A report proposing a range of additional employee benefits.

The Interim Assistant Director of HR and Organisational Development submitted a report which proposed a range of additional employee benefits that would enhance the comprehensive benefits package that the Council already offered to staff.  The proposals include both employee and employer funded benefits.  The following documents were appended to the report:

Appendix A: Health Cash Plan summary;

Appendix B: Plan4Life Cancer Care Plan summary;

Appendix C: Wage Stream App information.

The report explained that the following optional benefits would be funded by employees and contributions would be deducted from their monthly salary.  In most cases there was an option to increase the payment made in return for a higher level of cover and/or to cover family members.

Health Cash Plan - This was a way to manage the cost of essential healthcare.  Employees would pay a small monthly premium and could claim cash back on a wide range of healthcare costs and other benefits including discounted gym membership, a 24/7 counselling and information helpline, private prescriptions.  A table summarising the levels of cover available and costs to the employee was set out at Appendix A to the report.

CARE4LIFE Insurance Top Up Plan - The Care4 Life Insurance Top Up Plan, was designed to help dependents by paying a lump sum in the event that an insured person died during the period of cover.  An employee could insure themselves under personal cover or cover their spouse/partner as well under couple cover.

PLAN4LIFE Cancer Care Plan - This was an insurance policy that would provide a lump sum for the insured person if they were diagnosed with cancer.  There were different levels of cover available and summary of the scheme benefits was provided at Appendix B to the report.

The report also set out details of the Wage Stream App which would be funded by the Council and available to all employees.  This would give employees the opportunity to take control of their finances.  The App gave access to budget tracking, streaming (early access to a small proportion of their earned wage at any time of the month to help absorb any financial shocks during the month), financial coaching and a saving through salary scheme.  There was a one-off set up cost to create the interface with the Council’s HR system, iTrent and the cost to the Council for 1700 employees would be £1,250 per month (including 1-2-1 personal financial coaching).

The report also proposed that the maximum leave entitlement for Chief Officers with 10 years’ service be increased to 33 days, to ensure continued parity with staff on grades 1-10 whose maximum leave entitlement would also increase to 33 days.  No changes were proposed for Chief Officers with less service.  Chief Officers were not entitled to time off in lieu or flex-leave in the same way that staff at grades 1-10 were, so this represented the maximum amount of leave they could take.

Resolved:

(1)      That the three new employee-funded benefits (Health Cash Plan, Plan4Life Cancer Care Plan and Care4Life Insurance Top Up Plan) be implemented to enhance the comprehensive offering already provided;

(2)      That the Wage Stream App, be implemented to give employees the opportunity to take control of their finances with visibility and flexible pay; and build skills for long-term financial wellbeing;

(3)      That the maximum annual leave entitlement for Chief Officers be increased to 33 days each year (pro rata for part-time staff) from 1 April 2023, to ensure continued parity with staff covered by NJC for Local Government Services terms and conditions, following an increase in their leave entitlement resulting from the 2022 national pay agreement.