Other motion sections:
Security of employment
Dignity at work
Accord policy & external matters
We should all be paid fairly for the work we do. Accord has a good track record in negotiating improvements to pay and has campaigned through the TUC for the legal right to equal pay for men and women.
In this section you'll find all the motions linked to Accord's fair reward agenda.
We won't have time to debate all motions in this section at conference. Any motions that aren't debated will be considered by the 2022-24 Principal Executive Council, and we'll let you know what happens. This page will be updated with progress.
This conference recognises we are working in unprecedented times of “fuel poverty” and “heat or eat” situations with potential for this to worsen in the autumn. Workers in the finance sector are not immune to these impacts and we ask Lloyds Banking Group and TSB to consider a range of options to help ease the burden for the staff who need it, for example, pension payment holiday, preferential staff rates for overdrafts, easy access to support and advice. In addition, we would like more support for the staff dealing with customers who are struggling financially.
| Workplace |
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| TSB Representatives |
Grouped debate |
This conference calls on Lloyds Banking Group to make Group Profit Share (GPS) contractual so that recognised unions can negotiate and challenge Lloyds Banking Group if the Group decide to not make an award. This will enable the recognised unions to enter into official discussions and stand up for members.
| Workplace |
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| Trinity Road Representatives |
Grouped debate |
This conference calls upon Lloyds Banking Group to review GPS and replace it directly with an increase in basic salaries. The past few years have shown GPS to be unreliable and colleagues can be hit hard when this is not awarded. However, moving this award onto salaries would make it more reliable and more beneficial to colleagues’ overall pay including flex, overtime or pensions.
| Workplace |
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| Customer Contact Liverpool |
This conference calls on Lloyds Banking Group to review its Pay Framework and establish a pay system which is fit for purpose, with Job Family wage rates linked to external industry leading pay levels.
| Workplace |
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| Customer Contact Belfast |
This conference asks Lloyds Banking Group to make a promise to all colleagues to award an annual pay rise that reflects the current rate of inflation each year as a minimum, providing Lloyds Banking Group has made a profit.
| Workplace |
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| Mortgage Distribution Sheffield Halifax Hounslow |
This conference asks TSB to consider pay and reward for those who are at top of their salary grade. These are staff who have a wealth of experience and demonstrate loyalty and don’t always feel valued particularly when new starters are joining on increased salaries. We urge TSB to consider reward options so that these colleagues feel valued and motivated to remain with the business.
| Workplace |
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| TSB Representatives |
Grouped debate |
This conference calls on Lloyds Banking Group to commit to a definitive date to conclude on the review of grade A and B roles across every division within the Group
| Workplace |
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| Customer Contact Belfast |
Grouped debate |
This conference requests that Lloyds Banking Group look at the pay scales in relation to the work now being carried out by those in the Grade A. These colleagues are now being asked to carry out more and more complex tasks on a daily basis as well as standing in for managers, being keyholders, engineers for self service devices, IT experts, customer wellbeing advisers and more. We are doing very similar roles to Grade B colleagues but the pay scales don't reflect this and it is time that this was changed.
| Workplace |
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| Halifax Kings Lynn Bank of Scotland Rutherglen Halifax Merthyr Tydfil Bank of Scotland Buckie |
This conference calls on Lloyds Banking Group to conduct a full review on pay grades. Over the years we have seen changes to particular pay grades, which is very welcome, but with these there is a ripple effect on other grades feeling they are also due a grade review.
| Workplace |
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| Customer Contact Dunfermline Halifax Rhyl |
This conference requests Lloyds Banking Group to complete a review of the current grading structure and job roles within the branch network. Colleagues from Grade A to grade E currently working in branch are often completing similar tasks at different grades and titles.
| Workplace |
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| Halifax Worcester Park |
This conference calls upon Lloyds Banking Group to accept home working colleagues’ base is now their home. As such the Group should cover expenses when homeworkers are asked to travel to another location.
| Workplace |
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| Customer Contact Liverpool |
This conference calls on Lloyds Banking Group to revise the Travel and Mobility Policy and allowances so that Lloyds Banking Group fully fund all additional costs resulting from any change in location instigated by the Group.
| Workplace |
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| Customer Contact Belfast |
This conference calls upon Lloyds Banking Group to ensure that pay ranges are increased each year, in-line with the pay increase.
| Workplace |
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| Customer Contact Liverpool |
This conference calls on Lloyds Banking Group to remove the rule which excludes Lateral Move Payments when a sideways job move is as a result of a restructure.
| Workplace |
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| Customer Contact Belfast |
This conference calls on Lloyds Banking Group to increase the minimum starting position for new entrants at grade D and E to 90% of the respective pay groups midpoint salaries.
| Workplace |
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| Customer Contact Belfast |
This conference asks Lloyds Banking Group to review the practice of recruiting new starters on salaries similar to those of long serving, experienced colleagues.
| Workplace |
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| Halifax Rotherham |
Rationale: Rejected on basis that we are campaigning for higher pay for current staff rather than lower pay for new starters.
This conference calls on Lloyds Banking Group to reduce the BUPA excess to zero.
| Workplace |
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| Customer Contact Belfast |
This conference asks Lloyds Banking Group to make a commitment to promise to continue to pay free shares as part of the total reward package in addition to a competitive GPS and pay review for each year.
| Workplace |
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| Mortgage Distribution Sheffield |
This conference asks TSB to extend its medical insurance benefit for employees to include grades B & C so that all employees receive this benefit.
| Workplace |
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| TSB Representatives |
This conference requests Lloyds Banking Group not to apply a modifier to GPS where the business area has made a profit in that year. Modifiers should only apply to the business area incurring the risk.
| Workplace |
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| Halifax Harlow |
Rationale: Rejected on technical grounds as regulators require bonus pools to be adjustable. Could have a disproportionate impact on colleagues in a smaller division who may be blameless for the event which resulted in the need for a modifier to be applied.
This conference requests Lloyds Banking Group be entirely transparent with how GPS is awarded to individuals. Members have no way of understanding whether their award is fair without having to raise the issue with management.
| Workplace |
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| Trinity Road Representatives |
This conference calls on Lloyds Banking Group to provide updates during the year as to whether the GPS threshold is on target. Due to the pandemic the 2020 GPS award was not paid leaving many colleagues feeling incredibly and understandably frustrated at how much work had been put into supporting our customers. As the GPS threshold amount is market sensitive, this conference understands that Lloyds Banking Group cannot provide figures during the year however being able to provide updates such as whether we are on target gives members the ability to do something about it.
| Workplace |
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| Trinity Road Representatives |
This conference calls on Lloyds Banking Group to remove the deferral to shares of any GPS award that exceeds £2,000 for all colleagues at grade G and below.
| Workplace |
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| Customer Contact Belfast |
This conference requests that GPS is still paid regardless of colleagues being off ill for more than 28 days.
| Workplace |
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| Customer Contact Leeds |
This conference requests that Lloyds banking Group review pay clusters as it can make it difficult to recruit in some areas.
| Workplace |
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| Halifax Harlow |
Rationale: Rejected on technicality as clusters no longer exist so can't be reviewed. However, the underlying problem is understood.
This conference asks that part time colleagues are paid overtime rates after their contracted hours have been worked (i.e. they do not have to work 35 hours before being eligible for overtime rates).
| Workplace |
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| Halifax Lowestoft |
Rationale: Rejected because as a policy position, it would be incorrect because it would be unfair to full-timers getting paid less than part-timers for the same 35 hours. It may also encourage inappropriate behaviour.
This conference calls on Lloyds Banking Group to extend the existing 20 week full pay period of Occupational Maternity Pay to 40 weeks.
| Workplace |
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| Customer Contact Belfast |
This conference calls upon Lloyds Banking Group to increase unsociable hours pay. Contact centre staff who have to work unsociable hours can rarely rely on a weekend or evening free. The pay for Unsociable Hours is limited and has reduced significantly over the years.
| Workplace |
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| Customer Contact Liverpool |
This conference requests a better pay increase for grade A as they are the foundations of the company.
| Workplace |
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| Customer Contact Leeds |
Rationale: Rejected on basis that we are campaigning for higher pay for all staff.
This conference calls on Lloyds Banking Group to review its definition of Unsociable Hours and to introduce payments for Saturday afternoon working and allocate higher percentage payments for Sundays.
| Workplace |
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| Customer Contact Belfast |
This conference calls on Lloyds Banking Group to either increase the current rates of shift, on call and call out payments which have not been increased for more than a decade or devise another approach which rewards colleagues who have to participate in such schemes.
| Workplace |
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| Customer Contact Belfast |
This conference calls on Lloyds Banking Group to include Flex Payments, average overtime pay over a 12-month period and Unsociable Hours Payments in the calculation of Related Weekly Earnings.
| Workplace |
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| Customer Contact Belfast |
This conference calls on Lloyds Banking Group to extend the scope of the current overtime policy to include all colleagues at Grade D and above.
| Workplace |
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| Customer Contact Belfast |
This conference requests Lloyds Banking Group to review the BM role, grades and salary. Four years ago, the structure had level E BMs running small units with level C or D ABMSs Those ABMs are now running the branches as C level BMs with lower salary, less FTE and a bigger role as there is no ABM to support.
| Workplace |
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| Halifax Tamworth |
Rationale: Remitted for further consideration as branch operations are likely to be reviewed as part of LBG's new strategy.
This conference asks Lloyds Banking Group to undertake a review of the MaPa role and current grading. With the recent reviews and uplifts made on grades A&B. conference now feels a C grade does not accurately reflect the increased roles responsibilities of working within a certified role.
| Workplace |
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| Mortgage Distibution Sheffield |
Rationale: Rejected because roles recently reviewed and there have been no significant changes since. Further discussion to take place between Accord HQ & proposing workplace.
This conference calls on Lloyds Banking Group to review the spans of control for managers and colleagues and implement a consistent and manageable approach.
| Workplace |
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| Customer Operations, Manchester |
This conference asks Lloyds Banking Group to review their travel policy to reflect the true cost of using your own car for business purposes. Mileage has been paid up to 45p per mile for several years. Government recommendation for compensating own car users is currently 56p per mile.
| Workplace |
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| Bank of Scotland Buckie
Halifax Gloucester |
This conference calls on Lloyds Banking Group to permit the selling of holiday entitlement outside of the Flex Window.
| Workplace |
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| Customer Contact Belfast |
This conference calls on Lloyds Banking Group to update the current reward package to include ways for members to save money on household bills through schemes such as having solar panels installed, better insulation for their homes etc. This could be provided through FLEX as an example.
| Workplace |
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| Trinity Road Representatives |
This conference asks that Lloyds Banking Group consider more rewards for length of service, prior to the 20 year award.
| Workplace |
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| Customer Contact Dunfermline
Customer Contact Liverpool |
This conference calls on Lloyds Banking Group to establish an oversight body which will determine if a Lateral move pay increase applies when a colleague moves role within the same grade.
| Workplace |
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| Customer Contact Belfast |
