Working at Weldmar: Pay and Benefits
There are lots of reasons to consider a career at Weldmar Hospicecare, and here we have outlined a number of the benefits for employees, and well as information about pay, your wellness, education and development opportunities, and more.
We are a Values based organisation.
Our Core Values are applied to everything that we do, and every person makes a difference.
We care for the people we support, who support us, each other and ourselves.
We act with integrity by building relationships based on being honest and fair with open communication.
We are warm and welcoming to everyone.
We are always seeking ways to improve and develop as a charity and as individuals
We aim to attract and retain high quality employees with the right skills and experience to fulfil their role and we offer all employees a competitive salary. Pay for retail employees is directly related to the turnover of the shop or outlet. Pay for clinical employees is determined separately and is similar to arrangements in the NHS.
Weldmar is committed to providing consistency, fairness, and legal compliance within its pay practice. Job evaluation considers pay practice within the NHS, other comparable bodies and market rate when reviewing pay scales ensuring that we comply with equal pay for work of equal value legislation and the best principles of equity.
Enhanced payments for unsociable hours are paid for eligible employees working in Clinical, Maintenance and Hotel Services roles.
We want to help you save for the future.
The Employer’s Pension Scheme is available after three months’ service. Employees who are eligible, will be automatically enrolled into the workplace pension scheme with Standard Life. Contributions are 5% employee and 4% employer. Employees also have the option of contributing a higher amount.
For employees transferring from the NHS who are members of that scheme, or have been members within the last twelve months, then the provisions of that scheme will apply. However, the provisions covering redundancy (early payment of pension benefits if over 50) and temporary injury benefits are excluded.
Life assurance scheme
Most households would face unexpected financial hardship if a wage earner passed away. Get peace of mind knowing that your loved ones will be looked after financially should the worst happen. Members of our Standard Life pension scheme automatically get cover worth two times their salary.
The NHS Pension Schemes provide lump sum and pension benefits to eligible dependents in the event of the member’s death. The benefits payable will depend on which section/scheme the member was in and their circumstances at the time of death.
Enhanced sick pay
We care about our employees, and we want you to take time off when you feel unwell. We offer a generous occupational sick pay scheme after three months, increasing with length of service up to six months full pay followed by six months half pay.
Free car parking
Both of our main sites at Weldmar Hospicecare provide free parking for staff, volunteers and visitors. You will find ample car parking at our Inpatient Unit in Dorchester with overflow parking onto the meadow if required, as well as on site at Trimar House, our headquarters in Weymouth.
Refer a Friend
The ‘Refer a Friend’ scheme was introduced to increase permanent recruitment to the Weldmar Hospicecare. All employees of Weldmar Hospicecare can receive a total of £500 by referring a friend for a vacant permanent position.
Staff Suggestion Scheme
The Employee Forum has been the driving force behind our staff Suggestion Scheme and if approved your suggestion could earn you £50, or £100 if the suggestion comes from a team. Suggestions should be original ideas which improve any aspect of Weldmar’s activities.
Charity Worker Discounts
All staff and volunteers across Weldmar Hospicecare are eligible to apply for Charity Worker Discounts, which offers you a huge range of discounts, money-saving deals and vouchers.
The wellbeing of our employees is very important to us and we have a variety of initiatives, activities and support services to promote Staff Wellness. A Wellness section of our Intranet has a lot of useful tips and information, and signposts employees to guidance to support their wellbeing.
We have negotiated corporate gym memberships with local gyms in order that you can make saving on gym membership.
If you are a regular user of Display Screen Equipment (DSE) then you may be eligible for up to £20 refund on your eye test. In addition, basic frames and lenses up to a maximum of £25 will be reimbursed if they are solely required for DSE work.
Cycle to work
If you want to cycle to work, we can help you buy a brand-new bike and all the accessories. We have two schemes available so everybody has the opportunity.
To enable you to retain good mental wellness, our employees are able to access six sessions a year, paid for by Weldmar Hospicecare.
For those who work with patients and their families in a clinical or professional capacity Weldmar provide and encourage staff to access Clinical Supervision in the belief that for us to be able to provide compassionate, person centred care in an increasingly complex world, we need to care for ourselves.
Mental Health First Aiders
Our Mental Health First Aiders are here for you. Talking to them could be your first step to feeling better. They are not healthcare professionals, but trained to listen and guide you to appropriate support, if you need it.
Employee Forum members represent all employees at Weldmar Hospicecare. It meets quarterly to confidentially share and discuss matters raised, affecting both the efficiency of the charity and the interests of its employees.
Education and Development.
Weldmar Hospicecare is committed to creating a working environment where staff and their line managers work in partnership to ensure that staff are supported, and enabled to give their best. This begins with a good induction which includes training plans, online and face to face training as well as learning the job and meeting key colleagues and shadowing others.
Our Education and Development Team deliver programmes of training each year and work with employees and volunteers to develop a learning culture, with a particular emphasis on specialist knowledge.
Weldmar Hospicecare is committed to creating a working environment where employees and their line managers work in partnership to ensure that staff are supported and enabled to give their best. You will have regular 1:1’s, personal and professional support and development opportunities, as well as an Annual Performance Review.
Weldmar Hospicecare recognises the importance of study, training and development, and ensures equity of this provision across all sites and between services.
Work Life Balance and Family Friendly Leave.
Basic paid annual leave entitlement is 27 days plus bank holidays. Part time staff will receive a pro-rata entitlement for both annual leave and bank holidays.
On completion of 5 years’ service the entitlement will increase by 2 working days (pro rata) and after 10 years by another 4 working days (pro rata). The annual leave year is from 1 April to 31 March. Continuity of Service from NHS and other Hospices is recognised in respect of annual leave for clinical roles.
Flexible working arrangements
Weldmar Hospicecare recognises that you may have caring or other responsibilities outside work that make full time employment either difficult of unattractive to you and is committed to considering flexible working arrangements that work for both the organisation and the individual.
We believe that the benefits are not confined to you, but also to us as an employer in the creation of a better motivated workforce, increased choice and a less stressful environment.
In addition to statutory legislation, we offer the following:
If you’re pregnant or adopting a child, you may be entitled to up to 8 weeks full pay and 18 weeks’ half pay (plus statutory maternity pay) and 26 weeks unpaid as part of our maternity or adoption leave package.
If you are the father of the child, mother’s husband or partner you may be entitled to receive up to two weeks paid paternity leave (minus statutory paternity pay).
Shared parental leave*
Our shared parental leave gives you the flexibility to split the care of your child with your partner in the first year following birth or adoption.
Weldmar Hospicecare recognises that there are times when staff may wish to take a period of time away from work and we provide opportunity for employees to apply for up to twelve months unpaid break in service or a sabbatical to provide ‘time out’ for any reason.
Weldmar Hospicecare recognises that, on occasion, employees need access to leave arrangements which support them in balancing their work responsibilities with personal commitments. Special Leave covers a range of need from genuine domestic emergencies through to bereavement.