Summary of Main Terms & Conditions of Employment

NB. This is a summary of terms and conditions generally applicable, some types of employment have variations to these. Full details of terms and conditions are specified in the offer letter / contract to successful candidates.

Pay and Terms and Conditions of Employment Subject to the Scheme of Conditions of the National Joint Council for Local Government Services and the Eastern Provincial Council as supplemented by local collective agreements reached with the trade unions recognised by the City Council and by the policies and procedures of the Council.
Salary Review Salaries are reviewed on the 1st July each year or thereabouts and will be not less favourable than the National Salaries Award made by the JNC for Chief Officers of Local Authorities.
Probationary period Appointments are subject to a satisfactory probationary period of 6 months if the postholder is not joining with continuous local government service.
Annual Leave Leave year - 1 April to 31 March and includes:-
32 days per year, plus 2 extra statutory days, and 8 statutory holiday days.
Pension

Contributory Pension Scheme

  • 15.3% Employer Contributions
  • 7.5% Employee Contribution
Additional benefits
  • No smoking environment
  • Free car parking during working hours
  • Childcare Voucher Scheme (subject to meeting criteria)
  • Relocation Scheme (subject to meeting criteria)
  • Flexible working hours (in certain circumstances)
  • Loans for Car Purchase (where posts carry Essential Car User status)
Special Conditions
  • All appointments are subject to medical clearance by the Council' Medical Adviser.
  • All appointments are subject to receipt of satisfactory references.
  • Some posts are subject to certain provisions in the Rehabilitation of Offenders Act 1974 (Exceptions) (Amendment) Order 1986. Applicants for these posts will be required to disclose any cautions, reprimands or final warnings, as well as criminal convictions.
  • If the post for which you are applying involves working with children or vulnerable adults, your appointment will be subject to a Disclosure check being made to the Criminal Records Bureau (CRB).
  • Asylum and Nationality Act 2006 states it will be an offence to employ a person with no immigration entitlement to work in the United Kingdom . If you are successful you will be required to provide documents to prove that you comply with this requirement.