Falkirk Council is committed to advancing the Fair Work First criteria, specifically: 

• We recognise Trade Unions across all employee groups for the purpose of collective bargaining and encourage membership.
• We have a Partnership Agreement in place, currently being reviewed.
• We have appropriate forums to ensure engagement and consultation both at service, corporate and tripartite levels.
• We have a supportive good conversation approach in place, allowing employees the opportunity for support and constructive dialogue with their line managers.
• We have measures in place to support employees in the workplace and have zero tolerance of bullying and other forms of abuse and harassment.
• We engage in constructive dialogue with our employees and their Trade Union representatives to address workplace issues and disputes.
• We provide facility time to support regular engagement between our Trade Unions and their members.
• We have a Safety Management Group, with trade union membership, to meet the emerging needs of the Council in relation to safety management.
• We will ensure that, as part of the corporate induction sessions, employees will be made aware of their right to join a Trade Union of their choice

• We have an Employee Development Policy in place
• We provide learning opportunities for employees at all levels in the Council from induction onwards including formal and informal learning.
• Our Good Conversation process allows for discussion on training needs and learning and development
• We are committed to providing apprenticeships, graduate programmes, and other opportunities across the workforce
• We have a well developed probationer teachers programme, with guidance and support in place for probationer teachers working towards the Standard for Full Registration
• We provide training for employees to become Mental Health First Aiders who volunteer to offer a confidential listening ear to other employees in times of vulnerability
• We have a wellbeing strategy group to share good practice and ideas on how to improve wellbeing
• We will survey staff about health, safety and wellbeing matters from time to time to inform strategy and priorities.
• We are committed to succession planning through, for example, the implementation of a future leaders programme
• Services have budget for training provision.

• Supply and casual contracts are used where necessary and workers on these contracts are not obliged to accept work when this is offered 
• We will monitor the use and investigate any inappropriate use of supply or casual contracts identified or advised by trade unions. 
• We do not use supply and casual contracts to fill longer-term vacancies 
• We have a clear policy allowing workers to move from a supply/casual contract to a temporary contract where a longer-term need for the work has been identified.  Permanent posts will also be advertised, as necessary. 

• We continue to encourage and promote our employees to provide equality data to help understand our workforce diversity 
• We are committed to equal opportunities across all protected characteristics.  
• We are committed to the principle of equal pay for all employees and aim to eliminate any sex bias or any form of discrimination in all pay structures and systems. 
• All aspects of the pay package will be reviewed and monitored regularly to ensure it delivers equal pay.  
• Our employee terms and conditions, pay scales and HR policies are available on our website 
• A list of occupations assigned to each pay grade will be made available to trade unions on request 
• Our equality outcomes support a number of actions to ensure we continue to understand any perceived barriers to employment with the Council and address these 
• We recognise our role as a Corporate Parent and support Care Experienced Young people into employment and recognise Care Experienced as a protected characteristic 
• We are a Disability Confident employer, encouraging the employment and retention of disabled people and those with health conditions. 
• We support flexible working across the Council, offering a wide range of flexible working patterns 
• We offer many employees the opportunity to work on a Hybrid approach, working from home and working in a council building 
• We are a Carer Positive employer showing our commitment to a working environment where carers are valued and supported 
• We have a menopause policy 
• We are committed to meeting the Public Sector Equality Duty and Specific Duties as outlined in the Council’s Mainstreaming report.  

We are an accredited Living Wage employer. 

• We are committed to paying our apprentices the real living wage by 1st April 2029.  
• We will work towards this through a phased implementation, through annual increments of 20% of the difference between current rate of pay and the Real Living Wage. 

These include 

• Part-time and term-time working arrangements 
• Carers Leave 
• Job Share Policy 
• Time off for Dependents 
• Maternity Leave 
• Adoption and Surrogacy Leave 
• Shared Parental Leave 
• Parental Bereavement Leave (including those who have a miscarriage and partners) 
• Career Break 
• Compassionate and other special leave 
• Time off for voluntary and other public duties 
• Foster carer and Approved Kinship Carers leave 

We will monitor the implementation of flexible working arrangements across the Council.

• We only consider effecting change where there is a legitimate business need 
• We strive to achieve change through agreement 
• We are committed to working with our Trade Unions partners to ensure there is effective consultation and negotiation relating to change.  There is an agreed Organisational Change Policy in place.   

We will work with trade unions to review our procurement arrangements to encourage third-party providers to adopt positive fair work practices. As a minimum, one representative from the JTUC will work with the Procurement team on behalf of all trade unions to develop this. Where relevant and proportionate to do so, this may factor into the tender evaluation process and is subject to monitoring through contract management/service level agreements. 

We are working towards advancing the Fair Work First criteria above.  Our aim is to deliver good quality and fair work through continuous improvement. It is recognised that there will be ongoing work required, in partnership, to implement the above. 

• We will fully involve and engage with the trade unions on updates or changes made, to review actions and outcomes and identify further improvements for advancing the Fair Work First commitments.  
• We will jointly review Fair Work First arrangements thereafter every 2 years 
• We commit to provide relevant statistical information, where available, on compliance in direct employment and/or commissioning on request from trade unions 
• We will explore concerns raised by trade unions in relation to third party providers where relevant and appropriate to the contract.