Regional theatres offer 3.5%
BECTU has begun balloting theatre members outside London on new terms including a 3.5% pay rise.
The offer from the Theatre Managers' Association (TMA) covers most private theatres outside London, and comes in response to a claim for a 6.5% increase submitted by the union in June 2000.
Several months of negotiations followed, covering several aspects of staff contracts as well as basic pay.
Management tabled a package of changes just before New Year which offered a 3.5% rise backdated to October 2000, a further increase of 1.0% in April 2001, and a 3.3% increase in ancillary payments.
Improvements to a number of agreements were also included in the package covering:
- Better facilities for BECTU union representatives
- New rights for "regularly employed" staff after 5 years
- Improved maternity pay
- Scrapping of discounted pay rates for performance staff working two shows per night
- A working party on pensions and training
- Policies on training, harassment, bullying, and victimisation
- New Parental Leave and Time Off for Dependants
Ballot papers were due to be distributed on January 4 2001, and the ballot closes on January 22. The negotiators have not recommended whether members should accept or reject the offer.
Letter sent to members with ballot papers
04 January 2001
TO: ALL BECTU MEMBERS IN TMA THEATRES
Dear Colleague
RE: BECTU/TMA AGREEMENT NEGOTIATIONS
Please find enclosed the pay and conditions of employment offer from TMA for 2000/01. This offer is the outcome of extensive negotiations and contains the proposed amendments to the minimum terms and conditions contained within the BECTU/TMA Agreement. You are entitled to vote in this consultative ballot as these minimum terms and conditions apply to your company which is a TMA member. Any increase on the minimum pay rates will be backdated to 2nd October 2000. This offer is also subject to ratification by the TMA membership. The main elements of the offer are:-
- a 3.5% on all minimum hourly and performance rates of pay; an increase of 3.3% on get out rates and other ancillary payments; and a further 1% increase on all minimum performance rates from 2nd April 2001;
- a trade union facilities clause to ensure access to telephone and computer equipment for BECTU representatives;
- a new definition of regularly employed staff (to replace regularly employed performance staff) with such staff being entitled to an extra week's holiday after 5 years' service;
- an increase of one week's maternity pay at full pay, and the deletion of the requirement to return to work for 3 months in order to enjoy the enhanced occupational maternity pay;
- the deletion of the "twice-nightly" performance rate of pay for performance staff;
- agreement to set up working parties to consider employer's pension contributions and the provision of training;
- the inclusion of a training policy, and a policy aimed at combating harassment, bullying and victimisation at work;
- the incorporation of statutory entitlements to Parental Leave and for Time Off For Dependants. These will replace the existing parental and compassionate leave clauses.
The full offer is detailed in the attachments.
I ask you to consider the TMA's offer, indicate your acceptance or rejection using the enclosed consultative ballot paper and return the ballot paper in the enclosed pre-paid envelope to reach BECTU Head Office no later than 12.00 noon Monday 22nd January 2001. BECTU's negotiating committee makes no recommendation to either accept or reject the offer but asks you to judge the offer on its merits. If you wish to make any comments on the offer, or to indicate what further improvements to the Agreement you would like to see negotiated in the future, please use the space at the bottom of the ballot paper.
Finally, I apologise for the length of time this year's negotiations have taken and for any inconvenience caused by the delay in any pay increase. I also wish you a peaceful and enjoyable 2001.
Best wishes,
Yours sincerely
WILLY DONAGHY
Supervisory Official