Working together with the other unions at the Trust, UNISON's negotiaters have effectively defended the Agenda for Change agreement.
After all the unions rejected proposals to stop pay progression for staff due to issues such as sickness absence or disciplinary penalties, the Trust had been set to impose these changes from the 1st September leading to significant conflict with unions and staff.
However in a letter signed today by Tim Jones, Executive Director for Delivery and UNISON Branch Secretary Sharon Otto, as Chair of Staff Side, these proposals are now on hold.
This follows from the Trust Partnership Team meeting (where elected Staff Side reps meet with the Trust's senior management to negotiate and consult) last Wednesday. The Trust agreed with UNISON and other unions that in relation to stopping increments for sickness absence, disciplinary action, or where staff are being performance managed that this cannot be looked at until the legal position on this is clarified as there is currently a similar case going to Employment Tribunal. In the ET, UNISON along with other unions are taking cases against a Trust in the North West who implimented similar proposals that we believe breach the Agenda for Change agreement.
UNISON remains opposed to these proposals and welcomes the Trust's approach in allowing more time for consideration about these significant proposals.
The unions did agree to have discussion on defering pay progression, but are clear that is can be only where it is allowed for in the national A4C agreement. UNISON will be consulting with members before anything is agreed.
This is an important victory and shows the strength of local unions working together.
For more information or to share your views on the proposal contact James Anthony
Subscribe to RSS Feed
