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Got a
Job Evaluation
Single Status
Question ?
saunison-singlestatus@btconnect.com
JOB
EVALUATION AND SINGLE STATUS
FREQUENTLY
ASKED QUESTIONS AND ANSWER
I currently work contractual overtime. What happens to that?
Contractual
elements of pay will be preserved and you will be required to continue
to work
it. In line with service requirements, contractual overtime will be
reviewed
and will be subject to further discussions with trade unions/workforce
Will local agreements still be authorised?
This
will need to be reviewed on a case by case basis. The
aim of the revised terms and conditions
package is to reduce and remove local agreements. These
may then be considered as part of further
service reviews
If there are still jobs to be evaluated, how
can single status be
implemented?
Although
you personally may not have been evaluated, you may be part of a larger
occupational group of employees where we have chosen a representative
sample of
posts. This allows us to match the
remaining posts within the occupational group into this job role. There are also a small number of jobs not
finalised or not evaluated. If you are
in this position, you will stay on you existing pay until your job
evaluation
is complete. You will then be placed on
the appropriate grade on the new pay scale. We
are committed to complete the job evaluation
exercise for all jobs
which have not been evaluated as soon as possible
Holding
letters - what is the timescale for the people who have not been
evaluated to
be done?
All evaluations will be completed by 16th
August.
If pay decreases, and I have to cover a post
graded above me,
can I refuse to cover these
duties in light of differing pay scales/terms and conditions?
The aim is
to ensure we reward employees appropriately.
It would be
for the manager to consider theses issues on an individual basis.
Can term time employees (catering assistants)
buy additional holidays?
No, as term time employees
will require to take holidays in line with
schools.
Can 52 week admin employees in schools buy
additional leave?
Yes, but
only if currently those employees are not required to take annual leave
holidays in line with school holidays.
Classroom
assistants are currently contracted to be based in a specific school,
but PSAs are contracted to the
authority,
how will this change with the
creation of the
School Assistant post?
This is for
further discussion with Children and Community but there should be no
immediate
change as
there are several issues relating to the School Assistant post that
need to be
addressed.
There are several things wrong in the
Overview e.g. in the Overview for
Mental Skills it says: There
is no requirement for forward
scheduling or to develop plans for future actions, activities or events. How should I get this amended?
This
would be the subject of an appeal.
Will Senior
home care workers get paid 10% shift allowance on top of the hourly
rate of £10
something?
If they regularly work out with core hours
as part of their normal working week then they will receive the
appropriate
shift payment.
I am a home
help on 23 and some of my colleagues are on 25
but doing the same shift, can you tell why there is a difference?
It could be to do with the
assimilation as other colleague may have been on higher contractual
earnings
and would therefore have been assimilated to higher grade to minimise
loss.
Home Carers are all on Grade 1 level 4 and have been matched as
follows:
Matched to SCP 23 hourly
rate = £8.51 (£8.51x21x52.14)
= £9,319
If non core allowance of
10% - £8.51x21x52.14 x 10% =
£10,251
Matched to SCP 25 hourly
rate = £8.77 (£8.77x21x52.14) = £9,603
If non core allowance of
10% - £8.77x21x52.14 x 10% = £10,563
If
you change your hours or go job share does the preservation still stand
and if
so will it still stand with any allowances that used to be paid i.e.
shift
allowance?
If employee goes job share
(or gets
flexible working) in their current post then their current contractual
earnings
will continue to be preserved pro rata for the 3 years.
If employee applies to job share a different
post (i.e. enters into a new contract) then they will receive the
salary
applicable to that post with no preservation.
Home carers - why
have they
been put on 4 different rates?
They are all on same grade
but differentials could be to do with the
assimilation
as other colleague may have been on higher contractual earnings and
would
therefore have been assimilated to higher grade to minimise loss. Home
Carers
are all on Grade 1 level 4 and have been
matched as follows:
Matched to SCP 23 hourly
rate = £8.51 (£8.51x21x52.14)
= £9,319
If non core allowance of
10% - £8.51x21x52.14 x 10% =
£10,251
Matched to SCP 25 hourly
rate = £8.77 (£8.77x21x52.14) = £9,603
If non core allowance of
10% - £8.77x21x52.14 x 10% = £10,563
37 hour janitors work 42.5
just now,
if this continues do they get 5.5 hours at time and a half, can you
clarify.
Under the freedom of information act, are we entitled to see the new
grading
model to assess everyone’s new grade as we can see discrepancies
within the
janitors grading as it is at present? Is
contractual overtime being paid over and above the new pay scale?
Children and Community are
working on these issues and other
issues relating to janitorial staff. If
there is a requirement to work overtime then overtime payments will be
made. If a janitor has 5.5 hours
preserved as contractual pay then he is already being paid for these
hours so
would need to work more than 42.5 hours to get additional overtime. I have queried what will happen after a pay
award as this janitor (and anyone else on preservation) will
technically be on
a reduced preservation and they have agreed to look at this. In relation to the entitlement to see grading
model this will be available but you do not have a right to see a
specific
individual’s salary.
When will the new grading
model,
showing posts and relevant grades, be available?
This is currently being
worked on and will be available to
the trades unions as soon as possible.
A PSA has
worked 27.5 hours for last
year. She will revert to her 15 hour
permanent post in August 2009. Will her back pay be based on 15 or 27.5
hours?
Back pay will be based on
the actual hours worked between 16th
august 2008 and 16th August 2009.
Senior
Care Social Workers receive a payment once per year for contribution
with
Mental Health Care. Will they still receive this?
Currently Social Workers
need to do 2 pieces of work to receive additional £750 allowance
however this
needs to be reviewed. Next payment would be due in February 2010 and
this
should be resolved by then as Service Manager is addressing the way we
provide
Mental Health Act cover. He has
contacted other local authorities to see how this has been handled and
will
report back with recommendation.
Sheltered
Housing Warden and janitors are querying why there is a difference in
their
increment with no difference in their job in comparison to their
colleagues?
Employees
have been assimilated to grades as near to their current salary as
possible in
an attempt to minimise loss. Discrepancies
could be caused as some employees who
formerly got an
allowance on top of their salary could potentially be assimilated to a
higher
grade than a colleague with longer service who did not receive
allowances. Sheltered House Wardens had
previously been
graded in accordance with the number of tenants they had but are now
graded
according to responsibility (which takes no account of number of people
you are
responsible for) this has meant that SHW in larger units previously on
RW4 have
gone down and those in smaller units on SW2 have gone up.
May 2009.
Branch Briefing for
Members Number 2
SINGLE STATUS:
Having
received notification of South Ayrshire Councils intentions on their
planned
single status implementation package, UNISON South Ayrshire Branch are
aware that
many of our members will be seeking advice and support on a wide range
of
issues.
Road Shows have
been
scheduled by South Ayrshire Council to give you an opportunity to ask
your
employer any questions in the first instance. The employer has
confirmed all
staff should be given access to these meetings. They have also arranged
for
telephone help lines to be put in place to allow staff to contact HR
directly. This
information should have been made available to you either via email or
by your
line manager.
Whilst
the trade unions are not jointly hosting the meetings UNISON Stewards
and
Officers will be available at the conclusion of each Road Show Venue
for
consultation. The Branch would urge as
many members as possible to be in attendance at those meetings.
The Branch has
also decided to hold additional
surgeries for our members who are unable to attend the Council Road
Shows and
again we would urge all members to attend. Details are noted below:
Thursday 21st
May
Walker Hall, Troon, 4pm –
7pm
Wednesday 27th
May Town Hall,
Ayr, 4pm – 7pm
Tuesday
9th June
Carrick
Buildings, Girvan, 4pm – 7pm
Thursday 18th
June
County Hall, Ayr, 4pm –
6.30pm
Contrary to
any information you may have heard UNISON has not agreed to the Job
Evaluation
scheme or Single Status package of Conditions of Service. We have been
involved
in long running discussions and negotiations over an extended period of
time. UNISON has participated
within this lengthy process and has been successful in gaining many
improvements to the initial proposals.
However we are
now faced with South Ayrshire
Council’s rapidly approaching implementation date and as always
we shall be
available to provide advice and guidance to our membership.
ASSIMILATION
TO NEW
STRUCTURE:
The
Council will explain to you that each employee will fit into one of
three
categories, Green, White
or Red Circles.
Green
circles will see an increase in pay,
White will be matched to next highest point on the new scale from their
existing pay point, and Red will see a decrease in pay (preserved on
current
contractual rate for 3 years).
The
new Conditions of Service which are also being implemented should be
scrutinised
very carefully by staff due to the changes that are being proposed. In some cases there will be adverse and
detrimental issues which are not portrayed in the package and offer
little or
no protection, e.g. a change to Core Working Hours and O/T payments in
particular will be detrimental.
Contact
Us:
The
Branch office phone number is 01292 261315 or you can email us at
saunison-singlestatus@btconnect.com or visit our website
www.unisonsouthayr.org.uk
Workers Memorial Day
April 28th 2009.
To commemorate Workers Memorial Day
(WMD) UNISON South
Ayrshire Branch are taking part in an ambitious project to help create
a
natural Scottish woodland in Ayrshire in an effort to return the land
to the
way it was years ago.
This will also help Ayrshire Cancer
Support a local charity
who provide many services including a transport service for patients
travelling
to and from hospitals for appointments and treatment. (Further
information on
the work of the charity can be found at http://www.ayrshirecs.org/
UNISON South Ayrshire are dedicating 5
trees in the woodland
as part as a lasting legacy that will live on for future generations,
knowing
that each tree will be a memory to every worker who has lost their life
at work
or to a work related disease, with the added knowledge of the positive
environmental impact this will also have on the surrounding area.
The site of the woodland has been
created at Craigs Farm
Estate near New Cumnock (Ayrshire) The Afton Water flows through this
secluded
valley which lies on the Burns Trail. There is a beautiful picnic area
situated
beside the river where you can take a break and experience the
tranquillity of
the area.
Overlooking the planting area is the
rocky outcrop called
“Castle William” where it is reputed the William Wallace
had a residence.
Only tree species which have
historically been on the land
will be planted and will include Scots Pine, Silver Birch, Willow, and
Rowan.
Further details Contact.
Campbell Peden branchcomms@btconnect.com Tel 07714299673.
1st April
2009.
Strathclyde Pension Fund
We would like to highlight the following aspects of the new LGPS:
• Contribution rates will depend on full time
pensionable earnings.
• Pensions will build up at 1/60 with the facility to choose
how much tax free cash to take.
• Cohabiting partners can be nominated for survivors pensions.
• The rules on transferring in past pensions have been
tightened.
A wide range of information about the new LGPS is
available in the new LGPS area of this site and can be reached by going
to
www.spfo.org.uk
September 07 Pensions
Latest
Local Government
Pension Consultation Paper.
To view the
consultation paper and make a response log
onto www.sppa.gov.uk/pension
Latest Pension News. 02/10/06.
Set out
below is a summary of the reasons given by the judge for rejecting UNISON’s challenge to the Government in England
over the Rule of 85. Whilst the challenge was in England over the English scheme -
Scottish Ministers did indicate that
they would follow the decision had it gone our way.
JUDICIAL REVIEW –
DECISION
In the
Judicial Review hearing, the DCLG argued that age discrimination was
not the main reason for removing the 85 Rule and limiting protection to 2016. They said that cost was key factor in their decision.
In his
decision, the judge ruled that :
· It was not necessary to show that age discrimination was
the “dominant” factor in DCLGs’ decision – just
that they were influenced by it
· Even if DCLG had interpreted the European Directive on age discrimination wrongly,
they would still have made the decision to end the 85 Rule on cost
grounds
· Age discrimination did not “colour” the
2005/2006 consultation on the draft Regulations, therefore there was no
need to even examine the Government’s interpretation of the
Directive
· Cost and financial viability of the scheme were “major
considerations”
· The consultation process was not flawed. It was
based on extensive discussions between the Government and the unions
· DCLG were able to rely on advice from the Government Actuary’s Department
(GAD) because of those discussions
· The 85 Rule is discriminatory under Article 2 (2) of the European Directive because the distinguishing
feature of the different treatment of scheme members is age,
however……
· The 85 Rule was not exempt from the Directive because it
is based on criteria other than age ie. length of service
· DCLG opted for the protection provisions “which
better fitted the economic considerations” and these were
justified
Discussions over the Scottish scheme continued today.
Useful progress was made and I will report shortly on these issues.
Further
Information
www.unison-scotland.org.uk/pensions
Dave Watson
Scottish
Organiser
Pictured above are 3 of ‘Ralton’s
Runners’ receiving a cheque for £250 from Campbell Peden on
behalf of UNISON South Ayrshire. Also in picture far right John Kerr
Branch Education Officer.
‘Raton’s Runners’ are taking part in the Great
Scottish Run in memory of one of their colleagues, and South Ayrshire
UNISON rep John Ralton, who sadly died earlier this year. All the
runners will be raising funds for the Scottish Motor Neurone Disease
Association
The team would very much appreciate any support that you can give us in
our efforts to raise money for Motor Neurone Disease research.
If you would like to sponsor the team, then please contact one of the
following:
Gillian Nisbet - 01292 616650, Carol McRae - 01292 616186, Dianne Lewis
– 01292 616175
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