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Will you be paying more National Insurance?
If you’re in the NHS Pension scheme then you will be.  Employees who contribute to salary related, defined benefit pension schemes such as the NHS Superannuation scheme receive a rebate on their main national insurance contribution. Currently this rebate is 1.6% reducing the 12% rate to 10.4%. With effect from April, the rebate is reduced to 1.4% thus increasing the employee’s contribution rate to 10.6%. The employer’s rebate is also reduced from 3.7% to 3.4%. See the table below for a summary of National Insurance rates for last year (2010/11); this year (2011/12) and next year (2012/13).

(posted 01/02/2012)
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All in this together?
The falling proportion of national output that goes on wages has meant that UK workers today are taking home £60bn a year less (in today's money) than workers did 30 years ago, according to a new report published today (Monday) by the TUC.
The finding is published in the latest TUC Touchstone Extra pamphlet All In this Together? which looks at how the recession and ongoing economic weakness has had an impact on different parts of the workforce.
All in this Together?, written by author and academic Stewart Lansley, documents the scale of the real terms pay cuts and downgraded terms and conditions that employees are facing, and warns that UK workers are at risk of a near-permanent lowering in the pattern and nature of their working conditions, with disastrous potential consequences for our future economic health.
The report shows that earnings took a sharp hit during the recession - dropping from an average increase of 4.2 per cent in 2007 to just 1.7 per cent in 2009 - and there has been no post-crash rebound. In September 2011, nearly two years on from the end of the recession, 99 per cent of pay deals were below RPI inflation - the measure most commonly used in setting pay.
At the same time the pay gap between executives and their staff has continued to widen, the report shows. While in 2000 the ratio of FTSE 100 top executive to typical employee pay stood at 47:1, by 2011 it had risen to 102:1.
(posted 01/02/2012)
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NHS Pensions: the fight continues
At their meeting, yesterday (Wednesday 11th January), the Health National Industrial Sector Committee (NISC) passed unanimously the following motion:
"This NISC welcomes the strength and impact of the November 30th industrial action to defend pensions.
The current Heads of Agreement do not offer an adequate basis for negotiation or settlement.
We are committed to central cross-scheme negotiations to achieve a fair settlement for all public sector workers. If the Government continues to refuse this, further industrial action will be necessary to resist the attacks being imposed on 1st April. Our strong view is that - in order to maximise our strength - this must be coordinated across the relevant sectors in Unite, and with the other public sector unions that are prepared to continue action.
We request that our General Secretary and Executive Council take immediate steps to implement this approach."
Donald Sime
(posted 12/01/2012)
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NHS Pensions: the campaign continues
Unite and a number of other unions have published a leaflet entitled “Fair Pensions for All” (download here). The document looks at the facts about public sector pensions, the scandal of private sector pensions and the state pension. The document is published by four trade unions (Unite, the PCS, NUT and UCU) and the National Pensioners Convention. You may wish to draw your own conclusions with regard to the absence of other trade unions that claim to represent the interests of NHS staff.
(posted 12/01/2012)
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Unite NHS member receives £933,000 compensation
A Unite member employed by Central Manchester University NHS Foundation Trust has been awarded £933,000 in compensation for racial discrimination and unfair dismissal by an Employment Tribunal.
Elliot Browne’s 34-year long career in the NHS came to end in 2008, following the trust’s ‘discriminatory treatment from 2007 onwards’, an employment tribunal has ruled. Unite has called for the trust ‘to tackle its culture of institutionalised racism’.
The tribunal awarded Mr Browne, aged 55, whose health was ‘severely affected’ by his treatment in the workplace, a total of £933,115 for unfair dismissal, aggravated damages, and loss of earnings and pension. He had already received £71,415 from the trust.
Elliot Browne said: ‘It is scandalous that this kind of behaviour and culture should exist in an organisation whose prime purpose is to care for others.’
Unite’s head of health, Rachael Maskell said: ‘Unfortunately, the case of Elliot Browne is not unique within the NHS. Discrimination and harassment in the health service is all too common from our experience as a trade union and needs to be rooted out.’
‘NHS employers need to establish comprehensive and effective training programmes and human resources’ functions so that there will be no repetition of this case. Dignity at work needs to be a reality.’
Unite regional officer, Keith Hutson said: ‘This is a well deserved outcome for Elliot Browne.  It reflects the pain, suffering and grief that he was put through by his employer, Central Manchester University Hospital NHS Foundation Trust.’
‘Hopefully this will act as a catalyst for his former employer to face up to their obligations in tackling the culture of institutionalised racism that they seem happy to endorse and that is underpinned by a cavalier attitude in their management style’.
‘The expenditure of almost a million pounds of taxpayers’ money could have been avoided, if this employer had just followed its own policies and procedures from the outset, instead of believing that NHS funds are there to defend the indefensible, rather than deliver patient care.’
‘The systematic intimidation and bullying of a single individual, the like I have never seen in my career as a union regional officer, was breathtaking and callous.’
(posted 12/01/2012)
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Unite rejects proposed changes to NHS pension scheme
The government’s latest proposals on NHS pension ‘reform’ - the ‘Heads of Agreement’ document - were unanimously rejected by Unite yesterday.
Unite general secretary Len McCluskey said: “Our NHS executive unanimously rejects the government’s pernicious attempts to make hard working and dedicated NHS staff pay more, work longer and get less when they retire.
“The government’s attacks on public sector pensions are politically motivated, as part of an overall design to privatise the NHS, cut public services, break-up the national pay agreements, and disrupt legitimate trade union activities and organisation.
“Unite believes it is important to continue a campaign to maintain a fair and equitable system of public sector pensions and calls on ministers to enter into real, genuine and meaningful negotiations on the future of NHS pensions and public sector pensions.”
Unite’s concerns centre on three areas:
 - A high proportion of NHS staff will see their pension contributions jump from the current 6.5 per cent to 9.3 per cent by 2014/15, and other staff will see their contributions leap by nearly 50 per cent, with some paying 14.5 per cent of their salary into their pensions.
 - The linking of the NHS retirement age to the ever-increasing age that people will receive their state pensions. The state retirement age is set to rise to 66 in 2020 and 67 by 2026, with the prospect of working even longer in future decades. Unite is concerned that, for example, paramedics and nurses could be doing heavy lifting into their late 60s.
 - The proposed accrual rate for NHS staff is worse than the planned rates for other public sector schemes. Because this will be based on career average earnings, it will hit women who had taken career breaks to raise their children hardest.
The Unite Health Sector National Industrial Committee is due to meet again on 11 January to formulate future strategy.
A four page analysis by Unite of the proposed changes can be downloaded here
(posted 06/01/2012)
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Health Sector Committee Report
The Union's Health Sector National Industrial Committee unanimously rejected the UK Government's proposed agreement on NHS Pensions as contained within the "Heads of Agreement" published prior to the New Year. It was the view of the Committee that our members were still being asked to worker longer, pay more and get less. We also felt that nothing really has changed since the recent mandate from the members to use all means to bring the Government to the  negotiating table with a view to seriously seeking to reach a long term agreement on pensions.
The Committee's rejection of the offer is in keeping with the feedback I have received across Scotland, including members of our Scottish Health Sector Regional Industrial Committee.
The National Industrial Committee meets again on Wednesday, 11 January to decide, in addition to other matters, the next steps we will take to continue the campaign on pensions as endorsed by our members. The Union will of course be willing to work with other trade unions that seek to defend our members' pension rights.
Donald Sime
(posted 06/01/2012)
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Summary of the final NHS pension talks as at 19th December
Unite has now published its official response:
Following the conclusion of the NHS Pension talks on 19th December Unite did not sign up to the agreement as we remain unwilling to be bounced into implied acceptance of the Heads of Agreement (HoA) without first fully consulting our Health Sector National Committee members on the crucial matter of their pensions. We have always opposed the unrealistic timetable set by government and remain concerned at the lack of progress on key areas. A special meeting of the Health Sector NISC has been arranged for Thursday 5th January at 11am in London, venue to be confirmed.
This summarises the final position reached on the 19th December
NHS Pensions Heads of Agreement
'This document sets out the Heads of Agreement on the scheme design for the NHS Pension Scheme to be introduced in 2015 , on which talks have concluded. The government have made clear this sets out their final position on the main elements of scheme design, which unions have agreed to take to their Executives as the best that can be achieved through negotiations. Further work on the remaining details will take place in the new year, and Executives will consult members as appropriate. This includes a commitment to suspend any further industrial action while the final details are resolved and Unions are consulting their members'.
Protection
All accrued rights are protected - this means that all benefits earned before 2015 will not be affected (in terms of amount and when they can be drawn) and will remain linked to future final salary.
All active members with 10 years or less to their current pension age  in April 2012 will see no change in when they can retire, nor any decrease in the amount of pension they receive when they retire
Members who are within a further 3.5 years of  being 10 years before their normal pension age in April 2012 will have limited protection with a tapered delay to the time when they move into the new scheme
Contributions
The Government is pressing ahead with its proposal to raise member contributions  by an average of 3.2% of pay over the period 2012 - 4. There will be no increase in April 2012 for staff on less than WTE £26,557 but most Unite members will be paying either 1.5% or 2.4% more. Almost inevitably many lower paid staff will see some increase in 2013 and 2014 and members on higher pay significant further increases taking their contributions close to or above 10%
New Scheme from 2015
Pension scheme based on career average
Provisional accrual rate of 1/54th
Revaluation of active members benefits in line with CPI plus 1.5% per annum
Normal Pension Age equal to State Pension Age
Pensions in payment to increase in line with CPI
Average member contributions of 9.8% with tiered contributions
Optional lump sum commutation at the rate of £12 of lump sum for every £1 pension
Early/Late retirement factors on an actuarially cost neutral basis
Fair Deal
'On the basis that the scheme design in this HoA is agreed, the government agrees to retain Fair Deal Provision and extend access to public service schemes for transferring staff. This means that all staff whose employment is compulsorily transferred from the NHS under TUPE, including subsequent TUPE transfers, will be able to retain membership of the NHS Pension scheme when transferred. In addition a partnership review of the implementation of the provisions set out in this paragraph for staff working in " Any Qualified Providers" (AQP) will be carried out'

There are also a number of areas such as contribution increases and employer cost cap to be further discussed in early 2012

The full Heads of Agreement document can be downloaded from the Department of Health website:
http://www.dh.gov.uk/health/2011/12/pensions-agreement/
(posted 21/12/2011)
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Comparison of the proposals for the different public sector pension schemes

Pension Scheme Gross cost ceiling Taxpayers Employees Key scheme features NHS Pension Scheme (England and Wales) 21.9% 12.1% 9.8% Career average scheme Benefits based on retirement at State Pension Age Accrual rate of 1/54th of earnings Pre-retirement benefits revalued by Consumer Prices Index plus 1.5 percentage points for active members and CPI for deferred members Principal Civil Service Pension Scheme 22.5% 16.9% 5.6% Career average scheme Benefits based on retirement at State Pension Age Accrual rate of 1/44th of earnings Pre-retirement benefits revalued by Consumer Prices Index for active and deferred members Teachers Pension Scheme (England and Wales) 21.7% 12.1% 9.6% Career average scheme Benefits based on retirement at State Pension Age Accrual rate of 1/57th of earnings Pre-retirement benefits revalued by Consumer Prices Index + 1.6% for active members and CPI for deferred members Local Government Pension Scheme (England and Wales) 20.4% 10.9% 9.5% Agreed principles include: Career average scheme Benefits based on retirement at State Pension Age Scheme design within overall financial constraints

(posted 21/12/2011)
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Pensions: Unite stands alone?
Following the NHS pension talks held yesterday, a number of NHS unions (British Association of Occupational Therapists; British Dental Association; British Dietetics Association;British Medical Association; British and Irish Orthoptic Society; Chartered Society of Physiotherapy; Federation of Clinical Scientists; GMB; Hospital Consultants and Specialist Association; Managers in Partnership; Royal College of Midwives; Royal College of Nursing; Society of Chiropodists and Podiatrists; Society of Radiographers and UNISON) have agreed to take the offer to their relevant executive bodies as the best that can be achieved by negotiations.
So far, there does not appear to be an ‘official’ publication of what is in the so-called ‘heads of agreement’ that constitutes the government offer signed up to by the above named ‘unions’, but from what has been published in press stories it is believed to constitute:
A new scheme from April 2015:
 - Accrual rate of 1/54 (uprated by CPI+1.5%);
 - Normal pension age = State pension age;
 - Based on career average, not final salary;
Protection
 - NHS scheme members within 10 years of their current normal pension age on April 2012, will retain their current rights but will still have to pay the new contribution rates;
 - NHS scheme members within a further 3.5 years will have a tapered entry into the new scheme;
 - Other current scheme members will have their benefits in the old scheme protected as at 2015 i.e. they will have a preserved pension benefit + whatever they earn in the new scheme
Contributions
 - It is believed that there has been no change in the previously announced position (here)

Unite held a telephone conference of its NHS committee to consider the latest offer. Unite decided not to sign up to the Heads of Agreement but will instead hold a formal meeting of its NHS Committee on January 5th.
(posted 20/12/2011)
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Meeting dates for 2012
Meeting dates for Glasgow Health Service Branch (here) and the NHS Greater Glasgow & Clyde Group Representatives’ Committee (here) have been agreed. All members are encouraged to attend the Branch and all group representatives the Group Committee.
(posted 20/12/2011)
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NHS management want to reduce your terms and conditions
Recent events with regard to the UK Government’s attacks on public sector pensions should not distract us from the proposals dreamt up by NHS employers. At UK level, they have indicated their wish to make Agenda for Change ‘more flexible and affordable’. In particular they have proposed changes as follows:
Annual leave - to be determined at local level, with a minimum of 25 days. Current annual leave is 27 days with 29 days after 5 years and 33 days after 10 years service.
Sick pay - basic pay only. Currently is paid as if at work and thus includes regularly paid supplements, including any recruitment and retention premia and payments for work outside normal hours
Increments - a variety of alternative proposals but all would make the top three points conditional on ‘excellent performance’. Other proposals include making increments dependent on ‘satisfactory performance’ and non-consolidated i.e. you could be moved back down the scale if your performance was deemed ‘poor’. Currently, incremental progression is very rarely stopped on performance grounds.
Flexible working - core hours 6am to 10pm (currently 8am to 8pm) with the consequential reduction in unsocial hours payments. Unsocial hours payments for Sundays and public holidays to be the same as weekdays and raising the threshold for overtime payments from 37.5 hours per week to 40 hours per week.
All of the above proposals are being resisted by the trade unions.
(posted 12/12/2011)
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Scottish NHS partnership policies: new and updated
NHSScotland on 7 December 2011 launched the following new/revised Partnership Information Network (PIN) policies:
• Dealing with Employee Grievances in NHSScotland
• Facilities Arrangements for Trade Unions and Professional Organisations
• Gender-Based Violence
• Implementing and Reviewing Whistleblowing Arrangements in NHSScotland
• Personal Development Planning and Review
• Preventing and Dealing with Bullying and Harassment in NHSScotland
The Partnership Information Network (PIN) policies were first developed in 2001, and are designed to achieve a consistent approach in the way NHSScotland deals with its employees.
The PIN policies provide up-to-date guidance on issues relating to people management within NHSScotland and are researched and prepared on a partnership basis involving NHSScotland employers, trade unions/professional organisations and the Scottish Government

The above PIN policies are available on the Scottish  Government website:
• Dealing with Employee Grievances in NHSScotland
(http://www.scotland.gov.uk/Publications/2011/12/06111254/0)
• Facilities Arrangements for Trade Unions and Professional Organisations
(http://www.scotland.gov.uk/Publications/2011/12/06131150/0) 
• Gender-Based Violence
(http://www.scotland.gov.uk/Publications/2011/12/07090656/0)
• Implementing and Reviewing Whistleblowing Arrangements in NHSScotland
(http://www.scotland.gov.uk/Publications/2011/12/06141807/0)
• Personal Development Planning and Review
(http://www.scotland.gov.uk/Publications/2011/12/06150819/0) 
• Preventing and Dealing with Bullying and Harassment in NHSScotland
(http://www.scotland.gov.uk/Publications/2011/12/07090524/0)

Partnership Information Network (PIN) policies define a minimum standard of best employment practice. While local adaptations may be agreed in partnership to suit Boards’ own local needs, any such adaptations must still meet or exceed the minimum standards set out within the PIN policies.
(posted 12/12/2011)
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November 30th strike pay
Application forms for strike pay have been distributed by e-mail to group representatives. Members wishing to claim strike pay for November 30th are reminded that if you were on a rest day, annual leave or sick leave you are not entitled to strike pay. Proof in the form of a copy of your payslip that you had your pay reduced by industrial action is required. Currently Unite pays strike pay at the rate of £30 per day.
(posted 12/12/2011)
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‘Squeezed middle’ NHS earners in Treasury pensions rip-off
Thousands of middle-income NHS employees will be subject to ‘a smash-and-grab’ raid by the Treasury, under the latest NHS pensions’ proposals.
Unite hit out at the ‘divide-and-rule’ tactics that have been the hallmark of the government’s negotiating strategy on public sector pensions since February.
Unite said that thousands of health visitors, speech-and-language therapists, biomedical scientists and pharmacists will lose out and pay hundreds of pounds more in pension contributions next year.
Under the government’s proposals announced today anyone earning less than £26,500 will not pay more for their NHS pension in 2012, however, Unite said that it is not clear what was going to happen in the following years.
Unite assistant general secretary, Gail Cartmail, said: ‘These are tawdry ‘divide-and-rule’ tactics designed to set one set of dedicated hard-working NHS workers against another.’
‘Once again the government is attempting to mislead the workforce and the public about the true impact of their proposals. The harsh reality of what the government is pushing today is that middle earners – the ‘squeezed middle’ of health visitors, speech-and-language therapists, biomedical scientists and pharmacists - will be the ones paying for these increased contributions in this ‘smash-and-grab raid’.’
‘This increase will range between 1.5 per cent - 2.4 per cent which has to be seen in the context of a public sector pay freeze.’
‘This is an unfair tax on middle earners, as the revenue will go straight to the Treasury to pay off the national budget deficit caused by the banking elite and not ploughed back into the scheme.
‘In its haste to sell this as good news, government is also failing to state what it plans for years two and three. It will press on as before, so this is a swindle and a short-lived one at that.’
‘Further, ministers must stop bypassing the agreed negotiating channels.’
‘The correct place to discuss proposals is around the table, not via the airwaves. This is another cynical attempt to turn the public away from supporting those who deliver their services. It won’t succeed.’
‘It should not be forgotten that the NHS pension scheme is self-funding and at present collects £2 billion more in contributions than it pays out in benefits’
In the three years to 2014 the majority of NHS staff  will face total increases ranging from 3 per cent - 6 per cent,  while having experienced a two -year pay freeze and two proposed years of 1 per cent increases. At the same time inflation has been at about 5 per cent.
These increases are a levy to reduce the government's deficit and not the deficit in the pension scheme. The concession to the low paid is paid for by other NHS employees and not by the government
Once contributions have been ratcheted up, all - bar the oldest staff - will face a change in the benefits which will require them to work and contribute for eight years longer to get the same benefits (for eight years less retirement)
(posted 08/12/2011)
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Department of Health proposed increases in pension contributions
The Department of Health has published its proposals for increases in the contribution rates of members of the NHS Pension Scheme in England and Wales. Yet again, it would appear that the UK government’s idea of negotiation is to announce their latest diktat in a press release.

Full-time 2010/11 pay 2010/11 contribution rate (gross) 2012/13 contribution rate (gross) Contribution rate increase (percentage points) Up to £15,000 5% 5% 0 £15,001 to £21,175 5% 5% 0 £21,176 to £26,557 6.5% 6.5% 0 £26,558 to £48,982 6.5% 8% 1.5 £48,983 to £69,931 6.5% 8.9% 2.4 £69,932 to £110,273 7.5% 9.9% 2.4 Over £110,273 8.5% 10.9% 2.4

The attitude of the Scottish Government is not known yet, but based on previous experience it seems likely that they will adopt a similar contribution scheme.
(posted 08/12/2011)
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Unions respond to high court ruling on public sector pensions’ switch
Unions will challenge a high court ruling that the government was entitled to switch the measure of inflation used to increase public sector pensions from RPI to CPI.
While one of the three judges said the government’s decision to use the consumer price index (CPI) instead of the traditionally higher retail price index (RPI) was unlawful and should be quashed, the other two decided that the government was within its rights.
A judicial review by six unions challenged the switch to CPI, which was announced in the June 2010 budget, without any consultation or negotiation. Chancellor George Osborne claimed CPI was the more appropriate measure. But the unions have always contended it was a deficit reduction measure and therefore unlawful under social security legislation which does not allow for national economic considerations to be used when deciding which is the best practicable estimate of the increase in prices.
While all three high court judges agreed with the unions that deficit reduction was the motivation for the switch, two of them said the secretary of state for work and pensions was within his rights to take into account public finances.
October’s inflation figures put CPI at 5 per cent and RPI at 5.4 per cent, meaning that the loss to existing public sector pensions is around 15 per cent. Ministers have refused to negotiate on the issue.
The six unions are Unite; the Fire Brigades' Union, teachers' union NASUWT, Prison Officers Association, Public and Commercial Services union and Unison.
A spokesperson for Thompsons Solicitors, which acted for the six, said: “While the high court’s split ruling is disappointing the unions are pleased that their main argument, that the chancellor was motivated by deficit reduction when he made the switch, was accepted. It is encouraging that one judge agreed that this was illegal. We have instructions to lodge an appeal urgently on behalf of the unions.
“At a time when public sector employees are being forced to bear the burden of the financial crisis, the unions will not allow this unfair and, in our view, unlawful breach of the contracts of millions of workers to rest.”
Following the successful public sector strike on 30 November, the unions will continue to campaign against this and other cuts to pensions in the weeks and months ahead.
(posted 05/12/2011)
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30 November 2011 thanks
Thank you for the incredible support that you gave to the national day of action on pensions on 30 November 2011. Preparing for and then taking industrial action is never an easy option, but Unite members right across the NHS said 'enough is enough' and showed their support for the dispute.
As we enter December, Unite will do all it can to try and find a resolve to this dispute, however we will not be forced to accept any offer.
We also want to thank all our representatives for the extraordinary work that they put in to make N30 the success it was. If you are interested in becoming a representative, please don't hesitate to speak to one of your local representatives or Regional Officer.
At the end of the year, we will be reviewing where we are at and how we take things forward in the new year.
Thank you again
Frank Keogh (Chair, NHS National Industrial Sector Committee)
Rachael Maskell, Fiona Farmer, Barrie Brown (Unite National Officers for Health)
(posted 05/12/2011)
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New blow to public and private sector pensioners
As public sector workers took part in the biggest strike for a generation last Wednesday(November 30), a new paper from the Office for Budget Responsibility (OBR) predicts that the gap between CPI and RPI inflation will increase to 1.4 per cent in future - cutting the value of public and private sector pensions in payment even more than previously forecast.
The government has changed the way that it uprates public sector pensions in payment from the RPI measure of inflation to the CPI measure. This has been followed by many private sector pension schemes.
In the past the difference between the two measures had been around 0.7 per cent to 0.9 percent but the OBR say that in future it will be 1.4 per cent. The OBR paper says:
'Further analysis in this paper suggests that a plausible range for the long-run difference between RPI and CPI inflation is around 1.3 to 1.5 percentage points. For the basis of our November 2011 EFO, we assume that the difference between RPI and CPI inflation is around 1.4 percentage points in the long run.'
The switch to CPI will reduce the value of all public and some private sector pensions in payment by around 1.4 per cent a year. Over 15 years this will reduce the pensions paid by 17.4 per cent, says the TUC.
TUC General Secretary Brendan Barber said: 'The switch to CPI inflation is a government attack on public sector pensions. And while they keep trying to divide public and private workers, private sector pensioners are also seeing their pensions cut by this change.
'This stealth cut to pensions blows another huge hole in the government's false claims that pensions are staying the same for public sector workers. It's now pay more, work longer and get even less.'
(posted 05/12/2011)
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Branch members in strike day demonstration
Branch members were amongst the 10,000 marchers who attended the November 30 march and rally in Glasgow. A number of Unite members including Branch Chair Donald Sime and Group Chair Stuart Burnside were interviewed by local radio. Congratulations are due to all who participated whether by striking or helping with organisation of a hugely successful demonstration of support. Thanks are also due to those colleagues who agreed to provide the ‘public holiday’ level of service and who otherwise would have been on strike.

More pictures from the day of action can be viewed here
(posted 01/12/2011)
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International support for November 30 strike
Messages of support for yesterday’s strike have come sources as diverse as the Occupy Wall Street protesters in the USA and the Garment Workers of Bangladesh.

“The National Garment Workers’ Federation (NGWF) has been fighting for the rights of garment workers in Bangladesh since 1984. We will stand with the public sector workers in the UK on 30 November in your fight against the attacks on your pensions and the cuts that your government have imposed. We know that these abuses and the programme of cuts will make thousands of you poorer as a result and as workers, we stand united against poverty wherever it is found.”
- Amirul Haque  Amin  - General Secretary, National Garment Workers’ Federation, Bangladesh
(posted 01/12/2011)
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A witch’s brew from the coalition
The Autumn Statement 2011 from the Chancellor of the Exchequer contained two small helpings of poison as
follows:
 - set public sector pay awards at an average of one per cent for each of the two years after the current pay freeze comes to an end, and
 - ask independent Pay Review Bodies to consider how public sector pay can be made more responsive to local labour markets, to report by July 2012.
The two years of a 1% pay award has been well trailed in the press. I don't know if the second little bit of venom that is being used against public sector workers has been picked up.
I appreciate that we're all been busy with the day of action but we will soon have to give attention to this larcenous cocktail being brewed by the coalition at Westminster.
Donald Sime, Branch Chair
(posted 01/12/2011)
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November 30: Glasgow march details
The route for the  Glasgow march on 30th November will be 12 noon gather at Shuttle Street, moving off at 12.30 to George Street, Cochrane Street, George Street (South),Hanover Street, Ingram Street, Glassford Street, Trongate then Glasgow Barrowland.  Speakers will start at 1.15.

(posted 29/11/2011)
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BBC poll: strong public support for November 30 pension strikes
An opinion poll conducted on behalf of the BBC has revealed overwhelming support by the British public for those going on strike on Wednesday: 61% of people believe public sector workers are justified in going on strike over pension changes. Amongst women the figure rises to 67% and among young people aged 18-24 support is a massive 79%. Even among the higher social grades (AB) support was 51%. This level support has been achieved despite the Government consistently misrepresenting their proposals as an improvement for most staff and a vicious anti-union campaign in the right-wing press.
The BBC story may be read here and the full opinion poll downloaded here
(posted 28/11/2011)
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Government is attacking private sector pension rights
Responding to the announcement today (Monday 28th November) that the final stages of auto-enrolment into pensions will be postponed for a year, TUC General Secretary Brendan Barber said:
'Making staff in small businesses wait even longer before they get the right to an employer contribution to their pension is a grave disappointment.
'It is further confirmation that this government sees small business staff as second class workplace citizens, not deserving of the same rights as staff in bigger firms. The need for a retirement income does not depend on the size of your employer.
'This government attack on private sector pension rights should end any claim that ministers are interested in fairness across public and private sectors. Unions have always argued we need to level up private sector provision but the government is now cutting it back.'
(posted 28/11/2011)
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Unilever staff vote to strike to defend their pension
It’s not only public sector employees who are prepared to strike to defend their pensions. Members of Unite working at Unilever, have today (Monday 28 November) voted overwhelmingly in favour of industrial action in protest over the company’s plans to scrap its final salary pension scheme.
In what will be the first ever national strike at Unilever workers have voted ‘yes’ to strike action by nearly 85 per cent, with about 92 per cent voting in favour of action short of a strike. This will mean walkouts are likely across the company's 12 sites during December.
Unilever, the food and household goods giant, whose brands include Marmite, Hellman’s Mayonnaise, Pot Noodle, Dove, PG Tips, Comfort and Surf, is ploughing ahead with its plans to ditch the company’s final salary pension scheme which will see the retirement income of thousands of staff slashed by up to 40 per cent.
Jennie Formby, Unite national officer, said: “Our members have spoken and, while the decision to strike was not an easy one, the message is clear: they will not roll over and accept this attack on their pension scheme.  Unilever must now do the decent thing for its loyal workforce and get back around the negotiating table.
"Only this month, Paul Polman (CEO) received shares worth £1,069,986, and Unilever management has told us that the pension changes are not driven by financial imperatives. The truth is they want to maximise returns to shareholders and fat cat executives, and make our members pay the price by slashing their pensions.
Unilever plans to transfer current final salary scheme members to an inferior Care Average Revalued Earning (CARE) with effect from 1 January 2012.
The plans will lead to pension losses of around 20 per cent for the majority, but with some individuals losing as much as 40 per cent of their retirement income.
(posted 28/11/2011)
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30th November: advice from the Group Secretary
As the build-up to the 30th November Day of Action gathers pace there will be information that local reps will wish to ensure members are aware of. The details are quite fluid and there are a number of meetings between striking Trade Unions, including Unite and NHS GG&C Senior Management over provision for the 30th November. Unite’s general advice is that normal public holiday cover should be made available but as our main dispute is with Government, and as responsible dedicated Trade Unionists and public employees, we will consider any reasonable request from the Board for essential cover.
Local reps should engage with their local managers to ensure any cover necessary is agreed in a clear and non-confrontational manner. In many workplaces Unite members will have colleagues who are either non-members, members of non-striking unions and perhaps some Unite members who intend coming to work. In these situations additional cover to be agreed by Unite will be up to the normal public holiday complement. Please also note in discussing with local management that it is clear that where public holiday work is normally half a day (morning) then that is what should be offered. The advice document on cover was sent out to reps a couple of weeks ago but can be downloaded here.
Many members are asking who they should inform that they will be on strike. I am aware that the official strike letter from Unite states that the HR Director should be told. This is obviously impractical within NHS GG&C, therefore please advise members to tell their line manager & confirm by email (when possible). In any area where this is or is perceived to be a difficulty please let me know.
It is intended that almost all NHS premises will be picketed on the day, however Unite are focussing our main activity on the major hospital sites. Unite will be represented on these sites by a Senior Representative who will coordinate our efforts on the Picket. Members wishing to picket should make themselves known to the appropriate Senior Rep – details can be downloaded here. It is Unite’s intention that the picket will be from early morning - Senior Reps intend to be available from 6 am! It is also the intention that the picket will wind down in plenty of time for members to attend the main rally in Glasgow (there will also be one in Paisley).
All members  are  encouraged to attend the main demonstration  and rally in Glasgow. Details of this rally are still to be finalised by the STUC and will be sent to group reps and published on this website.
Ian Forbes, Group Secretary.
(posted 24/11/2011)
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Unite's reaction to the government's latest statement on public sector pensions
Unite assistant general secretary, Gail Cartmail said today (Thursday 24th November): "The government have resorted to plucking figures out of the air to justify its refusal to negotiate constructively with the unions. If Danny Alexander and Francis Maude are so concerned about the impact of the strike on the economy, why are they refusing to make any attempt to negotiate further?
"We have resisted negotiating through the media because we prefer to sit across a table. The government has been a repeat offender, choosing to negotiate by megaphone and then offer too little, too late."
(posted 24/11/2011)
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TUC: Unfair private sector pensions are no model for public sector
Making public sector pensions like those in the private sector would mean taking all pensions away from two in three public sector workers and giving a huge increase to the pension pots of a small number of senior public sector staff, says a TUC report published today (Thursday 24th November).
Many critics of public sector pensions say that public sector pension provision should be made more like that in the private sector. But the TUC report A Race to the Bottom, which analyses official pensions data, shows that in the private sector:
Two in three private sector workers are not members of a workplace pension.
Private sector pension provision increases sharply with pay, while in the public sector it is much more evenly distributed. Two in three public sector staff earning between £100 and £200 a week are in a pension while only one in seven private sector employees in the same wage band are in a pension.
Pension provision in the private sector varies hugely between sectors, with four in five workers in the energy sector having a pension, but only one in 16 in the hospitality sector having one.
While senior public sector staff are in the same schemes as the rest of the employees in their sector and often pay bigger percentage contributions, top directors in the private sector (FTSE100 directors) have pensions worth nearly £4 million.
Pension provision in the private sector is therefore extremely unfair and making the public sector mirror such arrangements would be deeply damaging, says the TUC.
TUC General Secretary Brendan Barber said: 'The current pensions debate is all about divide and rule. Employers have been cutting private sector pensions for years, while usually hanging on to their boardroom specials.
'Pensions in the private sector are deeply unfair, and making public sector pensions more like private sector provision has nothing to do with fairness. It is just part of a long campaign by those on the small-state right to cut public services.
'A typical nurse is being asked to pay an extra £1,000 a year and work longer to get a smaller pension. None of this will help a single private sector worker get a better pension.
(posted 24/11/2011)
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Unite members vote YES to industrial action on pensions
Unite members in the NHS, civil service and local authorities have voted yes to industrial action by a 75 to 25% majority. Within the NHS, UK-wide the figures were 17,368 (73.18%) in favour with 6,336 (26.7%) against. The Scottish figures were 3460 (80.41%) in favour and 837 (19.45%) against.
Further guidance will be issued to group representatives following a joint trade union meeting on Monday.
Commenting on the result of the ballot, Unite Scottish Secretary Pat Rafferty said:
“Public sector workers in Scotland are telling the government that `enough is enough’. They are enduring wages cuts, rising living costs and horrific job losses, as the UK government forces the less well off in this country to pay for the sins of the elite. They are not prepared to stomach this attack on their pensions, too.
“A deal has been struck with the Scottish Government to exempt the increase in contributions of local government employees. While Unite views this as progress in contrast with the imposition by the UK Government there is still the outstanding issue of all public sector workers having to work longer to receive a smaller pension. For public sector workers outside of local government they are still faced with the prospect of paying more into a pension.”
(posted 17/11/2011, updated 18/11/11)
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STUC demonstrations on 30th November
The STUC, as part of their campaign for pensions justice, has organised a march and rally to take place in Glasgow on Wednesday, 30th November leaving from Shuttle Street (off Albion Street), Glasgow at 12:30 pm to arrive for the rally in the Barrowlands Ballroom, Glasgow at 1.15 pm.
The STUC has also organised a march and rally in Paisley on the 30th November. Assemble at Brodie Park, Paisley at 10.30am for the march at 11 .00am to the rally at County Square. A shuttle bus will travel between Cotton Street and Brodie Park from 9.00am to 10.00am
(posted 17/11/2011)
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Unite Executive Committee Elections
A recent amendment to the Unite rule book allows for the election on a national basis of one LGBT member and one disabled member. Any Branch member wishing to be considered should note that possible nominations will be considered at the Branch meeting to be held on Wednesday 7th December at 6.30pm in the Campanile Hotel, 10 Tunnel Street, Glasgow.
(posted 17/11/2011)
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Unite Education Courses 2012
The union is running education courses in Glasgow for workplace representatives as follows:

COURSE CODE	COURSE TITLE	START DATE	END DATE	COURSE DURATION
WR1C/12/001	Workplace Reps Introductory Certificate Module 1	23-Jan-12	27-Jan-12	5 days
WR1C/12/002	Workplace Reps Introductory Certificate Module 1	5-Mar-12	9-Mar-12	5 days
WR1C/12/003	Workplace Reps Introductory Certificate Module 1	27-Aug-12	31-Aug-12	5 days
WR1C/12/004	Workplace Reps Introductory Certificate Module 1	22-Oct-12	26-Oct-12	5 days
WR2C/12/001	Workplace Reps Introductory Certificate Module 2	26-Mar-12	30-Mar-12	5 days
WR2C/12/002	Workplace Reps Introductory Certificate Module 2	14-May-12	18-May-12	5 days
WR2C/12/003	Workplace Reps Introductory Certificate Module 2	29-Oct-12	2-Nov-12	5 days
WR2C/12/004	Workplace Reps Introductory Certificate Module 2	3-Dec-12	7-Dec-12	5 days
WR1C/12/019	Workplace Reps Introductory Certificate 10 Tuesdays	28-Feb-12	28-Mar-12	5 days
WR2C/12/019	Workplace Reps Introductory Certificate 10 Tuesdays	4-Apr-12	2-May-12	5 days
HS1C/12/001	Health and Safety Certificate Module 1	6-Feb-12	10-Feb-12	5 days
HS1C/12/002	Health and Safety Certificate Module 1	16-Apr-12	20-Apr-12	5 days
HS1C/12/003	Health and Safety Certificate Module 1	10-Sep-12	14-Sep-12	5 days
HS1C/12/004	Health and Safety Certificate Module 1	1-Oct-12	5-Oct-12	5 days
HS2C/12/001	Health and Safety Certificate Module 2	23-Apr-12	27-Apr-12	5 days
HS2C/12/002	Health and Safety Certificate Module 2	25-Jun-12	29-Jun-12	5 days
HS2C/12/003	Health and Safety Certificate Module 2	26-Nov-12	30-Nov-12	5 days
HS2C/12/004	Health and Safety Certificate Module 2	3-Dec-12	7-Dec-12	5 days
EQC/12/001	Equality Reps Training	12-Mar-12	16-Mar-12	5 days
DRC/12/001	Dealing with Redundancy	12-Apr-12	14-Apr-12	3 days
ULR1C/12/001	Union Learning Reps Training Module 1	13-Feb-12	17-Apr-12	5 days
ULR1C/12/002	Union Learning Reps Training Module 1	9-Apr-12	13-Apr-12	5 days
ULR2C/12/001	Union Learning Reps Training Module 2	3-Sep-12	7-Sep-12	5 days
ULR2C/12/002	Union Learning Reps Training Module 2	12-Nov-12	16-Nov-12	5 days
P1C/12/001	Pension 1	2-Apr-12	6-Apr-12	5 days
P1C/12/002	Pension 1	17-Sep-12	22-Sep-12	5 days
BLC/12/001	Bargaining and the Law	2-Jul-12	6-Jul-12	5 days
BLC/12/002	Bargaining and the Law	19-Nov-12	23-Nov-12	5 days
OCC/12/005	Organising Campaigns	2-May-12	4-May-12	3 days
SAC/12/005	Senior Advocate Training	5-Nov-12	7-Nov-12	3 days

Application forms can be downloaded here and should be returned to:
education.scotland@unitetheunion.org
(posted 17/11/2011)
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Branch meeting dates for 2012
Branch meeting dates for 2012 have been agreed and may be viewed here
(posted 17/11/2011)
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TUC Guide to Equality Law 2011
Written by Simpson Millar Solicitors on behalf of the TUC, this guide covers the main family-friendly rights that are covered by legislation separate to and included in the Equality Act 2010. It is split into three main sections: the Act itself; rights for working parents and carers; and compliance and enforcement. The guide can be downloaded from:
http://www.tuc.org.uk/equality/tuc-20272-f0.cfm
(posted 17/11/2011)
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NHS pension contributions in Scotland
At a pensions campaign meeting in Glasgow Royal Infirmary yesterday, a question was asked about the total contributions made to the NHS pension fund and payments to current pensioners (excess of payments goes to the Treasury). The latest available figures for Scotland (2009/10) are:
 - Contributions (employer and employee) received - £884.5 million
 - Pensions paid out (including lump sums) - £660.0 million
 - Excess of contributions over pay out - £224.5 million (=25.4% of contributions)
 - The proposed increase in employee contributions for the year 2012/13 will result in a further £55 million approximately and thus the excess of contributions over pay out will become £279 million approximately (=29.8% of contributions)
In summary, contributions are  currently 34% more than is paid out and this will rise to 42% in 2012 if the government’s proposed increase is put into effect.
(posted 09/11/2011)
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Ford workers to strike to defend their pensions?
It’s not just in the public sector that employees are preparing to defend their hard-won pension rights.
Unite has walked out of negotiations with Ford UK which is insisting on closing its pension scheme to new entrants, raising the possibility of the first strike at the company since the 1970s.
Last night (Tuesday 8 November) union representatives for 2,500 Ford staff walked out of negotiations because Ford is insisting on the closure of its final salary pension scheme to new entrants. The union believes this is the 'thin end of the wedge' and will lead to the ultimate closure of the company's staff final salary pension scheme.
The breakdown in talks also follows Ford's hourly paid staff who rejected a similar offer yesterday.
Unite national officer Roger Maddison said: "Our members have made it crystal clear that they fiercely oppose the closure of the final salary scheme to new entrants. They also believe it is the thin end of the wedge and the company wants to ultimately close the entire scheme. We call upon Ford management to restart negotiations with an open mind, rather than demanding changes to long standing agreements that could lead to Ford's first strike since the 1970s."
(posted 09/11/2011)
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Unite attacks government’s misleading public sector pension’s claims
The official Unite response to the government’s statements:
Danny Alexander made the extraordinary claim that a nurse with a full career, retiring on a salary of £34,200 would receive a pension of £22,800 a year under the proposed scheme whereas under current arrangements they would only get £17,300.
But an analysis by Unite's pensions' experts found that this example was based on a comparison of a nurse working for 43 years and retiring at age 68 in the proposed scheme and a nurse working for 35 years and retiring at age 60 in the current scheme. So under the proposed scheme the pension quoted involves working and contributing for eight years more and receiving the pension for eight years less.
 Unite calculations indicate that if a like for like basis of comparison is made, based on working to the same age and the same length of service, then the proposed scheme produces worse benefits at every age up to 68.
Retiring at age 60, at the top of pay band 6, earning £34,200 the nurse would be 40 per cent worse off and at 65 the nurse would be 20 per cent worse off.

Danny Alexander also claimed that under transitional proposals those ten years or less from retirement age are assured there will be no detriment to their retirement income. When you include the loss of purchasing power during retirement on account of the indexation change to the lower CPI measure of inflation the change could reduce the value of total pension income paid during a typical retirement by a further 11 per cent.

Danny Alexander also failed to mention that the nurse and many other public sector workers will face a 50 per cent increase in their contributions, costing the nurse a further £1,000 a year gross, or £65 a month after tax.

Unite assistant general secretary Gail Cartmail said:"Danny Alexander is making extraordinary claims in order to mislead and manipulate the public about the government's pensions proposals.
"He's using distorted figures to conceal the way in which government proposals will reduce pensions. Most NHS workers will not get a pension anywhere near this maximum full-time service example, and many will have lower pay than the qualified nurse he has focused on, but all will suffer similar proportionate losses to those he is trying to conceal. Currently the median pension received by NHS workers is only around £4,087.
"If the government's proposals are fair why is Danny trying to pull the wool over our eyes?”

The full press release can be read here and the BBC story here
(posted 08/11/2011)
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Constitutional structures in Unite
The union’s Executive Committee has decided that workplace representatives (including group reps, shop stewards, safety reps etc.) and Branch Officers shall be elected for a period of 3 years. Elections shall take place in June 2012 with the period of office running from 1st July 2012 for three years. Future elections, other than to fill casual vacancies, shall always take place in June to ensure synchronisaton with the unon’s other structures.
(posted 08/11/2011)
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Branch library additions
Copies of the latest additions to the Branch library are available for borrowing from Senior Representatives:
- Learning and Skills at Work - a guide for trade unionists (Augsut 2011)
- Health and safety law 2011 (July 2011).
In the case of difficulty, please contact the Branch Secretary. A list of all available publications may be viewed here.
(posted 08/11/2011)
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Pensions: the truth about the ‘improved’ offer
Yesterday’s announcement by the Government of a ‘revised’ offer on public sector pensions has generated a lot of rhetoric in the media but some of the ‘facts’ quoted are misleading or simply wrong. For example, this morning’s Herald states that “… anyone less than a decade from retirement would not pay a penny more.”  This is quite simply wrong – presumably a misunderstanding by the Herald journalist. Other ‘facts’ appear to be accurate quotes of what the Government said but these facts are deliberately designed to be misleading. Based on the information available to me here are the unbiased facts about the Government’s position:

Staff within 10 years of retirement on 1st April 2012 will retain their current pension rights in terms of retirement age and final salary. They will have to pay the proposed increased contribution rates i.e.  up from 6.5% to 9.2% for most NHS staff (less if you earn under £26,558 and more if you earn over £48,983) in staged increases until 2014.
In summary: pay more, get the same.

The accrual rate offer is 1/60 for each year of pensionable service. The Government’s figures suggest that ‘a nurse’ earning £34,200 would now get a pension of £22,800 as opposed to £17,300 in the existing final salary scheme. This is stunningly misleading on a number counts. £34,200 is the top of band 6. For the Government’s figure of £22,800 to be accurate the hypothetical nurse would have to have been on Band 6 for his/her whole career – this is more than somewhat unlikely as qualified nurses start on Band 5 and more than a few spend a lot of years on Band 5! The comparison also omits that in the ‘nurse’s’ current scheme, they would receive a tax-free lump sum of £51,900 in addition to the pension of £17,300.
In summary: Government comparing apples with oranges

Here is a comparison of the old NHS pension scheme (the one most of us are still in) benefits, the new NHS pension scheme (2008) benefits and the Government’s proposals for public sector pensions – to make the arithmetic simple I’ve assumed a final salary of £30,000 and 40 years pensionable service:

Old NHS pension scheme: pension of £15,000 and a tax-free lump sum of £45,000 – normal pension age 60.

New NHS pension scheme (2008) : pension of £20,000 but no automatic lump sum (can give up some pension for a lump sum) – normal pension age 65

Government’s proposal : pension based on career average earnings, so would be £20,000 if person had not received any promotion increases, less than £20,000 if promoted – could be a lot less. No automatic lump sum. Normal pension age linked to state pension age – so depending on your current age could be 66, 67 or 68.
In summary: pay more, get less at a later age.

Another analysis of the Government’s misleading claims “Separating spin from substance” can be read at:
http://pensionsjustice.org.uk/separating/

Unite response to the Government’s proposals: Assistant General Secretary Gail Cartmail - You Tube video:
http://www.youtube.com/watch?v=Gzk1VumZ-M4&feature=share
 
Joint union statement:
http://www.unitetheunion.org/news__events/latest_news/joint_union_statement_on_publi.aspx

Unite response:
http://www.unitetheunion.org/news__events/latest_news/unite_response_to_the_governme.aspx

An excellent explanation of accrual rates and career average v final salary pensions:
http://pensionsjustice.org.uk/understanding-pensions-accrual-rates-and-career-average-v-final-salary/

(posted 03/11/2011, updated 03/11/2011)
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Public sector pensions ballot
The public sector pensions ballot is now open. If you have not received your ballot paper by Monday 7th November it is possible that it has got lost in the post or that the union does not have your current address - phone 020 88899203
Please note: if you are leaving NHS employment on or before 30 November 2011 you should not vote in this ballot.
The union’s website has a section devoted to the public sector pensions campaign:
http://www.unitetheunion.org/resources/pensions/protecting_pensions_for_our_pu.aspx

To check your current details held by the union visit:
http://www.unitetheunion.org/resources/pensions/protecting_pensions_for_our_pu/get_ready_to_vote_-_have_we_go.aspx
or contact the union’s Glasgow office - Tel: 0141 404 5424
(posted 31/10/2011)
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Equality duty toolkit
Section 149 of the Equality Act 2010 imposes on public sector organisations a duty when carrying out therir functions to have due regard to eliminate all forms of discrimination, harassment and victimisation that are prohibited by the Equality Act; and advance equality of opportunity; and foster good relations. The TUC Equality Duty Toolkit  is aimed at trade union negotiators to help them understand the new public sector equality duty and how they can use it. It provides guidance on the new public sector equality duty, including what ‘due regard' means in practice. It can be downloaded from the TUC’s website:
http://www.tuc.org.uk/equality/tuc-20159-f0.cfm
(posted 31/10/2011)
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FTSE directors’ pay goes into orbit
A report published last week revealed how FTSE 100 directors' pay has risen by 49 per cent in just one year.
In the course of two years (2010 and 2011) an NHS employee at the top of the NHS pay band 5 has lost £2,194, whilst one at the top of NHS pay band 7 has lost £3,192. In local government a teaching assistant has lost £1,815 ,a librarian has lost £2,418, while a social worker has lost £3,238.
Unite general secretary Len McCluskey said: "Welcome to Britain under the Tory-led government. Public servants who heal our sick, look after our communities and educate our children are having their pay slashed while FTSE 100 directors' pay goes into orbit. The contrast is stark and it is sickening. It tells us everything about the sort of society that the coalition government wants to create. They want public servants to work for longer and for less while giving their friends in the City free reign.
"The government is now coming after the modest pensions of public servants and we are urging our members to stand up and vote yes to action on 30 November."
(posted 31/10/2011)
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Unions take Government to court over public sector pensions  
Six unions have mounted a legal challenge on behalf of millions of public sector workers over which inflation index is used to increase their pensions. A judicial review hearing starts in the High Court on Tuesday (25 October) to challenge the switch to using the consumer price index (CPI) instead of the traditionally-higher retail price index (RPI) for the annual increase in public sector pensions.
Because CPI is around 1.2 per cent lower on average than RPI, the loss to existing public sector pensioners will be around 15 per cent. It is already affecting staff currently paying into career average schemes whose pension pots are revalued annually and will be smaller when they retire. The unions' case is that the imposed move was not permitted under social security legislation, and that it reneges on assurances given by successive governments that RPI would apply.
The six unions are the Fire Brigades' Union, teachers' union NASUWT, Prison Officers Association, Public and Commercial Services union, Unison and Unite. All the unions have either already balloted for industrial action, are balloting, or will be supporting the day of action over pensions on 30 November.
Unite general secretary Len McCluskey said: "Our legal challenge against the coalition government is hugely significant for workers in both the public and private sectors.
"Public sector workers face an opportunistic attack on their pensions by this government, but many workers in the private sector have also been affected.
"Vested interests are trying to create a wedge between public and private sector workers, when in reality they have common cause on this. We know that some private sector employers are already attempting to move to the lower inflation index citing the government's example. In reality this government wants us all to work for longer and for less."
(posted 24/10/2011)
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Pension ballot timetable
MONDAY 17 - WEDNESDAY 19 OCTOBER; Notification of Ballot to all employers
WEDNESDAY 26 OCTOBER; Ballot opens
THURSDAY 17 - NOVEMBER; Ballot closes (notification of result to employers/members)
WEDNESDAY 30 NOVEMBER; National day of action
Your union will NOT ask you to put patients at risk on November 30th. But we need you to VOTE YES so we can protect your pension.
NHS employers have now been issued with notices telling them that we are about to ballot for industrial action over pensions. They will now want to talk to you about ensuring the service is safe for patients. Unite has produced some guidance to assist you in these discussions.
We are therefore advising that you adopt a position of providing “Public Holiday cover determined by professional and skilled staff”. The guidance goes on to explain what this means. Please click here to read more.
Should you have further questions, please talk to your Regional Officer.
Fiona Farmer, Rachael Maskell, Barrie Brown - Unite National Officers for Health
(posted 24/10/2011)
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Patient safety a priority
Unite has written guidance for its members on cover during periods of industrial action, recommending that staffing levels should be at public holiday levels and those levels to be determined by professional and skilled NHS staff .
However Unite members are angry about the way the government is cutting their pensions and have a right to defend themselves against a weakening of their terms and conditions of employment - an act in itself which can have an adverse impact on morale, staffing levels and patient safety over the long term.
Unite national officer for health Rachael Maskell said: ”Our members have faced immense pressures on a number of fronts since the coalition came to power in May 2010 – the so-called £20 billion of efficiency savings which are just camouflage for severe cuts to services and job losses; the privatisation agenda contained in the Health and Social Care bill; and now the pernicious attack on their pensions and other terms and conditions.
”Our members are saying enough is enough – and that they intend to exercise their legal and democratic right to take industrial action to defend their pensions.“
(posted 24/10/2011)
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Pension calculator
How will the Government’s proposed changes to public sector pension affect you? Unite’s pensions changes calculator can be accessed here:
http://www.unitetheunion.org/pensionscalculator
(posted 24/10/2011)
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Unite reaction to the latest rise in inflation figures
With the news that the consumer prices index has risen from 4.5 per cent to 5.2 per cent - which equals the record high reached in September 2008 - and the retail prices index rate of inflation has risen from 5.2 per cent to 5.6 per cent in September - which is the highest rate in 20 years - Unite general secretary Len McCluskey said: "Inflation is soaring, unemployment is out of control and there are no signs of growth. The coalition government is piling misery upon misery for ordinary families. Now more that ever Britain needs a 'plan B' from this government.
"David Cameron and George Osborne's political cowardice means they are presiding over an economic catastrophe. Their refusal to change course is a political decision, not an economic one."
(posted 24/10/2011)
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Industrial action ballot on pensions
Unite is ballotting its NHS membership on industrial action to defend the NHS pension scheme. Similar ballots are being held/have been held by other unions in a concerted action to oppose the Government’s attack on public sector employees’ pension rights. The ballot papers will be issued at the end of October (one week later than originally planned) and members are urged to vote YES and to support the first day of action on November 30th.
The union has made available two leaflets for download here and here and a Power Point presentation here.
(posted 07/10/2011)
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NHS GG&C Group elections
At the Group Representatives meeting held on Wednesday 5th October, the following were elected:
Chair - Stuart Burnside; Secretary - Ian Forbes; Senior Representatives - Jim Spencer, Linda Delgado, Joe McIlwee, George Walsh, Lisa Cameron, Charlie Kinstrie and Donald Sime.
The senior representatives’ committee will make recommendations with regard to the schedule of meetings for next year, appointment of minute secretary and the areas of responsibility for each senior rep.
(posted 07/10/2011)
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Changes to elections for group reps and branch officers
The union’s executive council has amended the arrangements for the election of branch officers and workplace representatives. The main effect of these changes is that elections will be held in June 2012 and that normally the period of office will be for three years beginning July 2012.
(posted 07/10/2011)
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Branch Library additions
The Branch has added the following to the Branch Library:
 - Law at Work 2011 (June 2011);
 - Stress and Mental Health at Work (May 2011)
Representatives wishing to borrow a copy should contact one of the senior reps or, in case of difficulty, the Branch Secretary.
The full list of available publications may be viewed here.
(posted 07/10/2011)
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TUC to challenge ‘draconian’ anti-union legislatio n
Following a debate at last month’s Congress, the TUC General Council is considering how to challenge the UK’s anti-trade union legislation. It is believed that the UK does not conform to the European Social Charter in two crucial aspects: strike ballotting requirements are too strict and protectiojn of strikers is too limited. Len McCluskey, Unite general secretary, slammed the “Bullingdon Bolsheviks in government who are threatening to bring in still further laws to attack free trade unionism”. However, he also noted “The fact that we came to an end of 13 years of Labour government with the Thatcher laws in place is a stain on Labour’s record and a betrayal.”
(posted 07/10/2011)
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