Fair Work Practices. 33.1. The Scottish Government (SG) is persuaded by evidence which shows that the delivery of high quality public services is critically dependent on a workforce that is well-motivated, well led and has appropriate opportunities for training and skills development. SG also expect those who deliver public contracts to adopt fair employment practices for all workers engaged on delivering the contracts. These factors are also important for workforce recruitment and retention, and thus continuity of service. SG itself has adopted workforce policies to meet these requirements.
33.2. These policies include: a pay policy that includes a commitment to supporting the Living Wage for the duration of this Parliament; fair employment practices; clear managerial responsibility to nurture talent and help individuals fulfil their potential; a strong commitment to Modern Apprenticeships and to the development of Scotland’s young workforce; support for learning and development; no inappropriate use of zero hours contracts; no inappropriate use of “umbrella” companies; flexible working; flexi-time; and career breaks.
33.3. The SG also attaches importance to ensuring effective consultation and involvement of staff and SG management work in partnership with the Trade Union. While it is, of course, a personal decision whether or not to join a Trade Union, the SG encourages its staff to join an appropriate Union and to play an active part within it, making sure their views are represented.
33.4. Sub-contractor personnel responsible for delivering services on behalf of the Prime Contractor are unlikely to be solely dedicated to supporting the national framework. Scottish Procurement will monitor the situation throughout the term of this Framework Agreement and, in order to ensure the highest standards of service quality, we expect the Contractor and Sub-contractors whose workers work alongside those of Framework Public Bodies to take a similarly positive approach to workforce-related matters as part of a fair and equitable employment and reward package.
Fair Work Practices. 75.1. The Scottish public sector is committed to the delivery of high quality public services, and recognises that this is critically dependent on a workforce which is well-rewarded, well-motivated, well-led, has access to appropriate opportunities for training and development, is diverse and inclusive, and can influence decision making. These factors are also important for workforce recruitment and retention, and thus continuity of service delivery.
75.2. Public bodies in Scotland are committed to applying Fair Work First in their own organisation and in publicly funded supply chains. Fair Work First is the Scottish Government’s policy for driving good quality and fair work in Scotland. Through this approach, the Scottish Government, and its public sector partners, are asking bidders to describe how they are committed to adopting Fair Work First: • appropriate channels for effective voice, such as trade union recognition • investment in workforce development • no inappropriate use of zero hours contracts • action to tackle the gender pay gap and create a more diverse and inclusive workplace • providing fair pay for workers (for example, payment of the real Living Wage) • offer flexible and family friendly working practices for all workers from day one of employment • oppose the use of fire and rehire practices 75.3. In order to ensure the highest standards of service quality we expect suppliers to commit to adopting Fair Work First in the delivery of this contract as part of a fair and equitable employment and reward package as a route to progressing towards wider fair work practices set out in the Fair Work Framework.
75.4. The Scottish Living Wage Accreditation Initiative and the Living Wage Foundation recognise and celebrate the responsible leadership shown by Living Wage Employers and support employers to incorporate the Living Wage into organisational structures long term. Suppliers are encouraged to obtain Living Wage Accreditation and to sign the Scottish Business Pledge.
75.5. The Scottish Government recognises pay as a clear way that an employer can demonstrate a commitment to their workforce, helping tackle in-work poverty alongside wider Fair Work First criteria. We therefore require any workers engaged in the delivery of this framework agreement, and any subsequent call off contract, to be paid at least the real Living Wage. More information can be found at the link below:
Fair Work Practices. 14.1.1. Fair Work Practices are particularly relevant where the quality of the service being delivered is directly affected by the workforce engaged in the contract. Funding Follows the Child acknowledges that fair work practices, including payment of the real Living Wage is a key indicator of quality within Settings. The Scottish Government considers the payment of the real Living Wage to be a significant indicator of a
14.1.2. Criteria 8 of the National Standard is clear that the Provider, by entering the Contract with the Council, in accordance with the supporting guidance on Transition Options, to deliver the funded entitlement, will commit to adopting and demonstrating Fair Work practices in their setting to all childcare workers delivering the funded entitlement. In committing to Fair Work practices, settings must take into account:
14.1.2.1. a fair and equal pay policy across the Setting, (including a commitment to supporting the real Living Wage);
14.1.2.2. the Provider and its managers/lead practitioners (including childminders who employ staff) have clear managerial responsibilities to nurture talent and help individuals fulfil their potential;
14.1.2.3. promoting equality of opportunity and developing a workforce which reflects the population of Scotland in terms of characteristics such as age, gender, religion or belief, race, sexual orientation and disability;
14.1.2.4. security of employment and hours of work, avoiding exploitative employment practices such as unfair zero hours contracts, or pregnancy and maternity discrimination;
14.1.2.5. consideration of patterns of working (including, for example, part-time working and/or term-time working) and support for family friendly working and wider work life balance; and
14.1.2.6. support of progressive workforce engagement, including trade union membership or alternative arrangements, to give staff an effective voice, for example, through regular staff meetings, where possible.
Fair Work Practices. 9.1 The Scottish Government (SG) is persuaded by evidence which shows that the delivery of high quality public services is critically dependent on a workforce that is well-motivated, well led and has appropriate opportunities for training and skills development. These factors are also important for workforce recruitment and retention, and thus continuity of service. SG itself has adopted workforce policies to meet these requirements. These policies include: • a pay policy that includes a commitment to supporting the living wag e for the duration of this parliament; • fair employment practices; • clear managerial responsibility to nurture talent and help individuals fulfil their potential; • a strong commitment to Modern Apprenticeships and to the development of Scotland’s young workforce; • support for learning and development; • no inappropriate use of zero hours contracts; • no inappropriate use of “umbrella” companies • f lexible working; • f lexi-time; and • career breaks.
9.2 It is expected that the Service Provider, working alongside the Purchaser, will take a positive approach to workforce-related matters as part of a fair and eq uitable employment and reward package. This and the following [ ] pages comprise Schedule 2 to the foregoing Co ntract between the Scottish Ministers and «F3: Service Provider name» This and the following 2 pages comprise Schedule 3 to the foregoing Contract between the Scottish Ministers and «F3: Service Provider name»
1. The Purchaser uses PECOS as the Purchase-to-Pay (P2P) system. Further information can be accessed through the following link:
2. PECOS supports the following options for transmitting approved Purchase Orders (POs) to suppliers: • cXML - PECOS can issue a cXML PO directly to a supplier's back office system. This allows the PO to be automatically captured by the supplier’s system, thereby removing the need to manually enter the PO and reducing potential errors. There is a one-off charge to configure cXML ordering f rom PECOS. The charge is £1415 + VAT per connection for cXML PO transmission. This is a one off cost for the supplier as once the connection is bought it can be used indefinitely with all PECOS customers. If an established live connection already exists then the one- off charge is not applicable. • PDF Email – PECOS will send the supplier an emailed PO to a predetermined address with a PDF attachment. • Secure Email – PO’s be secure emails are used when sending personal information ie interim man...
Fair Work Practices. 12.1 The Provider shall comply with the method statement for delivering fair work Practices forming part of the Tender.
12.2 The Provider shall have due regard to the Council’s commitment to the Living Wage calculated by the Living Wage Foundation throughout the Term and the duration of any Individual Agreement for Social Care Support. Guidance note: Consider SPPN 7/21: fair work practices
Fair Work Practices. 14.1.1. By entering the Contract with the Council, in accordance with Criteria 8 of the National Standard and the supporting guidance on Transition Options, the Provider will commit to adopting and demonstrating Fair Work practices in the Setting to all childcare workers delivering the funded entitlement. In committing to Fair Work practices, settings must take into account:
14.1.1.1. a fair and equal pay policy across the Setting, (including a commitment to supporting the real Living Wage);
14.1.1.2. the Provider and its managers/lead practitioners (including childminders who employ staff) have clear managerial responsibilities to nurture talent and help individuals fulfil their potential;
14.1.1.3. promoting equality of opportunity and developing a workforce which reflects the population of Scotland in terms of characteristics such as age, gender, religion or belief, race, sexual orientation and disability;
14.1.1.4. security of employment and hours of work, avoiding exploitative employment practices such as unfair zero hours contracts, or pregnancy and maternity discrimination;
14.1.1.5. consideration of patterns of working (including, for example, part-time working and/or term-time working) and support for family friendly working and wider work life balance; and
14.1.1.6. support of progressive workforce engagement, including trade union membership or alternative arrangements, to give staff an effective voice, for example, through regular staff meetings, where possible.
