Council report proposes controversial "dismissal and reengagement" scheme

The GMB union has hit out at Bournemouth, Christchurch and Poole (BCP) Council over plans that could see the local authority pursue a "fire and rehire" scheme in an effort to establish a pay structure that complies with equal pay laws.

The council's chief executive, Graham Farrant, is set to recommend the local authority's cabinet launch a collective consultation on a "dismissal and reengagement" process next week (10 December).

However, the GMB has denounced the proposal, claiming the “council may have wasted millions of pounds on a new, unfit-for-local-government job evaluation scheme”.  

The unitary authority has been attempting to reach a collective agreement with GMB Union and Unison on a new fair pay and grading structure offer since February 2023.

The council's 'Pay and Reward' project aims to introduce a single pay structure and consistent conditions to address any inconsistencies and inequalities in pay across the organisation from the merger of the three preceding councils in 2019.

In a report on the plan, Farrant said it would ensure that "colleagues are fairly and equally compensated for their work" and that staff doing the same level of work will receive equal pay.

According to the report, efforts to implement the plan have stalled after GMB members voted to reject a series of council offers.

Unison meanwhile voted to accept, but the council needs the agreement of both unions in order to progress.

"Whilst we have remained committed to working constructively with both GMB and UNISON through collective bargaining, we feel that we have now exhausted all non-statutory discussions with a view to reaching a collective agreement", the report noted.

The report said the council may now have to pursue the "last resort" option of "dismissal and reengagement".

It added: "We had always hoped to avoid this option through positive and exhaustive negotiation but regret that there may now not be any further option available given that the Council has a legal obligation to comply with equal pay laws and there are no additional finances available to enhance the existing offer."

The report recommends the cabinet seek to commence collective consultation under s188 of the Trade Union and Labour Relations (Consolidation) Act 1992.

If the cabinet agrees on the plan, the council will engage in collective consultation with the trade unions on potential future dismissals, which might be required where colleagues do not voluntarily agree to accept a direct offer of the proposed changes.

A dismissal "would be accompanied by an offer of immediate reengagement on the terms set out in our offer", the report said.

If these negotiations fail, the council said it will then consult individually with colleagues.

Nick Day, GMB Senior Organiser said: "The council, through its own dreadful and inept communication with its staff, has been unable to appease concerns over its new and expensive job evaluation scheme, so it's now decided to threaten its own staff instead - how on earth will this appease their concerns?

"We are asking every elected politician in Bournemouth, Christchurch and Poole to call for the withdrawal of this disgraceful proposal and that management get back around the table like adults instead of acting like children who can't get their own way.

"Meanwhile its staff's Christmases are now full of worry and concern for their jobs, all because they are continuing to raise legitimate concerns about working practices."

Graham Farrant, chief executive at BCP Council, said: “We know that doing nothing is not an option – we must put in place a fair and consistent pay structure, and terms and conditions, to address the ongoing pay inequalities that remain in our organisation some five and a half years after BCP Council was formed following local government reorganisation. 

“We have no plans to serve notice to colleagues before Christmas and we are simply ensuring that we have the right processes in place should we need them as a last resort. 

“As a responsible council, we are firmly committed to reaching a negotiated agreement, but it is only right that we prepare plans should we not reach that position, even if we do not need to use them. 

“The report to Cabinet on 10 December sets out the options that would allow the Council to progress with its proposed pay structure if we cannot reach a negotiated agreement.”  

Adam Carey