Category: UNISON Campaign

“It is now 2 years since YCB came into being and still there is no evidence-based assurance of the current situation and the direction of travel. The proposals outlined in the document “Growth for Your Choice Barnet” (2014) are largely to be found in the original Business Plan 2012. This begs the question as to what has been done about this situation in those past 2 years. Growth is mentioned but with no baseline projection. Since the most favoured option of cutting staff salaries also mentions a need to grow business, and to maintain or improve staff salaries, we can only conclude there is no evidence this pay cut will be sufficient to protect future business and our members’ terms and conditions. UNISON has grave concerns that there is a high probability that YCB will be coming back with further cuts for their staff.”

To view full report click here

Please reply to Glyn Jenkins g.jenkins@unison.co.uk

The Regulations changing the LGPS will come into force with effect from 1 April 2014 .

1.Below is an important  update (that was on the UNISON website News section), covering where we are on the Transitional Regulations that will set out the protections on benefits earned before April.

2. Last chance reminder that anyone who has currently opted out of the LGPS MUST rejoin immediately if they want to ensure the earnings link protection on any final salary benefits they have earned up to April 2014 ( there may be some protection for those who opt back in within 5 years of opting out). If the cost of the contributions is  the problem then they should be reminded that from April there is an option to pay half their normal contribution rate for half the pension. They should approach their employer pension department and ensure that the forms to rejoin has been returned and received before the end of this month.  If they are not actively contributing to the scheme then any  benefits they earned before they opted out that fall outside the proposed  five year window protection to opt back in, will go up in line with prices (currently Consumer Prices Index) not earnings

3. Anyone thinking of paying Additional Voluntary Contributions to maximise tax free lump sum payment when they retire so they don’t have to exchange so much of their pension for cash at the relatively poor exchange rate of only £12 cash £1 pension  should elect to start  paying the contributions BEFORE April 2014. If members elect to pay AVC’s after  April then when they retire they are likely only to be able to take part of their AVC fund as a cash sum ( currently 25% of the value) and the remainder they will have to buy extra pension at whatever the annuity rates will be in the future from a pension provider like an insurance company. Members ,especially those near retirement , should consider paying AVC’s if they can afford it and approach their employer pensions department for details of the AVC arrangement operated by their employer/LGPS fund. They can as an alternative buy extra pension in the LGPS.

1. LGPS transitional regulations update

The government regulations covering transitional arrangements for the Local Government Pension Scheme are still delayed, because the government has yet to decide whether councillors should continue to be allowed to join the LGPS, following its consultation last year.

UNISON head of pensions Glyn Jenkins, who sits on the group that is checking the draft regulations, commented: “There are no plans to reduce the protections that have been agreed, which are in the current draft.”

As drafted, this would mean the ‘rule of 85’ protection will go over into LGPS 2014 unchanged from what it is now. So any part of a person’s service that is currently covered by the rule of 85 would not be reduced for early payment if she or he decides to retire at 60, unless they have not completed enough service by that time to satisfy the rule.

Those who voluntarily decide to retire between the age of 55 and 60 with full or part protection for the rule of 85, would have an early retirement reduction unless the employer agreed to pay to remove it.

There is still fine tuning to be done about the level of the reduction in such cases.

UNISON believes it has succeeded in arguing that the reduction will only count back from age 60, not 65, but this will be confirmed when the regulations are laid.

Also as drafted, the current definition of final pay and the protections on pay will remain the same for all service up to April 2014. The underpinning protection for those who were within 10 years of their normal retirement age at April 2012 is also in the current draft.

“UNISON is pushing for the transitional regulations as drafted to be laid as soon as possible, to remove uncertainty,” said Mr Jenkins.

“We are concerned that, because of the delay in bringing the transitional regulations into law, some members are considering leaving the scheme or even resigning their jobs – under the false impression that the protections will not be implemented and the equally false impression that leaving the scheme would somehow protect their past service rights in the LGPS.

“In fact, all those who want the final earnings protection on their LGPS service to April 2014, must make sure they are contributing to the LGPS when the regulations change in April.”

The Scottish LGPS and Northern Ireland LGPS are separate.

Colin Meech, National Officer

Capital Stewardship Programme

UNISON Centre

130 Euston Road

NW1 2AY

Direct: 0207 121 5595

Mobile: 0798 512 0003

UNISON Direct: 0845 355 0845

Web site: www.capitalstewards.org

Twitter: UNISON Capital @workercapital

This week marked a significant landmark in what has been an exceptionally stressful time for former Barnet Council staff who worked across Back Office services such as Revenues & Benefits, Customer Services, Pensions & Human Resources, and Information Services. We were informed that out of 223 Capita CSG staff who were being consulted 130 staff will be made redundant on the CSG Capita contract.

I want to take this opportunity to look back at the original proposal and see what has changed.

Having reviewed the original Capita bid it is clear there have been some changes since the Capita bid was first disclosed in November 2012.

In order to help I have provided a table which provides staffing figures for Capita CSG services.

The first set of figures are taken from the first Barnet Council report which was published in December 2012, which identified Capita as the preferred bidder. These figures represent what Capita originally proposed would be the staffing figures for services by March 2014.

The second set of figures (End of consultation) are the actual staffing figures for CSG following the redundancy consultation. Please note only the services shaded in yellow were part of the 90 day consultation which started on Monday 7 October 2013.

 

 

Schools – ‘Teaching Assistants do make a difference!’

“Teaching assistants do have an impact and make a difference”

“TAs make a real impact in improving attainment They are not just a mums’ army; they are incredibly important and have a vital function in schools.”

Barnet UNISON understands growing worries among school staff about pay, workload and job security. That is why this year’s UNISON pay claim for £1 an hour for all is very important.

A massive number of people in our visits to different schools across Barnet tell us they find it difficult to live on the wages the job provides  they are concerned about pay, and they have a right to be pay rates are in many cases at poverty levels;

Level 1 TA post starts at pay point 10 – below the London Living wage!

Unlike teachers – School based staff including TA’s often have term time-only contracts.

Many term-time only staff have to take extra jobs and/ or summer jobs to cope. The low level of pay is having a massive impact on their day-to-day lives.

All School staff deserve to be rewarded for the tireless work they perform via a proper career structure better pay and good terms and conditions while at work

In June 2013, a report by right wing think tank ‘Reform’ argued that schools could improve value for money by cutting the number of TAs and increasing class sizes. UNISON strongly disagrees with this view.

We feel the only way forward is to organise ourselves, and clearly put our case. If you want to do something about improving you pay and conditions or any other school based issue then please get in touch.  We have vacancies for school based reps and it is our view that the best place to  start dealing with such issues is make sure you colleagues are in UNISON, holding regular workplace discussions and be prepared to fight to change things.

You may like to read an article in the Times Education Supplement Magazine

link here http://www.tes.co.uk/article.aspx?storycode=6400487

 

Your Choice Barnet (YCB) Propose a10% Wage Cut For All!

In a meeting today this is what the unions were told was the leading suggestion for YCB to remain financially viable.

We were told that the restructuring and docking of enhancements for YCB staff had already provided YCB with approx £1million savings last year. Some staff have already seen their pay reduce by around 20% already.

However, in spite of being told last year that a cut to the costs of YCB of £1million was needed and has been achieved, we are now informed YCB have proposed another cut in order to save another £400K.

YCB say this can be done by everyone (except senior managers) taking a 10% wage cut.

YCB propose to take care workers out of National Pay Bargaining and so any future Local Government pay increases will not be passed on to YCB staff. Even Capita and NSL (two private contractors) have not announced they will be coming out of National Pay Bargaining. However we were informed Capita was one of the consultancy companies used to carry out the benchmarking exercise with YCB.

YCB though is wholly owned by London Borough of Barnet.

This is yet another example of how One Barnet or a Commissioning Council outsources “difficult” decisions” to private contractors.

The obvious 10% cut is bad enough but there are other factors which make this greater than 10%.

Barnet UNISON have sent an email to YCB requesting further details as there is a lot they have not explained. Our fears are the cut could be as high as 19%.

Even without a cut UNISON general secretary Dave Prentis said this about the ‘cost of living crisis’ last week:

“For the majority prices are rising faster than wages and that is bad news for the low paid, who spend a greater proportion of their cash on the basics. Our members, who are keeping public services going through difficult times, have seen the value of their pay drop by between 14% and 18%. Where’s the incentive for them?”

Barnet UNISON has checked the Your Choice Barnet (YCB) web site http://www.yourchoicebarnet.org/about-us/our-board/board-meetings/ and noticed that YCB are no longer advertising Board meetings or printing agenda or minutes.

The Board meeting which made this decision to cut the pay did so in secret.

Barnet UNISON asked if they would be consulting parents/carers/services users.

YCB said no, but added they would inform them.

YCB have published the consultation on their website here http://www.thebarnetgroup.org/news/2014/01/your-choice-barnet-salary-restructure-consultation/

Barnet UNISON have organised an evening meeting with Your Choice & Fremantle care workers on Tuesday 4 Feb in Greek Cypriot centre, North Finchley from 6pm.