Managers should orientate a new staff member to the department as shown on the checklist. Additional information is available by clicking below.
The Staff Travel Plan Office can provide you with further information on how you can play your part to promote sustainability and reduce single occupancy journeys to your place of work. Click on this link and/or the link above for further information.
The Car Parking Policy explains new enforcement processes which impact on staff who park illegally across NHSGG&C sites. In these situations, staff who park illegally can face disciplinary action. Managers are reminded to inform staff on the Policy on Car Parking across different sites.
All NHS Greater Glasgow and Clyde staff must not smoke whilst on duty on NHS Greater Glasgow and Clyde premises (including grounds).
Staff found smoking on the premises (including grounds) will face disciplinary action. Staff wishing to give up smoking can get free confidential information and support to manage their smoking by contacting [email protected]scot.nhs.uk or visiting
To ensure NHSGG&C continues to remain a smoke free zone, staff are asked to support and enforce the Smokefree Policy with patients, visitors and colleagues. The policy can be found here or via your line manager.
Some members of staff will be able (subject to approval) to apply for a Lease Car as part of their role. Further information can be found in this link.
It is the responsibility of every member of NHSGG&C to comply with the Boards Fraud Policy and report any suspicions of Fraud immediately. If you think fraud has occured or is about to occur, please contact your line manager in the first instance.
All staff must comply with the UK Copyright, Designs and Patents Act, but can also use the NHS Scotland Copyright License to make copies of some 3rd party copyright material (subject to exclusions) for more information on copyright law and license visit the NHSGGC copyright pages.
Employees are responsible for making every effort to contact their Line Manager whilst on sick leave.
Employees must contact their manager at the earliest opportunity before their starting time and no later than 1 hour after the schedule start time.
If you work within a clinical area, you will be required to contact your line manager earlier than your start time to allow for suitable backfill to be arranged.
It is the responsibility of the employee to make contact with the Line Manager and to keep them informed of progress and in particular if they are unlikely to return.
If the sickness is more than 4 or more calendar days, then the Employee is required to submit a self certificate to their line manager within 7 days on the start of the absence.
Section 1 of the Code of Conduct contains advice on accepting gifts and hospitality. Sections 2 & 18 provide guidance on declaring interests and working with clinical suppliers.
Interests that should be declared include Directorships, Ownership of/Interest in a business, Shareholdings, Land/Buildings, Positions of Authority, Voluntary work, Fees, Sponsorship, Research partnerships, Declarations on behalf of a family member.
It is the responsibility of each staff member to declare and keep up to date all relevant gifts, hospitality and interests in the
Online Register of Interests, Gifts & Hospitality System.”
It is important that staff are aware of Data Security and how to handle data and prevent Data loss in their jobs. This could include storage of equipment such as laptops to ensuring you correctly communicate with other staff members on patient identifiable data. It is recommended that new staff read/print this Do's and Don'ts as it is a helpful guide on what to do in different situations.
Please click on the above link to create a new email address for your member of staff.
As a general rule, NHSGGC employees are not allowed to access social media sites such as Facebook and Twitter on the NHSGG&C network unless authorised for business purposes (see Policy on Corporate Use of Social Media).
Where employees bring their own personal mobile devices into the workplace, they must limit their use of these devices in relation to personal use of social media to official rest breaks, such as lunch-times. Please click on the above link to read our Policy on Social Media.