LIVE: Council searching for traffic/litter warden with pay in excess of €700 a week...

Tipperary County Council is now hiring a Traffic/Litter Warden in Thurles, county Tipperary and you can earn between €722.25 - €745.67 per week.

The person may at the absolute discretion of the Council, be required to perform any or all of the duties at present being performed by General Operatives in the employment of the Council, in accordance with established work practices of the Council including those incorporated in Agreements between the Council and Staff Unions.

The initial assignment will be to Thurles Municipal District.

Such other duties as may be assigned from time to time by the Council.

In particular, the Council reserves the right to assign duties related to:

a) Traffic Warden, the person appointed may be required to act as Traffic Warden in any area of Tipperary viz-a-viz on a County–at-Large basis, the initial assignment is to Thurles Municipal District.

b) collecting monies at car parks

c) opening and closing of car parks and other public facilities

d) may be required to undertake caretaking duties of the public toilets

e) control of litter and damage to property

f) reporting on building construction or similar developments for the purposes of planning legislation

g) enforcement of Bye-Laws generally

h) regular inspections of amenity areas in the town, including locations where landscaping, shrubbery, flower planting etc. exists

i) delivery of post and messages etc. as required and this will include the service of notices including notices relating to legal proceedings etc.

j) ensuring, where necessary, that the provisions of the Town Improvements Acts, the Local Government (Sanitary Services) Acts, the Litter Acts, Section 254 licences under the Planning Acts and Local Bye-Laws are observed

k) appearing in the District Court and other Courts as a witness for the Council on proceedings brought by or against the Council.

l) Keeping such records as appointee may be instructed to keep from time to time

m) To use as directed and upon receipt of appropriate training Information Technology equipment including digital cameras, personal computers and hand held technologies

n) To provide cover for absences of School Warden Uniform: Traffic Wardens will be supplied with and required to wear full uniform when on duty.

Salary:

Current Salary Scale: €722.25 – €745.67 weekly (Circular 01/06/2024)

The salary shall be fully inclusive and shall be as determined from time to time. The employee shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to or received by him/her by virtue of his/her employment or in respect of services which he/she is required by or under any enactment to perform.

Entry point of this scale will be determined in accordance with Circulars issued by the by the Department of Housing, Local Government & Heritage.

In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at the minimum point (currently €631.11).

Remuneration is paid fortnightly by PayPath directly to the employee’s nominated bank account. The current wage pay cycle may be revised during the period of employment.

Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory.

Probation:

Where a person who is not already a permanent officer of Tipperary County Council is appointed, the following provisions shall apply:-

(a) there shall be a period after such appointment takes effect, during which such person shall hold office on probation;

(b) such period shall be one year but the Chief Executive may, at his or her discretion extend such a period;

(c) such a person shall cease to hold office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory.

Superannuation:

The relevant Superannuation Scheme will apply. The provisions of the Local Government (Superannuation) (Consolidation) Scheme 1998 may apply.

Persons who become pensionable officers who are liable to pay the Class A rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority as follows: 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children).

Persons who become pensionable officers who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority at the rate of 5% of their pensionable remuneration.

The provisions of the Spouses and Children’s/Widows and Orphans Contributory Pension Scheme will continue to apply.

New entrants will be admitted to the Single Public Service Pension Scheme with effect from the date of appointment. The scheme is contributory and provides pension, retirement gratuity, death gratuity and survivors benefits. To qualify for a pension the successful candidate must have served a minimum of two years employment in a Local Authority.

Retirement Age

There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 70 years or as determined in accordance with Department Circulars and in line with Government Policy. The maximum retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and other Provisions) Act 2012 is 70 years. The Council may refer staff to a medical advisor at any time to determine fitness for carrying out the duties to which they have been assigned.

Incentivised Scheme for Early Retirement (ISER)

It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position.

Hours of Work:

Hours of work will be 39 hours per week on a roster basis over 6 days. Employees may be required to work overtime and payment will be in accordance with agreed rates.

All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the organisation of Working Time Regulations, 2001.

Annual Leave:

The annual leave entitlement for the grade is 24 days per annum. Statutory Public Holiday enitlement applies.

Residence:

The succesfull candidate shall reside in the district in which his/her duties are to be performed, or within a reasonable distance thereof.

Drivers Licence:

Tipperary County Council employees may on occasion be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport.

It is the responsibility of the employee to arrange the appropriate car insurance for business use and to indemnify Tipperary County Council with the indeminty specified on the insurance certificate under the heading “Persons or classes of person who are covered”.

Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis.

Code of Conduct/Organisational Policies:

Employees are be required to adhere to all current and future Tipperary County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment.

A full list of relevant policies is contained on the council Intranet.

Training:

Employees are required to attend and participate fully in training programmes as may be decided by the Council from time to time and to apply their learning in the course of their daily working activities.

Location of assignment/appointment:

Tipperary County Council reserves the right to assign the successful candidate to any premises in use by the Council, now or in the future.

The person appointed will be required to report to their place of work by their own means of transport and at their own expense.

A panel may be formed from which vacancies (both permanent and temporary) arising at various locations across the County during the lifetime of the panel may be filled.

Commencement:

Tipperary County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month (subject to notice requirements) and if they fail to take up the appointment within such period or such other longer period as the Council in its absolute discretion may determine, Tipperary County Council shall not appoint them.

Reporting Arrangements:

The Traffic/Litter Warden will report directly to the appropriate supervisor in the Section or to any other employee of Tipperary County Council as the Chief Executive, Director of Services or other appropriate employee may designate for this purpose.

A system of regular appraisal (PMDS) will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct.

Health & Safety:

Tipperary County Council as an Employer is obliged to ensure, in so far as it is reasonably practicable the Safety, Health and Welfare at Work of all of its employees.

Under the Safety, Health and Welfare at Work Act 2005, the County Council has a legal duty to exercise all due care and take all protective and preventative measures to protect the Safety, Health and Welfare of its employees.

All employees also have a legal obligation under Safety and Health legislation to co-operate with management and not engage in any improper conduct or behaviour or do anything, which would place themselves or others at risk.

Employees must not be under the influence of an intoxicant at the place of work.

Employees must comply with all Safety and Health rules and regulations and attend all required Safety and Health Training.

Tipperary County Council operates under OHSAS 18001 accreditation and will be seeking to adopt ISO 45001 in due course.

All employees are required to cooperate with the implementation of any and all measures necessary to achieve same.