Dundee City Council is committed to advancing the Fair Work First criteria, specifically:
- We have an appropriate channel for effective employee voice
- We work with our recognised trade unions in partnership in key governance and decision-making structures including a monthly Strategic Forums and service consultation forums.
- We recognise Trade Unions across all employee groups for the purpose of collective bargaining and encourage membership.
- We provide facility time to support regular engagement between our Trade Unions and their members.
- 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 with a common goal to seek resolution at an early stage.
- We have measures in place to support employees in the workplace and have zero tolerance of bullying and other forms of abuse and harassment. We have a Personal Harassment policy and trained Harassment Support Officers
- We carry out employee surveys to understand the views of our workforce.
- We have a Lived Experience Panel
- We promote and support Communities of Practice for employees in particular professional areas such as Social Work
- We invest in workforce development
- Our People Strategy aims for an engaged and empowered workforce who embrace new ways of working and are committed to making a difference.
- Our Workforce Plan outlines the programme of work the council will take to deliver our strategic priorities.
- We carry out quality conversations to identify personal and professional development needs of our workforce.
- We are committed to providing learning opportunities for employees at all levels in the Council
- We are committed to providing apprenticeships and other opportunities for young people
- Formal and informal learning is offered and encouraged across the workforce, relating to specific roles as well as wider development
- We actively promote health and wellbeing matters and engage with our Wellbeing Ambassadors and employees to inform policy priorities and development.
- We engage with government-funded programmes to support local employability
- Our employee wellbeing strategy promotes the physical, mental and financial wellbeing of our workforce.
- We do not use zero-hours contracts inappropriately
- Supply and casual contracts are only used when necessary and workers on these contracts are not obliged to accept work when this is offered
- We do not use supply and casual contracts to fill longer-term vacancies
- We regularly review this area and move from a supply/casual contract to a temporary contract where a longer-term need for the work has been identified
- We take action to tackle the gender pay gap and create a more diverse and inclusive workplace
- Our equality outcomes support a number of actions to ensure we continue to understand any perceived barriers to employment with the Council and address these
- 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
- We offer many employees the opportunity to adopt an agile workstyle, a blend of working from home and working in a council building
- We are a Carer Positive employer showing our commitment to a working environment where carers are valued and supported
- We recognise our role as a Corporate Parent and support Care Experienced Young people into employment
- We are a signatory to the Armed Force Covenant and support opportunities for serving members of the armed forces and veterans
- We have received the highest level of recognition for our commitment to supporting our armed forces community, the Ministry of Defence’s Employer Defence Recognition Scheme Gold Award.
- We are a Disability Confident employer, encouraging the employment and retention of disabled people and those with health conditions.
- We have a guaranteed job interview scheme for anyone who considers themselves to have a disability or are Care Experienced
- We utilise Attendance Support Plans, making reasonable adjustments for employees with a disability or who have a short- or long-term impairment that could affect their ability to work
- If an employee receives a short time-frame terminal diagnosis, we will work with them to consider how we manage an appropriate outcome
- We commit to paying the Real Living Wage
- We are an accredited Living Wage employer
- We offer flexible and family-friendly working practices for all workers from day one of employment
These include- Part-time and term-time working arrangements
- Carers Policy
- Special Leave
- Parental Leave
- Parental Bereavement Leave (including those who have a miscarriage and partners)
- Time off for voluntary and other public duties
- We oppose the use of fire and rehire practice
- We only consider effecting change where there is a legitimate business need
- We strive to achieve change through agreement
- We are committed to working with our Trade Unions partners to ensure there is effective consultation and negotiation relating to change.
The Fair Work First criteria are also referenced in our procurement contracts and grant award processes, to encourage third-party providers to adopt positive fair work practices.