Agenda item

Agenda item

Ethical Employment Update and TUC Charter

The report of the Interim Director of HR/OD that was to follow is now enclosed.

Minutes:

The Committee considered a report of the Deputy Chief Executive and City Treasurer which presented an update on a number of areas of ongoing work to strengthen the Council's position in terms of delivering an ethical and supportive workforce environment and as an exemplar for other major employers in the City on both practical and strategic levels.

 

The report included a specific suggested amendment to the Council’s Managing Attendance Policy to strengthen the organisational commitment to supporting employees who are diagnosed with a terminal illness. The proposed revision was aligned with the Council’s commitment to the Trades Union Congress (TUC) Dying to Work Charter (to which the Council had become a signatory on 5 October 2018) for the purpose of protecting and guiding staff following a terminal diagnosis in order to provide continued support to terminally ill employees who wish to remain in work, and are deemed medically capable to do so. 

 

No Trade Union comments were submitted for consideration at the meeting. The Committee agreed the recommendations recognising that the changes would provide assurance, dignity and respect to terminally ill employees throughout every stage of their life and be supported to make informed decisions about work based on their individual needs.

 

Decision

 

1.         To note the update on activity to strengthen the Council's position as an ethical employer of choice.

 

2.         To approve the suggested revisions to the Council’s Managing Attendance Policy as set out in the appendix to these minutes:

 


 

Appendix

 

Approved revisions to Manchester City Council’s Managing Attendance Policy

 

We want to ensure that every one of our employees feels supported throughout every stage of their life. The Council will treat employees diagnosed with a terminal illness with the utmost dignity and respect and recognise and support them with any physical and psychological challenges arising from their diagnosis.

 

As part of this commitment the Council is a signatory to the TUC Dying to Work Charter. In line with the Charter the Council is committed to providing employees with the security of work, peace of mind and right to choose the best course of action for themselves and their families which helps them through this challenging period with dignity.

 

The Council will work with employees so that, where possible, they are able to consider and make informed decisions about their current and future working arrangements. Managers will be provided with tools to support and signpost employees to relevant support mechanisms, including financial support.

 

The Council recognises that safe and reasonable work can help maintain dignity, offer a valuable distraction and can be therapeutic in itself.

 

The Council will endeavour to provide continued support to terminally ill employees who wish to remain in work and are deemed medically capable to do so. This will include reasonable adjustments to support the employee’s physical and psychological health. Support mechanisms and planning will be delivered with the employee at the centre of the discussion and will be tailored depending on an individuals’ circumstances and diagnosis. Long term/Short Term absence associated with terminal illness will be addressed via absence processes in section 11 and 12.

 

Managers should read this policy in conjunction with the supporting guidance, which includes details on how to conduct a sensitive conversation, the potential impacts of a terminal illness, how to support employees who are indirectly affected by a terminal illness and details on reasonable adjustments.”

 

 

Supporting documents: