People Advice and Support
Related Policy, Process and Terms and Conditions
- Manager Attendance Toolkit TSH
- Team Leader Guide to Managing Attendance
- Occupational Health Referral Form SAS
- Attendance Management - Support Documents and Template letters SAS
- Attendance Management Guide for Managers SAS
- Return to Work/Self Certification
- Keil Referral Form - SAS
- Referral to Education and Professional Development Dept SAS
- Redeployment Questionnaire SAS
- Occupational Health Referral - Sample Questions SAS
- SAS GRS Guide - Recording Absence
- Employee Capability Toookit for Managers NES
- Managing Discipline at work Toolkit for Managers NES
- Fair Warning Manager's Guide NES
- Injury Allowance Policy - SAS
- Substance Misuse - SAS
- Attendance Management Policy (for cases pre 1st March 2020) - SAS
- Shift Review Process- SAS
- Dealing with Employee Grievances Policy (For cases pre 1 March 2020) TSH
- Dignity At Work Policy (For cases pre 1 March 2020) TSH
- Overtime - Post Sickness Absence Protocol TSH
- SAS Sickness Absence Process Map
- Management of Employee Conduct - SAS
- Management of Employee Capability SAS
- Managing Sickness Absence NES
- Drug and Alcohol Misuse Policy TSH
- Hospitality Policy NES
- Redployment Policy Health Scotland
- Standards of Business Conduct Health Scotland
- Management of Employee Conduct Health Scotland
- Management of Employee Capability - Health Scotland
- Dignity At Work policy NES
- Substance Misuse Policy NHS 24
- Standard of Business Conduct Policy NES
- Whistleblowing Policy NES
- Management of Employee Conduct Policy NES
- Management of Employee Capability policy NES
- Grievance Policy and Procedures NES
- If I died whilst employed for SAS, what monies would my loved ones receive? SAS
To update SPPA to nominate a partner to receive benefits in the event of your death, complete the form and return to SPPA.
To update SPPA to nominate someone other than a spouse/civil partner or surviving partner for lump sum in the event of your death, complete the form and return to SPPA.
- What is mediation?
Workplace disputes are as common as rainy days in Scotland. In the majority of cases, disputes are resolved by the parties involved without any outside assistance. In cases where assistance would be helpful, mediation offers an informal, flexible way to resolve issues positively.
As an exemplar employer, NES strives to provide a healthy and positive working environment for all staff. The new mediation service forms an important part of NES’s overall employee health and wellbeing strategy and the organisation hopes that it will help to improve the experience of work for all colleagues.
Mediation is a voluntary, confidential form of alternative dispute resolution. It involves an independent, impartial person (the mediator) helping two or more individuals (the parties) to reach a solution that is acceptable to all.
Please find a a guide to mediation in NES
Mediators do not made judgements or determine outcomes – they ask questions that help to uncover underlying problems, assist parties to understand the issues and help them to clarify the options for resolving their difference or dispute.
This new service has been developed by NES in partnership with colleagues from NHS Health Scotland and Healthcare Improvement Scotland, and mediation will be delivered by existing employees from all 3 Boards who have successfully completed the ILM Qualified Workplace Mediator training course.
- When would mediation be helpful?
Many kinds of dispute can be mediated if those involved want to find a way forward. It can be used at any stage in a dispute but is most effective before positions become entrenched.
Mediation is commonly used to resolve issues relating to the working relationship between colleagues, but can also help with other types of dispute.
- What does the mediator actually do?
The mediator will decide the best way to carry out the mediation. He or she will start by talking to those involved separately to find out about the situation. The mediator will be particularly interested in how the parties feel about it and the effect it is having on the individuals concerned. The mediator will then help the parties to start thinking about what they each want, and how things might be improved.
When the time is right the mediator will bring the parties together. Each party will have a chance to say exactly how they feel without being interrupted, and will be required to listen to the other person without interrupting. The mediator will ask questions throughout, helping both parties to look at the situation realistically and come up with ways to improve things.
The mediator will guide the parties through the mediation process, help the parties to identify any underlying issues and come up with ideas to improve things. They will do this mainly by asking open and thought-provoking questions.
The role of the mediator is to help parties reach a solution to their problem and to arrive at an outcome that both parties are happy to accept. Mediators avoid taking sides, making judgements or giving guidance. They are simply responsible for developing effective communications and building consensus between the parties. The focus of a mediation meeting is to reach a common sense settlement agreeable to both parties in a case.