Rapport THE NATIONWIDE GROUP STAFF UNION MAGAZINE
SUMMER 2017 | ISSUE 87
CARING FOR THE CARERS
GETTING THE BALANCE RIGHT
QUICK GUIDE BranCh
WOrking arrangemenTs
CONFERENCE The essenTiaL gUiDe
newS&ViewS: P2 | BeneFiTS: P9 | Here To HelP: P14
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welcome… Standing up for your rights at work is at the heart of what we do. It’s why we have included a Quick Guide to branch working arrangements in this issue to ensure you have all the information you need about working arrangements in response to some members telling us change is being imposed without proper consultation. Please read our essential guide to this year’s NGSU conference and make sure you have your say on the future direction of your union.
Nicola Huddlestone President Throughout the magazine we use Tinyurls – these simply turn a long web address into a much shorter one.
cONTacT US… NGSU Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxon OX17 2QT Tel: 01295 710767 Fax: 01295 712580 ngsu@ngsu.org.uk www.ngsu.org.uk @TimPoil NGSU
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News & views From your union Caring for the carers NGSU AGS Tim Rose meets joint chairs of the Carers Network Tim’s blog General Secretary’s view from Middleton Cheney farmhouse Benefits Find out what benefits your Union can give you Mary’s legacy Timely award but the struggle continues Quick guide Pull out guide to Branch Working Arrangements Restoring trust NGSU joins forum to raise trust in banking Conference – the essential guide Our National Conference is our main policy making forum Here to help Q&As and Toolbox 2016 accounts Summary financial information Member offers Save money on fantastic benefits Coffee break Use IT, book reviews, prize wordsearch
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Rapport Editorial board Nicola Huddlestone, President Chris Palfrey, NEC Officer Tim Rose, Assistant General Secretary Editorial consultant Astrid Stubbs Design & production www.design-mill.co.uk
Printed in the UK www.banburylitho.co.uk Advertising Tim Rose trose@ngsu.org.uk
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news&views QUicK gUide reps across the branch network are reporting pressures on employees, from operating with stretched resources to inconsistencies in the way terms and conditions such as in-charge payments, unplanned overtime and consultation regarding changes to working patterns are applied. if you work in the branch network, please check out our Quick guide to branch working arrangements, see page 11. We’re still getting a lot of calls from members about how the arrangements are being applied and we’re concerned that some members aren’t receiving contractual payments and having changes to their working arrangements imposed without proper consultation.
FeeDBacK FrOM THe aDMIN ceNTreS reps from the administration centres, particularly nationwide house and Wakefield house, are reporting concerns about Dynamic Working, including pressure to work some days at home and issues with hot desking. Car parking problems continue to be a concern at the main sites, including the difficulty in finding a parking space but also inconsiderate parking, particularly at naC.
STay SaFe nationwide has recently updated its Personal security and safety Pocket guide, which provides useful tips about staying safe and numbers to call to report incidents and seek help and support. here’s a reminder of the important contact numbers: ● security Centre emergency Line 0800 454585. ● security services advice Line 08452 668 668 (option 5). ● employee Fraud Team 01793 654326. ● employee Care Line 0800 3586858. ● nationwide group staff Union 01295 710767.
reP oF THe Year 2017 Our Union Reps play an important role for the Union – working on behalf of local members, consulting with local management teams, attending EIC Business Committees and keeping us informed about issues impacting Union members. We like to recognise their achievements by inviting members to nominate their local Rep for our Rep of the Year award Ros Reid winner 201 5 – to be presented at our National Conference in October. To nominate your Rep please complete the form on page 12 or go to our website and follow the Conference links.
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caLL FOr HeLP “There are times when i feel so low and that the world is upon my shoulders. Being a generally positive person i would hate to think that i negatively influence those around me, but the feelings are real and uncontrollable.” Those are the words of just one respondent to an appeal by ngsU President nicola huddlestone for women to share their experiences of menopause. nicola is researching menopause for her employment law diploma and asked women to share their stories. But she says she was overwhelmed by the response she received with emails, letter and approaches at road shows flooding in. among the responses, nicola says she’s been told: “i’m conscious of getting things wrong due to not concentrating or being tired. i’m also conscious of feeling like an ‘old dinosaur’ with all the younger members of my team (i’m the oldest).” “even today, when i talk about menopause, i can see in people’s eyes that they don’t really get it – and that’s my female colleagues. Perhaps we should be educating our staff more about what menopause really is – i think however, it’s treated as a bit of a joke – people having hot flushes, but it’s so much more.” see our Toolbox on page 15 for more information on menopause.
congraTUlaTionS! Sheila Davenport, wife of NGSU Member Steve, won £100 in Affinity Leasing’s monthly draw in May! As a client of Affinity Leasing, Sheila completed a customer satisfaction survey online and her 10 minutes was well spent as she became the winner of May’s prize draw, winning £100 of High Street vouchers of her choice. Sheila was thrilled saying: “I’ve never won anything like this before so it’s a really nice surprise. Thank you.” Affinity Leasing Director Michelle Howles asked Sheila about her experience and she replied “I’m really pleased with the car and the price. Great service from Simon and the team once more. Will definitely use and recommend Affinity again.” Affinity Leasing offers NGSU members and their friends and family brand new cars taken on monthly finance with discounts of up to 40% and no Benefit in Kind tax to pay. They can be contacted on 0800 060 70 70, info@affinityvehicleleasing.com or by logging in to the NGSU members page at https://tinyurl. com/ycp8kezu with the unique code Union.
Go online…u cp8kez
https://tinyurl.com/y Bag a BooKgroUP
Latest research suggests that the UK is a nation of wannabe bookworms, says the Reading Agency, which found that two thirds of us would like to read more. It’s not just being busy that gets in the way: over a third of the people questioned said they struggled to find a book they really liked. Reading groups are a brilliant way to discover new books, highlighted on National Reading Groups Day in June. If you are already in a reading group you can use the Reading Groups website to find, review and get special offers on books or to join a group or get help to set up your own reading group at work or in your area. http://readinggroups.org. Read the survey at https://tinyurl.com/yapsq7zd.
news&views Marriage allowance Did you know that you could be entitled to a married couples’ allowance of £432? So far only a very small percentage of those eligible have claimed the allowance so it’s important not to miss out. To claim the allowance you must either be married or in a civil partnership. One of you needs to be a non-taxpayer i.e. in the current tax year you need to earn less than £11,000 in income (£10,600 for 2015/16 tax year). The other needs to be a basic rate (20%) taxpayer i.e. in the current tax year you earn an income of up to £43,000 (£42,385 for 2015/2016). If you are eligible, the non-taxpayer can apply online at https://tinyurl.com/httl4m9. You will need your National Insurance Number and some additional, personal information about yourself from documents, such as passport, P60 or payslip. If you need help contact AFH Wealth Management for help on 0300 200 3300 or see their website at www.afhwm.co.uk
more Find out tt l4m9
https://tinyurl.com/h How are we doing?
NGSU is affiliated to Unions 21 – an organisation that works to increase the influence and effectiveness of trade unions in the modern workplace. Unions 21 is undertaking some research into how unions use the internet and social media to communicate with members. If you have a few minutes to spare, please complete this short survey to let them know how we are doing and help improve services. https://tinyurl.com/y9do6x83
DaDDy Day care a sex-discrimination employment Tribunal case about paid shared parental leave has prompted members to question the situation at nationwide. The case applied to a father whose company provides for female employees to take 14 weeks fully paid maternity leave but only provides male employees with two weeks fully paid paternity leave. although the man was entitled to shared parental leave, on return from paternity leave he was only entitled to statutory shared parental pay and not an equivalent amount of full pay as female colleagues. He argued sex discrimination and the tribunal found in his favour. nationwide provides 14 weeks’ maternity leave at full pay but if an employee transfers to shared parental leave during the enhanced pay period they will only be eligible for statutory parental pay. a partner is entitled to two weeks paternity leave but any shared parental leave will be at statutory parental pay. Tim rose, agS, says members should be cautious about making direct comparisons with the situation at nationwide, warning that the eT decision could be challenged at appeal. He added that the Union is in discussions with nationwide about maternity and shared parental leave provisions as part of a wider review of family friendly policies.
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Caring for the carers NGSU AGS Tim Rose meets Niki and Philip, joint chairs of the Carers Network.
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magine the situation. You work full time for Nationwide but at the same time you care for your elderly parent. How do you balance the two without being constantly stressed and anxious? Raising manager awareness of the needs of working carers and how initiatives at work can impact on them, is the way forward and has been the priority of the Society’s Working Carers Network, fully backed by NGSU. The Network looks at issues which can cause problems for carers, such as working at locations that extend travelling times, and stops them getting to the person they are caring for quickly. Activities, such as volunteering days, aren’t always accessible to carers and this can lead to feelings of exclusion, say the Network joint chairs and NGSU members Niki Somerville and Philip Farrelly. They believe that encouraging managers to think about these issues and to be aware of policies that can help, such as carers leave and emergency time for dependents, is very important. In addition they say easy access to support and good policies can help to reduce the stress and anxiety that can exist in balancing work with caring. The Network, which is part of the
There’s lots of information, resources and support for carers available at www.carersuk.org including lots that non carers can do to make sure carers don’t have to cope alone
Equality Diversity and Inclusion (ED&I) networks, includes committee members from the Branch Network, Swindon (Nationwide House NH; Wakefield House and Optimus), Northampton (NAC) and Bournemouth (BAC) Admin Centres. The Network would also like to include committee members from the Admin Centres in Sheffield, Wakefield and Caledonia House. Its aim is to support individual employees and promote awareness of the issues affecting working carers. Sharing stories is a great way to help working carers, agree Niki and Philip. They say it’s good to share experience and tips and frustrations and not to feel you’re having to cope on your own. “The Network can also help think about the best approach to submitting flexible working requests and how to structure these to give the best fit for individuals and the business,” they say. One successful initiative has been the introduction of monthly drop-in sessions at NH, NAC and BAC. These are run over lunchtimes and people are invited to drop in for a chat and share experiences. “This has been successful
“Niki and Philip are passionate about the benefi ts that a better understanding of the needs of carers can be for both individuals and the business” and brought together people who are currently carers, preparing to be carers and who have been carers, who can bring a wealth of experiences and tips and things learnt,” adds Niki. Through this initiative, the Network is building a library of tips and guidance, which will be made available to everyone via intranet/sharepoint pages. Tips include the importance of registering power of attorney, asking a local authority for a carer’s assessment and sharing useful information such as the fact that registered carers are entitled to a free flu jab. How the Network supports NAC Northamptonshire Carers attended sessions at NAC organised by Karen Ward, the Network Committee member in NAC. They have organised practical help, including arranging for a carer to have a ‘radar key,’ which gives access to disabled toilets at locations across the UK; in another case, to arrange and fund sign language training to help a carer whose daughter is deaf. They can also help a carer develop an ‘emergency plan’, such has carrying a card that provides details about the person they care for so that should something happen to the carer, action can be taken to look after the person being cared for. Managers have been great in supporting these events and allowed appointments in working hours, say Niki and Philip. Future plans will consider how to support the branch Network. Niki and Philip are passionate about the benefits that a better understanding of the needs of carers can be for both individuals and the business. “The comments of carers who have joined the Network has been fantastic. Carers are resourceful
eD&i neTWOrks NGSU supports the ED&I agenda and networks and Marian Dean, AGS members, has been invited to join a group involving the chairs of all the ED&I networks. “We are actively encouraging members and union Reps to join the networks and get involved. We’re working on raising the profile of ED&I at Union Regional Councils with a Rep for each council helping to cascade information and provide feedback to the Union’s National Equality Officer (a member of the National Executive Committee),” says Tim Rose AGS. “The Union welcomes introduction of carers’ holiday but would like to see a review of the Carers Leave policy and for this to be updated and provide more flexibility for time-off for caring responsibilities.”
Contact the Carers Network at workingcarers. network@ nationwide.co.uk
people – they need to be – time is precious and so if they are going to get involved they want to ensure its worthwhile,” says Philip. “Much progress has been made but there is still work to be done. We would like a working environment where carers feel they are listened to and not judged for their caring responsibilities. They should be respected in a way that means they can maintain privacy and dignity for themselves and the person they are caring for and not have to justify the need for support.”
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TIM’S BLOG
Maintaining trust
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the view from Middleton Farmhouse
’ve always taken the view that the Union is best able to protect the interests of our members by being prepared to engage with the Society about changes it wants to make to the way the business operates. If you’re at the negotiating table you have an opportunity to influence the debate and agree the best possible outcome and that’s always preferable. It was in this spirit that we participated in a review of the working arrangements in the branch network during 2011/2012. The Society was keen to talk about the changing demands and expectations of customers and the need to respond by being more flexible in how and when customers could access services. We accepted the point that the Society needed to evolve to keep pace with the changing market place. These negotiations took place over many months but eventually we were able to reach an agreement that provided protections and safeguards for employees whilst giving scope for more flexibility. The new contractual arrangements were introduced by means of a ‘collective agreement’ that incorporated the changes into the contracts of all branch employees. But four years on, issues and concerns about the way that the branch working arrangements are being implemented are still being raised with us every week. Some are due to misunderstandings about the terms and conditions but some entitlements to payments and allowances are being inappropriately denied and the agreed consultation processes for managing change are being ignored. It is in response to this that we’ve updated and republished our ‘quick guide’ to the branch working arrangements in this edition of Rapport. Please speak up if the terms aren’t being applied correctly and seek help from the Union if needed. We will seek the intervention of the most senior leaders in the business and it is our expectation that they will act to ensure the contractual terms are applied correctly. This is essential to maintain the integrity and trust that underpins the relationship between NGSU and Nationwide.
@TimPoil Follow Tim on twitter and catch up on his latest news
For more info please go to our website www.ngsu.org.uk
Or visit our Facebook or twitter page and tell us your thoughts
benefits FIRST PRIZE DRAW RESULTS Prize Chance Sum Winner WEDNESDAY 1ST MARCH 2017 1st 133743 £13,751 Helen Roberts WEDNESDAY 5TH APRIL 2017 1st 131227 £13,790 Christopher Ward WEDNESDAY 4TH MAY 2017 1st 089360 £13,827 Lisa Gilbert WEDNESDAY 7TH JUNE 2017 1st 077248 £13,916 Joanne Gollogly
Branch/Department
Kings Lynn Branch Matlock Branch Burnham Branch Glasgow Mortgage Centre
TO ENTER THE DRAW OR INCREASE YOUR CHANCES OF WINNING PLEASE CALL 01295 710767 For details of all winners see our website.
Top photo: Caledonia House. Above: Nottingham branch.
The monthly subscription draw was held in Caledonia House for the first time on 3 May! “We need five members on the day to draw the winning numbers – thank you to our five volunteers who participated, we couldn’t have done it without you! Much fun was had by all”, Mairi Jones ICO Caledonia House.
CALL THE NGSU LEGAL ADVICE HELPLINE
0800 916 9063 line open 24 hrs a day 7 days a week
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Mary’s legacy Timely award but the struggle continues.
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ary Macarthur, the trade unionist who championed the rights of working women in the early 20th Century has been honoured with a blue plaque outside her London home. Her struggle shows how important it is to keep fighting for equal rights for women and the plaque comes at the same time as it becomes legally binding on companies to publish information about the gender pay gap in their organisation. The aim is to help remove barriers to women being signed up to more senior positions, including at Nationwide. Mary Macarthur fought for equal pay and better rights for women, including for those working in appalling conditions in factories during WW1. The plaque in her honour was unveiled outside her home at 42 Woodstock Road in Golders Green. Born in Glasgow in 1880, Mary was elected president of the Scottish National District Council of the Shop Assistants’ Union in 1902, and a year later was the first woman to be elected to its national executive. In 1918, women workers on London buses and trams were the first to strike for equal pay, a moment she described as ‘a landmark for the women’s movement and for trade unionism’. She also fought to end sweated labour, which saw women working from dawn until 11pm for less than a living wage, such as chainmakers, who worked in garden sheds hammering out chain links for as little as five
shillings for a 50-hour week. Only one in eight of the more than 900 blue plaques in London recognises women. Frances O’Grady, general secretary of the Trades Union Congress, said: “Thanks to her and others like her there were more than a million women in unions by 1918.”
narrOWing The genDer PaY gaP From 6 April 2017 employers with more than 250 staff are required by law to publish information about the gender pay gap in their organisation. The gender pay gap shows the difference in the average pay and bonuses between all men and women across the whole workforce. Organisations in the finance sector are expected to reveal significant gender pay gaps. This is a reflection of organisational structures in which, historically, women have been employed in the lowest paid roles and men occupying the higher paid senior roles. At Nationwide there has been good progress over recent years with more women securing senior positions. But the Annual Report & Accounts for 2017 reveals that, as of 4 April 2017, female representation across the whole Society was 63.1% with representation in senior positions at 29.3% and board representation at 33.3%. This means that the gender pay gap is likely to be high and in line with other FS companies. The Society has yet to publish its gender pay gap but has committed to do so before the Government’s target date of 4 April 2018.
www.ngsu.org.uk JULY 2017
UPDATED
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QUICKGUIDE Branch Working Arrangements
The Branch Working Arrangements Policy came into effect from 1 January 2013. It’s a topic that continues to generate many questions from Union members so we’ve updated our Quick Guide to help answer the most common issues. Are there different arrangements for different branches? The Policy is a nationally-agreed set of contractual terms and conditions. All Areas and Branches must apply the policy as written. Any proposal to amend working arrangements outside of the policy terms is subject to consultation with NGSU.
WOrking hOUrs How many hours am I expected to work? If you’re a full-time employee you are contracted to work 35 hours per week. If you work part-time your hours will be set out in your individual contract of employment. If you are required to work over and above these hours you are contractually entitled to time off in lieu (TOIL) or overtime. Do I have to work additional hours? Both full-time and part-time employees have a contractual requirement to work up to an additional seven hours per week – either spread across the week or on one day. How many Saturdays am I required to work? Unless you’ve been employed with a working pattern that includes Saturday, the general
Most of the policy is contractual and that means you can rely on it to determine the way you’re asked to work – it’s binding on the Society as well as you. If you were working part-time on 1 November 2012 and have continued working part-time since then, you can’t be required to work additional hours on a weekday (Mon-Fri). The 5 in 9 Saturday rule is a maximum not a quota.
principle is that you won’t be expected to work more than five in any nine Saturdays. You shouldn’t have to work the Saturday before or after a full weeks holiday (or within your break if taking two weeks) – unless you want to. My Branch doesn’t open on a Saturday, can I be asked to work in a different branch? You might be asked to support Saturday working branches but this would be subject to consultation with you and consideration of issues such as additional costs.
OVerTime anD TOiL Am I always entitled to claim TOIL or overtime if I work additional hours? You’re paid to work your contracted hours so any time you’re required to work in excess of this should be claimed back as TOIL or be paid. In practice most employees give ‘discretionary effort’ and work additional time without seeking an extra payment or time back. However, this is a personal choice and your manager cannot require or demand that you work extra hours for free. What time am I expected to start work in the morning? You are
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QUICKGUIDE Branch Working Arrangements expected to be ready to start work at your rostered start time. There is no extra pay or TOIL for carrying out your basic duties to get ready for work or if you voluntarily choose to start work early. If you are required to start earlier, e.g. to service ATMs or prepare bankage, these should be included in your working hours and your rostered start and finish time adjusted accordingly. For example, if you’re required to be in at 8.30am to do bankage and you leave at 5pm you will have worked seven hours and 30 minutes (with a one hour unpaid break). This can be managed in a number of ways; you take 30 minutes back by having a longer break; leave at 4.30pm; add 30 minutes to your TOIL balance or work shorter hours on another day. You should talk to your manager about which option works best for you and the branch. Can I still be paid for ATM servicing? If you are required to carry out ATM servicing this should either be included within your contracted hours or as planned overtime. If you have to work overtime you’re entitled to TOIL or if that can’t be taken, to an ATM servicing payment. Do I have to attend Branch Energisers? These are voluntary and there is no requirement for you to attend an energiser unless it falls within your rostered work pattern. Am I entitled to be paid for working through my lunch break? If you are required to work through your rest break you are contractually entitled to be paid (not be given TOIL) for the additional time you’ve worked. There are set payments depending on whether you work an extra 30,
Sometimes it may be in the interests of good customer service to work over your finish time but this should be paid as unplanned overtime.
Performance Plans and ‘Distribution and Support’ make reference to attending and contributing at branch energisers but the contractual position set out in the Branch Network Working Arrangements Policy takes precedent. Because this is a voluntary activity it is inappropriate for your attendance or contribution at these meetings to be assessed as part of your performance review and you should ‘appeal’ if you think this has had an unfair bearing on your rating.
40 or 60 minutes. A requirement to work through breaks should be exceptional and not a matter of routine. You are legally entitled to an unpaid break of 20 minutes if you have worked for more than six hours continuously. These payments are set out in Section 2.12 of the Policy. How much TOIL or overtime can I claim if I have to work after branch closing? You are required to complete closing procedures before you finish for the day. Where this simply involves packing away and you’re ready to leave within a few minutes, then no further pay or time back is due. If you are required to stay longer because of an unforeseen reason this is ‘unplanned overtime’. You are always entitled to claim an overtime payment for unplanned
Need help…? If you need help please contact your local Union Rep. Our Branch Reps have regular contact with Area Directors (as part of the Employee Involvement Committee arrangements) and they will make the ADs aware of situations where the working arrangements aren’t being followed correctly. If you are unable to resolve the matter via your local Rep and AD, please contact the Union for further help. If necessary, we will refer matters to the Senior Leadership team in Relationships and Distribution and ask them to intervene to ensure these contractual terms are being applied correctly.
overtime (but you can choose TOIL if you prefer). Reasons for staying late can include: to finish serving a customer; waiting for a consultant to finish an appointment; needing to resolve a balancing error (NB: These are examples not an exhaustive list). If it’s been agreed that you’ll stay beyond your rostered finish time to carry out work tasks this will be planned overtime. This might be contractual overtime where you are rostered in advance to work additional hours or could be on a voluntary basis. If it’s voluntary your manager should agree with you up front how you’ll be compensated for the planned overtime e.g. whether this will be TOIL or an overtime payment.
balance is less than this your manager should work with you to schedule when you can take the time back. You do not have to perform every single duty of a branch manager to claim an in-charge or additional responsibility payment – there will be some elements that you either can’t do or don’t need to be done during the period of cover.
Changing WOrking arrangemenTs
Taking TOiL Do I have any say when I take TOIL or is it always scheduled in by my manager? The Policy sets out the aspiration that TOIL will be arranged at a time that suits you – with the caveat that it must fit in with business needs. This means TOIL should be planned in consultation with you and not just imposed. This is easier said than done and trying to balance everyone’s needs can be a nightmare even for the most organised and accommodating of managers. This might mean they plan in TOIL but should be receptive to your requests for time off where branch operations allow. If your TOIL balance is increasing your manager is entitled to schedule in a time for you to take it, giving you at least a week’s notice. At what point can I be paid for any unused TOIL? At the end of the month your manager should assess how much TOIL is outstanding. If you still have a TOIL balance (which is not already scheduled to be taken) of more than 14 hours (or two average days for a part-time employee) and / or older than two weeks, you will be paid an overtime payment to clear the balance. This is the contractual position and should not be denied on the basis that “there is no budget”. If your
Can I claim 3.5 hours TOIL or overtime for working planned overtime on a Saturday morning? Working in a branch that opens between 9.00 am and 12 noon on a Saturday no longer automatically counts as 3.5 hours. Instead, you should claim the time you actually work. For example, if you’re rostered to start at 9.00 and leave shortly after 12 noon – you’d be entitled to claim three hours. If you left at 12.30 pm – you’d claim 3.5 hours; leaving at 1.00 pm – would be four hours.
There is no minimum time that must be worked to claim an unplanned overtime payment. Overtime accrues from the end of your rostered finish time (excluding normal packing up time). For administration purposes, claims must be submitted in multiples of 15 minutes. Remember – unplanned overtime is when you are required to stay after your rostered finish time to complete tasks, such as serving a customer, balance a till or find a cash difference. You are contractually entitled to claim an overtime payment (or request TOIL if you prefer). See Section 2.7.1 of the policy.
Can I be made to change my working arrangements? You are required to demonstrate reasonable flexibility in changing your working arrangements to meet the needs of customers. However, ‘reasonable flexibility’ does not mean your manager has absolute discretion to change your working arrangements as they see fit. Section 2.4 of the policy clearly states that your manager will consult with you about a change to your working pattern; your work location and the opening hours of your branch. They will be expected to follow the consultation steps that are set out in the Changes to Working Arrangements Guide. This requires them to consider the impact of the change on your personal circumstances such as childcare arrangements and additional costs. You must be given reasonable notice of any change. Can I refuse to change my working pattern? We’d hope that most issues can be resolved in consultation with your manager or Area team. However, if a change is imposed that has an adverse and disproportionate impact on you, for example, in respect of travel costs or caring responsibilities, talk to HR or
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QUICKGUIDE Branch Working Arrangements the Union about your options. This might include raising a grievance. Can I claim travel costs if I am moved to another branch? If you are providing short term temporary cover you can claim business mileage for the whole journey from home to the temporary branch provided; i) the route is different to your normal journey, ii) the temporary branch is more than 10 miles away from your normal branch (please check the Business Mileage Guide on the Intranet for full details). If you’re using public transport and incur additional cost, you can claim expenses in the normal way. If you are moving branch on a permanent basis your manager should consult with you and assess the impact of any increased travel costs when determining if it is reasonable to ask you to move.
Remember – these terms are contractual and you are entitled to have them applied properly – whether that’s taking TOIL; claiming unplanned overtime and allowances and being consulted about change. If not you can raise a grievance for breach of contract. Be confident and speak out or seek help.
in Charge anD aDDiTiOnaL resPOnsiBiLiTY PaYmenTs Who can claim an In Charge Payment? A CR, Host or PBM can claim an in-charge payment if they are the person who is nominated to be in-charge in a Branch Manager’s absence. You must be in-charge for at least three consecutive hours which include either branch opening or closing time. As the in-charge person you are the contact and primary person for ensuring smooth running of the branch and handling exceptional incidents relating to: health & safety; customers and security. MCs aren’t normally expected to cover for a BM, but if so, these payment arrangements apply. Who can claim an Additional Responsibility Payment? CRs, Hosts,
Find out who your local rep is here: https://ngsu. co.uk/reps
If you’d prefer to speak to a Union officer, please call us on 01295 710767 and ask to speak to an Individual Cases Officer (ICO). You can call us in confidence for help and guidance.
PBMs, MCs, CSMs and Ops Managers can claim Additional Responsibility Payments if they are covering a BM for at least three consecutive working days. A BM can also claim if they are covering a more senior BM or SLT role.
OTher issUes Minimum resourcing – empowerment to close a branch If your branch is operating at minimum resourcing levels and you are unable to meet the security arrangements of having two employees in view you are empowered to temporarily close the branch to take a comfort break. Do I have to book my holiday by certain dates in the year? There is no contractual requirement to book your annual leave by certain times in the year. However, it does make sense to book your dates as early as possible because you’ll stand more chance of securing the days you want and it helps everyone plan holiday and TOIL more effectively.
Useful info… We hope this quick guide will be a helpful reminder of the key terms relating to branch working. You can read the Branch Network Working Arrangements Policy and associated employee and manager guides in full on our website. Check out the Branch Working page in the Help at Work section or look in the HR Policy Point on the Nationwide intranet. www.ngsu.org.uk/ branch-working
Restoring trust NGSU joins forum to raise banking standards.
Brendan Barber
R
estoring faith in banking and promoting the highest standards is the aim of the Banking Standard Board (BSB), which held its first Professional Forum in May. The BSB is an independently-led body, which promotes high standards of behaviour and competence across the UK banking industry. Britain’s biggest banks and building society support it. The session was very well attended by a diverse and varied mix representing banks, building societies, trade unions, professional bodies, regulators, qualification providers, academics and other interested stakeholders. Tim Poil (GS) and Tim Rose (AGS), represented NGSU, joining in the wideranging discussion about issues that can be a barrier to creating an open and inclusive culture within firms, including fear factors that prevent employees from speaking up, pressures on groups of employees, particularly those in frontline roles in branch and contact centres, and processes, such as performance management. Tim Poil, General Secretary, commented: “Unions are able to bring a unique insight into the workings of the finance sector as they see the impact of organisational culture first-hand and are able to voice concerns that individual employees often feel inhibited from sharing. It is extremely encouraging that the BSB is reaching out to unions and values the contribution we can make in helping to assess how far firms are demonstrating
The second forum takes place in September. If you have any questions about the BSB’s work on professionalism or any thoughts or ideas to share, you can email them to http://tinyurl.com/ yakoqx2d.
Read the BSBs annual report 2016/2017 http://tinyurl.com/ yaoq9ttw
the characteristics of good culture. We have committed to participate in future events and support the work of the BSB.” The BSB has no regulatory powers but uses an assessment process, involving employee surveys and focus groups, to examine how far firms demonstrate the characteristics associated with a good culture. Nationwide is a member of the BSB and NGSU is also a member of its Professionalism Working Group, a forum set up to agree common definitions and goals for strengthening professionalism in banking. Some employees were invited to participate in a BSB survey involving all member organisations in 2016 and 2017. As a result the BSB identified three key themes to address in the coming year: ● Understanding and helping address an apparent mismatch in many firms between the values espoused and the way that some employees see business being done. ● Helping to develop a culture of responsibility and accountability rather than blame. ● Identifying practical steps to help promote personal resilience and well-being among employees, so they are able to serve their customers, members and clients well. Commented Brendan Barber, Deputy Chair (BSB) and former TUC General Secretary and chair of the meeting: “I was impressed by the commitment of such a wide range of organisations to raising professionalism in banking”.
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JULY 17
Conference the essential guide Our National Conference is our main policy making forum. It’s where we debate issues that have been raised by Union members and determine our negotiating agenda with Nationwide for the next two years. It’s your opportunity to tell us about the issues that are important to you and what action you want the Union to take – here’s your essential guide. What happens at Conference? Union Representatives attend Conference and propose motions on behalf of union members in their area. Conference delegates are invited to speak for or against the aims of the motion and then vote. If a motion is passed by two-thirds of the delegates it becomes the Union’s policy to try and fulfil the aims of the motion in discussions with Nationwide. What type of issues are raised at Conference? There were 57 motions debated at our Conference in 2015 – 43 of these were passed and became Union policy. Topics included a number of issues about pay, bonuses and allowances, improving maternity pay, concerns about Performance Management and Calibration, working conditions in branches and contact centres, work-life balances, issues arising from secondments, mental health and wellbeing issues. Does Conference only debate issues about terms and conditions? As our policy making forum, Conference also debates issues about how the Union operates. Any changes to our rules must be passed by Conference. Our Charitable Reserve was set up in response to a motion.
Where can I find out more? There are more details on our website, including details of motions debated at previous Conferences and the online form. Conference will take place over 9-10 October 2017 at St Johns Hotel, Solihull.
What happens next? The Union’s National Executive Committee (NEC) determines the best way to advance the aims of the motions. Some are discussed with HR at the Joint Consultation and Negotiation Committee (JCNC) and some are raised at local EIC Business Committees or other forums, such as the Health & Safety Committee. What has changed as a result of a Conference Motion? Some issues can be resolved quite quickly after Conference; some take longer and there are some which the Union is still trying to achieve. In 2015, there were a number of motions raising concerns about the use of the Customer Service Tracker (CST) being used to determine bonuses and performance rating – the Society responded quickly to our representations and the CST was withdrawn as an entry control to bonus schemes. Another motion called for salary band maximums to be increased and the Union successfully negotiated an increase in the maximum from 115% of market anchor to 120%, as part of the 2016 pay review, and a further increase to 130% as part of the 2017 pay review. We’re working to advance some issues through our participation in joint reviews with Nationwide, for example, about pay strategy and performance
cONFereNce MOTIONS 2017
Please tell us briefly about the issue you want to raise, why it is important and how you like to see it addressed. Name: Employee Number: Branch Department: Contact Number: Motion:
Please complete and return this form to: 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 25 August 2017 or email ngsu@ngsu.org.uk. 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.
reP OF THe year 2017 management – these are complex issues and take time to change. We’re still trying to negotiate an increase in maternity pay. How do I submit a Conference motion? You can complete the form on this page; use our online form at www. ngsu.org.uk, complete the form in July’s edition of Union Mail; send us an e-mail to ngsu@ngsu.org.uk or talk to your local Rep. Simply tell us what the issue is and what you’d like done about it. A Union Rep will contact you and help draft the wording of the Conference motion. You will not be identified as the source of the motion, either at Conference or in any publication – so there’s no ‘safe to speak’ issue. Your motion will be presented to Conference by a Union Rep. The closing date for motions is 25 August 2017.
Name of Representative: Constituency/Area: Nominated by: 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 or email your nomination to: ngsu@ngsu.org.uk
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QA &
Your rights to overtime payments and taking time off when you need it. I have to take my child to a series of medical appointments, am I entitled to any additional time off? As these are planned events you’ll need to cover the time-off by agreeing appropriate arrangements with your manager e.g. some form of short-term flexibility. This could include some adjustment to your working hours, using TOIL or taking unpaid leave. Section 2.1 of Nationwide’s Flexible Working Policy sets out the Society’s approach to requests for short-term flexibility and states that managers will make every effort to accommodate requests. This might include using some annual leave. If your child is under 18 you have a right to request Parental Leave. You can take up to four weeks unpaid leave a year. I’m attending a funeral and will need to stay over the night before and after. I’ve been told that I can have bereavement leave for the day of the funeral but will have to use holiday for travelling – is that right? The purpose of bereavement leave is to support an employee as they mourn for the loss of someone close
Unplanned overtime is where you are required to work overtime without prior notice. For example, unplanned overtime may be needed to finish a critical piece of work or to finish serving a customer. You will be paid for unplanned overtime unless you and your manager agree that you will take time off in lieu instead. Section 2.2 – Overtime and Additional Hours Policy.
to them and to attend the funeral but the policy acknowledges that it can cover other issues, such as organising the funeral. The bereavement guide encourages managers to take into account travelling arrangements when determining how much paid time-off to provide. With such a clear steer, we’d expect you to be given bereavement time to cover the funeral and travelling time. I work in a contact centre and have been told that I cannot claim overtime for wrapping-up a call after my shift as it is not deemed to be ‘core activity’. and that overtime for ‘core activity’, such as continuing to talk to a customer, can only be claimed if more than 15 minutes has been worked – is this correct? The Overtime Policy gives a clear definition of unplanned overtime and when it applies (see note). The Policy does not require a minimum period of overtime to be worked for a claim to be made but for administration purposes claims must be submitted in 15 minutes blocks. Local rules or procedures do not override these contractual terms.
here to help...
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Your essential guide to the menopause. Is menopause an issue? Absolutely! The reaction from members to our feature in the last issue has been overwhelming. NGSU President Nicola Huddlestone invited women to contact her to share their stories to gather information on how women at Nationwide need support. The responses have come by email, surveys, at roadshows and face to face, with over 70 responses. Your comments ‘I have been struggling with the menopause for a few years now and finally decided to hand my notice in this was 12 weeks ago…I carried on with my hot flushes and mood swings feeling like a back end of a bus…Where to go from here no one know but hopefully in future years there is more help out there for us 50 plus.’ ‘If you don’t sleep enough, you cannot perform in full even if you would like to. Constantly being tired you are not able to concentrate on what you are doing which causes mistakes.’ ‘I want to progress, to move forward, and I know I am bright and capable person, but when you have ‘fog’ brain and it is hard to concentrate and some mistake can happen.’ Statistics In a survey for the union 81% said they experienced symptoms on a daily basis, 78% said their performance at work was affected, 78% said they were offered no support emotionally or
If you are experiencing any difficulties please contact the Employee Careline and they may be able to help you on 0800 358 6858. And if there is an issue that affects your work call NGSU on 01295 710767
Some websites that you may find helpful: The British Menopause Society: https:// tinyurl.com/ ybmax695 NHS: https://tinyurl. com/7ljrfpw TUC: https://tinyurl.com/ yd2q2azo
physically at work. Most commonly the preconception is that the menopause is women just getting ‘a bit hot’ when the symptoms can actually be very diverse and debilitating, including arthritis, anxiety, depression, sleeplessness, heart palpitations and osteoporosis. As symptoms can last on average four years maintaining performance at work can be challenging. NGSU stance Nicola is looking to work with the wellbeing team and other areas of the business to develop ideas to raise awareness of the condition. If you would like to share your story then please contact nicola@ngsu.org.uk. TUC position The menopause is an occupational health issue, and one that is growing in importance. Women now make up almost half the workforce and there are an estimated three and a half million women over the age of 50 currently in work. That number will rise as the retirement age for women increases over the coming years. It is important that trade unions raise the issue in the workplace and make sure that employers are aware of their responsibilities to ensure that conditions in the workplace do not make the symptoms worse. Women who are experiencing the menopause also need to know that there is someone they can go to discuss any difficulties they are having.
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sUmmarY FinanCiaL inFOrmaTiOn eXTraCTeD FrOm The FULL FinanCiaL sTaTemenTs sUmmarY inCOme anD eXPenDiTUre aCCOUnTs (generaL anD ChariTaBLe FUnDs) FOr The Year enDeD 31 DeCemBer 2016 2016 2015 £’000 £’000
Subscriptions Other income Unrealised gain on investments
1,257 126 25
1,201 142 16
Total income
1,408
1,359
Total expenditure
(1,266) (1,265)
Surplus for the year Accumulated surplus brought forward Accumulated surplus carried forward
142
94
1,143 1,285
1,049 1,143
sUmmarY OF saLaries anD BeneFiTs PrOViDeD Name T R Poil
Position General Secretary
The Union is required to issue this financial statement to Members under the Trade Union and Labour Relations (Consolidation) Act 1992 (Amended) Year ended 31 December 2016. A copy of the full financial statements is available on the Union’s website in the members’ only area. If you would like a copy you can also write to Tim Rose at Middleton Cheney.
939 31 462 (147)
567 36 633 (93)
1,285
1,143
Income and Expenditure account Charitable Fund
1,259 26
1,124 19
1,285
1,143
Fixed assets Debtors and prepayments Cash at bank Creditors and accruals
anaLYsis OF generaL FUnD eXPenDiTUre FOr The Year enDeD 31 DeCemBer 2016 Services to members 71% Meeting expenses 7% Administration expenses 10% Premises and equipment costs 12%
Ad ex mini pe nse strat s 10 ion %
2%
The members of the National Executive Committee do not receive any salary from the Union or any benefits. All members of the National Executive Committee are reimbursed for any expenditure incurred by them in the performance of their duties on behalf of the Union, as are the General Secretary and the President.
2016 2015 £’000 £’000
1 ts s & os ise ent c em Pr uipm eq
Details Amount Salary £125,988 Pension Contributions £18,898 (The Union makes contributions of 15% of salary on behalf of all staff) Car and other allowances £8,169
sUmmarY BaLanCe sheeT aT 31 DeCemBer 2016
Meeting expenses 7% Services to members 71%
accounts sTaTUTOrY irregULariTY sTaTemenT We are required by the Trade Union and Labour Relations (Consolidation) Act 1992 (Amended) to include the following declaration in this statement to all members. The wording is as prescribed by the Act. The irregularity statement, the exact wording which is reproduced below: “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.”
rePOrT OF The inDePenDenT aUDiTOrs Set out below is the report of the independent auditors to the members as contained in the accounts of the Union for the year ended 31 December 2016: We have audited the financial statements of the Nationwide Group Staff Union for the year ended 31 December 2016, set out on pages 3 to 15. 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), including Financial Reporting Standard 102. 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.
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 2016 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: 22 March 2017
Acre House 11 – 15 William Road London NW1 3ER United Kingdom
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SUPPORTING CRISIS APPEALS ngSU has made a £5,000 donation to help starving victims of east africa crisis this year. The Union’s Charitable Reserve was set up in 2005 following a resolution passed by National Conference. The reserve recognises that the Union has a social responsibility beyond its core activities and from time-totime will wish to support charitable causes that are important to the membership. Donations have been made to major international appeals in recent years – to the Ebola Crisis and Philippines Typhoon Appeal, as well as UK-based charities, including the NSPCC, Julia’s House in Bournemouth, Swindon MS Therapy Centre and Pancreatic Cancer Research. In April, the National Executive Committee (NEC) approved a proposal to donate £5,000 from the Union’s Charitable Reserve to the DEC’s East Africa Crisis appeal. Prolonged
drought, conflict and food and water shortages have left 16 million people on the brink of starvation and at risk of waterborne diseases across East Africa. The funding will be distributed across the DEC’s 13 member agencies, with action planned to roll out WASH (Water, Sanitation and Hygiene) programmes. Requests for charitable donations are considered and authorised by the NEC. The Fund operates under the following principles: ● The recipient must be a registered charity. ● The charity will normally be nationally recognised. ● Donations should be used for the benefit of people within a community or group, or part of a disaster campaign. Requests for donations to a particular charity should be sent to Nicola Huddlestone, NGSU President (2016/2017) at the Union’s Office in Middleton Cheney.
#ExperienceThis
20% discount
The Slide at The ArcelorMittal Orbit - Family Ticket - £52.00
Gin and Tonic Tasting Experience for Two at Mr Fogg’s Gin Parlour, Covent Garden - £36.00
Summertime for some action Summer’s here, so look lively and grab yourself the next hottest ticket. We’ve got a collection chock-full with summer days and nights that you’re sure to remember until your next amazing summer day or night - we’ve got that covered too. And it all starts here with a discount to get you going. Whether you’re looking to get away, out and about or try something completely new, you’re all set to #ExperienceThis.
60 minute Golf Lesson with a PGA Professional £65.00
Manchester United Football Club Stadium Tour with Meal in the Red Café for Two - £50.00
Family Steam Train Trip with East Somerset Railway £32.00
YO! Sushi Workshop for Two - £50.00
Visit virginexperiencedays.co.uk/vedpartners to get your code to receive your discount 0844 504 0844 / Virgin Experience Days, Acorne PLC, Stamford House, Boston Drive, Bourne End, Buckinghamshire, SL8 5YS *see full terms and conditions at https://www.virginexperiencedays.co.uk/terms-and-conditions
Ultimate Wimbledon Tour with Lunch and Champagne for Two - £180.00
Two Night Glamping Break at the Quiet Site, Lake District - £119.00
coffee break... THE DRY JANE HARPER
In the small town of Kiewarra, Australia it hasn’t rained for two years. Tensions in the community are at breaking point when three members of the Hadler family are suddenly brutally murdered. ELEANOR OLIPHANT IS COMPLETELY FINE GAIL HONEYMAN
Office worker Eleonar Oliphant has learned how to survive – but not how to live. She leads a simple life. Eleanor Oliphant is happy. Nothing is missing from her carefully timetabled life. Except, everything. GREATEST HITS LAURA BARNETT
Singer-songwriter Cass Wheeler is taking a journey back into her past. After a silence of 10 years, she has to pick 16 tracks tor a Greatest Hits album. THEFT BY FINDING DAVID SEDARIS
Described as the American Alan Bennett, Sedaris’ diaries describe in delightful detail his life from leaving home through a succession of very odd jobs, meeting even odder people.
use-
I
T
From Fan to over… How do you get from the word fan to the word over? By word association on the ngSU Forum. You can join in the fun and keep the thread going at http://tinyurl.com/y83vjkjr and while you are there why not join in and have your say on one of the many other issues your colleagues and fellow ngSU members are debating?
PRIZE WORDSEARCH
WIN
£25 voucher
One lucky winner will receive a £25 book or iBook token. Simply find the words which are all ways to help make you happy. Completed entries should be sent to Middleton Cheney by 25 August 2017 with your name and membership number filled in below.
VM R V E I E L N L S A SU MG P H YO OU B I BK X R RU CM GY
L U C G O O J N Z I Z B H D X E P
H A S U Z N L I F X L V D F L D B
I U T I D J G F P P Y L P B T I I
H D G O C D R W X G E B J F M T T
O I R E I I L N A S O N H T B A H
CUDDLE EXERCISE FRIENDS GOOD FOOD HOLIDAY LAUGH LONG WALK
L L C J E Z F E K L L O B D Y T E
I E U N T Q Y P D X K E D A I I R
D O D E X E R C I S E N E F I O A
A S N E W H O B B Y V G T P O N P
Y U Y Y S H O P P I N G D H I O Y
A A Q F F S M I L I N G M P V N D
K U R V T F V H X B R H I S A P G
MEDITATION MUSIC NEW HOBBY SHOPPING SLEEPING SMILING THERAPY
Name Membership number
Please return to: NGSU, Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT
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