Haddington Road Agreement 2013 - 2016 and Financial ... - TUI

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HADDINGTON ROAD AGREEMENT 2013 - 201682 PAY AND PRODUCTIVITYMEASURES2.1 The Parties agree that the followingmeasures will be implemented in order togenerate the required saving of €1 billion inthe Exchequer pay and pensions bill by2015.2.2 Unless otherwise specified, the measuresset out in this section and any sectoralappendix to this part will be implementedfrom 1st July 2013. The Parties note that anumber of these measures will requirelegislative change. The measures set out inthis section will be applied save as may bevaried in relevant sectoral appendices.2.3 When economic circumstances allow andthe public finances are restored to asustainable position, the pay measures thathave applied to public servants, includingthose under this Agreement, will bereviewed. As was stated in Paragraph 1.16of the Public Service Agreement 2010 –2014, it is reaffirmed that priority will begiven to public servants with pay rates at€35,000 or less in that review.Additional working hours2.4 The standard working hours of publicservants will increase as follows:• Those with a working week of 35 hoursor less (net of rest breaks) will increaseto a minimum of a 37 hour week. Theimplementation of these additional hoursfor specific groups is subject to thearrangements set out in Appendix 9.• Those with a working week that isgreater than 35 hours but less than 39hours (net of rest breaks) will increaseto a 39 hour week.• Working hours of those currently with anet working week of 39 hours orgreater will remain the same. However,an hour of overtime worked each weekfor these grades will be unpaid until 31stMarch 2014.2.5 The implementation of additional hourswill be on the basis of the following phasedarrangement:• The first 2 hours and 15 minutes will beimplemented from 1st July 2013.• Any remaining liability will beimplemented from 1st July 2015.Management will allow persons to opt toremain on their current hours withappropriate pay adjustments for a period,after which the provisions of Paragraph3.15 will apply.The actual implementation of theseproposals will require detailed consultationat workplace level in order to maximise thecapacity to accommodate issues foraffected individuals.Extra hours worked will be deployed andmay be aggregated on a daily, weekly orannual basis as best meets service demands,following local consultation, based on theprinciples agreed in each sector.The gross working week, inclusive ofbreaks, will increase as appropriate toreflect the increased net hours worked anddivisors for the calculation of overtime willbe adjusted accordingly.Staff will co-operate with the revisions torosters necessary for the full deployment ofthe additional hours and with anyconsequential revisions.No cost increasing claim will be madeconsequential on the increase in workingtime, including of leave.2.12 Nothing in this Agreement shall serve torestrict working arrangements involvinggreater flexibility in those sectors wherethey currently exist.Overtime2.13 Overtime arrangements are revised asfollows:For those on salaries of up to €35,000(inclusive of allowances in the nature ofpay), overtime will be paid at time and ahalf at the first point of the appropriatescale. This formula will not apply to anyscale where this provision would result inovertime being paid at less than time at anypoint on the scale. In the case of suchscales, the formula set out in (b) below willapply.For those on salaries (inclusive ofallowances in the nature of pay) of €35,000or greater, overtime will be paid at the rate
HADDINGTON ROAD AGREEMENT 2013 - 2016of time and a quarter at the individual’sscale point.2.14 Divisors for the calculation of overtime willbe adjusted to take account of anyadditional hours provided for above.2.15 For those grades currently with a workingweek of 39 hours or more (net of restbreaks), an hour of overtime worked eachweek will be unpaid until 31st March 2014.Premia2.16 Sunday staffing and other reforms:Management will actively seek to reducethe overall numbers of staff rostered forduty on Sundays. At the same time, all staffwill co-operate with measures to achievethe most cost-effective skill-mix andstaffing ratios to meet service needs. Anintensive engagement process will beginimmediately to review existing skill mixand staffing ratios to ensure that theseidentified needs are met. Co-operation willbe forthcoming for other measures toimprove efficiency and effectiveness ofhospital services, in particularconcentrating as much care provision aspossible into the Monday to Saturdayperiod. Staff co-operation will beforthcoming for the establishment ofhospital groups and for the re-organisationof services within and between thosegroups.2.17 Twilight payments and any equivalentpayments across sectors, will no longer bepayable.Increments and related balancingmeasures2.18 For those on salaries below €35,000(inclusive of allowances in the nature ofpay), a three month increment freeze willapply during the Agreement. This freezewill take effect after the next increment ispaid with the following increment beingawarded in fifteen months rather thantwelve, or equivalent if the incrementinterval is longer.2.19 For those on salaries between €35,000 and€65,000 (inclusive of allowances in thenature of pay), two three-month incrementfreezes will apply (total of a six monthfreeze) during the Agreement. As above,this would take effect after the nextincrement is paid but for two consecutiveyears there would be a fifteen month periodbetween increment dates. If the incrementinterval is longer than 12 months, the freezewill be for a single 6 month period.2.20 For those on salaries above €65,000(inclusive of allowances in the nature ofpay) to the max of the Principal (higher)scale or equivalent in the civil service orsimilar across the Public Service, two sixmonth increment freezes will apply. Thesefreezes will take effect after the payment ofthe next due increment with the followingtwo increments being awarded in 18months rather than 12 months, orequivalent if the increment date is longer.2.21 Incremental progression will be suspendedfor three years for those on salary scalesstarting over €100,000 (inclusive ofallowances in the nature of pay).2.22 Where an employee’s salary (inclusive ofallowances in the nature of pay) surpasses€35,000 during the Agreement, a secondincremental freeze of three months willapply, in accordance with the arrangementsfor those on salaries between €35,000 and€65,000, inclusive of allowances in thenature of pay outlined above.2.23 If a person’s salary increases above€65,000 (inclusive of allowances in thenature of pay) during the Agreement, thepay reduction provisions outlined belowwill apply.2.24 For those currently on the final point on theincremental scale and with salaries between€35,000 and €65,000 (inclusive ofallowances in the nature of pay), thefollowing arrangements will apply, apartfrom those grades with an annual leaveentitlement of 23 days or less, in theinterests of equity:• A total reduction of annual leaveentitlement over the period of theAgreement of 6 days; Or• A cash deduction from salary of anequivalent amount to the value of the 6annual leave days or a half of the mostrecent increment, whichever is the lesser.2.25 For those on salaries between €35,000 and€65,000 (inclusive of allowances in thenature of pay) and who reach the maximumof the scale following a single 15 monthincremental period, a reduction of annual9
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