1. Home
  2. Manager Guidance
  3. COVID-19 (Coronavirus) - Other Key Information
  4. Protocol for staff movement/volunteers – How will they be paid?

Protocol for staff movement/volunteers – How will they be paid?

A number of scenarios have been listed and we have tried to incorporate as much information as possible into this guidance for managers.  However there may be scenarios that have not been captured. If you have searched and cannot find the answer to your query and or you require any further information or clarification regarding payment during this time please contact one of the following for further advice:-

  • Yvonne Doyle –  HR Operations Manager  07583 072509
  • Ashleigh Hamilton – HR Operations Advisor 07583 115818
  • Hollie Dorman – HR Operations Advisor 07583 115755
  • Fiona Farrell – HR Operations Advisor 07583 115756
  • Victoria Keeney – HR Operations Advisor 07853 115827

For further information on volunteering or if you require a resource please contact:-

  • Anne McNally – Recruitment Manager – 07583 072790
  • Melissa Fraser – Redeployment Co-Ordinator – 07583 114541

Staff contracted Mon – Fri on a higher grade working to a 5/7 shift pattern on a lower grade

The redeployment team will collate information and record current and new post salary details including allowances.

They will then process the difference in pay.

This will continue to be paid until The Redeployment Team is advised to cease payment. The team will also verify with the manager prior to each pay period and ask them to authorise the information on the spreadsheet for payment. This should be an authorised signatory.

It doesn’t matter if the employee substantive post is a higher grade. If there are allowances attached to the new post i.e. non-core hours, nightshift allowance etc. this should be paid and calculated at the higher substantive post rate.

Staff contracted Mon – Fri on a lower grade working to a 5/7 shift pattern on a higher grade

The redeployment team will collate information and record current and new post salary details including allowances.

They will then process the difference in pay.

This will continue to be paid until The Redeployment Team is advised to cease payment. The team will also verify with the manager prior to each pay period and ask them to authorise the information on the spreadsheet for payment. This should be an authorised signatory.

The employee should be paid the higher rate for job including salary and allowances.

Staff contracted Mon – Fri but working different pattern of hours that attract non-core hour’s payment, night working allowances etc

The redeployment team will collate information and record current and new post salary details including allowances.

They will then process the difference in pay.

This will continue to be paid until The Redeployment Team is advised to cease payment. The team will also verify with the manager prior to each pay period and ask them to authorise the information on the spreadsheet for payment. This should be an authorised signatory.

The employee should be paid the higher rate for non-core hours and night allowances etc and this would only be the case if their current salary is lower.

NL Leisure staff working within North Lanarkshire

The redeployment team will collate information and record current and new post salary details including allowances.

They will then process the difference in pay.

This will continue to be paid until The Redeployment Team is advised to cease payment. The team will also verify with the manager prior to each pay period and ask them to authorise the information on the spreadsheet for payment. This should be an authorised signatory.

Once calculated the Redeployment team will pass to NL Leisure for payment adhering to payroll deadlines.

All NL Leisure staff are 4 weekly paid on the same pay cycle and deadlines as NLC.

Home Support Volunteers should be set up in mySWIS with dummy employee numbers to allow scheduling. Any overtime will come through on the payroll upload and will be manually processed.

Culture staff working within North Lanarkshire

The redeployment team will collate information and record current and new post salary details including allowances.

They will then process the difference in pay.

This will continue to be paid until The Redeployment Team is advised to cease payment. The team will also verify with the manager prior to each pay period and ask them to authorise the information on the spreadsheet for payment. This should be an authorised signatory. This information will also be passed to Culture NL for information.

The redeployment team have been given permission by Culture NL to make additional payments/adjustments. They will ensure that no-one earns less than their contracted hours.

Home Support Volunteers should be set up in mySWIS with dummy employee numbers to allow scheduling. Any overtime will come through on the payroll upload and will be manually processed.  

Redeployment team will collate information and record current and new post salary details including allowances.

NLC staff working for NHS

Redeployment team will collate information and record current and new post salary details including allowances.

NHS staff will advise the Redeployment team of what employees should be paid and/or provide the detail for the calculation to be made.

Social Work Sessional Staff NLC 4 working as NLC 7 Home Support or IDS Staff working in Care Homes.

The redeployment team will collate information and record current and new post salary details including allowances.

They will then process the difference in pay.

This will continue to be paid until The Redeployment Team is advised to cease payment. The team will also verify with the manager prior to each pay period and ask them to authorise the information on the spreadsheet for payment. This should be an authorised signatory.

Any allowances due should be paid at the higher rate.

Supply Teachers working in other roles

E & F Business Partners have a list of hours that supply teachers are being paid.

The redeployment team will collate information and record current and new post salary details including allowances.

They will then process the difference in pay.

This will continue to be paid until The Redeployment Team is advised to cease payment. The team will also verify with the manager prior to each pay period and ask them to authorise the information on the spreadsheet for payment. This should be an authorised signatory.

Any allowances due should be paid at the higher rate.

Employees working in a Different Post on an ADHOC basis

Redeployment team will collate information and record current and new post salary details including allowances.

However a manager who is an authorised signatory must advise weekly of what hours have actually been worked by emailing COVIDWorkforcePlanning19@northlan.gov.uk.

“ADHOC Hrs” should be stated in the subject header.

Managers should adhere to the payment schedules for payroll deadlines.

A pro forma is available here.

Employees required to temporarily work overtime in a different post relating to COVID-19

Please follow the guidance on ‘How do employees get paid when working in a different service?‘.

Overtime claims should be sent by an authorised signatory to COVIDWorkforcePlanning19@northlan.gov.uk

“Overtime” should be stated in the subject header.

A Pro forma is available here.

Staff who hold a substantive Term Time contract but have volunteered to cover duties during Non-Working Period

An employee who holds a substantive term time contract and is volunteering to cover duties over non-working periods (i.e. summer holidays etc) will be paid the full rate of the new post instead of an hourly difference which is paid during working periods.

The process will remain the same, the redeployment team will calculate the payments for each pay period after the hours have been confirmed by the manager.

xlsx
ADHOC Duties - Template
Size: 42.39 kb
Date modified: 21-04-2020
xlsx
Overtime Template
Size: 12.17 kb
Date modified: 21-04-2020
Updated on 8th July 2020

Was this article helpful?

Related Articles