The Human Resources Committee of Tower Hamlets Council met on Thursday, 7 March 2024, to discuss employee relations, senior recruitment, disciplinary procedures for statutory officers, and the council's pay policy. Key decisions included agreeing to a trend analysis of employment tribunals, establishing timelines for filling senior management vacancies, and approving updated disciplinary procedures for statutory officers, alongside the council's pay policy for 2024/25.

Employee Relations Casework Policy Update

The committee received an update on employee relations casework for the period of 1 October 2023 to 31 December 2023. Julie Lorraine, Corporate Director of Resources, highlighted that an increase in grievances was partly due to cases from Tower Hamlets Homes now being managed in-house. The committee was informed about ongoing tribunal cases and a review of the ACAS pre-conciliation process. It was noted that changes in the council's top-tier structure had led to data being reported under different directorates, but future reports would clarify the origin of cases. The resolution of the waste services dispute, which resulted in approximately 127 temporary staff becoming permanent, was praised, with thanks extended to the trade unions and HR staff. An independent specialist and the monitoring officer are reviewing outstanding grievance cases. The availability of an Employee Assistance Programme (EAP) for staff wellbeing concerns was also mentioned. The committee resolved to receive a trend analysis of tribunals with quarterly comparisons and to note the report.

Update on Senior Recruitment

Julie Lorraine presented an update on the recruitment of senior management vacancies and interim arrangements. The report was delayed due to the time needed to confirm appointments and announce postholder departures. The committee requested timelines for when these senior management posts would be filled. It was resolved that these timelines would be submitted for review and that the report on the recruitment progress be noted.

Update on Disciplinary Action Process for Statutory Officers

Richard Penn, Advisor to Mayor Lutfur Rahman and the Chief Executive Officer, outlined proposed new disciplinary procedures for the Head of Paid Service (CEO), Monitoring Officer, and Section 151 Officer. He explained that the current council constitution lacks adequate procedures for these statutory officers, and the proposed changes would provide them with the same special procedures and contractual entitlements as the CEO, ensuring external independence in disciplinary processes. The proposed process includes establishing a politically balanced Investigation and Disciplinary Committee, commissioning independent investigators, and involving independent members of the Standards Committee. Recommendations for dismissal would be presented to Full Council for final approval. An Appeal Sub-committee would be formed for recommendations other than dismissal, and the delegation of suspension powers to the HR Director in consultation with the Chair of the Investigation and Disciplinary Committee was proposed. The committee resolved to amend the wording regarding delegation to include or equivalent and in consultation with the Mayor, and to agree and note the updated Disciplinary Action Processes for Statutory Officers.

Pay Policy 2024/25

Julie Lorraine presented the draft 2024/25 pay policy statement, noting minor amendments to the wording concerning thresholds, lump sums, and expanded benchmarking to include the wider market. The committee was asked to delegate authority for minor amendments to the Chief Executive, in consultation with relevant officers and the Mayor. The committee requested further amendments to the delegation wording to include consultation with the Mayor. It was resolved to amend the delegation wording to include consultation with the Mayor and to agree and note the report on the pay policy statement.