Nursery fair work policy

The University of Dundee Nursery Ltd believes that employers staff treated fairly, well-rewarded, well-motivated, well-led, have access to appropriate opportunities for training and skills development, and who are a diverse workforce are delivering a higher quality of service.

The University of Dundee take great care to treat everyone as a person, with equal rights and responsibilities to any other individual, whether they are an adult or a child. We are committed to providing equality of opportunity and anti-discriminatory practice for all staff according to their individual needs. Discrimination on the grounds of gender, age, race, religion or belief, marriage or civil partnership, disability, sexual orientation, gender reassignment, pregnancy, or maternity, ethnic or national origin, or political belief has no place within our nursery.

A commitment to implementing our Fair Work Policy will form part of each employee’s job description.

More details related to Fair Work Policy it will be found in:

• Staff Working with Their own Children
• Staff Development and Training Policy
• Special Consideration policy
• Safe Recruitment policy
• Dealing with Discriminatory Behaviour
• Equality and Inclusion Policy

Security

Security of employment, work and income are important of a successful life.

This can be achieved through, for example:

• Fair pay – Living Wage
• No inappropriate use of zero hours contracts or exploitative patterns
• Sick pay and pension
• Employment security arrangements
• Flexible working to align with family life and caring commitment
• Collective arrangement for pay and conditions
• Access to Occupational Health Therapist when required

Respect

Fair Work is work which people are respected and treated respectfully, whatever their role and status. This can be achieved through, for example:

• Considering the concerns of others
• Respect of behaviours and attitudes
• Policies and practice which understood and applied that respect health, safety and well – being
• Respect of workers’ personal and family lives
• Opportunities for flexible working
• Opportunity to work with own child
• Time Back system to able employee to attend children’s school events

Opportunity

Fair opportunity allows people to access and progress in work and employment is a crucial dimension of Fair Work. This can be achieved through, for example:

• Training and development opportunities
• Financial support for any training for each employee £250 per year.
• Buddying and mentoring system in place
• Engaging with diverse and local communities
• Promotion and progression practice
• Internal individual projects
• Individual and group support

Fulfilment

It is widely accepted that fulfilment is a key factor in both individual and organisational wellbeing. This includes the opportunity to use one’s skills, to be able to influence work to have some control and to have access to training and development. This can be achieved through, for example:

• Effective skills use
• Autonomy, opportunities to problem solve and make difference
• Investing in training, learning and skills development and career advancement

Effective voice

The ability to speak, individually or collectively, for example full staff meeting, room senior meeting, supervision, back to work interview and to be listened to, is closely linked to the development of respectful and reciprocal workplace relationships. Effective voice underpins the other dimensions of Fair Work, and real dialogue between organisational stakeholders can help deliver on opportunity, security, fulfilment, and respect. This can be achieved through, for example:

• Enable staff to have a voice at all levels
• Openness, transparency, dialogue, and tolerance of different views
• Formal and informal structures

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