The RAD will consult with its members with a firm recommendation for acceptance. Moreover, the ACCORD on the CIJC labour rule is far from being the agreement of choice for the entire construction industry, which falls well short of the terms of other construction agreements such as naeci and JIB. The three unions have warned employers that the agreement needs to be thoroughly reviewed to bring it into the 21st century, or that it will dine on the vine and that it will become useful in a future innovative construction industry. After lengthy negotiations, the construction unions (GMB, UCATT and Unite) have reached an improved two-year wage agreement for employees covered by the Agreement of the Joint Council (JCI) of the constriction industry. Wage rates will increase by 2.5% from 25 July 2016 and by 2.75% in June 2017. Similarly, industry sickness benefits and the living wage will increase at least as basic wages increase. Workers will be given additional leave from 1 January 2017, which will be worth an additional 0.4%. Holidays have also been made more flexible. Travel expenses have been reconfigured and are now calculated in miles instead of kilometres. A number of qualified operational interest rates have been increased above the base premium (Slinger/Signalgeber, Bankers, Forklifts and telescopic truckers). Although for the 400,000 workers (therefore the largest in the sector), an agreement, covered by the ICJC, was somehow reached an agreement, the unions pointed out to the employers that the agreement was increasingly useless. Areas of concern include pay rates, the non-recognition of London`s minimum wage, the lack of a mechanism to ensure that the agreement applies to business supply chains and several other issues. Phil Whitehurst , GMB National Officer for Construction, said: “After lengthy negotiations, GMB, Unite – UCATT have achieved significant inflation increases over the duration of a two-year contract, with retroactive increases in sickness and maintenance benefits from 25 Automatic Pension Registration Rules: in accordance with the provisions of the 2011 Pensions, Pensions employers are required to automatically enroll certain workers (eligible employees aged 22 and 22, working in the UK and earning more than $833 per month) in a company pension plan, unless the employee is already in a qualified scheme.
The Joint Council of the Construction Industry (ICJC) agreement, its remuneration and conditions, would normally have been reviewed at the end of June 2020. In April 2020, all parties agreed to postpone the opening of possible review talks due to the emergency situation of Covid 19 and the unprecedented impact this has had on employers, workers, industry and the UK as a whole. In accordance with the BATJIC 4 working agreement, seven of the 22 working days of annual leave are related to the Christmas holidays, which must be taken outside the three public holidays. Leave may be taken by mutual agreement between the employer and the worker in other periods. In Scotland, the Christmas holiday period consists of four public holidays and six days of annual leave. From April 2020, there will be a new reference period law for calculating leave pay if a worker has variable wages or hours. For more information, see: a fact sheet, the “Prime Cost of Daywork Rates” newsletter and the full BATJIC 2020/21 contract and employment contract agreement are available for download below. Fact sheets from previous years can also be downloaded. The minimum employer contribution, under the automatic pension registration rules, is 3% of pension pay between $6,032 and $46,350.