CONTRACT OF EMPLOYMENT AND JOB DESCRIPTION. SHEVIOCK PARISH COUNCIL and Neil Bridgman. CONTRACT OF EMPLOYMENT and JOB DESCRIPTION

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1 SHEVIOCK PARISH COUNCIL Website CONTRACT OF EMPLOYMENT AND JOB DESCRIPTION SHEVIOCK PARISH COUNCIL and Neil Bridgman CONTRACT OF EMPLOYMENT and JOB DESCRIPTION 1. Introduction Part Time Dog Warden for the COUNCIL 1.1 This statement sets out particulars of your terms and conditions of employment with Sheviock Parish Council, which are required to be given to you by law. 1.2 Your employment will commence on 1.3 For all new employees confirmation of the appointment will be subject to satisfactory completion of a period of probationary service of not less than 26 weeks. During any such period of service you would be expected to establish and demonstrate your continuing suitability for the post. 1.4 For this post an applicant will not be engaged until the Cornwall Training for Dog Warden s course has been completed successfully, except that the specified hourly rate will be paid for the time spent on one attendance on the course. 1.5 A current driving license is a requirement for appointment to this post and it is the responsibility of the employee to inform the Clerk immediately if during the period of employment this requirement is no longer satisfied. 3. Job Title and Job Description The title of the job for which you are employed is Part Time Dog Warden for the Sheviock Parish Council. The Job Description is detailed in Appendix 1.

2 The Parish Council will provide necessary equipment to complete your duties and you are required to sign for the equipment and treat it with reasonable care while it is in your possession. The Parish Council may from time to time wish to amend your job description and you may at any time be requested to undertake additional or other duties for which you are qualified as necessary to meet the requirements of the Council. Your line manager is the Clerk to the Parish Council. 4. Declaration of Other Employment It is a condition of this Contract of Employment that you inform the Parish Council of any alternative employment you undertake, in order to ensure that no tax or insurance liabilities will accrue to the Council. The Parish Council also reserves the right to require that any other employment that you undertake does not conflict with the role or standards required to be undertaken or met in the public office of the Part Time Dog Warden to the Council. The Parish Council will operate a PAYE system in respect of this employment. 5. Place of Work Your usual place of work is Sheviock Parish. 6. Salary 6.1 Your salary is xxx per hr. 6.2 Subject to satisfactory performance your salary will be reviewed annually. 6.3 Your salary will be calculated on the basis of a record of actual hours completed each month that are submitted and agreed by the Parish Council and will be paid by cheque at the first Parish Council meeting following the month when the hours are completed. 6.4 No work is to be undertaken without the agreement of the clerk and one Parish Councillor, or two Parish Councillors. 6.5 You will normally be expected to be available to carry out your duties during weekends and public holidays if so directed by the Parish Council and these times will paid at your basic level of pay. 7. Appraisal You will receive an annual Appraisal/Development Review. Should

3 there be any concern about your performance, other than matters of a disciplinary nature, the Parish Council undertakes to work with you to seek to ensure that necessary training, mentoring and support is provided to ensure that agreed standards of performance are reached in a reasonable agreed time frame. 8. Hours of Work 8.1 Your hours of work are dependent on evidence of the need for the Dog Warden to be patrolling the Parish. There is no guaranteed minimum number of hours work per week. 9. Annual Leave 9.1 The calculation of your annual leave commences from the first day of your employment. You are entitled to twenty working days leave in each leave year (pro rata for part time employees). The leave year runs from 1st April to 31st March. 9.2 If your employment commenced or terminates part way through the leave year, your holidays during that year will be assessed on a pro rata basis. Deductions from final salary due to you on termination of employment will be made in respect of any leave taken in excess of entitlement. 9.2 Holidays must be taken at times agreed with the Council. By mutual agreement no more than five days leave may be carried forward to the next leave year. 9.3 In the event that you fall sick during the period of your annual leave you will be regarded as being on sick leave from the date of your selfcertification or medical certificate and further annual leave will be suspended from that date. 10 Sickness Absence 10.1 If you are unavailable for work on account of sickness or injury, you or someone on your behalf should inform the Parish Council of the reason for your absence as soon as possible, but no later than the end of the working day on which the unavailability or absence first occurs You must inform the Parish Council when you are again available for work In respect of absence lasting up to seven calendar days, you are required to inform the Clerk and self-certificate your absence In respect of absence relating to illness lasting more than seven

4 calendar days, you must provide a medical certificate stating the reason for the absence and thereafter provide a consecutive medical certificate to cover any subsequent period of absence You not be entitled to pay during the period you are unavailable for work, other than any monies due to you for previous hours woirked. 11 Maternity/Paternity/Adoption Leave Under the provisions of the Employment Rights Act 1996 (as amended by the Employment Act 2002 and regulations there under) you will be entitled to apply for Maternity/Paternity/Adoption leave. 12 Injury or Assault In the event of death or permanent disablement arising from a violent or criminal assault suffered in the course of employment then all insurance payments will be made in accordance with the Councils Employees Insurance Policy. 13 Pensions and Gratuities There will be no pension provision arising from this part time employment. 14. Notice of Termination of Employment During probationary period 14.1 Either party may terminate the contract of employment by giving 1 weeks notice in writing. After completion of probationary period 14.2 Either party may terminate the contract of employment by giving 1 months notice in writing Upon or within 1 week of written termination of your employment (whether that be during or after any probationary period) you are required to surrender to the Parish Council any documents or materials that you have been holding on behalf of the Council.

5 15. Grievance and Discipline Dispute Resolution 15.1 Conciliation and Mediation Before resorting to formal procedures from the employee or from the Parish Council it is the policy of the Parish Council that discussions between both parties should be entered into with the express purpose of resolving the matter through a process of mediation seeking conciliation. Where necessary the Parish Council will seek the services of an external expert to forward this process to reach a conclusion satisfactory to both parties in the dispute Redress of Grievance You must apply in writing to the Clerk of the Parish Council for redress of any grievance relating to your employment and/or any disciplinary decision applied to you. The Clerk shall report your application to a Grievance Panel meeting of the Council, held in the absence of the public and the press. You will have an opportunity to set out your grievance. The grievance will then be considered and a decision reached by the Panel. Should you be dissatisfied with the Panel s decision you have the right to make an appeal to the Appeals Panel of the Council. Under the provisions of the 1999 Employment Relations Act s.10 you have the right to have a representative of your choice present at any Grievance of Disciplinary hearing Disciplinary Rules Before any disciplinary action is taken by the Council, a notice in writing giving details of the matter signed by the Chairman and authorised by the Council, shall be given to you. You (together with an adviser if you wish) will have a full opportunity to answer the complaint at a meeting of the Council s Disciplinary Panel held in the absence of the public and the press. Should you be dissatisfied with the Panel s decision you have the right to make an appeal to the Appeals Panel of the Council. A copy of the Discipline and Grievance Policy and all other policies of the Parish Council are contained in the documentation given to you.

6 16. Health and Safety Regulations, Other Legislation & Parish Council Policies You are expected to familiarise yourself with all relevant Regulations, Legislation and Policies applying to or made by the Parish Council and ensure that you comply with and ensure others comply with these as required. 17. Training and Development It is essential that the Officers and employees of the Parish Council maintain up to date knowledge of their function and duties. To this end the Parish Council will expect and support your necessary agreed training and development and meet all course and examination expenses and any actual travel and subsistence incurred. 18. Indemnity The Parish Council undertakes to indemnify its officers against any actions of commission or omission that are made in good faith on behalf of the Council. Signed:...Dated:-... Chairman of the Council Signed:-...Dated:... Part time Dog Warden to the Council

7 Appendix 1 JOB DESCRIPTION PART TIME DOG WARDEN TO THE COUNCIL Overall Responsibilities To deal with complaints of dog fouling and dogs on beaches where they are prohibited and to ensure that all legal requirements are adhered to regarding dogs. The purpose of the post is to encourage responsible dog ownership in the Parish and it is not seen as a means for the Parish Council to generate income; over an annual cycle it is expected that the financial cost of the post will be largely neutral. General Responsibilities 1. To ensure the enforcement of the Clean Neighbourhood and Environment Act 2005, The Dog Control Order (Prescribed Offences and Penalties, etc.) Regulations 2006 (SI.2006/1059) Sheviock Parish Council (Dogs Exclusion from Harbour Beach, Portwrinkle) Order To ensure the enforcement, within the Parish of Sheviock, The Clean Neighbourhoods and Environment Act 2005, The Dog Control Orders (Prescribed Offences and Penalties, etc.) Regulations 2006 (S.I.2006/1059) The Fouling of Land by Dogs (Cornwall) Order 01/ To achieve the provisions of dog legislation enforced by Sheviock Parish Council, through the following duties: patrolling designated areas for breaches of the above orders; serving fixed penalty notices in respect of instances of breaches of the above orders; interviewing dog owners and complainants, in the company of a Parish Councillor, with regard to breaches of the above orders. 4. To accurately maintain electronic and paper records of all work activities. Arrangements to be satisfied before work undertaken. 1. The Parish Council will define the maximum number of worked hours each month and the Dog Warden is to ensure that total is not exceeded.

8 2. Notices will be issued asking members of the public to call the Clerk or a Councillor if a dog is observed on a beach in contravention of the above orders. The Clerk and a Councillor, or two Councillors will contact the Dog Warden who will be asked to attend the incident as soon as possible. Whenever possible this will be with a Parish Councillor in attendance as a witness. 3. Notices will be issued asking members of the public to call the Clerk or a Councillor to advise where and if possible the approximate times, at which dog fouling is a problem. The Clerk and a Councillor, or two Councillors will contact the Dog Warden who will be asked to patrol the specified area over a period agreed by the three persons involved. 4. Where it is considered appropriate to interview dog owners and complainants with regard to breaches of the above orders approval will be given by the full Council.