South Lanarkshire Council is establishing its position as a fair employer in line with Scottish Government guidance.
At the Executive Meeting on Tuesday, February 1, councillors heard of plans for the council to establish its position as a Fair Work First employer, and this will be done by issuing a formal statement on the council’s website.
In December last year, the Scottish Government announced that organisations applying for a public sector grant would be required to pay at least the real living wage and provide appropriate channels for workers’ voices to be heard by July this year.
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The requirement for organisations to have a public statement on supporting the Fair Work Statement criteria applies to councils applying for grants.
South Lanarkshire Council meets the criteria and will publish a statement to that effect on its website, which has been jointly developed with the council’s trade unions.
The council is committed to advancing the Fair Work First criteria through a range of different employment opportunities.
Firstly, the council have an appropriate channel for workers to get their voices heard, this includes working with recognised trade unions in a a Partnership Working Charter which provides a framework for consultation structures at all levels across the council, it has measures in place to support employees and as a zero tolerance of bullying and other forms of abuse and harassment. Council employees are also supported through regular meetings with their supervisors and have access to the employee assistance programme.
The council also invests in workforce development, this includes surveying staff regularly to inform policy priorities and development, and learning and training opportunities are also available for employees at all levels of the council.
In the third heading of the Fair Work First Statement, the council outlines how it does not use zero hours contracts inappropriately. The council only uses supply and casual contracts when necessary and workers on these contracts are not obliged to accept work when this is offered. The council also does not use supply and casual contracts to fill longer term vacancies.
The council also takes action to tackle the gender pay gap and create a more diverse and inclusive workplace. This is done through gathering data to understand the workforce diversity and pay gap information, supporting flexible working patterns across the council, encouraging the employment and retention of disabled people and those with health conditions.
And the council are also a signatory to the Pregnancy Loss Pledge and offer Parental Bereavement Leave, committing to support employees through miscarriage at any stage of gestation.
The council also committed to paying the Real Living Wage – the local authority are an accredited Living Wage employer and are recognised as an Anchor Organisation and leads the pan-Lanarkshire Living Wage campaign group.
The council also meets the Fair Work First criteria by offering flexible and family friendly working practices through offering part time and term time working arrangements, flexible working patterns, special leave, parental leave, neonatal leave, parental bereavement leave (including those who have a miscarriage and partners) and career breaks.
And under the last heading of the council’s Fair Work First statement, it outlines the local authorities’ opposition to the use of fire and rehire practice.
To achieve this, the council only considers effecting change where there is a legitimate business need, and this is done in consultation with trade unions and is committed to working with trade unions partner to ensure there is effective consultation and negotiation relating to change.
Councillor Kirsten Robb (East Kilbride East) welcomed the report and the plans for the council to issue the formal statement, but asked what the council will be doing to ensure that organisations who receive grants from the council will follow similar procedures.
She said: “This looks great, it’s just to understand a bit more as it comes down the line, how the council as a grant-awarding body will introduce these aspects so there’s a requirement to pay the living wage in the grants we give out as well where that’s possible, I know procurement can be a wee minefield; if we could provide some more info on that once officers have had a look it would be more helpful.”
Council officers confirmed that there is a legal background within procurement, but more guidance is expected to come relating to this matter in the due course.
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