Wigan Council will this week move to the next stage of its implementation of the pay and reward strategy when it informs staff members that they will now be transferred onto new contracts.
Over the past three years, the council has carried out a job evaluation exercise in response to a national agreement negotiated between local government employers and trade unions.
The council has consulted with approximately 10,000 members of staff affected by the changes and each has had their job role evaluated as part of the national agreement.
The council recently wrote to all employees informing them of the outcome of the evaluation process and asking them to accept the proposed changes to their pay structure and terms and conditions.
Now the council will inform those members of staff who have not voluntarily accepted, that they will be moved onto the new pay structure.
Wigan Council’s Executive Director of Business Support Services, David Smith, explains:
“We are writing to those 4,500 members of staff who have not yet accepted to let them know that we now plan to implement the next phase.
“The strict legal process for this is that we will have to dismiss those members of staff who have not yet accepted and then make an immediate offer of re-engagement under the new terms and conditions.
“These changes will take place at the beginning of November so we are giving staff three months notice.
“After that date, people will not be able to work under their old pay and conditions.”
The council has introduced a package of measures to support staff that are adversely affected by the changes – this includes having their existing level of pay protected for up to two years.
Staff members will be eligible to take part in an internal recruitment and redeployment process and certain staff members will be able to request voluntary release.
The council is also offering a round-the-clock help and support service for all members of staff through an independent company.
David Smith says:
“We understand that this has been a very difficult time for those who will be disadvantaged and we recognise and appreciate the fact that people have continued to provide a high level of service throughout. The council remains committed to providing supporting its employees to make sure we have a fair and equitable pay and reward structure that is right for Wigan.”
Staff members can still voluntarily accept the new terms right up until the end of October.
