Issue - meetings

To consider a report of the Director of Corporate Resources regarding the national pay award and proposals for a new pay framework, outline arrangements for the temporary increase to the EHCC pay framework to meet the National Living Wage (NLW) increase from 1 April 2018, and an update on recent and pending legislative changes.

The Committee received a report of the Director of Corporate Resources regarding the national pay award and proposals for a new pay framework, outline arrangements for the temporary increase to the EHCC pay framework to meet the National Living Wage (NLW) increase from 1 April 2018, and an update on recent and pending legislative changes.

The context and impact of the new pay framework was introduced, in particular the need for grade consolidation to retain a 2 percent pressure and the £5 million pressure on the County Council budget. The Trade Union position both nationally and in Hampshire was set out and it was noted that around 20 percent of the County Council’s workforce was unionised. Mechanisms to ensure that increases in lower pay grades would match increases in the national living wage were detailed.

An update was provided on mandatory gender pay gap reporting, which was being compiled in accordance with national requirements and due to be published the day after the Committee’s meeting. Members heard that in principle there is no gender pay gap as everyone on a particular grade is paid equally. However the nature of some of the Council’s service delivery work and in particular the retention of direct service delivery had shaped the outcomes that were due to be published. Members acknowledged that Local Authorities would be difficult to compare and agreed that the Committee should review the published County Council figures at a future meeting.

The recommendations in the report were considered and it was

RESOLVED:

That EHCC:

·         note the application of the 2018 NJC national pay award to EHCC grades A to G, in accordance with the EHCC collective agreement;

·         note the application of a temporary increase to step 1 of Grade A if the NJC pay award is not implemented in time for 1 April 2018;

·         give authority to implement the 2018 NJC pay award to grades H to K, and those staff paid above grade K as long as it is in line with the current final offer of 2%. A pay award that is higher than this will need to be brought back to EHCC for agreement;

·         note that it is not possible at this time to make a recommendation of the best option for managing the implications of the 2019 NJC pay award and the new NJC pay framework for the EHCC pay framework. The position will continue to be closely monitored with options being developed for agreement by EHCC;

·         note the developments on the Gender Pay Gap report;

·         note the developments in relation to Exit Payment amendments;

·         further updates on the legislative changes will be provided only when further information is available.