Agenda item

RESOLVED:  1)         That an annual pay award of 2.5% be implemented with effect from 1^st April 2021.  This includes the ‘catch up’ percentage of 0.25% agreed following the outcome of the National Pay negotiations for 2020/21.

2)    That the bottom of the PG scales be increased to £9.50 per hour wef 1.4.21, subject to ‘3’ below

3)    That the Authority continues its practice of matching the bottom point of PG Scales to the lowest point on the National pay scales if these exceed the Borough Council’s lowest pay point when the National Pay Award is agreed.

4)    That staff be granted an additional day of annual leave for 2021/22 (pro rata for Part Time employees) in recognition of the commitment and flexibility demonstrated by employees throughout the year in continuing to balance the additional demands of the pandemic with a return to delivery of the normal range of Council services.   For staff who are scheduled to work on 24.12.21 the additional day should be taken then.   For other staff an alternative day off will be agreed with Line Managers.

Reason for Decision

To implement an annual pay increase for employees which reflects current labour market information and the increasing difficulty experienced in recruiting to a range of posts throughout the Authority.  To reflect the approach taken by the National Employers in relation to increases in the minimum wage paid to employees.   These recommendations are reflected in the Authority’s Financial Plan.

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The Executive Director presented the report which reminded members that the Council’s annual pay increase for all employees was locally determined, having regard to national pay and labour market information.  This paper recommended the pay increase for 2021/22 and outlined the budget implications.  Attention was drawn to the meeting of the Joint Employee Committee held on 12 October where the pay award was discussed.

Under standing order 34 Councillor Kemp expressed support for the pay award, and sought confirmation that the 0.25% was included within the 2.5%.  This was confirmed.

Under standing order 34 Councillor Rust drew attention to the fact staff had worked particularly hard over the last year, and she felt the pay offer was insufficient to retain staff and attract new recruits.  She questioned  why Christmas Eve was only being offered for this year.

Under standing order 34 Councillor Parish considered that although staff may deserve more, the balance of budgets had to be considered as it had to be funded from the tax payer.

Cabinet discussed the proposal and Councillor Long acknowledged it was the best proposal with the constraints of the budget.

Councillor Middleton acknowledged how hard staff had worked  which was appreciated, he drew attention to the fact it was being considered now in order to permit payment before Christmas, he also drew attention to the need to be prudent with finances.

Councillor Dark in commending the recommendations drew attention to the fact it was a better offer than was being made nationally.  He was keen for the payments to be made before Christmas. He commented that the offer of Christmas Eve closure had been well received by staff. 

RESOLVED:  1)         That an annual pay award of 2.5% be implemented with effect from 1^st April 2021.  This includes the ‘catch up’ percentage of 0.25% agreed following the outcome of the National Pay negotiations for 2020/21.

2)            That the bottom of the PG scales be increased to £9.50 per hour wef 1.4.21, subject to ‘3’ below

3)            That the Authority continues its practice of matching the bottom point of PG Scales to the lowest point on the National pay scales if these exceed the Borough Council’s lowest pay point when the National Pay Award is agreed.

4)    That staff be granted an additional day of annual leave for 2021/22 (pro rata for Part Time employees) in recognition of the commitment and flexibility demonstrated by employees throughout the year in continuing to balance the additional demands of the pandemic with a return to delivery of the normal range of Council services.   For staff who are scheduled to work on 24.12.21 the additional day should be taken then.   For other staff an alternative day off will be agreed with Line Managers.

Reason for Decision

To implement an annual pay increase for employees which reflects current labour market information and the increasing difficulty experienced in recruiting to a range of posts throughout the Authority.  To reflect the approach taken by the National Employers in relation to increases in the minimum wage paid to employees.   These recommendations are reflected in the Authority’s Financial Plan.