Some employees may not be able to fulfil their normal contractual hours/working patterns during this time. This may be due to a variety of reasons such as:
- Operational Requirements
- Childcare/Other Caring Responsibilities
- Travel Restrictions
- Health Issues
Where the service does not require an employee to work their normal contractual hours the employee should continue to receive their normal pay until such times a change either temporary or permanent to the employee contract of employment is agreed.
Where the employee is unable to fulfil their normal contractual hours/working pattern due to another reason (as outlined above) the manager should try to be as flexible as possible and discuss with the employee temporary options that would suit both the needs of the individual and the service, such as varying start and finish times, evening/weekend work, use of annual leave and other appropriate special leave.
Where a manager is unable to accommodate the need for the employee to work more flexibly then the employee can make a request under the Council’s Smarter Working Policy to change their hours/working pattern. Managers need to ensure that they have a legitimate business reason for not supporting such requests.