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singlestatusNottingham City Council

Understanding our proposed new pay and grade structure and terms and conditions

Read on to find out more about ourproposed new pay and grade structure andterms and conditions

Nottingham City Council single status 3

This booklet is designed to help you to understand moreabout the proposed new pay and grading structure andterms and conditions under Single Status.This document does not form part of your terms andconditions of employment and the statementscontained in this document do not form an offer orcommitment of any kind.All proposals are subject to change by the Council. Ifany part of this document (apart from this disclaimer)conflicts with the collective agreement, the terms of thecollective agreement shall prevail.All figures and calculations are provided as anillustration only. You should not act in reliance upon anyof the information provided in this document.

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SECTION ONE PAGE

1 Introduction 4

2 Your grade and the proposed 4pay structure in detail- The proposed pay structure 5

- How your grade has been worked out 5

- When will these changes to pay begin? 5

- Appealing against your proposed grade 5

SECTION TWO

1 Transferring onto your 6new grade- How the transfer to grade will work 6

- Transfer to a grade which results in an 6increase of salary

- Transfer to a grade which results in a 7reduction of salary

- Transfer to a grade which results in your 7salary staying the same

- ‘Headroom’ explained 7

2 Pay protection 8

- Employees who work variable hours/ 8part time

- Increases to salary within the 9protection period

- Employees currently receiving 9pay protection

- Protection of honoraria and 9market supplements

- Protection of secondments/ 9‘acting up’ positions

- Annual leave protection 10

PAGE

3 Pay compensation 11- How pay compensation is calculated 11

- Pay compensation for employees who 12work variable hours/part time

- Pay compensation for secondments/ 13‘acting up’ positions

- When and how will I receive my 13pay compensation?

- What if my pay compensation 13calculation is incorrect?

- If I leave the Council, will I still be able 13to claim compensation?

SECTION THREE

1 Terms and conditions of service 14

- Proposed changes to terms 14and conditions of service

2 Key points on the proposed 15new pay structure and terms andconditions

3 All other terms and conditions 16of service

4 Summary of proposed terms and 16conditions of service

SECTION FOUR

1 Useful information 18

2 Employee counselling 18and support

Appendices 19i. Pay scales – 2006-2008 19ii. Example letter 20iii. Key points on the Single Status 21

proposals

Contents

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1 Introduction 2 Your grade and the proposedpay structure in detail

This booklet is for everyone covered by SingleStatus - all employees covered by the LocalGovernment Scheme (LGS) terms andconditions of service. The booklet includesinformation from the previous two Single Statusbooklets, as well as containing new andupdated information.

The booklet provides you with information onthe Single Status proposals to help youunderstand the information in your results letterissued in September 2009.

The trade unions anticipate they will ballot theirmembers on the Single Status proposals by theend of December 2009.

Once the ballot has taken place, subject to a‘yes’ vote by all three unions, the date of SingleStatus implementation will be confirmed andannounced to all employees.

The grade shown on your most recent resultsletter is the one you will transferred to onceSingle Status is implemented.

This is your grade under the proposed new payand grade structure and is based on theoutcome of the job evaluation of your post,subject to there being no other changes to yourstatus before implementation.

The proposed pay structure uses the currentSpinal Column Points (SCPs) system from point4 to 55, split into new grades containing four orfive Spinal Column Points.

Under the new pay and grade system, allemployees will gain a Spinal Column Point eachyear until they reach the top of the grade (themaximum Spinal Column Point).

Your proposed new grade is shown by a letter(from A to K) and is assigned to a ‘tier’ whichrefers to the level of the job within theorganisation. The tier system stretches acrossthe whole organisation - for example, Directorsfall into Tier 2 and Heads of Service posts areTier 3 posts.

SECTION 1

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How your grade has been worked outThe information in this section explains your newgrade and how you will be moved into it whenSingle Status is implemented.

A job evaluation exercise (using the GreaterLondon Provincial Council – GLPC scheme) wascarried out, which measured jobs against setcriteria and produced a point score based on thisassessment. All jobs covered by Single Status arelinked to one of these GLPC evaluations so thatevery job now has a points value. It is this valuewhich determines your new grade, as the jobevaluation points are split across the grades.

The job evaluation points total for your job isbased on an assessment (made using the GLPCscheme) of what your job requires you to do. Soyour current grade has no bearing on theproposed changes under Single Status.

When will these changes topay begin?The changes to the pay shown in your resultsletters are proposals at this time. Further details ofwhen changes will be made to your pay will beconfirmed once all the three trade union ballotsreceive a ‘yes’ vote.

Appealing against your proposed gradeEvery employee will have the right to appealagainst their proposed grade. An appeals processhas been agreed with the trade unions and this isavailable to view on the Single Status intranetpages. Guidance and forms for employees andmanagers on how to appeal your grade are beingprepared and will be released before the appealsprocess becomes effective.

Appeals have not yet begun, as the Single Statusresults are proposals at this stage andwill remain sountil the three trade union ballots receive a ‘yes’ vote.

This means that any appeals letters received atthis time will be met with a standard responseand held on file until after the ballot.

SECTION 1

The proposed pay structure(for all employees on Local Government Scheme terms and conditions)

April 2008 Spinal Column Point values

Band Grade SCPMin

SCPMax Min Max

6 A 4 7 £11,995 £12,629

6 B 8 11 £13,027 £14,587

6 C 12 16 £14,891 £16,278

6 D 17 21 £16,663 £18,937

6 E 22 26 £19,427 £22,001

6 F 27 30 £22,730 £25,220

5 G 31 35 £26,016 £28,947

5 H 36 40 £29,714 £33,328

5 I 41 45 £34,207 £37,665

4 J 46 50 £38,575 £42,084

4 K 51 55 £42,966 £46,551

Note: The Spinal Column Point values will be updated for annual pay reviews.

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Nottingham City Council single status 3 SECTION 2

1 Transferring onto yournew grade

When Single Status is implemented, allemployees covered by Single Status will betransferred onto a new grade, even if theirsalary doesn’t change. To work out whichSpinal Column Point within your new grade youshould be transferred to, we have carried out acalculation. This calculation produces anexpected salary for this financial year, under theexisting pay system and is referred to in thefollowing examples as “your current salary”.

How the transfer to grade will workIf your current salary is below the minimumSpinal Column Point value for your new grade,you will be transferred to the minimum SpinalColumn Point for your new grade.

If your current salary is higher than themaximum Spinal Column Point for your newgrade you will be transferred onto the maximumSpinal Column Point for your new grade andprotection will apply.

If your current salary falls within your newgrade, you will be transferred onto your newgrade onto either the Spinal Column Point thatmatches your current salary, or where there isnot an exact match, the next Spinal ColumnPoint up.

If you work part time, your salary amount shownis pro-rated. This means you will see the salaryyou will earn for the hours you work, rather thanthe full time annual salary. For example, if youare working half the hours of a full time workeryou will receive half the pay.

The examples in the following paragraphs willhelp to explain how this will work.

Transfer to a grade which results inan increase of salaryWhere the minimum Spinal Column Point ofyour new grade is higher than your currentsalary, you will be placed on this minimumSpinal Column Point and your salary will beincreased.

For example:

Tom’s job is currently Scale 5.

He is paid on SCP23 and would earn anaverage salary of £19,998 this financial year.

His job is Tier 6 F on the new paystructure. The minimum Spinal ColumnPoint for Tier 6 F is SCP 27 (£22,730).

Tom will therefore be transferred ontoSCP 27 (the minimum SCP for his newgrade). His new salary is £22,730. Tom’ssalary will then increase by one incrementeach financial year until he has reached thetop of the grade, SCP 30.

Tom will receive some compensation(see page 9 for more details oncompensation).

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Transfer to a grade which results ina reduction of salaryWhere the maximum Spinal Column Point ofyour new grade is lower than your currentsalary, you will be placed on this maximumSpinal Column Point and your basic pay will bereduced. The difference in your salary will beprotected for three years while you remain inthis job. This means you will not see a reductionin your salary for three years. (You will not beasked to pay back any part of your salarypreviously received if your post is evaluated at alower level).

For example:

Jeff is currently on Scale SO1, SCP 30and would earn a salary of £25,220.

His job is now a Tier 6 E on the new paystructure. The maximum Spinal ColumnPoint for this new grade is SCP 26(£22,001).

Jeff will therefore be transferred ontoSCP 26 (the maximum SCP for his newgrade).

As Jeff’s salary will be reduced, he willreceive pay protection for three years (orwhile he remains in this post). His salarywill not increase by an increment eachfinancial year as he is now at the maximumSpinal Column Point for his grade,although he will continue to receive theannual cost of living pay award on his newbasic pay.

For more information on pay protection,please refer to page 6.

Transfer to a grade which results inyour salary staying the sameWhen your current salary falls within your newgrade range, you will be transferred onto theSpinal Column Point which matches this salary,or where this does not exactly match, the nextSpinal Column Point up within your new grade.

For example:

Pam is currently on Scale SO2, SCP 33and her salary is £27,573.

Her job is now a Tier 5 G on the new paystructure. The minimum Spinal Columnpoint for her new grade is Spinal ColumnPoint 31 (£26,016) and the maximum SpinalColumn Point is 35 (£28,947).

As Pam’s current salary matches SpinalColumn Point 33 which falls within thenew grade, she will be transferred ontothis Spinal Column Point and her salarywill not change. Pam’s salary will increaseby one increment each financial year untilshe has reached the top of the grade,Spinal Column Point 35.

Pam’s current salary £27,573 (SpinalColumn Point 33)

Pam’s new salary £27,573 (Spinal ColumnPoint 33).

Although Pam’s salary has stayed the same,she has actually gained ‘headroom’ as sheis able to progress through the grade to themaximum Spinal Column Point, which ishigher than the maximum Spinal ColumnPoint for her old grade. Please see belowfor further details.

‘Headroom’ explained‘Headroom’ is the term used to describe thenumber of Spinal Column Points left in a gradeto move through, before you reach the top ofyour grade. As a result of the move to a differentpay structure, some employees will experience achange to the amount of headroom in theirgrade.

Typically, you will move an increment of oneSpinal Column Point a year until you reach thetop of the grade.

Pay protection only applies where the basic payyou are currently receiving is going to bereduced as a result of transferring on to your newgrade. It does not cover loss of headroom.

SECTION 2

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Pay protection allows employees time to planand make informed choices about their futurewithout experiencing a sudden change to theirsalary. This will be paid as part of monthly/weekly pay but shown as a separate amount onyour pay slip.

You will receive protection if the salary attachedto the maximum Spinal Column Point of yournew grade is lower than your current salary.Employees whose basic pay is reduced as aresult of Single Status will be placed on themaximum Spinal Column Point of their newgrade.

Under these proposals the pay protectionamount will apply for a maximum of three yearsfrom the date of implementation. Where anemployee remains in the same role, this amountwill be protected at 100% for this three-yearperiod.

Employees receiving pay protection will receivea cost of living pay award each year on theirnew Spinal Column Point, but not their payprotection amount and their salary will notincrease by an increment each financial year.

The following example will help to explain howpay protection will be calculated:

Pat is currently on Scale 4, SpinalColumn Point 20 and a current salary of£18,270. Her job has been graded Tier 6 Con the new pay structure. Pat will transferonto the maximum Spinal Column Point forthe new grade, Spinal Column Point 16(£16,278).

As Pat’s salary will be reduced, she willreceive protection for three years (orwhile she remains in this post). Her payprotection is calculated as follows:

Pat’s current salary = £18,270

Pat’s new salary = £16,278

Amount of pay protection = £18,270 -£16,278 = £1,992

Pat will receive basic pay of £16,278 (pluscost of living pay awards) and £1,992 payprotection for the next three years. Afterthree years, her salary will drop to £16,278(plus cost of living increases) which is thesalary attached to the maximum SpinalColumn Point for her new grade.

Employees who work variablehours/part timeFor employees who work variable hours(different hours each week), pay protection willbe based on contracted hours. Wherecontracted hours are not known, pay protectionwill be based on a calculation of average hoursworked for the preceding 12 months. Thiscalculation of variable hours will not includeovertime or any other element of pay such as‘task & finish’.

Part time employees will see any pay protectioncalculated pro-rata as is the case with theircurrent basic pay.

SECTION 2

2 Pay protection

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Nottingham City Council single status 3SECTION 2

The following example will help to explain howpay protection will be calculated for employeeswho work variable hours:

Jasmine’s job is currently a Scale 2.

She is paid at SCP 12, £14,891. Her jobhas been graded as a Tier 6 A under theproposed pay structure. As Jasmine’scurrent salary is higher than the maximumSpinal Column Point of her proposed grade,she will be transferred onto the top of hernew grade, SCP 7, £12,629.

If Jasmine worked 37 hours a week, shewould receive a total of £2,262 payprotection each year, for three years(£14,891 - £12,629). Jasmine works variablehours, but her average hours over the pastyear have been 17 per week. This averageof 17 hours per week will be used to do apro-rated calculation.

Increases to salary within theprotection periodIf your basic pay goes up within the three-yearprotection period, for example as a result of aninternal promotion, the amount of payprotection you receive will be reducedaccordingly.

Employees currentlyreceiving pay protectionIf the salary for your new post is to be reducedunder Single Status and you are alreadyreceiving pay protection as a result of taking ajob one or two grades lower than your correctpost through the workforce reduction process,you will continue to receive this protection forthe remainder of the two-year workforcereduction protection period. You will thenreceive protection up to the level of the salaryfor your new post (as this would have been atthe point of implementation, had you not beenreceiving protection) for the remainder of thethree-year protection period.

This is also the case for employees receivingpay protection for any other reason.

If you were to receive compensation as a resultof the grade of your previous post going upunder Single Status, you will still receive thiscompensation, which will be calculated basedon the time you spent in this post sinceApril 2006.

Protection of honoraria andmarket supplementsAll existing honoraria and market supplementswill cease on implementation of Single Status.Once the new grades are implemented, Headsof Service must make a decision to apply for amarket supplement/honorarium for a particularpost and prepare a business case for themarket supplement/honorarium (regardless ofwhether or not these have been paid in thepast). Further details of this can be found in therevised pay policy, which will be releasedseparately.

Employees receiving a market supplementand/or honorarium who face a reduction inbasic pay resulting from transfer onto a newgrade and/or a loss of market supplement/honorarium will receive protection under theusual Single Status protection arrangements.

Protection of secondments/‘acting up’ positionsEmployees who are on secondment will receivepay protection for their seconded position if thesalary for this post is reduced under Single Status.They will receive this for the three year protectionperiod or for as long as they remain in theirseconded position, whichever period is shorter.

Employees who are in ‘acting up’ positions willalso receive pay protection if their salary for thispost is reduced through Single Status. They willreceive this protection for the three yearprotected period, or for as long as they remain inthe ‘acting up’ position, whichever period isshorter.

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Employees who are on secondment/‘acting up’will receive pay protection when returning to theirsubstantive post, if the salary of their substantivepost has been reduced. They will receive thisprotection for the remaining duration of the three-year Single Status protection period, or while theyremain in this post if this is a shorter period.

Annual leave protectionThe following table shows leave entitlementunder the Single Status proposals. Statutoryand extra concessionary days will become partof your basic annual leave allowance. Bankholiday leave entitlement will be unaffected.

All locally negotiated annual leave variations willcease on implementation.

Some employees will find their annual leaveentitlement will increase as a result of a changeof grade. Others will find that it will be reducedas a result of a change to grade and/or thechange to the cut off point for levels of annualleave.

If you were previously on Spinal Column Point29 or 30 and your new SCP is 30 or below, yourcurrent rate of leave entitlement will beprotected at its current rate for three years oruntil five or ten years service has been accrued.

If five or ten years service is reached during theprotection period, your leave entitlement willincrease to be in line with the appropriate levelfor your new grade.

BasicEntitlement

After 5years

After 10years

At or belowSCP 30

24 29 32

AboveSCP 30

27 32 34

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Under these proposals if your salary increasesas a result of Single Status, you will receive a‘compensation’ payment dating back to 1 April2006 (or to the beginning of your appointment ifit was after this date). This will take the form ofa one-off payment.

Your compensation will be calculated using thesalary you earned for the jobs that you heldduring the compensation period, including anysecondments or ‘acting up’ positions you mayhave held which have increased in salary underSingle Status.

The compensation period starts from 1 April2006 (or the date you commenced in your postif it was after this) and will end on the date ofimplementation. If you received a results letterin September 2008, your compensationcalculation is likely to be different on your mostrecent results letter. This could be for a numberof reasons, but primarily because the assumeddate of implementation has now been changedto February 2010.

Once the actual implementation date is known,your pay compensation will be recalculatedonce again and you will be informed of yourfinal compensation amount.

How pay compensationis calculatedIn calculating your pay compensation, anaverage of the salary you earned over each yearin your job after 1 April 2006 is being used. Yourcompensation will be calculated based on thedifference between the new pay for your jobsunder Single Status and the average annualsalary you received in each job for eachfinancial year during the compensation period.

The following example will help to explain howpay compensation will be calculated if you stayin the same job for the duration of thecompensation period (using an implementationdate of 1 February 2010).

In April 2006 Sanjay was a Scale 5. Hissalary increased incrementally each Aprilduring the compensation period:

April 2006 Scale 5 SCP 23 £18,993(average salary in April 2006)



April 2009 Scale 5 SCP 25 £21,306(average salary in April 2009 but pay risepending)

His post has been regraded to Tier 6 F.He is transferred onto the bottom SpinalColumn Point for this grade, Spinal ColumnPoint 27.

His compensation is calculated by findingthe difference between his average salaryfor each financial year after 1 April 2006 andwhat he would have been paid had he beenon Spinal Column Point 27 during the wholeof the compensation period.

April 2006 – March 2007 new SCP 27(£21,588) minus average salary (£18,993)= £2,595



April 2009 – February 2010 SCP 27(£22,730) for 10 months (£18,942) minusaverage salary (£21,306) for 10 months(£17,755) = £1,187

Total compensation payment = £2,595 +£2,023 + £1,424 + £1,187 = £7,229

Sanjay would receive a one-off paymentof £7,229 compensation.

3 Pay compensation

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If you earned a salary in two or more jobs at thesame time during the compensation period, it ispossible that you will receive compensation formore than one job. You may also receivecompensation for any job you worked in duringthe compensation period, even if you have nowchanged jobs.

The following example will help you tounderstand how your compensation will beworked out if you have worked in two differentjobs which are eligible for compensation duringthe compensation period:

Carmel’s current job has been graded asa Tier 6 F. She has been transferred ontoSCP 27 on her new grade. Before SingleStatus, her job was a Scale 6 and she waspaid SCP 26.

Carmel started in her current job inApril 2008. She will receive the followingcompensation for this job for April 2008 –February 2010:

Her current job

April 2008 – March 2009 SCP 27 (£22,730)minus average salary (£22,001) = £729

April 2009 – February 2010 SCP 28 (valuefor 10 months £19,560) minus averagesalary (value for 10 months £18,334) =£1,226

Total compensation for job A = £1,955.

Carmel was in a different post at the start of thecompensation period. This job was a Scale 5post which is now Tier 6 F on the new paystructure. If Carmel had stayed in this role shewould have transferred onto SCP 27. She willtherefore receive the following compensationfor her previous job:

Her last job

April 2006 – April 2007 SCP 27 (£21,588)minus average salary (£19,614) = £1,974

April 2007 – April 2008 SCP 27 (£22,122)minus average salary (£20,736) = £1,386

Total compensation for job B = £3,360

(If Carmel had started her new job in adifferent month, this would have beenreflected in the calculations).

Carmel would therefore receive a totalcompensation payment of £5,315.

If your pay during the period has been reduceddue to such things as maternity leave, unpaidleave, or sickness, this will be taken intoaccount in the compensation calculation.

Pay compensation for employeeswho work variable hours/part timeFor employees who work in a post with variablehours (different hours each week), paycompensation calculations will be based on theaverage salary earned for that job during thecompensation period.

Part time employees will see any paycompensation calculated based on theiraverage pro-rata value during the compensationperiod.

SECTION 2

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Pay compensation forsecondments/‘acting up’ positionsIf you are on secondment or in an ‘acting up’position that is eligible for compensation, youwill receive compensation for the period of timeyou have worked in this position, within thecompensation period (this is in addition tocompensation you may receive for time spent inyour substantive post, if this has increased insalary under Single Status). Likewise, you willreceive compensation for time spent in anyapplicable seconded/‘acting up’ post during thecompensation period, even if you have sincereturned to your substantive post.

When and how will I receive my paycompensation?As with the changes to your pay and grade, thecompensation payments are still proposals atthis stage. You will not receive anycompensation payment until the proposalshave been agreed by all three trade unions atthe forthcoming ballots and Single Statushas been implemented.

Compensation will be paid as a lump sum andwill show on the relevant payslip in one of themonths after implementation. (This lump sumwill be subject to deductions for tax andNational Insurance). Further details of how andwhen you will receive this payment will bereleased after the proposals have been agreed.

What if my compensationcalculation is incorrect?The information used to calculate your paycompensation has come from the Council’sHR/payroll system. If you believe the details onwhich your pay compensation have beencalculated are incorrect, please raise this assoon as possible with your manager or servicearea representative who will report this to theSingle Status team on your behalf. The SingleStatus team should then be provided with thecorrect details, along with proof of these, ifnecessary. If our information is inaccurate wewill be happy to review it appropriately.

If I leave the Council, will I still beable to claim compensation?Subject to a ‘yes’ vote in the ballot, you may beentitled to some compensation, although wecannot guarantee this. If you wish to apply forpay compensation you must apply in writing tothe Payroll Team, Nottingham City Council,The Guildhall, Burton Street, Nottingham,NG1 2DE.

SECTION 2

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1 Terms and conditions ofservice

Every council in the country - including ourneighbouring councils - has reviewed or isreviewing pay and grading and terms andconditions under the terms of Single Statusagreement.

The following section provides details of theproposed terms and conditions under SingleStatus as negotiated with the trade unions at alocal level.

Proposed changes to terms andconditions of serviceCurrently, terms and conditions of service varyacross the Council. One of the key aims of theSingle Status project has been to replace thelarge number of local agreements that are inplace across Nottingham City Council to comeup with one set of terms and conditions that isequitable, fair, consistent, clear and simple foreveryone.

The proposed changes to terms and conditionsof service will apply to everyone employedunder the National Joint Council for LocalGovernment Services (Green Book) conditionsof service.

Employees covered by different nationalconditions of service (for example Soulbury andcraft workers), who are currently covered bysome sections of the Red Book will continue tobe covered by these sections uponimplementation of Single Status.

If adopted, these proposals will replace allexisting arrangements for terms and conditionsas described in this booklet and the relevantsections of the Red Book (Human Resourceshandbook) will be rewritten to reflect newarrangements. In future, any changes will needto be negotiated centrally to ensure that theywill comply with equal pay and Single Statusrequirements.

Enhanced pay for working unsociable hours willno longer be part of basic pay. Employeesrequired to work such arrangements will infuture be paid enhanced rates for the hoursthey actually work.

2 Key points on the proposednew pay structure andterms and conditions:

Single new salary structureThere will be a single new salary structure for allLocal Government Scheme (LGS) employees.

Pay protectionPay protection will be for three years foremployees whose salary is reduced.

CompensationAny increases in basic salary to be compensatedback to April 2006.

Increased flexibility with annualleave entitlementAs a result of extra statutory and concessionarydays becoming normal working days, with thefour days being added to annual leaveentitlement.

Introduction of standard workingpatternsStandard working patterns to be implementedacross the Council, alongside a review of flexi-time to reflect these patterns and allowincreased flexibility.

Bonus schemesAll current bonus schemes to end.

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OvertimeOvertime (for employees at Spinal Column Point30 and below) beyond the normal 37 hourworking week will be paid at:

Monday to Saturday – time and a half

Sunday and Bank Holidays – double time.

Other PaymentsOther payments, for example for weekend ornight working, to be standardised across theCouncil.

Annual LeaveThe table below shows the proposals for AnnualLeave entitlement.

Extra statutory and concessionary days becomepart of your basic annual leave allowance.Statutory Bank Holiday leave entitlement will beunaffected. All locally negotiated annual leavevariations will cease upon implementation.

Notice periodsEmployees on Spinal Column Point 31 andabove on the proposed structure will be requiredto give two months’ notice and employees on orbelow point 30 will be required to give onemonth’s notice if they are paid monthly.

All new employees on Spinal Column Point 30and below will be required to provide one month’snotice (this came into effect from 1 June 2008).

Unpaid lunchtimes/provision of mealsAll lunchtimes will be unpaid. No meals will beprovided to employees unless there is a businessneed for employees to eat with clients.

Religious Observance LeaveEmployees are able to designate up to four days(as a combination of half/full days) each leaveyear to take as leave for religious observance,through the use of annual leave, flexi-leave orunpaid leave.

Redeployment protectionIf a person is redeployed to another job wherethe grade is lower than their current role, thenthey will be placed on to the new grade and theappropriate Spinal Column Point and the termsand conditions relevant for the grade. Anyprevious basic pay that exceeds the new SpinalColumn Point will be protected for a period oftwo years, but will not receive any inflationaryincrease.

BasicEntitlement

After 5years

After 10years

At or belowSCP 30

24 29 32

AboveSCP 30

27 32 34

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All other terms and conditionsof serviceAll other locally negotiated terms andconditions or practices which are not containedin the Red or Green Book, relating to grade, payand terms and conditions will no longer apply.Examples of this are: shoe allowance, provisionof meals, meal abatement rates, wet time, ‘task& finish’ rates, annual outing payments,recruitment and retention payments andqualification allowances.

All payments made to compensate for anyGreen/Red Book provision that does not meetthe agreed criteria will also cease. Overtime/additional hours rates will apply to free and restday working.

Irregular hours payments will no longer bemade.

To summarise, all employees covered by SingleStatus will be subject to the provisions of theGreen Book. All other existing locally-negotiated terms and conditions will ceaseupon agreement of Single Status as negotiated.

Summary of proposed termsand conditions of service

Annual leaveAt or below Spinal Column Point 30 (grade Fand below)

Basic entitlement - 24 daysLeave after five years - 29 daysLeave after ten years - 32 days

Above Spinal Column Point 30 (grade G andabove)

Basic entitlement - 27 daysLeave after five years - 32 daysLeave after ten years - 34 days.

Bonus schemesBonus schemes will be withdrawn.

Overtime (over 37 per week)Monday to Saturday: time and a half

Sundays and Bank Holidays: double time foremployees on or below Spinal Column Point 30.

Weekend working (part of normalworking week)Saturday and Sunday: time and a half foremployees between Spinal Column Point 12and 30.

Saturday: time and a half.

Sunday: double time for employees at or belowSpinal Column Point 11.

Bank holiday working (part ofnormal working week)Double time and a day off in lieu for employeeson or below Spinal Column Point 30.

SECTION 3


Night working (hours between 2300hours and 0600 hours)Time and one third for employees at SpinalColumn Point 30 or below.

Sleeping-inFixed allowance set by National Joint Council –currently £31.74.

Payments for unsocial hours notworkedTo be confirmed.

On call payments to return to workif necessary (standby)Fixed allowance set by National Joint Council –currently £25.54.

Recall to work paymentMinimum of two hours at plain time (basic pay)rates for employees at or below Spinal ColumnPoint 30 who are called out. After the first twohours normal overtime/additional hours ratesapply.

Employees at or above Spinal Column Point 30who are called out will receive TOIL (Time off inLieu) for actual time spent at work, in additionto travel time up to one hour.

LettingsIn accordance with East Midlands ProvincialCouncil agreement.

Split shift allowanceEmployees at or below Spinal Column Point 30will be paid an allowance of 5p per hour inaddition to basic pay.

Flexi-timeNo core time – start and finish time to mirrorcontractual hours.

Other terms and conditionsEnd to all other allowances outside of GreenBook, including shoe allowance, provision ofmeals, meal abatement rates, wet time, ‘task &finish’ rates, annual outing payments,recruitment & retention payments andqualification allowances.

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SECTION 3

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If you have any questions about Single Status,you should talk first to your line manager.

For further information and updates onSingle Status, you can view our web pagesby following the Single Status link on theintranet.

You can also contact your trade union on:

UNISON 0845 355 0845

GMB 0115 928 8282

UNITE (formerly TGWU) 07940 713760

All three trade unions will be issuing furtherinformation.

Individual advice on pensions can be obtainedfrom the Pensions Office by [email protected] or write tothem at:

Pensions Team,Payroll and Payment Services,The Guildhall, Burton StreetNOTTINGHAM NG1 4BT

For further information on how changes to yoursalary will affect your tax, National Insurance orbenefits, please contact:

HMRC (Her Majesty’s Revenue and Customs)Inland Revenue, Howard House,Castle Meadow Road,NOTTINGHAM NG2 1AB

0845 302 1413

Quoting tax reference 507/100001.

A number of colleagues will face the prospectof a reduction in salary under Single Status,once pay protection under Single Status hasceased. It is recognised that this could be astressful and anxious time for all colleagues,particularly given the current difficult economicclimate.

Support is available for you. If you have anyconcerns about the information please talk toyour manager in the first instance. Additionally,you may wish to talk to your trade unionrepresentative.

The BUPA Employee Assistance Programme isalso there to help you. The service is free and alldiscussions are confidential. They can alsoprovide support on financial matters or moneyworries.

You can contact the BUPA EmployeeAssistance programme on 0800 269 616.

If you are a manager and you require furtherinformation on how to support your employeesat this time, please contact your Head ofService or HR Performance and Change teamrepresentative.

SECTION 4

1 Useful information 2 Employee counsellingand support

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Nottingham City Council single status 3APPENDIX

Pay scalesThe LGS pay scales table shows pay scales for 2006-2008

Appendices

Scale SCP April 2006 April 2007 April 2008

1 4 11,193 11,577 11,9951 5 11,454 11,737 12,1601 6 11,619 11,907 12,3341 7 11,994 12,291 12,6291 8 12,372 12,678 13,0271 9 12,747 13,062 13,4211 10 13,014 13,336 13,703

1&2 11 13,854 14,197 14,5872 12 14,142 14,492 14,8912 13 14,523 14,882 15,2913 14 14,787 15,153 15,5703 15 15,096 15,470 15,8953 16 15,459 15,842 16,2783 17 15,825 16,217 16,6634 18 16,137 16,536 16,9914 19 16,740 17,154 17,6264 20 17,352 17,781 18,2704 21 17,985 18,430 18,9375 22 18,450 18,907 19,4275 23 18,993 19,463 19,9985 24 19,614 20,099 20,6525 25 20,235 20,736 21,3066 26 20,895 21,412 22,0016 27 21,588 22,122 22,7306 28 22,293 22,845 23,473

SO1 29 23,175 23,749 24,402SO1 30 23,952 24,545 25,220SO1 31 24,708 25,320 26,016SO2 32 25,437 26,067 26,784SO2 33 26,187 26,835 27,573SO2 34 26,928 27,594 28,353N/A 35 27,492 28,172 28,947PO1 36 28,221 28,919 29,714PO1 37 29,010 29,728 30,546PO1 38 29,859 30,598 31,439PO1 39 30,843 31,606 32,475PO2 40 31,653 32,436 33,328PO2 41 32,487 33,291 34,207PO2 42 33,315 34,140 35,079PO2 43 34,146 34,991 35,953PO3 44 34,986 35,852 36,838PO3 45 35,772 36,657 37,665PO3 46 36,636 37,543 38,575PO3 47 37,476 38,404 39,460PO4 48 38,310 39,258 40,338PO4 49 39,132 40,101 41,204PO4 50 39,969 40,958 42,084PO4 51 40,806 41,816 42,966PO5 52 41,634 42,664 43,836PO5 53 42,474 43,525 44,721PO5 54 43,341 44,414 45,636PO5 55 44,211 45,305 46,551

April 2006 April 2007 April 2008

Manual grade 1 5.8016 6.0007 6.2173Manual grade 2 5.9369 6.0836 6.3029Manual grade 3 6.0224 6.1717 6.3930Manual grade 4 6.2168 6.3708 6.5459Manual grade 5 6.4127 6.5713 6.7522Manual grade 6 6.6071 6.7704 6.9565

6.7455 6.9124 7.10267.1809 7.3587 7.56087.3302 7.5116 7.71847.5277 7.7137 7.92577.6645 7.8542 8.07037.8247 8.0185 8.23888.0128 8.2113 8.43738.2025 8.4057 8.63698.3642 8.5710 8.80698.6768 8.8914 9.13608.9940 9.2164 9.46989.3221 9.5528 9.81559.5631 9.8000 10.06959.8446 10.0882 10.365510.1665 10.4178 10.704510.4883 10.7480 11.043510.8304 11.0984 11.403711.1896 11.4664 11.781611.5551 11.8412 12.166712.0122 12.3097 12.648212.4150 12.7223 13.072212.8068 13.1240 13.484813.1847 13.5112 13.882913.5734 13.9093 14.291813.9575 14.3027 14.696114.2498 14.6023 15.004014.6277 14.9895 15.401615.0367 15.4088 15.832815.4767 15.8598 16.295715.9867 16.3822 16.832716.4066 16.8124 17.274816.8389 17.2556 17.730417.2680 17.6957 18.182417.6988 18.1368 18.635418.1342 18.5830 19.094118.5416 19.0003 19.522818.9894 19.4595 19.994419.4248 19.9058 20.453219.8571 20.3485 20.908320.2832 20.7854 21.357120.7170 21.2296 21.813321.1508 21.6743 22.270421.5800 22.1139 22.721422.0154 22.5602 23.180122.4648 23.0210 23.654422.9157 23.4828 24.1286 Ta

ble

2–Hourly

ratesofpay

Table

1–Salarysc

ales

Example letterThe following diagram shows you what the information on your results letter means in detail:

8

1 Contract NumberThis is your contract (or pay)number; if you have more thanone contract with Nottingham CityCouncil you will have received aletter for each contract. YourNational Insurance number andname are shown next to this.

2 DepartmentInformationYour department, directorate,service area and place of work aredetailed here.

3 Post TitleThis is the title of your post as itappears on the Delphi HR/Payrollsystem. This may be different tothe title by which your post isactually known.

4 Job EvaluationReference and TitleThis shows the code and title forthe evaluation through which yourgrade is generated; please keep anote of this number for futurereference.

5 Your Proposed Gradeand Spinal Column PointThis is your proposed new gradeand Spinal Column Point underSingle Status. The spinal columnpoint on to which you will bemoved under Single Status isdetermined by your “current pay”.

6 Your Current Pay andProposed PayThe left hand column shows yourcurrent pay, which will be shownpro rata if you are part time ORwork equated weeks. This figurehas been based on a calculationusing your salary from June. Theright hand column shows yournew proposed pay under SingleStatus. This figure does notinclude any pay protection.

7 Pay ProtectionFigures will only appear here ifthis applies to you. This showsthe protection amount that youwill receive once Single Statushas been implemented. The payprotection amount is calculatedusing your “current pay” figure.

8 Pay CompensationThe figures for pay compensationwill only appear here if this appliesto you. This shows the amount ofcompensation based on the jobsyou have held since April 2006 onthis contract number.

Compensation amounts arebased on an assumed date of1 February 2010. This figure willbe recalculated, once the actualdate of implementation is known.

Each job will be listed individuallywith the amount of compensationfor each next to it. The sum at thebottom is the total compensationfor all eligible jobs held within theauthority, on this contract number.

This information is based ondata taken from the Delphi HR/Payroll system.

1

2

3

4

5

6

7

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Key points on the Single Status proposals

Pay Protection Pay protection for three years for employees whose salary is reduced

Compensation Any increases in basic salary to be compensated back to April 2006

FlexibilityIncreased flexibility with annual leave entitlement – as a result of extra statutory andconcessionary days becoming normal working days, with the four days beingadded to annual leave entitlement

Standard WorkingPatterns

Introduction of standard working patterns to be implemented across theCouncil, alongside a review of flexi-time to reflect these patterns and allowincreased flexibility

Bonus Schemes All current bonus schemes to end

Overtime

Overtime (for employees at spinal column point 30 and below) beyond the normal37 hour working week will be paid at:

Monday to Saturday – time and a halfSunday and Bank Holidays – double time

Other PaymentsOther payments, for example for weekend or night working, to be standardisedacross the Council

Key points on the proposed new pay structure and terms and conditions: a single new salary structure forall Local Government Scheme (LGS) employees

For more details about terms and conditions please refer to the first and second employee booklets. Youcan download these from the intranet or call the Single Status helpline on 54145 to request a copy.

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If you require this information in an alternativelanguage, large font, Braille, audio tape or textonly version, please call 53822 or 0115 915 3822.

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