1. Branch Meeting
TUESDAY 29TH JANUARY

2. Agenda Pay campaign – what is happening and what we need to do
What the revised pay offer means for you
Ideas for building participation
What strike action means

3. Campaign already a huge success…
Pay Campaign
Campaign already a huge success…
EIS membership rejected the offer dated 7th January.
Revised offer tabled by COSLA on Friday 25th January
EIS recommend teachers reject the latest revised offer.

4. THE REVISED OFFER: Revised offer, improves the January 7th offer by restructuring the 2% originally being offered in August 2018 to a new figure of 3%, payable in January, The key benefit of this approach is to create a higher starting point for Year 2 and 3.
The net impact of this change is that over a 2-year period the offer would be worth a 9.25% increase compared to March 2018 [3% April 2018 (backdated) + 3% January % April 2019]. For Headteachers on more than £80,000 it would be worth slightly less as the April 2018 offer is capped at a flat rate of £1,600; and for probationers and those on main grade Point 1 it is worth more as the proposal would still be to shorten the main grade from 6 points to 5.

5. WHY REJECT?
Moving the "restructuring" element of the previous offer, the 2% across the board in August, to a January date allows the figure to be raised to 3%, which has a longer- term benefit moving forward. However, in cash terms for 2018/19, it represents a poorer deal for 70% of members, taking 5 months of Year 2 before forward gains accrue.
COSLA hasn't put a single extra penny on the table for teachers since its first offer. All the additional money is coming from Scottish Government. Whilst COSLA found extra money to offer other local government bargaining groups 3.5% for this year, it has steadfastly refused to treat teachers in the same way.
There has been no negotiation on Years 2 and 3 of the offer. Scottish Government has stated that it will fund 3% each year, but it isn't willing to negotiate on the matter. The EIS view is that Year 3 is particularly problematic as no-one can be quite sure where Brexit might take the economy so the Teachers' Side was clear that a re-opener clause would be a requirement in the event of any future multi- year deal.
Excessive workload and the pressures around ASN support, as evidenced in our VEVT survey, are areas teachers want to see addressed as well as pay, and markers were laid down to this effect.

6. SALARY SCALES – REJECTED Vs REVISED
Current –
Pay Scale 0 - £22866
Pay Scale 6 = £36480
Jan 7th offer pay by 2020
Pay scale 0 = +£4130
Pay Scale 5 = +£4086
Jan 25th offer pay by 2020
Pay scale 0 = +£4449 (+£319)
Pay Scale 5 = +£4581 (+495)
SALARY SCALES – REJECTED Vs REVISED
= £ per month
Pay Offer 25th January 2019
Not a mistake! It will go from a 6 point scale to a 5 point scale.
Initially teachers on their 2nd yr of teaching will earn the same as those on their 1st yr.

7. Pay Offer 7th January 2019 Pay Offer 25th January 2019 Current –
Pay Scale 1 - £39774
Pay Scale 5 = £46483
Jan 7th offer pay by 2020
Pay scale 1 = +£4457
Pay Scale 5 = +£5315
Jan 25th offer pay by 2020
Pay scale 1 = +£4995 (+£538)
Pay Scale 5 = +£5823 (+508)
= £ per month
Pay Offer 7th January 2019
Pay Offer 25th January 2019

8. Pay Offer 7th January 2019 Pay Offer 25th January 2019 Current –
Pay Scale 1 - £37611
Pay Scale 6 = £44727
Jan 7th offer pay by 2020
Pay scale 1 = +£4310
Pay Scale 6 = +£5098
Jan 25th offer pay by 2020
Pay scale 1 = +£4719 (+£409)
Pay Scale 6 = +£5616 (+£518)
= £468 per month
Pay Offer 7th January 2019
Pay Offer 25th January 2019

9. Deputy Headteacher and Headteacher Job-sized Spine:
Current –
Pay Scale 1 - £45111
Pay Scale 8 = £55779
Jan 7th offer pay by 2020
Pay scale 1 = +£5169
Pay Scale 8 = +£6391
Jan 25th offer pay by 2020
Pay scale 1 = +£5664 (+£495)
Pay Scale 6 = +£7005 (+£614)
Deputy Headteacher and Headteacher Job-sized Spine:
= £ per month
Current Pay Point
Jan-18
Apr-18
Aug-18
Apr-19
Apr-20 3% 2% 1
45,111
46,464
47,394
48,815
50,280 2
46,500
47,895
48,853
50,318
51,828 3
48,033
49,474
50,463
51,977
53,537 4
49,683
51,173
52,197
53,763
55,376 5
51,330
52,870
53,927
55,545
57,211 6
52,725
54,307
55,393
57,055
58,766 7
54,255
55,883
57,000
58,710
60,472 8
55,779
57,452
58,601
60,359
62,170 9
57,300
59,019
60,199
62,005
63,866 10
58,830
60,595
61,807
63,661
65,571 11
61,374
63,215
64,480
66,414
68,406 12
63,918
65,836
67,152
69,167
71,242 13
66,456
68,450
69,819
71,913
74,071 14
68,997
71,067
72,488
74,663
76,903 15
72,804
74,988
76,488
78,783
81,146 16
76,617
78,916
80,494
82,909
85,396 17
80,436
82,036
83,677
86,187
88,773 18
84,243
85,843
87,560
90,187
92,892 19
88,056
89,656
91,449
94,193
97,018
Current
Jan-18
Apr-18
Jan-19
Apr-19
Apr-20
Pay point 3% 1
45,111
46,464
47,859
49,296
50,775 2
46,500
47,895
49,332
50,812
52,335 3
48,033
49,473
50,958
52,488
54,063 4
49,683
51,174
52,710
54,291
55,920 5
51,330
52,869
54,456
56,091
57,774 6
52,725
54,306
55,935
57,613
59,340 7
54,255
55,884
57,561
59,289
61,068 8
55,779
57,453
59,178
60,954
62,784 9
57,300
59,019
60,790
62,613
64,491 10
58,830
60,594
62,412
64,284
66,213 11
61,374
63,216
65,112
67,065
69,078 12
63,918
65,835
67,810
69,843
71,937 13
66,456
68,451
70,506
72,621
74,799 14
68,997
71,067
73,200
75,396
77,658 15
72,804
74,988
77,238
79,554
81,942 16
76,617
78,916
81,282
83,721
86,232 17
80,436
82,036
84,498
87,033
89,643 18
84,243
85,843
88,419
91,071
93,804 19
88,056
89,656
92,346
95,115
97,968

10. What the consultative ballot told us
Engagement in Edinburgh was good – but there were things that might have helped that which will not apply in statutory ballot should we reject the latest offer (electronic, able to track returns)
We know what schools had high turnout – St Thomas’s had a turn out of 80%.
How can we get it to 100%?
REMEMBER - No return of ballot = a vote for no

11. SEND ME YOUR IDEAS!
WHAT WORKS FOR US? – SUGGESTIONS? IN OTHER SCHOOLS………………….
To be honest I think I just pestered them to death with posters and general conversations about how important it is for everyone to get involved. Rep & Members
Kept talking to people Rep & Members
Went round every faculty? Rep
Held branch meeting where encouraged everyone to update details on database – this also reminded them of need to vote Rep
Face to face discussions Rep
I set up a WhatsApp group and used that to nag people Rep & Members
We had a FaceBook group we used Rep & Members

12. Consultative Ballot on revised offer:
Ballot Opens: Thursday 31st January 2019
Ballot Closes: Thursday 21st February 2019
This will be an electronic ballot with members for whom we don't hold addresses being notified by letter. 
It is the recommendation of EIS Council that members vote to reject this offer.

13. If members reject new offer:
If majority decides to reject, we will then have a statutory ballot – opens 1st March and closes 25th March
Statutory ballot rules:
Ballot is postal – run by Electoral Commission
We have to get 50% of entire membership voting
We have to get 40% of entire membership to vote for strike
So, if revised offer is rejected as advised the following two weeks would involve preparing the membership for a statutory ballot, with ballot papers going out to homes and around 3 weeks to return votes.

14. What happens if we go to strike action?
All subject to decisions by EIS Executive and Council, but likely to be:
One day of national strike
One day of national strike, or several days of regional strikes, the following week
Further single strike days (may be regional or sectoral)

15. Questions on the pay campaign?
/FAQs/PayFAQ
/FAQs/StrikeFAQs

16. FAQ’S EXAMPLES: Pay Negotiations FAQs
Q5. As the Scottish Government funds around 80% of Local Authority budgets aren’t the negotiations really with the Scottish Government?
The Scottish Government is certainly centre stage but COSLA does represent our employers and we think Local Authorities have significant resources as well as revenue raising powers, so we are negotiating with both arms of government.
Q6. Why only 10% - a 10% pay uplift will not restore my current salary to my 2009 salary level?
That is correct, a 20% pay uplift would be required to restore teachers’ salaries to the purchasing power of The EIS believes, however, that a 10% claim is not only a significant first step in the process of restoring pay but one that can be won.
Statutory Ballot and Strike FAQs
Q4. What is involved in taking strike action?
Strike action involves removing your labour by refusing to work on the day in question. Whilst this means that you are in breach of contract, a lawfully conducted strike ballot gives you and the trade union a number of indemnities.
Q5. How much does my employer deduct for each day of strike action and is my pension affected?
Each day of strike action will lead to a deduction of 1/235 of your annual salary. You will also lose one day’s pension contributions and benefits.

17. IN ANSWER TO SOME RHETORIC FLYING AROUND AT THE MOMENT!
Q9. Won’t 10% for teachers mean other council workers get less or jobs are lost?
As part of the STUC campaign on public sector pay we support every union’s fight to improve the lot of their members but we can only control our own. We are clear that the Scottish Government has to find new money to pay teachers what they are worth – not rob Peter to pay Paul. 
All the public-sector unions have put in for higher than inflation increases (Unite, Unison and GMB have made a 6.5% or £1500 pay claim this year.) We are clear, also, that a victory for teachers in this pay dispute would support, not hinder, the campaigns of the other unions.
IN ANSWER TO SOME RHETORIC FLYING AROUND AT THE MOMENT!
(Social Media/ Main Stream Media)

18. EIS has FAQs on the website There will be national bulletins
In the next two weeks
EIS has FAQs on the website
There will be national bulletins
All LAs will be working to build engagement