Service Conditions
REPORT 2006
Full consultation on Single Status
What's In a Name? The changes brought about by the Council
Review, which in 2005 had resulted in the creation of the departments
of Health & Social Care and Children & Families, continued into
2006 with the creation of the department of Services for Communities
which effectively dismantled the departments of Housing, Culture
& Leisure and Consumer & Environmental Services.
Whilst for the majority of members' work carried on as normal
and this was simply a case of "meet the new boss - same as the
old boss" (with a change of the name of their Department) the
move into the new Neighbourhood Working structures saw dramatic
changes in many members' working arrangements and working conditions.
Not only a change of department but a change of work location
for many as the Council opened Castle Greyskull - the new Headquarters
building - which is now the base for many (some believe too
many) Council Staff - with many more moving to Chesser House
to occupy the floors vacated by the Valuation Board who have
relocated to the South Gyle.
All this alongside the centralisation of services such as payroll,
personnel and the growth of the Contact Centre has resulted
in members clearly demonstrating the ability to adapt to change
and to different ways of working and this is something that
the Council would be well advised to be mindful of when they
talk about the need to adapt to modern ways of working.
Job Evaluation & Equal Pay
The Single Status agreement was introduced in 1999 to deliver
the principles of Equal Pay by ensuring that a common set of
conditions applied to all staff and an end to the Manual APT&C
divide.
Part of this agreement was that Council's should introduce
a common Job Evaluation Scheme and assess all posts to ensure
Equal Pay for work of Equal Value.
Equal Pay Claims
The fact that this has taken so long has resulted in the Branch
lodging a significant number of Equal Pay claims against the
Council which resulted in members in "Manual Work" posts being
offered a compromise agreement last year.
The Branch continues to pursue claims on behalf of APT&C and
Manual members who did not accept the compromise deal and indeed
we continue to represent those members who did sign but who
may have fresh claims from 1st October 2006.
Job Evaluation
Throughout 2006 negotiations have been taking place between
the Council and the Trade Unions regarding introducing a Job
Evaluation Scheme that will deliver Equality and this has seen
many staff having job questionnaires completed via focus groups
in order that their jobs can be evaluated.
Council intends to have the remainder of posts evaluated by
a process they call Job Allocation. We remain to be convinced
of this process and talks are ongoing on this matter. The current
state of play is that the Evaluation process is ongoing and
once complete will be translated into a new single grading structure
which will soon be the subject of discussion.
Pay Protection
The Single Status agreement allows for a three year protection
period for members who suffer a proposed pay cut as a consequence
of Job Evaluation. This remains a major discussion issue with
management and a detailed verbal report will be given on the
up to date position on all of these matters at the AGM.
Conditions of Service
The Council wants to modernise conditions whilst the Trade
Unions want to harmonise them. Given there is a clear difference
in approach we expect negotiations on common conditions of service
to be difficult and lengthy.
The conditions that will require to be standardised include:
· overtime rates
· shift allowances
· working hours
In addition the Council wishes to introduce a new working
week that includes the weekend as part of the normal working
week and the transfer of Public Holidays to Annual Leave. We
also have other areas where the council have not harmonised
conditions from the old District and Regional Councils, a ludicrous
situation after nearly 11 years.
Consultation As you would expect these discussions will be
lengthy and it is likely that they will not conclude until the
summer. Once they do the Branch will seek advice on the proposals
to ensure that they meet the requirements of Equal Pay Legislation.
Throughout this process you will be fully consulted. Watch this
space! It should be an interesting year.
General
Although the issues of Job Evaluation, Equal Pay and Harmonisation
within the City of Edinburgh Council are our main priority,
the Branch continues to provide advice, support and representation
on the everyday bread and butter issues of discipline, grievance
and general representation and all members can be assured that
the Service Conditions Team are available to provide this should
any member require it.
Thanks………. Thanks to all Service Conditions Team members who
throughout the year have demonstrated the ability to operate
as a unit and to step in at short notice to cover for absent
colleagues ensuring that the interests of the membership are
served…… ………and of course to the Branch Support Staff, Eileen,
Julie, Monica and Nicky who keep their heads whilst all around
them lose theirs.
John Mulgrew
Service Conditions Co-ordinator
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