Agenda item

REVISED HR POLICIES

To receive a report from the Corporate Director of People.

Minutes:

The Corporate Director of People informed the Committee that three of the four policies had been revised with one being an entirely new policy. The revised policies were the Adoption Policy, the Employee Volunteering Policy, and the Fertility Investigation and Treatment Policy. The New policy was the annual leave policy. There was also a minor update to the Councils grievance policy and a new guaranteed interview policy to allow certain groups when they apply for positions within the Council which will ultimately form part of the recruitment policy.

 

The Committee were told that the changes made in the policies were positive ones which improved the conditions for staff. The Corporate Director of People then gave a summary of each policy and highlighted the key changes that had been made. Following the highlights of each policy the Committee were asked if they had any questions or whether they were happy to agree the changes.

 

A Committee Member asked about putting the onus of finding a volunteering opportunity on the Employee. The Corporate Director of people answered that this allowed staff to find the opportunities that they wanted rather than volunteer for an organisation affiliated with the Council. The Head of Business partnerships added that by making this changed it then allowed the recognition of employees’ ongoing voluntary commitments not just those that had been applied for since they started working for the Council.

 

The Member then asked whether the volunteering activity of employees was going to be tracked by the Council. The Head of business partnerships answered that the Council would be tracking the volunteering activities of staff members going forward.

 

A Committee Member enquired whether Volunteering as school governors was included within the policy. The Corporate Director of People answered that they were not currently covered by the policy but that it was something that could be considered in the future.

 

The Vice Chair asked whether within the Fertility Investigation and Treatment Policy there could be special leave provision given to the partners of those who received fertility treatment instead of them having to use annual leave or flexi leave. The Corporate Director of People said that they would go away and look at the possibility of making that adjustment.

 

The Corporate Director of People then gave an overview of the proposed Annual leave policy. The policy was to formalise the position of the Council which had been available to staff on the intranet. The policy covered the move from quoting staff member’s annual leave in days to hours and a shift to an individual’s yearly allowance included bank holidays, which was in line with the MiTrent system used to process employees leave. 

 

The Vice Chair asked whether, under the unused annual leave section of the policy, it reflected the legal case which had decide that Employees on long term sick leave were entitled to carry over their statutory leave but not their occupational leave. The Corporate Director of People noted that it had not been captured within the policy but it would be updated.

 

The grievance policy had been updated by the addition of a sentence to make it clear that the policy did not relate matters of statutory provision. The change had been agreed in consultation with representatives from both UNISON and GMB.

 

The final policy which was covered at the meeting was the recruitment policy and guaranteed interview scheme. The offer of guaranteed interview places for several groups. The groups were all at a distinct disadvantage when it came to securing long term gainful employment. The groups were disabled individuals, ex-service personnel, working well clients, long term unemployed, and care leavers. People who were determined to be part of these groups would be guaranteed an interview if they met the essential criteria for the role.

 

All of the revised policies were to come into effect from the 1st January with the exception of the guaranteed interview scheme as part of the recruitment policy which would be implemented as part of the Councils resourcing review and a date for implementation had not been set.

 

The Vice Chair asked about the guaranteed interview scheme and whether the protected characteristics within the policy were defined within law or if the Council may be open to challenge. Another Member asked whether the list given was an exhaustive list, how the list had been created and why this change was part of the resourcing review.

 

The Corporate Director stated that it was not an exhaustive list but they were trying to get ahead of the predicted changes that they felt would be implemented in time. This change was part of the resourcing review as they wanted all the changes related to resourcing to go through at the same time, however it could be implemented sooner if the Committee wanted.

 

A Member then followed up by asking whether any provision was made for homeless people applying for positions without an address. The Corporate Director responded that there was not currently anything written within policies regarding homeless applicants but she assured the Committee that the recruitment team were forward thinking and would support such an individual applying for a position. The Corporate director added that this could be something to consider going forward.

 

Another Member asked at what point the Council require individuals to prove that they belonged to one of the groups. The Head of Workforce and Core Strategy responded that all the questions raised by the Committee were reasons why the policy was not to be implemented right away. After the principals of the policy were agreed further work was to be done to look at other groups that could be added and to consider when and how individuals would be asked to prove they belonged to one of the groups. The Member then asked whether the groups listed were being used by any other authorities and if anything could be taken from them. The Head of Workforce and Core Strategy informed the Committee that these policies had been developed in in communication with Greater Manchester Authorities. 

 

A Member asked about how the Council communicated their position in respect to these policies too hard to reach groups. The Corporate Director responded that this was something that HR were working on alongside the Councils Communications and Marketing team who were generating a communications strategy.

 

 The Chair added that while the policy was a step in the right direction there were many issues with the employment of an interview process which would continue to disadvantage these groups. Issues such as those who were long term unemployed or homeless lacking interview experience, confidence, and suitable clothing would still provide a barrier to these groups even if they were given an interview.

 

RESOLVED:

1)    That the Committee note and agree the changes to the policies.

2)    That Human Resources are look into the possibility of introducing special leave for the partners of people going through fertility treatment.

3)    That the annual leave policy be reviewed in light of the outcomes of the case on unused leave for those who are on long term sick leave.

4)    That the Committee receive an update on the recruitment policy when it was ready to be implemented.

 

 

Supporting documents: