1.
Hours of Work
Bank Care Assistants are employed on a zero hour’s
contract. The nature of Bank work means that there
may be periods when no suitable work is available, and
offers of work are not guaranteed.
Your working hours will be defined by the assignments
you carry out, up to a maximum average of 48 hours per
week in accordance with Working Time Regulations.
2.
Outline of
Terms and
Conditions of
Employment
Pay
The rate of your remuneration for each hour worked is:
Training Rate - National Minimum Wage
Payable for all hours spent on training at any time,
including the Standard Induction Period.
Commencement Rate - £6.43
Payable for all hours worked during the first 12 months of
employment, subject to successful completion of the
Probationary Period and Standard Induction Period.
Competent Rate - £6.68
Payable for all hours worked following successful
completion of the first 12 months of service.
Bank Care
Assistant
Advanced Rate - £6.99
Payable for all hours worked after successfully
demonstrating the objectives and competencies required
(usually 24 - 36 months).
Enhanced rates of pay will be paid for waking nights,
Christmas Day and New Years Day. Payment at the
current applicable rate is also made for Sleeping-In
duties where applicable.
Payments will be made monthly in arrears on or around
the 15th of each month.
Travel Time Between Appointments (where
applicable)
An additional payment of 10% of the total basic hourly
rate paid per month will be paid to compensate for the
time spent travelling between visits.
Project & PST
NCHA
Committed to
Managing and
Developing our
staff effectively
3.
Leave Entitlement
Bank Care Assistants are entitled to the statutory minimum annual leave entitlement, which will
be accrued up to the current maximum entitlement based on the hours worked.
Bank Care Assistants are also entitled to receive Statutory Leave and Pay for Maternity, Paternity
and Adoption providing they meet the relevant statutory criteria.
4.
Sickness Absence
Bank Care Assistants absent from work due to sickness or injury must produce a sickness
certificate, and provided that they meet the relevant statutory criteria, will receive Statutory
Sick Pay.
5.
Termination of Employment
(i) The period of notice given by the Association is one week, if continuous employment is less
than two years. Thereafter, one week's notice for each year of continuous employment is given.
(ii) The minimum period of notice that Bank Care Assistants are required to give the Association
is one week after one month's continuous employment. Notice must be given in writing to the
relevant Line Manager to be effective.
6.
Benefits
You are entitled to join NCHA’s Pension Scheme, subject to a qualifying period.
7.
Vetting
Employment to the post of Bank Care Assistants is subject to the receipt of two references, a
Criminal Records Bureau check and an Occupational Health assessment which are satisfactory to
NCHA.
8.
Other Terms & Conditions
The Association recognises the right for all staff to join a Trade Union and staff are covered by a
joint union recognition agreement with UNISON and UNITE THE UNION. The Joint Union and
Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of
service, which are governed by, and may be affected by, this collective agreement.
There are written Grievance, Disciplinary and Dismissal procedures, a Code of Conduct and an
Expected Standards of Behaviour policy. The Financial Regulations detail the restrictions placed
on employees relating to conflict of interest and purchase of goods and services.
This is only a summary of the Terms and Conditions of Service included in the Bank Staff
Handbook to which reference should be made for full details of policies and procedures.
Further information may be obtained from the HR Department (Tel: 0845 650 1205).
1. Hours of Work
Bank Support Workers are employed on a zero hour’s
contract. The nature of Bank work means that there
may be periods when no suitable work is available, and
offers of work are not guaranteed.
Your working hours will be defined by the assignments
you carry out, up to a maximum average of 48 hours per
week in accordance with Working Time Regulations.
Outline of
Terms and
Conditions of
Employment
2. Pay
The rate of your remuneration for each hour worked is:
Training Rate - National Minimum Wage
Payable for all hours spent on training at any time,
including the Standard Induction Period.
Commencement Rate - £7.41
Payable for all hours worked during the first 12 months of
employment, subject to successful completion of the
Probationary Period and Standard Induction Period
Competent Rate - £8.07
Payable for all hours worked following successful
completion of the first 12 months of service.
Special Rate - £8.73
Payable for all hours worked in Registered Care Homes,
subject to specific criteria. Subject to operational
requirements only.
Enhanced rates of pay will be paid for waking nights,
Christmas Day and New Years Day. Payment at the
current applicable rate is also made for Sleeping-In
duties where applicable.
Payments will be made monthly in arrears on or around
the 15th of each month.
Travel Time Between Appointments (where
applicable)
An additional payment of 10% of the total basic hourly
rate paid per month will be paid to compensate for the
time spent travelling between visits.
Bank Support
Workers
Project & PST
NCHA
Committed to
Managing and
Developing our
staff effectively
3. Probationary Period
When appointed Bank Support Workers are required to meet agreed standards of performance in
order to successfully complete a four month probationary period in order to have their
appointment confirmed. The probationary period includes completion of the HWCS Core
Induction Programme, the Induction Work-book and assessed as competent.
4. Leave Entitlement
Bank Support Workers are entitled to the statutory minimum annual leave entitlement, which will
be accrued up to the current maximum entitlement based on the hours worked.
Bank Support Workers are also entitled to receive Statutory Leave and Pay for Maternity,
Paternity and Adoption providing they meet the relevant statutory criteria.
5.
Sickness Absence
Bank Support Workers absent from work due to sickness or injury must produce a sickness
certificate, and provided that they meet the relevant statutory criteria, will receive Statutory
Sick Pay.
6.
Termination of Employment
(i) The period of notice given by the Association is one week, if continuous employment is less
than two years. Thereafter, one week's notice for each year of continuous employment is given.
(ii) The minimum period of notice that Bank Support Workers are required to give the Association
is one week after one month's continuous employment. Notice must be given in writing to the
relevant Line Manager to be effective.
7.
Benefits
You are entitled to join NCHA’s Pension Scheme, subject to a qualifying period.
8.
Vetting
Employment to the post of Bank Support Worker is subject to the receipt of two references, a
Criminal Records Bureau check and an Occupational Health assessment which are satisfactory to
NCHA.
9.
Other Terms & Conditions
The Association recognises the right for all staff to join a Trade Union and staff are covered by a
joint union recognition agreement with UNISON and UNITE THE UNION. The Joint Union and
Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of
service, which are governed by, and may be affected by, this collective agreement.
There are written Grievance, Disciplinary and Dismissal procedures, a Code of Conduct and an
Expected Standards of Behaviour policy. The Financial Regulations detail the restrictions placed
on employees relating to conflict of interest and purchase of goods and services.
This is only a summary of the Terms and Conditions of Service included in the Bank Staff
Handbook to which reference should be made for full details of policies and procedures.
Further information may be obtained from the HR Department (Tel: 0845 650 1205).
1.Hours of Work and Working Pattern
Normal working hours are based on a 39 hour week,
worked Monday to Friday between the hours of 8am
and 6pm with occasional early evening and
Saturday working. There is some flexibility possible
in daily working hours, depending on operational
requirements and customer service delivery
standards. It is a requirement that employees have
a minimum of a 30 minute daily rest period/lunch
break.
Outline of
Terms and
Conditions of
Employment
Attendance at the Nottingham office base will be
required on a weekly basis when the schedule of
appointments will be issued; further appointments
may be issued by phone. In addition, there may be
the requirement to take part in a rota for out-of-hours
call-outs (for which additional payments are made).
Including time spent on call-outs, employees must
not exceed an average of 48 working hours a week
in total, averaged over a seventeen week period.
Any excess working hours will not be paid.
Accurate records of hours worked must be submitted
and authorised in accordance with agreed
procedures.
Direct
Maintenance
Services
Team
2.Pay
Direct Maintenance Services employees are
currently employed on fixed point salary scales,
which are reviewed annually and a cost of living
award may be paid on 1st April.
Salaries are normally paid monthly directly into
employees' bank accounts on or around the 15th of
each
month,
with
payment
being
made
approximately two weeks in advance and two weeks
in arrears. Any additional authorised payments for
out of hours call-outs etc. are paid monthly in
arrears.
Committed to
Managing and
Developing our
staff effectively
3. Leave Entitlement
Annual holiday entitlement for new staff is 28.5 days rising to 30.5 days after 5 years
service. All staff have 8 additional/lieu days in respect of bank holidays.
For office
based staff, these days are as follows:
Xmas Day, Boxing Day, New Years Day, Good Friday, Easter Monday, May Day Bank
Holiday, Late Spring Bank Holiday and Late Summer (August) Bank Holiday.
Maternity leave allows for absence up to a period of 52 weeks maternity leave
regardless of length of service. A pregnant employee may also be entitled to Maternity
Allowance, or to Statutory Maternity Pay and also to additional Occupational Maternity
Pay, depending on her length of service.
Employees are entitled to two weeks Statutory Paternity Leave and Paternity Pay,
subject to certain conditions.
The Association also has leave policies covering Domestic, Compassionate, Public
Duties and Unpaid Leave.
4. Sickness Absence
NCHA has a sick pay scheme which is related to employees’ length of service and
allows for up to 6 months full pay and 6 months half pay after 5 years service. Sick
pay is not paid to employees within their probationary period (usually 6 months). All
employees are required to self certificate from their first day of sickness absence
and obtain doctors/medical certificates as required. Sickness absence is monitored
by managers.
5.
Recruitment and Selection
The Association has an Equal Opportunities in Employment Policy which normally
results in all vacant posts being advertised internally and externally. The purpose of
NCHA’s Recruitment Procedure is to ensure a fair selection process. The procedure is
based on best current practice in Equal Opportunities selection policies and the needs
of the Association to recruit staff who are effective employees.
In order to fulfil these criteria, NCHA’s Recruitment Procedure includes co-ordination
and administration by the Personnel Section, agreed Job Specifications which are
regularly reviewed and a trained selection panel which is responsible for all stages of
the Recruitment and Selection process.
Advertisements clearly state NCHA’s commitment to Equal Opportunities and
advertising in the media is aimed at a wide penetration of all sections of the
local/national community. We provide comprehensive information packs, which include
a standard application form, which is non-discriminatory and has clear instructions for its
completion, and an outline of Terms and Conditions of Service for all applicants. Short-
listing is based on applicants’ apparent capability to meet requirements of the Person
Specification, with interviews and trade tests assessing candidates’ performance
against the criteria and competencies required for the post.
NCHA’s Recruitment Procedure also includes the use of a work related reference form,
after a verbal job offer is made, prompt response letters to unsuccessful interview
candidates and optional feedback to unsuccessful candidates. A standard job offer
letter is sent to the successful candidate, which sets out the main terms of the
employment contract. All reasonable travel expenses for candidates attending for an
interview are met on request.
6.
Termination of Employment
The minimum period of notice that employees are required to give is two weeks for up to
six months service and one month for over six months service (except for some more
senior posts which carry a two or three month minimum notice period).
The period of notice given by the Association is related to an employee’s length of
service (nil for up to one month’s service, up to twelve weeks for service over twelve
years). All post have a standard six months probationary period and during this, the
notice period is two weeks on either side. Employees are required to give notice in
writing in all cases.
7.
Benefits
Pension – Social Housing Pension Scheme
SimplyHealth Healthcare Cash Plan
NCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to
Work
8.
Training & Staff Development
NCHA is committed to a training strategy based on National Vocational Qualifications
and other outcome based training. Staff training needs are identified through the
Performance Management process and relevant training courses may be held in-house
or through external training providers. The Association has been awarded Investor in
People status which is an indication of the importance placed on staff development.
9. Non-Standard Working Hours
NCHA is committed to providing flexibility of working hours in so far as this is compatible
with operational effectiveness. Part-time working and job sharing are available in some
posts and salary, leave entitlement and other benefits are calculated on a pro-rata
basis. Existing staff have the opportunity, in some circumstances, to work reduced
hours for a period of time. Where posts are advertised as being open to job share/parttime working, applicants should be aware that working days/hours will be subject to
operational requirements.
10.
Company Vans
NCHA vans are used for business and home to work and return only. Private use is
strictly prohibited. Incidental private use is permitted e.g. dropping someone off on way
to work. If vans are used for private use, then full re-imbursement and/or full charge will
be levied. Company van usage will be monitored.
11.
Other Terms & Conditions
The Association recognises the right for all staff to join a Trade Union and staff are
covered by a joint union recognition agreement with UNISON and UNITE THE UNION.
A Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating
to terms and conditions of service.
There are written grievance and disciplinary procedures and a written Code of Conduct.
The Financial Regulations detail the restrictions placed on employees relating to conflict
of interest and purchase of goods and services.
This is a summary of the Terms and Conditions included in the Association’s
Staff Handbook to which reference should be made for full details of policies and
procedures.
Further information may be obtained from the HR Department (Tel: 0845 650
1205).
1. Hours of Work
a.
Office Based Staff
Full-time office based staff work a 35 hour week and
office hours are normally 9.00am to 5.00pm or
9.30am to 5.30pm (with the exception of the Ollerton
office which works from 8.30am to 4.30pm).
Flexibility may be allowed by arrangement.
Occasional attendance at evening meetings may be
necessary in some posts for which time-off in lieu is
usually given. A flexi-time scheme is in operation for
most staff below senior management level.
b.
Project Based Staff
Full-time project based staff work a 37 hour week,
normally on a rota system which may include some
unsocial hours working between 7.00am and
10.00pm and weekend working. Sleeping-in duties
may be included as part of the job requirement and
additional payments are made for these. Enhanced
payments are also made for waking night duty and
for work on Christmas Day and New Years Day.
The length of a shift does not normally exceed eight
hours duration.
c.
Outline of
Terms and
Conditions of
Employment
Office Based
Staff
Other Staff
Some posts fall outside the above categories (e.g.
Wardens, Caretakers) and working hours depend
upon the particular job category.
2. Pay
Office, project and scheme based employees are
normally employed on incremental salary scales.
Salaries are reviewed annually and a cost of living
award may be paid on 1st April.
Salaries are normally paid monthly directly into
employees' bank accounts on or around the 15th of
each
month,
with
payment
being
made
approximately two weeks in advance and two weeks
in arrears.
Committed to
Managing and
Developing our
staff effectively
3. Leave Entitlement
Annual holiday entitlement for new staff is 28½ days rising to 30½ days after 5 years
service. All staff have 8 additional/lieu days in respect of bank holidays.
For office
based staff, these days are as follows:
Xmas Day, Boxing Day, New Years Day, Good Friday, Easter Monday, May Day Bank
Holiday, Late Spring Bank Holiday and Late Summer (August) Bank Holiday.
Project based staff will attach the additional days to their annual holiday entitlement.
Maternity leave allows for absence up to a period of 52 weeks maternity leave regardless
of length of service. A pregnant employee may also be entitled to Maternity Allowance, or
to Statutory Maternity Pay and also to additional Occupational Maternity Pay, depending
on her length of service.
Employees are entitled to two weeks Statutory Paternity Leave and Paternity Pay, subject
to certain conditions.
The Association also has leave policies covering Domestic, Compassionate, Public Duties
and Unpaid Leave.
4.
Sickness Absence
NCHA has a sick pay scheme which is related to employees’ length of service and
allows for up to 6 months full pay and 6 months half pay after 5 years service. Sick
pay is not paid to employees within their probationary period (usually 6 months). All
employees are required to self certificate from their first day of sickness absence and
obtain doctors/medical certificates as required. Sickness absence is monitored by
managers.
5.
Recruitment and Selection
The Association has an Equal Opportunities in Employment Policy which normally results
in all vacant posts being advertised internally and externally. The purpose of NCHA’s
Recruitment Procedure is to ensure a fair selection process. The procedure is based on
best current practice in Equal Opportunities selection policies and the needs of the
Association to recruit staff who are effective employees.
In order to fulfil these criteria, NCHA’s Recruitment Procedure includes co-ordination and
administration by the Personnel Section, agreed Job Specifications which are regularly
reviewed and a trained selection panel which is responsible for all stages of the
Recruitment and Selection process.
Advertisements clearly state NCHA’s commitment to Equal Opportunities and advertising
in the media is aimed at a wide penetration of all sections of the local/national community.
We provide comprehensive information packs, which include a standard application form,
which is non-discriminatory and has clear instructions for its completion, and an outline of
Terms and Conditions of Service for all applicants. Continued…
Short-listing is based on applicants’ apparent capability to meet requirements of the
Person Specification, with interviews and skill tests assessing candidates’ performance
against the criteria and competencies required for the post.
Psychometric testing is used as part of an assessment centre approach to many posts.
NCHA’s Recruitment Procedure also includes the use of a work related reference form,
after a verbal job offer is made, prompt response letters to unsuccessful interview
candidates and optional feedback to unsuccessful candidates. A standard job offer letter
is sent to the successful candidate, which sets out the main terms of the employment
contract. All reasonable travel expenses for candidates attending for an interview are met.
6.
Termination of Employment
The minimum period of notice that employees are required to give is two weeks for up to
six months service and one month for over six months service (except for some more
senior posts which carry a two or three month minimum notice period).
The period of notice given by the Association is related to an employee’s length of service
(nil for up to one month’s service, up to twelve weeks for service over twelve years). All
post have a standard six months probationary period and during this, the notice period is
two weeks on either side. Employees are required to give notice in writing in all cases.
7.
Benefits
Pension – Social Housing Pension Scheme
SimplyHealth Healthcare Cash Plan
NCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to
Work
8.
Training & Staff Development
NCHA is committed to a training strategy based on National Vocational Qualifications and
other outcome based training. Staff training needs are identified through the Performance
Management process and relevant training courses may be held in-house or through
external training providers. The Association has been awarded Investor in People status
which is an indication of the importance placed on staff development.
9. Non-Standard Working Hours
NCHA is committed to providing flexibility of working hours in so far as this is compatible
with operational effectiveness. Part-time working and job sharing are available in some
posts and salary, leave entitlement and other benefits are calculated on a pro-rata basis.
Existing staff have the opportunity, in some circumstances, to work reduced hours for a
period of time. Where posts are advertised as being open to job share/part-time working,
applicants should be aware that working days/hours will be subject to operational
requirements.
10.
Company Vans / Cars
NCHA vans/cars are used for business and home to work and return only. Private use is
strictly prohibited. Incidental private use is permitted e.g. dropping someone off on way to
work. If NCHA vans/cars are used for private use, then full re-imbursement and/or full
charge will be levied. Company van/car usage will be monitored by the appropriate
department.
11.
Other Terms & Conditions
The Association recognises the right for all staff to join a Trade Union and staff are
covered by a joint union recognition agreement with UNISON and UNITE THE UNION. A
Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating to
terms and conditions of service.
There are written grievance and disciplinary procedures and a written Code of Conduct.
The Financial Regulations detail the restrictions placed on employees relating to conflict of
interest and purchase of goods and services.
This is a summary of the Terms and Conditions included in the Association’s Staff
Handbook to which reference should be made for full details of policies and
procedures.
Further information may be obtained from the HR Department (Tel: 0845 650 1205).
1. Hours of Work
Full time hours are based on 37 hours per week, to
be worked on a rota system which may include
unsocial hours and weekend working. Sleeping-in
and waking night shifts may also be required.
2. Pay
The rate of remuneration is based the Project Based
Scales relevant to the post.
Outline of
Terms and
Conditions of
Employment
Payments will be made monthly in arrears on or
around the 15th of each month.
3. Probationary Period
Staff are required to meet agreed standards of
performance in order to successfully complete their
month probationary period
4. Travel Allowances
All business mileage to be paid at 45p per mile,
decreasing after 10,000 miles to 25p per mile. Bus
passes/tickets/motorbike mileage may also be
reimbursed if appropriate.
Training
(dependent on engine size will be paid.
mileage
5. Annual Leave and other leave
28.5 days rising to 30.5 days after 5 years, plus 8
bank holidays (pro-rata for part-time).
Up to 5 days domestic leave for crises /
emergencies /bereavements (pro-rata for p/t).
Project
Based
Staff
(including contracted
hours at PST)
6. Sickness Benefits
Length of Service at start of
absence
No. of months full pay
No. of months half pay
Within Probationary Period
0
0
Completion of Probation -1 year
1
1
2
2
During 3 , 4 & 5 years of service
3
3
After completing 5 years of service
6
6
Within 2
rd
7.
nd
year of service
th
th
Sleep In Payment
Currently £32.69
8. Unsocial Hours Payment / Enhancements
Nights between 10 pm and 7 am = time + 33%
Xmas Day 10pm 24th Dec to 7 am 26th Dec and New Years Day 10 pm31st Dec to 10pm 1st Jan =
Double time
9. Maternity/Adoption Leave
Less than 2 years service = SMP only
2+ years service = 6 wks @ 90% salary, 33 wks @ 50% salary, 13 wks unpaid
10
Benefits
Pension – Social Housing Pension Scheme
SimplyHealth Healthcare Cash Plan
NCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to Work
Travel Allowance (if applicable)
Vetting
Employment is subject to the receipt of two references, a Criminal Records Bureau check and an
Occupational Health assessment which are satisfactory to NCHA.
10.
Other Terms & Conditions
The Association recognises the right for all staff to join a Trade Union and staff are covered by a
joint union recognition agreement with UNISON and UNITE THE UNION. The Joint Union and
Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of
service, which are governed by, and may be affected by, this collective agreement.
There are written Grievance, Disciplinary and Dismissal procedures, a Code of Conduct and an
Expected Standards of Behaviour policy. The Financial Regulations detail the restrictions placed
on employees relating to conflict of interest and purchase of goods and services.
This is only a summary of the Terms and Conditions of Service included in the Project
Staff Handbook to which reference should be made for full details of policies and
procedures.
Further information may be obtained from the HR Department (Tel: 0845 650 1205).
1.Hours of Work
Full-time staff work a 37 hour week which will
include some unsocial hours working between
7.00am and 10.00pm and weekend working, to
ensure service delivery is available between the
hours of 6.00 am to 11.00 pm.
2.Pay
Employees are employed on incremental salary
scales. Some jobs will be paid on a fixed salary and
will attract a performance target bonus, paid
quarterly (see Appendix 1). All salaries are reviewed
bi-annually on a market review basis and a cost of
living award may be paid on 1st April.
Salaries are paid monthly directly into employees'
bank accounts on or around the 15th of each month,
with payment being made approximately two weeks
in advance and two weeks in arrears.
Outline of
Terms and
Conditions of
Employment
Personalised
Services
Team
Personalised Support Manager
PST Managers
3.Leave Entitlement
PST Assistant Managers
PST Care Co-ordinators
Annual holiday entitlement for new staff is 28½ days
rising to 30½ days after 5 years service.
All staff have 8 additional/lieu days in respect of
bank holidays
Maternity leave allows for absence up to a period of
52 weeks maternity leave regardless of length of
service. A pregnant employee may also be entitled
to Maternity Allowance, or to Statutory Maternity Pay
and also to additional Occupational Maternity Pay,
depending on her length of service.
Employees are entitled to two weeks Statutory
Paternity Leave and Paternity Pay, subject to certain
conditions.
The Association also has leave policies covering
Domestic, Compassionate, Public Duties and
Unpaid Leave.
NCHA
Committed to
Managing and
Developing our
staff effectively
4. Sickness Absence
NCHA has a sick pay scheme which is related to employees’ length of service and
allows for up to 6 months full pay and 6 months half pay after 5 years service. Sick
pay is not paid to employees within their probationary period (usually 6 months). All
employees are required to self certificate from their first day of sickness absence and
obtain doctors/medical certificates as required. Sickness absence is monitored by
managers.
5. Recruitment and Selection
The Association has an Equal Opportunities in Employment Policy which normally results
in all vacant posts being advertised internally and externally. The purpose of NCHA’s
Recruitment Procedure is to ensure a fair selection process. The procedure is based on
best current practice in Equal Opportunities selection policies and the needs of the
Association to recruit staff who are effective employees.
6.
Termination of Employment
The minimum period of notice that employees are required to give is two weeks for up to
six months service and one month for over six months service (except for some more
senior posts which carry a two or three month minimum notice period).
The period of notice given by the Association is related to an employee’s length of service
(nil for up to one month’s service, up to twelve weeks for service over twelve years). All
posts have a standard six months probationary period and during this, the notice period is
two weeks on either side. Employees are required to give notice in writing in all cases.
7.
Benefits
Pension – Social Housing Pension Scheme
SimplyHealth Healthcare Cash Plan
NCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to
Work
Travel Allowance (if applicable)
8.
Training & Staff Development
NCHA is committed to a training strategy based on National Vocational Qualifications and
other outcome based training. Staff training needs are identified through the Performance
Management process and relevant training courses may be held in-house or through
external training providers. The Association has been awarded Investor in People status
which is an indication of the importance placed on staff development.
9. Non-Standard Working Hours
NCHA is committed to providing flexibility of working hours in so far as this is compatible
with operational effectiveness. Part-time working and job sharing are available in some
posts and salary, leave entitlement and other benefits are calculated on a pro-rata basis.
Existing staff have the opportunity, in some circumstances, to work reduced hours for a
period of time. Where posts are advertised as being open to job share/part-time working,
applicants should be aware that working days/hours will be subject to operational
requirements.
10.
Other Terms & Conditions
The Association recognises the right for all staff to join a Trade Union and staff are
covered by a joint union recognition agreement with UNISON and UNITE THE UNION. A
Joint Union and Negotiation Group (JUNG) meet regularly to discuss matters relating to
terms and conditions of service.
There are written grievance and disciplinary procedures and a written Code of Conduct.
The Financial Regulations detail the restrictions placed on employees relating to conflict of
interest and purchase of goods and services.
This is a summary of the Terms and Conditions included in the Association’s Staff
Handbook to which reference should be made for full details of policies and
procedures.
Further information may be obtained from the HR Department (Tel: 0845 650 1205).
Outline of Terms and Conditions of Service
Relief Administrative / Clerical Worker
Introduction
These Terms and Conditions of Service form part of the Contract of
Employment between a Relief Administrative / Clerical Worker and
Nottingham Community Housing Association Ltd. (NCHA). They include
important information concerning the responsibilities and obligations of
both the Relief Administrative / Clerical Worker and of NCHA, and
concerning the entitlements for the Relief Administrative / Clerical
Worker.
General
Relief Administrative/Clerical Workers are employed on a zero hour’s
contract. The nature of the work means that there may be periods when
no suitable work is available, and offers of work are not guaranteed.
The Relief Administrative / Clerical Worker has a responsibility to keep
NCHA informed of all changes to their circumstances (e.g. change of
address/ telephone number/ availability for work etc.).
The Relief Administrative / Clerical Worker shall indicate their availability
and preferred working times and NCHA will endeavour to offer flexible
and agreed working arrangements taking into consideration the
operational requirements of the organisation.
The Relief Administrative / Clerical Worker will be able to apply for all
permanent posts advertised internally within the organisation should
they wish to do so, after successful completion of their probationary
period.
Training
NCHA will provide suitable and appropriate training to ensure that NCHA
provides a high quality service that is consistent and professional.
The Relief Administrative / Clerical Worker is expected to take an active
role to develop their personal competencies and knowledge of the work
of the organisation.
It is a requirement that the Relief Administrative / Clerical Worker
undertakes agreed training, including an induction, and must be able to
make themselves available. Reasonable notice of any required training
will be given.
Conduct of Assignments
The Relief Administrative / Clerical Worker shall be expected to: Carry out the range of duties and tasks in such a manner as
described in the relevant Job Specification.
 Co-operate with all staff in the organisation in order to provide
excellent customer services to all users and stakeholders.
 Take direction, supervision and guidance from the relevant Line
Manager.
 Become familiar with and keep up to date with all relevant policies
and procedures.
 Uphold the values and code of conduct of NCHA.
Confidentiality
Confidentiality is of paramount importance. Workers should not divulge
to any person or use for their own, or any other persons benefit, any
confidential information relating to the organisation’s business affairs.
Guidance should always be sort on disclosure of any confidential
information.
Assignments
The Relief Administrative / Clerical Worker shall be managed by the Line
Manager of the team to which they have been assigned. The Line
Manager will provide general support and guidance in respect of duties
and requirements of the assignment.
Support
Nottingham Community Housing Association is committed to providing
support to all members of staff. For the Relief Administrative / Clerical
Worker, supervision will take the form of a monthly telephone call
between the Relief Administrative / Clerical Worker and the HR
Department. The purpose will be to review how the Relief Administrative
/ Clerical Worker is doing in their job, to answer any queries and ensure
any agreed training is progressing.
The Relief Administrative / Clerical Worker team should feel free to
immediately contact the HR Department should any difficulties arise.
Remuneration
NCHA shall pay to the Relief Worker remuneration calculated at the rate
of £8.39 per hour for each hour worked as Relief Clerical Worker and
£9.67 per hour for each hour worked as Relief Administrative Worker.
This is to be paid monthly in arrears subject to deductions in respect of
PAYE Class 1 National Insurance Contributions and Income Tax
pursuant to S134 of the Income and Corporation Taxes Act and any
other deductions which NCHA may be required to make by law.
Additional time worked to meet authorised operational requirements will
be paid up to the next quarter of an hour, but must be no more than 37.5
hours per week.
Subject to any statutory entitlement under the relevant legislation, the
Relief Administrative / Clerical Worker is not entitled to receive any
payment from NCHA for time not spent on an assignment or on agreed
induction or training, whether in respect of holidays, illness, or absence
for any other reason unless otherwise agreed by the HR Department.
Statutory Holiday Pay
Annual leave entitlement is 28 days per year, which is based on a 7.5
hour day, and a 5 day week (up to 37.5 hours per week). The financial
year is from 1st April to 31st March.
The accrual rate for this is
0.0143589 of a day for every hour worked (a portion of annual leave for
every hour worked).
Annual Leave is accrued each month throughout the financial year
based on the hours worked. Relief Clerical/Admin Staff, who work 37.5
hours per week, every week, will achieve the maximum 28 days annual
leave per annum. Fewer hours worked per month will result in less
annual leave being accrued.
Other Statutory Leave Entitlements
For all other statutory leave entitlements to paid or unpaid leave (e.g.
Maternity / Paternity / Time off for dependents), the statutory minimum
shall apply.
Sickness Absence
Sickness absence for agreed assignments must be notified as far in
advance of the start of the assignment as possible. The Relief
Administrative / Clerical Worker may be eligible for Statutory Sick Pay
provided that they meet the relevant statutory criteria, and provided that
they submit an approved doctor’s/hospital certificate/note for the period
of the assignment.
Probation Period
Confirmation of appointment as a permanent employee will be
dependent on the satisfactory completion of a probationary period.
Satisfactory completion of the probationary period is dependent on
completion of six months employment, regular assignments and the
provision of successful evidence of competence as a Relief
Administrative / Clerical Worker. On satisfactory completion, the Relief
Administrative / Clerical Worker will receive confirmation that they are
approved as a permanent member of the Relief Administrative / Clerical
Worker Team.
Pension Scheme
The Relief Administrative / Clerical Workers are eligible to join the
organisation’s Pension Schemes after the completion of eleven months
service.
Working Hours
The Relief Administrative / Clerical Worker is required to keep accurate
records of the working hours that they have worked at each assignment.
All time worked must be recorded on the approved time sheet and
authorised by the line Manager of the team. Failure to submit correctly
authorised time sheets on time will result in a delay of payments.
Time spent travelling to an assignment does not constitute work time.
Travel arrangements to assignments are the responsibility of the Relief
Administrative / Clerical Worker.
The Relief Administrative / Clerical Worker must not work in excess of
37.5 hours per week, and any additional work with other employers
counts towards this total. The Relief Administrative / Clerical Worker is
responsible for managing their assignments to comply with the
requirements of the Working Time Regulations. Guidance should be
sought from the HR Department if unclear on this matter.
The Relief Administrative / Clerical Worker is entitled to an unpaid rest
break of a minimum of 30 minutes during working days of six hours or
longer.
Trade Union Membership
All NCHA employees may join either of the two recognised Trade
Unions, UNITE or UNISON.
Termination
Statutory minimum notice periods apply.
In addition, the Relief
Administrative / Clerical Worker is requested to give as much additional
notice as possible if they become no longer available to work as a Relief
Administrative / Clerical Worker.
Disciplinary and Grievance Procedures
The Relief Administrative / Clerical Worker will be subject to NCHA’s
standard Disciplinary and Grievance procedures. A copy of these
procedures will be made available to the Relief Administrative / Clerical
Worker. In the event of a serious allegation being made, NCHA will not
allocate further work until a full investigation has taken place. This will
be without any liability to NCHA.
Availability of Work
The Relief Administrative / Clerical Worker must acknowledge that there
may be periods when no suitable work is available for them. Suitability
for work will be determined by the HR Department and this shall incur no
liability to the organisation.
Please Note
The Relief Administrative / Clerical Worker is employed on the Terms
and Conditions of Service as outlined above. Except where specifically
stated, the standard Terms and Conditions for NCHA employees do not
apply to the
Relief Administrative / Clerical Worker, and statutory minimum
entitlements apply unless otherwise stated.