Pay negotiations between AXA UK and Unite have concluded with the following pay proposal for employees in levels 9 to 6a.

Overall, this proposal will mean that 2.75% of the total pay spend will benefit levels 9 to 6, against a company-wide average agreement of 2.5%.

This will mean, if your current full time equivalent (FTE) salary is £25,000 in the medium part of the increased pay range and you achieve a Successful rating, your salary will increase to between £25,188 and £25,813 in your April pay.  Your manager will use their discretion to determine your award within the range shown in the pay matrix.

The details:

¾ A pay increase based on the pay matrix below.  The matrix has been built around a 2% award for someone rated as Successful in the medium part of the pay range. Any increase will be based on your performance and position against the increased pay ranges.

¾ Pay ranges have increased by 5% with a commitment to review again next year.

¾ A 3% increase in the minimum salary to £14,320 (exceptions to this are those on AXA PPP apprenticeship scheme, employees rated unsatisfactory, and instances where a manager elects to make a 0% pay award for Partially Successful/ Developing rating).

¾ A joint company-union review of the existing performance management system with recommendations for any improvements by the end of Q2 2013.

Unite will ballot their members, with the ballot taking place from Monday 14 January until Friday 25 January.

PAY MATRIX

The following matrix will be used to award pay increases for all employees in all levels 9 to 3:

□   This matrix has an element of manager discretion but any adjustments up have to be balanced with movements down – this is necessary to ensure this is affordable for the business.

□   Employees above the pay range (i.e. where their FTE Salary is over the maximum of the pay range) will receive a pay award to be received in monthly pay, rather than as a Lump Sum award.

□ The same principles will apply to the pay review across levels 5-3.

Further information will shortly be available from your line manager.

Click here to read the latest Unite in AXA newsletter on 2013 pay claim submitted to AXA.

Please leave your feedback below or talk to your local union rep.

 

2013 Pay & Performance Management Survey

The 2013 pay award may seem a long way off but the process leading to it starts now as we begin consulting with Unite in AXA members as to what they would like to see awarded.

To make the consultation process easier and to reach as many members in AXA as possible we have launched an online survey for staff to complete which can be accessed here.

As well as questions on what you would like to see regarding pay we are asking a few anonymous questions about how you are coping in the current economic climate as well as your views on the performance management system that drives your pay award.

Unite have already undertaken similar surveys in the likes of Aviva and Capita and this data has proven extremely useful in their pay talks.

The survey will run from Wednesday 24th October to Tuesday 6th November.

Click here to read the latest Unite in AXA newsletter on the use of social media in AXA.

Please leave your feedback below or talk to your local union rep.

AXA Group President Henri de Castries was challenged over the alleged sacking of several workers at AXA‘s offshore centre in Morocco for being union members by French EWC delegates.

De Castries responded that he had been advised that the workers in question were members of an illegal trade union and had resigned not been dismissed. However, due to the difference between the information received from Morocco he agreed that he would investigate the allegations and respond at the September EWC Bureau meeting.

Friends of the Earth Europe have produced a report called ‘Farming Money – How European Banks and private finance profit from food speculation and land grabs’. The report (which can be read here) contains details on role of AXA as well as the four largest UK banking groups.

AXA’s European Works Council is meeting in Rome with delegates attending from Belgium,  France, Germany, Greece, Ireland, Italy, Luxemburg, Portugal, Romania, Slovakia, Spain and the United Kingdom. Group CEO Henri de Castries addressed the employee representatives, explaining his vision for development of the group with much emphasis on technological evolution, especially the need to embrace the opportunities of the internet. He feels that the most technologically developed entities are the most successful and the challenge is to get traditional entities up to speed (or as he put it “the elephants need to run at the same speed as the antelopes”).

We are pleased to announce that we have reached an outcome on the pay proposal for employees at Levels 6a to 9:

A pay increase will be awarded based on a pay matrix that varies by level as follows:

Overall, this equates to 3.6% of the total pay spend for Levels 9 – 6a.

Unite recognise that real progress has been made in the pay negotiations and the proposal is a very fair offer in relation to industry wide discussions. Unite will ballot their members for acceptance in the forthcoming pay ballot which will take place from Wednesday 1^st February to Tuesday 14th February.

Vox were also consulted on this proposal in respect of AXA PPP employees, and are in agreement with Unite.

Pay matrix

The following matrices will be used to award pay increases by level as follows:

Level 6 – 3%

Level 7 – 4%

Level 9 and 8 – 4.75%

• These matrices have an element of manager discretion but any adjustments up have to be balanced with movements down – this is necessary to ensure affordability for the business.
• For those employees paid above the pay range (i.e. where their FTE Salary is over the maximum of the pay range) a pay award based upon the maximum salary for their pay range will be made using the same percentages as available to those High in range.
• Pay awards will be available for employees rated as Partially Successful/Developing. The matrices are broadly based around awards that are 50% of those available to employees rated as Successful. All awards are subject to manager discretion and based on the available ranges within these pay matrices.
• For employees paid a salary of less than £13,900 (FTE) after the application of the pay matrices, a further uplift will be made to bring the revised FTE equivalent salary to £13,900. The £13,900 FTE salary is a value suggested by Unite which is prescribed by the Joseph Rowntree Foundation as being a “minimum income standard”. (Exceptions will be any ring fenced arrangement as a result of a TUPE, employees rated unsatisfactory, employees on the AXA PPP apprenticeship scheme and instances where a manager has elected to make a 0% pay award for Partially Successful/ Developing rating.)
• There will be no immediate changes to the pay ranges for 2012, however an agreement has been reached to review the pay ranges in view of current market conditions in Q3 this year.

Click here to read the latest Unite in AXA newsletter on performance management in AXA.

Please leave your feedback below or talk to your local union rep.

Click here to read the latest Unite in AXA newsletter in respect of the changes to performance management within across AXA. Please leave your feedback below or talk to your local union rep.