Fair Work policy - Host City

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A Fair Work employer

Host City is committed to the principle of Fair Work for its workforce and to applying the principles of Fair Work across the organisation’s activities. This commitment is expressed in the delivery of its Fair Work Policy and in other policies relating to the workplace – for example, flexible working. It is understood that ensuring Fair Work in the workplace is an ongoing process and that this policy will continue to develop and be reviewed regularly.

Host City’s Fair Work policy has been developed in consultation with and according to the needs of staff, and following the Scottish Government’s Fair Work First implementation guidance and EventScotland’s Fair Work guidance. The policy addresses the five “dimensions” of Fair Work defined by Scotland’s Fair Work Convention: Security; Opportunity; Effective Voice; Fulfilment and Respect.

Specifically it commits to the following:

 

Payment of at least the Real Living Wage

  • We are committed to paying staff at least the Real Living Wage

 

Providing appropriate channels for effective workers’ voices

  • Employees are offered supportive contact with their supervisor in the form of weekly one to ones, during which managers apply active listening to encourage staff to discuss any issues including wellbeing and interpersonal issues, alongside operational matters.
  • We have measures in place to support employees in the workplace and have zero tolerance of bullying and other forms of abuse and harassment.
  • We have an open view on whether employees want to join Trade Unions or not.

 

Investment in workforce development

  • We provide learning opportunities for employees at all levels
  • Formal and informal learning is offered and encouraged across the workforce
  • We provide internal coaching and mentoring
  • Staff are enabled to attend external events and/or courses for learning and development
  • We ask staff about health, safety and wellbeing matters from time to time with regards to their development

 

No inappropriate use of zero hours contracts

  • Supply and casual contracts are only used when necessary and workers on these contracts are not obliged to accept work when this is offered
  • We do not use supply and casual contracts to fill longer-term vacancies
  • All staff employed on open-ended or fixed contracts have confirmed hours and shift pattern and have reasonable notice of shift periods
  • We review roles to see if staff can be moved to permanent or fixed term contracts

 

Action to tackle any gender pay gap and create a more diverse and inclusive workplace

  • We are an equal opportunities employer. We welcome applications from all suitably qualified persons.
  • We support flexible working, offering a wide range of flexible working patterns
  • We offer all employees the opportunity to work from home

 

Offering flexible and family friendly working practices for all workers from day one of employment

These include:

  • Part-time and flexible working arrangements
  • The option to job share
  • Parental Leave
  • Parental Bereavement Leave (including those who have a miscarriage and partners)
  • Compassionate and other special leave
  • Time off for voluntary and other public duties

 

Opposing the use of fire and rehire practice

  • We only consider effecting change where there is a legitimate business need
  • We strive to achieve change through agreement and consultation