UNISON Workplace Charters
Employers can sign up to workplace charters to show that they are adopting positive policies to improve the lives of their workers.
There are a number of different charters that your employer can sign up to and these are detailed below.
End Violence at Work Charter
UNISON wants to work with employers to put in place a basic level of monitoring, support, safeguards and training. These are measures that every employer should be able to deliver. We are asking only that
charities and housing associations take their duty of care to staff seriously
To qualify for the UNISON Violence At Work Charter mark, employers must meet the following standards:
- The employer has a written violence and aggression at work policy, which is available to all staff. The policy should also cover lone working.
- Responsibility for implementing these policies lies with a senior manager.
- Measures are taken to reduce staff working in isolated buildings, offices or other work areas to a minimum.
- Staff are encouraged to report all violent incidents and they are told how to do this.
- The employer collects and monitors data on violent incidents on a regular and ongoing basis.
- Where they are in place, union safety reps are able to access this data and are consulted on solutions to issues relating to violence in the workplace.
- Thorough risk assessments are conducted for staff placed in vulnerable situations.
- The employer has support pathways in place for staff who are victims of violence at work, so that they know where to turn for advice and support.
- Training to ensure staff are aware of the appropriate way to deal with threatening situations.
- Where appropriate, independent counselling services are available to staff who are the victims of violence at work.
Ethical Care Charter
We are calling for councils to commit to becoming Ethical Care Councils by commissioning homecare services which adhere our Ethical Care Charter.
The over-riding objective behind the Charter is to establish a minimum baseline for the safety, quality and dignity of care by ensuring employment conditions which a) do not routinely short change clients and b) ensure the recruitment and retention of a more stable workforce through more sustainable pay, conditions and training levels. Rather than councils seeking to achieve savings by driving down the pay and conditions that have been the norm for council – employed staff, they should be using these as a benchmark against which to level up.
TUC Dying to Work Charter
Many workers get a serious illness at some time in their working lives. They may require time off, often many months, to get treatment or recover. There is good guidance that has been produced by the TUC and others to deal with cases of long-term illness, or return to work for those who are disabled as a result of an illness or injury.
Sometimes the nature of the illness is such that the person is unlikely to be able to work again. In other cases, a person may decide that they do not want to work anymore and would rather spend their remaining time with their family and friends, getting their affairs in order, or simply doing what they want. However, a lot of workers with a terminal diagnosis decide that they want to continue working as long as they can, either because they need the financial security or because they find that their work can be a helpful distraction from their illness. Whichever choice a person makes, they should be able to expect help and support from their employer. Unfortunately the experience of many workers is that their employer is either unsympathetic or puts up barriers to them continuing in work.