Employment policies and documents
We have developed a range of policies and initiatives. These are designed to support employees in areas such as welfare and training. The policies make clear what employees can expect from us and the standards we expect in return. In addition, policies help to create a culture where issues are dealt with fairly and consistently. The policies listed apply to all our employees, unless specifically stated otherwise, in each policy.
Absence Management Policy and Guidance
Our Absence Management Policy and our Absence Management Guidance explain our responsibilities on promoting the good health of our staff. In doing so, it is likely to lead to a workforce who will be more productive and who are better able to lead full and satisfying work lives.
Annual Leave Procedure
Our Annual Leave Procedure explains the annual leave, bank and public holidays that full time and part time employees are entitled to. Further details, including the arrangements for carrying forward and purchasing additional leave, can be found in the guidance.
Capability Policy and Procedure
Our Capability Policy and Procedure is designed to assist a member of staff who is falling short of acceptable standards of competence. Our employees sometimes experience problems in which assistance and support of more senior staff may be needed. Our Capability Policy and Procedure seeks to establish means by which solutions to these problems can be found.
Company Vehicle Use Policy
Our Company Vehicle Use Policy sets out the way in which we manage and deal with the use of company vehicles.
Disability in the workplace
Our Disability in the Workplace guidance includes information regarding employment that Managers will need to know to ensure that they are complying with the Equality Act 2010. In doing so, we will also ensure that we are able to deliver our services in an enlightened and informed way.
Our Disciplinary Procedure covers the management of disciplinary situations that arise. It sets out our expectations of employees' conduct and the consequences of breaching these. This is in line with statutory legislation, including the revised ACAS Code of Practice (April 2009). It is designed to help and encourage all employees to achieve and maintain acceptable standards of conduct in setting out the rules and procedures that will apply to ensure consistent and fair treatment for all staff.
Employing Staff in Reserve Forces Procedure
This Procedure is applied by us to all staff who are in the Reserve Forces and is also of interest to those who may be thinking about joining in the future.
Our Employment Handbook is a key reference document for both employees and managers. We have recently revised our Employee Handbook and combined this with a number of other various documents which existed, which related to terms of employment, such as the ‘Local Rules and Conditions of Service’. The new document should provide greater clarity on our terms of employment, as well as key policies and procedures.
Employment Screening Procedure
Our Employment Screening Procedure can provide us with some assurance that a prospective employee is trustworthy and has the necessary skills and/or experience required to perform the role they have applied for. It can also act as a deterrent to dishonest individuals applying for positions within the organisation in the first place. Failure to screen effectively could lead to reputational, or more serious damage, to us. The procedure sets out the employment screening activities that will be undertaken by us.
Fair Treatment at Work Policy
We are committed to providing a good working environment and ensuring that employees are treated with dignity and respect whilst at work. Acts of unfair treatment will not be tolerated. It is important to pay attention to the way
employees treat each other and how they are managed. If employees are to perform at their best, they not only need to be set challenging targets, but they also need to feel that they are treated with fairness and respect.
Home Working Policy
Our Home Working Policy is committed to promoting flexible working in order to facilitate effective and efficient working. This Policy outlines the circumstances under which we will allow employees to work from home. It also details the actions required to facilitate a home working arrangement.
Early Retirement and Redundancy Policy
Our Early Retirement and Redundancy Policy specifies the normal retirement age and sets out our approach to early retirement and redundancies.
Flexible Retirement Policy
Our Flexible Retirement Policy states an employee may seek flexible retirement after they have reached the age of 55. Flexible retirement enables an employee to continue their job on reduced working hours and draw their pension whilst still in employment.
Staff need consent from us before flexible retirement is permitted.
Pay and Pension Discretions Policy Statement 2020-2021
Our Pay and Pension Discretions Policy Statement 2020-2021 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 2021.