The 2023 NJC Pay Campaign for council and school workers in England, Wales, and Northern Ireland includes an increase of RPI + 2% on all NJC pay points. The employers have offered a flat rate increase of £1,925, but this offer is below the current RPI inflation rate. Learn more about the NJC pay sp

1 views • 14 slides

The 2024 NJC pay campaign focuses on increasing pay by £3,000 or 10%, introducing a £15 per hour minimum wage by 2026, addressing equalities pay gaps, reducing the working week by two hours, and providing an additional day of annual leave. The background highlights the impact of the cost of living

1 views • 14 slides

This agreement involves the pay equity audit outcomes for Administrative Officers in Class 3 and 4, with retroactive pay increases dating back to December 31, 2010. It also resolves complaints from FSSS-CSN and FTQ regarding pay equity audits in 2015, 2020, and 2025. The agreement includes pay adjus

1 views • 26 slides

Klarent's Gender Pay Gap Report for 2022/2023 reveals insights into gender disparities in pay at Laser Tradeco Limited and Mer Manor Operations Limited. The report discusses hourly pay gaps, bonus pay gaps, and the distribution of male and female employees across pay quartiles. Despite challenges fa

8 views • 9 slides

The Pay Equity Act in Ontario aims to rectify historic and systemic gender discrimination in compensation by narrowing the wage gap between men and women due to undervaluation of work traditionally done by women. Pay equity involves comparing jobs typically done by women to different jobs done by me

0 views • 6 slides

The OPC Kia Toipoto Pay Gaps Action Plan 2022 outlines the agency's commitment to diversity, equity, and inclusion in employment practices. Despite limitations in data due to the small staff size, the agency focuses on continuous improvement in policies informed by HR information and staff feedback.

1 views • 6 slides

This report by Jarrold and Sons Ltd compares gender pay data from 2021, 2022, and 2023, showcasing a reduction in the mean and median pay gap. The company emphasizes its commitment to employee development and equal opportunities. Highlights include gender pay gaps, bonus pay differentials, quartile

0 views • 10 slides

The 2024 NJC Pay Campaign for council and school workers in England, Wales, and Northern Ireland involves a demand for a significant pay increase, a minimum hourly rate, and other benefits. Employers have offered a lower increase and rejected additional demands. The worth of the offer compared to th

0 views • 16 slides

This multi-year deal for the Probation Service outlines proposed changes to pay bands and pay points for the years 2022/23, 2023/24, and 2024/25. It includes numerical and alphabetical comparisons between current and proposed pay structures for different bands, along with a focus on specific pay ban

0 views • 14 slides

The Probation Service is undergoing a multi-year pay reform, with changes to pay point values in various pay bands over the course of a three-year transition period. This detailed information delves into the proposed changes, percentage increases, and the final pay structures to be achieved by 2024/

0 views • 13 slides

The Gender Pay Gap report at Oxford Health NHS FT covers key aspects including mean and median gender pay gaps in hourly pay, bonus gaps, proportion of employees receiving bonuses, and proportion of males and females in each pay quartile. The report also highlights workforce gender distribution, Age

0 views • 17 slides

The current offer for teacher pay is seen as a real-terms cut, undervaluing their efforts during the pandemic. Teachers are seeking fair and reasonable pay increases as the cost of living crisis intensifies. Negotiations are crucial for maintaining teacher morale and ensuring quality education. The

0 views • 24 slides

Pay negotiations in Higher Education (HE) sector for 2020/21 were impacted by the lockdown, leading to a pay freeze. Unions submitted a pay claim for 2021/22, including demands such as pay increase, addressing pay gaps, and work-related issues. The final pay offer for 2021/22 included a total paybil

0 views • 25 slides

Higher education unions submit pay claim for 2022/23 with demands including a pay increase, gender and ethnicity pay gap reviews, and a maximum 35-hour work week. The final pay offer is met with rejection, leading to a dispute process and balloting on strike action. The article details the consultat

1 views • 18 slides

Learn how to evaluate pay compression using compa-ratios and tenure data in Excel. The tutorial guides you through calculating compa-ratios for customer service representatives, comparing actual pay to the pay range midpoint, and identifying potential pay compression issues.

0 views • 23 slides

Explore how the Probation Service pay offer for 2022/23, 2023/24, and 2024/25 impacts staff members. The provided slides detail example pay journeys, the role of the Competency-Based Framework (CBF), and guidelines for understanding pay changes over the three-year deal. Gain insights into pay progre

0 views • 18 slides

Explore the world of payslips and overtime calculations with examples involving basic pay, overtime rates, gross pay, and net pay. Follow along as we calculate earnings for different scenarios like Joe the worker, Mark the joiner, Louise the admin assistant, and Zoe the nursery nurse. Understand how

0 views • 11 slides

The National Joint Council (NJC) plays a crucial role in negotiating local government pay for workers in England, Northern Ireland, and Wales. This article outlines the background, pay claims, offers, and negotiations involved in the 2020-21 NJC pay consultation for council and school workers, focus

0 views • 14 slides

The Fair Labor Standards Act (FLSA) is a federal law requiring employers to pay minimum wage and overtime compensation. Overtime pay is based on the regular rate of pay and hours worked in a workweek. The regular rate is calculated by dividing total earnings by total hours worked in the workweek and

0 views • 27 slides

The National Joint Council (NJC) comprises representatives from UNISON, other trade unions, and employers negotiating local government pay for workers in England, Northern Ireland, and Wales. The NJC Pay Consultation for 2020-21 involved pay claims, discussions, and offers, with unions like UNISON p

0 views • 13 slides

Local government workers in the UK are advocating for a fair pay claim to address the disparity in earnings, with over half a million earning less than the Living Wage. The real value of pay has decreased since 2010, leading to financial struggles for many workers. Support for the Living Wage is gro

0 views • 19 slides

Recent negotiations concerning pay increases and other matters for university and college employees have resulted in a final pay offer for the 2022/23 period. The offer includes specific percentage increases based on pay point brackets and addresses issues such as gender pay gap, workload, casual co

0 views • 17 slides

Higher Education pay negotiations in the UK for the year 2020/21 faced hurdles like a pay freeze, limited joint work on gender and ethnic pay gaps, and other important issues. Unions submitted a pay claim demanding a rise, but due to COVID-19, negotiations were disrupted. Despite rejection of the pa

0 views • 22 slides

Gender Pay Gap (GPG) Report at Abbeycroft Leisure reveals a mean gender pay gap of -13.52% and a median gap of -3.81%. While women earned more on average than men, there was no bonus gender pay gap due to no bonuses paid in the relevant period. The composition of the workforce, bonus gender pay gaps

0 views • 7 slides

Learn about calculating basic pay, overtime, gross pay, and net pay through real-life examples of employees like Joe, Mark, Louise, and Zoe. Understand the concept of hourly rates, overtime rates, deductions, and take-home pay in salary calculations for different job roles.

0 views • 11 slides

The FAIR principles - Findable, Accessible, Interoperable, and Reusable - provide a framework for ensuring scientific data in biomedical research is managed and shared effectively. This informative session delves into the theory and practice of FAIR principles, emphasizing the importance of data qua

0 views • 28 slides

Fair queueing, a fundamental mechanism for fair bandwidth allocation in networks, has evolved over the years. Core-Stateless Fair Queueing (CSFQ), proposed two decades ago, offers a stateless solution but faces challenges for widespread adoption in data centers. The need for hierarchical fair queuei

0 views • 22 slides

ProTech services consist of multiple-award contracts under five domains. Fair Opportunity is the standard for competition in task order contracts. Contractors must be given a fair opportunity for consideration. The process should be fair, planned, and well-documented. The Traditional Fair Opportunit

0 views • 14 slides

This report presents the gender pay gap data for Linley & Simpson Ltd as of 5th April 2022, highlighting a 46% ordinary pay gap and detailing efforts towards aligning pay for jobs of equal value. The company emphasizes fair pay, diversity, inclusion, and development opportunities. Factors impacting

0 views • 6 slides

The gender pay gap persists, with women earning significantly less than men due to various factors including caring responsibilities, low-skilled jobs, part-time work, and discrimination. In 2023, the national median pay gap stands at 9.4%. NHS Gloucestershire ICB has reported a mean gender pay gap

0 views • 7 slides

Local Government Association (LGA) has made revised pay proposals following a series of negotiations and consultations. The updated proposals include various elements like pay increases, lump sum payments, and removal of certain pay structures. The status of these proposals suggests a likelihood of

0 views • 11 slides

The 2018 Gender Pay Gap analysis for Savills Management Resources Ltd reveals a mean hourly full pay gap of -1.3% and a median hourly full pay gap of -12.3%, both favoring female employees. However, the mean bonus pay gap slightly favors male employees by 0.1%, while the median bonus pay gap favors

0 views • 4 slides

Promoting fair treatment, respect, and legal protection for all workers on our site. Empowering them with the right to fair pay, respect, and assistance, including control over their finances and the ability to seek help confidentially. Encouraging workers to assert their rights and providing access

0 views • 5 slides

Changes in pay band structures and scales have been implemented to benefit staff members at the top of their pay bands, those ineligible for pay progression, new starters, and recently promoted employees. Details include adjustments for staff on pay band maximums, removal of minimum points in pay ba

0 views • 4 slides

Employers in higher education have made a final pay offer for 2016/17, prompting UNISON's consulting and recommendations to reject. The offer includes different percentage increases for pay points and implications for hourly rates, living wage, and pay-related inequality. UNISON emphasizes the need

0 views • 17 slides

The Gender Pay Gap Report as of 31st March 2023 for Oxford Health NHS FT highlights the difference in average earnings between men and women. Employers with 250 or more employees are required to comply with gender pay gap reporting regulations. The report includes data and calculations for mean and

0 views • 11 slides

Around 5.7 million people are employed in the UK public sector, where pay constitutes a significant portion of government expenditure. Pay negotiations involve various sectors, including the armed forces, police, teachers, and NHS, with government ministers and review bodies playing key roles in det

0 views • 15 slides

This session provides guidance on accessing and interpreting your pay stub as an agency employee. It covers topics such as accessing pay stubs online, comparing CWA with Phoenix pay stubs, understanding pay codes and acronyms, reporting errors, and more. The session also explains how to access your

0 views • 25 slides

Employee Self-Service (ESS) at Winston K12 allows employees to easily access and view their pay stubs online. By following the instructions provided, employees can log in to the ESS website, verify their status, and proceed to view their pay information. Registration is required for all users, and t

0 views • 6 slides

The NJC Pay Award 2018-2020 briefing outlines key features of the pay and grading structures, including pay points, increases, and implications for academy trusts. The award covers a two-year period with adjustments to the pay spine and aims to address compression issues, providing stability and str

0 views • 14 slides