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Previous Annual Reports
2000
1999
1998
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Secretary's
Report 2001
Building innovative ways to support members and our public services
But the traditional still has has its place.....
Modernisation has been this year's political buzzword. But what
does it really mean?
Too often it means going back to old fashioned privatisation,
cuts in conditions and fragmentation of services. These are the
very things that failed in the past and led our forbears to bring
public services into public control.
That is why the Branch has been linking with UNISON's Positively
Public and '...for world class public services' campaigns - and
why we have worked to support members facing crises in the jobs
they do.
Resource Crisis
One innovative example has been the Social Work Childrens Services
grievance which brought political and public attention to the
resource crisis faced by staff and the people they strive to protect.
This not only brought local improvements but also united campaigns
across UNISON branches and Scotland's councils. We won national
support for a critique of the Scottish Executive's 'For Scotland's
Children' report and a joint call for a review of Social Work
pay and conditions.
As we go to print, the branch is presenting its well received
23 page response to a Scrutiny Panel report on 'vulnerable girls
and young women'.
To win the case, we need to win the arguments and members deserve
support in putting their case via these detailed responses.
But the traditional ways are still relevant. After two years
of seeking an independent review of their case for nationally
agreed payments, janitors only won arbitration after six days
strike (see Service Conditions ).
Progress on policies
Progress has been made on the motions from last year's AGM. Not
least was the Social Work grievance, but we also set Scottish
policy on the review of the Pay Campaign, national policy on a
Commission for Social Need, Stress issues and Road Tolls and Disabled
People to name just a few examples.
So when you set policies at the AGM, something does actually
happen!
Negotiating
There is nothing negotiators like better than getting their teeth
into talks to bring improvements for members. The list of these
is long, with something happening every month and sometimes we
don't blow our own trumpet enough about them.
But it is demoralising to negotiate hard just to ensure members
will be less worse off than the employer is trying to make them.
The car allowances issue is one of these, but officers have a
duty to get the best deal in face of the attack, and put the facts
for members to decide.
The unfortunate bit is that the employer seems unaware of how
these attacks affect morale and - most crucial of all - the ability
to recruit and keep good staff.
Workload
From 400 stewards seven years ago, we now have just 123. The
average caseload of the Service Conditions Team at any time is
around 300. It has had to deal with an increase in Employment
Tribunals and a seemingly endless increase in formal grievances
where common sense at management level could have avoided the
problem.
We have signed up to UNISON Direct which gives members a freephone
helpline during and outwith office hours.
Staffing
We have reached agreement with our branch employed support staff
on a promoted post and new gradings and are working now on harmonising
conditions.
Our staff have a difficult job and often have to deal with anxious
or irate members. However the Branch will not tolerate abusiveness
and unfortunately that seems to be increasing.
Alida Dow left us this year for a new job and we wish her well
in the future.
Branch Activists
We lost the services of several key activists this year. Steve
Coulson left due to a new job after more than 20 years as a key
activist in Social Work. We hope to make a presentation at the
AGM.
Health & Safety Officer Danny Currie retired on health grounds
and we wish him well in fighting his illness. Natalie Robertson
resigned due to a job change but remains an active member.
On a happy note, congratulations to Education Officer Amanda
Kerr on the birth of her daughter. Ex Secretary Morag Stevenson
is also back at work recovering from ME.
We continue to play a major role in the union's Scottish and
UK organisation. Dougie Black heads up the Local Government Group,
John Stevenson is on the Scottish Committee and Chairs Communications
& Campaigns and we have several members active on the Scottish
and UK self organised groups.
September 11
We responded immediately to our colleagues in New York after
the September 11 atrocity and exchanged some poignant but also
heart-warming correspondence.
The unions played a major part in co-ordinating the early response
for construction workers, emergency centres etc and we issued
a special bulletin to members to report on this. We also sent
token gifts and donations to New York public sector union Locals
(branches).
But we also made clear statements calling for restraint in response
to the attacks (see International Report).
Thanks
My sincere thanks goes to all the branch contacts, stewards and
officers who give of their time for the union and their fellow
workers. Our strength is in our members and we all have a role
in recruiting new members to build that strength.
JOHN STEVENSON
Branch Secretary
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President's Message
Report 2001
Workload shows the need to get involved in your union
Once again it has been a very busy and at times difficult year
for the Branch, particularly with the impending start up of Single
Status at the beginning of April this year.
Increased workloads in terms of Service and Conditions areas
have grown substantially this past year as a result of the Council's
policies impacting on the Branch, not to mention the number of
outstanding reviews and individual cases of grievance/disputes
etc.
From time to time this past year, our Service Conditions Team
workloads have had to be continuously are-prioritised not least
by the fact several members of the team have been hampered with
illness, no doubt reflecting on the pressures of their workloads.
Two main concerns (there are many others) that the Branch Officers
are involved with are, the proposed package of measures to offset
the cost of the introduction of Single Status and the Job Evaluation
implementation being delayed until the year 2004.
With reference to Single Status in October/November last year
the Branch were asked by the Council to recommend to the membership
acceptance of an erosion of our Service and Conditions arrangements
in terms of possible 176 redundancies in three areas resulting
in a financial saving of £1.5m.
This was to say the least a ludicrous request which no doubt
if complied with would result in an even more onerous list of
cuts and savings. Never would or should this Branch be agreeable
to any such requests.
Another area of concern is that there still exists occasions
where there are inquorate meetings for various committee and sub-committee
meetings and even worse, some departments are not represented
at all by local stewards.
The Branch Committee can only achieve full representation with
the support of the membership and I appeal to all members who
are affected by the above, please give serious consideration in
becoming involved as training and support will be given to you
at every level in representing your workplaces.
In closing, I would like to thank (without naming) all members
who took part in industrial action and those who supported our
action in whatever capacity. In addition to those members I must
thank all Branch Officers and Stewards for their assistance in
the past year and a special mention must go to our dedicated branch
office staff for everything they have done and had to put up with
at various difficult and demanding times.
JOE GALLETTA
Branch President
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Service Conditions
REPORT 2001
Single Status dominates 2001
But there was plenty more as well...
The implementation of Single Status has dominated discussions
at both local and national level. This has been as a result of
the cost implications to Authorities of implementing the final
phase of the reduction in the working week for manual staff which
has an estimated cost to City of Edinburgh Council of £1.5 million.
As a consequence the branch has been involved in discussions
on a number of issues which are now taking the shape of final
proposals from Council on the following :
* Car Allowances
* Annual Leave & Public Holidays
* Payment of all staff wages on monthly basis
At the time of writing the branch is balloting the relevant members
on the final offer from Council on a new car allowance scheme
and ballots on the other issues will take place over the next
few months.
Elsewhere Edinburgh Leisure has proposed it's own version of
Single Status which has resulted in a single union deal with Unison
and they have invited us to enter into negotiations on their proposed
Single Status package.
The Single Status Job Evaluation exercise which was due to be
completed by 01 April 2002 has also been the subject of discussion
at local and national level with the Employer's Side seeking agreement
to a two year delay with the completion date being postponed to
01 April 2004.
To date no agreement has been reached on this. Whatever the implementation
date the exercise, which requires every job to be evaluated will
require comprehensive work and is likely to be the major issue
in the future, particularly when it is considered that this will
require to encompass the thorny issue of bonus schemes.
PFI/PPP
The Council's decision last year to use the PFI/PPP option for
new builds in Education & Social Work has resulted in confusion
regarding the transfer of support staff to the new provider.
It had been proposed to transfer these staff on 01 July 2001
but this has now been abandoned and it is now proposed to transfer
the staff once the new build or refurbishment has been completed.
New Agreements Last year saw the introduction of new and amended
agreements with the Council and a number of Associated Bodies
covering the following areas
* Recruitment & Selection
* Fairness at work
* Shift/Irregular Hours Payments (Part Time Staff)
* Policy on Eye Sight Testing
* Code of Conduct (Electronic Communications)
In relation to the last one, which is a Council policy and not
a local agreement, all members who have access to either e mail
or the Internet during their working time should ensure they are
aware of the contents of this code of conduct and the consequences
of breaching it. Copies should be available from Personnel Sections.
In addition to the above discussions with Council have either
started, or will commence shortly, on
* Profit Sharing (Ending)
* Career Breaks
* Pre Retirement Scheme
* Travel & Subsistence
* Overtime Rates and Enhanced Payments
Reports from around the Sectors
The branch has been involved in a number of major issues throughout
the sectors and some of these are reported below.
Corporate Services was the Council Department whose turn
it was to be the subject of a reorganisation this year (I'm sure
members feel this occurs every year) and as a consequence Architectural
Services are being dispersed and Facilities Management has been
reorganised once more.
Education saw our only dispute which resulted in strike
action when talks finally broke down regarding Janitors' conditions
of service. This resulted in six days strike action in December.
As a consequence Council finally agreed to go to arbitration which
will determine the outcome without the need for further strike
action.
A great pity that the Council had refused the Branch request
to go there prior to strike action becoming the only option. It
is our strong view that the party responsible for the disruption
to primary children education was the Council.
Nursery Nurses lodged a National Claim regarding pay and
conditions which did not reach agreement and consequently the
Branch and all other Scottish Branches will lodge a local claim
at the start of February .
Members will be kept advised of developments. Elsewhere has seen
a number of organisations being the subject of Scottish Parliament
decisions.
On 1 April this year the Careers Service will transfer
to Careers Scotland (Scottish Enterprise). Registration & Inspection
will transfer to the Scottish Commission for Regulating Care and
Community Learning Scotland will transfer to both YouthLink
and Communities Scotland. Members will be able to stay with UNISON
once they have transferred to the new bodies.
Lothian Valuation Joint Board saw the conclusion of its
Best Value review which resulted in a cut in staffing of almost
25%. Fortunately due to the branch and Management working together
on this matter and agreeing a mechanism to manage this process
the new staffing levels will be achieved without any compulsory
redundancies. An example of Partnership Working which other employers
could learn from.
And Finally.....
The Team would like to thank fellow officers and all stewards
for their support and assistance with the everyday issues of discipline
and grievance and, of course our thanks to the Branch Office Staff:
Eileen, Julie, Monica, and Nicky, without whom little would be
possible.
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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
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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
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Communications
REPORT 2001
Media organisation crucial
The Branch Magazine has suffered due to other pressures this
year but we did manage four issues. The latest issue has been
delayed because of changes in the Single Status talks making the
stories out of date before they go to print.
The Branch Website, the first in Scotland, still get hundreds
of hits a week.
Media organisation is something the Branch has worked hard at
over the years and its discipline gets our members' case across.
This is reflected in coverage in the Evening News most weeks last
year and many TV and radio stories.
The janitors' dispute brought hard work in combatting a PR onslaught
by the Council and an unsympathetic (except The Herald) press.
John Stevenson
Communications Officer
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International Relations
REPORT 2001
Support for New York colleagues and continued calls for peace
In the year of the attack on the World Trade Centre and then
the war in Afghanistan, all members must have been more conscious
than usual of international issues.
We live in a world in which events far away can rapidly have
a direct impact on our lives. The branch responded instantly to
the events of 11 September by giving support to union branches
in New York and at the same time warning that there should not
be a response based on revenge - this would lower the USA and
allies to the same moral level as the attackers and make the world
more dangerous in the long run.
Sadly such voices were not heeded and the Branch Committee expressed
its deep concern about the bombing of Afghanistan and gave organisational
and financial support to the conference 'Not in Our Name' on December
8.
A number of other international issues have received our attention.
We supported local actions on Third World debt. We supported and
attended a conference on Palestine which drew the links between
the Palestinians struggle against Israeli occupation of their
land and the fight against apartheid in South Africa.
I have sought to draw attention to the General Agreement on Trade
in Services (GATS), a proposed international treaty which could
oblige governments to pursue privatisation of certain public services.
We have supported activities of the World Development Movement
on this and are seeking to raise it with our MP's.
There had been no-one in this post in the previous year so these
activities have been build up from a standing start, with assistance
from one or two other branch members. One of the things which
I would like to do is to build up a larger network of members
in the branch who are active on issues of international solidarity
or aid. There is a lot we could do so if interested please contact
me (if are-elected) via the Branch Office.
MATTHEW CRICHTON
International Relations Officer
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Affiliated Political Fund
REPORT 2001
Winning UNISON policies in the constituencies
No-one would say that this is an easy or happy time to be APF
Officer of a UNISON branch.
It is true that the Labour Party fought the General Election
on the issue of better public services; but the Labour-led administrations
at Westminster and Holyrood remain committed to PFI, PPP and in
general the funding of public services by the private sector.
This inevitably involves transfers to the private sector and
undermines the principles which UNISON knows are needed for high
quality, universally available, accountable services.
The administration of the City Council, faced with the unenviable
choice of accepting these mechanisms or having to manage even
higher under-funding of services, has followed suit in a number
of cases. Most Labour Party members are unhappy with this.
We know this through our participation in Labour Party constituency
meetings where UNISON policies are regularly supported. So what
we in this branch's APF try to do at local and Scottish level
is to express those views and bring pressure to bear on the policy
process and the politicians.
It will be a long slog, in particular to persuade people that
the root of the problem lies in the Chancellor's 'orthodoxy' in
handling public funding. But the problems will not go away so
nor should we go away from the Labour Party. In the year we have
had success in getting the City Labour Party to give the Best
Value process regular scrutiny.
We have been active in opposing the Trunk Roads contract going
to the private sector and in arguing UNISON's case on pay and
local government funding.
Lastly in the review of the APF we are promoting this branch's
view that reform should be based on ensuring accountability of
UNISON's representations into the Labour Party to the APF membership
through a delegate structure.
MATTHEW CRICHTON
Political Fund Officer
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Membership Services
REPORT 2001
Membership steady but we all must recruit to keep us strong
After an increase of 700 last year, membership has levelled out
this year. But in a climate where change is constant and services
are controlled by budget demands we should be increasing membership.
The increase in Associated Bodies and decrease in the Finance
Department are due to the transfer of the IT services to BT. The
decrease in Corporate Services is largely due to the reduction
in catering and cleaning staff. Housing's drop is partly explained
by vacancies and slow turnover.
We must all get into the habit of approaching new employees and
existing non-union staff to join. Ask them if they are aware who
negotiates their pay rises, their working hours, their leave provisions,
their safety at work etc etc and are they aware it costs money
to provide a union organisation which is effective. We will go
anywhere at any time to discuss membership. If you want us to
attend your workplace contact the branch office.
While representing members will always be the main role of the
union, members do get many other benefits. Discount on mortgages,
all types of insurance, holidays, legal and other services (see
Members Benefits) are just some of the offers open to members.
If you know any company or service provider who may wish to consider
offering discount to union members please advise us at the Branch
Office.
The most important thing in the next year is that we all accept
a responsibility to bring more members unto the union.The more
members we have, the stronger we are in negotiations and protecting
individual members.
TOM McLEOD
Recruitment/ Membership Services Officer
Membership Figures
at 31 December 2001
| Department |
31.12.2000 |
31.12.2001 |
Var |
| Associated Bodies |
120 |
224 |
+104 |
| Career Development |
93 |
118 |
+25 |
| City Development |
592 |
553 |
-39 |
| Corporate Services |
844 |
747 |
-97 |
| Edinburgh Leisure |
283 |
264 |
-19 |
| Education |
1375 |
1418 |
+45 |
| Envt & Cons. Services |
312 |
321 |
+9 |
| Finance |
424 |
336 |
-86 |
| Further Education |
427 |
434 |
+7 |
| Housing |
634 |
631 |
-3 |
| Recreation |
514 |
559 |
-72 |
| Social Work |
3024 |
2913 |
-111 |
| Valuation Joint Board |
132 |
131 |
-1 |
| Voluntary Sector |
642 |
680 |
-126 |
| Unallocated |
15 |
6 |
-9 |
| TOTAL |
9,426 |
9,144 |
* -688 |
| Student |
3 |
5 |
+2 |
| Unemployed |
27 |
37 |
+10 |
| Retired Members |
727 |
739 |
+12 |
| |
10,183 |
9,925 |
-258 |
Recruited 1/1/01 - 31/12/01 = 693 Officially resigned = 83
* See notes in the report on
above.
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Audit for proportionality and fair representation
Proportionality is slowly progressing with improvements
in many areas but slippage in others. The figures still demonstrate
the need to encourage more women members - and more young members
to take an active part in their union. The branch is commissioning
a study to give us more ideas how to achieve this.
The figures are clouded by the department breakdown,
eg places left vacant if there is no woman and a two delegate
dept meets proportionality by having 50%.
Figures in brackets show 2000 figures
1. Women
| Branch |
Branch Ctte |
Officers |
Stewards |
| 66% (66) |
50% (33) |
35% (31) |
42% (34) |
2. Branch Committee breakdown
Women, Manual & Craft and APT&C (and CO)
breakdown at 31/12/01.
a) Women on dept. delegations
NOTE: (2) denotes only two delegates.
| Department |
Should be |
Actual |
| Associated Bodies |
50% (65%) |
No reps. |
| Careers (1) |
76% (75%) |
No reps. |
| City Development |
24% (25%) |
33%(50%) |
| Corporate Services |
67% (68%) |
75%(0%) |
| Edinburgh Leisure |
48% (50%) |
0% (0%) |
| Education |
77% (75%) |
50%(33%) |
| Env & Consumer |
28% (29%) |
0% (33%) |
| Finance |
65% (60%) |
50%(0%) |
| Further Education |
62% (62%) |
No reps |
| Housing |
47% (47%) |
50%(50%) |
| Recreation |
55% (52%) |
100%(25%) |
| Social Work |
80% (81%) |
66%(21%) |
| Valuation Joint Bd |
48% (48%) |
75%(50%) |
| Voluntary Sector |
73% (75%) |
75%(60%) |
b) Manual/Craft on dept. delegations
| Department |
Should be |
Actual |
| Associated Bodies |
10% (18%) |
No Reps. |
| City Development |
18% (19%) |
33% (0%) |
| Corporate Services |
44% (46%) |
25% (0%) |
| Edinburgh Leisure |
25% (35%) |
33% (0%) |
| Education |
3% (16%) |
0% (17%) |
| Env & Consumer |
34% (29%) |
100% (33%) |
| Finance |
0% (0%) |
0% (0%) |
| Housing |
8% (63%) |
0% (0%) |
| Recreation |
20% (27%) |
0%(25%) |
| Social Work |
27% (29%) |
26% (14%) |
| Valuation Joint Board |
0% (0%) |
0% (0%) |
| Voluntary Sector |
4% (4%) |
0% (0%) |
c) Manual & Craft breakdown
% of Branch Membership = 21% (24%)
% of Branch Committee = 15% (13%) (Conditions
drift should be noted with Manual jobs being regraded to APT&C)
d) Women on Manual/Craft delegations
% of Women in MC membership = 61% (61%)
% of Women among Manual & Craft delegates
to Branch Committee = 50% (6%)
e) APT&C (and CO) breakdown
% of Branch Membership = 78% (76%)
% of Branch Committee = 85% (87%)
f) % Women on APT&C delegations
% of Women in APT&C members = 66% (66%)
% of Women among APT&C delegates to Branch
Committee= 43% (37%)
Conditions breakdowns show the percentages
where conditions are known. There are a large number of members,
especially in Associated and other bodies where the conditions
category is not clear. There are members where gender is not
recorded. Stewards breakdown by conditions not available. Machinery
not yet in place to identify shift workers, disabled, lesbian
or gay, or black members. Part time and job share figures are
unreliable
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