Rewards and Benefits
SWAN HOUSING GROUP SUMMARY CONDITIONS OF SERVICE:
Where would you work?
Swan has offices at:
- Pilgrim House, Billericay
- Zurich House, Billericay
- Cygnet House, London
- Basildon Foyer, Cranes Court, Basildon
- SVT Building, Maldon
- Wellington House, Colchester
What hours are worked
The Association operates a 36 hour working week for full time staff
·Mondays to Thursday 9.00 a.m. – 5.15 p.m.
·Friday 9.00 a.m. – 5.00 p.m.
There is a one hours unpaid lunch break for all staff.
Work Life Balance
The Association is committed to helping employees achieve an acceptable work life balance and to this effect has recently introduced new ‘work life balance’ policies, including a flexible working hours scheme.
Salaries
Salaries are paid monthly on the 15th of each month by direct credit to your bank/building society account. Overtime is not paid, and a TOIL system operates where overtime is approved for evening meetings etc. Salaries are reviewed annually and group-wide cost of living increases, where applicable, are paid from the 1st April each year.
Pension
Employees aged 18 years or over may elect to join the Associations final salary pension scheme – The Social Housing Pension Scheme – administered by the Pensions Trust. Employee contributions vary depending on age. The Association contributes 11.7% of salary at present. Employees who are members of the SHPS receive 3x annual salary life assurance.
Life Assurance
All employees are included in the Associations life assurance scheme which equates to 2 x salary This is in addition to the cover included in the SHPS see note above.
References
Successful candidates must provide details of two referees whom the Association may contact. These references must be satisfactory to the Association but it is essential that one is your current line manager and one previous employer. If you have been with your current employer for less than 12 months we will wish to contact all employers for the last 3 years. In addition, some posts require a police check, paid for by the Association.
Health Declaration
Successful candidates are asked to complete a health declaration form once a formal job offer has been made. You may be asked to attend for a medical examination before being confirmed into post.
Annual leave
The annual leave year runs from 1st April to 31st March. Employees are entitled to a basic 25 days holiday per year with 3 extra days’ leave granted over the Christmas period (these days coincide with the Christmas closure period and cannot be taken at another time of the year). In addition, employees with 5 or more years service are eligible to receive 3 days additional annual leave entitlement.
Sickness
If employees are absent through illness the Association operates an enhanced sick pay scheme and DSS certification arrangements will apply. Occupational Sick Pay is not paid to employees who are in their 6 month probationary service period.
Maternity Leave
Eligible employees are entitled to receive enhanced maternity leave benefits.
Healthcare
The Association operates a private medical scheme through BUPA for all employees. There is a tax liability for the individual.
Employee Assistance Programme
Swan has an Employee Assistance Programme for its staff members to use. There is no cost involved, and you have access to a free, confidential help line 24 hours a day, 365 days a year.
Training
The Association is committed to training and developing all of its employees. Training needs are determined through individual review and organisational initiatives. Day release for professional training is available in approved cases and the pursuit of professional qualifications is actively encouraged.
Use of cars
Staff using their car on Association business may claim business mileage but must have insurance cover for business use.
Staff Consultative Committee
The Association has a committee of elected staff representatives for formal consultation and representation. The committee also arranges various social events during the year for staff and their families.
Communication
Swan recognises the importance of continuous improvement in information systems and encourages the use of Internet and Intranet not only for staff but also for tenants through its Swan.Tenant.com initiatives.
In addition, monthly ‘core briefs’ are conducted by members of the Executive team to update all employees on current and future operations. Communication is considered to be a ‘two-way’ activity and employees are encouraged to participate.