Action on Pay – UCU and Joint Unions National Pay Claim 2016/17
Background – The FE England Joint Trade Unions submitted their 2016/17 claim to the Association of Colleges (AoC) on 26 April 2016. The heads of claim were:
- An increase of £1 extra per hour for all staff
- All Colleges to ensure fair pay for women by conducting Equal Pay Audits or reviewing any existing Audits; identifying any gender pay gap; and constructing an Action Plan with the Trade Unions locally to eliminate any such gaps.
- Hourly paid, temporary, fixed-term or casual staff working in a college for more than two years to be offered a permanent post on a pro-rata basis that is commensurate with the hours they actually work.
- The starting rates to be no lower than the Living Wage Foundation rates of £8.25 outside of London and £9.40 in London with annual up rating. Colleges to work to become Living Wage Foundation accredited.
The second meeting of the National Joint Forum the 2016/17 pay round, originally scheduled for 5 July but postponed, was held on 21 September. The AoC addressed all four elements of the trade unions’ claim in the following manner:
Living wage – “The pay arrangements in many colleges are already equivalent to or greater than the Living Wage Foundation rates. Where this is not the case, colleges should consider strategies to address this as part of an overall review of reward, employment offering and job design. The decision on whether or not to formalise accreditation is a matter for individual colleges based on their particular circumstances.”
Casual Employment – “It is recommended the colleges continue to regularly review their establishment flexibility ratios to ensure they continue to reflect and plan for the changing business and operating environment and keeping the requirements of the regulations in mind. Similarly, in line with the regulations and any existing agreements, colleges should identify any staff who have been employed on fixed term contracts of four years or more and take any appropriate action needed.It is suggested that a joint working group be formed to develop models of good practice.”
Gender pay Gap – “As responsible employers, it is recommended that colleges review their existing audits or make use of NJF’S agreed toolkit to identify and assure themselves that males and females undertaking exactly the same work are paid equally. Where gaps are identified or there is potential for a pay gap to develop, colleges should seek to identify and address the matter through an action plan and consult with staff and workforce representatives on the plan and its implementation.
It should be noted that for the majority of colleges this is a routine action for HR functions who will undertake such activities in the general course of their work.”
Pay – “In line with the headline pay recommendations in public services for 2016/17, AoC will recommend the following to its members:
1% applied to all points or £250 where this is more beneficial (typically salaries below £25,000). Where an award is made and affordable, colleges should implement with effect from either August 1, their usual ‘award’ date where this is not August 1 or at the nearest available date thereafter subject to local conditions.”
It can be seen that despite protracted negotiation period the AoC final offer falls far short of addressing the substantive losses in pay of the FE sector. Importantly AoC recommendations are not binding on any college. The National FE Committee is currently collating feedback from UCU branches (as of October 13) and will meet to discuss any further actions.