Cornwall Association of Local Councils

Supporting Local Councils in Cornwall

Calc Cornish Tin Mine

County Executive Officer: Sarah Mason
Unit 1, 1 Riverside House
Heron Way Newham, Truro
TR1 2XN

Documents

Displaying 241 to 270 of 323

Cornwall Code of Conduct (2014)

Model Code of Conduct Document for Town and Parish Councils in Cornwall (Updated 2014)

Wed, 01 Jan 2014

NALC Template Allotment Garden Tenancy Agreement Guidance

The purpose of this guidance is to help a council use/edit NALC's template allotment garden tenancy agreement. NALC's template allotment garden tenancy agreement incorporates the most important statutory rights conferred on a council and tenant in respect of the letting of an allotment garden.

Fri, 01 Nov 2013

FOI Policy for Handling Requests

Within 20 working days of receipt of your written request the Council will:

  • confirm to you whether or not it holds the information
  • advise you if a fee will be charged
  • provide you with the information (after any relevant fee has been paid) unless an exemption applies (see 'Exemptions' paragraph below).

Sun, 01 Sep 2013

An Introduction to Borrowing by Parish Councils

'This fact-sheet summarises the arrangements for lawful borrowing by local (parish and town) councils.

1. A parish council may borrow funds but will normally require the formal written approval of the Secretary of State.'

Sun, 01 Sep 2013

Draft Job Description RFO

A responsible finance officer (RFO) is appointed by each local council in accordance with Local Government Act 1972 section 151. The following is a comprehensive list of duties which relate to the statutory post.

Sun, 01 Sep 2013

Salary and Benchmarking Guide

A CALC guide to Salaries and Benchmarking- please note these do not contain the most up to date salary scales. Please refer to the up to date salary scales before using this document.

Tue, 01 Jan 2013

Allotment Tenancy Agreement Template

NALC have provided this 'Allotment Tenancy Agreement' for an allotment garden.

Thu, 01 Nov 2012

Openness and transparency on personal interests

This guide on personal interests gives basic practical information about how to be open and transparent about your personal interests. It is designed to help councillors, including parish councillors, now that new standards arrangements have been introduced by the Localism Act 2011

The national rules require your council's code of conduct to comply with the Seven Principles of Public Life, and to set out how, in conformity with the rules, you will have to disclose and register your pecuniary and your other interests. Within these rules it is for your council to decide what its code of conduct says.

Mon, 01 Oct 2012

The Code of Conduct: A Guide for City, Town & Parish Councillors

On 1 July 2012 The Localism Act 2011, and Regulations made under it,brought about the removal of the statutory Code of Conduct. This wasreplaced by a requirement in the Act for each Council to maintain highstandards of conduct and to adopt a code that deals with the conduct ofmembers and co-opted members when they are acting in that capacity.

As a result of these changes Cornwall Council adopted a Code of Conduct on 3 July 2012. In discussions with the Cornwall Association of Local Councils thisCode was adapted to meet the needs of the City, Community, Town and ParishCouncils in Cornwall and was sent out to them for adoption as an InterimCode.

This guidance relates to the amended Code recommended for adoption byCity, Community, Town and Parish Councils in Cornwall in October 2012.

Mon, 01 Oct 2012

Return to Work Form

To accompany absence management, this return to work form assists with any return to work discussion.

Sat, 01 Sep 2012

Maternity, Adoption and Paternity Policy

'All women, regardless of their length of service, are entitled to 26 weeks ordinary maternity leave (OML) and 26 weeks additional maternity leave (AML) providing a right to one year's maternity leave in total.

Maternity leave shall commence no earlier than 11 weeks before the EWC, or from the time of childbirth if that is earlier. From the beginning of the fourth week before the EWC a woman's maternity leave is triggered if she is absent because of her pregnancy e.g. due to a pregnancy-related illness or fatigue.'

Sat, 01 Sep 2012

Working Hours and Overtime Policy

'The Working Time Regulations 1998 (as amended) outline that employees should not work more than 48 hours per week on average. An individual employee may agree to work more than 48 hours a week. If so, he or she should sign the opt-out agreement found in Appendix 1, which they can cancel at any time. The employee must give 1 months notice to cancel the opt out agreement.

Employees cannot be fairly dismissed or subjected to detriment for refusing to sign an opt-out.

The Town/Parish Clerk will keep a record of who has agreed to work longer hours.'

Sat, 01 Sep 2012

Equal Opportunities Policy

'... Town/Parish Council's intention is to be an effective Equal Opportunities organisation. This means it will do everything in its power to ensure that everyone has equal access, and is treated with respect, in relation to employment opportunities, to its services and to all its activities.'

This model document is for a town/ parish council to use as the basis for their equal opportunities policy

Sat, 01 Sep 2012

Absence Management Policy

The Council is committed to providing effective, high quality service to all its customers and to optimising the contribution of all employees. As part of this aim it is essential that throughout the organisation all employees are committed to maximising attendance.

The Council is concerned for the wellbeing of its employees and seeks to protect their health and safety by creating a safe working environment. In return the Council expects all employees to take reasonable care of their own health, seek medical help whenever appropriate and to attend work when fit to do so.

The Council recognises that genuine medical grounds will occasionally result in employee absence. It is the Council's policy to treat all such sickness absence in a fair, sensitive and consistent manner across all areas of the workforce.

Sat, 01 Sep 2012

Capability Proceedure

This procedure should be used primarily for supporting, enhancing and improving the performance of employees.

In accordance with the Employment Rights Act 1996, Human Rights Act 1998 and the ACAS Code of Practice on Disciplinary Procedures this procedure sets out a framework for resolving issues relating to poor performance. The procedure aims to ensure that consistent and fair treatment is given to individuals.

Sat, 01 Sep 2012

Annual Leave Policy

The annual leave year runs from 1st April to 31st March.

The minimum paid annual leave entitlement is twenty one days, plus two statutory days with a further four days after five years continuous service. Staff employed on a part-time basis will be entitled to leave on a pro-rata basis.

Sat, 01 Sep 2012