14.1 The County Council and the Trade Unions recognise that a facility for employees to Act Up, on a temporary basis offers benefits to both the employee and the County Council.
- For an employee, it can provide valuable development and experience to enable them to enhance their current role or prepare them for future roles.
- For the County Council, it offers the potential to fill short term gaps caused, for example, through sickness absence, maternity leave, or a job vacancy.
The circumstances in which such arrangements might attract payment are covered in Hampshire County Council’s salary policy. Typically employees will “Act Up” into a higher graded role.
Where an employee takes on additional responsibilities that are not “Acting Up” then the line manager needs to assess whether the employee can accommodate the duties within the normal range of hours and consider whether the circumstances are exceptional to warrant consideration of a Special Recognition Scheme and not as an allowance – see Salary Policy Guidance
15. Other Allowances
15.1 Designated First Aiders - £120 per year.
A manager may designate a first aider, from amongst staff who hold a qualification approved by the HSE, to provide first aid to staff and others at their work base, as necessary. They may also take delegated responsibility for the checking and maintenance of first aid resources - medical box, information, updating of local procedures, etc. The designated first aider will receive the first aid allowance.
This allowance is not payable to qualified first aiders or persons 'appointed' to look after checking and maintenance of first aid resources - medical box, information, updating of local procedures, etc who are not designated as a first aider for their work base.
15. 2 Emergency Planning Volunteers - £100 per year
15.3 Overseas Allowance – where an employee is required to live and work overseas an annual allowance will be determined to take account of the employee’s personal circumstances and the relevant cost of living differential between the UK and the relevant country.
15.4 Working from Home Allowance
The County Council recognises that there are some roles where it is a requirement for an employee to work at home. In such cases the County Council will make a financial contribution towards the employee's additional costs.
Working from Home will only apply where:
- an appropriate risk assessment will be carried out before home working commences and mechanisms put in place to ensure that the employee is appropriately supported.
- it has been established that such working will not unreasonably impact on the employee's health and safety, and
- there are suitable facilities at the employee's home to effectively carry out the role, and
An allowance for working from home will only apply where:
- the conditions in above are met, and
- home working is a management requirement
- home working is a requirement of the job,
- the employee does not have a dedicated personal work space on County Council premises, and
- the employee fulfils the majority of his/her duties at home.
Where the criteria above are fully satisfied, an allowance of £700 pa will be paid to the employee in twelve equal instalments with the employee's salary.
This payment will be subject to income tax and national insurance deductions
15. 5 An employee who works at home may be required to attend County Council premises eg to meet with his/her manager, work colleagues or others, to plan and/or review work, etc. Reasonable travelling expenses will be paid in accordance with County Council policy except that, where the employee's home is a considerable distance from such premises (eg because he/she lives outside Hampshire), a maximum mileage limit may be set by the employee's line manager.
15.6 Cases involving suspension, disciplinary or grievance proceedings should be reviewed as special cases by management.
15.7 Further information about Homeworking within HCC can be found at: Flexible working - Homeworking.
16. Other Payments
The Council will pay for an Eyesight Test which satisfies the requirements of its Display Screen Equipment policy available at: Display Screen Equipment.
17. Fees And Royalties
The County Council and the Trade Unions acknowledge that it may be mutually beneficial to individual employees and the County Council if employees undertake activities that result in an employee receiving a fee or royalties.
Information, including, details of what employees must disclose can be found at: Fees and Royalties.