Local Authority Considers “Fire-and-Rehire” as Final Option for Staff

A local authority has stated that implementing a “fire-and-rehire” strategy for its entire workforce would only be considered as a final measure. This declaration follows the GMB Union’s characterization of an email from Bournemouth, Christchurch and Poole (BCP) Council, sent to all employees and outlining this possibility, as “scrooge-like” and an effort to “bully” staff. The council indicated that it has not succeeded in reaching a consensus with the union regarding a revised pay structure. It further noted that various alternatives, enabling the council to advance its new pay structure even without union agreement, are scheduled for review by its cabinet during a session on 10 December. The GMB Union reported that BCP Council’s “written threat to staff” communicated to all 5,000 employees that they might face dismissal and subsequent re-employment under different conditions, a method widely recognized as fire-and-rehire. GMB stated that its members employed by the council subsequently contacted the union, expressing concerns about potential job losses. The union indicated that the email was dispatched following concerns raised by its members that the council might have squandered millions of pounds on a recently implemented job evaluation scheme. Nick Day, a senior organiser for GMB, commented: “It is appalling that on the verge of Christmas a public sector employer has dropped this email into the inboxes of its hard-working staff, threatening them all with the sack.” He added that BCP Council’s employees would now experience Christmases “full of worry and concern for their jobs, all because they are continuing to raise legitimate concerns about working practices”. Graham Farrant, the chief executive at BCP Council, mentioned that the organization has been developing the new pay structure for its entire staff over the past five years. He stated that their objective is “to address the ongoing pay inequalities” within the organization by establishing a “fair and consistent pay structure”. He noted that Unison had signaled its willingness to accept a proposal, but the GMB Union had declined to do so. “Under our collective bargaining arrangements, we cannot implement the offer without the support of both trade unions,” Mr Farrant said. He further elaborated: “We have no plans to serve notice to colleagues before Christmas and we are simply ensuring that we have the right processes in place should we need them as a last resort.“As a responsible council, we are firmly committed to reaching a negotiated agreement, but it is only right that we prepare plans should we not reach that position, even if we do not need to use them. “The report to Cabinet on 10 December sets out the options that would allow the Council to progress with its proposed pay structure if we cannot reach a negotiated agreement.” Mr Farrant explained that the email formed part of the council’s dedication “to be open and transparent”. In October, the government disclosed amendments to provisions within the Employment Rights Bill, which encompassed an effective prohibition of the fire-and-rehire practice. These modifications are not anticipated to become effective for a duration of two years, pending a consultation period. Readers can follow BBC Dorset on Facebook, X (Twitter), or Instagram. Copyright 2024 BBC. All rights reserved. The BBC disclaims responsibility for the content found on external websites. Further information regarding our policy on external linking is available.