Working for South Bedfordshire District Council
THE OFFICES
The Council operates its main services from offices built on High Street North, Dunstable, and three leisure centres within the district (Dunstable, Houghton Regis and Leighton Buzzard).
PAYMENT OF SALARIES
Salaries will be paid monthly on the 15th of the month or the last working day before the 15th day, by direct transfer to a bank account, building society account, a Post Office Giro account or a Trustee Savings account. Any regular payment due to the Council or UNISON can be deducted from salary at the written request of the employee. At present temporary employees (contract least than three months) are paid weekly.
PROBATION
All new employees will be subject to a six month probationary period which involves monthly assessment of work progress. Exception of temporary (short-term) positions, this will be subject to a three month assessment period instead.
TRAINING
This authority provides facilities, financial support and opportunities to enable employees to acquire the attitudes, skills and knowledge necessary to perform their job efficiently and to develop their potential through : Post-Entry Training, In-House Training, and External Short Courses and Seminars.
ANNUAL LEAVE
| Spinal Column
| Less than 5 years service
| 5-10 years
| 10 years
|
|---|---|---|---|
| 6-13
| 20
| 27
| 29
|
| 14-28
| 23
| 27
| 29
|
| 29-49
| 25
| 27
| 29
|
EXTRA STATUTORY DAYS
Employees are entitled to two extra-statutory days in each year, which will be added to the annual leave entitlement (on a pro-rata basis for part-time employees). Employees are entitled to a third day to be taken on a designated day over the Christmas period.
FLEXIBLE WORKING HOURS SCHEME
The Council operates a system of flexible working hours, subject to officers co-operating, to ensure that the operation of flexible hours does not cause the service to the public or the general efficiency of the service to suffer.
Clearly there are certain employees whose duties mean that they must be present during specific hours. In such cases they will only be able to use the flexible working hours scheme as far as their circumstances allow.
Employees may be on duty between:-
7.30 & 10.00 am - 4.00 and 7.00 pm - Monday to Friday
Officers need not work exactly 37 hours in any week; a maximum credit of 10 hours or debit of 5 hours may be carried forward. One day or 2 days flexible leave may be taken every 4 weeks in accordance with the scheme
SMOKING AT WORK POLICY
In an effort to consider the preferences and concerns of smokers and non-smokers and to provide a healthy and pleasant working environment, a non-smoking policy operates.
FEES FOR MEMBERSHIP OF PROFESSIONAL INSTITUTIONS
Where membership of, or registration with a professional body, or the possession of a practising certificate, is a statutory condition of an employee practising in the profession for which he is employed, the Council will pay the necessary fees in full. In addition the Council will pay 100% of an employee's annual subscription to one professional body, the membership of which is, in the opinion of the appropriate Corporate Director, relevant to the employee's work. As there is 100% reimbursement the employee should therefore not claim tax relief.
LEISURE DISCOUNT
A 25% discount is available, on production of the Council's identity card, to enable employees to make use of the leisure facilities at Dunstable Leisure Centre, Houghton Regis Leisure Centre and Tiddenfoot Leisure Centre.
LIFE ASSURANCE
All permanent employees between the ages of 18 and 65 are covered by free life assurance whilst employed with the Council. The benefit consists of twice the annual basic salary at date of death.
ENVIRONMENTAL POLICY
The Council recognises its responsibilities in delivering services that protect our environment. As part of this, we adopted an Environmental Policy on 27th September 2000. This sets out practical, and specific objectives to ensure environmental considerations are integrated into day to day activities.
To ensure these standards are monitored and improved, the Council is seeking accreditation to the Eco-Management and Audit Scheme, or EMAS for short. Employees are therefore expected to comply with the Environmental Policy in respect of their day to day duties and responsibilities.
CANTEEN
All employees have the use of a canteen which provides meals, snacks and a salad buffett bar at lunch time.
HEALTH AND SAFETY
The Council recognises its legal obligation under the Health and Safety at Work etc. Act 1974 to provide appropriate health and safety training and to ensure safe and healthy premises for all employees and visitors. Employees are expected to co-operate with management on health and safety matters, take care of their own health and safety, the health and safety of others and not to interfere with or misuse anything provided for health and safety purposes.
REMOVAL AND DISTURBANCE ALLOWANCES
In special circumstances posts may be offered with the benefit of a removal and disturbance allowance.
CAR ALLOWANCES
Essential and Casual User car allowances are paid in accordance with the NJC rates. These allowances are paid monthly in arrears and are included with the salary payment upon submission of a claim form. The lump sum of the essential user allowances is generated automatically, providing an initial claim has been submitted. These allowances are paid free of tax, but in many cases a tax benefit will arise and tax will normally be collected by adjustment to your tax code number. New employees who are in receipt of an essential user car allowance would be well advised to notify the tax office of this fact, together with an estimate of their business mileage.
CAR LOANS
Car loans shall be available to all nominated essential car users (and in certain instances, casual users). A loan may also be granted for the repair of his/her motor vehicle subject to conditions set out in National and Local Conditions of Service. Car loans will not normally be granted to probationers - this will only be done at the request of the Corporate Director concerned and will be subject to approval by the Chief Executive. Note : Employees participating in the scheme should note that there are income tax implications.
CAR LEASING SCHEME
A car leasing scheme is in operation, available to Essential and Lump Sum car users. Car leasing facilities will not normally be granted to probationers - this will only be done at the request of the Corporate Director concerned and will be subject to approval by the Chief Executive. Note: Employees participating in the scheme should note that there are income tax implications.
EQUALITIES POLICIES
The council is committed to the policy of equal treatment of all employees and applicants and requires all employees, of whatever grade or authority, to abide by this general principle. In its employment policies all employees will be given, in the application of their conditions of service, recruitment, training and promotion prospects, equal opportunities, regardless of sex, disability, age, marital / family status, sexual orientation, race, religion/belief, political persuasion or colour. The council has adopted a Comprehensive Equalities Policy and a Race Equality Scheme. Copies of these, together with the full Equal Opportunities in Employment Policy Statement and the Corporate Equalities Policy Statement are available from Human Resources on request.
APPLICATION FORMS
Applications for the post must be made on an application form and returned by the closing date either by post to the address below or submitting the online application form.
Post Applications to : Human Resources, South Bedfordshire District Council, The District Offices, High Street North, Dunstable, Beds. LU6 1LF.
Please note that, if you are applying for a post within the Housing Service, tenants may be involved in the recruitment process.
