Employment in Hampshire County Council 2007

1. Introduction

1.1 This is EHCC 2007 which wholly replaces EHCC 2000. This agreement will take effect from 1 February 2008, backdated for pay purposes (but not other terms and conditions) to 1 April 2007 following completion of negotiations on the Pay and Grading review. Part Two sections 10, 11 and 14 of the National Joint Council for Local Government Services (“the Green Book”) Agreement is incorporated into this Agreement for the purposes of Sickness, Maternity and Continuous Service.

1.2 The County Council and the recognised Trade Unions GMB,TGWU, UNISON, AEP and ASPECT ("the parties") are committed to ensuring that employment is based on fairness, equity and equality of opportunity, and the need to meet the service needs of the people of Hampshire, with any differences in terms and conditions being based on objective criteria only.

1.3 This Agreement supersedes all previous County Council and local agreements and practices relating to issues covered by the Agreement. It can be reviewed at the request of either side through the collective bargaining machinery.

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2. Scope

2.1 This Agreement will apply to all Hampshire County Council staff in Grades A to K.

It does not cover Headteachers and their Deputies, teachers, casual workers or people whose contract excludes them (eg TUPE’d employees post 1 January 2007).

Employees who transfer to Hampshire County Council prior to 1 January 2007 will assimilate to the new pay framework.

Hampshire County Council has an obligation to ensure equitable pay and benefit arrangements and will therefore review the pay and grading arrangements of staff transferred in to the council under the provisions of the TUPE regulations on an annual basis.

The intent will be to assess opportunities to align Terms and Conditions having regard to the principles of equity and fairness.

Youth workers, linked to national conditions, and Soulbury employees have separate pay arrangements and terms and conditions governing annual leave but are covered by the other terms and conditions outlined in this document .

The separate pay arrangements are not reflected in this document.

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3. Single Status

3.1 The "Single Status" agreement was agreed at national level by representatives of Local Government Employers and certain Trade Unions (GMB, UNISON and TGWU) in 1997. It is based on the following principles:

to guide and encourage:

  • high quality services delivered by a well trained, motivated workforce with security of employment;

  • equal opportunities in employment; equality as a core principle which underpins both service delivery and employment relations; and both the removal of all discrimination and promotion of positive action;

  • a flexible approach to providing services to the community, which meets the needs of employees as well as the employer;

  • stable industrial relations and negotiation and consultation between local authorities as employers and recognised trade unions.

3.2 All parties accept that details of the Single Status agreement apply to all staff covered by this Agreement - ‘Employment in Hampshire County Council 2007’.

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4. Security of Employment

4.1 The County Council and the Trade Unions (hereafter referred to within this document as ‘the parties’) are committed to ensuring that the people of Hampshire receive high quality, cost effective services. The County Council already adopts a flexible approach to employment and maintains a "mixed economy" of delivery of service (ie services provided directly by Hampshire County Council staff, in co-operation with other public or private sector providers, or via external providers) which will continue.

4.2 The County Council and the trade unions recognise the principles of "Best Value" and will work together to ensure they are effectively applied to all the County Council's activities.

4.3 The County Council and the Trade Unions are committed to maximising the security of employment of County Council staff.

4.4 The parties acknowledge that the County Council and its workforce must adapt to changes - led, for example, by Central Government demands, advances in technology, changes in funding or funding arrangements, the employment market, practices in other organisations, etc. In particular, it is acknowledged that salary supplements to reflect market rates can be increased, reduced or removed entirely according to movements in the market.

4.5 The County Council will provide opportunities to enable staff to gain the skills required to continue their employment in the face of such changes; staff are expected to use the full range of their skills in their employment within the terms of their contract of employment with the County Council.

4.6 Additionally, the parties recognise that the working patterns of the past (where people may have followed a single career path and/or remained with a single employer throughout their working life) will not, in many cases, be practical and/or desired by individuals in the future.

4.7 The County Council recognises the need to equip staff with "transferable" skills (those that can be used in an individual's current employment as well as in alternative employment - either inside or outside the County Council).

4.8 The Trade Unions support the principle of flexibility in employment and the acquisition and use of such skills to enhance the performance and employment potential of staff. Such an approach recognises the County Council's need to remain competitive and wish to maximise security of employment.

4.9 The parties believe that adopting flexible approaches and working flexibly are equally advantageous to the County Council and its workforce. They are essential to remain competitive against a background of Best Value and provide maximum security of employment.

4.10 Nevertheless, the parties recognise that situations will inevitably arise where security of employment is threatened. In these situations, the County Council will provide support to employees to enable them to identify and secure alternative employment and the Redeployment Procedure will apply. The procedure will be reviewed from time to time in consultation with the Trade Unions to ensure that it is still relevant and effective.

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