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4th February 2010, 05:38 PM
Quote:[SIZE=3]charities are not purely commercial organisations, so why do some of them act like Tesco and treat their staff so poorly? If there was a group of directors and shareholders waiting to cream off the profits then it might make some sense.”
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What you might find is that those at the core of these organisations are on contracts related to, for want of a better concept, the government. Where it most distinctly shows up is in the type of pension they get. Look out for council pensions and then for the older varieties like final salary, index linked. In some units this might just amount to two people, in others this might number in the twenties. This group have survived numerous downturns and problems generated by their management. This core group, and many examples go back to the eighties, are on contracts outside the realities of the day to day chancers like diggers who will never realise how not in the same boat they are. This core group can only be “let go” made to “take unpaid leave over Christmas” of by trustees and other even more obscure bodies.
I imagine that management for this group goes something like this
I am an experienced archaeological manager but although I have not been in the field for many years I still have an interest in medieval theatre. Now we have this dreadful down turn, I have my final salary pension and ten years left to go but there is a bit of a cash flow problem at the mo. What to do. There are all these young people who do not get anything that you could call a real pension so it wont make much difference to them and besides they are not on the same contract as me. Oh bulgur, I am in charge of firing them. Stand aside, I have done this before, gives them something to wine about but they come back.
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18th February 2010, 02:21 PM
Unitof1 Wrote:What you might find is that those at the core of these
[SIZE=3]I am an experienced archaeological manager but although I have not been in the field for many years I still have an interest in medieval theatre. Now we have this dreadful down turn, I have my final salary pension and ten years left to go but there is a bit of a cash flow problem at the mo. What to do. There are all these young people who do not get anything that you could call a real pension so it wont make much difference to them and besides they are not on the same contract as me. Oh bulgur, I am in charge of firing them. Stand aside, I have done this before, gives them something to wine about but they come back.
I'd add " and anyway, the organisation would have to pay ME lots of redundancy money, whereas these people have worked here for such a short time that we don't have to pay them anything if we lay them off."
Not that I'm bitter.......
Going back to ROs, I can understand the need to consider other things (such as pension schemes) in the salary minima, but my feeling has always been that most people would rather be paid more and make their own decisions. the times I've seen things like that trotted out have been when the actual pay wasn't up to the minima.
the Pay minima are only one element of the RO rules, and there are lots of important things that are covered by those. In the end, it's not specifically the minima that the examples given above breach, but the following principle in the Code of Conduct:
[FONT=Arial][SIZE=1]The member shall recognise the aspirations of employees,
colleagues and helpers with regard to all matters relating to
employment, including career development, health and safety,
terms and conditions of employment and equality of
opportunity.
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