Skip To Main Content
  • CALC Annual General Meeting - Postponed until Thursday, 30th January 2020 at 7.15pm - New County Hall, Truro
  • CALC Annual General Meeting - Postponed until Thursday, 30th January 2020 at 7.15pm - New County Hall, Truro

Documents

tagged "Employment"

Displaying 1 to 26 of 26

Disciplinary and Grievance Arrangements - LTN 22

NALC has issued this Legal Topic Note (LTN) which provides guidance on:

  • The disciplinary process: how councils can deal with concerns about employee misconduct and poor performance
  • The grievance process: how employees can raise work-related concerns with the council or, when their concerns are about a councillor, with the principal authority

NALC has also produced associated model disciplinary and grievance policies that contain the procedures that councils should follow. These are in the appendix to this LTN

Tue, 26 Nov 2019

Part Time Leave- Calculation Spreadsheet

This spreadsheet enables you to calculate the annual leave allowance for a part time member of staff.

Mon, 01 Apr 2019

Induction & Probationary Period Guide

Induction & Probationary Period Guide published by CALC and created in partnership with SLCC and ALCC

Wed, 16 Jan 2019

Guide to Supportive Appraisal

Guide to Supportive Appraisal published by CALC and created in partnership with SLCC and ALCC

Wed, 16 Jan 2019

Recruitment Manual

Recruitment Manual published by CALC and created in partnership with SLCC and ALCC.

Wed, 16 Jan 2019

E01-18 Employment Briefing - 2018-19 National Salary Award

A new employment briefing on the National Salary Award is now available.

Thu, 26 Apr 2018

Being a good Employer

This guide produced for NALC outlines many elements associated with being a good employer, and aims to help town and parish councils to develop their role as a good employer.

'being a good employer makes your employees feel more valued and more effective in their work. This results in the improved delivery of council services for the citizens of your communities. As with "The good councillor's guide", councillors are provided with comprehensive and straightforward guidance to key employment areas. Each section contains easily digestible advice and information that will benefit the council and its employees.'

Fri, 01 Sep 2017

NALC Employment Briefing E01-17 - 'Green Book'

NALC has issued this employment briefing on the position regarding the 'Green Book' – the National Terms and Conditions for local government employees, which was updated in 2016.

In terms of the nature of the changes made, the LGA announced on 14 December 2016 that while the Green Book had been "updated" it had not significantly changed

Fri, 07 Apr 2017

LTN 35 Contracts

LTN-35 Contracts- February 2017

A revised and updated brief overview of the law relating to contract and its application to local councils.

Fri, 03 Feb 2017

LTN 79 Staff Pensions

LTN-79 Staff Pensions- May 2016

The Pensions Act 2008 ("the 2008 act") requires all local councils to enrol "eligible jobholders automatically into a qualifying pensions scheme. This LTN gives guidance on such.

Sun, 01 May 2016

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

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 Procedure

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

Model Contract of Employment

This document, produced by NALC and the SLCC is a model contract which can be used as a basis for creating a town or parish councils employment contracts.

Sun, 01 Jan 2012

Guidance to Model Contract

This guidance accompanies the 2011 model contract template for a town/parish clerk.

Thu, 01 Sep 2011

Guidance on Filling a Council Vacancy

This Guidance Document details the process for filling a council vacancy.

'A vacancy on the council must first be advertised by Cornwall Council offering the public the opportunity to fill the vacancy by bye-election. At least 10 members of the public must demand a poll to require the parish/town council to fill the vacancy by public bye?election. If there is no demand for a bye-election, the parish/town council will be notified by the Electoral Officer of Cornwall Council that they are free to coopt to fill the vacancy which can then be done at a subsequent council meeting.'

Thu, 01 Sep 2011