Legislation Policies and Procedures These conditions of Membership and the Company’s policies, procedures and the guidelines for the delivery of care to clients have been drawn up for the protection of Members and their Clients. It is a condition of your continued membership that you comply with all applicable policies, procedures and guidelines. Please note that policies, procedures and guidelines are subject to change at any time and you are expected to comply with any updates. Literacy We are required to ensure that all Members have a good command of the English language, both spoken and written. If at interview it is assessed that this is not the case, we will be unable to offer any assignments. Identification All Members must supply proof of identity. This is either your birth certificate, if you are from the United Kingdom or Ireland, or your passport. If you are married, we also require your marriage certificate. Overseas Members must submit their VISA/Work Permit, showing the type of VISA/Work Permit currently held and the expiry date. We also require proof of your present home address such as driving licence, utility bill or financial statement. Copies of original documents will be taken and held on file. Please understand that you will be unable to work for the Company without these details. References Contact details of two professional referees must be offered. These should be from your present or last employer and from persons of a more senior grade or position. Home addresses for referees will not be acceptable. Testimonials brought in by candidates cannot be accepted as a form of reference. Your referees should be independent of you and unrelated to you. Assignments Whilst the Company will endeavour to offer Members suitable assignments we cannot guarantee that we will always be able to do so and Members have no obligation to accept assignments offered to them. Members are employed for the duration of the assignment only, and have no contract once the duty is finished. As an Employment Business, the Company will seek work as a healthcare worker for you. Criminal Convictions All potential Members are required to produce an Enhanced Disclosure from the Disclosure and Barring Service. You should have detailed any warnings, cautions or convictions in the appropriate place on your Registration Forms. Failure to do so could invalidate or lead to cancellation of your Registration. If you are subsequently charged with or convicted of any criminal offence you must report it to your Manager immediately.

Membership of the Company is conditional upon a true statement of the details of your mental and physical health and a Declaration of Fitness to Work as set out in the Application Form. You must be in a state of good health when reporting for duty. Any illness that may affect professional performance or evidence of back or neck problems must be declared. Health declarations will be updated annually. Members may be asked to undergo health screening or to obtain a Certificate of Fitness from their G.P or an Occupational Health Department. New and Expectant Mothers Members are required to inform the Manager if they become pregnant, have given birth in the last 6 months or are breastfeeding, so that a risk assessment can be performed in accordance with the Health and Safety at Work Regulations. Where new or expectant mothers work night shifts, a certificate is required from a registered General Practitioner. Immunisations All Members are responsible for ensuring that their immunisations are up to date. Members may be required to provide evidence of immunisation against the following infections: Hepatitis B (including Titre levels) Rubella Varicella (Chickenpox) Tuberculosis (TB) Tetanus Evidence can be a laboratory result from the NHS Trust laboratory, a letter from a previous Occupational Health Department, or equivalent. Without this evidence there may be some assignments that the Company will not be able to offer you. MRSA Some clients e.g. NHS Trusts may insist on Members being screened for MRSA prior to working assignments for them. Your Manager will inform you if this is necessary and assist in making arrangements with the local Occupational Health Department. If you come into contact with MRSA you must let your Manager know.

You will be paid weekly to your nominated bank or building society account. Under Inland Revenue rules, pay will be subject to PAYE and National Insurance. Members will receive a full statement detailing any deductions made each week. Car Insurance It is your responsibility to obtain additional insurance if you intend to utilise your vehicle for anything other than private use e.g. attending clients in the community and/or transporting clients. You are required to provide evidence and a copy of this insurance, as well as a copy of your driving licence and MOT (where applicable). Professional Indemnity Insurance Care Dynamics Ltd carry insurance cover against allegations of negligence as a result of the acts by the workers we supply. (Maximum of £10,000,000). Personal Accident Insurance The Company does not provide Personal Accident Insurance cover. Therefore we advise that Members consider personal accident cover.

It is the nature of your work that you do not have normal hours of work or a normal place of work. You are paid on an hourly basis for the work you agree to do. For all assignments completed, you are required to submit properly signed timesheets to your Manager. These should be handed or delivered to the Care Dynamics Ltd office by the designated day of each week. If you do not submit fully and correctly completed timesheets, payments for the hours worked may be delayed whilst those hours are independently verified. You will only be paid for the hours you have worked. Due to the nature of the work there is not a designated interval stated on this website at which your remuneration will be paid. Instead, you will be paid after the designated day of the week on which you are to submit your timesheets as notified to you from time to time. The timesheet must be completed with: Your name Client’s name and address Date of each day worked Start and finish time Grade / qualification Total worked hours for each day Booking reference number (if applicable) The mileage incurred for each day (certain areas only) Your signature The Client must sign alongside each completed duty and at the bottom of the completed timesheet. Members must not sign on behalf of Clients. This and any intentional claims for hours not worked, is fraud and will be treated as such. Fees and Payment Subject to the provisions on the timesheets above, you will be paid by the Company regardless of whether the Company itself receives payment for your services. Your rate of pay will be as notified to you from time to time, although the minimum rate of pay will not be less than the minimum wage applicable to you from time to time. You should not accept any payment directly from the Client. However, in exceptional circumstances, with the prior authorisation of your Manager, this may happen. In these cases you must hand over the money in full and without delay to the office. Do not put money into your or anyone else’s bank account. Any query relating to payment should be made to your office within four weeks for payment. If a payment is shown to have been incorrect the Company reserves the right to adjust future pay to compensate. If your bank or building society details change you should put the new details in writing to the Manager at the office. You must check with your Manager regarding payment of any expenses. Print your timesheet Run out of timesheets? You can view and print a timesheet to take on your shift: View and print Timesheet

The Company has rules to ensure appropriate standards of conduct and to protect the interest of its clients. These are in addition to the duty of Members to comply with the law. It is forbidden to be under the influence of alcohol, illegal drugs or substances, e.g. glue, at any time at the start of a shift or whilst on duty. Smoking on duty is forbidden. Please note if you smoke the smell remains on your clothing which many clients find offensive. Under no circumstances should you accept any gifts, loans or gratuities from clients, relatives or other interested parties. You are not permitted to act as a witness to the will of any patient/service user for whom you are providing or have provided care. You are not permitted to give advice in relation to Wills, investments or financial matters generally. You should arrive for duties at the requested time, and carry out your duties for the full time you have been allocated. If it is found that your attendance was not for the fully allotted time, the Company has the right to reduce your pay accordingly. You must not agree to provide cover for a colleague or arrange your own cover unless you have spoken to and have the authorisation from your line Manager. Client Complaints The Company actively seeks the opinions and comments of Clients with regard to the suitability and professionalism of the services requested and supplied. Members must recognise the Client’s rights to complain if they so wish. This should not be met with hostility but it is your role to explain carefully to a service user how best to make their complaint. The Company’s Service User Guide details information for Service Users on how to complain. If you are the subject of a Client’s complaint it will be necessary to withdraw your services from that Client until necessary investigations are complete. Serious complaints could mean that we cannot offer you any work while the investigation continues. As you only receive payment for work completed, you would not be entitled to any remuneration whilst your services are not being used. We welcome feedback from all Care Dynamics Workers. If you feel that you have been involved in an incident or complaint, please contact your Branch Manager who will deal with this as per our Company Complaints procedure. Removal from The Company’s Register You may be removed from the Company’s register and not considered for further assignments within the Company if it is found that you have brought the Company into disrepute by: Continual poor performance Serious breach of safety rules / legislation potentially involving loss of life or limb, or injury to a patient or other person Theft, fraud, dishonesty or corruption Failure to declare criminal convictions Continually failing to notify your Manager that you will not be attending a duty once you have accepted it Flagrant failure to follow the company’s or the client’s documented Policies, Procedures and Guidelines Damage to the Client’s or the Company’s property or that of others Any type of abuse Disorderly or indecent conduct, fighting on Client’s or the Company’s premises or threatening physical violence Acts of incitement or actual acts of discrimination on the grounds of sex, disability, race, religion, colour or ethnic origin, or any other contravention of the Equal Opportunities Policy. Being on duty under the influence of drugs / substances or alcohol Breaching rules of confidentiality concerning a patient or resident Lending your ID badge to another person. Please note that this list is not exhaustive. Your membership may be suspended while the circumstances of any complaint are investigated. You have the right to representation at any meeting to discuss the complaint. In cases which may involve a criminal offence the matter may be referred to the police. In all cases the Client will be kept informed about any investigation.

Personal information disclosed to you during the course of your work is to be treated as confidential and should only be disclosed with the consent of the person concerned, unless an emergency makes it impossible to obtain their consent. You may only disclose information to those with direct need for information (such as health care professionals, care managers and Managers). Relatives, neighbours and family friends are not necessarily entitled to receive confidential information. DO NOT leave patient documentation in a place where an unauthorised person could gain access to it. DO NOT discuss your patients/residents in a public place. Data Protection The Company holds data relating to your qualifications, training and personal information on computer. If you wish to access this information please contact your Manager. This information is confidential.

The Caldicott Principles are protocols that have been nationally agreed on patient confidentiality and form the Department of Health guidance on The Protection and Use of Patient Information. Principle 1 Justify Purpose(s) – Individuals, departments and organisations must justify the purpose(s) for which information is required. This includes justifying the purposes to the public for specific patients within each organisation. Every proposed use or transfer of patient-identifiable information within or from an organisation should be clearly defined and scrutinised, with continuing uses regularly reviewed by an appropriate guardian. Principle 2 Don’t use patient-identifiable information unless it is absolutely necessary. This means assessing information flows and uses and ensuring that patient-identifiable information is removed unless a genuine case can be made for its inclusion and there is no alternative. The need for patients to be identified should be considered at each stage of satisfying the purpose(s). Principle 3 Use the minimum necessary patient-identifiable information. Where use of patient-identifiable information is considered to be essential, each individual item of information should be considered and justified so that the minimum amount of identifiable information is transferred or accessible as necessary for each given function to be carried out. Principle 4 Access to patient-identifiable information should be on a strict need-to-know basis. Only those individuals who need access to patient-identifiable information should have access to it, and they should only have access to the information items they need to see. This may mean introducing access controls or splitting information flows where one information flow is used for several purposes. Principle 5 Everyone with access to patient-identifiable information should be aware of their responsibilities. Action should be taken to ensure that those handling patient-identifiable information, both clinical and non clinical staff, are made fully aware of their responsibilities and obligations to respect patient confidentiality. Principle 6 Understand and comply with the law. Every use of patient-identifiable information must be lawful. Someone in each organisation handling patient information should be responsible for ensuring that the organisation complies with legal requirements.

Discrimination Care Dynamics Ltd is an equal opportunities organisation and will not countenance discrimination in its recruitment, among those working on its behalf or in relation to those who receive the Company’s services. You will not be discriminated against on grounds of gender, race, sex, disability, national origin, marital status, sexuality, age, religious beliefs, political or union affiliation or responsibility for dependants. The Company will use its influence to ensure that all Members uphold this policy. If you are placed with a client and believe there is, or is likely to be, incompatibility by reason of gender, race, sex, disability, nationality, marital status, sexuality, age, religion, political or union affiliation or responsibility for dependants, you must report this fact to your Manager immediately. The Company takes seriously all complaints relating to harassment or discrimination. For the avoidance of doubt, behaviour that is in contravention of the Equal Opportunities Policy will be treated as gross misconduct and result in your removal from the Company’s register. Cross Gender Care Service Users must feel free to decide the gender of their Care Workers and this issue should be discussed at the commencement of care. ‘Same gender care’ is not mandatory, however the Company does not permit male Care Workers to carry out personal care tasks for female Service Users without explicit reasons that should be clearly recorded in the Service User’s file.

We would like to wish you every success during your employment whether you recently joined us or whether you are an existing employee. We hope that your experience of working here will be positive and rewarding. This Employee Handbook is designed both to introduce you to our organisation and to be of continuing use during your employment.

It is Company Policy to offer all Members the opportunity to air any grievance they might have arising out of their working conditions and treatment generally. If you have any difficulty or experience any interference in carrying out your work you should report this matter to your Manager. In a vast majority of cases, matters can be resolved by informal discussion without entering into a grievance procedure and you are encouraged to take this route. However, in cases where matters cannot be resolved, Members are encouraged to follow the Grievance Procedure and put their grievance in writing to the Manager who will carry out an investigation. The outcome will be communicated to you. If, however, you wish to have your grievance heard by someone independent of the Company, you are free to approach any arbitration body or your Local Authority. Whistle Blowing This means the disclosure to authority of misdemeanours on the part of colleagues or members of other organisations. If acting in good faith, any Member would be expected by the Company to report any misdemeanours or malpractice whether one-off or ongoing. Misdemeanours or malpractice include: A criminal offence Failure to comply with a legal obligation Falsifying records Endangering someone’s health and safety Any type of abuse or concealment of any of the above. You should report any misdemeanours or malpractice to: Your Manager to raise the matter internally – this line of reporting is preferable and is at the heart of the Public Disclosure Act Or to the Local Authority and Care Quality Commission if the alleged malpractice concerns a Director or Company as a whole.

The Company supplies you with an identification badge. This badge must be shown to Clients or their representative and worn visibly at all times when carrying out duties for the Company. Badges will be renewed annually. It is considered gross misconduct for any Member to lend or give their identification badge to another person to use. Such behaviour will result in your removal from the Company’s register. Loss of identification badges should be reported immediately to your Manager. If you cease to work for the Company you must return your ID badge to your Branch Office. Uniform It is your responsibility to familiarise yourself with the particular uniform requirements of the assignment to which you have been allocated. Where Company uniform is worn it should be the correct colour, clean and pressed. Where there is no requirement for uniform you should be smartly dressed. The Company identification badge is to be worn at all times when carrying out duties on behalf of the Company. You should observe that: Long hair should be tied back Jewellery should be minimal, bracelets, rings (other than wedding rings) or dangling earrings must not be worn as they may constitute a health and safety hazard Alternative body piercing should not be visible. For the avoidance of doubt you may be removed from the Company’s register if you fail to meet these standards.

Once you have accepted an assignment you are expected to keep any appointments that are made for you. Members should be consistent and conscientious in their work, be punctual and stay for the assigned time allocated to that duty. If the client does not require you for the full allotted time/shift please inform your Manager before you leave the premises. Whilst on duty you are not allowed to take children, family, friends or pets etc to your place of work. Care Dynamics is open during the week, Monday to Friday, and consultants can be reached on the office telephone number after hours if you have an emergency or urgent query. Holiday Pay If you are planning time off or are going on holiday it will be helpful if you can give your Manager as much notice as possible of your availability. The Company pay 12.07% of your pay to you as holiday pay. This is equivalent to 4 weeks holiday pay. Your entitlement to annual holiday is in accordance with the terms of the Working Time Regulations 1998. European Working Time Directive The European Union has laid down guidelines for all workers governing the length of the maximum working week and the amount of night work that is safe to undertake. Because there is no obligation for any worker to accept duties from the Company that he or she does not wish to undertake or complete, the Company will never compel you to work outside these guidelines. However, because we do not know what other work you may be undertaking during a week, you will be asked to sign the declaration on the registration form acknowledging that you are aware of the guidelines and confirming that if you accept duties which would result in more than the recommended hours being worked, you have chosen to do so. Sickness and Illness You must report all illness, especially diarrhoea and/or vomiting, ear, nose and throat infections and any other problems immediately to your Manager. If you are unfit for duty or are unable to attend an assignment that you have accepted, contact your Manager immediately so that alternative arrangements can be made for the client (24 hour on call service). Under no circumstance ask/send another person not registered with the Company to attend the client, or otherwise make your own arrangements to cover the duty. As Members are only employed for the duration of their shift and have no contract once the duty is finished, statutory sick pay does not become payable. There is no company sick pay scheme, and Members who are unable to accept assignments due to sickness or ill health should contact their local Benefits Agency for advice. Change of Personal Details Please notify your Manager immediately if you change your name, address or telephone number, or those of your next of kin/person to be contacted in an emergency. You will be advised of the necessary documentation required to amend your details. Termination Because you are under no obligation to accept assignments, you can terminate your Membership at any time, preferably in writing. However, where you have made advanced commitments to undertake duties, we would ask you to give at least one week’s notice of your intention to terminate your Membership. On your termination you will be required to return your Care Dynamics identity badge and any other items of Company or client property you may have in your possession e.g. service user keys, papers or documents. The Company can also terminate your Membership at any time. Although it may, at its absolute discretion, provide you with a period of notice that it intends to terminate your Membership.