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An equal opportunities employer

INFORMATION FOR

CASUAL WORKERS

ON A BANK REGISTER

LGE(B)1/09 APRIL 2009


INTRODUCTION

This information has been prepared to provide a summary of the main


staffing issues relating to individuals who are placed on any of the
Council’s Bank Registers.

The purpose of a Bank Register is to provide short term staffing cover


for any absence due to sickness, holidays or training where service
provision must be maintained.

CONDITIONS

There is no mutuality of obligation between the Council and a Casual Worker on


a Bank Register at any point as there is no obligation either for the Council to
offer work or for any work offered to be accepted by you. Accordingly, when you
are not working for the Council, your status is “Casual Worker.”

If you accept any work offered by the Council, you will be regarded as an
“Employee” during that period of work.

During any period of employment with the Council, your terms and conditions are
in accordance with:-

(a) national terms and conditions of service as covered by collective


agreements embodied in the Scheme of Conditions of Service for Scottish
Local Government Employees i.e. the Red Book and the Scheme of
Conditions of Service for Local Government Employees as adopted and
applied by East Ayrshire Council;

(b) certain additional terms and conditions determined by East Ayrshire Council
as contained in Circulars issued by the Head of Human Resources and
previously by the Director of Personnel Services.

When on the Bank Register and not undertaking any work, you will not accrue
any employment service or employment rights.

Full details of the terms and conditions referred to at (a) and (b) above are
available for inspection from the Human Resources Officer in your employing
department or from Human Resources.

OTHER EMPLOYMENT

The Working Time Regulations provide for a maximum 48 hours work per week
for all individuals unless they sign an opt-out. As the 48 hour limit applies to all
work, you must advise your Bank Supervisor of any work you are currently
undertaking with another employer, including the Council, prior to accepting any
work offered by the Council to ensure that the combined hours of all work
undertaken does not exceed 48 hours per week.

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WORK LOCATION

When work becomes available, your Bank Supervisor will confirm your work
location at that time.

DUTIES OF POST

When you accept any work offered by the Council, you will be advised of the
duties involved with the post at that time.

HOURLY RATE OF PAY

Payment for any hours worked will be based on the appropriate hourly rate of
pay for hours worked up to the full time weekly hours appropriate to your Bank
Register i.e. 35 hours or 37 hours.

PAY FREQUENCY

Payment for any hours worked will be made on a four weekly basis, as
appropriate, by credit transfer on completion and authorisation of a timesheet.
You will have been notified of the pay frequency applicable to your Bank
Register on appointment to that Register.

PAY ADJUSTMENTS

Any future changes in your hourly rate will be reflected in your payslip at the
appropriate time. If you have any queries relating to pay, please contact your
Departmental Human Resources Team.

In the unlikely event of any overpayments being made due to any error, these
will be recovered directly from your pay. You will be advised of the details of the
overpayment together with the repayment arrangements before any deductions
are made. Similarly, repayment of any underpayments will be made directly into
your pay.

You have a responsibility to check your payslip to ensure that you are being paid
correctly. You must notify your Bank Line Manager if you suspect any error in
payment whether this is an under or overpayment.

SICKNESS REPORTING

If you have accepted work for a specific day/period and are unable to attend due
to sickness or other reason, you must notify your Bank Line Manager that you
will be unavailable immediately and not wait until the actual day that you have
agreed to work. You must also advise your Bank Line Manager of the reason for
your absence and how long you are likely to be unavailable for work.

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Any entitlement to sick pay will be dependant upon your period of continuous
employment with the Council.

PENSION SCHEME

East Ayrshire Council is a member of the Strathclyde Pension Fund which


operates a Pension Scheme in accordance with the Local Government Pension
Scheme (Scotland) Regulations. As a Casual Worker with no mutuality of
obligation, you will not be eligible for membership of the Local Government
Pension Scheme. However, if you are offered and accept a temporary
appointment for a period of 3 months or more, you will automatically become a
member of the Local Government Pension Scheme for the duration of that
appointment unless you elect not to join. This applies to all temporary
appointments of 3 months or more unless you elect not to join, however, you
will not be able to continue in the scheme on returning to the Bank Register at
the end of the appointment.

HOLIDAY ENTITLEMENT

You will receive a payment in lieu of holidays on a 4 weekly basis. This means
that you will not normally be paid for any days you require as holidays. The
amount payable will be calculated on the hours you have worked with the
Council, excluding any hours classed as overtime. If you do not undertake any
work within the relevant period you will not receive a holiday payment.

If however you have been working on a continuous basis you may be paid any
accrued entitlement should you request a holiday during the period of continuous
employment.

Holiday entitlement is based on the Working Time Regulations which provide for
a total of 28 days (12.1% of basic hours worked).

GROUP LIFE ASSURANCE SCHEME

The Council has a Group Life Assurance Scheme which will be applicable to you
during any period of employment with the Council. You will not be covered by
this scheme during periods when you are not working and remain on the Bank
Register. Any queries in relation to Group Life should be raised with your Human
Resources Officer.

DISCIPLINARY AND GRIEVANCE PROCEDURES

The Council’s Disciplinary and Grievance procedures will apply to you during any
periods when you are undertaking work with the Council.

TRAVEL AND SUBSISTENCE

Travelling and subsistence expenses incurred while working for the Council
will be reimbursed in accordance with East Ayrshire Council’s Travelling and

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Subsistence Allowance Scheme. Full details of this scheme are available from
your Human Resources Officer or from Corporate Human Resources.

CAR ALLOWANCES

If you are required to use your car whilst undertaking work for the Council then
you will be entitled to the appropriate reimbursement in respect of business
mileage incurred. Reimbursement will be in line with East Ayrshire Council’s
Standardised Car Allowance Scheme. Full details of this scheme are available
from your Human Resources Officer.

REMOVAL FROM BANK REGISTER

If you no longer wish to be considered for any work that may become available
then you should notify your Bank Line Manager, in writing, in order that your
name can be removed from the Bank Register.

An exit interview will be carried out with your line manager.

HEALTH AND SAFETY

East Ayrshire Council recognises its responsibilities under the Health and Safety
at Work Act 1974 as an employer for providing a safe and healthy work place
and working environment for all employees. It is Council policy to take all
reasonable practicable steps to fulfill these responsibilities.

When working with the Council, you also have a duty and responsibility under
the Health and Safety Regulations to take care of your own safety and that of
other employees, and must familiarise yourself with both the Council’s Corporate
Health and Safety Policy and your employing department’s Health and Safety
Policy and Procedures.

SMOKING IN THE WORKPLACE

East Ayrshire Council recognises the health issues associated with smoking not
only for smokers but also for non-smokers. The Council’s policy is that smoking
is prohibited in all East Ayrshire Council establishments, workplaces and
vehicles. Full details of the policy are available from your Human Resources
Officer.

PREVENTION AND DETECTION OF FRAUD

East Ayrshire Council has a duty to protect public funds. Information is provided
to auditors under Section 100 of the Local Government (Scotland) Act 1973 and
Section 53 of the Local Government in Scotland Act 2003 and employee details
can be compared with other information, including information provided by other
public bodies, for the purposes of detecting fraud to ensure that public funds are
being paid only to those persons who are entitled to them. For example, a

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comparison with housing benefit records to ensure that employment income is
declared.

CHANGE IN PERSONAL CIRCUMSTANCES

Any change in your personal circumstances which affects your placement on the
Bank Register e.g. home address, telephone number etc. must be notified to
your Bank Line Manager.

If you have any queries in relation to the above or any other points which
relate to your Bank placement, you should contact your Bank Line
Manager or Human Resources Officer.

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