Website statistics 2010
During 2010, the Branch website had 18,131 visits, an average of almost 1,511 visitors per month, Any Branch member wishing to be emailed when the website is updated should send a blank email with the subject line ‘subscribe’ to the editor:
editor@amicusglasgowhealth.org
(posted 04/01/2011)
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Statement to Unite NHS Members in Scotland
Concerns have been expressed about recent events taking place in NHS England and their possible impact on staff working for NHS Scotland.  We are thinking, in particular, of reports about compulsory redundancies, about the payment of annual increments, and about the move towards GP commissioning of services.
In order to allay any fears, we want to stress the following points to all Scottish NHS members:
 
1.  The Organisational Change Policy that was agreed by the Unions, Management and the Scottish Health Department between 1999 and 2001 is still applicable.  That policy makes it clear that every effort will be made to avoid redundancies and that any staff affected by organisational, managerial or structural change will have full protection of their earnings as long as they work for their NHS employer.
 2.  The Scottish Cabinet Secretary for Health has recently confirmed in a letter to all NHS Scotland staff that there will be no compulsory redundancies amongst NHS Scotland employees.
 3.  The MARS scheme proposed in England and Wales, whereby NHS staff can seek voluntary redundancy - on the basis of reduced redundancy payments - does not apply to Scotland and there are no plans to introduce it here.
4.  There are no plans whatsoever in Scotland to link the payment of annual increments to job security.  Any agreement on those lines that is reached down south will therefore not apply to NHS Scotland staff unless and until it is specifically adopted in Scotland.  The Scottish Cabinet Secretary for Health has accepted that the NHS is contractually bound to pay all annual increments.
5.  The NHS White Paper issued by the UK Coalition Government does not apply to NHS Scotland as management and control of the NHS has been devolved to the Scottish Parliament.  There are no plans to introduce GP commissioning in Scotland.

The NHS Terms and Conditions Handbook applies to all NHS staff in the four countries of the United Kingdom.  Any attempts to change basic terms and conditions - such as overtime rates, sickness payments, unsocial hours, incremental progression, or the Recruitment and Retention Premia - will have to be negotiated and agreed with all NHS Unions on a United Kingdom basis, including Unite the Union (with the consent of its entire Health Service membership). The current proposals by NHS Employers in England, if agreed, would require such a fundamental change to the Handbook and are so detrimental to our membership that they cannot form a basis for negotiation. We believe from the feedback that we have received from members that the proposals do not find favour with them and should be rejected and fiercely resisted.
The Scottish Health Committee do not under estimate the struggle we will have to defend the NHS over the next few years and the onus placed on us as a  Committee and a Union to organise and support our members in this important struggle.
Since devolution, NHS Scotland - through the Scottish Terms and Conditions Committee - has agreed a number of variations to UK terms and conditions so that the Handbook takes into account the different situation in Scotland.  We shall continue to do that and thereby maintain the best possible agreements and policies for all our members.
Scottish Health Committee
(posted 23/12/2010)
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Motion to Unite NHS Committee
Motion to the Unite the Union Health Service National Industrial Sector Committee:
We as a Committee are concerned and deeply dismayed at the paper produced by NHS Employers with regard to redundancies, pay, terms and conditions in England and tabled at the meeting of the NHS Staff Council Executive on 10 December 2010.
The NHS Terms and Conditions Handbook applies to all NHS staff in the four countries of the United Kingdom.  Any attempts to make fundamental changes to terms and conditions - such as overtime rates, sickness payments, unsocial hours, incremental progression, or the Recruitment and Retention Premia - must be negotiated and agreed with all NHS Unions on a United Kingdom basis, including Unite the Union. Unite the Union should only agree such changes having secured the consent of the Health Service membership on a United Kingdom basis by means of the appropriate internal processes of the Union.
The current proposals by NHS Employers in England, if agreed, would fundamentally change the Handbook and therefore consideration of these proposals cannot be limited to England only. We believe that the proposals are so detrimental to our membership that they cannot form a basis for negotiation. We therefore call on Unite the Union and the Health Service National Industrial Committee to reject and to fiercely resist the proposals tabled by NHS Employers in England. We would further ask that the National Industrial Committee and Officers of the Union urgently work to build a consensus across NHS trade unions to resist these invidious proposals.
Scottish Health Service Regional Industrial Sector Committee, 17 December 2010
(posted 23/12/2010)
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Scottish NHS to cut 4,000 jobs
Scottish health boards will have to make savings of more than £280 million in the next financial year according to a report from Audit Scotland (download report here). According to the report, health boards already have plans in place to reduce staff numbers by almost 4,000 with the biggest reductions in NHS Greater Glasgow and Clyde, Lothian, Grampian, Tayside and Highland Health Boards totalling 3,100 job losses.
Auditor General for Scotland Robert Black said: “In 2009/10 NHS bodies continued their good financial performance of recent years, with all boards ending the year within budget. However, they have had to find significant savings to balance their budgets and will need to find even more to continue to do so. While the NHS budget will rise in 2011/12, this will be a far smaller increase than in previous years and is likely to be outstripped by rises in demand and cost pressures.”
The report emphasises that short-term forecasts suggest that NHS bodies will continue to meet their targets for 2010/11. To do this they will have to identify and deliver more cost savings than achieved in previous years, and at a level in excess of the two per cent efficiency saving set by the Scottish Government.• In the medium to longer term, pressure on NHS finances will continue to increase. Funding levels are unlikely to increase at the rates experienced over the last decade and any real
terms increase may be difficult to sustain in the longer term. At the same time, cost pressures will increase as demand for services grows, and increases in prices, for example for drugs, outstrip increases in funding.
(posted 19/12/2010)
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Unite Executive Council election timetable
Workplace groups wishing to make a nomination for the Unite Executive Council must obtain a nomination form by 4th January 2011 from Fiona Farmer (Acting Regional Secretary), Unite, John Smith House, 145-165 West Regent Street, Glasgow G2 4R2 (email contact: Elizabeth.Stevenson@unitetheunion.org). Workplace nominations must be made at a meeting held within the period 10th January to 7th February 2011 and the last date for receipt of nominations is 14th February 2011
(posted 19/12/2010)
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Meeting dates for 2011
The 2011 meeting dates for the Branch can be viewed here and for the NHS Greater Glasgow & Clyde Group Representatives Committee here.
(posted 19/12/2010)
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Recruitment and retention premia
Earlier this year the NHS staff council commissioned the Institute of Employment Studies (IES) to undertake a review of current AfC national Recruitment and Retention Premia (RRP). This arose from the outcome of the Hartley employment tribunal equal pay case. The IES report was submitted to the NHS staff council meeting on 19th November.
The report covers key groups in Unite's NHS membership - maintenance and estates staff, building crafts, chaplains and pharmacists. The report will be discussed in detail at the staff council executive on 10th December and there are major issues of concern arising from the report which will affect our members who currently receive a national RRP.
The conclusions in the report will be the basis of negotiations in the staff council executive which Unite will be undertaking with the other NHS unions. At this stage we cannot anticipate the outcome but an update on progress will be provided after the December staff council executive meeting.
Please be assured that Unite will be committed to ensuring the best possible outcome for our members in a difficult situation.
Click here to download the report: Review of National Recruitment and Retention Premia in the NHS
Karen Reay and David Fleming, National Officers Health
(posted 28/11/2010)
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Len McCluskey statement
Statement from Len McCluskey, Unite general secretary designate:
As you know, I have been confirmed as general secretary designate of Unite, following the election result announced at the weekend.
Let me say first of all that I am honoured and humbled by the confidence shown in me by Unite members.  I have a mandate to lead and, indeed, unite our union, the largest in our country. More people voted in this election than voted in the election for David Cameron to lead the Conservative party.
Indeed, Unite in many senses is the “big society” which the prime minister likes to talk about. It is a million and a half working men and women.  Our tens of thousands of activists play a vital role not just in workplaces, but in communities throughout the country, helping their fellow workers, contributing to society in many ways.
I have a huge agenda in front of me, which I intend to tackle with the support of our executive council, all my colleagues working for the union and, above all, those activists I have just mentioned. Let me just mention a couple of the major points on that agenda. Firstly, working people are under massive attack now.  This government is expecting them to pay, through job losses and spending cuts, for the crisis made in the City.  Resisting that assault must be priority number one for any trade union leader.  What Thatcher tried to do to the unions, the Con-Dems are trying to do to the welfare state – erase it from the nation’s life.
Britain’s first Cameron Christmas is going to be a time of bleak uncertainty for millions of people – not just those who work in the public sector, but anyone in any way dependent on them.  Only the bankers with their bonuses will be celebrating.
That is why at the start of 2011, Unite will be launching its Don’t Break Britain campaign aimed at uniting everyone fighting to maintain the elements of a fair society and a cohesive community in the face of this onslaught. Unite will support any of its members that wish to take industrial action to save the one million jobs at threat across the public sector and to protect their pay and conditions.  Indeed, I believe such action will likely prove inevitable.
But we will also campaign alongside those who cannot go on strike – those dependent on benefits, people on NHS waiting lists, school children deprived of sports facilities, pensioners anxious about fuel bills.  Don’t Break Britain will be about our union with its roots in the communities placing itself at the heart of the growing movement of resistance to the cuts. And let me also say that Unite is a major trade union in the Republic of Ireland, where we can see today what the consequences are of savage cuts and hoping that the private sector picks up the slack – economic meltdown.
I would also like to make clear straight away my full support for the Labour party and for Ed Miliband’s leadership of it.  I believe Unite members want and expect Labour to unite behind Ed, not to listen to the Blairite undead trying to drag Labour back to a failed past, and to work might and main to defeat the Tories and Lib Dems at the local elections next May and at the next general election.
That is where I stand.
Len McCluskey
(posted 28/11/2010)
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McCluskey elected to lead Unite 
Len McCluskey has been elected to the post of General Secretary of Unite. He will take up his new post on the retiral of the current Joint General Secretaries Derek Simpson and Tony Woodley. Glasgow Health Service Branch was one of the many Branches that nominated Mr McCluskey who received 101,194 votes compared to Jerry Hicks (52,527); Les Bayliss (46,786) and Gail Cartmail (39,363). Mr McCluskey said: "I am honoured and humbled at the confidence Unite members have shown in me. My first task now will be to bring our union together and unite it in a campaign against the devastation the Government is unleashing against working people and their communities throughout the land."
Ms Cartmail said she was "really pleased" with the level of support she achieved given that no faction of the union was backing her. I think this shows I ran a very strong campaign", she said.
(posted 21/11/2010)
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STUC Anti-racism March and Rally   
The STUC St Andrews Day Anti Racism Rally will be held in Glasgow on Saturday 27th November. The march will assemble at 10.30am at St Andrews in the Square, off Saltmarket, marching off at 11am through the streets of Glasgow to the Glasgow Film Theatre, Rose Street Glasgow, where there will be a rally with speakers from 12.00 noon. All members are encouraged to attend.
(posted 21/11/2010)
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AfC handbook amendments
Agreement has been reached at the NHS Staffs Council on amendments to the Terms and Conditions of Service Handbook. The amendments concern on-call working and mileage rates for lease cars. The Scottish circular may be downloaded here and the actual amendments here. A copy of the updated complete Handbook can be downloaded from the Scottish Management Steering Group website:
 http://www.msg.scot.nhs.uk/index.php/pay/agenda-for-change
(posted 21/11/2010)
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Thousands attend Edinburgh demo against cuts
Members of Glasgow Health Service Branch and the NHS Greater Glasgow & Clyde Group were among the thousands of people who turned out last Saturday in a march and rally thorough the streets of central Edinburgh. The Scottish Trades Union Congress arranged the event to demonstrate against measures in the UK government's Spending Review.



Labour's Iain Gray, who attended the event, said: "The turnout at this march shows that the people of Scotland do believe there is a better way. The coalition cuts are too deep and too fast, putting 100,000 jobs at risk."



Justice Secretary Kenny MacAskill, MSP for Edinburgh East, said: "Scotland has come together in the past against the decisions of a Conservative government and it is time to work together again."
.


Before the march, STUC general secretary Grahame Smith said: "We launched this campaign to dispel the myth that there is no economic alternative to these cuts. "There is an alternative. Get people back to work, get the economy growing again, and the public finances will largely take care of themselves
(posted 26/10/2010)
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Unite General Secretary Election
All Unite members (as at 9th August 2010) should have received by post a copy of the candidates’ messages in the forthcoming election for the post of general secretary. Copies of the candidates’ messages can be downloaded from the Unite website www.unitetheunion.org/gselection .
Later this month, members will be sent the official ballot papers - members who have not received a ballot paper by Monday 8th November should contact the ballot enquiry service on 0800 783 3856.
<the sentence that was here was deleted upon receipt of the following email>.
Dear Jim,
The NHS Glasgow Branch website contains references to the GS Election and  endorsement for a particular candidate.
Head Office have instructed that this is breach of the GS Election protocol and therefore must be immediately removed from the site
Please action this without delay
Regards
Fiona Farmer
Regional Secretary Scotland
(posted 13/10/2010, updated 27/10/2010, further updated 1/11/2010)
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Cabinet Secretary meets Unite NHS reps
Nicola Sturgeon, Cabinet Secretary for Health in the Scottish Government, met with the Unite Scottish NHS Committee on Friday (8th October). After a brief opening statement Ms Sturgeon answered questions from the committee members. Unfortunately some of her answers were constrained by a lack of information because the UK Government’s Spending Review will not be published until 20th October and this will have a major impact on how much the Scottish Government has available to spend on devolved matters such as health.
On the financing of the Scottish NHS, Ms Sturgeon stated that whatever the ‘Barnett consequentials’ were would be applied to the Scottish NHS (the Barnett consequentials are the equivalent increase in Scotland dependent on the increase in England). However, she made it clear that she expected this to be significantly less than the 4% increase in budget that is needed for the NHS to merely stand still and that the NHS in Scotland will need to meet the difference by efficiency savings. Ms Sturgeon stated that she deprecated the current approach to the NHS in England and thought that it was really the dismantling of the English NHS - it would exist only as a brand name. When questioned about whether staff who are due increments will receive them next year, she said that the Scottish Government had made no decision on this and that the English Department of Health promise on this was at variance with the Treasury view. On being questioned about the apparent anomalies in grading of similar posts between (and within) health boards, Ms Sturgeon repled that this was being examined by a committee (JMEG2). It was pointed out that this committee was hampered by a lack of quality statistics and was not looking at anomalies within health boards. Ms Sturgeon said that this would be looked at further.
(posted 10/10/2010)
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Unite 4 Our NHS
As I write this message, the NHS is facing the most serious threat to its existence since it was founded in 1948.
The ConDem government promised us the NHS would be safe in their hands, but we can already see that large numbers of jobs are disappearing, wards are closing and pay has been frozen - and we know there will be even deeper cuts on the horizon.
If these plans continue, patient care will suffer as staff and services are drastically reduced. We are witnessing the end of the NHS as we've known it.
We can't let them do it. We've got to stand, united, to save our NHS.
Join us today by getting on our Unite 4 our NHS map, showing NHS supporters around the country who want to defend our NHS. We'll enlarge it and deliver it to Holyrood, Stormont, the Welsh Assembly and Westminster as a huge visual postcard showing our fear about the risk to the future of the NHS as we know it.

http://nhs.unitetheunion.org/addyourvoice

The ConDems promised that NHS funding would be ringfenced for England. But after the Comprehensive Spending Review on 20th October we believe there are further damaging cuts to come in Northern Ireland, Scotland and Wales.
We cannot be the generation that allows the NHS to be destroyed. Join us in telling the ConDem Government we won't allow it to happen:
http://nhs.unitetheunion.org/addyourvoice
As NHS founder Aneurin Bevan once said, the NHS "will last as long as there are folk left with the faith to fight for it".
Thank you so much for fighting beside us.
Karen Reay, Unite National Officer for Health
(posted 10/10/2010)
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UK on-call - what next?
David Houliston has published on the his Wessex Health site an update of the current position as he sees it. In the absence of official information, it is reproduced here:
Unite’s  79, 043 NHS members voted by 7,146 to 1,202 to reject the latest offer. However at a subsequent meeting of the full NHS Staff Council on the 21st September 2010 Unite were outvoted and as a result:
-  The principles were endorsed subject to an amendment on the pensions to provide website links to the devolved administrations' pensions
-  This is subject to checking on cross references etc in the AfC handbook - an electronic copy will be made available and it will be published as a pay circular in due course subject to approval by the UK depts. of health and ministers
-  The report on the on-call review was accepted subject to additional information on the consultation outcomes for Scotland, Northern Ireland and Wales
-  The guidance document will be worked on next week and a final version made available asap
The proviso with this is that at present all documents prepared for this meeting remain confidential. Quite frankly this is outrageous  when the meeting is finished and decisions taken.
Documents on these proposals sent to the Unite Negotiators are now stamped as confidential three times on each page. These documents include an analysis of the data from on call/out of hours working arrangements submitted by NHS members and employers, legal advice, pensions, payment regimes, different levels of pay and much more.
However the site has been send a copy of the draft principles  agreed in partnership by the NHS Staff Council’s on-call sub group and approved in partnership for consultation by the NHS Staff Council on 8 July 2010
These are intended to provide a framework for employer negotiations with local partnerships to ensure that revised on–call arrangements are in place from April 2011, when the current arrangements end
This is not labelled as confidential and does not come from the Staff Side but is genuine. It would seem that a rigid control is being kept on the flow of information to the members of staff whose very livelihood and future is now being discussed and agreed by NHS administrators  and Trade Union officials
The full text of David’s article can be read here: http://www.wessex-health.org
(posted 04/10/2010)
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Additions to Branch library
The following publications have been added to the Branch library.
- Health and safety law 2010
- Law at work 2010
- Pensions under pressure - the challenge for trade unions
- Hazardous substances - a guide for safety reps
- Taking industrial action - a legal guide
- Case law at work
A full list of titles is available here
(posted 04/10/2010)
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Branch elections
At the Branch meeting held on Wednesday 29th September, the following Branch Officers were elected:
Chair: Donald Sime;
Secretary: Maureen Jenkins;
Treasurer: Derrick Anstee;
Vice-chair: Helen McFarlane;
Assistant Secretary: Linda Clarke;
Education Officer: Ian Forbes;
Equalities Officer: Linda Clarke;
Safety Officer: Ian Forbes;
Website Editor: James Ito
(posted 30/09/2010)
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STUC march and rally
As previously notified,  the Scottish Trades Union Congress (STUC) has organised a march and rally in Edinburgh on Saturday 23rd October 2010. The event is in support of the STUC campaign against the coalition government’s attack on public services:  assemble East Market Street Edinburgh at 11 .00am; march off at 11.30am; rally at Ross Bandstand at 12.30pm. For those wishing transport to Edinburgh, Unite is organising buses that will leave Blythswood Square at 9.00am. If you wish to reserve a place on the bus, phone Jackson Cullinane (by 1st October if possible) Tel: 01292 264427.
(posted 29/09/2010)
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On-call consultative ballot result
The Unite ballot on the draft principles for on-call local negotiations closed last week and the Electoral Reform Services has reported the result as follows :
79,043 ballot papers issued
total number of valid ballot papers counted : 8,348
number voting to accept the draft principles : 1,202 (14.4%)
number voting not to accept the draft principles : 7,146 (85.6%)
The Unite on-call reference group will be meeting on 15th September to consider the result and Unite's position at the staff council executive on 16th September when the outcome from the NHS consultation on the draft principles will be tabled.
Karen Reay, David Fleming, National Officers for Health
(posted 12/09/2010)
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TUC study slams coalition cuts proposals
According to a research study carried out on behalf of the TUC, the coalition Government’s proposed spending cuts will hit the poorest in society ten times harder than the richest. Lone parents and pensioners will suffer the most from the public spending cuts, the study finds, with everyone but the top 10% of earners losing more from cuts than from tax and benefit changes. The research predicts the impact of the cuts across the country using publicly available data profiling the services people use, from healthcare to education and transport, and the planned cuts. It shows the profound effect the deficit reduction plans will have on families and lone parents in particular. The TUC will launch a campaign this week to convince the public that the spending cuts are excessive and unwarranted.
(posted 12/09/2010)
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Glasgow Health Service Branch Elections  - correction
Elections for the Branch Officer posts and the Branch Committee will be held at the September Branch meeting and not in October as previously announced. All current Branch officers (details here) and committee are eligible for re-election. The meeting will be held on Wednesday 29th September, 2010 at 6.30pm in the Scottish Trade Union Congress, 333 Woodlands Road, Glasgow G3 6NG. All Branch members are encouraged to make a note of the date and attend the meeting.
The editor wishes to apologise for any inconvenience caused by this error, which was entirely his responsibility.
(posted 12/09/2010)
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STUC - There Is a Better Way
Dave Moxham, Deputy General Secretary of the Scottish Trades Union Congress (STUC), addressed the NHS Greater Glasgow & Clyde Group on Thursday 2nd September about the STUC campaign “There Is a Better Way”. Amongst the points made by Dave were:
...There is an economic crisis – it is a crisis of high unemployment and stagnant growth; it is not, as the ConDems insist, a crisis of the public finances. The ConDems have systematically distorted and exaggerated problems with the public finances. The UK was never in danger of becoming the next Greece. The rising deficit reflected the collapse in tax revenues and rising cost of unemployment benefits during the recession. It was not caused by out of control public spending.
...History does not support the ConDem assertion that cuts will be good for growth and jobs. But history does support the STUC’s belief that deep and premature cuts will lead to persistently high unemployment. Cutting services won't cure their crisis but it will impact hardest on the most vulnerable in society. Keeping spending at decent levels will not only protect our public services, it will drive the economy forward. We recognise that Scottish Government and councils face difficult choices, but privatisation and the front loading of cuts are not the answer.
...The ConDems approach to cutting the deficit is 80% spending cuts and 20% tax rises; with the main tax measure the rise in VAT that will hit the poorest hardest. The combined impact of the Budget measures is regressive as confirmed by a wide range of analysis including by the Insitute of Fiscal Studies.
...There is a fairer way to start balancing the books: making wealthy individuals and corporations start to pay their fair share. Taxes raised when the economy recovers are a more efficient and fair way of reducing the deficit. Spending cuts have greatest impact on middle and low earners and those out of work, taxes can be raised in a way that spreads the impact far more fairly.
...The STUC believes Government should focus on tackling avoidance, evasion and unpaid taxes rather than slashing public spending and is campaigning for the introduction of a Robin Hood Tax, a general anti-avoidance rule and the equalisation of capital gains and income taxes.
The STUC has organised a march and rally in Edinburgh on Saturday 23rd October 2010: Assemble East Market Street Edinburgh at 11.00am; march off at 11.30am; rally at Ross Bandstand at 12.30pm.
Website: http://www.thereisabetterway.org
(posted 06/09/2010)
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Glasgow Health Service Branch Elections
Elections for the Branch Officer posts and the Branch Committee will be held at the October meeting. All current Branch officers (details here) and committee are eligible for re-election. The meeting will be held on Thursday 28th October, 2010 at 6.30pm in the Scottish Trade Union Congress, 333 Woodlands Road, Glasgow G3 6NG. All Branch members are encouraged to make a note of the date and attend teh meeting.
(posted 06/09/2010)
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UK on-call clarification
With reference to the Consultative ballot that Unite are in the process of holding regarding the principles for harmonised NHS on-call arrangements, we have had a number of queries asking for further information as to why the Health Sector National Industrial Committee (HSNIC) have recommended that Unite members reject the principles in their current form, without amendment.
There are two aspects in principles 1. and 13. of the NHS Staff Council Draft Principles for Harmonised On-call Arrangements which the HSNIC could not agree to and state there is a requirement for further negotiations.
Principle 1. Definition
The HSNIC did not accept specific wording of the definition, in that the term “standard working week” is too restrictive and could be determined as 37.5 hrs. This might exclude existing staff groups that are covered by on call and could also lead to the discrimination of part time workers. This should be replaced by "normal working week".
Principle 13 . Transition
The HSNIC were concerned that the transition principle refers to a number of arrangements; however this must not be seen as prescriptive, in that there should be the opportunity for broader local arrangements.  This would be achieved through local negotiation, for example locally agreed existing transition arrangements.
Karen Reay, Dave Fleming, National Officers for Health
(posted 22/08/2010)
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Laboratory out-of-hours further guidance
At the special meeting of laboratory representatives held on 16th August, a full discussion was held on points in the Q&A that requiring clarification or had been causing concern. A document prepared by the Group Secretary, Ian Forbes, was circulated and may be downloaded here.
(posted 22/08/2010)
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UK on-call consultation
Following the NHS staff council's decision to undertake a consultation on the on-call principles which will provide the framework for local on-call negotiations across the NHS, Unite is conducting a consultative ballot of its members who work in the health service. Ballot papers will be sent to members soon after 9 August and the ballot will close on 8 September 2010. 
If a member has not received a ballot paper by 23 August, they should contact Amanda Cass - amanda.cass@unitetheunion.org - with the following information (all of which must be provided) : 
NAME
WORKPLACE
HOME ADDRESS
UNITE MEMBERSHIP NUMBER
This will enable us to send ballot papers to those members who have not received them.  Please note that Amanda should only be contacted for the purposes of non receipt of the ballot papers.  If members wish to comment on the on-call consultation, this can be done by logging on to our on-line survey at:  http://web.questback.com/unitetheunion/u6k8rfsjiu/
Karen Reay and David Fleming, National Officers for Health
(posted 08/08/2010)
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Laboratory out-of-hours Q&A and special meeting
After extensive discussion, the Q and A to accompany the Laboratory out-of-hours agreement has been agreed.  The Group Secretary, Ian Forbes, has emailed a copy to all laboratory group reps and it can be downloaded here. A special meeting of laboratory reps within NHS Greater Glasgow & Clyde has been arranged for Monday 16th August at 2.00pm in John Smith House, 145 West Regent Street, Glasgow G2 4RE
(posted 04/08/2010, updated 08/08/2010)
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Concern over public sector pay in Scotland
Members will be aware that the UK Government announced that in England there was to be a two year freeze on public sector pay rises for staff earning more than £21,000. A clarification issued subsequently by the Treasury made it clear that the freeze did not extend to pay band increments and that these would be paid as normal. Unfortunately, no such assurance has been issued by the Scottish Government. Indeed, one of the options put forward by the Independent Budget Review 2010 for consideration by the Scottish Government is that such incremental progression should also be frozen. Another option put forward is that the pay freeze should also be applied to those earning under £21,000.
(posted 04/08/2010)
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AfC national recruitment and retention premia
As a result of the Hartley employment tribunal equal pay case, the NHS staff council has commissioned a review of the current AfC national recruitment and retention premia. The review will be undertaken by the Institute of Employment Studies(IES) and will report by the end of this year. You can access the terms of reference for the review at:
http://www.nhsemployers.org/PayAndContracts/AgendaForChange/RRP/Pages/Recruitmentandretentionreviews.aspx
(posted 04/08/2010)
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Public sector pensions
Unite fears the government, media, pension industry ‘experts’ and private sector employers are acting ‘like a lynch mob’ in demanding reductions in public service pensions.
Unite, which represents more than 250,000 public service workers, believes this coalition of vested interests has already decided that public sector pensions should be reduced, and has created a climate of hysteria designed to manipulate the facts to make the case for this.
In its evidence submitted to the Hutton commission of public sector pensions, the union argued that:
•    government is uniquely placed to provide pensions for its employees at a much lower cost than is possible for private sector employers
•    public service pensions are being funded in a controlled and responsible manner.
•    the agreed ‘cap and share’ framework provides a basis that will ensure that scheme costs are sustainable in the face of rising cost.
•    the imposition of a change in indexation to the Consumer Price Index (CPI), which can be construed as pre-judging the commission’s findings, is in breach of understandings surrounding cost-sharing, as also would be the imposition of any across-the-board contribution increase.
•    public service pensions are proportional to pay and earned by service and so higher pensions reflect not gold-plating but a just reward for a long career in public service.
The commission, headed by former Labour cabinet minister, John Hutton is due to make an interim report in September, with the review’s full proposals by the time of the 2011 budget.

Unite Joint General Secretary, Derek Simpson said: ‘We are pleased to be able to present a defence of public service pension provision, which Unite is doing against a lynch mob mentality by a coalition of vested interests – government, the media, so-called ‘experts and private sector employers – wishing to reduce public sector pensions.’
‘There is a climate of hysteria being generated, with facts being manipulated to fit a pre-judged case. This unholy alliance, embracing CBI leaders and Nick Clegg, already have good pension nest eggs, which the average private and public sector employees can only dream about.’ 
‘Last year, the TUC said that the majority of public sector pensioners received a pension of less than £5,000 a year and that half the women on NHS pensions receive less than £3,500 annually. We are not talking about great riches here.’
‘This review will potentially affect the livelihoods of many millions of past and present public service employees and their views as members need to be properly considered, alongside those of taxpayers’ in general. It is unfortunate that in relation to pension debates that members’ interests are very rarely given due consideration.’
‘The first stage of the commission’s work has been described as ‘interim’, but it is clear from the terms of reference that, in fact, the first report will be required to make a final judgement on whether there is a case for change. Otherwise, it could not begin to make recommendations for the short term savings the government is clearly keen to realise.’
‘Unite questions the independence of this commission and whether it can resist the forceful lobby wishing to drastically erode the modest pensions of millions of public sector workers.’
(posted 04/08/2010)
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Public Sector Pay
The NHS unions have sought clarity on a number of matters concerning pay following statements by the government relating to the budget.
The Department of Health has stated that the government’s announcement on a public sector pay freeze does not extend to pay band increments. The Treasury has stated in a note of clarification to all government departments that ‘those staff who are entitled to pay progression will continue to receive it.’
There is some confusion regarding the position of those who earn up to £21,000 p.a. We have sought clarification on whether government policy is for a flat rate payment or a minimum £250 pay rise. The DH has confirmed that the Chancellor's statement was ‘an error’ and the statement in the Treasury's "Red Book" is that ‘at least £250’ is the policy. This of course impacts on the role of the NHS Pay Review Body over the next two years and we expect further information on this soon. We and the other unions are committed to the NHS PRB having a role despite the pay freeze.
The decision that increases to public sector pensions will be linked to the CPI rather than the RPI is certain to lead to a reduction in the future value of NHS and all public sector pensions will be a priority issue for Unite. This will be taken forward by Unite in consultation with the other public sector unions and advice will be taken on a potential legal challenge can be undertaken.
Karen Reay and Dave Fleming
Unite Health Sector National Officers
(posted 04/07/2010)
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NHS mileage allowances and lease car schemes 
We have had reports that a growing number of NHS employers are attempting to impose lease car arrangements on staff who currently receive regular user mileage allowances. They are using the threat of the public transport mileage rate if staff refuse to accept a lease car. If an employer offers a lease car it is reasonable for an employee to refuse if s/he already uses a car to carry out duties at work. The imposition of lease cars is a blatant attempt by employers to reduce their mileage payments since the public transport rate is significantly below regular user rates.
It is essential that we ensure that individuals are not pressurised or threatened into accepting a lease car and giving up their regular car user allowance.

Please note the following advice-
1.     Any proposals must be discussed with the recognised trade union representatives.
2.     Members who are car users should be surveyed on their opinions in relation to the employer's proposal- where appropriate, an indicative ballot of affected members may be undertaken on whether to accept or reject the proposal
3.     If the view of staff is that the employer's proposal is unreasonable and further discussions with the employer fail to resolve the position, then the following action should be taken:
a. The employer should be told  that staff are not prepared to either accept a lease car or subsidise their employer at 24 pence per mile.
b. Staff should give notice to their employer  that they are no longer prepared to use their private cars for work unless they are fully reimbursed for the cost of motoring.
c. where the use of a car is necessary for the performance of their duties, staff should indicate that they are prepared to use a pool car provided by their employer.  They should  also state that they are not prepared to take responsibility for this car outside working hours but are prepared to collect it at the beginning of the day from the employers workplace and drop it off at the end of the working day. In this way they will incur no tax liability.
d. alternatively, staff can state that they  will use public transport instead of a car, if it is only the public transport rate that is to be reimbursed.

If the scheme is imposed and regular car user allowance is deducted from individuals without their consent legal advice must be sought and a grievance lodged asap
NB. It is essential that workplace reps ensure that their regional officers are informed where employers have acted unreasonably in this way. Within NHS Greater Glasgow & Clyde e-mail regional officer gordon.casey@unitetheunion.com and group secretary ian.forbes@ggc.scot.nhs.uk and within NHS Forth Valley email michael.fuller@unitetheunion.com .

Points to note. 
•Regular users are required to purchase a car to  carry out their duties at work and are paid a lump sum allowance and a mileage rate. Purchasing a car is usually a 3 year commitment that remains a personal liability, even after an employer offers a lease car.
•Standard users are paid a mileage rate up to 58.3 pence per mile for a larger car.
•Lease cars require the employee to pay for personal use but this is then taxed by the HMRC as a benefit, typically attracting £2,000 extra tax liability for the employee. Many employees do not want a lease car if they have already provided their own.
•Therefore a reduction to a mileage rate of 24p per mile represents a massive reduction and means that employees are subsidising their employers in using their own cars for work.
Karen Reay and Dave Fleming
Unite Health Sector National Officers
(posted 04/07/2010)
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Election of Unite General Secretary
The union’s national executive has called an election for the post of General Secretary. It is the intention of Glasgow Health Service Branch to consider any possible nominations at its meeting on Tuesday 31st August. It is also possible for workplace groups to nominate for the post. The ballot rules and guidelines may be downloaded from the union’s website:
http://www.unitetheunion.com/about_us/unite_2010_gs_election.aspx
Nominations from workplaces must be made at a meeting held in July or August 2010 using the procedure laid out in the ballot rules and regulations referred to above. All workplaces must give at least seven days notice to the members of the workplace using the sample notice included as Appendix 1 of the ballot rules and guidelines. Nominations will not be valid unless a meeting of the workplace has been convened and the nomination endorsed by the meeting.
(posted 04/07/2010)
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Laboratory Out-of-Hours
At a meeting with management last week, the union’s negotiators expressed concern at the slow rate of progress in implementing the agreement locally. Management responded by citing the difficulties in getting such a large number of individual rotas agreed locally and then approved by general management. Significant progress had been made in Microbiology and Haematology although progress was slower in Biochemistry and Pathology. Progress on the Questions and Answers Sheet also remains slower than hoped for, but a ‘final draft’ has been given to management and staff side negotiators for approval/amendment.
(posted 17/06/2010)
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AfC update 
Not a lot to report, but the review outcome job analysis questionnaires are now being processed as are a number of review submissions that somehow became lost in the system. The hundreds of reviews that are in the ‘undecided’ category have been referred to the Scottish Terms and Conditions Committee(STAC). A first meeting was held earlier this week between STAC officers and NHS GG&C job evaluation leads and another is planned for July .It is hoped that at least some of the outstanding review decisions could be made without reference to further review panels organised by STAC.
(posted 17/06/2010)
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Pay Review Body visit to Glasgow
The Staff Side of the Area Partnership Forum had met with visiting members of the NHS Pay Review Body (PRB) on 20th May. Whilst the Staff Side members had emphasised the issues faced by staff including below inflation pay rises, low pay issues in the lower pay bands, recruitment and retention problems etc the visitors had a very clear pre-arranged agenda of items that they wished to talk about. Worryingly, the chief of these was to find out our response to the question of whether we would accept the idea of a zero pay rise to protect jobs. On having this idea soundly rejected, the response was ‘so you would rather see fellow employees put our of a job to protect your pay rise’. At the meeting with Support Services staff, the question from the PRB had morphed into ‘are you expecting a pay rise next year?’
(posted 17/06/2010)
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New policies on Capability & Workforce Change 
The management and staff sides of the NHS GG&C Area Partnership Forum have agreed two new policies. The Employee Capability Policy and Procedure is “designed to deal with those cases where the employee is lacking in some area of knowledge, skill or ability, resulting in a failure to be able to carry out the required duties to an acceptable standard”.  The Workforce Change Policy and Procedure is “designed to enable change and maximise security of employment” and “outlines support related to redeployment, retraining and voluntary severance, ensuring we retain their skills and experience for the benefit of the organisation”. The policies are available on Staffnet or may be downloaded from here: Capability Policy  Workforce Change Policy
(posted 17/06/2010)
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UK review of on-call
Branch members may have been aware that a UK review of on-call arrangements for staff covered by AfC had intended to come up with a single system for all staff undertaking on-call. Due to the number and complexity of arrangements currently in place across the UK it has been agreed that it will not be possible to develop a single system for all staff undertaking on-call.  The UK Review Group will therefore now work towards agreeing a set of principles which will be issued to NHS organisations across the UK who will then be required to develop a system “locally” within the guiding principles. The position within Scotland will be decided by the Scottish Terms and Conditions Committee and Branch members will be consulted and kept informed of progress on this matter.
(posted 06/04/2010)
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Laboratory Out-of-Hours agreement signed
The long-awaited NHS Greater Glasgow & Clyde local agreement on out-of-hours working in laboratories has been signed by Jane Grant (Chief Operating Officer) and Ian Reid (Director of HR) on behalf GG&C management and by Regional Officer Gordon Casey and Group Secretary Ian Forbes on behalf of Unite. A copy of the document may be downloaded here.
(posted 06/04/2010)
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Unite levies Branch funds to support BA dispute
Members may have seen a classic case of mis-reporting by the press at the end of March. Unite’s Executive Council decided to impose a levy of 2% on Branch funds to help support the BA cabin crew who are in dispute. This was reported by much of the press as Unite imposing a mandatory levy of 2% on Unite members! The Branch fund levy money will be in addition to the money the union is paying to crew in strike pay. Tony Woodley, Unite joint general secretary said: "This is an unprecedented move and it shows that Unite is absolutely determined to give our members all the support they deserve in winning this battle against the BA bullies. "We continue to search for a decent settlement in this dispute but cabin crew are not going to be driven back to work for lack of resources."
(posted 06/04/2010)
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Reviews: what is going on?
Senior representatives have been inundated with members/reps asking what the current position with outstanding/missing reviews. At the time of writing, ‘official’ information is thin on the ground but
a) The Job Evaluation Unit (JEU) phones have been disconnected in order to allow the staff to work rather than answer the floods of complaints;
b) The JEU staff are working their way through the queries and they will be answered;
c) The AfC Review Group are looking at the ‘undecided outcome’ reviews but current progress is slow;
d) No decision has been taken on what to do if there is a failure to agree on any individual undecided outcome review but there is a national blocked matching process that could be used;
e) No decision has been taken on an anomalies process (i.e. the unions want one, the management have yet to agree); and
f) A large number of individuals who submitted a review have not had any form of contact. It is believed that in most cases this is due to the review applying to more than one person but only one getting a letter.  Other cases are due to review submissions having been misfiled (in a sub-folder, apparently). In Diagnostics alone the number who are complaining that they did not receive a letter is not far short of 100.
None of the above is ‘official’, merely information passed on by a number of involved individuals.
(posted 14/03/2010)
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Anger over modernising scientific careers
The Department of Health, in association with the devolved health departments,  has published ‘Modernising Scientific Careers: the UK Forward’ to a barrage of criticism. The main point at issue is that the document appears to have ignored the many detailed responses submitted by the trade unions and professional bodies and continues to propose a model with three distinct groups: associates, practitioners and scientists. The modernisation would thus consist mainly of reinforcing the current three strands, albeit with some very welcome upgrading of the training etc available to the associates group. The document may be downloaded here and the Unite response here
(posted 14/03/2010)
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British Airways dispute
Members who have seen the British Airways management trying to appear reasonable and enlightened employers whilst attacking Unite for ‘trying to destroy British Airways as a company’ might wish to take into consideration the fact that BA have a policy of sacking their Hong Kong female cabin crew for the crime of becoming 45. Almost unbelievably, the nations ‘favourite airline’ has a policy which is ageist, sexist and racist all at the same time. At a recent employment tribunal, BA tried to defend their actions on the basis that 45 is the retirement age at their Hong Kong base and the women’s Hong Kong nationality excluded them from UK employment law.  Happily, the employment tribunal found that the women, who are based at London Heathrow, are entitled to have their discrimination cases heard in a UK court. Unite’s national officer for civil aviation, Steve Turner, said “BA’s treatment of these women is disgraceful. There will be widespread revulsion that the national carrier has a policy of treating its overseas crew as second-class citizens. This practice reflects very badly on BA as an employer, but it also does profound damage to Britain’s reputation overseas.”
(posted 14/03/2010)
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Revised fit note from April 6
With effect from 6th April, the traditional sick note issued by GPs is to be replaced by a ‘fit note’. The fit note will offer two options for GPs to choose from: ‘not fit for work’ or ‘may be fit for work taking account of the following advice’. There are then four options that, ‘if available and with your employer’s agreement’ the person may benefit from: a phased return to work; amended duties; altered hours; and workplace adaptations. Further space is provided for a GP’s comments.
(posted 14/03/2010)
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Violence & aggression in Acute Division 
According to figures supplied to the Acute Division Partnership forum, 883 incidents of violence and aggression were recorded (and signed off) in the last six months of 2009. The majority (466) of the incidents were of physical assault, followed by verbal abuse (169) and threats of physical violence (126). The most dangerous Directorates in which to work were Rehabilitation and Assessment with 359 icidents and Emergency Care & Medical with 332. Safest Directorates were Oral health (1) and Diagnostics (7).
(posted 14/03/2010)
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AfC review statistics
The following ‘unofficial’ statistics have been revealed about the AfC review outcomes notified in January.
Reviews: 2485
No change in pay band: 60.4%
Increased pay band: 14.2%
Quality Assurance panel disagree with review panel: 15.4%
Quality Assurance panel unable to reach consensus: 9.1%
Job analysis questionnaire recommended: 0.9%
As previously reported, the AfC Review Group are examining each of the reviews where QA have disagreed with the review outcome or been unable to reach a decision and the first two percentages will change.
(posted 18/02/2010)
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AfC successful reviews: GG&C predicted costs
In preparing the Board’s Financial Plan a modest provision has been made for the possibility of successful appeals with a recurring cost of up to £3 million per annum provided for. The Board has now reached the stage where it is considering appeals which have been made against Agenda for Change gradings, Several thousand appeals have been submitted, considerably more than had been originally anticipated and therefore there was a risk that the number that would be upheld would be higher than originally assumed. In recent weeks the Board has been working to assess the likely impact of Agenda for Change appeals on the 2009/10 financial out-turn. This work has confirmed that the recurring cost impact of successful appeals is likely to be some £2m to £3m higher than originally estimated and this has been reflected in the analysis of the Board’s recurring position. However, there remain a number of posts where review panels could not agree on a grade. These may be subject to further review and depending on the outcome of this review may generate a further cost pressure of between £1m to £2m in 2009/10.
(extract of NHS Greater Glasgow & Clyde Mid Year Review of Financial Plan)
(posted 18/02/2010)
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Unions meet HR Director about AfC reviews
Following the angst about the outcomes of the review process, the Staff Side of the AfC Review Group, and a number of union Full-Time Officers active around the Area Partnership Forum (APF), met informally with the Director of Human Resources (Ian Reid) on Thursday 11th February. The purpose of the meeting was to explore how we might, in partnership, address the issues arising from the recent AfC Review outcomes (and the outcomes that will emerge on conclusion of the entire review process). A report of this meeting will be given to the APF on Wednesday 17th. Unite members will be kept updated on any progress by means of the group reps mailing list and the Branch website.
(posted 15/02/2010)
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Advice on Agenda for Change review outcomes  
Members that have requested and submitted review evidence following assimilation should have received a letter in the week beginning 25th January informing them of the outcome of that review.
Depending on the outcome of the review, staff will have received one of three letters:
a)  Your review has resulted in a higher pay band;
b)  Your review has confirmed the original pay band; or
c)  The outcome of your review has still to be determined.

The current position is as follows
a)  Most of those whose outcome led to a higher pay band should have already been paid on that band in January and any arrears of pay due will follow. 
b)  For those whose review confirmed the original pay band, then that is the end of the agreed AfC process. For these posts it is worth noting that the post will have been reviewed at least 3 times, by different panels.
c)  The posts whose outcome has yet to be determined are those where the Quality Assurance (QA) panel disagreed with the review outcome or where the QA Panel itself failed to agree an outcome. These are now being considered in partnership by the AfC Review Group and the aim is to determine the outcome as quickly as possible.

Members who have not received their letter after having submitted review evidence should contact their line manager in the first instance or contact the AfC Team at Tara House  (0141 278 2620 / 2621). Members who requested a review but have not had the opportunity to submit evidence for review should urgently contact the Group Secretary (ian.forbes@ggc.scot.nhs.uk).

The Union recognises that for those with an unsuccessful outcome there may be a limited number of members with grounds to lodge a grievance with regard to the process that produced an unfair result. Members considering this require to understand that it must be concerned with the misapplication of the process - it is not possible to challenge the pay band outcome or the level awarded for any of the 16 factors only that the job evaluation rules were not properly applied (e.g. a biomedical scientist post being matched to a nursing profile). Members should in the first instance consult their local Unite representative if considering this approach.

Unite is of the opinion that there will undoubtedly be a very small number of obvious anomalies following the completion of this exercise. The Union is working closely with other unions in seeking a partnership solution with management to address these issues. This should provide a limited opportunity for some outcomes to be reconsidered. Further advice for members will follow when the process with management is established. Meanwhile members should discuss with their manager whether this could be appropriate given the results in their area or profession.
(posted 12/02/2010)
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AfC review outcomes disappoint many
The majority of staff who received a review outcome letter last week were disappointed with the result. The overall statistics for the Health Board have not yet been revealed, but within the Diagnostics Directorate only around ten percent of reviews have resulted in staff being informed of an increased pay band. The majority, around sixty percent, have been told that there is no change to their AfC banding, with the remainder receiving the news that the result of their review is not yet finalised. This means that within Diagnostics only 29 people so far have been successful in their review submission.
The AfC Review Group are currently working their way through all of the not finalised group, but it is not known when this will result in final outcomes.
(posted 31/01/2010)
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Lab OoH agreement ready to be signed
At a meeting held last Friday (29th January), laboratory group representatives were given a copy of the draft agreement that has been presented to management for signature. The representatives were asked to take the agreement back to their laboratories and inform the Group Secretary (Ian Forbes) by Friday of any areas of implementation that require to be clarified by means of a jointly agreed with general management Q & A sheet. Meanwhile, representatives and members should continue with local discussions in partnership on shift/on-call rotas etc arising from the agreement.
(posted 31/01/2010)
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AfC review letters 
NHS GG&C members of staff who submitted a request to have their Agenda for Change (AfC) pay band outcome reviewed should receive a letter (to be posted to their home address on 25th January) informing them of the status of their review. The letter will inform them that:
a) the review has resulted in a higher pay band; or
b) the review has not resulted in a higher pay band; or
c) the outcome of the review has yet to be determined.
There a number of reasons why members might receive the third letter - the main ones being that the review outcome has been deemed unsafe by the Quality Assurance panel or there has been a failure to agree by the panel. The AfC Review Group (which is a sub-committee of the Area Partnership Forum) will decide how to proceed with these reviews.
It is hoped that staff whose reviews have resulted in an increase will be paid on their new pay band at the end of January.
The above information is based on the meeting of the AfC Review Group meeting held on Tuesday 12th January.
(posted 15/01/2010)
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NHS pension choice 
Members of the NHS pension scheme in Scotland should be receiving a pack from the Scottish Public Pensions Agency (SPPA) in February. The pack will contain a guide to the options being offered    i.e. whether to remain in the 1995 scheme or transfer to the 2008 scheme. For most people the pack will also contain a personal illustration of the benefits at age 60 and age 65 for each of the schemes, based on your current information on salary and length of superannuable service. Some staff may receive a generic statement if their records do not have enough information to produce a meaningful personalised statement.
Members can access detailed information about the pension choice at:
http://www.sppa.gov.uk/nhschoice.htm
and a pension calculator is available at:
www.sppa.gov.uk/documents/ChoiceWebFinalv1191109_000.xls
A video presentation by Alvin Hall is also on the SPPA website (DVD copies of the presentation will be supplied to Group Reps at the February Group Committee)
Members should note that whilst the SPPA are able to answer queries about the details of each of the schemes neither they nor the union are able to offer advice on which of the schemes is most suitable for any individual.
(posted 15/01/2010)
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Michael Fuller awarded MBE   Congratulations to Regional Officer Michael Fuller who in the New Year Honours list was made a Member of the the Order of the British Empire for services to the NHS and Unite the Union in Scotland.  Michael is the lead NHS officer for Unite in Scotland and represents Branch members employed in Forth Valley and Golden Jubilee.
(posted 04/01/2010)
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Meeting dates for 2010 
The 2010 meeting dates for the Branch can be viewed here and for the Group Representatives Committee can be viewed here.  Group representatives should note that the February meeting will be held on Thursday 11th and not the 4th.
(posted 04/01/2010)
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Holidays can be delayed due to sickness absence 
The European Court of Justice has reinforced it previous decision that annual leave and sick leave serve different purposes (reported here) by ruling that an employee who was absent from work due to illness for a period that covered previously arranged annual leave was entitled to postpone their annual leave until such time as they are well enough to take it.
(posted 04/01/2010)
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Branch library updated 
The latest additions to the Branch library are:
“Health and safety law 2009);
“Contracts of employment - resisting changes”; and
“Stress and mental health at work”.
Copies of these and other items in the Branch Library (click here) may be borrowed via one of the senior reps.  In case of difficulty, contact the Branch Secretary.
(posted 04/01/2010)
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