Outline of new proposals issued
Attached to this bulletin you will find the final proposals on NJC pay for 2014 -2016 which UNISON’s NJC Committee considered yesterday and agreed to consult on. The additional proposal – the fifth bullet point – is highlighted in bold.
We will be issuing the detailed implications of the proposals for members on Monday, following an NJC Joint Secretaries meeting at which we will agree pay calculations for consultation. The intention is to ensure that the three unions and the LGA consult on exactly the same basis.
What about the consultation?
The consultation on the pay proposals will begin in the week beginning 20 October. It will be carried out in accordance with the Local Government Service Group’s Pay Consultation procedures agreed at Local Government conference. We will be asking branches to carry out local ballots of all members covered by the NJC, as far as possible. Regions will be asked to support branches in the consultation process.
All members whose pay is determined by the NJC will be eligible to vote, including those not balloted for industrial action.
• £1,065 (8.56%) on SCP5 with effect from 1 January 2015
• £1,000 (7.93%) on SCP6 with effect from 1 January 2015
• £800 (6.19%) on SCP7 with effect from 1 January 2015
• £550 (4.13%) on SCP8 with effect from 1 January 2015
• £350 (2.55%) on SCP9 with effect from 1 January 2015
• £325 (2.32%) on SCP10 with effect from 1 January 2015
• 2.20% on SCPs 11 and above with effect from 1 January 2015
• Removal of SCP5 with effect from 1 October 2015
• £325 non-consolidated payment on SCPs 5, 6 & 7 to be paid in December 2014
• £150 non-consolidated payment on SCPs 8, 9 & 10 to be paid in December 2014
• £100 non-consolidated payment on SCPs 11-25 incl to be paid in December 2014
• 0.45% of proposed new salaries on SCPs 26-49 incl, of which £100 to be paid in December 2014 and the remaining balance to be paid in April 2015
NJC future work
Both Sides recognise that local government is undergoing a period of unprecedented change. The way that public services are designed and delivered is evolving at a rapid pace and against this background the NJC agrees that councils and their workforce need collective agreements that:
• reward employees fairly and recognise the diverse needs of the workforce
• attract, retain and train people with the skills needed for the future
• enable local service providers to react more quickly to changing circumstances
• facilitate effective partnership working and collaboration across organisations
• remove or modify existing barriers to ensure employees can move more easily between different public sector employers
The NJC remains committed to national collective bargaining and aims to ensure that the bargaining machinery can reflect and support new ways of working. The NJC will focus on producing outputs that are relevant, fair and beneficial to both employers and those employed to provide public services.