Hillside Outside is committed to advancing the Fair Work First criteria, specifically:

1. We have an appropriate channel for effective employee voice

  • As an employer with under 21 employees in the UK we don’t have to involve recognised trade unions we do however provide the following opportunities for individual staff to have an effective voice:
    • ¬†Staff 1-2-1’s
    • Annual appraisals
    • Employee survey’s
    • Learning & Development
    • Equality & diversity training
    • Annual satisfaction surveys
  • We have measures in place to support employees in the workplace and have zero tolerance of bullying and other forms of abuse and harassment.

2. We invest in workforce development

  • Our Workforce Strategy aims for an engaged and empowered workforce who embrace new ways of working and are committed to making a difference.
  • Our Workforce Framework sets out how all employees are expected to behave at work, creating a better working environment for all
  • We provide learning opportunities for employees at all levels in the organisation.
  • We are committed to providing apprenticeships and other opportunities for young people as appropriate to our organisation
  • Formal and informal learning is offered and encouraged across the workforce, relating to specific roles as well as wider development
  • We will survey staff about health, safety and wellbeing matters from time to time to inform policy priorities and development

3. We do not use zero-hours contracts inappropriately

  • Supply and casual contracts are only used when necessary and workers on these contracts are not obliged to accept work when this is offered
  • We do not use supply and casual contracts to fill longer-term vacancies
  • We have a clear policy allowing workers to move from a supply/casual contract to a temporary contract where a longer-term need for the work has been identified

4. We take action to tackle the gender pay gap and create a more diverse and inclusive workplace

  • Our equality outcomes support a number of actions to ensure we continue to understand any perceived barriers to employment with the Council and address these
  • We support flexible working across the organisation, offering a wide range of flexible working patterns
  • We offer many employees the opportunity to adopt a Blended Workstyle, a blend of working from home and working in an office as appropriate to role and responsibility
  • We are a Carer Positive employer showing our commitment to a working environment where¬†carers are valued and supported
  • We recognise our role as a Corporate Parent and support Care Experienced Young people into employment
  • We are a Disability Confident employer, encouraging the employment and retention of disabled people and those with health conditions.
  • We took the Pregnancy Loss Pledge and offered Parental Bereavement Leave, committing to support employees through miscarriage at any stage of gestation
  • We utilise Workplace Adjustment Passports, making reasonable adjustments for employees with a disability or who have a short- or long-term impairment that could affect their ability to work
  • If an employee receives a short time-frame terminal diagnosis, we will work with them to consider how we manage an appropriate outcome

5. We commit to paying the Real Living Wage

  • We are an accredited Living Wage employer

6. We offer flexible and family-friendly working practices for all workers from day one of employment

These include

  • Part-time and term-time working arrangements
  • Carers Policy
  • Job Share Policy
  • Time off for Dependents
  • Parental Leave
  • Neonatal Leave
  • Parental Bereavement Leave (including those who have a miscarriage and partners)
  • Career Break
  • Compassionate and other special leave

7. We oppose the use of fire and rehire practice

  • We only consider effecting change where there is a legitimate business need
  • We strive to achieve change through agreement