Now that the Benchmarking process is well underway, discussion on the wider areas of Single Status are beginning. Consequently, the branch wishes to ensure the involvement of members in matters for negotiation right from the start of the discussions. Members can express views in a number of ways. You can either contact a Branch Officer or Steward or use the response sheet accompanying bulletins. Each bulletin will be compiled using the information issued for negotiation by the Council and the questions and comments raised by members on issues up for discussion.

• You will have been issued with a questionnaire to complete by a given time. You are entitled to enough time, during working hours to complete the questionnaire. Some people will only have to complete the questionnaire whilst others will be invited to meet with a Job Analyst for a job information interview. This interview is to get more detailed information about the job you do and assists the analyst to input the information correctly into the computer software.

• If you were involved in the PRIMARY BENCHMARK process, you will now have received your Job Overview which you must now consider and discuss with your line manager. Only if you agree that it is correct, should you sign it. DO NOT AGREE TO SIGN IT IF YOU ARE NOT HAPPY WITH THE CONTENTS. You have the right not to sign it. If you do not wish to sign it, contact your Steward or a Branch Officer for support and assistance.

• If you have been involved in the Primary Benchmark process, or are about to start the Secondary Benchmark process, we would welcome any comments you might have on the process itself, the information the council has provided to you and any support you would wish from the union.

The end result of the Job Evaluation process is to establish a new PAY AND GRADING STRUCTURE. The Council is currently looking at three options for a new pay structure to replace the existing system. Currently we have APT&C and Manual Worker grades. This will be replaced by either a single pay point for each job, a short pay scale of say three pay points, or a long pay scale similar to the current APT&C scale.

• In a Single Pay Point, a post holder is paid a single rate for the job with no increments. All staff appointed to this job title are paid exactly the same regardless of experience or length of service. This is the method used in the Manual Worker scheme.
• In a Short Pay Scale there are an agreed number of pay points, usually only three or four, through which an employee will progress.
• In a Long Pay Scale there are a number of pay points which can range from, say, four to eight through which the employee will progress. This is the method used in the APT&C scheme.

The Council has previously indicated their preference for the short pay scale and would suggest a four-point scale as follows: -

• Point 1 New starts placed on this point – a ‘probationary’ rate
• Point 2 All employees progress to this point after 6 months satisfactory performance in the post.
• Point 3 All employees progress to this point after one further years satisfactory performance in post.
• Point 4 Progression to this point will only be made on the basis of exceptional and outstanding merit in the post.

Job Evaluation has been the main focus of the Single Status agreement to date. However, job evaluation forms only part of the agreement. Discussions on the other terms and conditions will be taking place soon and the Council has produced a discussion paper to set out their position for negotiation. We therefore highlight below the main areas for discussion.

The Single Status Agreement brings about a Reduced Working Week to 37 hours. Within the Single Status document, it talks about a ‘standard’ working week of 37 hours which the Council interprets as the working week for all staff, including those currently working 36 ¼. (APT&C staff) Thus, by implication, those currently working less than 37 will work an additional ¾ hour extra per week. This is not a view which is shared by Moray UNISON. However, there may be options which will have to be explored if all staff have to work the same number of hours per week. Is the 37 hour week implemented along with additional pay for the additional hours? Will everyone come down to 36 ¼ hours instead of 37?

We have identified some options which may be thrown up by the negotiations assuming everyone must work 37 hours. We would therefore like to have your thoughts on these options (especially from APT&C members)

• Everyone moves to 37 hours with no change in salary
• Everyone moves to 37 hours with appropriate increase in salary
• Everyone moves to 37 hours with no change in salary, but with negotiated additional annual leave
• Everyone moves to 36 ¼ hours

Proposals have been put forward by the Council regarding Flexible Working patterns. It is proposed that all services and work areas within services are identified where overtime, allowances or enhancements equivalent to 10% of the wage bill are paid. Managers in these work areas must carry out a review of their working practices to identify where more flexible working could be introduced to reduce the need to work overtime, or times which attract enhancement. An example might be core hours with additional hours being banked and worked at peak times. Detailed arrangements would reflect particular circumstances and where changes wouldn’t help to manage the situation, the reasons would have to be made clear. It is suggested by the Council that this proposal would improve flexibility and offer a wider range of working patterns, possibly helping staff to balance home and work commitments and assist the Council with being an equal opportunities employer.

Members who currently receive bonus payments, and performance payments are asked to record their views as appropriate.

The Council has also considered two further areas for negotiation concerning Leave arrangements and Pay-in lieu of holidays. Whilst there has been little information given to the branch on this subject, the Council would like to consider arrangements for, in particular, special leave

The Council also wish to reduce the number of payments made to employees in lieu of annual leave. This would ensure that staff are actually taking their entitlements to time off work. Moray UNISON would wish to get more information on these proposals to allow for more meaningful consultation with members.

Discussions concerning Car Allowances are currently taking place at national level as they form part of the national agreement. As details become available on the union’s position on the proposals, these will be shared with members.The employers, through COSLA, are currently proposing the scheme devised by the Inland Revenue, where by there is no lump sum, but an ‘appropriate’ rate per mile. It is currently difficult to do a comparison between the existing and proposed schemes due to the calculations for tax and national insurance. Moray UNISON has asked the union at national level to carry out this task to allow for members to compare the schemes accurately.