UNISON members within The Mungo Foundation were issued with a consultative ballot last month on our submission of a pay award from 1st April 2010. The ballot closed yesterday (Wednesday 8th June 2010) and we can can confirm a 90% vote in favour of the claim.
The claim was for:
a straightforward claim for an increase of 2.5% on all salary scales and the introduction of a minimum pay rate of £7 per hour in line with the Scottish Living Wage Campaign, this campaign is being backed by a number of organisations including church groups.
Your stewards appreciate the claim does not meet current inflation rates and are also aware that you did not receive a cost of living rise last year. However, after detailed discussion we have structured a claim which we believe is realistic in the current financial circumstances. We believe that for the Mungo Foundation not to reach swift agreement on our claim will be wholly unreasonable.
Other negotiations
In recent months your stewards have been meeting with TMF management on a regular basis to pursue a number of issues, progress has not been as swift as we would like but we hope in the coming months a number of positive outcomes will be reported to you.
Non Pay Benefits – child care vouchers, bike to work and Glasgow Club (the Council leisure club in Glasgow) discounts and benefits are now available. UNSION fully appreciates these will only be of benefit to some staff and they are in no way a substitute for decent pay, however they are important benefits that we have secured.
Rota’s – when we surveyed members last year it was clear there was huge variations in rota practices and staff satisfaction with these. We have been working with management to negotiate a best practice guide and hope it will be agreed and issued soon.
Sleepover facilities – we are seeking a minimum standard to be agreed in terms of clean fresh linen, storage, security, washing, tea/coffee, TV faculties etc that all staff should be able to expect when spending a night away from home. We have also called on a number of sleepover rooms to be revamped. If you believe yours needs revamped speak to your project manager about your ideas and contact us if matters are not resolved. We hope the minimum standards will be issued very soon.
Sleepover pay and terms – you will see as part of the pay claim we are looking for a sleepover rate of £33 for all sleepovers up to 8 and half hours. We do not believe sleepovers should be any longer than this except in exceptional circumstances and have been discussing reducing those that are wherever possible. Where there remain any sleepovers over 8 and a half hours we believe the additional hours should be paid at the hourly rate. UNISON maintains its positions that all sleepovers should be paid at the National Minimum Wage rate but this is unlikely at the current time.
We would also remind you that you cannot be compelled to work more than 48 hours a week including sleepovers on average unless you want to.
We have also given management proposals on how to handle disturbances and toil during sleepovers and will keep you updated on their response.
