Co-operative Bank plc and the Banking
Insurance and Finance Union (BIFU)
1. Parties
This Agreement is entered into by the Co-operative
Bank plc and the Banking Insurance and Finance Union (These parties will
be referred to as the .-"Bank". and "BIFU'.)
Teleworking is proving to have a growing importance
as an alternative working option which can bring benefits to both the Employer
and Employee. The broad term teleworking used in this Agreement is intended
to refer to any job where the work is performed at or from home instead
of at or from Co-operative Bank premises for a significant proportion of
the contractual working hours. The contractual
place of work is specified as the 1)home address.
The terms Teleworking and Home Working are used
inter change ably although. it is accepted that teleworking is often defined
as a more sophisticated form of home working involving the substantial
use of on line information technology.
Teleworkers will be managed in line with Collective
Agreements reached between the Bank and BIFU as apply to permanent Bank
staff with the exception of the terms set out in this Agreement which may
supersede other Agreements Terms are intended to he as favourable as those
of other permanent Bank staff. The Bank places great emphasis on the trust
required both in the Teleworker and the Line Manager when working at home
Regular communication and meetings are recognised by the Bank as an important
means of ensuring that staff working from home continue to feel part of
the team.
A teleworking pilot exercise was undertaken over
a period of 9 months commencing in June 1995 with 6 volunteers from Personal
Collections department working from home. A final report was produced outlining
the findings from the pilot exercise and the Bank based the decision to
include teleworking as one of its permanent employment options based on
the findings of the pilot scheme run initially in Personal Collections,
Head Office. The final report will be made available to any member of Bank
staff that is considering volunteering for Teleworking in the future. A
further pilot exercise commenced in July 1996 with a small number of Corporate
Relationship Managers Homeworking for a period of 6 months with a view
to establishing teleworking as a permanent working option in this area
of business following a review of the findings.
4. Suitability of Teleworking and Selection of Teleworkers
4.1 Areas of the business interested in introducing teleworking or reviewing it as an option must contact Human Resources Department to review potential suitability and use of the Scheme. Prior to commencing the potential introduction of teleworking/homeworking Humane Resources Department and Line Management will jointly agree the extent and type of scheme to be operated in line with this Agreement.
4.2 Line Management will be responsible for assessing the suitability 01 employees for teleworking in conjunction with Human Resources Department Selection criteria will be documented in advance and will include for example, suitability or premises, relevant and recent experience in the role and personal characteristics deemed to be selection absolutes. Selection will be against competencies and criteria which have been identified as .key to be able to work productively and competently in the home environment.
A member of staff not selected for teleworking will have the right to appeal against this s decision through the Bank's Grievance procedure with representation by BIFU or a colleague as appropriate.
4.4 Prior to appointment or selection the Bank will provide training and relevant guidelines to fully appraise staff on becoming a teleworker and will that the staff are given full support. Selection criteria will be reviewed to ensure they match the specific job requirements of different areas of the business.
4.5 All teleworkers will be selected from volunteers
or will be recruited specifically as a teleworker and will fully participate
in the decision to commence Teleworking. Staff selected to commence Teleworking
will be an integral part of the business unit along with office based staff.
5. Terms of Employment for Teleworkers
5.1 In addiction to the Bank's main statement
of terms conditions of employment for their acceptance prior to commencing
Teleworking. These specific terms will be incorporated into the main statement
of terms and conditions of employment.
Hours of work will be as agreed in the main statement of terms and conditions of employment as for office based staff.
5.2.1 Where practicable, current working patterns will be reviewed with a view to increasing flexibility in line with contractual hours of work for staff to suit their personal circumstances whilst continuing to meet business requirements.
5.3.1 The Teleworker's place of work will be their current home address. should the Teleworker wish to move to a different home address, then the suitability of those premises will be assessed and Teleworking will only continue with the Bank's expressed agreement. The Bank will arrange for the removal and where appropriate, refitting of equipment at the new address.
5.3.2 In certain circumstances as determined by the Bank for example in Personal Collections Teleworkers will be required to live within a reasonable travelling distance of the Bank's offices from which their work is operated as it will he necessary for Teleworkers to attend the office for meetings, briefings, training and so on in line with arrangements for Office based staff. This requirement will be specified at the time for advertising and when notifying staff of Teleworking.
5.3.3 There may be occasions for example as a result of system or equipment failure when Teleworkers will be required to work from the office. Where appropriate guidelines will be agreed between the 1 Line Manager and Teleworker prior to Teleworking commencing.
5.4 Holidays
5.4.1 Holiday entitlement will be in line with the main statement of terms and conditions employment.
5.5 Remuneration
5.5.1 The Teleworker's grade and salary will be in line with the evaluated or provisional grade for the job that they are undertaking. Allowances will be paid where applicable.
5.5.2 Teleworkers will not be eligible to receive Territorial Allowance whilst working from home. Territorial Allowance will be the subject of wind down over one year where a member of staff is in receipt of the Allowance prior to commencing Teleworking.
5.5.3 Teleworkers will be eligible to receive Bank benefits subject to the normal eligibility criteria.
5.6.1 Re-reimbursement of business travel cost based
on the home address as the normal place of work and will he in line with
normal Bank procedures.
6. Teleworking Allowance
6.1 The Bank has agreed with the Inland Revenue an adjustment to the Teleworker's PAYE code to cover any reasonable household expenses such as heating and lighting resulting from working at home. Tax relief will therefore he received on the following amounts:
Full Time Staff £300 per annum
Part Time Staff (less than 21 hours per week) £150
per annum
The Teleworker may claim a further deduction for household expenses in excess of the above amounts is the claim can be supported with the Inland Revenue.
6.2 Teleworkers who are workstation based and work permanently at home for example, Teleworkers from Personal Collections, will also receive an allowance of £100 per annum pro rata to hours of work and subject to normal deductions, in recognition of any possible additional costs incurred as a direct result of teleworking.
6.3 The Bank and the teleworker will review changes
in household expenses due to teleworking on an annual basis to assess if
adjustment is required.
7. Equipment and Workstation
7.1 The Bank will provide the agreed equipment for
the teleworker and will be responsible for its installation and maintenance,
repair and removal as required as well as stationery. The items will remain
the property of the Bank Group.
7.2 A business telephone line will be installed purely
for business usage as applicable and all call and rental charges will be
invoiced to the Bank Group.
8. Team Structure and Meetings
8.1 It is recognised that Teleworkers may feel a sense of isolation, through the loss of regular face contact with their colleagues.
8.2 To ensure staff working from home continue to feel part of their team, line managers will continue to involve teleworkers in regular team meetings with their line manager and colleagues.
8.3 In addition to regular meetings line managers will ensure that daily contact is made by the office based team and teleworker .
8.4 Teleworkers will be part of a team/departmental Organisation and will be shown as part of their team on Organisation structures as appropriate.
8.5 Teleworkers will be considered as if they were office based staff in respect of their access and use of Support services and benefits available to Bank staff including health and welfare provision.
8.6 Trade Union representation arrangements will
continue to apply as for office based staff.
9. Health and Safety and Security
9.1 The Bank has a duty under health and safety legislation to , ensure so far as is reasonably practicable. the health, safety and welfare al work of all employees. Equally, all members of staff are required to take reasonable care at work for their own health and safety and that of others who may be affected by their actions at work
9.2 Equipment provided by the Bank will meet required health and Safely standards. Maintenance services will be provided to ensure that standards are maintained and regular reviews will be undertaken.
9.3 Prior to commencing Teleworking
9.3.1 The home will be surveyed by a representative of the Bank's Group Property department to assess whether it is suitable for the purposes of Teleworking against Health and Safety standards and the requirements documented by the Bank.
9.3.2 During the selection process, the home will also be surveyed by a Qualified Electrician if applicable and the cost of this survey will be met by the Bank Should electrical modification be required to ensure that an acceptable safety standard is in place then the Teleworker will be responsible for the costs involved.
9.3.3 If an acceptable safety standard is achieved but modification is required to install the equipment the cost will be met by the Bank. Cost implications for the Teleworker and the Bank will be assessed and a decision taken as to whether Teleworking can commence prior to remedial work being undertaken.
9.4 During Teleworking
9.4.1 A mechanism will be in place for Health and Safety reporting requirements via the Bank's Health and Safely Committee.
9.4.2 To ensure that Health and Safety standards are maintained it will be necessary for Bank stall or its representatives to attend the teleworkers home such visits will be prearranged and at a mutually convenient time.
9.4.3 BIFU Health and Safety Representatives may visit the home to conduct Health and Safety risk assessments.
9.5 The Teleworker will be responsible for maintaining their working environment to agreed standards so that Bank property and information is not put at risk and so that they do not represent a health and safety risk to the Teleworker or other people.
9.6 The Teleworker will be
responsible for confidentiality and system security in line with the Bank's
requirements and procedures.
10. Taxation
10.1 Based on current legislation it is not expected that there should he any additional personal taxation or Benefit in Kind implications on the teleworker as a result of working from home.
10. 2 The Bank will advise the Teleworker's Local Authority that the member .of staff is working from home although, there are not expected to be any business rate Council Tax implications.
10.3 It is not expected that there will be all Capital Gains Tax implications if the room used for Teleworking is dual purpose. However Teleworkers may contact the Inland Revenue direct to confirm their individual circumstances.
10.4 The Bank will provide assistance to staff in resolving taxation issues directly resulting from Teleworking.
10.5 The Bank will review any potential changes in
legislation or advice from the Inland Revenue that may affect Teleworkers
and review the position accordingly.
11.1 The Bank will be responsible for insuring the equipment that is place in the Teleworkers home.
11.2 Should an insurance claim be necessary then
the Bank will give staff full assistance in completing required documentation.
12. Domestic Arrangements
12.1 Teleworkers will be required to ensure that
they are available to carry out their work duties during their normal hours
of work Any domestic arrangements such as childcare arrangements must remain
in place throughout the Teleworker's hours of work.
13. Training and Career Opportunities
13.1 Training will be provided prior to Teleworking commencing both on the equipment to be used and the teleworker's job requirements.
13.2 Technical. Management Development and Business Training will continue as appropriate on a needs basis.
13.3 To ensure that teleworkers retain access to
internal career opportunities that become available, Line Management will
ensure that Teleworkers are provided with copies of all internal career
opportunities that arise in accordance with normal practice.
14. Withdrawal from Teleworking
14.1 Whilst the Bank recognises that Teleworking is considerably different from office based work. Teleworking is regarded by the Bank as permanent and as a long term commitment for both the Bank and staff. Notwithstanding this, Teleworkers will have the opportunity to withdraw from Teleworking on a voluntary basis and it is the Bank's attention to facilitate such requests.
14.2 Teleworkers may request to transfer to alternative working arrangements at any time and Line Management will facilitate such requests as soon as practicable in line with job opportunities that are available. Such requests will be managed in line with the spirit of the Job Security Agreement between the Bank and BIFU. The following process will be adopted to facilitate transfer requests:
14.4 Should circumstances arise where the Bank wishes to stop a particular member of staff undertaking Teleworking, this will be dealt with in line with the Bank's current procedures and the applicable notice period will be applied and the equipment will be removed.
14.5 In the event that the Teleworkers contract is
terminated for any reason. Teleworkers will be required to co-operate in
enabling the Bank's property to be removed.
15. Monitoring and Review Process
15.1 The Bank and BIFU will monitor and review the
Teleworking that is undertaken within the Bank Group on a six monthly basis
to ensure that the terms of this Agreement are operating effectively.
16. Termination of this Agreement
16.1 This Agreement may be amended by either party giving one months notice in writing to the other party.
16.2 This Agreement may he terminated by either party giving three months notice in writing to the other party.