Harmonisation of Hours
The University has embarked on a major project to modernise our pay and grading structures. The aims of the project are to ensure that the University is able to meet its obligations under the principle of equal pay for work of equal value and to provide:
- clearer career paths
- recognition and reward for the contribution that individuals make
- improved recruitment and retention of staff
- harmonisation of hours and terms and conditions of employment.
The new pay and grading structure will be agreed in partnership between the University management and the trade unions and will be informed by a job evaluation exercise which will examine the wide range of roles performed by staff.
However, it is recognised that such changes have cost implications: the University has just undertaken a major cost reduction exercise, and needs to ensure that changes do not result in cost increases which it cannot afford, and which are not fully funded.
Harmonisation of Hours of Work
The Framework Agreement intended that the harmonisation of hours of work should be implemented by August 2005. We have faced some particular local issues but after further discussions have agreed to work towards a reduction in the working week to 37 hours for all full-time manual and ancillary staff, effective from 1 August 2005, with implementation in early 2006. Careful consideration is currently being given to the position of part-time staff and whether it is necessary to reduce hours on a pro-rata fractional basis for those part-time staff covered by the Framework Agreement.
Due to the range, complexity and variation in current working arrangements, harmonisation is a significant undertaking for the University and as such we have agreed that line management, in conjunction with the territorial Human Resources Manager and in full consultation with the relevant trade unions, will determine locally any alteration in working arrangements and practices for the manual and ancillary staff employed in the Departments detailed below:
- Biological Services
- Central Services (Janitorial, Security, Mail Room and Library Attendants)
- Cleaning Services
- Faculty based manual and ancillary staff
- Grounds Section
- Hospitality Service
- Museum and Art Gallery
- Residential Services
- Sport and Recreation Service
- Transport Services
This timetable will require flexibility and cooperation from all sides. There will be some increase in costs, and these will have to be contained within the University's financial situation.
We hope to be able to implement the reduction in the working week effective from January 2006, but recognise that in some areas the date may be driven by business needs and may require a longer lead-in time. It is further intended that there may be available a mix of compensatory arrangements relative to any back-dated pay arrears, which may include either payment for any additional hours worked or, additional leave entitlement awarded "in lieu" of the additional hours worked.
Further information on pay and reward modernisation including frequently asked questions and answers, documentation, details of those involved and earlier news items are available at www.gla.ac.uk/services/humanresources/payandgrading.htm. Regular updates will be published through the staff newsletter and the website will continue to be updated as the project progresses. For any staff who do not have access to the Internet, paper copies are available from the Modernisation Project Team.
