TOR – Human Resources Committee

Terms of Reference 2024/25 Human Resources Committee (HR)

(A pdf copy of this policy is available for download here.)

Introduction 

St Stephen in Brannel Parish Council appoints Committees to carry out specific duties on its behalf. All Committees must comply with the Council’s Standing Orders and Financial Regulations.

This document sets out the remit, powers, and procedures for the Human Resources Committee (HR).

Committee Overview

Remit:                         To oversee all matters relating to the employment and welfare of Council staff, including recruitment, grievance, disciplinary procedures, appraisals, sickness absence, annual leave, training and development, employment policies, health and safety compliance, and general staff wellbeing working within delegated budget and authority.

Composition:             Five (5) Elected members (Voting)

Two (2) Substitute members (Voting)

Councillors appointed to the HR Committee must be willing to commit to undertake employment law training as soon as they are elected to the committee.  The Council recognizes that a stable membership of the committee is desirable and as such membership of the committee should be seen as a long-term commitment.

A member will may not be eligible for nomination to the committee if they have been the subject of an upheld grievance or finding of a breach of the Code of Conduct by or relating to a member of staff during the previous 12 months.

Non Members:          All Councillors not elected to the Human Resources Committee may attend public sessions and, at the discretion of the Chairman, participate in the meeting but have no voting rights.

Quorum:                    Three (3) members

Chairmanship:          Chairman and Vice-Chairman to be elected by the members at the first committee meeting held in each Council year.

Meetings:                   4 times a year (Quarterly).  In the event of an item of urgency, an extra ordinary meeting can be called in line with legislation and Council’s adopted standing orders.

Members of the HR Committee are advised to refrain from taking notes when in confidential session and to refer to the provided reports.

Timing:                       6.30pm

Venue:                       The Brannel Room, 22 Fore Street, St Stephen, PL26 7NN

Reports to:                 Full Council.

Administration:         Parish Council Office

Term of  Appointment:            Appointments shall be made for a term of one year, with members expected to commit to serving for up to four years to ensure continuity and stability in staffing matters.

 Legal & Governance Framework

The Committee operates under the following legislation and policy documents (non-exhaustive):

  • Data Protection Act 2018
  • Parental Bereavement Leave & Pay Act 2018
  • General Data Protection Regulations 2018
  • Immigration Act 2016
  • Adopted Code of Conduct 2012
  • Adopted Standing Orders
  • Adopted Financial Regulations
  • Working Time Directive 2015
  • National Minimum Wage Regulations 2015
  • Rehabilitation of Offenders Act 2014
  • Localism Act 2011
  • Additional Paternity Leave Regulations 2010
  • Equalities Act 2010
  • Agency Workers Regulations 2010
  • Pensions Act 2008
  • Income Tax Act 2007
  • Work & Families Act 2006
  • Transfer of Undertakings (Protection of Employment) (TUPE) Regulations 2006
  • Information & Consultation of Employees Regulations 2004
  • Employment Relations 2024
  • Local Government Act 2003
  • Paternity & Adoption Leave Regulations 2002
  • Employment Act 2002
  • Maternity & Parental Leave etc Regulations 1999
  • Employment Relations 1999
  • Human Rights Act 1998
  • Working Time Regulations 1998
  • National Minimum Wage Act 1998
  • Protection from Harassment Act 1997
  • Employment Rights Act 1996
  • Nolan Principles of Public Life 1995
  • Health & Safety at Work Act 1974
  • Local Government Act 1972
  • Public Bodies (Admissions to meetings) Act 1960
  • Relevant case law

Terms of Reference including delegated duties and responsibilities:

 Personnel & Staffing

  • To appoint, from its membership, a recruitment panel when necessary to work with the Clerk and recommend senior officer appointments to Council.
  • To appoint, from its membership, an employment appeals panel when necessary.
  • To assist the Clerk in any process relating or leading to dismissal of staff (including redundancy) in accordance with Council Policy
  • To biennially review staffing structures and levels to make recommendations to Council.
  • To biennially review and agree contracts of employment, job descriptions and person specifications for all staff.
  • To annually review all staff salaries and make recommendations over the delegated budget and authority to Council.
  • To regularly review all staffing policies and procedures to ensure they remain current and legally compliant.
  • Review staff pension arrangements biennially.
  • To assist the Clerk in managing long term sickness and incidents at work in line with the Council’s Absence Management Policy.
  • Ensure that the Clerk has the necessary tools, training, and support to manage staff effectively.
  • Be aware of sources of expert advice on employment matters and to ensure that the Council uses such sources when appropriate.
  1. Strategy & Governance
  • Undertake training to support their role as the Council’s HR Committee
  • To consider and submit to the Finance & Policy Committee annual estimates of income & expenditure on the continuing services and capital expenditure for the forthcoming year.

 To consider the recommendations of sub-committees or working (Advisory) groups under the control of the Human Resources Committee.

  • To consider such matters as may by delegated by Full Council from time to time.
  • To review from time-to-time policy objectives within the committees Terms of Reference for consideration by Full Council.
  • To review strategic plan objectives, on a yearly basis, providing an update to Council.

 

  1. Performance
  • Ensure that all staff, including the Clerk, receive an annual appraisal and regular 1-2-1’s in line with the Appraisal policy
  • Approve requests within the training budget for personal development and health & safety requirements.

 

  1. Complaints & Disciplinary
  • Deal with staff disciplinary matters in accordance with the Council’s Disciplinary Procedure.
  • Deal with staff grievances in accordance with the Council’s Grievance Procedure.
  • For allegations of misconduct relating to the Clerk:
    • Appoint an appropriate Investigating Officer (this may be an external adviser).
    • Consider and implement any recommended actions, in line with the Council’s Disciplinary Policy.
  • For grievances relating to the Clerk:
    • Ensure appropriate procedures are followed in accordance with the Council’s Grievance Policy.

 

  1. Health & Safety and Compliance
  • To consider and implement any changes which are required to comply with
    • Employment Law,
    • Health & Safety Law

Terms & Conditions of Service as laid by the National Joint Council (NJC) and

Best practice guidance recommended by National Association of Local Councils (NALC) and Society of Local Council Clerks (SLCC).

  • To implement the necessary requirements identified by the Health & Safety competent person.

 

Note: Any resolution made outside these Terms of Reference may be considered ultra vires and open to challenge in a Court of Law.