Hiding the evidence
Devon County Council appears by hiding the change in terms and conditions
withdrawing the right to regrading on an obscure webpage. This was
indicated in the latest Job Evaluation leaflet with your pay advice.
They do not seem aware that large numbers of their employees do not
have access to the Internet as part of their job. When will they come
clean and do it properly. What will be next, dismissal by text message?
Your pension under attack
Pensions are deferred payments; we pay into the fund through regular
deductions by our employers from the wages and salaries we have earned
throughout our working life. In other words we have paid for these
on the expectation that we will be receiving our money back as pensions
payments.
It is now proposed by the Office of the Deputy Prime Minister, that
the rules governing the Local Government Pensions Scheme" (or
LGPS) are to be changed to make the scheme more expensive for us,
and to join and make us worse off on reaching retirement!
Working in Local Government services, many of us are still amongst
the lowest paid public sector workers (compared to teachers in Primary
or secondary teaching earning from £30,000, our basic scale
starts at £10,278). Local Government staff receive some of the
lowest pensions in the public sector. In Devon, the County Treasurer
pays on average a £3,280 pension to each person in the LGPS.
We know that that on average nationally, Local Government pensioners
get low amounts too, and that it is difficult to attract many of the
poorer paid workers (especially part time, seasonal or similar short
term, many of which are women) into the LGPS. Many say they must use
that money for more immediate pressing needs. In any case we hear
that they are advised the Treasury would pay them lower benefits in
due course if they did pay into the scheme!
There is a risk of long term damage to the LGPS if new employees
are discouraged from joining by the proposals being canvassed. Schemes
with ageing members will become mature. This will mean that Schemes
in the LGPS have to reduce the risk profile of their investments,
by for example buying more bonds.
By locking out share/equity investment gains, the value of the assets
could fall respective to pension liabilities. Contributions may have
to rise in the long run to compensate. As the LGPS is a fully funded
scheme the solvency of the fund would be adversely affected.
The specific points that will worsen the scheme
and future benefits, relate to the impending changes which were included
in consultations by ODPM in early January 2004 as follows:
- Increasing the earliest age at which LGPS benefits may be paid,
other than on ill health grounds from 50 to 55
This will mean redundancy before age 55 could mean no income or insufficient
support to meet essential mortgage and dependant's commitments.
- For those wishing to leave aged between 60 and 65,
If you leave between 60 and 65 there is to be an "actuarial
revaluation" if this option is exercised to make it more expensive
to leave before age 65. This like the other changes is intended to
be implemented from April 2005.
- Flexible retirement and incentive methods will be added to the
LGPS to assist retain scheme members in employment.
Service accrued after the age of 65 should be enhanced but flexible
retirement and incentive will be hindered by two factors:
The proposed removal of the right to elect to combine periods of
service at the date of leaving subsequent employment,
The progressive recovery of compensation packages following redundancy
during a period of new service. Such cutting of pensions expectations
is a real discouragement for any staff to return to work if needed
to.
- A hike in Employees' individual contributions to 7%
Members are already paying over 6% of their wages/salary into the
fund. A rise in contributions will have the effect of closing the
scheme by the back door, as it may lead to young people refusing to
join the scheme.
Devon County Council has confirmed that an increase in excess of
1% could deter employees from joining the scheme and could trigger
calls for compensatory increases in salary.
This with the other proposals to reduce benefits will not lower the
cost of the scheme; it will cause it instead to become progressively
more expensive as the contributors age within it. No account seems
to have been taken of previous employer contribution holidays or taxation
of pension funds and other matters introduced by Central Government
affecting the scheme's viability. Your pension is dependent on the
LGPS continuing to be viable.
While the recommendation for benefits for civil registered partner
in same sex relationships, to be effective from the date of the change
in the regulation. The Government continues to discriminate in the
LGPS against other relationships especially for all unmarried partners
and those in clearly established partnerships including family relationships
normally covered by other pension schemes.
There is no equality of treatment for siblings living together or
other relatives, or carers and cared who are unmarried, compared with
married couples. The rates of contribution to the pension scheme or
the amount and extent of benefits payable to survivors in case of
death should also be reviewed to eliminate such blatant discrimination.
- Removal of the '85 year rule'
The removal of the '85 year rule' provisions for all new scheme members
and their phasing out for existing members will increase the employee's
share of the costs of the scheme to 40% and will provide savings for
a typical employer of 2.5% to 3.5% of payroll for future service.
No guidance is given to assess the impact.
It's your pension write to your MP about this.
Job Evaluation
Everyone will know about the Job Evaluation (J.E.) Project that will
affect all staff working for the County who are employed under the
terms and conditions of the Green Book. Between 2,500-3,000 staff
will be completing J.E. questionnaires from April/May 2004.
This branch has negotiated a right for every member who is required
to complete a J.E. questionnaire, to have a UNISON representative
present to assist him or her in the process.
Although this branch has withdrawn its representatives from the Job
Evaluation exercise if you do not complete their questionnaires then
management will be asked to do this for them, which could disadvantage
members considerably.
We expect that a considerable number of members will lose out through
the regrading that will arise out of job evaluation and to date management
is not offering to protect anyone's salaries that are downgraded.
As you can imagine it is very important that members represent their
duties and responsibilities accurately.
Three successful training days for stewards were held recently around
the county and a further half-day training could be arranged in the
future.
Benchmarking Local Government Pay
Slow progress is being made in implementing single status in local
government, according to a survey by Income Data Services (IDS). Another
12 councils have completed the process in the last year, but this
only brings the total to 32 mainly smaller councils. Cost is the major
barrier, and the report includes information about how some costs
are being offset.
Also included are pay levels for various local government posts in
England and Wales and Scotland. Nearly all of the councils who responded
to the survey have experienced recruitment and retention difficulties
in the past year, with social workers, planning officers and environmental
health officers some of the key shortage areas. A number of councils
also reported difficulties in recruiting low paid staff.
Education
Women's Assertion Training: 23-25 April to be held in Exeter
This is a great course! We have had some very positive feedback from
our members who attended this course last autumn. Whether at work,
in our social life or at home, we all know what it's like to agree
to do something we really don't want to do. Many of us find it hard
to state our own needs without feeling awkward or guilty. All women
members are most welcome no need to be involved with the union.
Contact Rose Gander on
for bookings or more info.
Keep an eye on the Branch website for up to date information about
training and course opportunities.
Individual Learning Accounts - update
The Government abandoned Individual Learning Accounts a while back
but retained them for staff working within the NHS. Staff who work
in the Partnership Trust teams within Social Services are now able
to access Individual Learning Accounts to pay for some training. Your
Branch is working with the RD&E Health Trust UNISON branch to
share places on courses run by the WEA. It is intended that a Return
to Learn and Communication at Work course will run in Exeter after
Easter. If you are interested then please discuss with your line manager
and contact Rose Gander on
for further information. The WEA are running an information session
for their next Return To Learn course to be held in Exeter at their
office on Tuesday March 16th at 7.30 p.m. open to all.
Working when sick is infectious
Are you a mucus trooper, a stoic, a model patient, a walking epidemic
or a shirker? A recent T.U.C poll finds that three in four staff has
been to work when ill. The TUC has published new advice on sickness
at work and a quiz that finds out what category you fall into on its
world of work website www.workSMART.org.uk.
The poll finds that as many as one in five say they have been to
work when too ill in the last month alone, and nearly half say they
have in the last year. Sickness absence at work last year was the
lowest since CBI surveys began and fell six per cent from the previous
year
The T.U.C. says that too many people may now be going to work when
they would be better off recovering at home, rather than infecting
their colleagues. 'We are not the nation of malingerers that some
paint,' says TUC general secretary Brendan Barber, 'in fact we struggle
into work even when we are too ill to do so because we don't want
to let people down. It's all part of our long hour's culture. Indeed
long hours, stress and increasing workloads make people sick.' The
workSMART website provides advice on issues including sick notes,
sick pay and sickness absence policies.
Landmark ruling on workplace bullying
A recent Court of Appeal ruling could mean much bigger payouts for
victims of workplace bullying. In a case backed by UNISON, the Court
of Appeal overturned an interpretation of the law, which limited compensation
to financial loss and ignored any mental effects.
Two out of three of the appeal judges agreed the 30-year-old Industrial
Relations Act could be interpreted to mean compensation could be awarded
for any type of loss. The case related to the unfair dismissal of
a harassed Hull City Council worker, who had originally won a £10,000
employment tribunal award after his 2001 resignation. The ruling means
that employers found to have allowed bullying to take place could
be liable for compensation claims for more than sheer economic loss
of income such as stress, or loss of reputation.
In most tribunal cases the compensation for financial loss is well
under £10,000. The new ruling means that if a claimant has suffered
additional stress or humiliation, they will be entitled to compensation
for that personal damage.
Useful Info
CAB Exeter.
A new ACAS based project at the CAB involves complaints against the
NHS. 11/2 workers have been recruited for this. The bureau needs more
volunteers.
Westcountry Training and Consultancy (WTCS)
New Deal for the Disabled is run from new premises in Exeter High
Street.
Exeter Library
The library is now open on a Sunday 10.30am - 2.00pm. This is a pilot
until March 2004. The lending library is currently busier than the
reference library.
Learndirect Centre
Courses offered in IT, Business and Management, etc. Skills for life
courses are also available with support available for outreach, rural
areas etc. The centre also offers the national skills test.
Esther Mann- Lone Parent Advisor - Exeter Jobcentre Plus
All the advisors are now based at Clarendon House. The service is
available to lone parents working under 16 hours.
Go4
A new contract is providing funding for Enhanced Services until July
2004. The service offers 1 hours guidance appointments to those educated
below NVQ level 2 who do not have 5GCSE grade C and above or 5 CSE
grade 1. The appointments are available in Exeter Reference library,
Exmouth Library and Tiverton Jobcentreplus. To book an appointment
call the Go4 enquiry line on 0845 8 50 50 70. Psychometric testing
is also available in Exeter.
Social Scene
Come Ballroom Dancing, Coaver Club, County Hall - Monday nights 8
- 9 pm, excellent teacher - all levels catered for - includes Latin
American dance. Cost £1.50.
Modern Jive Class at the Coaver Social Club, County Hall, Exeter
- Tuesday nights 5-30 - 7.00
Privacy Code on Workers Health
In December, the draft Data Protection Code of Practice
covering information about workers physical and mental health was
published. The final version is due to be published in July, and will
include results of medicals, health questionnaires and occupational
health scheme information. It does not include sickness or accident
records.
One of four conditions must be satisfied for information to be processed.
These are to comply with legal obligations (such as health and safety
law or disability discrimination); in connection with a tribunal case;
with the workers explicit and freely given consent; and for medical
purposes (if undertaken by a health professional).
Medical testing may be justified to determine fitness for continued
employment, but drugs or alcohol testing is unlikely to be unless
it is for health and safety reasons. Such testing must be targeted
at workers where there is a real risk of harm and employers should
use a test that meets an identified objective.
The code recognises that any processing of health information is
likely to be intrusive, and wherever practicable only health professionals
should have access to workers medical details. Communication between
workers and an occupational health service should be secure and e-mails
on health matters should not be monitored.
The draft regulations are available on www.informationcommissioner.gov.uk
under 'What's New".
UNISON's Bargaining Guide to Privacy now includes details
of the code of practice on monitoring at work, and is on www.unison.org.uk/bargaining/guides.asp.
LGBT Self-organised Group
UNISON members using the Branch Website at www.devoncountyunison.org.uk
will now find the links to the new Lesbian, Gay, Bisexual and Trans
(LGBT) web-pages and the email address for the Branch Lesbian &
Gay Officer.
If you can't access the web pages and you want to get in touch about
joining the Branch LGBT Self-organised Group or just want to make
contact with the L&G Officer about any issue then email
.
All emails will be dealt with in confidence.
Are you a two finger typist?
Do you have a computer on your desk, have you been taught to type
properly?
More and more people are getting computers at their desks and we
are becoming a nation of two fingered typists. Research has shown
that while you can become quite proficient without typing properly,
you are putting yourself at serious risk of developing Repetitive
Strain Injury (RSI). This is a health and safety issue and the employer
should provide the proper training if they require you to use a keyboard.
As this branch knows RSI is a devastating illness.
The key causes of RSI are repetitive work, working in a static or
awkward position, using force and continuous grip ping or twisting.
Other factors, which can contribute to RSI, include working in cold
conditions; work with vibrating tools, poor lighting and excessive
noise. Poor work organisation including a lack of adequate rest breaks
is also a major contributor
The TUC is calling on all employers to ensure that any employee who
uses a keyboard regularly is trained to use it so that it does not
harm their health. Launching an 'RSI: The basics ' guide on International
Repetitive Strain Injury (RSI) Awareness Day, 29 February. The TUC
said the people who have not been trained to type properly are far
more likely to develop RSI because they repeatedly use the same fingers
and use the mouse too much. Each year 400,000 people suffer from upper
limb or neck disorders. Around four million working days were lost
in sick leave due to RSI last year at a cost of between £5 billion
and £20 billion to employers.
End piece
If any member with special needs would like a copy of Unity in an
alternative format e.g. large print, audio cassette or on floppy disc
please feel free to contact the Branch office. It is also available
on the Website at www.devoncountyunison.org.uk (and you're reading
it....).
Contributions are welcome in electronic form if possible (my typing
is very slow and the spelling a little erratic). They should be sent
to the Union Office at County Hall.
Andy Bowman
[Deadline for contributions to the next edition
of Unity is 20 Apr 04.] |
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