Fair Work. 20.1 The Public Sector in Scotland is committed to the delivery of high quality public services, and recognises that this is critically dependent on a workforce that is well-rewarded, well- motivated, well-led, has access to appropriate opportunities for training and skills development, are diverse and is engaged in decision making.
20.2 These factors are also important for workforce recruitment and retention, and thus continuity of service. Public Bodies in Scotland are adopting fair work practices, which include: a fair and equal pay policy that includes a commitment to supporting the Living Wage, including, for example being a Living Wage Accredited Employer; clear managerial responsibility to nurture talent and help individuals fulfil their potential, including for example, a strong commitment to Modern Apprenticeships and the development of Scotland’s young workforce; promoting equality of opportunity and developing a workforce through Equality and Diversity at Work policies which reflect the population of Scotland in terms of characteristics such as age, gender, religion or belief, race, sexual orientation and disability; support for learning and development; stability of employment and hours of work, and avoiding exploitative employment practices, including for example no inappropriate use of zero hours contracts or other forms of demand driven contracts; flexible working (including for example practices such as flexi-time and career breaks) and support for family-friendly working and wider work-life balance; offering a range of employee assistance schemes; Code of Conduct for employees and a respect at work policy; and, supporting progressive workforce engagement, for example Trade Union recognition and representation where possible, otherwise alternative arrangements to give staff an effective voice.
20.3 In order to ensure the highest standards of service quality in this Framework we expect Contractors to take a similarly positive approach to Fair Work practices as part of a fair and equitable employment and reward package.
Fair Work. 1.20.1 The Public Sector in Scotland is committed to the delivery of high quality public services, and recognises that this is critically dependent on a workforce that is well rewarded, well- motivated, well-led, has access to appropriate opportunities for training and skills development, are diverse and is engaged in decision making.
1.20.2 These factors are also important for workforce recruitment and retention, and thus continuity of service. Public Bodies in Scotland are adopting fair work practices, which include:
1.20.3 In order to ensure the highest standards of service quality in this Framework we expect Contractors to take a similarly positive approach to fair work practices as part of a fair and equitable employment and reward package.
Fair Work. At Forth Valley College we demonstrate our commitment to supporting personal growth and enhancing the contribution of our staff through our People Strategy and in our investment in their development. This includes access to professional qualifications, management development, career progression and personal growth opportunities such as secondments and project work. The college recognises two unions and meets regularly with them at formal consultative meetings for both general business and Health and Safety discussions. There is also a specific Listening to Employees meeting where any staff member can attend and can raise points of interest to them and contribute to the development of projects. Unions and staff alike are part of various working groups which enhances their contribution to college goals, and managers at the college operate an open office approach.
Fair Work. As the University for the Common Good, our Strategy 2030 guides our commitment to Fair Work practices for all staff. We were Scotland’s first accredited Living Wage University employer, and we work jointly with our trade unions, staff and stakeholders to implement equal pay effectively. The success of our approach is evidenced by our gender pay gap being consistently below the sector average. Our staff voice is heard through a variety of channels, including staff surveys, our formal trade union consultation mechanism, management fora and regular opportunities for staff to engage directly with the Principal and Vice-Chancellor. Our staff are encouraged to set out a personal development plan as part of their annual review conversations which is supported via funding and time allowance to pursue both recognised qualifications and a variety of internal and external courses. All of our staff have access to the full range of family friendly policies from the first day of their employment, including our Flexible Working policy. The success of the University’s commitment to Fair Work is demonstrated by our performance in the global THE Impact Rankings particularly in relation to SDG 8 (Decent Work and Economic Growth) where we score very highly for employment practices, including being ranked 4th in the world and 1st in the UK for Gender Equality. Our success can also be measured by achievement of the Xxxxxx XXXX silver institutional award, and our holding both Carer Positive ‘Engaged’ and Disability Confident ‘Committed’ employer status.
Fair Work. HCR Ltd pay their staff in excess of the UK Living Wage and all their employees, whether full or part time, are given full contracts of employment; HCR do not make use of zero hours contracts. In addition, HCR incentivise staff members with: • Profit related bonuses based on results for the year; • Discretionary bonuses awarded during the year for exceptional performance; • Bonuses related to customer feedback; • Support (financial and time) for personal and professional development courses; • 10 year, 15 year and 20 year service awards; heavy investment in staff training.
Fair Work. Institutions advance and promote Fair Work practices as employers
