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Unity Magazine - Mar 2005
Life may not be the party we hoped for, but while we are here we might as well dance
- Exeter MP could lose seat at next election
- News from the Cook Pot
- Civil Partnership Ceremonies
- Employers Organisation Document Rebuttal
- Steward Training Programme 2005 for Exeter & Plymouth
- Learning Agreement gains regional recognition
- National Women's Conference 10-12 Feb 05, Plymouth
- The Britannia Building Society
- Women's Group Survey
Exeter MP could lose seat at next election
Ben Bradshaw, the sitting Exeter MP is in danger of losing his seat at the next election in part due to his failure to support the call by local government workers to stop the erosion of their pension rights.
His majority at the last election was 11,759 and this could be under threat from the 14,500 local government workers and their supporters who live in his consistency.
The majority would disappear overnight if they decide to punish him for his failure to support their call to protect their pension rights while voting to increase Members of Parliaments pension rights.
Three other Devon MPs are in the same position; Anthony Steen (Totnes), Richard Younger Ross (Teignbridge) and John Burnett (Torridge and West Devon). They all have lower majorities than the number of local Government workers in their areas.
Only Nick Harvey
(North Devon) and Adrian Sanders (Torbay) have supported the call
to reject the attack on the Local Government Pension Scheme.
UNISON has strong views about our low pay being matched by a low level of pensions with the average pension for a Local Government worker is still only about £3,200 in Devon.
News from the Cook Pot
It does pay to pay your UNISON subs!
Proof of the value of UNISON membership has come with a landmark win for the Union in overturning a management decision to dismiss two members. Regional Officer, Fiona Bentley, successfully argued the case against dismissal in an appeal in front of a panel of councillors, who not only told management to reinstate the employees concerned but also criticised them for failing to follow procedures.
As a result, two of our members have been saved from what would have been a massive injustice - personally, professionally and financially.
The case led to a meeting between Fiona and Heather Barnes, Director of Personnel and Performance, who restated her commitment to working closely with UNISON to ensure that employee relations procedures were both robust and adhered to by management.
So, if you are discussing the value of UNISON membership with any of your colleagues, here is a powerful example of the value of joining.
Civil Partnership
Ceremonies
The UNISON Devon County Branch LGBT Group had a role in the successful achievement of the Civil Partnership Act. They are now seeking involvement in Devon County Council's process of forming the Council's civil partnership procedures, the training of the necessary staff and in making this new Registry service public.
Employers Organisation Document Rebuttal
The Local Government Employers Organisation has issued "Important information for members" of the LGPS - much of this is disinformation!
They say:
- Regulations to change the scheme have already been made - implying
that nothing can be done about them now - but
from our discussions with the Government we believe they are willing
to withdraw them.
- The regulations are being made by the Government - but
it is the employers and the Local Government Association, who
are opposing withdrawal of the regulations.
- The retirement age would not increase - but
the truth is that effectively it will. At least 25% of members
of the scheme who could have met the "Rule of 85" and
taken their pensions at age 60 will now need to either work for
an extra five years or have their pension reduced for each year
they retire before 65.
- The changes are to address increased longevity. It certainly is true that the plan is for everyone to work longer! But there is no sign that career structures or jobs will change to stop people burning out in their 50s. All the talk is of higher productivity and more efficiency.
People are living longer - but the evidence on this is mixed. It varies according to social class and level of earnings and what we need is a full discussion on how local government workers fare in relation to living longer. We know that life expectancy is lower than average for manual workers and those on a small pension.
The 'rule of 85' is being withdrawn to counter the cost of members drawing their pensions for longer. If members really are drawing their pensions for longer that will be part of the reason for the changes. But, if that is so, it makes nonsense of the claim that these changes have nothing to do with the funding position of the LGPS.
Benefits banked up to 31 March 2005 (31 March 2013 for people who will be 60 by then) will be protected - but they fail to say that all benefits earned after then will be reduced if the member retires before 65.
However you look at it, the vast majority of present and future members who could go at age 60 under the present rules will suffer a disadvantage if these changes come and they go before they reach 65.
No reduction will be applied if people go because of permanent ill health, redundancy or the efficiency of the service. Not true for someone going on redundancy or the efficiency of the service before the age of 55 and who is under the age of 50 at 31 March 2005! Before the change anyone aged 50 or over gets an unreduced pension if made redundant. With the changes, if they have to go before age 55 they will not be entitled to draw their pension until age 60.
The changes are not related to the funding position of the Local Government Pension Funds - but the Government says these changes are being made now, a year ahead of the rest of the public service, because the latest fund valuations show serious deficits and employer contributions are rising fast. A major reason is that the funds have been under funded in the past! In the 1990s many employers took contribution holidays or reduced the amount of money they paid in to well below the level of employee contributions.
Pensions are part of pay - members kept their side of the bargain when investment returns allowed employers to reduce their contributions, but now investment returns have fallen, employers are trying to back off from theirs. In 1990, the Tories changed the Regulations and with the result that funds only had to be 'able to meet 75% of its existing and prospective liabilities'. This was not reversed until 1993.
Our
campaign is to defend the Local Government Pension Scheme for all
our members, at whatever stage they are in their career and we will
not be misled by employers' spin!
The Employers took a holiday between 1990 and 1993 in order to fund a reduction in Poll tax introduced by the Tory Government. Sound familiar?
The employees contribution is the level 6% line. The Employers took a holiday between 1990 and 1993 in order to fund a reduction in Poll Tax introduced by the Tory Government. Sound familiar?
Steward Training Programme 2005 for Exeter & Plymouth
For more information:
- contact Dave Henley Branch Education Go-ordinator.
Email:
Tel:
01392 382976
Learning Agreement gains regional recognition
We are delighted to say we've had a cheque arrive today for f200 in the SW Region Organising for Learning Awards 2005. This is down to the hard work of our Education Officer and the learning support team.
National
Women's Conference 10-12 Feb 05, Plymouth
The Britannia Building
Society
- is coming to the Coaver Club on Friday 12 May 05. Come along and see what savings you can make.
Women's Group Survey
- This survey which can be located elsewhere on this site
The views expressed in Unity may not reflect the views of the Devon County UNISON Branch