No. 4/2016 7th June 2016

TO ALL BRANCHES WITH BTFS MEMBERS

Dear Colleagues

BTFS PAY OFFER 2016

The CWU BTFS National Team has been in negotiations and a number of meetings regarding the BTFS June 2016 annual pay review for Band 1 Tier A&B employees.

Background

The CWU has been faced with a number of issues relating to pay within BTFS and whilst our overall aim has been to secure a pay deal that reflects the contribution our members make to the success of BTFS. Our focus has also been to resolve various anomalies relating to where employees sit within pay bands and to ensure that the living wage commitment is maintained by BTFS. This has been an extremely complex set of negotiations this year.

Furthermore and as an outcome of the 2015 pay deal, we agreed to commit to enter into discussions on how people move through the established pay bands. Our discussions this year have included agreeing a mechanism that enables that to happen.

There remain a number of issues relating to pay within BTFS that are of concern to the National Team, which we have not been able to resolve this year. We are committed in seeking the harmonisation of pay for colleagues who are doing the same role and job (predominantly inherited via TUPE arrangements) and will be representing these cases moving forwards.

Final Offer

As a result of those discussions a final offer has been made to the CWU as detailed below:-

  1. 1.8% pay budget;
  2. 1% increase will be awarded to each eligible person sitting within their pay band;
  3. Introduction of performance related pay for all band 1 employees. As such an element of this

year’s pay review (0.8%) will be related to performance ratings and position within pay band.

Percentages are detailed on the table below;

Position in pay band and performance rating / Bottom quarter of the pay band / Second quarter of the pay band / Third quarter of the pay band / Top quarter of pay band / Above pay band
Excellent / 1.35% / 0.98% / 0.60% / 0.23% / £400*
Very Good / 0.98% / 0.60% / 0.35% / 0.10% / £300*
Achieves Standards / 0.60% / 0.48% / 0.10% / 0.00% / £200*
Needs Development / 0.10% / 0.00% / 0.00% / 0.00% / 0
Unsatisfactory / 0.00% / 0.00% / 0.00% / 0.00% / 0

*unconsolidated lump sum

  1. Those above the pay band range, rated AS or higher, will receive an unconsolidated lump sum

payment. These will be £200 for those rated AS, £300 for those rated VG, and £400 for those rated E;

  1. Increases will be fully consolidated and pensionable (with the exception of those above the pay

bandrange);

  1. Fully skilled electrical engineers actively using those skills in their job as at 1 June 2016, will

receive afurther consolidated non-performance related additional payment. This award will be 5% of current (i.e. pre 1 June 2016) base pay for those in the bottom quarter of their pay band, and 3% of base pay for those in the second quarter of their pay band;

  1. Fully skilled fabric technicians actively using those skills in their job as at 1 June 2016, will receive

a further consolidated non-performance related additional payment. This award will be 5% of current (i.e. pre 1 June 2016) base pay for those in the bottom quarter of their pay band, and 3% of base pay for those in the second quarter of their pay band. This payment will be made after 1 September 2016 following a data collection exercise to establish those in scope, but will be backdated to 1 June 2016;

  1. Anyone who’s pay remains below the level of the national living wage will have their pay

increased to£8.25 per hour;

  1. On call payments will be increased this year from £115 to £118;
  1. In recognition of the commitment by the CWU to include an element of performance related pay

in the 2016 pay review, BTFS has committed to separate discussions with the CWU. These discussions will aim to address any issues ahead of the next pay review on the fair and objective application of the development and performance review process, including any data used as part of the performance review process.

For clarity, I have detailed below some examples of what the pay deal will provide:-

Current
Salary / Flat 1% increase / Grid
Increase / Living Wage
top up / Skilled
Engineering/
Skilled Fabric
5% increase Q1 / Total Increase per annum
Static Housekeeper
Q1 AS / £16,328.00 / £163.28 / £97.97 / yes / - / £832.00 55
Mobile Housekeeper
Q2 AS / £17,300.00 / £173.00 / £82.18 / - / - / £255.17
Engineering Technician - Skilled Electrical
Q1 AS / £25,000.00 / £250.00 / £150.00 / - / £1,250.00 / £1,650.00
Grounds Maintenance
Q2 AS / £17,700.00 / £177.00 / £84.08 / - / - / £261.08
Skilled Fabric Technician Q1 AS / £20,000.00 / £200.00 / £120.00 / - / £1,000.00 / £1,320.00

In the event the final offer is accepted in the ballot it would be paid as soon as is practically possible but in any event backdated to 1st June 2016. In the event the final offer is rejected we would need to conduct a statutory ballot for industrial action.

Given the current rate of inflation the final offer represents a real and genuine improvement in take home pay for the overwhelming majority of our members. The CWU BTFS National Team is of the view that this offer represents the best that can be negotiated and is recommending the offer and urges members to vote yes.

Ballot:

An electronic ballot will take place.

E-Ballot opens 6th June 2016

E-Ballot closes 15th June 2016

E-Ballot result 15th June 2016

Any queries to be addressed to Tracey Fussey,

Yours sincerely,

Tracey Fussey

Acting Assistant Secretary