Equality Impact Assessment - Appeals policy and procedure

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1 - Scope

1.1 List the main policy aims / outcomes, who benefits and how

• To ensure that the majority of policies with an appeal policy will follow the same process.  It will inform employees how to make an appeal and provide managers with a clear procedure to follow.

It excludes the following policies:

• Politically restricted posts
• Job evaluation scheme (Greater London Provincial Council scheme (GLPC))
• Flexible working for parents and carers of adults
• Overpayments

1.2 What data / research / evidence is available which is relevant to this equality impact assessment (EIA)?

• Management information for the period 01 July 2009 - 30 June 2010 shows that there are currently 14 appeals pending. 10 are related to dignity at work with the remaining 4 being disciplinary.

1.3 Is there further data or information you think would be useful in carrying out this assessment?

• Use of case tracker going forward to give management information on appeals that result in decision being changed (by service area).
• See if the case tracker could identify whether the appeals were more common amongst ‘protected characteristics' (equality monitoring) as well.
• Also to consider whether the management information team are able to capture appeal deadlines – quality controls on case files to monitor slippage.

2 - Consultation

2.1 Which groups were consulted when preparing the policy / EIA?

• JCC (Unions)
• Stakeholder Panel

2.2 Is further consultation required? If so detail below and add to action plan

• This policy is a simplification of a process within policies currently in existence

3 - Assessing impact and strengthening the policy

3.1 Using data collected (1.2) and information gathered from consultation ( 2.1) what implications might this policy have on equality?

• It should improve the appeal process as everyone will follow the same procedure.
• Managers will be able to deal with appeals consistently.
• Matches single appeal process used in schools.

3.2 How will the policy affect different groups of staff?

Group	How affected (positive or negative)	Any actions required (add to action plan)
Any	Felt  discriminated in initial hearing	Frequently asked questions to explain what was unfair.
Part time staff	Not enough time to arrange meetings with reps	Frequently asked questions - manager responsibility to release toolkit guidance
Non office based staff	Hard to get time off to arrange meetings	Frequently asked questions - manager responsibility to release toolkit guidance

3.3 Is there anything which could be included in the policy to help promote equality of opportunity and good staff relations or eliminate discrimination, harassment or unfair treatment?

• Include a statement on the appeal form regarding alternative available formats.

3.4 Do any of your recommended actions to address any negative effects on one group of staff impact on any other groups? If so what actions could be taken to mitigate this?

• Not applicable.

3.5 Is there anything that can be done to improve accessibility and understanding of the policy amongst staff?

• Ensure that a hard copy is made available to depot or non office based staff when they are given the outcome of the original hearing.
• Line manager to update employees.
• Update published on The Wire.
• Write guidelines for witnesses attending hearing
• Include information in guidelines advising managers that they need to allow employees to attend hearings during work time.

4 - Summary

4.1 Will the policy meet the council’s responsibilities in relation to equality and human rights?

• Yes – with changes highlighted in the action plan

4.2 Have you identified anything through this EIA which should be more widely adopted in other policies or built into planning/strategy work?

• EO data capture

5 - Action plan

Section of EIA	Actions	Target date	Review date	Responsible postholder
1.4 – Further research required	Research whether systems enable us to report on appeals that result in a decision being changed See if the case tracker can identify whether the appeals are more common amongst ‘protected characteristics' (equality monitoring) Check whether viable to monitor appeal deadlines	September 2010 September 2010	October 2010 October2010	Senior HR Assistant for Performance and Data Senior HR Assistant for Performance and Data
3.2 – Mitigating negative impact on different groups of staff	Write guidelines for witnesses – to include the role of the witness and calling a witness. Include frequently asked questions to cover manager responsibilities to release employees, prompting employees to say what they felt was unfair if claiming they were discriminated against and managers making allowances for leave.	September 2010 September 2010	September 2010 September 2010	HR Policy Officer HR Policy Officer
3.5 – Improving accessibility / understanding	Hard copy of the appeals policy to be sent to all staff with a copy of the original hearing outcome letter.	September 2010	September 2010	HR Advisers HR Business Partner

6 - Sign off

This policy has been fully assessed in relation to its potential effects on equality and all relevant concerns have been addressed:

• Quality sign off - Equality and Diversity Partner –  3 December 2010
• Director level sign off - Service Director for Human Resources and Organisational Development  – 3 December 2010

Last updated: 18 April 2011