Agenda item

Members discussed the potential adoption of seven refreshed HR Policies, which included:

• Disciplinary Policy

• Paternity Policy

• Probation Policy

• DBS (Disclosure and Barring Service) Policy

• Attendance Policy

• Recruitment Policy

• Flexi-time Policy

The following information was highlighted to Members, prior to debate:

• The Disciplinary Policy was designed to maintain the standards of conduct and behaviour of staff. The major revision here was the timescales for warnings, alongside further guidance and clarity over the process.
• The proposed change to the Paternity Policy was a move from one to two week’s fully paid paternity cover.
• More guidance was contained within the refreshed Probation Policy. There was also a proposed amendment around hearings – if a member of staff’s probation could end in dismissal then that hearing would fall in line with SKDC’s other processes.
• The DBS Policy was a new, rather than refreshed policy.
• The Attendance Policy contained more information and expectations over officers’ responsibilities in this area. There was also an amendment to the attendance procedure.
• There were no changes recommended for either the Recruitment or Flexi-time policies, they were included for completeness.

All of the above had been discussed with, and accepted by the unions, and draft copies of all policies had been circulated to staff. Once policies were approved, they were published on the ‘HR Hub’ which could be viewed by all staff.

During debate, the following points were highlighted:

• There was already a refreshed Hybrid Working Policy which contained guidance for homeworking. Nationally, there were not many Councils that had such a policy. Staff were required to work a minimum of two days in the office (pro rata for part-time staff).
• Occupational health advice (OH) was sought when a sickness absence was maternity, or disability related. In these instances, reasonable adjustments would be likely be built in, and the absence trigger would not be met.
• Any illness that staff have that impacted their day-to-day life could be entitled to reasonable adjustments. Each absence was treated on a case-by-case basis.
• Each officer wanting to work from home had to complete a workstation assessment and send in a photograph of their workspace.

Recognition was given to the HR team for the range of policies that they had developed, as well as all of the hard work that they contributed on a day-to-day basis.

Having been moved and seconded, and following a vote it was AGREED that Employment Committee approves the adoption of the amended South Kesteven District Council HR policies:

• Disciplinary Policy

• Paternity Policy

• Probation Policy

• DBS (Disclosure and Barring Service) Policy

• Attendance Policy

• Recruitment Policy

• Flexi-time Policy