18-20 JULY 2025

Part Three: Policies and Procedures

 

1. Staff Performance Review

 

The Chair of the Board of Directors monitors the work of the Director.  

 

The Director undertakes 1:1 line management meetings with Surge staff, where staff can say what they feel in an open and transparent dialogue, where their voice can be heard and where the following is covered:

 

• Review the work of the previous 2 months.

• Outline and agree work plans and targets for the following 2 – 6 months.

• Identify staff development needs.

 

Training:  all staff are encouraged to seek training opportunities relevant to their post.

 

2. Grievances and Disciplinary 

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Grievance Procedure

 

Surge operates an “open door” management style and would encourage staff to voice any concerns or problems to the Director in the first instance.

 

If an employee wishes to lodge a formal grievance, the following procedure should be followed:  

 

Step 1: 

The employee must set out the grievance in writing and send the statement or a copy of it to the Director. If the grievance concerns the Director, the statement must be sent to the Chair of the Board. 
 

Step 2: 

1. Surge will invite the employee to attend a meeting to discuss the grievance. Such a meeting will take place within 3 weeks of the receipt of the written statement of grievance from the employee.

2. The meeting will not take place unless the employee has informed Surge in writing what the basis for the grievance was when she/he/they made the statement under Step 1, and Surge has had a reasonable opportunity to consider their response to that information.

3. The employee must take all reasonable steps to attend the meeting, and may be accompanied by a union representative or another member of staff. 

4. At the meeting, Surge will be represented by the Director and one or more members of the Board of Directors.

5. After the meeting, Surge will inform the employee of their decision in response to the grievance and notify her/him/them of the right to appeal against the decision if she/he/they is not satisfied with it. Notification will be made in writing within one week of the date of the meeting.

 

Step 3: Appeal

1. If the employee wishes to appeal, she/he/they must inform the Director within one week of receipt of the notification of the decision in response to the original grievance and must set out their grounds of appeal in writing.

2. If the employee informs Surge of her/his/their wish to appeal, Surge will invite her/him/them to attend a further meeting.

3. The employee must take all reasonable steps to attend the meeting, and may be accompanied by a union representative or another member of staff. 

4. At the meeting, Surge will be represented by the Director and one or more members of the Board of Directors.

5. After the appeal meeting, Surge will inform the employee of their decision in response to the appeal Notification will be made in writing within one week of the date of the meeting. No further appeal will be considered.

 

Disciplinary Procedure

 

Surge generally operates an informal management style. Any employee conduct or occurrences which might lead to disciplinary action will first be discussed with Surge’s director on an informal basis. The director will, if necessary, put in place a system of training, mentoring or other assistance to prevent further occurrences of the problem, and will agree with the employee a reasonable timescale for monitoring of progress and improvement.

 

In the event that at the end of this timescale acceptable improvement has not been achieved or if during the timescale a further incident occurs which warrants disciplinary action, the formal disciplinary procedure set out below will be followed. 

 

Surge views certain behaviour as totally unacceptable, defined as gross misconduct. Gross misconduct on your part shall entitle Surge to summarily dismiss an employee. Examples of gross misconduct at work include: theft, dishonesty, fighting, breach of confidentiality, fraud, being under the influence of alcohol or drugs, wilful and unreasonable refusal to carry out an instruction from a superior, unprofessional relationships with children or young people. This list is for illustrative purposes only and is not exclusive.

 

Formal Disciplinary Procedure

 

Step 1: 

Surge will set out in writing the employee's alleged conduct or characteristics, or other circumstances, which lead the company to contemplate taking disciplinary action against the employee, will send the statement or a copy of it to the employee and invite the employee to attend a meeting to discuss the matter.

 

Dependent on the type of conduct involved, Surge may suspend an employee on full pay during investigation of any allegation of misconduct, and / or during the time in which the disciplinary procedure is being applied. 

Step 2: 

1. Surge will invite the employee to attend a meeting to discuss the conduct or circumstances leading to the procedure being invoked. Such a meeting will take place within 1 week of the receipt of the written statement by Surge.

2. The meeting will not take place unless Surge has informed the employee in writing of the nature of the alleged misconduct.

3. The employee must take all reasonable steps to attend the meeting, and may be accompanied by a union representative or another member of staff. 

4. At the meeting, Surge will be represented by the Director and one or more members of the Board of Directors.

5. After the meeting, Surge will inform the employee of their decision and notify her/him/they of the right to appeal against the decision if she/he/ they is/are not satisfied with it. Notification will be made in writing within one week of the date of the meeting.

 

Step 3: appeal 

1. If the employee wishes to appeal, she/he/they must inform the Director within one week of receipt of the notification of the decision following the meeting.

2. If the employee informs Surge of her/his/their wish to appeal, Surge will invite her/him/them to attend a further meeting.

3. The employee must take all reasonable steps to attend the meeting, and may be accompanied by a union representative or another member of staff. 

4. At the meeting, Surge will be represented by the Director and one or more members of the Board of Directors.

5. After the appeal meeting, Surge will inform the employee of their decision in response to the appeal. Notification will be made in writing within one week of the date of the meeting. No further appeal will be considered.

 

Forms of disciplinary action that may be taken:

• Stage 1 – Formal Verbal Warning 

In cases where the employee is guilty of a minor offence, e.g. persistent lateness or absenteeism or poor job performance, a Formal Verbal Warning may be issued. The Formal Verbal Warning will be confirmed in writing and will identify the instances of misconduct which have triggered the disciplinary process. The employee will be informed that continued or repeated misconduct will result in further disciplinary action. A copy of the Formal Verbal Warning will be placed in the employee’s personnel file and the warning will remain active for a period of up to 6 months. The file copy of the warning will be destroyed after a period of two years following the issue of the warning. 

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• Stage 2 - Written Warning

Where misconduct or poor performance is confirmed, the employee will normally be given a written warning. This warning will set out the precise nature of the misconduct or poor performance and will specify what change in behaviour or improvement in performance is required and over what period. The written warning will be retained on the employee's personnel file, but will be considered to have expired after 12 months in the absence of further misconduct or upon a satisfactory improvement in performance within the specified time limit. The employee will also be told of the likely consequences of further misconduct or poor performance.

 

• Stage 3 - Final Written Warning

If the misconduct or poor performance is sufficiently serious, if there is a failure to change behaviour or improve performance over the required period or if a further offence occurs whilst a previous warning remains ‘live’, a final written warning may be given. The warning will set out the precise nature of the misconduct or poor performance or the failure to improve giving rise to the warning. If appropriate, the warning will state what improvement in performance is required and over what period. The final written warning will be retained on the employee's personnel file, but will be considered to have expired after 12 months in the absence of further misconduct or upon a satisfactory improvement in performance within the specified time limit. The final written warning will contain a statement that any recurrence of misconduct or failure to improve within the time limit specified could lead to dismissal.

 

• Stage 4 - Dismissal

If the misconduct or poor performance is sufficiently serious or if there is no satisfactory improvement in conduct or performance over the required period, dismissal may result. The employee will be informed of the reasons for their dismissal, the date on which their employment will terminate and their right of appeal.

 

• Summary Dismissal

This means dismissal without notice or payment in lieu of notice and will normally be the disciplinary penalty imposed where the employee is found to have committed gross misconduct. This penalty will only be imposed after the conclusion of a disciplinary hearing. The employee will be informed of the reasons for their dismissal that their employment is terminating with immediate effect and their right of appeal.

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3. Retirement

 

Surge does not have a compulsory retirement age.  It is the employee’s responsibility to discuss when and how they retire with the Director.

 

4.  Environment

 

Surge is committed to monitoring and managing the environmental impact of our operations.  This will be reviewed on an annual basis. 

 

Responsibility:  Karen Veitch and Ruth Siller are responsible for ensuring the Environmental & Travel Policies are implemented.  However, all employees have a responsibility in their area to ensure that the aims and objectives of the policy are met.   The full Surge Environmental Policy can be sent on request.

 

Recording:  Surge has an evidence-led approach to reducing carbon emissions and has been recording our travel and energy emissions since 2019.  Surge has a carbon management plan that puts into place actions to reduce its carbon footprint and this is updated annually.

 

Membership and Training:  Surge is a member of the Green Arts Initiative and a member of the Springboard Cohort “Producing the future of theatre and dance in Scotland”.  Two staff members have completed Carbon Literacy Training.

              

5. Climate Adaptation Plan

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Surge acknowledges that the climate is already changing and while we are committed to climate mitigation action, we also need to adapt and prepare our organisation in order to be ready for the challenges this will bring.  The full Climate Adaptation Plan can be sent on request.

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6. IT and Communications Systems 

 

The IT network exists to facilitate the work of Surge and is provided for the use of employees and other authorised users.  All individuals should use these facilities in a responsible, efficient, ethical, and legal manner.  This policy should be read in conjunction with the Digital Safeguarding Policy and the Digital Code of Conduct.  

 

Principles of Acceptable Use

You are expected to adhere to the following user guidelines and to follow any instructions from the Director. 

 

IT Use, Accounts & Passwords

• User names and passwords are intended for use by one person only.

• In order to prevent hacking, your password should be 8 characters long and be a mixture of upper and lower case, numbers and letters.

• To avoid unauthorised access to network files you should never allow anyone else to use your account and keep your passwords secure. You may be held accountable for any misuse carried out under your user name.

• Freelance staff and visitors must not be allowed to access Surge computers or network unless expressly authorised by a Surge staff member.

• Log out of your accounts when you are not at your desk. 

• Your password must remain personal, not shared with your colleagues. 

• Your computer must be switched off completely when leaving the building at the end of day or shift.

 

Data Storage & Privacy

• Respect the privacy of others: for example, do not intentionally seek information on, obtain copies of, or modify files or data, belonging to other users, unless you have explicit permission to do so.  

• Respect the Copyright, Design and Patents Act 1998, by not copying, storing on mobile or remote devices, Surge material for your personal use or other commercial use. 

• Ensure you have pre-authorisation of the relevant copyright owners before using external material covered by Copyright. 

• The use of remote or mobile devices, privately or company owned is strictly limited for business purpose, for working remotely and only for the duration of the work. You must not store Surge information on your Home computer. 

• Any personal contact information (e.g. mailing lists, marketing information) collected and stored on the Surge computer system must be in compliance with privacy and Data Protection laws.

• You have access to the company dropbox folder and to your own folders on your computer.

• Periodically clear out old files and old emails to keep everything running smoothly; this includes carrying out frequent archiving and deleting items from your inbox or outbox. 

• Do not intentionally interfere with hardware or software without the permission of relevant Surge Staff (this includes installing programmes). 

 

Email and Internet

• Before downloading or installing new software on your computer, ensure that you posses the relevant licence for the business use of that software Only download or install software that are used solely for business purposes. 

• Adopt a professional tone and observe appropriate etiquette when communicating with third parties by e-mail. 

• Remember that e-mails can be used in legal proceedings and that even deleted e-mails may remain on the system and be capable of being retrieved.

• Avoid forwarding emails that have been already forwarded to you and show several email addresses (delete those addresses first or copy and paste the message).

• If you think you may have picked up a virus immediately switch off your computer and contact the Director (not by e-mail).

• Follow all instructions relating to anti virus measures as and when they are issued by the Director. 

 

Personal Use

• It is acceptable to use Surge Internet facilities for reasons unrelated to Surge business provided that such use is in compliance with the principles of acceptable and unacceptable use listed in this document. 

• You are reminded that personal Internet use should be restricted to your own time. 

• Surge will not take responsibility for the safety of any personal information transmitted by a member of staff (e.g. bank account details, credit card numbers). 

• Abuse of this privilege will be taken seriously and may result in withdrawal of web services and/or disciplinary action.

 

Prohibited use of our systems

Misuse or excessive personal use of our telephone or e-mail system or inappropriate internet use will be dealt with under our Disciplinary Procedure. Misuse of the internet can in some cases be a criminal offence.

 

Do not use Surge computers:

• For any illegal purpose.

• To transmit threatening, obscene or harassing materials or correspondence.

• To send any email in contravention of Surge’s Equal Opportunities Policy.

• To send any email with sensitive or confidential content to any individual or group for whom it would be inappropriate. 

• To access any material that contravenes Surge’s Equal Opportunities Policy.

• To send or forward private e-mails at work which you would not want a third party to read.

• To request personal information from other individuals.

• For unauthorised distribution of Surge data and information – this includes discussing details of the business of Surge and making unauthorised statements, including (but not limited to) derogatory comments to members of the press or on social networking sites. 

• To interfere with or disrupt network users, services or equipment.

• To deliberately damage or disrupt computer facilities belonging to other individuals or organisations.

• To knowingly distribute viruses, worms or Trojan horse programs.

• For private purposes such as marketing or business transactions. 

• For expressing or soliciting for religious, political and beliefs causes. This includes petitions and chain letters.

• For unauthorised not-for-profit business activities.

• For private advertising of products or services.

 

Questions relating to specific uses not covered above should be directed to the Director.

 

Monitoring Procedures & Surge Rights

• The Director reserves the right to monitor and restrict Internet access requests and user histories.

• In compliance with the Human Rights Act 1998 as it relates to privacy - user files and mail accounts will only be accessed on the instruction of the Director and then only if there is good reason to suspect misuse.

• Messages relating to or in support of illegal activities will be reported to the appropriate authorities. 

• Surge reserves the right to log network use and monitor file space taken up by users and assumes no responsibility or liability for files deleted as a result of a user failing to properly store their work.

• Surge reserves the right to remove a user account from the network if misuse is suspected.

• Surge will not be responsible to outside parties for any damages that may be incurred as a result of e-mail use. This includes the loss of data resulting from delays, non-deliveries, or service interruptions caused by negligence, errors or omissions. This point should be made clear on all outgoing e-mails that contain data of high importance. 

• Surge reserves the right to change its policies and rules at any time – all users will be notified in advance of such a change. 

 

Environmental Digital Procedures

 

This section of the policy recognises the value in reducing carbon emissions created via our everyday use of IT.

 

• Don’t leave your computer in sleep mode, shut down and turn off when leaving the office

• Downloading is better than streaming

• Don’t reply all unless needed

• Only reply when necessary (can put NRN “No Reply Necessary” in the title of your email)

• Clear out your inbox

• Delete emails you don’t need and unsubscribe from mailing lists if you don’t read the emails

• Send links to files rather than attachments

• Bookmark regularly visited sites

• Keep software up to date

• Consider video conferencing over in-person meetings where travel is required for the in-person meeting

• Use physical external hard drives for back ups rather than cloud storage.

 

Social Media Use

This section of the policy is in place to minimise the risks to our business through use of social media.

 

This deals with the use of all form of social media, including Facebook, LinkedIn, Twitter, Google+, Wikipedia, Instagram and all other social networking sites, internet postings and blogs. It applies to use of social media for business purposes as well as personal use that may affect our business in any way.

 

Personal use of Social Media

Personal use of social media should be restricted to your own time.

 

Prohibited use

• Avoid making any social media communications that could damage our business interests or reputation, even indirectly.

• You must not use social media to defame or disparage us, our staff or any third party; to harass, bully or unlawfully discriminate against staff or third parties; to make false or misleading statements; or to impersonate colleagues or third parties.

• You must not express opinions on our behalf via social media, unless expressly authorised to do so by the Director. You may be required to undergo training in order to obtain such authorisation.

• You must not post disclosing confidential information. 

• Any misuse of social media should be reported to the Director.

 

Guidelines for responsible use of social media

• Be respectful to others when making any statement on social media and be aware that you are responsible for all communications which will be published on the internet for anyone to see.

• Images or videos of work by artists or photographers should be credited appropriately when posting on social media.

• See Surge’s Digital Safeguarding Policy for guidelines on sharing work created by young people under 18 years old.

• When communicating with people via digital platforms, staff members will use official accounts and ensure that the personal details are not shared.

• If you are uncertain or concerned about the appropriateness of any statement or post, refrain from posting it until you have discussed it with the Director.

• If you see social media content that disparages or reflects poorly on us, you should discuss it immediately with the Director.

 

Enforcement and Violations

• This policy is intended to be illustrative of the range of acceptable and unacceptable uses of the IT facilities, the internet and social media and is not intended to be exhaustive. 

• Questions about specific uses related to security issues not covered in this policy statement should be directed to the Director. 

• Reports of misuse should be directed to the Director who will review alleged violations of this Policy on a case-by-case basis.

• Breach of this policy may be dealt with under our Disciplinary Procedure and, in serious cases, may be treated as gross misconduct leading to summary dismissal.

 

7. Health and Safety

 

Surge will provide and maintain safe and healthy working conditions in accordance with current Health & Safety legislation.  Surge’s Health & Safety Policy can be sent on request.

 

Staff are responsible for taking all reasonable steps to safeguard their own health and safety and that of others, and of co-operating with Surge so that this requirement can be complied with.

 

Surge has Employers Liability Insurance for all employees during working hours.

 

All Surge staff are made aware of the fire evacuation procedures at Cadogan Street and must follow the procedures when necessary. 

 

In the event of any accident occurring during working hours, this should be reported immediately to the Director or Producer and recorded in the company accident book in the presence of the injured party. 

 

8. Equalities, Diversity and Inclusion

 

Surge welcomes a diverse population of staff, artists, audiences and participants. Surge is committed to promoting equality, respect and fairness throughout our policies, processes, employment conditions, activities and programme. Surge is committed to creating opportunities for people to work and engage with us, providing an environment that encourages, nurtures and develops artistic voices at all levels of experience.  Surge  is committed to ensuring that our practise is accessible and inclusive, and that we achieve and maintain the highest standards of equality and diversity.  

            

Anti-racism statement:

Surge has a zero tolerance approach to racism and is committed to eliminating unlawful race discrimination and promoting equality of opportunity for all.  Surge values the diversity of its staff and those who use its services and is committed to ensuring that it achieves and maintains the highest standards of equality and diversity.  

 

Equalities, Diversity and Inclusion 

• The Equality Act 2010 provides a comprehensive legal framework to protect the rights of individuals and advance equalities of opportunity for all.  Surge’s EDI policy adheres to this framework and we strive to achieve best practise in terms of employment conditions and treatment of our staff, performers, audiences and participants. Every staff member has personal responsibility for the implementation of the policy. Any instance of doubt about the application of the policy or other questions should be addressed to The Director, as should any requests for special training. 

• Surge will not unlawfully discriminate on the grounds of gender, actual or perceived, sexual orientation, disability, race, colour, nationality, national or ethnic origin, marital status, age and actual or perceived religious or similar belief through the application of any unjustifiable factor. 

• We have a zero-tolerance policy for bullying, harassment, victimisation, discrimination, and prejudice in any form. Such behaviours are swiftly addressed and resolved informally, or where necessary through our grievance and disciplinary procedures.

• The policy applies to the advertisement of jobs, recruitment and appointments, training, conditions of work, pay and every other aspect of employment. The policy also applies equally to the treatment of our performers, audiences and participants. Staff involved in recruitment and programming in particular should request training if they have any doubt about the application of this policy. 

• Employees should note that the imposition of a condition or requirement which has an adverse impact on someone, because his or her sex, race or marital status, etc. is more likely to be affected by it, will also be unlawful unless it can be justified on grounds of the needs of our service. In all such situations The Director should be consulted. 

 

Support and Adjustments

Equalities monitoring forms, participant info forms and access riders are requested from all staff, freelancers and artists to inform Surge of access needs that they might require before starting their engagement and appropriate adjustments will be made (which may include reasonable adjustments under the Equality Act 2010 for an employee with a disability).

 

Training:

• Staff training is encouraged on many areas of EDI including intersectional barriers that may prevent access to the arts. 

• Surge builds mentoring and training opportunities into each programme strand to prioritise those from under-represented groups and operates an open-door policy, in person or online to ensure anyone can access and engage with activity. 

• Surge’s dedicated EDI specialist staff member leads on these internal and external training programmes.

• Surge encourages staff to discuss their career prospects and training needs with their line manager at least annually.

 

Breaches of the Policy

• Any member of staff may use the grievance procedure to complain about discriminatory conduct. 

• Any employee who discriminates unlawfully on the grounds of race, sex or disability will be subject in appropriate circumstances to Surge’s disciplinary procedure. In serious cases, such behaviour may be deemed to constitute gross misconduct and, as such, may result in summary dismissal in the absence of mitigating circumstances. 

• Failure to comply with this policy may lead to disciplinary action.

 

Monitoring:

• Thorough reflection and evaluation, for all staff and management, ensure best practice for Surge’s artistic collaborations to assist them in operating with equality and fairness.

• Surge has a dedicated Board member and staff member to monitor best EDI practice and reflect this back to the organistion. 

• Annual consultation with a diverse range of industry professionals and early career artists helps to inform best practice across all of Surge’s policies.

 

9. Fair Work Policy

 

Surge aligns with the Scottish Government Fair Work Agreement (2018) and the Fair Work Conventions’ Framework (2016), which promotes work that offers respect, opportunity, fulfilment, security and effective voice.

 

Surge’ Fair Work Policy is communicated to all staff both permanent and freelance at the point of their employment. The Fair work policy is updated on an ongoing basis with input through our annual consultation process and robust evaluation framework. This allows for the policy to be constantly improved and developed by everyone employed by Surge and the Surge Board.  All staff are committed to Fair Work principles and to positively influencing the ecology of the wider sector in this regard.

 

Respect and Dignity at Work

We treat everyone, whatever their role or status, with dignity and respect.

• We have a zero-tolerance policy for bullying, harassment, victimisation, discrimination, and prejudice in any form. Such behaviours are swiftly addressed and resolved informally, or where necessary through our grievance and disciplinary procedures.

• We acknowledge the existence of structural privilege among those in positions of power and are committed to sharing that privilege whenever possible. Our long-term goal is to empower individuals from underrepresented groups to assume positions of authority.

• Our organisational culture is non-hierarchical, emphasising shared ownership, accountability, transparent communication, collaboration, and empowerment as evidenced through our consultation process.

• Our policies and practices respect health, safety and wellbeing.

• We respect others’ personal and family lives.

 

Opportunity

Fair opportunity supports equal opportunities and allows staff to access and progress in work through:

 

• Recruitment and selection procedures:  When recruiting staff, freelancers and participants Surge ensures there are clear and transparent processes about both the programming and recruitment choices accessible to applicants, internal staff and the wider sector. This is achieved by policies being available to all employees and feedback available to all applicants and an ongoing approach to updating recruitment processes. 

 

• Recruitment processes are open, fair and inclusive, advertised widely and discussion prior to applying is welcomed.

• Recruitment processes are adaptable and applications accepted in different formats.

• Difference and diversity are valued and encouraged.

• Successful applicants will be asked if they have any access requirements and whether there are any reasonable adjustments needed for them to attend an interview.

• Diverse interview panels reinforce our commitment to a diverse workforce.

• Feedback for all applications is offered.

 

• Equalities monitoring forms, participant info forms and access riders are requested from all staff, freelancers and artists to inform Surge of access needs that they might require before starting their engagement and these access needs will be addressed.

• Paid internships:  Surge pays for all internships at Real Living Wage, except those that form part of an assessed placement for a student in further or higher education as a part of their course.

• Training and development opportunities:  Surge actively encourages staff to take up training and professional development opportunities.

• Fair opportunity for pay progression.  

• Engaging with diverse and local communities through our workshops, residencies and festival.

 

Fulfilment

Fulfilment is a key factor in both individual and organisational wellbeing.  Staff who are fulfilled in their jobs are more likely to be engaged, committed and healthy.

• Surge gives its staff the opportunity to use and develop their skills and encourages people to have autonomy and control over their work and to make appropriate decisions.

• Tasks and staff programmes of work are aligned to the skills, talents and aspirations of the staff who carry them out.

• Surge actively encourages staff to take up training, learning and professional development opportunities.

 

Security

Surge recognises that fair pay and fair contracts demonstrates a commitment by us to our staff and improves productivity, reduces absenteeism and improves staff morale.

• Surge freelance pay scales are determined by external bodies such as ITC (Independent Theatre Council), Musicians Union and Equity. Surge pays above (and never below) minimum pay scales advised by these bodies.  

• Surge is an accredited Living Wage Employer.

• Surge operates no zero hours contracts. 

• Surge staff rates of pay are based on public sector pay rates. 

• Surge staff are all on permanent contracts, except one, that is currently time limited, to be put on permanent contract in April 2025. 

• Surge pays for all internships at Real Living Wage, except those that form part of an assessed placement for a student in further or higher education as a part of their course.

• All staff can work on flexitime and can work remotely as well as at Surge premises where appropriate.

• All staff are entitled to sick pay and to access the Nest Workplace Pension Scheme.

 

Effective Voice

We encourage an open and safe environment for raising concerns and ensuring that all voices are heard, on workplace issues, organisational development and programming discussions.  We are tolerant of different views and encourage transparent, open dialogue. 

• Regular and clearly-minuted team meetings ensure open communication and encourage reflective practice among staff.

• Staff have 1:1 line management meetings every 2 months where a work plan is outlined and agreed on, where staff can say what they feel in an open and transparent dialogue and where their voice can be heard.

• Staff are aware that Surge is happy for them to join a union of their choice.

• We have an annual consultation process where we gather staff, artists, participants, producers, directors and partners from the sector and they help to shape our programme of work.  Real improvements and changes are made each year as a result of these consultation processes.

• Surge operates a thorough and meaningful evaluation processes where honest reflection is supported and action taken based on outcome, striving to continually evolve practice and processes as an organisation. 

 

  Communication

• A statement of commitment to Fair Work principles, with reference to relevant policies, is included in all documentation, website, recruitment literature and contract documents.

• Staff, freelancers and contractors are made aware of our statement of commitment to Fair Work practices and to relevant policies (Effective voice, EDI, Fair work, Pay, Safeguarding).

• Surge strives to become recognised as a beacon of Fair Work practice within the sector.

 

10. Additional Polices that can be requested:

 

• H&S – Young People & Vulnerable Adults 

• Health & Safety Policy

• Surge Privacy Policy

• Climate Adaptation Plan

• Digital Safeguarding Policy 

• Digital Code of Conduct

• Adoption and Maternity Policy

• Surge Volunteer Policy