Harmonisation of Terms and Conditions of Employment

Harmonisation of Terms and Conditions of Employment

Dear colleague,

This is to update you on the progress that has been made with regard to harmonisation of terms and conditions of employment.

As previously communicated, following constructive discussion in a workshop, key proposals were being submitted to the Senior Management Team (SMT) for consideration. The SMT agreed these proposals which were then presented to the Partnership and Negotiating Consultative Committee (PNCC) for approval.

I am pleased to confirm that the PNCC agreed the proposals. Work is now continuing to finalise a collective agreement to implement the new terms and conditions. Further detail will be shared once this is complete but meanwhile, a summary of the key areas agreed is below.

  • Annual leave: Grades 1-4 staff terms and conditions to match Grades 5-9 terms and conditions from the 2024/25 annual leave year with an extra 2 days’ annual leave to be used between March 2024 and the end of September 2024.
  • Public Holidays: removing the public holiday enhancement rates currently applicable to Grades 1-4 staff, other than for Grades 1-4 for the 7-day period over Christmas and New Year (which includes 4 public holidays and 3 close down days). Work is continuing to finalise the enhanced payment arrangements for the 7-day period. This will not impact on the service specific payments that are already in place for staff in particular areas, or standby/call-out payments. As part of the agreement, the remaining public holidays falling in the 2023/24 annual leave year will be treated as normal leave, therefore no enhanced rates of payment will apply where staff in Grades 1-4 work on these days.
  • Overtime: continued payment of overtime to Grades 1-4 staff with details being finalised to apply from 1 October 2024.
  • Sickness leave: Grades 1-4 terms and conditions to be uplifted to match Grades 5-9 terms and conditions from Summer 2025. There will also be enhancements made to the attendance management policies and guidance that we have.
  • Pre-retirement leave: to be available for all staff from the 2024/25 leave year. More detail to follow.

It has been agreed that, in the context of the current financial challenges, the proposal to introduce a 35-hour week will be paused at this stage, pending further consideration at the appropriate time including consideration of national discussions about the national pay spine and the impact any proposed changes may have.

A further update will be provided concerning the collective agreement and further clarity on each of the harmonisation elements in due course.

Kind regards

Tracey

Tracey Slaven
University Secretary & Chief Operating Officer

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