Resources

Ascend’s resource section contains useful information and guidance for those in the recognised ministries. Content is searchable keyword or by theme

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Whistleblowing Policy

The Ministries Council is committed to the highest possible standards of openness, probity and accountability in its work. In line with that commitment it expects employees who have serious concerns about any aspect of the Council’s work to voice those concerns in good faith and without fear of victimisation, subsequent discrimination or disadvantage. This policy provides the procedure for employees which enables them to raise concerns if they have reasonable grounds for believing there is serious malpractice within the Ministries Council.

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Wellbeing at Work Policy

The Ministries Council is committed to providing an open, inclusive and healthy working environment for all employees by placing value on both physical and mental health. This policy recognises that the Ministries Council has a duty of care to its employees and that this duty extends to the active promotion of employees health and welfare in the broadest sense

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Special Leave Policy

The Ministries Council recognises that from time to time employees may experience domestic emergencies or may be involved in public duties and require time away from work which cannot be reasonably accommodated. The aim of this policy is to provide support and to help employees balance the demands of domestic and work responsibilities at times of urgent and/or unforeseen need, through the provision of special leave or time off.

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Sickness Absence Management Policy

We are committed to improving the health, wellbeing and attendance of all employees, valuing the contribution we all can make to the workplace. This policy outlines how employees can expect a fair, consistent and caring approach to sickness absences.

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Harassment Policy

The Ministries Council is committed to creating a working environment which is free from harassment and which protects the dignity of all employees. This main purpose of this policy to to assist in developing and encouraging a culture where harassment is unacceptable and to alert employees to what constitutes harassment.

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Conflict of Interest Policy

It is inevitable that conflicts of interest will arise from time to time. This policy aims to ensure that any conflict is identified and managed properly. This policy outlines the expectations placed on members of staff and their line managers so that any conflict of interest is dealt with fairly and consistently.

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Appeals Procedure – Grievance and Dismissal

This procedure is designed to provide employees of the Ministries Council (MC) with a final right of appeal to the General Assembly Personnel Appeal Group (“the Group”) against any decision taken, with which the employee remains dissatisfied, in relation to:
(a) dismissal in terms of (i) the Disciplinary Procedure; (ii) the Redundancy Policy or (iii) Stage Three of the Capability Procedure;
(b) the Grievance Procedure.

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Appeals Procedure– Disciplinary or Capability Stage 1 and 2

This procedure is designed to provide employees of the Ministries Council (MC) with a right of appeal against a first or final written warning in terms of the Disciplinary Procedure or a decision taken at Stages One or Two of the Capability Procedure with which the employee remains dissatisfied.

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