Introduction
UNISON submits this claim in good faith on behalf of our members within Enable. We are fully aware of the challenging financial environment that Enable operates in along with other social care providers. Over the last year our members accepted a pay freeze and significant reductions in the sick pay scheme. Staff have already made a huge contribution in terms of reducing costs and can no longer be expected to bear the brunt of this.
In previous years we have set out a list of aspirations on behalf of our members. This year in continuing recognition of the economic climate we are solely focusing on a straight pay claim, with the only addition being a reiteration of our call for a review of the changes to the sick pay scheme.
Our members are highly committed to the work they do and are not motivated by financial gain but by the contribution they can make. Our members work in a sector whose work is structurally underpaid and undervalued in many ways. They cannot be reasonably expected to see their financial situation continue to deteriorate and indeed UNISON and Enable should be working in partnership to improve it.
Historic Background
Over the last 4 years pay in Enable has risen considerably less than inflation as measured by the Retail Price Index. There are two main measures of inflation RPI and Consumer Price Index. UNISON uses RPI in wage negotiations as it more accurately reflects the true movements in costs our members’ experience.
The table below shows what RPI was each October which is the date pay rises take effect from in Enable and what was ultimately achieved after negotiations and in one case a possible dispute. You will see that on two occasions we secured deals which targeted money at the lowest paid: 2006/7 and 2008/9.
Against this back drop of what are in effect cuts in the value of the wages of our members we need Enable to show faith with them a deliver a pay settlement that goes someway to address the erosion of wages.
Pay year RPI Pay award
2006/7 2.5% Project Assistants £400 (equated to 3.1%)
Support Worker 1.8% and one off £100
1.8% for reaming staff below £17,980
1.5% for staff above £17,980
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2007/8 4.2% 2.5%
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2008/9 4.2% £400 for grades A & B
2% for staff between £7.25 and £10 per hour
1.5% for staff above £10 p/h
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2009/10 -0.8% 0% - pay freeze
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Current Background
In the year to July, RPI annual inflation was 4.8 %, down from 5.0 % in June. The new Con Dem government has already introduced significant cuts in public sector spending and plans massive future cuts. UNISON Scotland calls on Enable to join with us and the STUC under the banner of our Public Works campaign and the STUC’s There is a Better Way campaign, more information can be found at http://www.unison-scotland.org.uk/publicworks/index.html and http://www.thereisabetterway.org/
Enable are in the process of positioning themselves to respond to the personalisation agenda, this will inevitably mean changes for staff. UNISON shares Enable’s aspiration that personalisation should be focussed on better meeting the individual needs and wishes of service users and their families but worries that cost reduction will be the primary driver. So far Enable staff have engaged positively with the personalisation agenda and this willingness to adapt should be borne in mind by Enable.
Our claim also reflects that the Broadbanding system does not enjoy the full confidence of staff eligible for it and that members in these grades would wish to see a simple cost of living rise applied.
Our claim reflects the challengers we all face whilst seeking to deliver fairness and social justice for our members. We have pitched this claim at a realistic level given the standstill last year in the sincere hope that we can reach a swift settlement.
The Claim
• 2.5% on all salaries and allowances;
• That the sleepover allowance be paid for sleepovers up to 8 hours, anything above 8 hours to be paid at hourly rate;
• That Enable introduces the Scottish Living Wage as the minimum pay rate within Enable. The Scottish Living Wage is currently set at £7.00 per hour (due to rise to £7.15); more info on it can be found at http://povertyalliance.org/slw-home.asp
• That a joint review of the changes to the sick pay scheme is undertaken soon after 1 April 2011 which is the anniversary of the changes.
