Sonia Godfrey, HR Manager and Ffion Pepper, HR
Business Partner introduced the report and made the following
points:
- The HR function was brought back
in-house in September 2021;
- The HR team has been working on the
review of a number of HR Policies;
- The team used best practice in
producing the policies and uses best practice to support managers
and staff;
- Each of the reviewed policies had
guidance notes for reference and a key points section for
highlighting the main aspects of the policy;
- In the new policy it has been
clarified at which stages of the process staff have a right to be
accompanied by a colleague or union member to a hearing;
- The new policy now had a process for
dealing with absence from work, removing it from the disciplinary
process;
- The new Grievance Policy now had a
section dealing with vexatious complaints;
- The informal process for
disciplinary matters was now less prescriptive to remove any
confusion the previous arrangement might have caused.
The Chair thanked officers for the report and
detailed policy documents which were more advanced in detail than
the previous policies. Members made comments and asked questions as
follows:
- Managing staffing matters through an
appropriate HR policy was one of the issues that had been raised by
the Section 24 report;
- The challenge with the informal
process of a disciplinary procedure was making it work;
- HR team was asked to take that issue
away and find ways of ensuring that the informal process will work
in the new policy;
- With regards to bullying, managers
should conduct their behaviour and lead by example, i.e. respectful
behaviour. Could this wording be added to the Bullying and
Harassment Policy? The language used in this part of the policy
should be supportive rather than disciplinary;
- Was there no member involvement even
at a senior management level?
- One Member said that the language
used in the documents was fair;
- Robust policies were necessary to
manage discipline in an organisation;
- Another Member said that both staff
and trade unions were happy with the draft policy;
- Has this policy been run past
ACAS?
- S151 Officer, Monitoring Officer and
CEx arrangements were outside this HR Policy and were covered in
separate arrangements. Were these arrangements in place?
- Annex 2, para 5: Would it help if
there was a specific form that could be logged to capture
information coming in?
- Could there also be an official form
for the formal procedure described in para 10.3?
- Why was bullying not listed as part
of whistleblowing?
Ffion Pepper, Sonia Godfrey, Hannah Thorpe and
the Chair responded to Member comments and questions as
follows:
- Officers could have a look at the
language used in the absence management policy. However it was
worth noting that the language used in the policy should be able to
manage expectations between both staff and managers;
- Since the HR function was brought
back in-house, the General Purposes committee would be the
interface between Members and staff;
- The role of GPC was to ensure that
HR procedures were followed when managing staff matters;
- The Head of Paid Services would
administer the HR Policy;
- The policy was there to protect the
council as much as it would protect staff;
- The language used in policy
documents should therefore be succinct;
- The proposed HR Policy was in line
with ACAS best practice;
- The HR team had consulted with trade
unions, staff and colleagues around Kent;
- HR were currently working with
managers to ensure that cases were handled appropriately;
- Statutory officers were in theory
covered by the disciplinary process in this policy but it needs to
be in a separate policy. This was work to be done by the HR
team;
- Officers would look into the issue
of having the form s as requested by Members;
- Bullying was previously listed under
Dignity at Work. This time it will be covered under Bullying and
Harassment;
- Bullying would only become part of
whistleblowing if it was widespread with the organisation or if a
victim was not reporting the case;
- HR will role this policy out through
informing managers and staff. Soft messaging will be used to send
around the corporate message to staff.
Councillor Ashbee proposed, Councillor Bob
Bayford seconded and Members UNANIMOUSLY agreed to adopt the
revised HR policies with effect from 1 December 2022.