Pay Policy
Pay Policy
Pay Policy
Introduction
Gosberton Parish Council pay policy which recognises, and rewards staff is a key element to continuous organisational improvement.
The council actively promotes equal opportunities in employment and welcomes diversity within the workforce and ensures equality for all employees and operates a transparent pay system compliant with the Equality Act 2010.
Currently the council has one employee, which is the Clerk who performs the role of the Responsible Financial Officer.
This policy sets out the framework for making decisions on employee pay. It will help to motivate an employer and provide the basis for sound financial & personnel planning and decrease the risk of grievance & discrimination.
Legislation
The relevant legislation concerning equal pay is found within the Equal Pay Act 1970, the Equal Pay Regulations 1983 & Pensions Act 2011.
The legislation applies to all workers or employees regardless of full or part-time status, casual or temporary contract or length of service or any other consideration. Terms & conditions of employment are as set out in the job contract.
Council Commitment
• To pay accurately & on time
• To ensure a clear and fair pay policy is in place for its employees
• To maintain a salary record for employees, including holidays entitled to and taken, sick days entitled to and taken, overtime records & timesheets.
• To retail all payroll information in a secure facility to ensure the security of that information.
• To update employee payroll information in an accurate & time manner
• To meet fully the statutory requirements placed on all employees by PAYE and National Insurance legislation.
Procedure
• The Clerk/RFO is employed for 12 hours a week, any payments more than their Terms & Conditions of Employment must be authorised in advance by the Chair/Staffing committee.
• The Clerk/RFO will email Salway and Wright, with time sheet, copying Chairman
• Salway and Wright will product payslip to be emailed back to Clerk and Chairman.
• The employee will be provided with a detailed pay slip
• The Clerk/RFO will enter the pay/HMRC contributions onto the Banking System, to be authorised by Chair/Bank Signatories
• Payroll payments will be made by bank transfer on a four weekly basis and approved at the next Council meeting
• Any payments to an employee more than their Terms & Conditions of Employment must be authorised in advance by the council.
• P60’s will be issued by 31st May
Pay Scales
• To comply with the legislation, the council will operate a transparent pay system based on objective criteria and publish pay details of staff in line with the requirements of the Transparency Code 2015
• The Clerks pay scales will be determined by their grading, which will align to the NJC pay scales, as per the Terms & Conditions of their employment.
• The starting salary on appointment will normally be at the lower end of the pay scale, subject to negotiation based on the appointee’s level of knowledge & experience
• For the Clerk one salary point will be added to an employee’s salary, up to a maximum of four points, for success in obtaining or already holding any of the following relevant qualifications –
a. The Certificate in Local Council Administration (CiLCA)
b. The Certificate of Higher Education in Community Engagement & Governance – Level 1 or equivalent qualification previously awarded by the University of Gloucestershire.
c. The Diploma in Higher Education in Community Engagement & Governance or equivalent qualification previously awarded by the University of Gloucestershire.
d. BA (Hons) Degree in Community Engagement & Governance or equivalent qualification previously awarded by the University of Gloucestershire.
Pay Reviews
• The employee will receive an annual appraisal by the Staffing Committee, which will include a review of their salary
• Subject to satisfactory performance, the employee will progress automatically through the pay scale band until they reach the maximum of the scale
• The council may withhold an increment if it is considered that performance fell below the expected level following an annual appraisal or award additional increments for exemplary performance.
• All decisions on pay and reward are recommended by the Personnel Committee to Full Council for ratification.
Salary Payments
• Payment will be made by bank transfer four weekly.
Additional Hours
• Exceptional additional hours required to be worked, above the normal working week, must be approved in advance by the Chairman/Staffing Committee.
Pensions
• The Council has a duty to automatically enrol eligible employees in a suitable pension scheme
Holiday
• The leave year runs from the 1 April – 31 March
• Holidays must be taken at times agreed with the council and requests submitted to the Staffing Committee
• By mutual agreement no more than five days leave may be carried forward to the next leave year
• Subject to council approval any remaining unused holiday will be included in the March payroll and calculated at normal NJC rates.
Appeals
• Gosberton Parish Council is committed to the fair application of the pay policy and will consider any employees concerns in the first instance through informal discussion. If that does not result in resolution of the issue the use of the grievance procedure will be offered.
Adopted by Council on 4th March 2024
to be reviewed March 2026