Disruptions to Working Arrangements - October 2024
1. Introduction
It is accepted that we cannot plan for every eventuality, and on occasion disruptions may arise that will affect a significant part of the workforce. The source of the disruption may be internal such as reduced staffing levels, loss of premises, IT failure/ loss of data, utility failure or an external influence such as extreme weather, flooding, fire or explosion, pandemic flu or a transport accident, this list is not exhaustive.
In all cases of disruption to working arrangements the purpose of the policy is to set out how the Council will handle staffing implications at this time.
Where disruption to the workforce occurs, this policy is intended to take precedence over existing employment policies and practices.
2. Scope
This policy covers all employees including centrally employed teachers but excludes staff on the complement of locally managed schools for whom a separate policy applies. In the absence of a policy agreed locally by individual schools the principles of this policy should be followed.
3. Principles
During the occurrence, the Council aims to ensure consistency in the way employees are managed whilst at the same time ensuring priority areas of service are adequately resourced.
The Policy seeks to support line managers with balancing the need to maintain critical service delivery and managing the people issues arising from the disruption. It provides options for consideration to support this principle and ensure fairness and consistency in application.
4. Roles and Responsibilities
Error loading Partial View script (file: ~/Views/MacroPartials/GenerateFAQPageContentPagination.cshtml)
5. Policy
This section provides an overview of the key HR policies and procedures that you may need to refer to as a line manager or employee because of the disturbance the full documents can be viewed on the intranet.
Error loading Partial View script (file: ~/Views/MacroPartials/GenerateFAQPageContentPagination.cshtml)
6. Ensuring Equality of Opportunity
Everyone must adopt a positive, open and fair approach and ensure the Authority’s Equality and Diversity Policy is adhered to and applied consistently to all irrespective of race, colour, nationality, ethnic or national origins, language, disability, religion and belief or non-belief, age, sex, gender reassignment, gender identity or expression, sexual orientation, maternity, parental, marital or civil partnership status.
If you have any equality and diversity concerns in relation to the application of this policy and procedure, please contact a member of the People Management Team who will, if necessary, ensure the policy/procedure is reviewed accordingly.