Pay Policy Principles and Statement
This is the Buckinghamshire & Milton Keynes Fire Authority Pay Policy Statement 2013/2014 for the purposes of the Localism Act 2011. It was approved at the meeting of the Buckinghamshire & Milton Keynes Fire Authority on 13 February 2013.
Adoption of the Pay Policy Statement ensures statutory compliance. Legislation permits in-year changes to revisit certain elements to reflect the needs of the service.
Local Government Pension Scheme: Statement of Policy on the Adoption of Certain Employer Discretions
The Local Government Pension Scheme (LGPS), which Buckinghamshire Fire & Rescue Service's support staff and staff employed in Control are eligible to join, contains a number of regulations for which the employing authority has discretion in how they are applied within their organisation.
Each scheme employer, of which Buckinghamshire & Milton Keynes Fire Authority is one, has to publish a policy statement detailing how it will exercise certain of these discretions, which are primarily concerned with the termination of employment and are said to have been designed to offer benefits to both employers and employees.
A policy statement on its exercise of these discretions was approved on Wednesday 12 December 2012 by Buckinghamshire & Milton Keynes Fire Authority’s Human Resources Sub-Committee,. This policy statement will come into force on 14 January 2013, one calendar month after the date of publication of this document.
Anti-Fraud and Corruption Policy
Buckinghamshire & Milton Keynes Fire Authority is committed to protecting the public funds to which it has been entrusted. As a consequence the Fire Authority aims to minimise the risk of fraud and safeguard public funds by developing an anti-fraud culture, developing robust control systems, encouraging the reporting of suspected fraud, investigating all allegations of fraud and assisting police in their investigations and prosecutions and taking appropriate action to recover from fraudsters any assets wrongfully obtained.
This Anti-Fraud and Corruption policy is to advise and guide members and employees of the Authority, contractors, suppliers, partner organisations and service users, on the Authority’s approach to issues of fraud and corruption. This document provides an overview of the strategy and includes guidance on how the Authority will deal with allegations of fraud and corruption.
Buckinghamshire & Milton Keynes Fire Authority is responsible for ensuring that its business is conducted in accordance with the law and proper standards, and that public money is safeguarded and properly accounted for, and used economically, efficiently and effectively.
It is vital that we have good governance arrangements in place. Good governance leads to good management, good performance, real value for money, effective engagement and ultimately better outcomes for our communities and service users. The Governance Strategy therefore provides an overarching framework to ensure that we are doing the right things, in the right way, for the right people, in a timely inclusive, open, and honest and accountable manner.
Governance is a corporate understanding which defines the parameters within which Officers and Members must work, and establishes the way decisions are taken and policies implemented.
Although Buckinghamshire & Milton Keynes Fire Authority is committed to delivering excellent services to all its stakeholders, it is recognised that sometimes we may make mistakes. When things do go wrong, we aim to learn from the experience and improve our processes.
This policy deals with all complaints made against the Authority but does not deal with complaints to the Authority about the condition of premises belonging to other organisations.
Buckinghamshire & Milton Keynes Fire Authority is committed to achieving high standards and values in public service. The employees of the Authority play a vital part in creating and maintaining an ethical climate at work and may often be the first to notice unacceptable behaviour or practice within the Authority.
It is the policy of the authority that employees concerns are heard and responded to without risk of harassment or victimisation. This Code of Practice details the procedure for employees concerns to be heard.