Employees' Rights (Hansard, 7 May 1996)

§ Ms Jowell
To ask the Deputy Prime Minister what provision is available to employees of his Department for(a) maternity leave, (b) maternity pay, (c) paternity leave, (d) parental leave, (e) flexible working hours, (f) part-time work, (g) job sharing, (h) leave to care for sick children, (i) home-working, (j) term-time contracts, (k) annual hours contracts, (l) workplace nurseries, (m) child care allowances, (n) carers' leave and (o) career break schemes; and what criteria are used to judge eligibility in each case. [27588]

§ Mr. Willetts
The provision for the Cabinet Office including the Office of Public Service is as follows:

Available Comment Criteria

(a) Maternity leave Yes 3 months, 1 week After one year's service otherwise statutory terms

(b) Maternity pay Yes 3 months, 1 week After one year's service otherwise statutory terms

(c) Paternity leave Yes 2 days —

(d) Parental leave Yes Paid or unpaid Special available Case decided on merits

(e) Flexible working hours Yes — —

(f) Part-time working Yes — —

(g) Job sharing Yes — —

(h) Leave to care for sick children Yes Up to five days paid special leave per year, unpaid leave available Case decided on merits

(i) Home working Yes — —

(j) Term-time contracts Yes — —

(k) Annual hours contracts No Would consider proposals —

(l) Work place nursery No Westminster Holiday Playscheme. Access to a place in an emergency

(m) Child care allowances No Able to meet extra costs incurred at the Department's insistence —

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Available Comment Criteria

(n) Carer's leave Yes Paid or; unpaid Special Leave available Case decided on merits

(o) Career breaks Yes Up to five years One year of satisfactory service

§ Ms Jowell
To ask the Deputy Prime Minister what provision is available to employees of executive agencies under the control of his Department for(a) maternity leave, (b) maternity pay, (c) paternity leave, (d) parental leave, (e) flexible working hours, (f) part-time work, (g) job sharing, (h) leave to care for sick children, (i) home-working, (j) term-time contracts, (k) annual hours contracts, (l) workplace nurseries, (m) child care allowances, (n) carers' leave and (o) career break schemes; and what criteria are used to judge eligibility in each case. [27589]

§ Mr. Willetts
The implementation of policies on all of these matters is delegated to the chief executives of my agencies. I have, therefore, asked the chief executives of the Property Advisers to the Civil Estate, Central Office of Information, Chessington Computer Centre, Central Computer and Telecommunications Agency, Civil Service College, Her Majesty's Stationery Office, Occupational Health and Safety Agency, Recruitment and Assessment Services, The Security Facilities Executive and the Buying Agency to write to the hon. Member.
Letter from N. E. Borrett to Ms Tessa Jowell, dated 3 May 1996:
Deputy Prime Minister has asked me to reply to your Question relating to conditions of service and workplace facilities.
The answer to each section in respect of PACE is as follows:

(a) Maximum of 52 weeks paid and unpaid.

(b) Full pay for three months and one week, or fourteen weeks, whichever is the longer.

The above are automatic for permanent Civil Servants with one year's service.

(c) Two days: this is automatic.

(d) Up to five days paid leave—may be followed by unpaid leave.

(e) A flexible working hours scheme operates.

(f) Staff of any grade or sex may apply to be considered for part-time working.

(g) Job sharing is available.

(h) As at (d) above.

(i) May be offered as part of an alternative flexible working pattern. The above are subject to approval by management.

(j) Not available.

(k) Not available.

(l) None.

(m) Not available.

(n) As at (d) above.

(o) A career break of up to five years (unpaid) may be granted for child rearing/elder care. To qualify, staff must be permanent employees who have satisfactorily completed an initial probation period. In addition, they must have a satisfactory record of attendance and conduct, and performance that fully meets the requirement of the grade.
I trust that the above gives all the information.
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Letter from Mike Devereau to Ms Tessa Jowell, dated 1 May 1996:
The Deputy Prime Minster has asked me to reply, in respect of the Central Office of Information, to your question about the provision of facilities for employees.
COI operates the following schemes for all of its permanent staff:

Maternity Leave

Maternity Pay

Paternity Leave

Flexible Working Hours

Part-time Work

Job Sharing and through its special paid, or unpaid, leave arrangements:

Parental Leave

Leave to care for sick children

Carer's Leave

Career Breaks
Details of all these schemes and, where appropriate, the criteria used to judge eligibility are set out in the Staff Handbook, a copy of which is held by each staff member.
There is considerable flexibility for staff employed on a part-time basis to agree contracts which suit their personal circumstances. For example COI currently employs people whose contracts allow them to: work from home, work three weeks in four, return to their homes in other countries for regular periods.
COI does not provide in house child care or nursery facilities. However staff in London can use the Westminster holiday playscheme and free information and advice on childcare facilities is available to all staff from the private sector and the COI Welfare Officer.
There is no provision for childcare allowances although COI offers a subsidy of 50£of the cost of the holiday playscheme.
Letter from R. N. Edwards to Ms Tessa Jowell, dated 1 May 1996:
The Deputy Prime Minister has asked me to reply to your Question about employee conditions and workplace facilities.
The answer to each section in respect of Chessington is as follows:

(a) 14 weeks paid. Maximum of 52 weeks paid and unpaid;

(b) full pay for 14 weeks;

(c) 2 days;

(d) up to 5 days special paid leave in any one leave year may be granted when serious personal or domestic problems arise which require the personal attention of a staff member;

(e) a flexible working hours scheme operates;

(f) over 50 staff work part-time hours;

(g) job sharing is available;

(h) allowed as at d. above;

(i) practised as the need arises;

(j) not available;

(k) not available;

(l) a nursery on site for up to 24 children between 3 months and 5 years;

(m) not available;

(n) allowed as at d. above;

(o) a Keep in Touch (KIT) operates, which allows for a period of up to 5 years special unpaid leave for staff who have to give up work because of unavoidable commitments.
The criteria for eligibility where appropriate are as follows:

a., b, and c. Automatic.

d., h., i., n. and o. Subject to approval by line management and personnel.
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e. All staff, except computer shift workers and support staff, can work flexible hours.

f. and g. We accommodate part-time working in most parts of Chessington and try to suit the needs of staff subject to business needs. With regard to job sharing this is agreed where there are 2 members of staff who can provide continuous cover between them;
1. To date all requests for places have been met, but should demand exceed the number of places available, then priority is given to parents to whom a high level of training has already been given; or parents from grades where Chessington is experiencing a shortage of staff; or where particular skills are required.
I trust the above gives all the information required. If not please do not hesitate to get in touch.
Letter from Robin Guenier to Ms Tessa Jowell, dated 1 May 1996:
As Chief Executive of the Central Computer and Telecommunications Agency (CCTA), I am responding to your recent question raised about certain aspects of working conditions for employees of departments under the control of the Deputy Prime Minister.
In general CCTA's policies do not differ from those of the Cabinet Office. Maternity leave and maternity pay, paternity leave and parental leave are granted by CCTA in accordance with the Civil Service Management Code.
We offer all staff the opportunity to participate in flexible working hours and part time working. We also have people on career breaks.
We have had staff job sharing and have staff involved in home-working schemes.
We do not have a workplace nursery but do offer an assisted holiday playscheme facility.
While we have never been asked for term time contracts, annual hours contracts or carers leave we would consider any application sympathetically, within the guidelines of the Management code.
Childcare allowance is not offered as a matter of course although we pay the additional cost of childcare if a member of staff is away on business or attending a residential training course.
Letter from Dr. S. H. Hickey to Ms Tessa Jowell, dated 3 May 1996:
The Deputy Prime Minister has asked me to reply to your Question about various provisions available to employees of the Civil Service College.
(a) (b) Maternity Leave and Pay
Paid maternity leave is available to all staff for a period of three months and one week provided that the employee makes a statement of their intention to return to work after confinement and is in paid service at the time the period of maternity leave begins and has rendered one year's service.
Maternity leave can be extended to include unpaid leave for a further period provided that the total of paid and unpaid leave does not exceed 52 weeks.
(c) Paternity Leave
Two days paid paternity leave is available to all staff irrespective of grade or length of service.
(d) Parental Leave
No specific provision for parental leave but unpaid leave is available to all staff to cover need.
(e) Flexible Working Hours
A flexible working hours scheme is available to all staff up to and including SEO level subject to the business and operational needs of the organisation.
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(f) Part-Time Work
Part-time working is available to all staff subject to the business needs of the organisation.
(f) Job-Sharing
Job-sharing is available to all staff subject to the business and operational needs of the organisation.
(g) Leave to Care for Sick Children
Two days special paid leave is available to all staff to provide for emergency care of sick children.
Special unpaid leave is also available to all staff for an unspecified period determined by need and management agreement.
(h) Homeworking
There is no current provision for contracted home-working but the facility to work from home is available to all staff subject to management agreement.
(i) Term-Time Contracts
There is no current provision for term-time contracts.
(j) Annual Hours Contracts
There is provision for a limited number of annual hours contracts. Availability is determined by the business needs of the organisation.
(l) Workplace Nurseries
A workplace nursery is available to all staff.
(m) Childcare Allowances
There is no current provision for specific childcare allowances.
(n) Carer's Leave
Two days special paid leave is available to all staff to provide emergency care for infirm relatives.
Special unpaid leave is also available to all staff for an unspecified period which is determined by need and agreement.
(o) Career Break Schemes
A career break scheme is available to all staff for a period not exceeding five years. Eligibility for career breaks is centred around domestic need such as childcare, care of elderly or infirm relatives, or relocation of partner's work to distant locations. All staff must state their intention to return to work before a career break is granted.
Letter from Mike Lynn to Ms Tessa Jowell, dated 2 May 1996:
I have been asked to reply, so far as HMSO is concerned, to your Parliamentary question about various employment provisions. The information is as follows:
(a) Maternity Leave
All pregnant employees qualify for 14 weeks leave regardless of their length of service or hours worked. Those with 1 or more year's service are entitled to 14 weeks paid leave, and up to 52 weeks unpaid leave.
(b) Maternity Pay
Employees with a minimum of 26 weeks service and up to 1 year's service receive statutory maternity pay (SMP). After 1 year's service they receive the first 14 weeks at full pay and 4 weeks at statutory maternity pay (SMP).
(c) Paternity Leave
2 days paid leave may be taken either before, during or after the birth.
(d) Parental Leave
Where there is no immediate viable alternative, e.g. assistance from relatives, Urgent Domestic Leave of up to one week with pay may be taken. In exceptional circumstances this may be extended as unpaid leave. Adoptive leave, involving longer periods, is also available.
(e) Flexible Working Hours
Flexible working hours are arranged between managers and staff within each area. The determining factor is the need to staff the office for the duration of the working day, ensuring adequate cover at peak times.
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(f) Part Time Working
HMSO encourages part time working and currently has 103 staff working part time between 15 and 35 hours per week.
(g) Job Sharing
Currently 8 jobs are shared, involving 16 members of staff.
(h) Leave to Care for Sick Children
Up to 1 week's paid leave, followed by agreed extended unpaid leave.
(i) Home Working
There are currently 5 people formally regarded as home working. In addition, many of our sales staff are based at home, with most of their work on the road.
(j) Term Time Contracts
There are currently no contracts of this nature.
(k) Annual Hours Contracts
HMSO has two units in London that work annual hours contracts, presently covering 116 staff. A further 75 will join the scheme later this year.
(l) Workplace Nurseries and Childcare Facilities
HMSO provides 20 places at a nursery at Norwich, in partnership with a local college, and 50 places per day at play schemes for the 6 school holiday periods.
(m) Childcare Allowances
The nursery and play schemes are subsidised by HMSO.
(n) Carers Leave (Sick Nursing)
Up to I week paid leave, followed by agreed extended unpaid leave, alternatively temporary adjustments to working hours may be granted.
(o) Career Break Scheme
Staff who have completed 2 years permanent service may be granted a Career Break for a maximum of 5 years. There are a total of 7 staff currently taking career breaks, and 3 have successfully returned.
Letter from J. L. Gordon to Ms Tessa Jowell, dated 1 May 1996:
The Deputy Prime Minister has asked me to reply to your questions. The information relating to the Occupational Health & Safety Agency is as follows:

(a) Maternity Leave Provision in accordance with Civil Service arrangements generally.

(b) Maternity Pay

(c) Paternity Leave OHSA allows 2 days special leave with pay.

(d) Parental Leave Special leave with pay depending on particular circumstances, amount of annual leave etc. Each case decided on merit.

(e) Flexible Working Hours Certain more junior grades at HQ participate in a scheme. Not appropriate in some areas because of the need to respond to customer requirements.

(f) Part-Time Work OHSA has number of staff on part-time work/job share. Approval to some extent governed by needs of customers and whether it is possible to arrange hours around requirements.

(g) Job Share

(h) Leave to Care for Sick Children No circumstances have arisen, other than odd days when special leave with pay has been given. Any case would be dealt with on its merits.

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(i) Home Working No formal arrangements exist but where appropriate line manages have authority to authorise on a case by case basis.

(j) Term-Time Contracts None currently in place but possible within constraints of customer requirements.

(k) Annual Hours Contracts None in place.

(l) Workplace Nurseries The Agency is small and staff too widely scattered to make this a viable proposition.

(m) Childcare Allowances No provision.

(n) Carers Leave No requests have been received to date but would most possibly be dealt with as special leave and each case dealt with on its merits.

(o) Career Break Schemes Because of the size of the Agency it is difficult to operate a full career break scheme. There has been one case in recent years where a break of 2 years was approved.

I trust this information is sufficient for your needs.

I trust this information is sufficient for your needs.
Letter from Craig Muir to Ms Tessa Jowell, dated 3 May 1996:
The Deputy Prime Minister has asked me to reply to your parliamentary question. Recruitment and Assessment Services are happy to provide the enclosed information.
Recruitment and Assessment Services (RAS) follows the guidelines of the Civil Service Management Code in all issues.

1 Maternity leave/pay—Departments and Agencies must provide 3 months and 1 week's paid maternity leave (if paid monthly) and 14 weeks paid maternity leave (if paid weekly) to a woman civil servant for a period of continuous absence during confinement providing that she:

A. state that she intends to return to work in the Civil Service after her confinement, and that she agrees to repay any payment made during that period if she fails to return (such payment will exclude any Statutory Maternity Pay to which there is entitlement);

B. is in paid service with her department/agency at the time her maternity leave begins and has rendered at least one year's such service;

C. is not employed on a casual, standby or short notice appointment; and

D. is not employed on a Fixed Term Appointment of less than two years.

2 Paternity leave—male civil servants whose appointment is permanent or for two or more years are entitled to 2 days' paid paternity leave. Departments and agencies may allow paternity leave to any other appointment, at their discretion. Paternity leave cannot be paid during periods of unpaid absence.

3 Parental leave—RAS has not had any staff that have applied for parental leave, however each case would be assessed at the time of application.

4 RAS operates a system of flexible working hours for all permanent, fixed term and staff on loan. It is the responsibility of the line managers to ensure the system is not abused. RAS does not have anyone who is on a annual hours contract.

5 RAS has part time/and job sharing posts within its organisation, and is very mindful of staff needs.
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6 Leave to care for sick children/term time contracts/carers' leave/career break—Departments/agencies have discretion to grant special leave with or without pay where they consider this to be necessary or justified. In determining whether special leave should be granted, departments and agencies should mainly have regard to the effect of such leave on the discharge of public business. In determining whether special leave with pay should be granted, departments and agencies will in addition need to be satisfied that the circumstances of the particular case justify such a concession. An example of special leave with pay would be for a bereavement of a close family member, 5 days with pay would be granted.

7 RAS does not provide workplace nurseries, or childcare allowances.

8 Home working—RAS allows staff to work from home providing they do not work in a supervisory role. They must be contactable by telephone and respond to queries within 1 hour.
Letter from John Smith to Ms Tessa Jowell, dated 3 May 1996:
The Deputy Prime Minister has asked me to reply to your Parliamentary Question:
"To ask the Deputy Prime Minister, what provision is available to employees of executive agencies under the control of his Department for (a) maternity leave, (b) maternity pay, (c) paternity leave, (d) parental leave, (e) flexible working hours, (f) part-time work, (g) job sharing, (h) leave to care for sick children, (i) home-working, (j) term-time contracts (k) annual hours contracts, (l) workplace nurseries, (m) child care allowances, (n) carers' leave and (o) career break schemes; and what criteria are used to judge eligibility in each case."
The answer to each section in respect of SAFE is as follows:

(a) Maximum of 52 weeks paid and unpaid.

(b) Full pay for three months and one week, or fourteen weeks, whichever is the longer. The above are automatic for permanent Civil Servants with one year's service.

(c) Two days; this is automatic.

(d) Up to five days paid leave—may be followed by unpaid leave.

(e) A flexible working hours scheme operates.

(f) Staff of any grade or sex may apply to be considered for part-time working.

(g) Job sharing is available.

(h) As at (d) above.

(i) May be offered as part of an alternative flexible working pattern. The above are subject to approval by management.

(j) Not available.

(k) Not available.

(l) None.

(m) Not available.

(n) As at (d) above.

(o) A career break of up to five years (unpaid) may be granted for child rearing/elder care. To qualify, staff must be permanent employees who have satisfactorily completed an initial probation period. In addition, they must have a satisfactory record of attendance and conduct, and performance that fully meets the requirement of the grade.
I trust that the above gives all the information required.
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Letter from S. P. Sage to Ms Tessa Jowell, dated 2 May 1996:
The Deputy Prime Minister has asked me to reply to your Parliamentary Question.
The provisions made available to employees within The Buying Agency in relation to questions A-O of your fax dated 29 April 1996 are largely determined by the policies currently laid down in the Staff Hand Book, as follows:
(a) Maternity Leave
A woman will be allowed paid maternity leave for a period of continuous absence before and after confinement of 3 months and 1 week or 14 weeks (whichever is the greater) provided that she satisfies the necessary criteria. "Confinement" is the date of birth of a child, whether living or not, after 24 weeks of pregnancy.
(b) Maternity Pay
This is covered by the Statutory Regulations within the EP(C)A 1973 and subsequent amendments TURER 1993. Statutory Maternity Pay is a statutory requirement which applies to the Civil Service as an employer in the same way as any other employer.
(c) Paternity Leave
Male staff are entitled to 2 days paid paternity leave.
(d) Parental Leave
No such category as yet for TBA.
(e) Flexible Working Hours
All staff are permitted to participate in a flexible working hours system unless there is a particular reason for them not being included.
Flexible Working Hours are: (7.24 standard day)
Core Times
7.30–10.00 am
12.00–14.00 pm
16.00–18.00 pm (15.30 pm on Fridays)
Allowance to carry over from one period to the next
Credit: 22.12 hours
Debit: 11.06 hours
(f) Part-time Work
The Agency considers all requests. There are currently 8 members of TBA staff engaged on a part-time basis.
(g) Job Sharing
Job share has been arranged on 5 or 6 occasions in the past but there are no job share arrangements at present. As with (f) requests are considered and approval will be given to the mutual satisfaction of all parties.
(h) Leave to Care for Sick Children
Unpaid leave is granted for a limited period until more permanent arrangements can be made.
(i) Home Working
15 TBA staff currently work from home.
(j) Term-time Contracts
Not applicable at present.
(k) Annual Hours Contracts
Not applicable at present.
(l) Work Place Nurseries
This has previously been investigated, however no scheme is presently in place. There is as yet no demand from staff.
(m) Childcare Allowances
Not applicable at present.
(o) Career Break Schemes and What Criteria Are Used to Judge Eligibility
Several TBA staff have availed themselves of the Career Break Scheme in the past.

	Available	Comment	Criteria
(a) Maternity leave	Yes	3 months, 1 week	After one year's service otherwise statutory terms
(b) Maternity pay	Yes	3 months, 1 week	After one year's service otherwise statutory terms
(c) Paternity leave	Yes	2 days	—
(d) Parental leave	Yes	Paid or unpaid Special available	Case decided on merits
(e) Flexible working hours	Yes	—	—
(f) Part-time working	Yes	—	—
(g) Job sharing	Yes	—	—
(h) Leave to care for sick children	Yes	Up to five days paid special leave per year, unpaid leave available	Case decided on merits
(i) Home working	Yes	—	—
(j) Term-time contracts	Yes	—	—
(k) Annual hours contracts	No	Would consider proposals	—
(l) Work place nursery	No	Westminster Holiday Playscheme. Access to a place in an emergency
(m) Child care allowances	No	Able to meet extra costs incurred at the Department's insistence	—

(a)	Maternity Leave	Provision in accordance with Civil Service arrangements generally.
(b)	Maternity Pay
(c)	Paternity Leave	OHSA allows 2 days special leave with pay.
(d)	Parental Leave	Special leave with pay depending on particular circumstances, amount of annual leave etc. Each case decided on merit.
(e)	Flexible Working Hours	Certain more junior grades at HQ participate in a scheme. Not appropriate in some areas because of the need to respond to customer requirements.
(f)	Part-Time Work	OHSA has number of staff on part-time work/job share. Approval to some extent governed by needs of customers and whether it is possible to arrange hours around requirements.
(g)	Job Share
(h)	Leave to Care for Sick Children	No circumstances have arisen, other than odd days when special leave with pay has been given. Any case would be dealt with on its merits.

(i)	Home Working	No formal arrangements exist but where appropriate line manages have authority to authorise on a case by case basis.
(j)	Term-Time Contracts	None currently in place but possible within constraints of customer requirements.
(k)	Annual Hours Contracts	None in place.
(l)	Workplace Nurseries	The Agency is small and staff too widely scattered to make this a viable proposition.
(m)	Childcare Allowances	No provision.
(n)	Carers Leave	No requests have been received to date but would most possibly be dealt with as special leave and each case dealt with on its merits.
(o)	Career Break Schemes	Because of the size of the Agency it is difficult to operate a full career break scheme. There has been one case in recent years where a break of 2 years was approved.
I trust this information is sufficient for your needs.