Time off for public duties
We recognise the value of employees undertaking public duties outside work. However, staffing levels must meet the demands of the business at all times.
We may grant reasonable time off with pay to enable employees to carry out public duties. This may include being a member of the following public bodies as defined in legislation:
- a local authority
- a statutory tribunal, public committee or similar body when appointed or nominated by:
- a Minister of State
- the council
- an association of which the council is a member
- a police authority
- a board of prison visitors or a prison visiting committee
- a relevant health body
- a relevant education body
- the Environment Agency
- Justice of the Peace
- Chairman of a Local Authority or Mayor
We may also grant reasonable time off if employees give their services voluntarily when they have specific:
- knowledge
- skills
- experience
- judgement
These attributes must be of particular value to the county, community or organisation concerned.
Employees wishing to take leave to undertake public duties must get approval from their manager. They should agree to the amount of leave allowed in any one year.
Managers will approve leave subject to the needs of the service. Employees who work flexible or annualised hours should use these arrangements where possible. If employees can claim reimbursement of salary from any other source, the leave will be without pay.
Election duties
We regard election duties as a public duty and, as such, allow employees the day off with full pay. Employees may receive an allowance and expenses for carrying out these duties which they can keep.
Employees who undertake an election count during a normal working day can take the day off with full pay. If a count happens at night, there is no entitlement to have the day following as additional leave. Employees should request this as annual leave.
Jury service
Any employee called to jury service must notify their manager as soon as possible. If they are likely to be absent from a prolonged period, they must advise their manager before agreeing to serve.
We reserve the right not to release the employee where it would fundamentally affect the business.
Employees will receive their normal pay on days the court requires them for jury service. This is unless the court advises us that they must make a loss of earnings claim. In these circumstances, employees should inform their manager that the court will pay an allowance for their service. We will make a deduction from the employee's pay of an amount equal to the allowance they receive.
We will grant unpaid leave and supply the court with salary details to enable them to pay the employee. Employees must notify HR if they are going to be attending court as a witness. We will pay leave if the employee is a witness in a case where they are attending on our behalf
On days when the employee does not attend court, we expect them to report to work. If the employee attends court and is not required to stay, they should return to work if it is practical to do so.
Witness
If an employee is summoned to appear as a witness in a trial, they must notify their manager as soon as possible. They should provide the appropriate documentation.
We will not normally pay leave. Employees can claim expenses for cases brought by the Crown Prosecution Service, or as part of costs claimed against the losing party in civil cases.
We will grant unpaid leave and supply the court with salary details to enable them to pay the employee. Employees must notify HR if they are going to be attending court as a witness. We will pay leave if the employee is a witness in a case where they are attending on our behalf.