The Council actively supports and encourages consideration of Work Life Balance options for employees. As well as 20 days paid annual leave, rising after 5 years to 25 and 10 years to 28, we actively support the following wherever possible for all employees:
Enabling employees to start and finish work flexibly. The scheme also allows for flexi-time to be accrued and taken at a later date (up to two days off in a four week period).
Job sharing involves two people voluntarily sharing the hours and responsibilities of a full-time post, dividing the terms and conditions between them according to the hours worked. As with flexible working hours, the Council has operated a job-sharing scheme for a number of years. All posts can be applied for on a job share basis.
Enabling parents to spend time at home during school holidays.
This allows an employee to voluntarily reduce their standard working week by working less hours which can be worked in a variety of patterns including part day/week depending on the job role, generally known as part time working. Pay is pro rata.
Enables employees to take an unpaid break from their employment with the authority for an agreed period, for example, to pursue further education or because of family commitments, or to travel the world.
Involves employees working at home on a flexible basis or for an agreed number of days per week, retaining a link with the Council by the use of information technology.
This involves an employee working full-time hours over a reduced number of working days e.g. nine days over a fortnight or four and a half days over one week.
To enable employees to take an additional number of days paid/unpaid leave in special circumstances and to support family or dependant care.