SOUTH RIBBLE BOROUGH COUNCIL
EQUAL OPPORTUNITY IN EMPLOYMENT POLICY
1.1 The main reason for adopting an equal opportunities policy is to combat discrimination
against disadvantaged groups. There are other reasons as set out below.
To ensure that the talents of all members of the workforce are used to the full.
To show the commitment to equal opportunities to employees and candidates for jobs.
To improve motivation and performance.
To stimulate a more productive atmosphere and improve the quality of working life.
To form part of an overall policy which would also include the improvement of service
provision and to provide equality of access to them for all sections of the community.
As a major employer within the locality to give a lead to other employers.
To seek to reflect the composition of the local community in its workforce.
To encourage a commitment to equal opportunities in the community at large.
To combat direct and indirect discrimination in accordance with legislation and to follow
codes of practice.
2. AIMS AND OBJECTIVES
2.1 The policy has two main aims:
i) To ensure that individuals are selected, promoted and treated on the basis of their
ability to carry out a particular job.
ii) To ensure that a job applicant or employee belonging to a disadvantaged group
would not receive less favourable treatment on the grounds of belonging to that
3. SCOPE OF THE POLICY
3.1 The Council acknowledges its obligation under:
i) The Disability Discrimination Act 1995 (Amendment) Regulations 2003
ii) The Sex Discrimination Act 1975 and 1986
iii) The Race Relations Act 1976 (as amended by the Race Relations (Amendment)
iv) The Local Government and Housing Act 1989
v) The Employment Equality (Sexual Orientation) Regulations 2003
vi) The Employment Equality (Religion or belief) Regulations 2003
vii) Equality in Employment (Age) Regulations 2006
3.2 In carrying out its obligations under the Acts, the Council will:-
a) Give full, fair and equal consideration to all applicants for vacancies, regardless of
gender, marital status, colour, race, nationality, age, religion, sexual orientation, trade
union activity, political activity or subject to paragraph c) below, disability.
b) Give all employees equal opportunities for training, career development, and
promotion, regardless of gender, marital status, colour, race, nationality, age, religion,
sexual orientation, trade union activity, political activity or subject to paragraph c)
c) Carry out reasonable adjustments where any arrangements or physical features of
Council premises place a person with a disability at a substantial disadvantage in
comparison with a person who is not disabled.
4. IMPLEMENTATION AND CONTROL OF THE POLICY
4.1 The Cabinet is the appropriate body to have responsibility for the control of he Council’s
Equal Opportunity in Employment Policy.
4.2 The Elected Members and Corporate Management Team are responsible for implementation
of the policy.
4.3 The Personnel & Development Manager is responsible for developing the recruitment and
selection procedures, the provision of training and advice, and the monitoring of statistics
relating to the policy. In carrying out this responsibility the Personnel & Development
a) Maintain close liaison and co-operate with the Employment Service, the Equal
Opportunities Commission and the Commission for Racial Equality.
b) Ensure that in all advertisements relating to employment, the Council announces itself
to be an equal opportunities employer, e.g. “'South Ribble Borough Council is
committed to equality of opportunity and welcomes applications from all minority
groups within the community'”.
c) Maintain any records necessary to monitor and give effect to this policy statement.
d) Provide a copy of this policy statement to all employees and applicants for posts
within any of the Council’s service groups.
e) Revise the policy from time to time as required by law.
f) Ensure that only Members and Officers who have been appropriately trained
participate in recruitment and selection, promotion or training decisions.
5. OBLIGATIONS ON EMPLOYEES
5.1 All employees should be aware of their own responsibilities as well as the Council’s own
commitment to equal opportunities.
These obligations include:-
i) Co-operation with the measures which have been introduced in consultation with the
appropriate trade unions to ensure there is equal opportunity and non-discrimination.
ii) Ensuring that as supervisors or as persons responsible for selection decisions in
recruitment, promotion, transfer and training, they do not discriminate.
iii) Not persuading or seeking to persuade other employees, unions or management to
practice unlawful discrimination.
iv) Drawing attention of management to suspected discriminatory acts or practices.
v) Not victimising individuals on the grounds that they have made complaints or
provided information about instances of discrimination.
5.2 The Council’s Grievance Procedure is the appropriate channel for employees who feel that
hey have been discriminated against. (External applicants should write to the Personnel &
Development Manager in the first instance if they feel that unfair discrimination has taken
5.3 Failure to comply with the Council’s Equal Opportunity in Employment Policy by any
employee may result in disciplinary action.
Approved by Policy and Resources Committee (06.02.90)
Revised February 2004
Revised March 2005
Amended June 2005
Amended October 2006
If you require further information or if you wish to make a complaint under this policy contact:
Personnel & Development Manager
Tel: 01772 421491
SOUTH RIBBLE BOROUGH
Tel: (01772) 421491
Fax: (01772) 622287
THE BOROUGH COUNCIL AND ITS ADMINISTRATION
The Borough Council main offices are located at the Civic Centre, West Paddock, Leyland. This purpose
built complex is arranged mainly on the open-plan principle and in addition to incorporating the usual
features of modern office accommodation, also provides for a dual-role Civic-Banqueting Suite, which is run
on commercial lines generating significant income.
The Council employs almost 500 full and part-time staff. The majority are based at the Civic Centre with the
remainder operating from various depots and other establishments throughout the Borough.
LEGAL AND DEMOCRATIC SERVICES including Standards and Ethics, Legal, Land Charges, Democratic
Services, Electoral Registration, Elections, Licensing.
POLICY AND ORGANISATIONAL DEVELOPMENT including Personnel, Organisational Development,
Secretariat, Corporate Performance, Procurement & Partnerships, Communication & IEG, Sustainable
Development, South Ribble Partnership.
FINANCIAL AND ASSET MANAGEMENT including Corporate Finance, Accountancy, Corporate Asset
Management, Estates, Markets, Property Maintenance, Projects.
REVENUES AND OFFICE SUPPORT including Council Tax, Business Rates, Office Services (Back Office),
CUSTOMER CONTACT AND BENEFIT SERVICES including Benefits, Office Services (Front Office), Cash
AUDIT RISK AND ENQUIRY including Internal Audit, Benefit Fraud, Risk Management, Business
INFORMATION SERVICES including Information Management, ICT, Freedom of Information/DP Act.
ENVIRONMENT AND STREETSCENE including Community Cleansing, Grounds and Open Space
Maintenance, Waste Management, Fleet Management, Vehicle Maintenance.
CULTURAL AND COMMUNITY SERVICES including Leisure Commercial/Caretaking, Sports/Arts
Development, Community Development, Voluntary Sector, Community Centres, Community Safety, Social
PUBLIC HEALTH AND HOUSING including Environmental Health, Housing, Healthy Communities, Health
Promotion, Health & Safety, Emergency Planning.
PLANNING AND REGENERATION including Development Control, Local Plans and Transportation, Parks,
Building Control, Economic Development, Urban and Rural Issues, thriving Towns and Villages.
AREA COMMITTEE DEVELOPMENT
SUMMARY OF CONDITIONS OF APPOINTMENT
The appointment in which you are interested is subject to the scheme of conditions of service of the National
Joint Council for Local Government Services, together with locally agreed conditions.
a) Hours of work are normally 37 hours per week depending on the nature of the appointment. A five
day week is in operation. A generous flexible working hour’s scheme operates in most areas, with
the facility to take one day’s flexi per fortnight, subject to operational requirements. The scheme has
no core time and a band width of 7.30 am to 7.30 pm.
b) Annual Leave
0 – 4 years service 22 days plus Christmas closure
4+ – 6 years service 27 days plus Christmas closure
6+ years service 29 days plus Christmas closure
Staff joining the Authority as new entrants to Local Government start at the minimum of 22 days
irrespective of grade.
c) Public and Statutory Holidays
The eight public and statutory leave entitlement is as follows:
May Day – 1st Monday in May
Spring Bank Holiday Monday
Late Summer Bank Holiday Monday
d) Periods of Notice
In addition to the Employment Rights Act 1996, which stipulates minimum periods of notice to be
given to staff by the authority, the following will apply:
i) Notice Given by Authority
Up to and including grade SO1 1 Month
SO2 salary grade and above 3 Months
ii) Notice to Terminate Employment by an Officer
Up to and including grade SO1 1 Month
SO2 salary grade and above 3 Months
Note: 1 month = 4 weeks, 3 months = 12 weeks
Assistance will be available for Officers attending appropriate courses of education in accordance
with the approved Training and Development Policy.
f) Car Allowances
Car mileage allowances are payable to Officers required to use their cars in the execution of their
g) Probationary Period
All new entrants to Local Government service will be subject to a probationary period of six months.
This probationary period shall not apply to an employee transferring from another Authority.
h) Medical Report
Appointments are subject to a satisfactory medical report by the Authority’s Medical Advisors. This
is normally achieved by the completion of a medical questionnaire. A formal examination is rarely
i) Pension Arrangements
It is not a condition of employment that you join or remain in the Local Government Pension Scheme
(LGPS). You could instead choose to contribute to the State Second Pension (S2P) or alternatively
to arrange your own individual Personal Pension Scheme (PPS).
A no smoking policy operates within the Civic Centre and at all the Authority’s outstations –
information is available from the Personnel and Development Unit.
Please do not canvass any Member or Officer of South Ribble Borough Council although it is quite in order
for them to supply a written testimonial about you. Relationships to Senior Officers or Members of the
Council must be disclosed. If either of these conditions is not complied with the application will automatically
Expenses incurred in attending for interview will be only be reimbursed if candidates are travelling from
outside of Lancashire, and will be paid as follows:
2nd Class Rail or bus fares incurred
Bed and Breakfast (only by agreement prior to interview)
Breakfast, lunch, tea, dinner
Candidates travelling by car can only claim the appropriate public transport rates. Successful candidates
will be reimbursed only after they have taken up the appointment.
Further information will be supplied at the interview. Any queries on the contents of this document should
be made to the Personnel and Development Team at the address or telephone number shown above.
The borough of South Ribble is at the heart of Central Lancashire; it has one of the best
strategic locations in the NorthWest, with the M6, M61 and M65 meeting within the borough.
These excellent motorway network links provide rapid access to Manchester International
Airport and Liverpool Docks.
The Borough of South Ribble lies between the valley of the River Ribble and the edge of the
West Pennines. The borough’s 44 square miles contain a mix of urban communities,
providing industry and housing alongside a rural landscape of mixed farming, with a variety
of market gardens and open countryside as an attractive backdrop to the unobtrusive urban
There is a wide range of housing in the borough, from traditional Victorian terraces to
executive homes. However, the council no longer has any housing stock, and so most
housing for rent is provided by housing associations.
South Ribble provides an attractive living and working environment. It has excellent
communications and access via road, rail, port and air links, with well established local
businesses and a widely spread catchment area for recruiting people with relevant skills.
The full range of primary and secondary education is available in the borough. A selection of
nurseries thrive, in addition to more than 40 primary schools, 11 secondary schools and
various other educational establishments. Runshaw College in Leyland provides
comprehensive education and adult training opportunities. Other educational establishments
(Preston College and the University of Central Lancashire) are within easy reach of South
There are three leisure centres with pools at Bamber Bridge, Leyland and Penwortham. An
award-winning indoor tennis centre in Bamber Bridge was opened in 1994 in conjunction with
the Lawn Tennis Association. There are many more recreational facilities across the
borough including two 18-hole golf courses.
CONSIDERING A JOB IN LOCAL GOVERNMENT?
If you are considering a job in local government did you know that Local Government
continues to operate a final salary pension scheme. 80% of current members believe that
the Local Government scheme provides a reasonable benefits package for a reasonable
level of contribution.
Local government employees work at 37 hour week compared with 37.8 hours for the
economy as a whole.
It has a sick pay scheme with a maximum entitlement of 6 months full pay and 6 months half
pay, which is highly valued by employees.
South Ribble Borough Council offers excellent working conditions in purpose built offices,
free car parking is available and a subsidised staff restaurant. Together with payment of a
professional subscription, reduced rate leisure passes, and a flexible working hours scheme
which is one of the best in the county (if not the best), a work life balance policy, reduced rate
mortgage facilities and free life assurance.
As an authority South Ribble has had job share arrangements, part time, reduced hours and
flexible working for many years. Whilst it is not always possible to meet every request to
change the way we work, every request will be given serious consideration, always allowing
for the requirements of the service.
Employee comments on what it is like to work at South
Ribble Borough Council and also what they see as the
benefits of working there: -
“I like it! SRBC listens and positively encourages everyone to make a difference, by doing
“The benefits of working here are free parking, excellent office facilities, flexible working,
long-term job security and career opportunities, underpinned by financially sound company
South Ribble has a positive attitude that is evident in its delivery of services and in the way it
is run, led and managed.
South Ribble's flexible working hour’s scheme is second to none, allowing time for both work
and family requirements.
As a recently new employee, I have found South Ribble to be welcoming and friendly, open
to new ideas and willing to move forward.
South Ribble is friendly, with benefits such as flexi time; no traffic jams and is closer to home
I enjoy working at South Ribble, I was made to feel welcome by everyone and people have
gone out of their way to help me settle in. Doing my job enables me to meet everyone in the
building and it's nice to see familiar faces who will stop and say hello every day.
Working at South Ribble offers many benefits, including an excellent flexi scheme, and the
opportunity to further your career and meet new people.
REWARDING AND RECOGNISING OUR
Detailed below are some of the additional benefits that our employees enjoy whilst working
for South Ribble Borough Council. A number of these benefits are well established and are
inherently available to those working in Local Government; others result from policies
recently developed by the Council and those which are of potential practical and financial
benefit to colleagues and their families.
In addition, the possibility of further employee benefits is being actively investigated it is
intended to update this list with any new benefits at regular intervals. We are always keen to
explore any suggestions you may have to add to this list.
As part of our commitment to a healthy work life balance we offer:
Flexible working hours between 7.30am and 7.30pm, and up to 26
additional days leave in one year (no core time)
Term Time only working
A contributory final salary pension scheme with the peace of mind of death in service life
assurance and dependents pensions.
Free Car Parking
At the main Council Offices in Leyland and at Moss Side Depot free car Parking is
available either on site or nearby.
Health Care Cash Plan
In return for a small monthly deduction from pay enjoy the benefits of a contribution
towards dental cost, optical, osteopathy, chiropody etc
Free Life Insurance
For employees who have been members of the Local Government Pension Scheme for
more than 5 years this provides death benefit of up to a year’s salary, on a sliding scale
based upon service
Child Care Vouchers
Cut the price of childcare by having the costs of childcare vouchers
deducted from your salary. This gives you savings on Tax and National Insurance.
Car Loan Scheme
If you are required to use your car in carrying out your official duties,
then you may be eligible for a loan from the Council to assist you to
purchase a car at an attractive rate of 4.45%. If you join the authority
from another local authority you may apply to transfer your current car
Investors in People
The Council is proud to have held the investors in People award continuously since 1998.
Qualifications Training Course
For those undertaking a recognised qualification course the council may contribute
Up to £40 for books and
Payment of Professional Subscriptions
Those employees who are members of a professional body/association directly related to
their post are entitled to receive re-imbursement of one professional subscription per
Occupational Health Services
Occupational Health Service provides a broad range of services from Attendance
Management to Rehabilitation. Led by Occupational Health Advisors who support and
advise management, employees, and prospective employees on matters relating to
physical and psychological health.
We are also able to offer Counselling and Physiotherapy treatment in some instances.
Leisure Centre Membership
Get fit, stay healthy, and enjoy reduced rates at our 7 Leisure Centres through
our partnership with SERCO Leisure.
Carry forward of leave
In addition to generous leave entitlement upto 29 days, all employees
3 days over from one year to the next.
Indian Head Massage and Reflexology
Available on site on a regular basis at a reasonable price.
Employees are eligible to receive discounts from a number of local suppliers and also
national companies via www.localauthoritydiscounts.com
At the main offices in Leyland a subsidised employee restaurant is available
providing a range of midday meals and other refreshments during the day,
all at reasonable prices.
Dress down Friday
All employees, other than those directly meeting the public, are
able to wear smart casual dress each Friday
Long Service Award
Employees with 25 years continuous service with the Council are eligible to receive a
long service award gift chosen from an approved list.
Reduced rate mortgage facilities and Savings Package
The Council has an arrangement with the Marsden Building Society for employees to
have access to their Aquarius mortgage and savings package which provides for:
Special mortgage transfer package
Attractive instant access savings account
The Council is introducing a scheme to recognise and
reward exceptional achievements by individuals and/or Teams.
The Council operates a “Bright Ideas” Suggestion Scheme with the
opportunity to receive £50 of vouchers if your ideas are implemented.