MANAGEMENT SINGLE STATUS PROPOSAL ON 37 HOUR WORKING WEEK

The Single Status Agreement is based on a 37 hour working week. In order that East Dunbartonshire Council can move forward on this issue the following proposal is made to all employees. The Council is committed to promoting work life balance and to this end the offer will mean that employees will see an immediate increase in their annual leave for each calendar year.

Effective Date 1st January 2006 implemented by:

Current 35 Hour Employees

• -Existing 35 hour workers preserved at their existing working week until 31st March 2008 (pro rata for part time workers)

• Thereafter 37 hour working week with effect from 1 April 2008

• All new starts will commence on 37 hour working week from date of agreement

Current 37 Hour Employees

• Existing 37 hour workers continue to work existing hours

• Commitment to consolidate bonus via job evaluation no later than 31 December 2005 subject to detailed negotiations on the method to be applied

Annual Leave Entitlement Proposal (all employees)

• With effect from 1 January 2006 employees annual leave entitlement will be increased by an additional 5 days (pro rata for part time workers)

• Improved annual leave increments (starting with 25 days per year from year 1 and increasing to 33 days in the 10th year of service as shown on the attached sheet)

• A joint review to accommodate term time workers, this will be undertaken by 31st December 2005

Public Holidays

• Improved annual leave flexibility through public holiday conversion. 6 days public holidays converted to annual leave.
• Retained Public Holidays:

-2 days at Christmas
-2 days at New Year
-2 days at Easter
Plus

- 1 day no work requirement at Christmas retained

Overtime Working

• 48 Hrs Maximum working Week

• Status Quo on Core Hours and Premium overtime rates protected until 31st March 2008 but this will be subject to a joint review. This will be undertaken by 31st December 2005 to ensure sustainability within a modernising environment.

• Allowance harmonised e.g. standard shift allowance

It is essential that consideration is given to all-inclusive rates of pay reflecting broader core hours provision and only exceptional items should be maintained in any form of allowance and should be harmonised wherever possible.

ALL OF THE ABOVE SUBJECT TO CONTAINING COSTS WITHIN THE EQUIVALENT OF THE CURRENT OVERALL PAY BILL LEVELS FOR THE SINGLE STATUS EMPLOYEES BY 1 March 2008.

GENERAL

Given the current financial position of the Council and the drive for effective workforce planning to create a sustainable organisation it is believed essential that Single Status is not considered in isolation and as an issue especially in relation to the modernisation agenda should form an integral part of the Workforce Planning Group’s remit to develop the detail.