Updates from your Shared Services Centre.
Useful updates from the shared services centre for schools and academies.
2018 - 2019 Local Government Services Pay Award
As you may be aware the Local Government Services pay award has been agreed for 2018 - 2019. The revised 2018 - 2019 Derbyshire pay scales are now available to download from this page.
If you require any further information please contact the Schools Adjustments Team at the Shared Services Centre on tel: 01629 535119 and selecting option 4.
Normal Holiday Pay Arrangements
In November 2016 we introduced changes to the way we calculate holiday pay in joint collective agreement with the recognised trade unions. The agreement includes all elements of regular pay over and above basic pay to be taken into account in calculating holiday pay entitlement. Eligible employees will be written to shortly detailing their individual entitlement.
The key elements of the framework agreement are detailed in full within the guidance attached to this page. In summary:
- All elements of regular pay over and above basic pay, including overtime, enhancements and allowances are included in the calculation.
- All additional hours worked over contract up to full time equivalent (37 in any week) are excluded from this calculation on the basis that these will continue to be paid in accordance with our existing accrued annual leave provisions.
- Our framework calculates the annual additional normal holiday pay entitlement based on a minimum 20 days annual leave required under working time regulations and eight statutory bank holidays (all pro rata for part-time staff) per annum.
- The additional normal holiday pay value will be calculated for the current year on the basis of the actual earnings for the previous year, so for 2018/2019 the calculation is based on all relevant actual earnings for 2017/2018.
- Payments will be made monthly in 12 equal instalments for any annual values over £25 and the first payment made in June 2018 will include three payments for the period between 1 April and 30 June 2018. Where the annual value is below £25 payment will be made in full in June 2018.
- Employees will have the choice to opt out of the annual arrangements as provided in the holiday pay framework and elect for a payment based on the statutory formula set out in the 1996 Employment Rights Act. This provides that for employees with no normal working hours holiday pay should be based on all relevant earnings in the 12 week period worked immediately prior to the leave being taken. For those employees who opt out of the annual calculation, payment for bank holidays will continue as per existing arrangements.
If you have any queries please contact the Shared Services Centre, Time team on tel: 01629 535119 and select option one or Children's Services HR tel: 01629 535734.
IR35 - Employment status
From Thursday 6 April 2017 new legislation entitled 'Off Payroll Working in the Public Sector' moves responsibility for deciding if a worker is self-employed or should be treated as an employee (for income tax and National Insurance (NI) purposes) to the public sector authority (the council).
Schools are responsible for confirming the status of their employees, specifically whether they meet the definition of self-employed status or should be paid through the payroll system and guidance is attached to this page entitled 'IR35 - Employment Status Guidance for Schools'.
The external contractors request form should be used to set up an individual on the payroll who is classed as an 'employee' for income tax and NI purposes. The external contractors claim form should be completed to request payment for the individual. These forms are attached to the Shared Services Centre forms page.
It is important if you have any queries with regard to the status of employees within your school that you refer to the HMRC or contact the Shared Services Centre as appropriate.
Safer recruitment and disclosure and barring service (DBS) update - supervised volunteers
The safer recruitment and DBS checks update relates to the recruitment checks that are appropriate for volunteers working in schools. In particular, it clarifies the decision making process for headteachers in determining whether to request that our DBS service undertake an enhanced DBS check on a supervised volunteer.
The guidance, examples and assessment forms attached to this page will help headteachers complete a detailed risk assessment to support the decision whether there is justification for seeking an enhanced DBS check on a supervised volunteer.