Employment Policies for LFR - Find a freedom of information request

1. Retention strategies: We would like to inquire about the retention strategies that other Fire Services employ for their on-call Firefighters (FFs)

2. Payment Arrangements: It would be greatly appreciated if we could obtain details regarding the payment arrangements for on-call FFs who are on modified duty.

3. Attendance Management: We are also interested in understanding the attendance management policies and practices in place for on-call FFs.

4. On-call Holiday Payment: Lastly, we would like to inquire about how on-call holiday is paid for FFs within other Fire Services. 

We believe that obtaining this information, we can gain valuable insights and learn from the experience and practices of other Fire Services. This will enable us to enhance our own operations and provide better support for our on-call FFs.

1. At present, LFR do not hold a specific strategy for the retention of on-call firefighters. The only thing that may fall into this category is awarding long service as a means of recognition.

2. Modified Duties may also be considered for On Call Personnel in certain cases.

These cases are:

* Where personnel can fulfil a useful task carrying out Community Fire Safety, station maintenance or other administrative duties and where payment for such duties do not exceed their average weekly pay for the previous 12 months

* On Call personnel who are on long term sickness caused by a Fire and Rescue related injury and are in receipt of full pay from the County Council. In this case the personnel may be considered suitable for carrying out certain Fire and Rescue tasks within the criteria laid down above

* To undertake any training activities which comply with any medical limitations laid down by the Occupational Health Advisor In situations where there is doubt expressed by the individual or their GP about the suitability of modified duties, the case should be referred to Occupational Health for advice.

3. Please contact our HR Adviser: Louise Frisby (Louise.Frisby@lincolnshire.gov.uk)

4. Allocation of Leave Periods On-Call Personnel Under NJC Conditions firefighters have an entitlement of four working weeks' paid annual leave rising to five working weeks for those with more than five years' Service at the start of the leave year.

LFR have interpreted this to mean 28 days and 35 days respectively.

While timing of annual leave is subject to the exigencies of the Service, any request to take leave at the same time as the employees primary employer requires them to take leave should not reasonably be refused. Where possible, leave should be taken in blocks to maximise the break from On-Call responsibilities but leave can be taken as single days or smaller groups.

Supervisory managers are responsible for ensuring that when granting leave, sufficient personnel are still available to provide the skills required to make up a competent crew for all appliances on their station.

If this criterion cannot be met the Station Manager must be contacted to approve the leave. Payment for annual leave will be made in arrears, on confirmation that the leave has been taken, and shall be based on the average earnings over the previous three pay periods.

Payment for annual leave would not normally be claimed for any period where an individual undertakes any other duties eg turnouts, attendances, courses or any other paid Fire Service related work.

Where crew members come back on call whilst on Annual Leave to assist Service Delivery, the extra hours for attendance/turnout can be claimed. In exceptional circumstances leave may be carried over to the next leave year, and only with the written permission of the Deputy Divisional Commander.

Any leave carried over must be taken by 31 March that year.