New Terms and Conditions of Employment Staff Presentation - June - - PowerPoint PPT Presentation

New Terms and Conditions

• f Employment

Staff Presentation - June 2016

• Introduction
• Register of Attendance
• Background and Context
• Multiple transfers from different organisations
• Different pay values, and terms and conditions
• New Terms and Conditions of Employment

(incorporating a Job Evaluation Scheme)

Job Evaluation

• Hay Method
• Components

– Know-How – Problem Solving – Accountability

• Evaluation of Positions (by trained evaluators)
• Information considered by panel:
• Job Description/Person Specification
• On some occasions, discussions with line managers

Pay/Grading Structure

• Reward system – consistent, simple, transparent,

fair and equitable

• Minimum pay point set at £8.33 per hour

(Glasgow Living Wage)

• 14 Grades
• “Hay points” determine where the position is

placed on the new grading structure

Pay/Grading Structure “BASE PAY”

Min Hay Point Max Hay Point Grade Level A Level B Level C Level D 73 84 1 £15,203 £15,335 £16,392 £17,450 85 113 2 £15,403 £16,544 £17,684 £18,827 114 134 3 £17,822 £19,142 £20,462 £21,783 135 191 4 £20,435 £21,949 £23,462 £24,977 192 227 5 £23,227 £24,947 £26,666 £28,388 228 313 6 £27,486 £29,521 £31,556 £33,593 314 370 7 £32,754 £35,180 £38,010 371 438 8 £37,004 £39,744 £42,484 439 518 9 £42,841 £44,462 £46,145 519 613 10 £47,007 £49,850 614 734 11 £55,289 £58,294 735 879 12 £65,146 £68,362 1039 1041 13 £84,868 £89,973 1291 1293 14 £99,832 £107,227

• Salary structure and values based on 35 hour working week
• Values pro-rata for employees who work less than 35 hours
• Employees who contractually work more than 35 hours, will also receive

contractual overtime at plain time.

Non Standard Working Arrangements

Time/Day

Mon Tue Wed Thur Fri Sat Sun 06:00

‘Early Morning Hours’ [Non-standard Working Hours: Band 1] ‘Weekend Hours’ [Non-standard Working Hours Band 3]

07:00 08:00

Standard Working Hours

09:00 10:00 11:00 12:00 13:00 14:00 15:00 16:00 17:00 18:00 19:00 20:00

‘Evening Hours’ [Non-standard Working Hours: Band 2]

21:00 22:00 23:00

‘Night Hours’ [Non-standard Working Hours Band 4]

00:00 01:00 02:00 03:00 04:00 05:00

Non Standard Working Arrangements

• Standard Working Hours are considered Monday to Friday; 8am to 8pm. Working

hours within these parameters does not attract any payments.

• Early Morning Hours (Monday to Friday; 6am to 8am) will attract a payment of

£2.75 per hour;

• Evening Hours (Monday to Friday; 8pm to 11pm) will attract a payment of £2.75 per

hour;

• Weekend Hours (Saturday and Sunday; 6am to 11pm) will attract a payment of £3

per hour; and

• Night Hours (Monday to Sunday; 11pm to 6am) will attract a payment of £3.25 per

hour.

Calculation of an Annual Amount based on a weekly average

ASSIMILATION

Moving from current arrangements to the new pay and grading structure:

– Total contractual earnings is higher: minimum point of new grade. Next increment will be every 12 months after implementation until the highest point of the grade is reached. – Total contractual earnings are similar: nearest point within the new

• grade. Next increment will be every 12 months after implementation

until the highest point of the grade is reached. – Total contractual earnings are less: highest point of the new grade. One year period of pay protection will commence from implementation date (3 October 2016)

Appeal Process

• Placement with the new pay/grading structure (right of review/appeal)
• Two stage process (will be heard by trained evaluators):

– Stage One: Review – Stage Two: Appeal

• Outcomes of Reviews or Appeals

– No change – Increase in points – but no change in grade – Increase in points – increase to grade – Reduction in points – but no change in grade – Reduction in points - reduction in grade

• Non-standard payments (shift working) are factual – no right of review or appeal
• Reviews/Appeals considered by “post” not by individual employee (except where

it is a singular post with only one postholder)

HOW DOES THIS AFFECT YOU?

PAY PROTECTION

– 12 month period of pay protection will commence from implementation date (3 October 2016) – Pay protection applies to contractual earnings only – Employee Development Commitment: Re-training, Redeployment where possible – Reasonable time off to attend any interviews (produce documentation to line manager) – Support from Employee Assistance Programme (EAP) who can also provide financial advice.

Tel: 0800 247 1100 e-mail: assistance@workplaceoptions.co.uk

NEXT STEPS & FURTHER INFORMATION

• Issued with a new contract of employment by

no later than Friday 24 June 2016.

• New contractual arrangements come into

force on Monday 3 October 2016.

• The payroll system will be adjusted.
• Sign and return new contract by no later than

Friday 29 July 2016.

• Review/Appeal Process will be published by 24

June 2016.

NEXT STEPS & FURTHER INFORMATION

• Request for a Review cannot be submitted until issued with new contract
• f employment.
• Irrespective of whether your wish to request a review – you must return

your signed contract by 29 July 2016 (The Review/Appeal Process is a feature of the new terms and conditions of employment)

• Failure to sign acceptance of new contract of employment:

– Features such as the Review/Appeal Process and Pay Protection are part of the new terms and conditions of employment and will not be available. – Payroll may be inaccurate – Termination of existing contract of employment and offer of re-engagement on new terms and conditions.

NEXT STEPS & FURTHER INFORMATION

• Terms and Conditions Handbook which includes the new pay

and grading structure will be published and available on the intranet by Friday 24 June 2016.

• The scores of all positions will be published and available on

the intranet by Friday 24 June 2016.

• Support during this process:

– Line manager – Trade Union representative – Employee Assistant Programme (EAP): Workplace Options - Tel: 0800 247 1100 e-mail: assistance@workplaceoptions.co.uk

• Recognition of the impact to other colleagues across the

Company.

Thank you