Employee Handbook (2884KB) - Scarborough Borough Council

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EMPLOYEE HANDBOOK Parental Leave The right to parental leave is a statutory right, introduced by the Employment Relations Act 1999 and the Maternity and Parental Leave Regulations 1999. Parental leave is leave taken to look after a child or make arrangements for a child’s welfare. Qualifying employees are entitled to 13 weeks’ unpaid leave for the purpose of caring for a child. All parental leave will be unpaid. Details regarding qualification for parental leave, the taking of parental leave, payments of parental leave etc are contained within the Parental Leave Guidelines, copies of which are available on Porthole or from the Human Resources Team. Paternity Leave Employees who qualify for paternity leave are entitled to either one week or two consecutive weeks’ paid paternity leave (not odd days). These guidelines also incorporate the right to maternity support leave. Details regarding qualification for paternity leave, the taking of paternity leave, payments of paternity leave etc are contained within the Paternity Leave Guidelines, copies of which are available on Porthole or from the Human Resources Team. 12. RECRUITMENT AND SELECTION Appointments There is a legal responsibility on the Council to ensure that all its appointments are made on merit. In facilitating this, job vacancies will be advertised widely (internally and externally) and appointments made in accordance with the Council’s Equal Opportunities Policy and Procedures. Assistance to Newly Appointed Staff - Relocation Policy In accordance with the provisions of the Council's Relocation Policy, assistance is available to newly appointed employees who are required to move and re-establish their home within an acceptable distance from their office/base. The Head of Service should be consulted before arrangements for a move are finalised. The Scheme provides financial assistance (up to the maximum prevailing limit) on approved expenses including lodging/travelling allowances, removal costs, resettlement grant and all legal expenses and other fees connected with the sale and purchase of residences, subject to certain conditions. Normally, the initial claim should be made within three months of the date when the employee takes up their duties with the Council. Recipients are required to undertake to reimburse the whole of the amount paid by the Council if they leave the Council’s service within 24 months after taking up their appointment. Full details of the Scheme are available on Porthole or from the Human Resources Team. Revised: September 2010 Page: 24
EMPLOYEE HANDBOOK Probationary Period In most instances, the employment of newly appointed employees is subject to satisfactory completion of a period of probationary service of not more than 26 weeks, during which time the employee concerned will be provided with appropriate training and will be assessed for his/her suitability for the post. During the probationary service, the Head of Service will determine whether:- The employee is to be transferred to the permanent establishment; The probationary period is to be extended; or The employment is to be terminated. If necessary, action will be taken under the Council’s Probationary Procedure. All employees will be advised in writing of the Head of Service’s decision. The 26 weeks’ probationary service does not normally apply to employees either currently employed within Local Government or transferred from the service of another Authority or from any other service which is accepted by the Council as being appropriate to the post to be filled. 13. SALARY Increments Employees will normally receive an increment within their salary scale on 1 April each year until the maximum of their grade is reached. As employees must be engaged in their current post for at least 6 months before receiving an increment, where an appointment is made between 2 October and 31 March, the next increment will not be due until the second 1 April following the date of appointment. Accelerated increments may be awarded on the grounds of special merit or ability or where the progression criteria of a Career Grade have been met. However, in certain circumstances, an increment may be withheld, either as a result of disciplinary action or if the probationary period has been extended. Increments will not be paid to employees on career grades where the progression criteria has not been met. Overtime Employees in posts graded Scale 6 and below will be entitled to the agreed local overtime payments, where approved, for additional hours worked in excess of his/her contractual hours outside of the flexi scheme, where appropriate, except where the grading of the post is inclusive of overtime. Employees in posts graded SO1 and above do not normally qualify for overtime payments, unless their overtime working has been authorised and planned for a particular purpose over a specified period. Overtime of less than half an hour on any day shall not rank for payment. Overtime payments are normally made one month in arrears. Revised: September 2010 Page: 25
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Employee Handbook (2884KB) - Scarborough Borough Council

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