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St Mary's Parish Church Code of Practice on Equal Opportunities

EMPLOYMENT WORKING PRACTICES

  1. The provision (or absence) of general staff facilities (for example toilet facilities) should not be allowed to cause discrimination against any disadvantaged group or person.  St Mary’s PCC has a responsibility to make provision for adequate staff facilities and should be consulted where a need is identified.
  2. The Parish Priest should examine whether patterns of work, work arrangements or hours of work are discriminatory, except where provided for by statute.

 

PUBLICISING THE POLICY

  1. Induction procedures for new employees/volunteers should include information about the Policy.
  2. All employees/volunteers and members of St Mary’s Church must be informed of the Policy.  Guidance and instructions must be given to ensure that discriminatory attitudes or practices are to be avoided at St Mary’s Church and in dealing with the public.

 

COMPLAINTS

  1. The complaints procedure for any act of alleged discrimination under this Policy is included in this document.  Action under this Procedure does not prejudice any statutory rights of complaint to an employment tribunal where applicable for those employed by St Mary’s PCC.
  2. No employee/volunteer member of St Mary’s or job applicant who makes a complaint under this complaints procedure, or who provides information in relation to a complaint, will be victimised for their actions.  It is the responsibility of the Parish Priest and Churchwardens to ensure that employees/volunteers and members of St Mary’s Church are aware of this, and that victimisation is unlawful under the Race Relations Act; Sex Discrimination Act and Disability Discrimination Act.

 

EQUAL OPPORTUNITIES COMPLAINTS PROCEDURE

  1. All complaints, whether from an employee/volunteer or member of St Mary’s or an external person, about any act of alleged discrimination matters, should be addressed in writing to the Parish Priest who will acknowledge receipt to the complainant and inform them that the complaint is being investigated. 
  2. In cases involving the Parish Priest, the complaint should be addressed in writing to the Vice Chair of St Mary’s PCC who will then appoint a Churchwarden to investigate the complaint on behalf of the PCC.
  3. The Parish Priest or Churchwarden will interview the complainant, who has a right to be accompanied by a friend. The Parish Priest or Churchwarden will undertake any other investigation that may be deemed necessary.
  4. If the matter cannot be resolved to the satisfaction of the complainant, the Parish Priest or Churchwarden will submit a report to St Mary’s Church PCC together with comments from the complainant and/or representative(s).  The report may contain recommendations.
  5. St Mary’s PCC having received the report will invite the complainant, his/her representative and the Parish Priest or Churchwarden to appear before it.  The complainant has a right to be accompanied by a representative or friend.
  6. The decision of St Mary’s PCC will be communicated in writing to the complainant. If the complainant does not accept the decision of St Mary’s PCC, the complaint will be passed on to the Rural Dean.
  7. Confidentiality must be maintained at all times by all parties
  8. This procedure will not prejudice any statutory rights of complaint to an employment tribunal where applicable.

NB: Employment tribunal only applies to employees who are employed by St Mary’s Church PCC.

Adopted by St Mary’s PCC 23rd June 2008.                                                                   Reviewed and readopted 26 October 2009.

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Last updated: 29 October, 2009.