The Westminster Government has pushed through parliament final regulations that will enact the absolute cap of £95,000 on all exit payments in the public sector.
This means that any exit payment made after the implementation date (anticipated to be on, or soon after 26th October) will be affected.
UNISON are campaigning to demonstrate the severe impact the changes would have on various different types of local government workers.
Read National UNISON update 6 October 2020
The consultation closes 9 November 2020
In order to alert UNISON members to the seriousness of these attacks UNISON have provided 6 hypothetical worked examples below. (N.B. where the examples below talk about being a ‘member’ this means pension membership not UNISON membership).
Individual 1: is 59 years old. Member for 19 years and is currently paid a salary of £29,000 per annum. She broadly fits the profile of the average member. Her new redundancy package does not contain a cash payment on top, as her pension strain is larger than the combined SRP and DSP. Member benefits are not affected by the £95,000 cap but are reduced under proposed reforms as SRP and DSP are no longer paid in excess to pension strain. Under the proposed reforms, benefits on redundancy are reduced by around 37%.
- Individual 2: is 55 years old and has been a member for 25 years. He is paid a salary of £80,000 per annum. His relatively young age means that he receives a high pension strain. Benefits are reduced under proposed reforms as SRP and DSP are no longer paid in excess to pension strain and pension stain is capped at £95,000. His new redundancy benefits are £95,000, as his pension strain is already over £95,000. Under the proposed reforms, benefits on redundancy are reduced by around 61%.
- Individual 3: is 61 years old. He has been a member for 31 years and is currently paid a salary of £41,000 per annum. Member is entitled to a cash payment as the DSP the member would have been entitled to is higher than pension strain (net of SRP). Member benefits are not affected by the £95,000 cap but are reduced under proposed reforms as full SRP and DSP are no longer paid in excess to pension strain. His redundancy benefits are reduced by 38%.
- Individual 4: is 65 years old. She has been a member 7 years and is currently paid a salary of £20,000 per annum. Member is entitled to a cash top up as pension strain is less than SRP, and DSP the member would have been entitled to is greater than strain (net of SRP). Member benefits are not affected by the £95,000 cap but are reduced under proposed reforms as full SRP and DSP are no longer paid in excess to pension strain. Under the proposed reforms, benefits on redundancy are reduced by around 25%.
- Individual 5: is 60 years old. She has been a member for 4 years and is currently paid a salary of £35,000 per annum. Her new redundancy package does not contain a cash payment element as her pension strain is larger than the combined SRP and DSP. Member benefits are not affected by the £95,000 cap but are reduced under proposed reforms as full SRP and DSP are no longer paid in excess to pension strain. Under the proposed reforms, benefits on redundancy are reduced by around 29%.
- Individual 6: is 67 years old and has been a member 23 years. She is currently paid a salary of £34,000 per annum. Her age and service history mean that there is no pension strain. The member is not affected by the £95,000 cap. Her redundancy package will be unchanged and will consist entirely of the cash payment which is equal to her original SRP plus DSP.
What can you do?
If you have any questions and concerns please email email@example.com
Barnet UNISON branch nominated Paul Holmes for General Secretary because he wants UNISON to change.
He knows UNISON nationally is not delivering for members. Paul wants half of UNISON resources directed to local branches and their members.
The Government is coming with more attacks on us. Paul has the best track-record of leadership – fighting for members and winning – whether pay, jobs, safety, racism or discrimination.
Paul will take the job on his current wage of £32,000. How can you represent members whose average wage is £27,000 if you accept the advertised salary of £138,000?
He has supported our branch.
Details about UNISON General Secretary election here
To view guidance click on link below
Apart from dealing with COVID there is also the very really threat about funding for Maintained Nursery Schools.
This is your opportunity to join the campaign by joining the online meeting tomorrow evening.
MAINTAINED NURSERY SCHOOLS NATIONAL CAMPAIGN
ONLINE PUBLIC MEETING
Tuesday 30 June 2020, 5-6pm
Please click on the link below to register your place at this meeting.
We asked our members (most of whom are working from home) one question.
“Do you feel that it is safe for you to go back to work?”
94% of our School UNISON members felt it was not safe.
85% of our Capita UNISON members felt it was not safe.
79% of our Barnet Council UNISON members felt it was not safe.
79% of our Barnet Homes members felt it was not safe
URGENT: Please cut and paste the UNISON email to your Head Teacher immediately and copy in Barnet UNISON using firstname.lastname@example.org
Dear head teacher/chair of governors
Government’s plans to increase number of pupils in schools from 1 June
I am writing to say how worried I am about the government’s plans to increase the numbers of pupils in some schools from 1 June and the potential threat they pose to the health and safety of pupils, parents and staff in our school community.
We all want to see schools up and running and our school community back together again, but only when it is safe to do so. Any plan to achieve this needs to be clear on issues such as social distancing, PPE, testing, tracing and isolation. The current government guidance is not.
My union, UNISON, is taking these issues up with government, calling on it to step back from an unsafe increase in pupil numbers on 1 June. Unions and the government need to work together to create the conditions for a safe return to schools, based on the principles and tests set out by education unions representing support staff, teachers and head teachers (see TUC statement).
I don’t believe that the current situation is the fault of the school or its leadership and I understand that the school has to plan for all eventualities. Therefore, my union has advised me to request that you urgently provide an update on the following issues:
- Copy of school’s risk assessments for increasing pupil numbers
- What the plans are for maintaining social distancing; with all pupils and staff to be kept 2 metres apart
- What PPE will be supplied and under what circumstances
- Arrangements for handwashing and sanitising
- Arrangements for protecting vulnerable pupils and staff
- How testing, tracing and isolating will work locally and how it will apply to our schools
- Arrangements for screening out workers exhibiting symptoms of the virus
- Plans for enhanced cleaning of workplaces,
- Procedures for travel such as parking, using public transport, car sharing given the 2-metre rule
I think it is really important that we all stand together to ensure that everyone in the school and community is safe and that we meet health and safety laws. This means that we should only open up the school when is it safe to do so. My union and I do not believe that this is possible by 1 June.
Finally I would like it to be formally noted that my involvement in any meetings and discussions will be on the basis of a sharing of information only, and not my agreement to an unsafe reopening from 1 June. I would further request that you enter into collective discussion with my union on the measures that need to be taken for a safe increase in pupil numbers, as stated by the DfE. I call on the school not to put pupils and staff at risk with an unsafe increase in numbers from 1 June.
To view letter click on link below