AGENDA ITEM: 2.3
EXEMPT / CONFIDENTIAL UNDER STANDING ORDER 49 (3)
ITEM FOR: X DISCUSSION DECISION
REPORT TO: ENEHL BOARD
REPORT FROM: BYRON CURRIE, HEAD OF HR, COMMUNICATIONS AND
SUBJECT: TERMS AND CONDITIONS – HARMONISATION UPDATE
PRESENTED BY: STEVE HUNT
DATE: 24 MAY 2012
The agenda to harmonise staff terms and conditions of employment to that of Leeds City
Council has been developed via the following routes.
The Executive Board Report – Future of Council Housing November 2010.
The View of the strategic Governance Board – Leeds City Council
Subsequent discussion with trade union partners within ALMO Business centre
Leeds Joint Consultative Committee (ABCL JCC).
The concept of harmonising ENEHL employees’ terms and conditions to Leeds City
Council was discussed with staff within several consultation events where both senior
management and trade union partners were represented. It was agreed within those
events that staff would be balloted on whether or not to have their terms and conditions
harmonised with Leeds city Council.
All trade unions balloted their members, and the results were as follows:
GMB - 92% in favour
UCATT - 100% in favour
Unite - 79% in favour
UNISON - 78% in favour
24 May 2012 Agenda Item 2.3 Page 1 of 2
ABCL JCC has tasked HR and legal services to develop a draft compromise agreement
which is attached for your perusal. It is anticipated that this document will be agreed on at
the next ABCL JCC meeting on 24 May 2012, and that ENEHL employees will harmonise
to Leeds City Council terms and conditions of employment on 1 June 2012.
Key changes to employee terms and conditions of service are outlined below.
1. Reduction in time allowed for redeployment within the Managing Workforce Change
process. This is currently 9 months on the redeployment register and 3 months
notice, this is likely to reduce to 3 months redeployment and 3 months notice.
2. Staff are currently entitled to a graduated system of pay protection, under
harmonisation, this will reduce to a maximum of 12 months.
3. Harmonising the pay and reward scheme for all Mears and Lovells staff that have
recently TUPE’d into Construction ENEHL.
The first two points above will realise a potential cost benefit to ENEHL. The third point
will ensure that ENEHL has the same pay and reward systems in place for all groups of
staff, and therefore provides further equity and fairness.
It is recommended that the ENEHL Board endorse ENEHL employees harmonising their
terms and conditions of employment to that of Leeds City Council on 1 June 2012.
24 May 2012 Agenda Item 2.3 Page 2 of 2