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.

 

 

 

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

 

 

 

 

 

Barnet UNISON: Public Health guidance for Social Care workers

Dear Members

If you work in social care we want to make sure that you are being kept safe.

Below are links to Public Health England guidance for workers in Residential, Supported Living and Home Care.

Please read the information carefully. If you are not getting Personal Protective

COVID-19: guidance on residential care provision

Updated 19 March 2020

“Care home providers will routinely be procuring personal protective equipment (PPE) such as gloves and aprons. In addition, there will be a free issue of PPE to support adult social care providers to support compliance with the updated advice. This will be issued from the pandemic influenza stockpile. Arrangements will be put in place for adult social care providers to access further PPE as necessary.”

https://www.gov.uk/government/publications/covid-19-residential-care-supported-living-and-home-care-guidance/covid-19-guidance-on-residential-care-provision

 

COVID-19: guidance for supported living provision

Updated 19 March 2020

“Personal protective equipment

The risk of transmission should be minimised through safe working procedures. Care workers should use personal protective equipment for activities that bring them into close personal contact, such as washing and bathing, personal hygiene and contact with bodily fluids.

Aprons, gloves and fluid repellent surgical masks should be used in these situations.

In particular cases, if there is a risk of splashing then eye protection will minimise risk.

New personal protective equipment must be used for each episode of care. It is essential that personal protective equipment is stored securely within disposable rubbish bags.

These bags should be placed into another bag, tied securely and kept separate from other waste within the room. This should be put aside for at least 72 hours before being put in the usual household waste bin for disposal.”

https://www.gov.uk/government/publications/covid-19-residential-care-supported-living-and-home-care-guidance/covid-19-guidance-for-supported-living-provision

 

COVID-19: guidance on home care provision

Updated 19 March 2020

“Personal protective equipment

Care workers should use personal protective equipment (PPE) for activities that bring them into close personal contact, such as washing and bathing, personal hygiene and contact with bodily fluids.

Aprons, gloves and fluid repellent surgical masks should be used in these situations. If there is a risk of splashing, then eye protection will minimise risk.

New personal protective equipment must be used for each episode of care. It is essential that personal protective equipment is stored securely within disposable rubbish bags.

These bags should be placed into another bag, tied securely and kept separate from other waste within the room. This should be put aside for at least 72 hours before being put in the usual household waste bin.”

https://www.gov.uk/government/publications/covid-19-residential-care-supported-living-and-home-care-guidance/covid-19-guidance-on-home-care-provision

 

Barnet UNISON statement:

Please let the branch know if you are not being provided Personal Protective Equipment (PPE)

by sending an email to

contactus@barnetunison.org.uk

You can keep up to date with Barnet UNISON here on our

Website here http://www.barnetunison.me.uk/wp/

Facebook https://www.facebook.com/BarnetUNISON/

Twitter https://twitter.com/barnet_unison

 

Poverty Pay For Barnet Care Workers set to continue…………

Monday 6th January 2020 should have brought good news for ex Fremantle care workers now employed by The Barnet Group (TBG).

Barnet UNISON had expected to hear that care workers would be moved onto the London Living Wage at Policy and Resources Committee on Monday 6th January 2020

https://barnet.moderngov.co.uk/ieListDocuments.aspx?CId=692&MId=10084

Instead the decision was kicked into the long grass.

This decision has ensured care workers remain on poverty pay.

TUPE information from Fremantle in May/ June 2019 revealed that just under 300 staff were TUPE transferred.

Of these, according to the figures given for the job titles and the rates of pay quoted for those job titles, some two thirds were listed as being paid below the London Living Wage.

Care work is a physically demanding role as well as an emotionally demanding role.

There are at least 201 Care workers on poverty pay

Yet according to the TUPE transfer information

161 members of staff are aged 55 years and over.

40 are aged 66 years and over.

Notes for Editors:

TBG is 100% owned by Barnet Council.

Barnet Council does not employ any staff paid less than the London Living Wage.

Barnet UNISON report Policy and Resources Committee 6th January 2020.

Barnet UNISON report

Policy and Resources Committee

 6th January 2020.

 

SUMMARY

With respect to the decision made at the last P&R Committee, Council officers have, at best, not complied with the request and at worst have misled the Committee.

RECOMMENDATION

The Officers are required to investigate the actual costs associated with implementing the London Living Wage for the ex-Fremantle workers.

BACKGROUND

Over the past decade one thing Barnet UNISON is in agreement with Barnet Council is that the London Living Wage is the lowest rate of pay for its staff and those working on outsourced contracts.

Within the Barnet Group the minimum rate of pay for staff in Barnet Homes, TBG Flex (The Barnet Group Flex) and Your Choice Barnet is the London Living Wage – including posts which become vacant within the ex-Fremantle homes.

After a settling in period for the TUPE Fremantle staff Barnet UNISON raised in discussions with the employer the issue of paying these staff the London Living Wage as the lowest level of pay. We believe these staff should be treated no differently to other staff working for Barnet Council or on its outsourced contracts.

Barnet UNISON notes the decision regarding a discussion about implementing the London Living Wage for Fremantle TUPE transferred staff to Your Choice Barnet at the Policy and Resources Committee 3rd October 2019 is recorded in the draft minutes as:

“Following discussion on the London Living Wage for Fremantle staff who had been TUPE transferred to Your Choice Barnet the Chairman agreed to an item on the feasibility being brought back to the next Committee. This would be included in the Business Planning report”

In response to this request from Councillors the Business Planning Report dedicates a mere 2 paragraphs which is listed under “Risks to the MTFS”

  • Fremantle Care workers (London Living Wage): Former Fremantle staff were TUPE transferred to YCB in July 2018 under the agreement that terms and conditions would be protected for 1 year.  Some former Fremantle care workers that have been transferred to the Barnet Group may be being paid less than the London Living Wage (£10.75 per hour (as at Nov 2019)). The Barnet Group policy is to pay all its workers at least the London Living Wage, subject to affordability, and a HR process is now required to review any changes to terms and conditions which will need to be considered.

 

Any decision about changes to terms and conditions will need to be considered in the context of the overall pay and reward strategy for the Barnet Group, employment policies and legislation, the wider social care market and the council’s procurement rules.   It is not yet possible to quantify the level of risk associated as it is too early to form a conclusion about the application of the LLW to TUPE staff. However, officers in the Barnet Group supported by council colleagues where necessary will be working on this over the coming months and can provide further update to the committee in the future.

These two paragraphs responding to the Committee’s request in no way reflects the response Barnet UNISON or the care workers were expecting. We had expected a detailed report detailing the cost implications for implementing the London Living Wage. Instead this response kicks the question into the long grass.

This is absurd as all new vacancies in the ex-Fremantle homes are advertised as paying the London Living Wage as a minimum. These posts are open to existing Fremantle staff to apply for those posts. This means that incrementally at least some of these staff working in these homes will be all be employed on the London Living Wage. This fact is not even listed in the 2 paragraphs written by the officers. This means this risk is already a reality and yet it is not mentioned or evaluated. No turnover rates are mentioned. Is it ironic that a credible option for the ex-Fremantle staff to en masse resign from their posts and then to reapply for posts in the new homes which would have to be offered at the London Living Wage?

The report in no way reflects the request made of the Committee to the officers. A “feasibility” was requested not the “risks”. Furthermore the Councillors are asked to believe that the officers are incapable of quantifying the “level of risk” associated with “the application of the LLW to TUPE staff.”

Barnet UNISON can be of assistance to the officers and councillors in understanding some of the implications by revealing the inaccuracy of the sentence: “Some former Fremantle care workers […] may be being paid less than the London Living Wage”. (Our italics)

TUPE information from Fremantle in May/ June 2019 revealed that just under 300 staff were TUPE transferred. Of these, according to the figures given for the job titles and the rates of pay quoted for those job titles, some two thirds were listed as being paid below the London Living Wage. In total these were 222 staff. The largest group are the care workers which total some 143 workers and are nearly half of the ex-Fremantle workforce.

Care work is a physically demanding role as well as an emotionally demanding role. Yet according to the TUPE transfer information 161 members of staff are aged 55 years and over and of these 40 are aged 66 years and over. By contrast the numbers of staff aged under 40 years are 76.

 

RISK

There is a risk in not paying the London Living Wage as this report demonstrates:

https://www.skillsforcare.org.uk/adult-social-care-workforce-data/Workforce-intelligence/documents/State-of-the-adult-social-care-sector/State-of-Report-2019.pdf

In the Care industry there is a national turnover rate of 38% for those working less than one year in the field (p.13). It shows that those who are paid more are less likely to leave their roles.

“Turnover at regulated services that were rated overall as either ‘outstanding’ or ‘good’, turnover was found to be lower (29.5%) than those rated as ‘requires improvement’ or ‘inadequate’ (32.2%). This trend remained consistent across each Key Line of Enquiry (KLOE) with an average difference of 2.7%. The largest difference in turnover was shown for the ‘Safe’ KLOE which had 3.4% lower turnover at providers rated positively.” (p.118)

Continuity is an important factor in delivering quality care and support to our most vulnerable residents. There are associated costs in constantly recruiting and inducting new members of staff. These can result in reputational and safeguarding costs.

Barnet UNISON strives to work with both the Council and quasi outsourced employers, such as the Barnet Group, in continuing to promote harmonious industrial relations and to provide a high level of service for our customers. This may, potentially, be put in jeopardy if the decision is not to value monetarily the important role that care workers perform.

These factors should be of importance to this Committee and to Councillors in general and should be taken more seriously than the response to the request from Council officer’s shows.

 

Barnet Council: The London and the Barnet Living Wage story continues……..

Barnet UNISON has launched a campaign for the London Living Wage for care workers who were recently transferred from Fremantle Trust to The Barnet Group (TBG). TBG is 100% owned by Barnet Council.

What does Barnet Council have to say on the matter?

Barnet Living Wage

3.15. The Council has developed a fair pay policy to ensure that it applies a minimum wage for Council employees. “London Borough of Barnet is a fair pay employer and will apply the principles of a living wage (including taking into account the National Minimum Wage, National Living Wage, London Living Wage and national pay awards in the public sector), subject to affordability.”

3.16. Employees whose pay rate is less than the agreed amount will receive a pay supplement to bring their pay up to an equivalent of the published Barnet Living Wage rate. The minimum rate will be reviewed on an annual basis. The exception to this rule will be apprenticeships where the national apprenticeship rates will apply at a minimum.

(Source: https://bit.ly/2BEKVx4 )

Negotiations

Several years ago Barnet UNISON reached an agreement with Barnet Council that no Council employee would earn less than the London Living Wage (LLW). However the agreement refers to the Barnet Living Wage (BLW) as Barnet Council wanted to make a point of paying slightly more than the London Living Wage.

In 2018 the London Living Wage was £10.20 and the Barnet Living Wage was £10.42.

In 2019 the London Living Wage was £10.55 and the Barnet Living Wage is £10.70 (Bottom of Grade A).

Not enough

Whilst this was a good agreement for our members working for Barnet Council workers it did not provide security for those workers facing outsourcing under the One Barnet Programme. This led to further negotiations and subsequent agreement with Barnet Council that any contractor taking over any Council services could not pay their staff less that the London Living Wage. The effect of this agreement was apparent when our catering staff members were transferred to ISS. Earlier this year our members contacted Barnet UNISON when their pay did not go up to the new rate. Our branch immediately contacted both ISS and the Council which led to an immediate climb down and our members were put on the correct pay.

What about other outsourced contracts?

Our branch had been trying to get our cleaners on to the LLW for years. These had been outsourced 15 years ago. Earlier this year we were pleased to inform our cleaners in UNISON that the Council had inserted the LLW into the new contract which was awarded early in the year. At last our cleaners are on the LLW.

Barnet care workers.

During the summer almost 300 care staff transferred from Fremantle Trust to The Barnet Group (TBG). TBG is 100% owned by Barnet Council.

Three weeks ago Barnet UNISON launched its latest campaign for the London Living Wage for the care workers.

On Tuesday 10 December at Barnet Council Policy and Resources Committee will make a decision whether to ensure Barnet care workers will get equal treatment and are paid the London Living Wage.

We are asking for a big solidarity call out for our care workers from Barnet UNISON members, trade union members, and supporters.

Join us outside Hendon Town Hall from 6.30 Tuesday 10 December 2019.

 

End.

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