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LTU Consultative Ballot on Pay 2005
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Date: 18th Mar 2005
To put it simply, in Lloyds TSB one member of staff's pay rise, for those staff in the 'primary' and 'market' zones, is at the expense of the overwhelming majority of staff in the 'high performance' zone, who will get nothing. One person's relative contentment, if not happiness, is at the expense of another member of staff's unhappiness and discontentment.
Lloyds TSB has announced pre tax profits of £3.49bn and that means the Bank has more than enough money to ensure that staff in the 'primary' and 'market' zones progress to the rate for the role within a reasonable timescale. Equally, only a tiny fraction of those profits would be needed to give staff in the 'high performance' zone an increase that maintains their current position relative to the market.
LTU is undertaking a consultative ballot of its members to ascertain their views on whether they should be balloted on one or more forms of industrial action. Possible options available to LTU would be the withdrawal of goodwill, working to rule, a ban on overtime working or strike action.
Mark Brown, Assistant General Secretary, said, "This is the most important LTU Ballot for a long time. The current pay system will be in place for many years and if members want it changed we need to take a stand against it now".
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