Domiciliary Care Workers needed to join our fast expanding team
Verrolyne Services is an established and renowned Care Organisation.
We have been providing compassionate and professional care to
services over London and Essex with love, patience and understanding.
Due to our success, we are always in the lookout for new team members to join us.
We will provide you with clients, the training and everything else you need to help us keep the high standard that we have set.
All we ask from you is that you give 100% each time you step out the door.
â€“ Be courteous
-Kind and passionate
-Proactive and hardworking
-Flexible and able to work on a rota including alternate weekends
-Be willing to commit to Training in with in house training.
Currently we are recruiting carer in the areas below to join our team:-
If you have an interest in care job please ring us on 01708-320475
Below, please describe past and present employment positions, dating back five years. Please account for all periods of unemployment. If you attached a CV/Resume, this section must still be completed.
Length of Employment
Please give the names of two people who have knowledge of your work performance. Please include at least ONE Professional reference.
Verrolyne Services Ltd is an Equal Opportunities Employer and as such we wish to demonstrate our commitment to equality. To do so, we need to monitor the applicant's sex, age, martial/family status, religion, disability, colour and ethnic origin. This is to ensure that no job applicant or employee receive less favourable treatment because of these factors.
Our selection criteria and procedures are frequently reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and abilities.
All employees are given opportunity and are encouraged to progress within the organisation.
We are committed to an on-going programme of action to make this policy fully effective and would ask you co-operation by filling in this survey. The information which you give on the form will be treated in the strictest confidence and will not be used for any purpose other than monitoring.
The Support Worker will support individual users to live as independently as possible within the community.
Support Workers support service users in maintaining their own personal health, social, therapeutic, and domestic care.
All of the above activities are governed by the operational policies, standing financial instructions, policies and procedures and standards of care as well as legislation and professional standards and guidelines.
As a term of your employment with Verrolyne Services Ltd, you can be required to undertake such other duties commensurate with your grade and/or hours of work at your initial place of work or at any other establishments, as may be reasonably required of you.
By the end of each week you are required to have completed a timesheet which indicates the number of hours worked during the preceding week (or lesser period) and signed by an authorised representative of the client/s.
The timesheet must be submitted to the office on the following Monday between 10.30am — 15.00pm.
Failure to submit a timesheet for hours worked may delay payment for those hours.
Failure to submit timesheets on time will result in the company fining you £20.00 for late submission and being given a warning under the disciplinary process.
Failure to further co-operate in the Verrolyne Services Ltd business' timesheet process may constitute a breach of you contract for which damages might be claimed.
You are required to collect a copy of your rota from the office between 10.30am — 15.00pm every Friday so that you know which client's you are expected to be looking after and at what time. Failure to collect your rota will result in the company fining you £20.00.
You must give the office four(4) weeks' notice for changes regarding requests for holiday leave, study leave or any other non-attendance so that no client is left unattended. You must also inform the office if you are going to be late to a client.
Failure to turn up to a Client will result in a £20.00 fine being charged to you for each client you fail to turn up to and you having to go through the disciplinary process.
Failure to co-operate in the Verrolyne Services Ltd Business' rota process may constitute a breach of you contract for which damages might be claimed.
Please sign this copy of this process as acceptance of these terms and return to the office so the document can be held on your personal file.
This agreement to be issued and signed annually
You have been allowed access to confidential information and record regarding people who use our services, other employees and Verrolyne Services Ltd.
It is vital that you treat all such information as strictly confidential.
This agreement is made between:
Verrolyne Services Ltd
The Health and Safety at Work Act 1974 imposes certain obligations on an employer not only to take all such actions as are reasonable to safeguard the health and safety of their employees, but also to be able to show that they are doing so, by producing adequate written policies and procedures. Verrolyne Services Ltd fully accepts its responsibilities under the Act.
The Act refers to what is reasonable in given working situations. Verrolyne Services Ltd will:
The Management considers this matter of such importance, that breach of health and safety procedures by staff constitutes misconduct and will be dealt with as a disciplinary matter.
Employees will also be made aware of their responsibilities under the Health and Safety at Work Act and will:
It is not possible to detail here all the health and safety matters that come up on a day-to-day basis, so staff and management must constantly be mindful of their responsibilities individually and collectively for the safety of themselves and their colleagues.
The Policy applies to all staff of Verrolyne Services Ltd and covers all staff grievances of unlawful discrimination and harassment. A grievance may involve unlawful discrimination if it contains allegations of unfair and inequitable treatment on the basis of a person's race, ethnic and ethno-religious origin or nationality; sex or sexual preference (including transgender); marital status; status as support worker; pregnancy or potential pregnancy; age; disability; religious, trade union or political affiliation. Vilification on the grounds of race, homosexuality and HIV/Aids status is also unlawful. Unlawful harassment is unwelcome and offensive or intimidating behavior, comments or images based on any of these grounds. The most common forms of harassment are racial and sexual harassment.
These Procedures also cover the use of the Verrolyne Services Ltd computing and telephone facilities (including voicemail, email and the Internet).
Before initiating the grievance procedures, the complainant is encouraged to try to resolve any grievance directly with the person/s concerned. If this is not possible or appropriate, the complainant should proceed to Step 1 of these Procedures.
Staff can seek advice at any stage from the Citizens Advice Bureau
Step 1 - Talk to the immediate supervisor
Where the complainant has been unable to resolve the grievance themselves, they should take the matter up with their immediate supervisor. Where the grievance involves that person, the complainant should refer the matter to the next most appropriate member of staff, e.g. the supervisor's supervisor.
The supervisor should address the grievance with a view to resolving it expeditiously, normally within two weeks of receiving the complaint. This would usually involve the supervisor:
In any action taken the supervisor should ensure procedural fairness for all parties involved, which would normally include such steps as fully informing the respondent of the allegations made against them and providing them with an opportunity to respond.
At the end of their direct involvement with the matter, the supervisor should make appropriate file notes on the grievance resolution process and outcomes, which should be stored in a separate and confidential grievance file.
Step 2 - Referral to the Managing Director
If the complainant believes the grievance has not been resolved to their satisfaction during Step 1, they can refer the matter to the Managing Director. The Managing Director may require the complainant to put the grievance in writing. The Managing Director should consult with a director before taking any action and would then normally try to resolve the matter within three weeks of receiving the grievance, following similar
Step 3 - Referral to a Director
If the grievance remains unresolved, or is felt to be of such a serious nature that it cannot be resolved without investigation, it may be referred in writing to a Director. The complaint may be referred by the complainant, the supervisor or the Managing Director.
After giving due consideration to the grievance a Director may do one or more of the following:
a) If the complaint is not clearly within the scope of the agency's processes for misconduct/serious misconduct may:
b) If the complaint is against a senior member of staff and falls within the scope of the agency's provisions for staff misconduct/serious misconduct or unsatisfactory performance, follow the appropriate disciplinary procedures.
c) If necessary, contact an appropriate outside agency.
Any determination made by a Director in accordance with Step 3 of these Procedures with regard to the grievance will be final save for the complainant/respondent's right to pursue the matter outside the agency.
Outcomes will vary from case to case depending on the nature and circumstances of each grievance. Outcomes could include:
Disciplinary action may be taken where:
The procedure may start at any point, depending on the seriousness of the offence, but it is important that you remember that even summary or instant dismissal should have a time period for investigation/right of reply/appeal.
The following shall constitute Misconduct and /or serious misconduct for which disciplinary action may be considered by Verrolyne Services Ltd.
Minor issues can be dealt with informally through discussion with the employee concerned, but if this does not result in a change of behavior or the outcome agreed, then disciplinary procedure may need to be used.
You covenant with the Company that you will not directly or indirectly on your own account or on behalf of or in conjunction with any person or other business for a period of 12 months after the Termination Date of your agreement with Verrolyne not to poach any employee, self employed workforce as per this agreement of the Company.
Poaching of Verrolyne workforce or customers will be considered as a service and will incur a finder's fee as below;
Poaching of Verrolyne workforce or customers will be considered as a service and will incure a finder's fee as below;
Verrolyne Services workforce - £ 1500 invoiced as a off fee
Verrolyne Services customer — 6 weeks placement fee invoiced as a on off fee
Verrolyne Services Ltd is committed to Personal Development Training of our staff.
All Verrolyne Services Ltd employees will have three monthly Training, Development and Welfare meetings with Management and yearly Appraisals.
Training, Development and Welfare meetings take the form of an informal talk, discuss any concerns you may have regarding personal and work issues, and you training and development with Verrolyne Services Ltd will be discussed with you to establish any further skills or refresher courses you may feel you need.
Manual Handling Training and Risk Assessment will be reviewed on a six monthly basis, any change in policies and procedures within the company will be relayed to you in the form of a newsletter, as well as at informal meetings.
Verrolyne Services Ltd employees are expected to attend these meetings.
Verrolyne Services specialises in providing home care for people in their own homes, supporting to maintain or regain their independence.
Monday - Friday, 9am - 5:30 pm
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