Cynical Council Buy-Outs
A regular reader of the blog site has been doing her own FOI research - and has uncovered this little 'gem' from South Tyneside Council.
The quote is an extract from a council report - explaining how to buy-out people's equal pay claims on the cheap.
In fact the very same approach used by many councils in Scotland - and was often endorsed by the trade unions, tacitly or otherwise.
Just goes to show how cynical some people are - no doubt many of them would regard themselves as 'good socialists' - but how they can sleep at night is beyond me.
"Mrs. X. has been employed by South Tyneside Council since 1997 and works as a both a Cleaner and School Kitchen Assistant.
Whilst her combined weekly hours of work (based upon contractual hours) totals 33 hours per week, a separate calculation would be undertaken for each job that she holds and the combined compensatory payment would not exceed a maximum stated payment of £8,000.
In addition to the compensatory payment, Mrs. X would be potentially eligible to receive an interim payment based upon her combined weekly hours and length of employment.
The maximum cost to the Council for any individual employee, based upon the two types of payment, would therefore be £9,200.
For the Council, this compares favourably to a potential payment from the Employment Tribunal of £30,000 compensation and the ability to submit further claims if the authority then fails to implement job evaluation."
The quote is an extract from a council report - explaining how to buy-out people's equal pay claims on the cheap.
In fact the very same approach used by many councils in Scotland - and was often endorsed by the trade unions, tacitly or otherwise.
Just goes to show how cynical some people are - no doubt many of them would regard themselves as 'good socialists' - but how they can sleep at night is beyond me.
"Mrs. X. has been employed by South Tyneside Council since 1997 and works as a both a Cleaner and School Kitchen Assistant.
Whilst her combined weekly hours of work (based upon contractual hours) totals 33 hours per week, a separate calculation would be undertaken for each job that she holds and the combined compensatory payment would not exceed a maximum stated payment of £8,000.
In addition to the compensatory payment, Mrs. X would be potentially eligible to receive an interim payment based upon her combined weekly hours and length of employment.
The maximum cost to the Council for any individual employee, based upon the two types of payment, would therefore be £9,200.
For the Council, this compares favourably to a potential payment from the Employment Tribunal of £30,000 compensation and the ability to submit further claims if the authority then fails to implement job evaluation."
