
• be classed as an employee and have done some

work for the group
• have average weekly earnings (AWE) at or above the
lower earnings limit (LEL)
• have been ill for at least four days in a row (including
non-working days)
The group will inform you if you are entitled to SSP at the
relevant time.
SSP is paid by the group for up to 28 weeks.
If you do not qualify for SSP or your SSP is ending, our

payroll team will send you an SSP1 form. You may be able
to apply for Universal Credit or Employment and Support
Allowance (ESA) and you can use the SSP1 form to
support your application.
If you are contractually entitled to occupational sick

pay, this will be detailed in your terms and conditions of
employment.
3.2.4 Persistent / Unauthorised absence

Employees who are repeatedly absent from work present
a serious challenge to effective management of the
business. The group has put processes in place to ensure
that persistent absence is identified and addressed
promptly and fairly.
Line managers will maintain records of all periods of

absence for each employee, and return-to-work interviews

will be used to identify whether persistent absence is

occurring.
For further information, relating to absence please refer to

the Attendance Policy.
3.3 Maternity leave

Every pregnant employee has the right to take Ordinary
Maternity Leave (OML) for 26 weeks and Additional
Maternity Leave (AML) for 26 weeks. This is 52 weeks
in total.
The employee who is on maternity leave does not have to

take the full 52 weeks but they must take two weeks’ leave
after the baby is born.
3.3.1 Maternity pay

The group offers an enhanced occupational maternity
entitlement if you have completed 26 weeks’ continuous
service continuing into the ‘qualifying week’, this is the
15th week before the expected week of childbirth, this
includes:
• eight weeks’ full pay

• 12 weeks’ half pay
• 19 weeks’ Statutory Maternity Pay (SMP) providing
employee meets SMP qualification criteria.
For full eligibility criteria please refer to the Maternity,

Paternity and Adoption Policy.

3.3.2 Notification process

You can tell your manager you are pregnant as soon as
you feel able - even in early pregnancy. This is particularly
important if you have concerns over your health and safety
in the workplace. However, there is no obligation to inform
your employer until 15 weeks prior to the due date (usually
around the 25th week of pregnancy).
Your manager will go through a risk assessment to be

sure that you are working in a way that is safe for you and
your baby.
While you are pregnant and working, it’s very important

that you:
• inform your manager when you feel you can but no

later than 15 weeks prior to the estimated due date
• inform your manager of any changes that you may
be experiencing and agree to undergo regular risk
assessments to safeguard you and your unborn baby
or babies
• complete a Maternity/Adoption Form and send as
soon as possible to your line manager
• provide your MATB1 Form from your doctor or
midwife to your line manager.
A member of the HR Services Team will then confirm in

writing, within 28 days, the terms of the maternity leave
and the expected return to work date.

3.3.3 Commencement of maternity leave

Please note, maternity leave can commence no sooner
than the beginning of the 11th week before the expected
week of childbirth (EWC).
If you have to be absent from work with a pregnancy-

related illness, or become ill with a pregnancy related
illness during the last four weeks before your EWC,
maternity leave and pay will start automatically on the day
after the first day of absence.
If you give birth before the intended maternity leave start

date, it will start the day after the birth.
3.3.4 Antenatal care

Pregnant employees will be given paid time off to attend
antenatal appointments. Antenatal appointments should,
where possible, be arranged outside core hours. Evidence
of appointments such as an appointment card or medical
certificate may be requested by the line manager.
In addition, the father or partner of the pregnant woman

may take time off work to attend antenatal appointments
with the expectant mother; this is unpaid.
Please always give as much notice as possible if you need

time off work to attend these medical appointments.
Please refer to the Maternity, Paternity and Adoption

Policy for further information.

3.4 Paternity leave

Paternity leave can be taken if your partner is having a
baby, you are adopting a child or having a baby through
surrogacy arrangement. You should let your line manager
know as soon as possible of your intention to take
paternity leave.
Please refer to the Maternity, Paternity and Adoption

Policy for further information on eligibility and payment.
3.5 Special leave

The group recognises the importance of making
provisions for employees to take leave outside of the
normal annual leave entitlements in certain circumstances.
During your employment with City & County Healthcare

Group you may be eligible to take the following types
of leave (paid and unpaid), subject to any statutory
eligibility requirements or conditions and the group’s rules
applicable to each type of leave in force from time to time:
• parental leave
• time off for dependants
• bereavement leave
• compassionate leave
• study leave
• emergency leave
• miscellaneous statutory time off
• jury service
• discretionary leave.

Please note – if you are called for jury service, please

inform your manager immediately so that they can cover
you during your absence.
For further information on the types of leave you are

entitled to, please speak to your line manager or refer to
the Special Leave Policy.

4. OUR POLICIES
In this section you will find information on some of City
& County Healthcare Group’s general policies and
procedures. Not all policies are included here. You
can access group policies on the group’s Learning
Management System (LMS), or you can request copies
from your line manager.
The aim of this section is to provide you with the key

points of the group’s policies that are essential for you
to know.
4.1 Disciplinary policy and procedures

The group has clear expectations for reasonable
standards of performance and conduct by which all
employees are expected to abide.
The main purpose of a disciplinary policy is to encourage

improvement in an employee whose conduct or
performance are below acceptable standards and to
ensure that all employees are treated fairly and equally.
Below we have provided information about the types

of breaches covered by the City & County Healthcare
Group’s policy.
Please refer to the Disciplinary Policy for more detailed

information, including an overview of the different stages
of the process and the potential outcomes, should you
face disciplinary action.

4.1.1 Definitions of conduct

There are two types of conduct breaches, misconduct and
gross misconduct.
Misconduct
Misconduct is where an employee’s level of behaviour falls

below the standard expected of them, at which point the
disciplinary procedure may be considered.
Below are some of the types of behaviours which are

deemed as misconduct. For full details of these along
with examples of the misconduct which come under these
types please refer to the Disciplinary Policy.
• punctuality and attendance

• endangering self or others
• misuse of time or property
• unreasonable behaviour towards others.
Gross misconduct
Gross misconduct includes; acts, omissions or behaviours

which may be serious enough to justify dismissal without
notice.
The following is a list of the types of acts, omissions or

behaviours normally considered as gross misconduct.
For full details of these along with examples of the gross
misconduct which come under these types please refer to
the Disciplinary Policy.
• punctuality and attendance

• crimes
• violence, aggression or intimidation

• serious damage to, or misuse of property

• seriously endangering self or others
• unreasonable behaviour towards others
• abuse or neglect
• breach of confidentiality or privacy
• deception and dishonesty
• bringing the group into disrepute.
4.2 Grievance policy

Grievances are concerns, problems or complaints that an
employee raises with their employer.
The group always aims to resolve individual grievances

quickly and in a manner that is as fair as possible, and
promotes open discussion. Most concerns, problems
or complaints can and should be dealt with informally,
promptly and amicably between an employee and their
line manager.
However, we recognise that sometimes this may not be

appropriate and so, we have a formal procedure that
can be used to help resolve issues in a manner which
is fair and consistent. This procedure is detailed in the
Grievance Policy.
This procedure will allow you to confidently raise any

grievances which you may have and the policy explains
how you should do this as well as the procedure that will
be followed.

4.3 Bullying, harassment and

victimisation
We aim to create workplaces in which everyone feels

that they belong and where their dignity is upheld and
where they are treated fairly. Bullying, harassment and
victimisation are completely unacceptable and will not be
tolerated. For the avoidance of doubt, everyone employed
by the group should understand that such behaviours are
considered disciplinary offences.
The group’s Dignity at Work Policy helps define and

explain what types of behaviour could amount to bullying,
harassment or victimisation. The policy also sets out what
you should do if you feel you’re being bullied, harassed or
victimised and the procedure that will be followed if you
flag up a concern.
We understand that you may not feel comfortable raising

a concern about bullying, harassment or victimisation
with your line manager, so we have designated specially-
trained independent members of our team who you can
approach if you feel uncomfortable using the normal
grievance procedure – you can contact them in confidence
at [email protected]
You can also raise concerns anonymously if you wish to

do so using the group’s external whistleblowing service
(see section 4.5).

4.4 Equality, diversity and inclusion

City & County Healthcare Group and each of its operating
companies aim to be an inclusive organisation, as an
employer and service provider.
4.4.1 Equality and diversity in employment

We value diversity in our workforce and we are committed
to ensuring that no employee receives less favourable
treatment on the grounds of age, disability, gender
reassignment, marriage or civil partnership, pregnancy
or maternity, race or national or ethnic origin, religion or
belief, sex or sexual orientation.
It is our aim to achieve a diverse workforce that reflects

the communities in which we work and wherever
possible, we will identify and remove barriers and provide
appropriate support, facilities and conditions of service
to meet the needs of disadvantaged and/or under-
represented groups.
If you feel that you are discriminated against in any way in

the workplace, we encourage you to raise this with your
line manager, either informally or via the formal grievance
procedure.
4.4.2 Disability
We have a responsibility to ensure that you are physically
and mentally able to carry out your role safely. If you have
told us that you have a disability, we will consider what
reasonable adjustments we can make to support you to
work safely.

Whether you have a temporary or a long-term impairment,

we will start by considering what you can do rather than
what you can’t.
4.4.3 Equality and diversity in service provision

The group is also committed to taking into account the
cultural, religious and language needs of service users
when we plan and deliver services.
Sometimes this will mean delivering services that are

culturally appropriate in which, for example, we assign an
employee who shares the service user’s first language.
4.4.4 Discrimination against staff by

service users
We have a duty of care towards all our employees and
service users.
It is not acceptable for service users to refuse an

employee on the basis of their age, disability, race, religion
etc.
On the same basis it is not acceptable for the employee to

be harassed by a service user on these grounds.
There may be circumstances where there is a legitimate

cultural or religious requirement or where a service user
declines to have a personal care task performed by a care
worker of the opposite sex.
Please refer to the company’s Equality, Diversity and

Inclusion Policy for further information.

4.5 Whistleblowing
The group has a clear policy on whistle-blowing, allowing
employees who have serious concerns about the
conduct of others to report these to senior management
in confidence without fear of repercussions, retaliation,
intimidation or reprimand.
4.5.1 What is whistleblowing?

Whistleblowing is the term used when an employee raises
concerns or passes on information about wrongdoing.
This wrongdoing will typically be something seen at work.

We call that process ‘making a disclosure’ or ‘blowing the
whistle’.
To be covered by whistleblowing law, when making a

disclosure you must reasonably believe two things:
1. The wrongdoing is serious enough that you are acting

in the public’s interest. This means that personal
grievances and complaints are not usually covered by
whistleblowing law.
2. That the disclosure shows past, present or likely
future wrongdoing. This can fall into one or more of
the categories detailed below.
The distinction between a grievance and whistleblowing

is important. A grievance refers to issues affecting you
directly. Whistleblowing deals with issues which could
impact the wider public, such as:
• financial malpractice or impropriety; theft, fraud,

bribery or corruption, or any other criminal activity

• failure to comply with legal or statutory obligations

• dangers to health and safety
• risk of, or actual damage to the environment
• bullying or harassment
• improper or unethical conduct
• attempts to conceal any of these.
For example, you might see someone ignoring health and

safety rules or a colleague changing financial records.
These would be the types of activity covered by a
whistleblowing disclosure.
However, a disagreement over your work would only affect

you directly, making the situation a grievance.
If you do have a grievance, please raise this by following

the grievance process detailed above.
4.5.2 How to ‘blow the whistle’

First of all, please raise any concerns with your line
manager. You may also choose to speak to another
person in your line management structure if the issue
affects your direct line manager.
In some cases, you may feel more comfortable exposing

wrongdoing to an independent whistleblowing service.
In this situation you can choose to confidentially raise

concerns to SeeHearSpeakUp:
Phone: You can call SeeHearSpeakUp free on 0800 988

6818. The confidential reporting hotline is open 24 hours a
day, 365 days a year.

Online: You can report issues at

www.seehearspeakup.co.uk/en/file-a-concern
Email: You can send your concerns to SeeHearSpeakUp

at [email protected]
For more information, please refer to the group’s

Whistleblowing Policy.

PART B
A GUIDE
TO WORK
ACTIVITY
This sections tells you about
the standards and behaviours
we expect from you at work. It
also includes summaries of the
key policies and procedures we
expect you to follow while you
are working with us.
Full policies are available

on the group’s Learning
Management System (LMS),
or on request from your line
manager or the HR Services
Team.
City & County Healthcare Group - Care Worker Handbook
5. SAFEGUARDS
5.1 Confidentiality
You are contractually required to comply with the group’s
policies on privacy and confidentiality and ensure that you
protect confidential information. This includes information
on paper, on digital devices, and shared verbally.
5.2 Right to search

The group reserves the right to carry out checks and
searches on your identity, person and property at any time
while you are on group premises or at a service user’s
home. This right extends to checking your vehicle whilst
you are performing your work.
5.3 Financial transactions

When you deal with service users’ money for any reason,
you must keep full records using the ‘My Financial Record
Form’ in the ACP app, or whatever other method of
recording is in use at your local office. You must not use
a service user’s credit or debit card (either contactless or
with the PIN) unless this has been authorised in advance
by the branch manager.

5.3.1 Gifts and bequests

You must never accept money or gifts from your service
users or members of their family.
There are some instances in which you may be allowed

to accept small gestures of appreciation, but if you are
offered any kind of gift or money, you must seek advice
from your line manager before accepting it.
You and members of your family must not assist

service users in the wording of their wills, be executors
or beneficiaries of their wills, or in any way abuse the
privileged relationship which exists between you and the
service user.
Please inform your line manager as soon as possible

if you are approached by service users or their family
members on this matter.
5.3.2 Buying or selling goods

You are not allowed to buy goods from service users or
sell goods to service users. This includes doing additional
care work on a private basis. If you are asked to do
additional care work you must inform your manager in
order that the care needs can be reviewed and where
required, additional care put in place.

5.4 Social media

The group appreciates that social media and networking
is a part of modern society. However, inappropriate use of
social media (e.g. Facebook, TikTok, Twitter) can impact
negatively on service users, colleagues and the group.
You must not:
• use social media whilst working with a service user

• become social media ‘friends’ with, ‘follow’ or
become a ‘follower’ of service users or members of
their families whilst employed by the group
• download material from social media sites to group
devices or networks unless in connection with our
work
• post negative comments about the group, managers
or colleagues
• post anything about service users or clients that
might allow another person to identify them
• post images of service users or their families
• discuss any work related matters on social media
• use social media to b low the whistle.
Breaches of the group’s Social Media policy may lead to

disciplinary action. Please refer to the Social Media policy
for further information or speak to your line manager if
you are unclear on any of this, as it is very important that
we all represent City & County Healthcare Group with
professionalism.

5.5 Identity cards (ID)

The group’s safeguarding arrangements seek to ensure
that people who receive services are protected from
bogus callers. One way in which we can do this is by
ensuring that all front-line employees carry appropriate
identification.
You must carry up-to-date identification at all times

and show it to new service users or those that may not
recognise you for any reason (e.g. memory problems).
Most of the group uses the Access Care Planning (ACP)

mobile application, which includes a digital ID card. For
locations not using ACP and in Extra Care locations
where employees do not carry company phones for
logging in and out and recording care delivery, physical ID
cards remain in use.
You must inform your line manager if at any point you

lose your identity card. When you leave the group you are
required to return the physical identity card or in the case
of digital cards, return your group mobile phone.
5.6 Security and keysafes

We prefer to use ‘keysafes’ which require a code for entry
into homes where the service user cannot answer their
door.
This means you will be provided with these codes only as

required.

The code to access the keysafe must be kept confidential

and should not be written down anywhere where it is
possible to identify who they belong to.
Wherever possible we use an encrypted keysafe code,

which your line manager will explain to you.
A detailed key register is kept at your branch office

where keysafes are not in use. Please speak to your line
manager for further information regarding keys and
keysafes.

6. STANDARDS AND
BEHAVIOUR AT WORK
6.1 Professional boundaries

You must observe professional boundaries in your
relationships with service users and their families, friends,
visitors and representatives.
The needs of service users must be at the centre of our

care practice; any relationship which might threaten this
must be questioned.
Any employee who feels that a relationship is developing

which might be judged as inappropriate must discuss the
situation with their manager.
It is important to remember that you are visiting the

service user as an employee of the group not as an
individual.
6.2 Personal relationships

We recognise that you have a right to privacy in your
personal life, but we also know that sometimes close
personal relationships exist or can develop between
colleagues.
Such relationships can cause misunderstandings or

assumptions by other staff and create problems in the
workplace.

In order to ensure that potential conflicts of interest are

avoided, you must tell your line manager of any such
relationship which may affect your work or compromise
the business in any way.
Any such information will be treated in the strictest

confidence.
6.3 Dress code and appearance

You must maintain a professional appearance appropriate
to your role, taking care with personal hygiene and
cleanliness.
6.3.1 Uniforms
If you are required to wear a uniform, you must ensure
that it is clean and well-presented and the trousers you
wear should be full-length and black or dark in colour.
Where uniforms are not required, you must dress

appropriately for the work you are carrying out and ensure
you look professional. Sports clothing, beachwear and
clothes that are very revealing are not suitable.
6.3.2 Hair
Hair should be kept clean and if you have long hair you
must wear it tied back or up whilst working.

6.3.3 Cosmetics
Cosmetics must only be worn in moderation to maintain a
professional appearance.
6.3.4 Jewellery
You should wear minimal jewellery and if you do wear
jewellery it must be small and plain so that it does not
catch on or tear clothing, skin or PPE.
Ear and nose piercings are limited to plain studs and other
body piercings must be concealed. If you wear rings,
these must be removed during hand-washing and food
preparation, or fully covered with blue tape. You must not
wear a wristwatch or bracelet when carrying out personal
care.
If you must wear a necklace or chain, it must be worn

underneath your clothing. You must not wear a lanyard; if
you wear an ID card, it should be clipped to your top.
6.3.5 Long and false nails

False nails, acrylics and gels must not be worn.
Nails can cause injury to service users (skin tears) and

harbour germs even after handwashing. Nails should
therefore be kept clean and short and free from nail polish.

6.3.6 Personal hygiene

Please keep your clothing clean, fresh, free from odour
and practice good oral hygiene.
6.3.7 Shoes and footwear

Footwear must be close-toed, sturdy, flat-heeled with
good gripping soles, fully fastening, well-fitted, clean
and in good condition. This means you must not wear
high heeled or platform-soled shoes, open-toed shoes
(including flip-flops and sandals), light pumps or ‘ballet’
shoes or shoes that do not fasten securely (e.g. clogs).
In wet weather, you should wear waterproof footwear.
6.4 Speaking over service users or

speaking in a language they don’t
understand
It is disrespectful when working with a service user to
conduct conversations with others over their heads, either
in person or on the telephone, especially in a language
unfamiliar to the service user.
You must never speak in a language that the service user

does not understand whilst working with them.

7. PERSONAL PROTECTIVE
EQUIPMENT
7.1 Personal protective equipment (PPE)

The group provides personal protective equipment (PPE)
to employees for use when undertaking personal care.
The use of PPE is subject to risk assessment, but usually
means that disposable gloves and aprons should be worn.
Additional PPE, such as face masks or eye protection,
may be required to control current risks. You will be
advised by your line manager on the current requirements.
When people wear PPE such as gloves, aprons and

masks, they know they are protected, but often forget the
outside of the glove may be contaminated.
Remember not to rub your eyes, scratch your nose or

push your hair back whilst wearing gloves and never touch
the outside of your PPE with a naked hand.
You will often be working in disposable gloves, aprons and

masks so always remember to dispose of them properly.
They must not be re-used unless they are explicitly
provided as reusable PPE. Replacement PPE can be
obtained easily from your local branch office.
If you lose, damage, or find something wrong with your

PPE, or if anything else goes wrong, you must tell your
line manager immediately.
Please remember to tell your line manager if you have any

kind of skin condition as this may affect the kind of PPE
we provide to you.

8. GENERAL RULES
8.1 Secondary employment and/or

conflicts of interest
During your employment with City & County Healthcare

Group you must tell your manager about any other
employment you take so that we can ensure that there are
no conflicts of interest or health and safety issues.
8.2 Private working arrangements

You are not allowed to undertake work of any kind on a
private basis for current service users or anyone closely
connected to them as this could be seen as financial
abuse.
Please politely decline any requests from service users

or someone closely connected to them, and inform your
manager.
8.3 Children, pets, friends and relatives

You must never take any children, pets, friends or relatives
into a service user’s home or have them with you while
you work.
8.4 Punctuality and time keeping

You are expected to report for work punctually and stay
with your service user for the allocated period.

If for any reason you find yourself spending additional time

with a service user, you must inform the office immediately
and they will contact your next service user to inform them
of the delay.
8.5 Alcohol and recreational drugs

The consumption of alcohol and/or recreational drugs
while working in any capacity is absolutely not allowed.
Alcohol and recreational drugs impair judgement and our

ability to carry out work tasks effectively and safely.
The effects of alcohol can create serious health and safety

risks.
Please, always remember:
• do not come to work under the influence of alcohol

• do not bring alcohol or non-prescribed drugs on to
group or service users’ premises
• never drive or operate machinery if you have
consumed alcohol or taken drugs
• you must decline any offer of alcohol or any other
intoxicating substance from a service user or co-
worker
You have a duty of care to your service users and

colleagues at all times. Therefore, it’s really important that
you discuss any issues you may be having with your use
of alcohol or drugs with your line manager before it affects
your work and compromises the safety of service users
and colleagues.

There is no shame in speaking to your line manager to tell

them that you need help. You can also contact Lifeworks,
our employee assistance programme, if you would like to
seek additional support.
8.6 Smoking
If you smoke you should only do so during allocated break
times. You must never smoke in a service user’s home.
Your service users must not smoke while you are present
and have been asked not to smoke for an hour before you
visit them. Please inform your manager if service users
are not adhering to this.
8.7 Food
You should only eat during your breaks. Where an
assignment is longer than four hours in duration, it’s a
good idea to remember to bring your own food to eat
during a break
Never accept food from service users other than a

courtesy cup of tea (but only if offered).
8.8 Mobile phones

If you are provided with a mobile phone for work, the
phone should not be used for personal calls, messaging
or social media apps.

Do not take personal calls during work and do not give out
your personal mobile number to service users, their family
and friends or accept theirs.
8.9 Driving / use of your own vehicle

If you use your own vehicle to travel to, or to carry out,
your assignments, you agree that you will comply with all
relevant laws in relation to the use of your vehicle, which
will include:
• maintaining a current valid driving licence

• keeping your vehicle taxed, roadworthy and suitable
for its purpose (including having a current MOT
certificate where applicable)
• maintaining current insurance covering you for
business use, including carrying passengers
where you use your vehicle to carry colleagues,
service users or others – you understand that the
group’s insurance does not cover you whilst you
are operating your own vehicle and that you are
responsible for any liability arising out of the use of
your own vehicle.
You do not need to provide documentary evidence of any

or all of the above as a matter of routine, but you must
agree to provide it if needed.
You are also required to follow the below:
• you will be fit to drive at all times when driving in

relation to your work
• you will not carry service users in your vehicle as

part of a care assignment unless this is explicitly

included in the individual’s care plan and a specific
risk assessment has been completed
• you will notify the group of any material change to the
use of your vehicle in relation to your work, including,
but not limited to, changes to or cancellation of your
insurance, prosecution or conviction for a driving
offence, or failure to pass an MOT.
8.10 Staff meetings

Staff meetings give you the opportunity to speak to
managers and colleagues about issues affecting you
at work, and they are an important part of the group’s
ability to hear what you have to say. As such, you will be
expected to attend all staff meetings.
8.11 Adverse weather conditions

In the event of severe weather conditions, please keep
your line manager informed of your ability to attend your
care calls and whether you are delayed. Your job is to
try your best to get to your service users whatever the
weather, as they depend upon you.
Please contact the local office if you are unable to reach

your place of work due to adverse weather conditions.

8.12 Health and safety

As a group of companies providing care services, safety
is at the core of what we do. The safety of our employees
and service users is a top priority. Nothing we do is so
urgent that we cannot take the time to do it safely and
without risking causing harm to others.
City & County Healthcare Group employees work in

offices as well as in people’s homes and other locations
throughout the UK. In all these places, we must ensure,
that we operate in a safe way that protects people’s health
and wellbeing.
To achieve this aim, we commit to:
• building a culture that actively encourages good

health and safety practice by engaging with
employees, service users and others to whom we
owe a duty of care
• complying with health and safety laws and the
requirements of our regulators and customers;
• encouraging the free and honest reporting of health
and safety concerns
• providing training and supervision to our employees
to support our health and safety objectives
• ensuring regular oversight and review of health and
safety risks, accidents and incidents by our senior
leadership team so that we continuously learn and
improve
• supporting and promoting the health and wellbeing of
our employees
• running an excellent quality assurance system to
ensure that employees, service users and others feel
safe

• cooperating with partner organisations where we

share responsibilities, premises or activities.
8.12.1 Employee health and safety

responsibilities
All employees must support the implementation of the
group’s Health & Safety Management System by:
• taking reasonable care of their own health and safety

and the health and safety of colleagues, service
users, and others who may be affected by our work
• cooperating fully with the group’s efforts to comply
with its legal responsibilities in respect of health and
safety, including, but not limited to:
• attending training courses

• using personal protective equipment and other
equipment as appropriate
• reporting to their line manager significant
hazards detected
• reporting accidents, incidents and near misses to
their line manager
• participating in the risk assessment process and
observing safe working practices
• not being intentionally reckless in any physical
manner
• not interfering with or misusing any items
provided for health and safety
• understanding that inappropriate behaviour could
result in disciplinary or legal action
• asking their line manager first if they are unsure
about any health and safety
related issue.

Please see the Health and Safety Policy for more

information.
Further information
The aim of this handbook is to outline what is expected
of you in all aspects of your work, and it has given
summaries of the policies and procedures you are most
likely to encounter in your day to day work. For further
information on any aspects of this handbook please refer
to your line manager and the full policies which can be
found on the group’s LMS.
We wish you a long and happy career with us.


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City & County

Version - 2.0 2 Last Updated - Sept 2022

2.8 Death in Service payment 23

Version - 2.0 3 Last Updated - Sept 2022

7. PERSONAL PROTECTIVE EQUIPMENT

Version - 2.0 4 Last Updated - Sept 2022

There is a lot of detail in

Our mission statement

To provide flexible community-based care support of the

We care – We care about, respect, protect and speak up

What we need you to do every day:

• keep yourself and others safe

Version - 2.0 6 Last Updated - Sept 2022

ABOUT THIS HANDBOOK

We have developed policies and procedures so that you

This handbook summarises the policies and procedures

For ease, we have split the handbook into two main

Part A) A Guide to your Employment – what you need

Part B) A Guide to Work Activity – providing you with

Full versions of City & County Healthcare Group policies

If you are unsure of anything or require further guidance,

Please note this handbook is applicable to only the

Version - 2.0 7 Last Updated - Sept 2022

1. JOINING CITY & COUNTY

1.1 Contract of employment

Your contract of employment will set out the specific terms

The group reserves the right to change its terms,

1.2 Allocation of assignments

This is your assigned workload and you are expected to

Return to contents page

For further information on the frequency of rota or shift

1.3 Eligibility to work in the UK

If you do not have the legal right to work permanently in

By law, we can only employ people entitled to work in the

1.4 Criminal records checks

When you applied to work for City & County Healthcare

You will also have gone through checks with the

We treat all criminal record information with the utmost

Return to contents page

the group that need to access it in order to make decisions

We will require a renewed criminal records disclosure at

You are required to immediately inform your line manager

You are required to inform your line manager without delay

1.5 Probationary period

At any time during your probation, you or the group may

During your probationary period the work you do will be

Your probationary period can be extended at your line

Return to contents page

1.6 Change of personal circumstances

It’s really important to inform the office without delay if

This includes changes to your:

• name, address, or telephone number

1.7 Medical fitness and

As part of the recruitment process you will have been

The questionnaire helps us:

• identify work that would be too risky for you to do

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Please tell your line manager about any changes in your

For example, please inform your manager if:

• you experience an allergic reaction to something

1.8 Occupational health assistance

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1.9 Night work

2.8 Death in Service payment 23