outline of terms and conditions of service · web viewpart-time working and job sharing are...

1. Hours of Work

Outline of Terms and

Conditions of Employment

Bank Care Assistant

Project & PST

NCHACommitted to

Managing and Developing our staff effectively

Bank Care Assistants are employed on a zero hour’s contract. The nature of Bank work means that there may be periods when no suitable work is available, and offers of work are not guaranteed.

Your working hours will be defined by the assignments you carry out, up to a maximum average of 48 hours per week in accordance with Working Time Regulations.

2. Pay

The rate of your remuneration for each hour worked is:

Training Rate - National Minimum WagePayable for all hours spent on training at any time, including the Standard Induction Period.

Commencement Rate - £6.30Payable for all hours worked during the first 12 months of employment, subject to successful completion of the Probationary Period and Standard Induction Period.

Competent Rate - £6.55Payable for all hours worked following successful completion of the first 12 months of service.

Advanced Rate - £6.85Payable for all hours worked after successfully demonstrating the objectives and competencies required (usually 24 - 36 months).

Enhanced rates of pay will be paid for waking nights, Christmas Day and New Years Day. Payment at the current applicable rate is also made for Sleeping-In duties where applicable.

Payments will be made monthly in arrears on or around the 15th of each month.

Travel Time Between Appointments (where applicable)An additional payment of 10% of the total basic hourly rate paid per month will be paid to compensate for the time spent travelling between visits.

3. Leave EntitlementBank Care Assistants are entitled to the statutory minimum annual leave entitlement, which will be accrued up to the current maximum entitlement based on the hours worked.

Bank Care Assistants are also entitled to receive Statutory Leave and Pay for Maternity, Paternity and Adoption providing they meet the relevant statutory criteria.

4. Sickness AbsenceBank Care Assistants absent from work due to sickness or injury must produce a sickness certificate, and provided that they meet the relevant statutory criteria, will receive Statutory Sick Pay.

5. Termination of Employment(i) The period of notice given by the Association is one week, if continuous employment is less than two years. Thereafter, one week's notice for each year of continuous employment is given.

(ii) The minimum period of notice that Bank Care Assistants are required to give the Association is one week after one month's continuous employment. Notice must be given in writing to the relevant Line Manager to be effective.

6. BenefitsYou are entitled to join NCHA’s Pension Scheme, subject to a qualifying period.

7. VettingEmployment to the post of Bank Care Assistants is subject to the receipt of two references, a Criminal Records Bureau check and an Occupational Health assessment which are satisfactory to NCHA.

8. Other Terms & ConditionsThe Association recognises the right for all staff to join a Trade Union and staff are covered by a joint union recognition agreement with UNISON and UNITE THE UNION. The Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of service, which are governed by, and may be affected by, this collective agreement.

There are written Grievance, Disciplinary and Dismissal procedures, a Code of Conduct and an Expected Standards of Behaviour policy. The Financial Regulations detail the restrictions placed on employees relating to conflict of interest and purchase of goods and services.

This is only a summary of the Terms and Conditions of Service included in the Bank Staff Handbook to which reference should be made for full details of policies and procedures.

Further information may be obtained from the HR Department (Tel: 0845 650 1205).

1. Hours of Work



Bank Support Workers

Project & PST

NCHACommitted to


Bank Support Workers are employed on a zero hour’s contract. The nature of Bank work means that there may be periods when no suitable work is available, and offers of work are not guaranteed.

Your working hours will be defined by the assignments you carry out, up to a maximum average of 48 hours per week in accordance with Working Time Regulations.

2. Pay

The rate of your remuneration for each hour worked is:

Training Rate - National Minimum WagePayable for all hours spent on training at any time, including the Standard Induction Period.

Commencement Rate - £7.09Payable for all hours worked during the first 12 months of employment, subject to successful completion of the Probationary Period and Standard Induction Period

Competent Rate - £7.40Payable for all hours worked following successful completion of the first 12 months of service.

Special Rate - £7.82Payable for all hours worked in Registered Care Homes, subject to specific criteria. Subject to operational requirements only.

Enhanced rates of pay will be paid for waking nights, Christmas Day and New Years Day. Payment at the current applicable rate is also made for Sleeping-In duties where applicable.


Travel Time Between Appointments (where applicable)An additional payment of 10% of the total basic hourly rate paid per month will be paid to compensate for the time spent travelling between visits.

3. Probationary PeriodWhen appointed Bank Support Workers are required to meet agreed standards of performance in order to successfully complete a four month probationary period in order to have their appointment confirmed. The probationary period includes completion of the HWCS Core Induction Programme, the Induction Work-book and assessed as competent.

4. Leave Entitlement

Bank Support Workers are entitled to the statutory minimum annual leave entitlement, which will be accrued up to the current maximum entitlement based on the hours worked.

Bank Support Workers are also entitled to receive Statutory Leave and Pay for Maternity, Paternity and Adoption providing they meet the relevant statutory criteria.

5. Sickness Absence

Bank Support Workers absent from work due to sickness or injury must produce a sickness certificate, and provided that they meet the relevant statutory criteria, will receive Statutory Sick Pay.

6. Termination of Employment

(i) The period of notice given by the Association is one week, if continuous employment is less than two years. Thereafter, one week's notice for each year of continuous employment is given.

(ii) The minimum period of notice that Bank Support Workers are required to give the Association is one week after one month's continuous employment. Notice must be given in writing to the relevant Line Manager to be effective.

7. Benefits

You are entitled to join NCHA’s Pension Scheme, subject to a qualifying period.

8. Vetting

Employment to the post of Bank Support Worker is subject to the receipt of two references, a Criminal Records Bureau check and an Occupational Health assessment which are satisfactory to NCHA.

9. Other Terms & Conditions

The Association recognises the right for all staff to join a Trade Union and staff are covered by a joint union recognition agreement with UNISON and UNITE THE UNION. The Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of service, which are governed by, and may be affected by, this collective agreement.


This is only a summary of the Terms and Conditions of Service included in the Bank Staff Handbook to which reference should be made for full details of policies and procedures.


1.Hours of Work and Working Pattern



Direct Maintenance

ServicesTeam

Committed to Managing and

Developing our staff effectively

Normal working hours are based on a 39 hour week, worked Monday to Friday between the hours of 8am and 6pm with occasional early evening and Saturday working. There is some flexibility possible in daily working hours, depending on operational requirements and customer service delivery standards. It is a requirement that employees have a minimum of a 30 minute daily rest period/lunch break.

Attendance at the Nottingham office base will be required on a weekly basis when the schedule of appointments will be issued; further appointments may be issued by phone. In addition, there may be the requirement to take part in a rota for out-of-hours call-outs (for which additional payments are made).

Including time spent on call-outs, employees must not exceed an average of 48 working hours a week in total, averaged over a seventeen week period. Any excess working hours will not be paid.

Accurate records of hours worked must be submitted and authorised in accordance with agreed procedures.

2.Pay

Direct Maintenance Services employees are currently employed on fixed point salary scales, which are reviewed annually and a cost of living award may be paid on 1st April.

Salaries are normally paid monthly directly into employees' bank accounts on or around the 15th of each month, with payment being made approximately two weeks in advance and two weeks in arrears. Any additional authorised payments for out of hours call-outs etc. are paid monthly in arrears.

3. Leave Entitlement

Annual holiday entitlement for new staff is 28.5 days rising to 30.5 days after 5 years service. All staff have 8 additional/lieu days in respect of bank holidays. For office based staff, these days are as follows:Xmas Day, Boxing Day, New Years Day, Good Friday, Easter Monday, May Day Bank Holiday, Late Spring Bank Holiday and Late Summer (August) Bank Holiday.

Maternity leave allows for absence up to a period of 52 weeks maternity leave regardless of length of service. A pregnant employee may also be entitled to Maternity Allowance, or to Statutory Maternity Pay and also to additional Occupational Maternity Pay, depending on her length of service.

Employees are entitled to two weeks Statutory Paternity Leave and Paternity Pay, subject to certain conditions.

The Association also has leave policies covering Domestic, Compassionate, Public Duties and Unpaid Leave.

4. Sickness Absence

NCHA has a sick pay scheme which is related to employees’ length of service and allows for up to 6 months full pay and 6 months half pay after 5 years service. Sick pay is not paid to employees within their probationary period (usually 6 months). All employees are required to self certificate from their first day of sickness absence and obtain doctors/medical certificates as required. Sickness absence is monitored by managers.

5. Recruitment and Selection

The Association has an Equal Opportunities in Employment Policy which normally results in all vacant posts being advertised internally and externally. The purpose of NCHA’s Recruitment Procedure is to ensure a fair selection process. The procedure is based on best current practice in Equal Opportunities selection policies and the needs of the Association to recruit staff who are effective employees.

In order to fulfil these criteria, NCHA’s Recruitment Procedure includes co-ordination and administration by the Personnel Section, agreed Job Specifications which are regularly reviewed and a trained selection panel which is responsible for all stages of the Recruitment and Selection process.

Advertisements clearly state NCHA’s commitment to Equal Opportunities and advertising in the media is aimed at a wide penetration of all sections of the local/national community. We provide comprehensive information packs, which include a standard application form, which is non-discriminatory and has clear instructions for its completion, and an outline of Terms and Conditions of Service for all applicants. Short-

listing is based on applicants’ apparent capability to meet requirements of the Person Specification, with interviews and trade tests assessing candidates’ performance against the criteria and competencies required for the post.NCHA’s Recruitment Procedure also includes the use of a work related reference form, after a verbal job offer is made, prompt response letters to unsuccessful interview candidates and optional feedback to unsuccessful candidates. A standard job offer letter is sent to the successful candidate, which sets out the main terms of the employment contract. All reasonable travel expenses for candidates attending for an interview are met on request.


The minimum period of notice that employees are required to give is two weeks for up to six months service and one month for over six months service (except for some more senior posts which carry a two or three month minimum notice period).

The period of notice given by the Association is related to an employee’s length of service (nil for up to one month’s service, up to twelve weeks for service over twelve years). All post have a standard six months probationary period and during this, the notice period is two weeks on either side. Employees are required to give notice in writing in all cases.

7. BenefitsPension – Social Housing Pension SchemeSimplyHealth Healthcare Cash PlanNCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to Work8. Training & Staff Development

NCHA is committed to a training strategy based on National Vocational Qualifications and other outcome based training. Staff training needs are identified through the Performance Management process and relevant training courses may be held in-house or through external training providers. The Association has been awarded Investor in People status which is an indication of the importance placed on staff development.

9. Non-Standard Working Hours

NCHA is committed to providing flexibility of working hours in so far as this is compatible with operational effectiveness. Part-time working and job sharing are available in some posts and salary, leave entitlement and other benefits are calculated on a pro-rata basis. Existing staff have the opportunity, in some circumstances, to work reduced hours for a period of time. Where posts are advertised as being open to job share/part-time working, applicants should be aware that working days/hours will be subject to operational requirements.

10. Company Vans

NCHA vans are used for business and home to work and return only. Private use is strictly prohibited. Incidental private use is permitted e.g. dropping someone off on way to work. If vans are used for private use, then full re-imbursement and/or full charge will be levied. Company van usage will be monitored.


The Association recognises the right for all staff to join a Trade Union and staff are covered by a joint union recognition agreement with UNISON and UNITE THE UNION. A Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of service.

There are written grievance and disciplinary procedures and a written Code of Conduct. The Financial Regulations detail the restrictions placed on employees relating to conflict of interest and purchase of goods and services.

This is a summary of the Terms and Conditions included in the Association’s Staff Handbook to which reference should be made for full details of policies and procedures.


1. Hours of Work



Office Based Staff

Committed to Managing and

Developing our staff effectively

a. Office Based Staff

Full-time office based staff work a 35 hour week and office hours are normally 9.00am to 5.00pm or 9.30am to 5.30pm (with the exception of the Ollerton office which works from 8.30am to 4.30pm). Flexibility may be allowed by arrangement. Occasional attendance at evening meetings may be necessary in some posts for which time-off in lieu is usually given. A flexi-time scheme is in operation for most staff below senior management level.

b. Project Based Staff

Full-time project based staff work a 37 hour week, normally on a rota system which may include some unsocial hours working between 7.00am and 10.00pm and weekend working. Sleeping-in duties may be included as part of the job requirement and additional payments are made for these. Enhanced payments are also made for waking night duty and for work on Christmas Day and New Years Day. The length of a shift does not normally exceed eight hours duration.

c. Other Staff

Some posts fall outside the above categories (e.g. Wardens, Caretakers) and working hours depend upon the particular job category.

2. Pay

Office, project and scheme based employees are normally employed on incremental salary scales. Salaries are reviewed annually and a cost of living award may be paid on 1st April.

Salaries are normally paid monthly directly into employees' bank accounts on or around the 15th of each month, with payment being made approximately two weeks in advance and two weeks in arrears.

3. Leave EntitlementAnnual holiday entitlement for new staff is 28½ days rising to 30½ days after 5 years service. All staff have 8 additional/lieu days in respect of bank holidays. For office based staff, these days are as follows:Xmas Day, Boxing Day, New Years Day, Good Friday, Easter Monday, May Day Bank Holiday, Late Spring Bank Holiday and Late Summer (August) Bank Holiday.

Project based staff will attach the additional days to their annual holiday entitlement.




4. Sickness Absence




In order to fulfil these criteria, NCHA’s Recruitment Procedure includes co-ordination and administration by the Personnel Section, agreed Job Specifications which are regularly reviewed and a trained selection panel which is responsible for all stages of the Recruitment and Selection process.

Advertisements clearly state NCHA’s commitment to Equal Opportunities and advertising in the media is aimed at a wide penetration of all sections of the local/national community. We provide comprehensive information packs, which include a standard application form, which is non-discriminatory and has clear instructions for its completion, and an outline of

Terms and Conditions of Service for all applicants. Continued…

Short-listing is based on applicants’ apparent capability to meet requirements of the Person Specification, with interviews and skill tests assessing candidates’ performance against the criteria and competencies required for the post.

Psychometric testing is used as part of an assessment centre approach to many posts. NCHA’s Recruitment Procedure also includes the use of a work related reference form, after a verbal job offer is made, prompt response letters to unsuccessful interview candidates and optional feedback to unsuccessful candidates. A standard job offer letter is sent to the successful candidate, which sets out the main terms of the employment contract. All reasonable travel expenses for candidates attending for an interview are met.



The period of notice given by the Association is related to an employee’s length of service (nil for up to one month’s service, up to twelve weeks for service over twelve years). All post have a standard six months probationary period and during this, the notice period is two weeks on either side. Employees are required to give notice in writing in all cases.

7. Benefits

Pension – Social Housing Pension SchemeSimplyHealth Healthcare Cash PlanNCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to Work8. Training & Staff Development

NCHA is committed to a training strategy based on National Vocational Qualifications and other outcome based training. Staff training needs are identified through the PerformanceManagement process and relevant training courses may be held in-house or through external training providers. The Association has been awarded Investor in People status which is an indication of the importance placed on staff development.

9. Non-Standard Working HoursNCHA is committed to providing flexibility of working hours in so far as this is compatible with operational effectiveness. Part-time working and job sharing are available in some posts and salary, leave entitlement and other benefits are calculated on a pro-rata basis. Existing staff have the opportunity, in some circumstances, to work reduced hours for a period of time. Where posts are advertised as being open to job share/part-time working, applicants should be aware that working days/hours will be subject to operational requirements.

10. Company Vans / Cars

NCHA vans/cars are used for business and home to work and return only. Private use is strictly prohibited. Incidental private use is permitted e.g. dropping someone off on way to work. If NCHA vans/cars are used for private use, then full re-imbursement and/or full charge will be levied. Company van/car usage will be monitored by the appropriate department.


The Association recognises the right for all staff to join a Trade Union and staff are covered by a joint union recognition agreement with UNISON and UNITE THE UNION. A Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of service.




1. Hours of Work



ProjectBased

Staff(including contracted

hours at PST)

Full time hours are based on 37 hours per week, to be worked on a rota system which may include unsocial hours and weekend working. Sleeping-in and waking night shifts may also be required.

2. Pay

The rate of remuneration is based the Project Based Scales relevant to the post.


3. Probationary Period

Staff are required to meet agreed standards of performance in order to successfully complete their month probationary period

4. Travel Allowances

All business mileage to be paid at 45p per mile, decreasing after 10,000 miles to 25p per mile. Bus passes/tickets/motorbike mileage may also be

reimbursed if appropriate. Training mileage (dependent on engine size will be paid.

5. Annual Leave and other leave

28.5 days rising to 30.5 days after 5 years, plus 8 bank holidays (pro-rata for part-time).

Up to 5 days domestic leave for crises / emergencies /bereavements (pro-rata for p/t).

6. Sickness Benefits

Length of Service at start of absence

No. of months full pay No. of months half pay

Within Probationary Period 0 0

Completion of Probation -1 year 1 1

Within 2nd year of service 2 2

During 3rd, 4th & 5th years of service 3 3

After completing 5 years of service 6 6

8. Sleep In Payment

Currently £32.69

10.Unsocial Hours Payment / Enhancements

Nights between 10 pm and 7 am = time + 33%

Xmas Day 10pm 24th Dec to 7 am 26th Dec and New Years Day 10 pm31st Dec to 10pm 1st Jan = Double time

12.Maternity/Adoption Leave

Less than 2 years service = SMP only2+ years service = 6 wks @ 90% salary, 33 wks @ 50% salary, 13 wks unpaid

10 Benefits

Pension – Social Housing Pension Scheme

SimplyHealth Healthcare Cash Plan

NCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to Work

Travel Allowance (if applicable)

Vetting

Employment is subject to the receipt of two references, a Criminal Records Bureau check and an Occupational Health assessment which are satisfactory to NCHA.


The Association recognises the right for all staff to join a Trade Union and staff are covered by a joint union recognition agreement with UNISON and UNITE THE UNION. The Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of service, which are governed by, and may be affected by, this collective agreement.


This is only a summary of the Terms and Conditions of Service included in the Project Staff Handbook to which reference should be made for full details of policies and procedures.


1.Hours of WorkOutline of

Terms and Conditions of Employment

PersonalisedServices

Team

Personalised Support ManagerPST Managers

PST Assistant ManagersPST Care Co-ordinators

NCHACommitted to


Full-time staff work a 37 hour week which will include some unsocial hours working between 7.00am and 10.00pm and weekend working, to ensure service delivery is available between the hours of 6.00 am to 11.00 pm.

2.Pay

Employees are employed on incremental salary scales. Some jobs will be paid on a fixed salary and will attract a performance target bonus, paid quarterly (see Appendix 1). All salaries are reviewed bi-annually on a market review basis and a cost of living award may be paid on 1st April.

Salaries are paid monthly directly into employees' bank accounts on or around the 15th of each month, with payment being made approximately two weeks in advance and two weeks in arrears.

3.Leave Entitlement

Annual holiday entitlement for new staff is 28½ days rising to 30½ days after 5 years service.All staff have 8 additional/lieu days in respect of bank holidays




4. Sickness Absence






The period of notice given by the Association is related to an employee’s length of service (nil for up to one month’s service, up to twelve weeks for service over twelve years). All posts have a standard six months probationary period and during this, the notice period is two weeks on either side. Employees are required to give notice in writing in all cases.

7. Benefits

Pension – Social Housing Pension Scheme

SimplyHealth Healthcare Cash Plan

NCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to Work

Travel Allowance (if applicable)

8. Training & Staff Development

NCHA is committed to a training strategy based on National Vocational Qualifications and other outcome based training. Staff training needs are identified through the PerformanceManagement process and relevant training courses may be held in-house or through external training providers. The Association has been awarded Investor in People status which is an indication of the importance placed on staff development.

9. Non-Standard Working Hours

NCHA is committed to providing flexibility of working hours in so far as this is compatible with operational effectiveness. Part-time working and job sharing are available in some posts and salary, leave entitlement and other benefits are calculated on a pro-rata basis. Existing staff have the opportunity, in some circumstances, to work reduced hours for a period of time. Where posts are advertised as being open to job share/part-time working, applicants should be aware that working days/hours will be subject to operational requirements.


The Association recognises the right for all staff to join a Trade Union and staff are covered by a joint union recognition agreement with UNISON and UNITE THE UNION. A Joint Union and Negotiation Group (JUNG) meet regularly to discuss matters relating to terms and conditions of service.




Outline of Terms and Conditions of ServiceRelief Administrative / Clerical Worker

Introduction

These Terms and Conditions of Service form part of the Contract of Employment between a Relief Administrative / Clerical Worker and Nottingham Community Housing Association Ltd. (NCHA). They include important information concerning the responsibilities and obligations of both the Relief Administrative / Clerical Worker and of NCHA, and concerning the entitlements for the Relief Administrative / Clerical Worker.

General

Relief Administrative/Clerical Workers are employed on a zero hour’s contract. The nature of the work means that there may be periods when no suitable work is available, and offers of work are not guaranteed.

The Relief Administrative / Clerical Worker has a responsibility to keep NCHA informed of all changes to their circumstances (e.g. change of address/ telephone number/ availability for work etc.).

The Relief Administrative / Clerical Worker shall indicate their availability and preferred working times and NCHA will endeavour to offer flexible and agreed working arrangements taking into consideration the operational requirements of the organisation.

The Relief Administrative / Clerical Worker will be able to apply for all permanent posts advertised internally within the organisation should they wish to do so, after successful completion of their probationary period.

Training

NCHA will provide suitable and appropriate training to ensure that NCHA provides a high quality service that is consistent and professional.

The Relief Administrative / Clerical Worker is expected to take an active role to develop their personal competencies and knowledge of the work of the organisation.

It is a requirement that the Relief Administrative / Clerical Worker undertakes agreed training, including an induction, and must be able to make themselves available. Reasonable notice of any required training will be given.Conduct of Assignments

The Relief Administrative / Clerical Worker shall be expected to:-

Carry out the range of duties and tasks in such a manner as described in the relevant Job Specification.

Co-operate with all staff in the organisation in order to provide excellent customer services to all users and stakeholders.

Take direction, supervision and guidance from the relevant Line Manager.

Become familiar with and keep up to date with all relevant policies and procedures.

Uphold the values and code of conduct of NCHA.

Confidentiality

Confidentiality is of paramount importance. Workers should not divulge to any person or use for their own, or any other persons benefit, any confidential information relating to the organisation’s business affairs. Guidance should always be sort on disclosure of any confidential information.

Assignments

The Relief Administrative / Clerical Worker shall be managed by the Line Manager of the team to which they have been assigned. The Line Manager will provide general support and guidance in respect of duties and requirements of the assignment.

Support

Nottingham Community Housing Association is committed to providing support to all members of staff. For the Relief Administrative / Clerical Worker, supervision will take the form of a monthly telephone call between the Relief Administrative / Clerical Worker and the HR Department. The purpose will be to review how the Relief Administrative

/ Clerical Worker is doing in their job, to answer any queries and ensure any agreed training is progressing.

The Relief Administrative / Clerical Worker team should feel free to immediately contact the HR Department should any difficulties arise.

Remuneration

NCHA shall pay to the Relief Worker remuneration calculated at the rate of £8.23 per hour for each hour worked as Relief Clerical Worker and £9.48 per hour for each hour worked as Relief Administrative Worker. This is to be paid monthly in arrears subject to deductions in respect of PAYE Class 1 National Insurance Contributions and Income Tax pursuant to S134 of the Income and Corporation Taxes Act and any other deductions which NCHA may be required to make by law.

Additional time worked to meet authorised operational requirements will be paid up to the next quarter of an hour, but must be no more than 37.5 hours per week.

Subject to any statutory entitlement under the relevant legislation, the Relief Administrative / Clerical Worker is not entitled to receive any payment from NCHA for time not spent on an assignment or on agreed induction or training, whether in respect of holidays, illness, or absence for any other reason unless otherwise agreed by the HR Department.

Statutory Holiday Pay

Annual leave entitlement is 28 days per year, which is based on a 7.5 hour day, and a 5 day week (up to 37.5 hours per week). The financial year is from 1st April to 31st March. The accrual rate for this is 0.0143589 of a day for every hour worked (a portion of annual leave for every hour worked).

Annual Leave is accrued each month throughout the financial year based on the hours worked. Relief Clerical/Admin Staff, who work 37.5 hours per week, every week, will achieve the maximum 28 days annual leave per annum. Fewer hours worked per month will result in less annual leave being accrued.

Other Statutory Leave Entitlements

For all other statutory leave entitlements to paid or unpaid leave (e.g. Maternity / Paternity / Time off for dependents), the statutory minimum shall apply.

Sickness Absence

Sickness absence for agreed assignments must be notified as far in advance of the start of the assignment as possible. The Relief Administrative / Clerical Worker may be eligible for Statutory Sick Pay provided that they meet the relevant statutory criteria, and provided that they submit an approved doctor’s/hospital certificate/note for the period of the assignment.

Probation Period

Confirmation of appointment as a permanent employee will be dependent on the satisfactory completion of a probationary period. Satisfactory completion of the probationary period is dependent on completion of six months employment, regular assignments and the provision of successful evidence of competence as a Relief Administrative / Clerical Worker. On satisfactory completion, the Relief Administrative / Clerical Worker will receive confirmation that they are approved as a permanent member of the Relief Administrative / Clerical Worker Team.

Pension Scheme

The Relief Administrative / Clerical Workers are eligible to join the organisation’s Pension Schemes after the completion of eleven months service.

Working Hours

The Relief Administrative / Clerical Worker is required to keep accurate records of the working hours that they have worked at each assignment. All time worked must be recorded on the approved time sheet and authorised by the line Manager of the team. Failure to submit correctly authorised time sheets on time will result in a delay of payments.

Time spent travelling to an assignment does not constitute work time. Travel arrangements to assignments are the responsibility of the Relief Administrative / Clerical Worker.

The Relief Administrative / Clerical Worker must not work in excess of 37.5 hours per week, and any additional work with other employers counts towards this total. The Relief Administrative / Clerical Worker is responsible for managing their assignments to comply with the requirements of the Working Time Regulations. Guidance should be sought from the HR Department if unclear on this matter.

The Relief Administrative / Clerical Worker is entitled to an unpaid rest break of a minimum of 30 minutes during working days of six hours or longer.

Trade Union Membership

All NCHA employees may join either of the two recognised Trade Unions, UNITE or UNISON.

Termination

Statutory minimum notice periods apply. In addition, the Relief Administrative / Clerical Worker is requested to give as much additional notice as possible if they become no longer available to work as a Relief Administrative / Clerical Worker.

Disciplinary and Grievance Procedures

The Relief Administrative / Clerical Worker will be subject to NCHA’s standard Disciplinary and Grievance procedures. A copy of these procedures will be made available to the Relief Administrative / Clerical Worker. In the event of a serious allegation being made, NCHA will not allocate further work until a full investigation has taken place. This will be without any liability to NCHA.

Availability of Work

The Relief Administrative / Clerical Worker must acknowledge that there may be periods when no suitable work is available for them. Suitability for work will be determined by the HR Department and this shall incur no liability to the organisation.

Please NoteThe Relief Administrative / Clerical Worker is employed on the Terms and Conditions of Service as outlined above. Except where specifically

stated, the standard Terms and Conditions for NCHA employees do not apply to the Relief Administrative / Clerical Worker, and statutory minimum entitlements apply unless otherwise stated.

outline of terms and conditions of service · web viewpart-time working and job sharing are...

Documents