Attendance Management Policy Changes message from UNISON

You will all be soon made aware by Management that there are changes to the Attendance Management Policy where they have reduced the Bradford Factor. Unfortunately, we did not gain agreement about this and it was forced through Full Council without UNISON agreement. 

We will make a further statement soon. 

Below is the Message sent out to all Managers from HR

The new Attendance Management Policy was agreed at Council in April and all employees have been informed that there is a revised policy, which is available on the intranet.

I wanted to remind you of the key changes and clarify the arrangements for transition from the old triggers to the new ones.

New Absence Triggers

·         Now set at 100 & 250 (previously 150 and 400) AND more significantly,

·         A new trigger to tie in with the corporate sickness targets i.e. more than 7 days off sick in any year for 14/15 and more than 6 days off sick in any year from 15/16. So these new triggers mean there will be more attendance reviews

Managing the transition from old triggers to new triggers

·         The +7 day trigger will start from 1^st April 14 and look forward, not back until we have 12 months data to look back on. Of course anyone having +7 days from April will trigger instantly. 

·         AND – we’ll start the 100/250 after 6 months – this will prevent any confusion running two schemes. So from 1^st October 2014 we’ll only run reports on the 100/250 and have meetings accordingly – whether people have already triggered on the old system – or not.

Important Action

·         Ensure that you are familiar with the new policy and if you are unsure about anything please raise with your HR Business Partner

·         Discuss the changes with your team and ensure that they are aware of the new policy and understand the transition arrangements – with advanced warning of the transition to the new 100/250 triggers they may have an opportunity to bring their score below the new triggers in advance of October.  You will also be able to have 121 conversations over the next few months with individuals who attendance levels would hit the new trigger scores of 100/250, but currently sit below the 150/400 so they are prepared for the changes (these will be shown in a report to the Head of Service each month)

TUC survey on job insecurity

As many people now have jobs that offer little security, the TUC in association with the Scottish TUC wants to hear of worker’s experiences.
They want to hear the experiences of agency workers, workers on zero-hours contracts or people on short-term contracts.
A short survey is running until 24 June on these issues and people can fill it in by following the link below.
Take the TUCSurvey

Fob System and CCTV system in the Council Buildings are being used to monitor employees whereabouts

UNISON would like to highlight this to all members 

Please read.

It has come to our attention that the Fob System and CCTV system in the Council Buildings are being used to monitor employees whereabouts when there is a potential disciplinary.

UNISON would like to highlight this to all members. We are very disappointed with the Council for taking this adversarial approach especially when UNISON had been reassured it would not happen.

Please be aware all your entries into rooms, corridors, entrances and exits is stored and can be used to track your movements – it only takes one allegation.

We are sorry to inform you of this; but we consider that we are serving our Members in the best way by making sure you are aware of this when we have been made aware.

We understand the level of mistrust this may make you feel about the employer and our door is open to Management to ensure we resolve this in the most amicable way.

Support UNISON welfare today

Fair Pay Fortnight

Protest on pay this week UNISON will be holding two days of pay protest this week as part of Fair Pay Fortnight. Tuesday 1 April will see local government workers throughout England, Wales and Northern Ireland stage their latest day of protest on the day their pay settlement was due. We are consulting our relevant local government workers, including those in schools, with a recommendation to reject the employers' 1% offer, and preparing for potential industrial action. Thursday 3 April will see health workers staging protests over the government's refusal to give them even a 1% pay award recommended by the independent pay review body.

£20 Voucher Gift When You Recruit a Member

If you are a UNISON member and you recruit a UNISON member for the Oxford City Branch you will received £20 in vouchers.

All you have to do is give someone who is not a member an application form; write your name at the top of it. And when they submit that form with your name on it and become a paying member you will be contacted to receive the vouchers.

The vouchers will be from any high street brand of your choice.

You can pick up Application Forms from kitchens or contact our Recruitment Officer Pól Ó Ceallaigh via email or telephone 01865 252013.

 

Lump Sum offer to buy out of enhancement rights

Following a ballot; UNISON and UNITE opted into a five year pay deal with Oxford City Council employers for their members.

 

One of the aspects of this pay deal involved the possibility of selling your rights of enhancements you receive such as overtime and weekend working.

What this means, if you accept a lump sum payment you will forfeit your right to enhanced payments and any subsequent weekend work or overtime will result in only basic pay, not at the enhanced rate.

This is your individual decision to make.

UNISON members AGREED with the decision to give members this opportunity: whether you decide to or not is a decision that can only be made by you.

You will receive a letter from Human Resources that outlines how much lump sum they are willing to offer you if you wish to take up the opportunity.

Advantages of choosing lump sum:

Ø  Cash lump sum, based on the average amounts of what you have been paid in the past.

Ø  Future payments of enhancements and overtime will be pensionable meaning you will be paying more into your Pension.

 

Disadvantages of choosing lump sum:

Ø  You lose future benefit of enhanced payments

Ø  If you are in the Pension Scheme and you do not continue to be paid enhanced payments that become pensionable; then, you will not benefit from these additional contributions when you retire.

Ø  Lump sum is subject to tax and national insurance just like the enhanced payments.

 

The offer is available to you until 7^th March 2014 – if you choose to accept the Lump Sum you will need to return the slip at the bottom of the letter that Human Resources will send you.

 

If you have any questions, please speak to your UNISON representative or contact the Branch Office on 01865 252522