Information Security Classification: Protected

Information security classification: Protected

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PRIVATE & CONFIDENTIAL
[Title] [Initial] [Surname]
[Address]

Dear [Title] [Surname]

Re: [Job title] [School name]

On behalf of the Council I am pleased to offer you, subject to the following conditions being met, employment in the above post on the terms set out in the enclosed Statement of Particulars and Employee Handbook for School Based Staff, and as further set out in this letter.

The conditions are that, prior to the confirmation of your appointment the School will:

(i)Satisfactory references received from the persons you have named as referees (including your present/last employer).

(ii)Medical report received which the school regards to be satisfactory.

(iii)Evidence provided that you have the right to live and work in the United Kingdom and;

(iv)Satisfactory Disclosure and Barring Service (DBS) clearance at enhanced level received.

Prior to the proposed commencement date of your employment you will be informed whether or not the above conditions have been met to the satisfaction of the school.

In the event that one or more of the conditions has not been satisfied, but, notwithstanding this, you have been allowed to commence the duties of the post, your continuation in employment will be subject to all conditions being met to the satisfaction of the school within one month of the commencement date.

The enclosed Statement of Particulars, together with this letter, constitutes your Contract of Employment.

Please forward income tax form P45 (or a P46 if a P45 is not available) to the school and details of your bank account if you have not already submitted them.

I hope that you will accept this conditional offer of employment. When doing so, please sign both copies of the enclosed declaration and return one copy to me as soon as possible.

Finally, I should like to take this opportunity to wish you every success in your new post.

Yours sincerely,

[Headteacher or Chair of Governors in the case of Headteacher appointment] on behalf of Central Bedfordshire Council

CENTRAL BEDFORDSHIRE COUNCIL

STATEMENT OF PARTICULARS OF TERMS OF EMPLOYMENT

EMPLOYEE: [Forename] [Surname]

POST: [Position] working [percentage]% of the School Week

SCHOOL:[School name and address]

Grade:[Pay scale level]

DATE OF COMMENCEMENT OF EMPLOYMENT:
PERIOD OF EMPLOYMENT: Unless terminated earlier as provided for below, your employment will cease on:
DATE ON WHICH THIS STATEMENT IS GIVEN:
DATE ON WHICH THE PARTICULARS ARE CURRENT:
DATE WHEN CONTINUOUS EMPLOYMENT WITH CENTRAL BEDFORDSHIRE COUNCIL BEGAN:
DATE WHEN CONTINUOUS EMPLOYMENT WITH BODIES COVERED BY THE REDUNDANCY PAYMENTS (LOCAL GOVERNMENT) (MODIFICATION) ORDER BEGAN:

This statement sets out the terms and conditions of employment between Central Bedfordshire Council (“the Council”) and [Forename] [Surname](you) which will take effect from the above date and (where relevant) will replace in their entirety all existing terms and conditions, agreements and arrangements whether in writing or otherwise.

For customer facing roles also include the following paragraph:

CUSTOMER FACING POST:This is a customer facing post and is required to be fluent in the English language.

Information security classification: Protected

GENERAL CONDITIONS

During your employment your rate of pay, overtime or other payments, hours per week, holidays, sick leave and conditions of employment generally will be in accordance with the agreement made by the NJC for Local Government Services and local agreements as supplemented or amended by this statement with enclosures or by the Council's rules, as amended from time to time. Copies of all documents referred to herein are available in the offices of Human Resources during normal working hours.

Your post is within the purview of the national negotiating body, the NJC for Local Government Services, and is covered by the Single Status Agreement. Where appropriate, local negotiations may take place with the recognised trade unions through agreed procedures in respect of those parts in Part III of the National Conditions which allow for local variation to the national conditions.

The Council undertakes to ensure that any further changes in your terms of employment will be notified to you within one month of the change by a written statement.

2.CONTINUOUS SERVICE

Continuous Service with other defined organisations will be counted for certain purposes in accordance with statutory provisions and the National Joint Council for Local Government Services’ Scheme of Conditions of Service.

If you have previous continuous service with an organisation covered by the Redundancy Payments (Local Government) (Modification) Order (which covers local authorities and related bodies) this may be included in calculating if applicable your entitlement to:

a redundancy payment
occupational sick pay
occupational maternity pay
occupational adoption pay
annual leave

With the exception of redundancy pay entitlement, the above will also apply if prior to joining the Council, you were made redundant from an organisation covered by the above Order within the last 2 years or if you left such an organisation for maternity reasons within the last 8 years.For the above to apply in either of those circumstances youmustnot havebeen in permanent full-time, paid employment since. The 8 year time limit does not apply in the maternitycircumstances for the calculation of annual leave entitlement.

3.PLACE OF WORK

You will be employed at [school name and address].

COMMENCING GRADE AND SALARY

The grade of the post is [pay scale group] (points [minimum spinal column point] to [maximum spinal column point]) and your commencing salary is £[FTE salary] pro rata per annum which equates to £[actual salary] per annum (point [spinal column point]).

You will be paid calendar monthly in twelve equal monthly payments by credit transfer to your bank or building society on the [insert payroll provider procedures].

Increments normally take effect from 1st April each year subject to the grade maximum and at least six months in post. New employees to the Council or promoted employees, who have not been in post for six months at 1 April will receive their first increment six months after appointment.

Incremental progression is not automatic and it should be noted that the Council reserves the right, subject to an employee’s right to appeal, to withhold increments due to unsatisfactory performance. Any increment withheld may be paid subsequently if performance improves to a satisfactory level.

For the purposes of the Employment Rights Act 1996 you authorise the Council to deduct from your salary any sums due to the Council including, without limitation, any over payment of salary and any advances or loans made to you by the Council. In the event of such sums being due to the Council on the termination of your employment, and if your final salary payment is insufficient to allow for the whole of any such deduction, you will be required to repay the outstanding amount due to the Council within one month of your last date of employment with the Council.

5.HOURS OF WORKAND WORKING WEEK

*INSERT FOR TERM TIME ONLY EMPLOYEES (INCLUDING CLEANERS)

[Your working week is one of [hours per week] hours term time only plus 5 additional training days (which equates to [percentage]%). These days will be determined locally and attendance will be on a pro rata basis if you are part time.

Where additional training days are granted by the Department for Children, Schools & Families during term time, non-teaching staff will automatically be paid for those days and would normally be expected to work.

The timing of your hours will be determined locally. Management reserves the right to change the timing of your hours within reason, but there will be consultation with you about this.]

*INSERT FOR NJC WHOLE TIME EMPLOYEES

[Your working week is one of [hours per week] hours, 52 weeks per year (which equates to [percentage]%). The timing of your hours will be determined locally. Management reserves the right to change the timing of your hours within reason, but there will be consultation with you about this.]

*INSERT FOR 50 WEEKS PER YEAR CLEANERS

[Your working week is one of [hours per week] hours, 50 weeks per year (which equates to [percentage]%). The timing of your hours will be determined locally. Management reserves the right to change the timing of your hours within reason, but there will be consultation with you about this.

You will not be required to work and will not be paid one week during February half-term closure and one week during October half-term closure. If you are requested to work during those two weeks you will be paid the standard rate for such work, on submission of time-sheets.]

*INSERT IN ALL CLEANERS CONTRACTS

[As a condition of your employment you will be required to undertake additional hours working on occasions as required by the management of the school. When such additional hours are needed, reasonable effort will be made to give you advance notice of the requirement so as to minimise any personal inconvenience which this might otherwise cause you. Where you work additional hours specifically in order to clean an additional area or areas, you will be remunerated at the standard rate or, where you qualify for overtime payments, at the overtime rate whichever is applicable.]

*INSERT FOR SITE AGENTS

[Your working week is one of [hours per week] hours, 52 weeks per year [or amend as appropriate] (which equates to [percentage]% per year). The timing of your hours will be determined locally. Management reserves the right to change the timing of your hours within reason, but there will be consultation with you about this.

As a condition of your employment you will be required to undertake additional hours working on occasions as required by the management of the school. When such additional hours are needed, reasonable effort will be made to give you advance notice of the requirement so as to minimise any personal inconvenience which this might otherwise cause you.

Where you work additional hours specifically in order to clean an additional area or areas, you will be remunerated at the standard rate or, where you qualify for overtime payments, at the overtime rate whichever is applicable.

If necessary, and save in exceptional circumstances, you will undertake additional duties required in connection with the use of school premises out of school hours for up to four evenings a week (Monday to Saturday inclusive) as directed by the Headteacher unless some other person(s) approved by the Headteacher undertakes these duties.]

*INSERT FOR NURSERY NURSES

[Your working week is one of [hours per week] hours, based on a full time week of 32½ hours (which equates to [percentage]% per year). You will be paid for 52 weeks per year and are required to attend for work when the school is open for pupil attendance and for an additional 5 training days as determined locally (195 days in total). These days will be on a pro rata basis if you are part time. The timing of your hours will be determined locally. Management reserves the right to change the timing of your hours within reason but there will be consultation with you about this.

You will not be required to work during periods when the school is closed for holidays or bank holidays, other than at the direction of the Head or relevant body in accordance with your conditions of service.]

6.HOLIDAY ENTITLEMENT/PAY

*INSERT FOR TERM TIME ONLY EMPLOYEES (INCLUDING CLEANERS)

Your annual leave entitlement is determined by the length of continuous service you have with Local Government or other public bodies specified in the Redundancy Payments (Local Government) (Modification) Order 1983 as set out below.

Up to 5 years’ continuous service -24 days

Completion of 5 years’ continuous service-29 days

Completion of 10 years’ continuous service-31 days

You will receive the additional days’ leave (on a pro rata basis) in the leave year in which the 5th or 10th anniversary of appointment falls.

In addition you are entitled to take the usual public holidays in England and Wales or a day in lieu where you are required to work on a public holiday.

Term time only posts carry no additional annual leave entitlement as payment for your leave entitlement and public holidays is included in the calculation of your pay as set out in the Employee Handbook.

In exceptional circumstances permission may be given for leave of absence during school term time, at the discretion of the Headteacher on behalf of the Governing Body. When leave of absence is permitted during term time this will normally be unpaid.

*INSERT FOR WHOLE TIME EMPLOYEES

If you are employed for 52 weeks of the year you are required to take your leave during school holiday periods.

*INSERT FOR CLEANERS

Your annual leave entitlement is 22 days plus 2 extra days at Spring and August Bank Holidays. In addition you are entitled to take the usual public holidays in England and Wales or a day in lieu where we require you to work on a public holiday.

You may take annual leave only during periods of school closure. Annual leave during school holiday closure periods is to be agreed in advance with the management of the school and should be recorded on the leave card issued for that purpose. In exceptional circumstances permission may be given for leave of absence during school term time, at the discretion of the Headteacher on behalf of the Governing Body. When leave of absence is permitted during term time this will normally be unpaid.

Upon reaching 5 and 10 years of service additional leave entitlement will be included in your employment percentage. Upon reaching 5 years’ service your pay will be based on 51 weeks and upon reaching 10 years on 51.4 weeks.

*INSERT FOR TERM TIME CLEANERS

*INSERT FOR SITE AGENTS

Up to 5 years’ continuous service -24 days

Completion of 5 years’ continuous service-29 days

Completion of 10 years’ continuous service-31 days

You will receive the additional days’ leave (on a pro rata basis) in the leave year in which the 5th or 10th anniversary of appointment falls.

In addition you are entitled to take the usual public holidays in England and Wales or a day in lieu where we require you to work on a public holiday.

Your holiday pay is the earnings that you would have received during a normal working period, but excluding:

casual overtime payments
casual standby payments
payments of a higher grade than your normal rate of wages when, on the day prior to annual leave, you have been receiving a higher payment for less than four weeks.

*INSERT FOR NURSERY NURSES

Up to 5 years’ continuous service -24 days

Completion of 5 years’ continuous service-29 days

Completion of 10 years’ continuous service-31 days

You will receive the additional days’ leave (on a pro rata basis) in the leave year in which the 5th or 10th anniversary of appointment falls.

In addition you are entitled to take the usual public holidays in England and Wales or a day in lieu where you are required to work on a public holiday.