The Bluelight Blog

Communications Activists Meeting

2011-11-23T13:09:00.000-08:00

Communications activists met today in Dundee to discuss how UNISON will be spreading the news on November the 30th.
It was a fantastic meeting with branches represented from the Highlands and Islands to the Borders and all regions in between!
Everyone was encouraged to provide text , video and pictures to the Communications team in West Campbell St on the day.
Our Branch will be sending out contact details on how to send in your media so that we can make the most of the publicity surrounding the Strike Day on November the 30th.
So get out the box brownies , VHS camcorders and take some pictures for us!

Thanks to The Scottish Communications Committee, Dave Watson and MalcoL Burns for an informative afternoon!

Day Of Action

2011-11-21T23:12:00.000-08:00

The 30th of November is fast approaching and while talks are still going on, we need to prepare to strike!
Branch officials are in talks with the the employers about those who will be exempt from striking. However these exemptions will be few and far between.
We will be organising pickets at main offices ... stewards will be briefed shortly and materials will be distibuted ... banners , armbands leaflets etc.
The STUC is organising demonstrations , the main one being in Glasgow , with others in Motherwell and Clydebank ... we would encourage those on strike to attend one of these!
Details can be found at http://www.pensionsjusticescotland.org.uk/adverts.

Lets forget the myths - this is another attack on your conditions , you will be paying more , working longer and receiving less for your pensions .... make the strike count!

If you are able to Help our City of Edinburgh Colleagues...

2011-10-26T22:31:00.000-07:00

OUR CITY’S NOT FOR SALE!
Defeat Privatisation in Edinburgh
RALLY & LOBBY OF CITY OF EDINBURGH COUNCIL
City Chambers
High Street
Edinburgh

Thursday 27th October 2011
8.30 am to 10.00 am

Help , I dont have a ballot paper .....

2011-10-26T21:59:00.001-07:00

If you haven't received your ballot paper, or if you need a replacement, remember you've got until midday on 31 October to call the ballot hotline on
0845 355 0845

Message from Dave Prentis

2011-10-26T21:57:00.000-07:00

URGENT - ballot closes 3 November

Take the last chance to save your pension - vote YES in the pensions ballot

I'm writing to you because proposed changes to your pension threaten most of you with having to work longer, pay more and get less when you eventually retire.

These changes are unfair. They mean that many hard working UNISON members will be paying 50% more a month into their pension, working for much longer, and then retiring on a pension worth around 15% less.

UNISON, along with many other public sector unions, is balloting for industrial action. I'm urging you to vote in the ballot and to vote YES.

The ballot closes on 3 November - make sure you've posted your vote before then.

It's urgent that we let relevant ministers know that UNISON members don't deserve this treatment and that we're serious about saying 'enough is enough'.

As your general secretary, I am asking you to use your vote, even at this late stage: we know that those who are against us will argue that any abstention is a No vote and means you're in favour of the attacks on your pension. Don't give them that excuse!

So act now and vote YES to defend your pension. And forward this email to your work colleagues and friends ...

Yours, Dave

Pensions "YES" Vote - UPDATE

2011-10-17T08:00:00.000-07:00

Scotland

UNISON Scotland is gearing up to get the biggest possible 'Yes' vote.

The union has lodged a dispute with relevant Scottish and UK ministers over changes to members' pension schemes, including the Scottish Local Government Pension Scheme.

UNISON Scotland tecretary Mike Kirby notes: "Scottish ministers will impose 50% pension contribution increases on most NHS staff, because the UK government will dock their budget if they don't.

"There are no similar consequences for staff covered by the Scottish LGPS, so they have indicated they will not impose increases on them.

"However, they have given no assurances on other changes including making you work longer and reversing the changes to changing the way your pension is calculated."

Terms and Conditions

2011-10-17T07:56:00.000-07:00

Things have gone very quite on T&C's at the moment.

Rumour is that COSLA have yet another offer to put to the conveners. No extra money just a play on the way the savings are delivered.

We will keep you posted as soon as we have the offer in writing. In the meantime Local talks can't commence until the COSLA offer is dealt with.

Very frustrating but any delay is better as it gives us time to gear up to fight the next one!!

Tory Minister in Reality Check Truth Shock!

2011-10-13T12:47:00.000-07:00

Today , at the UNISON Police and Justice Conference in Chester, Justice Minister Nick Herbert made a bold statement which shocked a packed hall of 400 delegates.
In his address to UNISON Police and Justice Officials ,Nick stated :
"Public Sector pensions are not gold plated - thats the reality for the vast majority of public sector workers."

Now, compare that with the lies being circulated by the press!

Fact - The average pension for a Public Sector worker is £4000 per year > hardly gold plated. If Nick can see this , then why are the Government persisting with implementing changes..... get back to the table! Its good to talk!

2011-10-10T11:04:00.000-07:00

This week will see ballot papers being delivered to your home addresses.

This ballot is about your future, about the sort of life you want when you stop working.
You pay into your pension to give you security and dignity in retirement.
Changes recently imposed by UK Ministers to index pensions by CPI not RPI mean your pension is now worth less and you will receive less when you retire.
Scottish Ministers have said they will not impose the UK Minister’s plan to increase contributions. But they have given no assurances that other changes by UK Ministers will not happen in Scottish local government schemes to:
Make you work longer
Change the way pension benefits are calculated so you will get a smaller pension on retirement

There are only a couple of things you need to do just now :
Open the envelope
Put an X in the yes box
Send the ballot paper back in the pre-paid envelope!
Easy isn't it !

And don't forget to tell friends , family and neighbours about the terrible way you are being treated by the government who want to enforce these changes on you.

The branch had a photo shoot and interviews today outside Pitt St. The Chair was chucked in at the deep end , but didn't do too badly as we had reports on Clyde, Real Radio and West FM. Who said he has a face for Radio????

There should be more articles in National and Local Papers during the week.

Keep following the Blog and website to keep right up to date with whats happening.

Key public sector pension arguments

2011-10-06T07:42:00.000-07:00

Key public sector pension arguments

Public sector pensions are modest. The average pension in local government is £4,000, dropping to just £2,800 for women - less than £56 a week. In health, the average pension is £7,500 - higher because it includes doctors and consultants, but for women it is still around £3,000.

The schemes are not in crisis. The health scheme takes in £2 billion more every year than it pays out - this money goes straight to the Treasury, and will plough £10 billion into the coffers over the next ten years.

The local government scheme in Scotland has funds worth more than £20 billion - equivalent to a fifth of Scottish GDP. It could pay out all its pensions for the next twenty years without a single penny more in contributions.

Health workers already pay between 6 and 8% of their salary into their pension - making a 3.2% hike in contributions a massive hike for many. Staff helped deliver efficiency savings in Scotland £673m over target last year. Some of this money could have been used to fund the £55m it would cost the Scottish Government next year for NHS staff.

Public sector pension schemes in Scotland have provisions to deal with real increases in costs, like members living longer. Not a penny of the money raised by contribution increases will go into pension schemes. They are simply a cash grab by UK ministers.

Workers covered by the Local Government Pension Scheme (Scotland) welcomed the decision of Scottish Ministers not to increase contributions in the LGPS immediately. However, their pensions are still being cut by at least 15% on retirement and other changes could result in them working longer for a smaller pension.

UK Ministers could use their budgetary powers and/or UK legislation to force changes to pension schemes in Scotland. This is implied in a recent letter from Treasury Minister Danny Alexander MP to Scottish Ministers.

Pensions are a long term investment and staff are taking a long term view of their pensions prospects. They are taking action now to protect that investment when they retire.

The real pensions crisis is in the private sector – where two thirds of employers do not pay a single penny towards their workers’ pensions. It could cost this country up to £15 billion to support the millions of private sector workers who have been locked out of saving for their retirement.

Public service workers are suffering a pay freeze, redundancies, cuts in pay and conditions and cuts in the services they deliver. This attack on their pension is the final straw. They are taking a stand across Scotland and the UK to say enough is enough.

Members Please write to your local paper use any of the following. DO NOT ALTER THE TEXT

2011-10-06T07:38:00.000-07:00

Dear Editor,

I am going to vote in favour of strike action over Government plans to make
me work longer, pay more and all for a worse pension deal. I’ve heard
people say that I am lucky to get a pension at all, but I have saved for
many years for my retirement. If I didn’t get a pension I would have to
join the millions of other people who haven’t put money aside and start
claiming benefits.

As a member of Police Staff I don’t take strike action lightly but the Government is simply raiding my pension scheme to help pay off the deficit. I did nothing to cause the recession, why should I be made to pay for it?

Yours

Dear Editor,

To me strike action is always a last resort, but I am planning to vote yes
over the Government’s raid on my pension. It makes me very angry when I
hear people say that public service workers get gold-plated pensions – it is
simply not true.

The average pension in local government is around £4,000 a year - £2,800 for
women/the NHS is £7,500 which includes higher paid consultants and doctors, but for a woman this falls to around £3,000 – I don’t call that a fortune.

The pension scheme is not in crisis – in fact more goes into the local
government and the health scheme than is paid out to the tune of billions.

The Government wants to set private sector workers against those in the
public sector, but the truth is everyone should have a decent pension when
they retire.

Yours truly,

Dear Editor,

I am asking all your readers to support me and other public service workers
when we take strike action on 30 November. I know that it’s a big ask
because the Government is doing its best to make out that our pensions are
massive and unaffordable – and that is just not true.

The health and local government scheme were renegotiated only a few years
ago to make sure that they were fair and sustainable. We had to pay more
then, and we now pay between 6-8% of our wage towards a pension and have to work longer. Now the Government is coming after more. The schemes are still sustainable and not a penny of the money that they take from our pay is going into the pension scheme – it is being used to pay off the deficit.

That is why I am going to vote yes to strike action.

Yours truly,

Pensions Campaign

2011-10-06T07:26:00.000-07:00

UNISON is asking its members to vote YES in the ballot for industrial action to protect public sector pensions.

Current proposals mean that most people will pay more and work longer to get a pension that will be worth less.

UNISON has tried to negotiate in good faith for secure and affordable pensions – but ministers won‟t listen.

Public service pay has been frozen while inflation soars. There have been widespread redundancies, cuts to pay and conditions and closures of the vital services our communities rely on.

This unprecedented attack on pensions is the final straw.

UNISON is balloting for strike action initially to start on 30 November. We are also working with other trade unions and community groups to organise local and national protests in support of public sector pensions.

We need a big YES vote and a high turnout to send a clear and united message to ministers that “enough is enough” and to help persuade them to withdraw their current unfair and unjustified attacks on pensions.

The ballot opens on 11 October and closes on 3 November.

Help us to spread the word so that your colleagues in UNISON vote YES in the ballot.

There are posters and leaflets to put up and hand out. Information about the campaign and ballot can be found on the UNISON website. Our contact centre UNISONdirect is also dealing with queries on 0845 355 0845. If you have not received your ballot paper by 17 October please phone them to request a ballot paper. The cut off point for requesting a ballot paper is noon on 31 October.

Please vote YES to protect your pension.

Pensions Updates

2011-10-05T13:35:00.000-07:00

The following is the timetable for the Pensions Ballot :

28/09/2011 Notice sent to employers
11/10/2011 Ballot Opens
17-31/10/2011 Unison Direct Ballot Line open for new members and no ballot papers.
03/11/2011 Ballot Closes
17/11/2011 Notice to employers of Strike Action

Challenging to say the least!

Your stewards will be briefing you on why you should vote YES to the Ballot ....
Please do so , this just isnt about your pension contributions now , its about your rights in the future and how the benefits are being eroded.

Apologies for the lack of updates , we've had technical problems!

Keep reading the blog and website!

VICTORY

2011-08-26T06:59:00.000-07:00

UNISON members do it again!!

Well done to all our amazing members who wrote (in your hundreds) to the Councillors, MSP's, The Chief Constable and The Director of HR.

Your employer has agreed to enter into Local Negotiations on your Terms and Conditions.

I wanted to pass on my thanks and congratulations - WELL DONE
TOGETHER WE ARE STRONGER

Terms and Conditions

2011-08-26T06:58:00.000-07:00

Strathclyde Police Authority Meeting 25th August 2011

Colleagues,

Today our employers, Strathclyde Police Authority took a decision to enter into local negotiations with the Trades Unions regarding proposed national changes to our terms and conditions.

National negotiations have reached a stalemate, with the official side refusing to provide an equality impact assessment which is a statutory requirement. Additionally, the proposals would have an unfairly detrimental effect on shift-workers and if implemented, would cause these staff member’s huge financial loss.

The Branch welcomes the opportunity to negotiate at a local level. This will ensure that members employed by Strathclyde Police will be able to receive the best and most equitable package achievable through consultation and negotiation. As always we will aim to secure employment for all of our members.

However, we will continue to campaign vigorously and lobby at local and national levels against all forms of cuts which will affect you, our members.

We will keep you informed of any developments as soon as they are known.

The Branch Executive

Stevie Diamond
Chairperson

Terms and Conditions

2011-08-25T07:00:00.000-07:00

As you know, discussions have been taking place at a national level for over a year now regarding changes to terms and conditions for police staff.

The reason that we have been having these discussions were twofold. Firstly, police budgets, like every other part of the public sector, are facing massive cuts. Secondly, terms and conditions for police staff - which covers areas such as shift allowances - are markedly out of step with other public bodies such as the NHS and local councils.

To date, these national discussions have resulted in two offers being made to the staff representatives at Police Staff Council Scotland. Both these offers have been rejected. Consequently, no agreement has been reached on the changes necessary to balance our budget in the future while providing the police service all our communities deserve.

This issue was discussed at length at a meeting of Strathclyde Police Authority today. Everyone at the meeting recognised the significant impact any change is likely to have on staff - particularly those who work shifts. However, if we do not make progress in this area, then we will face the very real risk of more people losing their jobs instead.

We therefore decided today that the best way to progress this issue is for us to enter into negotiations at a local level with your union representatives in an effort to reach an agreement.

These negotiations will be conducted as part of a formal consultation process that will last at least 90 days. At the end of this consultation Strathclyde Police Authority will have a further discussion where we will make a decision on how to proceed. Ultimately it is our decision to make as your employer. If we are unable to reach a collective agreement the only route that will be available to us is to impose new terms and conditions.

Conveners from Scotland’s eight police authorities will meet in September to discuss how each authority is planning to take this issue forward. We anticipate our local consultation to commence between your senior management team and local staff representatives soon after.

We have asked Human Resources to keep you informed about any outcomes from these negotiations.

Stephen Curran
Convener, Strathclyde Police Authority

Offer of Support - I think you should get in touch?

2011-08-18T04:51:00.000-07:00

Dear XXX

I have had your email passed to me by Claudia Beamish. As you may know in my previous life I was a police officer in Strathclyde Police and was once head of operations including the then control room at Pitt Street and the satellite control rooms I therefore understand all too well the points you make. You can be sure of my support for your case properly made. I would however welcome examples of the impacts arising from the proposals as they affect individual staff. If you or your union were willing to give me such examples I would be happy to review the evidence and if appropriate use it at the Parliament and Justice Committee in support of your cause.
The point of the reforms planned for the future is to save money spent at the executive and administrative levels to ensure the front line (of which control rooms are an essential part) is properly resourced.

Best wishes

Graeme Pearson

Graeme.Pearson.msp@scottish.parliament.uk

MSP for South of Scotland
Scottish Parliament
Edinburgh
EH99 1SP

SNP to legislate for single Scottish police force

2011-08-15T03:01:00.000-07:00

EXCLUSIVE by Paul Hutcheon and Tom Gordon

14 Aug 2011

SCOTLAND’S eight police forces are to be merged into a single national service in the biggest justice shake-up for 35 years, despite fears it will lead to fewer officers, and police being overstretched on the streets.

The flagship policy will be announced after the Government unveils its legislative programme on September 7. Senior police officers have already been informed of the plan.

Although rioting has led to a furious political row over whether to press ahead with planned 20% cuts to police budgets in England, SNP ministers intend to push ahead with the radical savings exercise, the Sunday Herald has learned.

Justice Secretary Kenny MacAskill has repeatedly said the current system needs to change, but has yet to spell out what would replace it.

The move will infuriate Scotland’s 32 councils, which provide half the £1.4 billion budget for the police and favour the current set-up remaining unchanged.

Scottish councils claim that the English riots show the importance of “quality policing”, and warn a rushed and costly merger could lead to fewer police on the beat.

With Scottish police budgets projected to shrink by £1.7bn in real terms over the next 15 years, SNP ministers have been considering three options to save money and make the police more efficient: a single force, three regional forces, or enhanced collaboration between existing forces.

A draft business case produced by civil servants earlier this month, which has been seen by the Sunday Herald, shows a single force would deliver the most efficiencies and the biggest savings, and carry the lowest risks of the three options.

It says a single force would cost around £207 million to deliver over five years, but save £390m over the same period, and save £1.9bn over 15 years.

However, it would also involve the biggest spending cuts in relation to officers and civilian support staff, with £80m of voluntary redundancy pay-offs in the first five years, then a lowering of wages by £47m and £66m a year for officers and support staff respectively.

The business case says “significantly enhanced” voluntary redundancy terms will be needed to “make the required reduction in staff numbers”, but also raises the prospect of further savings through compulsory redundancies.

It suggests a major threat to the new model would be political squeamishness, warning there is a risk that a “focus on officer numbers” hampers the possibility of delivering proper efficiency savings.

The SNP went into the recent Holyrood election promising to keep the extra 1000 police officers recruited during the last Parliament.

There are currently around 17,260 police officers and nearly 7500 support staff, many of whom play a major part in investigations.

Both Labour and the Tories support a single force, while the Liberal Democrats oppose it.

But the most significant opposition at Holyrood could come from SNP MSPs from rural areas worried about a single force concentrating its money and manpower in the central belt.

The issue also divides the police, with some chief constables publicly against and some in favour.

Advocates of a merger say it would save money, cut overlaps and bureaucracy, deliver a more consistent level of service, and create a force better able to respond to national issues such as terrorism and organised crime.

Critics believe there is no evidence a merger would save the cash predicted, and claim one force would be undemocratic and remote from the public.

A single force would have one chief constable, instead of the present eight, and the current 27 divisions would be cut to 15, each with its own chief superintendent.

To maintain local accountability and community links there would also be 32 “local policing units” based on council boundaries.

Chief Superintendent David O’Connor, president of the Association of Scottish Police Superintendents, said: “We believe a single police force is the best way to maintain police numbers and the best way to provide an equal service across the country. Crime is not restricted by geographical boundaries, so why are we? We need a new model fit for the 21st century.”

Scottish LibDem leader Willie Rennie attacked the proposal, saying: “Kenny MacAskill seems hell-bent on ignoring the mass of informed public opinion on the single police force. He claims to be consulting, but it is more of a PR exercise.

“Clear evidence shows this plan will cost money, not save money, and it will give the Justice Secretary absolute control over the police, which is a dangerous step.”

A Scottish Government spokesman said the Government has delivered 1000 extra officers to drive crime to a 32-year low.

He said: “Our priority is to protect that strong frontline police presence. That is exactly why we are looking at reform, as reorganisation is needed to make sure those officer numbers are protected. The Justice Secretary is travelling right across the country during the summer, talking to police and others about the most appropriate way forward before proposals are brought before Parliament.”

Add to the comments box

2011-08-15T02:51:00.000-07:00

CONTRACT CHANGE – COMMENT OF PROTEST

I am writing in response to the proposal to change my Contract of Employment and not pay shift allowances etc as per my Terms and Conditions.

I will perform my duties under the new arrangements. You should however be aware that I am doing so under protest. My continued performance should not be taken as implied acceptance of the legality of the proposed changes. I reserve the right to challenge the arrangements in the future.

Signing new Contracts!!

2011-08-14T13:11:00.000-07:00

I understand that a number of you are receiving new contracts to sign.

Tomorrow I will post a formal statement on the blog that you can copy and add into the comments box BEFORE sending it back.

Hopefully you can hold off until then?

Terms and Conditions

2011-08-14T13:07:00.001-07:00

At the UNISON meeting on Thursday it was agreed to write back to the employer once again rejecting the offer and requesting the reopening of negotiations. We have also asked for a copy of the Equality Impact Assessment.

If this does not happen then a decision may be taken to ballot all Police Staff Union members.

The important point here is that the ONLY way to have a voice is to be a member of UNISON.

E-mail to the Chief and Director of HR

2011-08-14T13:00:00.000-07:00

Several members have been in touch looking for suggestions on what to write, here's one rough outline...

Dear Stephen and John!

Police Staff Terms and Conditions

I am writing to ask that as a matter of urgency you consider returning to negotiations with UNISON. The impact of the proposed changes to current Terms and conditions will be devastating for my family.

In the next paragraph explain how you will be personally impacted and how long you have been a Police Staff member.

Once again I hope that you will consider re-opening negotiations with UNISON.

Many thanks,

Public sector pension talks jeopardised by naive playground tactics

2011-08-11T03:07:00.000-07:00

UNISON General Secretary, Dave Prentis, today rounded on Government ministers for putting public sector pension talks in "jeopardy" by their "naive tactics" and apparent lack of negotiating skills. And called on them to abandon the playground games and get serious.

He said:

"We entered into the scheme specific talks on public sector pensions in good faith and we genuinely believe we are making progress, albeit slowly. But these talks are being put in jeopardy by the crude and naive tactics of Government ministers who don't seem to understand the word negotiate.

"The government must take its responsibilities seriously, and stop treating these talks like some kind of playground game.

"Let's not forget that these talks are about real people, hard-working individuals who signed up to, and pay into, a pension scheme that is supposed to cushion them against poverty in old age. Extra contributions won't go back into the pension schemes, but straight to the Treasury to pay off the country's deficit effectively a tax on public sector workers to pay for the bankers' mess. That is totally unjust.

"It is totally unhelpful to the progress of these talks to release their bargaining position as though it is set in stone. If it is set in stone, then there is no point in having a single further meeting."

The union insists that any changes should be based on evidence and not political ideology. Average pension in local government is £4,000, but for women its just £2,800 (£56 a week) and in health its just £7,500, and £3,000 for women. Members of those schemes pay in between 5.5% and 7.5% of their salaries to save for their retirement. If they did not save, they would end up on means-tested benefits at a cost to taxpayers.

Both the local government and the health schemes are cash rich and were renegotiated a few years ago to make them sustainable and affordable longevity costs would be paid by the employee not the employer.

The union argues that making people pay more, work longer for a smaller pension is unnecessary, unjust and unworkable. People will leave the schemes, if they become too expensive, and they will collapse

Who do you want to work for?

2011-08-11T02:55:00.001-07:00

Both your Terms and Conditions and Pensions are under attack! This is no coincidence in my view.

The current UK government is "anti Public Services" and would prefer the private sector to deliver Public Services.

Make no mistake this attack on T&C's and your pensions is about outsourcing. Currently the private sector sees your terms and conditions/pension as too expensive.

The long term plan here has to be about privatisation of services. This is why its more important than ever that you join UNISON and its members to fight to save your Terms and Conditions and your Pension.

Many companies are already looking to take over some of the services provided by Police Staff in Scotland. Do you want to work for them? I suspect not.

STAND UP AND BE COUNTED JOIN UNISON TODAY

Keeping up the pressure

2011-08-10T07:26:00.000-07:00

Stevie and I met with John Gillies this morning to talk about a number of issues but the most important being Terms and Conditions.

We made him very aware of our members feelings on the current offer and repeated the request for the employers to return to negotiations.

I have told John that you will all be sending an e-mail to him and the Chief over the coming week. So don't let me down please?

Keep it short, but make you point about how the proposals affect you and your family and finish off by requesting that they return to the negotiations with UNISON asap.

John confirmed that the current offer will need to be approved by the Police Authority, so keep sending your letters and e-mails to the councillors and MSP's. You have only a short window to make a real difference. Remind them that if they want your vote next year you demand their support.

Another fantastic option for a letter

2011-08-09T08:02:00.000-07:00

"Dear Councillors

I am writing in protest regarding new proposals for cuts on the wages and allowances of police support staff in Scotland. Yet again the offer being proposed by the police authority is discriminatory to shift workers.

I have been a civilian employee for Strathclyde Police for 7 years, and worked shifts for 9 years. Staff morale amongst civilian (shift and day shift workers alike) is the lowest I have ever experienced in all my time in as police staff due to the current restructurings. The proposed cuts in wages of shift workers have further demoralised staff.

All understand that there is a need to cut back in aspects of police spending, and support staff were aware allowances have been under review for some time. However the proposals are way beyond reasonable expectations and if passed will cut shift workers wages around 25% per month. This is a huge and unfair drop in wages. Shift workers are expected to work the same hours and perform same duties yet be paid 200-350 pounds less a month. I do not expect many people in any type of employment would be happy to do this.

The proposed cuts will result in many staff struggling to pay their mortgages and have a huge negative effect on their quality of life. Many shift workers are married/partners with each other and have children, the loss of this amount will have a horrendous effect on these families, especially combined with the proposed wage freeze. Shift workers provide a valuable service to the police, working anti social hours at the expense of time with friends and family to ensure that Police Officers can be performing Police duties at all times, rather than having to perform back room office duties at times when there are no day shift workers on duty. Sadly it appears that shift workers are being unfairly targeted to compensate for the holes in the police budget.

It is not unreasonable for shift workers to be adequately compensated for the anti social hours that they work. The proposed cuts are a complete insult to shift workers, and sadly seem to show a contempt held by the police authority towards its civillian workers, particularly those on shifts.

Please do what is in your power to have the police authority reopen negotiations and avoid these unfair attacks on its support staff.

Thank you for taking the time to read this email,

A positive start - Write your e-mail or letter TODAY!

2011-08-09T03:03:00.000-07:00

Well our brilliant members are springing into action as we speak!

I was delighted to find my inbox full of emails to Councillors and MSP's sent by members asking them to intervene in the Terms and Conditions debate.

Already they are making a real difference.

The UNISON Police Committee meets on Thursday this week where they will decide on the next steps as we continue our campaign to get the employers back around the table.

TOGETHER WE ARE STRONGER!

An example of a brilliant letter you could use...

2011-08-08T07:39:00.000-07:00

Dear Councillors & Members of Parliament,

I write to inform you of my concerns that the Official Side of the Police Staff Council have intimated to Unison that they intend to drastically cut our shift allowances.

I have worked for Strathclyde Police for 8 years in the front line role of Communications Operator based initially in the XXX Control Room, one of the busiest Divisions in Strathclyde. This area saw serious and violent crime where amongst other incidents, murder and serious assault were almost a nightly occurrence . Police Officers on the street relied on, for their safety and piece of mind, good communication, professionalism and confidence in their Control Room Staff. If they encountered life threatening situations, which they did at numerous times on a daily basis, they had to know help was there at the touch of a button.

The above scenario is still true today in my current location, XX and XXX Division, based in the Area Control Room at XXX. Control Staff are more highly trained . A huge investment is made by the Authority and Public funding . Training and retention of staff is imperative to get value for money. Choosing to attack the conditions of service, salary and, as shift allowances are superannuable, ultimately pensions, of one group of workers is not the way to reward the loyalty of these workers. This in reality is a pay cut, added to the pay freeze that is being suggested for two years and current levels of inflation will make a difficult financial situation particularly onerous and singles out one group of staff.

Area Control Rooms are staffed by a mixture of Police Staff and Police Officers, and contrary to the official line we are not paid more than Police Officers, in reality once we have reached the top of our salary scale, in my case taking 5 years, including allowances, we are paid just over half of what a police officer earns.

Long service is a feature of Control Room Staff, most of us would say we find our job rewarding, give 100% commitment, and recognise that we work for the public in a very demanding role where our professionalism is imperative as we are dealing with life and death circumstances and we are the conduit to help arriving timeously or at all! That long service has been gained by being paid an appropriate salary, terms and conditions that reflect the unsocial hours worked (attached to a shift we work exactly the same hours as Police Officers, earlies, lates and nights) and the prospect of a pension at the end of that service.

The other part of Control Room working is the vast amount of knowledge and experience that can only be gained by service. No one can become a Controller by attending a training course. That is similar to giving an apprentice on their first day a set of tools and telling them they are a joiner! Most of the training is carried out on the job and that knowledge is only gained through experience.

We earn our shift allowance for a reason, unsociable hours and weekends. We work 24/7, 365, which means we don' t have the luxury of waking up every Christmas morning and seeing the smiles on our childrens facing because 'Santa' has been. We dont get to be the 1st to wish our loved ones Happy New Year. We rarely get to weddings, celebrations and other events that day shift workers take for granted.

If this shift allowance is implemented I will lose £XXXX p.a, that's £XXX a month less pensionable pay. I will earn LESS than someone working Mon-Fri 9-5.

Councillors are our employers, so please use your influence to stop this attack on our terms and conditions, look beyond the possible savings to the ultimate cost of losing that training, knowledge, loyalty and experience. I love my job but if these cuts are enforced I wont be able to afford to stay.

Thank you for taking your very valuable time in reading this e.mail and should you wish further information please do not hesitate to contact me either at home or by telephone

Stewards - Terms and Conditions

2011-08-08T07:34:00.000-07:00

Stewards - Hopefully following last weeks update you are busy talking and meeting with members about Terms and Conditions and Pensions.

If your members (and I hope they are!) are writing to Chief Constable, John Gillies or their MSP/MP can you ask them to copy in the branch so that we can record how effective the response has been.

Good Luck and remember we have 4-6 weeks to get the employers back around the table.

Received from a member

2011-08-08T07:28:00.000-07:00

This message came in today from a member concerned about what is happening to staff Terms and Conditions. I thought I would share that message with you......

Are you a turkey voting for Christmas?

Because if you don’t do anything about the changes to our terms and conditions you are, in effect, agreeing to the wage cuts. Doing nothing is not an option if you want to stop the wage cuts.

“All it takes for evil to flourish is for good men to do nothing.”

So what are you doing about the wage cuts? You can’t leave it to others because management will consider your inactivity as a vote for the wage cuts.

Unison has won significant victories in the fight against redundancies, so join us in the fight against the wage cuts.

Think about it, do the sums. Don’t vote for the cuts. Join Unison and fight back, because if you don’t, you will be a turkey voting for Christmas. Harsh but true.

Terms and Conditions - Massive attack on Shift Workers

2011-08-08T07:18:00.001-07:00

Hopefully by now you will have seen the "new" attack, sorry offer from COSLA to significantly reduce your Terms and Conditions.

Together members got the last offer rejected and forced the employers to return to negotiations. We need our members to do the same as last time and more.

Write to

The Chief Constable
The Director of HR
To the Strathclyde Police Authority
Your local Councillor and MSP
We will be putting draft letters that you can use on the website/blog later this week for you to use. The best stories last time were those that were personal and told the above how much you were going to lose.

Lots and lots of staff are on holiday and the employers are hoping that this will sneak in without much response.

KEEP UP THE PRESSURE - We have I believe a four to six week window in which to do this.

See you there?

2011-08-05T05:05:00.001-07:00

UNISON's South Lanarkshire Branch has negotiated a 25% discount at New Lanark (on production of membership card).
New Lanark is a World Heritage Site and a key historical site in the labour movement with its association with Robert Owen, the co-operative movement, early years education and workplace health and safety. Click here for more details www.newlanark.org
UNISON Members Fun Day at New Lanark - Sunday 28th August 2011
10.30 to 4.30
Organised by North Lanarkshire Branch, South Lanarkshire Branch and the Lanarkshire Health Branch
All members are invited to a Fun Day for all UNISON members and their families at the World heritage Site at New Lanark.
Enjoy the facilities at New Lanark, the wonderful countryside and river walks and meet up with your UNISON colleagues and friends.
* 25% discount on entry to the world famous New Lanark Visitor Centre
* Free entry to the Scottish Wildlife Trust Visitor Centre
* Free guided walk to the beautiful Falls of Clyde (sets off at 12 >noon)
* Balloon artist and face painting for the kids (and adults if you like)
* Free relaxing head massage
* Information and campaigning stalls
This year we are pleased to welcome as special guests Dave Moxham, Deputy General Secretary of the STUC and Lynn Henderson Scottish Secretary of the Public and Commercial Services (PCS) Union. Dave will outline the STUC's "There is a better way" campaign. Lynn will explain the proposed attacks on public services and pensions and how UNISON and PCS can work together with service users to resist these attacks.
A free bus will run from East Kilbride via Hamilton. Phone 01698 454690 to book places. Book early so as not to be disappointed!

And so it begins .........

2011-08-05T03:31:00.000-07:00

Media release
Date: 2 August 2011
Embargo: For information and release

UNISON lambasts police boards for ‘bully boy tactics’ and calls for negotiation not intimidation

UNISON, the union representing police staff, says police boards are employing ‘bully boy tactics’ in a bid to force civilian staff to accept a severe cut in terms and conditions.

The union has been in talks with police boards over the cuts, which are predominantly targeted at shift workers, for a number of months. Yesterday (Monday), the official side – which includes police board conveners and representatives from the eight forces – issued a letter to staff outlining their ‘final offer’ and demanding a response by Friday, August 5.

Peter Veldon, regional organiser for UNISON, said: “To issue a letter like this while negotiations are still continuing and demanding a response in five days’ time is totally unreasonable and can only be described as ‘bully boy tactics’.

“The cuts outlined by the police boards would have a massive impact on our members and, while we’re willing to negotiate, the proposals put forward so far – which would see more than a third of staff having their pay chopped – have been completely unrealistic.

“Police boards are under pressure from the SNP Government to artificially maintain police numbers and, as such, the cuts are falling entirely on civilian staff. This is not only unfair, but it will have a huge impact on frontline policing as officers are taken off the streets to perform the roles of civilian staff at a huge additional cost to the taxpayer.

“We’re keen to seek a resolution with police boards but this must be done through negotiation, not intimidation.”

The union has also been critical of the police board’s attempt to make these swingeing cuts before any decision has been made on the future structure of police boards, which is expected to be made next month.

Raymond Brown, chair of UNISON’s police branch, said: “The vast majority of shift workers earn under £21,000, most of whom are low-paid female workers, and to cut their allowances by up to 12 per cent will have a massive impact. For some, it will be the difference between being able to pay the mortgage at the end of the month or not.

“Police support staff are being attacked from all angles – they’re axing our jobs, they’re taking police officers off the street to backfill our roles and now they are planning to decimate our terms and conditions.

“It’s unfair to target workers this way and we’ll continue to fight to defend our members’ terms and conditions.”

ENDS

And so it begins .........

2011-08-05T03:29:00.000-07:00

Dear Peter

POLICE STAFF PAY AND CONDITIONS 2011

I am in receipt of your letter of 30 June, advising me of the Staff Side Unions’ rejection of the Official Side final offer dated 17 June, 2011.

I have been asked by the Official Side of the Police Staff Council to intimate to you their disappointment that, after months of negotiations, the very best offer that could be afforded has been rejected, and that there has been no opportunity to test this offer in a ballot of staff.

As you know, at the heart of our negotiations has been the overriding ambition to protect vital services and jobs. While the cost of living pressures you refer to are very real for all concerned they are not unique to the police staff workforce and others across the public sector, including the entire local government workforce, have already had to make sacrifices through pay restraint and changes to terms and conditions. This cooperation has protected jobs which otherwise would have been under real threat.

You have challenged the Official Side’s focus on modernising the outdated and unaffordable allowances system presently in operation in police forces throughout the country. In my letter of 16 February, I advised you that the Official side attaches great importance on achieving a fairer, more affordable and more sustainable system of allowances and to this end I feel it would be appropriate to restate why this remains a priority.

While the corresponding group of employees in local government modernised their allowances with the introduction of Single Status over a decade ago, shift allowances in the Scottish Police Service have not been updated in that time. As a result, extensive benchmarking has demonstrated that shift premiums in the Scottish Police Service are significantly above comparator public and private sector organisations and that shift and weekend working remuneration forms a disproportionate element of total pay. Given that shift workers represent circa 30% of the police staff workforce, this system therefore presents a significant challenge to the overall affordability of the paybill going forward. The present arrangements are also very complex, difficult to administer and costly to manage.

The Official Side believe it is therefore no longer sustainable to maintain an allowances system which was discontinued in other organisations many years ago and which now presents barriers to the essential flexibility and productivity required of a 24/7 emergency service.

If we are to work together to secure a sustainable police staff workforce for the future, it is essential to address current anomalies in the shift work allowances system. While I recognise that these are difficult issues, failing to tackle the challenges now will very likely mean that future cost pressures will result in job losses, which ironically, non-shift workers may be particularly vulnerable to.

I also believe that we have a shared duty to present these issues in an accurate and fair manner to ensure that staff are able to make informed judgements about the situation. It is therefore regrettable that some misrepresentations persist. For example you cite that average shift worker pay will be cut by 12% when you know the accurate figure to be actually 7.4% and that some staff will actually gain from the changes.

I also do not agree that the counter proposals put forward by the Staff Side Unions have been totally ignored. In fact, all these counter proposals have been thoroughly examined and costed, and where these could be accommodated as savings, they have been reinvested into the final offer of 17 June. Indeed, the full value of the savings afforded by changes to the number of public holidays, over-time rates and a period of freeze on incremental progression allowed the Official Side to considerably improve the allowance premium for hours worked out with core hours and at weekends and also allowed an improvement to the earnings protection package for those most affected by the changes. You will also be aware by now that work to provide an equality impact assessment is well established.

Finally, I wish to reiterate that the revised final offer by the Official Side is the very best that can be afforded, and no further offer will be made. The savings that will be generated have been included in budget planning for the next year and beyond. If changes to terms and conditions cannot be reached in time to be implemented by 1 October 2011, there will be no alternative but to achieve the equivalent savings through more stringent measures, potentially reducing the value of the present offer and an increased risk to job security. That outcome is not in the interests of the workforce or the communities they serve, and I would therefore strongly encourage you to review your position and at the very least put the deal on offer to the police staff workforce and let them decide what is in their best interests. I would be grateful for a response to this point by 5 August 2011.

Yours sincerely

Tom Young
Official Side Secretary

‘Focus on cutting crime, not police staff’

2011-07-14T06:32:00.001-07:00

‘Focus on cutting crime, not police staff’ says UNISON in response to new report

A new police report issued today (Thursday) has warned that cutting police staff will lead to a cut in frontline policing.

The Audit Scotland report talks of ‘reverse civilianisation’ where officers will be taken off the streets to carry out the work of police support staff – a process UNISON says has been happening for months.

UNISON, Scotland’s largest union representing police support staff, says it’s time the Scottish Government took heed of these warnings and focused on cutting crime, not police staff.

Dave Watson, UNISON’s Scottish organiser, said: “This report warns that cutting police staff will result in ‘reverse civilianisation’, where police will be taken off the streets to carry out the work of police support staff. The fact is, this has been happening across our forces for months, with officers carrying out jobs they are not trained to do and at a huge additional cost to the taxpayer.

“The Scottish Government claims it is protecting frontline policing by recruiting 1,000 extra police officers, but this is nothing more than a cosmetic political exercise. The truth is that police staff are being cut and police resources are being diverted away from frontline policing to plug the staffing gap.

“The public need to know how vital police staff roles are and the huge danger of cutting these jobs. It’s time the government focussed on cutting crime, not police staff.”

UNISON’s concerns were shared by Labour’s deputy justice spokesman, James Kelly, who today highlighted Lothian and Borders Police plans to cut 36 support staff in order to artificially maintain officer numbers in line with SNP targets. This is one of the most recent examples of reverse civilianisation, as the force plans to backfill these posts with police officers. The Labour MSP has now urged the Scottish Government to come clean on how many of the 1,000 additional officers that have been recruited would spend their days behind a desk performing civilian tasks.

ENDS

Notes to editors

1. The report can be viewed online at www.audit-scotland.gov.uk/about/docs/AC.2011.6.9-Strathclyde_police_BV.pdf

2. Paragraph 85 of the report states: "While police officer numbers are currently stable there is a potential impact on their duties given the possibility of reductions in the number
of police staff employed. Police officers may be required to cover roles previously undertaken by police staff in areas such as custody suites, enquiry offices and force control rooms. This potential for ‘reverse civilianisation’ could divert resources away from front-line policing."

3. Police support staff work in a variety of rolls from 999 call handler to forensic technicians and detention officers to crime and incident advisors – all play a vital role in cutting crime.

4. For more information contact Trisha Hamilton, communications officer, on 07939 478 461 or Dave Watson, Scottish organiser, on 07958 122 409. Or visit our website at www.unison-scotland.org.uk

Agency Staff

2011-07-14T06:07:00.000-07:00

Many of you have been in contact to express your "disgust" that the Force have taken on Agency Staff over the last few weeks.(approx 10.)

This has happened because the Force has "run out of" lower graded staff and they find themselves unable to cope with the work left behind!! (I warned them that this would happen not least because they were allowing people to go on VSS2 who should not have gone. Secondly and in my view, you will recall there has been "no implementation plan" or thought gven to how this process would operate moving forward so the shambles that this process has become will result in more and more crazy solutions. Watch this space!!!)

Whilst these staff will be more expensive the budget being used to fund them is being taken from the unused salary of vacant posts.

Many of you are angry that staff who have left on VSS2 have come back to work especially in HR. These staff are not employed by Strathclyde Police and will be receiving their salary and terms and conditions from the Agency.

We are obviously opposed to the use of Agency staff and the resulting costs but Strathclyde Police still needs to runs its business and I would prefer agency staff to Police Officers being taken off the streets.

Pensions Campaign

2011-07-14T06:03:00.000-07:00

Protect our pensions campaign

Our campaign steps up a gear. UNISON is stepping up its campaign to protect our pensions as we face new threats from the government's budget cuts.

The Tory-led government wants to make major changes to our public pensions schemes, which are likely to leave us working longer and paying more, while getting less.

They have already made changes:

a 3% increase in our contributions - equal to paying 50% more for most people - starting in 2012
moving the inflation rate measure from the retail price index to the consumer price index, which will mean smaller annual pension rises.
These changes will mean more public service workers - most of them women - facing retirement in poverty and dependent on benefits. Many will opt out of the schemes altogether because they cannot afford the increased contributions.

That's why it's crucial we prepare now. This means building our strength to defend our pensions from branch level and ensuring all our members understand the impact of changes to the schemes.

Pensions

2011-07-14T06:01:00.000-07:00

Government will use Hutton report to raid public sector pensions

UNISON chief, Dave Prentis, is warning that the Government will use today's Hutton report as a Trojan horse to raid the pensions of millions of public sector workers. The union is sending out a message to its 1.4m members warning that industrial action is now one step closer.

Dave Prentis, said:

"Whatever the Hutton report may say about fairness, the Government will use it as a Trojan horse to raid the pensions of hard working public sector workers. Pensions that our members have paid into year in year out and which are fair and affordable.

"In fact, even before the report today, the Government announced they were increasing employee contributions by 50%. "There is a lot of nonsense talked about public sector pensions - they are not gold plated. The average is very low -in local government, the average is just over £4,000, falling to £2,800 for women.

"Asking workers to work longer for less is simply not an option. We want to talk to the Government about their response as a matter of urgency. But I am sending out a clear message to our 1.4 million members warning them that industrial action is now one big step closer

There is a lot of misinformation about public sector pension schemes. The facts are:
The local government and NHS pension schemes were renegotiated in 2006 to make them sustainable and affordable.
Both schemes are cash rich - more is going in than coming out.
Last year, the NHS scheme received £2billion more in contributions than it paid out and this money went straight to the Treasury.
The average pension in public service pension schemes is very low, for example in local government, the average is just over £4,000, falling to £2,800 for women.
If these people didn't save for their retirement, they would have to rely on means-tested benefits paid for by the taxpayer.
Pensioners are already being hit with the move from RPI to CPI to calculate annual inflation increases - this will reduce their value by 15%.
When the NHS scheme was renegotiated, protection was built in for current members to retain their retirement age of 60. New members have a retirement age of 65. If that agreement is broken, industrial action could follow.
Government cuts to local government employers grants mean that the shortfall in pension contributions has to be made up by employees. They may have to pay between 50% and 100% more for a reduced pension. This is effectively a tax on low paid workers.
Studies have shown that if the contributions rise too much, workers will desert the local government scheme and it could collapse.
The local government scheme invests more than £100billion in the UK economy. If the scheme collapsed, it would have a devastating impact on the economy

Salary Protection

2011-07-14T05:50:00.000-07:00

We have had a letter back from HR this week advising that they have turned down our request for Salary Protection for those Police Staff prepared to take a lower graded post as Redundancy mitigation!!! Very foolish in my view as this would have assisted staff with the hard decisions they are having to make and assist greatly in that less staff may have opted for the Supernumerary Pool.

They have however agreed to maintain existing 3 yr Salary Protection for those staff affected by the implementation of Job Evaluation who roles are changing with a new structure but the grade remains unchanged.

STAFF CUTS ARE TAKING BOBBIES OFF BEAT

2011-07-14T03:00:00.000-07:00

LABOUR: NEW REPORT CONFIRMS SUPPORT STAFF CUTS ARE TAKING BOBBIES OFF BEAT AT SCOTLAND’S BIGGEST POLICE FORCE

Speaking today (Thursday) following the publication of the Strathclyde Police and Strathclyde Police Authority: Best Value Audit and Inspection, that warns “large-scale reductions” in police support staff will mean “police officers may be required to cover roles previously undertaken by police staff” and “divert resources away from front-line policing”, Scottish Labour’s deputy justice spokesman James Kelly MSP said:

“Police support staff perform a wide range of complex and specialised functions that are central to modern day police force and are key in ensuring police officers spend the maximum amount of time out on the beat, not stuck behind a desk.

“What the SNP do not seem to understand is fewer police support staff means fewer bobbies out on the beat fighting crime.

“This worrying development is not confined to Strathclyde – it is endemic at police forces across Scotland. Only on Monday of this week Lothian and Borders Police admitted they too were forced to cut support staff to artificially maintain officer numbers in line with SNP targets.

“When the SNP promised 1,000 extra police officers what they didn’t tell voters was it would mean 1,000 police officers in offices and stuck behind desks.

“The SNP must come clean on exactly how many of the 1,000 officers spend their days stuck in offices doing jobs that would be more effectively and efficiently completed by support staff.”

ENDS

Press Release

2011-06-24T08:16:00.001-07:00

Media release

Date: 22 June 2011
Embargo: For information and release

UNISON Scotland welcomes recognition from Scottish Government of unfair attack on pensions

UNISON Scotland today (Wednesday) welcomed recognition from the Scottish Government of the unfair and unnecessary attacks on public service workers’ pensions by the UK Coalition.

Finance Secretary John Swinney told MSPs in the Scottish Parliament today that increased pension contributions will place an unnecessary burden on public service workers who are already suffering from pay restraint and rising living costs. It would also damage the Scottish economy, undermining consumer confidence.

However, the union claims he must face up to the challenges facing Scottish workers and has urged him not to blindly follow the ConDems plans. The union has also questioned the Scottish Government’s figures. Only the NHS and teachers costs are scored against Barnett and John Swinney claimed that was £230m. The Treasury would like him to levy on other schemes up to an apparent total of £400m. However, that would simply be a Scottish ‘tax’ on members of those schemes. In particular, the fully funded LGPS does not need additional contributions.

Dave Watson, UNISON’s Scottish Organiser, said: “We welcome the Finance Secretary’s recognition of these unfair and unnecessary attacks on public service workers. These additional contributions are not necessary to fund pensions in Scotland, they are simply a ‘tax’ on staff to pay back government debts that were raised to bail out the banks.

“The NHS scheme is a ‘pay as you go’ scheme with contributions and benefits paid out of revenue. In the last three years net cashflow has been around £2 billion in each year. The Scottish Local Government Pension Scheme is a funded scheme and is not scored against Barnett, so the Scottish Government needs to clarify its intentions regarding increasing contributions there to meet the Treasury’s expectations.

“UNISON is prepared to negotiate with the Scottish Government over the Hutton recommendations; however, a 50% increase in contributions will wreck quality pension provision as well as being unnecessary and unaffordable by our members. The UK and Scottish Governments must find a better way and work with trade unions to examine all available options to avoid large scale opt-out that will wreck the schemes and leave both governments with longer term costs.”

ENDS

Notes to editors

1. While primary pension legislation is a reserved matter for Westminster – including the state pension scheme and taxation – public service pension regulations are devolved. This includes the important aspects of scheme design, including pension contributions.

2. The Pensions Commission chaired by Lord Hutton made 27 recommendations in relation to public service pensions. Lord Hutton did not make a recommendation on the size of any employee contribution increases. The UK Government are proposing a 3.2% increase on top of the current average contribution of around 6.4% of pay – that’s a 50% increase.

3. Surveys show that over 50% of staff will opt-out of pension provision if contributions are increased much above current levels.

4. For more information on Scottish public sector pensions see UNISON’s briefing at http://www.unison-scotland.org.uk/briefings/MSPBriefing_Pensions_June2011.pdf

5. For further information contact Dave Watson, Scottish Organiser for UNISON, on 07958 122 409, or Trisha Hamilton, Communications Officer on 0141 342 2877 / 07989. Or visit our website at www.unison-scotland.org.uk

Case Studies

2011-06-24T08:12:00.001-07:00

Case studies

We are constantly on the lookout for people willing to act as case studies and share their stories with the media. Case studies are a key resource in helping us attract media attention and we need people from all sectors and on all issues. If you, or one of your members, would be willing to talk about how the cuts are affecting you then please contact Trisha Hamilton, Communications Officer, on 0141 342 2877 or email t.hamilton@unison.co.uk.

YOUR PENSION IS UNDER ATTACK

2011-06-24T08:10:00.000-07:00

Pensions champions and contacts

UNISON members face a number of attacks on our pensions and it’s important we get organised at all levels. Among the key issues facing members are:

• Change to the way pension increases are calculated from the Retail Price Index to the Consumer Prices Index that will cut average pensions by at least 15%

• Retirement age increases that don’t reflect the demands on many public service workers.

• Abolishing pension protection for workers who are forced to transfer to another employer outside the public sector

• A complete overhaul of the state pension that will impact on public service schemes
• Changes to fund governance and cost sharing provisions with employers

Important though these issues are, the key issue is the proposed 3.2% increase in member contributions - that’s a 50% increase. This is simply a tax to pay back government debts that were raised to bail out the banks. None of the money will go into the schemes and it threatens the whole system if members opt-out.

Overall, the pension changes mean: Pay more, work longer and get less. For this campaign to have maximum impact we need to get organised at branch level and we need at least one pension’s champion who will take a lead role in the branch on this issue.

We also need pension contacts at workplace level who can talk to members about the attack on our pensions. Briefings and training will be provided to all pensions champions and contacts.

If you are interested in getting involved, speak to a member of your branch. Branches can register their champions/ contacts online: www.unison.org.uk/pensions/pop_involved.asp

YOUR PENSION IS UNDER ATTACK

2011-06-24T08:09:00.000-07:00

We won’t pay with our pensions – Wed, June 29th

In support of our fellow trade unionists at the PCS union who are striking over job losses, pay cuts and pensions on June 30th, the STUC has organised a stunt in Glasgow to highlight the attacks on our members’ pensions the day before the PCS strike.

The STUC has planned a photo shoot outside one of the city’s banks under the banner of ‘We won’t pay with our pensions’. The STUC is hoping to attract 150 plus union members to go along to the lunchtime event to stand beside a massive cardboard cut-out of Fred Goodwin, showing that his pension is a massive £14,000 per week. Local branches are encouraged to go along to the photo stunt and to take along placards displaying the cost of the average public sector pension, which is typically around £80 per week.

The stunt will take place on the corner of Buchanan Street and Royal Exchange Square on Wednesday, 29 June, at 12.30pm. For more information visit: www.thereisabetterway.org

Conference attacks backfilling of police staff posts

2011-06-24T08:02:00.000-07:00

Conference attacks backfilling of police staff posts

(24/06/11) George Mcirvine of Tayside accused the government of a "soundbite manifesto pledge" over the impact of cuts to police staff today, as conference debated what is happening to the service.

Police support staff across the country are being made redundant - and their posts are then being backfilled by police officers "on something like double the pay".

Maureen le Marinel for the national executive committee (NEC) called on home secretary Theresa May to "turn lady, turn... before more damage is done to our communities," as she told delegates that the proposed cuts to the service are "unsustainable".

She urged branches to collect and provide evidence of how jobs are being filled by police officers who can no longer carry out traditional policing duties.

Delegates heard that "three quarters of convictions are down to police staff", including forensic teams, and it was stressed that this message needs to be got out to the public.

Conference asked the NEC to:

.write to the Association of Chief Police Officers and Association of Chief Police Officers (Scotland) to advise them to resist using this practice;
.write to the justice ministers of Scotland, England and Wales to warn them to stop replacing redundant posts by taking police officers off the streets;
.highlight this situation to the public;
.survey police branches to collect evidence of this practice;
.produce legal and negotiating guidance for police branches on the circumstances under which police officers are re-deployed into police staff posts.

Salary Protection

2011-06-23T03:13:00.001-07:00

As part of the Forces obligation to offer Redundancy Mitigation a number of members have been offered a post that is a lower grade.

As you know you have an option to NOT accept this post as it would not be considered a suitable alternative. You can then opt for the VSS2 package or to go into the Supernumerary Pool.

UNISON has asked the Force to consider Salary Protection for those staff who are prepared to take a lower graded role to secure employment with the Force. We have asked for 12 months protection to be considered and the Force are away to cost this option.

For Information - This has currently been achieved elsewhere within the Public Sector.

For those staff who are being offered a lower graded post it is important that if this option could affect your decision then your must record at your 1-2-1 meeting that you would like to await the outcome of the negotiation to achieve Salary Protection.

Make sure this request is formally recorded and ask that your 1-2-1 be reconvened once a decision has been made.

For those staff in this position whose 1-2-1 has already taken place please ask for the meeting to be reconvened so that this can be recorded on your behalf.

At the SPA today

2011-06-22T11:50:00.001-07:00

A wee reminder that these opinions posted here are my own views and not those of UNISON lay members or staff.

At the SPA (Human Resources Committee - HRC) today a very worrying development has taken place.

PHASE 4 was presented to the Board despite the fact that Consultation with the Trade Union has not concluded. The Board was asked to approved the structure's in principle providing that full consultation with the TU commenced at the earliest convenience. The Board duly agreed!

The most alarming development is that the VSS2 applications for three staff in Phase 4 have been approved with out any consultation!

We currently have 500+ staff who are being denied access to VSS2 and yet this group off staff have been treated differently to everyone else.

I would be interested to hear from any UNISON members who are currently being denied VSS2 and would like to support challenging this decision.

If you are interested please get in touch.

Terms and Conditions

2011-06-21T04:37:00.000-07:00

We believe that the final Offer from the COSLA team in respect of Terms and Conditions is not far away. We expect to have sight of this within a week.

Whilst we have yet to see what is in the offer I don't expect it will be good, with Shift Workers expected to be hit hardest.

Can I ask that you get ready? We got the last offer withdrawn thanks to the hundreds of members who took part in the campaign.

Be ready to do it again!?!?!?

We will need to work harder and fast than before.

As soon as the offer is known it will be posted on the Blog and sent to members via e-mail.

URGENT - Please ensure your colleagues who are members see this message

2011-06-15T11:29:00.000-07:00

Pensions campaign - Please print and pass on to all UNISON members

Industrial action by sister unions on 30 June

The PCS, NUT, UCU and ATL will be taking industrial action on 30 June over pensions and other issues.

Much of this industrial action will happen at workplaces where UNISON members also work.

It is important that UNISON members and branches have clear advice on what this means for them.

The following advice aims to clarify the implications for UNISON members in their workplace and to confirm the parameters of any solidarity action that members or branches may wish to take part in to demonstrate support for other union colleagues - and show opposition to the known government proposals to reform pensions.

The action being taken by our sister unions is the first step in our campaign to defend our members' pensions.

UNISON members and branches should support rallies and demonstrations where taking part does not place our members at risk of disciplinary action.

What is UNISON doing now?

It is important that UNISON members understand that negotiations on pensions are still taking place with the government through Cabinet Office minister Francis Maude and Chief Secretary to the Treasury Danny Alexander.

These negotiations are expected to conclude at the end of this month, but are likely to be followed by sector specific negotiations regarding proposed changes on individual pension schemes.

These would be held in national sector negotiating bodies.

They will then need to be considered by the relevant UNISON service group executives and the NEC industrial action committee.

If a dispute exists, UNISON will respond with an industrial action strategy in accordance with our democratic procedures.

In essence: UNISON is on its own road preparing for industrial action later in the year in the event that negotiations breakdown - 30 June should be used as a positive step to promote our recruitment and organising strategy.

The action proposed by our sister unions is an opportunity for us to promote our campaign for fair pensions for our members and for everyone else.

What about our sister unions' actions on 30 June?

Branches should make sure members are aware of the following guidance:

UNISON members should report for work as normal, unless prior arrangements have been agreed with the employer for authorised absence such as annual leave.

If the workplace is open then members should only undertake their normal duties and should decline any requests to carry out duties normally done by colleagues on strike -- for example, teaching assistants should not cover the work of teachers unless it is already part of their existing contract.

An employer may attempt to argue health and safety grounds for making the request. If they do, this should be reported to an accredited representative.

Branches should make arrangements in advance with the employer to avoid approaches to individuals.

If the strike compromises health and safety standards, then the employer should be urged in advance to consider whether a site can be safely operated.

Members and branches wishing to show solidarity with striking colleagues by attending demonstrations or standing on picket lines may do so providing it is on their own time - before or after their contracted working day or during their lunch break.

Any member who chooses to join the strike will be taking part in unofficial action and consequently will not enjoy the usual protection against dismissal afforded when taking part in official action. Such members may risk disciplinary action from their employer.

If the local media ask why UNISON is not participating in the strike, our negotiating position - as outlined above - should be explained, while stressing that UNISON supports those unions taking official strike action and we wish them a successful outcome.

What steps should branches take before 30 June?

Branches and pension champions should use 30 June as a day to draw attention to our campaign.

In the run-up to 30 June, they should make sure that:

members are aware of the reason why UNISON is not taking strike action on 30 June;
advance discussions are held with employers to try and avoid unnecessary workplace conflicts;
branch secretaries know how to contact the region, and who to contact, if problems arise on the day.

News Update

2011-06-15T05:20:00.000-07:00

To All Branch Members.

Colleagues,

A meeting of all Branch Stewards was held in Glasgow yesterday to update on several major issues which will affect all members shortly. This newsletter will give you a brief insight in to these issues:

Pensions

As you will have no doubt seen on the news over the past few days , several Unions have balloted their members on talking industrial action against the proposed changes to Public Sector Pension Schemes ;

The following is a message from UNISON general Secretary , Dave Prentis

"Whatever the Hutton report may say about fairness, the Government will use it as a Trojan horse to raid the pensions of hard working public sector workers. Pensions that our members have paid into year in year out and which are fair and affordable.

"In fact, even before the report today, the Government announced they were increasing employee contributions by 50%. "There is a lot of nonsense talked about public sector pensions - they are not gold plated. The average is very low -in local government, the average is just over £4,000, falling to £2,800 for women.

"Asking workers to work longer for less is simply not an option. We want to talk to the Government about their response as a matter of urgency. But I am sending out a clear message to our 1.4 million members warning them that industrial action is now one big step closer

There is a lot of misinformation about public sector pension schemes. The facts are:
• The local government and NHS pension schemes were renegotiated in 2006 to make them sustainable and affordable.
• Both schemes are cash rich - more is going in than coming out.
• Last year, the NHS scheme received £2billion more in contributions than it paid out and this money went straight to the Treasury.
• The average pension in public service pension schemes is very low, for example in local government, the average is just over £4,000, falling to £2,800 for women.
• If these people didn't save for their retirement, they would have to rely on means-tested benefits paid for by the taxpayer.
• Pensioners are already being hit with the move from RPI to CPI to calculate annual inflation increases - this will reduce their value by 15%.
• When the NHS scheme was renegotiated, protection was built in for current members to retain their retirement age of 60. New members have a retirement age of 65. If that agreement is broken, industrial action could follow.
• Government cuts to local government employers grants mean that the shortfall in pension contributions has to be made up by employees. They may have to pay between 50% and 100% more for a reduced pension. This is effectively a tax on low paid workers.
• Studies have shown that if the contributions rise too much, workers will desert the local government scheme and it could collapse.
• The local government scheme invests more than £100billion in the UK economy. If the scheme collapsed, it would have a devastating impact on the economy.

The branch Website has a dedicated pensions page (accessible through the links page on the intranet). Every steward will be trained in Unison pension matters shortly and we already have three dedicated pensions’ reps.

The branch also have a good relationship with Lighthouse Financial who will be able to give advice. 08000 85 85 90

In the meantime , you MUST make sure that the branch have your most up to date details
i.e

 Your Name
 Job Title ( as it appears on SCOPE)
 Your home address
 Your work address.

It is vitally important that you make sure these are correct if we have to ballot for industrial action .

Send details to the Branch e-mail by clicking on THIS LINK

Terms and Conditions

Although we fought off the previous attack on service and conditions , there will be another offer tabled by COSLA , who represent our employers , very shortly.

We have no details of the offer as yet; however indications are that they will not have changed their stance of targeting shift workers.

We expect to know what is being put on the table within the next three weeks and will send this to all members as soon as we have details.

Consultation

Strathclyde Police – PSCC_ER

This is the weekly meeting between the Employers and Unions to consult about the changes that are happening across the Force. For the past few weeks we have been a situation where we have been in a dispute as the Force has not carried out meaningful consultation, as is their legal obligation. We hope that this dispute will be resolved this week and that consultation can carry on from Friday.

A more detailed communication about the work which goes on in this important meeting will be sent out shortly

SPSA

Weekly meetings with management continue and more information about what has been tabled will follow.

Please keep reading the Branch Website , which will give you up to date news on what’s happening both locally and nationally.

Unisons National Conference starts next Monday (21st June). If you require advice or representation from the Branch, please

CONTACT YOUR LOCAL STEWARD IN THE FIRST INSTANCE

Details of Stewards are on the contacts page on the Branch website, accessible through the links page on the intranet.

The Branch Executive

Divisional Business Managers - Proposal

2011-06-12T14:15:00.000-07:00

Following extensive discussions with the Force to move this proposal forward we are happy to advise that 1-2-1 meetings can now go ahead with this group of staff.

We still have a few minor details to sort out but hopefully these will be sorted out by the middle of next week!

All being well it does mean that potentially the proposal could make the SPA meeting on the 22nd June, hears hoping for our member's sake!

For members in this structure who have opted for VSS2 you may still have to wait for a number of events to happen before securing release. (So don't go booking a Cruise any time soon!) All will be explained at the 1-2-1.

Salary Protection

2011-06-12T14:09:00.001-07:00

I advised that the Force had got this wrong when stating that Salary Protection would be withdrawn if moving to a "New Role" that was the same grade as your current grade.

This is otherwise known as a variation of contract. No formal response from Nicky as yet, but we raised it again on Friday.

We have also formally tabled a request for Salary Protection for those staff being offered a lower graded post as their Redundancy Mitigation. This has been achieved for SPSA staff and has been offered to staff as part of a package at Renfrewshire Council.

We will keep you posted.

SPA

2011-06-12T14:02:00.000-07:00

On Wednesday morning Stevie and I met with Stephen Curran, Allan Falconer, Keith Manning and Elaine O'Conner all representatives of the SPA.

We were able to have an open discussion about the current "Failure to Agree" and possible resolutions.

We talked at length about various structures but mainly focused on Force Communications using this is an example of how NOT to implement new structures!

We also talked abut the total lack of Financial Information being shared with UNISON.

Overall the meeting went very well and we now await the result of SPA talks with the Force. Here's hoping........

This afternoons meeting

2011-06-06T12:35:00.000-07:00

Stevie, Norma and I met with Nicky again this afternoon to discuss at length the OSD Structure that is impacting on the Implementation of the Divisional Business Manager Structure.

After a full and frank exchange of views we have agreed a series of things that the Force needs to complete over the next 48 hours in order to move this towards conclusion.

OSD will work with the TU, HR and Job Evaluation teams to address the three roles that are the subject of the problem to jointly evaluate the roles, finalised the Job Descriptions and ensure the Business Case is updated.

If this work is completed by the Force and we can reach agreement on the outcomes then the Divisional Business Manager proposal may be able to go forward to the June Personnel Sub Committee.

We will of course keep you posted. In the meantime can I ask that you are patient so that this work can be completed.

Branch Executive and Service Conditions

2011-06-06T12:33:00.000-07:00

The Branch Executive and Service Conditions team are meeting tomorrow at the Branch office.

The agenda is extensive and there is much to discuss.

Equality Impact Assesments

2011-06-06T12:30:00.000-07:00

Norma and I attended a very productive meeting this morning with John and Nina.

Significant progress was made to address the outstanding issues in relation to Equality Impact Assessments. The result being that we now have a clear way forward and the outstanding issues will be addressed via the Equality and Diversity Working Group.

Progress! That's another box ticked....

SPA

2011-06-05T13:21:00.000-07:00

This week sees us meeting with the Strathclyde Police Authority to address the current "Failure to agree".

We hope this meeting will allow the Force the opportunity to refocus and get the structures back on track.

Our members in many cases have "had enough".

I represent many members within UNISON and frankly have not seen anything that comes close to how our members are being treated with Strathclyde Police.

Morale is very very low and all the goodwill built up by Police Staff who in my view work incredibly hard and ALWAYS in the past have gone the extra mile for their employer has all but vanished. A crime!

I am proud to represent our members and have huge admiration for how many of you are coping just know.

We are doing everything in our power to resolve the current impasse but it takes two and sadly the Force are not prepared to "do the right thing!"

We will again do all we can this week to move things forward.

We will keep you posted.

Dispute

2011-06-05T13:09:00.000-07:00

Friday's meeting was tense and at times very difficult.

We covered a huge amount of outstanding issues but are sadly no nearer resolving the current impasse.

The main hold up is with Finance. We are not being given the Financial Information that we are legally entitled too. Apparently Mr McLeod, Head of Finance cannot meet us until August!!

We also spent some time going over the outstanding Equality Impact Assessments and a further meeting has been arranged for Monday morning.

Talk also turned to OSD, Force Communications, Resource Management and Divisional Business Managers structures.

We have paperwork to look at on Monday in relation to the OSD structure. Once we start on this then the Force will need to revisit the Div Business Manager Proposal.

For Force communications and Resource management it would appear that they are moving to implementation shortly and in some cases have moved already!!

We also covered issues in relation to Disabled Staff, Staff on Temporary Contacts and Salary protection.

The discussions also turned to the Lack of an Implementation plan and how the force plans to move to address this huge anomaly. We will of course keep you posted.

Supernumerary Pool

2011-06-05T13:03:00.000-07:00

We spent a large part of Friday's meeting working on the Supernumerary Pool paperwork.

The paper presented by the Force was actually very good and covered most of the important issues.

We have suggested a number of changes including access to our members to provided ongoing support.

All our changes, amendments and corrections have been accepted. Hopefully the changes will be made and the paperwork back to us for checking fairly quickly.

It is anticipated that some staff will be moving into the Supernumerary Pool with in the next few weeks as a few structures are implemented.

We will keep you posted.

Disabled Staff - Things to consider

2011-05-31T14:21:00.000-07:00

There are a number of concerns being identified by our Disabled members in respect of how they perceive that they are being treated during this process.

>If you are disabled and have been told that you require to compete against colleagues to secure a post in the new structure then we need to hear from you.

>Any reasonable adjustments currently in place must continue and not be amended, diluted or changed due the the current process. Again any issues get in touch.

>Do you need assistance with the process?

Remember UNISON is here to help, so get in touch with your local steward if you have any questions.

Force Communications - New contracts

2011-05-31T14:11:00.000-07:00

Members in Force Communications are aware that we are in a legal dispute with the Force over the non payment of allowances to certain groups of staff.

Some of the members involved in this dispute have now secured "new roles" in the new structure. (i.e. Team leader/Duty Manager)

PLEASE DO NOT SIGN ANY NEW CONTRACT THAT ATTEMPTS TO CLARIFY THAT NO ALLOWANCES WILL BE PAID.

Please contact UNISON ASAP and once names are collated we will advise what action should be taken.

If you know anyone affected by the above please print of this notice and pass it to them.

Repost - many have requested this is posted again

2011-05-31T14:08:00.000-07:00

For staff who face their role being downgraded or being ring-fenced for a lower graded role.

You do not have to accept a Job that is a lower grade than your current role. It is entirely your choice to take that role as the lower grade would not be considered Suitable Alternative employment therefore you have a right to turn it down. If you accept the lower graded post then you are agreeing to the reduction of salary etc.

If you do not wish to accept a lower graded post then you have two choices.

1) To apply for VSS2 to be calculated on your current salary.
2) To go into the Supernumerary Pool

The Supernumerary Pool is not an easy option in fact some view it as a brave choice. You will be released from your current role, but retain your T&C's. You will be expected to actively apply for advertised roles, but as a redeployee you will be given priority. During your time in the Supernumerary Pool you will given work appropriate to you grade. It's possible that you may be engaged on Projects, cover staff absence or be asked to undertake specific tasks. The full details are not yet known as the force have yet to discuss the details.

So to be clear you do not have to accept a job that is a lower grade. however if you choose to do so it must be entirely your own choice with the full knowledge that you will move to the lower salary.

Any further clarification should be sort from HR.

Busy Day

2011-05-31T13:58:00.000-07:00

Our usual weekly pre-meet takes place tomorrow afternoon.

While the Force is working hard to get "out of dispute" we are left with mountains of paperwork to plough through tomorrow.

We have the draft paperwork for the Supernumerary Pool - need to go over this and check it's legal and will operate consistently and fairly.

We also have a mountain of minutes, Equality Impact Assessments, various updates, resolution of some of the issues on the huge Action log amongst many other things.

By midday we should received the agenda and paperwork for Fridays consultations. Whilst still being in dispute it is vital that we still get together on Friday to try and bring early resolution.

We are also trying to arrange a meeting with key members of the SPA. This will hopefully escalate the issues and ensure that things are finally addressed timeously.

Will keep you posted.

Job Evaluation - Salary Protection

2011-05-26T13:00:00.001-07:00

Match in to a same grade but amended JD

A number of staff following the Implementation of Job Evaluation have three year salary protection in place that began I think in October 2009. (Apologies if this is the wrong date)

This protection is part of your "terms and conditions" and forms part of a settlement negotiated on your behalf by UNISON.

Currently the force are trying to impose new structure's. Staff that have this Salary Protection element and face a small change to their proposed Job Description are being told incorrectly that on implementation of the new structures they will be required to sign a new contract and therefore lose their Salary Protection.

WRONG!!!

Here's the fact's : These changes are being forced on you as the new role is your mitigation against redundancy and therefore you are being matched in. This means that you retain your current Terms and Conditions (i.e. Salary Protection etc) and simply move to work to the new Job Description.

Now hears something they haven't thought about. If they stick to this incorrect party line and insist that you would lose your Salary Protection then potentially you could refuse the new role as "not suitable alternative employment" and either opt for VSS2 or go into the supernumerary pool.

All of which is utter nonsense!!!! Honestly you could not make this up could you!

Leave this with me and once again I will correct this silly and very basic mistake.

The only way you would lose your Salary Protection would be if you apply for a "True Vacancy". IE a different role. The critical difference in this scenario is that the move to a new role is entirely your choice.!!!

Give me strength.......

Chief Constable joins the party.....

2011-05-26T11:51:00.000-07:00

Well members you appear to have their attention at last!

This week the Deputy Chief Constable wrote to managers (- copy on the blog.) Next week the Chief Constable will be writing directly to staff who have applied for VSS2 but cannot be released at this time.

We really welcome this development. All promising in my view. Bring on next week.

Roadshow

2011-05-25T13:54:00.000-07:00

We hit the road again tomorrow visiting,

Paisley 10am
Barrhead 12 Midday
Greenock 10am
Renfrew 2pm

Hope to see you there?

Divisional Business Managers - Proposal

2011-05-25T13:21:00.000-07:00

This particular draft structure has been a protracted and frustrating proposal for our members. The initial proposals had been to create a new post of "Business
Coordinator". This would have placed the DBM's and ADBM's in a ring fenced pool for the new post with an option if wanted to take VSS2 or go into the Supernumerary pool.

Many of the staff have made their decisions about how they wish to progress based on the above, but a lengthy stalemate occurred and has continued ever since.

UNISON has been regularly trying to get this proposal moved forward. The "problem" has been with the Business Manager post in OSD.

A new proposal to address this issue was finally tabled at the meeting today. This will now need to be put through Job Evaluation which we will ensure is a priority tomorrow.

It would appear that OSD have been able to prove a case that they need the role of a Business Manager in order to function in the new structure. This represents a significant development with consequences for an already aggrieved group of staff as the Divisional Manager Proposal may require to re visited.

We will need to ensure that this is progressed as a priority and taken forward by the force as an urgent priority. We will of course keep you posted.

We welcome the contact from our members directly affected by this proposal and wish to reassure members that the Force have been left in know doubt about the level of frustration being felt.

Force Communications

2011-05-25T13:07:00.000-07:00

Part of the meeting today was spent talking to Alan Spiers about the dispute within his area of the Business.

We also met with Fiona Taylor and Jim McKechnie later on. There is a real willingness from all the parties to address the outstanding issues and move forward.

What was refreshing was the message coming across loud and clear: The management value the staff working in Force Communications and recognise their sterling work on the FRONT LINE.

We talked at length about a number of issues, including:

Duty Manager's
Team Leader's
Job Evaluation
Allowances
Tea Breaks
Annual Leave/Public Holidays (recognising that this is a Force wide issue)
PNC Bureau
Contracts
Matched In/Ring-fenced recruitment
Implementation
Vacancies
VSS2 Applicants
Local Communication to staff
Regular meetings with Local UNISON stewards to resolve issues locally

All of the above issues have been raised on members behalf by the Local stewards but also at the recent Roadshows by members themselves.

There are other issues of course but I have just listed the highlights.

The Management will now progress the above issues and will plan a series of meetings with the Local Stewards and staff.

Road to resolution

2011-05-25T12:41:00.000-07:00

We meet with the Force formally today to see if we can resolve the current dispute and bring to an end the uncertainty, and misinformation that our members are dealing on a daily basis.

We started at 8.30am and concluded at 7pm this evening. progress has been made so it was worth it.

The talks have been protracted and at times difficult. Thankfully there is a realisation by the force that they have not dealt with this process well and now acknowledge that they need to address the many issues our members has been raising since day one.

We welcome this commitment to work with the Trade Unions to resolve issues so that things can progress and staff can begin the process of making informed decisions about their future (or Not) with the Force.

We addressed a number of issues,

Communication to staff - Managers to be encouraged to meet with staff locally on a regular basis to address staff concerns and ensure that queries are progressed quickly.

One to One's - The force will now arrange appropriate training at Jackton for Line Managers to ensure that One to One's are conducted appropriately.

Job Evaluation - We have made good progress on this issue and are now able to move forward.

Finance - Finally we have been furnished with the financial information along with a commitment to provide this on a regular basis.

SPA Papers - papers will now be shared with the Trade Union timeously

Implementation Plan - A meeting will be held with Alison Campbell to address this.

Action Log - A commitment from the force to now address all the outstanding actions without delay.

Equality Impact Assessments - Over the last 10 days significant work has been undertaken to provide the information required.

Supernumerary Pool - We now have a formal proposal to look at and this development is welcomed as many of you have a real concern about how this pool would operate.

We also talked at length about the following Departments which were being held up from progressing by various outstanding issues.

Force Communications
Corporate Communications
HR
OSD
Divisional Business Managers

We now have a clear plan about how the force will work to ensure that these departments can progress.

The above as I sure you understand represents a significant move on behalf of the force and we welcome this positive step. It is a huge regret that we have had to move to dispute to achieve this. This has left our members in Limbo for far to long but the penny has now dropped and the Force understand what they need to deliver to resolve the impasse.

Updated message from the Dep CC

2011-05-25T12:38:00.000-07:00

This statement was reissued on Monday.

POLICE STAFF - TRADE UNION CONSULTATION

As you will be aware, the Force is engaged in extensive, formal consultation with police staff and their trade union representatives about changes to organisation structures which will accommodate significant voluntary redundancies.

The financial savings gained by releasing volunteers can only be achieved once agreement is reached with the Strathclyde Police Authority to continue consultation on the draft structures and release volunteers. Police Authority agreement to continue with consultation means that one to one meetings can take place which may or may not result in further changes to structures. These structures must then go back to the Police Authority for final approval.

As the consultation process for redundancies is complex and the consequences are significant for many people across the Force, it is essential that we concentrate our efforts and time with the trade union representatives on completing this as quickly as possible.

To minimise any delays to the consultation process and achievement of associated savings, all managers within the Force are instructed not to engage in any local discussions with staff or trade unions about changes to job roles, terms and conditions, hours of work, locations or any related matters without the prior agreement of the Head of Corporate HR, Ms Nicky Page, or her representative.

All managers who are responsible for delivering communications to staff regarding structure changes must also ensure that the messages are pre-agreed with the Head of Corporate HR or her representative.

Please ensure that this is communicated to all line managers within your area.

Neil Richardson
Deputy Chief Constable

Clarification

2011-05-24T12:07:00.000-07:00

Roadshow

2011-05-24T11:52:00.000-07:00

The UNISON team took to the road again today.

Stevie and I went to Stewart street and The Pinnacle, while Norma and Karen went to Cranstonhill and Partick.

The meetings were very well attended and members were keen to get an update.

It has become clear as we go around the force that there is a huge "information gap". Staff are desperate for information and details are patchy at best across the force.

Staff are unclear about the Supernumerary Pool(as are we!), about how and when structures will be implemented, how, when and what roles they can apply for. Some are also confused about the information and options open to them being discussed at One to One's.

A large number have little understanding about new or changed roles and not surprisingly Job Evaluation is an issue across all grades.

We are meeting with the Force tomorrow to see if we can resolve the current impasse. We will be discussing many of the issues raised by staff at the roadshows.

Clarification

2011-05-23T12:30:00.000-07:00

We had a disturbing e-mail from an IR team leader today stating that UNISON had "agreed" to the various changes being imposed on staff and wished to record their unhappiness about this.

FOR TOTAL CLARITY:

The Force are making these changes to structures - Not the Union

The Force have amended Job descriptions - Not the Union

The force is making staff redundant - Not the Union

The Force has downgraded jobs - Not the Union

The change program has made some hard decisions that are impacting staff - Not the Union

A number of Senior and Local Managers are miss-informing staff by saying that the Union is holding up the process - This is not true, FACT: The failure of Senior Management to address the Lack of Meaningful consultation is holding up the process.

UNISON will never agree to the new structures for many reasons, but two important ones:-

1) They contain redundancies
2) They contain jobs that have been downgraded.

We are there to represent our members interests only. It is our role to ensure that meaningful consultation takes place and that the Job Evaluation process has been carried out according to the agreed criteria. We are also making sure that all the decision made are withing the law and that staff are made aware of all the options open to them.

We have NEVER agreed to any draft structure or the downgrading of posts or indeed any reduction in staff numbers. That's not our role.

I have often on this blog talked about the Strathclyde Police Rumour mill! Well its running rife at the moment. Please don't be taken in.

UNISON is working very hard to ensure that our members are treated with dignity and respect and that they have all the information that they need to make an informed decision about how they move forward or not with the new structures.

The current dispute has arisen because staff are being incorrectly informed about their options thereby making decisions about their future that they would not make if all the information had been to hand.

We also have managers in Force Communications, Corporate Communications and HR moving towards implementation of structures without the approval of the SPA.

Our only objective is to ensure that this process however painful is carried out lawfully and professionally.

UNISON acting in the BEST INTERESTS of ALL our members.

The route to resolution

2011-05-23T12:21:00.001-07:00

Stevie Diamond and I spent the afternoon going over the outstanding issues and we looked at the information that the Force has produced during the last 10 days.

The Force appear to be making an effort to resolve the current dispute and part of that is the retraction of the memo by the Dep CC. Following a brief discussion a replacement memo has been sent this afternoon, - Progress.

We still have a number of issues to resolve in the following Departments,

Force Communications
Corporate Communications
Human Resources

Work has started on resolving the issues and we will advised of the current position on Wednesday. There is a lot of misinformation out there mostly by managers who simply do not understand the process. Hopefully this will stop now that the Dep CC has made it clear that all communications must be approved if they relate to the consultation.

We have created an action plan and will be busy arranging meetings and sending out letters over the next few weeks.

Will keep you posted. With the above in mind we have agreed to meet with Nicky Page to try and move things forward on Wednesday.

Our response!

2011-05-23T02:23:00.000-07:00

Morning John

The memo from the Deputy Chief Constable is incorrect and we are formally requesting that it is withdrawn, redrafted and sent out again with the correct position.
For your information phones and e-mail are going berserk!

This is simply not good enough. It comes as no surprise to be told that this was drafted by the Change Team. Yet more evidence that they do not understand the process we are.

Our priority remains to do all we can to resolve this dispute, however wading through hundreds of e-mails this morning it would appear that we are further apart than ever.

I would welcome as response asap.

Thanks,

Deborah Dyer

Another factually incorrect e-mail

2011-05-23T02:12:00.000-07:00

The undernoted email has been sent by the Deputy Chief Constable for your attention.

POLICE STAFF - TRADE UNION CONSULTATION

As you will be aware, the Force is engaged in extensive, formal consultation with police staff and their trade union representatives about changes to organisation structures which will accommodate significant voluntary redundancies.

The financial savings gained by releasing volunteers can only be achieved once consultation is complete and agreement reached with the Strathclyde Police Authority to implement new structures and release volunteers. (This Paragraph is incorrect and is the main reason we are currently in dispute!)

As the consultation process for redundancies is complex and the consequences are significant for many people across the Force, it is essential that we concentrate our efforts and time with the trade union representatives on completing this as quickly as possible.

To minimise any delays to the consultation process and achievement of associated savings, all managers within the Force are instructed not to engage in any local discussions with staff or trade unions about changes to job roles, terms and conditions, hours of work, locations or any related matters without the prior agreement of the Head of Corporate HR, Ms Nicky Page, or her representative.Please ensure that this is communicated to all line managers within your area.

Neil Richardson
Deputy Chief Constable

Back to work!

2011-05-22T12:48:00.000-07:00

Well I'm back to the day job tomorrow after a great week off visiting the wonderful Island of Arran.

Sadly my e-mail in-box is full of e-mails from members still being told by their Line Managers that structures have been approved by the SPA. This is simply not true and is a myth that is being lead by John Gillies, Director of HR.

This will be a critical week for members. We must get consultation back on track, but I am concerned that the Force may not have used the last ten days wisely!

I will be catching up with the Union team tomorrow afternoon and I hope that things are better that I fear and that consultation for all you sakes can continue.

I will keep you posted.

The road to resolution

2011-05-11T12:54:00.000-07:00

That's me home after a long afternoon and evening meeting with Nicky Page and Stevie Diamond to see if we can get things back on track and resolve the current dispute in the best interests of our members. (John Gillies joined us later on)

Currently due to numerous issues raised by both our Stewards and UNISON members we are in Formal Dispute

Force Communications
Group Consultation - Restructures etc

This afternoons meeting whilst difficult was productive and Nicky listened to our concerns and we have agreed a number of steps that mean we may potentially be able to return to consultation the week commencing 23rd May. This gives the force 10 days to collate the missing information and to ensure that we are provided with the information that we are legally entitled too to ensure that our members are treated fairly and consistently.

Force Communications - Whilst we need to formally ratify the discussions, a number of positive outcomes have been achieved. Force Communications have agreed as a direct result of this dispute to meet the local stewards on a regular basis to resolve issues at a local level. Details of this will be discussed and agreed with the local stewards in the first instance. We also believe that these meetings can then proceed to address the many issues being raised by staff in this area.

Group Consultation - We now have a response to our three letters and most of our discussions this afternoon focused on the content of that response. Following much debate we have agreed a way forward that means that the outstanding issues from phases 1,2 & 3 will be addressed.

This is a brief update as its getting late and I'm shattered but please be reassured that we are as ever working in the best interests of all members.

Formal Dispute

2011-05-09T13:25:00.000-07:00

Apologies for the long silence on the blog.

We are currently in a formal dispute with Strathclyde Police so no meetings are taking place as we have raised major concerns about the "lack of meaningful" consultation. Three formal letters have been sent and we await a response.

In the meantime we have been busy with members at various events.

On Sunday 1st May we marched through Glasgow to celebrate International Workers day. We had a great turnout, the sun shone and most importantly our members had a great time. Hopefully you have all had time to view the video? Well done Stevie its fabby.

Today we took the UNISON roadshow to East Kilbride, Cambuslang, Hamilton and Lanark. Thanks to all the members who came along it was great to see you.

On Thursday the roadshow calls at Kilmarnock, Cumnock, Ayr, Largs, Irvine and Saltcoats. Will we see you there?

In April we went to Aikenhead Road, Pollock, Clydebank, Dumbarton, Govan and the Gorbals. Again a great chance to catch up with members.

One to ones are ongoing and we are getting mixed reports about how they are going. Speak with your local steward if you have any concerns.

Don't forget to keep in touch we are always pleased to hear from our members.

Need a Union Rep to attend your One to One?

2011-04-16T11:54:00.000-07:00

Members

With effect from Monday there is a new process to follow if you require a Union rep to attend your One to One.

The new process is to contact your local HR Officer who will liaise with the Local Steward on your behalf to arrange attendance.

STEWARDS

With effect from Monday it will be the responsibility of the Local HR Officer to contact you directly to agree your availability for One to Ones.

Any one to ones already arrange that you are not available for must be cancelled and rearranged.

HR Officer

Please contact your Local UNISON/UNITE steward and check their availability BEFORE One to Ones are arranged.

PLEASE NOTE THAT STAFF MUST BE GIVEN REASONABLE NOTICE ABOUT WHEN A ONE TO ONE IS TO TAKE PLACE. OUR RECOMMENDATION IS FIVE DAYS NOTICE.

IR - 222 Shift Change Proposal

2011-04-15T14:28:00.001-07:00

As promised we raised this at today's meeting with the force.

The outcome of those discussions is that the letter is to be withdrawn immediately and consultation will take place using the correct format.

Therefore will members please destroy the letter and the attached forms with immediate effect.

Please tell non members what we have achieved and ask them if they would join UNISON!

Consultation will start again properly with staff being consulted. We have requested a meeting with Force Comms so that we can address this and a whole host of other issues.

Terms and Conditions

2011-04-14T09:09:00.000-07:00

Hopefully your will all be aware that due to the fantastic campaigning and lobbying of Councillors and Politicians by UNISON members the first offer put on the table by your employers has been withdrawn.

In other words YOU WON!

The employers and the Trade Unions met in Edinburgh yesterday to begin the process again from scratch and to look at how savings could be made across the eight forces in a more fair and consistent manner.

Raymond went to that meeting yesterday armed with the hundreds of e-mail suggestions that we received from you our members. Thank You!

This will be a difficult and challenging task for both sides.

Once the employers have concluded their deliberations we will be coming out to members to get your views. This may be a few weeks away yet so lets be patient.

In the meantime we need to deliver a huge presence from Strathclyde Police Staff members on Sunday 1st May.

Many of you will never have Marched before but I strongly urge your to make your feelings known and turn up.

Make no mistake your employer, Local Councillors and MSP's will be watching that day to see if the turnout matches the volume of letters and e-mails they have been receiving. Don't let them down......

Please please don't let me down. Bring your partners, parents, children neighbours and friends. Lets show your employer that we mean business and that we can and will stand together to fight this attack on Police Staff jobs and your hard earned Terms and Conditions.

I repeat please mark the date in your dairy. I need you standing with me so that we can continue to fight hard and WIN!

You and me together - In UNISON we are stronger

One to One's

2011-04-14T08:59:00.001-07:00

The number of One to One meetings taking place across the force is gathering pace.

We now have 29 stewards trained in the process.

The feedback is that the vast majority of meetings are being conducted well and staff are happy with the discussions that have taken place.

Sadly however there are a small number of meetings that are still not being conducted correctly and it is our intention to focus our trained stewards on these meetings.

Therefore the advise for One to One meetings has been amended.

With immediate effect we are now only recommending that you take in a trained UNISON steward if your job has been removed/changed in the new structure.

For all other One to One meetings we suggest that you take a colleague or friend who is also a UNISON member in as an observer.

Force Comms again!

2011-04-14T08:40:00.000-07:00

We have a number of issues coming out of Force Comms again this week!! Due to the ever increasing number of issues we went into "Formal Dispute" with their proposed structure and implementation plan last Friday.

This week news is that a letter has been sent to staff starting 90 days Formal Consultation on a proposal to make a change to the start and finish times of the 2-2-2 shift pattern.

This letter states that UNISON has agreed to this which is completely untrue and we will be asking for this letter to be withdrawn and re-issued at tomorrow's meeting.

To be clear UNISON cannot agree to a change of this nature to your Terms and Conditions unless instructed to do so by our members. All that has happened is that management made an informal approach to the UNISON Branch to advise that they would like to amend shift start times. UNISON's response was that staff must be consulted in full.

In order to make a change of this nature your employer has to demonstrate "the Business need for change", No such case has been made to date.

UNISON will also ensure that an Equality Impact Assessment and a Risk Assessment are carried out on the proposal.

We will also ensure that all feedback from staff given to local stewards is discussed in full.

For those staff on flexible working patterns, who have Caring responsibilities or travel issues etc a One to One meeting will need to take place.

We will update you once we have challenged what has happen so far.

Many thanks to the diligent local stewards who brought this to the attention of UNISON branch Officers so quickly.

UNISON - TOGETHER WE ARE STRONGER

VSS2 Update

2011-04-13T18:37:00.000-07:00

So far we have a total of 79 staff approved to leave on VSS2. 26 left on March 31st and a further 53 will leave towards the end of May/June. A further group of names are going to the SPA next week.

Due to the grade of staff leaving the total number of redundancies required is now down to 250 from 280.

We have over 500 staff who have now formally applied to leave on VSS2 and this figure is growing by the day.

As you can appreciate we have a large pool of staff who want to leave but can't because their role is required. Some very unhappy staff.

Police report reveals real hit to front line - UNISON response

2011-04-04T09:25:00.001-07:00

Police report reveals real hit to front line - UNISON response

Commenting on a report by Her Majesty's Inspectorate of Constabulary (HMIC), which exposes ministers’ false claims that front line policing will not be hit hard by the cuts, UNSON General Secretary, Dave Prentis, said:

“Ministers must wake up to the cold, hard facts in this report - front line policing will be hit hard by their savage cuts.

“The Government is wielding an axe over policing and chopping away a whopping 20%. With two-thirds of officers being classed as front line, public protection will be a huge victim of the attack.

“The effect of the cuts are multiplied by the thousands of police staff across the country losing their job. When police staff go it piles more pressure on officers.

“999 call handlers, PCSOs, forensic technicians, scenes of crime officers, detention officers, crime and incident advisors, and criminal bureau investigators all play a vital part in community safety. Some forces are being hit harder than others and will face huge challenges to carry on their duties protecting the public.

“The Government must cut crime, not jobs, or watch as crime rates soar through the roof.”

Force Communications

2011-04-04T09:13:00.000-07:00

Not content with the Director of HR driving a coach and horses through a negotiated agreement it would appear that Alan Speirs is intent on doing the same.

The following memo was sent today!

Morning Nicky,

I’ve just been told that Force Comms intend having the Duty managers from IR and the Contact Centre give a presentation as part of their interview for their own jobs.

I wish to once again stress that UNISON are opposed to this. Not only is this putting more pressure on the candidates, some of them are on long standing holidays just now and will be walking straight into the interview process. Also, not all managers have had to give presentations before, so this could not be considered a level playing field.

Additionally, they have been told that the interview panel will be made up of , Phil Maley, Lynn McLaren and Elspeth McAllister .This means there will be no independent interviewers from outside OSD on the panel.

Can we add this to Fridays agenda please.

Stevie

A response is awaited......

NATIONAL REVIEW OF TERMS AND CONDITIONS OF EMPLOYMENT FOR POLICE STAFF

2011-04-04T09:10:00.000-07:00

NATIONAL REVIEW OF TERMS AND CONDITIONS OF EMPLOYMENT FOR POLICE STAFF

As was communicated in the Change to Improve Update published on the Force Intranet on Monday 21 March 2011, proposed changes to Terms and Conditions of Employment for Police Staff are currently being negotiated at a national level. This same communication confirmed that the management side’s original proposals to reduce shift allowances and weekend work allowance were rejected by the Trades Unions. One of the Trades Unions main concerns were that they believed this would have an unfairly disproportionate impact on shift workers.

On Thursday 28 March 2011, following consideration of the position adopted by the Trades Unions, a meeting was held at a national level between the Staff Side Secretary (speaking on behalf of the Trades Unions) and the Official Side of the Police Staff Council (Scotland) (PSC(S)). The Force has now received an update on the outcome of this meeting.

The update confirmed that, although the Trades Unions cannot agree to changes to the Terms and Conditions of Employment for Police Staff that would be detrimental to their members, the Trades Unions realise that some level of savings must be achieved in order to mitigate the threat of compulsory redundancy.

What is clear is that both sides agree that the review of Terms and Conditions of Employment for Police Staff should come up with proposals that are more balanced and should not target a specific group of staff.

Consequently the management side has reconsidered its position to the following:

• A more balanced package would still need to result in delivering against the original target savings of £10 million
• Modernisation of shift allowances, perhaps to a lesser extent, is still considered as part of a more balanced package
• The discussion needs to progress at pace to allow the benefit of savings generated to impact on our current financial position

In the meantime the Trades Unions have been asked to consider savings that could be generated with the intention of achieving a more balanced package.

To ensure that the tight timescales are met, regular weekly meetings will occur between a small number of nominated representatives from both the management and Trades Unions sides of the PSC(S) and the first of these will take place this month.

It is hoped that with the re-engagement of the Trade Unions in meaningful consultation, a negotiated settlement can be reached.

I will ensure you are regularly updated as the negotiation process progresses.
Director of Human Resources

Police face 'big challenge' - England/Wales update

2011-03-30T13:31:00.000-07:00

Police face 'big challenge' to safeguard front line

Labour warning over police jobs

Some police forces in England and Wales face a "big challenge" to make cuts and not lose front-line officers, the chief inspector of constabulary has warned.

Sir Denis O'Connor said two thirds of officers were directly involved in protecting the public and enforcing the law - although not all were visible.

Police are losing a fifth of their central funding over four years.

The government says this is manageable with greater front-line productivity and savings in back and middle offices.

The report by Her Majesty's Inspectorate of Constabulary (HMIC) sets out for the first time a definition of what constitutes front-line policing, amid a growing political debate about how chief constables should make cuts.

In the report, the HMIC says the front line comprises those who are "in everyday contact with the public and who directly intervene to keep people safe and enforce the law".

It found that 68% of all police force staff in England and Wales were in such roles, but not all were visible.

The HMIC estimates that 61% of police officers and community support officers (PCSOs) work in visible front-line positions, and of those 12% on average are available to the public at any given time.

Officers in everyday contact with public and who directly intervene to keep people safe and enforce the law
Middle office: Managing or supporting those officers, doing policing-specific jobs, such as control rooms, custody and intelligence
Back office: Support services such as IT, catering, finance, HR, training and press and communications

Sir Denis said: "In a nutshell it looks difficult for the front line to remain in its current form in a number of forces."

The front line was "not just what you notice, but what you also rely on", he said.

"Even if you imagine that the back office and middle office are ripe for reform… there are quite a lot of functions in the back and middle office that you cannot see as being redundant… and so [cutting] looks like a very big challenge to us."

Sir Denis said middle and back office roles were not "disposable assets that you can chuck away" and losing some of those posts would have consequences for front-line officers.

He added: "The cuts across England and Wales do not cut in the same way by force. For some it's a much bigger challenge."

But he said there were still parts of policing operations that could be made more efficient and that there was wide variation in visible and available police officers among the 43 forces.

'Wrong choice'

Steve Finnigan, from the Association of Chief Police Officers, said: "One of the reasons why Sir Denis O'Connor has tried to agree a definition of 'front line' here is, of course, because in these times of austerity we will want to do everything we possibly can to protect the front line.

"He talked about that's going to prove really challenging - I would go further and say it's actually going to be impossible to protect, absolutely protect the front line. We'll do all that we can to minimise the impact on the front line, but when 85% of your budget is made up of people that's just not going to be possible."

Yvette Cooper: "We cannot make 20% cuts... without hitting front-line services"
In the House of Commons on Wednesday, Labour leader Ed Miliband said Prime Minister David Cameron "used to claim that [the Conservatives] were the party of law and order but now he is cutting the number of police officers up and down the country".

"It's the wrong choice for the police. It's the wrong choice for communities. And it's the wrong choice for the country," he said during Prime Minister's Questions.

Mr Cameron responded: "There is no reason why there should be fewer front-line officers.

"Both parties agree that the police budget has to be cut," he said. "The question is, how do you make those cuts? We say you've got to freeze police pay for two years; you've got to reform police allowances; you've got to cut their paperwork."

'Considerable savings'

Earlier, Police Minister Nick Herbert said: "This is not a numbers game. We cannot measure the quality of service just by the numbers - but what they are doing.

"This is about driving savings in the back and middle office... but it's also about driving up productivity in the front line itself.

Availability for duty of police and PCSOs in visible roles, by force
Most: Merseyside with 16.8%; West Yorkshire - 16.2%; Gwent - 16%
Least: Devon and Cornwall - 8.8%; Bedfordshire - 9.2%; Greater Manchester - 9.9%; Kent - 9.9%
Average among 43 forces: 12%
Source: HMIC survey at three key times of day
"It's not just about the numbers - it's about the efficiency and how police forces organise themselves."

He said the government would continue to support forces by scrapping bureaucracy and driving more efficient procurement.

But shadow home secretary Yvette Cooper said: "The government is putting chief constables in an impossible position.

"Today's HMIC report shows that 95% of police officers are either on the front line or working in important 'middle office' jobs in things like intelligence, planning major operations, burglary and drugs offences, or preparing cases for court.

"Cutting over 12,000 police officers and 15,000 police staff is inevitably hitting the front line. The home secretary needs to change course. She is cutting too far, too fast and it is local communities that will pay the price."

Director of HR!

2011-03-30T13:24:00.000-07:00

Once again the Director Of HR has chosen to drive a coach and horses through a negotiated position. UNISON have gone the extra mile time and time again! to facilitate consultation in the best interests of our members. However John shows contempt both for the work involved and any decisions taken!

We have requested a meeting with John today. Lets see what happens!!!!!!

Copy of the letter I sent last night.

Evening Nicky,

On Friday UNISON/Unite raised an issue in relation to the Force moving away from the negotiated position in respect of the Ring Fenced Recruitment process.

Just to confirm. The negotiated and agreed position for Ring Fenced Recruitment is a competency based interview. This was a change from the previous position of a scoring matrix. In the event of a tie with scores we agreed a second interview would be appropriate.

Can you please confirm at your earliest convenience that you will stand by the negotiated position and will not be asking staff to prepare and deliver a presentation as part of any Ring Fenced recruitment interview?

I look forward to an early response.

Regards,

REDUNDANCY SURGERY

2011-03-30T13:21:00.000-07:00

REDUNDANCY SURGERY

The prospect of redundancy can be a difficult and challenging time. LIGHTHOUSE FINANCIAL ADVICE are here to help UNISON members understand how to make their financial situation work for them.

As our Financial Advisers are independent they can research the whole of the market to find the most suitable products for you and can advise on the following:

Investing any lump sums for income and growth
Tax planning
Early retirement and making the most of your pension

This surgery is free to UNISON members and will take place on:-

Wednesday 27th April 2011.

Burrell 1, Novotel Hotel,181 Pitt Street, Glasgow, G2 4DT.
8.30am - 5pm

To take advantage of this invaluable opportunity and book a place, or if you would prefer to see an adviser in the comfort of your own home, please contact:
Lisa.barratt@lighthousegroup.plc.uk or telephone Lisa Barratt on 01273 523707

PCSO - Tackling the issues

2011-03-30T13:13:00.000-07:00

Following on from our meeting yesterday I would like to confirm the following.

Our PCSO members are concerned that they have continually raised issues with the Force which are not being addressed.

These include:

Ø Insufficient staffing levels. PCSO numbers are currently well under strength. Additionally, sickness absence is on the increase exasperating the problem.

Ø Poor management of resources. Staff believe that management are more interested in the allocation of prisoners to cells at peak times rather than the ability of staff to cope with increased numbers. This is seen centrally as a local divisional issue rather than one which should be managed centrally.

Ø Health and safety issues. The Care of Prisoner SOP states that at least 2 staff members should open occupied cells, however staff say that they constantly have to run under, what could be seen as an operational base level of, 2 staff minimum. Additionally, staff have asked for pieces of equipment to be purchased, at very little cost, which could ultimately save lives. These have been “under consideration” for a considerable period of time with no evidence whether this is happening or not.

Ø Poor working practices. The shift plan worked by staff is seen as outdated and not fit for purpose. It is not aligned to demand and, through the use of vrds can mean a 1/6th of staff are unavailable for work at any one time. PCSO’s have seen most of their police colleagues being given more modern work patterns whilst they have to soldier on with one which ultimately makes their working life more difficult and tiring.

I agree that a meeting needs to be convened as soon as possible to further discuss this and ensure that these concerns are addressed as soon as possible.

Regards,

Stevie Diamond

Terms and Conditions? Suggestions..... Can we have yours please?

2011-03-29T03:34:00.000-07:00

Hi colleague,

Below is email from Peter Veldon outlining some of the proposals. Please email branch with any others,
regards,
Norma

Colleagues,

Following yesterdays meeting with the employer’s side at which it was agreed to reopen negotiations on T & C’s + Allowances. We agreed to set up a joint group to brainstorm areas and ideas were savings could be made to minimise the effect on staff pay & conditions.

It is imperative that you all seek responses from your branches and members on these matters and forward any reasonable ideas and suggestions to me, in order that our side can put these forward as areas for consideration.

The first meeting of the group will be held on Wednesday 13th April.

We will as requested by the employers put back on the table the trade union sides proposals on reducing the impact on our members i.e.

A 1 hour reduction in the working week
A ban on all overtime ( except Emergencies ).
A reduction of 1 public holiday in exchange for 1 annual leave day.
A possible incremental rise freeze for one year.

Please forward your suggestions ASAP in order that we can consider what would be reasonable for us to take forward to the group meeting(s).

Regards
Peter.

Deborah - Remember this is your UNION so your ideas and suggestion count! Please get together in your work groups and come up with YOUR ideas and suggestions. Lets work together to find solutions to this.

TOGETHER WE ARE STRONGER - YOUR TERMS AND CONDITIONS - YOUR CHANCE TO SPEAK UP

Terms and Conditions?

2011-03-29T03:32:00.001-07:00

POLICE STAFF COUNCIL – MODERNISATION OF TERMS AND CONDITIONS

Dear Member

We write to advise you that the employers in response to our rejection of the proposals on allowances met with us on 28th March 2011 to advise us of their response.

They have advised that after consideration of the Trade Union side position they have offered to reopen negotiations taking into account that the discussions to achieve savings will be conducted across the board and not restricted to one single group of staff.

A Joint Working Group consisting of UNSION and the employers has been agreed to discuss all options and identify where savings can be made that will minimise the effect on terms and conditions. The first meeting will be held on 13th April 2011 following which a series of meetings as required will be held up to the end of June 2011.

During this time if there is a requirement to consult members prior to a final package being available the Union will consult.

It became clear that during today’s discussions that the mail bags of Joint Board members and Councillors have been full to the brim with enquiries from police Staff members concerning the previous proposals.

I would wish to congratulate every one of you who took the time to raise this matter with Your Joint Board members and Councillors and to say to you that this success in getting the reopening of negotiations with the employer is largely down to your efforts in pursuing those responsible for the proposals

Pay will be subject to separate discussions prior to the implementation date of 1st September 2011.

Peter A Veldon
Staff Side Secretary
Police Staff Council (Scotland)

Glasgow Mayday March and Rally

2011-03-29T03:18:00.000-07:00

Hopefully by now you will have all read the press or seen the television pictures of the hugely successful March and Rally in London last Saturday?

Half a million people turned out to show that there is an alternative to the cuts being made by the CONDEM government.

Members from Strathclyde Police were on that March representing you!

So now its your turn.

On Sunday 1st May there will be a chance for those of you that could not make it to London to show the Government and the Strathclyde Police Authority what you think about the attack both to your jobs and terms and conditions.

IT IS VITAL THAT WE HAVE A HUGE TURNOUT ON THE DAY. THIS WILL BE A FAMILY DAY SO BRING THE KIDS YOUR NEIGHBOURS. COLLEAGUES AND FRIENDS. THE MORE THE MERRIER

Sunday 1st May
Assemble George Square at 11am

Move off at 11.30am to the Old Fruitmarket

Main Speaker : Len McClusky, General Secretary, Unite The Union

Entertainment for all ages and stalls

One to One's

2011-03-29T03:07:00.000-07:00

The dates planned for One to One's are gathering pace. This will be a huge logistical nightmare for both the organisers and staff.

Please make sure that you have the information you need at least a week before attending the meeting. For Union members please ensure that you contact the branch office as soon as you have a date so that we can allocate a steward to accompany you.

REMEMBER this is your chance to have your own personal say about the new structures and how you fit into them, or not!

1)Question everything and make sure you are clear about what your next steps are.

2) Don't be forced into making a decision at the meeting if you need more time say so!

3) If there is a new job in the structure that you feel is actually an 80% fit to your old job but you have not been placed in the pool of candidates then say so!

4) The majority of these meetings will need to be reconvened at a later date. This will be the case with the majority. So again don't feel pressured!

Following the One to One meetings the Force will need to return to the consultation table to advise any changes needed as a result of the One to Ones. We will make sure this happens.

Good Luck. You know where we are if you need us.

Stading up for Trade Union rights!

2011-03-29T03:06:00.001-07:00

'UNISON at its very best'

2011-03-28T07:54:00.000-07:00

'UNISON at its very best'
(28/03/2011) "Saturday showed UNISON at its very best. From the Isles of Shetland to the Isle of Wight, our members came out in their thousands to tell the government that their public service cuts are not right, not working and not on," said UNISON general secretary Dave Prentis, commenting on the TUC's March for the Alternative in London on Saturday.

"We had hoped for a sea of purple and green – we got an ocean that flooded to Hyde Park as, hour after hour, our members marched through London to stand up for the public services we all hold dear," he continued.

Almost half a million joined UNISON members on the march through London, on the biggest march the country has seen since the anti-war protest of 2003.

A YouGov poll released by the union showed that the majority of the country was with us, as 56% said the government was wrong to cut public spending and risked driving Britain back into recession.

The march was another step in our campaign to pressure the government to see there is an alternative.

As Mr Prentis said: "The fight for our public services must go on."

We Marched for YOUR Jobs and Terms and Conditions

2011-03-28T07:23:00.000-07:00

We can achieve anything if we act together like this, said one marcher today as hundreds of thousands marched through London. Here we report on the march at Piccadilly, with the huge UNISON contingent still passing after at least an hour.

One reported police estimate is that 400,000 are marching. Even the Daily Mail is owning up to 250,000 in the biggest trade union demonstration in a generation.

A huge sea of purple and green UNISON banners, flags and placards are packing London’s streets to the deafening sound of UNISON vuvuzelas in a massive show of solidarity and resolve to save our public services and welfare state from the most savage attacks they have ever seen.

How do you describe the atmosphere? Electric. Moving. Vibrant. People from all walks of life revelling in the energy as working people stand up and say enough is enough.

Smiling, greeting, hugging, marching together to show there is an alternative. Spotting ex UNISON General Secretaries and Presidents marching with the host of banners from Highland to Somerset and further afield as they snake past Parliament, past No 10 and through Trafalgar Square and Piccadilly to the massive rally in Hyde Park.

Togetherness. Community. Acting together. All those things that those who attack our jobs and services despise.

This is the real Big Society. The people who deliver our public services and the people who rely on them. Standing together against greed and for fairness. Backed by the wider public in a poll. We are the majority!

An inspiring day. Hopefully a signal to workers and public alike that we can change things if we act together. We can do anything if we act together.

Pay attention Cameron and Clegg. This is just the start

FROM UNISON ACTIVISTS BLOG

History in the making

2011-03-28T07:21:00.000-07:00