| HAY
JOB EVALUATION
Letters to members: this page contains the text of letters sent by the Branch to those members affected by the Hay evaluation scheme. Dear Colleague HAY When we asked you whether you wished to accept or reject the proposed appeals procedure for Hay, it was on the basis that you would receive some information which would help you to understand the basis on which your grade was calculated. The Council will not now, for copyright reasons, release this information. This has caused a major problem because:
Despite frequent management meetings about Hay – staff and trade unions continue to be excluded from the debate. From the outside – where we all are – we can only assume that the Council has not grasped the enormity of the situation it has created, and that it is taking a casual approach to the very real anger and anxiety it has caused. In light of the above members have requested that we re-ballot on whether you are prepared to continue with our side of the bargain with regard to appeals when the Council have reneged on theirs. HOWEVER a trade union is only as strong as its members. When we last asked you to vote on this issue, you didn’t. We can only assume then that the vast majority were prepared to accept the proposals. The Council will continue to exclude you and subject you to a pay system that is not open or transparent for as long as you allow them to. It is up to you. Attached was a ballot slip, asking those affected to say whether they now wished to accept or reject the Appeals process, with a deadline of 12.30 on 17th February. Dear Colleague Following the meetings we held on the week of 29th September, I promised to write out to all affected staff to update everyone and to answer some specific questions. At the first meeting in County Hall, there was a proposal to put out a press release condemning the Council for dismissing 1500 staff. The aggregate vote across all the meetings was 19 in favour and 48 against such a course of action. I was also asked to look at a specific legal case, known as the Danfoss case, which requires that grading systems are transparent. The legal advice we have received is that this is not likely to be a successful route. To use this case we would need to take a equal pay case, and would need to identify a group of workers who are paid less than another comparable group of a different gender. We are looking into this. The other main query was about the Human Rights Act. The advice that we have received is that those articles that potentially appear to be relevant do not cover employment issues. In order to maintain communication we have arranged another two meetings to discuss progress and listen to your concerns. These are: Monday 3rd November: 12 noon at County Hall Wednesday 5th November: 12.30 at Mansfield District Council Offices In the meantime, you will find more information attached.* Please feel free to contact you local steward or me if you have any other pressing concerns or queries. I would also wish to add that this Branch will do everything we can to ensure the best outcome for all our members, regardless of salary. Jill Turner, Branch Chair * This included a standard appeal letter, details of the pay protection agreement, together with extracts from the Joint advice plus answers to the following questions What about career grades? The decision to remove career grades was not agreed by the trade unions. We have agreed to negotiate on career grades. Where the career grade scheme falls completely within the Hay process we can begin these quickly. Members need to make sure that their Convenor or local steward has details of their career grade and the outcomes of the Hay evaluation of each level. We will need to decide what to do about those career grades that cross both Job Evaluation schemes. Again, we need to know what the career grades were and how the Hay parts have been evaluated. What about those who have been downgraded below what they could earn elsewhere. Again, we have a commitment to negotiate market factor supplements. This will mean that the Council can recruit and retain staff with the skills the Authority needs. Please pass on details of outcomes from Hay and levels of pay for comparative jobs elsewhere so that we can ensure the market factors policy we negotiate is fair to all. Dear Member, Initial Advice to all members affect by Hay UNISON is meeting with elected Councillors and Chief Officers on Friday, 3rd October and further advice will be issued after this meeting. Please note that although you have been asked to return your acceptance slips within 7 days, you actually have 3 months, as outlined in the letter from the Council, to return your slip. Please also note that returning your slip does not prejudice your right to register an Appeal against your pay banding. This is entirely separate from returning your acceptance slip. In terms of whether members should lodge an Appeal, we are unable to give advice at present, as we have not received:
Further advice will be issued shortly. Yours sincerely CHRIS TANSLEY, Branch Secretary Dear Colleague, Further to our poll on the proposed pay structure. You will be aware that UNISON is not in a position to reach formal agreement on the implementation of the Phase one pay structure with the Council. As a consequence of a failure to reach a collective agreement, for the Council to continue and implement Phase One they will legally have to withdraw your existing contract of employment and issue you with a new one which incorporates the Phase One pay scales. Whilst technically they will be dismissing you, all your existing conditions of service (except pay) will be unchanged, especially with regard to your continuing employment, length of service and your pension. We have made positive advances in negotiations with the Council and all agreements reached to date over the Hay Scheme will continue. These include:
We are committed to working with the Authority to issue in depth advice in the next few weeks, which will detail your legal position and any actions you need to take. If you have any questions or issues then please contact your local UNISON steward or myself at the Branch Office. Needless to say that UNISON is fully committed to conclude any outstanding negotiations on Hay Job Evaluation and ensure the best possible outcome for you. Jill Turner, Branch Chair |