December 2016 HR bulletin
Flexible Working
Our flexible working policy (Word) has been in place since 2009 to support the aims of both employer and employees, whilst recognising the importance of work-life balance. This policy is currently under review and proposals for change were presented to the Personnel Forum in November. The purpose of the policy review is to improve its effectiveness and enhance its use within the workplace. This involves streamlining the policy which it is envisaged will make it more user friendly.
Whilst this work is currently ongoing, it is timely to remind you that some of the flex options available to staff within the policy such as holiday buy back and reduced week contracts i.e. term time working, 47 week contracts are only available for application and implementation at the start of each year due to the implications on the employee's salary. Therefore if you have any outstanding flexible working applications for these types of flex options please can you liaise with your HR Adviser about the assessment and processing of these prior to the end of the year.
In addition, guidance and an application form (Word) for Holiday Buy Back has now been finalised.
Adverse weather
Some of us will be hoping for a mild snow free winter, while others have an inner child just waiting to escape into the soft white powdery stuff. Whatever weather you wish for, a bad spell can affect service delivery and our ability to provide the same level of customer care if staff find it difficult to get to work because of bad weather - although we've been lucky so far.
Please take the time to remind yourself of the guidelines (Word) and ensure that your service is prepared and staff know what the arrangements are.
Bright Ideas! - Internal Mail System
Our Bright Ideas! staff suggestion scheme attracted a number of suggestions contributing towards financial savings and service efficiencies. One suggestion in particular, relates to making better use of our internal mail system and will be implemented across the council. The information below contains more details about the suggestion and what action you need to take within your service.
Currently, some communications from the council are being sent to employee's home addresses via Royal Mail, when they could have been sent via the internal mail system. By making better use of the internal mail system, financial savings can be achieved. It is important to note that the Information Management and Information Security of each document is still considered. For example communications which are highly confidential should continue to be sent to employee's home addresses, however routine communications could be sent using internal mail.
Managers within each service are required to review their processes and procedures with immediate effect, to determine which communications can be sent via the internal mail ready for implementation in January 2017. Further details of the locations set up to receive internal mail will be available next month.
MMM - Performance Management
In the last edition of the Bulletin we referred to ERDP and how it continues to be an important tool with which many managers are able to keep employees' effort and development focussed on delivering our services in accordance with our plans and priorities.
However, performance management shouldn't be restricted to employee performance and development. Performance Management is about continuous improvement for the Council, maximising the benefits to our customers through the continual review of services, decision-making and action to implement improvement. As managers you have a particular role and the bullet points below from the MMM serve as a useful aide memoir to help you meet your obligations:
- Ensuring performance indicators and targets relate to outcomes
- Regularly monitoring, reviewing and reporting in line with the Council's corporate performance management framework
- Scrutinising performance management data for trends and comparison with relevant available benchmarking information
- Planning and undertaking regular self-assessment activities such as Public Sector Improvement Framework (PSIF) to assist continuous improvement
Star Awards
These were announced at the end of November and the winners received their awards at a joint ceremony with their colleagues who had reached Long Service milestones of twenty, 30 and 40 years. You can view our Star Award winners and our long service award recipients.
Please think about the STAR AWARDS for 2017, we usually launch after the summer holidays so if you think a team or staff member fits - nominate them next year it really is worthwhile.
Other news
The Trade Union Act 2016 has made some major amendments to the existing law, for your information the main points are below.
The Act reflects the Government's aims to modernise the law surrounding trade unions ensuring that strikes only go ahead as a result of a clear and positive mandate from union members and also reducing disruption to the public. It introduces changes to voting thresholds for pre-strike ballots including specific rules for "important public services" which have yet to be defined. There are also changes to rules around the timing of strikes, picketing rules, and funding of union membership.
Pre-Strike Ballot and Voting Papers
At present, a strike ballot must have the support of a simple majority of those voting. Along with this requirement, the Act introduces a new minimum voter turnout so that at least 50 per cent of those entitled to vote do so.
It is required that ballot papers must set out the detailed nature of the issues in dispute between the employer and the trade union which have resulted in the vote being called.
Important Public Services Pre-Strike Ballot
A higher and more onerous threshold has been set for a strike ballot for "Important Public Services" under the act. Therefore, in addition to the requirement above that 50 per cent of those entitled to take part in the vote do so, the union must also obtain the support of at least 40 per cent of all those members who can vote in the ballot.
Timing and Length of Industrial Action
The period of notice that unions must give employers prior to industrial has been extended to 14 days, unless the employer agrees to the union giving notice of a strike to 7 days.
Picketing
The Act introduces new requirements that a picket supervisor must be appointed by the union who then must take reasonable steps to communicate the following information to the police:
- The picket supervisors name
- Where the picketing will take place
- How to contact the picket supervisor
Paid Time Off for Union Officials
The Act also allows for the Government to make further laws which will require some or all public sector employees with one or more trade unions reps to publish information relating to time off taken by those reps for trade union duties and activities - secondary legislation will identify which employees fall into this requirement and what exact information we need to publish.
There should be nothing to prevent the Welsh and Scottish governments from enacting laws that change certain aspects for the Act, provided that they can demonstrate the applicability to their own devolved powers. This is particularly relevant to those yet-to -be-fully-defined important public services as most of the broad categories set out in the legislations are already devolved to the Scottish Parliament and Welsh Assembly.
Forthcoming Strategy Talks (published in Connect)
- January: MMM issue, ERDP
- February: Ambitious & Confident Young People
- March: Adults Living Healthier, Sustainable Independent Lives Safeguarded from Harm
Contact Us
If you need to contact us, we can be reached on the HR Helpine (01343 563261) or by emailing hr@moray.gov.uk.
All your colleagues in HR would like to take this opportunity to wish you all a Merry Christmas and best wishes for 2017.