Appendix 1.3 Annex A
From SNCT Handbook
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| - | '''PART 1 | + | '''PART 1 APPENDIX 1.3 ANNEX A''' |
| - | APPENDIX 1.3 ANNEX A | + | |
| + | '''INFORMATION AND CONSULTATION OF EMPLOYEES (ICE)''''''''' | ||
| - | INFORMATION AND CONSULTATION OF EMPLOYEES (ICE)''' | ||
| Arrangements for consulting staff must; | Arrangements for consulting staff must; | ||
| - | i. be in writing; | + | :i. be in writing; |
| - | ii. identify which employees are covered. (A council must ensure arrangements cover all employees); and | + | :ii. identify which employees are covered. (A council must ensure arrangements cover all employees); and |
| + | |||
| + | :iii. set out how the council will provide information to employees or their representatives and how the council will seek employee views on such information. | ||
| - | iii. set out how the council will provide information to employees or their representatives and how the council will seek employee views on such information. | ||
| Under Standard Information and Consultation Provisions, councils are obliged to provide information on categories (a), (b) and (c) and consult on categories (b) and (c). The categories are as follows: | Under Standard Information and Consultation Provisions, councils are obliged to provide information on categories (a), (b) and (c) and consult on categories (b) and (c). The categories are as follows: | ||
| - | (a) the recent and probable development of the council’s activities and economic situation; | + | :(a) the recent and probable development of the council’s activities and economic situation; |
| - | (b) the situation, structure and probable development of employment within the council and on any anticipatory measures envisaged – in particular where there has been a threat to employment within the council; and | + | :(b) the situation, structure and probable development of employment within the council and on any anticipatory measures envisaged – in particular where there has been a threat to employment within the council; and |
| + | |||
| + | :(c) decisions that are likely to lead to substantial changes in work organisation or in contractual relations, including business transfers and collective redundancies. | ||
| - | (c) decisions that are likely to lead to substantial changes in work organisation or in contractual relations, including business transfers and collective redundancies. | ||
| While category (c) information nominally covers ‘changes in contract relations’, those changes in terms and conditions, grievance and disciplinary procedures are covered by LNCT negotiating arrangements. It is, therefore, important that LNCTs have stated, agreed communications strategies to advise all staff of local agreements and national agreements on conditions of service issues. | While category (c) information nominally covers ‘changes in contract relations’, those changes in terms and conditions, grievance and disciplinary procedures are covered by LNCT negotiating arrangements. It is, therefore, important that LNCTs have stated, agreed communications strategies to advise all staff of local agreements and national agreements on conditions of service issues. | ||
| + | |||
| In setting out effective ICE arrangements LNCTs should be aware that ICE requirements apply not only across establishments but also within establishments. The arrangements should set out how information will be given to employees or representatives in each workplace. | In setting out effective ICE arrangements LNCTs should be aware that ICE requirements apply not only across establishments but also within establishments. The arrangements should set out how information will be given to employees or representatives in each workplace. | ||
Current revision
PART 1 APPENDIX 1.3 ANNEX A
INFORMATION AND CONSULTATION OF EMPLOYEES (ICE)''''
Arrangements for consulting staff must;
- i. be in writing;
- ii. identify which employees are covered. (A council must ensure arrangements cover all employees); and
- iii. set out how the council will provide information to employees or their representatives and how the council will seek employee views on such information.
Under Standard Information and Consultation Provisions, councils are obliged to provide information on categories (a), (b) and (c) and consult on categories (b) and (c). The categories are as follows:
- (a) the recent and probable development of the council’s activities and economic situation;
- (b) the situation, structure and probable development of employment within the council and on any anticipatory measures envisaged – in particular where there has been a threat to employment within the council; and
- (c) decisions that are likely to lead to substantial changes in work organisation or in contractual relations, including business transfers and collective redundancies.
While category (c) information nominally covers ‘changes in contract relations’, those changes in terms and conditions, grievance and disciplinary procedures are covered by LNCT negotiating arrangements. It is, therefore, important that LNCTs have stated, agreed communications strategies to advise all staff of local agreements and national agreements on conditions of service issues.
In setting out effective ICE arrangements LNCTs should be aware that ICE requirements apply not only across establishments but also within establishments. The arrangements should set out how information will be given to employees or representatives in each workplace.
