Fair work first practices statement

Fair Work First is the Scottish Government's policy for driving high quality and fair work across the labour market in Scotland by applying fair work criteria to grants, other funding, and contracts being awarded by and across the public sector, where it is relevant to do so.

Through this approach the Scottish Government is asking employers to adopt fair working practices.

East Dunbartonshire Council have progressed, or in some areas, are progressing the Fair Work First criteria below, can evidence our work in this area, and will fully involve and engage with the trade unions on updates on changes made, to review actions and outcomes and identify further improvements for advancing the Fair Work First commitments, 

The Council and our trade union representatives share a common objective in ensuring we develop and deliver effective and efficient public services for the people of East Dunbartonshire and that our workforce is supported to do so.

The continuing development of our Workforce for the Future is evidence-based and considers the financial context as well as the known demographic and other social and economic pressures in a post-COVID-19 and post-EU Exit environment.

The Council embed fair work practices by:

1. We have an appropriate channel for effective employee voice

• Our approach to partnership at work is consistent with the vision for East Dunbartonshire “Working together to achieve the best with the people of East Dunbartonshire.”
• We regard our partnership working as an essential part of our future and involve our recognised trade unions in key governance and decision-making structures through the Council’s Joint Negotiation Forum.
• We recognise Trade Unions across all employee groups for the purpose of collective bargaining.
• Signatory trades unions recognised within East Dunbartonshire Council and participating within the Council’s Partnership at Work Framework are:
  • Unison
  • Unite
  • GMB
  • UCATT
  • EIS
  • SSTA
  • NAS/UWT
  • Voice
  • AHTS
  • HAS
• We recognise the role of trades unions in representing the interests of their members in relation to important employment factors, including terms and conditions of employment, health and safety and job security.
• We provide facility time to support regular engagement between our Trade Unions and their members. This generates benefits for employees, managers and the wider community from effective joint working between union representative and the Council.
• We make available to Trade Union representatives, wherever possible, reasonable facilities necessary for them to carry out their duties efficiently and communicate effectively with their members.
• We engage in constructive dialogue with our employees and their Trade Union representatives to address workplace issues and disputes.
• Employees are offered supportive contact with their Line Manager and through our Continuous Professional Development Framework.
• We have measures in place to support employees in the workplace.

2. We invest in workforce development​•  

• The Council’s approach to Workforce and Skills Planning considers the linkage to revised delivery models, skills, competencies, and specialist knowledge required to deliver successfully taking account of demographics and succession planning principles
• Our Code of Conduct sets out how all employees are expected to behave at work, creating a better working environment for all.
• We provide learning opportunities for employees at all levels in the Council.
• We offer an Early Careers Programme and are committed to providing both modern apprenticeships and graduate apprenticeships for local young people, offering them a path into the career of their choice.  The programme equips them with knowledge and skills for learning, life and work. 
• Formal and informal learning is offered and encouraged across the workforce, relating to specific roles as well as wider development in consideration of service needs and financial implications.
• We have a dedicated Wellbeing section on our Intranet which provides a vast array of information in all aspects of wellbeing and we encourage our employees to visit this site through regular Employee News. 
• The Moodle Workplace e-learning online portal gives employees easy access to a wide range of training and development opportunities

3. We do not use zero hours contracts inappropriately

•  We do not use zero-hours contracts within the Council.
• Supply and casual contracts are only used where necessary and workers on these contracts are not obliged to accept work when this is offere

4. We take action to tackle the gender pay gap and create a more diverse and inclusive workplace

• We gather data to understand our workforce diversity and pay gap information.
• We support flexible working across the Council, offering a wide range of flexible working patterns.
• Smart Working for the Future represents the way in which employees will work and the environment in which they will perform their roles.
• We are a signatory to the Armed Force Covenant and support opportunities for serving members of the armed forces and veterans. We are a Disability Confident employer, encouraging the employment and retention of disabled people and those with health conditions.
• We utilise Disability Passports, making reasonable adjustments for employees with a disability or who have a short- or long-term impairment that could affect their ability to work.

5. We commit to paying the Real Living Wage

• We are an accredited Living Wage employer

6. We offer flexible and family friendly working practices for all employees including:

• We refreshed our approach to SMART working, further defining our four recognised workstyles, which are based on role specific requirements, the way in which services are delivered and the digital, technology and system developments being rolled out across the workforce to facilitate improved ways of working and collaboration.
• Special Leave Policy – includes Time off for Family Emergencies, Bereavement Leave, Time off for National, Public & Community Service, Time off for employees participating in International Sporting/Cultural Events.
• We support flexible working across the Council, through our Flexible Working Policy, offering a wide range of flexible working patterns.
• We recognise the diverse workforce we employ and the different work life balance requirements of employees at different points in their lives.  The family leave policy will promote best practice in retaining and supporting employees when they have a lifestyle change.

7. We oppose the use of fire and rehire practice

• We only consider effecting change where there is a legitimate business need and follow agreed processes in line with the Council’s Principal of Change Strategy.
• We are committed to working with our Trade Unions partners to ensure there is effective consultation and negotiation relating to organisational change.​​​​​​​