Human Transformation CIC Policies

Introduction
Human Transformation CIC is committed to safeguarding the health, well-being, and human rights of all individuals involved in our activities and services. This Safeguarding Policy outlines our approach to identifying, preventing, and addressing safeguarding risks to ensure a safe environment for all.

Definitions
2.1 Safeguarding: Safeguarding refers to the measures taken to protect individuals from harm, abuse, neglect, and discrimination.

2.2 Vulnerable Individuals: Vulnerable individuals include but are not limited to children, adults at risk, refugees, asylum seekers, individuals with disabilities, and those facing social, economic, or psychological challenges.

Scope
This policy applies to all directors, employees, volunteers, contractors, and individuals associated with Human Transformation CIC. It covers all activities and services provided by our organization.

Safeguarding Risks
4.1 Human Transformation CIC recognizes the following safeguarding risks:
4.1.1 Physical harm: Any act causing physical injury or threat to an individual’s physical safety.
4.1.2 Emotional and Psychological Harm: Any behaviour or action that causes emotional distress, trauma, or psychological harm.
4.1.3 Neglect: Failure to provide adequate care, support, or attention to the needs of vulnerable individuals.
4.1.4 Discrimination: Unfair treatment or prejudice based on characteristics such as race, gender, age, disability, or nationality.

4.2 Additional safeguarding risks may be identified through ongoing risk assessments and feedback mechanisms.

Safeguarding Measures
5.1 Training and Awareness: All staff and volunteers will receive training on safeguarding policies, procedures, and their responsibilities. Awareness-raising initiatives will be conducted regularly to ensure a culture of vigilance and accountability.

5.2 Risk Assessment: Human Transformation CIC will conduct regular risk assessments to identify and mitigate potential safeguarding risks associated with our activities and services.

5.3 Reporting Mechanisms: Clear reporting mechanisms will be established to enable individuals to report safeguarding concerns or incidents promptly and confidentially.

5.4 Response and Support: Prompt and appropriate responses will be provided to safeguarding concerns, including offering support to affected individuals and taking necessary actions to address the issue.

5.5 Partnership and Collaboration: Human Transformation CIC will collaborate with relevant stakeholders, including local authorities, safeguarding agencies, and partner organizations, to strengthen safeguarding practices and share best practices.

Monitoring and Review
This Safeguarding Policy will be reviewed annually and updated as necessary to ensure its effectiveness and compliance with legal and regulatory requirements.

Conclusion
Human Transformation CIC is committed to upholding the highest standards of safeguarding to protect the well-being and rights of all individuals involved in our activities. We recognize that safeguarding is a shared responsibility and are dedicated to continuous improvement in this regard.

February 2024 Human Transformation CIC Board

Purpose:

Money laundering is the process by which funds derived from criminal activity are given the appearance of being legitimate by being exchanged for clean money.

Whilst Human Transformation CIC do not currently carry out any of the regulated activities which would deem us subject to the Money Laundering, Terrorist Financing and Transfer of Funds (Information on the Payer) Regulations 2017, we acknowledge the potential for the organisation, our staff and tenants to be exposed to attempted money laundering. As a result, we are at risk of associated offences detailed under the Proceeds of Crime Act (POCA).

We shall therefore maintain relevant anti-money laundering practices having reference to the standards of the regulations.

This policy aims to maintain the high standards of conduct which already exist throughout Human Transformation CIC to prevent Human Transformation CIC, our employees and tenants from being used for money laundering purposes.
This policy establishes a framework for staff to follow to mitigate money laundering risk and aid the prompt reporting of any suspicions of money laundering.
Scope:
The principles and terms within this document apply to all employees of Human Transformation CIC
Policy Statement & Principles:

Policy Statement
Human Transformation CIC is committed to protecting our organisation, staff and tenants from being used for the purposes of money laundering. We will implement appropriate systems and controls to protect against this risk, with reference to the Money Laundering, Terrorist Financing and Transfer of Funds (Information on the Payer) Regulations 2017.

Policy Principles

Anti-Money Policy and Procedures: An Anti-Money Laundering Policy, as agreed by the Audit & Risk Committee, details the measures Human Transformation CIC will take to mitigate money laundering risk. This will be used by the business for preparing procedural documents and will be reviewed on an annual basis.

Identify Customers: – For all tenants we will request necessary documentation to validate the individuals identify. Prior to entering into a tenancy or training agreement we will conduct affordability checks to satisfy ourselves that the individual can afford to maintain the tenancy through legitimate means. Where a tenant is intending to purchase all or part of their property from us Human Transformation CIC will not receive funds directly and the lawyers instructed by us will be expected to conduct appropriate anti-money laundering checks, including validating source of funds.

Monitor Refunds: Where refunds are requested, particularly from rent accounts, staff should consider the value very carefully as well as any unusual patterns of over payment preceding the refund request. All refunds will be subject to two signatories prior to payment from a Team Leader and a Head of Service.

Conduct Due Diligence on Contractors: When entering into a contract with an external provider we have a duty to ensure the contractor is bona fide, that the arrangement is legitimate and that it is not being entered into for money laundering purposes. Where a contract is worth more than £1,000 we will conduct due diligence on that company to be satisfied that they are a legitimate firm, conducting legitimate business with whom we are happy to do business.

Reporting of Suspicious Activities: All staff must be vigilant to identify and report potential money laundering as a failure to disclose a suspicion is a criminal offence (a template for reporting is provided in Appendix 2. A process will be made available to staff to allow them to promptly report any suspicions of activity which may be indicative of money laundering. Following a thorough investigation if a report is deemed to have merit a relevant onward report will be made to the necessary authorities.

‘Tipping off’: Extreme caution is required when a suspicion of money laundering is triggered as it is a criminal offence to inform the person who is suspected of money laundering that a report is being made and/or that an investigation is underway. Reference will not be made on any file and concerns will not be discussed with any person other than the Money Laundering Reporting Officer.

Staff Vetting: On joining the business and/or following a change of role all staff will undergo appropriate vetting checks, based on the responsibilities of the role they are being appointed to.

Anti-Money Laundering Training: All employees responsible for carrying out affected transactions, for initiating and/or establishing business relationships or who may be in a position to identify suspicious activities must undergo anti money laundering training on an annual basis. This will include how to spot and prevent money laundering.

Anti-Money Laundering Risk Analysis: As part of our existing Risk Management Framework, x will assess the level of money laundering risk exposure considering client and services and will determine appropriate security measures and reporting from this analysis.

Record Keeping: We will maintain records in respect of customer identification and suspicious activity reports and investigations securely for a period of at least 5 years.

Human Transformation CIC Anti-Money Laundering Policy adheres to the relevant sections of the Proceeds of Crime Act 2002 and is prepared with reference to the Money Laundering, Terrorist Financing and Transfer of Funds (Information on the Payer) Regulations 2017.
Responsibilities:
The Board is responsible for:
• Establishing and overseeing a framework for the identification, management and reporting of money laundering risk and incidents and ensuring there are adequate systems of internal control, which are reviewed annually.

The Money Laundering Reporting Officer is responsible for:
• Ensuring the successful implementation of this policy through oversight activity. • Deciding what activity needs to be reported to National Crime Agency (NCA).

Line Managers are responsible for:
• Implementing and maintaining the principles of this policy within their local processes and procedures.
• Ensuring that their staff are aware of their responsibilities within this policy and receive appropriate training.

All employees are responsible for:
• Carrying out their work in accordance with the principles of this policy and associated procedures.
• Being vigilant at all times for any indicators of money laundering (see Appendix 1) for guidance on behaviours which may be deemed suspicious).
• Ensuring any suspicions are reported to the MLRO promptly and are not disclosed to other parties.

Performance Standards/Measures of success:
• 95% of relevant staff have completed AML training in the last 12 months.

Diversity, Equality and Inclusion
This Anti Money Laundering Policy wholly embodies our DEI ethos and also supports the wider aims of the general duties of the Public Sector Equality Duty of the Equality Act 2010 as its main aim is to eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.

Customer Insight – understanding our customers
This policy has taken into account that Human Transformation CIC customer base is unlikely to always have the necessary documentation required for the purposes of satisfying identify checks, by providing alternative means for confirming identity.

Assurance Framework
Testing will be performed by the Risk Oversight Team through the course of the year to assess the effectiveness of business controls and adherence to this policy.

The Money Laundering Reporting Officer, the Chief Risk Officer, will make an annual report to the Board detailing the effectiveness of our Anti-Money Laundering Controls.

Risks
This policy assists with mitigating the risk identified in our risk register, namely “Financial
Crime Risk”

Further information
Should you require further information about Anti Money Laundering practise please see the Anti-Money Laundering Tool Kit on the Audit and Risk section of Mint.

Introduction

The Anti-Social Behaviour Act 2003 (Section 12) requires Housing Associations to publish policies and procedures on how to tackle anti-social behaviour in line with guidance issued by the Housing Corporation.

Human Transformation CIC recognises that anti-social behaviour can cause disruption and stress, not only to individuals, but to whole communities. How effectively we deal with anti-social behaviour is becoming increasingly important to our customers.

Human Transformation CIC Business Plan Objective 1 states that we will:
“provide cost effective, good quality, customer focused and responsive housing management services which meet the needs and expectations of tenants and applicants and maintain efficiency of the business.”

Anti-social behaviour has been defined as follows:
“conduct which is capable of causing nuisance or annoyance to any person and directly or indirectly relates to or affects the housing management functions of a relevant landlord”. Anti-Social Behaviour Act 2003)

Human Transformation CIC accepts this definition.
Specific examples of anti-social behaviour may include (but not be restricted to):-
• Excessive and persistent noise nuisance
• Threatening language or behaviour
• Actual violence
• Illegal supply of drugs
• Car crime
• Racial and other harassment
• Arson and vandalism and graffiti.
• Intimidation and harassment such as racial harassment.

There is no prescriptive approach to dealing with anti-social behaviour and each case will be dealt with according to the individual circumstances and in a way appropriate to the circumstances of the case.

Key Commitments

Responsibilities

Housing Officers are responsible for dealing with matters of anti-social behaviour on a day-to-day basis.

The Housing Manager will be responsible for providing support and advice to Housing Officers and Volunteers on individual cases and ensure that effective and prompt action is taken.

The Manager has overall responsibility for monitoring anti-social behaviour and will report all cases to the Board of Management on a quarterly basis.

The Manager is also responsible for ensuring that all Housing Services staff is adequately trained in dealing with anti-social behaviour, as identified during induction programmes, monthly supervision sessions and appraisals with the Housing Manager.

General principles

In the first instance, individuals will be encouraged to resolve the problem for themselves, where appropriate.

A report of anti-social behaviour can be made in whichever way is convenient to the complainant. This will include complaints made on an individual’s behalf. Translation and interpreting services will be provided in circumstances where English is not the first language of either party, where this presents a difficulty.

Vulnerable tenants will be supported, either directly by Human Transformation CIC staff or by referral to the appropriate agency. If the perpetrator is vulnerable then support will also be sought for them if appropriate.

If either party is not satisfied by the way the association is dealing with the matter then they have the right to proceed through the Complaints Policy.

Human Transformation CIC will ensure that tenants are kept informed about action taken and the outcomes. Realistic timetables for action and outcomes will be given and options for action discussed.
Human Transformation CIC will ensure the confidentiality of the complainant as requested, except in cases where there are issues of child protection or criminal matters. These will be discussed in full with the complainant. Use will be made of the Information Exchange protocol as agreed with Avon and Somerset Police.

The implications of anti-social behaviour and breaches of the tenancy agreement will
be discussed at the sign up for each new tenancy and any support needs will be identified in order to ensure sufficient support is provided to enable tenants to sustain their tenancies.

A range of solutions will be considered in agreement with the complainant and explored in response to reports of anti-social behaviour including:
• Mediation
• Acceptable Behaviour Contracts
• Parental Control Orders
• Anti-Social Behaviour Orders
• Injunctions and warning interview
• Referral to Environmental Health
• Demoted tenancies
• Possession Proceedings including section 21 notice

Possessions proceedings will be considered in the most serious cases where other solutions are either not appropriate or have not proved successful. However, it is recognised that possession proceedings do not resolve the anti-social behaviour but can displace it elsewhere.

Human Transformation CIC will work in partnership with other agencies including the police and appropriate local authority departments (e.g. Community Safety Teams, Youth Offending Teams, Social Services, Mental Health Services) to tackle anti-social behaviour. We will also ensure our involvement in any local partnerships dealing with anti-social behaviour established in the areas where we operate.

Witnesses and complainants will be supported should legal action be taken in line with Human Transformation CIC Policy on support for complainants.

Response
Reports of anti-social behaviour will be acknowledged quickly and formally either by phone or in writing (specific response times are outlined in the Anti-Social Behaviour Procedures).
Home visits will be arranged where the complainant requests this and where the matter is particularly serious. Meetings will also be held at other locations as appropriate to the individual case.

Housing Officers will monitor their cases of Anti-Social Behaviour regularly
No case will be closed without the complainant being notified in writing with full reasons for this decision being specified.

Summary

Human Transformation CIC accepts that everyone has the right to their chosen lifestyle providing this does not affect the quality of life of their neighbours or the communities in which they live. This means being tolerant, accepting and respecting the needs and choices of other people.

However, we are committed to tackling the problems caused by anti-social behaviour and acknowledge that we must be effective and decisive in the action that we take.

1. Purpose and Scope

Human Transformation CIC is committed to safeguarding and promoting the welfare of all children and young people involved in its activities. This policy outlines our approach to ensuring that children and young people are protected from harm, abuse, and neglect. It applies to all staff, volunteers, contractors, and anyone else working on behalf of Human Transformation CIC.

2. Definitions

• Child: Anyone under the age of 18.
• Safeguarding: The process of protecting children from abuse or neglect, preventing the impairment of their health or development, and ensuring they grow up in circumstances consistent with the provision of safe and effective care.
• Abuse: A form of maltreatment, including physical, emotional, sexual, and neglect.

3. Legal Framework

This policy is guided by relevant legislation and statutory guidance, including but not limited to:
• Children Act 1989 and 2004
• Working Together to Safeguard Children 2018
• Keeping Children Safe in Education 2023
• The UK General Data Protection Regulation (UK GDPR)

4. Principles

• Best Interests of the Child: The welfare of the child is paramount.
• No Discrimination: Safeguarding applies to all children regardless of gender, ethnicity, disability, sexuality, or religion.
• Transparency: Human Transformation CIC will be open and honest with children, parents, and relevant agencies.
• Confidentiality: Information will only be shared with individuals or agencies who need to know and will be handled in accordance with data protection laws.

5. Roles and Responsibilities

• Designated Safeguarding Lead (DSL): The DSL is responsible for overseeing child protection issues, providing advice and support to staff, and liaising with external agencies.
o Name: Ruslan Vasyutin
o Contact Information: 07578170700, rvasyutin@gmail.com
• All Staff and Volunteers: Must understand the policy, recognize signs of abuse, and report any concerns to the DSL immediately.

6. Types of Abuse

Human Transformation CIC recognizes the following forms of abuse:
• Physical Abuse: Inflicting physical harm.
• Emotional Abuse: Persistent emotional maltreatment.
• Sexual Abuse: Involving a child in sexual activities.
• Neglect: Persistent failure to meet a child’s basic physical and/or psychological needs.

7. Recognizing Signs of Abuse

Staff and volunteers are trained to recognize signs of abuse, which may include:
• Unexplained injuries or bruising
• Sudden changes in behaviour or performance
• Anxiety or depression
• Withdrawn or clingy behaviour

8. Reporting and Responding to Concerns

• Immediate Action: Any concerns about a child’s welfare must be reported immediately to the DSL.
• Record Keeping: Detailed records of concerns, disclosures, and actions taken will be maintained securely and confidentially.
• Referral: The DSL will assess the situation and may refer the matter to local safeguarding authorities if necessary.
• Whistleblowing: Staff and volunteers are encouraged to report concerns about poor practice or potential failures in safeguarding.

9. Safe Recruitment and Training

• Recruitment: All staff and volunteers who work with children must undergo appropriate background checks, including DBS (Disclosure and Barring Service) checks.
• Training: Regular safeguarding training will be provided to all staff and volunteers to ensure they are aware of current legislation, guidance, and best practices.

10. Communication with Parents and Carers

• Human Transformation CIC is committed to working in partnership with parents and carers. Parents will be informed of our safeguarding responsibilities and provided with a copy of this policy upon request.
• In cases where a child may be at risk of harm, confidentiality may be breached to ensure the child’s safety, but parents will be informed whenever possible and appropriate.

11. Review and Monitoring

This policy will be reviewed annually or in response to significant changes in legislation or guidance. Feedback from staff, volunteers, and external agencies will be incorporated to ensure the policy remains effective and relevant.

12. Contact Information

For any concerns related to child protection and safeguarding, please contact:
• Designated Safeguarding Lead: [DSL Name]
• Email: [DSL Email]
• Phone: [DSL Phone Number]

Approved by:
Ruslan Vasyutin
Director
November 2, 2023

Contents

1. Statement of purpose.
2. Aims
3. Principles
4. Responsibilities – Managing Director
• Managers
• Individuals
5. Unfair Treatment
6. Complaints
7. Non-compliance with the policy
8. Monitoring of the policy

1. Statement of purpose.

Human Transformation CIC is committed to creating a culture in which diversity and equality of opportunity are actively promoted. Human Transformation CIC is opposed to all forms of unlawful and unfair discrimination. We believe in human rights for all those connected with the organisation and all members of society. We recognise the real business benefits of having a diverse community of staff and believe in working towards building and maintaining an environment that values diversity.

2. Aims.

Hunan Transformation CIC believes in the principle of social justice and acknowledges that discrimination affects people in complex ways and is committed to challenge all forms of inequality.
Human Transformation CIC will aim to ensure that no customer or person involved or associated with Human Transformation CIC receives less favourable treatment on the grounds of:

• Religious belief or political opinion
• Race (including colour, nationality, ethnic or national origins)
• Disability
• Gender, including gender reassignment
• Marital or civil partnership status
• Pregnancy or maternity status
• Having or not having dependents
• Sexual orientation
• Age

The policy affords all individuals and employees the opportunity to fulfil their potential and promotes and inclusive and supportive environment for all customers, visitors and staff including those contracted to work at or work for Human Transformation CIC.

Whilst carrying out activities, the policy will ensure that Human Transformation CIC pay due regard to:
• Promoting equality of opportunity across all areas of Human Transformation CIC
• Promoting good relations between people of a diverse background
• Eliminating unlawful discrimination

3. Principles

The policy is guided by the following principles that:
• All staff, visitors and customers should enjoy an environment free from discrimination and harassment/bullying
• All employees should have equal access to quality services that are made available by Human Transformation CIC and its partners
• All staff should have equal access to opportunities for personal, professional or academic development and career progression and promotion opportunities
• All staff should be able to participate fully in the work and life of Human Transformation CIC community and celebrate its diversity
• Staff at Human Transformation CIC should reflect the diversity of talent, experience and skills from the local, national and international pool from which it draws its workforce
• Positive action initiatives continue to be used to redress inequalities and discriminatory practice

4. Responsibilities.

The successful implementation of all strands of this policy relies on the mainstreaming of Equality and diversity issues within the strategic planning process. This will be achieved through the implementation of Corporate and Area Action Plans. The framework for which will be subject to continual consultation.

Director

The Director is responsible for ensuring Human Transformation CIC meets its legal obligations in respect of legislation relating to equal opportunities. They are also responsible for ensuring the strategic development, implementation and review of the Equality, Diversity and Equal Opportunities Policy and the implementation of Corporate and Area Action Plans.

Managers

Managers are responsible for:
• Fostering a culture in which equality and diversity issues are actively promoted and this policy is regarded as integral to the work of the area
• Producing and implementing Area Action Plans
• Ensuring staff and learners are encouraged, supported and empowered to reach their full potential
• Identifying appropriate staff development for themselves and their staff to meet the needs of their respective areas

Individuals

Individual members of Human Transformation CIC, whether full time or contracted, are responsible for:

• Supporting and implementing the aims of this policy.
• Promoting equal opportunity.
• Contributing to an environment free of fear or intimidation and which celebrates diversity.
• Ensuring that their behaviour and actions do not amount to discrimination, harassment, bullying or victimisation in any way.

5. Unfair Treatment

It is recognised that many individuals may be unwilling to make a complaint regarding equal opportunities, for a variety of reasons, including:

• Fear that others will consider that behaviour trivial.
• Fear of retaliation and/or public humiliation.
• Fear that the complaint will not be treated seriously.

Such concerns may make an individual choose to leave the organisation or change their job. Human Transformation CIC regards this as unacceptable. It is important that all staff members working for or with Human Transformation CIC should feel able to raise concerns without fear and in the knowledge that their complaint will be taken seriously.

6. Complaints.

If any member of staff working for or with Human Transformation CIC believes that they have received treatment contrary to our Equality, Diversity and Equal Opportunities Policy, then they should pursue the complaint through the grievance procedure as outlined in the Staff Handbook.

If any learner believes that they received treatment contrary to the Equality, Diversity and Equal Opportunities Policy of Human Transformation CIC, then they should pursue the complaint in accordance with the procedures outlined in the Learner Complaint Policy.

7. Non-compliance with the policy.

Human Transformation CIC will take seriously any instances of non-compliance to the Equality, Diversity and Equal Opportunities Policy by staff, learners, visitors or customers. Any instances will be investigated and where appropriate will be considered under the relevant disciplinary policy for staff. With regard to any breach of policy by learners, visitors or customers, Human Transformation CIC will take appropriate action in relation to the nature of the incident.

We regard direct or indirect discrimination, victimisation and harassment on any of the grounds above as a serious matter. This also covers discrimination by association. (e.g. where an employee is discriminated against because they care for a disabled person) or by perception (e.g. where an employee is discriminated against because it is perceived that they are gay when actually they are not).

Employees who display such behaviour will be subject to the disciplinary procedure. These acts will constitute gross misconduct and will result in summary dismissal in the absence of mitigating circumstances.

In the absence of mitigating circumstances, any learner who displays such behaviour will be subject to dismissal from the Training programme.

8. Monitoring of the Policy.

Human Transformation CIC will seek to access the impact of its policies on staff and learners to ensure that real improvements are being made to tackle discrimination and promote diversity.

Human Transformation CIC will share information on its achievements and areas for further improvement, by making public the results of the impact assessments, the hard data obtained and the actions taken to address the issues identified.

February 2024 Human Transformation CIC Board

INTRODUCTION

These financial regulations are a means by which Human Transformation CIC
can meet its legal and other statutory obligations in connection with the Charities Act 1992, her Majesty’s Revenue and Customs, Companies Act 1985 and to the standard of the social housing regulator, the TSA.

This will enable Directors and staff to be aware of the financial regulations and ensure that Human Transformation CIC meets its obligations and requirements as a Company Limited by Guarantee, a registered social housing provider and conditions of funding agencies and our auditors.

Human Transformation CIC will adhere to good financial practice throughout the
organisation at all times.
These Financial Regulations and procedures set out a framework for the proper financial administration of Human Transformation CIC.

The Financial Regulations and procedures need to be read and understood by any member of staff who may be incurring expenditure on behalf of Human Transformation CIC.

Human Transformation CIC will ensure it meets its obligations to have 2 months reserves to cover outgoing expenditure.

Audited accounts will be prepared annually in June and presented to the Directors. An annual budget will be prepared and agreed by the Directors.
RESPONSIBILITY

The Chief Executive Officer shall be responsible for the proper administration of Human
Transformation CIC financial affairs.
The Chief Executive Officer shall be responsible to Human Transformation CIC for proposing regulations to ensure the proper administration of the finances of Human Transformation CIC.

The Board of Human Transformation CIC shall provide strategic direction to the Chief Executive Officer on the administration of Human Transformation CIC financial affairs, to protect the assets of Human Transformation CIC and ensure that it operates within its financial means.

The Chief Executive Officer shall be responsible for advising Human Transformation CIC Human Transformation CIC Directors on the impact of changes in financial legislation, regulations and taxation relevant to the affairs of Human Transformation CIC

BANKING

Human Transformation CIC will bank with HSBC and accounts will be held in the name
of Human Transformation CIC.

The names and positions of those with authority to sign cheques on behalf of Human Transformation CIC will always be approved and minutes by the Board of Directors.
Human Transformation CIC shall reconcile the bank account monthly as part of their overall financial management.
Overdraft facilities shall only be used with the agreement of the Board of Directors.

INVESTMENT
Any investment above £1000.00 must have approval from the Board of Directors.

CHEQUES

Each cheque will be signed by at least two people from the approved list. Blank cheques will never be signed.
PAYMENTS

All payments will be evidenced by an original invoice (never from a supplier’s statement or final demand) the invoice will be retained and filed.
The only exceptions to payments being supported without an original invoice would be where advanced booking fees are required for example for training, or a deposit is required for example for a venue. In these circumstances a cheque requisition will be
used.

Wages and Salaries:

All staff will be paid through the payroll and tax and NI deducted as required by HMRC. Timesheets for hourly paid staff will be submitted and approved before payment is made.

Expenses:

Only legitimate business expenses will be approved and reimbursed. An expense claim form must be submitted with receipts for approval before payment is made. Mileage payments will be paid in line with HMRC rates and details of the business journey detailed on the expense form. No cheque signatory may approve expenses for themselves,

OTHER

Human Transformation CIC does not accept liability for any financial commitment unless properly authorised.