Terms and Conditions of Employment

CONDITIONS OF SERVICE

For most jobs the National Conditions of Service for Local Government apply. However, for certain jobs, Local Conditions of Service apply and you will be advised if this is applicable if you are successful in gaining an interview.

GRADE AND SALARY RANGE (local scale)

The appointment would normally be to a specific point within a salary scale. The actual starting point will depend upon qualifications and experience with progression through the scale, subject to satisfactory service, being by annual increments paid each April.

Salary is paid directly into a Bank or Building Society account of your choice on the 25th of each month.

WORKING HOURS

Full time working hours are 37 hours per week. The normal working hours for posts are shown on individual job descriptions.

A flexitime scheme is in operation for some posts.

OVERTIME

Overtime is time worked outside the flexitime band-width of 7.30.am. to 6.00.pm. Any overtime must be authorised in advance and should not be recorded under the scheme of flexible working hours.

HOLIDAYS

The annual leave entitlement for a full year is normally 28 days rising to 32 days after 5 years continuous Local Government Service. The leave year runs from 1 April to 31 March. In addition there are 8 public holidays a year. Part-time and job share employees receive a pro rata proportion of these holidays according to the hours they work.

FAMILY FRIENDLY POLICIES

The Council has a range of family friendly policies to assist employees to balance work and home commitments.

LOCAL GOVERNMENT PENSION SCHEME

Information on the Local Government Pension scheme can be found on the Derbyshire Pension Fund website.

CAR ALLOWANCES/CAR LOANS

If the post carries an Essential/Casual User Car allowance, you may be eligible to receive reimbursement for car mileage undertaken on Council business. You will need to make sure that your car is insured for business purposes. You may also be able to take out a car loan. Further details are available from HR.

SMOKING POLICY

The Borough Council has adopted a policy on smoking which is designed to secure a healthy and safe environment for employees, Elected Members and visitors, as well as eliminating passive smoking from its premises. It is taken forward in the knowledge that medical evidence has continued to reinforce the link between the inhalation of tobacco smoke, either directly or by passive smoking, and serious illness. This means smoking is not permitted in Council premises or vehicles.

HEALTH SCREENING PROCESS

If your application is successful you will be required to complete our pre-employment Medical Questionnaire and your appointment will be subject to its satisfactory clearance. If you have an existing medical condition or your application indicates a high level of sickness absence you may be asked to see our Occupational Health Physician.

PROBATIONARY PERIOD

All appointees will be required to complete a minimum of 6 months satisfactory service during which time you will be expected to demonstrate the necessary skills and experience to undertake your role.

POLITICALLY RESTRICTED POSTS

The Local Government and Housing Act 1989 places certain restrictions on some Local Government employees so that they are prevented from taking part in political activities. You will be advised if the position you are applying for comes into this category.

THE RIGHT TO WORK IN THE UNITED KINGDOM

It is a criminal offence for us to take on new employees who do not have the right to work in the UK. All candidates appointed will therefore be required to produce documentary evidence before confirmation of appointment is made. Most candidates will produce evidence of their National Insurance Number from a payslip, P45, P60 or on a NI number card. A further list of acceptable documents will be made available prior to appointment.

POSITIVE ABOUT DISABLED PEOPLE

The Council is a Disability Confident Employer.

Under the Equality Act 2010 we have a duty to make reasonable adjustments where, compared to a non-disabled person, a disabled person is substantially disadvantaged by either the working arrangements (which include the recruitment process) or the working environment. You need to be aware that the duty to make reasonable adjustments will not apply unless we know you have a disability. If you do need some adjustments making, either when attending for interview, or to enable you to be in a position to carry out a job role you are interested in, then please contact HR.