Published by Devon County UNISON, Matford Lane Offices, County Hall, Exeter. The views expressed may not reflect the views of the Devon County UNISON Branch

Contents:

• Investigated Unawares
• Pensions
• Job Evaluation
• Performance Related Pay
• BAOT Meeting - 1 Nov 05
• Health & Safety (Safety Management)
• In the next issue

Investigated Unawares

What follows is one member's account of how they were treated by the County Council, an 'employer of choice'.

I am a UNISON member working for Devon County Council. Recently I was subjected to an ordeal, which I would like other union members to know could happen to them.

I had a responsible job which, until recently, I felt committed to and enjoyed. The style of management within our team was of the 'give and take' variety, meaning that managers believed they got the best out of everyone by not being too rigid in their approach. There was no close clock-watching but it was expected that overall we worked our full hours. We were told that, as far as time recording was concerned, if someone spent ten minutes doing something for work whilst away from the office (e.g. buying provisions), they should add that ten minutes to their time card elsewhere, for example at the end of the day. My method of time recording was no different from all other members of our team, but it was me who got into trouble for obeying managers' instructions!

My job involved numerous errands of the sort I have just described. In addition I was dedicated enough to take reading home when I couldn't get through it at work, and to make work phone calls from home on non-work days in order to avoid crises at the office in my absence.

Managers barred from helping

My reward from Devon County Council was to be summoned to an interview with an auditor to discuss my 'time recording' The fact that my managers backed me made absolutely no difference; they were barred from the process and their feelings were ignored. It seemed I had been subjected to 'covert surveillance' and my time card was found not to be 100% 'accurate'. Someone had actually stood outside my office and watched me coming and going and had made a note of the exact minute I did what! I couldn't help thinking that, if I had been keen to take more time off work, I could have taken more than my two days' sick leave in the entire year!

Union help crucial

It was decided in the end that formal disciplinary action would not be taken, but only after a gruelling interview and my explaining in great detail how we had been told to record our time and what my job entailed. I had to wait nine weeks for that decision too, not knowing if I would end up being sacked at the end of it. I am of the opinion that the outcome may have been different if I had not had the support throughout of my union representative. She was able to confirm inaccuracies in the auditor's report of the interview, which might not have been accepted from just me!

Take care members, because it is not acceptable for you to work during your official lunch break or not record your time in the office accurately to the minute. If your manager asks or expects this of you, tell them you know the rules and they should too.

Injustice unrecognised

This whole episode has left me with a great sense of injustice, which has been totally unrecognised by Devon County Council. Apparently, before embarking on covert surveillance they are required to do an 'impact assessment' to ensure the process is worthwhile. Can they really think it was? The whole investigation must have cost (and wasted) thousands of pounds of public money.

Despite my rather meagre wage I had enjoyed being a loyal and hard-working member of staff, but commitment can disappear after such an episode.

I'd just like all members to remember that they too could be subject to covert surveillance, and it really won't make any difference if you are doing what your manager has told you, if that deviates in any way from the Council's rigid rules!

Moral - join UNISON

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Pensions - this is one issue I would strike on

The threat of strike action by 3 million public sector workers has grown. UNISION and other unions told Trade and Industry Secretary Alan Johnson they would resist repeated attacks on pensions and retirement.

Dave Prentis said at the TUC Conference

'Many in the government underestimated our members' anger,' said Prentis. 'Those on the front line, praised by politicians for their selfless heroism one day, and let down the next.'

He said he was

'proud of the role UNISON played with our sister unions in the government climb down earlier this year',

which had averted a one-day strike, but warned that the union would strike again if there was no progress. The strike ballot has been held and members have indicated that they are prepared to go on strike to defend their pensions.

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Job Evaluation

Those employed by the County Council will be aware that the Authority has announced that it will not be implementing the results of the Job Evaluation in 2006, as agreed. They want to link it in with Performance Related Pay and implement in 2007

A point of seemingly irresolvable disagreement with Devon County Council has been reached over their proposed simultaneous introduction. This is a situation UNISON believes to be extremely serious. Job Evaluation and Performance & Reward, will impact on all but teachers working for the Council. So far as we are know the only authority to that tried this came to grief. Performance Related Pay is part of the Government's required introduction of a performance and reward strategy.

In good faith, 33 stewards trained to take part in agreed joint union and employer panels to oversee this process. By agreement all panels must have a union representative on them. However, far too many panels have taken place without our presence. This places a huge question mark over the fairness and viability of these panels. It could lead to a large number of appeals, further delaying implementation of the process.

UNISON are concerned that the Job Evaluation process has not been given due priority and importance in schools, where all support staff are affected. This is one of the areas where we could be bringing equal pay claims. Now that DCC seems to have decided to postpone the implementation of the Job Evaluation until 2007, UNISON does not feel bound to hold back on equal pay claims. UNISON is likely to consider such claims from staff that were on hold while job evaluation was in process.

Please get in touch if you think you have a valid claim.

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Performance Related Pay

UNISON completely opposes Performance Related Pay. Its use in the private sector has shown it risks making payment divisive and unequal. It is unlikely to lead to the good professional and consistent service that the public expects from our members and staff generally. This is in direct contradiction to the idea that Job Evaluation should operate to make things more equal and provide a sound basis for funding local government services and staffing.

In any case, a mechanism already exists to assess people's performance - it's called regular appraisal - and we suggest the Authority start by ensuring their current policies on performance and appraisals are managed to an acceptable standard.

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BAOT Meeting

At the meeting, an update on current negotiations and a discussion will take place regarding what action you can take to resolve the matter. It is possible that given this new date that management will be able to now rearrange the two meetings they wanted to hold with you, we can only wait and see. If this happens I will inform you as soon as possible.

I'm sorry to mess you about like this, but this is a dynamic and fluctuation situation with regards to AFC. I repeat that it is your pay we are discussing and all BAOT members should make every effort to attend this meeting.

Many thanks
Bernie Crean BAOT Steward

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Health & Safety (Safety Management)

UNISON Members in DCC will hopefully have seen various communiqués about the changing face of health, safety and welfare, the latest one having been circulated with your pay slips.

During the last 12 months the council, in collaboration with UNISON and the teaching unions, has undertaken much work to improve health & safety arrangements. A number of new policies have been introduced to safeguard your health & safety:

Changes you will encounter as a result of the introduction of the policies include:

• Asbestos surveys being undertaken, resulting in more comprehensive asbestos registers and improved management of this risk.
  
  
• Health & safety training for key personnel, including specific training in the management of asbestos and legionella.
  
  
• You should be hearing about the new policy on Safety from Violence. Directorates should be working on its implementation and identifying your information, instruction & training needs & ways of meeting these.
  
  
• The new online accident and incident reporting system means that should you have an accident at work, this will be entered into the new electronic system for further investigation and where appropriate will automatically be reported to the HSE.
  
  
• If you use display screen equipment you will soon be asked to complete an online training module and then to assess your workstation for its suitability. You can also request eyesight vouchers to get a free eyesight test and free corrective appliances if needed.
  
  
• Fire. The new policy intends to raise the profile of this important area. Make sure you know your fire safety arrangements and emergency evacuation plan. You must have practiced it regularly and be confident about carrying it out.