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Lucy Dean
Member - 2 posts
The smoke free law is unfortunately another example of the government only giving thought to half the country. My company provides care to people who wish to live in their own home but have complex care conditions. For some smoking is the only 'normal' thing they have left post trauma/illness and under the law they are still entitled to smoke in their own homes; however the government has failed to issue any guidance on what to do to support the care workers who still have to work in a smokey environment. It is understood that the rights of one group can not be put above the rights of another but it is a difficult situation for any employer to judge, and makes recruitment in an already difficult area just that little bit harder!
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Lucy Dean
Member - 2 posts
I would like further clarification on the extension of probationary periods.
Our current probation period is 6 months for all new staff, and within our contract is the option to extend this by 12 weeks should this be necessary. My question here is that if the probation period ends (by a couple of days) are we still able to extend the period?
I understand that the 3 step DDP procedure has to be followed; how is this affected should the employee refuse to accept the extension of probation?
We would also like to undertake a 360 degree appraisal from an employees peers as we feel this is a fair way to demonstrate the areas needed for improvement; to ensure that the individual does not feel it is a personal attack from a particular member of management. Can this be used legally in extending the probationary period?
Thanks in advance.
Lucy
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