NATIONAL VIEW REGIONAL VIEW
LEGAL SERVICES NEGOTIATION INFLUENCING
REPRESENTATION
REGION 4 INFLUENCING
Cambridgeshire – Pay Disparity for Collaborated Officers Introduction
Cambridgeshire officers raised concerns about not receiving a Southeast Allowance despite working alongside colleagues from Bedfordshire and Hertfordshire, who received this additional pay.
Description
The disparity created significant financial challenges for officers living in high-cost areas, particularly in South Cambridgeshire. The Federation influenced MPs and engaged the Police Remuneration Review Body (PRRB) to address this inequity.
Resolution BACK TO NATIONAL VIEW Eastern
The Federation, with the support of the Chief Constable and Police and Crime Commissioner, pushed for evidence-based consideration by the PRRB for the next pay review in 2025.
Outcome
Although the allowance has not yet been awarded, the issue is now firmly on the PRRB agenda, marking progress towards resolving this long-standing disparity.
Derbyshire – Pay Progression Scheme (PPS)
Introduction
A student officer was placed on a formal Unsatisfactory Attendance Process (UAP) in March 2023, affecting their pay progression under the new Pay Progression Scheme (PPS).
Description
The officer appealed the UAP, citing exceptional circumstances that impacted their attendance. The second- line manager supported the appeal, reducing the UAP validity period from 12 to 9 months, which would have allowed the officer to avoid a pay penalty. However, HR later refused to implement the decision, citing administrative constraints, resulting in a three-month pay reduction.
Resolution
The Federation sought legal advice and negotiated with HR. The case was escalated to a Chief Superintendent, who reinstated the officer’s pay for the affected period.
Outcome
The case served as a learning point for Federation and HR representatives, highlighting the need for clarity and fairness in applying the PPS.
Lincolnshire – Summertime Policing Overtime Agreement
Introduction
In 2023, the force faced challenges managing summertime policing on the East Coast due to limited staffing levels and the inability to plan effectively. It was proposed to the Local Policing Senior Leadership Team (SLT) that summertime overtime be paid at a rate applicable for less than 15 days’ notice to encourage participation.
Description
To address policing demands during the summer months, plans were developed to increase staffing levels in key areas. However, resistance from officers, particularly regarding rest day cancellations, hindered implementation. To incentivise participation, the force proposed paying all overtime during an 8-week summer period at a higher rate, regardless of the notice provided.
Resolution
The Federation advised on the applicable regulations, and the Chief Superintendent supported the preparation of a proposal for the Chief Officer Team (COT).
Outcome
The proposal was approved by the COT, enabling better operational planning for the force. Officers were given greater flexibility to plan their participation in overtime shifts, supporting their welfare and work-life balance while meeting the increased summertime demands.
BACK
CONTINUED
REGION 1
REGION 2
REGION 3
REGION 4
REGION 5
REGION 6
REGION 7
REGION 8
MEMBER VALUE REPORT
One Federation – Putting Members First
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63
