GREATER MANCHESTERGOOD WORK: GOOD HEALTH

THE CHARTER

G

G

G

GREATER MANCHESTER GOOD WORK: GOOD HEALTH ACHIEVEMENT AWARD

G

G

G

GREATER MANCHESTER GOOD WORK: GOOD HEALTH EXCELLENCE AWARD

G

GREATER MANCHESTER GOOD WORK: GOOD HEALTH COMMITMENT AWARD

G

G

SELF-ASSESSMENT

Contents

Good Work: Good health Charter 3

Self-assessment Standards for Leadership 4

Self-assessment Standards for Attendance Management 5

Self-assessment Standards for Health and Safety Requirements 6

Self-assessment Standards for Mental Health and Wellbeing 7

Self-assessment Standards for Physical Activity 8

Self-assessment Standards for Healthy Eating 9

Self-assessment Standards for Alcohol and Substance Misuse 10

Self-assessment Standards for Smoking and Tobacco Control 11

The available literature suggests that programme costs can quickly be translated into financial benefits, either through cost savings or additionalrevenue generation, as a consequence of the improvement in a wide range ofintermediate business measures.PriceWaterhouseCoopers LLP, Building the Case for Wellness (2008)

The Charter is open to all public, private and voluntary sectororganisations based in Greater Manchester.

The size of your business is not important provided that you employstaff and will be able to undertake the minimum steps necessary tocomply with the standards.

Self-assessmentFirst complete a self-assessment to help you better understandwhere your organisation stands under each set of standards.

At this stage, it doesn’t matter if there are gaps in what you do. Themost important thing is to develop a plan that shows how you aregoing to fill any gaps.

Once you have agreed an action plan you may decide to just focus on one of the standards or you may decide to do activities toachieve all eight standards. Go at a pace that suits your organisationand make sure that you involve as many of your employees aspossible in finding ways to meet the standards.

If you are struggling to find ways of filling those gaps please contact your local Health, Work and Wellbeing co-ordinatornwcoordinator@neweconomymanchester.com who will be able to direct you to resources and support to help your organisation.

Good Work: Good Health AwardIf your organisation decides that it wishes to achieve a Good Work:Good Health Award it will first need to decide which level of award it wants to achieve. The award works at a number of different levelsand we have worked with businesses to make sure that the schemereflects the different needs of small and large businesses.

Award levelsCommitment level can only be awarded to organisations with lessthan 100 full-time equivalents (FTE) staff. Organisations with morethan 100 employees can apply for the Achievement or Excellencelevel but must still fulfil the requirements of the Commitmentstandards.

Collect the evidenceYou must be able to show that you meet the standards. This evidence will take a variety of forms - from written policies to staff surveys to physical evidence such as equipment or thepremises. You may also conduct staff surveys to demonstrate thelevel of knowledge your staff have about the wellbeing activities in your organisation. Other forms may be testimonials, certificates of training or websites/intranet. These various forms of evidence,depending on their type, can be electronic or paper based - but evidence must show that they have taken place and the resultsmust be available for assessors to review.

Register for an AwardAs soon as your organisation decides it wants to achieve an awardplease contact nwcoordinator@neweconomymanchester.com. The co-ordinator will then contact you and talk you through theaward process in your local area.

Why you should sign up?Do it for your business:• Improved performance• Retain good staff• Effective leadership• Legal reasons• Employer of choice

Do it for your staff:• Staff feel valued and involved• Ageing workforce with greater health needs• Lower levels of sickness• Happier and healthier staff

Do it for the community:• Corporate Social Responsibility (CSR)• Improved local reputation• Sustainability

For more information on the Workplace Wellbeing Toolkit go to www.businesslink.gov.uk/wwt

Good Work: Good Health Charter

KEY:FM - Fully met Every aspect of the standard has been met or exceeded. The organisation canevidence this both by documented andpractical examples where applicable.

PM - Partially met Some or most of the standard has beenmet and can be evidenced. This optionshould be selected if the organisationundertakes activities to meet the standardbut cannot evidence it or have noteffectively communicated with employeesabout it.

NM - Not met None or very little of the standard hasbeen met. This option should be selected if activities, procedures or systems are still under development or have not been implemented.

NA - Not applicable The standard covers an area that does not relate to the organisation due to thenature of its activities, location or otherreasons.

Guidance and examplesVery brief examples are provided for each standard. These are simply a guide as there are a large number of activities and actions that can be undertaken.

Please note: the specific URLs giventhroughout this document are subject tochange - if links are broken, return to thehome page of the organisation involvedand navigate to the relevant section by the usual means. A comprehensive list ofuseful contacts is also available atwww.wellbeingcharter.org.uk

Commitment Guidance and examples FM PM NM NA Notes The organisation has assessed it’s needsand priorities around health and work

Equality guidance and legislation is inplace, and are known and adhered to byall staff

ACAS Equality & Diversity audits http://tinyurl.com/cvna96Tackling discrimination and promoting diversity. GovernmentEqualities Office www.equalities.gov.uk/equality_bill.aspxEquality Act 2010 http://tinyurl.com/6ysc7hl

Evidence of consistent and positiveapproach to employee wellbeing at seniorlevel of business

Reports at Board meetings e.g. on sickness absence and staffsurveys. Health, Work and Wellbeing Champion on Board, ifapplicable - designated role

Management demonstrate that theyunderstand the importance of effectivecommunication with staff

Staff surveys/team minutes/focus groups/noticeboards/newsletters. Management training on effectivecommunication

Achievement Guidance and examples FM PM NM NA Notes A communication policy is in place andavailable to all staff

Policy and methods of communication with staff taking intoaccount different media and barriers to access. An open-doorpolicy that staff are aware of

An effective policy and procedure to tacklebullying and harassment

Business Link www.businesslink.gov.uk / Bullying and harassmentguidance at work - ACAS http://tinyurl.com/5v2fwdqManagement Standards http://tinyurl.com/6xfke5x

Effective policies in place to managedisciplinary and grievance procedures

Standard forms and guidance available from ACAShttp://tinyurl.com/2n5yxn

Effective policies in place for attendancemanagement and return to work procedures

Standard forms and guidance available from ACAShttp://tinyurl.com/6yzp2sc

A system is in place that recognises andrewards good work

A system is in place which recognises hard work and achievementsof all employees. There is a culture where it is easy to say ‘thankyou’ for a piece of good work completed or if someone hasexceeded their work requirements

Managers understand the main issuesthat impact on the health and wellbeingof their team

Sickness absence management records HSE ManagementStandards http://tinyurl.com/q4293 / Staff focus group feedbackforms, staff surveys, manual handling training, personal protectiveequipment guidance http://tinyurl.com/27u6vcaCommission appropriate occupational health serviceshttp://tinyurl.com/6bx8udo http://tinyurl.com/6hgxoja

Line managers have managementtraining

Line managers training and Leadership and Management trainingfrom Learn Direct www.learndirectco.ukChartered Institute of Personnel & Development http://tinyurl.com/64lmprjBPP Professional Education http://tinyurl.com/5w23rnx

Excellence Guidance and examples FM PM NM NA Notes Line managers demonstrate collaborativeworking, shared decision making processand autonomy for staff

Regular team meeting minutes Staff focus group minutesEmployee suggestion scheme Personal Development reviewprocess

Line managers have training in how tohave difficult conversations, developingpeople skills and resolving disputes

ACAS - Managing conflict at work http://tinyurl.com/5rw6tafChartered Institute of Personnel & Developmenthttp://tinyurl.com/6yvhqfs Team building

Employees offered learning anddevelopment opportunities to maximisetheir potential

Learning and development records Information available oncourses at local colleges/training providers Learning anddevelopment forms part of performance reviews

Work-life balance is embedded in theorganisation’s conditions of employment.Alternative working practices are offeredwhere reasonably practical

Information about work-life balance is included in staff induction.Employment conditions are clear about flexible working and howemployees can apply for it. Policy, procedure or system documentationwith evidence of completed and accepted requests. ACAS - work-lifebalance and flexible working http://tinyurl.com/ycrkhxaWorking Better: Manager’s flexible working http://tinyurl.com/6cv5gh5The Work Foundation http://tinyurl.com/66u7djbDirect Gov http://tinyurl.com/cbe9fh Business Link http://tinyurl.com/6x32x89 / Chartered Institute ofPersonnel & Development http://tinyurl.com/yax6cab

Evidence of managing organisationalchange appropriately

Understanding the impact of change http://tinyurl.com/yagmuu5Learn Direct http://tinyurl.com/62myp22 / Communicationdocuments to staff on changes. Team meeting minutes. Training opportunities to develop employee skills

A health, work and wellbeing action plan An action plan document that meets identified needs of staff

Self-assessment Standards for Leadership

Commitment Guidance and examples FM PM NM NA Notes Absence rates and causes are collectedand monitored

Is sickness/absence data adequately collected and reported? Is it broken down into categories? Is it investigated for trends? (for example, stress or back injuries inspecific groups of employees) Is there evidence of proactive actions to address absence trends?Is there a return to work policy? HSE http://tinyurl.com/6hypqvz and http://tinyurl.com/64dx49o

Interventions are undertaken wherepatterns indicate trends of absence

Records of absence and monitoringExamples of interventions put in place

Contact is maintained with absentemployees to provide support and aidreturn to work.

Absence records with contact detailsContact type and regularity should be agreed with the employee atthe first opportunity and the help and support offered recordedSmall and medium-sized businesses may seek help from the freeHealth for Work Adviceline 0800 0 77 88 44www.yourworkhealth.com

Achievement Guidance and examples FM PM NM NA Notes A clear attendance management policy isin place and procedures are known to staff

Standard forms and guidance are available from the Health andSafety Executive www.hse.gov.uk/guidance/index.htmEvidence of staff involvement or knowledge such as signedcirculation sheet, meeting minutes, staff survey etcInvestors in People ACAS - Health, wellbeing and managingattendance http://tinyurl.com/6ye69oxChartered Institute of Personnel & Development http://tinyurl.com/yblhy5

Documented return to work proceduresare in place and followed

Copy of procedure, pro-forma, management records

Return to work interviews are conductedand recorded with concerns/appropriatesupport recorded and provided

Completed interviews and records of escalation for issuesencounteredStaff survey

Reasonable adjustments are made in linewith recommendations made in astatement of fitness to work

Fit Note Guidance www.dwp.gov.uk/fitnote Equality Act 2010 guidance http://tinyurl.com/32vcf4f

Excellence Guidance and examples FM PM NM NA Notes Absence trends are monitored across theorganisation and specific programs aredesigned and implemented to addressthese issues to prevent further absence

Statistical reports, identification of manager responsible for theactivity and details of actions taken (if needed)

The organisation’s return to work policies are designed to supportrehabilitation and early return to workwith adjustments made to accommodatethis when necessary

Fit note guidance www.dwp.gov.uk/fitnotePolicy and evidence of actions takenFit for work services www.pathwayscic.co.uk/resources.aspxNationally accredited Occupational Health servicesEmployee Assistance Programmes (EAP) www.eapa.org.ukPhysiotherapy Counselling

The organisation raises awareness of, and supports staff to, manage long-termconditions in the workplace

The organisation runs campaigns, training or events aimed atraising awareness of some long term conditions, such as cancer,diabetes, arthritis and asthmaNICE guidance http://tinyurl.com/64rpvehChartered Institute of Personnel & Development http://tinyurl.com/yblhy5

Self-assessment Standards for Attendance Management

Self-assessment Standards for Health and Safety RequirementsCommitment Guidance and examples FM PM NM NA Notes Demonstrate an awareness of legalobligations in relation to health and safetyand display health and safety law poster

Evidence of HSE guidance being followedwww.hse.gov.uk/guidance/index.htmNotices, procedures, risk assessments, training, policies etc

Responsibilities under Equality Act 2010,and other equality legislation are knownand adhered to

Equality Act 2010 www.equalities.gov.uk/equality_bill.aspxSee guidance at www.hse.gov.uk/simple-health-safety/index.htmCould be evidenced by recruitment policy, job adverts, meetingnotes, incident reporting procedure with staff knowledge of it etc

All staff are informed of workplace risksand controls in place to minimise them

Staff questionnaire, local induction programme, manuals, healthand safety procedures, risk assessments, notices and displays etc

Appropriate training is given to all staff onhealth and safety

Employee training records, certificates, staff questionnaire Health and Safety Executive guidance http://tinyurl.com/5uefxgoLearn Direct training http://tinyurl.com/6xoel4n

Achievement Guidance and examples FM PM NM NA Notes Relevant policies and procedures are inplace to demonstrate compliance withhealth and safety legislation

Policies and procedures with evidence of regular review andemployee knowledge of their existence (possibly evidenced viastaff survey or circular)

Systems are in place for staff to raise andresolve health and safety issues

Procedures, evidence of staff forums, health and safetyrepresentatives in place etc

All health and safety policies andworkplace activities are regularlymonitored for new hazards andimprovements made

Records of meetings, staff comments and amendmentsRegular risk assessments. Health & Safety Executive guidancehttp://www.hse.gov.uk/risk/fivesteps.htmBusiness Link http://tinyurl.com/5v3cvkm

Excellence Guidance and examples FM PM NM NA Notes Staff representatives have been involvedin the development or evaluation ofhealth and safety policies. There is a clearemphasis on prevention across all policies

Policies and procedures. Records of staff involvement, meetingminutes, recommendations, consultations with trade unions etc(when applicable)

All managers have received appropriatehealth and safety training. There is anidentified health and safety representative

Health and safety representative details and evidence of timeallocation/activity in this roleTraining records etcHealth and Safety Executive guidance http://tinyurl.com/5uefxgo

Regular health and safety meetings areheld and recorded

Minutes from meetings and actions taken

Self-assessment Standards for Mental Health and WellbeingCommitment Guidance and examples FM PM NM NA Notes Provide information about mental healthand wellbeing, including work-related stress,and make sources of further informationreadily available to staff at all levels

Notice board, staff intranet, leaflets prominently displayed, staffmeeting minutes and external websites. NICE guidancehttp://guidance.nice.org.uk/PH22 Awareness training programmeMental Health Foundation http://tinyurl.com/6ecmnkr

Ensure employees are aware that mentalhealth and wellbeing issues are valid andseeking to address these issues is fullysupported by the organisation at all levels

Policy document; management training; staff survey; reviewrecords; prominent notices; meeting minutes etc. Monitor HR datafor changes in reported stress-related issues/absence

The organisation should providecommitment to, and appropriateinformation about, resilience (the ability torecover quickly from illness or change)

Details of EAP or counselling service if provided. Signpost toexternal services, for example, IAPT www.iapt.nhs.uk Policydocument. Management team(s) offered resilience awarenesstraining within generic management skills development. MonitorHR data for changes in reported stress-related issues/absence

The organisation ensures employees aremade aware of their legal entitlementsregarding working conditions

Policy, procedure, staff survey and staff manual/inductionwww.equalityhumanrights.com / www.hse.gov.uk/pubns/law.pdfEquality Act 2010 guidance http://tinyurl.com/32vcf4f

Achievement Guidance and examples FM PM NM NA Notes Undertake and act on an organisationalstress risk assessment following recognisedstandards.

Stress risk assessment available at www.hse.gov.ukRecords of assessments and actions taken to be monitored,followed by re-assessments to measure progress.

Provide information and support to linemanagers to stigma around mental ill-health and to improve the identificationof, and support to, people with mentalhealth problems in the workplace

Training, meeting minutes, circulars, guidance notes, procedures,talks etc. SHIFT line managers resource - NMHDUwww.shift.org.uk/employers YHIP Line Manager Trainingwww.workplacementalhealth.co.ukMindful Employer Charterhttp://tinyurl.com/5u9xqj3 Consider provision for training

Evidence of implementation of the Healthand Safety Executive managementstandards for work-related stress inpolicies, procedures and everyday activity

Policy, procedure, staff survey www.hse.gov.uk/stress/standards

Bullying and harassment and whistle-blowingpolicies and systems are in place and staff atall levels are made aware of them

Policy, procedure, staff survey ACAS Guidance www.acas.org.ukAwareness of Public Information Disclosure Act 1998 (PIDA)

Excellence Guidance and examples FM PM NM NA Notes A mental health and wellbeing strategy isin place, or is being developed andfollowed, that addresses investment in themental wellbeing of the workforce andrecruitment/retention issues. This policyhas been developed collaboratively withstaff

Policies and procedures. Records of staff involvement Copy of action/implementation plan including review dateStaff survey to indicate knowledge of the policyEvidence of how policy/information is cascaded to employees.Sign-up to Mindful Employer initiative / Examples of templates tosupport this are available / Periodic job reviews/evaluation/appraisals etc. are in place and are used to consult with employeeson issues that affect mental health. Evidence demonstratingimplementation of HSE Management Standards by theorganisation or equivalent www.hse.gov.uk/stress/standards

Ensure organisational and individual changeis accompanied by support, information ortargeted intervention programmes e.g.retirement, redundancy planning

Case studies. Retirement planning programmes. CV and job skillsworkshops. Pension advice clinics

Staff consultations/surveys that seekinformation on mental wellbeing andworking conditions, communication, work-life balance, staff support and work-related,or other causes of, stress with action plansdrawn up to address major issues

Survey/consultation documentation supported by statisticalanalysis of results and prioritised actions contained within anaction plan or strategy document. Areas of good practicehighlighted and adopted

Procedures, guidance or policies are in placethat address how staff are kept informed ofchange within the organisation

Copy of policy/procedure and evidence that all key staff are aware ofthis. Evidence of newsletters, team briefings etc

Education and development opportunitiesare routinely available to managers andstaff to enhance their skills and knowledgearound workplace mental health issues

Further information www.mind.org.uk Good awareness of facilitiesshould be demonstrated through the use of intranet, circulars andmeetings. Care should be taken to ensure that communications donot make staff feel that they would be penalised for seeking help

Social support groups, volunteering andout-of-work activities are activelyencouraged and supported by theorganisation

Staff are made aware of opportunities and where practical, offeredthe flexibility to attend during work time. Activities do not need tobe planned or controlled by the organisation, but staff should besupported, where possible

Self-assessment Standards for Physical ActivityCommitment Guidance and examples FM PM NM NA Notes Information is made available on thebenefits of physical activity

Notice board, intranet page, newsletter etcBritish Heart Foundation http://tinyurl.com/6gkue5yNICE guidelines http://www.nice.org.uk/PHI002

The minimum legally required breaks aretaken by all staff

Managers/supervisors are instructed to monitor breaks and ensurethat sufficient rest time is takenGuidance is provided and recorded

Achievement Guidance and examples FM PM NM NA Notes Physical activity in the workplace isactively encouraged and supported by thephysical environment

Provide signage to stairs as well as liftsPromoting physical activity in the workplace NICE guidance http://tinyurl.com/6jmys97CHEW audit tool http://tinyurl.com/6gortuoIntranet pages, links with support agencies etcChange4Life www.nhs.uk/change4lifeBritish Heart Foundation http://tinyurl.com/6gkue5y

Staff are encouraged to take regularbreaks

Policy, management training or guidance notes, staff circular(signed) survey etcSenior management lead by example

Physical activity opportunities in the localarea are actively promoted to staff andsupported by the organisation. Out ofhours groups are supported ormemberships of local groups thatpromote physical activity

Newsletters, in house challengesBicycle user groups or walking clubs, external groups, yoga etcSupport can be in flexibility around time, facilities or funding etcContact local authority leisure servicesCounty Sports Partnerships http://tinyurl.com/6z6slb2Sport England www.sportengland.org

Excellence Guidance and examples FM PM NM NA Notes Opportunities for physical activity linked tothe workplace have been investigated andimplemented. These activities aresustained over long periods to becomeembedded in the organisational culture

This will include in-house sports and physical activities, for example,five-a-side, walking for healthPartnerships with local leisure centres for discounted rates,information on local walks made available, organised walks or cyclerides and information about travel optionsBritish Heart Foundation http://tinyurl.com/6gkue5yGlobal Corporate Challenge www.gettheworldmoving.comCorporate games www.corporate-games.com

The organisation has a travel plandesigned to remove barriers to physicalactivity in travelling to work and promotesphysical activity during working hourswhere possible

Travel plan approved by senior management or other evidence of formal adoption by the organisationCycling mileage is paid where vehicle equivalents are available and assisted cycle purchase schemes are supported where possibleShowering and cycle parking facilities are available at all sites orreasonable alternatives are providedReasonable alternatives could involve use of facilities inneighbouring buildings, employees given extra time for amenitiesfurther away etcOffer cycling training and maintenanceSustrans www.sustrans.org.uk

Self-assessment Standards for Healthy EatingCommitment Guidance and examples FM PM NM NA Notes Provide information on healthy eating Notice board, intranet page, newsletter etc

Change 4 Life www.nhs.uk/change4life/pages/partnertools.aspxLocal health promotion teamsNHS good food health advice http://tinyurl.com/5vebgkrNICE guidance http://tinyurl.com/6jt4krj

The organisation actively promoteshealthy food options

Information is made available on healthy choicesChange 4 Life www.nhs.uk/change4life/pages/partnertools.aspx

Where food is ‘provided on site’ (vendingmachines, canteens/restaurants or mobilecatering) healthy options are provided

Healthy options are marked

Any kitchen facilities or beverage areas arein good condition, and comply with foodhygiene regulations

Physical evidence. Evidence from any Environmental Healthinspections Toolkit for employersFood Standards Agencywww.food.gov.uk/foodindustry/regulation/hygleg andwww.workplacesafetyadvice.co.uk/kitchen-workplace-safety.html

Achievement Guidance and examples FM PM NM NA Notes Any on-site catering facilities providehealthier options that are activelypromoted

‘Commissioning Healthier Catering and Hospitality: Investing in aHealthy Workforce - Guidance on healthier catering andhospitality’www.emphasisnetwork.org.uk/platform/documents.htmSustain web www.sustainweb.org/goodfoodpublicplate

All workplaces have access to freshdrinking water

Physical evidence

Staff are supported to eat healthy meals Information is provided on sugar, salt and fat content offood/menu optionsProvision of fridges and microwaves in beverage and kitchen areasProvision of information on healthy self cateringBalance of good health Change 4 Life www.nhs.uk/change4life/pages/partnertools.aspxStaff involvement in menu development Free or subsidised fruit provided for staff

Excellence Guidance and examples FM PM NM NA Notes A corporate healthy eating food plan,guidelines or similar has been produced inconsultation with staff that covers: • Corporate hospitality• Catering provision• Local sourcing of food using local

providers• Vending/in-house catering pricing

strategy to promote healthy options • Local healthy food for staff considered

as part of facilities management

Plan or policy supported by evidence of collaboration withemployees at all levelsChange 4 Life www.nhs.uk/change4lifewww.eatwell.gov.ukwww.food.gov.ukwww.5aday.nhs.ukIncludes review of in-house menu which complies withcommissioning guidance on healthy catering and hospitality

Tailored programmes to improveunderstanding and take-up of healthierdiets are offered

Information should be easy to access and well promotedStaff should be aware of how to access this informationWeight management programmesIncentives to promote healthy options, for example, healthy optionsare cheaperChange 4 Life pack for employerswww.nhs.uk/change4life/pages/partnertools.aspx

All food policies, plans and provision arereviewed on a regular basis with activestaff engagement. Policies are supportedat board level

Policy approval documentation and review scheduleBoard/executive support should be indicated in Board minutes or formal approvalStaff forums

Wherever possible, eating facilities areprovided away from work areas that areclean and user friendly. Use of thesefacilities is promoted to ensure regularbreaks from the work area.

Physical evidence supported by employee opinion via survey, workinggroup or staff representativeGuidance for employees on use of the facility is well publicisedWhere not possible, this is justified and reasonable with evidence ofconsideration

Self-assessment Standards for Alcohol and Substance MisuseCommitment Guidance and examples FM PM NM NA Notes Employees are provided with informationabout the effects of alcohol and substancemisuse. Sources of further information andsupport are readily available

Notice board, intranet page, newsletter, minutes of meetings etcwww.nhs.uk/livewell/alcohol/pages/alcoholhome.aspxwww.nhs.uk/livewell/alcohol/pages/drugshome.aspxSignposting to local services and availability/provision ofinformation and self help leaflets to enable employees to seekindependent and confidential advice and support, for exampleDepartment of Health ‘Your drinking and you’ leafletshttp://www.drinking.nhs.uk/downloads/your-drinking-and-you.pdfChange4Life swap materials http://tinyurl.com/633vblh

Employees are supported in seeking helpto treat alcohol or substance misuse issues

Staff survey indicating knowledge or evidence of intranet/staffnewsletter, location of further information etc

Achievement Guidance and examples FM PM NM NA Notes A policy is in place regarding the use ofalcohol and other substances in theworkplace that is clear and consistent

Policy and methods of communication with employeesModel policy available from the Health and Safety Executivewebsite with guidance on how to deal with workplace alcohol anddugs issues www.hse.gov.uk/alcoholdrugs

Employees are aware of the policy, what itmeans and the support available

Minutes of meetings, staff survey indicating knowledge or evidenceof intranet/staff newsletter location of further information etc

Managers at all levels are aware of whystaff may be reluctant to come forwardwith their problems with alcohol andsubstance misuse. Managers activelypromote the use of external help andrehabilitation when approached

Management training, guidance or policy etcClear signposting of support availableIdentification and Brief Advice (IBA) Tools training for leaders tohelp support staff experiencing problemsAlcohol Learning Centre www.alcohollearningcentre.org.uk

Employees need to be aware of link betweenalcohol, substance misuse and stress in theworkplace

Drink Aware http://tinyurl.com/6y4vowq Mental health Foundation http://tinyurl.com/62v6mur

Excellence Guidance and examples FM PM NM NA Notes Staff representatives from various levels ofthe organisation are involved in thedevelopment or review of the policy whichaddresses alcohol and other substances

Copy of minutes from meetings, emails, reports, staff survey etc

Alcohol policy includes guidelines on theuse of alcohol at business functions

Copy of policy and confirmation of approval from director or board level

Employee code of conduct has beenestablished and well publicised

Copy of code and evidence of publication methods/staffawareness via staff survey etc

Managers have access to information onhow to identify the signs ofalcohol/substance misuse and are awareof where to obtain support or signpostemployees with a problem

Staff survey, training records from appropriate courses, policy,procedure etc. Identification and Brief Advice (IBA) trainingAlcohol Learning Centre www.alcohollearningcentre.org.ukSignposting to local services and availability/provision ofinformation and self-help leafletsContact local health promotion teams www.talktofrank.com

New staff are made aware of how toaccess relevant policies, information andsupport services at the point of induction

Induction information, staff survey etcMust be relevant to staff regarding health and wellbeing and canbe generic as long as alcohol is covered

Self-assessment Standards for Smoking and Tobacco ControlCommitment Guidance and examples FM PM NM NA Notes All staff are aware of the smoke-free andtobacco control laws and how they areapplied in their workplace

Notices, training records, intranet, policy and proof of staff havingseen it, staff survey etc www.smokefreeengland.co.ukwww.smokefreeengland.co.uk/what-do-i-do/business.html

Sources of further information andsupport to quit smoking are readilyavailable

Notice board, staff intranet, leaflets in prominent locations, staffmeeting minutes etc. Local NHS Stop Smoking serviceshttp://tinyurl.com/67qcyau NICE Guidancehttp://tinyurl.com/6e6dgmf

The organisation complies with smokefree legislation, including signage.Organisation has a clear stance on controlof tobacco

Environmental Health inspection report, internal compliance report,on-site evidence or photographs

A smoke-free policy is in place and staffare aware of it

Smoke free policy template

Achievement Guidance and examples FM PM NM NA Notes ‘No smoking’ signs are displayed at allbuilding entrances and company vehicles

Physical evidence, reports etc

Excellence Guidance and examples FM PM NM NA Notes Building managers, reception staff,ground staff and those operating incommunal areas are aware of how toreport breaches of the smoke-free policy

Procedures, training records, staff survey, previous reports of breachetc

Open areas (outdoor) that are accessed bypassing public or customers are clearlysignposted as smoke-free and steps aretaken to prevent smoking in these areas

Internal compliance report, on-site evidence or photographs, clearsignage etc

Actively promote smoking cessation andallow staff time to attend stop smokingservices

Local NHS Stop Smoking services http://tinyurl.com/67qcyau

Actively promote smoking cessation andtobacco control

Guidance on legal limits of tobacco and alcohol into the UKwww.hmrc.gov.uk/customs/tax-and-duty.htm