UNISON Sheffield LG newsletter Oct 2016

focus October 2016

www.sheffield-unison.org.uk

City of Sheffield

D N E I R F A T I U R C E R ber m e m y r e v e r fo arn £20 e u o y n a c ly he union’s t Not on d il u b lp e h l ou wil voice. r e g you recruit, y n o r t s a s and give u ip h s r e b m e m

Do you know of any friends or colleagues who deliver public services in Sheffield and are not yet members of a trade union? If so, you can earn yourself a whopping £20 for each new member you recruit to UNISON. Recruit 5 members or more and you will be entered into our exclusive prize draw and have the opportunity to win a fantastic prize, including:

• Weekend breaks in London with tickets to a show • Luxury spa weekend for 2 • Apple iPads, notebooks and tablets • £50 of Love2shop vouchers • Plus various other smaller prizes

Contact us UNISON Arundel Gate Court 175 Arundel Gate SHEFFIELD S1 2LQ Tel: (0114) 2736307 Fax: (0114) 2766412 email: lgbranch@ sheffunison.org.uk web: www.sheffield-unison.org.uk

Inside PAGE 2

Living Wage

PAGE 3 Government attacks on public sector exit payments

PAGE 4

Grammar Schools UNISON Welfare – There for You

Recruit 10 or more members and be entered into a further prize draw for a MYSTERY PRIZE!

PAGE 5

Please pass the application form on the back page to a friend or colleague, and additional forms can be requested from the Branch Office.

To enable us to identify who you have recruited, please write your name and membership number on top of all completed application forms and ensure they are returned to the address above.

PAGE 6

Fire Service – Changes Ahead Dangers of Using Social Media Retired Members Group Branch Self Organised Groups

PAGE 7 Schools Catering Contracts

Terms and Conditions

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1. This recruitment incentive is intended to run until 31st March 2017*.

2. For every member recruited to Sheffield UNISON, by either stewards or members, there will be a payment of £20 which will be paid once the recruited member has been in membership for 13 weeks.

3. Only those application forms received at the branch office by either post or hand will be eligible for inclusion in this incentive. Any forms submitted either online or to national/regional office will therefore be excluded.

A Word from the Branch Secretary

*This incentive will be subject to periodic review and the branch reserves the right to withdraw it at any time without notice.

UNISON focus

Why UNISON continues to work with employers in Sheffield to sign up to the Living Wage

W

e all know that the Government introduced the ‘National Living Wage’ in April 2016. This is set at a rate of £7.20 hour for employees over 25.

The Government based its rates on median income in the UK, setting the benchmark at 55% for the national living wage; but we don’t think this goes far enough.

UNISON have been campaigning for employers to subscribe to the Living Wage as determined by the Living Wage Foundation.

Calculated on the basic cost of living, the current UK Living Wage

is £8.25 an hour. The London Living Wage is calculated at £9.40 an hour.

Employers chose to pay the UK Living Wage on a voluntary basis. In Sheffield we have successfully campaigned to sign up all employers where UNISON members work.

Sheffield City Council is the biggest employer to do this and introduce the Living Wage from 1st January 2013, as a supplement. This covered all SCC staff and all maintained schools, and applies to full-time, part-time, bank pool, casual and temporary workers.

For those services that have been TUPE transferred to another employer, this may no longer apply in the future. As a Branch we are taking legal advice on this and will be having discussions with SCC at the TUPE meetings that Rod Padley (Branch Secretary) attends.

Members will be updated as soon as there is any further news If anyone requires a copy of the Living Wage Factsheet please contact the Branch Office.

Paying the Living Wage is good for business, good for the individual and good for society and we feel our members should be entitled to a real Living Wage.

Explaining UK Wage Rates Minimum Wage 21-24

Is it the law?

What age group is covered?

How is it set?

Is there a London Weighting?

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Minimum Wage 25+ (‘national living wage’)

Living Wage

£6.70

£7.20 from April 2016

£8.25 across the UK and £9.40 in London

Law

Law

Voluntary

21 and older

25 and older

18 and older

Negotiated settlement based on recommendations from businesses and trade unions

A % of median income, currently at 55%, it aims to reach 60% of median income by 2020

Calculation made according to the cost of living, based on a basket of household goods and services

No London Weighting

No London Weighting

Yes – there is a separate higher rate for London

UNISON focus

Government attacks on public sector exit payments

T

he Government is seeking to introduce further attacks on Public Sector workers that will significantly affect workers often forced to leave employment as a result of their massive cuts agenda.

The attacks on ‘exit payments’ will could impact significantly on redundancy payments and early retirement schemes for staff earning from around £25000 p/a upwards.

The attacks come under 3 main areas:1. Recovery of exit payments if you return to the public sector within 12 months 2. Absolute cap on the value of any exit payment set at a maximum of £95,000 3. New reduced limits on calculating exit payments Whilst the direct impact of these attacks may vary by sector of Public Service, the length of service individual employees have been employed in the Public Sector or how close someone is to retirement age, what is clear is that this is a further and unwarranted attack on loyal and dedicated employees who have given their working lives to benefit of the public.

It is expected that the government will seek to pass final regulations quickly with a view to immediate implementation.

Here is a summary of the implications:1) Recovery of exit payments if you return to the public sector within 12 months When does it come into force?

We are now expecting final regulations

to be passed in early October with an immediate implementation date.

Who is affected?

Anyone earning over £80,000pa when they were paid to exit public sector employment, if they return to a job ANYWHERE in the public sector within 12 months.

Up to 100% of the exit payment will be recovered by the old employer, or by the government if the old employer no longer exists.

What payments will it cover?

Payments made to an exiting employee, or a third party on behalf of the employee, including: • Redundancy payments • Any pension top-up to enable early retirement • Any payment made as part of an agreed exit settlement between the employer and the employee 2) Absolute cap on the value of any exit payment set at a maximum of £95,000 When does it come into force?

We are now expecting consultation on the draft regulations (small print) to be published by early October – implementation is now expected in early 2017.

Who is affected?

Anyone working in the public sector who gets an exit/redundancy/early retirement settlement. It will mostly affect high earners, but despite previous government promises, it will also affect moderate earners if they have long service such as nurses, social workers, paramedics and librarians – particularly if they were previously entitled to access early retirement as an alternative to being

made redundant.

What does it cover?

Payments made to an exiting employee, or a third party on behalf of the employee, including: • Redundancy payments • Any pension top-up to enable early retirement, • Any payment made as part of an agreed exit settlement between the employer and the employee I’m not a high earner - how could this affect me?

If you have long service, you may have earned redundancy entitlements that mean you will exceed this cap. In local government, where anyone made redundant after age 55 is currently automatically entitled to early retirement instead of redundancy, someone earning as little as £25,000 could be affected, because an early retirement settlement (made directly to the pension scheme to compensate for taking current entitlements earlier than expected) is often much larger than a straightforward redundancy settlement. In other words, the £95,000 cap applies to the whole settlement, even the part of it which is paid to the pension scheme – not just the part which the individual receives.

3) New reduced limits on calculating all exit payments When does it come into force?

The government have now published their response to the consultation on these changes. They have outlined an expectation that employers will have a rough outline of their own proposals ready within 3 months and final implementation of any agreed proposals will be accepted by the treasury team and in place within 9 months.

Continued on page 4

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UNISON focus

Grammar schools plan generates backlash Education by selection The Prime Minister Theresa May announced in September plans to give all schools in England the right to select pupils by ability. The plans have prompted a backlash from across the education and political spectrum despite claims the schools will be required to take a quota of “poorer pupils”.

UNISON National Officer Ruth Levin warns “This move back to selection will be damaging for pupils, schools and communities and flies in the face of Theresa May’s claim that she wants to govern in the interests of one nation”.

The debate is a distraction from dealing with the real issues of funding cuts and a shortage of school places. If this government

really cared about education and the life chances of disadvantaged pupils they would reverse the cuts to school budgets.

“Regressive move” Labour’s shadow Education Secretary, Angela Rayner said “However you package this up, the Tory government are bringing back selection to the UK Education system.

By enshrining selection into our education system the prime minister is willfully ignoring the overwhelming evidence that selection at 11 (years old) leads to a more unequal country”.

The leader of the NUT Kevin Courtney said opening new grammars was “a regressive move and distraction from the real

problems of funding pressures and teacher shortages” “Tosh” and “Nonsense” Even Sir Michael Wilshaw, Ofsted’s Chief Inspector of Schools, said that the idea that poor children would benefit from a return to grammar schools was “tosh” and “nonsense”. He said “my fear is moving to a grammar and secondary modern system – because let’s face it, that’s what we’ll have if you divide (children) at 11 – we will put the clock back” UNISON condemns the creation of selective schools in the strongest possible terms. By working work with colleagues to oppose this policy, we believe we can push the government in to a Forced Academy style “U” turn.

Public sector exit payments (continued from page 3) There is no legal backing to ensure these dates or any particular changes are met, however, the government is clear that once the consultation period is over, legislation may be issued for implementing any new proposals if changes cannot be achieved through negotiation.

What is proposed?

It is expected that all areas of the public sector look to reform or revise

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their scheme to consider making savings and to specifically consider the following three broad areas: 1. New maximum redundancy / exit entitlements (see below) 2. Reducing entitlements as people near retirement 3. Reducing, or eliminating, access to early retirement options UNISON considers these attacks to

be entirely punitive, representing yet another attack on public sector workers and the services they provide, this is why we are joining with other unions and the TUC to challenge the detail of these new attacks on exit payments which negotiators will be addressing on a sector by sector basis.

Members meetings will be arranged as and when we have more information.

UNISON focus

Sheffield Fire Service – changes ahead s Home Secretary, Theresa May had been focused on police reform for the past 6 years.

A

ensure that any potential threats to jobs within the Fire Service are kept a close eye on:

In January 2016, the Home Office assumed responsibility for the Fire Service, with the aim of looking at areas of shared working with the Police to create efficiencies, and reduce costs to the taxpayer.

“Whilst we understand the principles of joint working, particularly when we are dealing with vulnerable members of the public, there are concerns over the implications for jobs.

The Policing and Crime Bill is currently progressing through parliament, with a ‘constitutional imperative’ that the police and fire services cooperate to achieve this shared working.

Regionally, potential areas of shared working are already under discussion.

Shop Steward Carl Pike is keen to

What we don’t want to see is the skills of staff and officers in the Fire Service being diluted, and services and jobs being made redundant.

I have asked for Joint Working & Shared Services to be added as a standing item on the agenda of our monthly Joint Consultation Forum with Management, so that I can ensure members are kept up to date with any discussions”

Beware the dangers of using social media Members are still facing disciplinary action, up to and including dismissal, for things they have posted on social media sites and the internet.

Despite UNISON’s efforts over a number of years to warn people of the dangers of sites such as Facebook, the message has still not got through to everyone.

News in Brief Sheffield Retired Members Group The Retired Members Group currently has over 1000 members. A group of around 20 members meet regularly on a social basis, mixing meetings with guest speakers and local trips out where affordable.

We also keep abreast of developments in UNISON and Local Government by sending representatives to relevant UNISON meetings and conferences, who then give feedback to the group.

The group would welcome new members and anyone wishing to join can do so providing they have at least two years continuous membership immediately prior to their retirement from employment.

The next meeting will be held on Tuesday 8th November 2016, at 2pm in the UNISON Branch Office, 175 Arundel Gate, Sheffield, S1 2LQ (refreshments will be available).

For further information please contact the Branch Office on 0114 2736307.

Remember that what you post on social networks is legally comparable to when newspapers or broadcasters print or broadcast stories and employers do check posts.

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UNISON focus

Representing all our members

Self Organised Groups UNISON has Self Organised Groups (SOGs), who organise and campaign at Branch, Regional and National levels for the following: 1.

2.

3.

4.

Black members Disabled members L esbian, gay, bisexual and transgender (LGBT) members Women members

Similarly, Retired Members and Young (under 27 years old) Members can become activists within the various structures of the union.

UNISON rules require branches to have the following core Branch Officers elected annually: Equality Co-ordinator and Young Members’ Officer.

The retired members in branches also have the right to annually elect a Retired Members’ Secretary.

City of Sheffield Branch has actively engaged members in its retired and young members’ sections, as well as disabled and women members’ SOGs. However, more members who wish to actively engage are sought for these SOGs and particularly for the inactive LGBT and Black Members’ SOGs. The Black Members’ SOG held its first meeting on Monday 19th September, unfortunately this was not well attended. A further meeting has been arranged for Monday 21st November at 5.30pm, here in Branch Office, refreshments will be provided.

There For You We recognise that UNISON members experience many pressures in their lives affecting both home and work. We offer a unique confidential advice and support service just for members of UNISON and their dependants.

Financial assistance Debt advice Wellbeing breaks Support and information Access to a network of credit unions Contact us now on 020 7121 5620 or visit our website

unison.org.uk/thereforyou

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Members are asked to contact the Branch on 0114 2736307 to confirm their attendance.

Also just a reminder that the next Disabled Members SOG meeting will be held on Wednesday 2nd November at 5.30pm in Branch Office, refreshments will be provided.

The branch has a trained LGBT contact for members who seek signposting, referral, information and advice relating to sexual orientation, either relating to issues in the workplace or to personal matters.

Members who are interested can contact the branch office for further information relating to equality and self-organisation on 0114 2736307.

UNISON focus

School catering contracts – TUPE updates

T

aylor Shaw have been one of the largest catering contractors for school meals in Sheffield for over 5 years.

Contracts between Taylor Shaw and some Sheffield schools have now ended, and some schools have chosen to look for alternative contractors to provide the school meals services.

This means that on the 1st August a number of staff were TUPE transferred to other employers.

Two of the incoming employers, Dolce and Caterlink won the contract for several schools in the area and staff transferred over on their existing terms and conditions as per TUPE. UNISON have worked closely with Taylor Shaw and members as part of the consultation and negotiation process. UNISON Branch case worker Diane Mitchell stated; ‘Members were kept up to date with all stages of the consultation and transfer process, with support being offered individually to all members. UNISON ensured that the process was correct and that a UNISON representative was present for all individual agreements. I was surprised by the lack of other union attendance and support was seemingly not given in person to their members.

TUPE can be a quite daunting

process for staff especially in situations where the employers have failed to follow the correct consultation procedure. Members’ feedback was that being offered support, advice and representation had been essential in reducing stress and worry over the TUPE process’ Heritage, Tapton Trust and Birley Community Trust (covering schools including Heritage Park, Springs Inclusion Centre, Birley Primary, Rainbow Forge, Hallam Primary and Wisewood Primary) agreed to offer transferring staff improved T&Cs which more closely reflect SCC terms and conditions.

This included for instance Local Government Sickness Pay. Previously staff had been entitled to a maximum of 16 days sick leave. Staff offered these T&Cs have voluntarily accepted their new contracts after UNISON confirmed they were more favourable for employees.

Mellors has been the other main catering provider in Sheffield, and staff transferred from them to Aspens Services 1st August and Eden, Interserve 1st September.

Unfortunately the TUPE process has not been as straightforward with Mellors or Aspen’s. Initial consultation was not forthcoming, and full discussions with staff were not carried out.

UNISON continued to pursue disclosure of T&Cs and consultation meetings with members until the transfer date, unfortunately to no avail. UNISON is now in the process of taking further legal advice on the lack of statutory TUPE consultation.

Have there been any changes in your workplace?

Don’t presume your employers are aware of any collective agreements that form part of your T&Cs.

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UNISON focus

A word from Rod Padley (Joint Branch Secretary) S

ince our last newsletter the Branch has been busy representing our members through some extremely difficult and trying times.

As the Government’s austerity measures begin to take hold we have seen a significant increase in redundancies in schools alongside those in Sheffield City Council. Whilst school budgets have not been cut, there have been NO budget increases in them for several years. This is leading to quite a number of schools finding themselves in severe financial difficulties.

At the time of writing our members employed

by AMEY are facing massive cuts to terms and conditions and redundancies, this is despite AMEY assuring the 480 people that transferred to them from Sheffield City Council in 2012, that they would have a job for the full 25 years of the contract.

I have received a number of telephone calls recently regarding the agreement between the Trade Unions and Sheffield City Council over increments and the 3 days unpaid leave that the majority of

NATIONAL LIBRARIES

MUSEUMS &

SCC members have had to take at Christmas.

When the agreement comes to an end in 2018 the situation will need addressing as it is not acceptable for our members to be suffering financial hardship. After 8 years members will have progressed just 1½ increments whilst working alongside colleagues who are at the top of their grade and paid significantly more for carrying out the same job.

Finally as some of you may be aware Louise, who works here in Branch Office, is expecting a baby in October, I’d like to take this opportunity to wish her, and her partner Will, all the very best for the future.

“I give my 100% support to this demonstration. The Tories have devastated our public services using austerity policies as justification.

I promise that a Labour Government will act to ‘in-source’ our public and local council services and increase access to leisure, arts and sports across the country. We will reverse the damage the Tories have done to our communities in the cities, towns and villages.”

JEREMY CORBYN, Leader of Labour Party

“I will be marching with you on 5th November. This is the kind of social movement Jeremy is talking about.

The Tories’ ideological obsession to destroy public services is clear for all to see. They have waged a six-year war on our Libraries, our Museums and our Galleries. These valuable public services reflect, support and celebrate the rich diversity of our communities and should be nourished not destroyed.”

JOHN McDONNELL, Shadow Chancellor

GALLERIES DEMONSTRATION

Saturday 5th November “I give my 100% is support to th n” demonstratio JEREMY CORBYN

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Assemble outside the British Library 12 noon More details on the route of the demonstration in September

It’s the demonstration every Library campaigner has been calling for and now it’s on.

The march will start from the iconic British Library and end outside the House of Commons for a Rally.

Public Libraries and Museums remain the lynchpin of communities, offering access to learning, reading, history, art, information and enjoyment.

Libraries are, or should be, trusted public spaces for everyone. They play a crucial role in improving literacy, in combating the digital divide and in widening democratic involvement.

BUT, in the UK since 2010, we’ve LOST: l 8,000 paid and trained library workers; l 343 libraries (600-plus including ones handed to volunteers); and lone in five regional museums at least partially closed.

We’ve also seen: l Libraries’ and museums’ opening hours cut; l Budgets, education

programmes and mobile/ housebound/specialist services slashed; l an escalation in commercialisation and privatisation; l a 93% increase in the use of volunteers in libraries; l income generation become the priority for almost 80% of museums.

This is a crisis and not an opportunity. Users, staff,

campaigners and unions need to unite and fight before it’s too late. PCS Culture Sector, Unite the Union, Barnet UNISON & Save Barnet Libraries, and Campaign for the Book have been calling for a national demonstration to highlight the ‘clear and present danger’ to our national Library service. Support the protest on 5th November!

“Libraries are the second most popular public service after the NHS. They offer education, inspiration and access to knowledge, the foundations of democracy. Sadly, they are under attack from government cuts as never before. It is time to stand up for libraries. Please support this demonstration.” l ALAN GIBBONS, Author, organiser of ‘Campaign for the Book’

Barnet