Our Ref: BR1/0001/MS(EUR)


7th December 2022


Dear Colleague,




Further to our previous correspondence, the electronic referendum has closed, and the result is as follows:-


Total votes cast:               115 

Number voting ‘Yes’:        7

Number voting ‘No’:       108 


Noting your rejection of the offer, your union’s National Executive Committee has instructed me to inform the company of your rejection of the offer. This instruction has been carried out and for reference, the rejected offer is:-


  • Guaranteed Hours – You asked us to consider providing 20hrs guaranteed hours per week. Having looked at this, we are able to improve your request and would like to offer a guaranteed 23.25hrs per week, which equates to 3 shifts. As we agreed, this will be offered to everyone on the contract, but will only be only given to those that will commit to working a minimum of 3 full time shifts every week. 


  • 11% Increase – We are not able to quite offer the 11% increase you have requested, but to show our commitment to work with the RMT to conclude these negotiations, we are able to improve our original offer and increase the pay rates as follows: 


    • 3% from 12th April 2022
    • 3% from 1st September 2022
    • 3.6% from 1st December 2022 (up from 2%)
    • Compounded over the year, this equates to 9.91% increase and will take the base line rate to £14.00 per hour at SPI 


  • Parity for Temple Mills – We agree to offer the officers and Supervisor at Temples the same rate of pay as those at SPI


  • Sick Pay – The RMT wanted Mitie to clarify exactly what ‘discretionary’ means when applied to paying sick pay. To confirm all absences will continue to be dealt with on a case-by-case basis. With regards to the discretionary piece, the manager will review the attendance on a rolling 12 months to review their history. CSP is awarded to those who submit a fit note from a medical practitioner for absences relating to accidents, injuries, pre-planned operations, treatments etc.  It will not be paid for one day frequent absences or short-term occurrences like colds or stomach upsets.


  • Premium Payment for Unsocial Hours – Unfortunately, we are not able to offer a premium for working out of hours as, unless covered bay of TUPE regulations, we do not generally apply out of hours premiums on our contracts. The hourly pay rate includes all incremental elements in the total hourly rate payable. We do not apply differentials for days, afternoons or night shifts as the contractual hourly rate applies across all hours/shifts worked.


I will keep you advised of further developments in this matter.


Yours sincerely

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Michael Lynch

General Secretary