To respond to queries at the first-point-of-contact by provision of a dedicated HR duty system.

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "To respond to queries at the first-point-of-contact by provision of a dedicated HR duty system."

Transcription

1 Human Resources HR casework service Our HR service offers extensive, practical, cost-effective solutions to meet schools needs. Competitively-priced, our service offers a supportive partnership with the shared objective of maximising schools effectiveness and pupils achievement. Our HR team has extensive experience of dealing with a wide range of HR issues and interventions with schools, and is able to provide holistic and flexible HR support to meet your school s needs. Our service offers: HR duty casework service HR casework and employee relations Objectives of our comprehensive HR service: To respond to queries at the first-point-of-contact by provision of a dedicated HR duty system. To support schools leaders with complex casework and HR topics with dedicated and experienced school-facing HR caseworkers. HR duty casework service Our service objectives are to ensure that head teachers and other school leaders have clear and recognised access points for obtaining information and guidance on a range of HR services. This service provides professional front-line advice, support and guidance at an operational level and maintains high levels of query resolution at first point of contact. The Duty Officer provides both first tier and specialist knowledge and advice on a range of HR topics including: Managing recruitment and appointments processes, including the use of temporary contracts, appropriate salary ranges, the exercise of governing bodies discretions in pay determination, advice on drawing up a school pay policy, writing job descriptions and person specifications Managing performance general advice on the appropriateness of the formal procedures to individual cases, including conduct, capability, attendance, performance management and reward processes Managing performance advice about conducting investigations, the preparation of a case, and content of letters Schools Choice Endeavour House 8 Russell Road Ipswich Suffolk IP1 2BX Page 1 of 8

2 Immediate advice in cases of clear allegations of misconduct, including advice about suspension where appropriate Managing employee complaints, including formal grievances and allegations of harassment and bullying Advice on the use of mediation as a way to resolve employee complaints, including access to trained and accredited ACAS mediators Managing change, including making variations to contracts, and managing staff reductions and formal redundancy processes Managing exits, including retirements and resignations Advice on managing allegations involving child protection, including referral to Suffolk Safeguarding policies and procedures Advice on Conditions of Service for teaching and support staff, including working time, sickness, maternity, paternity, adoption leave, etc Advice on the use of HR policies and procedures Advice in collective disputes involving trades unions at a school (where a formal meeting is required, an HR Caseworker will attend where necessary) Advice on employment law and good practice, particularly in respect of equal opportunities, time off for trade union and public duties, working time regulations, leave of absence Employee Relations advice HR casework and employee relations Our HR casework team is made up of qualified and experienced HR professionals who can provide technical and specialised advice and support to school leaders in a broad variety of situations. Our objective is to deliver an effective employee relations service that meets the needs of both the school and its employees. Our HR casework and employee relations service offers: Casework advice and support relating to discipline/conduct, grievance, capability, harassment and ill health cases, including advice and support in handling investigations, preparation of a case and drafting letters Advice on the use of mediation as a way to resolve employee complaints, including access to trained and accredited ACAS mediators Attendance at any formal hearing, including where dismissal may be an outcome, and providing procedural and technical advice on the conduct of the hearing Schools Choice Endeavour House 8 Russell Road Ipswich Suffolk IP1 2BX Page 2 of 8

3 Advice and support in managing staffing reductions, including compliance with organisational and statutory duties and attendance at meetings of committees in connection with any selection for dismissal Attendance at formal consultative meetings with employees and trades union representatives Drafting letters to employees and trades union representatives Advice and support to governing bodies in the event of an appeal to an Employment Tribunal by an employee dismissed, where the school has follow HR casework advice Provision of information to individual employees about possible amounts of compensatory benefits which might be available to them in cases of redundancy and/or premature retirement Access to legal advice (quoted and charged for separately depending on complexity and requirements) Advice about performance management processes and pay decisions for all staff this is also available from the duty caseworker, for general advice and information Review and development of employee terms and conditions and employment policies to ensure compliance with relevant legislation, best practice and statutory guidance Provision of employee relations support on client projects such as restructuring and TUPE Advice on employment law and good employment practice, particularly in respect of equality of opportunity, time off for trade union and public duties, work time regulations, leave of absence Support and advice in collective disputes involving trades unions at the school, including attendance formal meetings where appropriate Advice on a range of diversity issues. Please note our HR service does not include the following: Ordinarily, undertaking of investigations, as this is the responsibility of the school. HR will provide technical and procedural advice and can support the investigator throughout the process to build understanding and capacity. However, schools can buy on a pay as you use basis our Investigating Officer Service. (Please see separate service descriptions.) Schools Choice Endeavour House 8 Russell Road Ipswich Suffolk IP1 2BX Page 3 of 8

4 Attendance at selection interviews. Schools have the delegated authority to make their own selection decisions. General advice about advertising is available from the Advertising Team. Advice about job descriptions, contracts and conditions of service is available from the Schools Choice HR Duty Casework Service. Undertaking of comprehensive support staff structure reviews; this is the responsibility of the school. Schools responsibilities A service such as HR can only function if all parties play their part in its delivery. It is expected that schools will disclose all relevant information to the caseworker dealing with the case and give a full and open account of all the circumstances surrounding the individual case or collective dispute. Local authorities retain a number of important statutory functions in respect of the employment of people, especially in Community, Voluntary Controlled, Community Special and (for Support Staff) Church of England Voluntary Aided schools where it remains the employer in law. These functions are integrated with our services to schools to avoid duplication of tasks and to discharge the shared responsibility between schools and local authorities for employment matters in the most economical way. Conditions and volumetrics: The service operating hours are Monday to Friday 8.30am 5pm with facility out of hours The HR service will be available throughout the year, excluding bank holidays, and is not restricted to term-time The HR duty caseworker service will not be available for a maximum of 9 days in any one academic year to allow for essential training and development of the HR Team. Dates will be published and schools will be reminded nearer the time It is intended to provide service levels as detailed below and maintain minimum service provision whenever possible. Service provision, however, will be flexed according to customer demand. Availability The HR service is available to all maintained schools, academies, free schools and independent schools. Schools Choice HR Services is also expanding its work with organisations in many other fields of work. Services linked with our HR service In addition to Schools Choice HR Service, there are other teams that have regular contact with schools, including Advertising and Pensions and Payroll. Schools Choice Endeavour House 8 Russell Road Ipswich Suffolk IP1 2BX Page 4 of 8

5 Payroll and Pensions Payroll and Pensions services are not currently part of our HR service, but are closely linked, because much data is common to both services there are considerable economies if both services are taken together. Reflecting these economies, there are additional charges if the two services are not taken together. If the Payroll and Pensions service is not taken it will still be necessary to feed data into the county system at year end for Income Tax, National Insurance and pension scheme accounting/reporting purposes. Learning and Improvement Service There are also links between our HR service and the Learning and Improvement Service (LIS), mainly relating to advice at appointment (including headships), capability matters and staffing structures. The Schools Choice HR Service cannot provide advice on the substantive aspects of teachers professional competence, or management of the curriculum. Equally, LIS cannot provide procedural advice on disciplinary and capability matters, or advise on conditions of service, contractual or employment law issues. Where schools subscribe to both the Schools Choice HR Service and services from LIS, they will benefit from a co-ordinated approach to a range of HR-related matters. The advice of the Director for Children and Young People Community, Voluntary Controlled, Community Special and (for Support Staff) Church of England Voluntary Aided schools must seek the advice of the Director for Children and Young People in respect of specified employment decisions. These include appointments (especially headship appointments), and the determination that any employee shall cease to work at the school. Schools will also require advice and guidance on a much broader range of employment matters arising from both statutory requirements of education and employment legislation and the demands of case law. Suffolk schools that subscribe to our HR service will receive the advice of the Director for Children and Young People through the service. Provided that those schools follow the County Council s employment policies and practices, and both seek and follow the advice given through our HR service in reaching employment decisions, costs of compensation and associated costs arising from successful complaints to an Employment Tribunal will not be charged to an individual school s budget. Foundation and (for Teaching Staff) Church of England Voluntary Aided schools may agree to accord advisory rights to the Director for Children and Young People. Subscribing to our HR service will secure the same support for such schools as that provided to Community and Controlled schools. Schools Choice Endeavour House 8 Russell Road Ipswich Suffolk IP1 2BX Page 5 of 8

6 Schools not using our service Schools not subscribing to our HR service will need to continue to provide information to the local authority to enable it to fulfil its statutory obligations. The anticipated requirements for the provision of information are set out within each service description. Specifically for recruitment, including advertising, schools not subscribing must ensure that: All statutory requirements to advertise posts are met. The 2009 Regulations specify that the governing body must advertise the vacancy or post in such manner as it considers appropriate, unless it has good reason not to The Local Authority is provided with the shortlist for headship appointments in reasonable time before candidates are invited for interview, to enable him/her to object to any candidate short-listed, and that the Local Authority is invited to attend headship interviews. Advertisements do not contravene relevant legislation relating to equality of opportunity. Conditions of service offered are within the discretions available to school governing bodies. Specifically for appointments, schools not subscribing must ensure that: A check is conducted to ensure that all appointees new to the County Council have a right to work in the UK under the terms of the Immigration, Asylum Nationality Act 2006 (or successor legislation) Other pre-employment checks, including those detailed in the safer recruitment document Keeping children safe in education (or its successor), are undertaken Appointment documentation conforms with all statutory and contractual requirements The LA is provided with a copy of appointment documentation issued and personal details of each new employee or contractual change in order to set up or amend a shadow record. Employees receive appropriate information about their right to join (or remain in membership of an appropriate pension scheme (including information about pension auto-enrolment). Schools Choice Endeavour House 8 Russell Road Ipswich Suffolk IP1 2BX Page 6 of 8

7 An employee record is set up and up-to-date for each employee, including the school s Single Central Record as required by the DfE and Ofsted. Payroll arrangements are made to ensure that the employee is paid at the appropriate rate. Specifically in relation to conditions of service, casework management and employment law, schools not subscribing must ensure that: They have access to a source of information and advice about national and local conditions of service and the common interpretation of the relevant conditions. They have access to an appropriate source of medical advice and information to support the management of absence due to ill health, including in relation to ill health retirement (schools not subscribing to the HR Casework Service will not be able to benefit from the preferential rates for occupational health services as negotiated by the council and made available through Schools Choice). They do not act in breach of an employee s contract of employment, thereby giving rise to a claim of constructive dismissal. Keep copies of relevant collective agreements available for employees to consult on demand. They adopt formal employment policies and procedures which conform to statutory requirements. They conform to the Secretary of State s requirements in respect of the operation of capability procedures. The Local Authority is informed of the suspension of any employee by the headteacher or Chair of Governors. An appropriate officer of the Local Authority is invited to attend any meetings of the governing body, or any committee, that is considering a determination that an employee shall cease to work at the school The Department for Education, the National College for Teaching and Leadership, and in certain circumstances, the Disclosure and Barring Service are informed in cases where a teacher is dismissed, or would have been dismissed had s/he not resigned. Specifically for managing staff reductions, schools not subscribing must ensure that: They have a suitable source of professional advice which they should consult before starting to effect a reduction in staffing. They should also have a source of advice on the relevant regulations governing benefits to employees and the Local Authority s policy. Schools Choice Endeavour House 8 Russell Road Ipswich Suffolk IP1 2BX Page 7 of 8

8 They notify the Local Authority of any proposals to reduce staffing by declaring a redundancy situation and invite a representative of the Local Authority to attend any meetings of the governing body or its committees convened to consider such proposals. Please note A representative of the Director for Children and Young People at his/her discretion, may attend any such meetings at Community, Voluntary Controlled, Community Special and (for Support Staff) Church of England Voluntary Aided schools. Specifically in relation to teachers pensions, schools not subscribing must ensure that: They have an alternative source of guidance on pensions issues generally. Schools Choice Endeavour House 8 Russell Road Ipswich Suffolk IP1 2BX Page 8 of 8

HR Service Level Agreement 2013 / 14

HR Service Level Agreement 2013 / 14 HR Service Level Agreement 2013 / 14 Why use City of York Council HR Service There are a number of reasons why you should choose to work with the York HR Service: HR understands education and can apply

More information

HR and Payroll Service Appendix A

HR and Payroll Service Appendix A HR and Payroll Service Appendix A Recruitment Administration Vacancy placement: Process requests to place adverts in publications as specified by the school School Responsibilities Promptly furnish Capita

More information

HR Advice and Development (Academies)

HR Advice and Development (Academies) HR Advice and Development (Academies) Service Level Agreement 2016/17 Introduction from Service Lead Dear Headteacher, Chair of Governors and School Business Manager Welcome to the Service Schedule for

More information

HUMAN RESOURCES SERVICES SERVICE LEVEL AGREEMENT

HUMAN RESOURCES SERVICES SERVICE LEVEL AGREEMENT HUMAN RESOURCES SERVICES SERVICE LEVEL AGREEMENT (Schools) 1 April 2008-31 March 2011 HUMAN RESOURCES SERVICES TO SCHOOLS 1. INTRODUCTION CONTENTS 1.1 Status of Agreement 3 1.2 Standard Conditions 3 1.3

More information

SCHOOLS SERVICE LEVEL AGREEMENT Human Resources and Payroll Services 2013-2015

SCHOOLS SERVICE LEVEL AGREEMENT Human Resources and Payroll Services 2013-2015 SCHOOLS SERVICE LEVEL AGREEMENT Human Resources and Payroll Services 2013-2015 Expert and professional HR advice Highly trained staff experienced in supporting schools with wide-ranging people management

More information

P206a Model Pay Policy. Contents

P206a Model Pay Policy. Contents Contents Part 1 Introduction 1. Introduction 2. Staff pay 3. Managing your school s pay policy 4. Principles of the pay policy 5. Roles and responsibilities 6. Operational decisions 7. School budget 8.

More information

Guidance on managing staff employment in schools. This guidance is intended for: Governors Head Teachers Local Authorities

Guidance on managing staff employment in schools. This guidance is intended for: Governors Head Teachers Local Authorities Guidance on managing staff employment in schools This guidance is intended for: Governors Head Teachers Local Authorities Contents Chapter 1: Introduction 06 Chapter 2: Delegation of authority by the

More information

Human Resources Frequently Asked Questions

Human Resources Frequently Asked Questions Human Resources Frequently Asked Questions These FAQ s have been developed and agreed with union officials and county councillors and are in use currently for the SOR project ongoing in other parts of

More information

TUPE: Frequently Asked Questions For Schools becoming an Academy

TUPE: Frequently Asked Questions For Schools becoming an Academy TUPE: Frequently Asked Questions For Schools becoming an Academy 1. PURPOSE This document is for Governors, Head Teachers and staff of schools who have received the Academy Order from the Department for

More information

Job Application Pack. Senior HR Adviser. August 2015

Job Application Pack. Senior HR Adviser. August 2015 Job Application Pack Senior HR Adviser August 2015 Dear Applicant August 2015 Senior HR Adviser We are currently seeking to appoint a Senior HR Adviser, who will be contracted to work from home and the

More information

FREQUENTLY ASKED QUESTIONS TUPE

FREQUENTLY ASKED QUESTIONS TUPE FREQUENTLY ASKED QUESTIONS TUPE DATE: 25 th July 2014 VERSION: 4 AUTHORS: HR ADVISORY NUMBER QUESTION ANSWER 1 What is TUPE? TUPE is an abbreviation for the Transfer of Undertakings (Protection of Employment)

More information

Ealing Council HR Service to Schools 2013 / 14

Ealing Council HR Service to Schools 2013 / 14 Ealing Council HR Service to Schools 2013 / 14 Human Resources & Organisational Development Welcome The Ealing Schools HR Consultancy Team has been supporting Ealing Schools on all aspects of human resources

More information

BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE

BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE Version 2 Page 1 of 16 Revised June 2012 BUCKINGHAMSHIRE COUNTY COUNCIL GRIEVANCE POLICY AND PROCEDURE FOR SCHOOLS 1. Introduction

More information

Redundancy & Redeployment Policy. Transformation & Human Resources

Redundancy & Redeployment Policy. Transformation & Human Resources Redundancy & Redeployment Policy Transformation & Human Resources Issued by HR Policy Team Effective from REDUNDANCY AND REDEPLOYMENT POLICY 1 General Principles Purpose 1.1 The purpose of the policy is

More information

TUPE POLICY AND PROCEDURE FOR SCHOOLS / ACADEMIES

TUPE POLICY AND PROCEDURE FOR SCHOOLS / ACADEMIES BRINKWORTH EARL DANBY S CE PRIMARY SCHOOL Serving the communities of Brinkworth and Dauntsey VISION Believe to Achieve! To provide a secure, happy and stimulating learning environment in which EVERYONE

More information

Wiltshire Council Human Resources. Improving Work Performance Policy and Procedure

Wiltshire Council Human Resources. Improving Work Performance Policy and Procedure Wiltshire Council Human Resources Improving Work Performance Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?

More information

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY 1 st September 2012 THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY Effective Date 1 st SEPTEMBER 2012 V2_120509 Page 1 of 24 1 st April 2012 Summary of Procedure Procedural Stage Action By 1-3 Establish

More information

SOUTHWEST ONE HR SERVICES

SOUTHWEST ONE HR SERVICES Somerset Services to Education Providers 2015-2016 SOUTHWEST ONE HR SERVICES Service Provider: Southwest One Service Category: Maintained Schools - Chargeable Contact: HR Admin and Payroll Services (HRAPS)

More information

TAUHEEDUL EDUCATION TRUST

TAUHEEDUL EDUCATION TRUST TAUHEEDUL EDUCATION TRUST JOB DESCRIPTION Job Title: Base: Head of Human Resources Tauheedul Education Trust Central Office Reports to: Chief Executive Grade: TSM4 Sc 54-59 Staff Responsibility for: As

More information

CWA Academy Trust Pay Policy. Policy for: Teacher Pay

CWA Academy Trust Pay Policy. Policy for: Teacher Pay Policy for: Teacher Pay Author: Craig Morrison, Principal, KLA Date: 15 th July 2013 (v4 20 th December 2013) Checked by: David Pomfret Date of Board Approval: 13 th February 2014 Signatories: Review date:

More information

FILING OF PERSONAL RECORDS IN SCHOOL

FILING OF PERSONAL RECORDS IN SCHOOL FILING OF PERSONAL RECORDS IN SCHOOL Responsible Committee: Every Three Years Governing Body Ratified by Governors: October 2014 Review date: October 2016 Safeguarding Health & Safety Financial Equalities

More information

LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES

LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES HR Service Effective from 1 April 2010 (AS AGREED BY GENERAL PURPOSES COMMITTEE JANUARY 2010) 1 REDEPLOYMENT AND SALARY PROTECTION

More information

HR Services to Schools

HR Services to Schools Central Bedfordshire Council www.centralbedfordshire.gov.uk HR Services to Schools Statutory Service Pack - 2012 Contents Introduction Page 3 Overview of statutory responsibilities Page 4 Frequently asked

More information

Questions and Answers raised in initial consultation with parents and staff

Questions and Answers raised in initial consultation with parents and staff Questions and Answers raised in initial consultation with parents and staff THE BASICS Q. What is a Foundation school? A. A Foundation school is a self-governing school that owns its assets, employs its

More information

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:

More information

DISCIPLINE (Ordinance Policy)

DISCIPLINE (Ordinance Policy) UNIVERSITY OF LEICESTER ORDINANCE DISCIPLINE (Ordinance Policy) For use in: For use by: Owner All Divisions/Schools/Departments/Colleges of the University All University employees Staffing Policy Committee

More information

BISHOP WORDSWORTH S SCHOOL REDUNDANCY PROCEDURE

BISHOP WORDSWORTH S SCHOOL REDUNDANCY PROCEDURE BISHOP WORDSWORTH S SCHOOL REDUNDANCY PROCEDURE INTRODUCTION 1. The Governing Body seeks to ensure, as far as possible, security of employment for employees by forward planning. However, it is recognised

More information

Human Resources. Services to Schools and Academies 2013/2014. Service Level Agreement

Human Resources. Services to Schools and Academies 2013/2014. Service Level Agreement Human Resources Services to Schools and Academies 2013/2014 Service Level Agreement Welcome I am pleased to be able to offer schools and academies the opportunity to purchase a full range of HR services

More information

PAY POLICY. Contents. Reviewed Spring We want our pupils to:

PAY POLICY. Contents. Reviewed Spring We want our pupils to: Page 1 of 13 We want our pupils to: PAY POLICY Be eager, excited, curious and engaged in learning. Have a sense of self and are happy, confident and emotionally healthy. Be able to co-operate and communicate

More information

Human Resources (HR) Price List Lisa Hanlon and Elizabeth Yourell, HR Consultancy Team 2015 2016

Human Resources (HR) Price List Lisa Hanlon and Elizabeth Yourell, HR Consultancy Team 2015 2016 1 Human Resources (HR) Price List Lisa Hanlon and Elizabeth Yourell, HR Consultancy Team 2015 2016 * All following prices are subject to change and travel expenses outside of the West Midlands charged

More information

Head of Human Resources Change Director 31,777-35,958 36 hours net 11 months fixed term contract (Maternity Cover)

Head of Human Resources Change Director 31,777-35,958 36 hours net 11 months fixed term contract (Maternity Cover) JOB DESCRIPTION Job Title Department Reports to Director of Division Salary Range Hours Term Human Resources Advisor Human Resources Head of Human Resources Change Director 31,777-35,958 36 hours net 11

More information

CONDUCT & DISCIPLINE POLICY & PROCEDURE

CONDUCT & DISCIPLINE POLICY & PROCEDURE CONDUCT & DISCIPLINE POLICY & PROCEDURE This policy and procedure is a copy of BCC s Conduct and Discipline (3 rd May 2014). Audience All Staff & Governors Date for renewal/updates/review May 2017 Named

More information

OXFORD CITY COUNCIL. Chief Executive Executive Director: Peter Sloman. Human Resources. FURTHER PARTICULARS FOR THE POST OF Human Resources Manager:

OXFORD CITY COUNCIL. Chief Executive Executive Director: Peter Sloman. Human Resources. FURTHER PARTICULARS FOR THE POST OF Human Resources Manager: OXFORD CITY COUNCIL Chief Executive Executive Director: Peter Sloman Human Resources FURTHER PARTICULARS FOR THE POST OF Human Resources Manager: The specific details of the post are as follows:- GRADE:

More information

Rolls Royce s Corporate Governance ADOPTED BY RESOLUTION OF THE BOARD OF ROLLS ROYCE HOLDINGS PLC ON 16 JANUARY 2015

Rolls Royce s Corporate Governance ADOPTED BY RESOLUTION OF THE BOARD OF ROLLS ROYCE HOLDINGS PLC ON 16 JANUARY 2015 Rolls Royce s Corporate Governance ADOPTED BY RESOLUTION OF THE BOARD OF ROLLS ROYCE HOLDINGS PLC ON 16 JANUARY 2015 Contents INTRODUCTION 2 THE BOARD 3 ROLE OF THE BOARD 5 TERMS OF REFERENCE OF THE NOMINATIONS

More information

CONTENTS. What is long term sickness? Page 2. Keeping in Contact during Absence Page 2. Medical Certificates Page 2

CONTENTS. What is long term sickness? Page 2. Keeping in Contact during Absence Page 2. Medical Certificates Page 2 CONTENTS What is long term sickness? Page 2 Keeping in Contact during Absence Page 2 Medical Certificates Page 2 The Role of the Occupational Health Service Page 2 Access to Health Records Act (1990) Page

More information

Employment law solicitors

Employment law solicitors Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

More information

Disciplinary and dismissal procedures for school staff

Disciplinary and dismissal procedures for school staff Revised guidance for governing bodies Guidance Welsh Assembly Government Circular Date of issue: procedures for school staff Audience Overview Action required Further information Additional copies Governing

More information

CORPUS CHRISTI CATHOLIC ACADEMY TRUST DISCIPLINARY POLICY AND PROCEDURE

CORPUS CHRISTI CATHOLIC ACADEMY TRUST DISCIPLINARY POLICY AND PROCEDURE DEFINITIONS In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings: i. Diocesan Education Service means the education

More information

Managing Staff Sickness/Absence Policy

Managing Staff Sickness/Absence Policy St Peter s Church of England (VC) Primary School Managing Staff Sickness/Absence Policy Introduction The school believes that employee well being at work is fundamental to the delivery of quality services

More information

DISCIPLINARY AND GRIEVANCE ARRANGEMENTS. the disciplinary process: how councils can deal with concerns about employee

DISCIPLINARY AND GRIEVANCE ARRANGEMENTS. the disciplinary process: how councils can deal with concerns about employee Legal Topic Note LTN 22 January 2013 DISCIPLINARY AND GRIEVANCE ARRANGEMENTS 1. This LTN provides guidance on: the disciplinary process: how councils can deal with concerns about employee misconduct or

More information

Schools HR Policy & Procedure Handbook

Schools HR Policy & Procedure Handbook Schools HR Policy & Procedure Handbook Policy for Determining School Leaders Pay (Option 2) This policy has been adopted by the governing body of Ludlow Junior School On 7 th September 2015 Review date:

More information

SHORT LISTING ASSESSMENT. Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N

SHORT LISTING ASSESSMENT. Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N SHORT LISTING ASSESSMENT Job Title: Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N Comments NB - Comments should be made in the case of all candidates, especially those not shortlisted for interview.

More information

Restructure, Redeployment and Redundancy

Restructure, Redeployment and Redundancy Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future

More information

PROCEDURE FOR MANAGING SICKNESS ABSENCE

PROCEDURE FOR MANAGING SICKNESS ABSENCE PROCEDURE FOR MANAGING SICKNESS ABSENCE ORKNEY ISLAND S COUNCIL PROCEDURE FOR MANAGING SICKNESS ABSENCE 1 INTRODUCTION The Council s procedure on the management of sickness absence is outlined below. The

More information

Employment Policies, Procedures & Guidelines for Schools

Employment Policies, Procedures & Guidelines for Schools DEALING WITH ALLEGATIONS OF ABUSE AGAINST TEACHERS, OTHER STAFF AND VOLUNTEERS GUIDANCE FOR LOCAL AUTHORITIES, HEAD TEACHERS, SCHOOL STAFF AND GOVERNING BODIES March 2012 1 ABOUT THIS GUIDANCE This is

More information

Disciplinary and dismissal procedures for school staff

Disciplinary and dismissal procedures for school staff Revised guidance for governing bodies Guidance Welsh Government circular Date of issue: procedures for school staff Audience Overview Action required Further information Additional copies Status of documents

More information

In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings:

In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings: DEFINITIONS In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings: i. Diocesan Schools Commission means the education

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE Content Policy statement 1. Principles 2. Standards 3. Disciplinary procedure 4. Investigation

More information

Recruitment & Selection Policy

Recruitment & Selection Policy Recruitment & Selection Policy Version: 2 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date: Approved by group/committee and Date: Effective

More information

Cardinal Pole Catholic School DISCIPLINARY POLICY AND PROCEDURE

Cardinal Pole Catholic School DISCIPLINARY POLICY AND PROCEDURE DEFINITIONS In this Disciplinary Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings: i. Diocesan Schools Commission means the education

More information

MAYFIELD SCHOOL. Author: Torbay Human Resources [April 2011] Renewed 9 th November 2015

MAYFIELD SCHOOL. Author: Torbay Human Resources [April 2011] Renewed 9 th November 2015 MAYFIELD SCHOOL Policy: TUPE Guidelines for Managers Author: Torbay Human Resources [April 2011] Governors Committee: Leadership Date adopted: 23 rd May 2011 Renewed 9 th November 2015 Next review: Autumn

More information

www.portsmouth.gov.uk Part 3D - Officers' Employment Procedure Rules 1

www.portsmouth.gov.uk Part 3D - Officers' Employment Procedure Rules 1 Part 3D - Officers' Employment Procedure Rules 1 These rules determine procedures to be followed in the recruitment of senior officers of the council and in any disciplinary action which may become necessary

More information

JOB DESCRIPTION WILLINGDON COMMUNITY SCHOOL

JOB DESCRIPTION WILLINGDON COMMUNITY SCHOOL JOB DESCRIPTION WILLINGDON COMMUNITY SCHOOL JOB TITLE: Human Resources Officer (Temporary Maternity Cover) HOURS: Full time post for up to one year (Working 37 hours per week/42 weeks per year) RESPONSIBLE

More information

Advice on trade union facility time. For school leaders, governing bodies, employers and employees in schools

Advice on trade union facility time. For school leaders, governing bodies, employers and employees in schools Advice on trade union facility time For school leaders, governing bodies, employers and employees in schools January 2014 Contents About this departmental advice 3 Expiry or review date 3 Who is this advice

More information

NASUWT/NUT MODEL SCHOOL PAY POLICY

NASUWT/NUT MODEL SCHOOL PAY POLICY NASUWT/NUT MODEL SCHOOL PAY POLICY PURPOSE OF THE MODEL PAY POLICY The NUT and the NASUWT believe that a fair, transparent and consistent pay policy which recognises and rewards teachers as highly skilled

More information

Employer guides: Index of documents

Employer guides: Index of documents Employer guides: Index of documents Employer guides: Index of documents Markel employment law protection policyholders can access a vast selection of employment law fact sheets and precedent documents

More information

PRINCIPAL EMPLOYMENT LAWYER

PRINCIPAL EMPLOYMENT LAWYER Hammersmith & Fulham borough of opportunity PRINCIPAL EMPLOYMENT LAWYER Legal Services Application Pack Information for applicants Politically Restricted Posts Job Description Selection Criteria POLITICALLY

More information

Attendance Management Policy Statement

Attendance Management Policy Statement Attendance Management Policy Statement 1 Attendance Management Policy Statement The Principles of this Managing Staff Attendance Policy..is committed to maintaining the health, safety and welfare of its

More information

SCHOOLS FORUM Agenda Item 10 WEST SUSSEX COUNTY COUNCIL MAINTAINED SCHOOLS EMPLOYMENT SUPPORT SERVICE LEVEL AGREEMENT

SCHOOLS FORUM Agenda Item 10 WEST SUSSEX COUNTY COUNCIL MAINTAINED SCHOOLS EMPLOYMENT SUPPORT SERVICE LEVEL AGREEMENT SCHOOLS FORUM Agenda Item 10 4 TH DECEMBER 2014 WEST SUSSEX COUNTY COUNCIL MAINTAINED SCHOOLS EMPLOYMENT SUPPORT SERVICE LEVEL AGREEMENT REPORT BY THE DIRECTOR OF WORKFORCE, ORGANISATIONAL DEVELOPMENT

More information

REDUCTIONS IN STAFFING FOR SCHOOL STAFF

REDUCTIONS IN STAFFING FOR SCHOOL STAFF REDUCTIONS IN STAFFING FOR SCHOOL STAFF Table of Contents Introduction. 2 Scope 3 Principles. 3 Roles and Responsibilities. 5 Appendix 1: The Procedure 8 The Staffing Complement. 8 Staff Consultation..

More information

Brighton Hill Community School. Staff Absence

Brighton Hill Community School. Staff Absence Staff Absence Contents of this policy: Rationale Purpose Aim GUIDELINES for ABSENCE due to sickness 1. Reporting Procedure 2. Certification Procedures 3. Time off for medical appointments 4. Return to

More information

This policy has been created using the WBC Model Policy Version December 2013.

This policy has been created using the WBC Model Policy Version December 2013. POLICY TITLE: REVISED: January 2013 NEXT REVIEW DATE: Autumn / 2015 APPROVED BY COMMITTEE: Full Governing Body This policy has been created using the WBC Model Policy Version December 2013. Principles

More information

LEAD PROVIDER FRAMEWORK CALL OFF TERMS AND CONDITIONS

LEAD PROVIDER FRAMEWORK CALL OFF TERMS AND CONDITIONS LEAD PROVIDER FRAMEWORK CALL OFF TERMS AND CONDITIONS 1 LEAD PROVIDER FRAMEWORK - CALL OFF TERMS AND CONDITIONS - SUMMARY Where an Order Form is issued by the Authority that refers to the Framework Agreement,

More information

Human Resources Advisor 12 month fixed term contract

Human Resources Advisor 12 month fixed term contract Human Resources Advisor 12 month fixed term contract About the HCPC The Health and Care Professions Council (HCPC) is the regulator of 16 different health and care professions. We were set up to protect

More information

Employment Law Guide

Employment Law Guide Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal

More information

The Transfer of Undertakings (Protection of Employment) Regulations 2006 ( TUPE )

The Transfer of Undertakings (Protection of Employment) Regulations 2006 ( TUPE ) The Transfer of Undertakings (Protection of Employment) Regulations 2006 ( TUPE ) what is TUPE? Prior to 1981 employees were afforded little protection when their employer changed as a result of the sale

More information

MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013

MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013 MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013 The Academy Board of Washwood Heath Academy adopted this procedure on 8 October 2013 and it will be reviewed on annually Washwood Heath

More information

JOB DESCRIPTION. To work flexibly and contribute to continuous improvement of services provided by the Department.

JOB DESCRIPTION. To work flexibly and contribute to continuous improvement of services provided by the Department. JOB DESCRIPTION Post Title: Employer: Responsible To: HR Advisor [Maternity Cover] Hafod Corporate Services Ltd Head of HR MAIN OBJECTIVES OF THE POST To support the Head of HR in providing a proactive,

More information

Secondment. Managing People. Secondment Fife Council May 2008 1 TE12 CONTENTS. Tracking Secondments 5. 1. What is a Secondment? 2

Secondment. Managing People. Secondment Fife Council May 2008 1 TE12 CONTENTS. Tracking Secondments 5. 1. What is a Secondment? 2 G u i d e l i n e s CONTENTS 1. What is a? 2 Definition 2 Identifying a Opportunity 2 Terms of Employment 2 2. Application for 2 Temporary Posts 3 Exchange of Employees Scheme 3 3. Before 3 Reaching Agreement

More information

EMPLOYMENT SECURITY AND REDUNDANCY POLICY

EMPLOYMENT SECURITY AND REDUNDANCY POLICY BD 3/2009/103 EMPLOYMENT SECURITY AND REDUNDANCY POLICY Created: September 2009 Page 1 of 12 Contents 1. Introduction and purpose of the policy page 3 2. Measures to preserve employment security page 3

More information

Records Retention and Disposal Schedule. Human Resources Management

Records Retention and Disposal Schedule. Human Resources Management Records Retention and Disposal Schedule Human Resources Management Version control Version Author Policy Approved By Approval Date Publication Date Review Due V 1.0 Information Governance Unit Philip Jones,

More information

CEREDIGION COUNTY COUNCIL - LEARNING SERVICES SERVICE LEVEL AGREEMENT GOVERNOR SUPPORT SERVICES 2016-2017

CEREDIGION COUNTY COUNCIL - LEARNING SERVICES SERVICE LEVEL AGREEMENT GOVERNOR SUPPORT SERVICES 2016-2017 CEREDIGION COUNTY COUNCIL - LEARNING SERVICES SERVICE LEVEL AGREEMENT GOVERNOR SUPPORT SERVICES 2016-2017 1. OVERVIEW AND DESCRIPTION OF THE SERVICE School governors have over the years seen a significant

More information

PROCEDURE Police Staff Discipline. Number: C 0901 Date Published: 9 May 2013

PROCEDURE Police Staff Discipline. Number: C 0901 Date Published: 9 May 2013 1.0 Summary of Changes Amendments to the 1 st bullet point of section 4.5 and the 3 rd, 4 th, 6 th and 7 th bullet point in section 4.8 have been made. Section 4.9 has been removed as the content is now

More information

HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY

HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY GRIEVANCE POLICY Persons Responsible: Headteacher, Personnel Governors. Review Date: May 2014 Distribution: Web Page: Governors and staff. www.headlandsprimary.co.uk

More information

University Hospital Birmingham NHS Foundation Trust

University Hospital Birmingham NHS Foundation Trust University Hospital Birmingham NHS Foundation Trust Board of Directors Executive Appointments and Remuneration Committee Terms of Reference (Approved by the Board of Directors 25022010 v2.0/02 2010) Reference

More information

Business Plan for Strategic Human Resources - March 2012 to 30 September 2013

Business Plan for Strategic Human Resources - March 2012 to 30 September 2013 Business Plan for Strategic Human Resources - March 2012 to 30 September 2013 1. Introduction 1.1 The Service s key responsibilities are to: 1.2 Context Design & deliver people and organisational development

More information

Resource for Governors Human Resource Management

Resource for Governors Human Resource Management The HR/Employment Committee Some governing bodies have established HR or staffing committees to support them. This, however, is by no means universal and, indeed, many such committees are being disbanded

More information

Otley Town Council. Disciplinary Policy. Date Approved: 17 th February 2014 Revision Date:

Otley Town Council. Disciplinary Policy. Date Approved: 17 th February 2014 Revision Date: Otley Town Council Disciplinary Policy Date Approved: 17 th February 2014 Revision Date: OTLEY TOWN COUNCIL DISCIPLINARY POLICY 1.0 Introduction 1.1 This policy is based on and complies with the 2009 ACAS

More information

29. Human Resources Management

29. Human Resources Management 29. Human Resources Management The function of managing the University s workforce and its relationship with individual employees. Employees mean people employed directly by the University either permanently

More information

School HR Policy Last reviewed July 2012 Review date July 2013 Lead person School Business Manager 1

School HR Policy Last reviewed July 2012 Review date July 2013 Lead person School Business Manager 1 School HR Policy Last reviewed July 2012 Review date July 2013 Lead person School Business Manager 1 This document summarises the main HR policies and procedures in place at Queens Park Community School.

More information

Add Academy logo here. Redundancy Policy

Add Academy logo here. Redundancy Policy Add Academy logo here Redundancy Policy 1 Contents Page 1. Introduction... 3 2. Purpose and scope... 3 3. What is meant by redundancy?... 3 4. Consultation... 3 5. Disclosure of information - legal requirements...

More information

REDUNDANCY PROCEDURE 1 POLICY STATEMENT & SCOPE

REDUNDANCY PROCEDURE 1 POLICY STATEMENT & SCOPE REDUNDANCY PROCEDURE 1 POLICY STATEMENT & SCOPE 1.1 Recognising that its employees are its most important resource, The College is committed to maintaining security of employment for all its employees.

More information

VOIP 2000 - HR Direct Fife Council June 2011 Page 1 of 10 MC70

VOIP 2000 - HR Direct Fife Council June 2011 Page 1 of 10 MC70 Managing Workforce Change: Transfer of Undertakings (TUPE) P r o c e d u r e This procedure should be applied where there is a transfer of work from one employer to another. The procedure covers the following

More information

Managers How to Guide.. Redundancy Policy

Managers How to Guide.. Redundancy Policy Managers How to Guide.. Redundancy Policy Policy statement Scope How to use this document Hampshire County Council seeks to maintain security of employment as far as possible. However circumstances may

More information

Managing Change HR Policy and Procedures

Managing Change HR Policy and Procedures Managing Change HR Policy and Procedures Incorporating changes following the review process in September 2012 Issued October 2012 2 Contents Page 1. Scope 3 2. Managing Organisational Change Key Principles

More information

Deanwood Primary School & Children s Centre Managing Sickness Absence Policy (Sept 2011)

Deanwood Primary School & Children s Centre Managing Sickness Absence Policy (Sept 2011) Deanwood Primary School & Children s Centre Managing Sickness Absence Policy (Sept 2011) The Governing Body of Deanwood Primary School adopted this policy in March 2015. Signed by D Giles, Chair of Governors

More information

Model Allegations Management Policy for Knowsley Schools and Education Settings

Model Allegations Management Policy for Knowsley Schools and Education Settings 1 Model Allegations Management Policy for Knowsley Schools and Education Settings July 2015 Introduction 1. All schools and education settings have a duty to promote and safeguard the welfare of children

More information

Employment Policies, Procedures & Guidelines for Schools

Employment Policies, Procedures & Guidelines for Schools DEALING WITH ALLEGATIONS OF ABUSE AGAINST TEACHERS, OTHER STAFF AND VOLUNTEERS GUIDANCE FOR LOCAL AUTHORITIES, HEAD TEACHERS, SCHOOL STAFF AND GOVERNING BODIES July 2014 1 ABOUT THIS GUIDANCE This is statutory

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Providing a Clear Framework to Help Promote Good Employment Relations Disciplinary rules and procedures provide guidance to employees on the standards and conduct expected

More information

Wootton Academy Trust

Wootton Academy Trust Wootton Academy Trust Managing Sickness Absence Policy a) This policy applies to all schools managed by Wootton Academy Trust b) This policy was adopted by Wootton Academy Trust in September 2014 c) This

More information

Disciplinary Policy for Schools

Disciplinary Policy for Schools for Schools 2 July 2014 Contents 1 Introduction... 1 1.1 What is the policy about?... 1 1.2 Who does the policy apply to?... 1 1.3 Core Principles... 1 1.3.1 Misconduct... 1 1.3.2 Gross misconduct... 2

More information

SOLIHULL METROPOLITAN BOROUGH COUNCIL. Sickness Absence Management

SOLIHULL METROPOLITAN BOROUGH COUNCIL. Sickness Absence Management SOLIHULL METROPOLITAN BOROUGH COUNCIL Sickness Absence Management 1 SICKNESS ABSENCE MANAGEMENT What does this procedure cover? Page 1. Introduction 3 2. Scope of Policy 3 3. Policy Statement 3 4. Principles

More information

PAYROLL & PENSIONS. Sunderland City Council Payroll and Pension service currently use SAP HCM (HR and Payroll) system.

PAYROLL & PENSIONS. Sunderland City Council Payroll and Pension service currently use SAP HCM (HR and Payroll) system. Service Area Name: PAYROLL & PENSIONS Services to Schools and Academies Account Manager: Name: Tracy Palmer Position: Head of HR Management Contact Number: 0191 561 1722 Email: tracy.plamer@sunderland.gov.uk

More information

Legal advice and professional help

Legal advice and professional help - 1 - Legal advice and professional help This document provides information on ATL s legal services for members and their families. 1 Advice from the experts 1 ATL provides expert legal advice and representation

More information

Core HR Team: Service Level Agreement (May 2013)

Core HR Team: Service Level Agreement (May 2013) Core HR Team: Service Level Agreement (May 2013) This agreement covers the Core HR Team s commitment to you for the following areas. A detailed summary of each can be found in Appendix A. 1. Employment

More information

Employment Law Guide for Employees

Employment Law Guide for Employees Agency Workers The Agency Workers Regulations 2010 S12010/93 came into effect on 01 October 2010. The regulations introduce a number of rights for temporary agency workers in the UK relating to their basic

More information

Recruitment and Selection Procedure

Recruitment and Selection Procedure Recruitment and Selection Procedure INTRODUCTION The College aims to attract, select and retain the best candidate to any given vacancy within the college. The College is committed to safeguarding and

More information

Management of Excess Teaching Service

Management of Excess Teaching Service Management of Excess Teaching Service Last updated 6 August 2015 MANAGEMENT OF EXCESS TEACHING SERVICE CONTENTS PAGE OVERVIEW... 2 CONSULTATION... 3 IDENTIFICATION... 5 REDEPLOYMENT/CAREER TRANSITION SUPPORT...

More information

Brasenose College Policy Redundancy (Non Academic Employees) Approved by Governing Body on 30 November 2011

Brasenose College Policy Redundancy (Non Academic Employees) Approved by Governing Body on 30 November 2011 Brasenose College Policy Redundancy (Non Academic Employees) Approved by Governing Body on 30 November 2011 Introduction Purpose and Scope This policy is applicable to all permanent employees that are

More information

Management of Absence Policy for all School Based Staff

Management of Absence Policy for all School Based Staff City and County of Swansea Education Department Management of Absence Policy for all School Based Staff Sickness absence management policy and procedure The following policy and procedure is provided for

More information