Reviewed date: 26/11/2024
Next review: 26/11/2027 (or before is there is a change in legislation or practice)
Amendments:
Leuchie’s pay, rewards and benefits policy sets out to provide equality to all employees. We are committed to having a competitive and leading remuneration policy designed to retain the leading employees in our field.
This policy sets out the Leuchie’s policies and schemes in relation to pay, rewards and benefits.
Part of our reward policy includes the principle of equal pay between women and men. There should be equitable and fair treatment of our employees, based on capability and merit, rather than biases based on sex.
Job evaluation
All new job roles are evaluated under the Leuchie’s job evaluation scheme. All job roles are assessed against a points-based range of criteria to ensure job descriptions are remunerated fairly and equally. The job role is what is assessed, not the person.
Each job role has a job description. The job descriptions are assessed by the Senior Leadership Team. Changes to the job role may result in changes to the job description, which can involve updated job descriptions being resubmitted by line managers for a further evaluation. Employees may appeal if they feel the outcome is not representative of their job role.
Pay Review
Leuchie reviews it’s pay grades each year and these take effect on 1st April each year.
Pay grades are funded from the Leuchie’s annual budget and the review takes into account market changes, both locally and nationally. Industry pay data is taken into account as part of the review along with any sums required by the Leuchie to fund improvements to the charity.
Market rates supplement
If the standard pay grade is not sufficient to attract suitable applicants for specific job roles because of market factors which cause higher than expected pay expectations in applicants, a line manager may wish to award a supplement which increases basic salaries to take account of market pressures.
Salary
Payment is made to employees each month, in arrears, by direct credit transfer with payment taking place by 28th of each month
The payment is calculated as one-twelfth of annual salary, less tax, national insurance, pension and any other deductions, which will be detailed on the employee’s pay slip.
If an overpayment of wages has occurred, the payroll department will notify the employee of the amount overpaid and set out the arrangements for reimbursement of the overpaid amount, which will usually be by way of a deduction from the next salary payment. Employees can suggest other arrangements if this would leave them in financial hardship.
Employees may receive organisational sick pay set out in the sickness absence policy including SSP. Statutory sick pay is also available. See the separate sickness absence policy for more details.
Employees may only work overtime where this is requested and authorised in advance by the employee’s line manager. The rate of overtime is time and a half for any hours worked over full-time, considered 70 hours per fortnight. Anything below this is paid at single time. This is at manager’s discretion and time off in lieu may be offered instead.
Other benefits
Employees that are eligible may join the pension scheme. Details of the scheme can be obtained from HR. The default arrangements are that Leuchie will contribute 3 per cent and employees will contribute 5 per cent of pay into the scheme.
Leuchie provides discounted food on site. Food is provided in return for a donation to the charity.
Group life cover is provided, details of the scheme can be obtained from HR.
Leuchie provides an Employee Assistance Programme, details of which can be obtained from HR.
Holiday
All contracted hours employees are entitled to 7 weeks of holiday, pro-rated for part-time employees. Zero-hour employees are entitled to the statutory 5.6 weeks of holiday.
The holiday year runs from 1 January to 31 December each year. Untaken holiday cannot normally be carried forward into the following holiday year so Leuchie encourages all employees to take their full entitlement each year. See the separate holiday policy for more details.
Policy review
Leuchie will consult with employee representatives and trade union representatives as part of the process of keeping this pay policy under constant review. Leuchie will also consider market conditions, best practice, statutory requirements and recruitment and retention data as part of this process.