This update supplements updates 1810 (Minimum wage and living wage, sent 26/3/18) and 1812 (Pay: NJC pay rates, itemised pay statements, compensation, sent 28/3/18).
NJC PAY RATES
National Joint Council for Local Government Services (NJC) pay rates are nationally negotiated between trade unions (GMB, Unison and Unite) and the National Employers for Local Government Services, who negotiate pay on behalf of 350 local authorities in England, Wales and Northern Ireland. NJC rates are intended for use in local government, but some voluntary sector employers link their employees' salaries to NJC rates. The rates from 1 April 2018 to 31 March 2020, as issued in December 2017, were agreed on 10 April 2018. The rates are the same as linked to in my update 1812 of 28/3/18.
Key points are:
Staff on the lowest spinal column point (SCP 6) get the highest percentage increase, 16%, over the two years. As from 1 April 2018 hourly pay went up from £7.78 to £8.50, and will go up to £9 for 2019-20.
For those on SCPs 7-28, the pay increase over the two years is between 15% and 4.3%.
For those on SCPs 29-49, the increase over the two years is 4.04%.
SCPs 1-5 are not in use. For SCPs over 49 some local authorities produce their own scale points, but these are not official NJC rates.
From 1 April 2019 current SCPs 6-49 are restructured into SCPs 1-43, with even 2% pay gaps between SCPs 1-22 (equivalent to current SCPs 6-28), and lower percentage increases between gaps for new SCPs 22-43. One of the main sticking points for the trade unions was that the flat 2% increase for most workers is below inflation.
Agreed rates, showing annual and hourly pay for 2018-19 and 2019-20 for every SCP: via the East Midlands Councils website
Article from Northern Ireland Council for Voluntary Action (NICVA), which provides information for the UK voluntary sector on NJC pay rates, but is not party to the negotiations:
TACKLING LOW PAY IN THE CHARITY SECTOR
The Living Wage Foundation campaigns for a "real" living wage significantly higher than the statutory living wage. Following its report in November 2017 on low pay in the charity sector, the Living Wage Foundation launched on 30 May 2018 an action plan to tackle this issue. It identifies the sector barriers to paying the real living wage as the "race to the bottom" created by government cuts and intense competition for funding; and a lack of awareness of the real living wage in the sector, combined with a public perception that charity would should be voluntary or low paid.
To tackle the race to the bottom, the action plan recommends:
Government commissioning bodies should procure services based on the real living wage as a minimum for delivery staff, by giving favourable 'weighting' to living wage bids as part of the procurement process.
Grant-makers should become 'Living Wage Friendly Funders', championing fair pay and ensuring that charities are able to pay the real living wage on funded projects.
To raise awareness of the real living wage in the charity sector, it recommends:
- Charities that are able to pay the living wage should proudly champion their living wage leadership.
- Charity job sites and funder finder tools should raise awareness of the living wage by creating filters, so that users can search for living wage funding and charity jobs that pay the living wage and above.
- Charity volunteers, donors and supporters should ask the charities that they support to become living wage accredited.
- Charity industry bodies and networks should support charities to go living wage and to share best practice.
More about the real living wage, how it is calculated and how to become a living wage employer: my update 1810 of 26/3/18
Living Wage Foundation report on charity pay, 7/11/17: download at the end of this news release: https://www.livingwage.org.uk/news/news-low-pay-in-the-charity-sector.
Living Wage Foundation action plan, 30/5/18:
source sandyadirondack1818 25.06.18