Technology 20 month proposal
Annual pay negotiations in BBC Technology are proposed to move from August to April.
The move of the annual negotiations, also known as the pay anniversary date, is contained in a pay and conditions package that otherwise reflects proposals covering the majority of the rest of BBC staff.
This includes 1.8% on basic rates and a 1% performance payment in the first year, along with a conditional RPI plus 0.5% in 2003.
Staff in BBC Technology are going to be balloted on the offer, which has been described by union negotiators as "the best that can be achieved through negotiation". The ballot will close at 1200 on 10 June 2002.
Read BECTU's letter to BBC Technology members
In early May Technology management said they wished to have separate pay negotiations - the move of the pay anniversary date would, if implemented, bring the area into line with BBC Resources.
The Technology offer covers 20 months, as opposed to the 24 month period encompassed by the main BBC proposals.
The Technology proposals also include involvement in the overall discussions covering Unpredictability Allowances and a new pay and grading structure covering the majority of BBC staff.
More details of the package can be found in the main BBC proposals.
BBC Technology offer for 2002
2-year pay deal with change of pay anniversary date to April from 2004, extras for low paid staff, linked to talks on a new pay and grading system and replacement of UPAs, as well as withdrawal of the boycott on appraisals.Basic pay
- August 1 2002 - pay rise of 1.8%
- August 1 2003 - pay rise of RPI+0.5% (runs until April 1 2004)
London Weighting
- For staff with basic higher than £22,000 LW will be increased from £2,833 to £2,912 in 2002 (2.8%), and by the percentage increase in 2003.
- For staff with basic below £22,000, LW increases in 2002 to £3,250.
Low paid staff
- Minimum salary across BBC Technology of £11,500 from August 2002.
Performance pay
- Blanket performance award of 1% to all staff in 2002 (consolidated), with talks on a new pay and grading system during 2002/3 (see below).
Redundancy formula
- Guarantee of 5 months' notice of redundancy extended until December 31 2002, pending the implementation of new legislation.
The above are conditional on reaching agreement on:
New pay and grading structure
- Technology wants to take part in overall proposed BBC negotiations aimed at introduction of new "clear and transparent" system on August 1 2003. Management say that appraisals will not be linked to any performance pay, and there should be a greater focus on bonuses rather than extra pay increases. According to the BBC, these talks are not aimed at saving money.
- Technology reserves the right to have separate discussions on this issue of necessary.
- Management are not willing to agree ahead of the talks to restoration of "rate-for-the-job", but say they share the unions' commitment to a system in which individuals would know the appropriate salary for fully competent staff in their category and area.
Replacement of Unpredictability Allowances
- Current allowances to be replaced by "new arrangements" for new staff on January 1 2003, and current staff on August 1 2003, after negotiations with unions. Management emphasise that short-notice disruption will be rewarded, but anti-social hours will not. If the two-year pay deal is accepted, management will not impose changes in UPAs for its duration, even if talks with the unions break down.
- Technology wishes to take part in overall BBC discussions on this subject.
End of appraisal boycott
- Current industrial action against performance pay to be withdrawn, otherwise pay offer will be taken off table by management.
2003 pay rise also depends on agreement on a new pay structure and UPA system.
- If no agreement is reached on these issues by August 2003, the pay rise will be cut from RPI+0.5% to straight RPI.
Letter sent to BECTU members with pay ballot papers.
24 May 2002
TO: BECTU MEMBERS IN BBC TECHNOLOGY LTD
Dear Colleague
BBC TECHNOLOGY PAY OFFER 2002
I am writing to set out the pay offer from BBC Technology Ltd for 2002. We have had to wait for a separate meeting with Technology Ltd as their offer is different from the BBC in one crucial respect, they wish to change the anniversary date with effect from 2004. There is a considerable amount of detail in what is a complex offer, and I would ask you to read this carefully before making up your mind. This letter also contains a ballot paper for you to complete and a reply paid envelope in which to return the ballot paper to me.
The offer only applies to staff employed by BBC Technology Ltd. According to our records you are employed by BBC Technology Ltd If that is not the case please can you email [email protected] and let us know.
The Offer
In line with the offer from the BBC, BBC Technology Ltd has tabled a two year pay deal, which means that if accepted the pay rise for this year (2002) would be 2.8% and next year (2003) would be RPI + 0.5%. The significant difference is that the pay anniversary would alter in 2004 from August 1st to April 1st. However there are other elements to the offer and again like the BBC, Technology Ltd are presenting it as a package and if we try to "cherry pick" then the whole deal would be taken off the table. In addition the pay rise for 2003 depends upon reaching agreement on the rate for the job and the application of Unpredictability Payments. If there is no agreement then the offer in 2003 would be for the rate of inflation only. The increase in basic pay of 1.8% with a further 1% consolidated performance bonus for all staff is directly linked to PRP and the boycott of appraisals. BBC Technology Ltd wants to take part in the talks with the BBC and the joint unions on pay, grading and reward over the next year and has given an explicit undertaking that appraisal will not be connected to any future reward scheme, but in return they want the union to call off the appraisal boycott. If it is not called off then the whole deal would be withdrawn.
The general increase this year is 2.8% in total at a time when inflation is 1.3%. BBC Technology Ltd said that they have set aside 0.2% for growth in the job payments, bonuses and PRP this August (0.5% for the whole year). For year two Technology Ltd are offering inflation plus 0.5% to be paid on August 1st 2003. The inflation figure used would be the RPI for April 2003. The figure for the second year also depends on reaching agreement on two areas. These are the rate for the job and Unpredictability Allowances. If agreement is not reached on both of these then the increase for next year would fall to inflation only. The combined increase of 2.8% this year applies to all salary related payments, including night rates, UPA, Christmas Day and Boxing Day payments, and the floors and roofs of the pay bands. The same would apply to next year's increase.
Low Pay
As part of our claim the unions had addressed low pay by seeking a minimum salary of £11,000 pa (excluding London Weighting) across BBC Technology Ltd. Exceptionally, BBC Technology Ltd, in line with the BBC, have responded by offering £11,500 pa, which would effectively remove Band One from the salary scales, and staff on those scales would have the 2.8% increase applied and then be moved across to a minimum of £11,500. They have also put additional money into London Weighting for staff earning less than £22,000 pa, which takes it from £2,833 to £3,250. Staff earning over £22,000 pa would see London Weighting rise to £2,912. This response goes a long way to resolving the issue of low pay and is welcomed by the trade unions.
Rate For The Job
In order to address our claim for the rate for the job BBC Technology Ltd have accepted that something needs to be done about the confusion that exists. Since 1995 BECTU has been arguing that staff could not find out the expected salary level for someone fully competent in the job (the rate for the job). Nor could they tell whether they should be competent after 3, 4 or 5 years. This had led to big differences in salaries. In 1998 the unions reached an agreement at ACAS that after three years you should be on 110% of the floor of the grade (not your starting salary) and after six years 115% of the floor. This did improve matters, but still left great uncertainty. As part of this year's offer BBC Technology Ltd have agreed with the principle that there needs to be a fair and transparent structure in which you can find out what the rate is for your job and how many years it will take you to get there. They also want to take part in the talks between the BBC and the joint unions about a new pay and grading structure which would apply across the company and, if successful, would be introduced on August 1st 2003. Technology Ltd have reserved the right to have separate discussions, if that becomes necessary, to ensure that the new structure fits in with the jobs that exist in the company but they accept the underlying principle put forward by BECTU.
Unpredictability Allowances
BBC Technology Ltd also wish to be part of the joint talks about Unpredictability Allowances (UPAs). The BBC and Technology Ltd want to review the existing definitions and how they are applied. They have accepted that the unions can discuss working at unsocial hours, including night hours. However they have excluded the possibility of any increase in night rates. They would like to introduce the agreed system for new starters from 1st January 2003 and for current staff from 1st August 2003. After pressure from the unions they have agreed to make proposals on cushioning the loss of earnings, if any, and the options could include freezing the allowance at its cash value, or allowing some individuals to opt out of unpredictable working, or even (subject to the impact on the Pension Scheme) consolidation of the allowance into the salary. As further protection for our members who may be affected, we proposed, and BBC Technology Ltd agreed, that if a two year deal is accepted but no progress is made on the talks about UPA then the company will make no change to UPA until 1st August 2004. This concession is important because it means that if the talks fail then people receiving UPA will be protected until then. It will also stop BBC Technology Ltd from trying to pick off people one by one or in small groups and force them to give up UPA payments. These talks will cover everyone in the company who receives an unpredictability allowance so there will be strength in numbers.
Redeployment
The existing guarantee of five months redeployment for anyone selected for redundancy will remain in place until 31st December 2002 pending the introduction of new legislation.
Which Way to Vote
The deal as outlined above has significant benefits for BECTU members, not least an increase of more than twice the rate of inflation in the first year and a big boost for the lower paid. The 0.5% increase in year two is not as impressive but it is guaranteed to be ahead of inflation whilst being dependent upon reaching agreement in separate talks. The fact that the second increase is for 8 months (to April 1st 2004) rather than twelve months makes it worth slightly more. However, while we welcome the talks on the rate for the job, the process of agreeing the level of salary for a competent member of staff will require us to demonstrate what is being paid to the different categories across Technology. The talks on UPAs will also be difficult in so far as BBC Technology Ltd like the BBC, has indicated that in their view UPA should only be paid to those who actually work unpredictably. Our view is that unsocial hours are at least as important as unpredictable schedules and we will pursue that point in the talks. BECTU is clear that agreeing to enter talks does not mean that we have accepted that UPAs should or will be taken away from our members without cushioning or compensation.
Because there are pros and cons BECTU is not making any recommendation about which way you should vote. However, we are clear that the deal is the best that can be achieved through negotiation, which means that if it is rejected we will be asking you to vote "YES" in a ballot for industrial action to try and improve the offer.
YOUR VIEWS ARE IMPORTANT PLEASE VOTE
Please return the enclosed ballot form to BECTU Head Office, 111 Wardour Street, London W1F 0AY in the reply paid envelope provided, no later than 12 NOON ON MONDAY 10TH JUNE 2002.
Yours sincerely,
LUKE CRAWLEY
Supervisory Official