I am from the GMB and I m going to talk to you about the new pay proposals for the local government NJC, also known as the Green Book.

Transcription

1 SLIDE 1 GMB PAY PRESENTATION Hello, my name is I am from the GMB and I m going to talk to you about the new pay proposals for the local government NJC, also known as the Green Book. The proposals I am going to set out apply to most staff but not craft workers or chief officers who have separate arrangements that are still under discussion but we expect similar proposals. The purpose of this presentation is to explain the background to the new proposals, what they actually are and what happens next. If you are not a member welcome to this meeting & I can get you joined up today so you can take part in this important GMB pay vote. SLIDE 2 BACKGROUND GMB and the other two local government unions, Unison and Unite, negotiate pay and conditions with the Local Government Association who represent councils. The results of our negotiations cover 1.5 million workers in councils, schools, academies and many other employers like housing associations, contractors and charities. The employers tabled an offer to us on the 5 th December, GMB have issued two circulars detailing the headlines of the offer and the process that has led to today s meeting. Just to re-cap, the process starts with a pay consultation when GMB members have their say as to what should go in the pay claim that informs the overall union claim. The pay claim was presented to the employer in June Over the summer the GMB stepped up its Pay Pinch campaign and the lobbying of councils as the employer s national reps consulting with the councils before the offer was made late last year. Well done to everyone that has supported the GMB Pay Pinch Campaign it has made a difference. Now let s look at the actual negotiations. SLIDE 3 NJC Pay Negotiations Financial situation austerity still reigns; Conservative Government continues to make cuts to council budgets; most councils have suffered cuts of more than 40% Headline of pay claim included 5% increase to all National Joint Council pay points - purposefully ambitious as the priority was to send a strong message that almost a decade of pay capped at 1% was unacceptable. A deletion of Spine Column Point 6-9 to reach Foundation Living Wage 8.45 (UK) 9.75 London 1

2 GMB Pay Pinch Campaign s priority since it was launched for this pay round has been to bust the pay cap & your political lobbying has helped achieve this. This is the first pay offer in eight years where the pay cap has been busted. So let s look at the final pay offer tabled SLIDE 4 FINAL PAY OFFER Local government staff have been offered a two-year pay increase from 1 April, 2018 until 31 st March, The local government pay offer is better described as having three key features: Part 1 of the offer: that s the majority of staff whose salaries are over 19,430 per annum - would receive an uplift of 2% on 1 April, 2018 and a further 2% - 1 st April Part 2 of the offer - that s Staff on the bottom of the national joint pay spine to national joint pay spine 19. So staff between SCP (spine column point) 6-19 will receive higher increases than 2% in year one and staff between SCP 6 28 will receive higher increases in year two In year 1 this ranges between 3.7% - 9.3% and then in Year 2 this ranges between 2.6% - 7.3%. The starting rate will move to 8.50 on 1 April 2018 (9.1% increase) and will further move to 9.00 on 1 April 2019 (5.9% increase). Almost a third of workers will receive an inflation linked pay rise in year 1. Part 3 - The offer also includes the introduction of a new national pay spine on 1 st April Over the next few slides we will explore each part of the final offer. [Pause.] Are there any questions about these proposals? If I can t answer them here and now I will get the answers from the GMB s National Secretary who led these negotiations. SLIDE 5 Part 1 The two year pay offer is best read with the pay offer tables as set out The first part is relatively easy to understand. All staff on spine column point 20 and above with current salaries starting at 19,430 per annum will receive an uplift of 2% on 1 st April 2018, that an approximate 388 pay uplift this year and a further 2% uplift on 1 st April 2020, that s an approximate of nearly 400 the year after. SLIDE 6 & 7 (best to take together) Part 2 As previously indicated staff on the bottom of the national joint pay spine (Spine Column Point 6-19) will receive higher increases than 2%. 2

3 In year 1 this ranges between 3.7% - 9.3% and then in Year 2 this ranges between 2.6% - 7.3%. The starting rate will move to 8.50 on 1 April 2018 (9.1% increase) and will further move to 9.00 on 1 April 2019 (5.9% increase). Almost a third of workers will receive an inflation linked pay rise in year 1. If anyone is paid a Living Wage supplement, the percentage increases apply to the basic salary and your employer may reduce your Living Wage supplement to keep your total pay at the Living Wage if it s above 8.50 & The Living Wage is however due to increase in April, but obviously it is set independently and is outside our control. SLIDE 7 This slide sets out the actual sum SCP will be increased by and the percentages they equal. So as already indicated this group of workers will get something between 3.7% - 9.3% and we believe almost a third of workers will receive an approximate rate of inflation increase for the first time in decade. Worked examples might be worth taking some time to go through these separately where there are queries. From 1 April 2018: On SCP 6, 1,380 (equivalent to 9.191%) On SCP 7, 1,380 (equivalent to 9.130%) On SCP 8, 1,380 (equivalent to 9.052%) On SCP 9, 1,380 (equivalent to 8.976%) On SCP 10, 1,250 (equivalent to 8.006%) On SCP 11, 1,200 (equivalent to 7.592%) On SCP 12, 1,050 (equivalent to 6.512%) On SCP 13, 900 (equivalent to 5.458%) On SCP 14, 900 (equivalent to 5.363%) On SCP 15, 900 (equivalent to 5.272%) On SCP 16, 900 (equivalent to 5.167%) On SCP 17, 900 (equivalent to 5.064%) On SCP 18, 800 (equivalent to 4.427%) On SCP 19, 700 (equivalent to 3.734%) SLIDE 8 NEW PAY SPINE Note to presenter this slide is best discussed with the new pay spine. Please ensure all participants have access to the new pay spine. As previously discussed the pay offer also includes the introduction of a new national pay spine. The new pay spine will be introduced on 1 st April 2019 A bottom rate of 9.00 per hour which equals to 17,364 on new SCP1will become the starting rate. (equivalent to old SCP6) The new pay spine will Pair off old SCPs 6-17 inclusive to create new SCPs 1-6 inclusive. Equal steps of 2.0% which will begin to address the closing of differentials will start between each new SCPs 1 to 22 incl (equivalent to old SCPs 6-28 incl) Creating equal steps between pay points would introduce new SCPs 10, 13, 16, 18 and 21 to which no old SCPs would assimilate. This would mean that in some organisations the current number of pay points in a grade would 3

4 change. The Employers therefore suggest that we work together to consider appropriate advice as such issues arise. For those that were around at the start of single status you will understand that this work will be done in consultation with you, unions and employers. On new SCPs 23 and above (equivalent to old SCPs 29 and above), 2.0% There are separate pay spines for inner/outer London. Pause Take questions if needed but please remember the above is much easier to understand with a copy of the new pay spine. SLIDE 9 & 10 Worked Examples In your pack there are two additional resources 1) FAQ and 2) Worked Examples it s advisable these are handed out to all participants. Slide 9&10 are self-explanatory and are worked examples to assist participants how the offer could be applied. On your hand-out you ve got some worked examples and some Frequently Asked Questions and it might be worth pausing for a couple of minutes so that you can look at them to see how things work SLIDE 11 Evaluation THE GMB VIEW GMB organised a national meeting on 13 th December, This meeting consisted of senior lay reps from all GMB Regions. Senior reps have met throughout the process and are key part of GMB s democratic process. Feedback from most GMB regions welcomed the busting of the pay cap after years of 0-1% pay offers. Did they think the offer was good? Senior Lay Reps recognised the work undertaken on the pay spine review as well as the minimum uplift no less than 2%. The GMB Pay Pinch Campaign has been a welcome addition as this is the best pay offer currently tabled in any government department and whilst it had not met all out expectations it s a step in the right direction. Industrial action- There was no appetite in the discussions to consider this at this stage. Priority for GMB senior reps is to ensure members all decide through their right to vote on this pay offer. GMB position It was agreed to present the facts to the members; explain the new pay offer and pay spine; a full postal, secret ballot for everyone would follow. GMB members who have registered their s will get an opportunity to vote on line when they get their postal vote. SLIDE 12 THE OTHER TRADE UNIONS Similar discussions are taking place but rather than draw a consensus through survey monkey or, branch consultation it was agreed in the GMB all members would get a vote. SLIDE 13 NEXT STEPS, YOUR VIEWS, YOUR PAY YOUR SAY GMB believes every member should have their say and so we will be carrying out a full postal vote and this will be done by an independent body so your vote will be entirely secret. All members who have provided an will be sent an electronic voting slip. 4

5 The voting papers will go out at the end of January and will be counted 2 nd March, A simple majority vote will decide the matter either way. The other trade unions are also carrying out consultations according to their normal practices and all aim to finish around the same time. We have to stick to this timescale because if members vote to accept we will need to get the payroll changes made as close to April 2018 as possible. If members vote no, the trade union will organise a full industrial action ballot. GMB s democratic structures have considered these proposals and weighed up the pros and cons. It is our view that one of the core priorities was to bust the pay cap and therefore the final offer has achieved this. The final offer has also recognised the need to introduce a new pay spine and to address the erosion of differentials. This is a final pay offer and any chance of improving this will require sustained strike action. The feedback of our branches and lay representatives is that our members are not keen to explore this yet. Taking all this into account, GMB s view of the final pay offer is it s a step in the right direction and we do believe the offer is the best that can be achieved through negotiations. So it s up to you. GMB is pleased to give every member a vote, make sure you use it. If you know of any non-members who should also have a say, please ask them to join GMB which they can do online or hand them a membership form. Thank you for your attention. I hope this has been informative and useful. Any questions or feedback? Full details can be found at 5