FINAL DRAFT

AGREEMENT FOR IMPLEMENTING NATIONALLY AGREED
CONDITIONS OF SERVICE, HARMONISING WORKING HOURS
AND HARMONISING ANNUAL LEAVE ENTITLEMENT


These arrangements have been collectively agreed by Chorley Borough Council (the Employer)
UNISON and TGWU (The locally recognised Trade Unions for all employees who are employed
under the Scheme of Conditions of Service of the National Joint Council for Local Government
Services).
The purpose of this agreement is to implement an agreed strategy for:
(a) harmonising working hours;
(b) harmonising annual leave entitlement;
(c) adopting nationally agreed conditions of service for employees who are currently employed on less favourable terms.
(a) Working Hours
It is agreed that hours of work will be harmonised by:
i) implementing a 37 hour working week for all former manual workers from 1 April 1999;
ii) implementing a 361/4 hour working week for all former manual workers from 1 April 2000;
with the following exclusions:
where a post was graded to take account of a requirement to work a specific number of hours which is in excess of the normal working week, the employee will be required to continue to work this number of hours for the same rate of pay;
where an employee is currently required to work contractual overtime, they will continue to be required to work the same number of hours contractual overtime. In addition, they may be asked to work on either a casual overtime basis or on a contractual overtime basis to compensate for the reduction in the normal working week (i.e. to maintain their current total weekly hours of work). All overtime payments (whether casual or contractual) will be paid in accordance with nationally agreed rates.
NOTE
The existing contractual hours of part time employees will not be reduced as a means of achieving single status. Instead, harmonisation will be achieved by introducing a corresponding increase in basic hourly rates.
In cases where a part-time employee would prefer to work proportionately less hours on the implementation of a shorter working week, this will be approved subject to levels of service/output being maintained.
(b) Annual Leave Entitlement
It is agreed that annual leave entitlements will be harmonised by:
increasing the entitlement for former manual workers by one day from 1 April 1999, giving an entitlement of 21 days annual leave a year, with an additional five days after five years of continuous service;
increasing the entitlement for former manual workers by a further day from 1 April 2000, giving an entitlement of 22 days annual leave a year, with an additional five days after five years of continuous service.
NOTE
The entitlements expressed apply to five day working patterns. For alternative working patterns an equivalent leave entitlement will be calculated.
For part-time employees annual leave will be applied pro-rata to comparable full-time employees.
(c) National Conditions of Service
National conditions of service will apply to all employees covered by the National
Agreement on Pay and Conditions of Service (Green Book) negotiated by the National
Joint Council for Local Government Services from 1 April 1999, with the following
exclusions:
Any local conditions of service which have been individually and/or collectively agreed and which are more favourable than nationally agreed conditions will be preserved until such time that these are changed by individual and/or collective agreement
Casual employees who are engaged on a short-term and irregular basis (see note below) will be excluded from receiving the following National Conditions of Service:


Annual Leave - annual leave provision will be provided in accordance with the working time directive;
payment for time off on public holidays, extra statutory holidays and any days to enable a Christmas closedown;
paid time off for public duties, paid maternity support leave, paid time off for medical screening;
Sickness Pay - Statutory Sick Pay will be given to employees who meet the requirements of the Statutory Sick Pay Scheme;
The terms and conditions of employment of coaches or other employees in the Sports and Leisure Division for whom individual rates of pay outside of the nationally agreed salary scale have been adopted will remain unchanged. The current contractual terms of those employees exclude certain national provisions, but the individual rates of pay are considered to compensate for this.
The terms and conditions of employment of employees who are employed on an "all inclusive grade" will remain the same, except for the provisions relating to hours of work and holidays referred to in (a) and (b) above. This provision will only apply when, at the time the job was graded, all features of the job were taken into consideration and this resulted in a higher grade being awarded than would have been the case if certain entitlements to additional and/or premium payments had not been excluded.
NOTE
Casual employees - Both parties recognise that it is difficult to accurately define a casual employee. The Joint Secretaries will continue to work together to agree a suitable definition. Until such time that an appropriate definition can be agreed, each case will be considered on an individual basis. If agreement on an individual case cannot be reached between the Joint Secretaries the matter will be referred to the JNC for further discussion.
PRODUCTIVITY IMPROVEMENTS
Both parties agree to fully co-operate in minimising the costs of these improvements to terms and conditions of service to protect jobs and services in the future.
Where both parties can agree to methods of achieving sufficient productivity improvements and/or cost savings to enable all or any of the above improvements to terms and conditions to be made at no cost to the Council, these will be implemented sooner.
Signed: Position:
Trade Union Representative
Date:
Signed: Position:
Council Representative
Date:

APPENDIX 2
CHORLEY BOROUGH COUNCIL

EMPLOYMENT OF 16 AND 17 YEAR OLDS

1. INTRODUCTION
These arrangements have been collectively agreed by Chorley Borough Council (The Employer), Unison and TGWU (The locally recognised Trade Unions for all employees who are employed under the scheme of conditions of service National Joint Council for Local Government Services).
These arrangements will be operative from --- and will replace all previous arrangements for young people including agreements at national level. The arrangements will continue to be used until superseded by jointly agreed revised arrangements.
2 . EMPLOYEES WHO ARE FULFILLING THE FULL DUTIES OF THEIR POST
2.1 Employees under the age of 18 who are fulfilling the full duties of their substantive post will be paid the appropriate adult grade rate.

3. EMPLOYEES WHO ARE NOT FULFILLING THE FULL DUTIES OF THEIR POST
3.1 Employees under the age of 18 and who are not fulfilling the full duties of their substantive post will be paid 80% the appropriate adult grade rate. For employees who are employed on a salary scale the calculation will be based on the bottom spinal column point in the scale.
In these cases employees will be issued with a revised job description which clearly shows which duties they will be expected to perform .

Signed: Position:
Trade Union Representative
Signed: Position: Date:
officer Representative





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APPENDIX 3
CHORLEY BOROUGH COUNCIL
RE-IMBURSEMENT OF TRAVEL AND SUBSISTENCE EXPENSES

1.0 INTRODUCTION
1.1 These arrangements have been collectively agreed by Chorley Borough Council (The Employer), Unison and TGWU (The locally recognised Trade Unions for all employees who are employed under the scheme of conditions of service of the National Joint Council for Local Government Services).
1.2 These arrangements will be operative from **** and will replace all previous travel and subsistence arrangements. These arrangements will continue to be used until superseded by jointly agreed revised arrangements.. .
SCOPE
2.0
These arrangements apply to all employees who are employed under the Conditions of Service agreed by the National Joint Council for local Government Services. Separate arrangements exist for the Chief Executive and Chief Officers.
3.0 SUBSISTENCE ALLOWANCES
3.1 Where employees are required to work or attend a training course away from their normal place of work and incur additional expenditure for meals, subsistence allowances will be payable, up to the maximum amounts shown below. if employees are required to work at their normal place of employment but outside of normal hours they may claim the allowances if prior approval has been given by their Manager.
BREAKFAST - up to �4.61
This allowance is only payable when the employee's work or journey to the work or training commences before 7.OOam.
LUNCH - up to �6.36
This allowance is only payable when the location of the work or training makes it impractical for the employee to return to the normal place of work for lunch
EVENING MEAL - up to �7.87
This allowance is payable where the employee's work or journey home from the work or training continues beyond 7.OOpm.
CONFERENCES
For attendance at conferences the reasonable out of pocket expenses which are actually incurred will be reimbursed. You should seek further clarification on which expenses will or will not be reimbursed from your manager before attending a conference.
Notes:
Subsistence allowances are not payable if meals are provided to the employee.
Actual expenditure will be reimbursed subject to this not exceeding the maximum amounts. (Reimbursement of expenditure cannot be made in cases where an original receipt is not produced).
The maximum subsistence allowances will be reviewed annually.
4.0 TRAVELLING ALLOWANCES
4.1 Travelling expenses incurred by employees in the performance of their official duties will be
Reimbursement
(a) TRAVELBYCAR
Mileage allowances, as agreed nationally by the National Joint Council for Local Government Services, will be paid to designated essential or casual car users, subject to the conditions below. Employees who are not designated as car users will not normally be asked to use their car for work purposes. if in exceptional circumstances they are requested to use their car and agree, the casual user car allowances will be paid, subject to the same conditions being met
The employee's car must be insured for use on the Council's business.
An appropriate car mileage claim form must be completed with full details of the journey undertaken, and authorised.
If more than one employee is travelling to/from the same location then they should travel in the same car. If one of the employees is a lease car holder then the lease car holder's car should normally be used except by prior agreement with the employee's Chief Officer. These arrangements may be varied. if none of the employees are lease car holders then designated essential car users should use their car rather than designated casual users.
If journeys are 60 miles or over (round-trip) and employees choose to use their car rather than public transport they will only be reimbursed the cost of a second class rail fare, unless:
(a) an early start/late finish would necessitate an overnight stay if public transport was used;
more than one employee is travelling in the same car, thereby saving a second rail fare;
(c) heavy/bulky items need to be transported;
(d) there are special circumstances that have been agreed in advance with the Chief Officer.


TRAVEL BY PUBLIC TRANSPORT
The maximum amounts which will be reimbursed are:
Second class Rail Fare
Bus Fare
Taxi Fares (where it is not possible or practicable to start or finish the journey by public transport).
Other Fares Fares will be paid at standard rates, for other suitable modes of
public transport, e.g. London underground, trams.
5.0 HOTEL ACCOMMODATION
If an employee requires overnight accommodation this will normally be booked in advance by the employing department and paid for direct In these cases the employee will be required to pay for any personal expenditure when checking out

Any arrangements which differ from the above should be agreed in advance with the Manager in advance.
6.0 CLAIMS FOR REIMBURSEMENT
6.1 clams for travel or subsistence allowances must be made on form TS1.
6.2 claims for car mileage should be made on an appropriate car mileage claim form.
6.3 claims for second class rail fare in place of mileage allowances for journeys of over 60 miles should be made on the appropriate car mileage form In these cases full details of the journey, including details of any passengers and start to finish mileage readings should be recorded.
6.4 claim forms should be completed in full, signed and dated and approved by the Chief Officer or his/her nominated deputy.
6.5 Original receipts must be attached to support clams for travel or subsistence.
In all cases reimbursement will be made through the payroll system to satisfy our Income Tax arrangements with the Inland Revenue. Amounts reimbursed will be shown separately on your payslip.

Signed: Position: Date: _______
Signed: Position: Date: ______
Trade union Representative
Officer Representative




APPENDIX 1
CHORLEY BOROUGH COUNCIL
FIRST AID PAYMENTS

1.0 INTRODUCTION
1.1 These arrangements have been collectively agreed by chorley Borough Council (The Employer), Unison and TGWU (The locally recognised Trade Unions for all employees who are employed under the scheme of conditions of service of the National Joint Council for Local Government Services).
12 These arrangements will be operative from and will replace all previous first aid payments arrangements; including those agreed at a regional level. These arrangements will continue to be used until superseded by jointly agreed revised arrangements.
2.0 SCOPE
These arrangements apply to all employees who are employed under the Conditions of Service agreed by the National Joint Council for Local Government Services.
3.0 PAYMENTS
3.1 The Council sponsors its nominated first aiders by:
- Funding their training to acquire a valid certificate of competence, and any updating required.
Giving a payment of �120 a year to all first alders in recognition of their assistance and an additional payment of �80 to first aiders who are trained and designated to administer first aid to members of the public. (Payment will be made in arrears on an annual basis and will be included in the last wage or salary payable before Christmas. Employees who have been a first aider for part of the year will receive a proportionate amount The first aid allowance will be reviewed annually.)
4.0 QUALIFICATIONS
4.1 No employees are authorised to act as first alders unless they have attended the approved training programme, hold a valid certificate of competence in First Aid at Work and have been formally nominated to act as a first aider by the council
5.0 RESPONSIBILTES
5.1 The duty of first alders is to preserve life until the attendance of a paramedic or qualified medical practitioner, to reassure the patient, and to ensure the speedy removal of the patient to hospital, in the event of a serious accident. First aiders are not permitted to issue drugs of any description, or to offer medical advice.
5.2
If a first aider considers an incident is serious, and that emergency treatment is required, he will be responsible for summoning an ambulance. The first aider will brief the ambulance staff and should the circumstances require, either the first aider, or department representative, should accompany the employee to hospital, and either remain there until completion of treatment, or until the family of the employee have been summoned, depending upon the circumstances.
5.3
Each first aider will be responsible for a first aid box, and for the re-ordering of dressings so that the minimum contents are always available. Only a first aider should have access to a first aid box.
5.4
First aiders must comply with the guidance issued in the Council's Code of Practice number 6 on Health and Safety (First Aid) Regulations 1981 and any subsequent guidance issued.
5.5
The Council will accept liability for actions carried Out by nominated first aiders as long as the appropriate guidance has been followed.

Signed: Position: Date: _____________
Trade Union Representative
Signed: Position: Date: _____________
Officer Representative























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