Breaking News: Barnet UNISON ending Lockdown survey results

 

We asked our members (most of whom are working from home) one question.

“Do you feel that it is safe for you to go back to work?”

94% of our School UNISON members felt it was not safe.

85% of our Capita UNISON members felt it was not safe.

79% of our Barnet Council UNISON members felt it was not safe.

79% of our Barnet Homes members felt it was not safe

 

 

“COVID-19: How to make your workplace safe” Zoom meeting

Barnet UNISON as part of our Know Your Rights at Work campaign are hosting a

ZOOM meeting with NEU and GMB entitled:

“COVID-19: How to make your workplace safe”

Wednesday 27 May 6pm

Guest Speaker: Janet Newsham, Chair Hazards Campaign, sitting member of Employment Tribunal for past 25 years.

https://us02web.zoom.us/j/82640214991?pwd=cW01ZzhtTTJoeStjNWVVcGJSaEhqQT09

Meeting ID: 826 4021 4991

Password: 363400

 

Care workers:“What protection is in place for workers in care settings?”

1. What are Public Health advising should be in place in care settings where a resident has COVID-19?

The link below provides details of what types of mask you should be wearing if working with someone with COVID-19

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/874411/When_to_use_face_mask_or_FFP3.pdf

 

2. Public Health England advice for standard infection control principles that should be in place in all health and care settings.

If you work in a care setting and you have residents with COVID-19 make sure you read this guidance as it provides details of what type of PPE you need to wear.

http://www.barnetunison.me.uk/wp/wp-content/uploads/2020/04/Interim-IPC-advice-for-care-homes_v1.2_20200318.pdf

 

Public Health England are stating that if residents or staff are not showing symptoms there is no risk of sharing or contracting the virus, therefore staff do not need to wear the PPE that is required when working with residents with COVID-19.

Barnet Group – temporary-changes-to-workplace-policies-and-procedures

Barnet Group -COVID-19 – temporary-changes-to-workplace-policies-and-procedures

 

As coronavirus (also known as COVID-19) continues to spread, we recognise that our organisation needs to adapt its ways of working.

We want to help reduce the spread of coronavirus and safeguard the welfare of our staff during the coronavirus outbreak, while continuing our operations as normally as possible.

This policy explains what temporary changes we are making to our usual policies and procedures on sickness absence, flexible working, travel, and annual leave during the global health crisis.

Sickness absence

Sickness absence reporting

What is our normal policy?

Under our normal sickness absence policy, if you fall ill and cannot attend work, you would be required to:

  • notify your line manager before you are due to start work, or as soon as possible if that is not practical; and
  • provide medical evidence (typically, a fit note from your doctor) for sickness of more than seven calendar days’ absence.

What is changing temporarily?

During the coronavirus situation, it is vital that you do not attend work if you fall ill and experience any common coronavirus symptoms. These are:

  • a fever;
  • a dry cough; and
  • shortness of breath.

You should still notify your line manager of your absence before you are due to start work, or as soon as possible if that is not practical.

However, we recognise that you may be legitimately absent without having written medical evidence (typically, a fit note from your doctor). If you are given medical advice to self-isolate, we will not ask you to provide written medical evidence after seven calendar days’ absence.

This is because public health advice is that, if you show symptoms, you should avoid going to your doctor or a hospital to prevent infection from spreading. You may have been given medical advice via telephone from NHS 111 to self-isolate.

You will still be expected to:

  • explain to your line manager what medical advice you have been given and from whom; and
  • keep in regular contact with your line manager.

Given the coronavirus situation, you must make sure that your contact details are up-to-date on iTrent and your line manager has a telephone number and email address where they can reach you if you are in self-isolation.

Acceptable levels of absence

What is our normal policy?

Under our sickness absence policy, the formal procedures for managing sickness absence may be triggered as a result of:

  • 10 or more working days of sickness absence during a rolling 12 month period;
  • 4 or more episodes of sickness absence during a rolling 12 month period;
  • a single absence of 15 or more working days (long-term sickness absence);
  • any sickness that gives cause for concern or where early intervention might help.

in the previous 12 months.

What is changing temporarily?

If you are given medical advice to self-isolate (for example from NHS 111), or we ask you to self-isolate, we will not take this absence into account when determining whether or not we are taking formal action under our  sickness absence management procedure.

Sick pay

What is our normal policy?

You would normally receive, if eligible, statutory sick pay (SSP) where:

  • you have a period of sickness absence from work of at least four calendar days in a row; or
  • during sickness absence you are normally entitled, in any 12-month period to receive sick pay as defined in your contract which would reduce to half pay or no pay

What is changing temporarily?

You will be paid full pay if:

  • we have asked you to stay away from the workplace and self-isolate; or
  • you are self-isolating in response to medical advice from NHS 111, your doctor, or a local health protection team.

 

 

 

Flexible working

Requests for flexible working

What is our normal policy?

Under our flexible working policy, you can normally agree informally with your line manager to one-off or short-term changes to your working patterns or periods of homeworking.

However, if you wish to change your working patterns or work from home for an extended period, we normally ask you to make a formal request for flexible working and follow the procedure set out in our policy on employees requesting flexible working.

What is changing temporarily?

As long as the organisation’s operational needs continue to be met, you will be able to:

  • adapt your working patterns, for example to allow you to travel on public transport at less crowded times; or
  • work from home if your role allows for this,

for an extended period without having to follow our formal procedure. You can agree informally with your line manager to these changes.

You should speak to your line manager if you wish to take advantage of either of these options, or any other flexible working options that may help you at this time. However, the decision as to whether or not to agree to your request for flexible working remains with your line manager.

Once agreed, the temporary flexible working arrangement will continue until further notice. If circumstances change, your manager will discuss with you any adaptations to, or the withdrawal of, the flexible working arrangement, with the final decision remaining with your manager.

Requirement to work remotely

What is our normal policy?

Except by prior agreement with us, we do not normally require you to work remotely for an extended period.

There is normally no expectation that:

  • if you use a laptop, you always take it home with you after work each day.

What is changing temporarily?

Given the current global health situation, you may be asked to work remotely at short notice. This could be the case if our workplace closes unexpectedly as a precaution or public health measures, such as an area-wide lockdown, are introduced.

This could mean working from home, although you may have the option to work remotely from one of our other work sites if it remains open.

If it is not possible for you to work from home, you should discuss your options with your line manager.

You should ensure that, where possible, you take your laptop home with you after work each day.

You should contact the IT department if you have any queries about the remote-working system.

Travel

Non-work-related travel

What is our normal policy?

We do not normally have any rules around staff travelling outside work.

What is changing temporarily?

If you have been in a restricted area since the beginning of March 2020, you must inform your line manager immediately.

If you plan to travel to a restricted area in your own time, for example on a holiday or for family reasons, you must inform your line manager before you depart of where you are going.

You must not come to work on your return. Even if you have no symptoms, we will ask you to self-isolate for 14 days after your return from the restricted area.

On your return from a restricted area, your first step should be to visit the 111.nhs.uk website, where you can get further medical advice via telephone. You should do this even if you do not have any symptoms.

If possible, you should avoid going to your doctor or a hospital to prevent infection from spreading.

Annual leave

Changing your holiday plans

What is our normal policy?

Once you have booked annual leave, we normally allow you to cancel or change annual leave only in limited circumstances. These circumstances include where:

  • your personal circumstances warrant it and the cancellation or change does not inconvenience the organisation; or
  • you fall ill shortly before or during annual leave.

 

 

What is changing temporarily?

During the coronavirus situation, you may change your mind about travelling, or be unable to travel to your planned destination, and may wish to cancel or change annual leave that you have already booked.

If you would like to cancel or change planned leave, please speak to your line manager. We may allow you to change or cancel booked holiday, taking into account the coronavirus situation. However, this will continue to be a decision for your line manager, depending on the circumstances.

For example, if we have arranged cover for you, or arranged shift patterns on the basis that you will be on leave, we may require you to take the leave as booked.

Unused annual leave

What is our normal policy?

Our organisation’s holiday year runs from 1 April to 31 March.

Normally, we require you to take your holiday entitlement in the relevant holiday year and we allow you to carry over no more than[five days’ annual leave into the following leave year.

What is changing temporarily?

We recognise that you may be unable to take your remaining annual leave before the end of the leave year. For example, you could have an increased workload because of the coronavirus situation, or you may have cancelled or changed planned annual leave.

We are suspending our usual rule that / you can carry over no more than five days’ annual leave into the following leave year

While you should endeavour to take your holiday entitlement in the relevant holiday year, you should speak to your line manager if you think that you will be unable to do so.

As long as your line manager agrees, the annual leave can be taken later. The timing is a matter for discussion between you and your line manager.

 

 

 

Do you work in a care home or school? Dial Helpline details below.

Do you work in a care home or a school ?

Do you have some concerns about Coronavirus and what procedures should be in place in your work place?

Why not give the helpline a call?

Barnet Council have set up a Public Health (PH) helpline for care homes in Barnet.

The number is 0808 281 3210, choose option 5, which will state:

“If you are calling from a care home, school or are a Councillor needing public health advice, press 5.”

The PH Team will be able to talk you through the infection control procedures and organise PPE delivery, via covid19.

End.

Enough is enough. PPE for all care workers now.

Please sign this petition

http://chng.it/GqNGny9X

We demand Personal Protective Equipment (PPE) is made immediately available for all care workers.

It is time for a change in the Public Health guidance on wearing PPE.

All care workers need to be provided with PPE (mask and gloves etc.) and training in how to use it.

Until now you have to be working with someone known to have the virus to have PPE.

That may have been right back then but now it’s got to change.

Care workers need PPE.

PPE needs to be provided on the assumption any of us could have Covid-19.

We can’t afford our care workers being exposed to the virus or passing it on to service users.

It takes just one case in a care home and suddenly care workers will be sent home to self-isolate.

But who looks after the residents if you send the care workers to self-isolate?

We don’t have enough care workers to work to this strategy which is why ALL care workers must be provided with PPE.

We can see there isn’t enough PPE for the NHS but this should not be a reason for not making this demand.

If care homes start falling where do you think this will end?

More admissions to hospitals!

If this Government can’t ensure there is enough provision of PPE then they should step aside and let others take over.

It’s already happening and we can’t stay silent on this any longer.

It’s a simple demand – PPE must be provided for all care workers.

No excuses, no delay.

End.

 

LATEST – Management position on Leasehold, Neighbourhood, Rental Income, Customer Contact Centre

Hello All,

Earlier this week I confirmed that that all interviews have been suspended up until 1 June and that this would not affect any applications for voluntary redundancy. I also stated that I would provide an update to everyone as to the implementation of the wider CEP recommendations before the end of this week.

The CEP recommendations will continue to be implemented but with some changes to account for the suspension of the interviews. Please note that these dates are subject to review in light of the ongoing COVID-19 issues. I would like to thank everybody for their continued efforts over this difficult period and I have tried to give an overview of how this will impact on each service below over the coming months and up to 1 July:

 

Changes 13 April 2020
 

1 – Income Collection Services

  • New Income Collection Service goes live with all Rental Income Team staff & functions transferring into the new service area
  • Recruitment for new Income Collection Service Manager post to be suspended in line with wider TBG approach
  • Leasehold Housing Manager and 5 x Leasehold Housing Officers transfer to the new Income Collection Service as a separate Income Collection Team (Leasehold). The Leasehold Housing Manager will report directly into Head of Housing Management
  • Leasehold Housing Officers will retain responsibility for managing leasehold management enquiries but will not be responsible for the Right To Buy process.
  • Leasehold duty line to close and be redirected to CCT

 

 

2 – Housing Management Services

  • New Housing Management Service goes live with all Neighbourhood Housing Team staff & functions transferring into the new service area
  • No change to role and responsibilities of staff as all Leasehold Management functions and the management of RTB will not be added to this service area at this point
  • All ‘at risk’ staff members (2.5 x Housing Assistants) to be retained pending interviews currently scheduled for 1 June
  • Neighbourhood duty line to be retained – to be transitioned to CCT by 1 July 2020
  • Regeneration Service to be set up over the course of April – May 2020

 

 

3 – Leasehold Development Team

  • Leasehold Development Team to be transferred with all existing staff and resources from Leasehold Services to Property Services
  • Leasehold Development Team Manager to report direct to Head of Property Services

 

 

4 – Leasehold Management Functions & Right to Buy

  • Leasehold Housing Officers will retain responsibility for managing leasehold management enquiries but will not be responsible for the Right To Buy process.
  • 1 x Leasehold Housing Assistant to be retained pending interviews currently scheduled for 1 June
  • Sections of the RTB process (e.g. RTB application pack) to transfer to the CCT
  • Assistant role to report into the Leasehold Development Team Manager
  • The Leasehold Development Team Manager will be given additional hours to lead on developing the approach to transferring all leasehold management and RTB function into the Housing Management Service
  • All transition activities regarding leasehold management and RTB functions will be reported to Head of Housing Management

 

 

Changes 18 May 2020
 

1.       Income Collection Service

  • 0.5 resource (LHO) to move out of the Income Collection Team (Leasehold) to join new transition team focussing on leasehold management enquiries
  • Responsibility for all leasehold management enquiries to transfer to new transition team

 

 

2.       Housing Management Services

  • No further change

 

 

3.       Leasehold Development Team

  • No further change

 

 

4.       Leasehold Management Functions & Right to Buy

  • To recruit 1 x FTE agency staff member to join Leasehold Management Transition Team to be joined by 0.5 resource from the Income Collection Team (Leasehold) and 1 x Leasehold Assistant
  • 1.5 x Officer resources to lead on leasehold management functions. 1 x Leasehold Assistant resource to lead on RTB and admin functions
  • Team to be managed by the Leasehold Development Team Manager

 

 

Changes 1 June 2020
 

1.       Income Collection Service

  • Interviews planned for this date – to be kept under review

 

 

2.       Housing Management Services

·         Interviews planned for this date – to be kept under review

 

 

3.       Leasehold Development Team

  • No further change

 

 

4.       Leasehold Management Functions & Right to Buy

  • 1 x FTE Housing Officer to join the transition team from Income Collection Service
  • This will allow 2 x FTE Officer resources to lead on leasehold management functions.
  • 1 x Leasehold Assistant resource to lead on RTB and admin functions will need to be replaced by agency member of staff up to 1 July

 

 

Changes 1 July 2020
 

1.       Housing Management Services

  • On 1 July all leasehold management services and RTB functions to transfer into the Housing Management Service dependent on meeting key criteria (e.g. development of key processes; training provision; IT system improvements)
  • If all criteria met the transitional team closes down and Leasehold Co-ordinator post reports into the Housing Management Service Manager post
  • If extension required must be authorised by the Head of Housing Management

 

 

2.       Leasehold Development Team

  • No further change

 

 

3.       Leasehold Management Functions & Right to Buy

  • If all criteria met transition team closes and all function move to the Housing Management Service
  • 1 x FTE Housing Officer to join the Housing Management Service
  • Agency post to be ended
  • Leasehold Co-ordinator post reports into the Housing Management Service Manager post

 

 

I will be keeping this plan under continuous review and its successful implementation is dependent on a number of factors not least having feedback from everyone about what is and what isn’t working.

 

If you do have any queries about the above, please let me know.

 

Kind regards

 

 

 

Stuart Coleman

Housing Restructure Update

Dear member,

I hope you and all your loved ones are well.

See attached or below.

This is the latest update from management in regard to the ongoing Consultation in Leasehold, Neighbourhood, Rental Income and Customer Contact Centre.

I have not been able to consult with you on these proposals or call a meeting with you to discuss whether these proposals change the position agreed upon the last time we met on the 11 March 2020.

The position then was for a dispute to be lodged at JNCC and thereafter enable an indicative ballot of members effected by as to what industrial action you are prepared to take.

Obviously the Corona Virus has markedly changed priorities.

The next scheduled JNCC is on the 3 April 2020 – so given that management have moved their position, put some further risk mitigating measures in place and moved the interview dates for ‘at risk’ staff to the 1st of June

Should UNISON lodge the dispute?

Or wait and continue further dialogue?

Please reply to this email and indicate either 1 or 2.

  1. LODGE DISPUTE NOW
  2. DO NOT LODGE AT THIS TIME

Let me know your thoughts –

In solidarity

Stay safe

Patrick Hunter

UNISON Convenor for The Barnet Group

 

 

 

 

 

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