16 thoughts on “Time for (pay) talking

  1. I think my main concern is the issue of being at the top of the band therefore not qualifying for a pay rise – fortunately with all the confusion with the vote etc last year I was able to opt to take the bonus but when as you say times are tight continually not getting a pay rise is taking its toll and all for having performed well over my time at AXA

  2. Whilst I fully understand that AXA must remain competitive in the UK I still feel the Company should be rewarding employees with a FAIR pay pot this year. Whilst I personally think a pot of 4.5% (i.e. matching inflation meaning wages stand still) anything more than 1% below this would be unfair to hard working employees.

  3. From last year’s experience and given that percentage increases are liable to be tiny, this will not help the low paid. A good way of “weighting” any increase (bonus or consolidated) would be to use either a fixed £amount, or a percentage subject to a minimum increase.

    If staff worry about effect on pensions, they could put some of any bonus into an AVC in which case tax is not payable on that amount (maybe company will offer incentive of paying their NI saving on said contribution to give an added incentive to that particular deal/one-off?)

  4. Performance pay rises are not working, if they were why has the distrubution curve remained more or less constant since it introduction. Between 70% and 80% get a 3!!!!!

  5. Do these talks represent what will happen to staff that have moved to Friends Provident as well becaue it makes no mention of them.

    I think a payrise for inflationary purposes is needed because of the lack of one last year.

    Paul

    • @ Paul, no it doesn’t. The ASLS staff who transferred to Friends will be included in any pay review FP decide upon. A website for ASLS staff has been set up here.

      @ Mark I don’t know as we only look after the remaining AXA UK area. I would suggest dropping Richard Brooks an email to see what the current position is.

  6. Next years pay pot should be linked to inflation. The pay rise given to staff should match inflation otherwise we will be falling further & further behind. Alternatively would the company guarantee higher pay rises in future years when it makes a greater profit?

    I’m sure the union will do its very best in securing the best deal it can. Many thanks

  7. Just to re-iterate Louise’s comment: I’m getting bored with bumping along at the top of the pay band, hence not qualifying for any reasonable pay rise: with inflationary pressures I’m worse off each year, despite meeting performance targets every time.

  8. I do think we paid should get a pay rise, for claim handlers on grade 8, are really losing out here at morecambe. there has been a lot of talk about other offices doing the same job at the same level but are on a higher wage, i.e starting wage in bolton being at £15000 rather than £13500 like it is here. We all know this is due to were they are based but the advsisors still feel this is unfair.

  9. I’m with Alistair Marks; next year’ pay pot should be linked to inflation, and the pay offers should match this.

    Personally speaking, if the Co are unable to provide a Salary increment & Bonus then a similar option to that of 2009 should be given to reflect the varied needs of the operatives in the Co.

  10. I appreciate that the current financial situation is hard for AXA, but it’s far harder for their employees on already low wages that keep diminishing with every below-inflation pay rise we get.

    I also agree with Annie about performance pay rises – it seems that there’s no incentive to perform well and put the effort into your own development. At least Skills Ladders rewarded those of us who were willing to do the extra work, gathering evidence etc and gave you a clear route for progression and wage rises.

    I’ve now been a level 7 for about 4 years and yet I’m still in the lower end of the pay scale. This is despite, in my opinion, performing well in comparison to other level 7s who end up with 3 ratings at year-end anyway!

  11. Gemma is also right – the cost of living is no different in Morecambe to what it is in Bolton and house prices in Bolton are generally cheaper than Lancaster which is where 1/2 the Morecambe office lives.

    I don’t know how Morecambe staff can fairly be paid less than their equivalents in Bolton.

  12. Morning,

    Again I have to agree with the communication around inflation and ever increasing strains on our living abilities.

    My comments are that I feel the offer of a Bonus last year was a great gesture but this was on the proviso you took bonus or Pay rise. I do feel that every year we should obtain a pay rise with the option of taking more on top of or a smaller bonus on top of. Things always go up year on year!
    Either way giving good benefits motivates staff, helps with staff retention and in turn makes productivity higher – because motivation is high.

    I therefore feel a reasonable ‘potential’ of pay rise is required to help us in these economic times and for AXA to show they care for their employees.

  13. I’m also with Alistair Marks; next years’ pay pot should be at least be linked to inflation, and the pay offers should match this.

Leave a Reply

Your email address will not be published.