- Hours of Work
BankCare Assistant
Project & PST
NCHA
Committed to Managing and Developing our staff effectively
Bank Care Assistants are employed on a zero hour’s contract. The nature of Bankwork means that there may be periods when no suitable work is available, and offers of work are not guaranteed.
Your working hours will be defined by the assignments you carry out, up to a maximum average of 48 hours per week in accordance with Working Time Regulations.
- Pay
The rate of your remuneration for each hour worked is:
Training Rate - National Minimum Wage
Payable for all hours spent on training at any time, including the Standard Induction Period.
Commencement Rate - £6.30
Payable for all hours worked during the first 12 months of employment, subject to successful completion of the Probationary Period and Standard Induction Period.
Competent Rate - £6.55
Payable for all hours worked following successful completion of the first 12 months of service.
Advanced Rate - £6.85
Payable for all hours worked after successfully demonstrating the objectives and competencies required (usually 24 - 36 months).
Enhanced rates of pay will be paid for waking nights, Christmas Day and New Years Day. Payment at the current applicable rate is also made for Sleeping-In duties where applicable.
Payments will be made monthly in arrears on or around the 15th of each month.
Travel Time Between Appointments (where applicable)
An additional payment of 10% of the total basic hourly rate paid per month will be paid to compensate for the time spent travelling between visits.
- Leave Entitlement
Bank Care Assistants are entitled to the statutory minimum annual leave entitlement, which will be accrued up to the current maximum entitlement based on the hours worked.
Bank Care Assistants are also entitled to receive Statutory Leave and Pay for Maternity, Paternity and Adoption providing they meet the relevant statutory criteria.
- Sickness Absence
Bank Care Assistants absent from work due to sickness or injury must produce a sickness certificate, and provided that they meet the relevant statutory criteria, will receive Statutory Sick Pay.
- Termination of Employment
(i) The period of notice given by the Association is one week, if continuous employment is less than two years. Thereafter, one week's notice for each year of continuous employment is given.
(ii) The minimum period of notice that Bank Care Assistants are required to give the Association is one week after one month's continuous employment. Notice must be given in writing to the relevant Line Manager to be effective.
- Benefits
You are entitled to join NCHA’s Pension Scheme, subject to a qualifying period.
- Vetting
Employment to the post of Bank Care Assistants is subject to the receipt of two references, a Criminal Records Bureau check and an Occupational Health assessment which are satisfactory to NCHA.
- Other Terms & Conditions
The Association recognises the right for all staff to join a Trade Union and staff are covered by a joint union recognition agreement with UNISON and UNITE THE UNION. The Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of service, which are governed by, and may be affected by, this collective agreement.
There are written Grievance, Disciplinary and Dismissal procedures, a Code of Conduct and an Expected Standards of Behaviour policy. The Financial Regulations detail the restrictions placed on employees relating to conflict of interest and purchase of goods and services.
This is only a summary of the Terms and Conditions of Service included in the Bank Staff Handbook to which reference should be made for full details of policies and procedures.
Further information may be obtained from the HR Department (Tel: 0845 650 1205).
- Hours of Work
BankSupport Workers
Project & PST
NCHA
Committed to Managing and Developing our staff effectively
Bank Support Workers are employed on a zero hour’s contract. The nature of Bankwork means that there may be periods when no suitable work is available, and offers of work are not guaranteed.
Your working hours will be defined by the assignments you carry out, up to a maximum average of 48 hours per week in accordance with Working Time Regulations.
- Pay
The rate of your remuneration for each hour worked is:
Training Rate - National Minimum Wage
Payable for all hours spent on training at any time, including the Standard Induction Period.
Commencement Rate - £7.09
Payable for all hours worked during the first 12 months of employment, subject to successful completion of the Probationary Period and Standard Induction Period
Competent Rate - £7.40
Payable for all hours worked following successful completion of the first 12 months of service.
Special Rate - £7.82
Payable for all hours worked in Registered Care Homes, subject to specific criteria. Subject to operational requirements only.
Enhanced rates of pay will be paid for waking nights, Christmas Day and New Years Day. Payment at the current applicable rate is also made for Sleeping-In duties where applicable.
Payments will be made monthly in arrears on or around the 15th of each month.
Travel Time Between Appointments (where applicable)
An additional payment of 10% of the total basic hourly rate paid per month will be paid to compensate for the time spent travelling between visits.
- Probationary Period
- Leave Entitlement
Bank Support Workers are entitled to the statutory minimum annual leave entitlement, which will be accrued up to the current maximum entitlement based on the hours worked.
Bank Support Workers are also entitled to receive Statutory Leave and Pay for Maternity, Paternity and Adoption providing they meet the relevant statutory criteria.
- Sickness Absence
Bank Support Workers absent from work due to sickness or injury must produce a sickness certificate, and provided that they meet the relevant statutory criteria, will receive Statutory Sick Pay.
- Termination of Employment
(i) The period of notice given by the Association is one week, if continuous employment is less than two years. Thereafter, one week's notice for each year of continuous employment is given.
(ii) The minimum period of notice that Bank Support Workers are required to give the Association is one week after one month's continuous employment. Notice must be given in writing to the relevant Line Manager to be effective.
- Benefits
You are entitled to join NCHA’s Pension Scheme, subject to a qualifying period.
- Vetting
Employment to the post of Bank Support Worker is subject to the receipt of two references, a Criminal Records Bureau check and an Occupational Health assessment which are satisfactory to NCHA.
- Other Terms & Conditions
The Association recognises the right for all staff to join a Trade Union and staff are covered by a joint union recognition agreement with UNISON and UNITE THE UNION. The Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of service, which are governed by, and may be affected by, this collective agreement.
There are written Grievance, Disciplinary and Dismissal procedures, a Code of Conduct and an Expected Standards of Behaviour policy. The Financial Regulations detail the restrictions placed on employees relating to conflict of interest and purchase of goods and services.
This is only a summary of the Terms and Conditions of Service included in the Bank Staff Handbook to which reference should be made for full details of policies and procedures.
Further information may be obtained from the HR Department (Tel: 0845 650 1205).
1.Hours of Work and Working Pattern / Outline of Terms and Conditions of Employment
Direct Maintenance Services
Team
Committed to Managing and Developing our staff effectively
Normal working hours are based on a 39 hour week, worked Monday to Friday between the hours of 8am and 6pm with occasional early evening and Saturday working. There is some flexibility possible in daily working hours, depending on operational requirements and customer service delivery standards. It is a requirement that employees have a minimum of a 30 minute daily rest period/lunch break.
Attendance at the Nottingham office base will be required on a weekly basis when the schedule of appointments will be issued; further appointments may be issued by phone. In addition, there may be the requirement to take part in a rota for out-of-hours call-outs (for which additional payments are made).
Including time spent on call-outs, employees must not exceed an average of 48 working hours a week in total, averaged over a seventeen week period. Any excess working hours will not be paid.
Accurate records of hours worked must be submitted and authorised in accordance with agreed procedures.
2.Pay
Direct Maintenance Services employees are currently employed on fixed point salary scales, which are reviewed annually and a cost of living award may be paid on 1st April.
Salaries are normally paid monthly directly into employees' bank accounts on or around the 15th of each month, with payment being made approximately two weeks in advance and two weeks in arrears. Any additional authorised payments for out of hours call-outs etc. are paid monthly in arrears.
- Leave Entitlement
Annual holiday entitlement for new staff is 28.5 days rising to 30.5 days after 5 years service. All staff have 8 additional/lieu days in respect of bank holidays. For office based staff, these days are as follows:
Xmas Day, Boxing Day, New Years Day, Good Friday, Easter Monday, May Day Bank Holiday, Late Spring Bank Holiday and Late Summer (August) Bank Holiday.
Maternity leave allows for absence up to a period of 52 weeks maternity leave regardless of length of service. A pregnant employee may also be entitled to Maternity Allowance, or to Statutory Maternity Pay and also to additional Occupational Maternity Pay, depending on her length of service.
Employees are entitled to two weeks Statutory Paternity Leave and Paternity Pay, subject to certain conditions.
The Association also has leave policies covering Domestic, Compassionate, Public Duties and Unpaid Leave.
- Sickness Absence
NCHA has a sick pay scheme which is related to employees’ length of service and allows for up to 6 months full pay and 6 months half pay after 5 years service. Sick pay is not paid to employees within their probationary period (usually 6 months). All employees are required to self certificate from their first day of sickness absence and obtain doctors/medical certificates as required. Sickness absence is monitored by managers.
- Recruitment and Selection
The Association has an Equal Opportunities in Employment Policy which normally results in all vacant posts being advertised internally and externally. The purpose of NCHA’s Recruitment Procedure is to ensure a fair selection process. The procedure is based on best current practice in Equal Opportunities selection policies and the needs of the Association to recruit staff who are effective employees.
In order to fulfil these criteria, NCHA’s Recruitment Procedure includes co-ordination and administration by the Personnel Section, agreed Job Specifications which are regularly reviewed and a trained selection panel which is responsible for all stages of the Recruitment and Selection process.
Advertisements clearly state NCHA’s commitment to Equal Opportunities and advertising in the media is aimed at a wide penetration of all sections of the local/national community. We provide comprehensive information packs, which include a standard application form, which is non-discriminatory and has clear instructions for its completion, and an outline of Terms and Conditions of Service for all applicants. Short-listing is based on applicants’ apparent capability to meet requirements of the Person Specification, with interviews and trade tests assessing candidates’ performance against the criteria and competencies required for the post.
NCHA’s Recruitment Procedure also includes the use of a work related reference form, after a verbal job offer is made, prompt response letters to unsuccessful interview candidates and optional feedback to unsuccessful candidates. A standard job offer letter is sent to the successful candidate, which sets out the main terms of the employment contract. All reasonable travel expenses for candidates attending for an interview are met on request.
- Termination of Employment
The minimum period of notice that employees are required to give is two weeks for up to six months service and one month for over six months service (except for some more senior posts which carry a two or three month minimum notice period).
The period of notice given by the Association is related to an employee’s length of service (nil for up to one month’s service, up to twelve weeks for service over twelve years). All post have a standard six months probationary period and during this, the notice period is two weeks on either side. Employees are required to give notice in writing in all cases.
- Benefits
Pension – Social Housing Pension Scheme
SimplyHealth Healthcare Cash Plan
NCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to Work
- Training & Staff Development
NCHA is committed to a training strategy based on National Vocational Qualifications and other outcome based training. Staff training needs are identified through the Performance Management process and relevant training courses may be held in-house or through external training providers. The Association has been awarded Investor in People status which is an indication of the importance placed on staff development.
- Non-Standard Working Hours
NCHA is committed to providing flexibility of working hours in so far as this is compatible with operational effectiveness. Part-time working and job sharing are available in some posts and salary, leave entitlement and other benefits are calculated on a pro-rata basis. Existing staff have the opportunity, in some circumstances, to work reduced hours for a period of time. Where posts are advertised as being open to job share/part-time working, applicants should be aware that working days/hours will be subject to operational requirements.
- Company Vans
NCHA vans are used for business and home to work and return only. Private use is strictly prohibited. Incidental private use is permitted e.g. dropping someone off on way to work. If vans are used for private use, then full re-imbursement and/or full charge will be levied. Company van usage will be monitored.
- Other Terms & Conditions
The Association recognises the right for all staff to join a Trade Union and staff are covered by a joint union recognition agreement with UNISON and UNITE THE UNION. A Joint Union and Negotiation Group (JUNG) meets regularly to discuss matters relating to terms and conditions of service.
There are written grievance and disciplinary procedures and a written Code of Conduct. The Financial Regulations detail the restrictions placed on employees relating to conflict of interest and purchase of goods and services.
This is a summary of the Terms and Conditions included in the Association’s Staff Handbook to which reference should be made for full details of policies and procedures.
Further information may be obtained from the HR Department (Tel: 0845 650 1205).
- Hours of Work
Office Based Staff
Committed to Managing and Developing our staff effectively
- Office Based Staff
- Project Based Staff
- Other Staff
- Pay
Office, project and scheme based employees are normally employed on incremental salary scales. Salaries are reviewed annually and a cost of living award may be paid on 1st April.