Issue - meetings

Pay Policy

 

 

Meeting: 23/01/2020 - Council (Item 80)

80 Pay Policy pdf icon PDF 198 KB

Report of Head of Corporate Resources

Minutes:

Further to Minute No. 4 of the meeting of the Pay and Grading Committee held on 15 January 2020 the Council considered the report of the Head of Corporate Resources that recommended a Pay Policy for the Council as required by the Localism Act 2011.

 

It was moved by Councillor Lappin, seconded by Councillor Grace and

 

RESOLVED: That

 

(1)

the proposed updates to the Pay Policy as contained in Annex A to the report be approved; and

 

(2)

the amendment to the Pay Policy at paragraph 54 stipulating (as now) that an individual who has left the Council in receipt of a severance, redundancy and/or pension payment may subsequently be re-employed or engaged under a contract for services; and however stipulating that as part of the business case that a  period of time of at least 2 years (in most cases) from the final date of employment should have elapsed before re-employment  is considered, be approved.  All cases will, in any event, still require justification in the form of a robust business Case. 

 

 

 

 

Meeting: 15/01/2020 - Pay and Grading Committee (Item 4)

4 Pay Policy pdf icon PDF 198 KB

Report of Head of Corporate Resources

Minutes:

The Committee considered the report of the Head of Corporate Resources that recommended a Pay Policy for the Council as required by the Localism Act 2011. After consideration of the report by the Committee, the report would be considered by the full Council at the meeting to be held on 23 January 2020.

 

The Chief Personnel Officer drew members attention to paragraph 54 of the report which clarified arrangements surrounding any individual who had left the Council and been in receipt of a severance or redundancy payment and/or pension (LGPS or otherwise) being subsequently  re-employed or engaged under a contract for services.

 

If any re-employment did occur this would be subject to satisfying a robust justification and business case  including specific details why the re-employment would be beneficial to the Council or service area.  The business case should also consider the circumstances of the individual who had left employment recognising that individuals in low pay jobs may be more readily re-employed.

 

The proposed clarification had been discussed with the Trades’ Unions who had indicated that they recognised the principle and felt that any individual who had been the subject of compulsory redundancy should be recognised in this process. The Chief Personnel Officer confirmed that when applying the guidelines in Paragraph 54 that it was recognised that those employees who were made compulsorily redundant had particular circumstances which would be taken into account in the application of any consideration under Paragraph 54. This was something which trade unions had raised.

 

Outstanding actions following government consultation in respect of public sector exit payments and re-employment in the public sector are still to be decided by Central Government.  These have matters ongoing for sometime and since 2018 Full Council had delegated any necessary amendment in respect of this to the Pay and Grading Committee.

 

 

 

RESOLVED:

 

That the Council be recommended to approve the proposed Pay Policy as detailed within Annexe A of the report noting the position in respect  the interpretation of Paragraph 54 and  the ongoing continuing delegation to the Pay and Grading Committee in respect of any amendment that arises from Government in respect of earlier consultation.