Fair Work First Statement

Fair Work First Statement and Declaration

Statement: 

Flip of the Coin SCIO s committed to advancing the Scottish Government Fair Work First Policy and the criteria as set out within the Fair Work First guidance document.  We confirm that we pay our staff the Real Living Wage and/or will do so if we employ people in the future.  We make every effort to ensure that our suppliers/contractors are offered the same Real Living Wage rate when procuring goods or services.  We also confirm that we offer our staff and/or volunteers an Effective Workers Voice channel within the workplace. 

We employ 6 staff and have 6 volunteers.

Specifically:

1. We have appropriate channels for effective voice from the workforce and/or volunteers;

(1) We have appropriate channels for effective voice from the workforce and volunteers

Flip of the Coin SCIO is committed to ensuring that all staff and volunteers have meaningful opportunities to contribute to decision-making, raise concerns, and influence the development of the Flip of the Coin SCIO. We recognise the importance of an Effective Workers Voice as a key element of Fair Work First.

We provide a range of channels through which staff and volunteers can share their views, including:

• Regular one-to-one supervision and line management meetings, providing opportunities to discuss workload, wellbeing, development needs, and Flip of the Coin SCIOal matters.
• Team meetings where staff and volunteers are encouraged to contribute ideas, discuss challenges, and participate in decisions affecting service delivery and Flip of the Coin SCIOal development.
• Open communication with management and trustees, with staff able to raise suggestions, concerns, or feedback at any time.
• Staff and volunteer surveys and informal feedback mechanisms to gather views on workplace practices, policies, and Flip of the Coin SCIOal priorities.
• Consultation on significant Flip of the Coin SCIOal changes, policies, and strategic developments, ensuring that the views of staff and volunteers are considered before decisions are made.
• Clear grievance and whistleblowing procedures that enable concerns to be raised safely and confidentially where required.

As a small Flip of the Coin SCIO employing six staff members and supported by three volunteers, we maintain a collaborative and inclusive culture where everyone is encouraged to contribute their ideas and perspectives. Feedback received through these channels is considered by management and trustees and, where appropriate, informs Flip of the Coin SCIO of decisions and continuous improvement.

The following points satisfy the self-declaration requirements for compliance with the effective voice criteria.  If the answer to question 1a is no, further evidence of compliance will be required.  Question 1b is only applicable where the Flip of the Coin SCIO employs more than 21 staff. If the answer is no, further evidence of compliance will be required.  Please confirm the following: 

Flip of the Coin SCIO will provide effective one to one line management for any employee or volunteer ensuring regular open and two-way dialogue; that this exists separately to performance management processes; and that worker/manager working relationships are effective. 

Flip of the Coin SCIO will ensure that as part of their induction, employees will be made aware of their right to join a union of their choice and will take a pro-union membership attitude.   

We actively invest in workforce and/or volunteer development;

We actively invest in workforce and volunteer development

Flip of the Coin SCIO recognises that investing in the development of our staff and volunteers is essential to delivering high-quality services and achieving positive outcomes for the people and communities we support.

We actively support workforce and volunteer development through a range of measures, including:

• Regular supervision and appraisal discussions to identify individual learning, development, and career aspirations.
• Access to relevant training, workshops, webinars, and professional development opportunities that enhance skills, knowledge, and confidence in their roles.
• Induction programmes for all new staff and volunteers to ensure they understand their responsibilities, organisational values, policies, and procedures.
• Ongoing safeguarding, health and safety, and role-specific training to maintain high standards of practice and service delivery.
• Opportunities for staff and volunteers to take on new responsibilities, contribute to projects, and develop leadership, communication, and decision-making skills.
• Encouragement to share learning and best practice across the organisation, helping to build collective knowledge and strengthen team capacity.
• Support for wellbeing and personal development, recognising that a positive and supportive working environment enables people to perform at their best.

As a small organisation, we take a personalised approach to development, working closely with staff and volunteers to identify learning opportunities that meet both individual aspirations and organisational needs. We review development needs regularly and seek to provide opportunities that enable people to grow, progress, and make a meaningful contribution to the organisation and the communities we serve.

We are committed to no inappropriate use of zero hours contracts;

Flip of the Coin SCIO is committed to providing secure, fair, and predictable employment wherever possible. We recognise that stable working arrangements support employee wellbeing, financial security, and the delivery of high-quality services.

We do not use zero-hours contracts as a means of avoiding employment rights or creating uncertainty for workers. Staff are employed on contracts that clearly set out their hours, responsibilities, and terms and conditions of employment.

Where flexibility is required to meet the needs of the organisation or individuals, this is agreed through appropriate contractual arrangements that provide clarity and mutual benefit. Any flexible working arrangements are discussed openly with employees and are based on genuine operational requirements and employee preferences.

We regularly review staffing needs to ensure that contracted hours reflect actual working patterns and workloads. Where staff consistently work additional hours, we seek to review and adjust arrangements where appropriate to provide greater security and predictability.

As a small organisation, we are committed to treating all staff fairly and with respect, ensuring that employment practices support job security, workforce wellbeing, and the principles of Fair Work First. Should additional staffing be required in the future, we will continue to avoid the inappropriate use of zero-hours contracts and will seek to provide clear and secure employment arrangements wherever possible.

We take action to tackle the gender pay gap and create a more diverse and inclusive workplace;

Flip of the Coin SCIO is committed to equality, diversity, inclusion, and fairness in all aspects of employment and volunteering. We believe that everyone should have equal opportunities to contribute, develop, and succeed regardless of gender, age, disability, race, ethnicity, religion or belief, sexual orientation, gender reassignment, marital status, pregnancy and maternity status, or socioeconomic background. As a small organisation, we promote fair and transparent pay practices by ensuring that roles are evaluated consistently and that staff carrying out the same or similar work are paid fairly and equitably. We monitor pay arrangements and recruitment practices to help identify and address any potential inequalities.

We are committed to recruiting, retaining, and developing a diverse workforce and volunteer base. We seek to ensure that recruitment and selection processes are fair, open, and based on skills, experience, and potential. We encourage applications from people from a wide range of backgrounds and aim to remove barriers that may prevent participation.

We are fully committed to paying the Real Living Wage to both our employees and ensuring our contractors also do the same.

Flip of the Coin SCIO is committed to the principles of Fair Work and recognises the Real Living Wage as an important means of supporting financial wellbeing, reducing in-work poverty, and promoting a fair and sustainable economy.

We pay all employees at least the Real Living Wage and will continue to do so for any future staff appointments. We review pay rates regularly to ensure they remain aligned with current Real Living Wage levels.

When procuring goods and services, we actively promote fair work practices and seek to engage suppliers, contractors, and service providers who share our commitment to fair and ethical employment standards. As part of our procurement processes, where proportionate and relevant to the contract, we:

• Encourage suppliers and contractors to pay their employees at least the Real Living Wage.
• Consider Fair Work practices, including Real Living Wage commitments, as part of supplier selection and procurement decisions.
• Discuss employment practices with prospective contractors and service providers where appropriate.
• Include expectations relating to fair employment practices within procurement documentation, quotations, tenders, or service agreements where feasible and proportionate.
• Give preference, where value for money and service requirements are met, to suppliers and contractors that can demonstrate a commitment to Fair Work principles, including payment of the Real Living Wage.

As a small charitable organisation, we recognise that our influence over suppliers may vary depending on the size and nature of the contract. However, we are committed to using our purchasing decisions responsibly and to encouraging fair work practices throughout our supply chain wherever reasonably possible.