Agenda and minutes

Apologies for absence were received from Councillor Animashaun and Hackwell.

To approve the record of the meeting of the Committee held on 6 September  2023 and to note the record of the meeting of the Joint Consultative Committee held on 6 September.

The record of the meeting of the Committee held on 6 September 2023 was agreed as a correct record and signed by the Chairperson.

The record of the meeting of the Joint Consultative Committee held on 6 September 2023 was noted.

The Chairperson will announce any late items which do not appear on the main agenda but which he/she has agreed should be considered by reason of special circumstances to be specified in the report.

There were none. 

Members are invited to disclose any Disclosable Pecuniary Interests or Other Significant Interests in accordance with the Member Code of Conduct. Guidance on this is set out in agenda item 4.

Disclosable pecuniary interests

There were none.

Other significant interests (OSIs)

There were none.

At the last meeting of the Joint Consultative Committee (JCC) it was recommended that the Committee’s terms of reference be amended to reflect that 2 Unison reps usually attended JCC meetings and this should be formalised in the terms of reference.

Members are asked to agree this change to the JCC’s terms of reference as outlined in paragraph 2.1 (b) (as attached).

At the last meeting of the Joint Consultative Committee (JCC) it had been recommended that the Committee’s terms of reference be amended to reflect that two Unison representatives usually attended JCC meetings.

Members accordingly agreed a change to the JCC’s terms of reference, as outlined in paragraph 2.1 (b) of the paper attached.

This report updates Members on the progress of the pay negotiations for the financial year 2024/2025.

 Discussion:

Members considered a report on the progress of the pay negotiations for the financial year 2024/2025.

The pay claim from Unison was as follows:

·      A return to NJC by the third year of this administration.

·      A 10% flat rate, consolidated increase for all staff? 

·      The introduction of a 35-hour working week with no loss of pay. 

·      An uplift to the sleep-in payments of 3.88 %

In response to a query about what the impact of the pay negotiations on staff and retention might be, the Chief Organisational Culture Officer commented on the importance of the correction of historical pay drift by means of the MedPay review, a reasonable cost of living pay increase, non-monetary incentives and a review of HR policies. The MedPay review included a new career progression framework and it was not the case that everyone’s pay would be increased

Noting that the Financial Outlook 2024/25 included an estimate of a c£10 million pay allocation for staff for the pay award and the impact of the MedPay review, where this £10m came from was queried. The Chief Finance Officer advised that the draft budget for 2024/25 included projections of likely amounts raised by Council Tax etc laid against projections of the costs to run services. There was currently a budget gap of around £35m, which was not yet funded. In response to a comment that this gap was likely to be funded by council taxpayers, the Chief Finance Officer advised Council Tax could only be increased by up to 5% so the extent to which local taxpayers would fund this gap was limited.

Members noted that at the Joint Consultative Committee meeting earlier, comments had been made on the need to recognise the challenges faced by the Council due to austerity; that Unison had seen a noticeable difference in attitudes towards the negotiation this year and that non-monetary benefits had been discussed.

Decision:

The Committee agreed to note the report, including progress made to date under the Pay Negotiations Protocol.

This is a new strategy to be positioned above the existing Fair Access and Inclusion policy.

This strategy reinforces our commitment to embracing diversity, attracting, and retaining the best staff and providing the best and most accessible services to our residents. It includes an Equality Action Plan which is the foundation on which we will build an inclusive council.

Discussion:

Members considered a report on the Equality, Diversity and Inclusion Strategy, which was a new strategy to be positioned above the existing Fair Access and Inclusion policy.

Decision:

The Committee approved the new Equality, Diversity and Inclusion Strategy, attached as Appendix A to the report.

This report informs Members about the number and nature of concerns raised, between September 2022 and September 2023, under the Council’s Speak Up, Anti-Bribery and Anti-Money Laundering Policies.

Discussion:

Members considered a report regarding the number and nature of concerns raised, between September 2022 and September 2023, under the Council’s Speak Up, Anti- Bribery and Anti-Money Laundering Policies.

With regard to who the officers were who investigated concerns raised under the Speak Up policy and how fairness was ensured, the Chief Organisational Officer advised that this responsibility now sat with the Internal Audit and Fraud team. There were also internal investigators who would carry out an internal review. Their findings were considered by a response group comprising herself, the Chief Operating Officer and the Chief Legal Officer. The latter group reviewed the findings of the investigation and monitored for trends. Concerns could be raised with a line manager, other senior managers or the Response Group.

Decision:

The Committee agreed to note the report.

This report details new reorganisations of services and transfers under the TUPE regulations for the period 1 April 2023 to 30 September 2023 and updates on on-going reviews that have previously been reported at Employment Matters Committee but not concluded.

Discussion:

Members considered a report which detailed new reorganisations of services and transfers under the TUPE regulations for the period 1 April 2023 to 30 September 2023 and which also included updates on on-going reviews that had previously been reported at Employment Matters Committee but not concluded.

In response to a comment about the importance of reassuring staff who were subject to re-organisations, given the anxiety the latter could cause, Members were advised that updated guidance for managers had been issued and the aim was to try to undertake reorganisations with minimal effect on staff wherever possible, reassure staff about job security and to not put large numbers of people at risk of redundancy.

Decision:

The Committee agreed to note the present position and the support arrangements for staff.

This report details all decisions taken in relation to early retirements and severance payments for the period 1 April 2023 to 30 September 2023.

Discussion:

Members considered a report which set out all decisions taken in relation to early retirements and severance payments for the period 1 April 2023 to 30 September 2023.

Decision:

The Committee agreed to note the report.