Njc green book download

All search results are from google search results. Please respect the publisher and the author for their creations if their books are copyrighted. Please contact us or the content providers to delete copyright contents if any and email us, we'll remove relevant links or contents immediately. The claim is for:. Councils will be consulted in the usual way through a series of regional pay briefings during September and October.

Further information about this event will be circulated shortly. As with the previous updates, we have issued two versions; one showing all track changes, the other not.

Green Book 13Mar19 tracked version. Green Book 13Mar19 untracked version. As part of the pay deal, the NJC agreed to conduct a joint review of term-time working to consider " an NJC approach to deliver fair, consistent and transparent contracts for school support staff and term-time only staff not employed in schools ".

To support the review, the NJC Joint Secretaries are being advised by employer practitioners from local authorities and a multi-Academy Trust and local trade union representatives. The NJC has produced Part 4 12 cover circular 18Feb Tech Note 15 Market Supplements Jan16 The LGS Employers have today This is a consequence of local pay and grading structures in local government.

Advice on Scheme Boundaries Download from resources at the bottom of this page. Advice on where to place a scheme boundary when an employer insists on using two job evaluation schemes for posts below Chief Officer level.

Part 4 of the Green Book contains joint guidance on pay and grading reviews, equal pay audits and equality impact assessments. The Trade Union Side Guide to Local Government Grading and Pay issued in had been updated to reflect developments in local government, equality law and key learning points.

There are new sections on post single status equal pay auditing, introducing the real Living Wage and dealing with equal pay issues arising from restructuring and reorganisation and employer cuts to conditions. The guide is intended for use by branches with members in organisations that provide local government related services, including schools. It should be useful for union representatives who are new to local pay and grading reviews. It is two parts — Part 1 covers negotiating issues and Part 2 legal issues.

The guide aims to demystify the process of grading and pay reviews and to explain the jargon. It takes you through the key technical decisions to be made and the issues likely to arise in carrying out local grading and pay reviews. It sets out best practice and alerts union representatives to the main pitfalls. It is designed to be read in sections as you proceed through a review. For union representatives who have negotiated pay and grading reviews before, the guide gives technical and legal updates.

There have been significant developments in the law that impact on pay and grading. There are also new trends in human resource management relating to employee reward. These have been included in the guide.

The updated guide also draws on our experiences of undertaking local grading and pay reviews. Although there are separate national agreements in Scotland and the rest of the UK, this advice applies equally in Scotland. The legal principles underpinning the equal pay legislation are identical and those underpinning single status pay and grading reviews are also the same.

The Supplement is intended for lay representatives and paid officials, particularly those closely involved in or supporting union representatives carrying out local grading and pay reviews, such as members of the local negotiating team and full-time officials.

The content goes into more detail on some of the topics covered in Part 2, particularly in relation to the law.

It assumes that you have a working knowledge of equal pay and discrimination law i. There are some new topics in the Supplement not included in Part 2 but most sections have a related section in Part 2 which should be read first. The predecessor guide to Keeping Pay Equal. Useful for those who have not previously been involved in carrying out a local pay and grading review.