Working For Us - Terms and Conditions
Annual Leave
Holiday entitlement is between 23 and 32 days, plus 10 public holidays, per year (pro-rata to hours worked), dependent on length of service.
Local Government Pensions Scheme
All our employees are entitled to join the Pension Scheme. Contributions are dependant on the rate of your annual salary. For further information, visit www.westmids-pensions.com
Trade Union Membership
We support trade union membership and you will be encouraged to join the appropriate union representing your work area. |
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Hours of Work
Full-time working hours are 37 per week.
Most office staff work flexi-time. Here, they can vary their start times, between 8.00 am and 9.30 am, and finish times, between 4.00 pm and 6.00 pm, according to the needs of the service and provided that weekly contracted hours are achieved.
Most trade staff work a standard 37 hour week full time, within a flexible working arrangement between the hours of 8.00am and 6.00pm.
The daily working hours will be agreed between the employee and the manager, to suit service needs.
Probationary period
New entrants and new appointments will be appointed after the satisfactory completion of a probationary six month period.
Travel
Some posts carry a car user allowance, designed to compensate the employee for the cost of travel while on business.
Car loans at favourable rates are also available for employees whose post carries an essential car user allowance.
For those using public transport, there is an annual travel card scheme.
Recruitment and selection policy
Our Recruitment and Selection policy applies to all our vacant posts. Further information is available in our Information Booklet for Job Applicants.
For more information see our Current Vacancies page.
Equal opportunities in employment
We are committed to equality of opportunity in all areas of employment and service provision. It is essential that discrimination does not occur during the recruitment and selection process, as this can amount to unlawful behaviour.
In addition, we are determined to develop a workforce that is fully representative of the community it serves, and equality targets have been set to help achieve this. It is also essential that the people we appoint are able to incorporate this commitment to equality into their work.
To ensure that the ‘best person’ is appointed to a role, direct or indirect canvassing of our board members or officers about the application will disqualify the candidate.
Equally, board members and officers should not unduly attempt to influence appointment to posts, as this would be a breach of our code of conduct.
It is our policy that employees involved in recruitment and selection attend an approved Recruitment and Selection training course, which covers in detail all issues on equal opportunities and recruitment.
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