The SACE Teachers Conference focuses on improving teacher education through developing a National Framework for Teacher Education in SA. The Ministerial Committee on Teacher Education aims to create a coordinated system for both initial and continuing professional education. Recommendations include

0 views • 34 slides

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

The Proposition 301 Plan for the 2020-21 academic year outlines a structured approach to pay increases for teachers. It includes three components: a 20% increase to base salary, 40% for meeting performance goals, and 40% for duties fulfilled from a set list of menu items. The plan also details speci

0 views • 19 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

The NJC Pay Consultation for council and school workers in 2022 involves a pay claim put forth by unions, seeking improvements such as pay increase, review of mileage rates, and additional leave days. On the other hand, the Employers' Offer includes a different set of proposals. This analysis compar

0 views • 14 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

This guide explains the Holiday Pay Premium system for union employees, detailing how hours worked on premium holidays are tracked and paid differently. It covers the introduction of new pay codes, eligible bargaining units, employee examples, timecard management, and important details on how CalTim

1 views • 12 slides

Breaking barriers and fostering transparency are essential steps in addressing the gender and ethnicity pay gap. Achieving workplace equity requires a multifaceted approach, including a stringent legal framework, promoting pay transparency, challenging traditional gender stereotypes, cultivating a c

0 views • 6 slides

The content advocates for a 10% pay rise for all teachers in Scotland, highlighting reasons why teachers deserve this increase. It addresses the impact of austerity on teachers, the role of banks in affecting teachers' pay, and the recruitment crisis in schools. The campaign emphasizes the importanc

1 views • 18 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

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

Learn why you should vote yes for strike action in the HE Pay 2018/9 issue. The current pay offer represents a real-terms pay cut, with unions pushing for better terms. Find out key dates, union negotiations, and how your vote can make a difference. Stay informed and make your voice count in the upc

0 views • 9 slides

The NHS Pay Review Body recommended a flat rate rise of £1,400 for all pay bands, with slight variations for top bands. Health unions are seeking above-inflation increases to absorb pension impacts and align with the real living wage. Inflation concerns are rising due to price hikes in energy, petr

0 views • 11 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

The Gender Pay Report for April 2021 reveals a gender pay gap at NGN, with women earning 11.2% less than men on average. Additionally, the report shows a bonus gap of 43%, indicating disparities in bonus pay between male and female employees. The workforce at NGN consists of 82.6% men and 17.4% wome

0 views • 7 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