Pay policy statement

4.1. On appointment, individuals will be placed on the bottom SCP of the pay grade for the post that they are appointed to.In exceptional circumstances, this may be on a higher SCP within the same grade taking into account various factors, including the experience of the candidate, the level of competition for the post and the difficulty of recruiting to the post. The Head of Paid Service has responsibility for determining the procedure to be followed in these circumstances.

4.2. Individuals will normally receive an annual increment, subject to the top of their grade not being exceeded.In exceptional circumstances (e.g. examination success), individuals will receive accelerated increments.Again, this is subject to the top of their grade not being exceeded.

4.3. The Council does not apply performance related pay or bonuses.

4.4 On ceasing to be employed by the Council, individuals will only receive compensation:

a) in circumstances that are relevant e.g. redundancy

b)  that is in accordance with our published Policy Statement on how we exercise the various employer discretions provided by the Local Government Pension Scheme (LGPS), (Annex A)

c) that complies with the specific term(s) of a settlement agreement.

4.5. The Council adheres to the statutory guidance on the making and disclosure of Special Severance Payments under section 26 of the Local Government Act 1999.

4.6. The Council can consider flexible retirement under its pension discretions scheme.This is where an employee draws their pension and carries on working at a lower grade and/or on reduced hours.It is available to LGPS members who are aged 55 or over, and who, with the Council’s consent, permanently reduce their hours and/or reduce their grade.The employee’s pension is actuarially reduced if paid before normal state pension age.This policy applies to all grades including Chief Officers and is at the Council’s discretion.

4.7. The employees within the scope of this Pay Policy are entitled to join the Local Government Pension Scheme (LGPS).Currently employees contribute between 5.5% and 12.5% of their salary.Employees included within the table in section 2.1 contribute between 8.5% and 12.5%, depending on where they are within the salary range.

4.8. Any decision to re-employ an individual, who was previously employed by the Council and, on ceasing to be employed was in receipt of a severance or redundancy payment, will be made on merit. The Council will not however, normally engage such an individual under a contract for services.

4.9. Honorariums will only be paid in exceptional circumstances as agreed by Directors / Chief Executive.

4.10. Where employees act up into a more senior role, or take on additional responsibilities for a fixed period, the value of any increase in salary will be based on the grade of the acting up / additional responsibility undertaken and linked to the council’s pay scales.

4.11. Employees required to use their cars for work related travel can reclaim 45 pence per mile.Some employees with a contract of employment prior to 2012, who are required to have a vehicle at their disposal, receive a car user allowance of £846 per annum.These employees are able to claim mileage rates of 36.9p to 45p per mile.

4.12. Employees that joined the Council from the Community Housing Trust under the Transfer of Undertakings (Protection of Employment) Regulations (TUPE), receive car allowances at the following rates:

4.13. Some employees that joined the Council from SopraSteria under the Transfer of Undertakings (Protection of Employment) Regulations (TUPE), receive a lump sum car allowance of £4080 per annum.

4.14. Subsistence allowances are listed below:

Breakfast £7.76

Lunch £10.71

Evening Meal £13.28