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.
If you still require assistance on how to use Zoom please contact the Branch Office by email email@example.com
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
These figures provided by the Government fly in the face of their propaganda that “schools are safe” as our branch is only too aware Nursery Schools and Early Years settings were not included in the latest lockdown plans.
The Government made a political decision at the time to ignore the science and force the settings to reopen fully.
Last week they continued their bullying approach to this sector by threatening to cuT their funding unless they all fully reopened.
Does the Secretary of State for Education Gavin Williamson even read his own Departments reports???
Clearly not looking at their own latest figures
“Reported coronavirus (COVID-19) notifications by registered early years and childcare settings. Updated 25 January 2021.”
Barnet UNISON members working in Nursery Schools and Early Years settings need our help.
Today 1820 people sadly died from COVID, yesterday it was 1600 and until today that shocking statistic was the highest COVID death rate since the pandemic.
Whilst all schools have closed to all but pupils of key workers and vulnerable children Nursery Schools and Early Years have been bullied into remaining fully open.
This was not a decision based on the sciencebut on politics and the consequences are that more and more people are being admitted to hospital which in turn puts an intolerable pressure on our NHS workers.
As a Barnet UNISON member I am asking you to sign this petition and also to share it widely in solidarity with all our members working in Nursery Schools and Early Years Settings
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