Equal Pay Policy. Equal Pay Policy HR49. North East Scotland College All rights reserved. Review Date: November 2017

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1 Equal Pay Policy HR49 Equal Pay Policy Review Date: November 2017 North East Scotland College All rights reserved

2 Introduction North East Scotland College (the College ) is committed to the principle of equal pay for like work, work of equal value and work rated as equivalent for all its employees and understands that equal pay between men and women is a legal right under both UK and European law. This policy does not form part of any employee's contract of employment and the College may amend it at any time. Equal Pay Statement The College supports the principle of equality of opportunity for all staff. It recognises the importance of, and is committed to, providing a fair, objective and transparent pay system which is free from gender bias. As good business practice and in the interests of equity and fairness the College is committed to taking action to ensure that it provides equal pay for men and women for like work, work of equal value and work rated as equivalent. Relevant Legislation The relevant legislation concerning equal pay is: Equal Pay Act 1970, Equal Pay (Amendment) Regulations 1983, Pensions Act 1995, Sex Discrimination (Public Authorities) (Statutory Duties) (Scotland) Order 2007 and the Equality Act The rights under this legislation apply to all employees of the College whether full or part-time, on temporary, fixed-term or permanent contracts. Definitions For the purposes of this Policy and in accordance with relevant legislation, pay is defined as; The ordinary basic or minimum wage or salary and any other consideration, whether in cash or in kind, which the worker receives directly or indirectly, in respect of his or her employment from his or her employer (Article 141 of the Treaty of Rome). Page 2 of 5

3 Pay, therefore, includes access to, and level of benefits under, occupational pension schemes, contractual and discretionary bonuses and sick pay as well as any other additional benefits. Like work is defined as work which is the same or broadly similar; Work rated as equivalent is defined as work which is rated as equivalent under a job evaluation exercise; Work of equal value is work which is not like work or work rated as equivalent but which is nevertheless equal in terms of the demands made when compared under headings such as effort, skill and decision-making. Objectives The College s objectives relating to equal pay are to: Eliminate any unfair, unjust or unlawful practices that impact on pay; Take appropriate remedial action; Review other College policies to ensure consistency with equal pay principles. To achieve these objectives the College will: Implement regular equal pay reviews for all staff (including staff on maternity or sick leave); Carry out job evaluation and regular equal pay audits (which may be undertaken either by College HR staff or external consultants); Provide training and guidance for staff involved in determining pay; Inform staff of how these practices work and how their own pay is determined; Respond to grievances on equal pay; Monitor pay statistics regularly and gather other relevant information to assess the impact of this Policy. Page 3 of 5

4 Ensure that any differential in pay is due to a "material factor" such as length of service, skills and qualifications, performance and levels of responsibility; Publish information on the gender pay gap in the College and on occupational segregation relating to men and women. Annual Equal Opportunities Report The College will publish an annual report that will include the actions the College has taken to: mainstream equality; promote and achieve equality of opportunity for men and women; eliminate unlawful discrimination and harassment. The College will also review and publish a report on its Equal Pay Statement and will review its Equal Pay Policy on a three yearly basis. Responsibilities Responsibility for this Policy and for ensuring that the College s policies and practices comply with equal pay legislation rests with the Vice Principal (HR). Job evaluation will be undertaken by the HR Managers and the Vice Principal (HR) will commission, from time to time, external job evaluation to ensure that the College practice continues to comply with equal pay principles. Decisions on initial placing of new staff on incremental salary scales will be taken by one of the HR Managers. Pay and terms and conditions of service of all employees covered by collective agreements will be negotiated between the College and recognised trade unions and staff representatives through the two Local Joint Negotiating Committees established for this purpose and chaired by the Principal of the College or a Vice Principal or other member of the senior management team in the Principal s absence. Page 4 of 5

5 Status approved by: HR Committee Date of version: November 2014 Responsibility for Policy: Vice Principal (HR) Responsibility for Review: Vice Principal (HR) Review date: November 2017 EIA date: June 2016 Page 5 of 5

6 Equality Impact Assessment (EIA) Form Part 1. Background Information. (Please enter relevant information as specified.) Title of Policy or Procedure. Details of Relevant Practice: Person(s) Responsible. Equal Pay Policy Vice Principal HR Date of Assessment: 12/06/2016 What are the aims of the policy, procedure or practice being considered? Who will this policy, procedure or practice impact upon? Please refer to the introduction, equal pay statement and objectives detailed in the Equal Pay Policy This policy will impact on all staff, in that it aims to eliminate gender bias from the pay that staff receive Part 2. Public Sector Equality Duty comparison (Consider the proposed action against each element of the PSED and describe potential impact, which may be positive, neutral or negative. Provide details of evidence.) Need Impact Evidence Eliminating unlawful discrimination, harassment and victimisation. Consulted with LJNC. Advancing Equality of Opportunity Promoting Good relations. This Policy applies to male and female staff, in that it aims to eliminate gender bias from pay and promote equality of opportunity between men and women The policy applies to staff who may be on maternity/paternity leave or on sick leave. There is no age limit that applies to this policy All information is on the Intranet arrangements need to be in place for staff unable to use these 1

7 mediums e.g. visually impaired. Part 3. Action & Outcome (Following initial assessment, describe any action that will be taken to address impact detected) Assistance will be given by HR and Management for any reasonable adjustments which may be required in applying this Policy Some consideration may need to be given regarding equal pay for transgender staff or staff who consider themselves not to have a gender as the policy currently focuses on equal pay between males and females. Further data will need to be analysed to determine whether this may be an issue. Sign-off, authorisation and publishing Name: Elaine Reid Position: HR Business Partner Date: 12/06/2016 Where will impact On the intranet and from HR be published? 2