London Borough of Redbridge - Draft Collective Agreement (May 2011)

8/6/2019 London Borough of Redbridge - Draft Collective Agreement (May 2011)

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Proposed Collective Agreement

LOCAL COLLECTIVE AGREEMENTSINGLE STATUS - TERMS & CONDITIONS OF SERVICE

London Borough of RedbridgeMay 2011

1 of 14 Post 24 June 2010 meeting


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1 INTRODUCTION1.1 The Council and trade unions have been working to achieve a single pay structure

and harmonised terms and conditions of employment for London Borough ofRedbridge employees within the scope of this Agreement. The Agreement reflectsthe Councils and trade unions joint commitment to the achievement of fair,modern, affordable and non-discriminatory reward practices, and to provide theflexibility to review these terms and conditions in the future, in order to help meetfuture service delivery requirements.

1.2 The Parties acknowledge that the Agreement is a collective agreement for thepurpose of sections 178 and 179 of the Trade Union and Labour Relations(Consolidation) Act 1992. The Parties intend that the Agreement shall form alegally enforceable contract and shall be incorporated into the terms andconditions of employment of all employees within its scope.

1.3 Where the provisions of this Agreement vary, change or remove existing terms andconditions, those existing terms and any previous council and/or serviceagreements are superseded. Otherwise, conditions remain unchanged.

2 SCOPE OF THE AGREEMENT2.1 The Agreement is applicable to:

Those employees whose terms and conditions of employment are covered bythe National Joint Council for Local Government Services (the Green Book).Specifically this includes: Employees who were employed under the nationalnegotiating arrangements for former Administration, Technical andProfessional Employees (APT&C; Purple book); former Manual Workers (White

Book); and school-based employees whose terms and conditions fall under theGreen Book.

Employees covered by the Joint Negotiating Committee for Local AuthorityCraft & Associated employees (Red Book).

Former Transport DSO employees who were previously on local conditions.2.2 This agreement does not apply to:

Those employees who are outside the scope of the National Joint NegotiatingCommittee for Local Government Services, including Youth and CommunityWorkers; Soulbury staff; Teachers and Chief Officers.

Agency workers that are engaged by the Council from time to time.2.3 For employees of schools where the Council is not the employer, the Governing

Body or other authorised body (e.g. Diocese) will determine whether to implementthese provisions within their establishment.

3 PARTIES TO THE AGREEMENT3.1 This local agreement (the Agreement) is made between (1) the London Borough

of Redbridge (the Council) and (2) the three signatory trade unions (the unions)recognised for collective bargaining purposes. The Council and the unions shalltogether be referred to as the Parties.

3.2 The unions referred to at clause 1 above are UNISON, GMB and UNITE.



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4 DEFINITIONS & EFFECTIVE DATE4.1 The Effective Date is the date to which certain elements of the Agreement are

backdated. The Effective Date of the Agreement is 1 April 2010. The Effective Dateis applied to all grading changes as a result of single status and changes to basicpay only, except where specified elsewhere.

4.2 The Implementation Date (TBC by full Council), is the date the changes withinthe agreement will be undertaken. The Implementation Date will be used for allother changes to terms and conditions of employment (including allowances andenhancements whether based on basic pay or not).

This ensures no employees will receive a backdated reduction in allowancesand enhancements which have already been paid in accordance witharrangements in place prior to this Agreement.

Where an employee receives a change in basic pay backdated to the EffectiveDate, this will not be applied to the allowances and enhancements alreadyreceived during that period up until the Implementation Date.

4.3 The Agreement Date is the date the Agreement is signed by the parties.

5 PAY & GRADING5.1 Job Evaluation5.1.1 All jobs relating to employees under the remit of this Agreement should be

evaluated under the Greater London Provincial Council (GLPC) Job Evaluation

Scheme.

All manual jobs and craftworkers jobs, a sample of APT&C jobs and all schoolsbased jobs have been job evaluated using the GLPC scheme.

5.1.2 All jobs evaluated under the scheme will move to the respective grade (see section5.2) and to the appropriate spinal column point (SCP) (in accordance with theassimilation or protection arrangements see section 5.3 and 5.4).

5.1.3 It is agreed that the Effective Date of 1 April 2010 will be the point of change tograde for all former manual jobs; all schools non-teaching support staff; all APT&C

jobs up to and including Scale 5; and all posts within the scope of this review on

grades outside the APT&C structure, such as those that have not previously beenevaluated under the Greater London Whitley Council (GLWC) scheme (e.g. socialwork and residential staff) and those staff who are currently receiving protection.

5.1.4 As other jobs above Scale 5 have been previously evaluated under the GLWC jobevaluation scheme> The ranking and grade of these jobs is not expected tochange significantly with the change of job evaluation scheme. All remaining jobsabove Scale 5 will be evaluated under the GLPC scheme as required in the normalcourse of events and by no later than December 2015. The effective date of anychange in grade arising from the job evaluation of such jobs will be in line with thedate that the evaluation of the role is confirmed.

5.1.5 A Grading Review Procedure for employees to request a review of their jobevaluation outcome is given in Annex 1.



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5.2 Pay & Grading Structure5.2.1 A new pay and grading structure is introduced (see Annex 2). This replaces the

current APT&C grading structure and the spot salary arrangements for formermanual worker grades, along with all other existing grading arrangements such asthose applying to residential staff and day nursery employees.

5.2.2 The changes to the APT&C grade structure are: the current scale 1, which covers spinal column point (SCP) 4 to 11, is split into

3 grades LBR 1a (SCP4 to SCP5); LBR 1b (SCP6 to SCP7); and LBR 1c (SCP8 toSCP10).

spinal column point 33 is removed from the current grade PO1 (LBR 9) andspinal column point 35 is removed from the current grade PO2 (LBR10) toreduce overlap between grades SO2 (LBR 8) to PO2 (LBR10).

5.2.3 This replaces the transitional arrangements in Part 3 Appendix 1 of the Green Book(Purple Book paragraphs 25, 26, 27, 28 + yellow pages for day nurseries and

Manual Handbook section 2 (A), (B), (C), (D)).

5.2.4 The existing APT&C grade names are replaced with a local grade naming system.Annex 2 details the current APT&C grading structure and the proposed gradingstructure.

5.2.5 Following extensive pay modelling and affordability analysis of the overallpackage, a job evaluation points to grading relationship has been agreed. Thedetail of the grade breaks is contained within Annex 2.

5.3 Assimilation Arrangements5.3.1 For employees whose job has been evaluated and where the evaluated grade is

different from their current grade, it is proposed that they are placed on thebottom SCP of their job evaluated grade with the exception of employees

who are not on the current APT&C pay and grading structure and where beingput on the bottom SCP of the new grade would cause a detriment in basic pay,in which case they will be placed on the SCP within their new grade that is theclosest scale point equal to or above their current basic pay; or

who are on the current APT&C pay and grading structure, but whose newgrade is lower as a result of job evaluation in which case they will be placed onthe top SCP of their new grade (this includes employees who are currently onprotection); or

who are on the current APT&C pay and grading structure whose new grade ishigher as a result of job evaluation, but due to grade overlap are already on the

bottom SCP of their new grade, in which case they will be placed on the nextSCP; or

who are currently subject to protection arrangements and whose job isevaluated at a grade where the basic pay includes an SCP that is greater thantheir current protected basic pay in which case they will be placed on the SCPwithin their new grade that is the closest scale point equal to or above theircurrent basic pay

5.3.2 Any employee whose new basic pay is less upon assimilation will be entitled toprotection arrangements as detailed in the salary protection section.



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5.4 Salary Protection Arrangements5.4.1 Pay protection arrangements will be applied for employees whose basic pay

decreases as a result of a re-grade as detailed in the Councils Reorganisation,Redeployment and Redundancy Policy (3Rs), or any subsequent future policy.

5.4.2 For the purposes of the implementation of Single Status, the provision in the 3Rspolicy will be applied from the Implementation Date, rather than the Effective Dateof the change. All employees receiving basic pay protection will therefore havealready additionally received protection on pay from the Effective Date until theImplementation Date.

5.4.3 Where employees are already in receipt of other pay protection arrangements, it isproposed that these arrangements are terminated and replaced in accordancewith 5.4.1 and 5.4.2.

5.5 Incremental progression5.5.1 Incremental progression will be to the next spinal column point within a grade

until the maximum of the scale is reached, subject to the following:

Incremental progression will normally take place on 1 April each year thoughemployees with less than six months service in grade by 1 April will beconsidered for incremental progression six months after their appointment,promotion or re-grading, subject to the employee having satisfactorily passeda probationary period.

An increment will only be agreed where the employees performance isassessed as satisfactory or better through the appropriate performance reviewand this has been confirmed by the manager.

The Councils Performance Management Scheme will be reviewed in duecourse and updated to reflect these changes and ensure a fair and transparentprocess.

Where a performance review cannot be undertaken, through no fault of theemployee, then incremental progression to the next spinal column point willnot normally be withheld.

5.6 Career Progression Grades5.6.1 The Council will continue to utilise career progression grades and/or job families.

Where these are used, each level of career grade or job family will need to haveclearly defined duties and responsibilities and to have been evaluated at that level.Progression criteria to the next grade will be clear and transparent and will bestrictly subject to criteria being met and suitable work being available at that level.

5.6.2 The Council also commits to ensure that all career grade progression schemes arereviewed and to ensure they are not restricted to particular groups by 2013.Guidance on career grades will be provided in due course.



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5.7 Market Factors5.7.1 All jobs will be subject to job evaluation so equal pay is given for jobs rated as

equivalent. However, there may be occasions when it is difficult to recruit and/orretain employees at the pay level of a job-evaluated grade, due to market factorsoutside the control of the Council.

5.7.2 In such cases, the Councils Market Factors Supplement policy will apply. MarketFactor Supplements will only be payable where necessary conditions aredemonstrated. The principles will be outlined in the Market Factors Supplementpolicy, which will detail the responsibility and process involved (Note: these will bebased on the principles contained in the Single Status Discussion Document July2010).

5.7.3 As part of the introduction of Single Status and the pay and grading review, it isproposed that all existing market supplements will be reviewed, as is currentpractice.

5.7.4 In future additional incremental points will no longer be offered as a marketsupplement, nor will market supplements automatically be increased in line withpay awards.

6 TERMS AND CONDITIONS OF EMPLOYMENT 1As part of Single Status the Council proposes to standardise a range of the Termsand Conditions of employment.

6.1 Standardising Contractual Hours & Contractual Weeks6.1.1 The standard working week for employees will be 36 hours and the standard

working year will be 52.14 weeks.

6.1.2 Arrangements for schools based employees and those who work term time onlywill be calculated in accordance with Annex 3.

6.1.3 Nursery Nurses: Part 3, Appendix 2, Section 2 of the Green Book will no longerapply. The harmonisation of the standard working week and the standard workingyear includes nursery employees. This Agreement replaces Part 3 Appendix 2section 2 of the Green Book.

The protected conditions of service relating to the Ancillary Review and 1999Agreements will cease

The full-time working week for all employees will be deemed to be 36 hours,with staff working less than 36 hours having their hours expressed as part-timeand as a proportion of 36 hours.

A nursery nurse will no longer be regarded as being full time if they work 32.5hours a week for 195 days a year.

6.1.4 In order to mitigate the impact on employees of these changes the following willapply as appropriate:

Employees affected by this change should be offered additional hours (up to amaximum of 36 hours) in order to maintain their full time equivalent (FTE)hours, and therefore their overall rate of pay.

Where an employee chooses not to accept these additional hours and remainson existing hours, their salary will be adjusted to the pro-rata equivalent.



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6.2 Standardising Annual Leave6.2.1 The full details of the Councils leave entitlement will be detailed in the Councils

leave guidelines. The following summarises the changes:

The basic leave entitlement will be 22 days for all staff. In addition there will beone day (statutory) allocated by the Council.

After 5 years qualifying service the basic leave entitlement leave will increaseto 27 days a year, plus the additional day. The effect of this change is toincrease the long service entitlement for ex-manual workers by two days.

The effective date for additional leave entitlement for ex manual workers(including those employees with 5 years qualifying service) will be the leaveyear in which Single Status is implemented.

Arrangements for school-based employees and those who work term timeonly will be calculated in accordance with Annex 4. This means that Part 3Appendix 2 section 1 (a) and 1 (b) of the Green Book will no longer apply.

6.3 Standardising Notice Periods6.3.1 The minimum notice period for employees not serving a probationary period willbe one month either way. Longer periods of notice may be required where

statutory or contractual provisions provide so.

6.4 Standardising Pay Periods6.4.1 Historically the Council has run both weekly and monthly pay periods. It is agreed

that for all employees the pay period will be standardised on a monthly basis,payable via BACS.

6.4.2 The switch to monthly pay for existing weekly paid employees will be timedappropriately in order to minimise any potential hardship. Where possible this willbe linked to the periods in which the employee receives back pay and/or

allowance cushion payments, where eligible.6.4.3 The Council acknowledges the need to ensure appropriate measures are available

to assist employees in cases of exceptional hardship. The Council will aim toprovide and signpost this group of workers to the provision of targeted advice andsupport. The Council already utilises advances in pay where there are exceptionalfinancial circumstances.



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7 TERMS AND CONDITIONS 2: ALLOWANCES AND ENHANCEMENTSIn accordance with Part 3, paragraphs 2.3 to 2.5 of the Green book, it is proposedthat premium rates will be paid as outlined in the following section.

7.1 Allowances and Enhancements Overview7.1.1 Allowances and enhancements will only be paid where they can be objectively

justified and continue to address business and service need. All such allowancesand enhancements should be regularly monitored and reviewed.

7.1.2 All allowances and enhancements will be based on basic pay less the includedamount for London Weighting.

7.1.3 Part-time workers regulations mean that part-time workers should not be treatedless favourably than full-time workers. In practice this means that they should beentitled to enhancements during additional hours and not be entitled to overtimehours rates until they have worked full-time equivalent hours. The following tableoutlines the terminology used for the hours:

36hrsFull-timeworker

Contracted Hours(Enhancements)

Overtime Hours(Overtime)

Part-timeworker

Contracted Hours(Enhancement)

Additional Hours(Enhancement)

Overtime Hours(Overtime)

7.2 Non-Standard Working Hours Enhancements7.2.1 A range of enhancements to pay will be paid where an employee is required to

work non-standard working hours (e.g. Sunday).

7.2.2 Non-Standard Working enhancements will be payable in addition to ContractedHours and Additional Hours in accordance with the allowances and enhancementspolicy. Non-standard working enhancements are payable for employees up tograde LBR 11 (SCP41) who work the following as part of their normal week:

Saturday Working Sunday Working Public/Bank Holiday Working

Night Working

7.2.3 Employees in Residential Homes: The two additional incremental pointspreviously paid for regular weekend working will cease and be replaced withenhancement as appropriate in accordance with 7.2.2.

7.2.4 Irregular hours / Unsocial hours: Allowance payments for irregular hours orunsocial hours will be discontinued.



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7.3 Overtime Enhancements7.3.1 Where an employee is required to work in excess of 36 hours per week, a flexible

approach should always be taken where possible. This may include the using offlexible working time practices or offering time off in lieu.

7.3.2 An enhancement to pay will be paid where an employee is required to workovertime hours.

7.3.3 Overtime Enhancements will be payable for Overtime Hours in accordance withthe allowances and enhancements policy. Overtime enhancements are payable to:

Up to and including Grade LBR 6 (SCP28):o Monday to Saturday Overtimeo Sunday & Public/Bank Holiday Overtime

From Grade LBR 7 (SCP29) to Grade LBR 15 (SCP52):o Agreed GLPC Planned Overtime Rates

From Grade LBR 15 (SCP53 )and above:o Plain time overtime rates.

7.3.4 When employees work overtime hours neither the weekend enhancement nor thenight enhancement are paid in addition to the overtime hours enhancement.

7.4 Shift Allowances7.4.1 Shift allowances will be payable for in accordance with the allowances and

enhancements policy. Single Status will harmonise shift allowances so that theseallowances apply to all employees, including those who work in residential homes.

7.4.2 Two forms of shift allowance are agreed - Alternating Shifts and Rotating Shifts.7.4.3 Split shift or split duty arrangements shall not attract payment. Existing split

shift/split duty payments will be ceased.

7.4.4 In summary, shift allowances will be payable where the following conditions aremet:

The total period covered by the shifts is 11 hours or more a day; There are at least four hours between the starting times of the earliest and

latest shifts;

Not more than 50% of the shifts are worked during normal working hours(8am-6pm); and

The shift pattern is consistent across at least five days a week all year round.

7.4.5 When employees work shifts the night enhancement is not paid in addition to theshift allowance.

7.4.6 The Council will continue to pay weekend enhancements and shift allowancewhere appropriate.

7.4.7 Full details regarding shift allowances are provided in the allowances andenhancements policy.



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7.5 Standby Duty Allowances7.5.1 The Standby Duty Allowance divides the week into 7 standby sessions. One each

on Monday to Friday from the period of the office closing on one day until itsopening the following day; one period on a Saturday; and one period on Sundayand public holidays, with each standby session lasting a maximum of 24 hours.Employees required to be on standby shall receive an allowance at the agreed ratefor that session as provided in the allowances and enhancements policy.

7.5.2 Overtime arrangements will apply for any time spent by an employee carrying outwork duties [during a standby session], including travelling time to attend anemergency. This replaces the transitional provision in Part 3 Appendix 1 of theGreen Book on standby allowances.

7.5.3 Standby Duty Allowance payments for Social Workers will be withdrawn and theseemployees will be paid the same standby allowances paid to all other employeesas outlined above in section 7.5.2. This replaces the transitional provision in Part 3,Appendix 1 of the Green Book.

7.6 Sleeping-in Duty Allowance7.6.1 Employees required to sleep in on the premises shall receive an allowance as set

out in the NJC Circulars. This allowance covers the requirement to sleep in andup to 30 minutes call out per night, after which the overtime hours provisionsapply.

7.6.2 It is proposed that should the updating of the Sleeping in Allowance amounts inthe National Circulars be withdrawn, this allowance will be reviewed locally andagreement will be sought locally on a mechanism for updating payments wherenecessary.

7.7 Consolidated Allowances7.7.1 It is agreed that the following payments will be ceased if paid to employees

covered by this agreement, as the duties, additional effort, responsibility and/orqualification that these allowances reflect, have been taken into account as part ofthe job evaluation of that role.

Laboratory Technician Allowance Special Needs Allowance



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7.8 Discontinuation of Allowances7.8.1 It is agreed that the following allowances will cease and be withdrawn with effect

from the implementation date for all employees within the scope of thisagreement:

Allowance NameCommunity Charge CompensationClothing AllowanceLaundry AllowanceLondon AllowanceLondon ExcessSchool Holiday Retainer(currently retained under Part 3 Appendix 2 section 1c of the Green Book)

Telephone AllowanceTelephone Rental

Travel Non residential caretakerUniform Allowance

7.9 Further Review of Allowances7.9.1 It is agreed that the following allowances will be reviewed following

implementation, to ensure these remain consistent with the principles of theAgreement.

Allowance NameOut of Hours Allowance

Tool Allowance

7.10 Miscellaneous Allowance Payments7.10.1 Subsistence Allowances: Reasonable additional expenditure approved in

advance and incurred by an officer may be reimbursed - this is likely to be primarilythe cost of overnight accommodation and associated evening meals. Flat rateallowances can no longer be claimed.

7.11 One-Off Allowance Loss Payment7.11.1 Although many people will gain as a result of Single Status, the Council recognises

there are some employees that will experience an overall loss in take home paybecause of the changes to allowances.

7.11.2 To mitigate the loss experienced through the removal or reduction of theseallowances and enhancements (excluding bonus payments), the Council willprovide a one-off, unconsolidated payment to any employee who is not gainingoverall as a result of Single Status changes.

7.11.3 The value of the one-off unconsolidated payment will be calculated on the basis ofthe pound () loss as well as the proportion this represents of the total payreceived by that employee. Suitable percentages of the allowance loss will be paidsubject to limits relating to the loss and proportion loss.

NB These payments will not cover loss in pay, which is addressed by the SalaryProtection section.



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8 BONUS SCHEMES8.1 All existing bonus type schemes and payments to former manual workers and craft

employees under such schemes will cease to be paid.

8.2 No protection of earnings will be made in respect of the removal of bonuspayments.

8.3 Existing bonus type payments will be withdrawn from the Effective Date and anyoverpayment of bonus as at the Implementation Date will be recovered from anyarrears of basic pay due. In any instances where bonus payments exceed arrears ofbasic pay due, it is proposed that the balance should not be recovered fromaffected employees.

9 PENSION ARRANGEMENTS9.1 The Local Government Pension Scheme (LGPS) regulations provide the basis for

the calculation of pensionable pay for pension benefit purposes. A member of theLGPS whose pensionable earnings are reduced as a result of this Agreement willhave their scheme benefit calculated in accordance with the provisions for dealingwith these circumstances included within the regulations.

10 ADDITIONAL PROVISIONSIt is proposed that the transitional provisions relating to the Manual Handbook inPart 3 Appendix 1 of the Green Book (Section 2 (A), (B), (C), and (D); Section 4Paragraphs 3, 4 (+Appendix A) 5, 8 (+ Appendix B) and 10) are replaced by thefollowing:

10.1 Renewal of driving licence: Part 2, paragraph 13.3 of the Green Book10.2 School caretaking employees: The following provisions are made:

Payment for work required in connection of lettings is a matter for localdetermination by the School Governors.

Annual leave should be taken during periods of school closure The value of accommodation and services provided by the Council shall beassessed and deducted from salary by the Council. Objections to an

assessment may be submitted to the Council. If agreement is not reached theprocedure for settlement of disputes should be utilised.

All other terms of conditions for School Caretakers shall be accordance withthis Agreement, or where this Agreement is silent, the Green Book.



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11 Equality Impact11.1 The Council is committed to equality in employment. The Council will regularly

monitor the equality impact of the areas covered within this agreement in line withchanging legislation and case law, to ensure that any potential areas of difficultyare identified at an early stage and to make appropriate changes.

12 Review and further development12.1 The Council will monitor the implementation of this Agreement, particularly in

relation to compliance, affordability, effectiveness, and practicality.

12.2 Thereafter, ongoing monitoring and review of the associated policy and practicewill be undertaken. Any amendments required will be discussed with the TradesUnions and considered as part of a separate policy.

13 FORMAL AGREEMENT13.1 The following signatories, as parties to this agreement, agree in good faith to

accept the content of this agreement on behalf of the London Borough ofRedbridge and its employees.

Date: Date:on behalf of London Borough ofRedbridge

XXX on behalf of GMB

Date: Date:XXX on behalf of UNISON XXX on behalf of UNITE



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ANNEXES & DOCUMENTS REFFERRED TO IN THIS AGREEMENT

Annex 1: Grading Review Procedure Annex 2: LBR Pay & Grading Structure Annex 3: Contracted working weeks for schools based employees and those

employees working term time only Reorganisation, Redeployment and Redundancy Policy Allowance & Enhancements Policy (to be finalised) Market Forces Supplement Policy (to be finalised) Leave Guidelines

Annex 2: LBR Pay and Grading Structure

The table below details the former APT&C grading structure and the agreedgrading structure and job evaluation point to grading relationship.

APT&CGrade

Structure

SpinalColumnPoints

New LBRGrade

Structure

SpinalColumnPoints

Agreed JEpoints

LBR1a 4 to 5 182 223LBR 1b 6 to 7 224 to 2651 4 to 11

LBR 1c 8 to 10 266 to 3072 11 to 13 LBR 2 11 to 13 308 to 3483 14 to 17 LBR 3 14 to 17 349 to 3894 18 to 21 LBR 4 18 to 21 390 to 426

5 22 to 25 LBR 5 22 to 25 427 to 4616 26 to 28 LBR 6 26 to 28 462 to 496

SO1 29 to 31 LBR 7 29 to 31 497 to 533SO2 32 to 34 LBR 8 32 to 34 534 to 558PO1 33 to 36 LBR 9 34 to 36 559 to 585PO2 35 to 38 LBR 10 36 to 38 586 to 610PO3 38 to 41 LBR 11 38 to 41 611 to 637MG1 41 to 44 LBR 12 41 to 44 638 to 655MG2 44 to 47 LBR 13 44 to 47 656 to 675MG3 47 to 50 LBR 14 47 to 50 676 to 694

MG4 50 to 53 LBR 15 50 to 53 695 to 711MG5 53 to 56 LBR 16 53 to 56 712 to 730

MG6 56 to 59 LBR 17 56 to 59 731 to 760MG7 59 to 62 LBR 18 59 to 62 761 to 790MG8 63 to 66 LBR 19 63 to 66 791+
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London Borough of Redbridge - Draft Collective Agreement (May 2011)

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