To consider the report.

The Panel considered the report regarding the annual pay claim submitted by UNISON and GMB trade unions.

The Head of HR, Corporate Projects and ICT informed the Panel that their claim covers all staff on local terms and conditions, including the Corporate Leadership Team and Managing Director.  Union representatives were in attendance to present their claim as detailed in appendix A.  Table 5 of the report showed the implementation timetable of what would happen after this meeting regarding te pay claim.

Representatives from Unison and GMB thanked the Panel for the opportunity to present their pay claim on behalf of their representatives.  Mr Neil Duncan-Jordan said he would not read out the whole pay claim as it was an appendix to the report but he wished to raise some of the more salient points. 

The Panel were informed that it was Unisons opinion that the greatest asset of the council was its staff and thus how they were treated was how they were treated.  Both unions representing had undertaken surveys of their members with key highlights being:

• 76% felt that they were now worst off this year than the previous year.
• 50% said they had to rely on a second job to supplement their income.
• More than a third said they had to claim for additional unsociable hours to increase their take home pay.
• Staff had a falling value in pay, as demonstrated in section 2 of their report that showed the increased cost of living and RBWM pay increases. It was felt that the cost of living had increased more than pay.
• RBWM had introduced performance related pay which had been unpopular with their members.
• Turnover was high and pay rates were an important factor.
• Moral had been hit with 47% of those surveyed saying their workload had increased over the last year, 41% saying stress levels had increased and staff were finding it difficult to have a work life balance.

The Chairman thanked the union representatives for attending the meeting and said that our staff were important and valued especially with the importance of their work for our residents.

Cllr Jones asked the union representatives when the surveys were taken as it may have been periods of transition and why performance related pay was unpopular.  The Panel were informed that the surveys were undertaken late September / early October 2019.  With regards to performance related pay they felt that it was an out dated methodology and that it could result in officers doing the same job being paid at different rates.  Members also felt under pressure to work longer hours to achieve targets.  The Head of HR informed that the authority had now moved away from target bassed performance related pay and it was now if staff were meeting expectations.

Cllr Werner mentioned that he was concerned about the results showing staff felt the need to work longer hours or take a second job, he felt that it was important to get a proper work life balance. The increased cost of living had resulted in the real value of a wage being decreased this could result in low moral and increased stress.   He supported the union claims within the report especially as the borough was an expensive area to live in. 

The Chairman asked how many employees were members of a union and how many took part in the survey.  The figures were not known as both unions represented different members.

The Head of HR, Corporate Projects and ICT informed the Panel that there was a headcount of about 600. The RBWM staff survey had a response rate of 60% and over the past four years all responses were moving in a positive direction.  Sickness rates were about 3.5 days which was low for any sector.  Turnover was about 13% and this included Tuped staff so it was expected to fall over time.

Cllr Jones asked mentioned that work life balance was not just about money and asked if the unions survey had shown any other areas that were important.  Mr Roberts, representing GMB, said that other surveys had shown staff were using their holidays to get an extra day off per week so they could spend time at home, however the majority felt an increase in pay was important.

The Panel were informed that RBWM did have a good flexible working policy in place that allowed working from home, nine day fortnights and flexible working.  There had also been a focus on wellbeing and mental health. 

Cllr Story said the survey had shown over 35% of staff had considered leaving, he felt it would have been useful to have the numbers and reasons why.

It was noted that the unison surveys only included RBWM staff and no those working for AFC or Optalis.

The Chairman thanked the union representatives for attending the meeting to present their pay claims.

Resolved unanimously: that the Employment and Member Standards Panel notes the report and:

i)    Reviewed the trade union pay claim and the supplementary information supplied as part of the consideration of the annual pay review for eligible staff for 2020/21.