Co-op equal pay claim
Discussion
https://www.lincolnshirelive.co.uk/news/local-news...
More than 100 (mostly female) shop workers have launched a claim stating they should be paid the same as staff in the distribution centres.
Interesting how it's become a gender thing. The comment about 'mostly men' working in the distribution centre indicates this.
I have worked in distribution centres and there have been male and female staff. We all got the same wage.
I don't understand how someone who works in the shops can claim their job is the same as the distribution centre roles.
More than 100 (mostly female) shop workers have launched a claim stating they should be paid the same as staff in the distribution centres.
Interesting how it's become a gender thing. The comment about 'mostly men' working in the distribution centre indicates this.
I have worked in distribution centres and there have been male and female staff. We all got the same wage.
I don't understand how someone who works in the shops can claim their job is the same as the distribution centre roles.
Oakey said:
Why equal pay to the distribution centre workers, why not equal pay to the CEO?
It's a good point. Unless the CEO doesn't have any stress.
In the article they note that although their work is different, it's of equal value. Is that the new route they take?
Anyone could argue they offer equal or more value then anyone else in a business.
"The Same as in the distribution centres" but funnily enough they didn't want to actually apply to this job that offered the same work for more pay.
Might possibly have something to do with it being far more physically demanding and (likely)with a longer commute to get there....
In today's world though they will probably win as seen by the success of workers at Asda claiming something similar.
Might possibly have something to do with it being far more physically demanding and (likely)with a longer commute to get there....
In today's world though they will probably win as seen by the success of workers at Asda claiming something similar.
I don't know the background to this particular claim, but I suspect a lot might turn on whether there has ever been a proper job evaluation scheme across the company.
When I worked for the NHS, I was a union steward working at national level and I got very involved in Agenda For Change, which was a new pay and conditions agreement that followed what was described as the biggest exercise in job evaluation ever carried out. The NHS employ everything from gardeners to brain surgeons, so there were in the end 16 different categories of evaluation from education and training, to communication skills, working conditions, etc. I think previous job evaluations only looked at five or six areas, so this was enormous. Points were scored on each category, and trotted up at the end, and applied to a series of pay bands, each with its own series of annual increments. It was an enormous task.
It all started off with gender pay claims, which the NHS had to respond to, but at the end of the day everybody could be assured that they were valued at the worth of their job to the organisation, and a good attempt had been made to make sure that the sexes were not paid differently on any arbitrary or discriminatory basis.
Of course there were contentious issues along the way, as you would expect from any venture of this scale, but on the whole I was impressed with the way it was carried out. It was a fascinating way to spend a couple of years.
If the Coop cannot demonstrate that they have made an effort to properly evaluate jobs in their organisation, they are open for a pasting.
When I worked for the NHS, I was a union steward working at national level and I got very involved in Agenda For Change, which was a new pay and conditions agreement that followed what was described as the biggest exercise in job evaluation ever carried out. The NHS employ everything from gardeners to brain surgeons, so there were in the end 16 different categories of evaluation from education and training, to communication skills, working conditions, etc. I think previous job evaluations only looked at five or six areas, so this was enormous. Points were scored on each category, and trotted up at the end, and applied to a series of pay bands, each with its own series of annual increments. It was an enormous task.
It all started off with gender pay claims, which the NHS had to respond to, but at the end of the day everybody could be assured that they were valued at the worth of their job to the organisation, and a good attempt had been made to make sure that the sexes were not paid differently on any arbitrary or discriminatory basis.
Of course there were contentious issues along the way, as you would expect from any venture of this scale, but on the whole I was impressed with the way it was carried out. It was a fascinating way to spend a couple of years.
If the Coop cannot demonstrate that they have made an effort to properly evaluate jobs in their organisation, they are open for a pasting.
Roofless Toothless said:
I don't know the background to this particular claim, but I suspect a lot might turn on whether there has ever been a proper job evaluation scheme across the company.
When I worked for the NHS, I was a union steward working at national level and I got very involved in Agenda For Change, which was a new pay and conditions agreement that followed what was described as the biggest exercise in job evaluation ever carried out. The NHS employ everything from gardeners to brain surgeons, so there were in the end 16 different categories of evaluation from education and training, to communication skills, working conditions, etc. I think previous job evaluations only looked at five or six areas, so this was enormous. Points were scored on each category, and trotted up at the end, and applied to a series of pay bands, each with its own series of annual increments. It was an enormous task.
It all started off with gender pay claims, which the NHS had to respond to, but at the end of the day everybody could be assured that they were valued at the worth of their job to the organisation, and a good attempt had been made to make sure that the sexes were not paid differently on any arbitrary or discriminatory basis.
Of course there were contentious issues along the way, as you would expect from any venture of this scale, but on the whole I was impressed with the way it was carried out. It was a fascinating way to spend a couple of years.
If the Coop cannot demonstrate that they have made an effort to properly evaluate jobs in their organisation, they are open for a pasting.
It’s not a huge surprise that the NHS would spunk away huge sums of cash on rubbish like this.When I worked for the NHS, I was a union steward working at national level and I got very involved in Agenda For Change, which was a new pay and conditions agreement that followed what was described as the biggest exercise in job evaluation ever carried out. The NHS employ everything from gardeners to brain surgeons, so there were in the end 16 different categories of evaluation from education and training, to communication skills, working conditions, etc. I think previous job evaluations only looked at five or six areas, so this was enormous. Points were scored on each category, and trotted up at the end, and applied to a series of pay bands, each with its own series of annual increments. It was an enormous task.
It all started off with gender pay claims, which the NHS had to respond to, but at the end of the day everybody could be assured that they were valued at the worth of their job to the organisation, and a good attempt had been made to make sure that the sexes were not paid differently on any arbitrary or discriminatory basis.
Of course there were contentious issues along the way, as you would expect from any venture of this scale, but on the whole I was impressed with the way it was carried out. It was a fascinating way to spend a couple of years.
If the Coop cannot demonstrate that they have made an effort to properly evaluate jobs in their organisation, they are open for a pasting.
Why would the private sector have to engage in such bulls
t? You pay what is needed to fill the role, if the warehouse pays more there is a reason for it.It’s just agitation no more no less, the unions desperate for any relevance outside the public sector.
nikaiyo2 said:
Roofless Toothless said:
I don't know the background to this particular claim, but I suspect a lot might turn on whether there has ever been a proper job evaluation scheme across the company.
When I worked for the NHS, I was a union steward working at national level and I got very involved in Agenda For Change, which was a new pay and conditions agreement that followed what was described as the biggest exercise in job evaluation ever carried out. The NHS employ everything from gardeners to brain surgeons, so there were in the end 16 different categories of evaluation from education and training, to communication skills, working conditions, etc. I think previous job evaluations only looked at five or six areas, so this was enormous. Points were scored on each category, and trotted up at the end, and applied to a series of pay bands, each with its own series of annual increments. It was an enormous task.
It all started off with gender pay claims, which the NHS had to respond to, but at the end of the day everybody could be assured that they were valued at the worth of their job to the organisation, and a good attempt had been made to make sure that the sexes were not paid differently on any arbitrary or discriminatory basis.
Of course there were contentious issues along the way, as you would expect from any venture of this scale, but on the whole I was impressed with the way it was carried out. It was a fascinating way to spend a couple of years.
If the Coop cannot demonstrate that they have made an effort to properly evaluate jobs in their organisation, they are open for a pasting.
It’s not a huge surprise that the NHS would spunk away huge sums of cash on rubbish like this.When I worked for the NHS, I was a union steward working at national level and I got very involved in Agenda For Change, which was a new pay and conditions agreement that followed what was described as the biggest exercise in job evaluation ever carried out. The NHS employ everything from gardeners to brain surgeons, so there were in the end 16 different categories of evaluation from education and training, to communication skills, working conditions, etc. I think previous job evaluations only looked at five or six areas, so this was enormous. Points were scored on each category, and trotted up at the end, and applied to a series of pay bands, each with its own series of annual increments. It was an enormous task.
It all started off with gender pay claims, which the NHS had to respond to, but at the end of the day everybody could be assured that they were valued at the worth of their job to the organisation, and a good attempt had been made to make sure that the sexes were not paid differently on any arbitrary or discriminatory basis.
Of course there were contentious issues along the way, as you would expect from any venture of this scale, but on the whole I was impressed with the way it was carried out. It was a fascinating way to spend a couple of years.
If the Coop cannot demonstrate that they have made an effort to properly evaluate jobs in their organisation, they are open for a pasting.
Why would the private sector have to engage in such bulls
t? You pay what is needed to fill the role, if the warehouse pays more there is a reason for it.It’s just agitation no more no less, the unions desperate for any relevance outside the public sector.
The fact we have created an environment where this sort of self licking lollipop is required is proof that we haven't actually had anything to worry about as a nation, so fill our time with nonsense to justify jobs.
Pointless.
Roofless Toothless said:
I don't know the background to this particular claim, but I suspect a lot might turn on whether there has ever been a proper job evaluation scheme across the company.
When I worked for the NHS, I was a union steward working at national level and I got very involved in Agenda For Change, which was a new pay and conditions agreement that followed what was described as the biggest exercise in job evaluation ever carried out. The NHS employ everything from gardeners to brain surgeons, so there were in the end 16 different categories of evaluation from education and training, to communication skills, working conditions, etc. I think previous job evaluations only looked at five or six areas, so this was enormous. Points were scored on each category, and trotted up at the end, and applied to a series of pay bands, each with its own series of annual increments. It was an enormous task.
It all started off with gender pay claims, which the NHS had to respond to, but at the end of the day everybody could be assured that they were valued at the worth of their job to the organisation, and a good attempt had been made to make sure that the sexes were not paid differently on any arbitrary or discriminatory basis.
Of course there were contentious issues along the way, as you would expect from any venture of this scale, but on the whole I was impressed with the way it was carried out. It was a fascinating way to spend a couple of years.
If the Coop cannot demonstrate that they have made an effort to properly evaluate jobs in their organisation, they are open for a pasting.
We've a similar system of job evaluation. It's something I've wanted to get involved with, i bet it's interesting. When I worked for the NHS, I was a union steward working at national level and I got very involved in Agenda For Change, which was a new pay and conditions agreement that followed what was described as the biggest exercise in job evaluation ever carried out. The NHS employ everything from gardeners to brain surgeons, so there were in the end 16 different categories of evaluation from education and training, to communication skills, working conditions, etc. I think previous job evaluations only looked at five or six areas, so this was enormous. Points were scored on each category, and trotted up at the end, and applied to a series of pay bands, each with its own series of annual increments. It was an enormous task.
It all started off with gender pay claims, which the NHS had to respond to, but at the end of the day everybody could be assured that they were valued at the worth of their job to the organisation, and a good attempt had been made to make sure that the sexes were not paid differently on any arbitrary or discriminatory basis.
Of course there were contentious issues along the way, as you would expect from any venture of this scale, but on the whole I was impressed with the way it was carried out. It was a fascinating way to spend a couple of years.
If the Coop cannot demonstrate that they have made an effort to properly evaluate jobs in their organisation, they are open for a pasting.
Gassing Station | News, Politics & Economics | Top of Page | What's New | My Stuff