The main points of the proposed offer for staff employed by Erskine are as follows:
- A consolidated 5.14% uplift for all Registered Nurses, Clinical Leads, House Managers, Advanced Nurse Practitioners, Deputy Home Managers and Home Managers, through the creation of a “Register Nurse pay uplift” (3.50% general rise, plus a 1.64% Registered Nurse uplift).
- A minimum consolidated 3.50% increase in basic pay for all staff
- Retrospectively reinstate the “2/5ths” sick pay approach for the period 1 July 2023 through 31 March 2025, for the 250 employees who had at least once instance of absence due to non-covid related sickness during the five years ending 31 July 2023.
- A commitment to continuing to pay at least the Real Living Wage for all employees. This incorporates a commitment modify pay as required prior to 1 October 2025, in order to fulfil this commitment.
You can read the full offer here.
The RCN recognises the financial pressures facing Erskine’s sustainable service provision and the constructive consideration of the joint TU pay claim.
The RCN believes that all nurses and nursing support workers, wherever they work, deserve to receive fair pay, terms and conditions.
The RCN is therefore not making a recommendation to members whether you should vote to accept or reject this offer.
It is for RCN members employed by Erskine to have the final say on this offer.
The RCN has been campaigning for Fair Pay for Nursing and believe it is our members who should decide on any pay offer. The RCN needs to know if you accept or reject this offer. The local negotiation team (including Partnership TU colleagues) believe the current offer is the best available through the established means of partnership negotiation at this time.
The consultative ballot will be open from 12 noon on Tuesday 21 January to 12 noon on Tuesday 11 February.
You can find the details of the pay offer and more information about what this means for your pay in Erskine’s pay offer letter and on the consultation page where you can cast your vote. Please read these documents carefully to support your decision making.
When you have cast your vote and had your say on this pay offer, the result will be used to inform the formal response to the pay offer that will be communicated to Erskine.
If RCN members vote to accept the offer, we will notify Erskine that RCN members accept the pay offer.
If RCN members vote to reject the pay offer, we will notify Erskine that RCN members have rejected the pay offer and seek further negotiations. However, it is the opinion of local negotiators that Erskine Management team are unlikely to enter into further negotiation given the confines of its reported medium to long-term financial position. RCN Erskine members would be engaged to consider any further means of resolution.
This pay offer is for all staff directly employed by Erskine.
It is important that you read the offer document carefully and understand what the offer means for you.
All RCN members employed by Erskine can participate in this consultative ballot regardless of your pay band.
Agency workers not employed directly by Erskine are not eligible to participate in this consultative ballot.
Part-time workers are included in the pay offer and if the offer is accepted, they will receive the same percentage increases, pro-rated to their current wages.
We are not asking you to vote on industrial action in respect of this pay offer. This is a consultative ballot to determine whether members accept or reject the pay offer from Erskine. It is not a ballot on Industrial Action.
If members vote to reject the pay offer, the RCN will engage with Erskine and members to consider any further means of resolution but the local negotiators do not believe that the Erskine management team are unlikely to enter into further negotiations given its reported medium to long term financial position.
If we are unsuccessful in persuading Erskine to improve their offer further, or if members reject all further offers, then we would seek member views on how they would like to proceed.
