Theatres due to reply to new union claim
BECTU was this week expecting the Theatre Managers' Association to respond to a new pay and conditions claim.
The new claim was submitted earlier this month, after negotiations had started on a list of demands tabled by the union in June. Several aspects of the first claim have been revised, after the TMA, which represents most theatres outside London, proposed improvements in training, trade union facilities, and bullying policies.
A joint working party on pensions was also agreed in the first round of negotiations.
Letter to TMA management outlining revised claim
04 October 2000
Mr Peter Morris
Dear Peter
RE: BECTU/TMA AGREEMENT
As advised at the last negotiating meeting, I have now consulted with my colleagues on the progress of our negotiations.
As you are aware, BECTU engaged in an extensive consultation exercise involving all members working in TMA theatres. This consultation process formed the basis of the union's pay and conditions claim. We have now had two sets of negotiations and I believe these to have been fairly constructive and have taken place against an awareness by both parties of the problems facing the theatre industry.
In principle, we have agreed policies for training provision and to combat workplace bullying, harassment and victimisation. We have agreed to set up joint working parties on the implementation of the new training policy, and on pension provision. We have also agreed a number of other additions, deletions and alterations, a clause on trade union facilities, and a possible amendment to the get-out code of practice.
However, as you are aware, we would be extremely concerned at the consequences of changes to the current get-out arrangements which could lead to an escalation of disputes. Further, members have made it very clear that if they were, reluctantly, to agree to allow negotiations to take place to reduce the get-out rate in some circumstances, then it is only fair that the current agreement also states explicitly that negotiations can take place with a view to increasing the current arrangements. The effect of all this would be to re-introduce get-out negotiations on a production basis, which may be counter-productive.
A number of important matters have not been resolved to the satisfaction of the membership. In particular the offer on the minimum rates of pay falls considerably short of our claim and some way short of members' aspirations. These aspirations have arisen against a background of recent low level awards, the significant pay increases gained by stage management, increasing job insecurity and the very real problems experienced by members on the minimum rates of pay. We are also aware that the current ACE consultation process has highlighted low pay in theatres, and that the Boyden Report noted that front of house expenditure accounted for only 4.91% of staff salaries. As advised I now submit a revised claim which takes account of these unresolved matters. I would be grateful if you would distribute this letter for consideration at the next meeting of the TMA Industrial Relations Committee.
Rates of Pay
We propose a 5% increase on the minimum rates of Grades 1-4. We propose that performance staff rates be increased to the equivalent of £4 per hour from October and to the Grade 4 rate from April 2001. All other ancillary rates, including the get-out rate, to rise by 3% or the September RPI increase, whichever is greater. All increase to be applied retrospectively to the anniversary date.
Holiday Entitlement
We again propose that regularly employed staff should be rewarded for their loyalty and have the same holiday entitlement as other permanently employed staff. We believe that the current system is grossly unfair, and possibly discriminatory. We see no reason to continue this practice, especially as such staff receive the other entitlements due to permanently employed staff.
Parental Leave
We seek to ensure that all parents with 26 weeks continuous service with a child under the age of five can take the 13 weeks entitlement on a daily or weekly basis. (Taking leave on a daily basis will avoid unnecessary disruption). Parental leave to be in addition to existing paternity leave which will remain as at present.
Dependants' Leave
We propose that the current provisions of clause 2.11.2, parental leave, be expanded to cover the entitlement for time off work for dependants.
Maternity Entitlements
We propose that women should not have to repay the difference between occupational maternity pay and SMP if they do not return to work for 3 months at the end of maternity leave. No other contractual entitlement is dependent on a return to work and we believe that the current requirement is of no value to either the employee or the theatre. We also believe that it is in the best interests of both the employee and the theatre if women can extend maternity leave to 52 weeks and return to work on a part-time or job share basis.
We propose that maternity pay provisions be increased by an entitlement to an extra week's full pay per category.
There are a number of relatively minor matters outstanding which are mainly drafting but include the definitions of full-time and part-time employees. I propose that we resolve that once the main outstanding matters are agreed.
In revising our claim we have sought to conclude our negotiations as quickly as possible. I hope the TMA's Industrial Relations Committee will consider them positively and I look forward to their observations.
If you require clarification o any of the above, please contact me at my office.
Yours sincerely
WILLY DONAGHY
Industrial Officer
TMA
32 Rose Street
London
WC2E 9ET
Supervisory Official