PTS Pay Discrepancies, Job Descriptions, and concerns in relation to PTS management
UNISON is fully aware of the serious and ongoing issues affecting our members working within PTS. Since November 2023, we have made it our top priority to address long-standing discrepancies in pay and ensure roles are properly recognised and fairly rewarded.
Working with the EMAS Senior Executive Team, UNISON has secured the following outcomes for our PTS members:
· Band 3 Regrading: Successfully secured Band 3 (reflecting the expectations of the role) for members who opted in.
· 2.5 Years Back Pay: Achieved back pay for PTS members from October 2022 to March 2025, including bank workers.
· New Job Descriptions: Agreed on two revised job descriptions, protecting Band 2 staff from being asked to undertake Band 3 duties.
· Formal Acknowledgement: Provided compelling evidence to the Trust Executive Team, resulting in formal recognition of pay discrepancies.
· Policy Influence: Pushed PTS issues to the forefront of the Trust’s agenda and ensured executive-level visibility.
· Persistent Representation: Challenged repeated mistakes and inconsistencies in real time to prevent members being disadvantaged.
Despite these efforts, concerns remain regarding management in PTS. Members have raised their concerns with UNISON regarding errors, delays and an unacceptable lack of clear communication or consultation. This has caused frustration and disillusionment among PTS staff, many of whom have raised them formally with us. UNISON has consistently raised these issues at the highest level and have been clear that the current approach is not delivering for staff. UNISON are not confident that these issues can be addressed without intervention from the EMAS Executive Team.
That said, we are encouraged that the EMAS Executive Team is taking these concerns seriously. They are actively engaging with us, and they have committed to work with UNISON to understand what has gone wrong and how to fix it.
We have already met with the Chief Executive and have a follow-up meeting with some of the Executive Team in early August. This will be a crucial moment. At that meeting, we expect:
· A clear, timebound action plan to resolve the outstanding issues
· Accountability from those responsible for the concerns we have raised
· A commitment to restoring staff trust, morale, and professional respect
UNISON will continue to represent members robustly and constructively. We will push for the improvements in leadership and accountability needed to ensure our members are treated fairly and with the dignity they deserve.
We are listening. We are acting. We are delivering for our members.
Stuart Hallowes
UNISON Branch Secretary
Posted: 25th July 2025