WHY YOU NEED TO REJECT THE PAY OFFER
Pay in higher education has fallen in value after several years of below inflation increases. This year the employers have made another below inflation pay offer. This means stretching your wage packet further… again.
You are working harder than ever, looking after more students, with fewer colleagues to help. Yet the offer doesn’t meet the claim we made.
The HE employers need to increase their offer so staff can catch up with the wages they have lost through below inflation pay awards.
The summary of the 2018 Trade Union claim was
- 7.5% or £1,500 (whichever is the greater).
- £10 an hour minimum wage.
- National frameworks to close the gender pay gap and deal with precarious contracts (i.e. those on short-term or zero-hours contracts).
- Payment to recognise excessive workloads.
- A new Scottish sub-committee
The HE employers (the Universities and Colleges Employers Association – UCEA) have made a final pay offer to the joint trade unions (UNISON, UCU, Unite, GMB and EIS).
The key elements of the employers‟ offer are:
- A one year pay deal of £425 or 2% (whichever is greater) – £425 is equivalent to 2.7% at the bottom of the pay scale. £425 would apply to those on salary point 15 and below ( grade 4 and below).
- 2% on London weighting.
- Working groups on gender pay gap and casual employment.
We have organised two meetings, which have been arranged to minimise any disruption to the university’s business needs. HR have been notified and your management will have been informed of these meetings.
Please make every effort to attend
Wednesday 18th July in Stephenson Lecture Theatre commencing at 12 noon
Monday 23rd July in the Stephenson Lecture Theatre commencing 8.30am
Following the final meeting a branch consultation email vote will take place in which you will have the opportunity to vote to either reject or accept the pay offer. Please note this is a consultation exercise and not a formal industrial action ballot.
In addition to the pay award we will be updating you on several issues we have raised with Senior Management, including the changes to the Redundancy and Redeployment Policies on which we surveyed members.
For your information the results of the survey were:
91% to reject the changes
9% to accept