SCHEDULE OF TERMS AND CONDITIONS OF EMPLOYMENT. Your terms and conditions of employment are in accordance with:-

Transcription

1 SCHEDULE OF TERMS AND CONDITIONS OF EMPLOYMENT 1. CONDITIONS OF SERVICE Your term and condition of employment are in accordance with:- (a) (b) (c) thoe detailed in the full Condition of Service Handbook available from line manager or the Human Reource (HR) Department certain additional term and condition determined by South Lanarkhire Leiure and Culture Ltd a contained in employee information bulletin iued by the HR Department; any pecial condition referred to in the covering letter. Full detail of the term and condition at (a) and (b) above are available for inpection in the HR Department.. CONTINUOUS SERVICE.1 Although for the purpoe of Section 1(3) of the Employment Right Act 1996, the Trut doe not recognie ervice with any previou employer() a being continuou ervice with the Trut, it doe recognie continuou local government ervice a defined in the Redundancy Payment (Local Government) (Modification) Order 1983 and ubequent Amendment Order for the purpoe of calculating entitlement to redundancy payment, annual leave, ick pay and maternity leave.. The Trut recognie continuou ervice for condition of ervice purpoe between the Trut and other Public Sector Partner Organiation for calculating entitlement to annual leave, occupational ick pay, occupational maternity pay and other entitlement. A lit of the agreed Public Sector Partner Organiation i maintained by HR. 3. PUBLIC HOLIDAYS 3.1 In addition to annual leave, employee are granted 10 fixed public holi per annum, with floating which will be added to annual leave entitlement (ee paragraph 3.4 below). Employee working in chool and term time etablihment have public holi et in accordance with the arrangement in the etablihment. Employee engaged on night/hift working, the public holi hall be defined a that complete hift which commence on the eve of the public holi and end on the of the public holi. 3. Apart from the two public holi at Chritma and two public holi at New Year, the other fixed date can be altered to floating by local agreement where the need of the ervice jutify thi. Arrangement for Public Holi can be reviewed and agreed on a area need bai. You will be notified of the arrangement within your area for public holi. 3.3 Employee working on a public holi, which i not part of their recognied work pattern, will receive in addition to their pay for the, plain time and a in lieu or double time in complete recompene. STAF'46 SLL LGE Schedule of Term & Condition Page 1 of 1

2 3.4 Public Holi entitlement i proportionate to the number of worked per week a follow:- No of Day worked per week Pro rata Public Holi entitlement Detail of the date of the 10 fixed public holi will be iued each year to work area by HR and thee date will be prominently diplayed on notice board within the Trut. The following public holi are recognied:- Firt of the New Year Good Fri Eater Mon Firt Mon in May Lat Mon in May Third Mon in July (i.e. for employee in Lanark thi will be taken a Lanimer ) Lat Mon in September Chritma Day or next working Boxing or next working 4. ANNUAL LEAVE 4.1 The annual leave year i 1 January to 31 December. All leave mut be taken within the period 1 January of the year to which it relate and 31 January of the following year. Any leave not taken by 31 January will be forfeited. Annual leave entitlement i baed on completed year of continuou ervice at the commencement of the leave year a follow:- Floating Day Total Le than 1 year' ervice by 1 January year' ervice by 1 January year' ervice by 1 January year' ervice by 1 January year' ervice by 1 January year' ervice by 1 January year' ervice by 1 January year' ervice by 1 January year' ervice by 1 January year' ervice by 1 January year' ervice by 1 January For continuou ervice of le than 1 year, or broken ervice, the entitlement will be calculated, incluive of the floating, on a pro-rata bai a follow:- STAF'46 SLL LGE Schedule of Term & Condition Page of 1

3 FULL ANNUAL ENTITLEMENT (plu floating ) Completed * Month of Continuou ervice in current leave year **0 ** Annual Leave Entitlement Floating Day = Total * A "complete month" mean the period between a date in one month and the immediately preceding date in the following month (e.g. 15 February to 14 March incluive). ** For any term time etablihment where there i a requirement to take public holi et in accordance with the arrangement in the etablihment and there are therefore no floating. A annual leave, including floating, i calculated in term of worked, employee will be entitled to the leave with pay in proportion to the number of worked per week. e.g. Employee with more than 3 but le than 4 year' continuou ervice who work:- 4/5th of 5 = 0 (5 working week) 3/5th of 5 = 15 (5 working week) 5/10th (job hare pattern) of 5 = 1.5 (5 working week) 4. An employee who leave the ervice of the Trut, for reaon other than dimial for miconduct, will be granted, prior to leaving, any proportion of annual leave due, a per the above table. If however, at the requet of the Trut or through unavoidable circumtance uch leave cannot be granted, the employee will be paid an allowance in lieu. The Trut ha the dicretion to limit the annual leave for employee dimied on the ground of miconduct, to the period of actual ervice given, in line with the tatutory minimum (currently 8 ). STAF'46 SLL LGE Schedule of Term & Condition Page 3 of 1

4 5. SICKNESS ALLOWANCES 5.1 On atifying the Trut medical requirement, employee are entitled to ickne allowance dependent on length of continuou ervice a detailed in paragraph i a follow:- Continuou Service Full Half at Date Abence Begin Allowance Allowance Le than 6 week Nil Nil 6 week or more but le than 1 year 5 week 5 week 1 year but le than year 9 week 9 week year but le than 3 year 18 week 18 week 3 year but le than 5 year week week 5 year and over 6 week 6 week 5. In order to qualify for payment of ickne allowance, an employee mut notify hi/her upervior of any abence, on the 1 t, 4 th and 7 th of abence including the reaon and likely length, a oon a poible and not later than 1 hour after the normal commencement of work. An employee who work hift, or variable work pattern, mut notify hi/her abence immediately and not wait until the next that he/he i required to work. Full detail of the Sickne Allowance Scheme are available a outlined in paragraph 1 of thi Schedule. 5.3 Maximiing Attendance The Maximiing Attendance policy require the Trut, manager and employee to take a proactive approach to attendance at work. The objective of the Maximiing Attendance policy i to deliver quality cot effective ervice by maximiing and motivating employee attendance. By doing o thi will have a benefit to the Trut, it employee and it cutomer. Full detail of the policy are available from HR. 6. HOURS OF DUTY 6.1 The Trut operate a variety of working arrangement to meet the need of the ervice and may include part-time, term-time, job hare, flexible working, eaonal hour, annualied hour and full time a detailed in Section 3 of the Condition of Service which i available from your manager or HR. Thee are referred to a variable working arrangement and will be determined in accordance with ervice need. 6. The notional working week i baed on ervice need in conultation with the trade union. 6.3 Working hour are contructed to reflect the need of the ervice ubject to a maximum of 43 hour per week over an average et period. Thee hour are evaluated and paid at the appropriate hourly rate. Thi upport the poition that there i no ditinction between full time and part time employee. Employee are imply contracted for a number of hour to provide a particular ervice. 6.4 Payment for overtime i paid at time and a half for authoried additional working beyond 37 hour. In circumtance where the agreed notional working week i between 37 and 43 hour, enhanced rate only take effect once the hour worked have been exceeded. STAF'46 SLL LGE Schedule of Term & Condition Page 4 of 1

5 Any hour worked in addition to the agreed notional working week mut be authoried and approved before the additional hour can be undertaken. For any authoried hour worked, the appropriate hourly rate will apply. 6.5 The overtime ceiling i pinal column point 74. The bae of calculation of the overtime rate of an employee on a higher alary point hall be the actual hourly rate, ubject to a maximum of pinal column point Ue of flexible working practice have been expanded and Line Manager can agree ituation with group of employee where time off in lieu at plain time i appropriate. 7. UNSOCIAL HOURS 7.1 Competence Initiative grading arrangement account for any unocial hour worked and thi i reflected in the grade. 8. FLEXIBLE WORKING HOURS SCHEME 8.1 In location operating a Flexible Working Hour Scheme, detail of the cheme will be iued along with a card to be ued for electronic recording purpoe. Flexible working hour i a facility and not a Condition of Service. There are pecial arrangement regarding the payment of overtime for thoe employee participating in the cheme of Flexible Working Hour. 9. MEDICAL EXAMINATIONS 9.1 The Trut reerve the right to require any employee to undergo a full medical examination, and/or x-ray examination, either pre-entry or during ervice, where it i conidered appropriate. 10. WORK LOCATION 10.1 Your work location will be a intimated to you in your Offer of Appointment. However, you may be required to tranfer from that place of work to uch other place of work in the Trut ervice a may be conidered reaonable after conultation with you and, if neceary, your Trade Union. 11. NOTICE REQUIREMENTS 11.1 Subject to the proviion of the Scheme referred to in Paragraph 1 of thi Schedule, your employment may be terminated by the following notice period in writing, unle otherwie intimated in your original offer of appointment. 11. In accordance with the term of the Employment Right Act 1996, the following period of notice hall apply to terminate employment:-:- Period of Continuou Service Minimum period of notice by SLL 4 week or more but le than year One week year or more but le than 1 year One week for each year of continuou employment 1 year or more 1 week 11.3 If you are employed on a temporary bai, your temporary appointment may be terminated by a minimum of 1 week notice on either ide unle otherwie tated in your offer of appointment. STAF'46 SLL LGE Schedule of Term & Condition Page 5 of 1

6 11.4 Unle otherwie tated, the minimum notice for permanent employee on either ide will be a follow:- Grade 1 to Grade 3 Grade 4 to Grade 5 Grade 6 4 Week 8 Week 1 week 1. CALCULATION OF EARNINGS 1.1 Annual Earning To calculate annual earning the following formula i applied:- Pleae note that for the purpoe of the calculation, we ue 5.14 week in the year e.g and pinal column point a at April 009. Hourly rate x average weekly hour x 5.14 = annual earning For an employee on pinal column point 57 working a 35 hour week: x 35 x 5.14 = 4,417 annual earning 1. Calculation of a pay Payment i baed on the pinal column point of hourly rate. Calculation of a pay will be on the bai of the daily contracted hour worked. To allow the calculation of pay the following formula would be applied:- Hourly rate x daily contracted hour = daily earning. For example, an employee on pinal column point 57 working a 35 hour week over five : x 7 *(average hour worked per ) = daily earning. *average daily hour = average hour per week divided by worked per week e.g = 7 hour For an employee on pinal column point 57 working a job hare pattern e.g. 35 hour per fortnight over 5, the following formula would be applied: x 7**(average hour worked per ) = daily earning **average weekly hour worked = 35 hour (week) = 17.5 hour average worked = 5 (week) = = 7 hour worked per Pleae note that for variable working pattern, the ame principle a annual leave will apply. 13. PAY FREQUENCY 13.1 You will be paid every four week by credit tranfer. STAF'46 SLL LGE Schedule of Term & Condition Page 6 of 1

7 14. PAY ADJUSTMENTS 14.1 Notification of future pay change will be contained in your pay lip. 14. In the unlikely event of any overpayment being made to you due to any error, thee will be recovered directly from your pay after conultation with you, and if neceary, your Trade Union. Similarly, repayment of any underpayment will be made directly into your pay. It i eential to notify your upervior immediately if you upect any error in payment whether thi i an under or overpayment. 15. PERSONAL PRESERVATION 15.1 Any condition of ervice currently enjoyed on a "peronal preervation" bai will lape hould you be promoted or regraded to a pot at a alary level higher than the original pot. 16. PENSION SCHEME 16.1 On commencing employment, employee with contract of 3 month or more and who are aged 16 or over will be contractually enrolled into the Local Government Penion Scheme (LGPS) and can remain a member of the cheme until age 75 (known a contractual enrolment). Employee, age16 or over and who have a contract for le than 3 month will not be contractually enrolled into the Local Government Penion Scheme, however have the right to opt to join the penion cheme from the tart of their contract. If the contract i ubequently extended o that the total period i for 3 month or more, employee will be automatically entered into the cheme upon the extenion of their contract and will have the right to backdate their memberhip to the firt of employment by paying the relevant contribution. 16. Employee penion contribution rate are baed on penionable pay a at 31 March each year and are reviewed annually by the Scottih Public Penion Authority in line with the cot of living. The Trut will pay employer contribution to the cheme, and thee are determined at the 3 yearly valuation of the Penion Fund by the Fund appointed actuary Employee who do not wih to be member of the cheme (or decide at ome later date that they do not wih to be a member), can obtain an opting out form from or by calling The opting out form cannot be igned or dated until, at the earliet, the firt of employment/ cheme memberhip. Completed opt out form hould be ent to Human Reource Team a oon a poible. For opt out form received within 3 month, employee will be treated for all purpoe a not having been an active member of the LGPS and refund of contribution will be made by The Trut in the next available pay. (All refund will take into account the tax and national inurance deduction required to ecure the employee right in back into the tate penion arrangement for the period of their LGPS memberhip.) Opt out form received after 3 month and up to a maximum of year will be proceed by The Trut and refund made via Strathclyde Penion Fund Office in line with penion cheme regulation. On opting out of penion cheme memberhip thereafter, employee will be entitled to deferred benefit in line with the regulation of the LGPS Employee who have choen to opt out of penion memberhip have the right to rejoin the cheme from the beginning of the next available pay period after their requet to opt in ha been received. Opting into the LGPS i achieved by contacting STAF'46 SLL LGE Schedule of Term & Condition Page 7 of 1

8 Human Reource Team in writing by ending a letter, which ha to be igned by the employee. Or, if ent electronically, contain the phrae I confirm I peronally ubmitted thi notice to join the Local Government Penion Scheme. Further information on the cheme, including the relevant form to complete, will be ent to the employee and they will be enrolled into the LGPS in line with the pay cycle Employee opting out of contractual penion cheme memberhip; who ubequently meet the eligible jobholder criteria a detailed in the Penion Act 011, due to a change in circumtance; will be automatically re-enrolled into the LGPS in accordance with the requirement of the Penion Act 011 and in line with the pay cycle. Employee will receive communication in thi regard at the time and will retain the right to opt out of the cheme (ee ection 16.3) 16.6 All employee who have opted out of penion cheme memberhip, and who meet the eligible jobholder criteria, will be automatically enrolled into the LGPS again, in line with the Trut 3 yearly re-enrolment cycle. Employee will receive communication in thi regard at the time and will retain the right to opt out of the cheme (ee ection 16.3) 16.7 Employee who hold a Fixed Protection certificate from HMRC or an Enhanced Protection certificate a a general rule, will loe that Protection if they do not opt out within 3 month of being enrolled into the LGPS. Further information on benefit accrual can be obtained from: The Local Government Penion Scheme i provided by Strathclyde Penion Fund Office. The LGPS i a regitered public ervice cheme under Chapter of Part 4 of the Finance Act 004 and i a qualifying penion cheme, which mean it meet or exceed the government tandard. The cheme complie with the relevant proviion of the Penion Scheme Act 1993, the Penion Act 1995, the Penion Act 004, the Penion Act 008 and i contracted-out of the State Second Penion (SP) cheme. Whilt you are a member of the LGPS you will be contracted-out of the State Second Penion (SP) cheme. The Trut mut continue to maintain employee memberhip of the LGPS (unle they peronally chooe to opt out of the cheme or ceae to be eligible for memberhip). The Trut mut enure the cheme continue to meet certain government tandard. Therefore if the Trut were to ceae to offering memberhip of the LGPS to employee or if the cheme were changed in uch a way that it no longer meet the government tandard, the Trut would be required to immediately enrol employee (under age 75 and earning more than the lower level of qualifying earning) into another cheme that meet thoe government tandard Further information on the Local Government Penion Scheme can be obtained from Strathclyde Penion Fund Office webite at: Quetion about the cheme, hould be directed to Strathclyde Penion Fund Office on or by at pfo@glagow.gov.uk. General information about penion and aving for retirement can be obtained from: or RETIREMENT AGE 17.1 South Lanarkhire Leiure and Culture ha no retirement age. Employee are therefore free to chooe the age at which they wih to retire, agreeing a date which reflect their own peronal circumtance and choice in line with tatutory notice period (for more detail ee ection 11. above). STAF'46 SLL LGE Schedule of Term & Condition Page 8 of 1

9 17. Employee may retire under the term of the Local Government Penion cheme regulation on the ground of age, retirement on option, early retirement or ill-health retirement. In all cae, a minimum of 3 month notice i required by Strathclyde Penion Fund Office to enure adminitrative arrangement are in place. Full detail are available from the Human Reource team and contact detail for Strathclyde Penion Fund are detailed at ection 16.3 above. 18. GRIEVANCE PROCEDURES 18.1 If you have any grievance regarding your employment at any time, you hould bring your grievance to the attention of your upervior. Subequent tep are explained in the Grievance Procedure, a copy of which i available from your manager or HR. 19. DISCIPLINARY PROCEDURES 19.1 The Diciplinary Procedure applicable to your employment, including right of appeal, are available a outlined in the Diciplinary Policy. 0. EQUAL OPPORTUNITIES 0.1 The Trut i an Equal Opportunitie employer and our Equal Opportunitie policy aim to tackle all form of dicrimination and remove any barrier that affect the way diadvantaged group and individual get acce to opportunitie. We want to enure that all part of Trut Policy, from the way we deliver ervice to the way we employ people, meet legal requirement and bet practice tandard. 0. We are committed to tackling all form of unfair dicrimination, including age, diability, gender, race, exual orientation and religiou belief. We will regularly monitor and report on the effectivene of our policy and review ervice to enure that we meet our objective. Full detail of the policy are available in the HR Department. 1. DUTIES OF POST 1.1 The dutie applicable to your pot will be precribed by your Senior Manager or other nominated peron who will alo exercie uperviion over your ervice. 1. The Trut operate a Competence Initiative cheme, which link performance monitoring, peronal development and grading of your pot. 1.3 If the circumtance o require, you may be employed on other dutie, appropriate to your grade, in your own or another work area, after conultation with you and, if neceary, your Trade Union.. COLLECTIVE BARGAINING.1 The Trut, a your employer, upport the ytem of collective bargaining in every way and believe in the principle of olving indutrial relation problem by dicuion and agreement. For practical purpoe thi can only be conducted by repreentative of the employer and of the employee. If collective bargaining of thi kind i to continue and improve for the benefit of both, it i eential that the employee' organiation hould be fully repreentative. Under the Service Level Agreement that South Lanarkhire Leiure ha with South Lanarkhire Council we agree to national dicuion and negotiation, where appropriate, by SLC on behalf of the Trut. It i equally enible for you too, to be in memberhip of a trade union STAF'46 SLL LGE Schedule of Term & Condition Page 9 of 1

10 repreenting you on the appropriate negotiating body and you are encouraged to do o. Detail of the Trade Union on the appropriate negotiating body are available for reference and application hould be made to the HR Department for particular. 3. CHANGES TO TERMS AND CONDITIONS 3.1 Future change in the term and condition of employment given in the Scheme and other document referred to in paragraph 1 of thi Schedule will be recorded in thee document within one month of the date they occur. Your term and condition will be deemed to have changed accordingly. 3. Notification of uch change will be either in writing directly to you, through your paylip, in the Trut employee magazine "The Work", the Trut intranet or by uch other method a deemed appropriate. Any querie on your term and condition of employment hould be raied with your upervior in the firt intance. 4. TRAVEL AND SUBSISTENCE 4.1 Travelling and ubitence expene incurred while on official duty are reimbured in accordance with the Trut Travelling Expene and Subitence Allowance Scheme. Full detail are available from your manager or HR. 5. NO SMOKING IN THE WORKPLACE 5.1 The Trut, in recognition of the health rik aociated with moking, not only for moker but alo for paive moker, operate a no moking policy. It i the policy of the Trut that all workplace, vehicle, Trut premie and area within curtilage of premie are moke-free. Full detail of the policy are available from your manager or HR. 6. CHANGE OF HOME ADDRESS/TELEPHONE NUMBER 6.1 Any alteration to your home addre and/or telephone number mut be notified to the HR Department or changed peronally for taff with acce to peronal record via the computer ytem, People Connect. 7. PAYMENT OF COUNCIL TAX 7.1 Employee, like all other South Lanarkhire reident, have a duty to make any payment due to the council in good time, and hould be aware that the council will make regular check to enure that employee are not in arrear with payment uch a Council Tax, rent etc. 7. Facilitie are available for employee to pay their South Lanarkhire Council Tax directly through payroll. Further information i available from South Lanarkhire Council Houing and Technical Reource by contacting the following number: STAF'46 SLL LGE Schedule of Term & Condition Page 10 of 1

11 NATIONAL FRAUD INITIATIVE 8.1 Any employee who claim benefit e.g. Houing or Council Tax benefit and dicount from thi or any other council to which they are not entitled, are likely to be liable to action under the Trut diciplinary proceeding and thi may lead to dimial. 8. Information concerning an employee private affair will not be upplied to any peron out with the ervice of the Trut unle hi/her conent ha been obtained firt. However, thi doe not apply where there i a tatutory duty on the Trut to provide the information, or if the Trut i required to do o by a Court Order or warrant, or a required by Audit Scotland a part of ongoing work on the National Fraud Initiative. 9. FLEXIBLE WORKING POLICIES 9.1 A part of the Single Statu agreement, a variety of flexible working arrangement ha been agreed and are outlined in Section 3 of the Condition of Service which i available from your manager. The Trut recognie the difficultie that many employee have in balancing work requirement with peronal, including family, commitment. A a reult, the Trut ha introduced a range of policie that ait and offer choice to employee when faced with balancing "work-life" iue. 9. A lit of thee policie i detailed below although further information can be obtained from HR. Maternity Leave Policy Maternity Support Leave Adoption Leave Job Sharing Scheme Career Break Scheme Home-working Special Leave Scheme Holi Playclub Scheme of Enhanced Leave Peak Time Working Term Time Working 30. HEALTH AND SAFETY 30.1 The Trut recognie it reponibility to guarantee, a far a i reaonably poible, the health, afety and welfare of all it employee. In order to achieve the aim of the policy on Health and Safety we will et target and performance tandard, undertake rik aement, ae training need, provide training and enure that the neceary reource are available for health and afety. In addition we will regularly monitor and report on health and afety iue to enure that we meet our target and tandard. Under the remit of Health & Safety we have introduced a range of additional policie STAF'46 SLL LGE Schedule of Term & Condition Page 11 of 1

12 to enure the health, afety & welfare of our employee. A ummary of thee policie i detailed below, however, full detail, along with the Health & Safety Policy, are available from your manager or the H&S Officer. 30. Dealing with Stre Thi policy incorporate the guidance provided by the Health & Safety Executive. Stre can be defined a the reaction people have to exceive preure or other type of demand placed on them. Thi definition highlight the difference between the poitive effect of challenging ituation, which motivate and help people to derive a ene of atifaction and achievement, to that where the demand placed on them reult in their perception that they are unable to cope. Thi policy i therefore intended to demontrate the pro-active approach that the Trut will adopt in tackling tre Dignity at Work A core value of thi Trut i to provide a working environment, which foter openne, trut and teamwork. Everyone involved in the workplace, whether employee, upervior, manager or trade union repreentative mut be alert to any intance of bullying, harament, dicrimination, victimiation, or imilar behaviour and their own reponibilitie for preventing uch behaviour. The objective of thi policy i to demontrate that we will take a pro-active approach and aim to enure that intance of unacceptable behaviour do not occur Peronal Safety The proviion of a afe and healthy working environment i a core Trut objective. However, from time to time the peronal afety of our employee can be threatened, either in their workplace or in the proce of delivering a ervice. The objective of thi policy i to enure that everyone mut be alert to the poibility of a threatening ituation occurring, how to minimie the rik and if neceary manage the ituation. 31. CODE OF CONDUCT 31.1 The Trut ha adopted a Code of Conduct which et out the minimum tandard expected of all employee. It i a condition of employment that you comply with the Code, however hould you have any difficultie in meeting the tandard of the Code, you hould approach your manager, a member of the HR Department or Trade Union Official for advice and aitance. All employee will be iued with a copy of the Code of Conduct with their appointment letter. 31. The Trut ha alo adopted other code of practice for pecific activitie which are iued to employee a appropriate and expected to comply with e.g. Driver Handbook, Dektop Code of Practice, Policy for Mobile Communication Device. There are alo national code of conduct for certain occupation which employee are expected to comply with. The above ummary of your term and condition of ervice i prepared for guidance only and hould not be interpreted to uperede the Trut full term and condition a referred to in paragraph 1 of thi Schedule. STAF'46 SLL LGE Schedule of Term & Condition Page 1 of 1