Rapport75

Domestic violence STAMP IT OUT

Hand’s up IT'S CONFERENCE

Holiday Club PLUS MORE BENEFITS The Nationwide Group Staff Union magazine Summer 2013 – Issue 75

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75 JUN 13

CONTENTS 4/5CONFERENCE 6/7DISABILITY AT WORK 8/9EXCHANGE 10-14BENFITS 15DOMESTIC VIOLENCE 16/17DIGITAL COMMUNICATION 18/19UPDATE

WELCOME Planning for our National Conference in October will be close to the top of my agenda for the next few months. Tim Poil, General Secretary, sets out some of the challenges we’ll be debating at Conference Steve Barnes, President and you can read about these and find out how to submit your own items for discussion on pages 4 & 5. This is your chance to influence how the Union works for you – please use this opportunity to make your voice heard.

Maintaining a strong financial position is essential to help us meet the challenges ahead. You’ll see from our financial accounts (pages 20-22) that we remain in good shape. The majority of our expenditure is used for the provision of services to members and our accumulated surplus means that we have resources available should we need to take legal action on behalf of the membership.

Much of our time is spent helping individual members deal with issues at work. There is a range of support for employees with disabilities at Nationwide but sometimes it can be hard to find out what’s available and difficult to agree what practical measures can be taken to help. We discuss some of the issues and how the Union supports members on pages 6-7.

Around a quarter of women in the UK suffer from domestic violence. Nearly 70% of Nationwide’s workforce are women and that means we all are probably working with or know someone who has experience of abuse. It is important that we all have some awareness of the issues and how to support our colleagues and help prevent work issues adding to their stress and trauma. There is support available at Nationwide – we tell you how to access it on page 15.

Finally, check out our new ‘NGSU Extras benefit site’, launched in associated with ACE insurance, to access a great range of deals and discounts from leading high streets stores (page 11). We think you will love going to the ‘secret sales’ to get amazing discounts on top branded products. Treat yourself for the summer!

Age Gap Women in their 50s earn nearly a fifth less than men of the same age - the widest gender pay gap of any age group, according to a TUC analysis for a new website dedicated to older women.

The analysis of the pay and jobs of women over the age of 50 shows that despite a dramatic rise in the number of women working past 50, low pay and pensioner poverty remain major concerns for them as they approach retirement.

A woman in her 50s working full-time earns £11.99 per hour 18 per cent less hour than a man of a similar age (£14.69). This compares to a 10 per cent gender pay gap across the workforce as a whole. Women in their 50s also earn less than women in their 30s (£14.17) and 40s (£12.93).

But the analysis shows that full-time earnings only tell half the story, with half of all women over 50 employed in part-time work. The average hourly part-time wage for a woman in her 50s is just £8.53 - a third less than the average full-time wage across the UK workforce (£12.76). The majority of women over 50 in part-time work earn less than £10,000 a year.

The analysis is the first in a series of reports for Age Immaterial, a TUC project looking at issues facing women aged over 50 in work, including pay, caring responsibilities, age and sex discrimination, and health issues.

Find it at http://ageimmaterial.org The TUC briefing note on pay and employment prospects for women over at 50 is available at http://bit.ly/1331yrO

SUPPORTING EVERYMAN Almost 43,000 men are diagnosed with male specific cancers a year in the UK. Prostate cancer is the most common cancer in British men while testicular cancer remains the most common cancer in men aged 15-44.

Everyman is an appeal of The Institute of Cancer Research to raise money for research into prostate and testicular cancers and NGSU urges you to help support the charity.

There are several ways to help the Everyman appeal, including make one off donations, setting up a monthly direct debit, taking on a challenge, such as joining an Everyman run or trek, or raising funds through your own activity. Find out more at http://everyman-campaign.org.

20-22ACCOUNTS 23COFFEE BREAK

CHEAP NOT CHEERFUL Corporate greed not UK cash-strapped shoppers should be targetted in the drive for better pay and condition for Bangladeshi workers.

Brands and manufacturers negotiating decent terms and conditions for textile workers with their trade unions, and the Bangladeshi Government enforcing stronger safety laws would make the most difference to garment workers, says the TUC’s goingtoWork website (www.goingtowork.org.uk).

The campaign demands that companies treat workers more fairly and tell the Government of Bangladesh to put workers’ rights and safety first by joining the e-action run by the global union for textile workers, IndustriALL (www.labourstartcampaigns.net/show_campaign.cgi?c=1813).

For more details on the rise of e-action and how to get involved see pages 15/16.

NGSU Website We’ve giving our website a make-over with a new fresh look. Best of all – the new website will be responsive to the device (smart phone/tablet/PC) you’re accessing it on making it easier to read. The new site should be live in early summer – here’s a sneak preview.

BRING FAIRNESS TO WORK Many workplaces have survived the recession by cutting wages, hours, organisation of work or the job security of their staff.

The latest Workplace Employment Relations Survey (WERS), reports that the downturn has affected workers at all levels and says professional and technical staff have been the most likely to experience wage cuts or freezes, and those in managerial occupations most likely to have faced an increase in workload.

Now Unions21 Fair Work Commission has brought together people interested in reducing unfairness in the workplace and improving the quality of jobs on offer to British workers.

NGSU is affiliated to Unions 21 and General Secretary Tim Poil sits on its steering committee. The FWC findings offer an important opportunity to understand the lives and views of workers in this time of substantial economic and social uncertainty. The report is available at Unions21 Fair Work Commission Report 1. www.unions21.org.uk

FEEL THE BENEFIT Slater & Gordon (UK) LLP provides a range of legal services to NGSU members. Formerly Russell Jones & Walker, it is a national law firm with 10 offices nationwide and over 480 employees in the UK. It has over 90 years experience in advising trade unions and staff associations and their members.

The firm provides NSGU members with a range of legal services, including: ● A free legal advice helpline 0800 916 9063 ● Advice and representation in personal injury cases, whether the injury was at work or away from work’ ● ‘Your legal rights’ online service, which offers members a number of documents that can assist in a wide range of circumstances, from writing a will to contracting with your builder or complaining to a restaurant. www.yourlegaldocuments.co.uk NGSU members are entitled to a discount across the whole range of documents ranging from 10% to 30%. Please use discount code: YLR294NGS. See pages 10-14 for details of more benefits of your Union membership.

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75 JUN 13 CONFERENCE

Facing the future Conference is the time to have your say on how NGSU works for you National Conference is always an important event for the Union as it helps set our goals and priorities for the next two years. This year’s Conference will take on a greater significance as we ask delegates to think about our longer term strategy and determine how we should be working on behalf of members in an everchanging work environment.

“NGSU has been looking after our members at Nationwide for over 40 years. During this time we have become an influential stakeholder in the business by working in partnership with the Society to develop good working terms and conditions. We have been successful in achieving this aim but there are now many factors that make it harder to advance and protect conditions for our members. We therefore need to take time

to think about how we will continue to look after members in the years ahead,” says Tim Poil, General Secretary, setting out some of the challenges delegates will debate.

NGSU MISSION STATEMENT Nationwide Group Staff Union exists to protect and promote the interests of all of our members. To enable us to do this effectively we will remain a union in our own right and we will seek to build a “partnership” relationship with NBS. We will strive to achieve a position where our members value the Union, actively participate in the Union and are our greatest advocates.

Protecting jobs Over the past few years we have seen significant job losses. There will be continued pressures on job numbers over the next 18 months as the integration of regional brands branches begins and with the Society seeking to streamline operations through increased use of outsourcing, off-shoring and use of temporary workers.

Advancing terms and conditions The cost constraints that arise from a low interest environment mean that there is less scope for tackling issues on the pay and benefits structure.

Changes to overtime and bonus arrangements in the Network have caused some members concern

as well as financial challenges. The liabilities of the pension fund continue to place pressures on the CARE scheme. Nationwide is an advocate of flexible working and yet operational constraints thwart actual opportunities.

Supporting Members We have seen more members report incidents of stress and bullying. Some of this stems from the Society having a much sharper focus on the way it conducts performance management. The number of disciplinary cases has increased, causing concern for members and resourcing pressures for the Union. Increased scrutiny by the regulators will bring further challenge and rigour to the working environment.

Union Membership and Resources Union membership has fallen over recent years as a direct result of redundancies. Although we have a strong overall financial position, falling membership brings pressure on income and so our ability to deliver services to members. Union Representatives play an important role in supporting the consultation process and members but business demands means that balancing work and union duties can be a challenge.

“Against this background we’ll be asking Conference to debate NGSU strategy and, in particular, to define the role that Representatives play in achieving the Union’s aims. Our ‘mission statement’ sets our purpose and objectives. Are these still relevant? We define our purpose as ‘Protecting Your Interests’ but what does this really mean in the current working environment?

Do our representative structures and methods of

‘We need to think about how we will continue to look after our members in the years ahead' communication enable us to engage effectively with members and truly represent their views?

“We hope that some of the answers to these questions will emerge over Conference and enable the National Executive Committee (NEC) to come up with a five-year strategy that will help continue to be an effective voice for the membership,” adds Tim.

SUBMIT A CONFERENCE MOTION All members are entitled to put forward ideas for Conference Motions. Submit your idea on the form below or online at www.ngsu.org.uk. A Union Representative from your Region will contact you to discuss your idea and help you word the motion in the best way. A delegation drawn up from Union Reps in your region will then propose the motion at Conference. Motions passed by more than two thirds of delegates will become Union policy and the NEC is charged with their implementation.

Motions must be received at the Union Office in Middleton Cheney

by Friday 30 August.

More information about submitting motions will be provided in July’s edition of Union Mail.

CONFERENCE MOTIONS 2013

This Conference believes/proposes/instructs/requests/ seeks assurance/expresses/rejects (select as appropriate)

Name:

Confe rence detail s

Confe rence held o w ver th ill be e 7/8 Octob /9 e r at the Daven try C ourt H otel

✄

Employee Number: Branch Department: Contact Number:

Please complete and return this form to: Steve Barnes, NGSU, 37 Main Road, Middleton Cheney, Oxon OX17 2QT Conference Motions can also be submitted online at: www.ngsu.org.uk Motions must be received by 30 August 2013. Inclusion in the Conference agenda is subject to Union Rules and ratification by the Standing Orders Committee. The rule book is available online at www.ngsu.org.uk or call 01295 710767 for a copy.

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75 JUN 13 DISABILITY AT WORK

s r o o d g n i Open Support for disabled employees can take many forms Automatic doors at NAC and flexible working arrangements are just some of the changes NGSU officers have negotiated for disabled employees.

“Our Individual Cases Officers support members to help them access adjustments, such as changes to the working environment, for example, working with Property Services to make a number of improvements to the lift at the rear entrance to Nationwide House and provision of automatic doors in NAC,” explains Tim Rose, Assistant General Secretary.

“Individual Cases Officer, Karin McKenzie, is also working with HR to review a number of cases to identify how support for individuals can be identified much quicker and to minimise the anxiety that arises if adjustments aren’t readily available.”

NGSU works with Nationwide to provide policies and guidance. “As you’d expect, Nationwide does provide support for employees with disabilities but the Union’s experience is that awareness of the level of support is not well known and information can be difficult to find.

Although there is strong support at a policy level,

the practical implementation of reasonable adjustments does not always match the high level ambitions,” says Tim. The Disability and Reasonable Adjustments (Manager’s Mini Guide) in the HR Policy Point of on the NGSU website provides a useful overview of the issues relating to disability in the workplace. It gives clear guidance about Nationwide’s responsibilities and some practical examples of what reasonable adjustments might be available.

WHAT IS DISABILITY? Disability is defined in the Equality Act 2010 and includes physical disabilities which might be immediately obvious as well as less obvious or hidden disabilities.

These can include: ● Physical

impairment – caused through illness, by accident or from birth. ● Mental impairment – for example learning disabilities and all recognised mental illnesses, which can include depression ● Substantial – this does not have to be severe, but is considered to be more than minor or trivial ● Long-term adverse effect – a condition that has lasted or is likely to last more than 12 months ● Normal day-to-day activity – which means something that affects the individual’s ability to carry out activities that are part of normal day-to-day life, rather than a particular requirement of the employee’s work.

‘Awareness of the level of support is not well known and information can be difficult to find’ The type of reasonable adjustment to make will depend on the individual circumstances but some examples are: ● Allowing an employee to work part-time on a permanent basis ● Making adjustments to targets or testing (for example, where an individual has a learning disability) ● Moving around some of the work in a department where an employee has difficulty doing particular tasks ● Allowing an employee to take a period of Disability Leave if they need to take time off as a direct result of their disability, for example to attend training for placement of a guide dog ● Making changes to physical features of the workplace. This could involve ensuring that shelves are at an appropriate height for a wheel-chair user ● Providing additional equipment to assist the disabled person in a role Although intended as a guide for managers Tim says the guide makes valuable reading for all employees so that they can be aware of how they can expect to be treated.

Furth er inf o

For f urthe r info on pr rmati ovisio on n Equal s in t he ities Act r elatin to dis g a b ility www.g ov.uk/ equal act-2 ity010-g uidan ce

DISABILITY LEAVE NGSU has negotiated the provision of ‘disability leave,’ which provides additional paid leave for an employee while ‘reasonable adjustments’ are carried out in their workplace or to support them in attending appointments and treatment that help them stay fit for work.

Marian Dean, Assistant General Secretary, played an active part in convincing the Society to introduce the policy and explains its significance: “Until the policy was introduced the support available to employees who needed additional time off to help them manage their disability was variable – some being made to take ‘sick leave’ and others use annual leave. In many cases sick leave is inappropriate, they are not ‘sick’ but may need on-going support to manage their disability and providing time to do this means they are able to stay fit and healthy and able to work.”

Further details about disability leave can be found in the Wellbeing Policy in the HR Policy Point.

Disability Network Group The Society considers issues relating to disability as part of its Diversity and Inclusion agenda. The Union attends both the Diversity and Inclusion Steering Committee (DISC) and the Diversity and Inclusion Implementation Group (DIIG).

One of the initiatives is the creation of a Disability Network Group, where employees can discuss issues impacting on them in the workplace.

“We’re really pleased that the Society has put resource behind the Network to build on the good work of the Union’s Advisory Committee.

We’d urge employees to join the Network and they can find out more by contacting the Diversity and Inclusion team in HR or we will be happy to put members in touch,” adds Tim.

WHAT IS DISABILITY DISCRIMINATION? The law provides strong protections for workers who are disabled. The protections only apply where an employer knows the employee is disabled, or could have reasonably been expected to know. This means it’s important to be up front with your employer about your health conditions otherwise, they may be able to avoid their duties, and you may not have the protection you’re entitled to.

Where a worker is disabled, they are protected from a number of types of discrimination, including unfavourable treatment because of their disability, and unfavourable treatment because of something arising from their disability, such as sickness absence. Harassment related to disability is also unlawful.

The most important protection for disabled people in the workplace is the duty to make reasonable adjustments. If the employer refuses or fails to make an adjustment, there is a right to bring a claim in the employment tribunal.

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75 JUN 13

Exchange@Rapport magazine, Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT

Farmhouse on et dl id M m fro w vie e Th og Bl ’s Tim to react so quickly is that there may be unforeseen issues with the new scheme. We wait with interest then to see how the performance based bonus is operated and whether it achieves the desired objectives.

Tim Poil, General Secretary

This time last year we were celebrating NGSU’s 40th anniversary. It was nice to take time to reflect over the Union’s history and achievements but it was a momentary pause in an otherwise busy agenda. The 12 months since then have been dominated by more change and there is no respite in sight – the integration of the Regional Brands being at the forefront of the change agenda over the next two years.

One of the most recent changes has been to the financial reward schemes in Group Distribution.

In December’s Rapport we anticipated that changes would be needed if Nationwide was to comply with new guidance from the Regulator but the speed at which this happened surprised us. The Society had no choice but to replace the sales linked bonus schemes but the risk of having

excessive pressure and fear of performance management and dismissal then and the risk posed to customers by such a culture is not diminished.

The need for change was instigated by the FSA’s (now the FCA and PRA) concern that sales incentives have the potential to drive mis-selling of financial products. However, the FSA’s concerns also extended to the culture within an organisation and that excessive pressure to hit targets and fear of dismissal also present a risk of misselling. The new performance based bonus scheme tackles the sales incentive aspect of the FSA’s concerns but early indications suggest that the performance management worries may still exist.

We’re hearing some concerns from members that sales targets have simply been replaced by targets to book ‘commercially viable appointments’. It seems that the pressure to book the requisite number of appointments, and for these to generate sales, is no less intense and that inappropriate management behaviours are still evident. If this sees a return to

It will take time for the new schemes to bed in but managers who insist on managing by numbers, rather than take a holistic view of performance, must understand that this is a regulatory issue. We believe that the FCA will start to engage more directly with employees and Unions about the culture within the financial services sector. This seems to be an idea that has the backing of the Parliamentary Commission on Banking Standards and is something that Union’s within the FS sector have advocated for sometime. This will mean that inappropriate behaviours will get exposed and will bring consequences for the business.

Here at NGSU we will continue to work with Nationwide to ensure that performance management is conducted appropriately and that there is a positive working culture. However, if bad practice continues we will not shirk from our wider obligations to raise concerns with the Regulator.

AWARDS

REP OF THE YEAR Our Constituency Representatives play an important role for the Union – working on behalf of local members and keeping us in touch with local issues whilst keeping up their day job with the Society.

We like to recognise their achievements by inviting members to nominate their local Rep for our Rep of Year award – to be presented at our National Conference in October.

If you’d like to acknowledge the contribution of your local Rep please find a few minutes to fill in the nomination form below, or go onto the website – just follow the links for Conference on our home page.

REP OF THE YEAR 2013

What is your name?

Donna Clarke What is your job title?

Operations Team Manager in Collections, Lending Control.

What is your NGSU role?

I am the departmental representative for Lending Control and the National Regional Officer for NAC.

Name of Representative: Constituency/Area: Nominated by:

Donna Clarke

Reason for Nomination:

Please complete and return this form to: NGSU, 37 Main Road, Middleton Cheney, Oxon OX17 2QT Nominations can also be submitted online at: www.ngsu.org.uk

✄

NGSU ‘Quick Join’ form Name

What websites do you use?

I love the NGSU forum as it’s really informative and the fun section has made me laugh so many times. I use Facebook and Twitter to keep up to date with the world and BBC iplayer to catch up on any shows I’ve missed.

Employee number

Branch/department

Home email

MEMBERSHIP CLASS Membership is excellent value for money and is based on how many hours you work (Please tick the appropriate box) Full time Part-time Part-time Pensioner/Maternity (16–34 hrs/week)

(under 16 hrs/week)

I hearby apply for membership of the Union and I agree to: 1. commence payment of the appropriate subscription immediately and shall continue to do so whilst a member.

2. that subscriptions shall be paid by salary deduction from next month.

3. to Abide by the rules of the Union and I understand that I may obtain a copy from the Union’s offices.

4. understand that, from time to time, the Union provides additional benefit schemes such as insurance and discount products and I confirm that it is in order for the Union and other service providers to send details of these schemes to me.

SUBSCRIPTION DRAW If you would like to join the monthly subscription draw, please write the number of chances you want (£1 per chance – max 10 chances) Signature

What is the most common issue (raised by union members)?

Lending Control is a very diverse area with front line Collections and Recovery advisors and support teams therefore there isn’t one common issue. Most of the issues raised are regarding Performance Management, absence, policy and appraisals.

Date

A membership pack will be sent to you shortly.

NATIONWIDE GROUP STAFF UNION Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT

We welcome views from our readers on any subject, so if you have something to say, write to us at the address above marking your envelope ‘Letters’.

What do you like about Union work?

The best thing about being involved in the Union is the opportunities I get to meet new people from all over the country. I always look forward to Conference as this gives reps the chance to get together and share ideas. I also like helping people when they have an issue and supporting them with the challenges they are facing.

How do you relax?

I am a total geek and a gamer. I mostly play World of Warcraft with my friends but I also love lots of other games too especially those that involve zombies! I also am a huge Doctor Who fan and never miss an episode.

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75 JUN 13 BENEFITS

Please tick the box if you’ve used the benefit; and then rate it out of 10 (where 10 is excellent and 1 is poor) Legal Help Free Legal Helpline Free Personal Accident Advice and Compensation Service Your Legal Rights (online advice

e u l a v d e d d A

and discounts)

Personal Finance IFS Commission Rebate Scheme

New partnerships bring even more benefits to members

Tax Rebate Service Critical Illness Cover

Holidays & Discounts NGSU Travel Club

Merlin Entertainments Discounts (LEGOLAND, Alton Towers etc)

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Discount Cinema Tickets

Last Second Tickets Affinity Car Leasing

Healthcare Benenden Healthcare membership offers NGSU Dental Plan

Comment box for more details of your experiences of the service provided

www.ngsu.org.uk/benefitsurvey

At NGSU we aim to protect your interests at work and most of our resources are dedicated to this – working for the benefit of the membership as a whole and supporting individual members who need help. We also offer a range of additional services and benefits to provide extra value to the cost of membership. If we can save you money and help you cover some or all of your subscription and you get a great deal then we’re happy.

We’re really excited about the latest edition to our range of benefits.

We’ve teamed up with ACE insurance to give NGSU members free access to a range of discounts from some of the biggest names on the high street. We think you’ll also like the ‘secret sales’ – fantastic products at amazing prices. Members are also eligible to apply for a Team Club card – a pre-paid cashback card that could save you loads on your weekly shop.

Over the next few pages we’ve provide full details of this scheme and some of our other popular benefits.

But we’d really like to know what you think about our services and benefits. Please tell us what you think by completing this short questionnaire. We’ve listed some our most popular services in the form on the left. Do you use them and, if so, how would you rate them?

Everyone who enters the survey will be entered into a draw for a pair of Cineworld Vouchers. You can complete and return the form below or online at www.ngsu.org.uk/benefitsurvey.

PS – we haven’t included the monthly Subscription Draw – we know you like that!

WHAT YOU THINK We’d really like to know what you think about our services and benefits.

Please tell us what you think by completing the short questionnaire on the left and return by 26 July 2013 to: NGSU, 37 Main Road, Middleton Cheney, Oxon OX17 2QT.

The ACE team. New partnership brings more benefits.

We’ve teamed up with ACE (in Association with Salary Extras) to provide the NGSU Extras platform, giving you access to a range of lifestyle benefits, which can save you hundreds of pounds a year. Save money on shopping, days out for the family, holidays at home and abroad, cinemas, gyms, motoring and much more.

NGSU Extras also has a range of protection products called Helping Hands, designed to provide peace of mind for you and your family.

Cover includes Personal Injury Insurance, Cancer Care and Travel Insurance.

Below we focus on Personal Injury insurance but find details of the other insurances on NGSU Extras on our website.

Lifestyle Benefits Get great savings with some of the best names on the high street with our range of discount vouchers and gift cards. We have hundreds of offers covering travel, motoring, leisure, health and retail.

Secret Sale Secret sales are your chance to get some exclusive deals on famous brands. Recent sales have included up to 50% off Radley handbags and up to 71% on Accurist watches. Once you’ve registered on the site you’ll get emails to remind you about current sales and details on up and coming sales.

Personal injury insurance Each year more than 800,000* people in the UK are admitted to an NHS hospital following an accident – three admissions every two minutes. More and more people are realising how important it is to make a provision should they be unlucky enough to be a part of these statistics.

If an accident happens, the financial impact can hugely add to the physical problems faced. You may have a loss of earnings, need to learn new skills, and require changes to your home. The injury may lead to other calls on limited income for extra heating, taxis, parking, medicines, home help and more.

THE BENFITS Accidental Death up to £225,000 Permanent Disability including loss of limbs or sight up to £500,000 Facial and Body Scarring and Disfigurement up to £45,000 Rehabilitation up to £18,000

Accessible Helping Hand Personal Injury cover is available at three prices and benefit levels. The cover is available 24 hours a day, 365 days per year; whilst at home, at work or overseas and covers most sports, hobbies and pastimes. Dependent children are covered for free with the adult cover.

Adult cover can continue up to the age of 75.

Application is online and only takes five minutes to complete and premiums are paid by direct debit to make the policy portable.

Coma up to £900 Convalescence up to £900 Dental Injury up to £4,500 Broken Bones up to £900

TeamClub Card If you shop in stores such as Sainsbury’s, Boots, B&Q, Argos and Halfords you can now earn from 4% up to a massive 15% bonus on all your shopping, including sale items.

For example: If your weekly shop at Sainsbury’s is £100 you will save 4% on all your purchases

(exclusions apply). That’s a saving of £208 per year from just one of the 40 leading high street retailers available through TeamClub.

TeamClub is not a credit card and can be used wherever you see the MasterCard® acceptance symbol.

You can apply for a card for yourself and your partner. There are no credit checks and you can’t get in to debt with the scheme. Simply register online and pay one annual fee of £14.99 for the card.

Physiotherapy up to £630

Register Now To take advantage of the benefits on the NGSU Extras platform just register online and start shopping. www.ngsu.org.uk or call us on 01295 710767.

*www.hesonline.nhs.uk Admissions Summary 2010-11 ACE European Group Ltd is authorised by the Prudential Regulatory Authority (PRA) and regulated by the Financial Conduct Authority (FCA) and the Prudential Regulatory Authority reference Number 202803. Full details can be found online at the PRA/FCA websites or by contacting the PRA on 020 7601 4878 or the FCA on 0800 111 6768

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75 JUN 13 BENEFITS

Need some new wheels?

You could save up to 40% on some models.

Are you struggling with an unreliable vehicle? Do you have a son or daughter going to university, a change in family circumstances or a second hand vehicle that is costing a fortune to keep on the road?

Did you know that as a member of the NGSU you and your family are entitled to discounted brand new cars and vans when taken on finance with Affinity Leasing? Discounts of up to 40% are available with some manufacturers. Leasing is one way to have a brand new vehicle and pay for it monthly – as you would with rent or a mortgage on a property.

Leases have three finance options: 1) straightforward lease and hand back, 2) the option to buy at the end, or 3) pay monthly and own the vehicle outright at the end of the finance period.

Affinity Leasing is completely independent and impartial and can supply any make and model, over any finance type.

Additionally they offer finance to those with poor credit history. Delivery takes place to home or work at a time to suit and is included in the price for mainland UK. As every vehicle is brand new, it comes with a full manufacturer’s warranty, and additionally, road fund license is included for the first year at least.

Unusually within the industry, initial payments can be from £0, or you can choose to increase the initial payment to reduce

SOME EXAMPLES OF SAVINGS AVAILABLE TO NGSU MEMBERS: Vehicle Affinity NGSU Price Vauxhall Corsa 3 door 1.2 Sxi. £119 per month (RRP £245 per month) Nissan Qashqai + 2 1.6 Visia £228 per month (RRP £306 per month) These prices include vat, are on personal leases, over 4 years at 5,000 miles a year, with the option (but no obligation) to buy at the end. Deposit level is 3x the monthly payment.

Alternative parameters can be quoted on request.

Affinity Leasing can supply any make and model.

‘Do you have a son or daughter going to university, a change in family circumstances or a second hand vehicle that is costing a fortune to keep on the road?’ monthly repayments thereafter.

Another unusual feature is the ability for NGSU members to finance vehicles for a short 12 month period, or, if preferred, for 2, 3 or 4 years. Five year payment plans are available on Hire Purchase.

Mileage amounts are tailored to suit each client's need: from 5,000 miles a year to 40,000 miles a year; in 500 mile increments.

The process is simple: Affinity can advise on current special offers, longer term discount or prices on any car or van. Vehicles can be sourced from countrywide dealer stock for those who need a new vehicle quickly, or factory orders can be arranged with each manufacturer. Once vehicle and contract needs' are tailored to client requirements, a standard credit check is carried out and finance approval is obtained from the funder most suitable for your credit situation. The vehicle is then placed on order, finance documents are raised and a delivery date scheduled.

Additional benefits are available in the form of discounted insurance and servicing, on any NGSU vehicle, not just those financed via Affinity Leasing.

If you would like the opportunity to take advantage of these discounts, available to all NGSU members and their families, contact Affinity Leasing on 08450 575750, email sales@affinity vehicleleasing.com, visit www.affinityvehicle leasing.com/Nationwide-Group-Staff-Union.html or text 2Lease to 88802 to receive a call back from Affinity Leasing.

‘Procedures have a number of advantages over traditional treatment methods’

Amazing laser. Varicose vein treatment has come a long way.

For some people, varicose veins are an aesthetic problem; the threadlike blue veins making them self-conscious about exposing their legs in public. Sadly, there’s little that we can do to prevent the onset of these bulging blood vessels and, left untreated, they can worsen, leading to a whole spectrum of problems. In the most severe cases, varicose veins can result in a venous ulcer, an open sore that’s easily infected and hard to treat.

Nearly a third of us will get varicose veins and about half of the patients seen by surgeons Eddie Chaloner and Aaron Sweeney in Benenden hospital's varicose vein unit experience some degree of discomfort in the calf and lower leg.

This tends to get worse at end of the day, after standing for long periods or following exercise.

The swollen veins can be managed using compression stockings but eradicated only through surgery.

The duo are among the first surgeons in the UK to use pioneering techniques for minimally

FIND OUT MORE For more about benenden health call 0800 414 8196* quoting NGSU www.benenden.co.uk/ngsu *Calls to 0800 numbers are free from BT landlines however charges may apply from other providers.

Calls from mobile phones may also incur charges.

Please note your call will be recorded for our mutual security and also for training and quality purposes. Lines are open 8am – 5pm, Monday to Friday (except Bank Holidays).

invasive varicose vein surgery: endovenous laser treatment, in which a laser is used to contract the vessel; and foam sclerotherapy, which involves injecting a chemical into the vein to block it.

These procedures have a number of advantages over the traditional treatment methods, according to Chaloner.

“The traditional way of treating varicose veins, which is still used widely in the NHS, involves making an incision in the groin and pulling out the faulty vein using a plastic rod,” he explains.

“Patients require a general anaesthetic and often an overnight stay in hospital. The recovery time is normally around six weeks.” Sweeney adds: “There are also certain risks associated with the procedure, such as a 20 per cent chance of damage to the sensory nerves of the thigh. This can lead to numbness and pins and needles in the leg.” The latest techniques can be performed under local anaesthetic while the patient is fully awake.

“It’s similar to going to the dentist,” Chaloner says. “What’s more, the recovery time is much shorter. By the end of the first week, most patients are going about their normal business.

By the end of the second week, they can do sports. By the end of the third, most have forgotten all about the surgery.”

The recurrence rate of varicose veins after laser treatment, he adds, is considerably lower than it is when the traditional stripping method is used.

As well as having the combined expertise of Chaloner and Sweeney at its disposal, benenden hospital’s varicose vein clinic has the breadth of treatments needed to offer the best possible service. “Some treatment units will offer patients only one option for treatment,” Sweeney says. “Here we can use whatever technique is most appropriate for each patient. We have the whole toolkit.”

For more information visit www.benendenhospital.org.uk

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15

75 JUN 13 DOMESTIC VIOLENCE

NGSU and Nationwide domestic violence policies are an important source of support

d n a h t a s i p l e H A quarter of women experience domestic violence in their lifetime but a third would not know where to seek support.

And worryingly over half those questioned in a survey stated that they know or suspect that someone in their life has experienced domestic violence.

Now NGSU is urging people to be aware of the policies for employees and managers on the issue which were set up by the Union and Nationwide after much campaigning by Marian Dean, Assistant General Secretary (Members). The employee guide outlines support available if you are experiencing GUIDES domestic violence; where to go for help; how The guides form part of the Nationwide Wellbeing Nationwide can help; how domestic violence Policy and are available impacts on the workplace; supporting colleagues from the NGSU website experiencing domestic violence; discussing from the Help at Work domestic violence; work related issues and section. Follow the link to HR Policies.. employees who commit domestic violence.

Marian says that, based on figures of domestic violence, there could be hundreds of victims working for Nationside. It is www.e vital, she stresses, to encourage people to ndvio le come forward and speak to their wome nceagainst n . org.uk manager, HR or the Union in confidence www.r eclaim if they are experiencing domestic theni ght.o www.w violence. “Work often offers a port of rg hiter i bbond stability and normality and is crucial ay.org www.n .uk to maintaining a livelihood and ationa ldome violen independence and that's why it's stic cehel pline. important to help people manage org.uk the impacts of abuse on work,” she added.

Furth er he lp

The estimated total cost of domestic violence to society in monetary terms is £23 billion per annum. This includes an estimated £3.1 billion as the cost to the state and £1.3 billion as the cost to employers and human suffering cost of £17 billion. The vast majority of the victims of domestic violence are women and children, and women are also considerably more likely to experience repeated and severe forms of violence, and sexual abuse. Women may experience domestic violence regardless of ethnicity, religion, class, age, sexuality, disability or lifestyle. Domestic violence can also occur in a range of relationships, including heterosexual, gay, lesbian, bisexual and transgender relationships, and also within extended families.

The TUC believes that violence against women and domestic violence is a trade union issue, and has conducted surveys of trade union members about their experiences of domestic violence.

Affiliates and respondents to surveys have emphasised the need to educate young people about domestic violence and violence against women, and the need to use workplaces to disseminate information to domestic violence victims.

The TUC has produced a guide for employers and trade unions on tackling domestic violence as it impacts on the workplace. Domestic Violence: A Guide for the workplace can be purchased from the tuc website: www.tuc.org.uk/publications/index.cfm

16

75 JUN 13 DIGITAL COMMUNICATION

The online community is proving a vital tool to campaign on every issue as well as a way to stay in touch with other NGSU members

Click to change What do milk, forests and bees have in common? They have all been the subject of highly successful online campaigns.

And they prove that no matter what the cause, when people are united in using social media they can do much to swiftly change policy and bring matters to the attention of our movers and shakers.

Social media was a catalyst in the Arab spring uprising; in boosting Barack Obama’s race to the White House and even to bring Justin Bieber to the attention of the world via YouTube!

Change.org is a worldwide petition platform, recently attracting half a million signatures to its petition calling on Work and Pensions Secretary Iain Duncan Smith to try living on £53 a week as he had claimed it was possible to do.

Avaaz is a global web movement bringing people-powered politics to decision-making

everywhere. Following the horrific deaths of hundreds of Bangladeshi workers in a collapsed garment factory, it’s latest campaign is calling on petitioners to send letters to chief executives of fashion companies to sign an enforceable Bangladesh fire and building safety agreement or risk fatal damage to their brand image.

Meanwhile social media has been responsible for some highly successful online campaigns.

38 Degrees, so called because that is the angle at which an avalanche happens, uses its website to seek ideas and opportunities, which are voted on through polls of members.

For example, its Save the Forests campaign started with a member post on Facebook highlighting an article in a Sunday newspaper about plans for the public forest sell off. Within a week tens of thousands had signed the petition, which was eventually signed by over half a

million people, who also sent hundreds of emails to their MPs, and put up posters all over the country. After just a few weeks the plans for the sell-off were dropped.

In another example a petition signed by thousands of 38 Degrees members helped put pressure on Asda to increase the price they pay farmers for their milk.

Both 38 Degrees and campaign group Friends of the Earth now have campaigns to support our bee population. Bees are vital to so much of British life. They pollinate our food, keep our farms in business and help our gardens, parks and countryside thrive. But their numbers are in decline thanks to disease, chemicals and disappearing green spaces. Both groups are asking people to help keep online pressure on David Cameron to set up an action plan for bees.

The campaign group False Economy has been set up for everyone concerned about the impact of the government’s spending cuts on their community, their family or their jobs.

At the third Netroots UK event last year hundreds of bloggers, tweeters and online campaigners gathered in London for a day of training, networking and debate on digital activism, with a special focus on the continuing campaign against the involvement of the private sector in the NHS. The event saw the TUC offer the chance for activists from the many digital grassroots campaigns in the UK to continue to build a digital progressive movement.

Unison in the West Midlands recently hosted its own Netroots UK event, bringing together union and non union web campaigners to hear from acknowledged experts in the field of online campaigning.

The event included discussions on what makes a good campaign as well as workshops on getting more out of online petitions and writing better blog posts, creating campaign websites and writing more effective emails.

So whether you support adding a carbon-free electricity target to the draft Energy Bill, want to see school dinners made available for more poor children, protection for rough sleepers or protection for the NHS, there’s a campaign you can get involved in - without ever leaving home.

WEBSITES

IT’S GOOD TO TALK Change.org www.change.org/en-GB vaaz www.avaaz.org 38 Degrees www.38degrees.org.uk Friends of the Earth www.foe.co.uk False Economy www.falseeconomy.org.uk Labour Start www.labourstart.org

More and more NGSU members are logging into the Union forum, to protest at national or international issues, discuss everyday work concerns or simply to relax The Union forum recently celebrated it’s 4,000 registered user!

“That’s quite impressive for such a small forum,” remarked one user, who added: “I feel though that we should be encouraging more users to use the forum on a frequent basis. It's an under-used tool that is highly beneficial in my opinion.”

That was agreed with by another user who commented: “The forum is great I log in every day and it's a great to connect with my peers - I learn loads from the forum with some great tips etc - well done and Happy 4000 day!”

Another user suggested the forum could be promoted at Road Shows as well as by the reps.

On any one day forum users can be found discussing appraisals, TOIL, performance agreements, host role, regional brands, Saturday breaks, admin and branch as well as a range of other work issues.

But while the forum offers the chance to discuss day-to-day work concerns, worries and fears, users also log on to share some downtime.

There’s a dedicated sports section and another just for fun, which includes a chance to share some of the daft things that customers say, such as: ‘Who wants me' when they walk in and all tills are free 'Here to rob the bank' 'All goes the same way' ‘Are they real?’

‘But you did it for me last time!’

And ‘Are you giving any away?’

Forum users also share their feelings about some of the things managers do, especially the dreaded management speak.

“Most of the corporate management-speak annoys me, like ‘lets drill down for more information’”, complains one user. “If you mean investigate just say investigate! I'm always tempted to break out the Black & Decker when I hear that one...” Another user wants to take issue with the phrase ‘Step up to the plate’ and asks; “does this mean we have to go to the kitchen?”

Don't forget you can log on to the Forum using an anonymous username. Find out more at www.ngsu.co.uk/default.htm

18

75 JUN 13

Update@Rapport magazine, Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT

POLICY WATCH MYSTERY SHOPPING Some people have been concerned at secret recordings by ‘mystery shoppers’.

They want to know if it’s legal and if the recordings can be used as evidence to support disciplinary action.

Rules governing the use of covert monitoring and mystery shopping are set out in Nationwide’s Communication and Privacy Policy.

Mystery shopping aims to provide an accurate record of any interview which may be used for training purposes and to ensure that Nationwide is fulfilling its legal and regulatory obligations. This means the data is collected to help with staff training and evidence can’t be directly used for disciplinary purposes. However, if the exercise reveals concerns about a regulatory breach, the Society has a duty to investigate further.

If you believe information collected as a result of mystery shopping is being used inappropriately please call us immediately and ask to speak to an Individual Cases Officer.

EMERGENCY WELFARE LOANS Nationwide supports employees with an emergency financial need with an interestfree welfare loan. To qualify, the Society must be satisfied that there is a particular need and that you have no other way to cover the expense.

Welfare loans are normally limited to £300 but higher amounts are considered in exceptional circumstances. The loan is re-paid by salary deduction, normally over

www.ngsu.org.uk

a 12 month period but you can choose to repay early.

The Society will investigate the circumstances relating to your request.

It’s best to speak to your manager or HR or a Union Rep will be happy to talk to you in confidence. To apply for a loan you must complete a Welfare Loan request form and send it to HR People Services, in Nationwide. More about the loan and other financial help available can be found in the Financial Support and Benefits Policy.

DRESS TO IMPRESS As summer approaches, employees working in the administration centres might like to check out the Dress Standards MiniGuides on the Intranet. If you’re not required to wear a corporate uniform, the general requirement is to wear smart casual clothes and to maintain a nice and tidy appearance. Employees who are deemed to have ‘dressed for the beach’ can be asked to go home and change and will be required to make-up any lost time!

The Code of Conduct Policy also sets out a wide range of expectation standards of behaviour in relation to not only dress standards but personal relationships at work, drug and alcohol addition and nonwork related criminal convictions. It is well work worth reading the Policy occasionally as a reminder of the expected standards.

EDITORIAL BOARD Steve Barnes, President Kerry Wag, Rep Officer Tim Rose, Assistant General Secretary EDITORIAL CONSULTANT Astrid Stubbs

DESIGN&PRODUCTION www.design-mill.co.uk PRINTED in the UK by Banbury Litho www.banburylitho.co.uk ADVERTISING Tim Rose trose@ngsu.org.uk

CONTACT US NGSU Middleton Farmhouse 37 Main Road Middleton Cheney Banbury Oxon 0X17 2QT Phone: 01295 710767 Fax: 01295 712580 email: ngsu@ngsu.org.uk Web: www.ngsu.org.uk PRESIDENT Steve Barnes GENERAL SECRETARY Tim Poil ASSISTANT GENERAL SECRETARY (MEMBERS) Marian Dean ASSISTANT GENERAL SECRETARY (SERVICES) Tim Rose INDIVIDUAL CASES OFFICERS Angela Needham (Northampton) Carol Hunter (North) Karin McKenzie (NH) Diana Allen (South & BAC) Ray Ponsford (Central/London) Derek Richards (NH) Jo Thomson (Central) REGIONAL BRANDS OFFICER Karen Hughes REP SUPPORT OFFICER Kerry Wagg ADMINISTRATION MANAGER Juliet Harris BENEFIT SCHEMES Slater & Gordon Legal Helpline: 0800 9169063 Personal Injury: 0800 9169064 NGSU Travel Club: 0800 9531 263 IFS Life Insurance Helpline: 01453 755195

PRIZE DRAW RESULTS

HARASSMENT AND BULLYING

Prize Winners on Wednesday 1 May 2013 Prize Chance Sum

Winner

Branch/Department

1st 2nd 3rd 4th 4th 4th

Joanne Uprichard Patricia Nairn Nigel Boulter Charlotte Millard Dawn West Sally Crook

Portadown Pension Fund Members Data Centres Field Rsk Cont Guid & Checking Training Basingstoke

101217 076942 111846 090961 099499 097336

£10,924 £5,000 £2,000 £500 £500 £500

Prize Winners on Wednesday 3 April 2013 Prize Chance Sum

Winner

Branch/Department

1st 2nd 3rd 4th 4th 4th

Jennifer Darby Coral Murphy Dayshon Bennett Jennifer Griffiths Thomas Bolton Louise Brooker

Pension Fund Member SID Loughton Kings Lynn RSM North Lancaster

090037 126204 125838 126482 119366 117889

£10,933 £5,000 £2,000 £500 £500 £500

Prize Winners on Wednesday 6 March 2013 Prize Chance Sum

Winner

Branch/Department

1st 2nd 3rd 4th 4th 4th

Marilyn Stevens Tammy Jones Dean Jervis Brian Phillimore Rebecca Arkley Joyce Banks

Pension Fund Member Northampton 2 Service Introduction Operations Support HR Operations S & S Systems Support

102340 121033 107471 107507 113244 103988

£10,823 £5,000 £2,000 £500 £500 £500

Prize Winners on Wednesday 6 February 2013 Prize Chance Sum

Winner

Branch/Department

1st 2nd 3rd 4th 4th 4th

Joanne Cebula Saul Eustace James Duffie Govind Kandola Sian Aby Beth Coleman

Balance Sheet Risk TP SMT NAC 1 Coventry Employee Development (RSAC) Operations & Strategic Development

105925 092137 124781 126545 108194 106443

£10,610 £5,000 £2,000 £500 £500 £500

Prize Winners on Wednesday 2 January 2013 Prize Chance Sum

Winner

Branch/Department

1st 2nd 3rd 4th 4th 4th

Pamela Daly Helen Steers Melony Hargraves Judith Featherby Fiona Casey Amanda Baldwin

Warehouse Extraordinary Weston Super Mare Ripley Northampton (Weston Favell) Area Office –Northampton & North Bucks

089978 078414 124430 079190 089782 096681

£10,643 £5,000 £2,000 £500 £500 £500

Prize Winners on Wednesday 5 December 2012 Prize Chance Sum

Winner

Branch/Department

1st 2nd 3rd 4th 4th 4th

Martin Di Ruzza Kim Hawkins Angela Baxter Louise Harrington Richard Johnman Angela Field

Testing - Swindon Wimbledon Customer Services Customer Experience Dunfermline St Albans

110441 110990 124206 106746 126438 110138

£10,688 £5,000 £2,000 £500 £500 £500

TO ENTER THE DRAW OR INCREASE YOUR CHANCES OF WINNING, PLEASE CALL 01295 710767

SAFE TO SPEAK A BBC report, Respect at Work Review, about the investigation of harassment and bullying in the organisation, highlights again the issue of bullying in the workplace.

Although incidents of sexual harassment at the BBC were found to be rare, there was much more evidence of inappropriate behaviour and bullying. It was also evident that people were fearful of raising concerns and were intimidated by the power held by those deemed to be ‘untouchable’.

The report makes a number of recommendations, many of which already feature in the Harassment and Bullying Policy agreed between Nationwide and NGSU. The Nationwide Policy makes it clear that harassment and bullying will not be tolerated. An employee found to have bullied a colleague will face disciplinary action and this can include summary dismissal. There are agreed definitions and examples of what are considered to be harassment and bullying.

Informal resolution is encouraged but the Policy also provides protection against victimisation for anyone raising formal concerns in good faith.

The number of formal complaints made by Nationwide employees is rare and answers to Viewpoint questions also suggest that most employees have not experienced or witnessed bullying at work.

However, the Union does not believe that this tells the full story.

We recognise the finding in the BBC report that employees are fearful of raising complaints and we know this to be true at Nationwide. This fear culture deters employees from making complaints because they believe the consequences of doing so will actually make their life worse.

We also have a concern that the interpretation of bullying applies differently depending on your position within the organisation. At senior levels there appears to be greater tolerance of inappropriate behaviour, often excused as legitimate performance management. We accept that managers do have to address performance issues but doing so in ways that humiliate and undermine people is bullying.

We believe that employees should have confidence in the Harassment & Bullying Policy and come forward with complaints if they are unable to resolve issues informally and we will support members during the process. However, senior management across the organisation must take the lead in creating working environments that are free from bullying and where employees believe it is safe to speak.

Endorsement of the zero tolerance approach must come from the top of the organisation and should be at the heart of internal focus of PRIDE values.

20

75 JUN 13 ACCOUNTS

Income & Expenditure Account

BALANCE SHEET at 31 December 2012

GENERAL FUND Year Ended 31 December 2012 note Income: Subscriptions Other income Expenditure: Services to members Meeting expenses Administration expenses Premises costs Equipment costs Depreciation VAT recovered

1

2 3 4 5 6

2012 £

2011 £

1,009,680 120,919 1,130,599

983,263 117,150 1,100,413

792,341 60,823 117,087 30,842 76,664 17,294 [13,629] 1,081,422

783,676 45,706 99,142 31,080 84,138 21,660 [11,305] 1,054,097

49,177

46,316

-

1,500

(£5,000)

-

44,177

47,816

802,412

637,256

-

117,340

846,589

802,412

2012 £

2011 £

7 8

343,726 150

352,541 150

9

30,023 635,708 665,731

30,602 552,739 583,341

10

(144,396)

(112,943)

521,335

470,398

865,211

823,089

846,589 18,622

802,412 20,677

865,211

823,089

note Fixed Assets Tangible fixed assets Fixed Asset Investment Current Assets Debtors and prepayments Cash at bank and in hand Current Liabilities Creditors and Accruals Net Current Assets

Operating surplus for the year Non operating items

11

Transfer to charitable fund Surplus/(defecit) for the year Accumulated surplus brought forward Transfer of engagements

12

Accumulated surplus carried forward

Income & Expenditure Account

CHARITABLE FUND

Represented by: Accumulated Surplus General Fund Charitable Fund

T R Poil, General Secretary K Hart, Treasurer Approved 20 March 2013

Union General Fund Expenditure Year Ended 31 December 2012

(including David Hopkins Trust)

2012 £

2011 £

5,000 5,000

9,751 377 10,128

7,055 7,055

2,050 2,050

(Deficit)/Surplus for the Year

(2,055)

8,078

Accumulated Surplus Brought Forward

20,677

12,599

Accumulated Surplus Carried Forward

18,622

20,677

Income: Transfer from David Hopkins Trust Other Donations Transfer from General Fund Expenditure: Donations

ts 8% t Cos men Equip 3% ts os sC ise em Pr

Year Ended 31 December 2012

Ad mi nE xp en se s1

1%

Meeting Expenses 6%

Services to Members 72%

Notes to the accounts 2012 £ 1 OTHER INCOME Advertising revenue Bank interest Draws and lotteries: Draw income Prizes awarded Insurance commission Rapport insurance Other commission Sundry income 2 SERVICES TO MEMBERS Magazine costs Legal and professional TUC affiliation fee Postage Publications Staff costs Telephone Training Health and safety costs Disciplinary and grievance meetings Website costs 3 MEETING EXPENSES National Conference Area Council National Executive TUC Meetings Other meetings 4 ADMINISTRATION EXPENSES Audit and accountancy Ballots Accountancy systems Bank and legal costs Printing and stationery Staff costs Sundry expenses 5 PREMISES COSTS Cleaning Insurance Rent and rates Repairs Utilities Flat expenses

7 TANGIBLE FIXED ASSETS

2011 £

1,800 3,228

1,650 2,213

308,487 (231,410) 14,821 887 7,382 15,724 120,919

318,950 (239,362) 12,221 1,777 7,319 12,382 117,150

27,154 40,358 31,993 7,407 9,120 631,204 13,854 5,468 3,159 16,965 5,719 792,341

26,668 57,915 30,509 10,764 6,791 614,673 13,421 2,693 12,499 7,743 783,676

22,979 4,008 3,567 1,741 28,528 60,823

13,069 2,590 3,702 1,452 24,893 45,706

11,504 11,232 7,519 4,937 81,895 117,087

15,604 788 8,985 9,573 3,393 59,618 1,181 99,142

5,650 3,457 8,757 1,470 7,596 3,912 30,842

5,116 3,332 12,928 1,392 6,453 1,859 31,080

Land & Buildings £ At 1 January 2012 421,242 Additions 5,961 Disposals At 31 December 2012 427,203 ACCUMULATED DEPRECIATION At 1 January 2012 86,443 Charge for the year 6,445 Relating to disposals At 31 December 2012 92,888 NET BOOK VALUE At 31 December 2012 334,315 At 31 December 2011 334,799

6 EQUIPMENT COSTS Maintenance and leasing Motor Office and computer

2012 £

2011 £

54,078 22,586 76,664

55,447 28,691 84,138

7 TANGIBLE FIXED ASSETS (See below) 8 INVESTMENTS

Quoted securities

(a) Movement in year At 1 January 2012 Movement in year At 31 December 2012

150 150

(b) Market value

257

225

900 29,123 30,023

5,418 25,184 30,602

42,156 24,801 77,439 144,396

20,091 20,490 72,362 112,943

9 DEBTORS Other debtors Prepayments

10 CREDITORS Other creditors Taxes & social security costs Accruals & deferred income

11 NON OPERATING ITEMS Redundancy payments Extraordinary income NGSU web application

47,500 (46,000) 1,500 The extraordinary income relates to the final settlement of the Portman/Smy Case in 2011.

12 TRANSFER OF ENGAGEMENTS On 1 January 2011 the Staff Union Dunfermline Building Society transferred its engagements to Nationwide Group Staff Union.

On 1 September 2011 the One Union for Regional Staff (O.U.R.S) transferred its engagements to Nationwide Group Staff Union.

Office Equipment £ 58,506 1,001 (31,620) 27,887

Computer £ 106,417 1,517 (5,427) 102,507

Total £ 586,165 8,479 (37,047) 557,597

52,544 5,381 (31,620) 26,305

94,637 5,468 (5,427) 94,678

233,624 17,294 (37,047) 213,871

1,582 5,962

7,829 11,780

343,726 352,541

22

75 JUN 13 ACCOUNTS

INFORMATION TO BE PROVIDED TO MEMBERS UNDER THE TRADE UNION AND LABOUR RELATIONS (CONSOLIDATION) ACT 1992 (AMENDED) Under the Trade Union and Labour Relations (Consolidation) Act 1992 (Amended), the Union is required to circulate all members with details of the salary and benefits provided to the General Secretary, the President and all members of the National Executive Committee. The President and members of the National Executive Committee do not receive any salary from the Union or any benefits. They are reimbursed for any expenditure incurred by them in the performance of their duties on behalf of the Union as is the General Secretary. The details in respect of the General Secretary are as follows:

Salary

We have audited the financial statements of the Nationwide Group Staff Union for the year ended 31 December 2012, set out on pages 3 to 11. The financial reporting framework that has been applied in their preparation is applicable law and United Kingdom Accounting Standards (United Kingdom Generally Accepted Accounting Practice).

This report is made solely to the Union’s members, as a body. Our audit work has been undertaken so that we might state to the Union’s members those matters we are required to state to them in an auditor’s report and for no other purpose. To the fullest extent permitted by law, we do not accept or assume responsibility to anyone other than the Union and the Union’s members as a body, for our audit work, for this report, or for the opinions we have formed.

£113,304

Benefits:

Pension Contributions £11,330 (The Union makes contributions of 10% of salary on behalf of all staff)

Car allowance

REPORT OF THE INDEPENDENT AUDITORS TO THE MEMBERS OF THE NATIONWIDE GROUP STAFF UNION

£9,042

We are also required by the Trade Union and Labour Relations (Consolidation) Act 1992 (Amended) to circulate the following declaration to all members. The wording is as prescribed by the Act.

"A member who is concerned that some irregularity may be occurring, or have occurred, in the conduct of the financial affairs of the union may take steps with a view to investigating further, obtaining clarification and, if necessary, securing regularisation of that conduct.

The member may raise any such concerns with such one or more of the following as it seems appropriate to raise it with: the officials of the union, the trustees of the property of the union, the auditor or auditors of the union, the Certification Officer (who is an independent officer appointed by the Secretary of State) and the police.

Where a member believes that the financial affairs of the union have been or are being conducted in breach of the law or in breach of rules of the union and contemplates bringing civil proceedings against the union or responsible officials or trustees, he should consider obtaining independent legal advice.”

Respective responsibilities of the Union’s National Executive Committee and auditors As explained more fully in the Statement of Responsibilities of the National Executive Committee on page 1, the Union’s National Executive Committee is responsible for the preparation of financial statements which give a true and fair view. Our responsibility is to audit and express an opinion on the financial statements in accordance with applicable law and International Standards on Auditing (UK and Ireland). Those standards require us to comply with the Auditing Practices Board’s Ethical Standards for Auditors.

Scope of the audit of the financial statements An audit involves obtaining evidence about the amounts and disclosures in the financial statements sufficient to give reasonable assurance that the financial statements are free from material misstatement, whether caused by fraud or error. This includes an assessment of: whether the accounting policies are appropriate to the Union’s circumstances and have been consistently applied and adequately disclosed; the reasonableness of significant accounting estimates made by the Union’s National Executive Committee; and the overall presentation of the financial statements.

Opinion on financial statements In our opinion the financial statements give a true and fair view of the state of the Union’s affairs as at 31 December 2012 and of its income and expenditure for the year then ended.

Matters on which we are required to report by exception We are required by the Trade Union and Labour Relations (Consolidation) Act 1992 (Amended) to report to you by exception in respect of the following matters if, in our opinion: • A satisfactory system of control over transactions has not been maintained.

• The Union has not kept proper accounting records.

• The financial statements are not in agreement with the books of account.

• We have not received all the information and explanations we need for our audit.

We have nothing to report to you in respect of the above matters.

H W FISHER & COMPANY, Chartered Accountants, Statutory Auditor Dated: 20 March 2013 Acre House, 11-15 William Road, London NW1 3ER, United Kingdom This is an extract from the Accounts – a full report is available on request.

23

75 JUN 13 COFFEE BREAK

LOVING LIFE Celebrating life is the theme of our round up of summer books THIS IS WHERE I AM BY KAREN CAMPBELL When the Scottish Refugee Council assigns Deborah Maxwell to act as Somali refugee Abdi's new mentor, the two are drawn into an awkward friendship, meeting once a month. As recentlywidowed Deborah opens Abdi's eyes to her beloved Glasgow, he teaches her about the importance of family - and of laying ghosts to rest. All Abdi has brought with him is his fouryear-old daughter, Rebecca, who lives in a silence no one can reach. Until, one day, little Rebecca starts talking. And they realise why she stopped.

THE HUNDRED-YEAR-OLD MAN WHO CLIMBED OUT OF THE WINDOW AND DISAPPEARED

BY JONAS JONASSON It all starts on the 100th birthday of Allan Karlsson. Sitting quietly in his room in an old people's home, he is waiting for the party henever-wanted-anyway. The mayor is going to be there. The press is going to be there. But, as it turns out, Allan is not... he climbs out of his bedroom window, into the flowerbed and makes his getaway. And so begins a very unlikely journey.

LEVELS OF LIFE BY JULIAN BARNES 'You put together two things that have not been put together before. And the world is changed...'

Julian Barnes' new book is about ballooning, photography, love and grief; about putting two things, and two people, together, and about tearing them apart.

LIFE AFTER LIFE

BY KATE ATKINSON What if you had the chance to live your life again and again, until you finally got it right? During a snowstorm in England in 1910, a baby is born and dies before she can take her first breath. During a snowstorm in England in 1910, the same baby is born and lives to tell the tale. What if there were second chances? And third chances? In fact an infinite number of chances to live your life?

Would you eventually be able to save the world from its own inevitable destiny? And would you even want to? Life After Life follows Ursula Todd as she lives through the turbulent events of the last century again and again.

With wit and compassion, Kate Atkinson finds warmth even in life's bleakest moments, and shows an extraordinary ability to evoke the past. Here she is at her most profound and inventive, in a novel that celebrates the best and worst of ourselves.

PRIZE WORDSEARCH

WIN BOOKS 50th Anniversary of the NHS One lucky winner will receive the four books featured on this page. Simply find the words related to the 50th Anniversary of the NHS. Completed entries should be sent to Middleton Cheney by 26 July 2013 with your name and membership number filled in below.

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