Freedom of Information
Request received on 10/05/10:
We would be grateful to receive the following information:
1) Name of unions which are signatories to main collective agreement covering pay and conditions
2) Number of employees covered by the agreement
3) Types of staff covered
4) Copy of latest pay settlement
5) Lists of grades and current pay rates
6) Arrangements for progression through grading structure
7) Number of hours worked per week/year
8) Holiday entitlements, including service related holidays
9) Maternity leave and pay entitlement
10) Maternity support leave and pay entitlement
11) Parental leave and pay entitlement
12) Adoption leave and pay entitlement
13) Sickness absence entitlement
Response provided on 25/05/10:
1) No trade union has sought recognition rights and so LBRO does not have union representation.
2) Not Applicable
3) Not Applicable
4) Summary of Pay Remit, please note that this is effective from 1 July 2009 as 2010/11 pay settlement has not been confirmed: 1% for increases to pay band minima /normal maxima and high performance maxima, rounded to nearest £100. 1.45% for pay progression.
5) Effective from 01/07/2009:
Grade - Minimum / Normal Maximum
- A - £16,600 / £18,200
- B - £22,200 / £25,600
- C - £26,400 / £30,300
- D - £30,700 / £36,900
- E - £38,700 / £44,400
- F - £43,900 / £50,500
- SMT1 - £55,600 / £61,100
- SMT2 - £66,200 / £72,700
6) Progression through grades is via performance as assessed in the annual review process. Employees have the opportunity to apply for vacancies that arise.
7) Full time employees are contracted for 37 hours per week excluding breaks.
8) 28 days per annum + 8 public holidays, LBRO does not have service related holidays.
9) All employees are entitled to up to 52 weeks Maternity Leave and there is a statutory minimum of 2 weeks leave after the birth of the child.
Employees are paid Contractual Maternity Pay (SMP made up to normal pay by LBRO) for the first 26 weeks if they have at least 41 weeks service with LBRO by the 15th week before the expected week of childbirth, they are not employed on a fixed term contract of less than 1 year and if they undertake in writing to return to LBRO after their maternity leave for a minimum of 1 calendar month.
From weeks 27-39 employees is paid Statutory Maternity Pay (SMP). Should employees not meet these criteria then they are paid SMP for the full 39 weeks if they have been employed by LBRO for at least 26 weeks at the 15th week before expected date of childbirth and earn enough to be relevant for National Insurance purposes. From week 39 all time taken is unpaid.
10) The following support is in place for during maternity:
- Allow paid time off for antenatal appointments.
- If the employee is off work due to illness in the four weeks prior to the due date then maternity leave and pay will start from the second day of absence in that four week period.
- Prior to taking maternity leave, the employee will confirm the contact they wish to maintain during their absence e.g. how the employee is informed of changes at work, opportunities to attend training or events during maternity leave. LBRO encourages employees to participate in up to 10 ‘keeping in touch' days during their maternity leave.
11) LBRO does not have a policy for parental leave.
To assist employees who have a domestic emergency LBRO will grant up to 5 days per annum as paid time off. If further time is required it is to be discussed with the People Manager to agree whether further time off will be paid, taken from annual leave or from flexi (where appropriate).
LBRO also has a paternity policy as per statutory requirements
12) Covered as Maternity / Paternity
13) Sickness absence entitlement:
- During the first two years of service - 1 month's full pay then 1 month's half pay
- On completing 2 years service - 2 months at full pay then 2 months' at half pay
- On completing 3 years service - 4 months at full pay then 4 month's at half pay
- More than 4 years service - 6 months at full pay then 6 months' at half pay