Yourmindinmyhand.com

We are committed to safeguarding the privacy of our website visitors; this policy sets out how we will treat your personal information.

(1) This privacy policy

This privacy policy was set out in line with the legal requirements of the statuary law.

(2) What information do we collect?

We may collect, store and use the following kinds of personal information:

(a) information about your computer and about your visits to and use of this website (including your IP address, geographical location, browser type and version, operating system, referral source, length of visit, page views and website navigation)

(b) information relating to any transactions carried out between you and us on or in relation to this website, including information relating to any purchases you make or payments to our services.

(c) information that you provide to us for the purpose of subscribing to our website services, email notifications and/or newsletters.

(e) any other information that you choose to communicate with us by any means.

(3) Cookies

A cookie consists of information sent by a web server to a web browser and stored by the browser. The information is then sent back to the server each time the browser requests a page from the server. This enables the web server to identify and track the web browser.

We may use both cookies on the website. We will use the cookies to keep track of you whilst you

navigate the website; and to enable our website to recognise you when you visit.

Session cookies will be deleted from your computer when you close your browser. Persistent cookies will remain stored on your computer until deleted, or until they reach a specified expiry date.

We use Google Analytics to analyse the use of this website. Google Analytics generates statistical and other information about website use by means of cookies, which are stored on users' computers. The information generated relating to our website is used to create reports about the use of the website. Google will store this information. Google's ‘our payment services’ providers may also send you cookies. 

Yourmindinmyhand.com is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time, full-time or voluntary.

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

· age

· disability

· gender reassignment

· marriage and civil partnership

· pregnancy and maternity

· race (including colour, nationality, and ethnic or national origin)

· religion or belief

· sex

· sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

· pay and benefits

· terms and conditions of employment

· dealing with grievances and discipline

· dismissal

· redundancy

· leave for parents

· requests for flexible working

· selection for employment, promotion, training or other developmental opportunities 

1. Encourage equality, diversity and inclusion in the workplace where individual differences and the contributions of all staff are recognised and valued.

 

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all.  
This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Staff responsibilities include conducting themselves to help the organisation provide equal opportunities in employment, prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination in the course of their employment against fellow employees, customers, suppliers and the public.

 

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
 

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
 

Further, sexual harassment may amount to both an employment rights matter and a criminal matter such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

 

4. Make opportunities for training, development and progress available to all staff who will be helped and encouraged to develop their full potential so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

 

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

 

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

 

7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
 

Monitoring will also include assessing how the equality, diversity and inclusion policy and any supporting action plan are working in practice. Reviewing the policy annually and taking action to address any issues.
 

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with and/or employee representatives.

 

Details of the organisation’s disciplinary and grievance policies and procedures can be found at www.yourmindinmyhand.com/policy and procedures.  This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Code of Ethics Policy 

Our company is committed to upholding the highest standards of ethical behaviour and integrity in all aspects of our business operations. This Code of Ethics Policy outlines the expectations and responsibilities for all employees to ensure a culture of honesty, transparency, and respect. Our organization is dedicated to enhancing the well-being of the communities we serve. We actively engage in initiatives that promote the health and wellbeing of the community.

Employees must comply with all applicable laws and regulations in the jurisdictions where we operate. This includes but is not limited to anti-discrimination laws, labour laws, and data privacy regulations.

Employees must avoid any conflicts of interest that may compromise their judgment or objectivity in performing their duties. Any actual or potential conflicts of interest must be disclosed to HR immediately.

Employees must maintain the confidentiality of all proprietary and sensitive information belonging to the company, its clients, and its employees. This includes but is not limited to trade secrets, financial data, and personal information.

Employees are expected to always conduct themselves in a professional manner, treating colleagues, clients, and partners with respect and courtesy. Discriminatory, harassing, or unethical behaviour will not be tolerated.

Employees are encouraged to report any violations of this Code of Ethics Policy to HR or the appropriate authority within the company. Retaliation against employees who report violations in good faith is strictly prohibited.

All employees are required to review and acknowledge their understanding of this Code of Ethics Policy upon onboarding and annually thereafter. Failure to comply with this policy may result in disciplinary action, up to and including termination.

Is to strive to provide a health service with a focus on personalised care to meet the needs of each individual client. Our team of experienced professionals is dedicated in helping you achieve your health goal(s).

Our business practices are guided by integrity and transparency. We are committed to conducting our operations in a manner that is ethical, fair and beneficial to the community in which we operate.

At yourmindinmyhand.com we/I believe that good health is not just the absence of disease but a state of complete physical, mental and social wellbeing. We strive to promote a holistic approach to health by offering products and services that address all aspects of wellness.

Safeguarding Policy and Procedure.

Yourmindinmyhand.com working with or on behalf of Walsall District Council explicitly agrees to the following Statement of Policy and Procedures regarding Safeguarding:

We are committed to safeguarding all ‘adults with needs for care and support’ and protecting them from abuse when they are engaged in services organised and provided by us. We will always act in the best interest of the adult and will proactively seek to promote their welfare and protection. 

We will ensure that unsuitable people are prevented from working with children, young people and adults with care and support needs through using safe recruitment and selection processes. This will involve DBS (Disclosure and Barring Service) ‘checks’, where appropriate.

We will take any concern made by a service user, employee, volunteer or child/adult seriously and sensitively and will not tolerate harassment of a person who raises 

concerns. We confirm that we have at least one Designated Safeguarding Officer responsible for raising concerns about abuse or suspected abuse towards a child or adult with needs for care and support with Walsall Council and west midlands Police, as appropriate. 

We acknowledge our responsibility to contact Walsall Council promptly if we become aware of concerns about a Child or Adult with needs for care and support. We confirm that we will contact the Local Authority Designated Officer (LADO) in cases of concerns or allegations about a member of staff or volunteer.

We confirm that those raising a concern will be made aware that it will be shared with appropriate people but will be treated in confidence as far as possible. Staff and volunteers will not discuss the concern except with the Designated Safeguarding Officer, the Council’s Safeguarding Lead or Deputy Lead Officer, or an agent of the responsible authority investigating the concern, Walsall Council or West MidlandsPolice. We agree to make referrals and retain records securely and appropriately in accordance with relevant legislation. 

We understand that it is our responsibility to access and monitor appropriate training for staff and volunteers in respect of safeguarding, details of which can be provided by the Local Safeguarding Boards.