Agenda and minutes

Members will disclose any pecuniary and any other significant interests they may have in relation to the matters to be considered at this meeting.

None.

To approve as a correct record the Minutes of the meeting of the Employment and Appeals Committee held on 29 July 2024.

The Human Resources and Organisational Development Manager, Jane Collier, commented on minute 5h regarding whether a father could take two weeks paternity leave as well as bereavement leave in the event of a miscarriage/stillbirth. She explained that this had been discussed with the Corporate Management Team (CMT) and they were reluctant to put this into the policy as it would give a differential between someone losing a child through miscarriage/stillbirth and someone losing a child who they had spent time nourishing and growing.

The minutes of the meeting of the Employment and Appeals Committee held on Monday 29 July 2024 were confirmed as a correct record by those who were in attendance.

Report of the Human Resources and Organisational Development Manager to present to the Employment and Appeals Committee additions and amendments to Human Resource Policies.

The Human Resources and Organisational Development Manager, Jane Collier, submitted a report presenting 11 policies and procedures that had been amended.

Jane introduced the report and provided members with a brief overview of the policies.

Jane introduced the policy and explained that it had been updated at section 9.3 and 9.4 to reflect changes in legislation from 6 April 2024. These changes gave special rights to those on Shared Parental Leave on or after 6 April 2024 for an 18-month period. She confirmed that the other amendments made throughout this policy were minor.

Jane responded to a question regarding what would happen if there were no suitable alternative vacancies and if vacancies could be created. She explained that the Council would not be able to create a vacancy but someone on shared parental leave, maternity leave or adoption leave would be prioritised in relation to redeployment opportunities.

Jane introduced this policy and explained that there had been minor amendments made throughout this policy.

Jane introduced this policy and explained that there had been minor amendments made throughout this policy.

Jane introduced this policy and explained that there had been minor amendments made throughout this policy.

Jane introduced this policy and explained that there had been minor amendments made throughout this policy.

Jane introduced this policy and explained that there had been minor amendments made throughout this policy.

Jane introduced this policy and explained that there had been minor amendments made throughout this policy.

Jane introduced this policy and explained that it was brought to the last meeting in July 2024 where members asked for the number of days compassionate leave given to staff to be increased to 10 days. She confirmed that this was agreed by CMT for close family members.

Jane responded to a question about whether the 10 days would be increased if a doctor’s note was provided. She advised that if a staff member was not fit for work following the 10 days compassionate leave and provided a doctor’s certificate, their absence would continue as sickness absence.

Jane introduced this policy and explained that it was due to go to the last meeting in July 2024, however, it was delayed due to internal audit. She clarified that although the findings of the audit had not yet been presented, it had been decided that this policy should be reviewed and brought back at a later date should it need updating.

She highlighted that section 8.2 had been amended to include the revised number of flexi days that could be taken per year and an addition to section 8.3 in respect of booking flexi leave in advance. She confirmed that the other amendments made throughout this policy were minor.

Jane responded to a question regarding if multiple days could be taken together. She explained that theoretically, two days could be taken at the end of a flexi period and then two days could be taken at the start of the next flexi period but the staff member would need to have the flexi balance to cover the days’ leave.

Jane responded to a question about flexi when working from home. She clarified that officers would log into the system on their laptops to clock in and out.

Jane introduced this policy and explained that it had been updated to reflect that all gifts were now in the form of a gift or voucher and no extra salary payments were to be made.

Jane responded to a question in relation to broadcasting the achievements more. She highlighted that each circumstance was different and some officers were happy with it being broadcasted and some were not.

Jane introduced this policy and explained that there had been minor amendments made throughout this policy. She highlighted that the appendices at the end of the policy had been updated to reflect the process for drug and alcohol testing.

After further discussions, the committee approved each of the following Human Resources policies and arrangements:

·       Shared Parental Leave and Notification Procedure

·       Disclosure and Barring Service Policy

·       Managing Stress in the Workplace

·       Employee Training and Development Policy

·       Chief Officers Disciplinary Policy and Procedure

·       Capability Policy and Procedure

·       Redeployment Policy and Procedure

·       Leave and Work Life Balance Policy

·       Flexitime Working Policy

·       Long Service Award Policy

·       Drugs and Alcohol in the workplace Policy