Secondment Policy - January 2023

18. Terms and Conditions During Secondment

All secondment arrangements will require a variation to the contract of the secondee.  People Management HR Support Team will issue the variation in a timely manner once the secondment has been agreed and the team have been notified of the transfer.  
  
The line manager in the host department/organisation is responsible for authorising annual leave in secondment arrangements but subject to annual leave entitlement laid down in the employee’s terms and conditions of employment:  
  
•    It should be made clear to the employee that at the end of the agreed secondment s/he will have the right to return to their substantive post and substantive salary.  

•    Hours of work will be as stated in the employee’s contract of employment.  

•    It is reasonable to expect the secondee to accept and work within the host    departments/organisations health and safety policies, procedures and guidance.  

•    The employee continues to be paid through the Authority payroll and pension contributions deducted, as appropriate.  

•    The employment policies of the Authority continue to apply to an employee when on secondment with an external organisation, including the Sickness Absence Policy, Disciplinary Policy, Behavioural Standards guidance and Grievance Policy.  

•    Continuous service will continue to accrue during the secondment period. Any breaches of terms and conditions of the secondment policy by an employee may invoke disciplinary procedures or may lead to termination of the secondment.