Fair Work First

South Lanarkshire Council is committed to advancing the Fair Work Criteria, specifically:

 1. Appropriate channels for effective employee voice

• We recognise the signatory Trade Unions, UNITE, UNISON, GMB, EIS and SSTA, NASUWT representing all occupational groups for the purpose of collective bargaining.
• As per our Partnership Agreement, we engage with the recognised unions in a variety of forums ranging from teams, services and Resources (JCC), and organisation-wide with Elected Members (JCF). as well as dedicated monthly Trade Union and Senior Officer engagement (JTUC Executive)
• We are committed to working jointly with trade union partners to resolve issues and disputes in a timely manner.
• We provide facility time to Trade Unions and engage in early resolution focused, constructive dialogue with employees and their representatives to address workplace issues and disputes (Partnership Working Charter/Agreement)
• Employees are advised of the recognised trade unions, and actively encouraged to join, both explicit in the joining information and induction
• Employees are offered support through contact with their manager, the employee well-being supports and our Health and Wellbeing Team and Mental Health trained Champions (Employee Assistance Programme)
• We promote a zero-tolerance approach to bullying, discrimination, victimisation and harassment (Dignity at Work Policy)

2. Investment in workforce development

• Our ‘Workforce and Learning and Development’ Strategies link to the Council Plan and focuses on outcomes linked to people being at the heart of the organisation and delivery of services.
• We have a clear Behaviours Framework which sets out how all employees are expected to behave at work, creating a better working environment for all.
• We provide informal and formal learning opportunities for employees at all levels, and all have access to our e-learning platform.
• We have robust service and organisational workforce and succession planning.
• We have leadership and management development programmes.
• We actively support modern apprentices in the workplace, and support others with vocational qualifications.
• Formal and informal learning is offered and encouraged across the workforce, relating to specific roles as well as wider development.
• We provide training for employees to become Mental Health First Aiders who volunteer to offer a confidential listening ear to other employees in times of vulnerability.
• We will survey staff about health, safety and wellbeing matters from time to time to inform policy priorities and development.
• We have a ‘Performance Appraisal process, which seeks to deliver valuable time between employee and manager, to check on wellbeing, discuss work activities and explore individual development needs.

3. No inappropriate use of zero hours contracts

• We operate both ‘casual’ and ‘supply’ registers to support statutory services and to ensure minimum resource levels are maintained work. There is no obligation to offer or accept work.
• We do not use casual or supply contracts to fill longer-term vacancies.
• We regularly review both casual and supply worker usage to ensure these are only used per policy and if used for longer term appointments, appropriate contracts are offered.

4. Action to tackle the gender pay gap and create more diversity and inclusivity in the workplace

• We have a Policy Statement on Equal Pay, conduct tri-annual audits and a Policy on Equality and Diversity in Employment/Respect at Work which sets out our commitment to eliminate discrimination, victimisation, harassment and bullying, advance equality of opportunity and promote acceptance.
• The council is committed to working with trade union partners to advance equal pay, equal opportunity and inclusion.
• We have a Gender Based Violence Policy aligned to the Scottish Government’s Equally Safe at Work programme to prevent and eradicate violence against women and girls.
• We publish our Equality and Diversity Framework and Equality and Mainstreaming Outcomes on our website and via publicly accessible committees.
• We gather data to understand our workforce diversity and pay gap information, and our outcomes seek to address perceived barriers to employment with the council, these are also published.
• We have internal policies to tackle barriers to work including policies/guidance on menopause, loss, employee well-being (mental, physical, financial) and flexible working is fully embedded and widely utilised.
• We support flexible working across the council, offering a wide range of flexible working patterns.
• We offer employees the opportunity to adopt on Agile approach to working where the post requirements allow, providing a blend of working from home and working in a council building.
• We are a Carer Positive employer showing our commitment to a working environment where carers are valued and supported.
• We recognise our role as a Corporate Parent and support Care Experienced Young people into employment.
• We are a signatory to the Armed Force Covenant and support opportunities for serving members of the armed forces and veterans.
• We have received recognition for our commitment to supporting our armed forces community, the Ministry of Defence’s Employer Defence Recognition Scheme Silver Award.
• We took the Pregnancy Loss Pledge and offered Parental Bereavement Leave, committing to support employees through miscarriage at any stage of gestation.
• Through our tailored adjustment process make reasonable adjustments for employees with a disability or impairment that is likely to affect their ability to conduct their role
• We are a Disability Confident Employer
• We have signed up to the Dying to Work Charter and if an employee receives a short time-frame terminal diagnosis, we will work with them to consider how we manage an appropriate outcome.
• BSL statement of support to be inserted.

5. Committed to paying the Real Living Wage

• We are an accredited Living Wage employer.
• We support the initiative through GCR for South Lanarkshire to become a Living Wage Place

6. Offer flexible and family friendly working practices

• Our flexible working offerings are available from pre-employment stage with candidates able to request this consideration from the point of application.
• We have a wide range of family friendly policies and provisions including maternity, paternity, adoption, parental and bereavement leave.
• We have sensitive supports for pregnancy loss, working carers and menopause.
• We support employees to undertake reservist duties.
• We support a range of flexible working practices from part time, term time, to remote and hybrid working.

7. Opposition to the use of fire and rehire practice

• We only consider effecting change where there is a legitimate business need and strive to achieve change through agreement wherever possible.
• We are committed to working with our Trade Union partners to deliver effective consultation and, where required, negotiating change(s)

The Fair Work First criteria are referenced in our procurement contracts and grant award processes to encourage third party providers to adopt positive fair work practices.

Where relevant and proportionate to do so, Fair Work First is factored into the tender evaluation process and is subject to monitoring through contract management/ service level agreements.

Signatories to the agreement:

Signature Jackie Taylor, Executive Director

Signature Michelle Milne, Head of Personnel Services

Signature Trade Unions

Updated October 2024