1. Hours of Work
/ Outline of Terms and Conditions of Employment
Office Based Staff
Committed to Managing and Developing our staff effectively
  1. Office Based Staff
Full-time office based staff work a 35 hour week and office hours are normally 9.00am to 5.00pm or 9.30am to 5.30pm (with the exception of the Ollerton office which works from 8.30am to 4.30pm). Flexibility may be allowed by arrangement. Occasional attendance at evening meetings may be necessary in some posts for which time-off in lieu is usually given. A flexi-time scheme is in operation for most staff below senior management level.
  1. Other Staff
Some posts fall outside the above categories (e.g. Wardens, Caretakers) and working hours depend upon the particular job category.
  1. 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.
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.
  1. Probation

There is a probation period of 6 months for new employees. The organisation reserves the right to extend this period as appropriate. The probation period will come to an end when confirmed via email from your Line Manager.
  1. 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.
  1. 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.
  1. 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. Continued…
Short-listing is based on applicants’ apparent capability to meet requirements of the Person Specification, with interviews and skill tests assessing candidates’ performance against the criteria and competencies required for the post.
Psychometric testing is used as part of an assessment centre approach to many posts. 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.
  1. 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.
  1. Benefits

Eligible jobholder’s will be auto enrolled into the Association's Pension Scheme.
SimplyHealth Healthcare Cash Plan
NCHA Benefits – Shopping Discounts, Gym Membership, Childcare Vouchers, Cycle to Work
  1. 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.
  1. 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.
  1. Company Vans / Cars

NCHA vans/cars 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 NCHA vans/cars are used for private use, then full re-imbursement and/or full charge will be levied. Company van/car usage will be monitored by the appropriate department.
11.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).

Outline of Terms and Conditions - Oct 14 - General.doc1