ABSENCE POLICY: helps balance staff wellbeing with the needs of the organisation by providing supportive, clear steps for managing sickness and attendance.

ACCESS TO PERSONAL RECORDS POLICY: outlines how individuals or their representatives can request access to personal data held by Abbeyfield Belfast, in line with GDPR and best practice

ACCESSNI POLICY: outlines Abbeyfield Belfast’s procedures for obtaining, handling, and securely storing Access NI checks to ensure safe recruitment and protect residents.

ALLOCATIONS AND LETTINGS POLICY: establishes fair, transparent, and consistent criteria and procedures for assigning and managing accommodation to eligible residents in line with the Society’s priorities and legal obligations.

ANTI-BRIBERY POLICY (within Employee Handbook): prohibits all forms of bribery and corruption, promoting ethical conduct and compliance with legal standards to protect the Society’s integrity and reputation.

ANTI-SLAVERY POLICY: commits to preventing, identifying, and addressing all forms of modern slavery and human trafficking across its operations and supply chains.

ANTI-SOCIAL BEHAVIOUR POLICY: commits to preventing, addressing, and resolving behaviour that harms or disrupts individuals, communities, or the peaceful enjoyment of homes.

APPRAISAL SUPERVISION POLICY: ensures staff receive regular support, feedback, and development opportunities to enhance performance and achieve organisational goals.

BOARD RECRUITMENT AND SELECTION POLICY: ensures fair, transparent, and merit-based processes to appoint individuals with the skills and values needed to support its mission.

BULLYING PREVENTION POLICY: (within Employee Handbook) promotes a safe and respectful environment by preventing, addressing, and resolving all forms of bullying.

CAPABILITY POLICY: sets out the procedures for managing and supporting staff whose performance is below the expected standard, ensuring fairness and opportunities for improvement.

CCTV POLICY: outlines the purpose, management, and use of CCTV systems to ensure security, safety, and compliance with data protection regulations.

CODE OF CONDUCT POLICY: Sets out the expected standards of behaviour for all staff to promote a respectful, professional, and ethical working environment.

COMMUNICATIONS POLICY: outlines the principles and guidelines for effective, clear, and consistent internal and external communication within the Society.

COMPANY POOL VEHICLES POLICY: outlines the rules and procedures for the use, booking, and maintenance of company pool vehicles to ensure safe, efficient, and responsible usage.

COMPLAINTS POLICY: outlines the process for receiving, handling, and resolving complaints to ensure concerns are addressed fairly, promptly, and transparently.

CONFIDENTIALITY, PRIVACY AND DIGNITY: sets out the Society’s commitment to protecting individuals’ confidentiality, privacy, and dignity in all aspects of care and service delivery.

CONFLICT OF INTEREST POLICY & CONFLICT OF INTEREST PROCEDURE: ensures all decisions and actions are made in the best interests of the Society, free from personal or financial influence.

CORPORATE CREDIT CARD POLICY: ensures all card use aligns with the Society’s mission and interests, preventing personal or unauthorised expenses.

CORPORATE FRAUD POLICY: ensures all activities are conducted with integrity, outlining measures to prevent, detect, and address fraud in the Society’s operations.

CYBER SECURITY POLICY: ensures the protection of its digital assets and information systems through measures that prevent, detect, and respond to cyber threats.

DATA PROTECTION POLICY: ensures the lawful, secure, and ethical handling of personal and sensitive data to protect the rights and privacy of individuals.

DISCIPLINARY POLICY (within Employee Handbook): establishes fair and consistent procedures to address and resolve misconduct, ensuring accountability and maintaining organisational standards.

EMPLOYEE DEVELOPMENT AND TRAINING POLICY: promotes continuous learning and skill enhancement to support personal growth and advance the Society’s goals.

EQUAL OPPORTUNITIES POLICY (within Employee Handbook): ensures fair and unbiased treatment of all individuals, promoting diversity and inclusion in all aspects of the Society’s activities.

EQUALITY AND DIVERSITY AND INCLUSION POLICY: fosters an inclusive environment by promoting respect, fairness, and equal access for all, regardless of differences.

FINANCE POLICY: ensures responsible management, transparency, and accountability in all financial activities to support the Society’s sustainability and goals.

FLEXIBLE WORING POLICY: supports work-life balance by providing adaptable work arrangements while maintaining productivity and meeting the Society’s needs.

FLEXIBLE WORING PROCEDURE: outlines the clear steps for requesting, reviewing, and approving adaptable work arrangements, ensuring consistency, fairness, and alignment with the Society’s operational requirements.

GIFTS, WILLS, AND LEGAL MATTERS PROCEDURE: provides detailed guidelines for the acceptance, management, and disclosure of gifts and bequests, as well as the handling of legal issues, ensuring transparency, compliance, and protection of the Society’s interests.

GRIEVANCE POLICY: establishes a clear commitment to addressing employee concerns fairly, promptly, and confidentially to maintain a respectful and supportive work environment.

GRIEVANCE PROCEDURE (within Employee Handbook): outlines the step-by-step process for reporting, investigating, and resolving grievances consistently and transparently.

HOLIDAY ENTITLEMENT AND CONDITIONS POLICY (within Employee Handbook): outlines employees’ rights and responsibilities regarding holiday leave, ensuring fair access and compliance with legal and organisational requirements.

ICT POLICY: establishes guidelines for the responsible use, management, and security of information and communication technologies to support the Society’s operations and protect its digital resources.

LONE WORKER POLICY: sets out safety guidelines and procedures to protect employees working alone, ensuring their wellbeing and reducing risk while supporting the Society’s operational needs.

MATERNITY, PATERNITY, AND ADOPTION POLICY: outlines employees’ rights, entitlements, and support related to maternity, paternity, and adoption leave, ensuring compliance with legal requirements and promoting family-friendly workplace practices.

MENOPAUSE POLICY: provides guidance and support to employees experiencing menopause, promoting awareness, wellbeing, and a respectful, inclusive workplace environment.

MOVE-ON POLICY: outlines clear procedures and support measures to assist residents in transitioning smoothly and respectfully when they are required to move out of the Society’s accommodation.

MY LIFE PLAN POLICY: supports residents in creating and actively participating in personalised life plans, promoting independence, wellbeing, and tailored support to meet their individual goals.

NEEDS AND RISK ASSESSMENT POLICY: outlines how the Society identifies, evaluates, and prioritises individual needs and potential risks to ensure appropriate, safe, and effective support or intervention.

PERSONAL HARASSMENT POLICY (within Employee Handbook): affirms a zero-tolerance stance on harassment, promoting a safe, respectful, and inclusive environment for all members and staff.

PERSONAL HARASSMENT PROCEDURE (within Employee Handbook): outlines the steps for reporting, investigating, and resolving harassment complaints fairly, confidentially, and promptly.

PROBATION POLICY: defines the objectives, duration, and evaluation criteria of probationary periods to support successful employee integration and performance monitoring.

PROFESSIONAL BOUNDARIES POLICY: establishes clear standards and expectations to maintain respectful, ethical, and appropriate relationships between staff, residents, and stakeholders.

RECORDS RETENTION POLICY: sets out guidelines for the systematic retention, management, and secure disposal of records to ensure compliance, accountability, and efficient information handling.

RECORDS RETENTION SCHEDULE: specifies the retention periods for different types of records, detailing when they should be reviewed, archived, or securely destroyed in line with legal and operational requirements.

RECRUITMENT AND SELECTION POLICY: ensures a fair, transparent, and consistent approach to attracting and hiring qualified candidates, promoting diversity and compliance with legal standards.

RECRUITMENT AND SELECTION PROCEDURE: outlines the step-by-step process for advertising, interviewing, assessing, and appointing candidates to ensure thoroughness and fairness in recruitment decisions.

RECRUITMENT OF EX-OFFENDERS POLICY: promotes fair and non-discriminatory hiring practices while ensuring compliance with legal requirements and safeguarding the Society’s interests.

REDUNDANCY AND REDEPLOYMENT POLICY: outlines fair and transparent processes for managing redundancies and exploring redeployment opportunities, aiming to minimise job losses and support affected employees.

RESIDENT INVOLVEMENT POLICY: encourages and facilitates active participation of residents in decision-making processes, ensuring their voices are heard and valued in shaping the Society’s services and community.

RISK MANAGEMENT POLICY: establishes a systematic approach to identifying, assessing, and mitigating risks to protect the Society’s assets, reputation, and stakeholders.

SAFEGUARDING ADULTS AND VISITING CHILDREN POLICY: commits to protecting vulnerable adults and children by promoting safe practices, preventing abuse, and ensuring a secure and respectful environment for all visitors and residents.

SEVERE WEATHER AND OTHER TRAVEL DISRUPTIONS POLICY (within Employee Handbook): outlines procedures to ensure the safety of staff and residents, maintain essential services, and provide clear guidance during adverse weather conditions and travel interruptions.

SOCIAL MEDIA POLICY: provides guidelines for responsible and professional use of social media platforms to protect the Society’s reputation and ensure respectful, compliant online engagement.

TAKING AND SHARING PHOTOGRAPHS POLICY & PROCEDURE: sets out clear guidelines to ensure photographs are captured and shared respectfully, legally, and with proper consent to protect the privacy and dignity of all individuals.

TIME OFF IN LIEU (TOIL) POLICY: outlines the conditions and procedures for granting and managing compensatory time off in recognition of additional hours worked, ensuring fairness and operational balance.

TRAVEL AND SUBSISTENCE POLICY: establishes guidelines for the reimbursement and management of travel and related expenses, ensuring cost-effectiveness, transparency, and compliance with organisational standards.

TRUSTEE CODE OF CONDUCT: sets out the ethical standards, responsibilities, and expected behaviours to ensure integrity, accountability, and effective governance by all trustees.

WHISTLEBLOWING POLICY: sets out how individuals can safely report concerns about wrongdoing, misconduct, or risks within an organisation without fear of retaliation.