Staff Handbook
Welcome to the LGEC Staff Handbook which aims to be informative and useful in a variety of ways. The handbook includes links to many essential LGEC resources and provides guidelines on key policies to assist you in your work at LGEC. This handbook will be updated and amended on a regular basis to keep you up to date and to reflect any changes in policies and procedures.Take some time to read through it. Any feedback you may have would be welcomed, particularly if there are additional resources you would like to see added. There is a hard copy of this handbook available in the office should you prefer to read through a paper copy.
NB: This handbook is intended for internal use by LGEC staff members only.
A B C D E F G H I J K L M N O P Q R S T U V W XYZ
ABSENCE & SICKNESS
See our Sickness Procedures
It is important that you report any accident, incident or event that could have resulted in injury or ill health that you have in the course of your employment, however trivial, and this should be done by notifying your line-manager and completing the Accident Book located centrally on the door of the stationary cupboard. Any ill-health symptoms which you think are related to your work should be similarly reported without delay. The on-site qualified First Aider is Desna Mackenzie and the first aid kit is also kept in the stationary cupboard and is clearly labelled.
Our acceptable use policy describes the rights and responsibilities of anyone using LGEC’s electronic resources, such as computers, the Internet, video cameras and so on. It explains the procedures that all staff and volunteers within LGEC are expected to follow and makes clear what is considered acceptable behaviour when using it. It also contains guidelines on using LGEC’s resources effectively including procedures on data management and security.
Also see:
ADOPTION LEAVE
See your employment contract for further information on Adoption Leave.
ALARM SYSTEM
The LGEC office building has a regularly maintained alarm system. For further information on the use of our alarm system, please see either your line manager or Administration Officer.
All full-time staff are entitled to 5 weeks paid leave per year, plus the standard 8 bank holidays. The bank holiday allowance may be taken at any time of the year and is booked as normal annual leave. Holiday entitlement and entitlement to bank holidays is pro-rata for part-time staff. Staff working for part of a year should also calculate their entitlement on a pro rata basis.
The leave year runs from January 1st to December 31st. Employees may carry forward up to one week's holiday (equivalent to their own working week) into the following holiday year.
All requests for holiday leave must be authorised by the staff member’s line manager. It is advisable to make requests for leave as far in advance as possible in order to avoid disappointment (If other members of staff have already booked holiday at the same time or if the leave period conflicts with priority work commitments then the request may not be granted at that time). For absences of more than three weeks at any one time at least six weeks notice should be given and the absence must have the agreement of both the LGEC Chief Executive and an officer of the management committee. Where appropriate, other members of staff will be consulted to ensure that LGEC’s work not suffer unduly as a result of the extended leave period. This includes periods of leave, which involve time off in lieu of overtime worked as well as annual holiday and bank holiday entitlements.
LGEC offer all paid staff members the “Bike To Work" scheme, which is part of a national initiative to encourage more people to cycle to work. The incentive allows you to buy a new bicycle and accessories and pay this off via our payroll via a tax saving salary sacrifice scheme, saving between 30-50% of the cost of a new bike. LGEC is registered with Edinburgh Cycles for this scheme, with stores in Manchester and Leeds, and who offer a free mail order service.
Also see:
CAR PARKING
No designated staff parking is available. Staff who need a car for LGEC activity may, if necessary, park in the residents parking area on St. Peter’s Square (or one of the other nearby streets), using one of the 2 permanent or 3 visitors permits we have available.
This facility may also be available for other LGEC staff on payment of £1 per day – but priority goes to members of staff who need to use their vehicle for LGEC work and visitors to the centre. If you want to ensure a space for yourself or a visitor, then a booking sheet is available on reception. The payment covers the fees payable to Preston City Council for the permits. LGEC have made a decision that the organisation should not support car parking costs for employees for environmental reasons and to encourage staff to seek sustainable forms of commuting to work.
Also see:
CHILD PROTECTION
It is the policy of the Lancashire Global Education Centre to safeguard the welfare of all children by taking all reasonable steps to protect them from physical, sexual and emotional harm. LGEC will endeavour to safeguard children and vulnerable adults by:
- Adopting child protection guidelines for staff, volunteers and management committee members.
- Providing effective information, training and support for staff, volunteers and management committee members.
- Follow procedures for recruitment and selection of staff and volunteers.
- Investigating and responding to all suspicions and allegations of abuse with the appropriate agencies.
- Reviewing the Child Protection Policy and guidelines at regular intervals.
Also see:
COMPASSIONATE LEAVE GUIDELINES
LGEC will give sympathetic consideration to any request for compassionate leave on the grounds of hardship or difficulty such as bereavement, severe illness of a relative, etc. Each request for compassionate leave may be granted at the discretion of the Chief Executive up to agreed guidelines. The LGEC Management Committee will consider requests in addition to these without recourse to any precedent and leave may be granted with or without pay or reduced pay.
Also see:
Compassionate Leave Guidelines
We currently have 9 computers linked to a network server, and 1 older computer on which archived material is currently stored. You will be allocated a personal space on the server, and will also have access to shared files (for storing project and organisational documentation). An email account will be set up for you, and all computers have email and internet access. You will be given a password for accessing the computer system. Our network is maintained by an external contractor. Please report any issues or problems that you are unable to resolve to the Administration Officer who will liase with the network support contractor.
You may also wish to see our Acceptable Use Policy for further information on our use of data, security guidelines and network.
Also see:
Approval
You should discuss any requests for training etc with your line manager who will determine whether funds are available etc. These may consist of development needs identified at your last annual appraisal.
Travel Arrangements
Train travel should be arranged by using the Virgin Trains Charity Line. See our “Useful Phone Numbers” list for further information. Please use our account number available from your line-manager or the Administration Officer.
Also see:
Support and
Professional Development
DATA PROTECTION
See our Data Protection Policy to view LGEC’s policy statement relating to data protection, general data protection guidelines relating to the workplace and our systems management procedures.
Data Protection Policy
DECISION MAKING
See Management Structure including Roles, Responsibilities and Decision Making
DESKS
We currently have 10 desks / workspaces, including the reception desk. Currently, all members of staff have a desk with a computer, but we do sometimes require part-time staff and volunteers to share desk space with others. Because of this everyone is asked to leave their desk space clear at the end of each working day, especially if they will not be in the office the next day, in order that a part time member of staff or volunteer can use their desk. Desk trays are available for people to organise their work in progress and filing and storage space is available for every member of staff.
DIARY SYSTEM
Each member of staff is required to complete details of their weekly whereabouts on the shared electronic diary. If you need assistance in locating this document, please ask your line manager or Administration Officer.
DISCIPLINARY PROCEDURE
The disciplinary procedure is stated in your employment contract. Please see this document for further information.
To ensure that you are covered by the LGEC insurance when driving a LGEC vehicle you must complete the Drivers Declaration form in the first instance. Note: This does NOT provide insurance cover for you driving your own vehicle on LGEC business. You must ensure your personal motor insurance covers you for “Class 1 Business Use” (travelling to different places of work on business).
When claiming milage expenses, please complete the insurance declaration on the reverse of the expenses form. The current mileage expense rate is 35p per mile.
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EMAIL USER GUIDES & PUBLICATIONS
Includes information on getting started - provided by 1st Direct Computers. Further help is available via our Administration Officer.
ENVIRONMENTAL GUIDELINES
See our Green Housekeeping Policy for further information
EQUALITY AND DIVERSITY
We are strongly commitment towards equality and diversity, as this underpins all of our working practices.
We believe equality and diversity means taking an inclusive approach which values individual difference in terms of disability, ethnicity, culture and language, religion, age, gender, sexual orientation and geographical location. All our people, at every level of the organisation, have different talents, experience and knowledge and which can be used to enhance LGEC’s activities in every area: service delivery, staffing, volunteering, governance, fundraising, communication and our physical environment.
The LGEC has a detailed policy on Equality and Diversity and actively seeks to discourage discrimination in any form.
Also see:
ETHICAL GUIDELINES
Past discussions at LGEC have recognised that Ethical Funding is a complex area with many “grey” areas. Our Ethical Funding Policy aims to outline where we stand in relation to seeking funding, funds received by us, how we ask and record, plus our position in relation to ethical investments and banking.
Also see:
EXPENSE CLAIMS
Staff may reclaim reasonable expenses incurred while undertaking travel on LGEC Business. There are set allowances permitted. These should be submitted to the Finance Manager on a monthly basis. Small payments may also be reimbursed via petty cash. See the Administration Officer for petty cash payments.
Also see:
Policy on Payment of Expenses to Staff, Volunteers and Management Committee Memebers
Policy on Subsistence Allowance when working away from the centre
LGEC has a range of family friendly policies to help, encourage and support staff achieve a work/life balance including flexible working arrangements, such as flexible working practices.
Also see:
Your employment contract that outlines current procedures for flexible working, parental leave, maternity, paternity and adoption leave / benefits.
Compassionate Leave Procedures
FINANCE
The Finance Manager is responsible for ongoing financial management and payroll within LGEC. For purchases, a purchase order should be completed and approved prior to committing a payment expenditure. Each staff member has authorisation limits that are set out in our financial policy and procedures document. The identified Project Manager has responsibility for monitoring project budgets and should be consulted before any expenditure is incurred above approved authorisation limits.
Also see:
Financial Responsibilities and Procedures
Appendix 1 - List of Bank Signatories (confidential)
Appendix 2 - Notes on Budgetary Responsibility
Appendix 3 - FP2 Payment of Expenses to LGEC employees
Appendix 4 - FP3 Policy on payment for contracts
Appendix 5 - Policy on Subsistence Allowance when working away from home
Appendix 6 - Donation of time, goods or services
Order form (see: z:/LGEC Organisational/Order Form) for instructions on how to complete and create using the Order Form database.)
FUNDRAISING
A policy document and guidance has been written in recognition that public fundraising events affect the public perception, reputation and image of LGEC. Public fundraising should not only raise money but should also enhance the profile and image of LGEC.
Also see:
Public Fundraising Policy
GLOSSARY OF TERMS
There are many terms we use in our work that some may not be familiar with. To help LGEC staff, volunteers and users in general understand this new terminology, a Glossary or list of terms has been provided.
LGEC is committed to responsible practices and activities that are compatible with Sustainable Development. The organisation strives to meet environmental needs and expectations of its membership, users, employees and volunteers by actively minimising the environmental impact of all its activities.
LGEC practices environmental responsibility by making the environment a consideration in all decision making and managing all aspects of our work to avoid depletion of natural resources wherever possible. See our Green Housekeeping Policy for further information about our green working practices.
Also see:
GRIEVANCE PROCEDURE
If someone has behaved in a way that has caused us offence, inconvenience or is affecting our work, and it concerns another member of staff, the employee should talk to them first to try to sort out any problem informally. See our Dealing With Problems Guidelines.
If this is not appropriate, or if the matter cannot be resolved in this way, see your employment contract for specific guidance or discuss the matter further with your line-manager as the first port of call, or Chief Executive or a member of the management committee.
All health and safety issues should be directed to Richard Corbridge, who is responsible for the operational Health and Safety for LGEC and is designated Health and Safety Officer. The qualified First-Aider is Desna Mackenzie.
A first aid box is kept in the cupboard at the top of the stairs, together with an accident book – ALL ACCIDENTS MUST BE RECORDED IN THE ACCIDENT BOOK
You are responsible for bringing to the Health and Safety Officer’s attention any hazards or risks you are aware of in the workplace.
You are also jointly responsible, along with all staff for maintaining a safe working environment.
Doors and passageways should be not be obstructed, and offices should be kept free of clutter.
Ensure you have filled in the electronic diary – this helps us to support the safety of members of staff who work outside the centre, or work unsociable hours.
Risk assessments must be completed prior to any external event or residential. Also refer to the guidance in our Health and Safety Policy for residentials with young people or vulnerable adults.
Also see:
Safety for lone workers procedures
HOLIDAYS
See Annual Leave.
INDUCTION PACK
All staff members will receive an inducation and welcome pack upon commencing employment at LGEC. Information in this pack will be updated from time to time, and circulated to all staff members. See your line manager should you have any questions about the contents of the induction pack.
INSURANCE
Insurance for the organisation includes employers liability insurance, public liability and general office insurance. See the Administration Officer if you require further information of our policy coverage.
Also see:
IT SYSTEMS -
See:
Computer Network and IT Problems
JURY SERVICE
An employee who is summoned to undertake Jury Service will be granted paid leave of absence, unless exemption is secured. The employee must claim the allowance or loss of earnings to which they are entitled to under the Jurors’ Allowance Regulations currently in force and remit it to LGEC to set against salary costs.
LEAVING THE BUILDING
All staff should could close down their computer they've been using, close windows in their room, tidy up, etc. and generally minimise the things the last person has to do as they leave. The last person to leave should ensure that they follow the ‘Leaving the building checklist’ which is on the inside of the front door.
All staff and volunteers have a pigeon-hole for mail and other messages. Pigeon-holes are located in the small upstairs office. Mail is delivered to LGEC once a day and is put into individual pigeonholes thereafter. Outgoing mail should be taken to LGEC Reception from where it is posted by the end of the day.
MAKING CHANGES TO OUR PROCEDURES
LGEC is committed to working in a participatory way and has a participatory organisational culture. We are always open to new suggestions as to how we can organise things so we are more efficient, effective and get more satisfaction from our working lives.
You are bringing your own experience with you and may be aware of ways in which we can change things to make things run more smoothly, improve internal communication, etc. Your views and suggestions are welcomed and there are plenty of opportunities to make suggestions - either to an appropriate member of staff, via the weekly ‘red box’ meetings or staff meetings as appropriate.
Also see:
Management Structure including Roles, Responsibilities and Decision Making
MANAGEMENT STRUCTURE INCLUDING ROLES, RESPONSIBILITIES AND DECISION MAKING
See the following document for a statement on LGEC's management structure and decision making processes.
Management Structure including Roles, Responsibilities and Decision Making
MATERNITY LEAVE
LGEC follows the statutory requirement for maternity leave. See your employment contract for further information.
Also see:
Weekly ‘Red Box’ meetings take place at 12.30pm -1pm on Tuesdays. The purpose of these meetings is to deal with any matters that crop up during the week and to share correspondence that may be of interest to a number of members of staff. These meetings are informal and optional.
Monthly staff meetings (staff plus a member of the management committee) take place monthly (except August & December) and last a maximum of 2 hours. They currently take place on the third Tuesday of the month at 1.15pm. The purpose is to update and share with other staff project progress, keep a check on overall progress towards the objectives set at the annual planning days, involve staff in organisational decisions and facilitate co-ordination across work areas. Part-time staff members are encouraged to attend but are not expected to attend every meeting, which is dependent upon the workload of the individual.
Monthly Management Committee meetings take place on the first Monday evening of each month (except August and January). Staff members may be required to attend occasional meetings to present their work to the committee.
Also see:
Support and Supervision Meetings
Getting items onto the Agenda for Committee Meetings and Staff Team Meetings
MEMBERSHIP OF LGEC
LGEC is a membership organisation. Members consist of individuals, organisations and schools. Members are entitled to use our and borrow items in our recource centre including use of Funder finder, receive our newsletter and are entitled to a 5% discount on the purchase of all books and training packages.
NO SMOKING POLICY
The LGEC operates a total ban on smoking within LGEC buildings and at entrances to LGEC buildings.
NOTICE BOARD
The notice board at the top of the stairs is used to alert staff members’ attention to items of interest. Information is also shared at the weekly ‘Red Box’ meeting.
Overtime working is not usually payable. However, under certain circumstances, LGEC staff may undertake paid work in addition to their contracted hours.
Overtime payments may be payable when the following conditions are satisfied:
- Sufficient money is available.
- The works being undertaken should be of clear benefit to LGEC, either financially, or in terms of reputation.
- Any overtime payable at an enhanced rate should be for an agreed time limited period, after which the situation should be reviewed. The Chief Executive has the authority to approve a time period of up to two months. For periods in excess of this the matter should be referred to the Management Committee, or if timescales doe not permit this, to two members (officers if possible) of the Management Committee, for decision.
- The overtime and the rate of pay attributable to it should be agreed prior to undertaking any work.
Any other circumstances under which there may be a case for overtime must be referred to the management committee in advance of payments being made.
If the total number of overtime hours do not exceed 35 hours in the working week, overtime is normally paid at 1.145 times the of usual rate of pay. If overtime hours exceed 35 hours in the working week, overtime will be paid at an enhanced rate of 1.5 times the usual rate of pay.
Prior to work being undertaken, an Overtime Request Form must be completed and approved by the LGEC Chief Executive, who is responsible for ensuring that adequate funds are available for payment. Upon completion, an Overtime Claim Form should be completed and submitted to your line manager.
PATERNITY LEAVE
The LGEC follows the statutory requirement in offering paternity leave to those who become fathers or in the absence of a father, a partner or nominated support carer. See your employment contract for further information.
PENSIONS
The organisation operates an optional Stakeholder Pension scheme. LGEC makes a current employer contribution of 6%. See the Finance Manager for further information.
PHOTOCOPIER
The
photocopier is on the ground floor. The photocopier is networked so
that you can print large quantities of documents directly from your
computer. Please pay for private use of the photocopier at 4p per A4
side of black and white, or 10p per A4 side of colour. Please ensure
documents are photocopied double sided when possible to reduce wastage
and print documents in mono print unless colour is necessary.
The Photocopier also allows you to scan and store documents. See the Administration Officer for further information.
PROFESSIONAL DEVELOPMENT
See Support and Professional Development
PROJECT DEVELOPMENT
We feel innovation is best driven by our Project Workers who have the best connection to our users and beneficiaries. We therefore have a process in which Project Workers (and indeed all staff members) are actively encouraged to develop their ideas which can ultimately lead into new areas of project work for the organisation. For further information about this process, speak to the Chief Executive.
Also see:
Project Development Process Guidelines
RECEPTION
Support for LGEC Staff
You will notice throughout the handbook that many of the pages refer to LGEC-Reception - Our aim is to provide a central point of contact for LGEC staff to easily get support for all administrative, purchasing and clerical requirements. Contact the Administration Officer for support.
RESOURCE CENTRE
Our
resource centre allows ystaff members to borrow or purchase
specialist resources, which includes subjects and topics such as
sustainable development, citizenship education, international
partnerships, challenging cultural stereotypes.
The LGEC
Resource Centre is open by appointment times between Monday and
Thursday from 9.30 am - 5 pm. Resources are loaned out for 6 weeks
and you can borrow up to 6 resources at a time.
All staff and volunteers are welcome to borrow books etc. from the resources and information centre. The centre also contains a range of professional development resources. See the Administration Officer on how to borrow resources.
SAFETY
See Health & Safety
SALARIES
Salaries are paid into your bank account on the 19th of each month.
Overtime Working – see Overtime.
SAFETY FOR LONE WORKERS PROCEDURES
Safety for lone workers procedures
SECURITY - WITHIN LGEC
Please keep handbags, purses, etc. in a safe place. We have occasionally had thefts of purses, etc. over the years including one from a coat hanging up at the top of the stairs.
‘Panic’ alarms are situated in each office in the building and are only to be used in an emergency.
The front door is fitted with a keypad, to which you will be given a code. If someone calls at the centre and you are the person opening the door, please use the spyhole to check first that it is someone you are expecting, or someone you feel safe opening the door to. This is especially so if you are in the office on your own.
Also see:
Safety for Lone Workers Procedures
An employee who is absent from work due to sickness will be entitled to contractual sick pay, provided that they do all of the following:
- Notify their line manager or the LGEC Chief Executive, or in their absence another member of staff, on the first morning of sickness, that they will be absent.
- Report as soon as possible to their line manager or the LGEC Chief Executive when they return to work.
- Fill in the sickness forms provided.
- Provide a sickness certificate from their doctor after seven days absence from work.
- Four weeks sickness leave on full pay
- Four weeks sickness leave on half pay
- Six weeks sickness leave on full pay
- Six weeks sickness leave on half pay
All absences of one day or more must be reported and recorded. The following procedures should be followed:
Initial Reporting by staff who are absent:
- On the first day of sickness/absence you (or someone on your behalf) should contact the centre with the relevant information. This should be your line manager. As this is not always physically possible, the details can be given to any member of staff, to pass on to your line manager.
By the person taking the call:
- It is important that whoever takes the call must forward the relevant information on (even if the sickness/absence is only expected to last for one day).
- For 1-7 consecutive days sickness an Employee’s Statement of Sickness Form must be completed and passed to your line manager.
- For +7 consecutive days a doctors certificate must be attached to the Employee’s Statement of Sickness Form.
Also see:
Employees Statement of Sickness Form
STAFF MEETINGS
See meetings
STAFF
REPORTS, PLANS AND TIMESHEETS
Quarterly or termly reports, work plans for the coming quarter or term and timesheets are all due on the 10th of the month following each reporting period. For further information as to how to complete the workplan, report and timesheet, see the guidelines.
Staff Reports, Plans and Timesheets Guidelines
STAFF UNDERTAKING NON LGEC WORK
Staff undertaking non LGEC work Policy
STATIONERY
Small
items are kept in the grey cupboard on the landing and pre-paid
envelopes above the photocopier. Stationary orders should be made via
the Administration Officer.
STRATEGIC PLAN
Download a copy of our full plan 2007-2012, a summary version plus our annual operational plan.
Strategic plan 2007-2012 full version
Strategic plan summary version
Statement of LGEC's Strategic Planning Process
SUPPORT AND PROFESSIONAL DEVELOPMENT
LGEC seeks to ensure that all staff feel supported in their work and have regular structured meetings with their line manager to discuss any issues that may arise. LGEC is committed to the continued professional development of all staff members and to support staff members to reflect on their work, learning and their own professional development needs through a structured approach.
The Appraisal process provides for every employee to be appraised at regular throughout their employment by LGEC. Appraisal meetings allow for a structured exchange of views relating to the post between employees and their line managers. Appraisals are a way of ensuring that each member of staff has the opportunity to:
-
Review their progress, development and achievements an a regular basis
-
Identify areas where they need additional support & training
-
Ensure that they are contributing appropriately to organisational goals.
Appraisal meetings will usually take place:
-
Within 3 months of commencing employment
-
Before the end of the probationary period (usually 6 months).
- Afterwards on an annual basis.
The purpose of Project Management meetings is to support members of LGEC staff in their work on specific projects run by the organisation. Project Management meetings may involve individuals or project teams, depending on the nature of the project being worked on. Individual project workers are required to attend more than one Project Management meeting to provide peer support to others. These meetings aim:
- Project staff have regular time to discuss their project-related work
- Important decisions regarding project activity are taken and recorded in the minutes of the meeting.
- Each member of staff has clear and agreed work objectives
- Work objectives are regularly evaluated and reviewed
- Identify and deal with any difficulties, problems, or stresses that a member of staff may be experiencing with their work on a specific project.
- Aid personal and professional development of staff
- Give members of staff feedback and encouragement
3. Support and Supervision Meetings
Support and Supervision Meetings are a way of ensuring that each member of staff has regular, private and uninterrupted time with their line manager, in order to discuss their work and related issues. In contrast to Project Management Meetings, Support and Supervision Meetings are confidential, and provide an opportunity for staff members to raise issues that are not directly related to project activity. These meetings are also an opportunity to discuss, identify and review any training or development needs.
The main aims of staff support and supervision sessions are to:
- Ensure that each member of staff has clear and agreed work objectives
- Ensure all work objectives are regularly evaluated and reviewed
- Ensure all members of staff understand how their work fits into the organisation’s overall aims and objectives
- Assist in the identification of training needs
- Identify and deal with any difficulties, problems, or stresses that a member of staff may be experiencing
- Aid personal and professional development of staff
- Give members of staff feedback and encouragement
Support and supervision meetings will usually take place every 3 months.
Also see:
TEA AND COFFEE
The kitchen is situated in the large upstairs office. Tea and coffee making facilities are provided by LGEC and a kettle, microwave, fridge and sink are available for use. Please keep the sink area clean and wash up after yourself.
TELEPHONES
A separate sheet is attached explaining how to use the phone system and what the extension numbers are. You need to dial ‘9’ for an outside line. Private telephone calls should be paid for – please put money in the ‘Reception Draw with a note on the sheet kept on reception.
Staff members working from home may use the COLT services to enable calls to be billed directly to LGEC. Please see the Administration Officer for further information.
TRADE UNIONS
The employer does not at present recognise any union as having negotiation rights. However, all employees are entitled to join the trade union of their choice, and to take time off for union activities.
TRAINING & CONFERENCES
VACANCIES
All LGEC vacancies can be found on the LGEC's website.
VOLUNTEERS
Our volunteering policy and procedures aim to set a framework, which enables LGEC to work effectively with volunteers. Using volunteers makes our organisation more in touch with the people that it serves, brings a different perspective to our work and helps us represent a range of views and experiences. Volunteers with LGEC are used to support specific projects and areas of work, along side office admin volunteers.
For young people under 25, our volunteer co-ordinator is Amy Jones whose work forms part of her v project work. Other volunteers including office volunteers are co-ordinated by Ulrike Meister.
Also see:
Volunteer Policy and Procedures
Volunteer Application Form and Equal Opportunities Monitoring Form
Grievance and Disciplinary Procedure for Volunteers
Volunteer Role Description and Agreement
WORKING ENVIRONMENT
Due to the small office space, it can get quite noisy in the centre when all of us are in! Please try to keep noise and interruptions to other staff to a minimum, and use the phone in such a way that conversations are kept quiet. Meetings should be conducted in places and in such a way as to minimise disruption to other staff. Please also try and keep the working environment clean and tidy for the benefit of everyone in the office.
is registered as:
Lancashire Development Education Group Ltd.
Registered Charity No. 1089036