Item 16 - Appendix - EIA 603 Removal of notice period of critical roles
West Dunbartonshire Council · 21 December 2022
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AssessmentNo 603 Owner lgalasso Resource Transformation Service/Establishment People and Technology First Name Surname Job title Head Officer Leeanne Galasso People &Change Partner (include job titles/organisation) Members Leeanne Galasso, People &Change Partner Lisa MacGregor, People &Change Partner (Please note: the word 'policy' is used as shorthand for stategy policy function or financial decision) Policy Title Ethical Review of Terms and Conditions - Removal of Notice Period for critical roles The aim, objective,purpose and intended out come of policy The primary aim is to respond to risk in terms of organisational resilience. Currently, the minimum period of notice which employees are contractually required to provide when confirming their intention to terminate employment is determined by grade, with those of grade 8 and above required to give 8 weeks’ notice. Whilst the majority of standalone business critical roles will typically exist at this level, there are instances where such roles exist at other grades, and where the shorter notice period (i.e. 4 weeks in the case of those on grades 3 to 7) creates a serious risk in terms of organisational resilience should corresponding post-holders resign. Service/Partners/Stakeholders/service users involved in the development and/or implementation of policy. Chief Officers, Strategic HR Does the proposals involve the procurement of any goods or services? No If yes please confirm that you have contacted our procurement services to discuss your requirements. No SCREENING You must indicate if there is any relevance to the four areas Duty to eliminate discrimination (E), advance equal opportunities (A) or foster good relations (F) Yes Relevance to Human Rights (HR) No Relevance to Health Impacts (H) No Relevance to Social Economic Impacts (SE) No Who will be affected by this policy? All employees who are determined as having a stand alone business critical role in grades 3 - 7. Who will be/has been involved in the consultation process? Consultation will take place with recognised trade unions. Please outline any particular need/barriers which equality groups may have in relation to this policy list evidence you are using to support this and whether there is any negative impact on particular groups. Needs Evidence Impact Age The council has duty of care toward all its workers, and in The Council's age profile confirms that the highest There is no specific impact identified in relation to age.
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terms of the Public Sector Equality Duty percentage of employees remain clustered in the age groups 50-59. Cross Cutting Disability The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty The Council's disability profile confirms 1.38% of employees have declared a disability. There is no specific impact in relation to disability. Social & Economic Impact N/A N/A N/A Sex The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty Workforce profile concludes 71% female and 29% male. There is no specific impact in sex Gender Reassign The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty The Council's transgender profile confirms that 0.15% have declared transgener and 19.01% not transgender and 80.71% unknown. There is no specific impact in relation to gender reassign Health N/A N/A N/A Human Rights N/A N/A N/A Marriage & Civil Partnership The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty No information reported on marital status/civil partnership. There is no specific impact in relation to marriage &civil partnerships Pregnancy & Maternity Cross-Cutting with Sex Cross-Cutting with Sex Cross-Cutting with Sex Race The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty The Council's race profile confirms 0.58% of the workforce are BAME. There is no specific impact in relation to race Religion and Belief The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty The Council's religion and belief provide confirms that 1.45% are Christian, 0.89% other and 8.56% none. There is no specific impact in relation to religion and belief. Sexual Orientation The council has duty of care toward all its workers, and in terms of the Public Sector Equality Duty , this proposal does The Council's sexual orientation profile concludes that 0.81% of the workforce have declared LGB and There is no specific impact in relation to sexual orientation
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not impact on sexual orientation 18.26% as heterosexual with 80.41 unknown Actions Policy has a negative impact on an equality group,but is still to be implemented, please provide justification for this. There are no negative impacts identified. Will the impact of the policy be monitored and reported on an ongoing bases? Impact monitored through workforce planning and succession planning activities. Q7 What is you recommendation for this policy? Please provide a meaningful summary of how you have reached the recommendation EIA 603 details that there are no negative impacts of this proposal.