Apologies for absence were received from Councillor K Bool, who was substituted by Councillor P Ainsley.

In accordance with the Regulations, Members are invited to declare any disclosable interests under the Code of Conduct and the nature of those interests in respect of items on this Agenda and/or indicate if Section 106 of the Local Government Finance Act 1992 applies to them.

There were no declarations of interest.

To confirm the Minutes of the Employment and Appeals Committee held on 7 July 2021.

Consideration was given to the minutes of the meeting held on 7 July 2021.

RESOLVED

That the minutes of the meeting held on 7 July 2021 be APPROVED.

To receive any petitions, deputations and questions received from members of the public in accordance with the provisions of Procedure Rule 93.

The total time allowed for this shall be 30 minutes. Petitions, deputations and questions shall be dealt with in the order in which they are received.

No petitions, deputations or questions had been received.

To consider any questions received from Members of the Council in accordance with the provisions of Procedure Rule 95.

No questions had been received from Members.

To consider any Notices of Motion from Members submitted under Procedure Rule 97.

No notices of motion had been received.

To appoint a Vice-Chair of the Committee for the remainder of the 2021/22 municipal year.

It was proposed by Councillor R Powell that Councillor G Waller be appointed as Vice-Chair of the Committee for the remainder of the municipal year. There being no other nominations the appointment was agreed.

RESOLVED

That Councillor G Waller be APPOINTED as Vice-Chair of the Committee for the remainder of the 2021/22 municipal year.

To receive Report No. 118/2021 from the Strategic Director for Resources.

Report No. 118/2021 was received from the Strategic Director of Resources. Carol Snell, Head of Human Resources, presented the report which informed the Committee of the Council’s Gender Pay Gap Data at 31 March 2021.

During questions from Members, it was explained that the data only accounted for those staff who identified as men or women and there was currently no statutory provision to include staff who identify in any other way.   It was also explained that the variations between the Council and neighbouring authorities were influenced by many factors such as providing different services. The Head of Human Resources explained that in her opinion and based on national and regional data, the Council’s pay gap was typical for a unitary authority. It was also noted that a later report addressed the issue of staff turnover which could be a factor in gender pay reporting should more staff from one gender leave the authority than others. The Head of Human Resources confirmed that the gender of leavers was analysed alongside other factors such as those with disabilities or from a minority background.

RESOLVED

That the Committee NOTES the Council’s Gender Pay Gap data for 31 March 2021 and the commentary/comparison to the previous reporting periods.

To receive Report No. 119/2021 from the Strategic Director for Resources.

Report No. 118/2021 was received from the Strategic Director of Resources. Carol Snell, Head of Human Resources, presented the report which provided the Committee with an update to a previous report submitted in July 2021 regarding the development of the Future Ways of Working model, and the ongoing trial of a Hybrid flexible working model. It was highlighted that staff had largely welcomed the hybrid model citing greater productivity and work-life balance, it was highlighted that the Council would be entering a review phase where it would assess whether policies such as Flexible Working were reflective of the new working model.

In response to questions, it was explained that the reintroduction of parking charges for staff was a return to the pre-pandemic practice and had been a corporate decision which had taken into consideration the Council’s financial position and revenue streams available from parking. It was highlighted that discounted parking remained available for staff.

It was requested that officers ensure that analysis of working from home also identified ‘negatives’ of home-working as well as celebrate positives.   Examples highlighted included the struggle for managers to influence change and monitor performance, loneliness from a loss of social interaction, and increases in home bills where the Council could not cover all equipment or costs. In response, the Head of Human Resources assured Members that she was confident these issues were being addressed through the framework of support available to managers and staff for home working and agreed to report back on this at a future meeting.  It was also highlighted that some of the issues raised had existed prior to the COVID-19 Pandemic and the beginning of home-working.

RESOLVED

That the Committee NOTES the update and progress of the Council’s trial of a Hybrid flexible working model.

To receive Report No. 120/2021 from the Strategic Director for Resources.

Report No. 120/2021 was received from the Strategic Director of Resources. Carol Snell, Head of Human Resources, presented the report which informed the Committee of the processes the Council follows to help manage the risk of staff turnover and retention and provided data and commentary regarding turnover and recruitment such as the promotion of flexible working as a tangible benefit to recruit staff to key positions.

In response to a question, it was confirmed that the Council was always reviewing individual roles and renumeration, and examining its recruitment processes for improvements such as through accepting CVs rather than requiring a lengthy application form process.

RESOLVED

That the Committee NOTES how the Council manages its recruitment, retention and turnover of staff to help mitigate the consequences and impact of losing skills and resource.

To receive a verbal update from the Head of Human Resources.

Carol Snell, Head of Human Resources, provided a verbal update on the latest situation with the National Pay Award.

It was explained that there was presently no pay award agreed for April 2021 and the most recent set of demands from the trade unions had been rejected, following which the unions were preparing to ballot on future strike action. This was highlighted as disappointing for staff awaiting a well-deserved pay award following a year of working in a COVID-19 Pandemic environment; there was also a further knock-on effect of delaying an agreement to the pay award for April 2022. The possible impact on services was also raised as a concern for the Council should there be strike action, but it was noted that the ballot threshold was high, and talks would take place with unions regarding exemptions for key services following consultation with managers. It was also confirmed that there would still be a requirement to undertake an assessment of pay points in Grades 1 and 2 in order to remain compliant with the minimum and living wage requirements.   Overall, the impact for the Council was expected to be minimal.

The Chair thanked the Head of Human Resources for her update and highlighted that an underlying cause of the dispute would be the government’s announcement of a public sector pay rise but without providing local authorities the funding to implement such rises.

To receive the Employment and Appeals Committee Work Plan and note the expected items for future meetings. 

The Employment and Appeals Committee Work Plan was received, and it was suggested by Councillor G Waller that depending on the outcome of the National Pay Award negotiations and potential strike actions, that the Committee should receive a report on the latest position and this was agreed.

RESOLVED

1)    That the Employment and Appeals Committee Work Plan be received and the expected items for future meetings were NOTED.

2)    That an item on the National Pay Award be scheduled for a future meeting.

To receive items of urgent business which have previously been notified to the person presiding.

There was no urgent business for consideration.