If you wish to read the full submission you can download from here
NW UNISON Webinars
To celebrate Black History Month we have an online event in conjunction with the Peoples History Museum.
Find out about William Cuffay, leader of the London Chartists.
Wednesday 21st October 4:00 – 5:00pm
Contact Kim Scott to register email@example.com
Supporting and Developing New Stewards, Reps and Activists
An interactive discussion for branch officers and experienced activists on training and mentoring.
Friday 16th October 11:00am -12:00pm
Contact Kim Scott to register firstname.lastname@example.org
If you need any further information about the Webinars please contact Bob Kelly email@example.com
Regional Education Organiser
JTU 23/20 9 October 2020
PAY TALKS CONTINUE, BUT NPS TO PAY CONTRACTUAL INCREMENTS THIS MONTH
Napo, UNISON and GMB/SCOOP are still in negotiations over this year’s pay award for NPS staff. We know that members are frustrated and angry about the delay to them receiving their increments, which were due back in April. The unions took this up with the Probation Minister at the time in order to try to move progress, so it is of grave concern that members have had to wait this long for something which is a contractual entitlement.
We can now report that, having submitted our pay claim on 12 March, the unions received an opening pay offer from NPS on 23 September. Since that time, we have been in talks with the employer to seek to improve this initial offer.
While these talks are ongoing, it has been agreed that, in the interim, NPS should implement the pay progression element of the award immediately. This is because eligible staff, who are not already at the top of their pay band, are contractually entitled to progress to the next highest pay point in their pay band with effect from 1 April 2020. This was confirmed to staff earlier in the year by NPS.
Members who are eligible for a pay increment in April of this year can therefore expect to receive payment for this in their October pay packet, including all monies due backdated to 1 April this year. The unions have been reassured by NPS that this will include backpay in relation to unsocial hours payments and overtime earned since this date.
Members will remember that the unions put in the following pay claim for 2020 back in March this year:
· A two-year award to cover the 2020 and 2021 pay years
· An increase in the value of all pay points above the Retail Prices Index (RPI) of inflation on 1 April 2020 and 1 April 2021
· An increase in the value of all NPS allowances above the Retail Prices Index (RPI) of inflation on 1 April 2020 and 1 April 2021
· Automatic Pay Progression (in both years of the claim) in line with 2 year pay modernisation award
· Deletion of Pay Band 1
· Removal of Pay Band Overlaps
The unions remain committed to delivering against our pay claim, so while increments will be paid this month, the remainder of this year’s pay award will be the subject of further negotiations. The final offer to come out of these talks will be put to members by the three unions in a ballot as soon as it is available.
Ian Lawrence Ben Priestley George Georgiou
General Secretary National Officer National Officer
Napo UNISON GMB/SCOOP
North West Region Womens Committee Webinar – Friday 16th October 2020 from 11am-1pm.
Please click on the link below to register for the North West Region Women’s Committee seminar, being held virtually as a webinar this year because of the current Covid restrictions.
|North West Regional Women’s Committee Annual Seminar |
UNISON NW Women: Working and Living Through Covid Joining instructions will be emailed to you once you have registered for the seminar.www.eventbrite.co.uk
You’ll see a range of speakers, including former Women’s Committee member Kim Johnson MP (Liverpool Riverside), have kindly volunteered their time to talk about Women Working and Living Through Covid. Committee vice-co-chair Teresa Connally will also give tips on how to write conference motions in response to requests for this at last year’s regional women’s conference.
The Committee Secretariat hopes as many Women in UNISON as possible will take part.
|National Agreement QA – Support Material for Tus only|
|Pension||Under what ‘exceptional circumstances’ may an employee not be eligible for LGPS & CSPS?||Employees will only be excluded from the LGPS & CSPS in exceptional circumstances. Such exceptional circumstances could include where a high earning employee was offered the choice, by the CRC in respect of a portion of their salary, to receive such sum as either salary or pension, and chose salary. In such a situation to allow the employee to join the LGPS in respect of their elected higher salary would be viewed as an unjust enrichment. In such circumstances HMPPS (NPS) will ensure that the pension provisions which applied prior to transfer will be offered to the employee post transfer and will not be less than the statutory auto enrolment minimum. Further guidance can be obtained via 2013 LGPS Regulations 3 (1)(b) and Civil Service Pension Alpha Scheme Regulation 14(3)|
|Redundancy||Will redundancy be offered to all grades?||There may be a targeted scheme for a limited number of employees to exit on voluntary redundancy terms. Current data suggests this scheme will be primarily targeted towards senior leadership and corporate services roles. The probation service will be subject to significant demand in future years and our primary focus is on retaining and adding to the probation workforce.|
|Transfer Mechanism||Why is a staff transfer scheme being used to transfer staff from current providers to NPS but TUPE being used to transfer staff to Dynamic Framework providers?||The Programme position is that the mechanism for staff transfers in relation to probation services transferring into HMPPS (NPS) would be via Staff Transfer Scheme (STS) as the transfer of such services could be considered “an administrative reorganisation of public administrative authorities” or “the transfer of administrative functions between public administrative authorities” and accordingly would fall within the ‘Henke’ exception. However, as plans for the Dynamic Framework (DF) competition have evolved, we felt it necessary to review whether TUPE could apply to the transfer of these services taking into account, amongst other things, the nature of the local rehabilitation activities to be procured from providers appointed to this framework. Unlike the lift and shift of probation services carried out to date, we believe the providers appointed to carry out rehabilitation activities to be procured under the DF are likely to be assessed as carrying on ‘economic activities’ (either for profit or not for profit) on a commercial basis. As such, and taking into account the latest case law, we are of the view that TUPE is expected to apply to the transfer of services under the DF subject to the usual requirements for a relevant transfer as set out in the regulations. Accordingly, whilst a STS will continue to be relied upon for transfers to HMPPS (NPS), TUPE will apply to transfers to DF providers.|
|Impact on Wales Transferees in 2019||If the National Agreement is agreed what will happen to the T&Cs of the group of staff who transferred to Wales from Seetec in Dec 2019||At the point of transfer in Dec 2019 the group of staff transferring to HMPPS (NPS) Wales from Seetec retained their current T&C’s. If the National Agreement is agreed then the T&Cs for this group will be applied retrospectively to the date of transfer in Dec 2019.|
|Pensions||What happens to employees current occupational pensions upon transfer to HMPPS (NPS)?||This depends on members existing arrangements and how long they have participated in those arrangements. We are unable to give any guidance except to say they will need to contact their current provider.|
|Pay||How will staff assimilate to the NPS Pay structure||If a CRC staff member transfers across and is on an annual salary at the same rate as a recognised NPS pay point in their NPS pay band then they will transfer onto the same figure within the NPS pay band and there will be no impact on their salary from the transfer. Please see the examples below, in particular example 3 Example 1: BAND 2 Current CRC Basic Salary – £18,654 Pay on assimilation to the NPS structure – £18,833 The salary of £18,654 is not a recognised pay point on the NPS pay structure. The employee will assimilate onto the nearest higher pay point on the Band 2 scale and receive an increase of £179. Example 2: BAND 3: Current CRC Basic Salary – £29,000 Pay on assimilation to the NPS structure – £28,200 (Pay Band maximum) The employee will assimilate to the maximum of the Band 2 pay scale which is currently £28,200. They will not suffer a drop in their take home pay. We will apply pay protection to the difference of £1,200 per annum and this will be paid as an erodible mark time allowance for three years from the date of transfer. Example 3: BAND 4 Current CRC Basic Salary – £30,208 Pay on assimilation to the NPS structure – £30,208 As the pay point of £30,208 already exists in the NPS pay structure, the employee will remain on their existing basic salary. There will be no impact on their annual salary from the transfer to the NPS. This is also the salary used for the next NPS pay award, subject to the national NPS pay award position.|
|Pay||What happens when Pay Protection for former CRC staff payments ends?||Pay Protection Pay Protection is achieved by the payment of a separate and erodible mark time allowance. This is a separate allowance and limited to three years duration. Your NPS basic annual salary will remain in payment and will not be impacted by the end of your pay protection. A mark time allowance will be shown separately on your payslip and this is the figure that will cease after three years. Your NPS basic annual salary will remain unchanged by the pay protection. Your NPS basic annual salary will be treated for pay award purposes in the same manner as every other NPS employee and may increase with the annual pay awards dependent on the national NPS pay position. At the end of the three years there will be no impact on the NPS annual salary or any NPS allowances. However if the Mark Time allowance is still in payment then this will cease after three years if it has not eroded before then.|
|National Agreement||Who does the National Agreement apply to?||The Agreement is with the Probation Trade Unions and extends to CRCs and their staff that transfer, either to HMPPS (NPS), or to Dynamic Framework Providers only. It does not extend to staff in other employers (CRC parent organisations, subcontractor or supply chain) because we could not negotiate an agreement with the Probation TU’s where they do not have a negotiating remit. These staff would transfer to the NPS with their contractual terms protected in June 2021. The Agreement would be the basis for alignment discussions for these groups.|
|Continuity of Service||What service will be protected if I transfer to a DF provider?||Continuous service with a CRC, including continuous service with a former Probation Trust and predecessor/s will count as a period of continuous service post transfer and the change of employer does not break continuity of employment. Please refer to paragraphs 6 and 7 of the separate Voluntary Redundancy (VR) / Voluntary Severance (VS) document for details of what service will count for VR / VS purposes.|
To: ALL UNISON NW BRANCHES
ALL UNISON NW BLACK MEMBERS CONTACTS/COMMITTEE
The North West Regional Black Members Committee (NWRBMC) AGM will be held on Thursday 8th October 2020 at 4.30pm
The meeting will take place by Zoom joining
details will be sent out at a later date. The agenda and notes of the previous meeting are to follow.
Please find attached the following -: NWRBMC Nomination Form 2020/21
Nominations are now open for the UNISON North West Regional Black Members
Committee positions and will close at 5PM on Friday 11th September 2020. Results
will be ratified at the Annual General Meeting on the 08th October 2020, 4.30pm to
Further detail about the timetable and process for all positions are outlined in the
Any vacant positions after the close of the nominations can be elected to and ratified
from the floor at the AGM, where a position is contested on the day those members
concerned will be given the opportunity to address the AGM
If you are interested in a position on the committee please complete the attached form
with the relevant details and email it by return to firstname.lastname@example.org It is your
responsibility to ensure your nomination is received by 5PM on Friday 11th
Any queries or further information please contact email@example.com
Please circulate as widely as possible.
|Stand up to Racism Greater Manchester||Register in advance for this meeting. It’s easy and it works. HERE|
|Monday 10 August 6pm|
Please note there has been overwhelming demand for these grants and the There for You team is working hard to process applications. If you have already applied, please bear with us while we work through them.
In response to the growing difficulties many members on low incomes face, a programme has been put in place that will assist our most vulnerable members with the cost of purchasing school uniforms.
How much are the grants?
They are one-off grants of £50 per school age child, up to a total of £150.
Am I eligible?
To be eligible, you must meet the following:
- You are a member and have paid 4 weeks subscriptions before 3 August (the launch date of this programme);
- You are financially responsible for the child/children and receiving Child Benefit for them;
- You have total combined (yourself and your partner if applicable) savings/rolling bank balance(s) of less than £1,000, and;
- Either you receive Housing Benefit or Universal Credit
- Or you have an annual net salary of less than £18,000 (combined salary with partner must be less than £18,000 p.a. if applicable).
What documents must I include with my application?
We cannot consider your request without the following paperwork relevant to your application:
Salary/salaries below £18,000 net – please include:
- Most recent bank statement(s) for yourself and your partner (if applicable) for a complete month showing salary credits and Child Benefit payments.
If you receive Housing Benefit or Universal Credit, please include
- Most recent bank statement(s) for yourself and your partner (if applicable) for a complete month showing Housing Benefit or Universal Credit payments and Child Benefit payments.
How do I apply?
Complete the online form below and upload any supporting paperwork required (we recommend you gather the supporting paperwork before starting your application as this will only take a few minutes to complete). That way you can upload the documentation at the end of the process.
For any queries, please email firstname.lastname@example.org
Do I need my membership number?
Unfortunately, we cannot accept applications without a membership number. If you don’t have this information, please request it here and we will get back to you as soon as possible.
Is there anything else that may affect my application?
Applications are limited to one per household and you must not have received financial assistance from us during the previous 6 months (excluding a COVID-19 response grant).
Other important information
As this is a limited fund, we cannot guarantee you will receive a payment even if you meet the eligibility criteria. It is therefore important that you apply online as early as possible.
Please note that receipt of application will be taken as the date on which the online application together with all required supporting documents is received.
If you do not meet the criteria for a school uniform grant but are experiencing unexpected financial hardship due to a change in circumstances, we might be able to help you in other ways. For further information:
|UNISON Service Group Elections|
|The 2020 Service Group Executive election timetable was paused in order to adapt to the COVID-19 lockdown. We can now confirm that proceedings are due to be resumed and the NEC has agreed a new timetable. Voting will take place between 14 September and 9 October. The results will be published on 27 October.|
The election procedures and forms are available to download from the UNISON website.
This means that the term of office for the current lay leadership of each Service Group will continue to be extended. They will remain in post until the election of the new executives has been completed. New service group executive members will take office on 1 November.
|Election procedures and forms|
|For any queries please email email@example.com|
The Parliamentary Justice Committee is launching an inquiry on the future of the Probation Service.
The Committee is seeking written submissions and will take oral evidence from stakeholders on the new model for the delivery of probation services.
The Chair of the Justice Select Committee, Sir Bob Neill, said:
“We’ll want to know if this new model will work and whether it will be capable of clearing the backlog of probation work caused by the pandemic. We’ll be asking whether private sector providers were consulted about these proposals, whether there were counter-proposals, and how the new model will supply the necessary services.
But above all we will want to see improvements in the rehabilitation of offenders, improvements in probation service staff morale and robust protections for the public.
In short, we want to make sure these latest reforms do not repeat the errors of the past so that the Justice Committee will, in future years, be scrutinizing a Probation Service fit for the Twenty First Century.”
UNISON aims to submit evidence on behalf of our probation members.
Please click HERE to be directed to an online survey which we invite all probation members to complete by no later than Friday 21 August.
Or, copy and paste the following link into your browser:
By completing the survey you give permission to UNISON to use your response in our written/oral submissions to the Justice Committee. Please note that UNISON’s response will be published on the Parliamentary website. Your submission is anonymous, but when making your response please do not refer to the names of places, cases or colleagues which could identify you, or others.