Health & Safety
REPORT 2001

Right to work in a hazard free workplace

I am pleased to report the Branch Health & Safety organisation is alive and kicking with many issues having been successfully pursued on behalf of members throughout the branch.

The vast majority were progressed by local Health & Safety Reps which demonstrates the depth of expertise we have in this field. Discussions in the centre have focussed on ensuring there is a proper structure for dealing with Health & Safety matters and we have won the principle that there should be a Council Health and Safety Committee involving not just the unions and management but also lead Councillors.

This is an important initiative as the elected members need to be aware they also have responsibilities to their employees. This committee will be replicated in all departments which will ensure there is full and proper discussion on local issues as well as those of a corporate nature.

In the following months we will be reexamining our education programme for Health & Safety Representatives to ensure they have the knowledge required to do their job. Early discussions have taken place on the proposed new Council HQ. We all know the problems of working in an outdated building with inadequate lighting, heating, ventilation etc and we must make sure any new office meets the requirements of an acceptable working environment.

Regrettably, last year saw the early retiral of Danny Currie due to ill health. Danny was a passionate and energetic worker in the Health & Safety field both within the branch and within the Scottish District and I personally found him a source of good advice on all things. Let us hope Danny's health improves and he can start enjoying his retirement.

Over the next 12 months I would encourage you to be vigilant and to report any issue which you perceive to be a Health & Safety problem, no matter how small it may be. I would also encourage you to consider becoming a Health & Safety Representative.

If you want to discuss the role of a representative further, give me a ring at the Branch Office. Don't be shy - Give it a try! Remember you have a right to work in a hazard free workplace.

TOM MCLEOD
Health & Safety Officer

Equalities
REPORT 2001

Ensuring true equality in the workplace

2001 was a successful year on the Equalities front. In last year's Annual Report I highlighted issues the union would have to intensify its efforts in and this year I can report much progress has been made.

PENSION CHANGES

Nationally, the employers have finally accepted the exclusion of non-married partners from those who benefit from the Local Government Pension Scheme is discriminatory and amendments should be made to allow equal access irrespective of marital status.

Our representations over the years ensured the council supported this position. The employers' national bodies have now requested the Government change the law. We have won the argument but must keep up the pressure to ensure there is no delay in putting the necessary legislative changes in place.

RESPECT AT WORK

After over three years of campaigning for an improved scheme to ensure harassment and bullying policies were harmonised and framed in a manner which reflected the Human Rights Legislation, we finally agreed a new Policy with improved Procedures.

The Policy focuses on an individual's right to be treated with respect in the workplace including the right not be the subject of harassment and not be bullied. This represents a major step forward and, despite having only had the policy in place for a few months, we are already seeing differences in some workplaces - not them all but the signs are encouraging.

SETTING UNION POLICY

The Branch has been active in all the Self Organised Group Conferences with our delegates getting support for motions ranging from the dangers of Anti-Depressants to the need to improve support mechanisms to those suffering cancer.

Our success is demonstrated by the fact Scottish Motions to this year's National Women's Conference were all initiated by this branch. It is also pleasing to see branch members actively involved in the Scottish Disabled Committee and the Scottish Black Members Group, developing Policy in both those areas.

SELF ORGANISATION

Regrettably we have seen less activity in the branch's own Self Organised Groups and we will need to look towards those who want to get involved in Scottish Committees for ideas and methods to reinvestigate our own bodies. If we cannot do so it brings in to question the accountability of those participating at those higher levels of the organisation.

Early on in the year Natalie Robertson (who was elected to Job Share Equalities with me) left for pastures new. Natalie had for some years been the driving force behind the Women's Group and the Lesbian & Gay Group, and I do not think it is pure coincidence the Groups have not progressed since she departed. More work is required if the Self Organised Groups are to become a vibrant positive force in the branch.

SERVICE CONDITIONS

As in previous years there is a constant involvement in advising on case's of an Equalities nature, actively representing members and helping to develop Branch Policies. In particular we are currently seeing an increase in cases of an Equal Pay nature.

The Council's Pay Structures and Career/Salary Progression Schemes lay great emphasis on rewarding staff for possessing qualifications with less emphasis on performance in the job. This indirectly discriminates against women who because of family responsibilities have to take breaks in their work-life and find for many reasons they cannot access further education opportunities. This places real limitations on promotion opportunities or career advancement.

I am working on specific cases with the Service Conditions Team which will inevitably have to go to an Employment Tribunal. There are very complex and time-consuming with no guarantee of success but we must pursue the claims if we truly believe in equality in the workplace. If we are successful we will be laying down parameters for the Single Status Job Evaluation Scheme which should benefit many more members in the future.

SUMMARY

The past 12 months have flown by. The workload never decreases but we are making progress in many areas which always encourages those doing the work.

Single Status will undoubtably dominate the next 12 months and I and the members of the Equalities Committee (yes - it still exists) will have to focus our energies to ensure the outcome is true equality in the workplace.

THANKS

Equalities is not one person's responsibility - it is a team effort. My thanks go to all those who have been active in Equalities issues over the past year with particular thanks going to Natalie (and best wishes for the future), all the Branch Officers and, most importantly the Office Staff who maintain calmness and efficiency despite all the pressures placed on them by members and pests such as me.

IRENE STOUT
Equalities Officer