1.0
Job Share Procedures
1.1
A "job share" is where two individuals on the same grade carry out the full range of
duties and responsibilities associated with one full time post. This usually occurs
when an existing member of staff wishes to work on a part time basis, following
maternity leave or because of other personal commitments, and where it is not
possible to reduce the number of hours required for that post.
1.2
Job sharing can also be an excellent way in which to retain and attract high quality
employees who would not otherwise be available for work.
1.3
River Clyde Homes will give full and fair consideration to applications for job share.
This is in line with the commitment to equal opportunities and is good employment
practice. The opportunity to "job share" is however open to men and women alike
and at all levels. Employees wishing to "job share" should contact their line manager.
1.4
All established posts within River Clyde Homes will be considered eligible for job
sharing unless the Service can show that job sharing of a specific post cannot be
justified, and provide reasons for this.
1.5
Subject to satisfying operational requirements an employee may hold appointments
to two job share posts.
2.0
Application and arrangements
2.1
Staff wishing to job share should submit their request in writing to their line manager
who will approve or reject the application. Where an application is rejected, written
reasons will be given and staff may raise a grievance through our Grievance Policy if
dissatisfied J:\Human Resources\Public\Policies and Procedures\Changes from 1 June
12\Reviewed Policies and Procedures\Grievance policy.DOC.
2.2
A post may be shared by two individuals on a split-day or split-week basis giving each
staff member a pro rata of the hours of the post on either:
 a morning or afternoon basis; or
 two or three days on alternate weeks.
Other sharing arrangements or revision of existing arrangements may be permitted but
they will be subject to approval by the line manager. Before recommending the filling
of a post by two job sharers the line manager must ensure that agreement has been
reached with the sharers on the hours/cycle to be worked and the division of tasks to
be undertaken to meet the requirements of the post. The agreed arrangements will be
included in each sharers contract of employment, issued by a member of Human
Resources.
Version 2 August 2012
3.0
Terms and conditions of employment
3.1
Application of salary scales
Job sharers will be graded accordingly to the salary scale/wage rates applicable to the
post and will be paid such proportion of the hours of the post relative to the number of
hours worked. Progression will be in accordance with the conditions applying to fulltime staff.
3.2
Hours of Duty
The normal hours of duty of a job sharer will be a pro rata share of the total hours of
the post as agreed with the line manager. A trial period for example of six months is
incorporated into a job share contract of employment to ensure the arrangement
meets the needs of all concerned.
3.3
Overtime
Enhanced rates for additional hours will be made for authorised additional hours which
are worked in excess of the total weekly contractual hours for the full time equivalent
post. If a staff member holds two job share posts, then enhanced rates will be paid at
the rate applying to the post against which the overtime working has been done.
3.4
Annual Leave
The annual leave entitlement for job sharers will be determined by their working
patterns as a pro rata share of the entitlement for full-time staff.
3.5
Public Holidays
Arrangements should be made to ensure that Public Holidays are split between the two
sharers. Where a bank holiday or customary day falls when one member of the job
share would usually work then one day must be deducted from the entitlement for that
year. This does require some forward planning as there must be sufficient entitlement
left at the end of the year to accommodate the Christmas break.
3.6
Leave for Other Purposes (special leave)
Special Leave will be granted in accordance with the conditions applying to full-time
staff.
3.7
Access to training and career development
If possible, every attempt should be made to align training courses and any other
developmental opportunities with the days on which the sharer is at work and this can
be arranged between the sharers and departmental management.
3.8
Statutory Sick Pay and Occupational Sick Pay
Job sharers will be entitled to Statutory Sick Pay and Occupational Sick Pay in
accordance with our Attendance Management Policy and Written Statement of Terms
and Conditions.
Version 2 August 2012
3.9
Maternity Leave
Job sharers will be entitled to Maternity Leave and Pay in accordance with our Family
Friendly Policy J:\Human Resources\Public\Policies and Procedures\Changes from 1
June 12\Reviewed Policies and Procedures\Family Friendly Policy v3.doc
4.0
Arrangements for filing a job share vacancy
In the case of the resignation of one job sharer the remaining partner will be offered
the total hours of the post, provided there is Executive Management Team agreement
to fill the vacancy. If such an increase is not acceptable to the remaining job sharer, the
vacant shared post will be progressed in accordance with our Recruitment and
Selection Policy. Priority consideration will be given to those employees on the
redeployment list.
5.0
General issues
Job sharing can provide a wider skill and knowledge base. Inconvenience may be
minimised during times of holiday and sickness absence if one member of staff can be
present at all times. There is the possibility to double capability at specific times,
subject to agreement from the Head of Service. It is possible to retain the services of
experienced and valued members of staff who are not available for full time work.
Extra effort must be made to ensure effective communication and continuity of work
between the job sharers.
Version 2 August 2012