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Branch Meeting

Stay informed and voice your opinion on the latest revised pay offer for teachers. Learn about the improvements, reasons for rejection, and what the Consultative Ballot entails. Make sure to engage and participate in the decision-making process!

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Branch Meeting

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  1. Branch Meeting TUESDAY 29TH JANUARY

  2. Agenda • Pay campaign – what is happening and what we need to do • What the revised pay offer means for you • Ideas for building participation • What strike action means

  3. Pay Campaign • Campaign already a huge success… • EIS membership rejected the offer dated 7th January. • Revised offer tabled by COSLA on Friday 25th January • EIS recommend teachers reject the latest revised offer.

  4. THE REVISED OFFER:Revised offer, improves the January 7th offer by restructuring the 2% originally being offered in August 2018 to a new figure of 3%, payable in January, 2019. The key benefit of this approach is to create a higher starting point for Year 2 and 3. The net impact of this change is that over a 2-year period the offer would be worth a 9.25% increase compared to March 2018 [3% April 2018 (backdated) + 3% January 2019 + 3% April 2019]. For Headteachers on more than £80,000 it would be worth slightly less as the April 2018 offer is capped at a flat rate of £1,600; and for probationers and those on main grade Point 1 it is worth more as the proposal would still be to shorten the main grade from 6 points to 5.

  5. WHY REJECT? • Moving the "restructuring" element of the previous offer, the 2% across the board in August, to a January date allows the figure to be raised to 3%, which has a longer-term benefit moving forward. However, in cash terms for 2018/19, it represents a poorer deal for 70% of members, taking 5 months of Year 2 before forward gains accrue. • COSLA hasn't put a single extra penny on the table for teachers since its first offer. All the additional money is coming from Scottish Government. Whilst COSLA found extra money to offer other local government bargaining groups 3.5% for this year, it has steadfastly refused to treat teachers in the same way. • There has been no negotiation on Years 2 and 3 of the offer. Scottish Government has stated that it will fund 3% each year, but it isn't willing to negotiate on the matter. The EIS view is that Year 3 is particularly problematic as no-one can be quite sure where Brexit might take the economy so the Teachers' Side was clear that a re-opener clause would be a requirement in the event of any future multi-year deal. • Excessive workload and the pressures around ASN support, as evidenced in our VEVT survey, are areas teachers want to see addressed as well as pay, and markers were laid down to this effect.

  6. Current – Pay Scale 0 - £22866 Pay Scale 6 = £36480 Jan 7th offer pay by 2020 Pay scale 0 = +£4130 Pay Scale 5= +£4086 Jan 25th offer pay by 2020 Pay scale 0 = +£4449 (+£319) Pay Scale 5 = +£4581 (+495) SALARY SCALES – REJECTED Vs REVISED = £381.75 per month Pay Offer 25th January 2019 Not a mistake! It will go from a 6 point scale to a 5 point scale. Initially teachers on their 2ndyr of teaching will earn the same as those on their 1st yr.

  7. Current – Pay Scale 1 - £39774 Pay Scale 5 = £46483 Jan 7th offer pay by 2020 Pay scale 1 = +£4457 Pay Scale 5 = +£5315 Jan 25th offer pay by 2020 Pay scale 1 = +£4995 (+£538) Pay Scale 5 = +£5823 (+508) = £485.25 per month Pay Offer 7th January 2019 Pay Offer 25th January 2019

  8. Current – Pay Scale 1 - £37611 Pay Scale 6 = £44727 Jan 7th offer pay by 2020 Pay scale 1 = +£4310 Pay Scale 6 = +£5098 Jan 25th offer pay by 2020 Pay scale 1 = +£4719 (+£409) Pay Scale 6 = +£5616 (+£518) = £468 per month Pay Offer 7th January 2019 Pay Offer 25th January 2019

  9. Current – Pay Scale 1 - £45111 Pay Scale 8 = £55779 Jan 7th offer pay by 2020 Pay scale 1 = +£5169 Pay Scale 8= +£6391 Jan 25th offer pay by 2020 Pay scale 1 = +£5664 (+£495) Pay Scale 6 = +£7005 (+£614) Deputy Headteacher and Headteacher Job-sized Spine: = £583.75 per month

  10. What the consultative ballot told us • Engagement in Edinburgh was good – but there were things that might have helped that which will not apply in statutory ballot should we reject the latest offer (electronic, able to track returns) • We know what schools had high turnout – St Thomas’s had a turn out of 80%. • How can we get it to 100%? REMEMBER - No return of ballot = a vote for no

  11. SEND ME YOUR IDEAS! WHAT WORKS FOR US? – SUGGESTIONS? IN OTHER SCHOOLS…………………. • To be honest I think I just pestered them to death with posters and general conversations about how important it is for everyone to get involved. Rep & Members • Kept talking to people Rep & Members • Went round every faculty? Rep • Held branch meeting where encouraged everyone to update details on database – this also reminded them of need to vote Rep • Face to face discussions Rep • I set up a WhatsApp group and used that to nag people Rep & Members • We had a FaceBook group we used Rep & Members

  12. Consultative Ballot on revised offer: • Ballot Opens: Thursday 31st January 2019 • Ballot Closes: Thursday 21st February 2019 • This will be an electronic ballot with members for whom we don't hold email addresses being notified by letter.  • It is the recommendation of EIS Council that members vote to reject this offer.

  13. If members reject new offer: • If majority decides to reject, we will then have a statutory ballot – opens 1st March and closes 25th March • Statutory ballot rules: • Ballot is postal – run by Electoral Commission • We have to get 50% of entire membership voting • We have to get 40% of entire membership to vote for strike So, if revised offer is rejected as advised the following two weeks would involve preparing the membership for a statutory ballot, with ballot papers going out to homes and around 3 weeks to return votes.

  14. What happens if we go to strike action? • All subject to decisions by EIS Executive and Council, but likely to be: • One day of national strike • One day of national strike, or several days of regional strikes, the following week • Further single strike days (may be regional or sectoral)

  15. Questions on the pay campaign? • https://www.eis.org.uk/FAQs/PayFAQ • https://www.eis.org.uk/FAQs/StrikeFAQs

  16. FAQ’S EXAMPLES: Statutory Ballot and Strike FAQs • Q4. What is involved in taking strike action? • Strike action involves removing your labour by refusing to work on the day in question. Whilst this means that you are in breach of contract, a lawfully conducted strike ballot gives you and the trade union a number of indemnities. • Q5. How much does my employer deduct for each day of strike action and is my pension affected? • Each day of strike action will lead to a deduction of 1/235 of your annual salary. You will also lose one day’s pension contributions and benefits. Pay Negotiations FAQs • Q5. As the Scottish Government funds around 80% of Local Authority budgets aren’t the negotiations really with the Scottish Government? • The Scottish Government is certainly centre stage but COSLA does represent our employers and we think Local Authorities have significant resources as well as revenue raising powers, so we are negotiating with both arms of government. • Q6. Why only 10% - a 10% pay uplift will not restore my current salary to my 2009 salary level? • That is correct, a 20% pay uplift would be required to restore teachers’ salaries to the purchasing power of 2009. The EIS believes, however, that a 10% claim is not only a significant first step in the process of restoring pay but one that can be won.

  17. IN ANSWER TO SOME RHETORIC FLYING AROUND AT THE MOMENT! (Social Media/ Main Stream Media) • Q9. Won’t 10% for teachers mean other council workers get less or jobs are lost? • As part of the STUC campaign on public sector pay we support every union’s fight to improve the lot of their members but we can only control our own. We are clear that the Scottish Government has to find new money to pay teachers what they are worth – not rob Peter to pay Paul.  • All the public-sector unions have put in for higher than inflation increases (Unite, Unison and GMB have made a 6.5% or £1500 pay claim this year.) We are clear, also, that a victory for teachers in this pay dispute would support, not hinder, the campaigns of the other unions.

  18. In the next two weeks • EIS has FAQs on the website • There will be national bulletins • All LAs will be working to build engagement

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