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Glasgow City Council

Coronavirus (COVID-19) updates for Glasgow City Council staff

More information

Latest Update

 

Please read our staff communications issued to keep up to date with our plans.

The first and most important thing to say is that we can all play a role in delaying the spread of COVID-19.

Please familiarise yourself with and follow NHS Scotland.

Staff News

Daily updates image        

A safe return to the workplace - watch the video

The health and safety of our workforce and citizens is paramount as we prepare for services to get back to some kind of normal capacity following renewal plans and the government's guidance.

Our workplaces and working arrangements are going to be different while we need to stay physically distant.

The capacity in our buildings will be reduced to maintain physical distancing which means that fewer people can return to the workplace initially. The government advice is still, those who can work from home should continue to do so.

Before anyone returns to the workplace a risk assessment is carried out in consultation with our trade union colleagues.

This will make sure that the appropriate, cleaning and maintenance regimes, and physical distancing measures are in place to protect everyone.

It's important to remember that, if you have symptoms, you and your household should not leave home, you should self-isolate straight away. Tell your line manager as soon as possible.

Please watch the video below where our Health and Safety Manager, Emma Rodgers, will talk you through what to expect when you return.

Your line manager will provide you with information about the renewal plan in your area and talk to about your health, wellbeing and safety to support your safe return to workplace, when the time is right and following the government's guidance.

You can also read the staff guide, a safe return to the workplace, here.

The Renewal Programme

Staff Update Programme Explained

 

Council Family Renewal Programme Explained

Since March 2020, alongside the rest of the UK, the council family has been responding to the COVID-19 pandemic and the need to implement a range of mitigation measures and restrictions to slow the spread of the virus. 

The council's response to the pandemic was underpinned by the need to maintain business continuity across critical functions and provide essential frontline services, to support our vulnerable citizens, residents and businesses. It was also to ensure the safety and wellbeing of staff across the council family.

As we move out of the immediate emergency response phase, along with other cities, and transition towards recovery and renewal we know that the pandemic will in some ways have a profound and long-lasting impact on Glasgow and we want to make sure we do all that we can to minimise this impact on our citizens. 

Restrictions are gradually being eased and our focus is shifting to how we recover, reintroduce services and adapt, based on our learning and experience gained during this period and how the people of Glasgow can benefit.

Easing out of lockdown presents operational and financial challenges and it will not be possible to simply return to pre-pandemic ways of working, nor should that be the default position. This phase also gives us an opportunity to think differently and to review what services we provide; how they are best delivered to meet people's changing needs and the operating models used across our organisation, and across the city.

In addition to best supporting citizens we also need to create financial stability and future resilience for the council and ALEOs. 

Our priorities continue to be safeguarding the health and wellbeing of those who live, work and do business in the city, including our staff, while supporting sustainable economic recovery and social renewal. And this work will have tackling poverty and inequality in the city, with an emphasis on those disproportionately impacted by Covid19, at its heart.

A renewal programme has been developed to bring together our current operational situation, challenges, opportunities and aspirations to support this transition to a new normal and longer-term plan. 

RENEWAL PROGRAMME STRATEGY AND GOVERNANCE FRAMEWORK

A Renewal Programme Strategy has been agreed that sets out the vision, objectives, and governance arrangements to support delivery of the Council's Renewal Programme.  The full document can be found pdf icon here [3Mb].

Service Renewal Plans

The council is taking a long-term, phased approach, to recovery and renewal.  There are four broad phases:  response, unlock, renew and sustain. The unlocking of our services will be guided by the Scottish Government's route map.

Council services ALEOs have completed Renewal Plans to identify key changes that were made to their services and functions in response to the pandemic and what future approach might be taken in respect of 'unlocking' or restarting them, for instance revert to pre-COVID ways of working; keep changes; consider further innovation and new services, from here action plans based on this review work will be developed, to progress in line with the workstreams' aims and priorities.

As the service plans are developed we will keep you updated. If any changes affect you directly then you're line manager will talk to you directly about this.

Return to workplace planning

The re-opening of our services will be phased following the government's route map out of lockdown.  All services are working on renewal plans following this guidance that will detail how and when we can restart services and most importantly, how we do this safely. Heads of service will provide you with direction for the plan in your area.

The health and safety of our workforce and citizens is paramount as we prepare for services to get back to some kind of normal capacity and more staff return to the workplace. For some time to come, everyone will need to continue to observe physical distancing and good hand hygiene at work.

Clearly our workplaces and working arrangements are going to be different while we are still dealing with this pandemic and following government guidelines. The capacity in our buildings will be reduced to maintain physical distancing which means that fewer people can return to the workplace, in the first instance.

It is likely that in some cases we may need to change how and where we work including a continuation of working from home, for those who can do so safely and where the service can be provided in this way.

The guidance in this section is for managers to plan for a safe return to the workplace in line with local renewal plan for each service.

Volunteers

Catering and FM Staff-Operational Activity

Receiving your letter

  • If you work for the Homes for the Elderly - your letter will be delivered to your place of work.
  • For staff working in all other areas of Catering and FM - your letter will be posted to your home address.

 

Neighbourhoods and Sustainability

Your Mental Health and Wellbeing

The Coronavirus (COVID-19) outbreak means that life is changing for all of us for a while. You may understandably feel worried, frightened or helpless about the current ever changing situation. It's important to remember that it's OK to have these feelings, and that everyone reacts differently. This situation is temporary and, for most of us, these difficult feelings will pass.

Taking care of our mental health is just as important as protecting our physical health. Especially during this difficult time, when we're having to spend more time at home - perhaps isolated from the friends, family and other relationships that we know are vital to keeping ourselves mentally healthy. It may also be harder for us do the things that normally keep us well.

The good news is that there are many simple things we can still all do to take care of our mental health and wellbeing.

On this page, you'll find links to information, resources and support available to help us look after our mental health and wellbeing as well as supporting others. Other helpful information and resources developed as the coronavirus outbreak progresses will be added to this page.

If you need help now:

  • If you are concerned that you, or someone you know is struggling, then you should seek the advice and support of your GP.
  • If you are in distress and need of immediate help and are unable to see a GP, you should visit your local A&E. Or call 999 for an ambulance if the situation may be life threatening.
  • If you need to talk to someone, you can contact our Employee Assistance Provider, Workplace Options - any day, any time, free on: 0800 247 1100.  LGBT helpline: 0800 138 8725. BME helpline: 0800 288 4950
  • You can also call the Samaritans free on 116 123 any day or time or click here to find out other ways of getting in touch.
  • Or call Breathing Spacefor free on 0800 83 85 87, (6pm to 2am, weekdays and 24 hours at the weekends).

Resources and support

  • Our short guide Tips for staying safe and well includes key messages from the Scottish Health Minister and incorporate the proven 'Five ways to wellbeing' to help support our mental health and wellbeing.
Staying safe and wellEmotional wellbeingFinancial wellbeing
Domestic abuseSleepSocial Connections
Eating wellPhysical activityResilience
Culture and behavioursCompassionate leadershipThe role of the team

    Managers' and Staff Briefings

    Guidance on working from home

    Frequently asked questions - with answers

    Our priority will remain to continue to deliver essential services and support the most vulnerable in our city. Our employees are key to this and we will do this whilst maintaining our duty of care to you whether you  are working in essential roles, are working from home or are unable to work.

    We've developed these FAQs to bring together all of the guidance and support information which has been issued and to provide clarity to you of the approaches we are taking. They also confirm to our managers their responsibilities to make sure we deliver our duty of care to employees. We will update these FAQs as the situation progresses.

    We're all facing this ever changing, unprecedented situation together, we're confident that our employees and managers will work together, communicate with each other and use their skills and experience alongside these FAQs to do the right thing for each other and the citizens of Glasgow at this time.

    WORKING FROM HOME

     

    Q: Can I use Whats App to keep in-touch with my team?

    • You should always try and use a council device and approved apps on your device for council business, for example, council email and phone for keeping in-touch with your teams.
    • If you have no other way of keeping in-touch then we recognise that people may choose to use Whats App on their personal devices but remember you should not use this to discuss council business.

    Q: How do I arrange a conference call line for business meetings?

    • You can use your council iPhone for conference calling between 6 people - you can add up to 5 colleagues in addition to yourself. To do this simply:
      • Call a colleague - when they answer, press add call
      • Then select the person you would like to add from your phone book, or click keypad to dial the number
      • Once the person answers, click the merge call button
      • This step can then be repeated, up to 5 times. 
    • If you require a conference call line to be set up, to keep in touch with more than six colleagues, you can make a request to John Lyle Head of Corporate Governance and Head of Strategic Innovation and Technology by email at john.lyle@glasgow.gov.uk Conference lines are being prioritised to critical areas of the business first.

    Q: Can I use Zoom to make video calls with my team?

    • Our IT provider CGI has assessed the risks involved with using Zoom in the council and has recommended that this is not used by staff on any device, including your own device, for council business and keeping in-touch with colleagues and teams. This also follow the advice of the Digital Office who recently recommended that local authorities don't use of Zoom in their organisations.
    • There are potential increased security risks with the use of Zoom and other software apps including how their design may make the information stored there vulnerable or subject to cybercrime.
    • Council business should only be conducted using council devices and approved apps on these devices. It is essential that we don't expose council business, personal or sensitive information when using these software apps on our personal devices.

    Q: Is Microsoft Teams available for council meetings and sharing information with teams?

    • Teams is available on suitable council devices, talk to your line manager who will liaise with the IT Business Partner about the roll-out plan.

    Q: Can I use my own computer to work at home and what should I do?

    • In the first instance you should agree this way of working with your manager and then you need to check the suitability of your device following this list:
      • Be running a supported operating system such as Windows 8 or Windows 10, but not Windows 7 or Windows XP.
      • Latest version of iOS on Apple devices
      • have antivirus software installed, updated and operating
      • have a firewall installed and operating
      • The device should be password protected (or have similar protection against unauthorised access such as a fingerprint or face scanner).
    • If your computer at home does not meet these requirements, please check on Staff Updates, Working from home, on the website for links to free resources such as free anti-virus software which you may need to install.

    Q: I'm currently at home but without a council device to work from, can I come in and pick up a computer?

    • No, not unless your manager has advised you that you're an essential worker who has critical tasks to carry out at this time and an appointment has been arranged for you.

    Q: Do I still have to come into the office and network my computer once a month?

    • At this time, there is currently no requirement to come into the office to network any council device.

    Q: I am usually prompted to change my password on the network - what should I do?

    • For the immediate future you may not be asked to change your password as often as usual.

    Q: I have been advised to work from home, what does this mean?

    • This is to make sure you're able to follow the NHS Inform Guidance on Social Distancing.  
    • Your manager will already have discussed and agreed your working arrangements with you and any work you're able to do at home during this time. We have lots of guidance to support you on our COVID19 Staff Page under the Guidance on Home Working Heading, it includes how to work safely from home, display screen equipment, supporting your mental health, cyber security tips and many more, please make sure you read this information. 
    • If you're unsure what you should be doing, you should speak with your manager immediately to clarify.
    • You should also visit our section above on Mental Health and Wellbeing for our top tips on welbeing during this difficult time whilst working from home.

    Q: I have a disability with adjustments in the workplace and have been advised to work from home, what support is available?

    • Your wellbeing is the priority at this time.  You should have discussed this with your manager and agreed if you're able to work from home, how we can support you to make this happen, taking into account your individual circumstances.   If this has not happened then you should speak with them immediately to clarify. 
    • You should also read our staff guidance which provides information and support on home working.  This guidance from SCOPE Disability Charity on home working might also be of interest https://www.scope.org.uk/advice-and-support/homeworking/.  Our Employee Assistance Provider, Workplace Options can also provide support - contact them by telephone any time, any day on 0800 247 1100 https://attendee.gotowebinar.com/recording/4923622270961351949
    • We appreciate your circumstances may change, our aim is to support you appropriately therefore keep in regular contact with your manager, be honest with them about any issues or concerns you have, discuss and agree with them what's needed to support you.
    • You should also visit our section above on Mental Health and Wellbeing for our top tips on welbeing during this difficult time whilst working from home.


    WORKING ARRANGEMENTS

    The re-opening of our services will be phased following the government's route mapout of lockdown. All services are working on renewal plans following this guidance which will detail how and when we can restart services.

    The health and safety of our workforce is paramount as we prepare for services to get back to some kind of normal capacity and more staff return to the workplace. For some time to come, everyone will need to continue to observe physical distancing and good hand hygiene.

    Clearly our workplaces and working arrangements are going to be different while we are still dealing with this pandemic and following the government's guidelines. The capacity in our buildings will be reduced to maintain physical distancing which means that fewer people can return to the workplace, in the first instance.

    It is likely that in some cases we may need to change how and where we work including a continuation of working from home, for those who can do so safely and where the service can be provided in this way.

    Our guidance follows the government's guidance for businesses, you can read the guidance on the website here. We have provided guidance to managers which you can see here - Manager's Briefing update on our Commitment to Support Key Staff Groups During COVID-19 and Manager's Briefing - COVID-19 Return to the Workplace Planning. We have also updated the questions below to reflect our position as we progress through our renewal plans.

    Q: When will I return to work in a council building?

    Your manager will discuss this with you and agree when this will happen. There a number of factors which will influence this including:

    • The Scottish Government's Route Map out of Lockdown.
    • Service Renewal Plans.
    • How you have been working during the 4 month lockdown period.
    • Your role and whether you are able to, and are equipped to work from home.
    • Building capacity to allow social distancing.
    • Any personal circumstances which your manager may need to consider.

    Q: Will I be expected to be in a council building for my full working hours?

    When your manager has advised that your role is required to return in line with Scottish Government Guidance and Service Renewal Plans our expectation is that you will return to your normal hours, if you haven't been doing so during lockdown.

    Your manager will discuss with you, how you will achieve this.

    To facilitate social distancing this could involve working on a rota basis, working different hours, working from home for some of your hours and in a council building for others. The considerations in the question 'When Will I return to a Council Building?' will influence this.

    Whilst we are easing out of lockdown we should remember this is still unprecedented times which will require us to work differently for some time to come.

    The important thing is that you and your manager discuss how to achieve a return and any concerns you have.

    Q: I have been working from home during lockdown will this continue as we ease out of lockdown?

    Your manager will discuss your working arrangements with you.

    The considerations in the questions above - 'When Will I return to a Council Building?' and 'Will I be expected to be in a council building for my full working hours?' will influence this.

    Q: I am pregnant, when will I return to work in a council building?

    In March we advised pregnant staff to remain at home with full pay. Some staff have been able to work from home where their role allowed and they were equipped to do so

    The Government advised on 28 May 2020 that they now defined pregnant workers as people at moderate risk (clinically vulnerable), and that organisations could consider a return to work option, as and where appropriate, with consideration given to the degree of clinical vulnerability and consideration of reasonable adjustments / alternative roles if appropriate.

    This means that as part of our renewal strategy managers will be in touch with pregnant employees to establish their fitness to return to work, undertake a pregnant worker's risk assessment and consider any personal circumstances.

    If you're pregnant and unable to return to work due to a medical condition we will:

    • Continue to pay you out with the Sick Pay Scheme.
    • Undertake a Pregnant Workers Risk Assessment, which will now include COVID-19 Risk Assessment and will also include transport arrangements to and from work (New Government Guidance), in readiness for your potential return to duty.
    • Agree to set a date, usually within a 2 week period from the start of conversations with you outlining all considerations of return to work protocols to determine when you will return to work.
    • If you're not able to return to work at that stage you will then move back into our Sick Pay Scheme and be managed through our Maximising Attendance Procedures or if you have reached the 4th week before the expected due date, you will commence Maternity Pay / Leave at that point.

    Q: I am over 70, when will I return to work in a council building?

    In March we advised employees over 70 to remain at home with full pay. Some staff have been able to work from home where their role allowed and they were equipped to do so.

    The Government advised on 28 May 2020 that they now defined those over 70 as people at moderate risk (clinically vulnerable), and that organisations could consider a return to work option, as and where appropriate, with consideration given to the degree of clinical vulnerability and consideration of reasonable adjustments / alternative roles if appropriate.

    This means that as part of our renewal strategy managers will be in touch with employees over 70 to establish their fitness to return to work and consider any personal circumstances.

    If you're over 70 and unable to return to work due to a medical condition we will:

    • Continue to pay you out with the Sick Pay Scheme.
    • Agree to set a date, usually within a 2 week period from the start of conversations with you outlining all considerations of return to work protocols to determine when you will return to work.
    • If you're not able to return to work at that stage you will then move back into our Sick Pay Scheme and be managed through our Maximising Attendance Procedures.

    Q: I have an underlying health condition, or I am currently undergoing diagnosis for one, when will I return to work in a council building?

    In March we advised employees with underlying heath conditions to remain at home with full pay. Some staff have been able to work from home where their role allowed and they were equipped to do so.

    The Government advised on 28 May 2020 that they now defined those with an underlying health condition as people at moderate risk (clinically vulnerable), and that organisations could consider a return to work option, as and where appropriate, with consideration given to the degree of clinical vulnerability and consideration of reasonable adjustments / alternative roles if appropriate.

    This means that as part of our renewal strategy managers will be in touch with employees who have an underlying health condition to establish their fitness to return to work and consider any personal circumstances.

    If you have an underlying health condition and are unable to return to work due to your medical condition we will:

    • Continue to pay you out with the Sick Pay Scheme.
    • Agree to set a date, usually within a 2 week period from the start of conversations with you outlining all considerations of return to work protocols to determine when you will return to work.
    • If you're not able to return to work at that stage you will then move back into our Sick Pay Scheme and be managed through our Maximising Attendance Procedures.

    Q: I have been advised I fall under the shielding category, when will I return to work in a council building?

    In March, we advised staff who received a 'Shielding' letter from the government to go home and stay home with full pay. Some staff have been able to work from home where their role allowed and they were equipped to do so. This was for an initial period of 12 weeks, which was reviewed on 18 June 2020 with a further requirement to stay home until 31 July 2020. The Government advice, refers to those that are 'Shielding' as those that are people at high risk (clinically extremely vulnerable) from coronavirus for example, people who have had an organ transplant or are having chemotherapy. A full list of the high risk categories can be found here.

    As part of our continued support for staff who have been 'Shielding', as we plan towards our renewal phase your manager will be in touch with you to reassure you and:

    • Confirm that you should continue to stay at home.
    • That you'll continue to be paid, out with the sick pay scheme.
    • To ask you to send them a copy of your shielding letter to make sure that you continue to receive support as an employee in the 'Shielding' group.
    • We will continually support this staff group, in line with the Scottish Government position on people at high risk (clinically extremely vulnerable).

    Q: I live with someone who is pregnant or over 70 or has an underlying health condition or is shielding should I attend work?

    The Government advised on 28 May 2020 that they now defined those who are pregnant, aged over 70 or have an underlying health condition as people at moderate risk (clinically vulnerable), and that organisations could consider a return to work option for those people. Given that they would now be able to return to work our expectation is that people who live with them should also now be able to return to work.

    The Government classified those who are shielding as people at high risk (clinically extremely vulnerable) from coronavirus for example, people who have had an organ transplant or are having chemotherapy. A full list of the high risk categories can be found here. Our expectation is that if you live with someone who is shielding you should discuss any concerns with your manager in order that they can consider this when they are determining an appropriate return to work for you.

    Q: Has any consideration been given to the fact that evidence is showing people from a Black, Asian or Minority Ethnic Background (BAME) are significantly impacted by COVID-19?

    We recognise that BAME staff may have personal views and concerns about risk given the media attention during Covid-19. Managers will discuss with staff who are BAME, particularly those who have underlying health conditions, disabilities are pregnant or aged over 70 and will consider reasonable adjustments, for example change of roles, or asking staff to work from home, where this is possible. If required, staff can access dedicated health and wellbeing support through Workplace Options.

    Q: I have dependents relying on me at home, what does this mean as we move out of lockdown?

    Due to the exceptional nature of the circumstances and the restrictions imposed at that start of the pandemic we made a temporary enhancement to our Conditions of Service - Leave and provided employees up-to 5 days paid special leave, if required, to make suitable arrangements for their dependents. 

    As the restrictions have now eased and in line with the Scottish Government Route Map out of Lockdown your manager will discuss how this may impact you.  Depending on your role, and building capacity to allow social distancing some employees will physically return to the workplace and others may work from home. 

    We will now therefore return to our normal practices as detailed in our Conditions of Service - Leave and would expect that employees will have, or will be able to make suitable arrangement to assist their return to work if required. 

    As always if you are experiencing any challenges in this regard you should discuss these with your line manager in order that a suitable arrangement can be made, for example use of annual leave, unpaid leave, TOIL etc. 

     

    PAY AND CONTRACTS

    You can see the latest details of our commitment to paying staff during COVID-19 in most recent briefing issued on 1 July 20 - Managers' Briefing: update on our commitment to supporting key staff groups during Covid-19 [260kb] which is summarised in the questions below.

    Q: Will I be paid during COVID19?

    Yes, we aim to continue to pay employees in line with their contractual arrangements on the normal pay dates. This includes payments for contractual overtime, non-standard working pattern and work context and demand payments.

    Q: I'm working during COVID19, will I get paid for additional hours?

    Yes, for employees working additional hours pay will remain in line with contractual arrangements. Should you have any queries you should speak with your manager.

    Q: I'm a part time worker who regularly works additional hours due to service requirements, will I get paid for any additional hours during this time?

    We agreed that part-time staff in this group, who regularly and consistently work additional fixed hours that are not within their contractual hours, would will receive a relevant number of additional hours pay on a 4 weekly basis - and that this would be subject to renewal at the end of June 2020, which covered up to the natural end of term arrangements for part-time staff.

    Therefore the review of these payments will be discussed at local TU liaison forums to confirm appropriate arrangements beyond June.

    Q: I'm a full time worker who works non-contractual overtime will I get paid for any element of this during COVID19?

    No we will only pay overtime for hours which have been worked.

    Q:  I am currently receiving a responsibility / additional contribution zone payment will this continue?

    If you are continuing to do this work then this payment will continue in line with what has been agreed.  Your manager should clarify the position with you, if you are unsure you should speak with them to clarify.

    Q: I am a bank/casual/sessional worker, what will I get paid during this time?

    We agreed that casual staff would receive an average pay between April and June 2020. We have been reviewing casual staff and classified them in into three areas:

    Those staff that are linked to casual roles where there is no longer any work requirement for them within the foreseeable future - managers will be contacting those staff and will be advising that they will be released from the service of the council.

    Those staff that are linked to casual roles where there is currently no work requirement for them, but we believe that there will be a work requirement early on in our renewal phase - we will extend the average pay arrangement until the end of July and continue to review where we may have a work requirement for them.

    Those staff that are linked to casual roles that there is currently no work requirement for them, but over a further period of time there may be work opportunities as we move through our renewal phase - we will extend the average pay arrangement until the end of July and continue to review where we may be able to consider utilisation of the average hours they receive against our resourcing gaps.

    Q: I am an agency worker, what will I get paid during this time?

    Agency workers are not employees of the Council we however agreed that agency workers would be offered an average pay based on previous 12 weeks earnings, enabling agencies to continue to invoice the council subject to renewal at the end of June 2020.

    Some agencies reached a decision in agreement with its individuals to 'furlough' some or all of their workers. For those that were not 'furloughed', we have been reviewing our agency worker arrangements and categorised them into three areas:

    Those agency workers that are linked to roles where there is no longer any work requirement for them within the foreseeable future - managers will be contacting those agencies to advise that they will no longer require this agency worker.

    Those agency workers that are linked to roles where there is currently no work requirement for them, but we believe that there will be a work requirement early on in our renewal phase - we will extend the period that agencies can continue to invoice the council, subject to renewal at the end of July 2020 and consider where best to deploy the agency workers skills.

    Those agency staff that are linked to RACH roles that there is currently no work requirement for them, but over a further period of time there may be work opportunities as we move through our renewal phase - we will extend the period that agencies can continue to invoice the council subject to renewal at the end of July 2020. We will consider utilisation of the agency workers hours against our resourcing gaps.

    Q: I have a deduction coming off my salary for purchased annual leave, can I cancel this?

    Yes - we provided an update and how to arrange this on this on 29 June 20 in the briefing Staff Briefing on Planning Annual Leave and Changes to Purchased Annual Leave [200kb]

    Q: I have a deduction coming off my salary for childcare vouchers, can I cancel this?

    You can manage the amount you're sacrificing from your salary or cancel your vouchers through your online account at www.kiddivouchers.co.uk this would be processed in your next pay, full details will be advised through your Kiddivoucher account.  Due to Government changes in Childcare Vouchers Rules if you cancel your account you will not be able to start it again, if you will continue to need your vouchers after COVID19 you should reduce the amount you sacrifice and not cancel your account. 

    Q: Will the 2020/2021 pay increase be applied?

    This was applied to pay on 7 April 2020.  You can see the update information by clicking on the links below:

    o 2020/21 Pay & Grading Structure

    o 2020/21 Non Standard Working Pattern Payments

    o 2020/21 Work Context & Demands Payments

    Q: I have a query on my pay, what should I do?

    Our priority is to make sure all employees receive their core pay.  We are asking employees only to raise pay queries where they are really needed.  If your query relates to overtime payments then this will be rectified in your next pay.  Please see our guidance on the steps you should take if you feel you have a pay query.

    Q: I am on a fixed term contract how will I be impacted?

    We agreed that fixed term temporary staff would receive an average pay between April and June 2020. We have been reviewing fixed term temporary staff Statement of Particulars and categorised these into three areas:

    Those staff that are linked to temporary fixed term roles where there is no longer any work requirement for them within the foreseeable future - managers will be contacting those staff and will be advising that they will be released from the service of the council.

    Those staff that are linked to temporary fixed term roles where there is currently no work requirement for them, but we believe that there will be a work requirement early on in our renewal phase - we will extend the average pay arrangement until the end of July and continue to review where we may have a work requirement for them.

    Those staff that are linked to temporary fixed term roles that there is currently no work requirement for them, but over a further period of time there may be work opportunities as we move through our renewal phase - we will extend the average pay arrangement until the end of July and continue to review where we may be able to consider utilisation of the average hours they receive against our resourcing gaps.

    Q: I am on a temporary contract how will I be impacted?

    We agreed that temporary staff would receive an average pay between April and June 2020. We have been reviewing temporary staff Statement of Particulars and categorised these into three areas:

    Those staff that are linked to temporary roles where there is no longer any work requirement for them within the foreseeable future - managers will be contacting those staff and will be advising that they will be released from the service of the council.

    Those staff that are linked to temporary roles where there is currently no work requirement for them, but we believe that there will be a work requirement early on in our renewal phase - we will extend the average pay arrangement until the end of July and continue to review where we may have a work requirement for them.

    Those staff that are linked to temporary roles that there is currently no work requirement for them, but over a further period of time there may be work opportunities as we move through our renewal phase - we will extend the average pay arrangement until the end of July and continue to review where we may be able to consider utilisation of the average hours they receive against our resourcing gaps.

    Q: I am on a Modern Apprentice Contract how will I be impacted?

    Most importantly, we have agreed an extension to enable Modern Apprentices to complete their programme.

    For those that are due to complete their Modern Apprenticeship between July 2020 and September 2020 we are working hard to find temporary employment opportunities so that they can retain and develop their skills over the next few months.

     

    MAXIMISING ATTENDANCE AND SICK PAY PROVISIONS

    You can see full details of our approach in our Guidance to Maximising Attendance and Sick Pay during COVID19 pdf icon Guidance on Maximising Attendance and Sickness Policy [140kb] which is summarised in the questions below.

    Q: Am I able to get tested for COVID-19?

    • The government has expanded Covid-19 testing to include testing for additional workers and their families who have symptoms of Covid-19, to keep essential services running in Scotland.  The attached staff briefing should be followed, which provides key information on who, when and how staff can be tested.  It also outlines the internal support routes to help staff get tested and provides answers to some frequently asked questions.

    Q: I have contracted COVID19, will I get sick pay?

    • Yes, the priority is your wellbeing and you will receive your full contractual pay.  We will not count any COVID19 related absence as part of our absence management procedures or towards full or half sick pay entitlements.  You should keep in contact with your manager to update them on your situation.

    Q: I am self-isolating, will I get sick pay?

    • Yes, the priority is your wellbeing and you will receive your full contractual pay.  We will not count any COVID19 related absence as part of our absence management procedures or towards full or half sick pay entitlements.  You should keep in contact with your manager to update them on your situation.

    Q:I have been self-isolating and due to return to work, what should I do?

    • You should advise your manager that you're now fit to return to work, they'll want to ensure you're ok to return and update you on the situation for your area.  If you're an essential worker you'll normally return to your normal work location, if there's any change to this then your manager will discuss this with you.  If you're a non-essential worker then you should discuss and agree your working arrangements with your manager.

    Q: I am due to return to work after a period of illness (COVID19 or other illness), what should I do?

    • You should advise your manager that you're now fit to return to work, they'll want to make sure you're ok to return and update you on the situation for you area.  If you're an essential worker you'll normally return to your normal work location, if there's any change to this then your manager will discuss this with you.  If you're a non-essential worker then you should discuss and agree your working arrangements with your manager.

    Q: I am absent due to illness which isn't COVID19 related, how will this be handled?

    • Our normal maximising attendance and sick leave provisions will apply in these circumstances for both new non COVID19 absences and absences which started before COVID19.

    ANNUAL LEAVE PROVISIONS

    You can see full details of our approach in our Guidance on Annual Leave Provisions during COVID19 pdf icon Guidance on Annual Leave provisions during Covid-19 [131kb] which is summarised in the questions below.

    Q: I have leave booked which was approved before COVID19, does this still stand?

    • Yes. It's important that all employees take approved leave to ensure their own health and wellbeing and our focus is on making this happen.  In the rare circumstance that we need you to cancel or amend your leave then your manager will discuss this with you.  We are currently finalising our guidance on leave provisions during COVID19 and will update on this soon.  

     Q: Am I able to make leave requests during this time?

    • Yes.  You should agree this with you manager in the normal way, our guidance on leave provisions during COVID19 explains our approach at this time.  We are currently finalising our guidance on leave provisions during COVID19 and will update on this soon.

    DISCIPLINARY AND APPEALS PROCEDURES

    Q: Are the disciplinary procedures still valid during this time?

    • Disciplinary action is always a last resort for us.  Our procedures are designed to make sure that we treat every employee in a fair and consistent way and allow us to deal with unsatisfactory standards of performance and behaviour.  Our procedure will still be valid during this time, we are unlikely however to be able to meet any recommended timescales at this time but will do all that we can as quickly as we can to bring things to a conclusion.  You should speak with your manager or your trade union representative should you have any concerns. 

    Q: I am involved in an ongoing disciplinary case which started before COVID19, what will happen with this?

    • Unfortunately progression of this may be delayed.  Dependent upon the stage of the procedure the investigating, disciplinary or appeal hearing officer should already have been in touch with you to provide an update.  You should speak with them or your trade union representative if this has not happened.

    OTHER

    Q: Will things change for me as the pandemic progresses?

    • This is an unprecedented and unknown situation, we aim to keep employees fully informed of the overall picture for the organisation and how and if this will impact you as things progress. Your manager will maintain regular contact with you, if you have any concerns you should speak with your manager

    Q: I'm struggling to keep my kids busy and trying to keep them up to speed with school work. Is there any help?

    • A selection of education experts across subjects are working in partnership with the Glasgow Times to offer advice and help to our families with home learning hints and tips. These are being published in the paper twice a week while the schools are closed - this is to complement the learning packs that were sent home with pupils and the ongoing support our school staff are maintaining directly with their pupils.
    • The features will run on a Wednesday and a Friday and will cover: literacy and numeracy, STEM, English as and additional language, PE and active sports, music and creative skills, early learning and advice from educational psychologists.

    Q:  I am worried about this situation, where can I get support?

    • It's an unknown time for everyone and it's understandable that you're worried.  You should speak with your manager or trade union representative about any concerns you have. 
    • You and your family members can also access our Employee Assistance Provider Workplace Options by telephone any time, any day on 0800 247 1100 or watch their a webinar - Keep calm and carry on-maintaining your composure during the coronavirus outbreak at https://attendee.gotowebinar.com/recording/4923622270961351949

    Q: Are council committee meetings still taking place?

    • In response to Government advice to stop non-essential contact with others,the Council's Emergency Committee met in March to agree temporary changes to the council's decision-making arrangements to reduce the number of face-to-face interactions required to continue the Council's daily business.
    • The committee agreed:
      • with the exception of the City Administration Committee (CAC), which will only meet as required, all committee meetings are cancelled until further notice. This includes meetings of the council together with Community Planning structures.
      • that the membership of CAC be reduced.
      • that, in consultation with the relevant City Convenor and in certain circumstances, a number of decision making powers are delegated to senior officers.
      • any proposed action that would either be contrary to council policy, or for any other reason would require political approval, will be referred to CAC for a decision.
      • These temporary arrangements will be kept under review and may be adjusted or revoked by CAC at any time.
      • These arrangements do not apply to the Licensing Board - separate arrangements are under consideration.
      • You can read the committee paper agreeing these changes at http://www.glasgow.gov.uk/councillorsandcommittees/Agenda.asp?meetingid=17317

     

    Further information

     


     

     

     

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