Please find enclosed details of the National Joint Trade Union Pay & Conditions claims submitted
National Joint Council Pay claim
“A substantial increase with a minimum of 10% on all spinal column points.”
Read full details click on UNISON link below
National Joint Council Conditions claim
“A reduction of the working week to 35 hours with no loss of pay, and a reduction to 34 hours a week in London. Part-time staff to be given a choice of a pro rata reduction, or retaining the same hours and being paid a higher percentage of FTE”
Read full details click on UNISON link below
When will members be told about the outcome?
Negotiations are just starting and last year it went on until September. Whatever the outcome of the negotiations Barnet UNISON members will be consulted on the offer which will be fed back to the National Negotiators.
March 4th at 4pm Time off has been requested from all employers
I don’t think we ever imagined circumstances where as trade unionists we would be facing such wide scale interventions involving potentially life or death decisions. The pressure on the whole branch, which is not an abstract thing – it’s our members and reps – has been intense and continues to be so.
Nonetheless it is you and your engagement which has enabled reps to keep on doing what they are doing and to meet with some success. There is so much more to do though…
We need you to attend our Annual General Meeting in order to make key decisions for the correct running of our branch. If we fail to meet as per rules we will fail to exist and we will not be able to continue to support you.
We have confirmed our zoom account will let in up to 500 people so there will not be a problem for those of you who wish to attend. However, this time you MUST register in advance. This is because the AGM is a member only event and for voting purposes we need to confirm those attending are our members.
You need to make sure when you attend we can identify you, therefore if you know your image in the meeting will appear with “Galaxy” or “i-phone user” rather than your name you need to change this to your real name before you enter the meeting otherwise you are likely to be denied access.
Here is a guide on how to use Zoom
If you still require assistance on how to use Zoom please contact the Branch Office by email firstname.lastname@example.org
Barnet UNISON is the 2nd fastest growing branch in the Greater London region according to last year’s figures. We welcome our new members. We have also seen a much greater number of colleagues agreeing to become reps which is incredibly important. This growth has been critical in our attempts to keep us all as safe as possible. In order to keep going we need you to attend our AGM
Register in advance for this meeting:
Join Zoom Meeting click on the UNISON link below
Meeting ID: 854 2335 7881
Join Zoom Meeting by clicking on the UNISON link below
Meeting ID: 858 2505 9276
Important advice for clinically extremely vulnerable and clinically vulnerable
Please click on UNISON link to the advice here Vulnerable-members-advice-Jan-2021
The health and safety responsibilities owed by school and college employers
Schools have legal responsibilities under the Health and Safety at Work Act 1974 to ensure the health, safety and welfare at work of all employees and to ensure other persons, not in their employment, are not exposed to a risk to their health and safety.
The Management of Health and Safety at Work Regulations 1999 require employers to undertake a suitable and sufficient assessment of the risks to health and safety of employees and others, such as pupils and parents, affected by the conduct of the employer’s undertaking. The Regulations also require the risk assessment to identify the measures necessary to comply with the statutory duties owed by the employer. Where the employer implements such measures, the primary duty is to avoid risks or combat the risks at source. The duties also include having appropriate procedures in place in the event of a serious and imminent danger.
Further, the relevant statutory provisions include the following:
- Under the 1999 Regulations, any risk assessment shall be reviewed by the employer or self-employed person who made it if there has been a significant change in the matters to which it relates;
- Every employer shall enable persons who are exposed to serious, imminent and unavoidable danger to stop work and, save in exceptional cases for reasons duly substantiated (which cases and reasons shall be specified in those procedures), require the persons concerned to be prevented from resuming work in any situation where there is still a serious and imminent danger.
- In addition, the employer owes duty to inform and consult with safety representatives. Under the Safety Representative and Safety Committee Regulations 1977 (recognised unions) and the similar regulations applying where unions are not recognised, every employer shall consult safety representatives in good time with regard to the introduction of any measure at the workplace which may substantially affect the health and safety of the employees the safety representatives concerned represent.
- Employers must ensure that employees who are exposed to risk to their health and safety which have not been adequately controlled by other means are provided with suitable personal protective equipment.
- Finally, employers owe duties to assess risks and to protect employees against exposure to harmful biological agents under the Control of Substances Hazardous to Health Regulations 2002.
Sections 44/100 Employment Rights Act 1996
Under sections 44 and 100 of the Employment Rights Act 1996, employees are protected from detriment or dismissal where there exist circumstances of danger which they reasonably believe to be serious and imminent, and they leave or propose to leave, or otherwise refuse to return to their place of work (or any dangerous part of the workplace. There are also protections under these provisions for those who take appropriate steps to protect themselves or others in circumstances which the employee reasonably believes amounts to a serious and imminent danger.
If you are concerned about these legal rights as they apply to you, further advice should be sought from your branch.
For more information and advice click on link to UNISON web site here
I am writing to you in your statutory role to ask if you are aware of the Greenwich Council decision which has appeared online this afternoon?
I attach a copy of the letter sent out to all Greenwich schools by the Leader of Greenwich Council.
Please note he states:
“I have asked all Schools in Greenwich to close their premises from Monday evening and move to online learning for the duration of term, with the exception of key worker children and those with specific needs (exactly the same as the first lockdown).”
Throughout the pandemic we have been advised that Barnet Council are working in line with London Councils. I am assuming this decision has been subject to some discussions with London Councils?
Given the increased likelihood of London going into Tier 3 and perhaps the 23 – 28 December initiative being limited for people living in London is Barnet Council going to try to mitigate the spread by following their lead?
I will be writing to over a thousand plus UNISON members working in Barnet Schools most of which are frightened at the increasing likelihood that there will be more infections in the last week of school and the negative impact it will have on their families.
0208 359 2088
Barnet UNISON “Watch it & Share it”
Barnet UNISON Facebook
Barnet UNISON Twitter
UNISON Financial Assistance for members https://cutt.ly/IhYlXD0
Need Support For Your Mental Health At Work
STAY AT HOME PROTECT THE NHS SAVE LIVES
Not a member? Join Today at http://unison.org.uk/recruitment/ or by contacting the Branch Office 0208 359
The Westminster Government has pushed through parliament final regulations that will enact the absolute cap of £95,000 on all exit payments in the public sector.
This means that any exit payment made after the implementation date (anticipated to be on, or soon after 26th October) will be affected.
UNISON are campaigning to demonstrate the severe impact the changes would have on various different types of local government workers.
Read National UNISON update 6 October 2020
The consultation closes 9 November 2020
In order to alert UNISON members to the seriousness of these attacks UNISON have provided 6 hypothetical worked examples below. (N.B. where the examples below talk about being a ‘member’ this means pension membership not UNISON membership).
Individual 1: is 59 years old. Member for 19 years and is currently paid a salary of £29,000 per annum. She broadly fits the profile of the average member. Her new redundancy package does not contain a cash payment on top, as her pension strain is larger than the combined SRP and DSP. Member benefits are not affected by the £95,000 cap but are reduced under proposed reforms as SRP and DSP are no longer paid in excess to pension strain. Under the proposed reforms, benefits on redundancy are reduced by around 37%.
- Individual 2: is 55 years old and has been a member for 25 years. He is paid a salary of £80,000 per annum. His relatively young age means that he receives a high pension strain. Benefits are reduced under proposed reforms as SRP and DSP are no longer paid in excess to pension strain and pension stain is capped at £95,000. His new redundancy benefits are £95,000, as his pension strain is already over £95,000. Under the proposed reforms, benefits on redundancy are reduced by around 61%.
- Individual 3: is 61 years old. He has been a member for 31 years and is currently paid a salary of £41,000 per annum. Member is entitled to a cash payment as the DSP the member would have been entitled to is higher than pension strain (net of SRP). Member benefits are not affected by the £95,000 cap but are reduced under proposed reforms as full SRP and DSP are no longer paid in excess to pension strain. His redundancy benefits are reduced by 38%.
- Individual 4: is 65 years old. She has been a member 7 years and is currently paid a salary of £20,000 per annum. Member is entitled to a cash top up as pension strain is less than SRP, and DSP the member would have been entitled to is greater than strain (net of SRP). Member benefits are not affected by the £95,000 cap but are reduced under proposed reforms as full SRP and DSP are no longer paid in excess to pension strain. Under the proposed reforms, benefits on redundancy are reduced by around 25%.
- Individual 5: is 60 years old. She has been a member for 4 years and is currently paid a salary of £35,000 per annum. Her new redundancy package does not contain a cash payment element as her pension strain is larger than the combined SRP and DSP. Member benefits are not affected by the £95,000 cap but are reduced under proposed reforms as full SRP and DSP are no longer paid in excess to pension strain. Under the proposed reforms, benefits on redundancy are reduced by around 29%.
- Individual 6: is 67 years old and has been a member 23 years. She is currently paid a salary of £34,000 per annum. Her age and service history mean that there is no pension strain. The member is not affected by the £95,000 cap. Her redundancy package will be unchanged and will consist entirely of the cash payment which is equal to her original SRP plus DSP.
What can you do?
If you have any questions and concerns please email email@example.com