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MORAY  MATTERS

The Newsletter for UNISON members in MORAY

August 2005

INSIDE THIS ISSUE:

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Conference Report 
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Anagram Winner          

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Single Status

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Branch Officer Profile
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Grampian Credit Union       

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�Well done UNISON!�

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�Big Cat� Diary

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Ken�s Leaving Do
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Moray College News  

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Libraries & Museums
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Editorial Comment

 

Conference Report

Moray Unison Conference Delegates - Click here to enlargeThe UNISON National Delegate Conference took place this year at the SECC in Glasgow. Eric Foley, Moira Bangura and Linda Magill were the delegates, with Jessie Taylor attending as a visitor.  One seasoned conference attendee and three conference �virgins�. 

Sun, sea, sand and �.. Well, no folks, that didn�t quite sum it up this year!  It has to be said that Glasgow did us proud with the weather though, with most days being sunny even if not exactly hot. However, the view of most seasoned conference goers was that it was �not a Conference to set the heather on fire. More business-like than barnstorming.� Since it was my first conference I had nothing to compare it with, and can only say I was impressed with the venue and the sheer logistics of such a huge event.

Local Government issues took up the first 2 days. UNISON can rightly claim to be the guardian of public services against flawed policies of privatisation, and Conference pledged to continue that fight. Of major relevance to us in Moray was the composite motion passed on 20 June calling for a national campaign to secure funding from central government to meet single status pay and grading reviews. PFI/PPP, in both local government and the Health Service, came under critical scrutiny, and we heard about the fragmentation of public services and public service workers.

One of the motions that brought more unanimity of support than most was concerning pensions. UNISON General Secretary Dave Prentis, in his Conference speech, gave a warning to the government that workers from all sectors had demonstrated that this is an issue they are prepared to take action on.

International issues were well to the fore throughout this Conference. The bravery of Iraqi and Columbian trade unionists was brought to our attention, as were the appalling conditions being endured by Aung San Suu Kyi in Burma and Mordachai Vanunu in Israel. UNISON Scotland co-hosted the International Rally on the Monday night, which gave delegates the chance to hear trade unionists from around the world and discuss issues with them.

On the home front, Conference pledged to keep up UNISON�s fight against racism until BNP politics �return to the gutter where they belong�. Other equality issues that were the subject of motions at Conference were domestic violence; disability; lesbian, gay and transgender issues; women and work; and work/life balance. Conference also challenged laws that affect our freedom and civil liberties.

The Unizone, looked at strategies on recruitment and subsequent involvement of members; how to make full use of stewards; and how to improve branch organisation. Many and varied methods of participation were employed in the Unizone! They ranged from the enticement of free prize draws (no, we weren�t lucky) to the horror of role play (which we shied away from!).

On a lighter note, we in the Moray delegate group discovered a very reasonably priced Italian restaurant that we can highly recommend!  On the whole it was, for me, an enlightening and inspiring few days, with serious decisions being made on serious issues.

By Moira Bangura, Education Officer

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ANAGRAM COMPETITION WINNER

Well Done to PAT ETTLES who won �25 in the anagram competition featured in the April 2005 edition of Moray Matters.  The answers were: Scarborough; Bournemouth; Dornoch; Skegness; Llandudno; Blackpool; Paignton; Folkestone; Newquay

A big thank you to  everyone who took part  and  an apology from the Editor for the Llandudno spelling slip-up!!

 

 

 

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SINGLE STATUS

According to the Moray Council Personnel Department, namely Denise Whitworth and Grant Cruickshank, negotiations will restart at a meeting scheduled for the 23 August 2005. 

For our members information the following UNISON officers are on the Single Status Working Group:

  • Emma Phillips, Regional Officer

  • Eric Foley, Joint Branch Secretary,

  • Irene Sinclair, Joint Branch Secretary

The UNISON Chief Legal Officer, Peter Hunter, is always available to the branch for advice and direction.  There have been many meetings with Peter and the UNISON officers throughout the negotiations, and his advice, particularly on the Equal Pay issues, has been invaluable.

 It is being seen, not just in Scotland but across the whole of the UK, that the outcome of job evaluation is totally unacceptable to employees, favours predominately �male� managers, and disadvantage many low paid �female� employees.

 Your Branch will continue to call for an independent audit of the whole single status exercise, continue to call for funding by the Scottish Executive, continue to listen to members� concerns and negotiate on these concerns.  We will continue to aggressively pursue the Equal Pay Claim issue.  With regard to this, it was the Council�s intention to send out letters to the relevant employees on 15 August but this has been put on hold.  In the meantime, anyone who feels they might be eligible for an equal pay claim should contact the branch office for advice.  If the planned timetable continues to slip UNISON will be forced into taking legal action against the Council. 

 All documents pertaining to Single Status in Moray, including the original offer, are available in the Branch office and can be viewed by members.  Please contact the branch office to make an appointment if you wish to view these documents.

 

 

Thank you Coventry for the use of this cartoon

Copy of e-mail sent to the Political Editor of the Guardian newspaper

by the Editor of the Labour Union Digest

I just wanted to bring to your attention the problems being endured by Local Government employees in various authorities throughout the country.

The problems stem from the so-called Single Status agreement signed up between the main unions representing workers and Local Government employers in 1997.  Inherent in the agreement was the requirement to address equal pay issues.

Unfortunately the job evaluation process brought in to do this (or rather the way employers have applied it) has resulted in massive pay cuts for huge swathes of predominately but not exclusively female workers, and large increases to a small number of predominately male senior officers, resulting in loss of moral and increasing stress levels and sickness among the losers.

Current on-going disputes are taking place in Coventry and Moray NE Scotland, with many more simmering around the country.  I have a Single Status feature page on my website which links articles all over the country.

 

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BEING ACTIVE IN UNISON - YOUR BRANCH OFFICER PROFILES

Many workers wonder why some of their colleagues are active in UNISON.  They ask why these people take time away from their workplaces, not only in the working week but also in the evenings and weekends, to give of their time to UNISON.

 

The series continues this month with  

Jessie Taylor, Branch Welfare Officer

Where is it you work and what is your job title?

I work as a Home Carer and a Community Support Worker in Elgin, Forres, and surrounding area.

 

How long have you worked for the Council?

I�m in my 10th year of employment.

 

How long have you been in a Trade Union?

Back in the 70�s I was a member of COHSE for 2 years.  I joined UNISON at the start of my Council employment.

 

Are there negative points in being in a Union?

Other than some people having the view that unions make trouble, I can�t think of any.

 

Many fellow workers think you�re daft doing what you do?

Yes, and some are under the impression we get paid!  I�d advise everybody to get involved, it�s a moral booster.

 

Why did you get involved in the Welfare role?

It�s a caring role, and an extension of my work as a carer.  I�ve learned such a lot about what UNISON Welfare provides to members.

 

Why in a few words do you believe in Trade Unions?

Strength in numbers, availability of support, and meeting like-minded colleagues who give their honest opinions.

 

What is your greatest achievement so far?

Being alive, and at this point in my life, without the vital support from the branch, I would not be the confident person I am today.

 

What are your fears for the future?

How Single Status will affect the whole workplace.

 

How would you best describe your Branch?

A group of activists who not only care about themselves but about every member in the branch.  Having heard what goes on in some branches, ours is one of the best in my opinion.

 

WORKING TOGETHER TO MAKE EVERYONE BETTER OFF

Perhaps some of you have already heard of Grampian Credit Union?  As a staff benefit for people working for the Moray Council (as well as certain other public and voluntary organisations) messages appear in your payslips from time to time.  However, credit unions are a well-kept secret, and many people who could benefit from membership miss out because of this.

UNISON recognises the value of credit unions to its members. They provide a convenient and low-risk way to save, borrowing at a reasonable rate of interest and are socially inclusive organisations, run purely to benefit their members. The cooperative ethos of credit unions also fits in well with UNISON�s principles of people power and teamwork. 

The concept of a credit union is very simple: everybody saves to suit their own budget and these savings are pooled to lend out to members at a reasonable rate of interest.  The loan interest pays for the running of the credit union, with any surplus split between reserves and paying a dividend back to members.  Credit unions are regulated by the FSA, and covered by the Financial Ombudsman and Financial Services Compensation Schemes, so your money is secure.  Loan interest is also limited by law to 1% a month on the reducing balance (calculating interest this way means you are not charged for money you have already repaid).  Although all these controls are in place, credit unions are owned and run by members: the Board of Directors is a panel of members elected at the AGM; these work alongside a credit committee, who ensure that each loan is likely to improve the situation of the individual member and the credit union as a whole, and another team who supervise the running of the credit union.  This co-operative ethos makes for a friendly member-centred service, which treats everyone individually and helps them to make the most of their membership.  Allowing family members living at your address to join means that they can share in the benefits along with you.

One of the main benefits to you as a member of Grampian Credit Union working for Moray Council is that you can save automatically through payroll deduction.  This means that once you have set your account up, your nest egg will grow every time you get paid, without you having to do another thing.  Your savings are protected by life insurance, which would pay up to double your saved balance if anything were to happen to you.  If you choose to borrow, the insurance would also clear your loan, meaning you�ll never leave a debt for your family.  Loans can be applied for after saving for three months, so having an active account always gives you a safety net, even if you don�t have a loan in mind at the moment.  While repaying a loan, your savings continue to grow and you will finish your loan better off than when you started.  And as you benefit from the service, people like you will become better off at the same time.

To find out more, please call Grampian Credit Union on 01224 626280 or 625456, for more details or an information pack.

MORAY UNISON SAVES THE DAY AT SPRINGFIELD HOUSE

Moray UNISON came to the rescue of staff at Springfield House in June, when demolition contractors working at the Robertsons building site began burning large sections of woodsheds.

Staff within the building were overcome by the toxic fumes coming from the numerous fires that had been started up.  Some staff were asthmatic and were having problems breathing. The extremely windy weather conditions made the smoke worse.

Staff initially phoned the Council�s Health & Safety Department, and they telephoned SEPA to go and investigate.  A junior member of staff from SEPA visited the site but nothing appeared to be done.  Meanwhile a H&S Rep from the Council came and inspected the building at Springfield House and claimed that they had tried to get the fires put out.

The fires were still burning on so I telephoned Dougie McPhee, Moray UNISON Service Conditions Officer, to ask whether a UNISON H&S Rep could assist.  He gave me John Muir�s, Moray UNISON Joint H & S Officer, telephone number and I contacted him immediately.

Within half an hour, a more senior member of SEPA visited the site and instructed the fires to be put out.  Robertsons were advised not to set any more fires and to distinguish existing ones.

To date, there have been no further fires and no further disruption to staff.  I feel however that without UNISON�s intervention, we may not have got the same results.

KIM WILCOX, Team Leader (Admin & Staffing)

 

Updates to the lists of officers, stewards and contacts in  your

Moray Branch Members Guide folder will be out to members

as soon as possible. 

Please bear with us � in the meantime visit the Moray website: www.morayunison.webspace.unisonplus.net.

THANK YOU

THE �BIG CAT� DIARY

 

We cats (wee cats and big cats too) don�t like surprises.  We don�t like things that are different.  We like things to be the same.  The one exception is surprises that taste of cheese in my food bowl.

The RMs have been pretty quiet lately, so there have been no RM-lunch-doggy-bag surprises for BC (Big Cat).  The RM officer went off on holiday for a week, which meant a week in the Archiestown Gulag for me � and that was a surprise I could have done without.

But the RM officer has given advance warning of a forthcoming Guantanamo Bay break when he goes to the RM National Conference In October.  So at least that won�t come as a surprise (unless I forget I�ve been told � or ignore the warning).  I tried to protest, but the RM officer said �This is a consultation not a negotiation.�  To which I replied �And this is a bite on the ankle.�

That brings to mind the words of the Moray Council Convener, reported in the papers last week.  He seemed to believe that the Single Status discussions were a consultation rather than a negotiation.  He entirely missed the point.  So no surprises there.

And as far as I can see, there is little that is surprising in the Single Status debacle.  It seems that all the (alleged and proven) bullies in Libraries will get huge pay hikes, while those who complained have been earmarked for cuts.  So no surprises there.  And there will be pay rises for all the top dogs.  So no surprises there.  And there will be pay cuts for many of the Council�s lowest paid staff.  So no surprises there.

On the other hand, Single Status has been under negotiation for years.  And for all that time the Moray Council has insisted that there would be pay cuts � cynically confident that UNISON members would ignore their union officials� warnings.  Indeed, during months of negotiation only a handful of UNISON members went to the Union�s single status roadshows.  And AGMs, where single status was the hot agenda item, were not even quorate.  So no surprises there � except for the pleasant surprise of a doggy-bag of left-over nibbles for me!

Now the cat is out of the bag.  UNISON members can do something about it � unless, as the Council believes, UNISON is a paper tiger � because its members are just pussy cats and won�t bite back.  But perhaps this time (unlike the last industrial action � unlike the last round of cuts and enforced redundancy) UNISON members will prove the Council wrong.

However, crusty old RMs (and their cats) have their doubts � especially those who lost out in the past when UNISON couldn�t mobilise enough fierce members to resist enforced redundancies.  It may be ancient history, but I well remember the day when my bloke came to tell me that his job had vanished, and that it would be Asda-brand cat food instead of Kitekat from now on.

And now we�re back to negotiations.  But perhaps this time it will be different.  Perhaps all UNISON members will now get involved in the work of their branch: stand as stewards, attend meetings, and recruit colleagues.  That would be a pleasant surprise, and enable UNISON to negotiate from a position of strength.  And in due course, perhaps all UNISON members will stand up and vote to reject any single status deal that doesn�t protect members� pay, improve the position of the low paid, and address equal pay issues.  That would be a surprise.

Perhaps all UNISON members will vote for industrial action (if it comes to that).  That too would be a surprise.  And if a strike were called, perhaps all UNISON members will actively support the action, refuse to cross picket lines, and come out on strike when instructed to do so.  That would be a real surprise!

And perhaps all the whining wimps who don�t belong to a trade union will now join UNISON and support the fight against the Council�s single status proposals. Oh look! A pig just flew past my window!  And that is why the present single status proposal is so crap!

 

GOODBYE TO KEN MATTHEWSKen Matthews Presenation - Click to enlarge photo

Ken Matthews was presented with his leaving gifts at an evening meal in the Capers Restaurant in Elgin on Friday 1 July.

Ken has served the Moray Branch for many years as Service Conditions Officer, Branch Secretary and Joint Branch Secretary.  He is now the UNISON Regional Officer for the Highland area, and we wish him all the best in his new post.

 

NEWS FROM MORAY COLLEGE

 PAY AWARD 2005/2006

Following on from the Joint Consultative Committee held on Friday 22 July 2005, attended by Angela Strachan, the Regional Officer and myself.  At this meeting we were offered a 3% increase in our salaries to take effect from 1 August 2005.

UNISON had refused to accept this due to the lecturers being offered 4%.  We had submitted a claim for the same percentage as the lecturing staff.

A meeting of the Joint Negotiating Committee was held on Thursday 28 July 2005 whereby a revised offer had been presented.  This is detailed below as follows:

3% on all scale points from 1 August 2005.  An extra �160 to be paid to those on scale points 4 � 12 inclusive (this would affect 47 members of staff).

 The five year qualifying period for holiday entitlement to 25 days would be removed from 1 January 2006 (this would benefit 61 staff, this number does not include those who started employment in the year 2000).  One extra day holiday entitlement for all staff would be awarded from 1 January 2006.  This would mean that support staff would automatically be entitled to 26 days annual leave on appointment, after 1 January 2006. 

 After considerable negotiation, I agreed at the meeting to put this forward to the members in the form of a ballot with the proviso that the management staff are also awarded 3% for their pay increase, which I am given to understand is decided at a Remuneration Committee.  I have been assured by both the Principal and a member of the Board of Management that 3% is the amount that has been budgeted for.  I stated that if UNISON discover that this is not the case then we reserved the right to negotiate for the 1% extra.

 I then arranged for a consultation document to be sent to all members and the majority of people, who returned their forms, decided to accept the revised offer.  This means that the new rates of pay will be effective from 1 August 2005 and the extra holidays will be effective from 1 January 2006. 

It pays to be in UNISON.

 Maureen Anderson

Sub-Branch Secretary

Moray College

 

LIBRARIES AND MUSEUMS SERVICE RECOVERY PLAN

As a result of the major case of bullying/harassment in Moray Libraries taken forward by UNISON, Bob Cunningham, a human resources consultant, was brought in by the Council to examine the progress of the so-called 'recovery plan' for the service.  Many members working in libraries were not satisfied with the plan which seems to them to have made little change to their lives, except for the most seriously affected member who was forced to seek redeployment.  Not a shining example of the Council's duty of care to its staff!

Bob has now produced an interim report, based on his observations and interviews with some members of staff.  Although he acknowledges that there is a plan, and that it is progressing in some areas better than others, he makes a number of observations which confirm that the  issues raised by UNISON members have not been addressed.  Here are a few of his comments:

"Senior management commitments to increased visibility have not been delivered.  Visible commitments have not been observed."

"The policy of employing close relatives in direct line management roles is always likely to be controversial.  Irrespective of intent, actual behaviour and performance, this practice should be addressed for the future".

The behavioural changes sought by the Council are perceived by staff as temporary and by experience, difficult to maintain."

"The vision for the service is not concise, clear and understood by all".

 

These are only a few of the interim findings: not a good report from any perspective.   This Council claims to be concerned with the welfare of its staff.  Experience has proved that this is often in name only.  Moray UNISON will continue to represent members who are being bullied - this is an issue which will not go away, no matter how thick the brush and how deep the carpet.

EDITORIAL COMMENT

Frankly folks I�m weary.  The last few months have been very busy for all of us branch executive officers, with the single status job evaluation issues and members� concerns over the proposed deal.  Many nights have been spent burning the midnight oil in order to best aid our members. 

But that�s not why I�m weary �I�m not tired from too many late nights - I�m weary because of members whose only contributions to their branch are to criticise and complain about it�s executive officers.  These are members who make little, or no, effort to attend AGMs or Committee meetings, where issues affecting themselves and their branch, as employees and as UNISON members, are discussed, debated and voted on.  Nor do they show any interest in becoming active within their branch.  The only time we hear from them is when they wish to down cry the efforts of those of us who are concerned and dedicated enough to stand for election to the branch executive.  We are the ones who have to deal with the employers, getting advice from our Regional and Legal Officers, spending countless hours of our own time producing reports, writing letters, planning strategies.

It�s about time these members showed the rest of us that they are more than just �moaning minnies� � let�s see them come forward and start to attend union meetings and get involved!

Well, has that made me feel any better? � no not really � there is still an uphill battle ahead and lots more late nights for us executive officers.  If anyone out there thinks this is fun � they�re welcome to come & change places with us!

Linda Magill, Editor

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MORAY BRANCH OFFICE

Council Offices

12/14 Greyfriars St.

ELGIN

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