What changes have been made to the pay structure?
The new pay structure has 14 grades and will apply to staff on NJC (Green Book) terms and conditions. Each grade is an ‘incremental scale’ which means anyone placed on that grade will be able to go through the grades via annual increases until the top spinal column point of the grade is reached.
Is it a cost saving exercise?
No, in fact the Authority’s pay bill will significantly increase as a result of introducing the new pay structure.
Is it only NJC (Green Book) staff who are affected?
The Single Status review only covers staff on NJC (Green Book) terms and conditions as the other groups (such as Craft and Teachers) are covered by separate negotiating bodies. However, we have taken the opportunity to harmonise a number of the terms and conditions across all staff groups, for example, mileage rates.
Will the car loan scheme be affected?
With the changes proposed to the car contract hire scheme, what will happen to existing arrangements from 1st April 2011?
If individuals are entering a new car contract they will need to refer to amended agreement contained in the hire scheme details.
Will single status affect my pension?
The implementation of the new pay and grading system may increase or decrease your salary and this may lead to a change in your contribution rate. If pay is reduced because of single status, there may be an affect on the member of staff's future pension. In some circumstances pension can be protected so that a drop in pay won't affect accrued benefits.
For more information please contact:
Tel: 01267 224 043
Or write to: Dyfed Pension Fund, County Hall, Carmarthen, SA31 1JP
If I have a reduction in pay how much will my pension benefits be reduced?
Because the reduction will not apply until some time in the future and your circumstances could change between now and 31st March 2013, the Pension Section will be unable to calculate individual estimates.
As I only work weekends, will Single Status affect my enhanced rates?
If an employee’s regular working pattern includes weekend working (a minimum of 2 shifts in every four weeks that fall on weekend days) they will receive an 8% enhancement on their basic pay to reflect weekend working. This will ensure harmonization across different occupational groups.
I am a relief/casual worker. Can I receive the 8% enhancement for weekend working?
Relief staff will be eligible casual staff working weekends will not be eligible to receive the 8% enhancement.
I am an employee who normally works Monday to Friday. I have been asked to work a Saturday as a one off, what payment will I receive for this?
Employees who are authorised by their manager to work additional hours beyond the 37 hour working week or beyond the contracted working pattern that averages a 37 hour working week (e.g. rota/annualised hours) will be entitled to an overtime rate at time and a half, i.e. 50% enhancement on all overtime hours worked.
I am currently off work on unpaid leave. How will Single status affect me?
The new rates of pay and associated allowances will be applied from 1st April 2011. No pay will be received for the period of unpaid leave. Please refer to the single status terms and conditions booklet.
What payments will be received for night work?
In accordance with the UK’s Working Time Regulations, employees who work for a minimum of three hours at night as part of their normal working week will be paid at the enhanced rate of time and a third for all hours worked between 11pm and 6am.
Can I still receive bonus payments?
No, bonus schemes for NJC staff will cease upon the implementation of Single Status to ensure harmonization of pay across the Authority.
I regularly receive standby and call out payments, will this continue?
For all employees who are required to undertake standby duty - Standby will be paid at the standard rate in line with green book rates. This is currently £26.50 per session.
If an employee is called out as part of the standby arrangements they will be paid at their normal hourly rate. This will include enhancements such as time and a third for night working where applicable. Call out is defined as the period an employee is asked to work whilst on standby and will include telephone calls.
I’m a term time employee and have been advised that my pay/annual leave is changing. Why is this?
For consistency, a standard approach to the calculation of pay and annual leave for term time only working is being introduced with the implementation of Single Status. All employees working term time will be paid for the actual hours/weeks worked based on the agreed term time formula. This will ensure consistency of pay for all term time only staff.
Will I continue to receive a retainer as a term time employee?
The current retainer paid to some term time staff will be removed and instead a 4% enhancement of basic pay will be paid to all staff working term time only (unless term time work has been requested in accordance with Flexible working Policy and Procedure) where it is the nature and availability of work that dictates term time only working.
Will there be any changes to Sleeping In Allowance?
No, this will remain unchanged and continue to be paid in line with Green Book provisions. Staff required to ‘sleep in’ on the premises are entitled to the allowance as set out in the National Joint Council Circular on Allowances currently set at £32.94 per session. If an individual is required to work in excess of 30 minutes they will be paid at their normal rate of pay (overtime if applicable) including any night time enhancement (if applicable).
What allowances will employees no longer receive?
The following allowances have been removed:
Payment of bus fares to and from work
Meal allowance (any meals will be charged at an appropriate commercial rate)
The following allowances have been removed and have been replaced by the outcomes of the Job Evaluation exercise and will be paid as part of the new inclusive salary for the job
Special Class allowance
I usually work Bank Holidays as part of my rota. How will the changes to the Terms & Conditions affect me?
Employees required to work on a public/bank holiday as part of their normal working week will be paid at time and a half for all hours worked. Bank holiday enhancements and overtime payments are only to be made to employees who actually work those hours. If an employee is scheduled to work on a bank holiday but does not attend due to sickness, they will not be eligible for enhanced payments. Bank holiday rates are to be paid from 00.00am until 23.59pm on the day of the bank Holiday.
If a bank holiday falls on a Saturday or Sunday then the bank holiday rate of pay will apply. Should a Saturday/Sunday (or both) be a part of a normal working week then the employee is also eligible for the 8% allowance for weekend working.
The Council recognises eight public/bank holidays a year, the dates of which vary from year to year:
New Year’s Day
Early May Bank Holiday
Spring Bank Holiday
August Bank Holiday
The extra statutory days have been removed. Will I have less days off?
The Extra Statutory day previously allocated on Easter Tuesday and the day after Boxing day will no longer be designated as bank holidays and as such no enhanced payments will be made for working on these days. These two days will be added to the employees annual leave entitlement (this will be pro-rata for part time employees). This will improve flexibility for all employees and improve customer service. Employees can choose when they wish to take these days as annual leave in agreement with their Line Manager.
Should I sign my acceptance form if I have an outstanding query or will be lodging an appeal?
Yes, you should sign and return your acceptance form by 30th September. If you lodge an appeal if successful your grade / salary will be adjusted – this does not affect your contract. If you have any other outstanding queries these will be dealt with as soon as possible and any adjustments made in due course. Again this does not affect the signing of your acceptance form to accept your new terms and conditions.
My post was evaluated recently. Why has my grade changed again?
Any recent change to your grade would have been a temporary ‘’interim’’ grade pending Job Evaluation. Different Job Evaluation schemes, although often similar, look at different elements of jobs and put a different emphasis on each element which is why your score and ultimately your grade / salary may have changed. The scheme used for the Job Evaluation project is well established, supported by Trade Unions and meets current equalities legislation.