Clackmannanshire Council Online

Fair Work First

Fair Work First

Fair Work First is the Scottish Government's flagship policy for driving high quality and fair work across the labour market in Scotland by applying fair work criteria to grants, other funding and contracts being awarded by and across the public sector, where it is relevant to do so.

Through this approach, the Scottish Government is asking employers to adopt fair working practices. We are committed to advancing the Fair Work criteria, and to providing a positive employee experience.  As such, you can read our Fair Work Statement below.

We have appropriate channel for effective workers’ voice

• We engage with recognised trade unions through our Working Together Agreement.
• We frequently hold meetings with our trade union colleagues.
• Services have regular meetings with trade union representatives to discuss service-specific matters (bipartite meetings).
• We engage with trade unions in negotiation and consultation for local government employees, teachers and associated professionals and chief officials.
• We provide our trade union representatives with paid time off within working hours to carry out their duties
• We encourage membership of trade unions.
• We engage in constructive dialogues for collective bargaining.
• We engage in constructive dialogue and address workplace issues and disputes.
• We inform and consult with trade unions when we are developing and/or reviewing policies which affect employees via our policy group body.
• We engage with trade unions on changes to structures at the earliest possible time via our organisational change protocols.
• We include trade unions on the boards of projects which relate to organisational change decisions.
• We carry out regular surveys to understand the views and needs of our workforce. This incudes Council wide staff surveys, and topical surveys on themes such as staff wellbeing, and flexible working.
• We address the output of our annual Council wide staff surveys via a staff/trade union joint working group. Identified actions are included within the Interim Workforce Strategy.

Investment in workforce development   

• Our staff follow the COSLA developed National Code of Conduct, and our competency framework (sitting as part of our staff performance management processes) helps set out how all employees are expected to behave at work.
• We engage with government funded programmes to support local employability.
• Our Wellbeing Strategy and Employee Assistance Programme (provided by PAM Assist) promotes the physical and mental wellbeing of all employees.
• Our Interim Workforce Strategy outlines priority areas for workforce development, aligned to our transformation programme, to ensure our staff are SURE (supported, understood, respected, and engaged).
• We have trained mental health first aiders who colleagues can contact in times of vulnerability, or to help signpost to the most appropriate services or policies.
• We provide learning and development opportunities for employees at all levels in the Council through our corporate training calendar, online learning platform, and networking opportunities for senior leads and team leaders.
• We have digital champions who support our employees to develop digital skills.
• We have wellbeing champions across our service areas who have the knowledge an skills to support staff with their physical and mental wellbeing.

No inappropriate use of zero hours contracts  

• Workers can join a list to be available for supply work but there is no obligation to offer or accept work.
• We regularly review supply work to ensure it is not used for long term appointments.
• Where possible, we will use a temporary contract rather than a supply or casual agreement.
• All recruitment approval requests are overseen by the strategic leadership group to ensure appropriateness.
• We take action to tackle the gender pay gap and create a more diverse and inclusive workplace.
• Our equal pay statement is: "Clackmannanshire Council is committed to the principles of equal pay for all our employees and aims to eliminate any bias in our remuneration/reward packages".
• We are a Disability Confident employer, encouraging the employment and retention of disabled people and those with health conditions through reasonable adjustments. We have a guaranteed interview scheme for candidates that consider themselves to have a disability. 
• We report progress on our equality outcomes in our Mainstreaming Report which is produced every two years. 
• We have developed a range of inclusive HR and workforce policies including a Equality, Diversity and Inclusion Policy, Menopause Policy; Domestic Violence, Carers Policy; Special leave Policy; Work life Balance Policy and Flexible Working Policies. 
• We provide training on a rolling basis on Dignity at Work and Managing Absence policies.

Pay

• We are a Real Living Wage Accredited employer.
• National pay awards are negotiated between COSLA and trades unions on an annual basis for local government employees, teachers and associated professionals and chief officials.
• We have consolidated the living wage into our salary scales.
• We are committed to paying our employees the Scottish Local Government Living Wage.
• We are actively working towards incrementally paying all employees at least the real Living Wage.
• We offer flexible and family friendly working practices for all workers.
• We support flexible working across the council from the first day of employment.
• We have a flexible and hybrid working policy which encourages managers to consider flexible working, and working flexibly requests (eg both formal and informal requests).
• We have a flexi time procedure which offers flexibility to employees in terms of when they work.
• We have maternity, paternity and shared parental leave procedures available for all staff.
• We have developed and implemented a menopause policy, recognising the impact that this can have on peoples’ lives.
• We work with external partners to explore ways in which to develop our approach to flexible working, both formally and informally.

We oppose the use of fire and rehire practice

• We only consider effecting change where there is a legitimate business need, and we strive to achieve change through agreement.
• We are committed to working with our trade unions partners to ensure there is effective consultation and, where appropriate, negotiation relating to change. We do this through our Working Together Agreement.
• We engage with our trade unions at the earliest opportunity through our organisational change protocols.