Employment Protection (Consolidation) Act 1978
As amended by the Trade Union Reform and Employment Rights Act 1993
CONTRACT OF EMPLOYMENT
WRITTEN STATEMENT OF PARTICULARS
Name of Employee:
Post Title:
Directorate:
Car User Status:
Date of Continuous Employment:
Date of which Particulars Given:
1.
General
You are employed in the service of this Authority and your employment is to the post of XXXXX
in the XXXXXXX Directorate. You will serve at the various operational depots located in Fylde
or Wyre Borough as may be required. The address of the Council is given above.
2.
Period of Continuous Employment
Your period of continuous service for statutory employment rights dates from XX/XX/XXXX.
If you have previous continuous service with an organisation covered by the Redundancy
Payments (Local Government) (Modification) Orders (which covers local authorities and
related bodies) this will be included in calculating your entitlement to:




a redundancy payment
sickness allowance
annual leave
notice period
The above will also apply if, you left such an organisation for maternity reasons within the
last 8 years and have not been in permanent full-time employment since.
3.
Terms and Conditions of Employment
During your employment with the Council the terms and conditions of employment will be in
accordance with collective agreements negotiated from time to time by the National Joint
Council for Local Government Services, set out in the Scheme of Conditions of Service
(commonly known as the Green Book), as adopted or amended by Fylde Borough Council
and as amended and supplemented by local collective agreements reached with the trades
unions recognised by the Council and by the rules of the Council. The documents referred
to may be inspected from the Human Resources Office at the address detailed above.
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4.
Probationary Period
New entrants to local authority service will be required to satisfactorily complete a period of
probationary service of six months. During this probationary service you will be expected to
establish your suitability for the post. At the end of this period, subject to your service
having been satisfactory, your permanent employment with the Council will be confirmed.
5.
Salary and Benefits
Your commencing salary is £xxxxx per annum which is salary scale point xx. This covers
the N.J.C. Spinal Column Point Range from scale point 48 to 54 with current corresponding
salaries of £xxxxx to £xxxxx pro rata.
Subject to satisfactory service your salary will rise within the above scale by annual
increments up to the maximum of the scale (XX).
You will be paid on the 15th day of each month by credit transfer.
6.
Performance Appraisal Scheme
In relation to the performance of your duties you will be required to participate in the
Performance Appraisal Scheme operated within the organisation for employees and
subject to any amendments or modifications to the scheme as may from time to time be
made. For this purpose participation means being involved in the scheme as an appraisee,
or both an appraisee and appraiser.
7.
Hours of Work
You are required to work 37 hours per week and there will be a requirement to work out of
hours that can be reimbursed through TOIL and flexible working arrangements.
8.
Holidays
Over a twelve month period leave entitlement is 23 working days, rising to 28 working days
in the year in which the fifth anniversary of appointment falls. Additional leave will be given
pro rata to service in the leave year. The additional leave will be expressed in whole days
rounded down to the nearest half day. (pro rata for part-time staff). (pro rata for part-time
staff). Annual holidays are required to be taken at suitable times by arrangement with your
manager. You will be paid your basic rate for all authorised absence on annual leave.
Bank Holidays will be paid at double time with a day off in lieu that must be taken in
accordance with the arrangements in place for the booking of annual leave.
9.
Notice
The minimum periods of notice to which you are entitled are:
 Four weeks or more, but less than two years service requires 1 weeks notice
 Two years or more, but less than twelve years service requires 1 week for each year of
continuous employment.
 Twelve years or more requires 12 weeks notice
The minimum period of notice of termination of your employment which you are required to
give is not less than three months.
10. Sickness
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Your entitlement to sickness allowance is:
After 5 years service 6 months full pay and 6 months half pay (based on your current
continuous service)
The post holder is required to comply with the Absence Management Policy and
procedures.
11. Other Terms and Conditions of Employment
The N.J.C. agreements (outlined in the Green Book) directly affecting other terms and
conditions of your employment currently cover:




Pay and Grading
Post-Entry Training
Maternity Leave and Pay
Car Allowances
Trade Union Membership
Those rules and local agreements made by the Council (see paragraph 3 above) directly
affecting other terms and conditions of your employment currently cover:12. Pensions
Your position with regard to pension is set out in the Local Government Superannuation
Acts and Regulations. An explanatory booklet is available for reference from the Human
Resources Office.
13. Grievance Procedure
If you have a grievance relating to your employment please refer to the procedure, a copy
is available from the Human Resources Team and available on the intranet.
14. Disciplinary Procedure
The disciplinary procedure applicable to you is available from The Human Resources Team
and available on the intranet.
15. Maternity Rights
Rights of pregnant women to leave and pay are in accordance with the N.J.C. agreements
referred to above. These rights are dependant on pregnant employees complying with
certain requirements.
It is important that employees who are, or become pregnant, understand the provisions.
There are also provisions for parental/paternity adoption leave. The information is available
from The Human Resources Team and the Intranet.
16. Membership of a Trade Union
You have the right to join a trade union and to take part in its activities.
17. Politically Restricted Posts
The Local Government and Housing Act 1989 has established provisions to ensure the
political impartiality of Local Government employees and by virtue of this appointment with
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the council you fall within the purview of the Act on the basis of your level of remuneration
and your post being designated as ‘sensitive’ within the act. The Act prevents you from
holding office in a political party, canvassing at elections, and speaking or writing publicity
on matters of party political controversy. The terms of these regulations will be deemed to
be incorporated in your contract of employment with the Council, and any breach of the
political restrictions will be regarded as a breach of your contractual obligations. Such
breaches will be dealt with under the Disciplinary Procedure.
17. CRB Disclosure (if applicable to the post applied for)
Any misrepresentation on a Criminal Record Disclosure Form will lead to the withdrawal of
any offer of employment being terminated without any obligation of liability on the part of the
employer other than for services rendered.
If a criminal record is gained during the term of employment (including actions taken outside
the organisation) it will be necessary to assess the risk this may pose to the business of the
organisation. If the actions lead to conviction have destroyed the employer’s necessary
relationship of trust with you or the actions pose any threat to the organisation, its work or
reputation, people connected with the organisation or members of the public, this may be
grounds for dismissal.
ACKNOWLEDGEMENT OF RECEIPT:
I have received a copy of this statement, and have read and understood it.*
Signature:................................................................ Date: ...........................................
(*Please do not hesitate to speak to your Manager if there is anything in this statement about
which you are unclear. He/she will be happy to explain).
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