Mike has arranged for another three day Higher Education Sector Environment Course to be held at Quorn Grange, 88 Wood Lane, Quorn Leicestershire LE 12 8DB on 14th / 15th / 16th November. A new survey has found that the HE sector is one of the dirtiest sectors in the UK economy and much of HE is lacking advancement on environmental issues. Amicus is teaming up with an organisation called People and Planet to deliver a starting point for union reps on a Go Green agenda. See http//peopleandplanet.org/ Any problems or if you require more information, please let me know.
If you are interested in attending this course, can you let me know as soon as possible. Travel costs, accommodation and meals will be provided by the union.
Monday, October 22, 2007
Friday, August 24, 2007
Higher Education E Bulletin
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HERA Appeals
Just to remind you that the closing date for Hera appeals is next Friday 31st.
At the moment the Hera team will accept filled in application forms without the pre-appeal meeting having taken place - This does NOT mean that it doesn't happen merely a reflection of how difficult it has been to fit it all in within the timescale.
Already some "appeals" have been won - these are due to inconsistencies being highlighted at Joint Union and Hera team meetings - this will continue.
The first appeal panels have also been organised for 20th and 21st September and more will be arranged.
At the moment the Hera team will accept filled in application forms without the pre-appeal meeting having taken place - This does NOT mean that it doesn't happen merely a reflection of how difficult it has been to fit it all in within the timescale.
Already some "appeals" have been won - these are due to inconsistencies being highlighted at Joint Union and Hera team meetings - this will continue.
The first appeal panels have also been organised for 20th and 21st September and more will be arranged.
Parking Permit Allocation
Latest info on parking permit applications
Parking Application Summary
| | Docklands | | Duncan House |
| Total Applications Received | 319 (4 disabled) | 105 (2 disabled) | 31 |
| Applicants from 06/07 not re-applied | 153 (Approx 2:1 Support to academic staff ratio) | 49 | 12 |
| Estimated Student Allocation | 23 (12 disabled) | 10 (4 disabled) | 1 |
| Potential Grand Total | 495 (15 disabled) 480 non-disabled | 164 158 non-disabled | 43 |
| Spaces Available | 211 regular bays 36 new bays 248 TOTAL + 50 disabled bays + 22 pay and display + 43 business unit bays + 18 visitor bays | 138 + 5 disabled bays + 8 pay and display | 42 |
| Permit Allocation at 120% | 298 | 166 | 50 |
Thursday, June 14, 2007
Amicus intend to run appeal workshops
Members should bear in mind that the appeal is not a guarantee of success.
Members should also bear in mind the justification for an appeal - it cannot be simply that you think you should have scored more points !
The UEL appeal process is available by clicking on the link below
Appeal Process
Wednesday, June 13, 2007
Hera appeals
At long last people should have their Hera scores - now the next stage - the appeal process.
see
HERAGuidance
for the university procedure
Thursday, April 26, 2007
Hera Ballot
We're still waiting the result of a legal view of the framework agreement but with sorting out issues like the new union name no wonder we haven't heard anything.
Unison's ballot closes today and the strong rumour is that they have voted overwhelmingly to accept.
We will be holding an e-mail ballot as soon as possible however some members will be getting a postal vote if they do not have access or will be away.
The ballot form will be remarkably similar to this:
Unison's ballot closes today and the strong rumour is that they have voted overwhelmingly to accept.
We will be holding an e-mail ballot as soon as possible however some members will be getting a postal vote if they do not have access or will be away.
The ballot form will be remarkably similar to this:
NEGOTIATED PAY DEAL – BALLOT PAPER ENCLOSED
I am writing to you to explain the main points of the deal that we have reached with Management with regard to HERA and the National Framework Agreement and explain to you why AMICUS is recommending the deal. Amicus, the other support staff union involved in negotiations, are also recommending the deal to their members.
This agreement is the product of more than two years of partnership working and discussion. It has required all parties to compromise. This means that not all of the points which the unions would have wanted in the final agreement are actually incorporated. However, we genuinely believe that the deal is the best that we can negotiate in the circumstances and that we have gone as far as we can to address the various issues arising through collective bargaining.
The main points of the deal are as follows:
JOB EVALUATION AND EQUAL PAY (HERA)
- A job evaluation study, using the HERA process, was undertaken so there is now a single wage structure within the university. In this way, we hope to address equal pay concerns on a broader level than we would be able to if we concentrated on litigation alone.
- Under the new single structure, people’s jobs have been evaluated. Those people whose jobs were found to have been undervalued have been “green-circled” and placed on their new, higher, rate. People being “green-circled” will be aligned to the new single wage structure from
- Those who are matched to a job which is lower than their provisional match have been “red-circled” and have their current salary preserved for up to 4 years. They will, therefore, not receive any more incremental rises (if they were not already at the top of the grade) but will receive nationally negotiated pay increases. It is hoped that within the 4 years these staff will receive advice and assistance to maintain their salary by increasing the responsibilities of the post and a new Role Profile agreed and scored. However, this may not be possible in all cases.
- We are not pretending that this agreement necessarily delivers equal pay, which is the employer’s responsibility to ensure. However, we consider that implementing this system makes it much more likely that we can tackle any equal pay issues.
- Those employees who are “green-circled” may, after being evaluated and placed into the new structure, have an equal pay claim, including a claim for up to six years’ back-pay. This might include a claim for the period in which a pay rise over 10% was implemented. This will not always be the case, and depends on a number of legal factors, some of which are highly complex, such as whether you can show an appropriate comparator of the opposite gender, and how long you can establish that an equal pay claim should run for. An equal pay claim can be brought at any time while in a stable employment relationship or up to six months’ afterwards. Changing employment status, e.g. from temporary to permanent, or getting a promotion, may well start time running so you should seek advice promptly from your AMICUS representative if in doubt.
- AMICUS will be investigating equal pay claims once the job evaluation process is complete. If you consider that you potentially have such a claim once the process has been carried out, you should approach your local representative for further advice.
- On the issue of pay protection, it is of course never ideal when members have to suffer potential pay cuts. However, we do not believe that full equalisation up is a realistic goal in light of the University’s resources. Too long a period of pay protection is likely to entrench pay differences between men and women and we want to make sure that we avoid this if possible. On the other hand, we recognise that if a job has been historically overvalued, this is not the fault of the person in the job, who has adjusted their life to a certain level of income and so a decent period of pay protection was warranted.
- Our aim is to implement a system which supports equal pay, within our overall framework of doing the best that we can for all members and minimising where possible the undermining of previously negotiated terms and conditions.
THE NATIONAL FRAMEWORK AGREEMENT
The whole purpose of the Framework Agreement is to bring all staff groups into a single framework for pay and conditions of service and thereby eliminate inequitable practices. The Framework is not just about new pay rates. It is also about changing a number of working practices which could undermine the Framework’s objectives.
It is, therefore, proposed that the following conditions be harmonised for all staff :
- To implement the new grading structure and grade boundaries.
- All staff will be assimilated to the new grading structure on
- Any new appointee to Grade F or above should normally have a degree (n.b. that Grade F equates to the current PO(A) grade).
- Market supplements will continue, using the agreed revised Market Pay Policy.
- Overtime rates - part-time support staff on Grades A to E would receive a flat rate for up to 35 hours and time and a half for hours in excess of 35 (where time off in lieu is managerially not possible). Additional hours worked on Saturdays, Sundays and Bank Holidays, regardless of how many have been worked that week, will be treated as overtime and paid at time and half on Saturday, double time on Sunday and double time and a day off in lieu on Bank Holidays. A common denominator of 1/260th should be used for the calculation of an hourly rate. This denominator would be used for calculating overtime as well as e.g. deductions for unpaid leave or deductions for industrial action.
- Once all roles have been assigned to the new pay grading structure with effect from 1.8.06, we will implement a review procedure. If a manager or staff member believes that the staff member’s responsibilities and competencies have increased sufficiently to warrant the up-grading of his or her role, he or she may apply to a panel at any time during the year, on an ad hoc basis. HERA will be used to determine the appropriate Grade, subject to UEL’S budget as determined by our Board of Governors. An application for the regrading of a role will only be considered once during a 12 month period.
- All support staff have 25 days annual leave, rising to 30 days after 5 years continuous service at UEL. All staff has the same leave year from
- All staff would be paid on the last Thursday of each month with the exception of December, when it is paid on the 3rd Thursday of the month.
- All staff has the same sick pay scheme. (N.B support staff on the protracted sickness scheme will be protected, pending case law on issues of age discrimination.)
- All staff on Grade F and above is required to give a minimum of three months notice in writing. Staff on other grades will continue to be required to give one month’s notice. All staff on probation will be required to give
For some staff, the above is a great improvement on their current terms and conditions.
For support staff, however, there are two points which are a major change in our conditions, i.e. the change of pay date (from the middle to the end of the month) and the change of the date on which the incremental rise is paid. For anyone whose grade under the HERA process has been equated to their current grade, and who is not at the top of the grade, they will not receive an incremental rise in April 2007; they will have to wait until August 2007.
We have, however, negotiated a payment of £500 for support staff and two additional day’s holiday (applicable after 5 years service). This payment is for the acceptance of the package as a whole. This payment will be paid on the 15 May, and the new pay date (i.e. the last Thursday in the month) will apply from June.
This payment is to all staff who will not receive £500 through the HERA process. Therefore, if you have been “green-circled” and your back pay amounts to more than £500, you will not receive this additional payment.
One collective agreement can’t change everything that is unfair about our pay and conditions. However, we consider that in the circumstances, we have been able to strike a deal which is to the advantage of the majority of our members and starts to address equal pay issues. On this basis, we recommend it to you.
AMICUS NEGOTIATING TEAM
Unite
Members might not know but the new "improved" union now has a proposed name - Unite
Clearly this has the advantage of being alphabetically behind all the other education unions
However this hasn't gone down at all well with members of the T&G
See
Guardian Story
Clearly this has the advantage of being alphabetically behind all the other education unions
However this hasn't gone down at all well with members of the T&G
See
Guardian Story
Tuesday, April 10, 2007
The Framework Agreement
This agreement is split into two parts – job evaluation and conditions of service:
JOB EVALUATION AND EQUAL PAY (HERA)
A job evaluation study, using the HERA process, was undertaken so there is now a single wage structure within the university.
Under the new single structure, people’s jobs have been evaluated. Those people whose jobs were found to have been undervalued have been “green-circled” and placed on their new, higher, rate.
• Those who are matched to a job which is lower than their provisional match have been “red-circled” and have their current salary preserved for up to 4 years.
• Those of you who are matched to the same salary range means that you will transfer from the current structure to the new grade structure.
Red Circled Posts
• As of 27th March there are a total of 14 red circled posts
• There are 11 posts to be re-organised
• There are 9 with a market supplement
• There are another three posts under review
• There is one new role
• There is one role with an acting up allowance
THE APPEALS PROCEDURE
• If the staff member wishes to challenge the HERA evaluation he or she may raise an appeal if one or both of the following criteria are met:
• ‘the job content has significantly changed since the date of the last evaluation’ and/or
• ‘that the immediate manager and/or Head of School/Service has not followed the procedures correctly.
JOB EVALUATION AND EQUAL PAY
• We are not pretending that this agreement necessarily delivers equal pay, which is the employer’s responsibility to ensure. However, we consider that implementing this system makes it much more likely that we can tackle any equal pay issues.
• Our aim is to implement a system which supports equal pay, within our overall framework of doing the best that we can for all members and minimising where possible the undermining of previously negotiated terms and conditions.
THE NATIONAL FRAMEWORK AGREEMENT
• The whole purpose of the Framework Agreement is to bring all staff groups into a single framework for pay and conditions of service and thereby eliminate inequitable practices. The Framework is not just about new pay rates. It is also about changing a number of working practices which could undermine the Framework’s objectives
It is, therefore, proposed that the following conditions be harmonised for all staff :
• Implement the new grading structure and grade boundaries.
• Assimilation to the new grading structure on the 1st August 2006 and their annual incremental date (unless they are at the top of the grade) will be 1st August. The first incremental date will be on the 1st August 2007.
• Market supplements will continue, using the agreed revised Market Pay Policy.
• Overtime rates - a common denominator of 1/260th should be used for the calculation of an hourly rate
• All staff on Grade F and above are required to give a minimum of three months notice in writing. Staff on other grades will continue to be required to give one month’s notice.
• Once all roles have been assigned to the new pay grading structure with effect from 1.8.06, we will implement a review procedure.
• All support staff have 25 days annual leave, rising to 30 days after 5 years continuous service at UEL. All staff has the same leave year from 1st September 2007. i.e. from 31st August – 1st September.
• All staff would be paid on the last Thursday of each month with the exception of December, when it is paid on the 3rd Thursday of the month.
For support staff, however, there are two points which are a major change in our conditions, i.e. the change of pay date (from the middle to the end of the month) and the change of the date on which the incremental rise is paid. For anyone whose grade under the HERA process has been equated to their current grade, and who is not at the top of the grade, they will not receive an incremental rise in April 2007; they will have to wait until August 2007.
We have, however, negotiated a payment of £500 for support staff and two additional day’s holiday (applicable after 5 years service). This payment is for the acceptance of the package as a whole.
JOB EVALUATION AND EQUAL PAY (HERA)
A job evaluation study, using the HERA process, was undertaken so there is now a single wage structure within the university.
Under the new single structure, people’s jobs have been evaluated. Those people whose jobs were found to have been undervalued have been “green-circled” and placed on their new, higher, rate.
• Those who are matched to a job which is lower than their provisional match have been “red-circled” and have their current salary preserved for up to 4 years.
• Those of you who are matched to the same salary range means that you will transfer from the current structure to the new grade structure.
Red Circled Posts
• As of 27th March there are a total of 14 red circled posts
• There are 11 posts to be re-organised
• There are 9 with a market supplement
• There are another three posts under review
• There is one new role
• There is one role with an acting up allowance
THE APPEALS PROCEDURE
• If the staff member wishes to challenge the HERA evaluation he or she may raise an appeal if one or both of the following criteria are met:
• ‘the job content has significantly changed since the date of the last evaluation’ and/or
• ‘that the immediate manager and/or Head of School/Service has not followed the procedures correctly.
JOB EVALUATION AND EQUAL PAY
• We are not pretending that this agreement necessarily delivers equal pay, which is the employer’s responsibility to ensure. However, we consider that implementing this system makes it much more likely that we can tackle any equal pay issues.
• Our aim is to implement a system which supports equal pay, within our overall framework of doing the best that we can for all members and minimising where possible the undermining of previously negotiated terms and conditions.
THE NATIONAL FRAMEWORK AGREEMENT
• The whole purpose of the Framework Agreement is to bring all staff groups into a single framework for pay and conditions of service and thereby eliminate inequitable practices. The Framework is not just about new pay rates. It is also about changing a number of working practices which could undermine the Framework’s objectives
It is, therefore, proposed that the following conditions be harmonised for all staff :
• Implement the new grading structure and grade boundaries.
• Assimilation to the new grading structure on the 1st August 2006 and their annual incremental date (unless they are at the top of the grade) will be 1st August. The first incremental date will be on the 1st August 2007.
• Market supplements will continue, using the agreed revised Market Pay Policy.
• Overtime rates - a common denominator of 1/260th should be used for the calculation of an hourly rate
• All staff on Grade F and above are required to give a minimum of three months notice in writing. Staff on other grades will continue to be required to give one month’s notice.
• Once all roles have been assigned to the new pay grading structure with effect from 1.8.06, we will implement a review procedure.
• All support staff have 25 days annual leave, rising to 30 days after 5 years continuous service at UEL. All staff has the same leave year from 1st September 2007. i.e. from 31st August – 1st September.
• All staff would be paid on the last Thursday of each month with the exception of December, when it is paid on the 3rd Thursday of the month.
For support staff, however, there are two points which are a major change in our conditions, i.e. the change of pay date (from the middle to the end of the month) and the change of the date on which the incremental rise is paid. For anyone whose grade under the HERA process has been equated to their current grade, and who is not at the top of the grade, they will not receive an incremental rise in April 2007; they will have to wait until August 2007.
We have, however, negotiated a payment of £500 for support staff and two additional day’s holiday (applicable after 5 years service). This payment is for the acceptance of the package as a whole.
WHY AMICUS IS RECOMMENDING THE DEAL
One collective agreement can’t change everything that is unfair about our pay and conditions. However, we consider that in the circumstances, we have been able to strike a deal which is to the advantage of the majority of our members and starts to address equal pay issues. On this basis, we recommend it to you.
Monday, March 19, 2007
Hera Update
At long last the end is in sight - a reply from management basically agreeing to our proposals - The joint support staff unions are meeting together to dot the I's and cross the t's but basically all support staff will get a minimum payment of £500 and those on long service will have their leave increased to 30 days.
As a condition we have to agree to move our pay date to the last Thursday of the month as well as adopt a common incremental date and leave year.
The red circles are reducing daily - we reckon they are now around 20 - the last panel is tomorrow afternoon. There are around 200 people who are green circled - these people will get their pay, backdated to August 2006, in June subject to agreement
We have a branch meeting on Wednesday evening at 6.30 where this will be discussed and we will arrange a group meeting next Wednesday afternoon - 28th- to go through it in greater detail - we will then move to the balloting process. The agreement will be sent to our national officer for scrutiny and the ballot will be organised by our regional officer - Richard Munn.
As a condition we have to agree to move our pay date to the last Thursday of the month as well as adopt a common incremental date and leave year.
The red circles are reducing daily - we reckon they are now around 20 - the last panel is tomorrow afternoon. There are around 200 people who are green circled - these people will get their pay, backdated to August 2006, in June subject to agreement
We have a branch meeting on Wednesday evening at 6.30 where this will be discussed and we will arrange a group meeting next Wednesday afternoon - 28th- to go through it in greater detail - we will then move to the balloting process. The agreement will be sent to our national officer for scrutiny and the ballot will be organised by our regional officer - Richard Munn.
Tuesday, March 13, 2007
Red Circles get smaller
Currently just before the final scoring panel the red circles have been reduced to
42
Merger Ballot Results
As per expectations, the ballot for merger of the Amicus and T&G unions has resulted in a 'Yes' vote. The results in Amicus were
18.9% in favourThe unions look at it in a different way- 70.1% in favour and 29.9% against, on a 27% turn out). The T&G machine achieved a significantly better 'For' vote at 23.3% of ballot papers issued (86.4% of votes returned).
8.1% against
73% not voting
Other union mergers have attracted much higher majorities in favour, typically 80% or more of votes returned. Our last one, AEEU and MSF, was supported by 84% and 80% of each union respectively, on a 31% turnout. The Amicus result is surprisingly low, given the massive pro-merger campaign by both unions' publicity departments and a complete absence of any concerted campaign against the merger.
Tuesday, February 27, 2007
Red Circle Watch
Currently the red circles are getting to be a rare breed - from last weeks meeting we have re-scored and re-evaluated several roles.
52
Monday, February 19, 2007
Alan Howard 1949-2007
Some of you may know of Alan Howard - chair of the Amicus National Negotiating Committee
unfortunately he passed away this morning.
I knew Alan from the regional Committee LAUTAC where he had long been an active member subsequently I joined him on the national Committee HENIC. I'm pleased and proud to have known him - he was a staunch person in the old fashioned term and a very good friend indeed. As a rep he was a tremendous example to me - and no doubt others and his successes not just in Kings College but in the wider technician scheme will stand as a lasting tribute to him.
I cannot but sympathise with you at Kings College at this time particularly when he had such good friends and colleagues - not too mention family - and he will be deeply missed. I will remember him particularly for his sense of humour and his sparking wit - he had a turn of phrase that is difficult to master people like him come around all too rarely and at this moment it is extremely difficult to know what to say. Alan would not have been so short of words.
Tony Britton
Alan Howard (1949-2007)
Alan had been unwell for about a month, he had a massive Coronary on
Thursday night unfortunately he did not respond well to treatment
and died in the small hours of this morning (19th Feb).
Alan's family has asked for privacy so please respect this for the moment.
As soon as I have any information with regard to tributes and memorials I will let you know.
If you know of retired members from your institution who should know please pass on the sad news.
King's College 0032 branch will as a mark of respect hold the scheduled Branch meeting at
Guys Campus Hodking Building Committee Room 13:00,
tomorrow Tuesday 20th Feb 2007. Proceedings will commence with a two
minute silence. King's College amicus members receiving this please
attend Alan would not want us to give up in his absence.
On a personally note Alan was a great friend, good comrade and trusted colleague.
He leaves a hole that will be impossible to fill.
We owe it to him to fill as much of the void as we can, the fight goes on.
I will of course pass on the condolences of you all to his wife and
family especially to his twin brother Peter and son James who both
work at Kings.
Yours in deep sadness
Glyn Baker
amicus KCL 0032
for a full obituary see......
Alan Howard Obituary
unfortunately he passed away this morning.
I knew Alan from the regional Committee LAUTAC where he had long been an active member subsequently I joined him on the national Committee HENIC. I'm pleased and proud to have known him - he was a staunch person in the old fashioned term and a very good friend indeed. As a rep he was a tremendous example to me - and no doubt others and his successes not just in Kings College but in the wider technician scheme will stand as a lasting tribute to him.
I cannot but sympathise with you at Kings College at this time particularly when he had such good friends and colleagues - not too mention family - and he will be deeply missed. I will remember him particularly for his sense of humour and his sparking wit - he had a turn of phrase that is difficult to master people like him come around all too rarely and at this moment it is extremely difficult to know what to say. Alan would not have been so short of words.
Tony Britton
Alan Howard (1949-2007)
Alan had been unwell for about a month, he had a massive Coronary on
Thursday night unfortunately he did not respond well to treatment
and died in the small hours of this morning (19th Feb).
Alan's family has asked for privacy so please respect this for the moment.
As soon as I have any information with regard to tributes and memorials I will let you know.
If you know of retired members from your institution who should know please pass on the sad news.
King's College 0032 branch will as a mark of respect hold the scheduled Branch meeting at
Guys Campus Hodking Building Committee Room 13:00,
tomorrow Tuesday 20th Feb 2007. Proceedings will commence with a two
minute silence. King's College amicus members receiving this please
attend Alan would not want us to give up in his absence.
On a personally note Alan was a great friend, good comrade and trusted colleague.
He leaves a hole that will be impossible to fill.
We owe it to him to fill as much of the void as we can, the fight goes on.
I will of course pass on the condolences of you all to his wife and
family especially to his twin brother Peter and son James who both
work at Kings.
Yours in deep sadness
Glyn Baker
amicus KCL 0032
for a full obituary see......
Alan Howard Obituary
Friday, February 16, 2007
Red Circle Watch
72
This site will update as we reduce the number of red circles in the hera scheme
16/02/02
Huge Efforts Reach Agreement
The next meeting of the Hera group is next Tuesday on 20th February. Having reduced the number of red circled posts down - so far - to 72 (from 335) we are confident that this part of the process is drawing to a close.
The new grading boundaries and tweaks of the scoring criteria seem to have benefitted the low paid and although this has been a long drawn out process we seem to be on target to ensure the completion of the project.
Parallel with this is the framework terms and conditions and we are still a long way from reaching agreement with management but we are still confident of getting the support side unions together to resist the change of pay date and other awkward terms. A fuller explanation of thios will be made at the next Branch meeting on Wednesday but I also hope to get a local meeting in the very near future but that may be after the 28th - management have held that date for teh conclusion of the framework negotaitions. As always more details can be obtained from either Nick or myself.
The new grading boundaries and tweaks of the scoring criteria seem to have benefitted the low paid and although this has been a long drawn out process we seem to be on target to ensure the completion of the project.
Parallel with this is the framework terms and conditions and we are still a long way from reaching agreement with management but we are still confident of getting the support side unions together to resist the change of pay date and other awkward terms. A fuller explanation of thios will be made at the next Branch meeting on Wednesday but I also hope to get a local meeting in the very near future but that may be after the 28th - management have held that date for teh conclusion of the framework negotaitions. As always more details can be obtained from either Nick or myself.
Branch Meeting Wednesday 21st February
Notice of Branch Meeting
Date:
Time:
(Please note we now need to start on time, as we may need to be out by
Venue:
Meet in Student Union Bar (If available.
If not check at Reception).
Romford Road
Stratford
Bar is just past the main building entrance in
Refreshments will be provided.
Agenda
1. Apologies
2. Minutes of January 2007 Meeting.
3. Matters Arising.
4. Correspondence.
5. Membership.
6. Merger Ballot.
7. Group Reports.
8. Other Reports.
9. Any Other Business.
If you have not received a copy of the Minutes of the Last Meeting copies will available at this meeting.
I do hope to see you or a member of your group present for this branch meeting.
The Branch likes to encourage members new and old to participate in its activities and members can be assured of a warm welcome. Meetings are a good opportunity for members to update us on what is happening in their workplace, to participate in the debate on current issues and have a drink with friends.
Future 2007 Meeting Dates
February 21st, March 21st, April 18th, May 16th, June 20th, July 18th, - August No Meeting-
September 19th, October 17th, November 21st, December 19th.
(All are third Wednesdays in month)
Branch Secretary: D. Bingham, The Tilings, 6b,
E-MAIL: d.bingham@virgin.net
Thursday, February 15, 2007
Pension News
You thought it was too easy getting a 1% pay rise this month - well here's the first bit taken away ........
LGPS consultation
Publication of summary details of the Government's proposals for the LGPS has been made recently. Full details of the Government proposals can be viewed at www.communities.gov.uk/lgps Consultation is now beginning and what follows is a summary briefing on the proposals. The proposed structure is to apply to both existing and new members after April 2008
The main positives are :
Final salary retained for existing and new members
Improvement to 1/60 accrual (with lump sum by commutation)
Introduction of pensions for nominated dependant partners
Death in service increased to x3 (from x2)
The main negatives :
Average employee contribution increased for 5.8% to 6.3% -
Reduced ill health benefits -
Statutory-based mechanism for sharing future cost pressures (2010 on)
The proposal on employee contributions is that on pay up to £12,000 a contribution of 5.5% is paid and for any pay above £12,000 a contribution of 7.5% is paid. This means contributions are increased for all (6%) members earning over £16,000 A 3 tier ill-health proposal is made.
The top-tier is close to the current benefit level but reserved for people permanently unable to work again rather than permanently unable to do their normal job. The two lower levels involve a reduced level of benefits. Our members identified a cut in ill health benefits as a key concern. No detail on the cost-sharing mechanism is given but the earlier consultation document speculated about a mechanism based around improvements in mortality.
Amicus is currently scrutinising the proposals and may well submit its own proposals during the consultation. There is a co-ordinated joint union position developed via the TUC and representatives will be kept advised on the joint position as well as the outcome of the consultation.
Thursday, February 08, 2007
Hera Update
Following the last steering group meeting the university reckons that it will be in a position to implement HERA sometime from March. The Joint Unions think this may be optimistic as we still have some work to do around the framework agreement but the Role analysis is nearing completion. Some 500 roles have been scored and inevitably there has been some issues with consistency and clarification. The bottom line is that through this process (which is still ongoing) we have reduced the amount of red circled posts down to 82 (as of 2nd February). We have another meeting scheduled for 20th February where we hope there will be a further reduction in these numbers. Overall the scheme is proving effective in differentiating between the different jobs and the improvements in the grade and pay boundaries mean significant changes for many, particularly for the low paid staff.
We will put out some more information about the numbers of green and red circled posts as we get the clarification back
We will put out some more information about the numbers of green and red circled posts as we get the clarification back
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