Some information follows about implementation of the gains we won through industrial action. We believe that as well as greater fairness for workers, these gains will bring benefit to St Mungo’s and its clients through improved recruitment, retention and morale. Happy staff = happy clients.
Ex-St Mungo’s workers
Please note that people who have left St Mungo’s since April, or who leave before the improvements have been fully implemented, will be entitled to back payments for the time they were still at St Mungo’s from 1 April 2023 onwards. We will try to let leavers know but you can help by passing on this information to anyone you know who has left St Mungo’s since April.
Timetable for implementation
At the JNC on Tuesday we questioned management about the implementation of the agreement which ended the strike. The information we have so far about the timetable for implementation is as follows.
1. St Mungo’s Allowance
This one really ought to be called the Unite allowance, since it was Unite that won it! The extra £1200 per year will be implemented with effect from the October payroll.
2. Increase in annual leave
This applies from 1 October 2023. It apparently requires manual implementation on Cascade and it’s not known how long that will take. However, if you want to take the extra leave before it’s been applied on Cascade, you can go into a small leave deficit.
3. Improved mileage rates become permanent
This is already in effect. The mileage rate is 56p for cars. Under pressure from our shop, St Mungo’s has done more than almost all other employers to recognise the increased cost of travel.
4. Family friendly policies
We do not yet have a timeframe for this but St Mungo’s commitment to ensure family friendly policies in areas such as maternity and paternity leave, carers’ leave, sickness and compassionate leave will be developed in consultation with Unite and others over the coming months. Unite will fully participate in this discussion and consult members about our input throughout. Please share your views with me or any rep.
5. Removal of the probationary period when moving to a new role internally
This has been implemented.
6. Commitment to a review of spot pay
We are waiting for a timescale for this.
7. No pay increase for Executive Directors in 2023/24
Current financial year.
8. Well-being fund for teams
We’ll let you know when we have more information about this.
9. Lobbying, with partners, for better funding across the homelessness sector
Unite should be foremost among those partners. Our union already campaigns for better funding for homelessness services and we are ready to work with St Mungo’s leadership on what should be a shared objective.
10. A commitment to sharing financial information
This is to take place quarterly. We will see how comprehensive the information shared is. Unite will insist on openness about finances which has so far been lacking.
11. Early payment of the NJC award
The element already offered by the employers’ side at the NJC will first appear on payslips in November. If the final NJC agreement is greater than this, the difference will be paid when finalised.
Reps’ election
Nominations are open until 2 October. Candidates must be nominated by two members of St Mungo’s Unite. If you have any questions, please get in touch with Steve.O’Donnell@unitetheunion.org or me.
The more members we have, the more we can achieve
Unite is the most powerful union in the country and is here for members when they need it – the subs are worth every penny! Please encourage every member of your team to join Unite. They can use this link to sign up
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