Cheshire East Council Revised Package of Harmonisation Terms & Conditions Unison Branch Committee Tuesday 19 th July 2011

Consultation Timetable Consultation Meetings have taken place on a confidential basis between the Cheshire East Council and the Joint Trade Unions Consultation Meetings have taken place on a confidential basis between the Cheshire East Council and the Joint Trade Unions Cheshire East Council wider consultation with employees took place from 24 th February 2011 to 27 th May 2011 (three months) Cheshire East Council wider consultation with employees took place from 24 th February 2011 to 27 th May 2011 (three months) Agreement is currently being sort between Cheshire East Council and the Joint Trade Unions on the proposals. Agreement is currently being sort between Cheshire East Council and the Joint Trade Unions on the proposals. A number of options exist A number of options exist The Joint Unions would ballot all Union Members on the revised proposals, and if approved would accept the proposal on behalf of all employees, by means of a collective agreement. The Joint Unions would ballot all Union Members on the revised proposals, and if approved would accept the proposal on behalf of all employees, by means of a collective agreement. Cheshire East Council could serve notice and impose the original proposals, or indeed new proposals such as a pay cut, if agreement is not reached with the Trade Unions Cheshire East Council could serve notice and impose the original proposals, or indeed new proposals such as a pay cut, if agreement is not reached with the Trade Unions

Salary Protection Original Pay Protection Proposal Original Pay Protection Proposal Protection of Base Pay on a sliding 25% scale for one year Protection of Base Pay on a sliding 25% scale for one year Revised Pay Protection Proposal Revised Pay Protection Proposal 2 Years at Full Contractual Pay including any additional contracted hours included in contract of employment at time 2 Years at Full Contractual Pay including any additional contracted hours included in contract of employment at time of implementation Employees already in receipt of pay protection in relation to single status / Local Government Review restructures (ie existing pay protection periods will be honoured). Employees already in receipt of pay protection in relation to single status / Local Government Review restructures (ie existing pay protection periods will be honoured). All Existing Legacy Council pay protection policies will be replaced by the new Pay Protection Policy from Implementation date All Existing Legacy Council pay protection policies will be replaced by the new Pay Protection Policy from Implementation date Employees retaining legacy terms and condition will be transfer to their substantive job evaluated grade and will receive two year protection on their legacy grade Employees retaining legacy terms and condition will be transfer to their substantive job evaluated grade and will receive two year protection on their legacy grade New pay protection arrangements will apply in respect of the outcome of the harmonisation review and any restructure / reduction in base pay going forward New pay protection arrangements will apply in respect of the outcome of the harmonisation review and any restructure / reduction in base pay going forward

Overtime Payments Original Overtime Proposal Original Overtime Proposal All Employees will receive Basic Overtime Flat Rate based on work undertaken beyond the 37 hour working week All Employees will receive Basic Overtime Flat Rate based on work undertaken beyond the 37 hour working week Revised Overtime Proposal Revised Overtime Proposal All Employees will receive Overtime paid at Time and a Half based on work undertaken beyond the 37 hour working week All Employees will receive Overtime paid at Time and a Half based on work undertaken beyond the 37 hour working week Overtime worked within 37 hours will be paid at plain time Overtime worked within 37 hours will be paid at plain time When working overtime employees will receive one payment, that being the highest pay element, (which ever is the higher) When working overtime employees will receive one payment, that being the highest pay element, (which ever is the higher) Contracted overtime, where it is either, specifically written in a contract of employment or as an implied term prior to implementation date, will be protected in the same way as basic pay Contracted overtime, where it is either, specifically written in a contract of employment or as an implied term prior to implementation date, will be protected in the same way as basic pay

Bonus Payments Original Bonus Proposal Removal of All fixed Lump Sum Bonus payments Removal of All fixed Lump Sum Bonus payments Removal of all additional duty bonuses Removal of all additional duty bonuses Revised Bonus Proposal Removal of All Bonus payments Removal of All Bonus payments Negotiations are ongoing regarding the level of mitigation of substantial loss of income. (Thursday 14 th July 2011) Negotiations are ongoing regarding the level of mitigation of substantial loss of income. (Thursday 14 th July 2011)

Weekend Working Original Weekend Working Proposal All Weekend working to be paid at Flat Rate All Weekend working to be paid at Flat Rate All Saturday & Sunday working to be incorporated into contract of employment All Saturday & Sunday working to be incorporated into contract of employment Revised Weekend Working Proposal All Weekend working to be paid at Time and a Half, similarly to overtime rate of pay All Weekend working to be paid at Time and a Half, similarly to overtime rate of pay

Night and Evening Work Original Night & Evening Work Proposal ALL Night & Evening Working at TIME + 10% ALL Night & Evening Working at TIME + 10% Revised Night Working Proposal Enhancement for night working at Time and a Third Enhancement for night working at Time and a Third This will apply where 3 hours or more are worked between 10pm and 6am This will apply where 3 hours or more are worked between 10pm and 6am There will be no additional payment for evening work between 7pm and 10pm, if included in normal working weekly rota. There will be no additional payment for evening work between 7pm and 10pm, if included in normal working weekly rota.

Bank Holiday Pay Original Bank Holiday Proposal Bank Holiday working to be paid at plain time, with no time off in lieu for working the bank holiday Bank Holiday working to be paid at plain time, with no time off in lieu for working the bank holiday Christmas Day and Boxing Day Bank Holidays only for working above contracted hours will receive Double Time with no additional time off in lieu Christmas Day and Boxing Day Bank Holidays only for working above contracted hours will receive Double Time with no additional time off in lieu Revised Bank Holiday Proposal Christmas Day and Boxing Day Bank Holidays will be paid at Double Time Christmas Day and Boxing Day Bank Holidays will be paid at Double Time All Remaining Bank Holidays will be paid at Time and a Half All Remaining Bank Holidays will be paid at Time and a Half Lieu Day where Bank Holiday worked as part of normal working week Lieu Day where Bank Holiday worked as part of normal working week

Shift Allowances Original Shift Proposal Original Shift Proposal Removal of ALL Shift Allowances payments Removal of ALL Shift Allowances payments Eliminate ALL Split shift payments Eliminate ALL Split shift payments Requirement on Management to review all working practices and shift management to ensure consistent approach to rota patterns Requirement on Management to review all working practices and shift management to ensure consistent approach to rota patterns Revised Shift Proposal Revised Shift Proposal Employees currently receiving shift pay will now receive Time and a half for Overtime, Night and Weekend Working Employees currently receiving shift pay will now receive Time and a half for Overtime, Night and Weekend Working Negotiations are ongoing regarding the level of mitigation of substantial loss of income. (Thursday 14 th July 2011) Negotiations are ongoing regarding the level of mitigation of substantial loss of income. (Thursday 14 th July 2011)

Car Mileage Allowances Original Car Mileage Proposal Removal of the NJC Car Mileage Agreement for all Cheshire East employees Removal of the NJC Car Mileage Agreement for all Cheshire East employees Introduction of flat mileage rate of 40p per mile up to 10,000 miles and 25p per mile above 10,000 miles. Introduction of flat mileage rate of 40p per mile up to 10,000 miles and 25p per mile above 10,000 miles. Revised Car Mileage Proposal All Car Mileage to be paid in line with National Joint Council Agreement All Car Mileage to be paid in line with National Joint Council Agreement A new Essential Users Entitlement Criteria will be introduced on Implementation, A new Essential Users Entitlement Criteria will be introduced on Implementation, (It is important to note that this new criteria will be much more stringent than currently applied, in order to reduce the number of essential users currently being paid.) Essential Lump Sum Rate applied up to NJC Level 2 – £ 963 Essential Lump Sum Rate applied up to NJC Level 2 – £ 963 Essential Mileage Rate applied up to NJC Level 2 – 40.9p per mile Essential Mileage Rate applied up to NJC Level 2 – 40.9p per mile Casual Car Mileage Rate applied up to NJC Level 2 – 52.2p per mile Casual Car Mileage Rate applied up to NJC Level 2 – 52.2p per mile Details of the current mileage agreement Details of the current mileage agreement

Car Leasing Original Car Leasing Proposals Removal of all existing car lease schemes. Removal of all existing car lease schemes. Introduction of salary sacrifice green car lease scheme. Introduction of salary sacrifice green car lease scheme. All employees will be eligible to join the new scheme All employees will be eligible to join the new scheme Car Parking – consider charging for staff parking at main Council buildings Car Parking – consider charging for staff parking at main Council buildings Revised Car Leasing Proposals Removal of all existing car lease schemes. Removal of all existing car lease schemes. Allow existing car leases to run to termination date. Allow existing car leases to run to termination date. Review the application of Essential User Car User criteria at termination date Review the application of Essential User Car User criteria at termination date Introduction of salary sacrifice green car lease scheme. Introduction of salary sacrifice green car lease scheme.

Flexitime Original Flexi Time Proposal Reduction of number of days flexi that can be taken per four week period from two to one. Reduction of number of days flexi that can be taken per four week period from two to one. Removal of access to flexi leave for employees at Grade 13 plus (retaining ability for flexible start/finish times). Removal of access to flexi leave for employees at Grade 13 plus (retaining ability for flexible start/finish times). Revised Flexi Time Proposal Employees will retain the ability to take up to two credit days per four week period. (Subject to a maximum of 18 days in one year) Employees will retain the ability to take up to two credit days per four week period. (Subject to a maximum of 18 days in one year) Employees Grade 13 and above will retain the ability to take flexible leave, within the requirements of the service. Employees Grade 13 and above will retain the ability to take flexible leave, within the requirements of the service.

Professional Fees Original Professional Fees Proposal. No reimbursement where the professional membership is not an essential requirement for the post or where the fee is less than £250 No reimbursement where the professional membership is not an essential requirement for the post or where the fee is less than £250 Where it is a professional requirement and the fee is above £250, the Council will pay that part over and above £250 Where it is a professional requirement and the fee is above £250, the Council will pay that part over and above £250 Existing legacy policies will cease upon implementation Existing legacy policies will cease upon implementation Revised Professional Fees Proposal. Reimbursement of professional / practice fees, where membership is an statutory requirement of the post Reimbursement of professional / practice fees, where membership is an statutory requirement of the post Where it is a statutory requirement and the fee is above £50, the individual will pay the first £50 contribution, and the Council will pay the remaining amount Where it is a statutory requirement and the fee is above £50, the individual will pay the first £50 contribution, and the Council will pay the remaining amount Existing legacy policies will cease upon implementation Existing legacy policies will cease upon implementation

Long Service Increments & Awards Original Long Service Proposal. Removal of all long service awards and increments Removal of all long service awards and increments Existing legacy policies will cease upon implementation Existing legacy policies will cease upon implementation Revised Long Service Proposal. Removal of all long service increments and retirement awards Removal of all long service increments and retirement awards Long Service Increments to be treated as base pay for the purposes of pay assimilation Long Service Increments to be treated as base pay for the purposes of pay assimilation Any employee currently eligible to receive a lump sum entitlement aged over 55 on the date of implementation, will receive it on retirement Any employee currently eligible to receive a lump sum entitlement aged over 55 on the date of implementation, will receive it on retirement The lump sum payment is to be frozen at the current cash value, with no further inflation rises. The lump sum payment is to be frozen at the current cash value, with no further inflation rises. Introduction of a new long service (non pensionable) award to be paid to all employees on retirement (£200 for 20+ years service, and £300 for 30+ years service) from implementation date (The value of this new award is still subject to further discussion) Introduction of a new long service (non pensionable) award to be paid to all employees on retirement (£200 for 20+ years service, and £300 for 30+ years service) from implementation date (The value of this new award is still subject to further discussion)

General Allowances Standby/Call Out Standby/Call Out Retain payment at £26.50 per 12 hour session at weekends, and overnight mid week. Retain payment at £26.50 per 12 hour session at weekends, and overnight mid week. Review criteria for payment Review criteria for payment Call Out to be based on an initial payment of 2 hours overtime Call Out to be based on an initial payment of 2 hours overtime Sleep in Sleep in Retain payment at £ Retain payment at £ Review criteria for payment Review criteria for payment First Aid Allowance. First Aid Allowance. Retain payment and harmonise to £120 per annum Retain payment and harmonise to £120 per annum Review criteria for payment Review criteria for payment

General Allowances Retain Payment and review working practices: Emergency Duty Team Emergency Duty Team Assessment related tasks Assessment related tasks Pace/Escort Pace/Escort Duty Manager at Tatton Park Duty Manager at Tatton Park The following allowances to be removed Busy Bar; Busy Bar; Deliveries; Deliveries; Telephone & Broadband (excluding designated home workers and where it is an essential requirement of the post to have access to landline and internet); Telephone & Broadband (excluding designated home workers and where it is an essential requirement of the post to have access to landline and internet); Turnaround; Turnaround; Visits; Visits; Laundry; Laundry;

Pay Related Policies Working Week Working Week Retain full time working week at 37 hours per week. Retain full time working week at 37 hours per week. Annual leave Annual leave 25 days rising to 30 days after 5 years 25 days rising to 30 days after 5 years 8 bank holidays / statutory days 8 bank holidays / statutory days Purchase of Annual Leave Purchase of Annual Leave Expenses. Expenses. Reasonable reimbursement of expenses as per the current Cheshire East Council policy Reasonable reimbursement of expenses as per the current Cheshire East Council policy Existing legacy policies will cease upon implementation Existing legacy policies will cease upon implementation

Short Term Budget Measures You may be aware, that the original package of harmonisation proposals presented by Cheshire East Council in March 2011, equated to cuts worth in the region of £ 8.7 million, as presented to Branch Committee in January You may be aware, that the original package of harmonisation proposals presented by Cheshire East Council in March 2011, equated to cuts worth in the region of £ 8.7 million, as presented to Branch Committee in January Cheshire East Council requires to make around £4 million worth of cuts to terms and conditions over the next two year. The revised harmonisation package equate to £1.5 million worth of cuts, therefore the Council have to make additional short term budget measures to balance the budget over next two years. Cheshire East Council requires to make around £4 million worth of cuts to terms and conditions over the next two year. The revised harmonisation package equate to £1.5 million worth of cuts, therefore the Council have to make additional short term budget measures to balance the budget over next two years. Cheshire East Council has chosen the option of an Incremental Pay Freeze, rather than opt for either additional unpaid holiday (as in Blackpool) or indeed introduce an across the board pay cut (as in Shropshire), this option would save around £2.5 million over a two year period. Cheshire East Council has chosen the option of an Incremental Pay Freeze, rather than opt for either additional unpaid holiday (as in Blackpool) or indeed introduce an across the board pay cut (as in Shropshire), this option would save around £2.5 million over a two year period. An incremental freeze, means retaining your level of actual pay, not a cut in your current pay levels, the other measures rejected by the Trade Unions would have represented a cut in current pay. An incremental freeze, means retaining your level of actual pay, not a cut in your current pay levels, the other measures rejected by the Trade Unions would have represented a cut in current pay. This Incremental Pay Freeze is outside of the harmonisation process and therefore Unison Members will not be balloted on this, but it does form part of the wider budget measures agreed by Cabinet and Staffing Committee. This Incremental Pay Freeze is outside of the harmonisation process and therefore Unison Members will not be balloted on this, but it does form part of the wider budget measures agreed by Cabinet and Staffing Committee.

Closing Comment The consultation on Harmonisation is being presented to all recognised Trade Unions by Cheshire East Council, however these proposals or others can be imposed by the employer, if agreement is not reached, subject to formal notice The consultation on Harmonisation is being presented to all recognised Trade Unions by Cheshire East Council, however these proposals or others can be imposed by the employer, if agreement is not reached, subject to formal notice Before agreeing any changes in Terms & Conditions, Unison will undertake a consultative ballot of all it’s Members effected by the detailed package of proposals and any actions would be based on the outcome of the ballot result Before agreeing any changes in Terms & Conditions, Unison will undertake a consultative ballot of all it’s Members effected by the detailed package of proposals and any actions would be based on the outcome of the ballot result It is therefore essential that all UNISON Membership Records are correct and up to date, so please make sure. It is therefore essential that all UNISON Membership Records are correct and up to date, so please make sure. Unison believes that this revised proposal, represents the best package that can be achieved through lengthy and detailed negotiations with the employer and therefore UNISON supports acceptance of this proposal by Members. Unison believes that this revised proposal, represents the best package that can be achieved through lengthy and detailed negotiations with the employer and therefore UNISON supports acceptance of this proposal by Members.

Closing Comment What are Cheshire East Council’s options should Unison Members REJECT the revised harmonisation proposals and the employer decide to impose an “unknown” revised package of measures The Council will consider various options including Imposing the Incremental Freeze to achieve £ 2.5 million of the required £ 4 million budget saving. The Council would then look to impose a number of alternative options to achieve the additional £ 1.5 million required, these have been mentioned previously The Council will consider various options including Imposing the Incremental Freeze to achieve £ 2.5 million of the required £ 4 million budget saving. The Council would then look to impose a number of alternative options to achieve the additional £ 1.5 million required, these have been mentioned previously Percentage Based Pay Cut (Shropshire) Percentage Based Pay Cut (Shropshire) Additional Unpaid Annual Holidays (Blackpool) Additional Unpaid Annual Holidays (Blackpool) Reduced Paid Working Week ie Pay based on 35 hours (35/37) (Southampton) Reduced Paid Working Week ie Pay based on 35 hours (35/37) (Southampton) Any combination of the above proposals could be imposed by Cheshire East Council, alongside many other options, this is not something that Unison Members would have any control over. Any combination of the above proposals could be imposed by Cheshire East Council, alongside many other options, this is not something that Unison Members would have any control over. The Council’s attempt to cut budgets and reduce our pay would mean sacking all employees and rehiring them on worse contracts, if agreement is not reached. The Council’s attempt to cut budgets and reduce our pay would mean sacking all employees and rehiring them on worse contracts, if agreement is not reached. Unison would then be in dispute with Cheshire East Council, and subject to further discussions with the employer and possibly ACAS, the UNISON Branch would have to consider Industrial Action as an option Unison would then be in dispute with Cheshire East Council, and subject to further discussions with the employer and possibly ACAS, the UNISON Branch would have to consider Industrial Action as an option