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Wales email: 24 November 2020 / E-bost Cymru: 24 Tachwedd 2020

24 November 2020

In today's email:

  1. FE pay 
  2. Covid-19 update  

1. FE pay 

The further education (FE) joint trade unions (JTUs) met with the employers (CC) on 11 Nov 2020 to discuss their response to the pay offer from CC. As a consequence of the differential offer on pay the JTUs informed CC that they were only able to note the offer. Following that meeting CC wrote again to improve their offer to business support staff as follows:
 
'Following the meeting, members have had an opportunity to reflect on the allocation of funding available. As a result the following settlement will be actioned in order to hopefully reach pay packets as soon as possible. The exact terms are as follows:

  • business support staff of 3.1% 
  • staff on MG1 8.48% 

  • staff on other MG grades 3.75% 

  • staff on UP grades 2.75% 

  • managers 2.75%.

The settlement preserves as far as is possible pay parity with teachers which is a requirement of the additional funding provided by the minister. It also provides for an increase elsewhere of 2.75% and 3.1%, which is in excess of the LRD Pay Line median which currently stands at 2.0%. The members of the Forum appreciate the wider point being made by JTU in respect of differentiated settlements, but at this time the view is that we should end this year's negotiations. With the terms of a Welsh Government funded independent survey being agreed with officials and the resolution of concerns regarding holiday use and accrual being resolved over the summer, I hope that the JTU can agree that the employers have met and indeed exceeded the terms requested in the pay claim for 2020/21.'
 
We expect the pay increase backdated to 1st August to be paid in the December pay packet.
 
2. Covid-19 update

Welsh government is finalising arrangements for university Christmas travel. Students are encouraged to obtain an asymptomatic Covid-19 test and to take extra-care prior to returning home. The ambition is to complete this process by December 9 2020.
 
UCU is actively participating in these discussions to ensure that staff safety remains paramount by:

  1. insisting that medically vulnerable members are protected
  2. nailing down the need to link decisions with a scientific evidence base

  3. scrutinizing guidance and proposing changes so that it reflects the safety of members

  4. fully examining the implications of student January returns.

We have adopted the same proactive approach in underlining the essential differences between colleges and schools. All too often, this distinction can be overlooked by policy makers. This is one of the reasons why we have pushed for a Public Health Wales Q&A. Ultimately, social partnership requires transparency in decision making.
 
2021 has been an exhausting year. Staff should have the opportunity to rest and recharge over Christmas break. Working with branches and representatives, rest assured that we will do everything that we can to make sure that work-place safety is one less thing to worry about.
 
In solidarity,

UCU Wales


Yn e-bost heddiw:

  1. Cyflog addysg bellach 
  2. Diweddariad ar Covid-19 

1. Cyflog addysg bellach 

Cynhaliodd Cyd-Undebau Llafur Addysg Bellach gyfarfod â'r cyflogwyr ar 11 Tachwedd i drafod eu hymateb i'r cynnig cyflog a gafwyd gan y cyflogwyr. O ganlyniad i'r ffaith mai cynnig gwahaniaethol o ran cyflog a wnaed, rhoddodd y Cyd-Undebau Llafur wybod i'r cyflogwyr mai dim ond nodi'r cynnig yn unig yr oedd modd iddynt ei wneud. Ar ôl y cyfarfod, ysgrifennodd y cyflogwyr eto er mwyn gwella eu cynnig i staff cymorth busnes fel a ganlyn: 
 
'Ar ôl y cyfarfod, cafodd yr aelodau gyfle i fyfyrio ar ddyrannu'r arian sydd ar gael. O ganlyniad i hyn, rhoddir y setliad canlynol ar waith, yn y gobaith y bydd yn cyrraedd pecynnau cyflog cyn gynted â phosibl. Mae'r union delerau fel a ganlyn: 

  • staff cymorth busnes 3.1% 
  • staff ar MG1 8.48% 
  • staff ar raddau MG eraill 3.75% 
  • staff ar raddau UP 2.75% 
  • rheolwyr 2.75%.

Mae'r setliad yn cadw, i'r graddau sy'n bosibl, gydraddoldeb cyflog ag athrawon, sef un o'r gofynion sy'n ynghlwm wrth yr arian ychwanegol a roddwyd gan y gweinidog. Mae hefyd yn darparu ar gyfer cynnydd o 2.75% a 3.1% mewn mannau eraill, sy'n fwy na llinell cyflog canolrifol yr Adran Ymchwil ar Lafur (LRD), sef 2.0% ar hyn o bryd. Mae aelodau o'r Fforwm yn gwerthfawrogi'r pwynt ehangach y mae'r Cyd-Undebau Llafur yn ei wneud mewn perthynas â setliadau gwahaniaethol, ond ar hyn o bryd y farn yw y dylwn ddod â negodiadau eleni i ben. Gan y cytunwyd â swyddogion ar delerau arolwg annibynnol a ariennir gan Lywodraeth Cymru, ac yr aed i'r afael â phryderon ynghylch defnyddio a chronni lwfansau gwyliau dros yr haf, rwyf yn gobeithio y gall y Cyd-Undebau Llafur gytuno bod y cyflogwyr wedi bodloni'r termau y gofynnwyd amdanynt yn yr Hawliad Cyflog ar gyfer 2020/21, ac wedi mynd y tu hwnt iddynt mewn gwirionedd.'
 
Rydym yn disgwyl y caiff y codiad cyflog wedi'i ôl-ddyddio i 1 Awst ei gynnwys ym mhecyn cyflog mis Rhagfyr.
 
2. Diweddariad ar Covid-19

Mae Llywodraeth Cymru wrthi yn cwblhau'r trefniadau i brifysgolion ar gyfer teithio adeg y Nadolig. Caiff myfyrwyr eu hannog i gael prawf Covid-19 asymptomatig a chymryd gofal ychwanegol cyn dychwelyd adref. Y bwriad yw cwblhau'r broses hon erbyn 9 Rhagfyr. 
 
Mae UCU yn cymryd rhan weithredol yn y trafodaethau hyn er mwyn sicrhau bod diogelwch y staff yn parhau'n hollbwysig drwy wneud y canlynol: 

  1. mynnu bod yr aelodau sy'n agored i niwed yn feddygol yn cael eu diogelu 
  2. cadarnhau'r angen i gysylltu penderfyniadau â sail tystiolaeth wyddonol 

  3. craffu ar ganllawiau a chynnig newidiadau er mwyn adlewyrchu diogelwch yr aelodau 

  4. archwilio'n llawn y goblygiadau sy'n gysylltiedig â myfyrwyr yn dychwelyd ym mis Ionawr.

Rydym wedi mabwysiadu'r un dull rhagweithiol drwy dynnu sylw at y gwahaniaethau hanfodol rhwng colegau ac ysgolion. Yn rhy aml o lawer, gall gwneuthurwyr polisïau ddiystyru'r gwahaniaeth hwn. Dyma un o'r rhesymau pam rydym wedi gofyn am gael Cwestiynau Cyffredin gan Iechyd Cyhoeddus Cymru. Yn y pen draw, mae angen bod yn dryloyw wrth wneud penderfyniadau mewn partneriaethau cymdeithasol. 
 
Mae 2020 wedi bod yn lladdfa. Dylai staff gael y cyfle i orffwys a chael eu cefnau atynt dros wyliau'r Nadolig. Dylech fod yn dawel eich meddwl y byddwn yn gwneud popeth o fewn ein gallu, gan weithio gyda changhennau a chynrychiolwyr, i sicrhau nad oes angen poeni am ddiogelwch yn y gweithle ar ben popeth arall. 
 
Mewn undod,

UCU Cymru

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