All about sick pay, pay bargaining and Company Council elections By Terry Brandon, BALPA National Officer Sick pay It can be of no surprise that sick pay has come under scrutiny during the pandemic. Most pilots will receive sick pay as set out in their contracts, but there will be variations on this. Many employers will have an occupational sick pay offer, which will be more generous than Statutory Sick Pay; and, in these cases, Company Councils should seek reassurances that this will be used for any time off needed for self-isolation, and that time off because of COVID-19 is not included in any absence reviews. For many people, the rate of Statutory Sick Pay is not enough to survive on, and it represents just 19% of the average weekly wage. Unions have been successful in many workplaces in organising a higher rate of sick pay, or even full pay while members self-isolate. It is worth remembering, even where airline policies are superior to statutory minimums, this is not always the case for other employee groups. This can mean that employees are working when they are unfit, potentially increasing the likelihood of contagious diseases spreading. This has inspired several Company Councils to work with our sister trade unions in challenging their employers. No-one should be in a position where they are forced to work because of insufficient policies. I N DUS TR IAL ISSU E S Know your rights Pay bargaining It may be difficult for many members to believe that some Company Councils will be entering pay bargaining this year. However, there are some companies, such as those in the helicopter sector and airlines, that have deferred negotiations from 2020. Undoubtedly, negotiations will be tough this year, and employers may well put up arguments about why any positive variations to pay, hours, holidays and benefits will not be entertained. As always, BALPA reps will want to put forward a claim that is achievable, realistic, and affordable. To ensure any claim meets these criteria, Section 181 of TULRCA says that, for the purpose of collective bargaining, employers have a duty to disclose to reps information relating to the employers undertaking in its possession, or that of an associate employer. This can include: Pay and benefits, which can be broken down into groups/rank/qualification Employee numbers, their age, sex, turnover and absenteeism Financial profit, assets, liabilities, loans, sales It is worth Company Councils seeking this information in the lead up to pay bargaining. It can often support arguments for retention, early retirement, and improved sick pay and maternity pay, which provides for a more comprehensive claim in conjunction with the results of a membership survey. Company Council elections Company Council (CC) elections were deferred in 2020, providing more opportunities for potential reps stepping up, as all reps (other than BA) will be subject to election this year. In many airlines, new CCs will be continuing the incredible work of others. Last year probably produced more industrial agreements than any other year, as furlough, enhanced redundancy, pay reductions, and part-time agreements have been made across airlines. Sadly, as we entered the new year, we lost Norwegian at LGW, despite phenomenal work by the CC that kept the pilots employed and furloughed for much longer than anticipated. As CCs start to establish their priorities for the year, BALPA officers and staff will support them to develop business plans, which always include elements of union recruitment, retention and organising. Organising is not an end in itself. We organise because it helps us build strong, effective CCs, capable of delivering for members in the airline and beyond. Each CC will have different priorities and will need to allocate resources to reflect these for example, increased communications, surgery or general member meetings, or campaigning for change. Our success is our collective success. Every member contributes, so it is important that we maximise our activity. Every member has a role to play in this. Our wins whether at the bargaining table, or in disciplinary and grievance cases are opportunities to build the union. Members and potential members want BALPA to be relevant to them. This means organising and campaigning on issues that matter to them, and creating a sense that the union reflects their professional/ occupational concerns. Every member should take part in a CC ballot or member survey, or support a campaign. Our profile and confidence in our activity leads to success. If the CC is not seen to be supported by the vast majority of the bargaining group, management will often quickly undermine our negotiating position. Using social media and email to regularly keep in touch with your reps is vital. Tell your CC when they are doing well or have raised an issue that you felt strongly about. Equally, dont remain silent if you have reservations or concerns we are a member-led organisation, so members need to play their role in communicating. Also, use the information you receive from your reps to encourage any non-member you know to join. In easyJet, where the communication structure at CC and base level is highly effective, membership has grown considerably, making it the highest density of membership in our largest airlines. If you have a question youd like to put to Terry or any of our other BALPA experts, email TheLog@balpa.org