Thursday, March 31, 2011

Lambeth's offer on single status

LONDON BOROUGH OF LAMBETH SINGLE STATUS AGREEMENT PROPOSED OFFER AND COLLECTIVE AGREEMENT DECEMBER 2010 1. Preamble The National Joint Councils original agreement on single status was reached in 1997. It required local authorities to carry out pay and grading reviews, but set no deadline for this. By 2004 it was recognised that progress across the country in carrying out pay and grading reviews had been slow. The NJC agreement in 2004 therefore set a deadline of April 2007 for the implementation of new grading structures. The Council is committed to reaching a negotiated agreement with the recognised Trade Unions on Single Status implementation. Should this be achieved, then the resultant changes to terms and conditions of employment will be incorporated into Individual contracts of employment through this agreement. The proposals contained in this document have been arrived at following an extended period of consultation and negotiation between the Council and the Trade Unions. They remain conditional upon the ability to reach agreement on all matters under discussion as part of single status implementation. 2. Employees covered by the Agreement This document has been jointly drawn up by Lambeth Strategic Human Resources and the Trade Unions to forward the Council’s approach to the harmonisation of the Terms and Conditions for all its employees in accordance with the 1997 and 2004 national Single Status agreements. All future variations to this document shall be agreed in advance by both parties Within this Agreement are the detailed benefit and payment arrangements applicable to all employees of the council whose contract of employment falls under the remit of the National Joint Negotiating Committee for Local Government Services (known as the Green Book). This incorporates employees who were previously employed under the national negotiating arrangements for former APT&C staff and Manual and Craft Workers. This Agreement however excludes those employees who are outside the scope of the National Joint Negotiating Committee for Local Government services which includes Youth & Community Workers, employees on Soulbury T&C, Teachers and Chief Officers. It also excludes agency workers and temporary consultants commissioned by the Council to undertake duties on its behalf. This Agreement acknowledges the relevant national agreement as the National Joint Council for Local Government Services as amended by this local Agreement, or as varied, altered or amended from time to time by local collective agreements made in conjunction with the London Borough of Lambeth and/or the Council’s Departments and recognised Trade Unions. 3. Parties to the Agreement The parties to this agreement are the London Borough of Lambeth (hereafter referred to as the Council) and the recognised trade unions GMB and UNISON (hereafter referred to as the Trade Unions). 4. Job Evaluation Scheme The Greater London Provincial Council (GLPC) Job Evaluation Scheme was formally adopted for the grading of any posts covered by the National Joint Council for Local Government Services (the ‘Green Book’) with effect from 1st April 2007 (and subsequently the use of the Greater London Whitley Council (GLWC) Job Evaluation Scheme ceased from that date). All employee job roles under the remit of this Agreement will continue to be evaluated under the new Greater London Provincial Council Job Evaluation Scheme (GLPC). This scheme has been recognised by both the Council and the Trade Unions as being able to provide a common basis for the grading of jobs in accordance with prevailing equal pay legislation. 5. GLPC Evaluators & Training All parties subject to this Agreement will ensure as far as possible that there are sufficient resources available to undertake job evaluations. All evaluators will be trained in the use of the GLPC Scheme and will assist with the re-evaluation of any post identified as requiring evaluation under this scheme since April 2007 that has not already been evaluated as a consequence of departmental restructuring. All parties subject to this agreement may also nominate additional candidates for training both in applying the scheme and in equality awareness in connection with the scheme. This training will be arranged by Strategic Human Resources as and when the need for additional evaluators is identified with reasonable paid time off granted (in advance) for the purpose of both training and job evaluations. 6. Job Evaluation Process All council wide posts subject to this agreement will be supported by a job description and evaluated in accordance with the Councils existing job evaluation procedures with the exception that there will be a single stage appeal process. 7. Former Manual Worker Job Evaluations All former ‘Manual Worker’ roles have already been evaluated under this scheme and will be re-graded to the new appropriate salary scale with effect from the agreed implementation date. These evaluations have, in every case, resulted in a proposed improvement to the existing basic grade (including the consolidation of bonus scheme allowances) and would be back dated to 1 April 2007. This is subject to the condition that the amount of any bonus scheme payments made for the period from 1 April 2007 up to the date of the implementation of re-grading payments shall be deducted from any compensation payments. The Council has confirmed that, in the light of serious concerns about their potential defensibility in equal pay terms, bonus schemes currently applicable to Manual Workers will be removed as part of this Agreement Compensation will be paid at a level that is the equivalent of up to 2 years further pay from 1 April 2005. . 8. APT&C Job Evaluations The Council is also committed to endeavouring that all APT&C recognised posts identified for re-evaluation under the GLPC scheme will be evaluated as part of a rolling programme of evaluations by April 2010 where they have not already been evaluated as a consequence of departmental restructuring. It is also agreed to compensate all other APT&C workers whose post’s grades have increased as a result of re-evaluation under the new GLPC scheme with the relevant back pay backdated to 1st April 2007 or any later date in circumstances where post-holders changed their roles and responsibilities since 1 April 2007. Appointment will commence at the bottom spinal point of the new grade whilst allowing for annual incremental progression. An evaluation has been carried out under the GLPC Job Evaluation Scheme of a benchmark sample of APT&C posts, which has confirmed that most existing grades are likely to be maintained, with just a small number of grades increasing and even less decreasing. The Trade Unions accepts the impracticalities of a joint job evaluation process for all posts council wide and agree to jointly moderate a sample of 10% of posts which maintain their current grading. The Trade Unions will however agree to jointly moderate all posts which either increase or decrease in grade as a result of evaluation under the GLPC job evaluation scheme. Any APT&C posts which result in a decrease to grade as a result of re-evaluation, may, have additional duties and responsibilities incorporated into the existing job description at the discretion of the Divisional Director as a means of enhancing the job in order to protect the current grading wherever this can be justified. (Please note that this paragraph is not agreed and further discussion is underway.) Both the Council and the Trade Unions appreciate that the purpose of the Pay & Grade review of all APT&C non manual workers is not to increase or decrease existing grades assigned to potholders as APT&C workers already have ongoing opportunity to request job evaluations via the Council’s established Job Evaluation policy. Any obvious disparities however will be dealt with through the joint moderation process. 9. Grading and Salary Structure The existing pay scale will remain the same but may be subject to review at a later date. 10. Allowances Allowances (including temporary) which can be objectively justified and continue to address local business requirements will continue to be paid in appropriate circumstances. These include: Acting Up allowances First Aid allowances Emergency or call out allowances Honorariums Residential allowances Sleeping in allowances All such allowances will be regularly monitored and reviewed. 11. Assimilation arrangements The Council’s proposes that those employees on former manual grades will be assimilated onto the minimum spinal point of the new grade. If the minimum point of the new grade is less than the employees existing basic pay plus allowances (but excluding overtime or other weekend enhancements) the assimilation point will be to the next nearest spinal column point on the pay scale. 12. Increases to pay and allowances Increases to pay and allowances will be in line with those determined nationally: by the National Joint Council for Local Government Services, regionally by the Greater London Provincial Council or as agreed locally by the Council. 13. Overtime and other Plus Rates An alternative inclusive rate of pay based for example upon additional pay increments or a percentage enhancement may be proposed by the Council where regular service delivery requirements suggest this may be a more appropriate option for the Council and the employees concerned. Such an alternative shall be negotiated locally in accordance with the arrangements for modifying Part Three of the Green Book. 14. Pay Protection Former Manual Workers - There is not a need to protect the base pay of former Manual Workers as part of Single Status implementation, as based on the evaluations for these posts under the GLPC Scheme, these will increase in every case (including the consolidation of bonus scheme allowances). APT&C Employees – As already indicated, the Council and the Trade Unions would aim to moderate any decrease to grade and seek to enhance roles, where this can be objectively justified, rather than the employee incurring any decrease to their grade. There will be no pay protection in circumstances where roles cannot be enhanced. 15. Working Week The Council has implemented a standard 35 hour working week for ‘Green Book” employees as part of single status implementation. Any employee working more than a standard working week of 35 hours will be transferred to this standard working week with immediate effect and any monies (for hours proven to have been worked in excess of 35 per week) owing to them will be backdated to 1 April 2007. 16. Parts 2 and 3 of the Single Status Agreement Part 2 – Nationally Applied provisions Part 3 – National Conditions that can be modified locally All allowances covered under Part 3 of the Green Book will be reviewed and revised arrangements for either removing them, changing them or incorporating them into basic pay will be consulted on. This could include, although not an exhaustive list the following: Consolidated pay Overtime Car allowances Working arrangements i.e. shift, weekend etc Agreed: ______________________________________ Date: Nana Amoa-Buahin Director of Human Resources _______________________________________ Date: Jon Rogers Branch Secretary Unison ________________________________________ Date: Bill Modlock Branch Secretary GMB ________________________________________ Date: Susan N Matthews Branch Secretary Unite the Union