No one seriously doubts that the Ministry of Defence pay system is a mess, based upon imposed pay deals since 2003. It makes no sense from whatever perspective one examines it from, condemning staff to low pay via a cumbersome, complicated and irrational pay system. It is fundamentally unfair.
The PCS also believes that such is the cavalier approach of management in imposing pay settlements, that MoD pay potentially falls foul of the equal pay and age discrimination legislation.
The PCS has therefore launched claims for a number of grades under equal pay and/or age regulations.We will not commence frivolous claims as a means to court popularity, but will support and develop claims which are credible and sustainable.
Litigation will not repair the MoD pay system, which is broken and discredited. This can only be addressed as part of the union's national campaign on civil service pay. However we do believe that our legal work will force management to make improvements, correct inequalities and at least some shortfalls.
The Equal Pay Act 1970 entitles women and men to have equal pay, but sadly unequal pay and sexism against women remains prevalent in our society.
In the civil service women earn on average 19% less then men. Women are often paid less than men for doing the same job, or doing work of equivalent value.
Legislation outlawing age discrimination came into effect in October 2006. This means it may be possible to challenge the MoD progression, the time taken to move from the range minima to the range maxima.
Any challenge is only possible for benefits based on more then five years service, as the age regulations protect the employer for time periods less then this.
The MoD pay progression system results in staff taking many (unknown) years before they reach the maximum salary. The PCS believes that this may leave the MoD vulnerable under age regulations.