Summary of Employment Terms & Conditions
Introduction
This page summarises the main terms and conditions of service
which apply to Leeds Fed staff. All staff are issued with a formal
statement of Terms and Conditions of Employment, and a Staff
Handbook, which gives full details.
Salaries and Job Description
The salary and job description for the post for which you have
applied is available in the general material circulated. Salaries
are paid monthly by direct debit to the staff member's bank account
and the payment is on the 15th of the month.
Hours of Work
35 hours per week, unless otherwise stated. A flexible system
operates for all staff other than the Chief Executive, Directors,
Departmental Heads and Managers, Residential Workers and
Caretakers. The flexitime working hours are 8.00 a.m. to 7.00 p.m.
with core time being 10.00 a.m. to 4.00 p.m.
Job Share Agreements
Job Share agreements are available (except otherwise stated)
with a split day or split week (but not alternate days) system in
operation.
Annual Leave
All staff are entitled to 29 working days holiday per year, (for
part-time staff not working a 5 day week, this entitlement is pro
rata). In addition to this staff, will receive the 8 statutory
public holiday days. The leave year is the calendar year and all
leave must be taken during that period unless there are exceptional
circumstances agreed with the Departmental Director when no more
then 5 working days may be carried over to the next leave year.
Offers of Employment
All offers of employment are made conditional upon the
production of an original document relating to you, which
establishes that you have proper immigration authorisation to work
in the UK. If you are conditionally offered a post, then you will
be provided with a list of documents which are acceptable for this
purpose. The original document must be produced before a formal
offer of employment can be made to you. If you cannot produce
documentation which is satisfactory to us the conditional offer
will be withdrawn.
In addition, it is also a condition of employment that your
place of residence must be within a thirty mile radius of the City
Centre of Leeds.
Probationary Period
All permanent posts are subject to a 6-month probationary
period, and 1 month for temporary staff contracts.
General
Staff are required to inform Leeds Fed of any change in home
address and personal circumstances in order to maintain contact and
to adjust pay or tax or National Insurance appropriately. Staff who
have contact with the public are required to carry identification
cards with a current photograph and certification of employment of
Leeds Fed.
Staff incurring expenses during the course of their work are
allowed to recover these, using the Leeds Fed expenses levels. Car
allowances are payable to staff who are specified car users, either
on an essential car user basis or casual car users.
Smoking Policy
At the request of the recognised Trade Union, publicity is given
to all staff by Leeds Fed about our smoking policy. While
recognising individual "rights" to smoke or not to smoke, there are
certain specific requirements of staff working for Leeds Fed.
Smoking is prohibited in all working areas.
Pension Arrangements
Leeds Fed participates in the NHF/HC Pension Scheme,
administered by the Pensions Trust.
Permanent employees can join the scheme immediately on taking up
employment. Benefits are based on final salary, depending upon
length of service in the scheme. Many pension schemes can have
entitlement transferred into the Pensions Trust Scheme, and
transfer to other schemes when staff leave LFHA is also
possible.
The employee contribution is based upon age at entry to a
maximum of 6.1% at age 40 and over. Leeds Fed currently contributes
11.7% of employees salary to the scheme.
There is a flexible retirement between 60 and 65 years of
age.
Childcare Voucher Scheme
Leeds Fed operates a Childcare voucher scheme, which contributes
towards the cost of childcare for those members of staff with
childcare responsibilities. To be eligible, you must pay for
childcare, and you (or your partner) must not be in receipt of any
other childcare benefit or allowance.
Eyecare Voucher Scheme
If your post is one of those designed as a 'regular user' of
display screen equipment, you can request a voucher which entitles
you to a free eye test. If, as a display screen user, you are
prescribed spectacles for that purpose, you are entitled to
financial assistance towards the cost, also in the form of a
voucher.
Sickness Absence
Staff who are absent ill are required immediately to report
their absence by telephone and, in accordance with the SSP
requirements of the statutory sick pay system, a medical
certificate must be produced for the 8th calendar day of absence
confirming the reasons for any projected length of absence.
Employees must certify themselves absence after each period of
absence on the prescribed form and there is a paid sick leave
(subject to the deduction of SSP) which increases with length of
service. During the first year of service it is one month full pay
less SSP (after the completion of 4 months service) and two months
at half pay plus SSP. After five years service, it is six months
full pay less SSP and six months half pay plus SSP.
Parental Leave Regulations
Leeds Fed has Parental Leave Regulations which govern maternity,
paternal and adoption leave absence. The entitlements apply to all
staff who have six months service at 11 weeks before the estimated
date of confinement.
A flexible period of absence for maternity leave applies of up
to 52 weeks, with the first 8 weeks being in full salary (less
Statutory Maternity Pay) and the next 13 weeks being on half salary
without the deduction of Statutory Maternity Pay. Paternity leave
allows a maximum of up to 10 half days to attend pre-natal clinics,
10 working days at a period specified and absence on the day of the
birth itself. Adoption leave is available on the same basis as
Maternity Leave, but only to one partner if an LFHA couple is
involved. Staff are required to work for a 3 month period after any
of the above absences otherwise the Association will recover all or
any of the payments which it has made.
Miscellaneous Leave
Leeds Fed has a system of Domestic Leave to allow members of
staff to deal with urgent and unforeseeable family and other
circumstances such as bereavement, sudden family illness or
breakdown of normal arrangements affecting family or child(ren) for
which the member of staff has a caring responsibility. The leave is
discretionary and the Departmental Director's approval must be
sought.
Staff Conduct
Leeds Fed adheres to the National Housing Federation Code of
Conduct "Integrity at Work" which provides general principles to
underline the need for probity in the activities of all those
connected with housing associations. The application form requires
staff to declare any interests they may have, and there is a
continuing obligation on staff to do so during the period of their
employment with the Association and, in particular, to inform the
Chief Executive of any use made of contractors, consultants, or
others normally employed by the Association. Such declarations will
be held in a Register maintained by the Chief Executive.
There is an absolute prohibition on the acceptance of gifts
other than minor ones, such as diaries etc. Staff who wish to take
additional employment outside office hours must ensure that there
is no conflict with or detriment to Leeds Fed's interests, and
obtain the agreement of the Chief Executive prior to considering
the acceptance of additional employment.
Union Recognition
Leeds Fed recognises Unison for the negotiation of staff
contractual conditions of employment and for consultation on other
matters as defined in the Recognition and Procedure Agreement.
Employees are encouraged to belong to this Trade Union, but it is
not a condition of Employment.
Disciplinary and Grievance Procedure
There is an agreed Disciplinary and Grievance Procedure which
provides various stages in the process, and this is fully defined
in the Induction Folder.
Notice Period
All permanent posts require one calendar month's notice (except
Departmental Directors and the Chief Executive, who are required to
give 3 months notice) in writing and the effective date of the
start of the notice shall be its receipt by Leeds Fed. Similarly,
Leeds Fed must give effective notice to an employee in writing, and
the effective date is the date of issue.