If you are thinking of applying for a job with us, here are some on the terms, conditions and benefits of working for us:
Standard working week
Our standard working week is 37 hours and our normal office hours are:
|Monday to Thursday||8.45am to 5.15pm|
|Friday||8.45am to 4.45pm|
We are committed, wherever possible, to providing employees with a degree of flexibility in their working hours to enable them to balance their working life with their domestic circumstances. The Flexible Working Hours Scheme aims to provide this flexibility by allowing a choice in the start and finish times, whilst at the same time offering us the flexibility to manage fluctuations in workloads.
The current scheme entitles employees to one full day, or two half days of flexitime, which can be taken each month (pro rata).
The scheme is open to all employee, subject to the demands of the department within which the employee works. The scheme operates on a pro rata basis for part-time employees.
Requests for flexible working
We extend the right to request flexible working beyond those categories of staff who have a legal entitlement, so that any employee can make a request to vary their contract of employment in order to work more flexibly.
In addition to the public Bank Holidays, employees also receive 2 extra statutory days and 1 local day. Leave entitlement varies according to the level of continuous service, pro rata at 1 April. In the case of part-time working, this will be pro rata.
|Period of Continuous Service||Annual Leave Entitlement (days)|
|0 to 4 years||22|
|5 to 9 years||26|
The leave period shall be from 1 April to 31 March. Officers starting/leaving during the leave year are entitled to the appropriate proportionate amount of leave. Our offices are closed between Christmas and New Year and one day of staff leave entitlement is used to enable this to happen.
All eligible employees are automatically enrolled into the Local Government Pension Scheme (LGPS). If employees do not meet the criteria to be automatically enrolled, they may still elect to join the scheme. Contributions to the scheme are made by both the employee and us.
Your Pension Service website has information about the scheme, including details of the criteria and full guidance. A contracting out certificate is in force for the Local Government Pension Scheme.
If you are ill, this includes an injury or other disability, we will pay you a sickness allowance. The amount you receive depends on the your service, less certain benefits payable under the National Health Insurance Scheme, see the scale below:
|Service||Full Pay||Half Pay|
|1st year (after 4 months' service)||1 month||2 months|
|2nd year||2 months||2 months|
|3rd year||4 months||4 months|
|4th/5th year||5 months||5 months|
|After 5 years||6 months||6 months|
All employees are eligible to receive a parking permit, which allows them to park in one of our car parks, free of charge, during working hours.
We provide all display screen users with a free eye test on request. We have a corporate eye care scheme which includes the eye test and a pair of glasses, if required, solely for display screen use.
Our occupational health services include access to personal counselling.
We provide assistance, in appropriate cases, towards the cost incurred on relocation, up to maximum sum of £5,125.
The assistance is available to newly appointed staff and their household who, as a result of their appointment, may find it necessary to move house.
We aim to be an equal opportunities employer and we are determined to ensure that no applicant or employee receives less favourable treatment on the grounds of gender, age, disability, religion, belief, sexual orientation, marital status, or race, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.
Pay and Pension Discretions Policy Statement 2022-2023
Our Pay and Pension Discretions Policy Statement 2022-2023 has been prepared to meet the requirements of the Localism Act 2011. The Statement explains the policies of a range of issues relating to the pay of the workforce, in particular, our senior staff, or Chief Officers and our lowest paid employees. This Policy also sets out our policy in relation to the exercise of certain discretionary functions available under the Local Government Pension Service (LGPS) regulations. We prepare a Pay Policy Statement for each financial year, beginning with 2012-2013, which is approved by full Council. The next Pay Policy Statement will be available on 1 April 2023.