NGSU Rapport 78 Summer 2014 by The Design Mill

Rapport THE NATIONWIDE GROUP STAFF UNION MAGAZINE

SUMMER 2014 ISSUE 78

WE’VE GOT THE POWER

rEPs haVE inFLUEnCE

PULL OUT & KEEP

gUiDE TO BranCh WOrking arrangEMEnTs

A LIVING WAGE

naTiOnWiDE BaCks CaMPaign

Y C A G E L S ’ E I R A M ANNsUPPOrTing FaMiLiEs aFFEC TED BY CanCEr

NEWS&VIEWS: p2 BENEFITS: p11 HERE TO HELp: p14

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welcome… My first six months as President has been an interesting journey. The National Branch Employment Involvement Committee meeting for the North and South Reps was well attended and produced some very interesting comments/ questions for the Business to take back and think about (see pages 6 & 7). I would like to thank you for raising these issues with our Representatives, who were then able to bring them to the attention of the Business. I regularly meet Reps and it’s good to hear that many are getting more involved in day-today issues and meeting locally with managers to resolve these at an early stage as set out in the Unions’ Strategic Plan.

Gill Grocott President

CONTENTS 3 6 8 9 10 11 12 14 16 18

ngsu@ngsu.org.uk www.ngsu.org.uk @TimPoil NGSU

PLUS…

.uk

www.ngsu.org

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UIDE ICKG nts QU ing Arrangeme Branch Work

been in ments Policy has Working Arrange that generates The Branch Network. It continues to be a topic produced this place for 18 months Union members so we’ve issues. s from most common many question help answer the quick guide to a working arrangements Are there different branches? The for different greed set of Policy is a nationally-a conditions. and Areas contractual terms variations – all There are no local apply the Policy must and Branches every doesn’t mean as written. That same in exactly the may branch will work large branches way way. For example, resources in a be able to manage well but smaller where TOIL works to pay overtime. have branches may

with been employed Saturday, the be pattern that includes is that you won’t in general principle more than five expected to work

policy Most of the and is contractual you that means it to can rely on way determine the to you’re asked work – it’s binding as on the Society well as you.

any nine Saturdays.

to WORKING HOURS am I expected

How many hours a full-time employee work? If you’re to work 35 hours you are contracted part-time your work per week. If you out in your individual hours will be set t. If you are contract of employmen these over and above required to work entitled to contractually hours you are (TOIL) or overtime. time off in lieu hours? work additional Do I have to employees and part-time work Both full-time requirement to have a contractual seven hours per up to an additional across the week or spread either – week on one day. am I How many Saturdays Unless you’ve required to work?

NGSU Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxon OX17 2QT Tel: 01295 710767 Fax: 01295 712580

News & views from your union Power point how reps inﬂuence decisions Tim’s blog General Secretary’s view from Middleton Cheney farmhouse Roy retires roy was able to choose when to retire A wage to live by Nationwide adds its voice to the campaign for a living wage Benefits find out what benefits your union can give you Ann-Marie’s legacy She needed support for her and her young family Here to help q&As and top tips Accounts Annual accounts Coffee break dig it, I ♥ cooking, pet’s corner, book reviews, wordsearch

If you were working part-time on 1 November 2012 and have continued working part-time since be then, you can’t work required to additional hours on a weekday (Mon-Fri).

OVERTIME AND

TOIL

TOIL entitled to claim Am I always if I work additional or overtime your paid to work hours? You’re so any time you’re contracted hours excess of this in required to work back as TOIL or should be claimed some employees be paid. In practice effort’ and work ry an give ‘discretiona without seeking additional time However, or time back. payment extra choice and your this is a personal require or demand manager cannot free. extra hours for that you work TOIL or overtime Can I claim before branch for time worked be ready are expected to opening? You start time. your allotted for to start work at pay or time back There is no extra branch and undertaking arriving at the work or if be ready to start basic tasks to start early. you choose to in early to do I have to be TOIL or can’t claim bankage but that right? Bankage overtime – is

A pull out and keep quick guide to Branch Working Arrangements This topic generates many questions from Union members so we’ve produced this quick guide to help answer the most common issues.

Rapport Editorial board Gill Grocott, 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

news&views Don’t miss out on a pension

Just under 6% of Nationwide employees have opted out of joining the corporate pension scheme. If you’re one of them, we strongly urge you to find out more about the benefits of joining the Nationwide Group Personal Pension (GPP). You’re missing out on an important part of your reward package – money that will help improve your quality of life when you eventually stop working. Nationwide will pay 5% of your notional salary into your pension pot during the first two years’ of your enrolment into the scheme and pay 9% thereafter. As a member of the GPP you will have to pay a monthly contribution of 4% of your notional salary but the actual cost to you is less because you save on tax. Call the Employee Pension team today on 01793 655131 to find out more about joining.

…Call the pension team to day on 01793 655131

Pay Review 2014 NGSU is in the formal negotiation process of the 2014 pay review. Talks will be informed by a number of factors, including Nationwide’s annual results, inflation figures and settlements elsewhere. The Union’s National Executive Committee (NEC) met in May to review progress of the talks and agree a mandate for the negotiating team. If we are able to reach a pay settlement, any awards will be implemented from 1 July 2014.

High Court challenge over fall in tribunal cases Fears that new fees for workers making a claim at industrial tribunals would deny access to justice seemed to be well-founded. Since July 2013, those wishing to pursue a claim must pay a fee ranging from £160 for lodging a claim to £950 if a claim results in a hearing. The actual fee depends on the nature of the case. Figures show that the number of claims received in October to December 2013 was 9,801 — down 75% on the period July to September 2013 and 79% fewer than the same period 2012. Sex discrimination claims, for example, have dropped 82% compared to the previous quarter and by 77% on the same period 2012. UNISON union has been granted permission to appeal against a High Court’s decision, which rejected its judicial review application regarding tribunal fees. The Court of Appeal has decided that the case is of sufficient importance for it to be considered. The union intends to use the statistics to show that access to justice, and in particular EU employment rights, is being impeded. Please note NGSU will pay the Tribunal fees on behalf of members subject to an assessment of the case by our solicitors.

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tiM’s tweets Osborne’s legal challenge against the #RobinHoodTax has been thrown out. Join the 700,000+ calling for it here: bit.ly/1fv9Aj8 Follow General Secretary Tim poil @Timpoil

Careersmart is a new careers guidance website for professionals launched by the Prospect union. It covers a range of subjects, from progressing your career to pensions, CV writing as well as set of podcasts covering topics like stress at work and networking. www.careersmart. org.uk

FESTIVAL TImE

In 1834, farm workers in west dorset formed a trade union. Unions were lawful and growing fast but six leaders of the union were arrested and sentenced to seven years’ transportation for taking an oath of secrecy. A massive protest swept across the country. Thousands of people marched through London and many more organised petitions and protest meetings to demand their freedom. The campaign proved successful and the Tolpuddle Martyrs returned home in triumph. The Tolpuddle story is about how ordinary working people combined together to defend their families. The idea of solidarity as a basic human right is now an international demand and is celebrated each year in Tolpuddle with a festival. This year’s festival takes place over 18-20 July and will again include a popular mix of political discussion and speeches, great music to suit all tastes, entertainment for all the family and the traditional procession of banners, wreath laying and service. Full details at www.tolpuddlemartyrs.org.uk

Autism is a term covering a wide range of conditions that reﬂect neurological differences among people. It can cause social barriers which may affect the lives of people with autism at work. There are about 332,600 people of working age in the UK with autism. However, only 15 per cent of adults with autism are in full-time employment and only nine per cent are in parttime work. Autism in the workplace, written for the TUC by Janine Booth, aims to inform union reps and workers of the facts around the condition, and offers advice on how to support autistic staff to ensure they get the adjustments they may need – and are legally entitled to. Download the report at tinyurl.com/psjjoxf

CLIfford hA rPEr

…this year’s festiva l takes place over 18-20 July

tuC launCHes its fiRst guiDe to autisM in tHe woRKPlaCe

news&views mY WIFE DOESN’T NEED THE mINImUm WAGE! hMrC which investigates cases where the minimum wage has not been paid has released some of the elaborate reasons employers use to explain why they don’t pay the wage. Top of the list was this miserly excuse… An employer said a woman on the premises was not entitled to NMW as she was his wife! other excuses included: “I don’t think my workers know anything about the NMW because they don’t speak English.” Another said: “I know I am paying them too little, but they are getting experience.” Last year, hMrC’s investigations resulted in over 26,000 people getting a share of £4 million in backpay. Anyone who believes they are not being paid the National Minimum Wage can call the Pay and Work rights helpline for advice on 0800 917 2368.

…Nationwide is a Living Wage emplo yer – see page 10

fRee leaRning

The National Extension College (NEC) has launched a series of free courses during 2014, under the title 2014 Learning Challenge, which will be particularly helpful to anyone working as or aspiring to be a first line manager. The challenge runs until October, and will include a range of subjects such as Childcare, psychology, Biology, Critical thinking, Spelling, punctuation and grammar. Last year, NEC celebrated its 50th anniversary by offering free courses to anyone who wanted to learn something new. There were 12 different courses covering a variety of subjects from accounting to childcare. The 50 hours for free campaign saw 2,500 people download more than 5,000 courses. Hundreds went on to enrol on a full NEC course. See more at: tinyurl.com/m7x76zm

HelP at tHe enD of tHe PHone Free legal help for NGSU members is provided by Slater & Gordon Lawyers (S&G). on free phone number – 0800 916 9063. You can talk to one of their legal advisors in complete confidence and as a member, both you and your immediate family have access to free legal advice throughout the year. The helpline covers: problems arising out of the sale of goods or supply of services (e.g. faulty products, contract disputes) Small debts and credit problems Housing and property matters Questions relating to wills and administration of estates Family and divorce problems involving children, family assets and other related matters Crime General Employment matters. If your query relates to a specific issue about your employment at Nationwide please contact NGSU directly as our Individual Cases Officers will have knowledge of the Society’s policies and procedures and will be able to provide advice relevant to Nationwide. Where necessary, the Union will take appropriate legal advice to support members with issues at work.

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Power point Business Committees giving members direct access through their reps to every area of business are starting to take off.

“

he Business Committee structure has been in place for a while but it is really starting to take off and make a difference to what we can achieve,” says NGSU President Gill Grocott. “The process starts with you, the members, who raise issues and concerns with your local Reps. They then take these issues to their Committee and have the opportunity to explore possible solutions and agree actions,” she says. “Being at the ‘sharp’ end of the business means our Reps are well placed to understand the issues that are impacting on our members and what needs to be done to address any concerns. They have the opportunity to make a direct contribution by bringing the views of their local members to the business leaders in their Division at EIC Business Committees.” Gill says the Union wants to see more members come forward as Reps with the potential to join the relevant committee. Committees consider a range of information, for example, the distribution of performance ratings; the results from Viewpoint (the employee survey); HR data such as turnover and absence and looking at trends helps us explore some of the issues – if turnover

is high does that suggest there are pay issues or dissatisfaction etc. The Employee Involvement Committee (EIC) structure provides the framework for dialogue between NGSU and Nationwide. At the top of

BranCh nETWOrk naTiOnaL EiC The National EIC meeting held in march was very well attended with Reps coming from all Areas of the Network and Regional Brands. The event was hosted by Larry Banda and Greg Heaton, Divisional Directors (Branch Network) and Tim poil, General Secretary. There were a number of presentations, including a business performance and the people strategy update by the DDs; an overview of performance management and news of the latest initiative from the process Improvement team. Tim Rose, AGS (Services) presented feedback about the branch working arrangements which had been discussed at the Union’s Regional Councils. Reps participated in ‘round table discussions’ to consider ways to help develop a better ‘safe to speak’ culture in the Network and to enhance the local communication between Area Leadership Teams and NGSU Reps. The day ended with a Q & A session, giving Reps the opportunity to ask some searching questions about bonus payments, the Customer Service Tracker and the Society’s approach to Norms and Referrals. As a result the business has decided to withdraw the CST from the entry controls for Bms and CSms.

the consultation chain is the formal EIC – this is the body that agrees changes to employment terms and conditions in accordance with a collective agreement that underpins the relationship between the parties. Below this are the Joint Consultation and Negotiation Committee (JCNC) and the Organisational Change Committee (OCC) which have delegated authority to carry out the day-to-day interactions between the Union and HR. The Business Committees support the work of the JCNC and OCC by providing a forum for local Reps and Senior Managers and HR Business Partners to discuss issues specific to each Division in Nationwide. “The Committees are chaired by Divisional Directors or Level 4 Senior Managers, so our Reps are able to share views with and influence some of the key decision makers in the business. The Reps are supported at the Committees by full-time Union officers

Interested in becoming a Union Rep and getting involved in the Business Committee consultation process? Details from Kerry Wagg, Rep Support Officer, on 01295 710767.

and members of the National Executive Committee (NEC),” adds Gill. Jim Robinson, NGSU Rep for Wakefield Contact Centre, who attends the Central Distribution Committee said: “As a fairly new Rep I’ve been impressed by how open and receptive the Committee is and I’ve felt confident to raise some issues on behalf of my members. We’re now working in consultation with HR to progress these and agree a way forward. That’s great news for my members at Wakefield and shows we can help to shape the way the business works.”

THE EIC IN THE BRANCH NETWORK

The Business Committee has been in operation for a while and has evolved into a comprehensive consultation chain

AREA EICs

Union Reps from each Retail Area are in regular contact with their Area Director. They share experiences at a very local level and help to alert the AD to potential issues and so help to get an early intervention and resolution.

REGIONAL EICs

Reps from the North and South meet with Performance Directors. This is an opportunity for Reps to consider issues impacting on branch employees as a whole rather than focusing on local individual issues.

NATIONAL EIC

Once a year Reps from across the country come together with the Divisional Directors and Performance Directors to raise concerns directly with the DDs and hear about business plans.

BRANCH NETWORK EIC

A monthly meeting between the branch network DDs and Tim Poil, General Secretary and Tim Rose, Assistant General Secretary (Services). This is the forum where issues such as working arrangements and bonus schemes are discussed.

EIC

The main EIC receives reports about activity in the Branch Network and is a point of escalation if matters can’t be resolved at the BNEIC.

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on farmhouse Tim’s Blog The view from Middlet members are still unable to take TOIL; denied the payment of overtime even when it is contractually due; or their working patterns are changed without proper consultation.

By now you will have seen or heard about Nationwide’s Corporate Strategy (20142019) Building a Digital Society. There is no question that the digital age is impacting all of us in pretty much everything that we do and it will be interesting to see how the strategy responds to the changes in the way customers want to transact business and what that means for the way we work and interact with others. It’s worth remembering that the changes to the Branch Working Arrangements were introduced as a response to the changing demands of customers. These arrangements were underpinned by a commitment from the Society that they would be implemented in accordance with the agreement reached with Union. And so it is deeply frustrating to hear that some

Of course this isn’t the case everywhere – many branches do apply the policy terms correctly – but this should happen in every branch without exception. If the Society is to successfully deliver its strategy it must ensure that it treats employees in the same way that it aspires to deal with customers – by respecting their rights and treating them fairly. We’ve included a brief guide to arrangements in this edition of Rapport to help remind our branch members what their key rights are. Like many people I was intrigued by the recent reports about the French Government banning the use of work mobile phones after 6pm. Digging beneath the headlines it turned out to be a collective labour agreement affecting around 250,000 employees in the technology industry. The agreement requires employers to ensure that staff disconnect from their work-related mobile devices outside of working hours and aren’t put under pressure to check emails. The

intent behind the agreement is to make sure that rest time is truly for that purpose. Although this agreement isn’t quite as radical as the early reports suggested, it does raise some interesting questions about how technology is starting to blur the boundary between work and home life. As ever, we will need to find a way of achieving an appropriate balance between work and home, particularly as Nationwide builds a Digital Society. Finally, I’d like to refer you to the summary of our annual accounts for 2013 published on pages 16 & 17. We continue to manage the Union’s operations in a prudent way and deliver services to members within the income generated by membership and draw subscriptions. This means we are able generate a small surplus to boost our reserves and provide sufficient funds should we need to take action to protect members interests. We remain in good shape financially and are well placed to continue to support members. You can follow Tim on twitter @TimPoil

Roy retires NGSU member roy Small retired from Nationwide at the age of 76 this year – significant because he was able to choose when to go – something he campaigned passionately for. David Hopkins Awards

oy joined the Society in 1988 at the age of 50 in the post room at the Princes Street office in Swindon. At that time all employees had to retire at the age of 60 and this presented the prospect of an uncertain financial future for Roy. He’d only be able to accrue a modest income from his Nationwide pension and it would be another five years before he could claim his state pension. That prompted him into action and he began to lobby HR, as part of the Union’s Advisory Committee on age, to allow employees to stay beyond the compulsory retirement age, even gaining the support from his local MP along the way. Nationwide and NGSU developed a policy that extended the retirement age – ultimately to 75. This was a leading-edge policy and something that all parties involved can be rightly proud of. Since then changes in the law mean that there is no longer a compulsory default retirement age. James Carter, Roy’s most recent manager, describes him as; “a very unique individual who will be greatly missed by his work colleagues. I would like to thank Roy for his hard work, dedication and commitment to the Society over the past 26 years.” Enjoy your retirement Roy!

Members wishing to apply for an award should write to Tim Poil, General Secretary, with details of how it will support their work in their local community. Awards of up to £500 are available.

NGSU member dan Barnes is helping scouts in derbyshire thanks to an NGSU grant. The david hopkins Award supports NGSU members who are active in their local community to gain relevant personal development. dan, who is Assistant district Commissioner of Scouts South derbyshire and a member of the Union’s National Executive Committee representing Cheshire & derbyshire region, used his grant of £500 to support the work he does with the scouts. “I used it to pay for Archery training and I’m now a qualified Instructor for derbyshire Scouts and in the process of qualifying to be an Air rifle/Pistol Instructor,“ he says.

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A wage to live by Pressure from NGSU has encouraged Nationwide to add its voice to the campaign for a living wage.

he Living Wage is an hourly rate of pay which reflects how much a person needs to cover their basic living costs. It is independently calculated, reviewed annually and employers choose to pay it on a voluntary basis. The current rate is £8.80 per hour in London and £7.65 per hour outside of London – these rates are more than the national minimum wage, which currently stands at £6.31 per hour. As part of the 2013 pay negotiations NGSU asked Nationwide to commit to signing up to the principles of the Living Wage and secured an agreement that no Nationwide employee would be paid less than the Living Wage. An independent study examining the business benefits of implementing a Living Wage policy in London found that more than 80% of employers believe that the Living Wage had enhanced the quality of the work of their staff, while absenteeism had fallen by approximately 25%. Two thirds of employers reported a significant impact on recruitment and retention within their organisation. 70% of employers felt that the Living Wage had increased consumer awareness of their organisation’s commitment to be an ethical employer. ‘We are extremely pleased to report that the Society has now taken the extra and important step of signing up to be an accredited Living Wage Employer,” says General Secretary Tim Poil.

Living Wage Week 2014 is a UK-wide celebration of the Living Wage and Living Wage Employers, 2nd-8th November 2014. More at: tinyurl.com/ pubqv2l

“As a Living Wage Employer, Nationwide will take steps to ensure that everyone working regularly at Society premises will be paid the Living Wage, including temporary workers, contractors and service providers. We welcome this initiative and the Society’s acknowledgement of the importance of placing the ethical values of a mutual organisation at the heart of decisions that shape the working environment. We look forward to working with the Society to ensure these values are embedded into all working practices at Nationwide.”

TiME FOr a LiVing WagE Nationwide says the Living Wage is “an idea whose time has come”, and as well as paying staff and contractors at its 700 branches the living wage of £7.65 an hour will also take a leading role in the effort to persuade other organisations to follow suit. The director of the Living Wage Foundation, Rhys moore, said: “As the UK’s largest building society, this move brings the living wage to high streets across the country, and showcases that the best employers are voluntarily signing up to pay the living wage now.” The head of citizenship at Nationwide, Stephen Uden, said the decision to join the campaign fitted in with the organisation’s guiding ethos as a mutual. He said: “In lots of companies there are those almost invisible staff who serve you a coffee in the morning or the cleaner I see when I get into the office at 7am. And it is those people that work for the Nationwide that we feel should be appropriately rewarded whether they are directly working for us or not.”

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QUICKGUIDE Branch Working Arrangements

The Branch Network Working Arrangements Policy has been in place for 18 months. It continues to be a topic that generates many questions from Union members so we’ve produced this 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. There are no local variations – all Areas and Branches must apply the Policy as written. That doesn’t mean every branch will work in exactly the same way. For example, large branches may be able to manage resources in a way where TOIL works well but smaller branches may have to pay overtime.

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.

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

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).

been employed with a working pattern that includes Saturday, the general principle is that you won’t be expected to work more than five in any nine Saturdays.

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 some 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. Can I claim TOIL or overtime for time worked before branch opening? You are expected to be ready to start work at your allotted start time. There is no extra pay or time back for arriving at the branch and undertaking basic tasks to be ready to start work or if you choose to start early. I have to be in early to do bankage but can’t claim TOIL or overtime – is that right?

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QUICKGUIDE Branch Working Arrangements Bankage duties should be included in your rostered hours. 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, for example: 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, 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.

It is NOT poor PRIDE behaviour to decline to work beyond your normal hours and contractual overtime. 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 ‘The Nationwide Way’ 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.

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 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).

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. our experience is that when Area directors are made aware of situations where the policy terms aren’t being followed they will step in and resolve matters. however, if you feel the right action isn’t being taken you can raise a formal grievance and ask for the terms to be applied correctly – the Union will help you do this.

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 balance is less than this your manager should work with you to schedule when you can take the time back.

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. Are part-time employees always able to claim a payment for working planned overtime on Saturdays? There is no special entitlement for part-time employees to be paid overtime for working planned overtime on a Saturday. This means you could be asked to take TOIL on one of the days you work in the week. However, because you’re part-time there will be less opportunity for you to take TOIL and it may make more sense for you to be paid overtime.

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

To find the TOIL tool open the Branch Network Working Arrangements Policy from the HR Policy Point you’ll find a link to the TOIL Tool in Section 3 of the Policy

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.

Changing Work Locations I’ve been asked to work in a different branch to provide short term cover – can I claim my travel costs? If you’re driving, 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. I’ve been asked to work in a different branch on a permanent basis – can I claim any additional travelling costs? Your manager should consider calling for volunteers in the first instance but in any event they should consult with you before any permanent change to your work location is agreed. This should include assessing any impact on you, such as increased travelling costs. In some

pull out & keep

QUICKGUIDE Branch Working Arrangements circumstances a travelling allowance might be paid for a limited period. I work set days in the week, can my working pattern be changed? If your manager wants you to work on a different day, for example, to work some of your contracted hours on a Saturday rather than a weekday – they must consult with you first. 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 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 the Union about your options. This might include raising a grievance.

OThEr issUEs It is becoming increasingly common in my branch to open with just two members of staff – is that allowed? The security arrangements do allow for branches to open with two staff on dispensation from Area Office. Both staff should be in view of the public area although short ‘comfort breaks’ are allowed. Arrangements should be made to allow longer breaks and that can include having dispensation to close the branch. However, as part of the agreement that underpinned the new arrangements there was an acknowledgement that it

Unfortunately we’re still getting calls from branch members telling us that they’re not able to take their TOIL or claim overtime and changes to working patterns and locations are being imposed without proper consultation. This shouldn’t happen – remember these terms are ‘contractual’ and that means they are binding on the Society as well as you. Be confident to speak out or seek help.

Find out who your local rep is here: www.ngsu.org.uk/ member-services/ whos-my-rep

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.

is not acceptable to plan in advance to open with two staff and should only occur in exceptional circumstances. If you are in this position and are concerned about the impact on you, for example, if you’re pregnant or are managing a medical condition or disability that requires you to have regular breaks, raise this with your manager and ask for a risk assessment to be carried out. 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/branchworking

benefits FIRST PRIZE DRAW RESULTS WEDNESDAY 4 JUNE 2014 Prize Chance Sum Winner 1st 115217 £11,406 James Randall WEDNESDAY 7 MAY 2014 Prize Chance Sum Winner 1st 087382 £11,408 John Dickinson WEDNESDAY 2 APRIL 2014 Prize Chance Sum Winner 1st 119257 £11,357 Simon Nash WEDNESDAY 5 MARCH 2014 Prize Chance Sum Winner 1st 087847 £11,408 Hazel Birch

Branch/Department Secured Credit Risk Branch/Department Pension Fund Member Branch/Department Sales Support

James wins

£11,406

June’s draw took place at Bath branch. Union members are required to do the draw. pictured below are the members - Union Reps who attended a Union Regional Council meeting.

Branch/Dept Distribution Change

TO ENTER THE DRAW OR INCREASE YOUR CHANCES OF WINNING, PLEASE CALL 01295 710767 For details of all winners see our website.

nEED a nEW Car? Repairs, maintenance, insurance, and road fund license can all mount up, but as a member of NGSU you are entitled to discounts of up to 45% off brand new cars when taken on monthly finance. These discounts are available to your friends and family too. Cars start from as low as £100 per month including VAT, are all brand new, and will be delivered to home or work at a time to suit. Road fund license is included for the first year at least and all cars come with the manufacturers full warranty as they would from your local dealer. Contact Affinity Leasing on 01299 266610 or email sales@ affinityvehicleleasing.com for more details, or alternative quotes.

12 78 JULY 14

Ann-Marie’s legacy When she was given a diagnosis of terminal cancer Nationwide employee and NGSU member Ann-Marie Burgess knew that she needed support for her and her young family.

nn-Marie, has worked at Nationwide in Swindon since 2003 and is now a member of the Mortgage Product Team as an Assistant Product Manager working on mortgage retention, communications and campaigns and new product development. She and husband Gary have two boys aged three and 13. Gary’s first wife also died of cancer leaving him to raise a young son. Ann-Marie has therefore raised one child who has lost his mother to this disease and now her family have to endure this cruel twist of fate again. As a result Ann-Marie was determined to get help not only for herself but for her family in the future. “When I looked for a support group myself and my family could go to together where I could meet other young families, I couldn’t find one in Swindon so I decided I’d have to set one up,” she says. Now Dragonflies Family Support offers help to young families affected by cancer. Ann-Marie continues to work and look after her very active sons. “I’m 40 years old and have a loving husband, and two sons. Hopefully, this group will give some support to not just my family but others going through similar tough times. It is aimed at those fighting cancer and

‘Ann-Marie was determined to get help not only for herself but for her family in the future.’

those families who have lost a parent to this terrible disease. “For me, I hope this will give my family some continuation – that they can make friends and feel part of a group whilst I’m around and that the group will still be there to support the family when I’m not. “I’m sure my family is not alone in their plight, that there are other families who have gone through similar events and families who will go through it in the future – I would love to think that this group could play just a small part in making their journey a bit more bearable,” she adds. Supporter and work colleague Victoria Hornby said: “Ann-Marie is a great friend and we just want to help her and her family create some happy

Dragonﬂies is a chance for people going through similar situations to meet and chat over a coffee on a regular basis. As we learn more of the specific needs of the group, we then intend to invite in relevant professionals to talk to the group to offer information/ support. Contact the group at tinyurl.com/ ofq9ffa. Or on facebook /dragon ﬂiesswindon

memories despite this incredibly difficult time.” Because Ann-Marie is an ex professional dancer Vicki helped organise a fund-raising dance event involving dance groups in the town in July. “The money we raise will enable them to enjoy some really special holidays and events without having to worry about how to finance these. We just want to take that stress away from her and give her the freedom to concentrate on being with her family and making the remaining time count,” adds Vicki. Hear Ann-Marie talking about her story on Radio BBC Wiltshire at tinyurl.com/kxk4rhq Her interview is 33 mins into the show.

nighT shiFT sPrings inTO aCTiOn June Griffiths-James, Nightshift Senior Customer Consultant with Nationwide at pegasus House in Swindon, has been nominated for an award after she started a citizenship challenge with her team. June approached the Swindon volunteering office to see if there was anything her and her team could do in the evening or overnight. The Rethink residential home in the town had an old smoking room full of rubbish, which they wanted to turn into an activities room. June fired off letters to different companies asking if they would donate any paint and equipment and were given generous donations along with a lovely settee. “Nationwide then gave me and my colleague’s time off and over two evening/nightshifts we completely re-decorated the room,” she explains.

“The manager of Rethink Donna Huff was over the moon and cannot believe what we have done,” she adds. Now Donna has nominated the team for a Volunteer Swindon award. “Rethink mental Illness offers residential accommodation for people who have severe and enduring mental illness, It is hard to break down stigma associated with mental illness but June and the team shared their own experiences and were supportive and empathetic to people living within the service and I felt they really believed in what they were achieving,” she says.

14 78 JULY 14

QA &

We answer your questions about working terms and conditions at Nationwide…

I‘d like to reduce my hours due to my disability as I get tired easily and need to rest sometimes during the day. Can I request this and does my Manager have to agree? Nationwide has a statutory responsibility to make reasonable adjustments under the Equality Act 2010. This could include requesting a change to your hours; working from home or making adjustments to your work-station or supplying specialist equipment and aids. What is reasonable will be subject to an assessment of your individual circumstances by your manager and HR. The best way to approach changing your hours is to make a flexible working request by following the process set out in the HR Policy Point. To support your request, you or your manager can ask for an assessment to be carried out by Santia (Occupational Health). They can help by recommending suitable adjustments for the Society to consider. You can also ask for Access to Work to get involved in assessing your needs. They will carry out a review and make recommendations.

If you need help with the ﬂexible working process please call the Union and speak to an Individual Cases Officer.

I’ve just been signed off sick and I’m coming up to a period of booked annual leave – can I ask for that to be postponed? The Society will look favourably on granting a request to postpone a pre-booked holiday if you’re taken ill or injured before it’s due to start. However, you’ll need to submit a written request within 10 days of being taken ill and you’ll have to supply a letter from your doctor confirming that you’re unfit to work and take your holiday. You’ll need to agree another mutually-convenient time to take your leave in the calendar year. I’m a Team Manager in an Administration Centre and I’m regularly asked to come in before my shift starts to participate in a meeting. Can I be made to attend? There is no contractual requirement on you to work additional hours and therefore any overtime you work is voluntary. Your manager should agree any overtime with you in advance and this includes agreeing whether you’ll be paid for the extra hours or if you’ll take the time back. Your contract does allow for your shift pattern to be changed and if it’s important that you attend the meeting you should talk to your manager about adjusting your shift so you can attend in your normal working hours.

here to help...

dealing with an emergency involving a dependent can be a difficult time. There is a range of support and help available. Taking TiME OFF TO COPE WiTh an EMErgEnCY There is a legal right to take time off to deal with an emergency involving a dependent. This can include providing help when a dependent falls ill or is injured; to organise care or to deal with the initial event in the case of the death of the dependent.

hOW MUCh TiME Can YOU TakE? At Nationwide you can take two days paid leave and a further period of unpaid leave. The total amount of time you can take will depend on the nature of the emergency or event. This could be just a few hours to make care arrangements or one or two days if you are providing the care. The illness or injury doesnâ&#x20AC;&#x2122;t have to be serious or life threatening and may be mental or physical or relate to the deterioration of an existing condition.

an EXTEnDED PEriOD OF COMPassiOnaTE Or BErEaVEMEnT LEaVE A request for an extended period of paid leave to cope with an emergency

Nationwide provides a free and confidential counselling and advice service called EmployeeCare. They can provide advice on how to cope with the normal range of emotions associated with bereavement. Contact EmployeeCare on 0800 358 6858.

or to mourn a relative or friend will normally be considered sympathetically. A manager has discretion to agree as much paid leave that is appropriate to your circumstances. This is normally up to five days but can be longer. This may be in addition to leave already granted to deal with an emergency.

DEaLing WiTh rEQUEsTs FOr BErEaVEMEnT LEaVE A manager will consider a number of factors when deciding how much paid leave to grant. This can include providing appropriate time to mourn, attend the funeral and make arrangements before and after the funeral. If you have to travel a considerable distance, perhaps overseas, more time may be appropriate.

MOUrning a DisTanT rELaTiVE Or FriEnD The arrangements for time off for bereavement leave apply regardless of the relationship you have with the individual. Some people are closer to a distant relative than a parent or sibling and therefore the time off should reflect the nature of your relationship and not depend on a legal relationship.

more helpâ&#x20AC;Ś You can find out more about the support available in the Emergency Time off for dependents and Time off for other reasons policies on the intranet of the Union website.

16 78 JULY 14 The Union is required to issue the following financial statement to Members under the Trade Union and Labour Relations (Consolidation) Act 1992 (Amended) Year ended 31 December 2013. A copy of the full financial statements is available on the Union’s website in the ‘About Us’ section or you can request a copy from the Union Office at Middleton Cheney.

SUMMARY FINANCIAL INFORMATION EXTRACTED FROM THE FULL FINANCIAL STATEMENTS SUMMARY INCOME AND EXPENDITURE ACCOUNTS (GENERAL AND CHARITABLE FUNDS) FOR THE YEAR ENDED 31 DECEMBER 2013

2013 2012 £’000 £’000

SUMMARY BALANCE SHEET AT 31 DECEMBER 2013

2013 2012 £’000 £’000

358 29 672 (136)

344 30 635 (144)

Subscriptions Other income

1,065 107

1,010 121

Fixed assets Debtors and prepayments Cash at bank Creditors and accruals

Total income

1,172

1,131

923

865

Total expenditure

(1,114) (1,089)

Income and Expenditure account Charitable Fund

901 22

846 19

923

865

Surplus for the year

Accumulated surplus brought forward Accumulated surplus carried forward

865 923

823 865

ANALYSIS OF GENERAL FUND EXPENDITURE FOR THE YEAR ENDED 31 DECEMBER 2013 SUMMARY OF SALARIES AND BENEFITS PROVIDED Amount

ts 7%

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.

Ad ex mini pe nse strat s 11 ion %

£10,020

t cos

pmen

Equi

£116,136 £11,614 sc ise em Pr

Name Position Details T R Poil General Secretary Salary Pension Contributions (The Union makes contributions of 10% of salary on behalf of all staff) Car allowance

Services to members 71% Meeting expenses 7% Administration expenses 11% Premises costs 4% Equipment costs 7%

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 2013: We have audited the financial statements of the Nationwide Group Staff Union for the year ended 31 December 2013, set out on pages 3 to 10. 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.

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 2013 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: 19 March 2014

Acre House 11 – 15 William Road London NW1 3ER United Kingdom

18 78 JULY 14

Dig iT…

with Kath

Summer is here bringing with it many jobs for the gardener. In the flower garden it pays to keep on top of dead heading your plants. This will encourage the plant to focus all its energy on producing flowers and not seed production. Stake tall perennials, while they are still manageable, to support future growth. prune mature, spring flowering shrubs such as Forsythia and Weigela to encourage new strong growth. Cut flowering stems back to strong, young shoots lower down the stem. You should also aim to remove about twenty percent of the oldest stems down to the base each year. Water hanging baskets and tubs every day, if necessary, as they can dry out very quickly in summer. Feed them once a week with a liquid fertiliser. Earth up potatoes regularly by covering the emerging shoots with soil, leaving some leaves visible. This technique encourages the

I ♥ cooking

RICH ALMOND CAKE

by Sally Jones Senior Systems Developer (Lead), CBS IT

240g butter 240g sugar 80g ground almonds 4 large eggs 40ml milk 180g self raising ﬂour 2 dessertspoon ﬂaked almonds 1 dessertspoon brown sugar prepare an 8oz round cake tin. put oven on at 170

stem to grow underground resulting in a longer stem to bear potatoes making for a better yield. For vine tomatoes, tie in the main stem to a bamboo cane and pinch out the side shoots, feed every week with a high potassium feed and water regularly to avoid blossom end rot. Look out for and remove any foliage with black spots as this could be the dreaded blight and it could soon spread and ruin your whole tomato crop. Every two weeks sow lettuce, spring onions and pak choi seeds. Check regularly for pests and diseases. Weed regularly. If the weather is dry the easiest way of removing weeds is to hoe them. Leave them on the soil surface for a few days and they will wither and die. Remove slugs and snails and keep your plot tidy as they love to hide under a pot, old slabs or bricks.

Kath

• Cream butter and sugar until light and ﬂuffy • Stir in the ground almonds • Whisk the eggs with the milk and gradually add to the mixture • Fold in the ﬂour • Pour into the tin and sprinkle with the almonds then the sugar • Bake until golden – around 30 minutes (insert a skewer to check if cooked – it should come out clean).

coffee break... A BLAZE OF AUTUMN SUNSHINE (THE LAST DIARIES) TONY BENN

following an illness in 2009 Tony Benn’s diaries, kept for over 60 years, cease. Published alongside his last diaries are his highly personal insights into the challenges of old age and failing health, of widowhood, and of moving out of the family home. FAMILY LIFE AKHIL SHARMA

Indian immigrants to America Biju and Ajay see the American dream become a mockery after a terrible accident which splinters their family. The boys’ mother restlessly seeks the help of pundits from the temple, while their father retreats into silent despair – and the bottle. BLUE MONDAY – NICCI FRENCH

The thrilling first novel in Nicci french’s series introducing psychotherapist frieda Klein. When a five-year-old boy is abducted frieda reluctantly finds herself drawn into the case.

Pet’s corner

SHEFFIELD BRANCH REP ZOE MARPLES & DAISY

I adopted Daisy a year ago. I was told that greyhounds make the best pets as they needed very little in the way of exercise. Having never had a dog before I had a lot to learn, especially with such an energetic dog. The first time I took her out on her new lead in the park I was so excited. She ripped it clean out of my hand and was over the other side of the park before I could blink! One year on I have trained her to fetch and bring back a ball, she now trots around the park off the lead (when I’m feeling brave) and has become a very loyal companion. I would recommend adopting a greyhound to anyone. Tell us about you and your pet. Email or write to the address opposite.

PRIZE WORDSEARCH

WIN

£25 voucher

One lucky winner will receive £25 book or ibook token. Simply find the words which are all to do with Spring and Easter. Completed entries should be sent to Middleton Cheney by 1 August 2014 with your name and membership number filled in below.

C R A X N U T Z B W D V E P J R A O F F J R A A Q N D C WE U R L T

O P L S W D G U N A A O E Q I U I

A K C U T E Y S F G L N U T Q G Y

T I J D N R F B H O L L A N D U Z

I E G T Y P A F I R U S S I A A U

A M C N I N L B N Y O R U Z L J U I R K O A C X M B E C W I Y S A C

ARGENTINA AUSTRALIA BRAZIL CROATIA ECUADOR ENGLAND FRANCE GREECE

A X A N U T N J C A K N G U T P X

J C L U P U Z D W B N Z R A A A D

G C C E N G L A N D B A E D L I I

T B M P R Z M A I D Z V Q I O A L R J I Y DWC Q F O K X A I V S B V T E C E O RW Y G T N J Y V KW

HOLLAND IRAN ITALY IVORY COAST PORTUGAL RUSSIA SPAIN URUGUAY

Name Membership number

Please return to: NGSU, Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT

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