NO. 
 
Contains Confidential or Exempt Information 
 
Title 
Pay Policy Statement. 
Responsible Officer(s) 
Jacqueline Wiltshire, Director of Human Resources and 
Organisational Development. 
Author(s) 
Andrew Scully, Head of Recruitment, Retention and Reward. 
Portfolio(s) 
Councillor Yvonne Johnson, Finance and Performance. 
For Consideration By 
Council. 
Date to be Considered 
Tuesday 3rd April 2012. 
Not applicable.  
Implementation Date if Not Called In Affected Wards 
None. 
Keywords/Index 
Localism Act 2011, Pay Policy Statement, Policy Statement. 

## Purpose Of Report: Chapter 8 Of The Localism Act 2011 (The "Act") Contains The Requirement For An Annual Pay Policy Statement To Be Approved By Full Council And Then Published.  Publication Must Include Publication On The Council'S Website. 1. Recommendations

| 1.                                                        | That Full Council approve the attached Pay Policy Statement (appendix "1")    |
|-----------------------------------------------------------|-------------------------------------------------------------------------------|
| and note the supporting appendices "2", "3", "4" and "5"; |                                                                               |
| 2.                                                        | That Full Council approve a policy, for 2012/13, that no employee is paid     |
| less than the London Living Wage (LLW); and               |                                                                               |

3. 
That Full Council note that decisions on proposed remuneration packages 
of £100,000 and above will be determined by Chief Officer Panel, in accordance with their existing terms of reference. 
 
2. Reason for Decision and Options Considered 
2.1. 

The Act requires Full Council to approve a Pay Policy Statement for the financial year 2012-13.  It will also require a Pay Policy Statement to be approved for each future year. 2.2. 

The Pay Policy Statement (appendix "1") and supporting appendices "2", "3", 
"4" and "5" meets the requirements of the Act and takes into account the Department for Communities and Local Government (DCLG) guidance on the "Openness and accountability in local pay: guidance under section 40 of the Localism Act" issued on 
17th February 2012, "The Code of Recommended Practice for Local Authorities on Data Transparency" and the Accounts and Audit (England) Regulations 2011. 

 
2.3. 

The Act requires that authorities include in their Pay Policy Statement, their approach to the publication of and access to information relating to the remuneration of chief officers.    The council already publishes information on its public website.  
This is set out in the Pay Policy Statement. 2.4. 

London has had a Living Wage campaign since 2001.  Since March 2005 it has been independently calculated and published by the Greater London Authority (GLA).  
The London Living Wage (LLW) is currently £8.30 per hour which is higher than the National Minimum Wage (NMW) and represents the minimum reasonable rate of pay in the Capital.   Full Council is asked to approve a policy, for 2012/13, that no employee is paid less than the London Living Wage (LLW). .  
 
3. Key Implications Localism Act and Pay Policy Statement. 

 
3.1. 

The Act requires Full Council to approve a Pay Policy Statement for the financial year 2012-13. 3.2. 

Full Council should note that the provisions of the Act do not apply to staff in the local authority's schools. 3.3. 

The Act states that: 
 
"A pay policy statement for a financial year must set out the authority's policies for the financial year relating to: - 
the remuneration of its chief officers the remuneration of its lowest-paid employees, and the relationship of its employees who are not chief officers." 
3.4. 

Furthermore the Act specifies that: - 

  
"the Statement must include the authority's policies relating to: (a) 
the level and elements of remuneration for each chief officer; 
(b) 
remuneration of chief officers on recruitment; 
(c) 
increases and additions to remuneration for each chief officer; 
(d) 
the use of performance related pay for chief officers; 
(e) 
the use of bonuses for chief officers; 
(f) 
the approach to the payment of chief officers on their ceasing to hold office under 
or to be employed by the authority; and 
(g) 
the publication of and access to information relating to remuneration of chief 
officers. 
 3.5. 

In addition the Act states that: - 
 
"A senior pay policy statement for a financial year may also set out the authority's policies for the financial year relating to the other terms and conditions applying to the authority's chief officers" 
 
3.6. 

Furthermore Full Council is asked to note that "The Code of Recommended Practice for Local Authorities on Data Transparency" recommends the publication of a pay multiple defined as: - 
 
 
"the ratio between the highest paid salary and the median salary of the whole of the authority's workforce". 

 
The pay multiple as at 20/12/2011 is 7.213, which is well within what is regarded as good practice.  Ealing's ratio will compare favourably with other Council data collected by Will Hutton for his 2011 Fair Pay Review in the Public Sector which identified multiples at or around 8.00. 3.7. 

The Act and Guidance make reference to remuneration packages of £100,000 
and above and Full Council are asked to note that decisions on proposed remuneration packages of £100,000 and above will be determined by Chief Officer Panel, in accordance with their existing terms of reference. 

 
London Living Wage (LLW). 3.8. 

London has had a Living Wage campaign since 2001.  Since March 2005 it has been independently calculated and published by the Greater London Authority (GLA).  
The London Living Wage (LLW) is currently £8.30 per hour which is higher that the National Minimum Wage (NMW) and represents the minimum reasonable rate of pay in the Capital. 3.9. 

As a direct employer of staff the Council currently meets the requirements of paying the LLW with no employee paid on the Greater London Provincial Council (GLPC) pay spines currently falling below the LLW. 3.10. If the LLW continues to increase on an annual basis and there continues to be pay freezes in local government then the Council will in future years be in the position where the LLW is more than the lowest spinal column point (scp) on the pay spine.  If the Council adopts a policy that no employee is paid less then the LLW this will have a minor effect on staffing budgets in future years. 3.11. Full Council is asked to approve a policy, for 2012/13, that no employee is paid less than the London Living Wage (LLW).  This would be the policy for 12/13.  The policy for future years must be set each year by full council. 3.12. For schools based employees it will be up to each school to decide whether to adopt the LLW. 

3.13. At the meeting on Tuesday 23rd January 2007 Full Council agreed the following motion: 
 
"This Council notes that all employees subject to the pay and conditions of Ealing Council are paid at or above the level of the London Living Wage.  This Council believes that all members of our community have the right to earn a living wage.  As community leaders this Council will work with partners in seeking to deliver a living wage across Ealing" 
 
4. Financial 
4.1. 

 
The Pay Policy Statement will have no impact on current budgets.  
Payment of the London Living Wage will have no impact on current budgets, since all employees are currently paid more than the LLW.  Payment of the London Living Wage may have a minor effect on staffing budgets in future years. 

## 5. Legal

5.1. 

Full Council has to comply with the requirements contained in the Act which require Full Council to approve a Pay Policy Statement for the financial year 2012-
2013 and in future years and must have regard to any guidance issued or approved by the Secretary of State.  
 
5.2. 

The Act contains a definition of "chief officer" which is set out in the proposed policy. 5.3. 

The Act also contains a requirement that the Council must decide upon a definition of "lowest paid employees" and must set out the reasons for that decision. 5.4. 

The proposed statement complies with the statutory requirements for pay policy statements as set out in the Localism Act 2011. 5.5. 

As per s112 of the Local Government Act 1972, the remuneration of employees may be such reasonable remuneration as the Council thinks fit. 5.6. 

The Council does not have an unfettered discretion to pay any amount of remuneration whatsoever.  It must not pay a salary which is unreasonably high.  It must ensure that it does not make payments to employees which could be seen as "gifts" (subject to certain specific, narrow exceptions). 5.7. 

The remuneration for most posts is determined by the use of a job evaluation scheme.  It is not unlawful for the council to pay a higher salary than that which is determined by the job evaluation scheme. The salary determined by the use of a job evaluation scheme is not the highest reasonable salary which can be paid for the work in question; it is simply a salary which is not unreasonably high or unreasonably low. 5.8. 

Thus it is not unlawful for the Council to approve a policy of always paying at least the LLW to any employee, even where that salary exceeds the recommended salary arrived at by the use of a job evaluation scheme.  This is subject to the proviso that the LLW must not be a salary which is unreasonably high for the post in question.   
 
5.9. 

The method used to arrive at the LLW was described in the report "GLA 
Economics Living Wage Unit - A Fairer London: The 2011 Living Wage in London - Mayor of London" as follows: 
 

5.9.1. Two approaches to calculating a Living Wage were considered … The 
first, developed by the Family Budget Unit (FBU),1 estimates the costs of 
a 'Low Cost but Acceptable' (LCA) budget for a selection of households and calculates the wage required to meet these costs. This is termed the "Basic Living Costs" approach. The second - the "Income Distribution" 
approach - takes the figure as 60 per cent of the median income for London. 
 
5.9.2. In London the Basic Living Costs approach gives a figure of £6.85 per 
hour and the Income Distribution approach gives a figure of £7.65 per 
hour. 
5.9.3. The average of these two figures gives us the "poverty threshold wage". 
Hence the poverty threshold wage used in the report is £7.25 per hour (when rounded to the nearest five pence). 
 
5.9.4. In order to protect against unforeseen events a margin of 15 per cent is 
added to the (unrounded) poverty threshold wage. This gives a figure of £8.30 per hour (when rounded to the nearest five pence) as a Living 
Wage for London. 
 
5.10. If the Council considered that approach, and considered any other factors which might appear relevant, and decided that it was reasonable to ensure, for the year 12/13, that no employee received a lower rate of pay, then that would not be an irrationally generous approach to determining the salary of its lowest paid employees for 12/13. 

 
5.11. Where the salary for the post which is determined by the use of a job evaluation scheme is lower than the LLW, then the proposal is that, for 12/13, the difference be paid as a discretionary supplement.  Employees will not receive a contractual guarantee that the supplement will continue indefinitely.  Prior to 1 April in each subsequent financial year, the Council should make a decision as to whether the supplement will be paid in that forthcoming year or not.  The supplement can also be withdrawn by the Council during a financial year. 

 
6. Value For Money 

 
6.1. 
None. 
 

## 7.  Sustainability Impact Appraisal

7.1. 
 
 
None. 
 
8. Risk Management 
 
8.1. 
 
None.  
 
8. Community Safety 9.1. 
None. 
 

## 10. Links To The 5 Priorities For The Borough

  
10.1. None. 
 

## 11. Equalities, Human Rights And Community Cohesion

 
11.1. An Equality Analysis Assessment has been undertaken and is attached as appendix "5". 12. Staffing/Workforce and Accommodation implications:  

 
12.1. Throughout. 

## 13. Property And Assets

 
13.1. No property implications. 
14. Any other implications:  
 
14.1. None. 
 
15. Consultation 
 
15.1. None. 
 

## 16. Timetable For Implementation

16.1. After Full Council approval publication of Pay Policy Statement for the financial year 1st April 2012 to 31st March 2012 on the Council's website. 

 
17.  Appendices 
 
17.1. Appendix "1" - "Ealing Council - Pay Policy Statement for the year 1st April 
2012 to 31st March 2013";  
17.2. Appendix "2" - "Ealing Council - Pay Policy Statement for the financial year 1st April 2012 to 31st March 2013 - Appendix "2" Salary Rates from 1st April 2012"; 
17.3.  Appendix "3" - "Ealing Council - Policy Statement - A. Local Government 
(Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006 - B. Local Government Pension Scheme - Discretionary Decisions"; 
17.4. Appendix "4" - Ealing Council - Pay Policy Statement for the financial year 1st April 2012 to 31st March 2013 - Pay Protection"; and 
17.5. Appendix "5" - Ealing Council - Pay Policy Statement for the year 1st April 2012 
to 31st March 2013 - Equality Analysis Assessment (EAA)". 

 
18.  Background Information Localism Act 2011; 
Department for Communities and Local Government - Openness and accountability in local pay: Draft guidance under section 40 of the Localism Act; Department for Communities and Local Government - The Code of Recommended Practice for Local Authorities on Data Transparency;  
Hutton Review of Fair Pay in the Public Sector: Final report (March 2011); Local Government (Early Termination of Employment) (Discretionary Compensation) 
(England and Wales) Regulations 2006; and London Borough of Ealing - Part 2 - Core Conditions - Local Agreement On Terms And Conditions Of Service - 1st September 2001 -Paragraph 13.3.2.3. Pay Protection in Cases of Assimilation Or Redeployment To A Lower Graded Post". 

 

| Post held                            | Date                                                      | Name of         |
|--------------------------------------|-----------------------------------------------------------|-----------------|
| consultee                            |                                                           |                 |
| Date                                 |                                                           |                 |
| response                             |                                                           |                 |
| received                             |                                                           |                 |
| Comments                             |                                                           |                 |
| appear in                            |                                                           |                 |
| paragraph:                           |                                                           |                 |
| sent to                              |                                                           |                 |
| consultee                            |                                                           |                 |
| Internal                             |                                                           |                 |
|                                      |                                                           |                 |
| Throughout                           | Martin Smith                                              | Chief Executive |
| &                                    |                                                           |                 |
| 15032012                             |                                                           |                 |
| 13022012                             | 14022012 Throughout                                       | Ian O'Donnell   |
| Corporate Resources                  |                                                           |                 |
| Throughout                           | Jacqueline                                                |                 |
| Wiltshire                            |                                                           |                 |
| 13022012 &                           |                                                           |                 |
| 08032012                             |                                                           |                 |
| 15022012                             |                                                           |                 |
| &                                    |                                                           |                 |
| 13032012                             |                                                           |                 |
| Director of Human                    |                                                           |                 |
| Resources &                          |                                                           |                 |
| Organisational                       |                                                           |                 |
| Development                          |                                                           |                 |
| 08032012                             | 12032012 Throughout                                       | David Veale     |
| (Designate) of Human                 |                                                           |                 |
| Resources &                          |                                                           |                 |
| Organisational                       |                                                           |                 |
| Development                          |                                                           |                 |
| 13022012                             |                                                           |                 |
| Democratic Services                  |                                                           |                 |
| 13022012                             | 14022012 Throughout                                       | Simon George    |
| Finance and Audit                    |                                                           |                 |
| 13022012                             |                                                           |                 |
| Corporate Finance & Audit            |                                                           |                 |
| Throughout                           | Paddy Quill                                               | Lawyer          |
| 08032012                             |                                                           |                 |
| 20022012,                            |                                                           |                 |
| 07032012                             |                                                           |                 |
| &12032012                            |                                                           |                 |
| Julian Bell                          | Leader                                                    | 20032012        |
| 20032012                             |                                                           |                 |
| Finance and Performance              |                                                           |                 |
|                                      |                                                           |                 |
|                                      |                                                           |                 |
| Report History                       |                                                           |                 |
|                                      |                                                           |                 |
| Decision type:                       | Urgency item?                                             |                 |
| No                                   | Key decision                                              |                 |
|                                      |                                                           |                 |
| Report no.:                          | Andrew Scully, Head of Recruitment, Retention and Reward. |                 |
| 020-8825-6930. ScullyA@ealing.gov.uk |                                                           |                 |
|                                      |                                                           |                 |

## Appendix "1" Ealing Council. Pay Policy Statement For The Financial Year 1St April 2012 To 31St March 2013.

______________________________________________________________ 
Organisational context and principles for pay policy High quality public services require high calibre staff to deliver them. 

Maintaining and improving local public services during a period of radical public service reform and unprecedented budgetary constraint is a major challenge for the council.  To succeed it is vital to ensure that our staff are fairly rewarded for their contributions, and that the shared commitment to public services - that motivates so many Council staff - is maintained. In this context, remuneration at all levels needs to be adequate to secure and retain a talented workforce but at the same time must not be excessive. 

 
Key elements of the Council's pay policy 
 
ƒ The Council participates in national pay bargaining and adopts staff terms and conditions agreed by national and regional negotiating bodies. 

ƒ For schools based employees, the Council provides advice to the school 
relating to the appropriate grade for the post, but ultimately the Governing Body makes the decision. 
ƒ Pay grades for all other employees are determined by the use of externally 
developed job evaluation schemes. 
ƒ No employee is currently paid less than the London Living Wage. ƒ All staffing appointments are made on merit. ƒ A published severance policy applies to all employees. 
 
For chief officers: - 
ƒ A 
member 
body 
oversees 
employment 
matters, 
including 
pay, 
appointment and severance. 
ƒ Incremental progression is dependent upon a performance appraisal 
outcome of at least 'successful.' 
ƒ There will be no performance related pay for the year 12/13.  Performance 
related pay was last paid in respect of the year 09/10.  
 
The Council's Workforce Strategy - Valued; Flexible; Productive Last year the Council agreed its Workforce Strategy for the next three years - 
2011 to 2014 and a complementary action plan. The strategy sets out Ealing's vision for its workforce - a workforce that is **valued** for what is does by those we work with and for; **flexible** in its approach to adapt rapidly to changing residents' needs and reduced budgets; and **productive** so that we continuously improve public services and value for money. That vision is underpinned by an action plan for each of the following themes:  

 
ƒ Improved performance and productivity 
ƒ Flexible organisation and workforce ƒ Workforce planning and development ƒ Effective engagement 
ƒ Recruitment and retention 
 Each theme is sponsored by a member of corporate board reflecting the fundamental importance of this work in enabling the Council to meet its corporate objectives and priorities set out in the Corporate Plan. 

 
Pay Policy Statement Policies on pay and reward are intended to support and reinforce the organisational context, principles for pay policy and objectives of the workforce strategy as set out in the preceding paragraphs. This pay policy statement also satisfies the specific requirements of the Localism Act 2011 particularly in relation to chief officers. 

 
Definition of "chief officer" The Localism Act 2011 defines "chief officer" (for the purposes of pay statements) as anyone within any of the following categories: 
(a) the head of paid service designated under section 4(1) of the Local Government and Housing Act 1989; (b) the monitoring officer designated under section 5(1) of that Act; (c) a statutory chief officer mentioned in section 2(6) of that Act; (d) a non-statutory chief officer mentioned in section 2(7) of that Act; (e) a deputy chief officer mentioned in section 2(8) of that Act. Thus, where the expression "chief officer" is used within this document, it refers to an officer within the above-mentioned definition unless otherwise stated. 

 
Determining grades and pay levels 
 
National and regional agreements The Council supports the system of collective bargaining. It applies the terms and conditions agreed by the Joint Negotiating Committee for Chief Officers of Local Authorities ("JNC") to those within the scope of that agreement, which includes all employees who are chief officers. It applies the terms and conditions of service agreed by: the National Joint Council ("NJC") for Local Government Services and the Greater London Provincial Council ("GLPC"); the Soulbury Committee; and the JNC for Youth and Community Workers to other employees. National agreements are a significant determinant of staff remuneration, notably through national negotiation of annual pay awards. 

 
London Weighting Allowance. 

National and regional agreements are also a determinant of staff remuneration, notably London Weighting Allowance.  This Allowance is consolidated into Chief Officer grades but shown as a separate payment for GLPC evaluated grades (grades 1 - 18), Soulbury Committee and JNC for Youth and Community Workers employees.  
 
Ealing Supplement. A local "Ealing" Supplement is paid to employees.  This Supplement is consolidated into Chief Officer grades but shown as a separate payment for GLPC evaluated grades (grades 1-18). This Ealing Supplement is not paid to Soulbury Committee and JNC for Youth and Community Workers employees. Job evaluation The pay grades of employees within the scope of the JNC are determined by the application of the HayGroup Job Evaluation Scheme (Hay Scheme).  The Hay Scheme is a market leading and widely-used systematic process for ranking jobs logically and fairly by comparing job against job or against a predetermined scale to determine the relative importance of jobs to an organisation. The conceptual framework underpinning the Hay Scheme is that all jobs need Know-How in order to undertake Problem Solving and discharge Accountability. For other employees, pay grades are determined by the application of the National Soulbury Committee arrangements, the Joint Negotiating Committee for Youth and Community Workers and the Greater London Provincial Council Job Evaluation Scheme (GLPCJES) designed specifically for use by London boroughs. The objective of the GLPCJES is to operate grading arrangements based on principles of fairness, transparency, and consistency and to operate free of gender bias and discrimination.  
 
Progression through pay grades Currently chief officers employees move through the pay scale via annual increments and this is dependent upon a performance appraisal outcome of at least 'successful.' For other posts, employees currently move through the pay scales via annual increments but these may be withheld in the event of poor performance. 

 
Performance related pay, allowances and benefits in kind The Council does not pay performance related pay or bonuses to chief officers. Until 31st March 2010 the Council had a performance related pay scheme (LIPS) for its most senior chief officer posts. The Council's Chief Officers Panel (COP) decided to end LIPS from 1st April 2010. The effect of that decision has been to reduce the pay of the affected staff by a total of approximately 10% in the current financial year (2011/12). A number of chief officers are paid a travel allowance but other than this no chief officer receives any allowances or benefits-in-kind. 

Payment of election fees In some years, when general, local or European elections occur, the Chief Executive is entitled to receive election fees for organising and overseeing the election in the role of Returning Officer/Acting Returning Officer. The fee level for each election is determined by national or local scales for each type of election.   
 
Market supplements and scarcity payments The Council has a scheme that provides for market scarcity supplement payments to be paid for recruitment and retention purposes.  Reports with internal and external evidence from the market are prepared for approval by the Assistant Director of Human Resources and Organisational Development who has delegated authority to approve such payments.  Such payments are reported to Pay Board and reviewed on an annual basis. Market scarcity supplements are kept to a minimum and periodically reviewed. Transparency Senior officer pay grades For chief officers the following pay grades with minimum and maximum salary levels are derived from the application of the HayGroup Job Evaluation Scheme. 

 

| Pay Grade          | Minimum Salary    | Maximum Salary    |
|--------------------|-------------------|-------------------|
| £                  | £                 |                   |
| Chief Executive    | 167,532           | 178,341           |
| Executive Director | 120,444           | 133,011           |
| Director - CB1     | 89,007            | 109,950           |
| Director - CB2     | 83,193            | 87,984            |
| CB3                | 78,210            | 82,488            |
| CB4                | 67,797            | 71,490            |
| CB5                | 62,538            | 66,441            |
| CB6                | 57,354            | 61,260            |

 Information on the senior management structure is published on the Council's website here: 
 
http://www.ealing.gov.uk/downloads/download/672/senior_management_structure_chart
 
Information on the pay of the Council's most senior staff is published on the Council's website here: 
 
http://www.ealing.gov.uk/downloads/download/481/executive_pay More detailed information is published annually in the Statement of Accounts here: 
 
http://www.ealing.gov.uk/info/200687/council_budgets_and_spending/338/statement_of_acco unts
 
Under the Government's Code - "The Code of Recommended Practice for Local Authorities on Data Transparency" - public data on senior employees 
(with the option for individuals to refuse to consent for their names to be published) salaries should be released.  "Senior employee salaries" is defined as all salaries which are above £58,200 and above (irrespective of post), which is the Senior Civil Service minimum pay band.    The intention is, from April 2012, to publish for all staff earning more than £58,200. 

 
Comparison with other London Boroughs The Council participates in a regular benchmarking exercise of senior management costs and structures (defined as the Chief Executive and the next two layers) coordinated by London Councils. The latest results, based on 2010 data, are shown below. 

 

|                     | CE (Layer    |
|---------------------|--------------|
| 1)                  |              |
| Executive Directors |              |
| (Layer 2)           |              |
| Layer 3             | Aggregate    |
| Salaries for        |              |
| Layer 3             |              |
|                     |              |
| Salary              |              |
| Ealing              | £170,722     |
| £185,584            | 6.7          |
| average             |              |
| London median       | £185,397     |

 
This shows that the size and cost of Ealing's senior management structure is one of the lowest in London and around 25% below the average. This is before any adjustment to take account of relative borough size. Ealing is London's third largest borough. Accountability Chief Officer and Chief Officers Appointments Panel 
 
The Council has established member bodies, the Chief Officer and Chief Officers Appointment Panels, to oversee employment matters, including pay, relating to its chief officers. The responsibilities of these Panels include: - 
 

ƒ Reviewing current salaries and contractual arrangements and 
considering and agreeing the changes necessary to ensure Ealing is able to recruit and retain chief officers it needs now and in the future. 
ƒ Agreeing 
recruitment 
arrangements, 
shortlisting 
& 
interviewing 
candidates and making appointments, if appropriate, to chief officer posts. 
ƒ Re-appointment of existing Chief Officers into new posts and selection 
for redundancy. 
ƒ Disciplinary, grievance, capability and termination arrangements in 
respect of chief officer posts.  

## Council Role.

Full Council are asked to note that decisions on proposed remuneration packages for new appointments, including market supplements and scarcity payments and fees, in excess of £100,000 and above will be determined by Chief Officer Panel, in accordance with their existing terms of reference.   

## Pay Board

The Council has a Pay Board comprising senior managers and Staff Side representatives which meets on a quarterly basis.  The primary role of the Board is to review matters of pay for groups of staff particularly where recruitment and retention difficulties are identified.   

Fairness 
 
Pay multiples The median earnings figure for all employees is £25,488 per annum, equivalent to a grade Scale 6.   As at 20/12/2011 the ratio between the taxable earnings for the highest paid employee - the Chief Executive - and the median earnings figure for all employees in the Council is 7.213, which is well within what is regarded as good practice.  Ealing's ratio compares favourably with other Council data collected by Will Hutton for his 2011 
Review of Fair Pay in the Public Sector which identified multiples at or around 8.00. The Council does not have a policy towards maintaining or reaching specific pay multiples. It will, however, explain the reasons for changes from year to year, and undertake comparisons within the local government sector and with other sectors. 

Remuneration of "lowest paid employees". Lowest paid employees" refers to those employees employed on grades 1, 2 
and 3 of the Council's current pay grading structure, other than apprenticeships and traineeships.  This includes SCP's 7, 8, 9, 10, 11, 12, 13. 14, 15, 16 and 17 - see attached appendix "2" - "Ealing Council - Pay Policy Statement for the financial year 1st April 2012 to 31st March 2013 - Appendix 
"2" - Salary Rates from 1st April 2012. The definition for the expression "lowest paid employees" has been adopted because the Council has traditionally treated grades 1, 2 and 3 differently for the purposes of the Ealing Supplement.  Because those 3 grades were recognised as the lowest paid, employees on those grades receive the additional Ealing Supplement at the financial value of £282 per annum.  
Employees on grades 4 to 18 receive the additional Ealing Supplement at a financial value of £141 per annum instead.  The Ealing Supplement is consolidated into Chief Officer grades but shown as a separate payment for grades 1 to 18." 
 
Low pay Currently no employee is paid less than the London Living Wage (LLW). For 12/13, the Council's policy is that no employee is paid less than the LLW.  
The Council currently pays employees above the LLW.  If, as a result of an increase to LLW during 12/13, an employee is paid less that the LLW then a temporary discretionary supplement will be paid during 12/13 to that employee to ensure they receive an amount equivalent to the LLW. For schools based employees it will be up to each school to decide whether to adopt the LLW. 

 
At the meeting on Tuesday 23rd January 2007 Full Council agreed the following motion: 
 
"This Council notes that all employees subject to the pay and conditions of Ealing Council are paid at or above the level of the London Living Wage.  This Council believes that all members of our community have the right to earn a living wage.  As community leaders this Council will work with partners in seeking to deliver a living wage across Ealing" 
 
Severance payments and re-employment Severance payments 
 
The Council's policy on severance payments applies to all employees including chief officers. It is published on the Council's website here: 
 
http://www2.ealing.gov.uk/services/council/committees/agendas_minutes_reports/council/15 may2007-19may2008.html This policy is attached as appendix "3" to this Pay Policy Statement. Payments under this policy to a chief officer are also subject to authorisation by the Chief Officer Panel. At times of reorganisation if a chief officer is redeployed to a lower graded post as suitable alternative employment to avoid a redundancy situation the Council's arrangements in respect of pay protection for all staff apply.  The current arrangements are set out in the attached appendix "4" to this Pay Policy Statement.  
 
Chief officers previously employed by other public sector bodies 
 
All staff appointments, including chief officers, are made on merit. Pay and grading associated with each appointment is determined by the policies set out in this statement and is not varied to take account of salaries or other payments made under previous employments. Where chief officers are employed who are also in receipt of a pension under the Local Government Pension Scheme the Council's policy is to abate pensions for re-employed pensions in all cases except where flexible retirement has been granted.  
 
Re-employment The Council has a policy that it will not re engage anyone made redundant within 6 months of his or her termination date, either directly or through an agency or on a consultancy basis. 

 
Value for money. 

The Council's policy in respect of remuneration for senior appointments to ensure value for money Conclusion 
 
The Council's Pay Policy Statement must be approved by a meeting of the full Council.  Any variation to the content of this Pay Policy Statement for the duration of the remainder of the financial year to which it currently applies will have to be submitted to a future meeting of the Council for approval.  The Statement will be published and shown on the Council's website.  
 
21st March 2012 

New
Spinal
Salary
London
Ealing
Salary 
Annual Salary
Weekly
Hourly
Basic Hrly
Grade
Column
Exc. LW
Weight
Supp
Inc LW
inclusive
Salary
Rate
Rate
1
7
13,455.00
1,761.00
282.00
15,216.00
15,498.00
297.22
8.4921
7.3726
1
8
13,854.00
1,761.00
282.00
15,615.00
15,897.00
304.87
8.7107
7.5912
1
9
14,244.00
1,761.00
282.00
16,005.00
16,287.00
312.35
8.9244
7.8049
1
10
14,529.00
1,761.00
282.00
16,290.00
16,572.00
317.82
9.0805
7.9611
1
11
14,721.00
1,761.00
282.00
16,482.00
16,764.00
321.50
9.1858
8.0663
2
10
14,529.00
1,761.00
282.00
16,290.00
16,572.00
317.82
9.0805
7.9611
2
11
14,721.00
1,761.00
282.00
16,482.00
16,764.00
321.50
9.1858
8.0663
2
12
15,033.00
1,761.00
282.00
16,794.00
17,076.00
327.48
9.3567
8.2373
2
13
15,435.00
1,761.00
282.00
17,196.00
17,478.00
335.19
9.5770
8.4575
3
14
15,723.00
1,761.00
282.00
17,484.00
17,766.00
340.72
9.7348
8.6153
3
15
16,047.00
1,761.00
282.00
17,808.00
18,090.00
346.93
9.9123
8.7929
3
16
16,434.00
1,761.00
282.00
18,195.00
18,477.00
354.35
10.1244
9.0049
3
17
16,821.00
1,761.00
282.00
18,582.00
18,864.00
361.78
10.3364
9.2170
4
18
17,154.00
1,761.00
141.00
18,915.00
19,056.00
365.46
10.4416
9.3995
4
19
17,802.00
1,761.00
141.00
19,563.00
19,704.00
377.88
10.7967
9.7545
4
20
18,444.00
1,761.00
141.00
20,205.00
20,346.00
390.20
11.1485
10.1063
4
21
19,116.00
1,761.00
141.00
20,877.00
21,018.00
403.08
11.5167
10.4745
5
22
19,614.00
1,761.00
141.00
21,375.00
21,516.00
412.64
11.7896
10.7474
5
23
20,190.00
1,761.00
141.00
21,951.00
22,092.00
423.68
12.1052
11.0630
5
24
20,847.00
1,761.00
141.00
22,608.00
22,749.00
436.28
12.4652
11.4230
5
25
21,516.00
1,761.00
141.00
23,277.00
23,418.00
449.11
12.8318
11.7896
6
26
22,209.00
1,761.00
141.00
23,970.00
24,111.00
462.40
13.2115
12.1693
6
27
22,950.00
1,761.00
141.00
24,711.00
24,852.00
476.61
13.6175
12.5753
6
28
23,694.00
1,761.00
141.00
25,455.00
25,596.00
490.88
14.0252
12.9830
7
29
24,639.00
1,761.00
141.00
26,400.00
26,541.00
509.01
14.5430
13.5008
7
30
25,464.00
1,761.00
141.00
27,225.00
27,366.00
524.83
14.9951
13.9529
7
31
26,271.00
1,761.00
141.00
28,032.00
28,173.00
540.30
15.4373
14.3951
8
32
27,039.00
1,761.00
141.00
28,800.00
28,941.00
555.03
15.8581
14.8159
8
33
27,840.00
1,761.00
141.00
29,601.00
29,742.00
570.39
16.2970
15.2548
8
34
28,629.00
1,761.00
141.00
30,390.00
30,531.00
585.53
16.7293
15.6871
9
34
28,629.00
1,761.00
141.00
30,390.00
30,531.00
585.53
16.7293
15.6871
9
35
29,226.00
1,761.00
141.00
30,987.00
31,128.00
596.98
17.0564
16.0142
9
36
30,000.00
1,761.00
141.00
31,761.00
31,902.00
611.82
17.4805
16.4384
10
37
30,846.00
1,761.00
141.00
32,607.00
32,748.00
628.04
17.9441
16.9019
10
38
31,749.00
1,761.00
141.00
33,510.00
33,651.00
645.36
18.4389
17.3967
10
39
32,781.00
1,761.00
141.00
34,542.00
34,683.00
665.15
19.0044
17.9622
10
40
33,657.00
1,761.00
141.00
35,418.00
35,559.00
681.95
19.4844
18.4422

New
Spinal
Salary
London
Ealing
Salary 
Annual Salary
Weekly
Hourly
Basic Hrly
Grade
Column
Exc. LW
Weight
Supp
Inc LW
inclusive
Salary
Rate
Rate
11
41
34,545.00
1,761.00
141.00
36,306.00
36,447.00
698.98
19.9710
18.9288
11
42
35,418.00
1,761.00
141.00
37,179.00
37,320.00
715.73
20.4493
19.4071
11
43
36,309.00
1,761.00
141.00
38,070.00
38,211.00
732.81
20.9375
19.8953
12
44
37,200.00
1,761.00
141.00
38,961.00
39,102.00
749.90
21.4258
20.3836
12
45
38,028.00
1,761.00
141.00
39,789.00
39,930.00
765.78
21.8795
20.8373
12
46
38,955.00
1,761.00
141.00
40,716.00
40,857.00
783.56
22.3874
21.3452
13
47
39,849.00
1,761.00
141.00
41,610.00
41,751.00
800.70
22.8773
21.8351
13
48
40,737.00
1,761.00
141.00
42,498.00
42,639.00
817.73
23.3638
22.3216
13
49
41,607.00
1,761.00
141.00
43,368.00
43,509.00
834.42
23.8405
22.7984
14
50
42,501.00
1,761.00
141.00
44,262.00
44,403.00
851.56
24.3304
23.2882
14
51
43,392.00
1,761.00
141.00
45,153.00
45,294.00
868.65
24.8186
23.7764
14
52
44,289.00
1,761.00
141.00
46,050.00
46,191.00
885.85
25.3101
24.2679
15
53
45,201.00
1,761.00
141.00
46,962.00
47,103.00
903.35
25.8099
24.7677
15
54
46,146.00
1,761.00
141.00
47,907.00
48,048.00
921.47
26.3277
25.2855
15
55
47,115.00
1,761.00
141.00
48,876.00
49,017.00
940.05
26.8586
25.8164
15
56
48,075.00
1,761.00
141.00
49,836.00
49,977.00
958.46
27.3847
26.3425
16
57
49,029.00
1,761.00
141.00
50,790.00
50,931.00
976.76
27.9074
26.8652
16
58
49,980.00
1,761.00
141.00
51,741.00
51,882.00
995.00
28.4285
27.3863
16
59
50,943.00
1,761.00
141.00
52,704.00
52,845.00
1,013.47
28.9562
27.9140
16
60
51,894.00
1,761.00
141.00
53,655.00
53,796.00
1,031.70
29.4773
28.4351
17
61
52,848.00
1,761.00
141.00
54,609.00
54,750.00
1,050.00
30.0000
28.9578
17
62
53,811.00
1,761.00
141.00
55,572.00
55,713.00
1,068.47
30.5277
29.4855
17
63
54,768.00
1,761.00
141.00
56,529.00
56,670.00
1,086.82
31.0521
30.0099
17
64
55,716.00
1,761.00
141.00
57,477.00
57,618.00
1,105.00
31.5715
30.5293
18
65
56,679.00
1,761.00
141.00
58,440.00
58,581.00
1,123.47
32.0992
31.0570
18
66
57,906.00
1,761.00
141.00
59,667.00
59,808.00
1,147.00
32.7715
31.7293
18
67
59,154.00
1,761.00
141.00
60,915.00
61,056.00
1,170.94
33.4553
32.4132
18
68
60,426.00
1,761.00
141.00
62,187.00
62,328.00
1,195.33
34.1523
33.1101

Overtime
Rate
7.4301
7.6488 7.8625
8.0186 8.1238 8.0186 8.1238
8.2948
8.5151
8.6729 8.8504 9.0625 9.2745 9.4570
9.8121
10.1638 10.5321
10.8049
11.1205
11.4805
11.8471
12.2268 12.6329 13.0405
19.1800 19.1800 19.1800 19.1800 19.1800 19.1800 20.5400 20.5400 20.5400 20.5400 20.5400 20.5400 20.5400

Overtime
Rate
22.2900 22.2900 22.2900 22.2900 22.2900 22.2900 22.2900
22.2900 22.2900 23.5800 23.5800 23.5800 23.5800 23.5800 23.5800 23.5800 27.6500 27.6500 27.6500 27.6500 27.6500
27.6500 27.6500 27.6500 27.6500 27.6500 27.6500 27.6500

## Appendix "3" Ealing Council Pay Policy Statement For The Financial Year 1St April 2012 To 31St March 2013 Ealing Council Policy Statement A. Local Government (Early Termination Of Employment) (Discretionary Compensation) (England And Wales) Regulations 2006

 B. Local Government Pension Scheme - Discretionary Decisions 
 A.  Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006 1.  Introduction & Scope The regulations quoted above require each local authority to formulate, publish and keep under review their policies on compensation.  This part of the policy statement will apply to all Ealing Council employees eligible for membership of the Local Government Pension Scheme (LGPS) other than schools based staff.  
 
2.  Rate of Redundancy Pay The Council will calculate redundancy pay using the Government statutory entitlement table (see Appendix 1) to assess the number of weeks of redundancy pay.  The payment will be then calculated using the actual weekly rate of pay for the individual as opposed to the statutory maximum weekly rate. For employees at or below spinal column point 17, a payment based on:  

a) the rate at spinal column point 17 or the employee's actual remuneration whichever is higher; or; b) the maximum allowed by the regulations if lower than the amount in (a). 

## 3.  Eligibility Criteria For Compensation To Be Eligible For Compensation Under This Policy, Employment Must Be Terminated-

 
 
(i)   
By reason of redundancy 
(ii) 
In the interests of the efficient exercise of the authority's functions, 
or 
(iii) 
In the case of a joint appointment, because the other holder of the 
appointment has left it 
 An employee who has received additional pension scheme membership under regulation 52 (augmentation) is not entitled to discretionary compensation under the regulations. The maximum payment that can be awarded under the regulations is 104 weeks pay. 

 
Any payment authorised includes (and is not in addition to) any entitlement to a redundancy payment. 

 
At its sole discretion, the Council may decide that a payment is conditional upon the employee's entering into a compromise agreement on the Councils standard terms. 3.1 Exceptional Circumstances 

 
The Council will not normally make any payment of discretionary compensation.  
At its sole discretion, and subject to the eligibility criteria set out above, it may authorise a payment provided the circumstances are truly exceptional and that a robust business case has been made demonstrating that the proposal is in the Council's best financial interests. Where an employee is not entitled to a redundancy payment, then any discretionary compensation awarded will not usually exceed 50% of the amount of redundancy payment that they would have received had they been entitled. 

Where an employee is entitled to a redundancy payment, then any discretionary compensation awarded will not usually exceed 150% of the amount of redundancy payment that they would have received but for the award of discretionary compensation. 

4. Augmentation of Membership There is no longer a facility to grant compensatory added years to members accessing their pension benefits.  There remains a facility to award additional pension scheme membership under regulation 52 of the LGPS 
 
The Council will not award augmentation save in exceptional circumstances (see part B below) In addition, before termination of employment and in circumstances where the employee would otherwise be eligible for consideration for discretionary compensation under 3 above, the Council may agree to award augmentation instead, provided that the cost to the Council of augmentation is no greater than the cost of any discretionary payment which would be permitted by 3 (as the case may be). This discretion can only be exercised prior to the termination of employment, and so long as the employee meets the statutory eligibility criteria. 

 
5. Decision Maker 
 
Any decision to award a payment made under this policy will be authorised by: 

1. For the Head of Paid Service, Chief Officers and Deputy Chief Officers (as 
defined in the Local Government and Housing Act 1989), the Chief Officer Panel (to make decisions in accordance with its normal voting arrangements).  The power to make an award can only be exercised after consideration of a report prepared for this purpose by the Director of 
Human Resources and the Chief Finance Officer. In all cases for Chief Officers, the views of the Council's appointed 
auditors will be sought in advance of any decision and their reply will be reported to the Chief Officer panel. 
 
2. For officers below Deputy Chief Officer level, the Director of Human 
Resources in consultation with the Chief Finance Officer and the relevant service Director.  
 
Before reaching a decision, the decision maker must be satisfied that the  
employee has had a reasonable opportunity to supply written representations and relevant documents.  The decision maker must also consider any relevant contractual or statutory provisions.  Where consideration is given to exercise this power the decision maker will seek legal advice prior to entering into any commitment on behalf of the Council. 

To calculate the number of weeks redundancy pay, cross reference the person's age and years of service and then multiply that number by the weekly salary (maximum weekly salary is £310 ). E.g. a person with a salary of £200 aged 22 with 4 years of service will be entitled to two weeks salary e.g. a total redundancy of £400.  17* - The table starts at age 
17, as it is possible for a 17 year old to have 2 years service.  Compulsory school leaving age can be 153/4 or 154/5 where a child is 16 before 1 September.  Particular care should be taken when calculating an individual's redundancy pay when they joined as an employee below the age of 16.  61* -  The table stops at age 61 because for employees age 61 and over, the payment remains the same as for age 61.  The table has been changed to reflect the Employment Equality (Age Regulations) October 2006. 

|       |                   |                |          |                                                         |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        | Service (Years)    |
|-------|-------------------|----------------|----------|---------------------------------------------------------|-------------------------------------------------|-----------------------------------------|---------------------------------|-------------------------|-----------------|--------|--------|--------|--------|--------|--------|--------|--------|--------------------|
| Age 2 | 3                 | 4              | 5        | 6                                                       | 7                                               | 8                                       | 9                               | 10                      | 11              | 12     | 13     | 14     | 15     | 16     | 17     | 18     | 19     | 20                 |
| 17* 1 |                   |                |          |                                                         |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 18    | 1                 | 1½             |          |                                                         |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 19    | 1                 | 1½ 2           |          |                                                         |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 20    | 1                 | 1½ 2           | 2½ -     |                                                         |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 21    | 1                 | 1½ 2           | 2½ 3     | -                                                       |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 22    | 1                 | 1½ 2           | 2½ 3     | 3½                                                      | -                                               |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 23    | 1½ 2              | 2½ 3           | 3½ 4     | 4½                                                      | -                                               |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 24    | 2                 | 2½ 3           | 3½ 4     | 4½                                                      | 5                                               | 5½                                      | -                               |                         |                 |        |        |        |        |        |        |        |        |                    |
| 25    | 2                 | 3              | 3½ 4     | 4½ 5                                                    | 5½                                              | 6                                       | 6½                              | -                       |                 |        |        |        |        |        |        |        |        |                    |
| 26    | 2                 | 3              | 4        | 4½ 5                                                    | 5½                                              | 6                                       | 6½                              | 7                       | 7½              | -      |        |        |        |        |        |        |        |                    |
| 27    | 2                 | 3              | 4        | 5                                                       | 5½ 6                                            | 6½                                      | 7                               | 7½                      | 8               | 8½     | -      |        |        |        |        |        |        |                    |
| 28    | 2                 | 3              | 4        | 5                                                       | 6                                               | 6½                                      | 7                               | 7½                      | 8               | 8½     | 9      | 9½     | -      |        |        |        |        |                    |
| 29    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 7½                              | 8                       | 8½              | 9      | 9½     | 10     | 10½ -  |        |        |        |        |                    |
| 30    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 8½                      | 9               | 9½     | 10     | 10½ 11 | 11½ -  |        |        |        |        |                    |
| 31    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 9½              | 10     | 10½ 11 | 11½ 12 | 12½ -  |        |        |        |        |                    |
| 32    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 10½ 11 | 11½ 12 | 12½ 13 | 13½ -  |        |        |        |        |                    |
| 33    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 11     | 11½ 12 | 12½ 13 | 13½ 14 | 14½ -  |        |        |        |                    |
| 34    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 11     | 12     | 12½ 13 | 13½ 14 | 14½ 15 | 15½ -  |        |        |                    |
| 35    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 11     | 12     | 13     | 13½ 14 | 14½ 15 | 15½ 16 | 16½    |        |                    |
| 36    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 11     | 12     | 13     | 14     | 14½ 15 | 15½ 16 | 16½ 17 |        |                    |
| 37    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 11     | 12     | 13     | 14     | 15     | 15½ 16 | 16½ 17 | 17½    |                    |
| 38    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 11     | 12     | 13     | 14     | 15     | 16     | 16½ 17 | 17½ 18 |                    |
| 39    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 11     | 12     | 13     | 14     | 15     | 16     | 17     | 17½ 18 | 18½                |
| 40    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 11     | 12     | 13     | 14     | 15     | 16     | 17     | 18     | 18½ 19             |
| 41    | 2                 | 3              | 4        | 5                                                       | 6                                               | 7                                       | 8                               | 9                       | 10              | 11     | 12     | 13     | 14     | 15     | 16     | 17     | 18     | 19                 |
| 42    | 2½ 3½ 4½ 5½ 6½ 7½ | 8½             | 9½       | 10½ 11½ 12½ 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½             |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 43    | 3                 | 4              | 5        | 6                                                       | 7                                               | 8                                       | 9                               | 10                      | 11              | 12     | 13     | 14     | 15     | 16     | 17     | 18     | 19     | 20                 |
| 44    | 3                 | 4½ 5½ 6½ 7½ 8½ | 9½       | 10½ 11½ 12½ 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½ 21½         |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 45    | 3                 | 4½ 6           | 7        | 8                                                       | 9                                               | 10                                      | 11                              | 12                      | 13              | 14     | 15     | 16     | 17     | 18     | 19     | 20     | 21     | 22                 |
| 46    | 3                 | 4½ 6           | 7½ 8½ 9½ | 10½ 11½ 12½ 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½ 21½ 22½     |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 47    | 3                 | 4½ 6           | 7½ 9     | 10                                                      | 11                                              | 12                                      | 13                              | 14                      | 15              | 16     | 17     | 18     | 19     | 20     | 21     | 22     | 23     |                    |
| 48    | 3                 | 4½ 6           | 7½ 9     | 10½ 11½ 12½ 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½ 21½ 22½ 23½ |                                                 |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 49    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13                                              | 14                                      | 15                              | 16                      | 17              | 18     | 19     | 20     | 21     | 22     | 23     | 24     |        |                    |
| 50    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13½ 14½ 15½ 16½ 17½ 18½ 19½ 20½ 21½ 22½ 23½ 24½ |                                         |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 51    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13½ 15                                          | 16                                      | 17                              | 18                      | 19              | 20     | 21     | 22     | 23     | 24     | 25     |        |        |                    |
| 52    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13½ 15                                          | 16½ 17½ 18½ 19½ 20½ 21½ 22½ 23½ 24½ 25½ |                                 |                         |                 |        |        |        |        |        |        |        |        |                    |
| 53    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13½ 15                                          | 16½ 18                                  | 19                              | 20                      | 21              | 22     | 23     | 24     | 25     | 26     |        |        |        |                    |
| 54    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13½ 15                                          | 16½ 18                                  | 19½ 20½ 21½ 22½ 23½ 24½ 25½ 26½ |                         |                 |        |        |        |        |        |        |        |        |                    |
| 55    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13½ 15                                          | 16½ 18                                  | 19½ 21                          | 22                      | 23              | 24     | 25     | 26     | 27     |        |        |        |        |                    |
| 56    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13½ 15                                          | 16½ 18                                  | 19½ 21                          | 22½ 23½ 24½ 25½ 26½ 27½ |                 |        |        |        |        |        |        |        |        |                    |
| 57    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13½ 15                                          | 16½ 18                                  | 19½ 21                          | 22½ 24                  | 25              | 26     | 27     | 28     |        |        |        |        |        |                    |
| 58    | 3                 | 4½ 6           | 7½ 9     | 10½ 12                                                  | 13½ 15                                          | 16½ 18                                  | 19½ 21                          | 22½ 24                  | 25½ 26½ 27½ 28½ |        |        |        |        |        |        |        |        |                    |
59 
3 
4½ 6 
7½ 9 
10½ 12 
13½ 15 
16½ 18 
19½ 21 
22½ 24 
25½ 27 
28 
29 
60 
3 
4½ 6 
7½ 9 
10½ 12 
13½ 15 
16½ 18 
19½ 21 
22½ 24 
25½ 27 
28½ 29½ 
61+ 3 
4½ 6 
7½ 9 
10½ 12 
13½ 15 
16½ 18 
19½ 21 
22½ 24 
25½ 27 
28½ 30 



B.   Local Government Pension Scheme - Discretionary Payments 1.  Introduction and Scope This part of the policy statement will apply to all Ealing Council employees with Local Government Pension Scheme membership, other than schools based staff. The Local Government Pension Scheme Regulations provide for various discretionary powers, which Ealing Council, as an administering and employing authority, can decide how to apply. 2.  Eligibility Criteria At the time of any decision made under this part of the policy statement, the decision maker must be satisfied that the following criteria are met: 

- That the employee meets the minimum age and service criteria within 
the LGPS Regulations as in force at that time - That a robust business case, demonstrating that the proposal is in the 
Council's best business and financial interests has been made  
 

## 3.  Early Access To Pension Benefits Redundancy/Efficiency

If an employee who is aged 50 (from 1st April 2010 substitute age 55 for age 50) or more retires from employment and the reason for retirement is redundancy, the employee is entitled to a pension and retirement grant which are payable immediately (unless the employee waives this in accordance with regulation 15 of the Local Government (Compensation for Redundancy) Regulations 1994 about compensation due because regulation 9 of those Regulations applies to the retirement). For these purposes "redundancy" includes retirement in the interests of efficiency, or because the member held a joint appointment which has been ended because the other holder has left it.  In these circumstances the pension and retirement grant are paid without reduction. 

## Ill Health

Where an employee leaves employment by reason of being permanently incapable of discharging efficiently the duties of their employment or any other comparable employment with Ealing because of ill-health or infirmity of mind or body, they are entitled to an ill-health pension and grant.  The pension and grant are payable immediately.  In these circumstances the pension and retirement grant are paid in accordance with regulation 28. 

## Other Early Leavers

The regulations (regulation 31) also provide for a current pensionable employee aged 50 (from 1st April 2010 substitute age 55 for age 50) and over with at least three months membership of the Local Government Pension Scheme who wishes to leave employment the opportunity to apply to their employer for voluntary early retirement and for the immediate payment of their pension benefits. It is at the discretion of the employer to decide whether or not to give consent to the retirement and the early release of pension benefits. If the request for early payment of the benefits is not granted the members benefits would be deferred on leaving and the earliest payment date would be the members 60th birthday. Once the employee reaches age 60 the consent of the employer is not required for the benefits to be paid.  
Where the employee is permitted to retire early and agreement to the immediate payment of benefits on leaving is received under the Council's discretionary powers the resulting cost to the authority would be dependant on the overall age and membership of the member as detailed below: 
 

- Where an employee joins the Local Government Pension Scheme after 
30th September 2006 their normal retirement age is 65 therefore their 
pension benefits will always be subject to an early payment reduction. In these cases the total cost of the early payment of benefits would be 
covered by the actuarial reduction suffered by the employee and there would be no cost to the Council. - Where the employee's combined years of service in the scheme and age 
(in whole years only) total 85 or more at the date of leaving the benefit 
payable would be paid in full and not subject to any early payment 
reduction. In these cases the total cost of paying the pension entitlement early would fall on the Council. All pension scheme members who joined 
before 1st October 2006 have some protection under the rule of 85. Those 
who wish to retire when they have satisfied the rule of 85 will have no reduction to their pension benefits if they reach the age of 60 by March 2016. - An active member prior 1st October 2006 who will be age 60 after 31 
March 2016, but before 1 April 2020 and can satisfy the 85 year rule (Where the employee's combined whole years of service in the scheme 
and age in whole years only total 85 or over at the date when their employment ends) before 1 April 2020 will have a tapered reduction to benefits earned from 1 April 2008 instead of the full reduction. 
  
- For all other active members who were born after 31 March 1960 and 
who joined the scheme prior to 1 October 2006 the 85 year rule applies to all service up to 31 March 2008 with a full reduction to later service.  
 The amount of reduction to the pension and lump sum is determined by an actuarial calculation based on a formula determined by the Government Actuary's Department. Where agreement to immediate payment of the member's benefits is approved the Council also has the discretion to waive the potential actuarial reduction. In all but exceptional cases this discretion will not be exercised Early Payment of Deferred Benefits on Compassionate Grounds 
 
Pre 1st April 1998 pension scheme leavers Prior to the regulation changes in 1998 the employer had the discretion to allow early payment of benefits on compassionate grounds, in all cases if the deferred member left prior to 1st April 1998 and the release of benefits is agreed the benefits are paid on an "unreduced "basis.   
 
Post 31st March 1998 pension scheme leavers 
 
For members who left the pension scheme after the 31st March 1998 the LGPS 
allows the employer who agrees to make premature payment upon compassionate grounds, to be paid actuarially reduced if applicable. In these cases the following criteria will be taken into account in determining the entitlement and value of the payment. 

 

## (A) Full Payment Of The Accrued Preserved Benefits Where:

 
i. 
The former employee is not otherwise eligible to receive their 
accrued LGPS benefits, and 
ii. 
The former employee is now prevented from following any 
employment as a consequence of being able to personally deliver full-time home care to a dependant, and 
iii. 
The Council's Medical Advisor has confirmed both a current need 
for full-time care and that there is no reasonable prospects of the 
need materially diminishing before the employee's 65th birthday 
iv. 
There is no reasonable prospect that the required level of home 
care can be provided other than by the former employee and before 
that employee obtains 65 years, or 
 

## (B) Payment Of Accrued Preserved Benefits On Actuarial Reduced Grounds

i. 
The employee left LGPS employment on or after 31st March 1998 and 
apart from compassionate considerations, the member's benefits 
would, if paid still be actuarially reduced, and 
ii. 
The former employee is not otherwise eligible to receive their accrued 
LGPS benefits, and 
iii. 
The former employee is now prevented from following any employment 
as a consequence of being able to personally deliver full-time home care to a dependant, and 
iv. 
The Council's Medical Advisor has confirmed the need for full time 
home care for at least the next 5 years, and 
v. 
There is no reasonable prospect that the necessary level of care can 
be provided other than by the former employee for the next 5 years. 
 For the purposes of items a and b above the assumptions are as follows: 

- "Dependant " means the spouse, partner, offspring or parent of the 
former member or any other person that Ealing Council may accept of similar status in this context. 
- "Full time" means usually for at least 35 hours per week excluding 
weekends 
- " Home care" means the relevant care is provided in the former 
employee's or dependant's home  
 If discretion to release benefits is exercised, payment of the benefit will be effected from the date of the member's application.   
 
Early Payment of Deferred Benefits for members leaving employment since 
31st March 1998 
 
A request from a former member aged between 50 (from 1st April 2010 substitute age 55 for age 50) and 59 for the early payment of their deferred benefits other than on the compassionate grounds or by the reason of permanent ill health, will only be accepted where there is no cost or other financial disadvantage to the Council If discretion to release benefits is exercised, payment of the benefit will be effected from the date of the member's application. 

 
4. Augmentation (Reg 52) The Council has discretion to augment scheme membership.  The discretion to increase scheme membership under this regulation can be used at any time during an active member's employment but is not permissible following a member's termination of employment.  The amount of augmented membership must not exceed - 

- 10 years (incl additional membership in respect of different 
employments) 
or - the period by which the member's total membership falls short of the 
total membership the member will have if they continue as an active member until age 65 whichever is the shortest Augmentation will not be considered by the Council save in the following 
exceptional circumstances: 
- As a measure to recruit/retain key staff where a robust business case 
demonstrates that it would be beneficial to the organization 
 
- On loss of service following a TUPE transfer 
 
- As described in paragraph 4 of Section A of this policy. 
Decision Maker Any decision to award a payment made under this policy will be authorised by: 
(a) For the Head of Paid Service, Chief Officers and Deputy Chief 
Officers (as defined in the Local Government and Housing Act 
1989), the Chief Officer Panel (to make decisions in accordance with its normal voting arrangements).  The power to make an award 
can only be exercised after consideration of a report prepared for this purpose by the Director of Human Resources and the Chief 
Finance Officer. In all cases for Chief Officers, the views of the Council's appointed 
auditors will be sought in advance of any decision and their reply will be reported to the Chief Officer panel. 
 
(b) For officers below Deputy Chief Officer level, the Director of 
Human Resources in consultation with the Chief Finance Officer and the relevant service Director.  
 
Before reaching a decision, the decision maker must be satisfied that the employee has had a reasonable opportunity to supply written representations and relevant documents.  The decision maker must also consider any relevant contractual or statutory provisions.  Where consideration is given to exercise this power the decision maker will seek legal advice prior to entering into any commitment on behalf of the Council. 

5.  Other Discretions Ealing Council will apply its discretion in relation to other areas as follows: Flexible Retirement (Reg 35) 
The Council will consider applications for flexible retirement on an individual basis taking account of all relevant considerations including the likely costs and benefits.  Actuarial reductions will be made to pensions in line with the relevant regulation.  Applications will be made in accordance with the process established for this purpose. Shared Cost AVC (Reg 67) 
The Council does not provide a shared cost additional voluntary contribution scheme Rejoining Scheme after Opting Out More than Once (Reg 7(9)) 
The Council will permit a member who has opted out more than once to rejoin the scheme except where the member is being considered for redundancy, ill health or other early retirement Reduction in Pay Certificates (Reg 23 (4)) 
The Council will automatically issue certificates of protection in all relevant cases (e.g in cases where the employer permanently reduces, freezes or restricts increases on pay) 
 
Abating Pensions for Re-employed Pensioners (Reg 109) 
 
The Council will continue to abate pensions in all cases*, on the basis of the 
1995 LGPS regulations. * Except those employees who are granted flexible retirement Selection of Final pay period for Deceased Members (Reg 22 (7)) 
The Council will take appropriate action to maximize benefits Payment of Death Grants (Reg 38) 
The member's nominated beneficiary shall in all but exceptional cases be the recipient of the death grant Child Continuing Education (Reg 44(3)) 
The Council will not regard a break of less than 12 complete months as a break in the period of education nor training Split of Children's Pension (Reg 47) Payment to be made in accordance with the LGPS regulations. Were there are more than 2 eligible children payment to be made to the 2 eldest beneficiaries. As a beneficiary ceases to be entitled to payment, pension entitlement to revert to next eligible child, to maximize the period of payment. Payment to be made to an account set up for the sole benefit of the child. 

Commutation of Small Pensions (Reg 49) 
Small pensions to be commuted in all but exceptional cases, subject to any limits specified in the regulations and in accordance with HMRC restrictions Commutation: Exceptional Ill Health (Reg 50) 
The Council will respond sensitively and positively to any wishes of an employee who meets the requirements of this regulation and wishes to receive a lump sum payment in accordance with its provisions. Where an election cannot be made, commutation will be made if it is likely to be to the members overall advantage Medical Requirement for Added Years Purchase (Reg 55) 
 
The Council will reserve its right to require, when it deems necessary, an employee to undergo a medical examination (at the employees expense) to establish that the employee is in good health Elections to Pay AVC (Reg 60) 
The Council will require the minimum rate of AVCs to be at least the specified minimum set out in the regulations Interest from other Employers (Reg 82) 
The Council will require interest to be charged on amounts overdue in accordance with the regulations Administration Charges for provision of Statements (Reg 86) 
The Council will make charges in circumstances permitted by the relevant regulation 6. Decision Maker Discretionary pension decisions will be authorised by: a.  For the Head of Paid Service, Chief Officers and Deputy Chief Officers (as defined in the Local Government and Housing Act 1989), the Chief Officer Panel (to make decisions in accordance with its normal voting arrangements).  The power to make an award can only be exercised after consideration of a report prepared for this purpose by the Director of Human Resources and the Chief Finance Officer. 

 
In all cases for Chief Officers, the views of the Council's appointed auditors will be sought in advance of any decision and their reply will be reported to the Chief Officer panel. 

 

b. For officers below Chief Officers level, the Director of Human Resources in 
consultation with the Chief Finance Officer and the relevant service Director.  
 
Before reaching a decision, the decision maker must be satisfied that the 
employee has had a reasonable opportunity to supply written representations 
and relevant documents.  The decision maker must also consider any relevant 
contractual or statutory provisions.   
 

## Ealing Council Pay Policy Statement For The Financial Year 1St April 2012 To 31St March 2013 Appendix "4" - Pay Protection. 13.3.2.3 Pay Protection In Cases Of Assimilation Or Redeployment To A Lower Graded Post

i) Every effort will be made to assimilate or redeploy staff into posts at the same or a higher grade where this is possible.  
a) Where this is not possible, an employee may be assimilated or accept redeployment to a post at a lower grade than that of his/her existing post. In such cases the Council would wish to assist the affected employee by allowing a period of time in which to adjust to the reduced salary/wage, or obtain work at the original grade level.  
b) Where the possibility exists, the manager and the employee will share responsibility to attempt to develop the lower graded post by adding duties of a similar nature and level to the original grade and commensurate with the skills and abilities of the redeployed employee. The employee may also be encouraged to apply for vacant jobs at an appropriately grade level.  
c) The following scheme will apply.  
 

ii) An employee who:  
a) as a result of the **deletion of his/her substantive post**, is assimilated or redeployed to a post at a lower grade will have his/her full contractual pay protected for a period of two years from the start date in the lower graded post;  
OR; b) as a result of reorganisation retains the same post but suffers a reduction in pay due to a **change in her/his established pattern of work** will have the value of appropriate enhancements to her/his pay calculated according to the principles set out for the protection of Saturday enhancements in part 1, paragraph 4.3.  
 
iii) If the working hours of the new post vary from the original then the appropriate rate of pay protection will apply pro rata. During the first two years the employee will benefit from any national pay award, annual increments etc. in accordance with the conditions of service. 

iv) On the second anniversary of the start date in the lower graded post (or in a trial period to assess suitability for that post) the employee's salary/wage will be frozen for the next six months. 

v) At the end of this six-month period the employee's salary/wage will be reduced by 25% of the difference between the frozen rate and the rate for the job at the appropriate grade and spinal column point for the new post. The employee's salary/wage will then be reduced by 75% and 50% (respectively) of the remaining difference at further intervals of six months. On the fourth anniversary of the start date in the new post (or trial period) it will finally be reduced to the rate for the job at the appropriate grade and spinal column point for the post which is applicable at that date (i.e. taking account of any incremental progression which would have occurred had the employee been in that post for the four year period of pay protection).  

vi) From the date of the commencement of the duties of the new post all other conditions of service will be those appropriate for the grade and designation of the new post. Any enhancements and/or overtime payments will be based on the appropriate grade and spinal column point for the new post. 

vii) All payments in excess of the appropriate grade and spinal column point for the new post will be met by the service unit/department in which the employee's original post was located (i.e. prior to assimilation/redeployment).  

viii) The pay protection scheme described above will apply only to permanent staff who have been assimilated or redeployed into a lower graded post. 

ix) In the case of employees who are assimilated or redeployed from a post on a fixed term or other type of temporary contract to either: another post on a fixed term or temporary contract or; a permanent position; the terms (including salary/wage) will be those appropriate to the new post (i.e. there will be no pay protection).  

x) An employee who is made redundant within two years of being assimilated or redeployed to a post at a lower grade will have his/her redundancy entitlement calculated on the basis of the salary spinal column point and hours at the time of the deletion of his/her previous post 

xi) Pay protection will cease immediately if the employee voluntarily moves to another new post during the protected period.  

## Appendix "5" - Ealing Council - Pay Policy Statement For The Year 1St April 2012 To 31St March 2013 - Equality Analysis Assessment Legal Obligations Under Section 149 Of The Equality Act 2010: The Public Sector Equality Duty

¾ As a public authority we must have due regard to the need to: 

| a)    | Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act;             |
|-------|--------------------------------------------------------------------------------------------------------------------------------|
| b)    | Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; |
| c)    | Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.           |

¾ 
The protected characteristics are: AGE, DISABILITY, GENDER REASSIGNMENT, RACE, RELIGION & BELIEF, SEX, SEXUAL ORIENTATION, PREGNANCY & MATERNITY, MARRIAGE & CIVIL PARTNERSHIP 
¾ 
Having due regard to advancing equality of opportunity between those who share a protected characteristic and those who do not, involves considering the need to: 

| a)    | Remove or minimising disadvantages suffered by persons who share a relevant protected characteristic that are connected to that characteristic                                           |
|-------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| b)    | Take steps to meet the needs of persons who share a relevant characteristic that are different from the needs of the persons who do not share it.                                        |
| c)    | Encourage persons who share a relevant protected characteristic to participate in public life or in any other activity in which participation by such persons is disproportionately low. |

¾ 
Having due regard to fostering good relations between persons who share a relevant protected characteristic and persons who do not, involves showing that you are tackling prejudice 

and promoting understanding. 

¾ 
Complying with the duties may involve treating some people more favourably than others; but this should not be taken as permitting conduct that would be otherwise prohibited under the 

Act. 
 
Policy 
Title: 
London Living Wage 
Is it HR Related? 
Choose from: 
 
Author 
Andrew Scully 
Service 
Core HR and OD 
Directorate 
CRG 
 
Corporate  
Cabinet Report Decision
EIA relates to 
Adapted policy/strategy/service/function 
If other please specify: 
Purpose 
 

## 1. What Are The Aims, Objectives And Desired Outcomes Of The Initiative :

 
| Yes                                           |
|-----------------------------------------------|
|                                               |
|                                               |
|                                               |
| 2. What is the Initiative looking to achieve? |
| -                                             |
| As in section 1                               |

## 3. Which Protected Groups Who Will Be Affected1:

- To pay the London Minimum Wage (LLW) (currently £8.30 per hour) to 
all employees. 
- All 
- To make a specific payment to all employees who earn, through their 
job evaluated roles,  less than the equivalent of the LLW a supplement to bring their hourly earnings to the LLW 
- The policy will be reviewed on an annual basis as part of the Pay Policy 
- At present, there are no employees who are paid below the LLW. 

## For Question 4 Below, Please Analyse The Impact Of The Policy On The Protected Characteristics With Due Regard To The Public Sector Equality Duties. Use Your Reasoning In Order To Determine Whether The Impact Will Be High, Medium Or Low:

High 
Medium 
¾ The initiative is relevant to all or most parts of the 
¾ 
The initiative is relevant to most parts of the general 
general duty, and/or to human/children's rights 
duty, and/or to human/children's rights 
¾ There is substantial or a fair amount of evidence that 
¾ 
There is some evidence that some groups are (or could 
some groups are (or could be) differently 
be) differently affected by it 
¾ affected by it 
¾ 
There is some public concern about it 
¾ There is substantial or a fair amount of public concern 
about it 

## For Question 4 Below, Please Use Your Reasoning To Determine Whether The Impact Will Be Positive, Neutral, Or Negative. There Are Three Possible Outcomes:

| Positive                                                      | Neutral                                               |
|---------------------------------------------------------------|-------------------------------------------------------|
| ¾                                                             |                                                       |
| Your initiative is not likely to result in adverse impact for |                                                       |
| ¾                                                             |                                                       |
| Your initiative is not likely to result in adverse impact for |                                                       |
| any protected characteristic and does advance equality        | any protected characteristic and does not advance     |
| of opportunity, and/or fulfils the duties in another way      | equality of opportunity, and/or fulfils the duties in |
| another way                                                   |                                                       |

## 4. Effect On The Equalities Characteristics:

Duty: Eliminate discrimination, harassment, 
Duty: Advance equality of opportunity between persons who share a relevant protected 
victimisation and any other conduct that is 
characteristic and persons who do not share it; 
prohibited by or under this Act; 
 
Equality 
Relevance to 
Positive Effect 
Neutral Effect 
Negative Effect 
Describe the effect that your Policy  may have on the listed 
Characteristics* 
the Characteristic 
Age 
Low 
Yes  
     No 
Yes  
       No 
 
Yes  
       No 
 
The proposed policy will apply to all existing and future employees regardless of protected characteristic 
Disability 
Low 
Yes  
     No 
Yes  
       No 
 
Yes  
       No 
 
The proposed policy will apply to all existing and future employees regardless of protected characteristic 

                                                 

Low ¾ The initiative is not generally relevant to most parts of the 
general duty, and/or to human/children's rights 
¾ There is little evidence that some groups are (or could be) 
differently affected by it 
¾ There is little public concern about it 
Negative 
¾ Your initiative is likely to have an adverse impact on a 
particular protected characteristic(s) and potentially does not fulfill the duties, or the negative impact will be mitigated through another means. 
Duty: Foster good relations between persons who share a relevant protected characteristic and persons who do not share it. 
 
equalities characteristics. Please include the impact on Human Rights & Children's Rights under the UNCRC if 
relevant.2

Sex 
Low 
Yes  
     No 
Yes  
       No 
 
Yes  
       No 
 
The proposed policy will apply to all existing and 
future employees regardless of protected characteristic 
Race3
Low 
Yes  
     No 
Yes  
       No 
 
Yes  
       No 
 
The proposed policy will apply to all existing and future employees regardless of protected characteristic 
Religion/ Belief4
Low 
Yes  
     No 
Yes  
       No 
 
Yes  
       No 
 
The proposed policy will apply to all existing and 
future employees regardless of protected characteristic 
Sexual 
Low 
Yes  
     No 
Yes  
       No 
 
Yes  
       No 
 
The proposed policy will apply to all existing and future employees regardless of protected characteristic 
Orientation 
Gender 
Low 
Yes  
     No 
Yes  
       No 
 
Yes  
       No 
 
The proposed policy will apply to all existing and future employees regardless of protected characteristic 
Reassignment Pregnancy/ 
Low 
Yes  
     No 
Yes  
       No 
 
Yes  
       No 
 
The proposed policy will apply to all existing and future employees regardless of protected characteristic 
Maternity Marriage & Civil 
Low 
Yes  
     No 
Yes  
       No 
 
Yes  
       No 
 
The proposed policy will apply to all existing and future employees regardless of protected characteristic 
Partnership 

 
                                                 
3 A group of people defined by their colour, nationality (including citizenship), ethnic or national origins or race 4 Religion means any religion. Belief includes religious and philosophical beliefs including lack of belief (for example, Atheism). Generally, a belief should affect a person's life choices or the way a person lives 

- 
If the answer to question 4 is yes for either positive or negative impacts then it is necessary to go ahead with a full equality impact assessment.  
- 
If the answer to question 4 is neutral then this form should be forwarded to your Service Director for QA and sign off, as a full EIA will not be required.  
- 
If the form relates to HR related activities/projects/reviews it should then be forwarded to Amin Ladha in the Human Resources Department for final sign off.  
- 
All other signed off forms which relate to proposed Cabinet decisions, should be forwarded to. 
* Completion of this section indicates due regard being taken in relation to the following acts & legislation: 
9 Equality Act 2010 
9 
The Human Rights Act 1998