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
lmiles@bectu.org.uk 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 If it is not called off then the whole deal would be withdrawn.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
