16th March 2006, 05:50 PM
sorry to be so spoddy but here is the full text, the line you are quoting is from table 1...
The proposed changes will come into effect on 1 April 2007.
Changes to the IFA recommended pay minima
You may remember a consultation about the recommended pay minima in TA 54. In it we reported that, whilst they have been broadly effective with few jobs now advertised below the appropriate rate, they only cover one aspect of employee benefits, i.e. pay.
Increasing rates of pay for archaeologists is still very much a priority. However, it is recognised that access to other important benefits such as sick pay, paid holidays and pensions is variable and these benefits make a significant contribution to the employment package.
We proposed a model whereby the minimum salary is taken to include an employer?s pension contribution, a minimum number of days of paid leave, a sick leave allowance and a defined average working week. Following the consultation, Council has agreed the following package as a minimum standard, from 1 April 2007
? 37.5 hour average working week
? Employer pension contribution of 6%, subject to any reasonable qualifying period
? 20 days annual leave excluding statutory holidays
? Minimum sick leave allowance of 1 month on full pay, subject to any reasonable qualifying period
In some cases employers may find themselves unable to meet these requirements. Whilst this is not best employment practice, the IFA will expect any shortfall in benefits to be compensated for in pay. The following table illustrates examples of the salary enhancements which would be required if the employment package fell below the minimum recommended allowances. Betterment of these terms would not, however, permit a reduction in basic salary.
Table 1.
2006/7 minimum salaryrecommendations = ?13,855 (PIFA), ?16,137 (AIFA), ?20,893 (MIFA)
No employer pension contributions (+6%) = ?14,686 (PIFA), ?17,105 (AIFA), ?22,146 (MIFA)
Average 40 hours/week = ?14,978 (PIFA), ?17,445 (AIFA), ?22,587 (MIFA)
20 days annual leave including statutory holidays = ?14,281(PIFA), ?16,633 (AIFA), ?21,563 (MIFA)
No sick leave allowance (based on min. 1 month
full pay) = ?15,009 (PIFA), ?17,481 (AIFA), ?22,634 (MIFA)
Note: The IFA?s minimum salary recommendations increase annually in line with local government pay scales. Figures for 2006/7 are based on an increase of 2.95%. Figures for 2007/8 not yet available but are likely to increase in line with inflation.
For the registration year 2006-7 onwards, Registered Archaeological Organisations must abide by the IFA?s present recommended minimum salaries. The IFA recognises that extending the scheme to include other employee benefits may result in increased costs for some RAOs and some employers will need time to make adjustments to budgets, charges and/or employment terms. It is also recognised that some RAOs are bound by local or national agreements on pay and conditions beyond their direct control. With this in mind, the changes will not be introduced until 1 April 2007.The implications of the proposed amendments will need to be considered carefully and the IFA is now seeking comments on whether there are any aspects of the revised recommendations that will cause particular difficulties to employers that wish to abide by the spirit of this approach. Council accepts that some fine-tuning may be necessary and proposes that any revisions be announced by 1 April 2006.
The IFA will also be considering whether any changes are needed to the wording of Principle 5 and rule 5.6 of the Code of conduct, in order to reflect the changes outlined above.
In considering the impact of the changes, your attention is also drawn to the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations which came into force on 1 October 2002. These state that
Fixed-term employees will have the right not to be less favourably treated than comparable permanent employees, unless the less favourable treatment is justified on objective grounds. The right applies both to less favourable treatment in relation to contractual terms (including pay and pensions) and to their overall package of conditions. In addition fixed-term employees should not be subject to other detrimental treatment by the employer.
Yours sincerely
Kate Geary
Training & Standards Co-ordinator.
The proposed changes will come into effect on 1 April 2007.
Changes to the IFA recommended pay minima
You may remember a consultation about the recommended pay minima in TA 54. In it we reported that, whilst they have been broadly effective with few jobs now advertised below the appropriate rate, they only cover one aspect of employee benefits, i.e. pay.
Increasing rates of pay for archaeologists is still very much a priority. However, it is recognised that access to other important benefits such as sick pay, paid holidays and pensions is variable and these benefits make a significant contribution to the employment package.
We proposed a model whereby the minimum salary is taken to include an employer?s pension contribution, a minimum number of days of paid leave, a sick leave allowance and a defined average working week. Following the consultation, Council has agreed the following package as a minimum standard, from 1 April 2007
? 37.5 hour average working week
? Employer pension contribution of 6%, subject to any reasonable qualifying period
? 20 days annual leave excluding statutory holidays
? Minimum sick leave allowance of 1 month on full pay, subject to any reasonable qualifying period
In some cases employers may find themselves unable to meet these requirements. Whilst this is not best employment practice, the IFA will expect any shortfall in benefits to be compensated for in pay. The following table illustrates examples of the salary enhancements which would be required if the employment package fell below the minimum recommended allowances. Betterment of these terms would not, however, permit a reduction in basic salary.
Table 1.
2006/7 minimum salaryrecommendations = ?13,855 (PIFA), ?16,137 (AIFA), ?20,893 (MIFA)
No employer pension contributions (+6%) = ?14,686 (PIFA), ?17,105 (AIFA), ?22,146 (MIFA)
Average 40 hours/week = ?14,978 (PIFA), ?17,445 (AIFA), ?22,587 (MIFA)
20 days annual leave including statutory holidays = ?14,281(PIFA), ?16,633 (AIFA), ?21,563 (MIFA)
No sick leave allowance (based on min. 1 month
full pay) = ?15,009 (PIFA), ?17,481 (AIFA), ?22,634 (MIFA)
Note: The IFA?s minimum salary recommendations increase annually in line with local government pay scales. Figures for 2006/7 are based on an increase of 2.95%. Figures for 2007/8 not yet available but are likely to increase in line with inflation.
For the registration year 2006-7 onwards, Registered Archaeological Organisations must abide by the IFA?s present recommended minimum salaries. The IFA recognises that extending the scheme to include other employee benefits may result in increased costs for some RAOs and some employers will need time to make adjustments to budgets, charges and/or employment terms. It is also recognised that some RAOs are bound by local or national agreements on pay and conditions beyond their direct control. With this in mind, the changes will not be introduced until 1 April 2007.The implications of the proposed amendments will need to be considered carefully and the IFA is now seeking comments on whether there are any aspects of the revised recommendations that will cause particular difficulties to employers that wish to abide by the spirit of this approach. Council accepts that some fine-tuning may be necessary and proposes that any revisions be announced by 1 April 2006.
The IFA will also be considering whether any changes are needed to the wording of Principle 5 and rule 5.6 of the Code of conduct, in order to reflect the changes outlined above.
In considering the impact of the changes, your attention is also drawn to the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations which came into force on 1 October 2002. These state that
Fixed-term employees will have the right not to be less favourably treated than comparable permanent employees, unless the less favourable treatment is justified on objective grounds. The right applies both to less favourable treatment in relation to contractual terms (including pay and pensions) and to their overall package of conditions. In addition fixed-term employees should not be subject to other detrimental treatment by the employer.
Yours sincerely
Kate Geary
Training & Standards Co-ordinator.