Pay 2019: member response - Unite at NatWest

Pay 2019 & 2020 Campaign Archive

There are moments where the mood of workers changes and you can feel it happen. The Unite at NatWest team felt it keenly when members rejected consecutive pay offers during negotiations for Pay 2026. It was also palpable during the Pay 2019 Fair Pay for All campaign.

This newsletter shares some insight into the 2019 Pay Claim and also discusses key findings from the Unite pay survey as well as some of the bank’s positions during negotiations. You’ll notice that the mood of members was changing and they were losing patience with an out of touch employer persistently driving down their pay in real terms. You’ll also see some very familiar catchphrases from the bank – their pay is competitive, their pay is fair, you are all happy with the status quo.

This newsletter was first published in November 2018.

Pay 2019 – Your feedback and response to our ‘fair pay for all’ claim of 4% or £600

In advance of the upcoming talks with RBS over the 2019 pay settlement, the trade union has received an unprecedented level of comment and reaction to our members’ claim.

It is clear from the feedback that employees at the bank are expecting a ‘significant and substantial’ pay award in the coming year.

The claim – why you’ve earned it

For the last 10 years, RBS staff have worked incredibly hard to rescue this bank; thanks to your efforts, the bank has now paid dividends to shareholders. Despite further provisions and write-downs, the bank has recently posted significant profit figures. That is why Unite believes you should be awarded a 4% pay rise with a minimum underpin of £600 for the lowest paid.

What They Say & What You Say…

RBS tells us that employees are generally happy with the bank’s pay arrangements, as evidenced by their Ourview scores.

The Unite members’ survey told us the opposite! Over 75% wanted a change on reward and supported a fair pay rise for everyone, irrespective of position in range or rating. 80% of you did not think the existing rating system was effective.

RBS tells us they do extensive benchmarking and are candid about the fact that they do not necessarily have the best pay in the financial services labour market, but they are ‘competitive’. In other words, it is Unite’s view that this approach ensures that many RBS employees may be paid less than someone doing the same job at a competitor. This approach from an employer claiming they want to be number one for customers. Sadly, this does not always apply when dealing with their own staff.

In the past, RBS has stated they do not reward tenure. As a result, if you are top of your pay scale, your long service and loyalty gets you significantly less than you deserve. We think this is unfair to many of the people who have helped to rebuild RBS.

Despite studies debunking bell curves, and the practice having been abandoned by other banks, RBS has been committed to its performance management philosophy. Half of Unite members surveyed do not think their last performance rating was fair, in part due to the forced distribution of ratings.

Member’s feedback shows that RBS employees demand change

Members want pay rises that take into account the below-inflation pay rises that some members may have had in recent years.
Performance management related pay rises do not motivate – Unite members want to see the existing performance management system replaced and for pay rises to be implemented across the board.
More than half of colleagues who responded to the union have said that they are having difficulty ‘managing’ their current financial situation.
Employees clearly feel they deserve of a better overall reward package.

Get involved-Support the Campaign on Pay 2019

If you would like support the campaign for a fair pay award please do not hesitate to contact Unite as follows: rbsinfo@unitetheunion.org.

Unite representatives

The union is always seeking members to take on one of the four Unite Representative Roles i.e. Workplace, Union Learning, Safety and Equality. If Unite members are interested in finding out more about becoming a Unite Representative please contact the Unite RBS Helpline or e-mail rbsinfo@unitetheunion.org.

Unite RBS Updates & Update Your Details

If you would like to receive regular updates electronically from the union and have not already advised us, please email from your preferred email address to rbsinfo@unitetheunion.org.

It is also important that members ensure that their membership details are up to date and accurate (e.g. home address, work address, whether you are full time or part time etc.)

If you believe that your membership details are out of date, please also e-mail the above address or alternatively you can contact your local union office or log onto ‘My Unite’ at the website www.unitetheunion.org where you can update your own details.

Not a member?

RBS employees who are not already members of Unite are urged to join the trade union now.

Join Unite’s 1.4 million members and have a voice on your pay and other issues, as well as receiving support, advice and representation. Membership forms can be obtained by emailing r bsinfo@unitetheunion.org plus you can join online at www.unitetheunion.org.