29.7.2010 - Draft. Please refer to advert details for current information
Employee Benefits and Entitlements
Salary
There is a locally agreed pay structure at South Cambridgeshire District Council. Currently, there are eight incremental points within each pay range. Annual increments are awarded subject to performance. Salary is paid on last working day by BACS transfer to your bank account.
Annual leave
Depending on grade and length of continuous Local Government service, annual leave entitlement is between 20 and 33 days. All statutory holidays are given. There is also 1 further concessionary day, granted by the Authority, which is allocated to the Christmas holiday.
Hours of Work
The working week for all employees is 37 hours. Working arrangements for most office-based staff are in accordance with the Council’s Flexible Working Hours scheme. However, working arrangements for non-office based employees are to suit the needs of their particular service.
Disciplinary & Grievances
The Council has clear policies in place to deal with any disciplinary matters, as well as grievances which employees may raise.
Equal Opportunities
The Council has an Equality and Diversity policy which ensures that our recruitment and selection processes are non-discriminatory and encourages applications from all sections of the community. The policy also enables all our staff to have fair and equal access to relevant learning and development opportunities, and to the information they need to do their jobs.
Extraneous Duties
To meet the Working Time Directive, employees wishing to engage in any other business or take up any other additional appointments must get written consent of the relevant Manager.
Training and Development
The Council offers a range of training opportunities where this would be beneficial to individuals and/or departments.
Pension
There is a Final Salary Local Government Pension Scheme.
Probationary Period
All new employees will be subject to the satisfactory completion of a probationary period.
Parking
There are parking facilities on all sites. However, availability cannot be guaranteed.
Car Schemes
Some posts will require the use of a car. This will be made clear in job advertisements/interviews. For those employed in such positions, relevant allowances and mileage rates will be payable.
Car Sharing Schemes
‘CamShare’ is an on-line car sharing scheme which assists employees in finding other staff to car share with. ‘CamShare’ is a secure system where contact is made through work e-mail addresses only.
Bicycle Loans
For those who wish to travel to work by bicycle, there is an interest free loan available for up to £500 per person, per bike and equipment.
Health & Safety
The Council aims to ensure a safe working environment for all its employees through the implementation and monitoring of its health and safety policy, providing training and guidance of safe working practices where appropriate.
Employee Assistance Programme
The Council offers a free, confidential helpline and telephone counselling service to all employees through the Employee Assistance Programme provider.
Maternity Benefits
An employee may receive Occupational Maternity/Adoption pay of 12 weeks at half pay as well as SMP/SAP payments, depending on length of service. Changes in legislation are always reflected in our policy and practice.
Childcare Vouchers
As part of its family friendly initiative, the Council, in conjunction with a Childcare Voucher provider, operates a system whereby part of your salary can be taken in childcare vouchers. The amount taken in vouchers is exempt from National Insurance contributions and therefore represents a saving for employees.
Medical
Successful candidates will be required to complete a confidential questionnaire on their medical history and confirmation of the appointment will be subject to medical clearance. In certain circumstances, the person may be required to undergo a medical examination by the Council’s Medical Adviser.
Smoking
All its sites are be smoke-free.
Membership of a Trade Union
The Council currently recognises UNISON and GMB for collective bargaining purposes.
Politically Restricted Posts
The Local Government and Housing Act 1989 puts restrictions on certain local government employees (according to status, salary level and the nature of duties) preventing them from taking part in some types of political activity. If an employee is appointed to such a post he/she will be advised of this and given full details of the implications and any right of appeal. If an employee subsequently moves into a restricted category, he/she will be advised of this on an individual basis.
Professional Subscriptions
The Council will pay an employee’s membership subscription of one professional organisation relevant to their employment.
Employee Wellbeing
The Council supports a small number of corporate subscriptions for the benefit of employees. In addition, there is a programme of sports classes on site and a number of social and charitable events are arranged throughout the year.
Relocation Expenses
Relocation expenses, up to a maximum amount, may be payable in approved cases to newly appointed employees requiring to relocate to the South Cambridgeshire area in order to take up their appointments. Employees must be moving from an area at least 25 miles away from Cambourne/Waterbeach or any temporary place of employment. The property to be purchased must be no more than 20 miles away from Cambourne/Waterbeach or any temporary place of employment.