Hampshire County Council
Councillors:
78
Wards:
76
Committees:
49
Meetings (2025):
165
Meetings (2024):
156
Meeting
Employment in Hampshire County Council Committee - Hampshire
Meeting Times
Scheduled Time
Start:
Friday, 8th November 2024
10:00 AM
Friday, 8th November 2024
10:00 AM
End:
Friday, 8th November 2024
2:00 PM
Friday, 8th November 2024
2:00 PM
Meeting Status
Status:
Confirmed
Confirmed
Date:
08 Nov 2024
08 Nov 2024
Location:
Chute Room - HCC
Chute Room - HCC
Meeting Attendees
Independent Group Deputy
Committee Member
Liberal Democrats Deputy
Committee Member
Councillor Adrian Collett
Present, as expected
Committee Member
Agenda
1
Apologies for absence
To receive any apologies for absence received.
Minutes
Councillors Keith House and Stephen Philpott gave apologies and Councillors Jackie Porter and Peter Latham were present as the Liberal Democrat group and Conservative group deputy respectively.
2
Declarations of interest
All Members who believe they have a Disclosable Pecuniary Interest in any matter to be considered at the meeting must declare that interest and, having regard to Part 3 Paragraph 1.5 of the County Council's Members’ Code of Conduct, leave the meeting while the matter is discussed, save for exercising any right to speak in accordance with Paragraph 1.6 of the Code. Furthermore all Members with a Personal Interest in a matter being considered at the meeting should consider, having regard to Part 5, Paragraph 4 of the Code, whether such interest should be declared, and having regard to Part 5, Paragraph 5 of the Code, consider whether it is appropriate to leave the meeting while the matter is discussed, save for exercising any right to speak in accordance with the Code.
Minutes
Members were mindful that where they believed they had a Disclosable Pecuniary Interest in any matter considered at the meeting they must declare that interest at the time of the relevant debate and, having regard to the circumstances described in Part 3, Paragraph 1.5 of the County Council's Members' Code of Conduct, leave the meeting while the matter was discussed, save for exercising any right to speak in accordance with Paragraph 1.6 of the Code. Furthermore Members were mindful that where they believed they had a Personal interest in a matter being considered at the meeting they considered whether such interest should be declared, and having regard to Part 5, Paragraph 5 of the Code, considered whether it was appropriate to leave the meeting whilst the matter was discussed, save for exercising any right to speak in accordance with the Code.
No declarations were made.
No declarations were made.
3
Minutes of previous meeting
To confirm the minutes of the previous meeting held on 21 June 2024.
Attachments:
- Document Minutes 31 Oct 2024
Minutes
The minutes of the last meeting held on 21 June 2024 were agreed as a correct record and signed by the Chairman.
4
Deputations
To receive any deputations notified under Standing Order 12.
Minutes
No deputations were received.
5
Chairman's Announcements
To receive any announcements the Chairman may wish to make.
Minutes
The Chairman made no announcements on this occasion.
7
Zero Tolerance Statement and Framework Update
To consider a report of the Director of People and Organisation regarding the County Council’s Zero Tolerance Statement and Framework.
Attachments:
- Document 7 Zero Tolerance Framework Update to EHCC 08.11.24 31 Oct 2024
Minutes
The Committee considered a report of the Director of People and Organisation regarding the County Council’s Zero Tolerance Statement and Framework (Item 7 in the Minute Book).
In presenting the report, Members heard that the County Council was firmly committed to its stance on Zero Tolerance. The new Framework would provide clearer, more consistent, and effective support for staff. Key improvements would include refining guidance on unacceptable behaviour by customers, which would now become a formal policy. This policy would clearly define unacceptable behaviour, outline immediate actions in response to aggressive or abusive behaviour, and detail the process for restricting customer contact.
Following a full debate, Members of the Committee showed their strong support for the Zero Tolerance Statement and accompanying Framework and noted that a report on the County Council’s Customer Contact model and single point of contact would be brought to this Committee at the appropriate time. Members questioned whether this policy would include County Councillors. It was agreed that this would be investigated.
RESOLVED:
That EHCC notes the steps being taken to embed the County Council’s Zero
Tolerance statement and enhancements being made to existing resources
and guidance in place, intended to support staff to manage and report incidents when they arise.
In presenting the report, Members heard that the County Council was firmly committed to its stance on Zero Tolerance. The new Framework would provide clearer, more consistent, and effective support for staff. Key improvements would include refining guidance on unacceptable behaviour by customers, which would now become a formal policy. This policy would clearly define unacceptable behaviour, outline immediate actions in response to aggressive or abusive behaviour, and detail the process for restricting customer contact.
Following a full debate, Members of the Committee showed their strong support for the Zero Tolerance Statement and accompanying Framework and noted that a report on the County Council’s Customer Contact model and single point of contact would be brought to this Committee at the appropriate time. Members questioned whether this policy would include County Councillors. It was agreed that this would be investigated.
RESOLVED:
That EHCC notes the steps being taken to embed the County Council’s Zero
Tolerance statement and enhancements being made to existing resources
and guidance in place, intended to support staff to manage and report incidents when they arise.
8
Hampshire County Council Pay Statement – Financial Year 2025/26
To consider a report of the Chief Executive on the County Council’s proposed Pay Statement for 2025/26.
Attachments:
- Document 8 Nov 2024 - EHCC - Pay Statement Report (Final) 31 Oct 2024
- Document 8i EHCC - Appendix A - Pay Statement 2025-26 (Final v2 clean) 31 Oct 2024
Minutes
The Committee considered a report of the Director of People and Organisation on the County Council’s Pay Statement for financial year 2025/26 (Item 8 in the Minute Book).
The Localism Act requires that a Pay Statement be prepared and approved by full Council prior to the financial year to which it relates. The EHCC Committee was being asked to recommend the Pay Statement on to full Council.
In presenting the report Members heard that if there were any legislative changes implemented in the relevant period, the pay statement would be updated accordingly.
It was reported that this year’s pay award had not been included in this year’s Statement but would be added to the report before consideration by Full Council.
During discussion, Members noted that:
· Gender Pay Gap information was published on our website which was required to be done by 30 March of each year.
· Officers would look into whether the salary sacrifice scheme contributed to a benefit in kind
RESOLVED:
1. That EHCC Committee recommends to the County Council approval of the Pay Statement as detailed in this report and at Appendix A, setting out the County Council’s policies in respect of pay accountability for the financial year 2025/26 in accordance with the requirements of the Localism Act.
2. That the EHCC Committee delegates authority to the Chief Executive, in consultation with the Chairman of the EHCC Committee, to make any changes to the draft Pay Statement consequential upon any changes to legislative requirements or other statutory guidance or changes to remuneration of staff or policies, the creation of new roles, and changes to existing roles or responsibilities, determined prior to consideration of the Pay Statement by Full Council.
The Localism Act requires that a Pay Statement be prepared and approved by full Council prior to the financial year to which it relates. The EHCC Committee was being asked to recommend the Pay Statement on to full Council.
In presenting the report Members heard that if there were any legislative changes implemented in the relevant period, the pay statement would be updated accordingly.
It was reported that this year’s pay award had not been included in this year’s Statement but would be added to the report before consideration by Full Council.
During discussion, Members noted that:
· Gender Pay Gap information was published on our website which was required to be done by 30 March of each year.
· Officers would look into whether the salary sacrifice scheme contributed to a benefit in kind
RESOLVED:
1. That EHCC Committee recommends to the County Council approval of the Pay Statement as detailed in this report and at Appendix A, setting out the County Council’s policies in respect of pay accountability for the financial year 2025/26 in accordance with the requirements of the Localism Act.
2. That the EHCC Committee delegates authority to the Chief Executive, in consultation with the Chairman of the EHCC Committee, to make any changes to the draft Pay Statement consequential upon any changes to legislative requirements or other statutory guidance or changes to remuneration of staff or policies, the creation of new roles, and changes to existing roles or responsibilities, determined prior to consideration of the Pay Statement by Full Council.
9
EXCLUSION OF THE PRESS AND PUBLIC
RECOMMENDATION:
That the press and public be excluded from the meeting as it is likely, in
view of the nature of the business to be transacted or the nature of the
proceedings, that if members of the public were present, there would be
disclosure to them of exempt information within Paragraphs 1,2,4 and 5 of Part 1 of Schedule 12A to the Local Government Act 1972, being information
relating to an individual; Information relating to any consultations or negotiations, or contemplated consultations or negotiations, in connection with any labour relations matter arising between the authority or a Minister of the Crown and employees of, or office holders under, the authority and
Information in respect of which a claim to legal professional privilege could be maintained in legal proceedings should not be disclosed for the reasons
set out in the reports.
That the press and public be excluded from the meeting as it is likely, in
view of the nature of the business to be transacted or the nature of the
proceedings, that if members of the public were present, there would be
disclosure to them of exempt information within Paragraphs 1,2,4 and 5 of Part 1 of Schedule 12A to the Local Government Act 1972, being information
relating to an individual; Information relating to any consultations or negotiations, or contemplated consultations or negotiations, in connection with any labour relations matter arising between the authority or a Minister of the Crown and employees of, or office holders under, the authority and
Information in respect of which a claim to legal professional privilege could be maintained in legal proceedings should not be disclosed for the reasons
set out in the reports.
Minutes
RESOLVED:
The press and public be excluded from the meeting during the following items of business, as it was likely, in view of the nature of the business to be transacted or the nature of the proceedings, that if members of the public were present during these items there would have been disclosure to them of exempt information within Paragraphs 1,2,4 and 5 of Part I Schedule 12A to the Local Government Act 1972, and further that in all the circumstances of the case, the public interest in maintaining the exemption outweighed the public interest in disclosing the information, for the reasons set out in the reports.
The press and public be excluded from the meeting during the following items of business, as it was likely, in view of the nature of the business to be transacted or the nature of the proceedings, that if members of the public were present during these items there would have been disclosure to them of exempt information within Paragraphs 1,2,4 and 5 of Part I Schedule 12A to the Local Government Act 1972, and further that in all the circumstances of the case, the public interest in maintaining the exemption outweighed the public interest in disclosing the information, for the reasons set out in the reports.
10
Workforce Management Policies
To consider an exempt report of the Director of People and Organisation regarding Workforce Management Policies.
Attachments:
- Document 10 EHCC November 2024 - Managing Workforce Change Policies (final) 31 Oct 2024
- Document HCC Mutually Agreed Resignation Scheme 2024 - draft v2 31 Oct 2024
- Document Response to questions raised after Extra JCG Meeting - 23 October 2024 31 Oct 2024
Minutes
The EHCC Committee considered an exempt report of the Director of People and Organisation regarding Management Workforce Policies (Item 10 in the Minute Book).
During a full debate on this item, a number of Members’ questions were answered. Following this, the recommendations set out in the report were agreed.
Summary of an exempt minute.
During a full debate on this item, a number of Members’ questions were answered. Following this, the recommendations set out in the report were agreed.
Summary of an exempt minute.
11
Chief Officer Group Update
To consider an exempt report of the Director of People and Organisation giving an update on the Chief Officer Group.
Attachments:
- Document 11 EHCC report - COG Changes 2024-09-09 31 Oct 2024
Minutes
The EHCC Committee considered an exempt report of the Director of People and Organisation regarding the Chief Officer Group update (Item 11 in the Minute Book) and agreed the recommendations set out within it.
Members requested names of the postholders mentioned in the report and it was agreed this would be provided.
Summary of an exempt minute.
Members requested names of the postholders mentioned in the report and it was agreed this would be provided.
Summary of an exempt minute.
18
Pay and Legislation Update
To consider a report of the Director of People and Organisation giving an update on the national pay awards, managing performance policy and significant legislative changes.
Attachments:
- Document 6 EHCC Pay, Policy and Legislation Update - November 2024 for publication 31 Oct 2024
- Document 6i EHCC Nov 24 - Pay policy and legislation paper- Appendix 1 31 Oct 2024
Minutes
The Committee considered a report of the Director for People and Organisation which provided an update on the national pay awards, managing performance policy and significant legislative changes (Item 6 in the minute book).
The Director presented the main points of the report and in doing so Members heard:
· The national pay award for 2024/25 had been agreed for Grades A-G..
· The proposed pay award for teachers for 2024 is 5.5% and was now subject to approval through Parliament.
· The proposed changes to the Managing Performance policy (reducing 4 stages to 3), complied with the minimum requirements of ACAS.
During questions from Members, it was noted that:
· It was a national standard for only 2 of the 3 unions to agree the pay award.
· Whilst agreement regarding policy changes does not have to be reached with recognised unions, consultation is undertaken with a view to reaching agreement. However, The County Council could implement changes to HR policy without union agreement.
· Training guides and a managers’ pack have been created for staff regarding the change in the Sickness Policy
Following debate of this item and with legal minimum service level in mind, it was proposed and agreed to amend Recommendation 4 to include the following wording: “in line with ACAS to enable the County Council to deliver its core purpose”.
RESOLVED:
1. That EHCC Committee notes that the 2024 national pay award for Local Government employees (those paid on Grades A-G EHCC terms and conditions) has been agreed nationally.
2. That EHCC Committee agrees in principle to amend the Managing Performance policy for Hampshire County Council employees as defined in this paper.
3. That EHCC Committee delegates, to the Director of People and Organisation, authority to finalise and implement the proposed amended Managing Performance policy, including making any amendments required following consultation with the Trade Unions.
4. That EHCC Committee delegates, to the Director of People and Organisation, authority to determine and take the necessary steps to implement such amendments to other HR policies as are required in order to ensure they do not go beyond the legal minimum for a fair process, in line with ACAS, to enable the County Council to deliver its core purpose,.
5. That EHCC Committee notes the new legal obligation to prevent sexual harassment in the workplace has come into force and note the significant legislative proposals within the Employment Rights Bill.
The Director presented the main points of the report and in doing so Members heard:
· The national pay award for 2024/25 had been agreed for Grades A-G..
· The proposed pay award for teachers for 2024 is 5.5% and was now subject to approval through Parliament.
· The proposed changes to the Managing Performance policy (reducing 4 stages to 3), complied with the minimum requirements of ACAS.
During questions from Members, it was noted that:
· It was a national standard for only 2 of the 3 unions to agree the pay award.
· Whilst agreement regarding policy changes does not have to be reached with recognised unions, consultation is undertaken with a view to reaching agreement. However, The County Council could implement changes to HR policy without union agreement.
· Training guides and a managers’ pack have been created for staff regarding the change in the Sickness Policy
Following debate of this item and with legal minimum service level in mind, it was proposed and agreed to amend Recommendation 4 to include the following wording: “in line with ACAS to enable the County Council to deliver its core purpose”.
RESOLVED:
1. That EHCC Committee notes that the 2024 national pay award for Local Government employees (those paid on Grades A-G EHCC terms and conditions) has been agreed nationally.
2. That EHCC Committee agrees in principle to amend the Managing Performance policy for Hampshire County Council employees as defined in this paper.
3. That EHCC Committee delegates, to the Director of People and Organisation, authority to finalise and implement the proposed amended Managing Performance policy, including making any amendments required following consultation with the Trade Unions.
4. That EHCC Committee delegates, to the Director of People and Organisation, authority to determine and take the necessary steps to implement such amendments to other HR policies as are required in order to ensure they do not go beyond the legal minimum for a fair process, in line with ACAS, to enable the County Council to deliver its core purpose,.
5. That EHCC Committee notes the new legal obligation to prevent sexual harassment in the workplace has come into force and note the significant legislative proposals within the Employment Rights Bill.
Previous Meetings
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