7,000 council workers facing sack

Mar 2 2009 by Alison Rennie, Paisley Daily Express

THOUSANDS of council staff are facing the sack if controversial plans being considered by the local authority get the go-ahead.

All employees apart from chief officers, teaching staff and craft workers would be affected by the move.

Around 7,000 individuals could be fired if negotiations with the trade unions over terms and conditions break down.

They would lose their jobs and then be re-hired under new terms and conditions laid down by the council.

Bosses at Renfrewshire Council have been in discussion with unions since June last year and are now due to enter a 90-day consultation period with them.

If, at the end of that time no deal has been reached all staff will be sacked.

Councillors will consider the move at a special meeting later today.

Council bosses have stressed the move would be a last resort and would have to be approved by councillors.

A similar option to fire then re-hire was available but not used during the negotiations in 2006 on a council-wide pay and grading agreement.

That was agreed through negotiation and approved by a ballot of trade union members.

Mark Ferguson, secretary of the Renfrewshire Council branch of Unison, which has more than 4,000 members, said the union was mindful of the potential breakdown of industrial relations if no agreement is reached and the council decides to go ahead with the move.

He added: “Unison are committed to a package of terms and conditions that are non-discriminatory and would seek to resolve any difficulties through negotiation.

“We are committed to reaching an agreement on terms and conditions in the same manner as was reached on pay and grading in 2006.”

Key elements of the new terms and conditions include standardising annual leave, extending access to flexible working, and recognising long service with an additional two days annual leave bringing that total to 30 days. Interest free loans for travel passes will also be introduced.

If it goes ahead staff service with the council would be treated as continuous for the purpose of employment protection rights, including entitlements regarding annual leave, occupational sickness scheme, occupational maternity scheme and pension rights.

A council spokesperson said: “We believe the proposals strike a balance by promoting a modern, flexible approach delivering services to suit our customers at the times they want and at the times they need them.

“They also provide greater opportunities for flexible working which can improve both the delivery and availability of our services.

“Overall, our main aims are to improve services and the terms and conditions for our staff.”

The spokesman added: “We very much hope the unions and our employees will back these proposals. It’s certainly our intention to reach a negotiated agreement.

“But because of the need to keep modernising and improving our services, we do need to retain all options for implementing change.”