Napo at Work in the South West 29

As always, thanks to the reader for sharing the following:-

Dear Colleague, 

PAY NEGOTIATIONS LATEST..... 

Union members to be balloted on pay offer from SEETEC 

At long last and after months of hard work by your trade union representatives across the two regions of SEETEC KSS CRC, a pay offer has emerged. This follows an earlier joint pay claim and the declaration of a pay dispute. 

It is fair to say that the improvement in industrial relations between senior SEETEC Management and the Unions since SEETEC took over the CRC contracts in Wales and the South West from the dreadful Working Links, has been a major factor in this pay offer being made. Whilst there will always be issues where it is not always possible to reach an accord, we have seen a tangible improvement in the working relationship over several months between SEETEC and the Probation trade unions. 

Last week’s news that SEETEC are to become an employee owned enterprise and news of this pay offer are both positive developments and are in marked contrast to the ineptitude and contempt for their staff that was demonstrated by the previous CRC provider. 

The offer and what happens next 

The Unions believe that this pay offer from SEETEC sends a strong signal to its competitors and all interested parties who may be contemplating bids to become Probation Providers following the termination of CRC Contracts in June 2021. 

SEETEC KSS CRC are the first employer to declare that they are prepared to match the current NPS pay rates, which is a signal achievement by the unions in our long running campaigns to achieve pay parity across both arms of the Probation service.

The offer and the two options on which union members will be balloted, also demonstrates that the employer tacitly recognises the need to motivate its existing staff and also make the company more attractive to potential employees. 

Whilst the offer is a major step forward the unions are not yet in a position to make a recommendation to members as we have immediately raised a number of questions with senior management to which we hope to obtain early answers. Our questions and managements response will be included in a more comprehensive pay ballot briefing that we will be issuing at the earliest opportunity, Our aim is to ballot our respective members in good time to allow for payment of the offer (subject to acceptance) from 1st April 2020. Please look out for more details of the ballot arrangements from your union over the next week or so. Please note that the ballot will only be open to trade union members. 

The following offer for the 2020/2021 pay year has followed some very constructive dialogue with the recognised Trade Unions. 

The following options have been put to us: - 

Option 1 – Apply a 3% increase to base salaries 

Option 2 – Realignment of all salary bands to the NPS Pay bandings (if this results in less than a 3% increase for any employee, Seetec will apply an unconsolidated payment for the % differential) 

Note: All Options above would be inclusive of the contractual incremental increase and result in unconsolidated payments for those at the top of their pay band. 

Aligning Salary Bands to NPS Bands (Option 2) 

In 2018 the NPS introduced new pay bands increasing the minima and maxima and consolidating the number of points within the Band and proposed a move to this position over a two-year period. 

Option 2 proposes moving directly to the 2019 NPS position. Increasing the maxima of the band enables employees at the top of the current pay band to receive an actual increase on their base pay, KSS CRC does not apply salaries below Band 2 salary scale point 35, (currently £18,654) and the employer proposes that this will remain the case. This would mean that the new minimum salary for any employee will be £19,977.

Mirroring the NPS bandings would result in 74% of the workforce receiving an increase of 4% or above, 52% of the workforce receiving an increase of 5% or above. 

If this option is accepted, the percentage increases would be as follows:

Increase (%) No of Employees      Increase (%) No of Employees

2% - 2.99%* 33                               7% - 7.99% 105
3% - 3.99% 264                              8% - 8.99% 20
4% - 4.99% 259                              9% - 9.99% 29  
5% - 5.99% 223                             10% -10.99% 43
6% - 6.99% 179                             11% -11.99% 7 

*An additional unconsolidated award will be applied for these individuals 

The above Data has been presented as being accurate as at 30.11.2019, but the unions are seeking verification of this together with assurances about future pay arrangements prior to the termination of the existing CRC Contracts next year. 

It’s time to join a trade union 

The pay offer and the work that has gone on in trying to secure improved working conditions and employee engagement is testimony to the value of trade union membership. Please engage with colleagues who may not be members of one of the recognised trade unions and encourage them to consider joining. 

Ian Lawrence                       Siobhan Brown                           Helen Coley

General Secretary Napo      Regional Organiser UNISON     Regional Organiser GMB