Thursday, 6 September 2018

UNISON spells out settled status for its EU members

UNISON is today launching guidance for individual EU members and branches on the new settled status requirements for those who wish to continue living in the UK after its exit from Europe.

The union is also introducing dedicated Brexit campaign pages on its national website, which will offer news, information and advice relating to UNISON’s efforts to protect the rights, jobs and livelihoods of all its members in the uncharted territory of Brexit.

The UK is set to leave the European Union on 29 March 2019.

Negotiations between the UK government and Brussels over the conditions of that exit have been extremely thorny. And there is a possibility that they will fail to make a deal in time, leaving many issues up in the air after withdrawal.

But whatever happens, it’s extremely important that EU citizens prepare themselves for the new immigration procedure. And UNISON is committed to giving its 80,000 EU members both support and the most up-to-date guidance.

Today, two documents are being made available.

For members, UNISON guidance on the EU settlement scheme and settled status outlines who is eligible to apply, how the application process will work and timeframes, as well as a document checklist that will ensure that individuals have sufficient evidence to prove their residence.

Branch guidance for supporting European Union (EU) members September 2018 lays out the political background, including UNISON’s position on EU citizens, describes settled status and the application process, and offers tips on how branches can help their own EU members prepare for their application.

James Anthony, a nurse from Birmingham and chair of the NEC policy committee, said today: “The union has been lobbying hard for our EU members since the referendum.

“Successfully applying for settled status is the vital step necessary to give them peace of mind. And the Home Office needs to get it right.

“We are asking stewards to read and circulate the new guide and then engage their employers to help EU members with the paperwork and, if necessary, give time off for appointments.”

After piloting the scheme this year, the government intends to fully open the registration process by the end of March 2019.

But given the volatility of the current negotiations, UNISON is advising members not to rush – they have until June 2021 to apply – and to continue to seek guidance through the union’s website and their local branch.

Any members in workplaces where the pilot is taking place – they are all in the north west region – will be hearing from their branches, which will be closely monitoring the trials.

In the meantime, there will be no change to the rights and status of EU citizens living in the UK until 2021. UNISON will be ensuring that employers do not discriminate against EU citizens.

This information and more will be available on a new webpage dedicated to the situation of UNISON’s EU members.

Alongside this, the Brexit and Public Services page will outline all the issues of concern to the union raised by the decision to leave Europe, particularly related to UNISON’s four campaigning priorities:

  • maintaining equalities, human rights and EU citizen rights;
  • protecting workers’ rights and trade union rights, such as equality rights at work, ‘working time’ rights and health and safety regulations;
  • making sure public services, economic growth and living standards are maintained;
  • keeping public services out of any new free trade deals.

The page will include news stories, features and resources.

The article UNISON spells out settled status for its EU members first appeared on the UNISON National site.



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Wednesday, 5 September 2018

Pension reform is urgently needed

Unclear investment systems are leaving workers in the dark over the cost, performance and value for money of their pension products, says UNISON today (Wednesday).

In its evidence to the Work and Pensions Select Committee inquiry into pension costs and transparency, UNISON has said more needs to be done to ensure pensions are working in the best interests of workers.

UNISON believes that government legislation needs to be put in place to ensure openness regarding costs and charges, for both defined contribution and defined benefit pensions.

The trade union for public sector workers said statutory duty must be placed on trustees to collect and publish cost data to scheme members, including administration, investment management fees and transaction costs.

A survey, conducted as part of UNISON’s response, revealed that eight in ten (86%) workers have no idea how the money in their pension fund is invested.

The survey – of 921 employees working across the public sector – also found that 85% said their pension fund did not explain the impact that costs and charges have.

The Select Committee isexamining whether workers get value for money from their pensions, understand what they are being charged and why, are aware of the impact of costs, and know where money is invested and how it is performing.

People’s ability to make informed decisions based on information given about cost, and their ability to get good value from their financial advisers will also come under the Committee’s scrutiny.

UNISON national officer for pensions Colin Meech said: “People paying into their pensions are bearing the costs of an unclear and inefficient system while asset managers are profiting.

“No other purchasing decision is made without people knowing the price before they buy something, yet workers are left in the dark when it comes to the cost of their pensions.

“Nobody is setting out to explain pensions to the people paying into them. Costs and charges need to be much clearer. If that happened, current costs would fall and then more money could go back into the hands of workplace savers.”

Notes to editors:
UNISON’s submission references the Netherlands where pension funds are required to submit standard data on fees and costs, which is aggregated and published by the Dutch National Bank. Schemes in the Netherlands have seen investment costs fall by more than a third since this compulsory cost reporting framework came in a year ago.
It also references Australia where defined contribution superannuation funds are required to disclose information on investment fees and costs to members. With assets of about A$2.6trn their workplace savings system has grown into one of the largest in the world and is largely viewed as a success.

Media contacts:
Anna Mauremootoo T: 0207 121 5555 M: 07903 870786 E: a.mauremootoo@unison.co.uk
Clare Santry T: 0207 121 5546 M: 07944 191479 E: c.santry@unison.co.uk

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Grounding a coup

It sounds like the plot of a fictional comedy. A group of gnarly Glaswegian factory workers decide to down tools – refusing to mend the engines of the fighter planes being used by a despotic junta thousands of miles away in Chile. One of them, an old ‘desert rat’ from WWII stands up to the bosses but is afraid to tell his wife that he’s risking his job through a sense of solidarity.

And then, after being left to rot for years, the engines suddenly disappear.

That’s just a fraction of the plot of Nae Pasaran. What makes it even more marvellous is that it isn’t a fiction at all, but a documentary, based on an act of trade union solidarity that has passed into legend.

Apparently, when the film premiered at the Glasgow Film Festival earlier this year, people were crying in their seats. UNISON’s Stephen Smellie, of the South Lanarkshire local government branch, says: “When I watched the film the first time I just felt so proud to be a trade unionist. It was one of the few occasions where I’ve felt ‘that’s me’ on the screen, this is what we do, we’re heroes.

“From a trade union point of view we do need to get this film out to everybody. It shows that trade unions are relevant, internationally, that solidarity works.”

On 11 September 1973, in Chile, the CIA-backed General Pinochet led the violent military coup against Salvador Allende’s left-wing government, which began with a frightening symbol of oppression – as fighter planes fired rockets into the presidential palace in Santiago.

In the days, months and years that followed, the dictatorship subjected the Chilean people to unspeakable terror: 3,000 people were killed, 30,000 were tortured and hundreds of thousands were sent into exile.

The warplanes that destroyed the palace were British Hawker Hunters, whose engines were made by Rolls Royce. And six months after the coup, a number of them arrived for maintenance in the Rolls Royce factory in East Kilbride, outside Glasgow.

As soon as he laid eyes on the engines, Bob Fulton, a Rolls Royce engine inspector, knew where he stood. “Dictatorship was a red rag to a bull to me,” he says in the film. He refused to touch them.

At first, this was an independent moral stand. But soon Bob’s union backed him. Then the AUEW (now part of Unite), its works committee voted unanimously to ‘black’ the engines, meaning that they were in dispute and not to be touched by anyone.

Later, the baton was picked up by the transport workers, who ensured the engines couldn’t be moved.

So while the Chilean air force champed at the bit for the return of its eight engines – its fighters grounded without them – they were left to rot in the factory. The film’s title means “they shall not pass”.

Years later, the story was one of many heard by Felipe Bastos Sierra, the son of an exiled Chilean journalist, living in Brussels. “I was eight when I first heard it,” he recalls now.

“It was carried by word of mouth, in Chile solidarity events in the ’80s where they would go through the list of support around the world. In Holland they refused to unload Chilean ships, for example, in France they were having these massive marches, and in Scotland there was this.

“The Scottish boycott of the Rolls Royce engines was one of the big myths of Chilean solidarity,” he adds. “It’s particularly significant for Chileans because the iconic image of the coup is of the Hawker Hunters flying over Santiago, firing rockets into the palace.

“And the idea that somebody had managed to dent that image by grounding those planes was incredibly uplifting – as equally uplifting as it was unbelievable.”

Left to right: Robert Somerville, Bob Fulton and Stuart Barrie

Felipe eventually moved to Scotland, became a filmmaker and, for one of his first films, returned to the Rolls Royce story. In 2013, he made a short documentary, just 14 minutes, which focussed on three East Kilbride workers and fellow stewards – Bob Fulton, John Keenan and Robert Somerville – and their efforts to prevent the engines returning to their evil owners.

“By RAF standards those engines were obsolete, they’d stopped using them in the late ’60s” says Felipe. “So this was second, third-hand equipment sold to very dodgy governments. A lot of dictatorships seemed to have them.

“And at that time, in the ’70s, East Kilbride was the only Rolls Royce factory with everything in place to fix them, which is what gave the workers their power. Once they decided to not work on them, nobody else really had the tools to do it.”

The director says that Bob Fulton, who’s now in his nineties, was key to the whole thing. “He was a world war veteran, in his early ’50s back then. And he was this incredibly colourful figure, which is part of the reason his boycott was successful. Everybody was, like, ‘Well if Bob’s against it….’”

Not only did the short film enjoy an enthusiastic response in Scotland, but it was warmly welcomed in Chile itself, by the then left-leaning government.

Not only did the short film enjoy an enthusiastic response in Scotland, but it was warmly welcomed in Chile itself, by the then left-leaning government.

Chilean soldiers line government workers on the streets

“When the short film premiered in Chile it dawned on people there that the story wasn’t a myth, it wasn’t a rumour, it was actually real,” says Felipe. “Within two days of premiering the film, I was in the Moneda Palace, the one that was bombed, having meetings with the ministry of foreign affairs, the minister of culture at the time, who saw the story as part of the Chilean heritage that had to be preserved.”

The government ministers also spoke about “giving recognition to the guys.” Bob, John and Robert duly received the Medal of Bernardo O’Higgins. O’Higgins was the liberator of Chile, and the medal the highest honour given to foreigners by the Chilean government.

The success of the short film also led to Felipe’s decision to make a feature-length documentary, which would flesh out the story. With this new film, Felipe talks again to the workers (now including eloquent fellow steward Stuart Barrie), tries to solve the mystery of what happened to the engines when they disappeared in the ’70s (which the workers knew nothing about) and adds the Chilean side of the story.

His interviewees in Chile include a former commander in chief of the Chilean Air Force (the chilling villain of the piece) and people in Allende’s government and sympathetic air force officers who were victims of the coup – tortured and imprisoned, but for whom the boycott of the engines had a tangible, emotionally uplifting impact that the Scottish workers knew nothing about.

The film was five years in the making and, not surprisingly, Felipe speaks of it as a “labour of love”. Combining his interviews with extraordinary archive footage and some engaging screen sleuthing, Nae Pasaran is at times disturbing, saddening and inspirational.

Felipe Bastos Sierra, far right, with the East Kilbride workers… and an engine

A UK/Chilean co-production, it was made with support from various bodies in the UK including BBC Scotland. But a third of the budget was raised through the crowdfunding platform Kickstarter, with a number of donations coming from UNISON and other trade union branches.

And UNISON is still helping this story reach as many people as possible.

Next week, on the 45th anniversary of the coup, Nae Pasaran will be having a series of one-off screenings in major cities. But this will be followed by a general release in up to 70 independent cinemas across the UK in November.

The union has been invited to be a funding partner in that release, with reps taking part in special screenings and using the events to engage with members.

To that end, UNISON’s Campaign Fund (formerly known as the general political fund) has agreed to back the film and is providing £15,000 to support the launch.

Campaign Fund chair Liz Cameron says: “The fund is all about the power of union campaigning. This is a great example that shows how one act of solidarity can change events across the world – that’s why we think its an important and powerful film.”

Regions interested in supporting a local release in November can contact David Arnold at d.arnold@unison.co.uk.

September screenings
10 September – Manchester – TUC Congress – £1 screening
11 September – London – Institute of Contemporary Arts
12 September – Glasgow Film Theatre
13 September – Dundee Contemporary Arts
14 September – Edinburgh – Filmhouse
15 September – Aberdeen – Belmont Filmhouse
17 September – Newcastle – Tyneside Cinema
18 September – Sheffield – Showroom

The article Grounding a coup first appeared on the UNISON National site.



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Tuesday, 4 September 2018

Blog: Continuing the fight against privatisation

The privatisation of public services has been nothing short of a catastrophic failure. Successive governments of various political stripes have sold off services to the highest bidder, and it’s the public and those who support them who’ve been the hardest hit.

UNISON has always been at the forefront of the fight against privatisation – and for public services delivered by the public sector, not for private profit. For decades we have fought the rising tide of profiteering at the expense of decent jobs, decent pay and decent services.

Hardly a month goes by without another report showing that privatisation has either failed one community or another, led to a serious deterioration in the quality of services, cost the taxpayer millions or given workers a bad deal. And you only have to look at what’s happening in Northamptonshire County Council to see the logical end of the ideological obsession with outsourcing.

That’s why, in the coming days, we’re taking the fight against privatisation to the TUC, alongside motions on the Windrush Generation and the need for better mental health services.

Now, more than ever, we have a chance to push back against private profit in public services – and in favour of public need. In Manchester next week, we will continue to fight for just that.

The article Blog: Continuing the fight against privatisation first appeared on the UNISON National site.



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Monday, 3 September 2018

School staff buckling under intolerable workloads and mounting stress

Drastic cuts, staff restructuring and rocketing stress levels are becoming the norm in UK schools, according to a survey of school support staff published today (Tuesday) by UNISON.

The findings – summarised in the report Lessons in Austerity – highlight the funding crisis that is having such a devastating effect on workloads and morale as pupils return to classrooms after the summer, says UNISON.

The 12,120 school employees who completed the survey include teaching assistants, technicians, caterers and office staff. Almost nine in ten (87%) said that cutbacks in their schools have had a noticeable effect.

The negative effect of the cuts on staff workloads and morale was evident in the UNISON survey responses. More than 70% said they were carrying out duties that should be performed by someone at a higher level, and 35% that they were doing tasks without sufficient training.

School employees reported feeling overwhelmed and anxious by the increased demands being made of them. More than four in five (83%) said they have experienced stress as a result of their workload in the past five years, with one in five (20%) having needed to take time off sick as a result.

The tendency for schools to embark on costly and time-consuming staff restructuring was highlighted by the report. Three quarters (76%) of staff said their school had undergone restructuring, or that it was planned soon.

More than a third (38%) of respondents said there had been more than one restructure in their school in the past five years, which UNISON says casts doubt on the efficiency of the initiatives.

UNISON head of education Jon Richards said: “School support staff who haven’t already lost their jobs are buckling under intolerable workloads and mounting stress levels.

“They play a vital role in keeping children safe and schools running smoothly, they shouldn’t be seen as surplus to requirements when money is tight.”

Notes to editors:
– Lessons in Austerity: A UNISON survey of school support staff is available here.

Media contacts:
Clare Santry T: 0207 121 5546 M: 07944 191479 E: c.santry@unison.co.uk
Liz Chinchen T: 0207 121 5463 M: 07778 158175 E: l.chinchen@unison.co.uk

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It’s time to value our carers

If there was just one point that Mandy Buckley could convince her employer of, it would be to value carers properly.

“I’ve been a carer for 17 years now,” she says.

Mandy is part of Birmingham City Council’s enablement team – a dedicated, qualified and experienced group that is “the first port of call when somebody comes out of hospital”.

Patients are first assessed in hospital before being discharged. Then the enablement team takes up the baton.

Initially, the team works with the discharged person for up to six weeks as a care provider, all the while continuing to assess what sort of care package they require in the longer term.

“Some are kept on longer: 12 weeks, 14 weeks, according to the needs of each client,” Mandy adds.

Team members deal with medication, hydration, nutrition and much more. Mandy says that in some ways, they’re “like district nurses”, Mandy says. For instance, they administer medication and check for pressure sores.

Some clients have a physical disability, some have dementia. In many cases there are multiple and complex issues.

But not only do Mandy and her colleagues help someone to deal with these sort of conditions, and provide ‘personal care’ – helping people wash and dress, for instance – they also provide “company and contact”, not least for those “people who never see anyone”. And on occasion, team members also find themselves helping people with bereavement.

Not all their clients are elderly: the team provides care for clients from 18 years of age up.

Where some carers in other parts of the country are strictly limited to 15-minute visits only, members of the enablement team “stay until all needs are met”.

Mandy loves her job. “It’s person-centred. Every day is different. You need to have empathy, but it’s amazing enabling and empowering people.”

Why would anyone not value the work that Mandy and her colleagues do?

But the crisis in funding for local government has seen the city council come up with a plan to cut the carers’ hours – and with that, their pay.

At present, Mandy works 25 hours a week for around £12,000 a year (about £9.81 an hour). If the council pushes ahead with its plan, then she could find herself put on just 14 hours a week – a loss of £6,000 a year. And to make matters even worse, she would also lose her working tax credits, because she only had 14 hours and not at least 16.

Her husband also works for the council. He works part-time and would like more hours, but there’s no chance of that at the moment.

So such a cut in her hours would leave the couple struggling to pay for basics, such as their mortgage.

There has been a suggestion that, in such a situation, carers could go and find another job, but this doesn’t take into account a number of difficulties, such as the 11-hour rule, which means that workers need an 11-hour break between working days.

So if Mandy did one of the proposed shifts of seven to 11 in the morning, then any second job would have to be finished by eight in the evening if she wasn’t to breach that rule. Equally, it would rule out evening work.

But the council’s plans also include carers working a rota pattern that, for instance, would see them working one Tuesday and then not the next one and then the one after. That too would make it incredibly difficult to take another job.

And this is without mentioning that council contracts mean that the council itself has to approve any employee taking a second job.

Birmingham care workers with Dave Prentis at UNISON Centre. Mandy is to Dave’s left

And that’s why Mandy and her colleagues are striking and why, on their seventeenth day of their escalating industrial action, Mandy and many of her fellow members – the vast majority of them women – visited UNISON Centre in London to meet senior officers.

Assistant general secretary Liz Snape said that it wasn’t hard to conclude that the council had looked around and thought: “let’s pick on the weakest group”, believing that a bunch of low-paid women wouldn’t put up much resistance.

But the Labour council counted without these UNISON members. As the rep for the carers, Mandy is amazed at “how active we’ve become. We all thought we’d never be able to do what we’ve done”.

Pledging the union’s full support, general secretary Dave Prentis said to them: “We will win – we cannot afford Birmingham City Council to win because every council across the UK will be watching and thinking that, if a Labour council can get away with something like this, then so could they.”

Mandy is fighting on – not just for herself and her own family, but also because she dreads the impact on vulnerable people throughout Birmingham if the plan is pushed through.

The care service suffered 48% cuts last year and this latest attempt, in the name of ‘efficiency’, would reduce the service by a further 25%, leaving more families and vulnerable adults struggling to get the free care that they desperately need.

Efficiency for whom, then? No wonder that Mandy says of the council: “They should value the enablement homecare service”.

And who could argue with that?

See UNISON’s Ethical Care Charter on how your union is campaigning on care

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UNISON calls on Salisbury NHS trust to rethink wholly owned subsidiary plans

Salisbury NHS trust has become the latest to try to transfer its support staff to a wholly owned subsidiary private company – and UNISON general secretary Dave Prentis has called on it to think again over the plans.

Staff at Salisbury District Hospital learned of the proposals today, in a series of meetings that kicked off a month-long consultation over the plans.

The move will affect 375 health workers including porters, switchboard operators and couriers.

“It is unacceptable to contract out these hard-working members of staff who have chosen to be part of the NHS team,” warned Mr Prentis.

The trust was planning on spending £300,000 on consultants this spring to advise it on setting up a wholly owned subsidiary, a Freedom of Information request from UNISON revealed in April.

“If the trust goes ahead with these plans, it will create a two-tier workforce where new staff are likely to be far worse off in terms of their pay and pensions,” said Mr Prentis.

“The trust needs to find a different way of saving money that won’t have such a negative impact on patients, services and staff.”

Staff at the hospital were in the news this year, receiving praise for their work dealing with novichok incidents. Home secretary Sajid Javid thanked them for their “tireless professionalism and for the dedicated way they are providing it”.

UNISON is running a national campaign on the trend toward NHS trusts setting up wholly owned subsidiary companies in England.

It points out that a legal loophole means that, because the subsidiaries are private companies rather than public bodies, trusts could reduce their VAT payments and cut the pay and pensions of any new staff.

The health workers transferred in similar exercises elsewhere in England tend to be the lowest-paid staff within the NHS – including porters and cleaners.

UNISON campaign: Wholly owned subsidiaries in the NHS

DOWNLOAD a UNISON briefing on the issue (June 2018)

Related story: ‘Think again’ UNISON tells North East trust over subco plans (29 August 2018)

Related story: Bolton hospital workers’ pay ballot opens (29 August 2018)

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