Consultation Timetable

1. Cheshire East Council Revised Package of Harmonisation Terms & ConditionsJoint Trade Unison PresentationMonday 8th August 2011Macclesfield Town Hall

2. Consultation Timetable • Consultation Meetings have taken place on a confidential basis between the Cheshire East Council and the Joint Trade Unions • Cheshire East Council wider consultation with employees took place from 24th February 2011 to 27th May 2011 (three months) • Agreement is currently being sort between Cheshire East Council and the Joint Trade Unions on the proposals. • A number of options exist • The Joint Unions ballot all Trade Union Members on the revised proposals, and if approved would accept the proposal on behalf of all employees, by means of a collective agreement. • Cheshire East Council could serve notice and impose the original proposals, or indeed a set of new proposals such as a pay cut, if agreement is not reached with the Trade Unions

3. Salary Protection • Original Pay Protection Proposal • Protection of Base Pay on a sliding 25% scale for one year • Revised Pay Protection Proposal • 2 Years at Full Contractual Pay including any additional contracted hours included in contract of employment at time of implementation • Employees already in receipt of pay protection in relation to single status / Local Government Review restructures (ie existing pay protection periods will be honoured). • All Existing Legacy Council pay protection policies will be replaced by the new Pay Protection Policy from Implementation date • Employees retaining legacy terms and condition will be transfer to their substantive job evaluated grade and will receive two year protection on their legacy grade • New pay protection arrangements will apply in respect of the outcome of the harmonisation review and any restructure / reduction in base pay going forward

4. Overtime Payments • Original Overtime Proposal • All Employees will receive Basic Overtime Flat Rate based on work undertaken beyond the 37 hour working week • Revised Overtime Proposal • All Employees will receive Overtime paid at Time and a Half based on work undertaken beyond the 37 hour working week • Overtime worked within 37 hours will be paid at plain time • When working overtime employees will receive one payment, that being the highest pay element, (which ever is the higher) • Contracted overtime, where it is either, specifically written in a contract of employment or as an implied term prior to implementation date, will be protected in the same way as basic pay

5. Bonus Payments Original Bonus Proposal • Removal of All fixed Lump Sum Bonus payments • Removal of all additional duty bonuses Revised Bonus Proposal • Removal of All Bonus payments • Negotiations are ongoing regarding mitigation of substantial loss of income, based on more than 5% loss, this is being treated outside pay protection

6. Weekend Working Original Weekend Working Proposal • All Weekend working to be paid at Flat Rate • All Saturday & Sunday working to be incorporated into contract of employment Revised Weekend Working Proposal • All Weekend working to be paid at Time and a Half, similarly to overtime rate of pay

7. Night and Evening Work Original Night & Evening Work Proposal • ALL Night & Evening Working at TIME + 10% Revised Night Working Proposal • Enhancement for night working at Time and a Third • This will apply where 3 hours or more are worked between 10pm and 6am • There will be no additional payment for evening work between 7pm and 10pm, if included in normal working weekly rota.

8. Bank Holiday Pay Original Bank Holiday Proposal • Bank Holiday working to be paid at plain time, with no time off in lieu for working the bank holiday • Christmas Day and Boxing Day Bank Holidays only for working above contracted hours will receive Double Time with no additional time off in lieu Revised Bank Holiday Proposal • Christmas Day and Boxing Day Bank Holidays will be paid at Double Time • All Remaining Bank Holidays will be paid at Time and a Half • Lieu Day where Bank Holiday worked as part of normal working week

9. Shift Allowances • Original Shift Proposal • Removal of ALLShift Allowances payments • Eliminate ALLSplit shift payments • Requirement on Management to review all working practices and shift management to ensure consistent approach to rota patterns • Revised Shift Proposal • Employees currently receiving shift pay will now receive Time and a half for Overtime, Night and Weekend Working • Negotiations are ongoing regarding mitigation of substantial loss of income, based on more than 5% loss, this is being treated outside of pay protection.

10. Car Mileage Allowances Original Car Mileage Proposal • Removal of the NJC Car Mileage Agreement for all Cheshire East employees • Introduction of flat mileage rate of 40p per mile up to 10,000 miles and 25p per mile above 10,000 miles. Revised Car Mileage Proposal • All Car Mileage to be paid in line with National Joint Council Agreement • A new Essential Users Entitlement Criteria will be introduced on Implementation, (It is important to note that this new criteria will be much more stringent than currently applied, in order to reduce the number of essential users currently being paid.) • Essential Lump Sum Rate applied up to NJC Level 2 – £ 963 • Essential Mileage Rate applied up to NJC Level 2 – 40.9p per mile • Casual Car Mileage Rate applied up to NJC Level 2 – 52.2p per mile • Details of the current mileage agreement http://www.lge.gov.uk/lge/dio/6617302

11. Car Leasing Original Car Leasing Proposals • Removal of all existing car lease schemes. • Introduction of salary sacrifice green car lease scheme. • All employees will be eligible to join the new scheme • Car Parking – consider charging for staff parking at main Council buildings Revised Car Leasing Proposals • Removal of all existing car lease schemes. • Allow existing car leases to run to termination date. • Review the application of Essential User Car User criteria at termination date • Introduction of salary sacrifice green car lease scheme.

12. Flexitime Original Flexi Time Proposal • Reduction of number of days flexi that can be taken per four week period from two to one. • Removal of access to flexi leave for employees at Grade 13 plus (retaining ability for flexible start/finish times). Revised Flexi Time Proposal • Employees will retain the ability to take up to two credit days per four week period. (Subject to a maximum of 18 days in one year) • Employees Grade 13 and above will retain the ability to take flexible leave, within the requirements of the service.

13. Professional Fees Original Professional Fees Proposal. • No reimbursement where the professional membership is not an essential requirement for the post or where the fee is less than £250 • Where it is a professional requirement and the fee is above £250, the Council will pay that part over and above £250 • Existing legacy policies will cease upon implementation Revised Professional Fees Proposal. • Reimbursement of professional / practice fees, where membership is an statutory requirement of the post • Where it is a statutory requirement and the fee is above £50, the individual will pay the first £50 contribution, and the Council will pay the remaining amount • Existing legacy policies will cease upon implementation

14. Long Service Increments & Awards Original Long Service Proposal. • Removal of all long service awards and increments • Existing legacy policies will cease upon implementation Revised Long Service Proposal. • Removal of all long service increments and retirement awards • Long Service Increments to be treated as base pay for the purposes of pay assimilation • Any employee currently eligible to receive a lump sum entitlement aged over 55 on the date of implementation, will receive it on retirement • The lump sum payment is to be frozen at the current cash value, with no further inflation rises. • Introduction of a new long service (non pensionable) award to be paid to all employees on retirement (£200 for 20+ years service, and £300 for 30+ years service) from implementation date

15. General Allowances • Standby/Call Out • Retain payment at £26.50 per 12 hour session at weekends, and overnight mid week. • Review criteria for payment • Call Out to be based on an initial payment of 2 hours overtime • Sleep in • Retain payment at £32.94. • Review criteria for payment • First Aid Allowance. • Retain payment and harmonise to £120 per annum • Review criteria for payment

16. General Allowances Retain Payment and review working practices: • Emergency Duty Team • Assessment related tasks • Pace/Escort • Duty Manager at Tatton Park The following allowances to be removed • Busy Bar; • Deliveries; • Telephone & Broadband (excluding designated home workers and where it is an essential requirement of the post to have access to landline and internet); • Turnaround; • Visits; • Laundry;

17. Pay Related Policies • Working Week • Retain full time working week at 37 hours per week. • Annual leave • 25 days rising to 30 days after 5 years • 8 bank holidays / statutory days • Purchase of Annual Leave • Expenses. • Reasonable reimbursement of expenses as per the current Cheshire East Council policy • Existing legacy policies will cease upon implementation

18. Current Position • At the time of Local Government Review in April 2009, it was agreed that harmonisation of four sets of terms and condition was critical to the future delivery of Cheshire East Council services. • In January 2011, Cheshire East Council tabled a set of initial set of harmonisation proposals, which was sent by letter to all employees at their home address, followed by a series of Roadshows • What you have seen today, is the very latest version of the revised harmonisations proposals, following detailed negotiations between the Joint Trade Unions and Cheshire East Council. • The Joint Trade Unions believes that this revised set of harmonisation proposal, represents the best package that can be achieved through lengthy and detailed negotiations with the employer.

19. Moving Forward – Next Steps • The revised set of harmonisations proposals are now subject to a detailed Equality Impact Assessment, which is currently being carried out by Union Headquarters. • This Equality Impact Assessment checks in significant detail the statutory equality duties of Cheshire East Council in regard to the proposals, and how they effect specific groups of employees. • Only if UNISON Headquarters provide a POSITIVE response to the Equality Impact Assessment, would Cheshire EastUNISON receive formal approval to ballot Trade Union Members, based on this informed decision regarding equality. • If Union Headquarters provide a NEGATIVE response to the Equality Impact Assessment, ie the proposals do not conform to the Council’s statutory equality requirements, then UNISON would not be in a position to ballot members on the proposals and the Joint Trade Unions would seek urgent talks to renegotiate the proposals with the Council on the basis of national Union Advice