|Posted by firstname.lastname@example.org on December 4, 2019 at 6:30 AM||comments (481)|
UNISON is in the media today calling for an Independent Task Force to be set up after a prisoner was transferred to the Acute Psychiatric Unit at IRH with items including a knife.
This ward like so many others is over reliant on bank and agency staff and violent incidents have increased significantly.
UNISON says, “It’s easy for NHS bosses and politicians to claim that there isn’t a staffing problem in the NHS. This story and countless others clearly demonstrate that UNISON members are working flat out and that there is a need for many more staff in some areas.”
|Posted by email@example.com on August 21, 2019 at 9:15 AM||comments (25)|
Matt McLaughlin UNISON Regional Organiser, has contacted the director of estates for clarity on the current drinking water situation. Below is a copy of the email. We will update members when we receive a response:
I have received a significant number of contacts from UNISON members and activists concerning the Boards decision to remove drinking water coolers from the workplace, on the basis that the ‘tap’ in these coolers represents a risk to health from infection control and the nature of stored, uncirculated water similarly presents risks to health.
I appreciate that this is based on a Sc Gvt directive and appears linked to concerns over infection control. However in terms of my own investigations (all be it quick) I am not convinced that NHSGGC has net its obligations in respect of the HSWA to properly consult with unions.
More critically, I understand that the Boards position is to advise staff to fill drinking bottles from cold taps in local workplaces.
This raises a number of immediate concerns:
1) Can you assure me that every cold tap, in every workplace in NHSGGC is supplied by potable mains water?
2) If there are concerns over infection control due to water cooler taps – how does filling from a sink/basin tap achieve a safer/lower risk
3) What consultation has taken place with unions
4) What advice has been issued to staff – I understand that in some areas staff have been told to bring in their own bottled water – will you be picking up the expense of this?
5) Whilst there are taps with potable water, I understand that in some areas, on some sites, the water is not always palatable. What steps have been taken to identify these areas and what advice has been issued?
6) What is the water testing regime and will it be increased to ensure water quality remains high?
7) What is the impact on sites where we share with other partners i.e. city council
If water from mains taps is the preferred solution, we call upon NHSGGC to undertake a rapid assessment and roll out of drinking water taps – which results in at least one tap for every 50 workers being identified and signposted as ‘safe to drink’ across all of our establishments
Further we expect that NHSGGC will work with UNISON to identify areas where water is safe but not palatable to ensure a sensible outcome.
I look forward to hearing from you.
|Posted by firstname.lastname@example.org on November 30, 2018 at 11:25 AM||comments (33)|
UNISON NHSGGC & CVS Branch attended a ceremony on 26th November, to recognise the high standard of work of this years recruits in the Boards modern apprenticeship programme.
All receive mentor support and are given role-specific training packages which ultimately lead to SQA qualifications.
Frances Carmichael, Assistant Branch Secretary of UNISON NHS Glasgow Clyde and CVS Branch, said:
“We are proud that NHS GGC & CVS Branch supports the Board’s MA programme by sponsoring the Modern Apprentice of the Year prize.
“Modern Apprenticeships provide us with the means to recruit young people into permanent employment within our organisation.
“We recognise the exceptionally high standard of employees who have been recruited through this programme, and highlight the dedication and enthusiasm of each individual, and their exceptional performance on the job and in approach to their studies.
“UNISON NHS Glasgow Clyde and CVS Branch is honoured to have sponsored and supported these apprentices over the last five years, and will continue to support this innovative programme.”
|Posted by email@example.com on November 27, 2018 at 3:00 AM||comments (13)|
In October, UNISON launched two surveys; one for our members in nursing, and one for our members in admin.
Members who responded to the nursing survey articulated a widespread crisis of staff confidence in staffing levels and patient care across NHS Greater Glasgow & Clyde.
More than a third of respondents were unable to take their full break entitlement on their last shift, 67% said they were unable to spend enough time with patients, and 68% said there were not enough staff to provide safe, adequate care. Most shockingly, 77% of staff said they had considered leaving the NHS altogether.
Responding to the results, UNISON NHS GGC & CVS Branch Secretary, Cathy Miller said:
“UNISON is calling on NHS Glasgow and Clyde to take clear and immediate action; enter into meaningful dialogue with unions to solve this worsening crisis before it’s too late.”
Members in admin reported shocking levels of stress at work. 49% are usually or always stressed at work, with the majority citing overwork, pressure, and poor workload distribution as the major cause.
Mirroring the responses of members in nursing, 74% of respondents in admin have considered leaving the NHS as a result.
Assistant Branch Secretary Frances Carmichael said
“Admin staff are consistently referred to as ‘back room staff‘ and are seen as easy targets for cost cutting efficiencies. This needs to stop now and appropriate resources and support put in place to allow them carry out their role. They are very much part of One Team ”
|Posted by firstname.lastname@example.org on September 16, 2018 at 1:55 PM||comments (4)|
94% of UNISON members voted to accept the 3 year pay deal – which will put an additional £400m into NHS workers pay packets in Scotland.
The deal delivers real increases of between 3 and 27% for NHS workers in Scotland. This is a strong endorsement and a good result for UNISON members.
UNISON has engaged in a month long consultation process – consulting almost 60,000 NHS workers in Scotland in a four week ballot. The result means
• All NHS Scotland staff earning under £80,000 to receive a 3% pay increase backdated to April 1, 2018, with a payment of £1600 for staff earning more than £80,000
• The top of all pay scales to rise by 9% over the lifetime of the three-year deal (including 2018 or £1600 per annum for scales above £80,000
• Larger increments and faster progression for staff in post, but not yet at the top of their pay band – worth between 11.3% and 27.7%
• Removal of band overlaps to ensure promotion comes with a proper pay rise and to lessen the risk of equal pay challenges
• Big improvements in starting salaries to help the NHS attract and retain new staff
• Applies to all NHS contractor staff
UNISON, Scotland’s biggest health union, is now calling on the Scottish Government to set up formal structures to negotiate direct with NHS unions in Scotland from now on, and officially leave the UK’s NHS Pay Review Body.
This is the first year UNISON and other health unions have submitted a pay claim direct to the Scottish Government.
The UK’s NHS Pay Review Body negotiates with health unions on pay on behalf of the NHS across the UK. UNISON members has lost trust in NHS Pay Review Body and don’t think it listens to their concerns.
|Posted by email@example.com on July 27, 2018 at 10:45 AM||comments (91)|
In July 2018 the NHS turns 70, and UNISON celebrates our 25th Birthday.
To Celebrate, parties and events were held across NHS GGC. Some events were held in the community and there are lots of photos of the vents on our instagram and facebook pages.
The NHS remains our most popular national institution – the thing that makes us most proud of our country. And it continues to come top when comparing it to healthcare systems which exist in other countries, for both fairness and efficiency. But we can never afford to take our NHS for granted.
Years of government under-investment have been accompanied by repeated attempts to break up and privatise NHS services. Our members work tirelessly every day to ensure that patients continue to receive the best care possible. But healthcare staff are also at the sharp end of cuts, experiencing unprecedented levels of stress and pressure in the workplace.
UNISON recognises that we need to continue to campaign to protect and defend our NHS. However, we also think it’s important to celebrate its achievements and everything it stands for.
Click on the link below to go to our instagram page to see photos of our events
|Posted by firstname.lastname@example.org on July 27, 2018 at 10:15 AM||comments (1)|
|Posted by email@example.com on July 27, 2018 at 10:15 AM||comments (0)|
Online ballot now open – closes 14 August
UNISON members working in NHS Scotland, or for contractors who are covered by the two tier workforce agreement, who have received a personalised email, should vote using the link provided in that email. The link is personal to each member and should not be shared or used by anyone else.
UNISON members who work in NHS Scotland, who have not received a personalised email can vote here or call UNISON Direct on 0800 0857 857.
UNISON, Scotland’s largest health union, has today (Monday, June 25) agreed to recommend that members accept a pay deal which is worth at least 9% for NHS workers across Scotland over three years.
The union, which represents 60,000 health workers who are covered by the NHS Agenda for Change agreement will now ballot members recommending acceptance of the deal, which was negotiated in Scotland between unions, employers and the Scottish government.
The main elements of the deal are:
All NHS Scotland staff earning under £80,000 to receive a 3% pay increase backdated to April 1, 2018, with a payment of £1600 for staff earning more than £80,000
The top of all pay scales to rise by 9% over the lifetime of the three-year deal (including 2018) or £1600 per annum for scales above £80,000
Larger increments and faster progression for staff in post, but not yet at the top of their pay band – worth between 11.3% and 27.7%
Removal of band overlaps to ensure promotion comes with a proper pay rise and to lessen the risk of equal pay challenges
Big improvements in starting salaries to help the NHS attract and retain new staff
Applies to all NHS contractor staff
UNISON Scotland’s health committee met today (Monday, June 25) to review the offer and agreed to recommend acceptance on the basis that it is the best deal that can be achieved by negotiation. All UNISON members working for the NHS in Scotland will have their chance to vote on the new three-year pay offer and changes to the NHS pay structure in an electronic ballot which will run from July 16 and close on August 14. The union will use the period in between to ensure that members have as much information as they need to make their decision on pay.
Overall, the deal will see an extra £410m invested in NHS Scotland pay over three years.It is funded by money released by the UK Government as part of the Barnett Funding Formula so it won’t cost jobs or patient care.
Other details within the deal include:
• Commitment to ensuring that NHS Scotland’s salaries remain higher than those in other parts of the UK
• The removal of pay band overlaps (by deleting the lowest pay bands) by 2020-21,
• The value of bands 1-8c will increase by 9% (cumulatively) from 2018/19 to 2020/21
• The value of bands 8d and 9 will increase by £1600 p.a.
• By 2021 a new pay structure which means that staff will progress more quickly from the starting salary to the rate for the job
There are also commitments to look at some policy issues during the period of the pay including :
Managing sickness absence
Utilisation and application of TOIL
Appraisal and incremental progression
Organisational Change Protection
Chair of the Scottish Health Committee and NHS porter Tam Waterson said:
“UNISON has led the way on NHS Pay in Scotland, campaigning and lobbying around our Scrap the Cap and Pay Up Now Campaigns. This is not a perfect deal and it does not go the full way to recovering the losses incurred by health workers during more than a decade of austerity and pay cuts. But it does put money in members’ pockets now and means that many will reach the agreed rate for the job faster than they would have done without the current pay arrangements. UNISON is Scotland’s largest health union and is leading the way in recommending this deal, which is the best that can be achieved by negotiation, to our members working in Scotland’s NHS.”
|Posted by firstname.lastname@example.org on April 6, 2018 at 8:55 AM||comments (7)|
NHS Glasgow Clyde & CVS Branch are concerned that our members are seeing many reports of, and comments on, current movements on NHS pay from other sources. We have therefore compiled this brief update to ensure that you are fully aware of the actual facts in relation to pay discussions:
• The Framework Agreement on pay and proposed reform of Agenda for Change dated March 21st 2018 applies to England only. It does not apply to Scotland.
• UNISON is the only trade union that has lodged a specific pay claim with the Scottish Government.
• UNISON’s pay claim remains to be one that is higher than inflation and not only is a real pay increase for our members but begins to reclaim money not paid to our members over the past seven years.
• UNISON have met with the Scottish Government twice in the last week to discuss our Scottish pay claim and we will be meeting them again on March 26th.
• It was less than nine months ago that the Government was saying that their policy of a 1% public sector pay cap would remain in place until at least 2020. The last pay offer for this year pay had increased the offer to 3%, proof that UNISON’s Pay Up Now campaign was proving a major success.
• The Scottish Government promised hard working staff that the pay award would be in people’s pockets by April 1st but have now reneged on that. When final agreement is reached the pay award will be backdated to April 1st but we know our members need that money now, not when the Government can be bothered to get around to paying it.
• UNISON is led by our members and it is our members who will decide the way forward. Therefore when UNISON has concluded negotiations with the Scottish Government members will then decide whether they accept an offer or not.
• It is UNISON who have forced the Scottish Government to triple their original pay offer this year, it is UNISON who will continue to fight for and campaign for Fair Pay in the NHS.
If you want to be a member of the trade union that drives up pay in Scotland and the trade union that the Scottish Government know they have to listen to and negotiate with, then UNISON is the trade union for you.
Get involved and support the pay claim and become part of the UK’s biggest union at www.joinunison.org
|Posted by email@example.com on November 8, 2017 at 4:15 AM||comments (195)|
A new UNISON film, featuring former Dynasty actor Stephanie Beacham, takes a tongue-in-cheek look at why the government should give teaching assistants, paramedics, refuse collectors and other public service workers a pay rise.
The two-minute satirical Pat on the Back film highlights the government’s hypocritical attitude to public servants – commending their dedication and hard work, yet refusing to lift the public sector pay cap, says UNISON.
But behind UNISON’s spoof film is a serious message. Low pay not only harms individual employees and their families, it means services are run down as staff desert the public sector in search of higher wages.
Stephanie Beacham said: “I wanted to do this film because I find it deeply unacceptable that public service staff who keep us safe, look after us when we’re ill and keep our local services running haven’t seen a pay rise in seven years.
“Our public service workers deserve more than a measly pat on the back, they need substantially more money in their pockets. The public sector pay cap has to go now, and be replaced with a decent wage.”
UNISON general secretary Dave Prentis said: “Giving public service workers a pat on the back isn’t going to put food on their table, petrol in their cars or pay their bills.
“Government ministers have been quick to praise public servants, but slow to appreciate the financial strain their harsh pay policies are putting on households up and down the country.
“In the Budget, the Chancellor needs to dig deep and give public service staff a pay rise that more than matches the rising cost of living.”