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Wolverh
Summer
2015

Dave Prentis told

UNISON Conference
in Glasgow that the
union was ready, willing and able to face
the "storm to come"
following the shock
result of the general
election.

comed by cheers from the delegates.

"Let me make it clear to any employer - if you come for any
activist, I promise we will take you on. An injury to one is an
injury to all. There will be no victimisation and no witch hunts."
Mr Prentis sought to give hope to members drained by life under an ungrateful and damaging government.
"Where our members are unsure, as many are, we must build
them up. Well work together to strengthen their resolve.

"We are under attack from a vicious, vindictive Tory government - attacking our jobs, the services we provide, attack"The true test of our union is not whether its perfect, its
ing our democracy, attacking our funding, even our right to
whether we can work together across regions and across serexist," he said.
vice groups to make it better, to make our union stronger.
"Our union is in the firing line like never before.
"But if we decide to fight, no-one can stop us."
In his keynote speech to UNISONs national delegate conference, the general secretary gave heart to members for the difficult years ahead.

"Yes, by all means recognise our weaknesses, but we must

rise together to overcome them."
The general secretary used the current Labour Party leadership contest to highlight the unions enduring value and
strength.

"We are told by Labour contenders that we must shimmy to the

Looking forward, Mr Prentis pledged to treble the number of
centre, and talk the language of Tory aspiration," he said.
fighting fund organisers from 100 to 300 to support branches,
and would ensure that funding was available to continue training
"They are right that we should aspire to better things. But aspistewards.
ration isnt about Tory wealth, its not about acquisition. Our
aspiration is about conviction.
UNISON will also double its legal funds in order to take landmark cases - and if the union fails in parliament, it will take the
"What we in UNISON aspire to is for every one of our memgovernment to "the highest court in Europe" to defend members to have decent work, instead of the abuse of zero hours
bers right to strike.
contracts. "We aspire for our members to have proper jobs,
The union will also be calling on the TUC to organise a mass
lobby of the Westminster parliament and a march against austerity. And, said Mr Prentis, "If the TUC wont do it, then we will
do it ourselves."

"We aspire for our members to have proper jobs, fair pair,
proper contracts, affordable housing. We aspire for them to
have enough money to put food on the table, and to sleep
without fear for their family and their future."

And a special word in support of the unions activists was wel-

JOIN US
TODAY!
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www.wolverhamptonunison.com/

Why self-organisation?
Trade unionism is all about organising workers
around a common experience. We organise members
in a number of different ways, such as by employer, by
occupational group (home care workers, police staff,
teaching assistants and so on) and by geography.

Chair Paulette Whyte

0793755210

Self-organisation is members organising around their

experience of prejudice and discrimination.

Chair Paulette Whyte

Because prejudice and discrimination are deep-rooted

in our society, women members, Black members, disabled members and lesbian, gay, bisexual and transgender members have traditionally been less visible in
trade unions and under-represented in democratic
structures. Self-organisation offers a way to address
this.

Chair Sharon Dixon

01902554096

It is sometimes thought that because the members of

self-organised groups meet separately, selforganisation is separatism. It is not.

Branch Officers elected

to national Committees

UNISONs self-organised groups are a wellestablished part of our organisation. They are actively
involved in all the unions mainstream work. They
have a valuable role in ensuring that the union identifies and takes up equality issues, actively challenges
discrimination and that our democratic structures reflect the whole membership. Self-organisation
strengthens UNISON.

Dave Auger
our Deputy branch
Secretary has been
re-elected to
UNISONs
National Executive
Committee

Our four self organised groups are

Black members
Women
Disabled members

Paulette Whyte

LGBT (Lesbian, Gay , Bisexual and transgender)

Branch Education

Within the branch all but LGBT , have regular meetings (attendance of which is open to all who identify as
part of that group)

Officer
Was recently elected
To UNISONs

There are also regional self organised groups

National Women's
Any member who is interested in forming a branch
LGBT group please contact;
Dave.auger@wolverhampton.gov.uk

Committee
Well done Paulette and Dave !

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Following the outsourcing of most of its care

staff (2,800 staff out of 3100)
members had a 9.5% pay cut imposed from 1
April last year (add to that the fact that prices
have risen by just under 20%)
. Before the 9.5% pay cut the impact on members
pay
has
seen
around 3,400
stripped from the value of their wages
The staff have taken Industrial action in January and February.
A total of 8 days of strike action since the dispute began. This is in a bid to reverse the
harsh 9.5% pay cut imposed on them by their
employer.

The Barnet dispute has

struck a
chord with
Wolverhampton
Branch in
that the
tactic of outsourcing Adult services is one that
Wolverhampton Council is actively considering
under its savings programme

The reality is however, that the only saving that is

invariably made through outsourcing is by cutting
YCB (Your choice Barnet) has not met with the wages and terms and conditions of workers
UNISON as they have indicated they have as they have done in Barnet.
nothing new to offer.
In solidarity recognising the hardship experienced
from taking 8 days industrial action , our branch
At the same time UNISON members are concommittee agreed to donate 500 to the Barnet
tinuing to deliver a quality service to adults with
strike fund.
disabilities, often with less staff and an increase in agency workers.
Ending facility time for TU officers
Seriously hampering representation and organisation
Ending DOCAS (the right to have union subscriptions taken directly from wages)
Which creates great difficulty in retaining members
As the dust settles on the 2015 election and
the most right wing government in recent
history is re-elected ,as trade unionists we
need to prepare for the battles to come.

Making strikes in public services almost impossible by setting participation rates that are
far higher than needed to get elected to parliament !

As a majority Government the Tories will be

able to drive forward their agenda;

These and other plans could spell the death knell

for public sector trade unions and give the Tories
free reign to destroy what has taken us generations to build.

The dismantling of the welfare state

The privatisation of the NHS
Attacks on welfare and benefits .
They will face opposition from the trade
union movement.

Public services and the welfare state .

This is why they have plans for us!

JOIN US TODAY!

Granted our record in fighting Tory plans to date

has not been all it can be , but we now have no
choice but to prepare to defend with every muscle
To do so we need more members to become
active in our union!

tel: 01902554096

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website www.wolverhamptonunison.com/

In factories in Bangla-

better rights

desh, India, Indonesia,

Consumers need to take ethics into account

Cambodia and more, the

in the way that they shop and to enter into dialogue with companies

people who make our

clothes live in poverty,

Governments need to step in and defend

workers' rights through legislation

usually earning just half

Companies especially the big brands at the

of what they need to meet top of the supply chain need to lead by example
their basic needs and
While all the mainstream clothing companies have
care for their families.

Just over 12 months ago a Textile factory in

Bangladesh called Rana Plaza collapsed killing
over 1300 workers . This was not the first incident
where poor standards had led to the death of
Bangladeshi textile workers .

a long way to go, some have begun to improve

working conditions in their supply chains. What
we ask of all companies is that they accept their
responsibility for working conditions in all the factories producing their products and adopt a code
of conduct that sets out workers' rights in the

In the UK at least, this is an industry that on paper

supports the principle of a living wage. Most high
street fashion brands have the commitment to pay a
living wage written into their ethical codes. But little
is being done to deliver this into the pay packets of
workers who desperately need it.

workplace.
What most of us want to know is which shops to
buy from and which ones to avoid, but sadly we
can't do this. Buying 'sweatshop free' clothes is a
complicated business. Labour Behind the Label
exists to help improve conditions for garment

Labour Behind the Label supports garment work-

workers on the ground and empower them to

ers' efforts worldwide to improve their working

change their systems for the better we are not a

conditions, through awareness raising, informa-

consumer label and can't hope to know everything

tion provision and encouraging international soli-

there is to know about all brands.

darity between workers and consumers.

Yet we also understand that you are a consumer

Our members include trade unions and their local

who does need to buy clothes and you want to do

branches, consumer organisations, campaign

this in the best possible way

groups, and charities.

These organisations work together, through Labour Behind the Label, to achieve four aims:

1. Raise public awareness and mobilise consumers.

2. Pressure companies to take responsibility

for workers' rights in the entirety of their supply
chains.

Labour Behind the Label would expect a company to

be doing at least the following: a) have a comprehensive code of conduct, b) take mature steps to implement this code, including work to address its own purchasing practices, and work to endorse and implement
a living wage standard as part of this measure, c) un-

3. Support workers in their struggles for decent dertake credible stakeholder participation, and d) acworking conditions, including speaker tours and
urgent appeals.

tively support freedom of association and collective

bargaining.

4. Lobby governments and policy makers to

bring about change.

To learn more or to get involved

Labour Behind the Label believes that everyone

Go to www.labourbehindthelabel.org

with a stake in the garment industry has a re-

Or speak to our International officer

sponsibility to improve working conditions:

Dave Auger

Workers need to join together and demand

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UNISON MEMBERS IN GLASGOW CITYS HOMELESS CASEWORK TEAM

HAVE BEEN OUT ON STRIKE FOR THE LAST 13 WEEKS This follows a dispute over the application of the councils job evaluation scheme to the role of
Homelessness Caseworkers. Three out of every four strikers are women.
The workers assess the needs of homeless people and families across
Glasgow, organise crucial support and help people to access and
maintain emergency, temporary and permanent accommodation.
The seventy workers have nearly 3,000 people on their caseloads .
Recently Wolverhampton Branch sent a message of solidarity to the
strikers and agreed to make a donation of 500 to their hardship
fund .
Whilst in Glasgow for UNISON National Conference ,Our branch
secretary Ade Turner took the opportunity To hand over the cheque
in person to Ian Leech Branch sec of Glasgow city branch

CHRIS PUGH
Our Branch Health &Safety officer has recently completed his final TUC H&S
course.
He has also been elected as the Regional H&S officer for UNISON West Midlands
If you need advice in H&S contact
Chris 07949356277

Branch contacts:
Officers can be contacted on
01902554096
Branch Secretary

Ade Turner

Branch Chair

Sue Brealey

Deputy Branch sec Dave Auger

Welfare officer

Jane Ceresa
07931316741

www.wolverhamptonunison.blogspot.com

Catering /

Wendy Bond

www.westmidlandsinternational.blogspot.co.uk/

Cleaning

07969375171

http://www.unison-westmids.blogspot.co.uk/

H& S officer

Chris Pugh

Wolverhampton Unison local Government

07949356277
website www.wolverhamptonunison.com

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the most important link between

the union and its members.
Workplace reps play a number of
roles
They are organisers who talk to, recruit and organise members around
workplace issues, hold meetings, undertake surveys and help run ballots.
They give members information about union issues by publicising UNISON campaigns, distributing leaflets and
keeping members informed about and involved in local negotiations.
They are advisers and sounding boards, talking to members about workplace problems and - if they feel confident - giving advice on how to deal with these.
Alternatively, they may arrange for the member to get advice or assistance from elsewhere in the union, or
work with them to get the information they need.
They are representatives and spokespersons for members in their workplace

1 Steward
A UNISON steward is an elected representative
whose role includes organising, recruiting and representing members (including at disciplinary and
grievance hearings).
Stewards in workplaces where UNISON is recognised by the employer have rights to time off for
training and to carry out their work.
Stewards have a right to be involved in how their
branch is run and are the most important link between the members and the union.
UNISON aims to have at least one steward in each workplace and department, more in larger departments and where
members work shifts.
Stewards are elected each year by the group of members that they represent and the post is open to job share.

2 Health and safety rep

A health and safety representative has the right to training and to raise issues which affect the health and safety of
members.
UNISON aims to have at least one health and safety representative in every workplace where we have members.

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2 Health and safety rep

A health and safety representative has the right to training and to raise issues which affect the health and
safety of members.
UNISON aims to have at least one health and safety representative in every workplace where we have members.
In some cases, the safety representative and steward are the same person but they have two separate roles.
Safety representatives have specific duties and responsibilities and also have important legal rights.

3 Union learning rep

Learning reps are likely to be members who have recently completed a learning programme and are enthusiasts and advocates for learning in their own workplaces.
Their precise role will vary according to their own circumstances, but will probably centre on raising awareness
of lifelong learning among the members and helping to identify and articulate the learning needs of particular members, as well as negotiating with employers on
learning issues.
They have some rights to time off for training and carrying out their duties.
They will also liaise with employers about lifelong learning opportunities.

4 Workplace contacts
Workplace contacts distribute information, support a steward or carry out some tasks normally undertaken by
a steward.
Workplace contacts do not have access to the same rights as stewards, but can and do play an important role
in helping groups of members to organise effectively.
This is an ideal role for someone who is interested in becoming a steward or safety representative, but would
like to find out more about what is involved. It is also ideal for those groups of members who can find no-one
willing to be a steward.

Support and training

Where the union has a recognition agreement, stewards, health and safety reps and learning reps have a legal right to
reasonable time off for union duties. Good recognition agreements may also allow some time off for union activities
rather than duties but will depend on the particular agreement and employer.
Support is available for UNISON reps from your branch and region, as well as more experienced colleagues, and every
region runs training courses for reps throughout the year.
If you are interested in being more involved in UNISON contact the branch office for a (no obligation ) chat

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recent times , excellent attendance records ,who

have had the misfortune to suffer long term illness
or have ongoing disability issues and are
Invariably described as model employees by their
managers .
Instead of real support they have the added stress
of being dragged through the management of attendance process. Once at stage 3+ they then have to
avoid triggering for two years or face dismissal,
which despite their best efforts many of them
cannot achieve.
You may have seen this recent article , which states
The figures mean that sickness absence at the
cash-strapped council is more than double the
national average of 4.4 days
The national figures referred to are for 2013/2014
(the latest for which figures exist )
In the same period the average number of days lost
in the council was 7.57
So despite their new draconian management of
attendance policy introduced in April 2013, absence
has increased!

This has included triggering after taking sick

leave following the death of a mother !
Many employees think that because their illness is
genuine , that they cant be dismissed THIS IS NOT
THE CASE!. The employer can , even if the
absences are genuine, dismiss the employee for
failing to abide by their contract and attend work.
But the reality is yes there are some who abuse the
system , but they know how to work the system
and rarely find themselves subject to the procedure.
The Council procedure is less about supporting
employees and more about reducing Sickness

The national average of 4.4 days includes both

levels and getting employees with health problems

private and public sector . For a variety of reasons
out of the door!
absence in the public sector is higher than that of the
This is invariably achieved by being more likely to
private sector ;
dismiss staff who have long term absences and
There are differences in the type of jobs between the employees driven (by fear of the procedure) to attwo sectors.
tend work when they are not actually fit to do so.
On average , women have more sickness absence
than men (for a variety of accepted reasons) and the
public sector employs a higher proportion of female
workers.

So called presenteeism, is a cause for concern ,

where unwell staff are pressured into coming to
work. This can prolong illness, spread diseases and
cause stress in the workplace.

The paper also added ;

Given all the above concerns UNISON has

The council has laid off 42 serial non-attendees

since April 2014 as part of its attendance management scheme.

requested an urgent review of the MOA policy

A n anonymous comment was made on the express

and star webpage
This is a great approach. These people give council
workers a bad name. Not all of us abuse the system,
we are lucky we get any sick pay at all because I
know plenty of people who don't. I haven't had a sick
day since I started at the council 4 years ago.
It is our experience of representing members who
have been dismissed under this process , that they
are far from what would be described as abusers of
the system or serial offenders
They are in the main female employees (many of
whom have 20+ years service ) who have had upto

But still our employer seeks to drive down

absenteeism . They are now proposing to cut our
sick pay by 15%!
Beware any one of us who has a good attendance
record be it 4 years or twenty , because none of us
know what lies round the corner , and could find
ourselves caught in this process
So lets not get fooled like anonymous that those
dismissed somehow deserve it .
It could happen to any of us !

And when they come for our sick pay

scheme we need to defend it every way we
can!

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