Category: National

National Campaigns

Update on the Barnet UNISON Term Time Pay Campaign

Austerity, Local, National, Schools, Solidarity, Trades Dispute, UNISON Campaign

Dear members,

Firstly, I hope you, your family and friends are keeping well and have been coping through this protracted period of anxiety and isolation caused by Covid19.

Owing to the virus, Barnet UNISON’s work regarding the term-time pay dispute was temporarily curtailed. This impacted my job as campaign organiser.

I am pleased to tell you that I am now able to resume my union role.

Barnet UNISON remains committed to trying to gain the best possible outcome for all members who have been discriminated against as a result of the incorrect formula being used to calculate your pay.

Many of you have already completed and submitted a hard copy of the CASE form that we have passed on to the union’s solicitors who are dealing with this collective grievance.

There are, however, lots of members who did not respond to our previous communications or complete a form.

This may be because I was unable to secure a meeting in your school prior to lockdown owing to a lack of response from school management. Our branch Secretary, John Burgess, sent letters to all Head Teachers and members but we did not receive responses from everyone. In addition, growing concerns around the virus began to interrupt my work towards the end of February.

Action Plan:

  • The branch will commence a series of regular monthly updates on the campaign so please check your emails.
  • I will be making as much contact with members as I can to advise and guide you, and help you submit a CASE form to our solicitors.
  • Your particular school may have already rectified the formula and back-dated pay for a specific period of time. If this applies to you please let me know.
  • Accepting any changes to your pay does not in itself prohibit you from submitting a claim. However, we advise you against signing anything until you have sought advice from UNISON.

There is no guarantee that the branch will win exactly what we aim for on your behalf but there is strength in numbers. The more members who decide to make a claim as part of the collective grievance, the greater our chances of success.

I am unlikely to be able to visit any schools for the foreseeable future because of the rules regarding gatherings and social distancing. Now is, therefore, the time for you to organise yourselves. Please consider acting as a workplace convenor or co-convenor with one of your colleagues.

We have created a streamlined CASE form for completion online. You simply need to populate it and return as an attachment by email. I will be sharing detailed guidance on this soon. Please note, we are now unable to process paper copies of the form as we are not operating from the branch office.

If you require any further advice prior to the next communication from the branch, you can email me.

Take care & stay safe.

Kind Regards

Nadia Joseph

Term Time Pay Organiser

Barnet UNISON

contactus@barnetunison.org.uk

 

 

Breaking News: Covid Plus Joint Trade Union proposals

Austerity, Barnet Group, COVID 19, Health and Safety, Housing, Libraries, Local, National, News, Schools, Solidarity, TBG Flex, UNISON Campaign, Your Choice Barnet

Dear Barnet UNISON members

The following Joint Trade Union proposals were sent to Barnet Council on Wednesday 4 November 2020.

We will update members as soon as we have a response.

UNISON National issue this statement on schools which you can view here

 

Joint Trade Union statement

COVID Plus. Front line workers

For the purposes of this proposal frontline means workers who cannot work from home.

  1. All staff who are deemed clinically vulnerable or extremely clinically vulnerable to stay at home for lockdown on full pay.
  2. All frontline staff to receive a monthly COVID payment for the duration of the Pandemic in recognition of the important role they playing in the provision of frontline services and the simple fact frontline workers can’t work from home and have to bear the costs of travel and navigate the risks of travel on public transport.
  3. All frontline workers to have weekly COVID tests.
  4. All frontline workers to receive full pay if they have to isolate or are unable to work due to COVID.
  5. All frontline workers to have unlimited access to counselling services during this pandemic in recognition of the mental stress working with COVID brings to this workforce.
  6. If staff have to work from home due to fact their children are sent home from their school due to COVID then they should remain on full pay.
  7. All COVID related absences whilst recorded should not be used for sickness absence recording.
  8. Any staff having to make emergency visits abroad to visit a dying relative or attend a funeral should receive full pay during the quarantine period.

COVID Plus for home workers.

  1. All staff who are deemed clinically vulnerable or extremely clinically vulnerable to stay at home for lockdown on full pay.
  2. All workers to have unlimited access to counselling services during this pandemic in recognition of the mental stress working with COVID brings to this workforce.

 

  1. If staff have to work from home due to fact their children are sent home from their school due to COVID then they should remain on full pay and it should be recognised that the worker has a reduced capacity to carry out their work duties.
  2. All COVID related absences whilst recorded should not be used for sickness absence recording.
  3. Any staff having to make emergency visits abroad to visit a dying relative or attend a funeral should receive full pay during the quarantine period.
  4. To recognise the damaging effect working from home has on both physical activity levels and mental health. Also to recognise that the normal practice of leaving home to travel to and from work also of travelling between venues for meetings are now lost to the home worker leading to a more compressed working routine with little opportunity to leave the home. Therefore give a one hour paid daily break to home working staff in addition to their lunch break to enable them to have down time from their computer screens and so that they can physically leave their home for a walk or partake in some form of exercise.
  5. Protocol for structuring virtual meetings to enable time away from the screen e.g. starting meetings at quarter past the hour implying that there should be a 15min break before the meeting starts.
  6. Supervision to incorporate questions relating to mental health wellbeing and physical health as well as checking on the home set up (it should not be assumed home set up is constantly the same).
  7. For a designated person to randomly contact 10 workers per week to find out from them their experience with respect to supervision, welfare checks etc.
  8. Staff with children at home should be given a designated amount of time to dedicate to their child’s learning and leisure.
  9. Key workers working from home who have a clinically or extremely clinically vulnerable child should be allowed to continue working from home if schools are closed but only open to key worker’s children.

Stay safe

Best wishes

John Burgess

Branch Secretary

Barnet UNISON.

COVID Update: UNISON National Update for members in schools

Austerity, Health and Safety, Local, National, Schools, UNISON Campaign

Dear UNISON members

Please read extract from UNISON National Schools Committee Statement – 2 November 2020

“Therefore, during the new lockdown – to ensure the safety of pupils, staff and the community – schools and nurseries should move back to the arrangements implemented during the first lockdown earlier this year. This would mean keeping schools and nurseries open for children of key workers and vulnerable children, ensuring that they maintain their education and get a hot meal. Online learning should be put in place for all other children – with government providing IT equipment for disadvantaged pupils, so that they can learn from home effectively.

However, as the government intends to push the new measures through parliament on Wednesday, urgent steps are needed now to protect staff and pupils in schools that are open:

These should include:

1. Reduce risks by maximising social distancing and implement existing contingency plans for reduced class sizes and home learning (schools already have these plans in plans in place).

2. Reduce bubble sizes and introduce rotas to reduce risks.

3. Staff remaining within one bubble; so reducing the risk of spread across the school.

4. Moving whole bubbles to home learning where a pupil or member of staff develops coronavirus symptoms or receives a positive test.

5. Ensure that all school staff have priority access to the test and trace system.

6. Require all pupils and staff to wear face coverings while at school (including classrooms) as is policy in other countries e.g. France. Clear face masks to be made available so that pupils and staff who need to read lips are not disadvantaged. There should be exemptions for pupils and staff who cannot wear face coverings.

7. Move all clinically extremely vulnerable (CEV), clinically vulnerable (CV) and pregnant staff (3rd trimester) to home working as they are at the highest risk from becoming seriously ill if they catch the virus. CEV and CV staff who cannot work from home to stay at home on full pay.

8. Individual risk assessments for staff in high risk groups, such as Black staff, men over 50 and those with a BMI over 30. Staff identified as being at particular risk should also be allowed to work from home.

9. Permit and encourage staff (and pupils aged 16 and over) to use the NHS COVID app in school, including classrooms, as per DfE guidance.

10. Stronger measures on school transport and at the school gates to stop mixing, ensure social distancing and the wearing of face coverings.

11. Increase funding to schools to cover the increased costs of cleaning

To read full UNISON STATEMENT by clicking on link below

UNISON-National-Schools-Committee-Statement

 

Government attacking on our Pension and Redundancy Payments

Austerity, COVID 19, Local, National, Report, Solidarity, UNISON Campaign

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

http://msgfocus.com/files/amf_unison/project_131/LG_60_2020_-_URGENT_update_on_the_95_000_Cap_on_Public_Sector_Exit_Payments.pdf

 

The consultation closes 9 November 2020

https://www.gov.uk/government/consultations/reforming-local-government-exit-pay

 What next?

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).

 

Examples:

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 contactus@barnetunison.org.uk

Barnet UNISON Nominated Paul Holmes for General Secretary

Local, National, News, UNISON Campaign

Barnet UNISON branch nominated Paul Holmes for General Secretary because he wants UNISON to change.

He knows UNISON nationally is not delivering for members. Paul wants half of UNISON resources directed to local branches and their members.

The Government is coming with more attacks on us. Paul has the best track-record of leadership – fighting for members and winning – whether pay, jobs, safety, racism or discrimination.

Paul will take the job on his current wage of £32,000. How can you represent members whose average wage is £27,000 if you accept the advertised salary of £138,000?

He has supported our branch.

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