Our campaigns & objectives

• LBG to maintain or improve job security terms

Agreement reached in February 2023 - heritage redundancy terms protected and no longer subject to 3-yearly reviews.

Cost of living crisis

• Support for staff and customers for cost-of-living crisis.

Achieved in cost-of-living awards in LBG & TSB in 2022 / 2023 and changes in pay practice in both organisations.

Expenses

• LBG to provide expenses when homeworkers have to visit workplaces / customers.

• Given rising fuel costs, there needs to be improvements in how people are reimbursed.

• Improve travel and mobility policy.

GPS

• LBG to provide greater transparency in how individual awards are arrived at.

Feb 2023: Removal of the Independent Review Process for GPS 2022.

• LBG to give more transparency about the progress on GPS during the financial year.

Achieved for GPS awards payable in March 2023.

• LBG to pay full amount of GPS awards in March each year - ending deferral.

Not achieved for GPS awards payable in 2023.

• GPS awards not reduced for absences.

Not achieved for GPS awards payable in 2023.

• LBG to make GPS awards contractual.

Partly achieved by consolidation of part of GPS awards into base pay from July 2023.

• LBG to consolidate GPS into base pay.

Partly achieved by consolidation of part of GPS awards into base pay from July 2023.

Grading

• LBG to review branch manager grades & branch management team structures.

• LBG to conclude grade A & B review.

• LBG to review pay groups in contact centres.

• LBG to review grading more generally.

• Review branch management and staff roles.

• LBG to review managers' spans of control.

Holiday

• LBG to review flex to increase flexibility on selling holidays.

Overtime

• LBG to provide overtime for staff in all grades.

Not achieved in pay 2023.

Pay

• Pay ranges go up in line with pay budget.

Differential pay range increases achieved in pay 2023.

• Lateral Move pay increases should apply in business restructures.

• Increase minimum starting position for people appointed at grade D & E to 90%.

Achieved in pay 2023.

• LBG to review pay framework and link to job families.

• LBG to improve unsociable hours pay.

• Unsocial hours pay for Saturday afternoon and Sundays need to be reviewed and increased for everybody.

• LBG to improve shift and call-out pay.

Partially achieved in Oct 22. Increased eligibility of the overtime, call out and standby payments (collectively known as additional payments) for technology roles. Increase in technology standby rates of 23% increase from £3.50 to £4.30 per hour. Shift allowance is a continuing conversation with no outcome as yet.

• LBG to improve calculation of maternity pay.

• Annual pay rises to be no less than inflation.

Not achieved for all staff for 2023 but pay proposals approved by majority of 9:1 in ballot.

• LBG to improve maternity pay.

• TSB to review allocation of pay awards in relation to long-serving staff at top of pay range.

Achieved for pay 2023 as pay not distributed on this basis.

Other fair reward issues

• LBG to reduce Bupa excess to zero.

Not achieved due to impact on premiums and cost of family cover etc.

• LBG to provide annual free share award.

Previous approach was a £1k award over 5 years - there was no longer term commitment from LBG.

• TSB to introduce employer paid private medical insurances for grades B & C.

Achieved in phase 1 of pay 2023 review.

• LBG to include household / energy saving schemes in Flex.

May 2023: LBG Sustainability have provided free and discounted products, including a FREE LED light bulb and discounted products such as Radiator Reflector, and are continuing to look at other areas where colleagues can benefit from the employer supported initiatives. This presents an issue with the HMRC around Benefit in Kind and LBG are talking to central government to get them to look at policy in a way that allows LBG to do more.

• LBG to consider more rewards for length of service, prior to the 20 year award.

• LBG to improve lateral moves policy.

Branch staffing & opening

• LBG to review deployment of branch staff between branches.

• LBG to communicate future plans for branch opening hours.

• LBG to urgently look at resourcing across branches.

• LBG to review branch resourcing.

Change in TSB

• TSB to consider impact of scale and pace of change on staff.

Colleague reassignment

• LBG to review colleague reassignment policy.

Achieved - new career transition and redundancy policies introduced Feb 2023.

Corporate social resonsibility

• LBG to improve effectiveness of corporate social responsibility policies.

Dependents leave

• LBG to improve dependents leave policy.

Disability

• LBG to ensure that the inclusion, diversity and disability policies are implemented effectively and provide training.

• Accord to encourage LBG & TSB to report on disability pay gap and take action.

Domestic abuse

• Accord to develop support and guidance on domestic abuse.

Feb 2023: Guidance on domestic abuse will be available soon. Domestic abuse session planned with BWC for 26 April. Participated in the TUC/SafeLives domestic abuse rep training pilot in Oct 22.

• Accord to work with LBG & TSB on domestic abuse.

Health & wellbeing

• To improve support for colleagues undertaking fertility treatment.

• LBG to provide guidance and policy for working from home.

• LBG to reimburse cost of yearly flu jab.

LBG announced staff can claim cost of flu vaccine via expenses on Interchange in Oct 2022.

• LBG to offer discounts on hearing aids for colleagues.

• LBG to improve menopause support.

• LBG to introduce annual health screening for all staff.

• LBG to support staff returning to workplaces after pandemic.

• Accord to support 'right to disconnect' campaign and campaign on mental health support.

• LBG & TSB action on long-covid.

• LBG to support safe use of DSE recognising MSD risks.

• LBG to provide more support to colleagues returning from long-term absences.

Inclusion & diversity

• Accord to commit to anti-racism.

Accord has developed its own race action plan.

• Accord to work with employers on anti-racism.

PEC has appointed Sheeba Hamid on this - union regularly engages with LBG through race action plan.

Process improvements

• LBG to end use of cancellation reports.

• LBG to provide more detail on how growth strategy is to be achieved.

Reasonable Adjustment Passports

• Accord to deliver campaign on Reasonable Adjustment Passports.

• LBG / TSB to educate managers on use of Reasonable Adjustment Passports.

Sales culture

• LBG to oppose aggressive sales targets and language.

Sexual harassment

• Accord to adopt best practices to combat sexual harassment.

• Accord to work with LBG & TSB to adopt best practices to combat sexual harassment.

Stop abuse at work

• TSB to take action against abusive customers.

Training

• LBG to improve training delivery for branch staff.

• LBG & TSB to improve training for managers to help and support colleagues.

• LBG to invest in career mobility.

Achieved - new career transition and redundancy policies introduced Feb 2023.

Work/life balance

• Further discussions on staff deployment / contracted hours when branch opening hours change.

• LBG to improve flexibility for staff with caring responsibilities.

• LBG to disclose use of staff surveillance technology when using personal devices.

• LBG to provide guidance and policy for working from home.

• LBG to introduce longer term shift patterns in contact centres.

• LBG to remove requirement for staff to live within travelling distance of a 'hub'.

• LBG to introduce term-term working in Community Banks.

• LBG to introduce a 32-hour working week without a reduction in salary by January 2026.

Not achieved in pay 2023 but will continue to press.

• LBG & TSB to trial 4-day working week without any financial loss to colleagues.

Not achieved in pay 2023 but will continue to press.

Inclusion & diversity

• Accord to continue focus on equality & diversity issues

Feb 2023: We’re starting conversations in LBG to talk to the bank’s networks and investigate opportunities for greater joint working. We requested a joint review of the family leave & pay set of policies and had an initial meeting in January.

Union policy

• Accord to consider research into in-work poverty.