We are committed to providing equal opportunities in employment and to avoiding unlawful discrimination. This policy is intended to assist putting this commitment into practice. Our aim is that the work environment is free of harassment and bullying and that everyone is treated with dignity and respect, which is an important aspect of ensuring equal opportunities in employment. We have a separate anti-harassment and bullying policy, which deals with these issues.
It is unlawful to discriminate directly or indirectly in recruitment or employment because of a ‘protected characteristic’. The Equality Act defines the protected characteristics as being age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality, caste and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership.
Discrimination after employment may also be unlawful, eg refusing to give a reference for a reason related to one of the protected characteristics.
It is also unlawful to discriminate against or harass a member of the public or service user in the provision of services or goods or to fail to make reasonable adjustments to overcome barriers to using services caused by disability.
The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services. In addition, service providers have an obligation to think ahead and address any barriers that may impede disabled people from accessing a service.
Types of unlawful discrimination
- Direct discrimination is where a person is treated less favourably than another because of a protected characteristic. However, discrimination may be lawful if there is an occupational requirement which is core to a job role and a proportionate means of achieving a legitimate aim.
- Indirect discrimination means putting in place, a rule or policy or way of doing things that has a worse impact on someone with a protected characteristic than someone without one, when this cannot be objectively justified.
- Harassment is where there is unwanted behaviour related to a protected characteristic (other than marriage and civil partnership, and pregnancy and maternity) which has the purpose or effect of violating someone’s dignity or which creates a hostile, degrading, humiliating or offensive environment. It does not matter whether or not this effect was intended by the person responsible for the conduct.
- Associative discrimination is where the individual treated less favourably does not have a protected characteristic but is discriminated against because of their association with someone who does, eg the parent of a disabled child.
- Perceptive discrimination is where the individual discriminated against or harassed does not have a protected characteristic but they are perceived to have a protected characteristic.
- Third-party harassment occurs where an employee is harassed by third parties such as service users, due to a protected characteristic.
- Victimisation is treating someone unfavourably because they have taken some form of action relating to the Equality Act, ie because they have supported a complaint or raised a grievance under the Equality Act 2010, or because they are suspected of doing so. However, an employee is not protected from victimisation if they acted maliciously or made or supported an untrue complaint.
- Failure to make reasonable adjustments is where a rule or policy or way of doing things has a worse impact on someone with a protected characteristic compared with someone who does not have that protected characteristic and the employer has failed to make reasonable adjustments to enable the disabled person to overcome the disadvantage.
Equal opportunities in employment
We will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Job descriptions will avoid any unnecessary requirements (those unrelated to effective performance) that may otherwise have deterred applicants. We will base decisions on objective criteria. We will consider making reasonable adjustments in recruitment as well as in day-to-day employment.
Service users, suppliers and others
We will not discriminate unlawfully against service users using or seeking to use the services we provide. If you are bullied or harassed by a service user, suppliers, contractor, visitor or others, or if you witness someone else being bullied of harassed, you are asked to report this to the admin team who will take appropriate action.
Single Parents Support believes that if a service user wishes to make a complaint or register a concern they should find it easy to do so. It is each establishment’s policy to welcome complaints and look upon them as an opportunity to learn, adapt, improve and provide better services. This policy is intended to ensure that complaints are dealt with properly and that all complaints or comments by service users are taken seriously.
The policy is not designed to apportion blame, to consider the possibility of negligence or to provide compensation. It is NOT part of each establishment’s disciplinary policy
Each establishment believes that failure to listen to or acknowledge complaints will lead to an aggravation of problems, service user dissatisfaction and possible litigation. Each establishment supports the concept that most complaints, if dealt with early, openly and honestly, can be sorted out at a local level between just the complainant and each establishment. If this fails due to either the establishment or the complainant being dissatisfied with the result the complaint will be referred to the regulator of C.I.C’s (whichever is relevant) and legal advice will be taken as per necessary.
The aim of each establishment is to ensure that its complaints procedure is properly and effectively implemented, and that service users feel confident that their complaints and worries are listened to and acted upon promptly and fairly.
The goals of each establishment are to ensure that:
- Service users, are aware of how to complain, and that each establishment provides easy to use opportunities for them to register their complaints
- A named person will be responsible for the administration of the procedure
- Every written complaint is acknowledged within two working days
- Investigations into written complaints are held within 28 days
- All complaints are responded to in writing by each establishment
- Complaints are dealt with promptly, fairly and sensitively with due regard to the upset and worry that they can cause to both staff and service users.
The named complaints manager with responsibility for following through complaints is Nicola Booth.
- When a complaint is received in writing it should be passed on to the named complaints manager who should record it in the complaints spreadsheet and send an acknowledgement letter within two working days. The complaints manager will be the named person who deals with the complaint through the process.
- If necessary, further details should be obtained from the complainant. If the complaint is not made by the service user but on the service user’s behalf, then consent of the service user, preferably in writing, must be obtained from the complainant.
- If the complaint raises potentially serious matters, advice should be sought from a legal adviser to the establishment. If legal action is taken at this stage any investigation by the establishment under the complaints procedure should cease immediately.
- If the complainant is not prepared to have the investigation conducted by the establishment he or she should be advised to contact the regulator of C.I.C’s and be given the contact details.
- Immediately on receipt of the complaint the establishment should launch an investigation and within 28 days should be in a position to provide a full explanation to the complainant, either in writing or by arranging a meeting with the individuals concerned.
- If the issues are too complex to complete the investigation within 28 days, the complainant should be informed of any delays.
- At the meeting a detailed explanation of the results of the investigation should be given and also an apology if it is deemed appropriate (apologising for what has happened need not be an admission of liability).
- The outcomes of the investigation should be recorded on appropriate documentation and any shortcomings in the establishment’s procedures should be identified and acted upon.
- Each establishment should discuss complaints and their outcome at a formal business meeting and the establishment’s complaints procedure should be audited by the manager every six months.
The Manager is responsible for organising and co-ordination training.
All staff should be trained in dealing with, and responding to, complaints. Complaints policy training should be included in the induction training for all new staff and in-house training sessions on handling complaints should be conducted at least annually and all relevant staff should attend.
Single Parents Support C.I.C. will protect your personal information and will not share it with other people unless you give your consent.
Single Parents Support C.I.C. is committed to protecting and respecting your privacy, and aims to be clear and open about how your data is used. We will not share your personal information with other people unless you give your consent.
This policy explains what data – personal and anonymous – we collect from you and how we use it.
For the purpose of the Data Protection Act 1998 (the Act), the data controller is Nicola Booth, Single Parents Support C.I.C. 15 Malwood Road, Hythe, Southampton, SO45 5FB
Information we may collect from you:
- Information that you provide by filling in forms on our site www.singleparentssupport.org.uk. This includes information provided at the time of registering to use our site, subscribing to our services, subscribing to our newsletters, surveys, or requesting further services.
- Material that you post or contribute to our site or Facebook groups (e.g. in posts and comments).
- If you contact us, we may keep a record of that correspondence.
- Details of transactions you carry out through our site and of the fulfilment of your orders.
- Details of your visits to our site, including which pages you visit and what you do. This is to enhance your experience of the site and for logged-in members to ensure access to restricted resources.
What are cookies?
A cookie is a small file which is placed on your computer by a site when you visit it. Basic cookies contain the site name and a unique user ID. The next time you visit that site, your browser checks to see if it has a cookie for it and sends the information contained in that cookie back to the site. The site then ‘knows’ that you have been there before, and can, for example, tailor your experience of the site. More sophisticated cookies allow you to do other things, like create accounts on a site or use an online shop.
Some of the cookies we place on your computer allow you to do important things on our site, like create an account, log in and out, use our online shop and post contributions. These facilities will not work without cookies.
Google re-marketing cookie
Find out mare about Google and its policies and principles as regards advertising.
Google Analytics cookies help us to improve your experience of our site but are not essential to its basic functioning. We use these cookies to collect non-personal information about your computer, including, where available, your IP address, operating system and browser type, for system administration purposes and to measure our effectiveness. They also enable us to estimate our audience size and usage patterns. This is statistical data about our users' browsing actions and patterns and does not identify any individual.
We use also cookies to help us deliver a better and more personalised service. If you are a registered member and you log in, they allow us to:
- store information about your preferences, enabling us to customise our site according to your individual interests
- speed up your searches
- recognise you when you return to our site.
Third party cookies
Facebook, Twitter and LinkedIn cookies are examples of ‘third party’ cookies on our site. If you click a function on our website that is associated with these parties (eg to share or tweet a piece of information), they will place cookies on your computer. We do not take responsibility for these cookies, as to make use of these functions you will have already accepted the terms and conditions of use with the relevant party.
Yes. You can use a setting on your browser which allows you to refuse to accept cookies. However, if you select this setting you will be unable to use certain parts of our site and it may not work smoothly.
Different browsers have different instructions for managing cookies and you may also be able to accept certain cookies and not others. For example, you may be able to refuse third party cookies.
Where we store your personal data
All information you provide to us is stored on our secure servers. Any payment transactions will be encrypted. We do not store sensitive financial information (such as credit card data) on our servers. Where we have given you (or where you have chosen) a password which enables you to access certain parts of our site, you are responsible for keeping this password confidential. We ask you not to share a password with anyone.
Disclosure of your information
We may disclose your personal information to third parties if:
- Single Parents Support C.I.C. is acquired by a third party, in which case personal data held by it about its customers will be one of the transferred assets.
Access to information
The Act gives you the right to access information held about you. Your right of access can be exercised in accordance with the Act. Any access request may be subject to a fee of £10 to meet our costs in providing you with details of the information we hold about you.
Our site may contain links to and from the websites of our partner networks, advertisers and affiliates. If you follow a link to any of these websites, please note that they have their own privacy policies and that we do not accept any responsibility or liability for these policies. Please check these policies before you submit any personal data to these websites.
Single Parents Support C.I.C (“SPS UK”) understands the effect on community members that termination of community membership can have. However, termination of community membership is an inevitable eventuality of any organisation. The actions outlined in the following policy are aimed at protecting community members, volunteers and SPS UK alike.
Termination of community membership is to be treated in a confidential and professional manner by all concerned. Directors and Head Moderators will ensure a thorough, consistent and fair approach to termination of community membership.
Notice of termination of community membership will be provided in writing by electronic means.
Community members can appeal their termination from the group, in writing, within 5 working days of the written notice of termination being sent. The moderation team and directors will respond to any such appeal within 10 working days, also in writing, outlining reasons for their decisions, whether community membership can be reinstated and if so, any conditions placed upon their community membership.
Reasons For Termination Of Community Membership
The following reasons can result in immediate termination of community membership from SPS UK or instigation of the SPS UK warning policy:
- Posts, comments, replies or messages containing harmful or hostile language, racist or threatening language, profane, vulgar, or defamatory language or those causing harassment to other community members of SPS UK, their families, associates or members of the public will NOT be tolerated and WILL be removed. In extreme circumstances, following investigation and discussion by all senior members of the moderation team, immediate termination of community membership will result.
- Discussion of the moderation team actions, re-posting of deleted posts, or discussion of suspended or deleted community members will result in stage 1 of the SPS UK warning policy.
- Advertisement of commercial websites auctions, fundraising pages or other commercial services without the express permission of a member of the moderation team will result in stage 1 of the SPS UK warning
- Any community member found to be posting links to pornographic websites will have their community membership terminated with IMMEDIATE EFFECT.
- Encouraging other community members to breach group rules. This will result in that community members membership being terminated with IMMEDIATE EFFECT.
- Refusing to adhere to moderator instruction. From time to time, moderators may ask that community members adhere to a particular rule (eg. To refrain from commenting further on a particular thread). Failure to do so will instigate stage 1 of the SPS UK warning policy.
- Posting repetitive, inappropriate or disruptive threads to the Facebook groups or Facebook page. This serves no purpose and can result in immediate termination of community membership in some cases.
- Malicious reporting of posts/community members on the Facebook groups. Community members found to be doing this may be warned. Repeated offenders will have community membership terminated with immediate effect.
- Naming and Shaming of ANY other person. This includes photographs, telephone numbers, email addresses, residential or business address. The posting of another persons private and personal information is a gross violation of their rights and can result in immediate termination of community membership in extreme cases.
Please note: the above list is not exhaustive
Special Reasons For Immediate Termination Of Membership
Due to the nature of SPS UK there are a number of exclusion criteria that apply to community members and would be community members in order that we can provide and maintain a safe environment for all. As such, any person found to have a spent or unspent criminal conviction for the following offences will not be permitted to remain a community member of SPS UK and will have community membership terminated with immediate effect.
- Domestic violence – including ABH, GBH, Assault and Battery and harassment, wounding with intent, attempted murder, murder, rape and sexual assault
- Child pornography including any community member found to be on the sex offenders register.
- Child abduction,
- Any other violent offence.
- Any crime relating to fraud or theft by deception.
Community membership will be refused to community members, and would be community members, that are found to have a conviction for any of the above offences.
Community membership shall also be refused to any community members, and would be community members, that are found to not have children or are still with the parent of their children, unless contracted as a volunteer for SPS.
- 1 Definitions
- 2 Rules
- 2.1 Consideration
- 2.2 Respectful
- 2.3 Shared on SPS
- 2.3.1 Name and Shame
- 2.3.2 Name and Shame (2)
- 2.3.3 Personal Information
- 2.3.4 Links to Blogs or Competitions
- 2.3.5 Businesses
- 2.3.6 Unaffiliated Charities and Fundraisers
- 2.3.7 Unaffiliated Petitions
- 2.3.8 Advertising
- 2.3.9 Links to webpages or Facebook Groups
- 2.3.10 Discussions of topics in other places
- 2.4 Share Outside of SPS
- 2.5 SPS Team Decisions
- 2.6 Private Interactions
- 2.7 Discrimination
- 2.8 Content Location
-  Definitions
- [1.1] We define "SPS" as Single Parents Support, Single Parents Support C.I.C., SPS UK Group, The SPS Directors and anyone they chose to appoint within Single Parents Support.
- [1.2] We define "SPS Community Members" as any individual using any SPS platform to interact with other members of SPS, including our website, facebook groups and members attending SPS Social Meets.
- [1.3] We define "Interactions" as including, but not limited to
- [1.4] We define "Discriminatory Terminology" as any interaction considered discriminatory towards, but not limited to, the following.
- [1.5] We define "Name and Shame" as any interaction that is negative towards an individual that includes any personal information that could be used to identify that individual.
-  Member Interaction
- [2.1] SPS Community Members should be considerate with their interactions
- [2.1.1] Any interactions containing harmful or hostile language aimed at another community member may be removed without warning, and we may act in accordance to SPS warning procedures.
- [2.1.2] Any interactions with other community members should be supportive in nature. Mutual respect should be given at all times. If any interaction is considered not supportive then SPS may remove the interaction and potentially act in accordance with the SPS warning procedures.
- [2.1.3] Any interaction that contains information regarding illegal activities may be removed without warning, and SPS may act in accordance to our warning procedure.
- [2.2] SPS Community Members should be respectful with their interactions
- [2.2.1] Any interaction that contains explicit profanity may be removed without warning.
- [2.2.2] Any interaction that contains pornographic material, either graphical or written, may be removed without warning, and we may act in accordance to the SPS warning procedures.
- [2.2.3] Any interaction that is deemed indecent by the SPS team may be removed without warning, and SPS may act in accordance to our warning policy.
- [2.2.4] Any interaction with intent to beg or ask for money may be removed without warning.
- [2.3] SPS Community Members should be respectful to what they share on SPS
- [2.3.1] Any interaction with intent to Name and Shame a non community member may result in the interaction being removed.
- [2.3.2] Any interaction with intent to Name and Shame a Community Member may be removed, and SPS may act in accordance to our warning procedure.
- [2.3.3] Any interaction that contains personal information of another member without their prior consent may be removed.
- [2.3.4] Any interaction that contains links to blogs, competitions that are not approved by SPS may be removed without warning.
- [2.3.5] Any interaction that contains links to Businesses may be removed without warning.
- [2.3.6] Any interaction that contains links to Charities or Fundraising that are not affiliated with SPS may be removed without warning.
- [2.3.7] Any interaction that contains links to Petitions that are not affiliated with SPS may be removed without warning.
- [2.3.8] Any interaction that contains Marketing, Advertising or Recruiting for any business or business model may be removed without warning and SPS may act in accordance with our SPS warning procedures.
- [2.3.9] Any interaction that contains details of Web Pages or other Facebook Groups that are not affiliated with SPS may be removed without warning.
- [2.3.10] Any interaction that involves discussions of topics found on other Facebook groups, or websites, may be removed without warning.
- [2.4] SPS Community Members should be respectful with what they share outside of SPS
- [2.4.1] Any interaction that involves sharing of post, post information or community member information outside of the SPS groups may result in SPS acting in accordance to the SPS warning procedure, or the SPS Termination Policy, depending on severity.
- [2.4.2] Any interaction that involves discussions or screenshots of any posts from SPS groups may result in SPS acting in accordance to our warning procedure, or the SPS Termination Policy, depending on severity.
- [2.5] SPS Community Members should be respectful of SPS Team decisions
- [2.5.1] Any interaction from an SPS Group Moderator should be adhered to, and should be considered a first warning, in line with our SPS Warning Procedures.
- [2.5.2] Should any SPS Community Member disagree with a moderators actions, they should contact one of the SPS Senior Moderators, which will be listed on the SPS website and on pinned posts.
- [2.5.3] The directors of SPS have the final say on all Moderation matters, and reserve the right to remove any interaction or member without warning.
- [2.6] SPS Community Members should be considerate with their private interactions with other Community Members
- [2.6.1] Prior interaction should occur, and consent be obtained, before sending private interactions to other community members.
- [2.6.2] Members of the Moderation team and the Coordination team may contact SPS Community Members privately in the course of their duties in their associated role.
- [2.6.3] Any private interaction that contains unsolicited pornographic content will result in SPS acting in accordance to the SPS warning procedure.
- [2.6.4] Any private interactions that can be described as systematically targeting members are prohibited, and will result in SPS acting in accordance to the SPS warning procedure.
- [2.7] SPS Community Members should be non-discriminatory with their interactions
- [2.7.1] Any interaction containing any discriminatory terminology will not be tolerated and may be removed without warning, and we may act in accordance to SPS warning procedures.
- [2.7.2] Any interaction with the sole purpose of being discriminatory may be removed, and the perpetrator may be removed without warning, in compliance with SPS termination policy.
- [2.8] SPS Community Members should place content in the correct places
- [2.8.1] The Facebook group titled "Single Parents Support - UK Based" is our main Support group, it should be used explicitly for asking for or offering support.
- [2.8.2] The Facebook group titled "Single Parents Support Social UK Group" is our Social group, it is where SPS Community Members are free to post any social interaction, in line with this SPS Community Member Code of Conduct.
- [2.8.3] The Facebook group titled "SPS Donations" is a group to offer and ask for donation items.
- [2.8.4] The Facebook group titled "SPS Lifestyle" is a group for posts with Food, Exercise and physical well being at their core.
- [2.8.5] Any post created in the wrong location may be removed by a member of the SPS moderation team.
- [2.1] SPS Community Members should be considerate with their interactions
This Code of Conduct is subject to change.