Issue - meetings

Cabinet Members are asked to agree recommendations for implementing the Living Wage for employees with council contracts from 1 April 2013 with a further phase of activity promoting the Living Wage with all suppliers and partners during 2013/14.

RESOLVED:       That Cabinet agree to the following for implementing a Living Wage for staff employed within the council:

i)             To adopt an approach for paying a Living Wage for employees with council contracts (excluding apprentices and casual staff), based initially on a discretionary supplement, commencing from 1^st April 2013.

ii)            The draw-down of £338k from the Economic Infrastructure Fund to support the Living Wage proposals in the first year for staff with council contracts, including helping schools work towards implementing the Living Wage.

iii)          To develop plans and actions which seek to embed the Living Wage in job design and pay structures by April 2014.

iv)          To agree, as part of the budget process each year, to review the uplift the Living Wage rate annually where possible, informed by information available from national pay negotiations.

v)           To agree ongoing work on the apprentices scheme to establish a Living Wage for apprentices and eventual employment at grades above the Living Wage.

vi)          To embed the Living Wage in procurement activity by April 2014.

REASON:      To deliver a commitment to address low pay for council employees, tackle in-work poverty and as a step towards reducing income inequality which, with the support of other employers in York, will deliver benefits to the whole community.

Members considered a report which reaffirmed the City of York Council’s commitment to implement the Living Wage from 1 April 2013 for all Council staff earning below the national living wage of £7.45, in response to the Fairness Commission’s initial report. It was confirmed that a further phase would follow during 2013/14 with its promotion to all suppliers and partners.

Further information on the numbers of staff affected, the consultation undertaken, ongoing pay implications and the effect on apprentices and casual workers were set out in the report at paragraphs11 to 42.

Members were informed that the only option under consideration was to implement a Living Wage for employees with council contracts building on the commitment already given to becoming a Living Wage Employer. This option would include working closely with the trade unions to develop an approach which minimised any impact on the Council’s pay and grading structure.

With reference to earlier comments the Cabinet Leader confirmed that the issue raised regarding casual staff required clarification however he was proud to be one of the first authorities supporting the implementation of the living wage.

RESOLVED:       That Cabinet agree to the following for implementing a Living Wage for staff employed within the Council:

i)             To adopt an approach for paying a Living Wage for employees with council contracts (excluding apprentices and casual staff), based initially on a discretionary supplement, commencing from 1^st April 2013.

ii)            The draw-down of £338k from the Economic Infrastructure Fund to support the Living Wage proposals in the first year for staff with council contracts, including helping schools work towards implementing the Living Wage.

iii)          To develop plans and actions which seek to embed the Living Wage in job design and pay structures by April 2014.

iv)          To agree, as part of the budget process each year, to review the uplift the Living Wage rate annually where possible, informed by information available from national pay negotiations.

v)           To agree ongoing work on the apprentices scheme to establish a Living Wage for apprentices and eventual employment at grades above the Living Wage.

vi)          To embed the Living Wage in procurement activity by April 2014. ^1.

REASON:      To deliver a commitment to address low pay for Council employees, tackle in-work poverty and as a step towards reducing income inequality which, with the support of other employers in York, will deliver benefits to the whole community.