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TU Pay Offer Narrative 2020
5 February 2020
ANNUAL SALARY REVIEW 2020
On your behalf, Unite has met Co-operative Bank negotiators several times in the past few weeks to discuss the pay review for 2020. Given the feedback we have had from the annual pay survey, as well as the narrow acceptance of the 2018 pay ballot, we have continued to make robust representations over the last few months about the level of settlements in recent years, and the ongoing impact on members.
The Bank still continues to face significant cost challenges so, along with discussions on pay, we have once again proposed additional benefit items for consideration to enable the business to reward continuing staff efforts.
PROPOSED PAY IMPROVEMENTS
The overall pay pot offered by the Bank is 1.7%. Whilst this pay offer is just above inflation (CPI was 1.3% in Dec), it does fall somewhat short of our members aspirations. Consequently, your negotiators do not feel they are able to make a recommendation on this offer. The decision to accept or reject the offer lies with you, our members. We are seeking your instruction.
A ballot of Unite members will run from Feb 5th to Feb 19th. If accepted, the proposed changes to pay will be applied to the April payroll, backdated to April 1st.
Bands C and D Matrix
For 2020, the proposal is that there is a continuing focus on the lower paid.
For Bands C and D the offer of 1.7% is applied to pay via a matrix. The matrix looks at position against pay reference and performance to determine individual percentage increase.
For band D colleagues at pay reference 1, pay reference will increase from £18,000 to £18,500 on 1 April 2020.
| Number | Below Expectations | Working Towards Expectations | Meets Expectations | Exceeds Expectations | Outstanding |
|---|---|---|---|---|---|
| Below 85% | 0% | 1.00% | 2.30% | 2.60% | 3.30% |
| 85%-94% | 0% | 0.80% | 2.00% | 2.20% | 2.60% |
| 95%-104% | 0% | 0.60% | 1.70% | 2.10% | 2.30% |
| 105%-114% | 0% | 0.45% | 0.90% | 1.50% | 2.00% |
| Above 115% | 0% | 0.30% | 0.50% | 0.70% | 1.60% |
Band B Approach
A pay pot of 1.7% is proposed for Band B, and increases are to be determined by leader discretion, taking account of performance and position against individual role references.
OTHER ITEMS
Wellbeing
- A new cycle to work scheme
- Access to a ’Health at Hand’ app, giving access to physio, mental health support and GP advice
- Promotion of time away from work policies to emphasize the different options available, such as unpaid career breaks and flexible working for reasons other than childcare.
Family friendly
- Further attention to be focused on existing family friendly policies to demonstrate the support available to all types of families, including grandparents, single parents, carers and those without any form of caring responsibility
- Increase enhanced maternity and adoption pay from 12 to 16 weeks. This would apply to all those matched with a child or have an expected week of childbirth (EWC) on or after 1 June 2020.
Time off in lieu
Relaunch of the Overtime Policy as an ‘Overtime and TOIL’ Policy, with the TOIL content updated to more positively express how TOIL can be used as an in-month facility to support colleagues and the business.
Ethical workplace
We’ve been raising the issue of Pillar 4 (Ethical Workplace and Culture) of the Ethical Policy for the past couple of years. The existing wording only reflects the current legal minima, yet in many instances the Bank does much more than that. We believe the Ethical Policy should not only reflect actual practice and policy, but also highlight how it shapes the treatment of staff.
During 2020 we will continue to discuss and identify ways to embed the Ethical Workplace and Culture pillar:
- The Bank have agreed to engage with Unite as part of the Ethical Policy review
- To further demonstrate the value of the “how” part of the performance management process, the Bank will be running a 360-feedback programme for all executives and their direct reports. Unite wanted to see 360 degree feedback for all staff, and the Bank have agreed to provide non-mandatory 360-feedback tools for all staff to use as part of the performance management process.
- The use of contractors and temporary staff has caused some disquiet over the past few years. Whilst we understand there may be valid business reasons for the use of such resources, these need to be detailed and managed to lend credibility and give reassurance to permanent staff. We have requested, and the Bank have agreed to a set of principles being drawn up with Unite to underpin the use of non-permanent resource.
- From 1 April 2020, minimum wage payable in the Bank will be £17,750 (for a full time role) per annum (separate London minimum applies) - this is higher than the Living Wage foundation rate.
We now attend the Colleague Co-operative Forum, to ensure Union members have a voice in this group.
Equal pay audit
The Bank has once again conducted an equal pay audit, and the outcome has been shared with Unite. Both ourselves and the Bank are concerned about the gender pay gap, and consequently this item continues to be included in our annual pay discussions.
Bonus
Band C and D colleagues rated as ‘meets’ on the ‘how’ and ‘what’ performance ratings will receive a 3% bonus. This is subject to approval from the Remuneration Committee, and is dependent on the results of the 2019 scorecard.
2019 Bonus payments are likely to be paid in April or May (date to be confirmed). As bonus outcomes are subject to business performance, they cannot be confirmed until completion of the year end accounts and annual performance cycle.
Confirmation and communication of any bonus payments will be made after publication of the annual results, towards the end of Q1. Details about a bonus plan for 2020 will be communicated during Q1.
NEXT STEPS
Please look out for details of the ballots in your email in-box in the next few days.
Your negotiators do not feel they are able to make a recommendation on this offer. The decision to accept or reject the offer lies with you, our members. We are seeking your instruction. Please take the time to cast your vote.
| Jane Lewis | Adrian Northcott | Dave Williams | Tracey Lee |
|---|
Unite Contacts
Union Office in Balloon St
Ph - 0161 201 2085, (int: 33 2085)
e-mail - union.office@co-operativebank.co.uk
Unite (BSU Section)
BSU Section office on 0161 201 2100,
e-mail – bsu@btconnect.com
Unite at the Co-operative Bank
Unite at the Co-operative Bank
Unite the Union Members' Pay Claim for THE CO-OPERATIVE BANK P.L.C.
In times of difficulty, trades union membership is vital Join here - https://join.unitetheunion.org/
We’d like to thank all members who completed the annual pay survey, and as always your feedback has shaped the pay claim which was submitted to the Bank, details of which can be seen on the news section of our website – www.unite-at-the-co-op-bank.co.uk . Your Senior Unite representatives have recently met with Co-operative Bank negotiators to discuss the pay claim for 2024. The offer has been discussed with our reps committee, and we are putting the following offer to you with a recommendation to accept. The proposed offer is detailed in full below. The pay ballot for Unite members will be open between 14th Dec – 5th Jan so you can have your say on Pay 2024 – co-operative-bank-pay-ballot .
We’d like to thank all members who completed the Unite Annual Pay Survey, as well as our recent Cost of Living Survey - as always your valuable feedback has shaped your Unite pay claim. A copy of the 2023 Pay claim was emailed to all members for whom we have an email address, but can also be seen in the news section of our website – www.unite-at-the-co-op-bank.co.uk . Your Senior Unite representatives have recently met with Bank negotiators to table your pay claim for 2023. The resulting offer has been discussed with your reps committee, and we are putting the following offer to you for your consideration. Overall there are positives, however the proposal is complex and has a variety of outcomes depending on your individual circumstances. Therefore we feel that we are not in a position to make a recommendation on whether you should accept or reject the offer, but you need to read the detail below carefully to understand the impact on you before deciding how you wish to vote. The Bank’s communications on ASR provide both a calculator and worked examples to show how the proposed changes will affect you. The pay ballot for Unite members will be open between Mon 16 th – Fri 27 th Jan, and you can cast your vote here - https://www.surveymonkey.co.uk/r/Unite_ASR_2023 You can join Unite online here - Join Online | Unite The Union
Unite the Union Members' Pay Claim for THE CO-OPERATIVE BANK P.L.C.
We’d like to thank all members who completed the annual pay survey, and as always your feedback has shaped the pay claim which was submitted to the Bank, details of which can be seen on the news section of our website – www.unite-at-the-co-op-bank.co.uk . The Bank continues to face significant cost issues, however after several loss-making years, it looks like we might have finally turned the corner. So along with discussions on pay, we have once again proposed additional benefit items for consideration to enable the business to further improve your terms and conditions. Your Senior Unite representatives have recently met online with Co-operative Bank negotiators to discuss the pay claim for 2022. The offer has been discussed with our reps committee, and we are recommending the following offer to you. PROPOSED PAY IMPROVEMENTS Band C and D colleagues We have argued for several years that low percentage increases in the overall pay pot do not allow for significant differentiation between performance ratings. Whilst the financial position of the Bank is improving, the turnaround is still at an early stage. So, the Bank have offered – an across the board 3% increase for bands C and D for all staff with a rating of ‘working towards’ or above. This is a welcome improvement on recent years, but recognises that any differentiation that could be achieved with a pay pot of 3% is relatively small. Band B colleagues A pay budget increase of 3.0%has also been set for the band B population. Individual increases will be determined by leader discretion as previously. PROPOSED CHANGES TO REWARD Ethical Workplace Following the joint work that has been undertaken in this area throughout 2021, both parties will continue to work to embed the Ethical Workplace and Culture pillar. This includes: Following on from the joint training initiative on workplace bullying, both Unite and the Bank commit to further development and support for leaders to help them to identify and appropriately support colleagues. For the Bank to be truly ethical, Unite believes that performance feedback needs to be ‘bottom up’ as well as ‘top down’. After discussions, the Bank propose to further embed “how” as part of the performance management process, by continuing to develop 360 feedback within CoreHR, to enable staff feedback on manager performance. The lack of a half-year appeals process has been disadvantageous to staff, so we are pleased that the Bank has agreed to reintroduce a mid-year appeals process to give staff the opportunity to formally challenge their performance rating prior to the End of Year process. Multiskilling Members in the Contact Centres have raised the issue of multiskilling with Unite, and as part of pay negotiations, the Bank are proposing a new pay model for multiskilled roles. This will replace the Bi Annual Policy. The Bank acknowledges that fraud multiskilling may not be for all and whilst all colleagues will be offered the opportunity to undertake the training, they will also have the opportunity to opt out. It is proposed to move all staff currently signed off in at least one of the three fraud skills (Disputes, Falcon, Detica) to the DR2 Customer Service Specialist roles with a resulting salary increase as follows (Salaries for Part time staff will be pro-rated as approporiate): All 3 – move to minimum £20,000 (this is the reference point for DR2) 2 skills – move to minimum £19,500 1 skill – move to minimum £19,000 2021 Bonus Initial discussions have taken place, and the Bank has assured Unite that it is confident of being able to pay improved bonuses is 2022. Payments are dependent on performance against the Bank scorecard and are subject to individual performance as well as Board approval and Regulator non-objection, which can only be given when the full year results have been published. Further details will be provided as soon as possible. Pay Ballot A ballot of Unite members will run from lunchtime on Mon 6 th Dec to 5pm on Fri 17 th Dec. Please look out for details of the ballots in your email in-box, and on the intranet. If accepted, the proposed changes to pay will be applied to the April payroll, backdated to April 1 st . Details of the ballot will be posted on our website, as well as the result when the ballot has closed ( https://www.unite-at-the-co-op.org.uk/ ). Your negotiators and reps committee feel they are able to recommend this offer, however the decision to accept or reject the offer lies with you, our members. Please take the time to cast your vote. Unite Senior Reps Jane Lewis & Dave Williams
Verbatim Comments - Unite Pay Survey 2022