Conference motions 2024

• Carried
• Fair reward

This Conference demands Lloyds Banking Group review pay for grade A and B colleagues who take on additional responsibilities in the absence of managers. Conference feels this is an unfair practise asking a colleague to take on the additional responsibilities without an uplift in pay.

• Carried
• Fair reward

This Conference calls upon Lloyds Banking Group to review responsibilities between Grade C and Grade D Team Managers ensuring there is sufficient variance to warrant the difference in pay.

• Carried
• Fair reward

The Conference calls upon Lloyds Banking Group to expediate and complete pay group reviews, particularly for those whose jobs have been transformed and their span of work has increased or become more complex. It is unfair to continue to underpay those colleagues whose work has dramatically increased or become more complex at a time when the Bank has decreased spans of control for those who manage these colleagues

• Carried
• Fair reward
• Group debate

This Conference calls on Lloyds Banking Group to implement a policy to protect colleagues within grades A - E annual pay rises, to ensure it is at least the rate of CPI or RPI inflation whichever is greater. Providing they are within their pay banding and the bank's profit allows it. This ensures fair compensation, means they keeps pace with the cost of living, and promotes financial stability for employees.

• Carried
• Fair reward
• Group debate

This Conference calls on Lloyds Banking Group to ensure that all pay rises match or exceed cost of living increases.

• Carried
• Fair reward

This Conference asks Lloyds Banking Group and TSB to give cost of living support to their colleagues should there be a spike in inflation.

• Carried
• Fair reward

This Conference calls on Lloyds Banking Group to review the salaries of long serving loyal staff. New recruits joining the bank are on a salary similar to staff who have been here for a number of years. This leads to staff feeling undervalued and can result in the Group losing their knowledge & experience.

• Carried
• Faur reward

This Conference requests that Accord work with Lloyds Banking Group to remove the disparity between the salary offered to internal candidates compared to external candidates starting a new role (for example, an internal candidate would receive the greater of the minimum of the new grade salary or 10% whereas an external candidate can negotiate a starting salary within the Grade range).

• Carried
• Fair reward

This Conference requests Lloyds Banking Group agree a timely process for colleagues to move to the mid-point of their salary range outside of annual pay rises.

• Remitted to PEC
• Fair reward

This Conference notes that many colleagues who receive universal credit would prefer options in how GPS is paid to minimise the effect on universal credit payments. This could include payments spread over 6 months or more or the option to convert to Valued points.

• Carried
• Fair reward

This Conference asks that Lloyds Banking Group, as an inclusive and progressive employer, looks at treating all disability related absence (including flair ups of pre-existing conditions) in the same way as pregnancy related illness when it comes to awarding GPS.

• Carried
• Fair reward

This Conference calls on Lloyds Banking Group to introduce an allowance to be paid to classroom coaches at Grades A & B who are instrumental in upskilling new recruits within Personal Banking, Fraud & Disputes etc.

• Carried
• Fair reward

This Conference notes that Litigation Fair Assessment and Evictions are being moved into a combined role, however the pay for the role does not seem to have been reviewed and does not match what other organisations are offering. This conference calls on LBG to bring the salary for the role in line with the sector.

• Carried
• Fair reward

This Conference request that Lloyds Banking Group pay colleagues from the start of their working day, including any preparation time required for them to be ‘customer ready’.

• Carried
• Fair reward

This Conference calls for Lloyds Banking Group to carry out a review of the Your Tomorrow pension scheme as individual values have dropped considerably in the past 3 years in some cases by 25% which will cause hardship for those close to or anticipating retirement.

• Carried
• Fair reward

This Conference calls on Lloyds Banking Group to improve the staff mortgage offering, as this used to be considered a key benefit.

• Carried
• Fair reward

This Conference calls upon Lloyds Banking Group and TSB to review and improve the long service awards for colleagues - considering starting a payment from 5 years service, increasing the amount paid and including additional incentives, for example an additional day off in an anniversary year.

• Carried
• Fair reward
• Group debate

This Conference requests Lloyds Banking Group amend the BUPA Family Cover to extend it to cover up to a dependant's 25th birthday or offer an optional extension for dependents who still live under the same roof for longer.

• Carried
• Fair reward
• Group debate

This Conference requests Lloyds Banking Group offers an annual basic Health Check via BUPA for every colleague.  

• Carried
• Fair reward
• Group debate

This Conference requests that Lloyds Banking Group reduces or removes the excess payment required for BUPA private medical care

• Carried
• Fair reward
• Group debate

This Conference asks Lloyds Banking Group to review and increase the level of BUPA cover to all employees. At the moment, there are numerous exceptions and caveats to the cover available, we ask LBG to review this and look to expand on the cover provided with a particular focus on dental care.

• Carried
• Fair reward

This Conference commend Lloyds Banking Group and TSB on their Valued and Spotlight reward schemes and request they increase the value of the points and the amount that colleagues are allowed to send.

• Carried
• Fair reward

This Conference calls on Lloyds Banking Group to permit pregnant colleagues to cancel any additional holidays purchased through flex prior to the period where “Average Weekly Earnings” are calculated for maternity pay purposes.

• Remitted to PEC
• Fair reward

This Conference asks Lloyds Banking Group to negotiate preferential rates with a national gym provider and to add the option of a 1-year gym membership to the Flex offering in order to encourage colleagues to be fit and active.

• Carried
• Fair reward

This Conference calls on Lloyds Banking Group & TSB to ensure that colleagues with electric cars can fully claim back their costs, including the use of motorway charging points.

• Carried
• Fair reward

This Conference proposes that Lloyds Banking Group repay colleagues for private Covid vaccinations, just as they currently do for private flu vaccinations.

• Carried
• Security of employment

This Conference asks Accord to work with Lloyds Banking Group to better understand the impact of Artificial Intelligence on roles within the organisation, identifying those skillsets and professions most likely to be impacted and commit to appropriate reskilling and redeployment.

• Carried
• Security of employment

This Conference demands that Lloyds Banking Group improve communications about changes across the business, including a rationale for the changes and details of the impact on colleagues.

• Carried
• Security of employment

This Conference requests Lloyds Banking Group allow all staff the option of reskilling opportunities before offering redundancy so their valuable knowledge and skills are not lost to the business.

• Carried
• Security of employment

This Conference calls upon Lloyds Banking Group to overhaul the approach in aligning colleagues into specific hub locations. It is unfair to put colleagues at risk and force them to either seek other opportunities to minimise travel time and costs, be put in a role they do not want to work in, or have to agree to the travel in order to keep their job.

• Carried
• Security of employment

This Conference calls upon Lloyds Banking Group to overhaul the way it interviews and selects colleagues for new roles; lateral or promotion. The current system favours those who can write a good application and give great answers under the stress of an interview situation, such a method runs the risk of selecting someone who can ‘talk the talk’ but not actually be the best person for the role in service. With more focus on equality and supporting those with mental health and neuro diverse conditions we ask the Bank to explore and trial alternative methods of assessing and selecting colleagues with an appetite to implement workable solutions.

• Carried
• Security of employment

This Conference requests TSB to create a VR Bumping register / expression of interest in VR register so their valuable knowledge and skills are not lost to the business.

• Carried
• Security of employment

This Conference requests Lloyds Banking Group allow all staff the option of redundancy when a branch closes.

• Carried
• Security of employment

This Conference is concerned that despite the Lloyds Banking Group purpose being Helping Britain Prosper and colleagues wanting to deliver right outcomes for customers, we are being asked to put process over people by not offering customers the opportunity to bank with us in their preferred way.

• Carried
• Security of employment

This Conference calls on LBG to raise the cap on redundancy compensation payments for hHBOS staff employed before 31st December 2011.

The cap was originally intended to be linked to a salary point but it has not been reviewed since 2012. The recent consolidated of Flex and part of the GPS opportunity into base pay taken together with higher increases in base pay due to inflation has resulted in more members having the cap applied to their redundancy compensation. There is no cap in the equivalent Lloyds scheme so it is only fair that the hHBOS scheme cap is reviewed and increased.

Conference calls on LBG to increase the cap before the end of 2024.

• Carried
• Security of employment

This Conference calls on Lloyds Banking Group to change its approach to insisting that access to vacancies is restricted because of an applicant’s location especially when it’s clear the role can be performed remotely thereby increasing opportunities for colleagues to apply from anywhere in the UK

• Carried
• Security of employment

This Conference demands Lloyds Banking Group make it easier for colleagues to retain compressed hours working when moving to a new role (voluntarily or otherwise). With proper planning such working patterns can be beneficial to both colleague and Bank and it is unfair to detriment colleagues from progressing in their career because they would have to give up an existing compressed working pattern.

• Carried
• Security of employment

This Conference asks Accord to challenge Lloyds Banking Group to review and adapt its travel policy due to pool size increases and the distance between branches. LBG need to consider time to travel during peak time traffic and the costs for lower graded colleagues as well as impact on work life balance.

• Carried
• Security of employment

This Conference asks TSB to improve and include more flexibility in their travel and mobility policy across all part of the business to better meet current ways of working.

• Carried
• Security of employment

This Conference calls on Lloyds Banking Group to review how full-time colleagues in branches which do not open enough hours can work their contracted hours. If colleagues are asked to work in another branch their travel time and costs need to be taken into account.

• Carried
• Security of employment

This Conference deplores the amount of unpaid overtime Lloyds Banking Group is benefitting from. There are many colleagues in BCB and around the Group who are in early and leave late as the business reduces resource but doesn’t lighten the workload.

This Conference calls on Lloyds Banking Group to protect the wellbeing of colleagues by limiting the amount of unpaid overtime being worked, e.g. by restricting the use of a laptop to 40 hours per week or an average period of a number of weeks to minimise potential exploitation by some managers.

• Carried
• Security of employment

This Conference calls up Lloyds Banking Group to be open and transparent on how they use colleague insight data. The Group collects a large amount of data from colleagues, through monitoring activity on Outlook and Teams with Viva Insights, card swipe data, and also through colleague surveys. There needs to be stringent guard rails in place to protect this information from being used for alternative purposes, such as monitoring productivity of colleagues, but also to ensure the data remains confidential and not shared with companies in other countries.

• Carried
• Dignity at work

This Conference calls on Lloyds Banking Group to publish the position regarding the Gender Pay Gap, annually on every future International Women's Day.

• Carried
• Dignity at work

This Conference asks Lloyds Banking Group to offer equal family leave to all colleagues from Day 1 of their employment. Mothers, fathers and those looking to adopt to have at least 26 weeks Fully Paid Leave and at least 52 weeks overall along with the flexibility to choose when to take it and when to receive pay.

• Carried
• Dignity at work

In the UK, £45 billion a year is lost due to a poor workplace wellbeing policy and 185 million working days due to illness. Studies have suggested that having a positive attitude towards wellbeing could reduce absenteeism by 25%.

This Conference asks Accord to work with Lloyds Banking Group to look at the policy in relation to having “Wellbeing Days”. Staff are under increasing and unrelenting pressure to perform and are dealing with constant changes with no let-up on the horizon. The company wants to support colleagues’ wellbeing and increase engagement so providing paid time off would go a long way towards this.

• Carried
• Dignity at work

This Conference is concerned about the impact business decisions are having on customers and colleagues are experiencing the brunt of customers anger and upset. This is having a detrimental effect on both colleagues wellbeing and on NPS scores resulting in further stress for colleagues due to being put on ‘Back to your Best’.

• Carried
• Dignity at work

This Conference calls upon Lloyds Banking Group to return to the table and resume talks regarding an optional 4-day working week as a general offering. Studies have shown the potential to increase productivity, retain employees and reduce costs. Given that under Project Beech some telephony colleagues can now do a 4-day working week, it would be unfair to continue to deny the option to others if its workable.

• Carried
• Dignity at work

This Conference has made no secret of our aspiration to eventually see a reduced hours working week, with no reduction in full time pay. We have brought this to conference in the past and the business have considered this and improved flexible and compressed working, but we would like to raise again and keep it live on our ongoing consultation agenda.

• Carried
• Dignity at work

This Conference calls on Lloyds Banking Group to review its working practices in relation to hard working colleagues' work / life balance. Many colleagues across the Group are unable to plan more than 8 weeks ahead, due to working unsociable shift patterns that can vary between 8am to 11pm. Along with the unsociable hours, these colleagues are also expected to work 2 out of 4 weekends per month. We call upon Lloyds Banking Group to provide more structure to help colleagues plan ahead, along with reviewing the weekend working arrangements

• Carried
• Dignity at work

This Conference requests that Lloyds Banking Group offer appropriate compensation to employees in light of the changes to ways of working. We've been asked to work from home but are offered no allowance to cover electric, heating or broadband. We've been moved on to shift work but are offered no shift pay to compensate the impact on our family life. We've been told to structure our diaries which means we have to work overtime to accommodate customers, but we are not offered the option of overtime pay, only time off in lieu.

• Carried
• Dignity at work

This Conference calls upon Lloyds Banking Group to remove the requirement for home based colleagues to travel to an office where there is no strong rationale for doing so.

• Carried
• Dignity at work

This Conference calls upon Lloyds Banking Group to allocate homeworking contracts to colleagues working in “Home First” business areas and to provide an allowance for to help offset the cost of working from home

• Carried
• Dignity at work

This Conference calls upon Lloyds Banking Group to review the recent Resource policy, which includes:

• colleagues have to be in role for a period of 12 months before applying for a new role
• notifying their line manager
• stopping colleagues who are on structured support moving into new roles

There needs to be a clear exceptions process which can be flexed to be of benefit to both the business and colleagues, providing a consistent approach for any exceptions. Restricting movement while on structured support may hinder colleagues finding a more suitable alternative role where they can be their best.

• Remitted to PEC
• Dignity at work

This Conference asks Lloyds Banking Group to review the policy where a colleague, their spouse or children are diagnosed with a serious/terminal illness e.g. cancer. We ask that colleagues are paid for any days where they have to attend hospital or treatment appointments in connection with the illness.

• Carried
• Dignity at work

This Conference requests TSB to improve their health and wellbeing policy to allow more time to be built into the plan for colleagues who have terminal or long term illnesses.

• Carried
• Dignity at work

This Conference calls on TSB to provide a robust training support programme for new to role managers. We are finding that support to their teams and colleagues can be inconsistent and this has been evident when we are involved in performance management meetings, health and wellbeing meetings, disciplinary meetings. Whilst there are training modules available to managers they are optional and not compulsory.

• Carried
• Dignity at work

This Conference is pleased there is more recognition about Neurodiversity in both Lloyds Banking Group and TSB, but asks that more support is included within process and policy to ensure neurodiverse colleagues are not disadvantaged.

• Remitted to the PEC
• Dignity at work

This Conference requests Lloyds Banking Group to review compassionate policy to give specific commitment of minimum number of paid days for employee depending on length of service.

• Carried
• Dignity at work

This Conference calls upon Lloyds Banking Group to treat Long Covid as a disability, ensuring colleagues with Long Covid are supported with reasonable adjustments and realistic and manageable attendance targets. As of March 2023, an estimated 1.9 million people in the UK were experiencing Long Covid symptoms.

Colleagues with Long Covid experience a range of physical, emotional and cognitive symptoms and all to a varying degree. These include but are not limited to, chronic fatigue, physical body pain, brain fog and memory loss. Currently, LBG doesn’t recognise Long Covid as a long-term disability, despite it qualifying as one under the Equality Act of 2010, where impairments have persisted for over 12 months.

Conference regrets LBG’s position on this and implores LBG to step up and support colleagues who are genuinely suffering. LBG must recognise their contribution to the bank's success and give them the dignity and respect they deserve at work.

• Carried
• Dignity at work

This Conference calls on Lloyds Banking Group to extend their menopause policy to a wider women’s health policy. We ask that the policy is more widely promoted and that it is included in line manager annual mandatory training for all Team Managers to complete on an annual basis. We also ask that they make amendments to the policy to cover other women’s health issues, including, but not limited to periods, endometriosis and polycystic ovary syndrome.

By introducing a women’s health policy it will empower staff to support their wellbeing and productivity. We ask that the policy looks to cover menstrual leave, remote working options, reasonable adjustments and flexible working.

• Carried
• Dignity at work

This Conference calls on Accord and Lloyds Banking Group to review the safety of both the route to and within car parks to ensure colleagues, especially those with a disability are not put at risk getting to and from work and implement any actions identified.

• Remitted to PEC
• Dignity at work

This Conference asks Lloyds Banking Group to confirm that the tablet cases are protecting colleagues from any exposure to harmful radiation.

• Carried
• Dignity at work

This Conference demands Lloyds Banking Group ensure that all staff are able to buy/sell holiday through Flex and within reason book holiday at the time they choose. If holiday is declined this must be done promptly and a realistic rationale provided.

• Carried
• Accord policy & internal matters

This Conference approves PEC paper 1/2024 on Accord’s finances and subscriptions.

• Carried
• Accord policy & internal matters

This Conference approves PEC paper 2/2024 on Accord’s Rules.

• Carried
• Accord policy & internal matters

This Conference calls on Accord to significantly improve its engagement with members to communicate in a more timely manner by increasing its social media presence to grow and reach members

Members recognise the work that Accord has done to provide updates digitally but feel more could be done within this space. Members are seeing what other unions are doing and feel they are being left out and want to know more about what Accord are doing for them.

• Falls
• Accord policy & internal matters

This Conference requests Accord engage with a younger and more representative audience to gain new members and show we truly represent them by adding unelected members to the PEC in a mentored capacity (each mentored by an elected person). They will have no capacity to vote but can contribute to discussions.

For example, this could include members of the following demographics:

1. Under 30s
2. Under 21s
3. Apprentice
4. Graduate
5. Disabled
6. Or include members in specific roles or with relevant expertise for relevant negotiations.

• Falls
• Accord policy & internal matters

This Conference believes the current embargo on providing member lists to those who seek PEC election is undemocratic. It means Reps and Members with considerable HR, Operations and Management experience cannot put themself forward effectively when seeking nomination. This conference calls for Accord to commit to provide lists of local members to Members/Reps seeking election to PEC. This motions also seeks to confirm that this practice was restrictive and undemocratic

• Carried
• Accord policy & internal matters

Conference notes that Lloyds Banking Group, as an employer, plays a significant role in the lives of its employees and has a responsibility to address their concerns effectively. The union has historically faced challenges in ensuring that motions passed at conference are properly addressed and progressed by Lloyds Banking Group management.

Despite numerous motions passed at Conference 2022, there has been a lack of meaningful engagement from Lloyds Banking Group management in addressing the concerns raised by the union. It is imperative for the union to have a mechanism in place to ensure that motions passed at conference are directed to the appropriate management teams within Lloyds Banking Group for response and action.

Conference believes a formal forum dedicated to addressing motions passed at conference would facilitate better communication and collaboration between the union and Lloyds Banking Group management. Such a forum would provide a structured approach for ensuring that the concerns and priorities of union members are given due consideration and are acted upon in a timely manner.

By establishing a formal forum, Lloyds Banking Group can demonstrate its commitment to engaging with the union and addressing the issues that matter most to its employees.

Conference resolves:

• To urge Lloyds Banking Group to establish a formal forum for the purpose of receiving, reviewing, and implementing motions passed at conference.

• This forum should be composed of representatives from both the union and Lloyds Banking Group management, with clear guidelines and processes for directing conference motions to the appropriate management teams for response and action.

• The forum should meet regularly to discuss and prioritise conference motions, monitor progress on implementation, and address any challenges or obstacles encountered in the process.

• Lloyds Banking Group should provide the necessary resources and support to ensure the effective functioning of the forum, including access to relevant information and expertise.

• The outcomes and progress of the forum's deliberations should be reported back to conference on a regular basis, ensuring transparency and accountability in the implementation of conference motions.

Conference further resolves:

• To continue to engage with Lloyds Banking Group management to ensure the establishment and effective operation of the proposed formal forum.

• To monitor and evaluate the progress made in addressing conference motions through the forum, and to take further action as necessary to ensure that the concerns and priorities of union members are effectively addressed.

• To communicate the outcomes of this motion to union members and encourage their active participation in the process of shaping the union's agenda of work at Lloyds Banking Group.