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Your Questions Answered:
PAY & CONDITIONS OF SERVICE
We have added answers to the most frequently asked questions about pay and conditions below.
Pay and conditions of service questions:
I currently get paid on the 15th of the month, will this continue?
How will the harmonisation of terms and conditions be dealt with and over what time period?
When will I know where I will be based and will I be able to work from home? Will flexitime apply?
Will I be able to continue in my training which is not due to end until January 2010?
Pay and conditions of service answers:
Will I still receive the same pay and other conditions of service such as holidays and will my continuous service be recognised? Will my job evaluated grade transfer?
The draft ‘Staffing Regulations’ state that all employees will be protected by TUPE. This means that your current terms and conditions will continue if you transfer to the new council. The precise details of the transfers still need to be determined and where these are locally determined they will be subject to consultation with the recognised trade unions. Continuous local government service will be recognised.
[Last updated 31st March 2008]
How will I be integrated into the new organisation, e.g. will I be slotted into a new post, will grading determine my position, will it be by application or by some other means? Will I retain my position/status (in managerial terms) in the new organisation? Will we be expected to apply for our own jobs?
This is not yet known as the government has not published their guidance on staff transfers. However, work is ongoing to draw up some recruitment principles that will be applied and it is hoped that the majority of staff will be assimilated to similar, if not the same, posts as they hold now. This will of course be subject to consultation with the Trade Unions and approval by the Council, and will be subject to any rules the government decide upon. The process relating to Senior Managers is being considered by the Implementation Executive on 28th April 08.
[Last updated 22nd April 2008]
I currently get paid on the 15th of the month, will this continue?
Harmonising the payroll will be a key element of the transition process. Consideration will need to be given as to how and when employees are currently paid and what will be the most sensible arrangement for the future.
[Last updated 31st March 2008]
What about things such as car mileage, car lease schemes, relocation schemes, unofficial task and finish, and pay protection schemes?
These aspects will need to be determined and will form part of the detailed consultation with the recognised trade unions. Those things which are considered to be terms and conditions of employment are likely to transfer under TUPE. Other discretionary/concessionary issues not covered by TUPE will need to be determined by the new Council.
[Last updated 7th April 2008]
How will the harmonisation of terms and conditions be dealt with and over what time period?
A joint consultative forum has been established and there are regular meetings with the recognised trade unions to consult on these issues. It is not possible to say exactly when the full harmonisation of terms and conditions will be achieved at this stage.
[Last updated 31st March 2008]
When will I know where I will be based and will I be able to work from home? Will flexitime apply?
It is too early to be specific about workplaces. However, the vast majority of front line services will continue to be delivered in their existing areas. The new council will have a home working policy and will be looking positively at the opportunities for home working. It will also have a flexitime scheme. However, this will continue to be subject to normal operational requirements and the needs of the service.
[Last updated 31st March 2008]
Will my severance/pension package be the same as everyone else in the county and in other re-organised areas in the country? If not why should there be a difference?
The government is not inclined to prescribe severance terms on a national basis and therefore different terms could apply. Each council must make policy decisions regarding their schemes and currently within Northumberland there are differences between schemes adopted by the districts and the county. The differences are currently being analysed. Ideally one scheme applicable equally to all employees is preferred. The options will be considered by the Implementation Executive on 28th April 08.
[Last updated 22nd April 2008]
Will I be able to continue in my training which is not due to end until January 2010?
An absolute guarantee can’t be given, and to some extent this will depend on the current arrangements, cost and relevance to your job. However, existing councils are committed to the development of all their employees and helping them gain the skills, knowledge and experience to help in their current and future roles within the new council. Wherever possible, support will be given to the completion of training already committed.
[Last updated 31st March 2008]