Conflict of Interests Policy
All formal meetings include at the beginning a item “declaration of interests” in which any church member present will indicate where they have a professional or business interest in transaction or decision where there may be a conflict between the church’s best interest and the best interest of the member concerned, or a family member or an organisation of which the person is associated. The member will withdraw from the part of the meeting at which there is discussion of, or vote on, any arrangement or transaction affecting that member if this is deemed necessary. This policy is meant to supplement good judgment, and members are encouraged to respect its spirit as well as its wording.
Equal Opportunities Policy
The church is generally committed to including all members of the community in its activities and will not discriminate on the basis of Protected Characteristics (sex, sexual orientation, colour, race, nationality or ethnic or national origins, marriage and civil partnership, pregnancy and maternity, disability, age, gender reassignment or religion or belief.), unless the focus of the activity naturally causes this to happen (e.g. a group for teenagers naturally discriminates on the grounds of age, and a choir naturally discriminates against those who have a disability which prevents them from singing).
The church is committed to giving all members of the community access to Hiring Church Premises and will not discriminate on the basis of the Protected Characteristics of the individuals using the Family Centre, other than when we seek to give priority in use of the centre, to members of the community who are in some way disadvantaged. The church does discriminate on the basis of the activities of those using the Family Centre: we do not allow activities which are against a Christian ethos or promote another religion
The Church is an equal opportunities employer and will seek to ensure that: every job applicant, employee and volunteer has the right not be treated less favourably as a result of one or more Protected Characteristics except in relation to religious belief where being a Christian or complying with a requirement related to religious belief is an occupational requirement having regard to the ethos of the Church and the nature of the employment or the context in which it is carried out.
Complaints and grievances Policy
CHBC recognises that employees, volunteers, church members and members of the public have the right to raise complaints and grievances against an employee, a volunteer or the organisation. It is hoped that most issues can be resolved through regular communications. However, where this is not possible, the following procedures are in place to ensure that all difficulties, issues or problems are dealt with in a prompt and fair manner:
- If an employee, volunteer, church member or member of the public has a complaint against an employee, a volunteer or the organisation in general they should first discuss this with the Deacon responsible for the activity. A note of the meeting and any action agreed should be written, signed by all parties, scanned and stored in the Church Central Record and a copy given to the complainant.
- If the Deacon responsible for the activity is the person whom the complaint is against then the matter should be referred to another member of the Deaconate
- If the matter is not resolved at this initial meeting the complaint should be made in writing to the Deaconate. This will require a special meeting of the Deaconate. It will be dealt with within fourteen days and treated in a confidential manner
- If the grievance or complaint remains unresolved the complainant has the right to request that the issue is referred to a mutually agreed Third Party.
- Both parties should receive appropriate pastoral care.
- If the conduct or performance of an employee does not meet acceptable standards, the Deaconate may issue a formal verbal warning (which should include the reason for the warning, what needs to be done to improve the situation including both a time frame and support/training being offered), followed by a written warning, final written warning, and dismissal should the issues not be resolved. In the case of gross misconduct dismissal can take place without the previous stages.
Electronic communications
Electronic communication between an adult and a child requires the consent of the child’s parent, should be limited, and agreed with a member of the deaconate.
Social media pages are run by particular groups in the church – community choir and the church as a whole - for advertising activities.
Volunteer management
All staff (both paid and unpaid) have a line manager who is either the person who coordinates the particular activity, or, in the case of those coordinating particular activities, by one of the Trustees. The list of all paid and unpaid staff is managed by the Safeguarding Trustee and stored on the CHBC cloud. Line managers have regular contact with all staff in the course of church activities, and through informal meetings.