Angus Council conditions of service

The leave year is 1 January to 31 December. Your contractual leave entitlement is 26 days increasing to 31 days after five years’ service and will take effect from the start of the following leave year. If employed part-time, your entitlement is calculated on a pro-rata basis based on 26 or 31 days and is normally expressed in hours rather than days. If your pay is equated or your contract is term-time, please refer to the council intranet site for more information. Some specific jobs have contractual leave entitlement of 33 and 38 days. If at the end of the leave year you would have less than a year’s service, your leave entitlement will be calculated in accordance with the “complete months of continuous service” table shown below, (pro rata if part-time). Contractual leave entitlement will continue to accrue during periods of maternity, adoption and shared parental leave. Special consideration will be given in the case of industrial injury. Leave will be granted subject to the needs of the service. Should a request not be granted, a reason will be provided. As a general rule, leave should be taken within the leave year. Your manager has discretion to allow the carry forward of up to five days (or pro-rata equivalent) into the next leave year, which must be taken by the end of March. Any days not taken will be lost and no payment in lieu will be given. These restrictions on carry forward of leave do not apply to employees on maternity, adoption or shared parental leave and special consideration will be given in the case of industrial injury.

Sickness absence

Should you be absent through sickness or injury (other than industrial injury), for a period exceeding three months, your contractual entitlement to leave will be limited to an amount equal to the period worked during the leave year and calculated as shown in the table below. In these circumstances, however, you will retain your full statutory entitlement to annual leave due under the Working Time Regulations regardless of the length of the absence.
If you are ill during a period of annual leave you will be allowed to take the leave at another time provided the whole period of illness is supported by a medical certificate.
If you have been unable to take your full Working Time Regulations leave entitlement because of sickness absence, any such untaken entitlement will be carried over in full and may be taken at any time during the new leave year. In this case your manager will contact Central Staffing for advice as a calculation is required to ensure you receive the correct entitlement.

Leaving the council

Should you leave the council for reasons other than dismissal for gross misconduct, you will be granted, before leaving, any proportion of your leave entitlement which is due contractually or in accordance with the Working Time Regulations, whichever is the greater.
Note: your manager must request a calculation from Central Staffing to ensure the correct entitlement is given to you. If, for operational reasons or through unavoidable circumstances such leave cannot be granted, then you will be paid in lieu of leave due. If payment is made in lieu of notice, the period of notice, which otherwise would have applied, will be taken into account when calculating the contractual annual leave entitlement. If you are dismissed for gross misconduct, you will have no entitlement to contractual leave, but you will receive any entitlement in accordance with the Working Time Regulations. Leave is granted on the assumption that you will remain in the council’s service until the end of the leave year. Should you leave before the end of the leave year and you have taken more leave than you are entitled to, the necessary adjustment will be made in the balance of salary payable to you at the date of leaving

*only applicable to employees within Waste Management Services

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