Agenda Document Pack - Joint Consultative Committee for Local Government Employees - 10/12/2024
North Lanarkshire Council · 10 December 2024
Back to Joint Consultative Committee for Local Government Employees — 10 December 2024 and its agenda
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29 November 2024 Members of the Joint Consultative Committee for Local Government Employees Chief Executive’s Office Archie Aitken Chief Officer (Legal & Democratic) Civic Centre, Windmillhill Street, Motherwell ML1 1AB www.northlanarkshire.gov.uk Notice is given that a Meeting of the Joint Consultative Committee for Local Government Employees is to be held in the Committee Room 1, Civic Centre, Windmillhill Street, Motherwell, ML1 1AB on Tuesday, 10 December 2024 at 14:00 PM which you are requested to attend. The agenda of business is attached. Archie Aitken Chief Officer (Legal & Democratic) Members : Clerk Name: Karen Swan Clerk Telephone: Clerk Email: swank@northlan.gov.uk M Boyd, H Brannan-McVey, J Cairns, T Carragher, M Coyle, G Currie, K Duffy, J Hume, L Jarvie, D Johnston, J Logue, P McDade. G Bryson, A Clark, J Hannigan, M Quigley, J Rooney, W Shearer, H Smith, L Stewart, V Thompson, J Watson, D Whelan. Page 1 of 18
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Agenda 1 Declarations of Interest In Terms of the Ethical Standards In Public Life Etc. (Scotland) Act 2000 2 Changes to Flexible Retirement Costs Submit report by the Chief Officer (People Resources) providing an update on the changes advised by Strathclyde Pension Fund and the impact that it has on future applications for flexible retirement. 5 - 12 3 Special Leave Provision - Bereavement Leave Submit report by the Chief Officer (People Resources) outlining the current leave provision available to employees who are dealing with the bereavement of a close relative. 13 - 18 Page 3 of 18
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North Lanarkshire Council Report Joint Consultative Committee (JCC) Does this report require to be approved? ☐ Yes ☒ No Ref FW/LC Date 10/12/24 Changes to Flexible Retirement Costs From Fiona Whittaker, Chief Officer (People Resources) E-mail Whittakerf@northlan.gov.uk Telephone 07973 728628 Executive Summary For several years now the Council has allowed for consideration of flexible retirement requests from single status employees (teachers have a separate process) which allows members of Strathclyde Pension Fund (age 55 or over) to apply to access their pension and/or lump sum, while continuing to work on reduced hours in the same post or at a lower grade in another post. For an application for flexible retirement to be approved, there must be clear benefit(s) to the Council such as facilitating service reform or other organisational objectives and there should be no detrimental impact on service delivery or operational needs. However, the main factor to be considered is cost and currently for a flexible retirement application to be approved, there must be absolutely no cost to the Council. In April this year, information was issued to employers by Strathclyde Pension Fund, advising that following the 2023 triennial valuation (an assessment of the ongoing position of the fund and its employers and sets the contribution rates payable for the next three years) their actuaries had reviewed the existing factors to calculate the employer strain cost to bring them in line with the actuarial assumptions adopted for the valuation. Initially, it was thought that this would not impact on flexible retirement, however following receipt of further information in September from Strathclyde Pension Fund it was clear that the changes would impact on an employee’s ability to retire flexibly due to the costs that the Council would incur. In summarising the impact, our guidance is very clear that all costs associated with flexible retirement must be covered by the employee taking a reduction in their pension benefits and this has always been the case. However, due to the triennial valuation as detailed above, from the 1 October 2024, the costs associated with almost all flexible retirement cases have increased to such an extent that the actuarial reduction in benefits will not always be enough to cover the costs and the Council will incur a residual strain on the fund cost. As the position remains that the Council will not pay any costs associated with flexible retirement, it would not be appropriate to pay any residual strain on the fund costs. As a result, less employees will get flexible retirement due to the cost implications for the Council, and employees are likely to be older than 55 years of age by the time there is no strain on the fund cost. Item 2 Page 5 of 18
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1. Background 1.1 For several years now the Council has allowed for consideration of flexible retirement for single status employees (teachers have a separate process). To qualify for flexible retirement, the following requirements must be met: • Employees must be aged 55 or over and be a member of the Local Government Pension Scheme with a minimum of 2 years’ pensionable service. • Employees will be required to reduce their contracted working week by at least 20% or take up a lower graded post. • There must be positive benefits to the council in granting flexible retirement. • Where there is any cost, the employee will have to incur these costs which in principle will be applied through an actuarial reduction to the employee’s annual pension. It has always been the case that where there is a cost to the Council associated with the flexible retirement application, it is not approved. 1.2 In April this year, the Council was informed by Strathclyde Pension Fund about increased costs associated with early retirement, initially advising that this affected all retirals where a member takes early retirement of unreduced benefits resulting in a strain in the fund cost to the employer. This suggested that flexible retirement was not affected as the employee is taking early retirement on reduced benefits. However, following receipt of further information received from Strathclyde Pension Fund, it became apparent that it did apply to flexible retirement and that the impact of this was significant in some cases. The following report aims to update members of the Joint Consultative Committee (JCC) on the changes advised by Strathclyde Pension Fund and the impact that it has on future applications for flexible retirement. Recommendations It is recommended that the Joint Consultative Committee (JCC): (1) Note the changes that have been notified to all employers by Strathclyde Pension Fund Office around strain costs. (2) Recognise the impact that these changes will have on future applications for flexible retirement. (3) Understand that the Council will only approve applications for flexible retirement where there is no cost to the Council. (4) Acknowledge that the flexible retirement information and guidance available to employees and managers has been updated to ensure that everyone is aware of the changes and to allow for expectations around this to be managed appropriately. The Plan for North Lanarkshire Priority Improve North Lanarkshire's resource base Ambition statement (23) Build a workforce for the future capable of delivering on our priorities and shared ambition Programme of Work Resilient People Page 6 of 18
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1.3 Whilst contact was made with Strathclyde Pension Fund to try and better understand what the changes meant for flexible retirement applications and to try and establish at what point no residual strain would apply, no definitive response was provided. Strathclyde Pension Fund made it clear that each application would need to be assessed for its financial implications on a case-by-case basis. 1.4 The remainder of this report further explains the current position regarding flexible retirement and the changes that have been made affecting the ability to approve applications. It should be noted that the changes made by Strathclyde Pension Fund are outwith the control of the Council, and any changes made to the administration, management or application of the scheme are imposed on employers who are members of the scheme. 2. Report 2.1 As detailed earlier in the report, the Council operates a flexible retirement process for single status employees who are members of Strathclyde Pension Fund (age 55 and over) that allows them to apply to access their pension and/or lump sum, while continuing to work on reduced hours in the same post or at a lower grade in another post. 2.2 It has always been the case that for a flexible retirement application to be approved, there must be no cost whatsoever to the Council and the employee should absorb all costs through a reduction in their pensionable benefits. 2.3 In April 2024, in Strathclyde Pension Fund’s ‘Pensions in Partnership’ newsletter the following paragraph was provided: Early Retirement Strain Cost Factors Following the 2023 triennial valuation, our actuaries have reviewed the existing factors used to calculate the employer strain cost to bring them in line with the actuarial assumptions adopted for the valuation. These factors affect all retirals where a member takes early retirement of unreduced benefits resulting in a strain on the fund cost to the employer. It may also have an impact on premiums paid in respect of Ill Health Liability Insurance (IHLI). We have yet to complete our testing with these factors, but the expectation is that they will give rise to an increased strain cost. We anticipate these factors will be implemented for any retirals with a retirement date from 1st October 2024. 2.4 As the above referred to the changes only impacting on employees who take early retirement of unreduced benefits, it was not clear that this also applied to Flexible Retirement as this does result in reduced benefits. Accordingly, no action or changes were considered at that time. 2.5 In September 2024, another update was provided in Strathclyde Pension Funds ‘Pensions in Partnership’ newsletter as follows: Early Retirement Strain Cost Factors As previously advised (April 2024 PiP), following the 2023 triennial valuation, our actuaries reviewed the existing factors used to calculate the employer strain cost to bring them in line with the actuarial assumptions adopted for the valuation. The new factors will apply to retirals with a retirement date from 1st October 2024. There has been no change to SPF procedures, but the new factors will generally result in increased strain on the fund costs when compared to the current factors. Page 7 of 18
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2.6 As the above information did not detail that the new costs would only apply to early retirements with unreduced benefits and figures had been received for an employee who was going on Flexible Retirement after 1 October, showing significant costs, contact was made with Strathclyde Pension Fund. 2.7 Strathclyde Pension Fund confirmed that following the 2023 triennial their actuaries had reviewed the existing factors to calculate the employer strain cost to bring them in line with the actuarial assumptions adopted for the valuation. These factors affected all retirals where a member takes early retirement, resulting in a strain on the fund cost to the employer. This included early retirement associated with redundancy, ill health, efficiencies and flexible retirement. The new factors would be live for all applicable retirals with a retiral date of 1 October 2024 or after and basically all strain on the fund costs would increase from this date. Impact of Changes 2.8 When figures were requested for an employee who wished to apply for Flexible Retirement, and their leaving date was after 1 October 2024, there was a significant cost to the Council. Prior to this date, the costs associated with flexible retirement were covered by the employee taking a reduction in their pension. However, due to the changes in the way the costs are now calculated, there is not always enough money available through the reduction in the individuals pension, meaning that there is a residual strain in the fund cost for the Council. These costs are significant in some cases. 2.9 On contacting Strathclyde Pension Fund to question how this the strain was calculated or what resulted in a reduction to the strain on the fund cost (ie was it service, age, time in pension) they were not able to provide an answer. Update to Scheme 2.10 Our guidance is very clear that all costs associated with flexible retirement must be covered by the employee taking a reduction in their pension benefits and this has always been the case. However, from 1 October 2024, the costs associated with a number of flexible retirement cases will increase to such an extent that the actuarial reduction in benefits will not be enough to cover the costs and the council will incur a residual strain on the fund cost. As the position remains that we cannot pay any costs associated with flexible retirement, we cannot pay any residual strain on the fund costs meaning that less employees will get flexible retirement, and employees are likely to be older than 55 years of age by the time there is no strain on the fund cost. 2.11 The Flexible Retirement Guidance has been updated to reflect this position and line managers have been asked to manage expectations and ensure that they do not provide any assurances to employees looking to access flexible retirement until costs have been provided by Strathclyde Pension Fund and it has been established that there are no residual strain costs for the Council. 2.12 In the meantime, the Council will continue to consider all applications for flexible retirement in the same manner that it did previously, but as advised above, where there is any cost to the Council, the application will be rejected. 2.13 Please note that employees retain the right to fully retire from age 55 (increasing to age 57 from 6 April 2028) as full early retirements are not affected by these changes. Page 8 of 18
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2.14 Both the trade unions and managers were advised of the changes once all relevant information had been received and clarified by Strathclyde Pension Fund. The information contained on MyNL for employees to access has also been updated to ensure that employees are aware that the costs associated with retirement have increased and may prevent their release on these grounds. 3. Measures of success 3.1 The Council continues to operate flexible retirement, and applications are approved where it suits business needs and there is no residual strain cost to the Council. 3.2 Employees and managers understand the flexible retirement process and accept when and why applications will be rejected. 3.3 Employees expectations around flexible retirement are managed from the earliest possible point and all necessary support is provided to ensure that the employee understands the position and all options are explored. 4. Supporting documentation Not Applicable Fiona Whittaker Chief Officer (People Resources) Page 9 of 18
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5. Impacts 5.1 Public Sector Equality Duty and Fairer Scotland Duty Does the report contain information that has an impact as a result of the Public Sector Equality Duty and/or Fairer Scotland Duty? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? If Yes, has an assessment been carried out and published on the council’s website? https://www.northlanarkshire.gov.uk/your-community/equalities/equality- and-fairer-scotland-duty-impact-assessments Yes ☐ No ☒ 5.2 Financial impact Does the report contain any financial impacts? Yes ☐ No ☒ If Yes, have all relevant financial impacts been discussed and agreed with Finance? Yes ☐ No ☐ If Yes, please provide a brief summary of the impact? 5.3 HR policy impact Does the report contain any HR policy or procedure impacts? Yes ☐ No ☐ If Yes, have all relevant HR impacts been discussed and agreed with People Resources? Yes ☒ No ☐ If Yes, please provide a brief summary of the impact? Changes to the costs associated with flexible retirement, means that less applications will be approved 5.4 Legal impact Does the report contain any legal impacts (such as general legal matters, statutory considerations (including employment law considerations), or new legislation)? Yes ☐ No ☒ If Yes, have all relevant legal impacts been discussed and agreed with Legal and Democratic? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.5 Data protection impact Does the report / project / practice contain or involve the processing of personal data? Yes ☐ No ☒ If Yes, is the processing of this personal data likely to result in a high risk to the data subject? Yes ☐ No ☒ If Yes, has a Data Protection Impact Assessment (DPIA) been carried out and e- mailed to dataprotection@northlan.gov.uk Yes ☐ No ☐ 5.6 Technology / Digital impact Page 10 of 18
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Does the report contain information that has an impact on either technology, digital transformation, service redesign / business change processes, data management, or connectivity / broadband / Wi-Fi? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? Where the impact identifies a requirement for significant technology change, has an assessment been carried out (or is scheduled to be carried out) by the Enterprise Architecture Governance Group (EAGG)? Yes ☐ No ☒ 5.7 Environmental / Carbon impact Does the report / project / practice contain information that has an impact on any environmental or carbon matters? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.8 Communications impact Does the report contain any information that has an impact on the council’s communications activities? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.9 Risk impact Is there a risk impact? Yes ☐ No ☒ If Yes, please provide a brief summary of the key risks and potential impacts, highlighting where the risk(s) are assessed and recorded (e.g. Corporate or Service or Project Risk Registers), and how they are managed? 5.10 Armed Forces Covenant Duty Does the report require to take due regard of the Armed Forces Covenant Duty (i.e. does it relate to healthcare, housing, or education services for in-Service or ex- Service personnel, or their families, or widow(er)s)? Yes ☐ No ☒ If Yes, please provide a brief summary of the provision which has been made to ensure there has been appropriate consideration of the particular needs of the Armed Forces community to make sure that they do not face disadvantage compared to other citizens in the provision of public services. 5.11 Children’s rights and wellbeing impact Does the report contain any information regarding any council activity, service delivery, policy, or plan that has an impact on children and young people up to the age of 18, or on a specific group of these? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact and the provision that has been made to ensure there has been appropriate consideration of the relevant Articles from the United Nations Convention on the Rights of the Child (UNCRC). If Yes, has a Children’s Rights and Wellbeing Impact Assessment (CRWIA) been carried out? Yes ☐ No ☐ Page 11 of 18
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North Lanarkshire Council Report Joint Consultative Committee (JCC) Does this report require to be approved? ☒ Yes ☐ No Ref FW/LC Date 10/12/24 Special Leave Provision – Bereavement Leave From Fiona Whittaker, Chief Officer (People Resources) E-mail whittakerf@northlan.gov.uk Telephone 07534 268810 Executive Summary This report outlines the current leave provision available to employees who are dealing with the bereavement of a close relative and provides relevant data obtained from iTrent, that was considered when determining whether the current provisions were adequate or further enhancements were required. The data shows that, on average, in 2023/24, approximately 1.4 days were taken as bereavement leave under the Special Leave Policy and 11 days sickness absence used due to ‘bereavement reaction’. Further detail is provided in at Section 2 of this report. Entitlement to paid bereavement leave is not a legal requirement however most organisations offer some form of paid leave to support employees during this difficult time. North Lanarkshire Council has always allowed paid time off for these purposes and the current provisions are detailed within the Special Leave Policy. The link to the Special Leave Policy is provided at the end of this report. It should be noted that the trade unions have already been informed of the proposed enhancement to bereavement leave, however once the proposals have been formally agreed, changes will be required to the Special Leave Policy which will then need approval from the Finance and Resources Committee early next year. Recommendations It is recommended that the Joint Consultative Committee: (1) Consider the contents of this report. (2) Consider the impact and benefits of any change to bereavement leave for employees of the Council. (3) Agree to the proposed enhancement to bereavement leave for employees. (4) Accept that any changes agreed will require to be approved at the Finance and Resources Committee. Item 3 Page 13 of 18
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1. Background 1.1 Bereavement Leave is currently available to all employees of the Council and the provisions available are detailed within the Special Leave Policy and F7 Leave of Absence for Teacher’s & Associated Professionals Policy. 1.2 In both policies, a close relationship generally covers the following and includes step relationships: Parent(s) Sibling(s) Children Spouse or Partner Spouse or Partners Parent(s) or Child/children Grandparent(s) Grandchildren Other relatives may be deemed as a close relationship; therefore, this list is not exhaustive, and each case should be considered on its own merit, but in general terms most close relationships are covered by the above list. 1.3 For Single Status employees, bereavement leave for a close relation has for many years consisted of 1 day to attend the funeral, 2 compassionate days and 2 days to conduct any business associated with the funeral or death and this continues to be the case. For those covered by the F7 Leave of Absence for Teachers & Associated Professionals Policy, an additional 2 day’s compassionate leave is available, allowing for 7 days absence in total. 1.4 However, in recent times, it has not always been possible to arrange for a funeral to take place within the space of one week and it is highly unlikely that an employee would be emotionally able to return to the workplace before the funeral takes place. In such situations, a manager has been referred to Section 22 of the Special Leave Policy (Single Status employees) or Section 19 of the F7 Leave of Absence for Teachers & Associated Professionals Policy which allows for a further period of 10 working days (or two of a person’s working weeks) either paid or unpaid to be granted to allow the person a further period of leave. Whilst both these sections are meant to be used for leave that is required outwith the scope of the policies, it is a means of authorising additional bereavement leave for those who require it. 1.5 Furthermore, in recognition that most people are unable to return to work immediately following the death of a close relation, a review of the Supporting Attendance Policy (Single Status employees) resulted in the first two weeks of any sickness absence due to bereavement not counting towards a formal trigger within the policy. Whilst a review of the Managing Attendance Policy for Teachers & Associated Professionals is ongoing, a similar outcome is anticipated. The Plan for North Lanarkshire Priority Improve North Lanarkshire's resource base Ambition statement (23) Build a workforce for the future capable of delivering on our priorities and shared ambition Programme of Work One Service Page 14 of 18
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1.6 That said, if the absence continues it is important to invoke the appropriate absence policy to ensure that the employee is receiving the support that they need from their manager but also to encourage a return to work. 1.7 In effect, whilst a week is the official paid time off given to employees following the bereavement of a close relation, we are providing additional paid time if required to a maximum of one week, giving two weeks in total. However not everyone needs or requires this additional time, but it is important that a manager has the ability and authority to increase this type of leave if required. 1.8 Other bereavement leave provisions are available for those who are attending a funeral of a relative or friend etc and legally parental bereavement leave is available to those who have lost a child. However, as this report is concentrating on the provisions available to those who have lost a close relation, these other provisions will not form part of the report. 1.8 Finally, it should be noted that the decision to increase the leave provisions for those dealing with the death of a close relative has been discussed with the trade unions and approved by the Business Management team. 2. Report 2.1 There is no legal entitlement to paid time off for bereavement except for eligible parental bereavement pay when a child dies (2 week’s pay). However, most organisations within Scotland, including other local authorities, offer a week’s full pay which can often be extended to two weeks paid or unpaid depending on the circumstances. 2.2 As outlined earlier in the report, entitlement to paid time off following the death of a close relation has been a longstanding arrangement available to all employees of the Council. Although the time off is prescribed in detail within the policy, on most occasions managers will make arrangements with employees to ensure that they have adequate time off to deal with funeral arrangements and any other pressing issues following the death. 2.3 Complications arise when employees require additional time due to the timelapse between the death and the funeral and this is where in recent times, managers have been encouraged to use ‘other’ special leave available to all employees of the Council within the relevant special leave policies, however this is limited to a maximum of 2 weeks paid or unpaid and generally we do not authorise beyond one week. 2.4 Additionally, in recognition that employees often need time to grieve after the death of a close relation, the first two weeks of a sickness absence related to the bereavement of a close relation, does not count towards a formal trigger although sick pay would be applied at the appropriate rate (single status staff only at this time). 2.5 During the leave year 1 April 2023 to 31 March 2024, there were 3070 occasions of bereavement leave recorded, totalling 4278 days. This equates to an average of 1.4 days per employee for each occasion of bereavement leave taken under the special leave policy. 2.6 In the same absence year noted at 2.5 there were 968 sickness absences recorded as ‘bereavement reaction’ with a total of 10,535 days lost. This gives an average of approximately 11 days lost per absence. On reviewing the data, the days lost per Page 15 of 18
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absence ranged from 1 day to 23 days, and although there were some cases where the absence was beyond this range, it was determined that the average days lost was around 4 weeks and therefore this would be the optimum period of paid special leave that our provisions should allow for. 2.7 On asking other local authorities through a benchmarking exercise about their bereavement special leave provisions, out of nine who responded, two give more than 5 days paid leave and South Ayrshire advised that they do not specify leave but reasonable time off with pay is granted on the death of a close relative. For the two Councils who gave additional time, this did not extend beyond 10 paid days. 2.8 In conclusion and taking into consideration the information detailed within this report, it is proposed to increase paid leave for employees who are dealing with the death of a close relative from 5 days (1 working week) to 10 days (2 working weeks) for all employees. Managers will also be able to use the provision detailed under ‘other leave’ within the Special Leave Policy that will allow them to grant a further 10 days (2 working weeks) paid if necessary. 2.9 Any decision taken regarding the above will result in changes to the Special Leave Policy which will subsequently be considered at the relevant committee. It is intended that the increased provisions will be implemented as early as possible in the new year, however in the meantime, employees will continue to be supported as necessary when dealing with the death of a close relative. 3. Measures of success 3.1 North Lanarkshire Council is viewed as an employer of choice and provides employees with a good work-life balance that takes cognisance of significant life events such as bereavement. 3.2 Employees feel valued knowing that the Council offers employees the support they need through the provisions outlined within the Councils’ Special Leave Policy and F7 Leave of Absence for Teachers & Associated Professionals Policy. 3.3 The Council continues to retain and attract staff to the organisation that are vital to its success. 4. Supporting documentation The Special Leave Policy for Single Status employees detailed within this report can be viewed in full on MyNL by accessing the following link: Special Leave Policy Updated April 2024 – My NL Fiona Whittaker Chief Officer (People Resources) Page 16 of 18
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5. Impacts 5.1 Public Sector Equality Duty and Fairer Scotland Duty Does the report contain information that has an impact as a result of the Public Sector Equality Duty and/or Fairer Scotland Duty? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? If Yes, has an assessment been carried out and published on the council’s website? https://www.northlanarkshire.gov.uk/your-community/equalities/equality- and-fairer-scotland-duty-impact-assessments Yes ☐ No ☒ 5.2 Financial impact Does the report contain any financial impacts? Yes ☐ No ☒ If Yes, have all relevant financial impacts been discussed and agreed with Finance? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.3 HR policy impact Does the report contain any HR policy or procedure impacts? Yes ☐ No ☒ If Yes, have all relevant HR impacts been discussed and agreed with People Resources? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.4 Legal impact Does the report contain any legal impacts (such as general legal matters, statutory considerations (including employment law considerations), or new legislation)? Yes ☐ No ☒ If Yes, have all relevant legal impacts been discussed and agreed with Legal and Democratic? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.5 Data protection impact Does the report / project / practice contain or involve the processing of personal data? Yes ☐ No ☒ If Yes, is the processing of this personal data likely to result in a high risk to the data subject? Yes ☐ No ☐ If Yes, has a Data Protection Impact Assessment (DPIA) been carried out and e- mailed to dataprotection@northlan.gov.uk Yes ☐ No ☐ 5.6 Technology / Digital impact Does the report contain information that has an impact on either technology, digital transformation, service redesign / business change processes, data management, or connectivity / broadband / Wi-Fi? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? Page 17 of 18
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Where the impact identifies a requirement for significant technology change, has an assessment been carried out (or is scheduled to be carried out) by the Enterprise Architecture Governance Group (EAGG)? Yes ☐ No ☐ 5.7 Environmental / Carbon impact Does the report / project / practice contain information that has an impact on any environmental or carbon matters? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.8 Communications impact Does the report contain any information that has an impact on the council’s communications activities? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact? 5.9 Risk impact Is there a risk impact? Yes ☐ No ☒ If Yes, please provide a brief summary of the key risks and potential impacts, highlighting where the risk(s) are assessed and recorded (e.g. Corporate or Service or Project Risk Registers), and how they are managed? 5.10 Armed Forces Covenant Duty Does the report require to take due regard of the Armed Forces Covenant Duty (i.e. does it relate to healthcare, housing, or education services for in-Service or ex- Service personnel, or their families, or widow(er)s)? Yes ☐ No ☒ If Yes, please provide a brief summary of the provision which has been made to ensure there has been appropriate consideration of the particular needs of the Armed Forces community to make sure that they do not face disadvantage compared to other citizens in the provision of public services. 5.11 Children’s rights and wellbeing impact Does the report contain any information regarding any council activity, service delivery, policy, or plan that has an impact on children and young people up to the age of 18, or on a specific group of these? Yes ☐ No ☒ If Yes, please provide a brief summary of the impact and the provision that has been made to ensure there has been appropriate consideration of the relevant Articles from the United Nations Convention on the Rights of the Child (UNCRC). If Yes, has a Children’s Rights and Wellbeing Impact Assessment (CRWIA) been carried out? Yes ☐ No ☐ Page 18 of 18