Fife Council is committed to advancing the Fair Work First criteria, specifically:
1. We have an appropriate channel for effective employee voice
- We involve our recognised trade unions in key governance and decision-making structures including local consultation forums and the Joint Negotiation and Consultation Forum.
- We recognise Trade Unions across all employee groups for the purpose of collective bargaining and encourage membership
- We provide facility time to support regular engagement between our Trade Unions and their members.
- We make available to Trade Union representatives, wherever possible, reasonable facilities necessary for them to carry out their duties efficiently and communicate effectively with their members
- We engage in constructive dialogue with our employees and their Trade Union representatives to address workplace issues and disputes.
- Employees are offered supportive contact with their supervisor
- We have measures in place to support employees in the workplace and have zero tolerance of bullying and other forms of abuse and harassment.
2. We invest in workforce development
- Our People Matter Workforce Strategy aims for an engaged and empowered workforce who embrace new ways of working and are committed to making a difference.
- Our How We Work Matters Behaviours Framework sets out how all employees are expected to behave at work, creating a better working environment for all
- We provide learning opportunities for employees at all levels in the Council
- We are committed to providing apprenticeships and other opportunities for young people through the Workforce Youth Investment fund
- Formal and informal learning is offered and encouraged across the workforce, relating to specific roles as well as wider development
- We provide training for employees to become Mental Health First Aiders who volunteer to offer a confidential listening ear to other employees in times of vulnerability
- We will survey staff about health, safety and wellbeing matters from time to time to inform policy priorities and development
3. We do not use zero-hours contracts inappropriately
- Supply and casual contracts are only used when necessary and workers on these contracts are not obliged to accept work when this is offered
- We do not use supply and casual contracts to fill longer-term vacancies
- We have a clear policy allowing workers to move from a supply/casual contract to a temporary contract where a longer-term need for the work has been identified
4. We take action to tackle the gender pay gap and create a more diverse and inclusive workplace
- Our equality outcomes support a number of actions to ensure we continue to understand any perceived barriers to employment with the Council and address these
- We gather data to understand our workforce diversity and pay gap information
- We support flexible working across the Council, offering a wide range of flexible working patterns
- We offer many employees the opportunity to adopt a Blended Workstyle, a blend of working from home and working in a council building
- We are a Carer Positive employer showing our commitment to a working environment where carers are valued and supported
- We recognise our role as a Corporate Parent and support Care Experienced Young people into employment
- We are a signatory to the Armed Force Covenant and support opportunities for serving members of the armed forces and veterans
- We have received the highest level of recognition for our commitment to supporting our armed forces community, the Ministry of Defence’s Employer Defence Recognition Scheme Gold Award.
- We are a Disability Confident employer, encouraging the employment and retention of disabled people and those with health conditions.
- We took the Pregnancy Loss Pledge and offered Parental Bereavement Leave, committing to support employees through miscarriage at any stage of gestation
- We utilise Workplace Adjustment Passports, making reasonable adjustments for employees with a disability or who have a short- or long-term impairment that could affect their ability to work
- If an employee receives a short time-frame terminal diagnosis, we will work with them to consider how we manage an appropriate outcome
5. We commit to paying the Real Living Wage
- We are an accredited Living Wage employer
- We support the initiative for to Fife to become a Living Wage region
6. We offer flexible and family-friendly working practices for all workers from day one of employment
These include
- Part-time and term-time working arrangements
- Carers Policy
- Job Share Policy
- Time off for Dependents
- Parental Leave
- Neonatal Leave
- Parental Bereavement Leave (including those who have a miscarriage and partners)
- Career Break
- Compassionate and other special leave
- Time off for voluntary and other public duties
- Time off for adult cadet volunteers and military spouses and partners
7. We oppose the use of fire and rehire practice
- We only consider effecting change where there is a legitimate business need
- We strive to achieve change through agreement
- We are committed to working with our Trade Unions partners to ensure there is effective consultation and negotiation relating to change
The Fair Work First criteria are also referenced in our procurement contracts and grant award processes, to encourage third-party providers to adopt positive fair work practices. Where relevant and proportionate to do so, this may factor into the tender evaluation process and is subject to monitoring through contract management/service level agreements.
