Proposed Collective Agreement

LOCAL COLLECTIVE AGREEMENT

SINGLE STATUS - TERMS & CONDITIONS OF SERVICE

London Borough of Redbridge

May 2011

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1 INTRODUCTION

1.1 The Council and trade unions have been working to achieve a single pay structure
and harmonised terms and conditions of employment for London Borough of
Redbridge employees within the scope of this Agreement. The Agreement reflects
the Council’s and trade unions’ joint commitment to the achievement of fair,
modern, affordable and non-discriminatory reward practices, and to provide the
flexibility to review these terms and conditions in the future, in order to help meet
future service delivery requirements.

1.2 The Parties acknowledge that the Agreement is a collective agreement for the
purpose of sections 178 and 179 of the Trade Union and Labour Relations
(Consolidation) Act 1992. The Parties intend that the Agreement shall form a
legally enforceable contract and shall be incorporated into the terms and
conditions of employment of all employees within its scope.

1.3 Where the provisions of this Agreement vary, change or remove existing terms and
conditions, those existing terms and any previous council and/or service
agreements are superseded. Otherwise, conditions remain unchanged.

2 SCOPE OF THE AGREEMENT

2.1 The Agreement is applicable to:

 Those employees whose terms and conditions of employment are covered by
the National Joint Council for Local Government Services (the ‘Green Book’).
Specifically this includes: Employees who were employed under the national
negotiating arrangements for former Administration, Technical and
Professional Employees (APT&C; Purple book); former Manual Workers (White
Book); and school-based employees whose terms and conditions fall under the
Green Book.
 Employees covered by the Joint Negotiating Committee for Local Authority
Craft & Associated employees (Red Book).
 Former Transport DSO employees who were previously on local conditions.

2.2 This agreement does not apply to:

 Those employees who are outside the scope of the National Joint Negotiating
Committee for Local Government Services, including Youth and Community
Workers; Soulbury staff; Teachers and Chief Officers.
 Agency workers that are engaged by the Council from time to time.

2.3 For employees of schools where the Council is not the employer, the Governing
Body or other authorised body (e.g. Diocese) will determine whether to implement
these provisions within their establishment.

3 PARTIES TO THE AGREEMENT

3.1 This local agreement (“the Agreement”) is made between (1) the London Borough
of Redbridge (“the Council”) and (2) the three signatory trade unions (“the unions”)
recognised for collective bargaining purposes. The Council and the unions shall
together be referred to as “the Parties”.

3.2 The unions referred to at clause 1 above are UNISON, GMB and UNITE.

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4 DEFINITIONS & EFFECTIVE DATE

4.1 The ‘Effective Date’ is the date to which certain elements of the Agreement are
backdated. The Effective Date of the Agreement is 1 April 2010. The Effective Date
is applied to all grading changes as a result of single status and changes to basic
pay only, except where specified elsewhere.

4.2 The ‘Implementation Date’ (TBC by full Council), is the date the changes within
the agreement will be undertaken. The Implementation Date will be used for all
other changes to terms and conditions of employment (including allowances and
enhancements whether based on basic pay or not).
 This ensures no employees will receive a backdated reduction in allowances
and enhancements which have already been paid in accordance with
arrangements in place prior to this Agreement.
 Where an employee receives a change in basic pay backdated to the Effective
Date, this will not be applied to the allowances and enhancements already
received during that period up until the Implementation Date.

4.3 The ‘Agreement Date’ is the date the Agreement is signed by the parties.

5 PAY & GRADING

5.1 Job Evaluation

5.1.1 All jobs relating to employees under the remit of this Agreement should be
evaluated under the Greater London Provincial Council (GLPC) Job Evaluation
Scheme.

All manual jobs and craftworkers’ jobs, a sample of APT&C jobs and all schools
based jobs have been job evaluated using the GLPC scheme.

5.1.2 All jobs evaluated under the scheme will move to the respective grade (see section
5.2) and to the appropriate spinal column point (SCP) (in accordance with the
assimilation or protection arrangements – see section 5.3 and 5.4).

5.1.3 It is agreed that the Effective Date of 1 April 2010 will be the point of change to
grade for all former manual jobs; all schools non-teaching support staff; all APT&C
jobs up to and including Scale 5; and all posts within the scope of this review on
grades outside the APT&C structure, such as those that have not previously been
evaluated under the Greater London Whitley Council (GLWC) scheme (e.g. social
work and residential staff) and those staff who are currently receiving protection.

5.1.4 As other jobs above Scale 5 have been previously evaluated under the GLWC job
evaluation scheme> The ranking and grade of these jobs is not expected to
change significantly with the change of job evaluation scheme. All remaining jobs
above Scale 5 will be evaluated under the GLPC scheme as required in the normal
course of events and by no later than December 2015. The effective date of any
change in grade arising from the job evaluation of such jobs will be in line with the
date that the evaluation of the role is confirmed.

5.1.5 A ‘Grading Review Procedure’ for employees to request a review of their job
evaluation outcome is given in Annex 1.

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5.2 Pay & Grading Structure

5.2.1 A new pay and grading structure is introduced (see Annex 2). This replaces the
current APT&C grading structure and the spot salary arrangements for former
manual worker grades, along with all other existing grading arrangements such as
those applying to residential staff and day nursery employees.

5.2.2 The changes to the APT&C grade structure are:

 the current scale 1, which covers spinal column point (SCP) 4 to 11, is split into
3 grades LBR 1a (SCP4 to SCP5); LBR 1b (SCP6 to SCP7); and LBR 1c (SCP8 to
SCP10).
 spinal column point 33 is removed from the current grade PO1 (LBR 9) and
spinal column point 35 is removed from the current grade PO2 (LBR10) to
reduce overlap between grades SO2 (LBR 8) to PO2 (LBR10).

5.2.3 This replaces the transitional arrangements in Part 3 Appendix 1 of the Green Book
(Purple Book paragraphs 25, 26, 27, 28 + yellow pages for day nurseries and
Manual Handbook section 2 (A), (B), (C), (D)).

5.2.4 The existing APT&C grade names are replaced with a local grade naming system.
Annex 2 details the current APT&C grading structure and the proposed grading
structure.

5.2.5 Following extensive pay modelling and affordability analysis of the overall
package, a job evaluation points to grading relationship has been agreed. The
detail of the grade breaks is contained within Annex 2.

5.3 Assimilation Arrangements

5.3.1 For employees whose job has been evaluated and where the evaluated grade is
different from their current grade, it is proposed that they are placed on the
bottom SCP of their job evaluated grade with the exception of employees
 who are not on the current APT&C pay and grading structure and where being
put on the bottom SCP of the new grade would cause a detriment in basic pay,
in which case they will be placed on the SCP within their new grade that is the
closest scale point equal to or above their current basic pay; or
 who are on the current APT&C pay and grading structure, but whose new
grade is lower as a result of job evaluation in which case they will be placed on
the top SCP of their new grade (this includes employees who are currently on
protection); or
 who are on the current APT&C pay and grading structure whose new grade is
higher as a result of job evaluation, but due to grade overlap are already on the
bottom SCP of their new grade, in which case they will be placed on the next
SCP; or
 who are currently subject to protection arrangements and whose job is
evaluated at a grade where the basic pay includes an SCP that is greater than
their current protected basic pay in which case they will be placed on the SCP
within their new grade that is the closest scale point equal to or above their
current basic pay

5.3.2 Any employee whose new basic pay is less upon assimilation will be entitled to
protection arrangements as detailed in the salary protection section.

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5.4 Salary Protection Arrangements

5.4.1 Pay protection arrangements will be applied for employees whose basic pay
decreases as a result of a re-grade as detailed in the Council’s Reorganisation,
Redeployment and Redundancy Policy (3Rs), or any subsequent future policy.

5.4.2 For the purposes of the implementation of Single Status, the provision in the 3Rs
policy will be applied from the Implementation Date, rather than the Effective Date
of the change. All employees receiving basic pay protection will therefore have
already additionally received protection on pay from the Effective Date until the
Implementation Date.

5.4.3 Where employees are already in receipt of other pay protection arrangements, it is
proposed that these arrangements are terminated and replaced in accordance
with 5.4.1 and 5.4.2.

5.5 Incremental progression

5.5.1 Incremental progression will be to the next spinal column point within a grade
until the maximum of the scale is reached, subject to the following:
 Incremental progression will normally take place on 1 April each year though
employees with less than six months service in grade by 1 April will be
considered for incremental progression six months after their appointment,
promotion or re-grading, subject to the employee having satisfactorily passed
a probationary period.
 An increment will only be agreed where the employee’s performance is
assessed as satisfactory or better through the appropriate performance review
and this has been confirmed by the manager.
 The Council’s Performance Management Scheme will be reviewed in due
course and updated to reflect these changes and ensure a fair and transparent
process.
 Where a performance review cannot be undertaken, through no fault of the
employee, then incremental progression to the next spinal column point will
not normally be withheld.

5.6 Career Progression Grades

5.6.1 The Council will continue to utilise career progression grades and/or job families.
Where these are used, each level of career grade or job family will need to have
clearly defined duties and responsibilities and to have been evaluated at that level.
Progression criteria to the next grade will be clear and transparent and will be
strictly subject to criteria being met and suitable work being available at that level.

5.6.2 The Council also commits to ensure that all career grade progression schemes are
reviewed and to ensure they are not restricted to particular groups by 2013.
Guidance on career grades will be provided in due course.

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5.7 Market Factors

5.7.1 All jobs will be subject to job evaluation so equal pay is given for jobs rated as
equivalent. However, there may be occasions when it is difficult to recruit and/or
retain employees at the pay level of a job-evaluated grade, due to market factors
outside the control of the Council.

5.7.2 In such cases, the Council’s Market Factors Supplement policy will apply. Market
Factor Supplements will only be payable where necessary conditions are
demonstrated. The principles will be outlined in the Market Factors Supplement
policy, which will detail the responsibility and process involved (Note: these will be
based on the principles contained in the Single Status Discussion Document July
2010).

5.7.3 As part of the introduction of Single Status and the pay and grading review, it is
proposed that all existing market supplements will be reviewed, as is current
practice.

5.7.4 In future additional incremental points will no longer be offered as a market

supplement, nor will market supplements automatically be increased in line with
pay awards.

6 TERMS AND CONDITIONS OF EMPLOYMENT 1

As part of Single Status the Council proposes to standardise a range of the Terms
and Conditions of employment.

6.1 Standardising Contractual Hours & Contractual Weeks

6.1.1 The standard working week for employees will be 36 hours and the standard
working year will be 52.14 weeks.

6.1.2 Arrangements for schools based employees and those who work term time only
will be calculated in accordance with Annex 3.

6.1.3 Nursery Nurses: Part 3, Appendix 2, Section 2 of the Green Book will no longer
apply. The harmonisation of the standard working week and the standard working
year includes nursery employees. This Agreement replaces Part 3 Appendix 2
section 2 of the Green Book.
 The protected conditions of service relating to the Ancillary Review and 1999
Agreements will cease
 The full-time working week for all employees will be deemed to be 36 hours,
with staff working less than 36 hours having their hours expressed as part-time
and as a proportion of 36 hours.
 A nursery nurse will no longer be regarded as being full time if they work 32.5
hours a week for 195 days a year.

6.1.4 In order to mitigate the impact on employees of these changes the following will
apply as appropriate:
 Employees affected by this change should be offered additional hours (up to a
maximum of 36 hours) in order to maintain their full time equivalent (FTE)
hours, and therefore their overall rate of pay.
 Where an employee chooses not to accept these additional hours and remains
on existing hours, their salary will be adjusted to the pro-rata equivalent.

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6.2 Standardising Annual Leave

6.2.1 The full details of the Council’s leave entitlement will be detailed in the Council’s
leave guidelines. The following summarises the changes:
 The basic leave entitlement will be 22 days for all staff. In addition there will be
one day (statutory) allocated by the Council.
 After 5 years’ qualifying service the basic leave entitlement leave will increase
to 27 days a year, plus the additional day. The effect of this change is to
increase the long service entitlement for ex-manual workers by two days.
 The effective date for additional leave entitlement for ex manual workers
(including those employees with 5 years’ qualifying service) will be the leave
year in which Single Status is implemented.
 Arrangements for school-based employees and those who work term time
only will be calculated in accordance with Annex 4. This means that Part 3
Appendix 2 section 1 (a) and 1 (b) of the Green Book will no longer apply.

6.3 Standardising Notice Periods

6.3.1 The minimum notice period for employees not serving a probationary period will
be one month either way. Longer periods of notice may be required where
statutory or contractual provisions provide so.

6.4 Standardising Pay Periods

6.4.1 Historically the Council has run both weekly and monthly pay periods. It is agreed
that for all employees the pay period will be standardised on a monthly basis,
payable via BACS.
6.4.2 The switch to monthly pay for existing weekly paid employees will be timed
appropriately in order to minimise any potential hardship. Where possible this will
be linked to the periods in which the employee receives back pay and/or
allowance cushion payments, where eligible.
6.4.3 The Council acknowledges the need to ensure appropriate measures are available
to assist employees in cases of exceptional hardship. The Council will aim to
provide and signpost this group of workers to the provision of targeted advice and
support. The Council already utilises advances in pay where there are exceptional
financial circumstances.

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7 TERMS AND CONDITIONS 2: ALLOWANCES AND ENHANCEMENTS

In accordance with Part 3, paragraphs 2.3 to 2.5 of the Green book, it is proposed
that premium rates will be paid as outlined in the following section.

7.1 Allowances and Enhancements Overview

7.1.1 Allowances and enhancements will only be paid where they can be objectively
justified and continue to address business and service need. All such allowances
and enhancements should be regularly monitored and reviewed.

7.1.2 All allowances and enhancements will be based on basic pay less the included
amount for London Weighting.

7.1.3 Part-time workers regulations mean that part-time workers should not be treated
less favourably than full-time workers. In practice this means that they should be
entitled to enhancements during additional hours and not be entitled to overtime
hours rates until they have worked full-time equivalent hours. The following table
outlines the terminology used for the hours:

36hrs
Full-time Contracted Hours Overtime Hours
worker (Enhancements) (Overtime)
Part-time Contracted Hours Additional Hours Overtime Hours
worker (Enhancement) (Enhancement) (Overtime)

7.2 Non-Standard Working Hours Enhancements

7.2.1 A range of enhancements to pay will be paid where an employee is required to

work ‘non-standard working hours’ (e.g. Sunday).

7.2.2 Non-Standard Working enhancements will be payable in addition to Contracted

Hours and Additional Hours in accordance with the allowances and enhancements
policy. Non-standard working enhancements are payable for employees up to
grade LBR 11 (SCP41) who work the following as part of their normal week:
 Saturday Working
 Sunday Working
 Public/Bank Holiday Working
 Night Working

7.2.3 Employees in Residential Homes: The two additional incremental points

previously paid for regular weekend working will cease and be replaced with
enhancement as appropriate in accordance with 7.2.2.

7.2.4 Irregular hours / Unsocial hours: Allowance payments for irregular hours or
unsocial hours will be discontinued.

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7.3 Overtime Enhancements

7.3.1 Where an employee is required to work in excess of 36 hours per week, a flexible
approach should always be taken where possible. This may include the using of
flexible working time practices or offering time off in lieu.

7.3.2 An enhancement to pay will be paid where an employee is required to work

‘overtime hours’.

7.3.3 Overtime Enhancements will be payable for Overtime Hours in accordance with
the allowances and enhancements policy. Overtime enhancements are payable to:
 Up to and including Grade LBR 6 (SCP28):
o Monday to Saturday Overtime
o Sunday & Public/Bank Holiday Overtime
 From Grade LBR 7 (SCP29) to Grade LBR 15 (SCP52):
o Agreed GLPC Planned Overtime Rates
 From Grade LBR 15 (SCP53 )and above:
o Plain time overtime rates.

7.3.4 When employees work overtime hours neither the weekend enhancement nor the
night enhancement are paid in addition to the overtime hours enhancement.

7.4 Shift Allowances

7.4.1 Shift allowances will be payable for in accordance with the allowances and
enhancements policy. Single Status will harmonise shift allowances so that these
allowances apply to all employees, including those who work in residential homes.

7.4.2 Two forms of shift allowance are agreed - Alternating Shifts and Rotating Shifts.

7.4.3 Split shift or split duty arrangements shall not attract payment. Existing split
shift/split duty payments will be ceased.

7.4.4 In summary, shift allowances will be payable where the following conditions are
met:
 The total period covered by the shifts is 11 hours or more a day;
 There are at least four hours between the starting times of the earliest and
latest shifts;
 Not more than 50% of the shifts are worked during normal working hours
(8am-6pm); and
 The shift pattern is consistent across at least five days a week all year round.

7.4.5 When employees work shifts the night enhancement is not paid in addition to the
shift allowance.

7.4.6 The Council will continue to pay weekend enhancements and shift allowance
where appropriate.

7.4.7 Full details regarding shift allowances are provided in the allowances and
enhancements policy.

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7.5 Standby Duty Allowances

7.5.1 The Standby Duty Allowance divides the week into 7 standby sessions. One each
on Monday to Friday from the period of the office closing on one day until its
opening the following day; one period on a Saturday; and one period on Sunday
and public holidays, with each standby session lasting a maximum of 24 hours.
Employees required to be on standby shall receive an allowance at the agreed rate
for that session as provided in the allowances and enhancements policy.

7.5.2 Overtime arrangements will apply for any time spent by an employee carrying out
work duties [during a standby session], including travelling time to attend an
emergency. This replaces the transitional provision in Part 3 Appendix 1 of the
Green Book on standby allowances.

7.5.3 Standby Duty Allowance payments for Social Workers will be withdrawn and these
employees will be paid the same standby allowances paid to all other employees
as outlined above in section 7.5.2. This replaces the transitional provision in Part 3,
Appendix 1 of the Green Book.

7.6 Sleeping-in Duty Allowance

7.6.1 Employees required to “sleep in” on the premises shall receive an allowance as set
out in the NJC Circulars. This allowance covers the requirement to “sleep in” and
up to 30 minutes call out per night, after which the overtime hours provisions
apply.

7.6.2 It is proposed that should the updating of the Sleeping in Allowance amounts in
the National Circulars be withdrawn, this allowance will be reviewed locally and
agreement will be sought locally on a mechanism for updating payments where
necessary.

7.7 Consolidated Allowances

7.7.1 It is agreed that the following payments will be ceased if paid to employees
covered by this agreement, as the duties, additional effort, responsibility and/or
qualification that these allowances reflect, have been taken into account as part of
the job evaluation of that role.
 Laboratory Technician Allowance
 Special Needs Allowance

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7.8 Discontinuation of Allowances

7.8.1 It is agreed that the following allowances will cease and be withdrawn with effect
from the implementation date for all employees within the scope of this
agreement:

Allowance Name
Community Charge Compensation
Clothing Allowance
Laundry Allowance
London Allowance
London Excess
School Holiday Retainer
(currently retained under Part 3 Appendix 2 section 1c of the Green Book)
Telephone Allowance
Telephone Rental
Travel Non residential caretaker
Uniform Allowance

7.9 Further Review of Allowances

7.9.1 It is agreed that the following allowances will be reviewed following
implementation, to ensure these remain consistent with the principles of the
Agreement.
Allowance Name
Out of Hours Allowance
Tool Allowance

7.10 Miscellaneous Allowance Payments

7.10.1 Subsistence Allowances: Reasonable additional expenditure approved in

advance and incurred by an officer may be reimbursed - this is likely to be primarily
the cost of overnight accommodation and associated evening meals. Flat rate
allowances can no longer be claimed.

7.11 One-Off Allowance Loss Payment

7.11.1 Although many people will gain as a result of Single Status, the Council recognises
there are some employees that will experience an overall loss in take home pay
because of the changes to allowances.

7.11.2 To mitigate the loss experienced through the removal or reduction of these
allowances and enhancements (excluding bonus payments), the Council will
provide a one-off, unconsolidated payment to any employee who is not gaining
overall as a result of Single Status changes.

7.11.3 The value of the one-off unconsolidated payment will be calculated on the basis of
the pound (£) loss as well as the proportion this represents of the total pay
received by that employee. Suitable percentages of the allowance loss will be paid
subject to limits relating to the £ loss and proportion loss.

NB These payments will not cover loss in pay, which is addressed by the Salary
Protection section.

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8 BONUS SCHEMES

8.1 All existing bonus type schemes and payments to former manual workers and craft
employees under such schemes will cease to be paid.

8.2 No protection of earnings will be made in respect of the removal of bonus

payments.

8.3 Existing bonus type payments will be withdrawn from the Effective Date and any
overpayment of bonus as at the Implementation Date will be recovered from any
arrears of basic pay due. In any instances where bonus payments exceed arrears of
basic pay due, it is proposed that the balance should not be recovered from
affected employees.

9 PENSION ARRANGEMENTS

9.1 The Local Government Pension Scheme (LGPS) regulations provide the basis for
the calculation of pensionable pay for pension benefit purposes. A member of the
LGPS whose pensionable earnings are reduced as a result of this Agreement will
have their scheme benefit calculated in accordance with the provisions for dealing
with these circumstances included within the regulations.

10 ADDITIONAL PROVISIONS

It is proposed that the transitional provisions relating to the Manual Handbook in

Part 3 Appendix 1 of the Green Book (Section 2 (A), (B), (C), and (D); Section 4
Paragraphs 3, 4 (+Appendix A) 5, 8 (+ Appendix B) and 10) are replaced by the
following:

10.1 Renewal of driving licence: Part 2, paragraph 13.3 of the Green Book

10.2 School caretaking employees: The following provisions are made:

 Payment for work required in connection of lettings is a matter for local
determination by the School Governors.
 Annual leave should be taken during periods of school closure
 The value of accommodation and services provided by the Council shall be
assessed and deducted from salary by the Council. Objections to an
assessment may be submitted to the Council. If agreement is not reached the
procedure for settlement of disputes should be utilised.
 All other terms of conditions for School Caretakers shall be accordance with
this Agreement, or where this Agreement is silent, the Green Book.

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11 Equality Impact

11.1 The Council is committed to equality in employment. The Council will regularly
monitor the equality impact of the areas covered within this agreement in line with
changing legislation and case law, to ensure that any potential areas of difficulty
are identified at an early stage and to make appropriate changes.

12 Review and further development

12.1 The Council will monitor the implementation of this Agreement, particularly in
relation to compliance, affordability, effectiveness, and practicality.

12.2 Thereafter, ongoing monitoring and review of the associated policy and practice
will be undertaken. Any amendments required will be discussed with the Trades
Unions and considered as part of a separate policy.

13 FORMAL AGREEMENT

13.1 The following signatories, as parties to this agreement, agree in good faith to
accept the content of this agreement on behalf of the London Borough of
Redbridge and its employees.

Date: Date:
on behalf of London Borough of XXX on behalf of GMB
Redbridge

Date: Date:
XXX on behalf of UNISON XXX on behalf of UNITE

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ANNEXES & DOCUMENTS REFFERRED TO IN THIS AGREEMENT

 Annex 1: Grading Review Procedure

 Annex 2: LBR Pay & Grading Structure
 Annex 3: Contracted working weeks – for schools based employees and those
employees working term time only
 Reorganisation, Redeployment and Redundancy Policy
 Allowance & Enhancements Policy (to be finalised)
 Market Forces Supplement Policy (to be finalised)
 Leave Guidelines

Annex 2: LBR Pay and Grading Structure

The table below details the former APT&C grading structure and the agreed
grading structure and job evaluation point to grading relationship.

APT&C Spinal New LBR Spinal Agreed JE

Grade Column Grade Column points
Structure Points Structure Points
LBR1a 4 to 5 182 – 223
1 4 to 11 LBR 1b 6 to 7 224 to 265
LBR 1c 8 to 10 266 to 307
2 11 to 13 LBR 2 11 to 13 308 to 348
3 14 to 17 LBR 3 14 to 17 349 to 389
4 18 to 21 LBR 4 18 to 21 390 to 426
5 22 to 25 LBR 5 22 to 25 427 to 461
6 26 to 28 LBR 6 26 to 28 462 to 496
SO1 29 to 31 LBR 7 29 to 31 497 to 533
SO2 32 to 34 LBR 8 32 to 34 534 to 558
PO1 33 to 36 LBR 9 34 to 36 559 to 585
PO2 35 to 38 LBR 10 36 to 38 586 to 610
PO3 38 to 41 LBR 11 38 to 41 611 to 637
MG1 41 to 44 LBR 12 41 to 44 638 to 655
MG2 44 to 47 LBR 13 44 to 47 656 to 675
MG3 47 to 50 LBR 14 47 to 50 676 to 694
MG4 50 to 53 LBR 15 50 to 53 695 to 711
MG5 53 to 56 LBR 16 53 to 56 712 to 730
MG6 56 to 59 LBR 17 56 to 59 731 to 760
MG7 59 to 62 LBR 18 59 to 62 761 to 790
MG8 63 to 66 LBR 19 63 to 66 791+

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