Below is a list of some of the Policies and Procedures of
Bassetlaw District Council.
- Capability
Procedure
The Council is committed to recognising the importance of the
contribution of the Council’s employees in providing high quality
services to the community. It is therefore the Council’s
Policy to ensure that sufficient numbers of suitably qualified
people are employed to meet the Council’s requirements. It is
also Council Policy to establish appropriate work standards for
employees and provide training which ensures these standards are
met.
(Excluding
JNC Chief Officers) and (JNC Chief
Executives)
It is
recognised by the Council that discipline is essential for the
conduct of the Authority’s
affairs, and for the safety and well being
of all employees and the public. All parties have
identified that a disciplinary code should
be fair and equitably applied. It is similarly agreed that
all disciplinary matters should be dealt
with as quickly as possible whilst recognising the need
for a full investigation to be
undertaken.
- Early Retirement
Policy & Procedure
(this Policy applies to all employees
of the Council)
This Policy outlines Bassetlaw
District Council’s approach to early retirement and has been agreed
between the Council and the recognised trade unions. The
Policy covers all staff working for the Authority.
- Equal
Opportunities Policy
The Council aims to provide equal opportunity
for all people and will do so by declaring a policy statement and
taking action in strategic areas
Bassetlaw District Council is committed to the
development and promotion of a positive workplace culture that is
free from harassment and bullying, and aims to ensure that any
allegation of harassment or bullying at work is taken seriously, is
properly investigated, and is dealt with effectively.
-
Managing Attendance
Bassetlaw District Council values the contribution of its employees
in the delivery and maintenance of quality services to the
community. Whilst recognising that employees may be prevented
from attending work through ill health, the Council has a duty to
maintain service delivery and minimise disruption and to ensure
that additional strain is not placed upon other employees through
coping with additional workloads due to sickness absence.
Within the Bassetlaw Approach of Care, Quality and Fairness
the Council is therefore committed to managing attendance and
sickness absence and believes that it is the responsibility of the
Council’s managers, trade union representatives and employees to
work together to promote the management of sickness absence and ill
health.
The purpose of this policy is to outline the employment rights
of expectant mothers including maternity leave, maternity pay,
returning to work, and varying contracts of employment.
These guidelines have been produced, following changes to
legislation, to reflect maternity leave and pay entitlements and
responsibilities as they apply both to employers and to pregnant
employees and employees who are new mothers.
The organisational change policy sets out
the main processes to be followed where, due to economic reasons,
changes in the delivery of services, new technology or new ways of
working; which result in needing changes to be made to the
composition of the Council’s organisational structure and
workforce.
-
Recruitment and Selection - A Guide for Managers
The Council’s recruitment and selection
procedure aims to provide equality of opportunity to all applicants
and to recruit the best person for the vacancy, one who will make a
positive contribution to the delivery of the organisational
objectives and to the values and aims of the Council.
- Redeployment Procedure
The purpose of the redeployment procedure is
to seek to redeploy employees, to avoid the need for their
dismissal. Every attempt will be made to a comparable post.
For the procedure to be successful it requires the
active support, participation and co-operation of Heads of Service,
Unit Managers and trade unions. Employees involved also
share the responsibility with the Council to identify redeployment
opportunities. They must be responsive and
flexible when considering alternative jobs.
Bassetlaw District Council recognises the
rights of all staff to work in a smoke free environment and has
operated a policy of no smoking within its buildings and vehicles
for many years. The Council is committed to promoting the good
health of its employees and the provision of a safe working
environment. The Health and Safety at Work Act (1974) requires that
the Council takes reasonable measures to protect the health and
safety of employees and members of the public visiting Council
premises.
- Work
Life Balance
Over recent years Bassetlaw District
Council and the Joint Trade Unions have jointly developed a number
of Policies and Procedures designed to help employees achieve an
appropriate work life balance. The purpose of this joint
bulletin is to summarise existing policies and procedures, and to
announce new developments.