NGSU Rapport 86 – Spring 2017

Rapport THE NATIONWIDE GROUP STAFF UNION MAGAZINE

SPRING 2017 | ISSUE 86

MENOPAUSE MATTERS

Y TO RAISING AWARENESS IS KE SUPPORTING WOMEN AT WORK

GOOD ADVICE

GET INVOLVED WITH CITIZEN’S ADVICE AS A VOLUNTEER

FIRE SAFETY KNOW YOUR RISKS AT WORK

NEWS&vIEWS: p2 | BENEFITS: p9 | HERE TO HELp: p14

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welcome…

Working practices from bonuses to allowances and your rights around terms and conditions and new opening hours are at the heart of our discussions in this issue, particularly so since some members are feeling under pressure to change working patterns and accept other restrictions.

It’s why your Union exists - to ensure you are part of a safe, inclusive and progressive culture and why I’m proud to be part of the work NGSU does on your behalf.

Nicola Huddlestone President Throughout the magazine we use Tinyurls – these simply turn a long web address into a much shorter one.

coNtact us…

NGSU Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxon OX17 2QT Tel: 01295 710767 Fax: 01295 712580 ngsu@ngsu.org.uk www.ngsu.org.uk @TimPoil NGSU

CONTENTS 3 6 8 9 10 11 12 14 16 18 19

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News & views From your union Get involved advises Arthur Join the Citizen’s Advice as a volunteer Tim’s blog General Secretary’s view from Middleton Cheney farmhouse Benefits Find out what benefits your Union can give you Fire Safety How the risks at work are managed Risking their lives The most dangerous place to be a union member Menopause matters With more older women in the workforce it’s time for action Here to help Q&As and toolbox Slater & Gordon Legal benefits Thanks to Ray, Sandie and Wilson Farewell to loyal colleagues Coffee break Use IT, book reviews, prize wordsearch

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Rapport Editorial board Nicola Huddlestone, President Chris Palfrey, NEC Officer Tim Rose, Assistant General Secretary Editorial consultant Astrid Stubbs Design & production www.design-mill.co.uk

Printed in the UK www.banburylitho.co.uk Advertising Tim Rose trose@ngsu.org.uk

news&views STRESS GUIDaNCE Stress is one of the main health and safety risks at Nationwide and is an issue that our Safety Reps continue to ensure is a high priority for the H&S Committee and employee welfare groups.

The committee is developing a new measure to help monitor trends and identify where action is needed. A stress module will be included in a new e-learning training tool, which is being developed for launch in the Autumn.

The TUC and Health and Safety Executive have produced a new guide to help Union Safety Reps tackle workplace stress.

The guidance breaks down the causes of work-related stress into six key areas: ● demands: issues, such as workload, work pattern and environment ● control: how much say someone has over the way in which they work ● support: available resources, line management and colleagues ● relationships: dealing with unacceptable behaviour and promoting positive working ● role: if the person understands their role at work and does not have conflicting roles; and ● change: how organisational change — large or small — is communicated.

Find out more tinyurl.com/he26jtx d Membership increase 16 by over 400 during 20 00 and was around 12,6 at the end of the year

“A stress module will be included in a new e-learning training tool, which is being developed for launch in the Autumn”

Ngsu Website We’re making some changes to the password system on our website to give members more control and choice.

Our PIN numbers will be replaced with a facility that will let you create your own passwords and include a reminder option. This will be available in the Spring and you’ll be asked to change your password when you log in.

The members-only section of our website has a range of information to help with work issues, including a FAQ section and all of the key Nationwide employment policies. You’ll also find details of all member benefits and access to the Forum – our member chat room.

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No changes to bonus this year There are no changes planned to any of the bonus schemes operating for the 2016/2017 performance year and these are still set to pay out in accordance with the individual scheme rules, says NGSU. The reassurance comes following references to future bonus arrangements made at the BIG Event in February.

The Society has given the Union a commitment to conduct a joint review of pay strategy and NGSU is in the process of agreeing the terms of reference for this review and setting priorities.

The reassurance comes following references to future bonus arrangements made at the BIG Event in February The bonus arrangements for 2017/2018 will feature as a priority topic in this review but we are in the early stages of the consultation process and no decisions have been taken and nothing has been agreed. We anticipate that the consultation process in relation to bonus arrangements will run for at least the next two months – the wider review of pay strategy is a longer term project.

Lloyds is THE most inclusive employer Lloyds Banking Group has been named the most inclusive employer in Britain by lesbian, gay, bisexual and transgender (LGBT) charity Stonewall in its Top 100 Employers list for 2017. Another nine companies from the banking and finance sector were recognised for their commitment to promoting LGBT equality. Nationwide did not feature in this year’s list.

More than 400 organisations took part in the Index with over 92,000 staff participating in an anonymous survey about their employers’ attitudes towards workplace culture, diversity and inclusion.

Lloyds were recognised for continually striving to improve their employment experience for LGBT colleagues, extending private healthcare provision to provide interventions and support for transgender colleagues and launching a volunteering programme forming official partnerships with LGBT charities.

SEXIST DRESS CODES MPS have discussed the issue of sexist dress codes, including women being forced to wear revealing clothing and high heels.

The debate followed a petition signed by more than 150,000 people, launched by receptionist Nicola Thorp after she was sent home from work when she refused to wear high heels.

As a result the parliamentary petitions and women and equalities committees investigated sexist work dress codes.

One MP described how her daughter was left with a fractured foot after being made to wear heels in a retail job.

MPs heard that other women had been told to wear more revealing clothing in an effort to sell to male customers.

Shadow equalities minister, Paula Sherriff, said the introduction of hefty employment tribunal fees had stopped many women from seeking recourse through the courts.

Equalities minister Caroline Dinenage called on all employers to review their dress codes to reform any offices still retaining a ‘dodgy 1970s workplace diktat.’

news&views Your right to a break Employers must respect a worker’s entitlement to take a rest break of 20 minutes if they work for more than six hours, the Employment Appeal Tribunal (EAT) has determined.

An Employment Tribunal (ET) rejected a claim by a man forced to work for eight hours without a break which had adversely affected his health, stating there was no evidence that he had a ‘requested’ a break and so there could not have been a ‘refusal’ by his employer.

But the EAT said an employer may be considered to have refused the entitlement if it puts arrangements in place that fail to allow workers to take a 20 minute rest-break.

If you are worried that you are prevented from taking a 20 minute rest break, for example, because the way appointments are scheduled, raise this with your manager. The break should be during the working period.

If you need further help and advice, please call us and ask to speak to an Individual Cases Officer for confidential advice on 01295 710767.

Racism still a workplace issue Ethnic minority workers are frequently subjected to racism by their colleagues, managers, customers and reports of harassment and bullying are still at levels seen over a decade ago, says a new report.

The report, Equality, Diversity and Racism in the workplace commissioned by Business in the Community builds on the 2015 Race at Work survey, which investigated the accounts from 24,457 workers of racist harassment or bullying at work, and the impact on their emotional and psychological wellbeing.

The report makes a number of recommendations, including for employers to work closely with unions to challenge racism, establish equality audits and provide diversity and inclusion training.

Find out more at: tinyurl.com/jmtqql8

Strength in numbers

Heartunions week in February saw a week of activity throughout England and Wales promoting the benefits of trades unionism, raising the profile of unions in their communities and online.

Heartunions week is all about building a stronger movement after the trade union act. Its key focus is on building on membership numbers and strength, showing that even as the government continues to attack unions, we will respond by growing stronger and focusing relentlessly on serving our members.

It also provides an opportunity for unions to show local communities that they are active in the local area, particularly important following the Brexit referendum.

Find out more tinyurl.com/ zhmfg2t Be a beer worker Fancy a summer holiday job supporting a good cause?

The Beer Workers Company raises money for charities by operating bars at events including Glastonbury.

BWC needs people as part of bar office operations, which involves counting cash.

Visit www.workersbeer.co.uk.

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Get involved advises Arthur Joining the Citizen’s Advice as a volunteer has made a difference to him and others

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ears spent working in Nationwide branches gave Arthur Amos an excellent background in dealing with people when he opted to become a volunteer adviser with his local Citizen’s Advice after he retired.

Arthur, who also worked in IT and operational management, decided to become a volunteer four years ago after a friend told him about the CA. Now he’d recommend it to anyone with a little time on their hands who wants to make a difference to the lives of others.

Every CA can be different in the work it does depending on its local population and whether it’s in a rural area or big city, explains Arthur.

But in a big town like Swindon with its diverse population the demands for help covers everything from housing to family, debt and immigration work, he says.

Not that Arthur was expected to cope without training. He says he was given 3-4 hours face-to-face training on each subject and more online before he also received a two day course in client-facing skills.

That was followed by shadowing another volunteer giving advice before he was then allowed to help with advice under observation.

Arthur says the type of query any CA deals with can depend on the area it’s in and it can be seasonal.

“We have more debt work in January and if the economy is doing badly we have more debt work.”

Arthur’s advice if you are worried about debt: ● NEVER pay for debt advice – it’s free at Citizens Advice and other charities ● You will get help if go in to your local CA.

“Every day is different but we do receive ongoing training so are always fully prepared” Changes to the law on benefits also leads to an increase in visits to the CA, says Arthur. “Every day is different but we do receive ongoing training so are always fully prepared.”

Every day Arthur says there can be 10 people waiting outside his CA for help when his office opens. And they deal with as many as 50 enquiries every day.

And clients come from all walks of life, many who have found their lives totally turned upside down.

Arthur recalls a situation where

“If you like to make a difference – you will make a difference. People are very grateful, particularly as they are treated as a person and not just a number” DEBT

a client came home to find they had been evicted with their partner and very young child. “They literally didn’t know what to do. The client was visibly shaking. They didn’t think this could happen but we got them sorted.”

Arthur says other clients range in age from a teenager coming in with her parents for advice to an elderly person wanting help with their bills. “In one day I saw people from seven nationalities, we see people who are homeless – everything you can imagine.

“I worked in a branch for 12 years and like the CA branch work also contains things that can be similar but all clients are different,” he says.

From a personal point of view Arthur says the work is very interesting. “And you meet a lot of really good people of all backgrounds - I enjoy it and it exercises my brain.”

Arthur adds that volunteers like clients come from all walks of life and range in age from their early 20s to their 70s. There are always vacancies for helpers and he recommends getting involved.

“If you like to make a difference you will make a difference. People are very grateful, particularly as they are always treated professionally.

People can feel processed at call centres or benefits centres. Here you listen to people and, within reason, go at their pace.”

Volunteer with CA. Find out how at www. citizensadvice. org.uk/aboutus/support-us/ volunteering/

What counts as debt crisis depends on who you ask, according to money saving guru Martin Lewis, who devotes a section of his Money Saving Expert website to help those in difficulty.

Martin says there’s a strong indication that you are in debt crisis if you answer yes to either of these: ● Are you struggling to pay all basic outgoings, eg, mortgage, rent, energy bills and credit card minimums? ● Your debts (excluding your mortgage) are bigger than a year’s after-tax income.

But, he says, even if your debts are big, if you can service them, even at the minimum level, you’re not in debt crisis and a different solution applies.

He explains how and what to do at this link: www.moneysavingexpert. com/loans/debt-help-plan You can also sign up to the Martin Lewis weekly email full of deals and guides on how to get the best from your money, always obeying the money mantra before buying anything: are you skint? In which case do you need it and can you afford it? Not skint? In which case will you use it and is it worth it? ● Sign up for free emails at www.moneysavingexpert.com

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TIM’S BLOG

Remember all the cornerstones

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the view from Middleton Farmhouse

he BIG Event was certainly impressive in its scale and organisation. It was fascinating to be reminded of the history of the building society movement and of Nationwide’s origins and its evolution into the organisation we know today. It’s a history that NGSU has been part of for more than 40 years and we’re proud of the role we play in helping to shape the culture and working environment at Nationwide. And it’s a role we will continue to perform as the next chapter of the Society’s history unfolds.

For those of us with a long association with Nationwide, it was somewhat of a ‘back to the future’ experience. A return to the traditional values of a building society and a commitment to build on the social purpose of the movement is something I know many will welcome. The forward strategy of focusing the delivery of core savings and mortgage products through multi-channels, delivered with a human touch, has the potential to be distinctive and successful but it’s not without challenges and those who continue to work hard in non-core areas must still be valued and feel part of the community.

There have been some aspects from the BIG Event that have filtered through to us. The reference to our involvement in consultation about the future of bonuses has prompted a number of members to get in touch. All bonuses due in the 2016/17 performance year will be paid in accordance with appropriate scheme rules and we are now consulting with HR about the format of future bonus schemes.

A number of members have also been in contact about feeling under pressure to change their working patterns and the operation of other terms, such as restrictions on holiday booking.

The rationale for change is being justified by the need to deliver the ‘cornerstone’ of ‘legendary service’. That is important, but there are other ‘cornerstones’ in the Society’s strategy, including PRIDE, which encompasses ‘doing the right thing – in the right way’. Applying inappropriate pressure and failing to consult with employees about change does not fit with the aspirations expressed at the BIG Event for a safe and inclusive culture.

Unless all the cornerstones are in place the strategy risks failing.

@TimPoil Follow Tim on twitter and catch up on his latest news

For more info please go to our website www.ngsu.org.uk

Or visit our Facebook or twitter page and tell us your thoughts

benefits FIRST PRIZE DRAW RESULTS Prize Chance Sum Winner WEDNESDAY 2ND NOVEMBER 2016 1st 087197 £13,529 Newton Mills WEDNESDAY 7TH DECEMBER 2016 1st 104277 £13,571 Jeremy Mears WEDNESDAY 4TH JANUARY 2017 1st 100958 £13,658 Gail Gerrell WEDNESDAY 1ST FEBRUARY 2017 1st 086920 £13,675 Caroline De Lauri

Branch/Department

Pension Fund Members Chichester Lowestoft Portfolio Management

TO ENTER THE DRAW OR INCREASE YOUR CHANCES OF WINNING PLEASE CALL 01295 710767 For details of all winners see our website.

winners!

We’re delighted to announce the winners of the NGSU TravelClub’s photo competition.

Favourite Meal Photo Allanah Skuse, Senior Analyst in Business Transformation.

Allanah wins a meal for 2 in a holiday destination with flights and 3 nights accommodation included.

Favourite Drink Photo Karalyn Fields, PBiM Bangor (County Down). Karalyn wins a trip for drinks at an iconic location.

Congratulations to Allanah and Karalyn – have a fabulous time and send us a photo from your prize destination!

We’d like to send a big thank you to Roger Benn and his team at Benchmark Travel for their generosity in arranging these prizes. There will be a new competition very soon – keep checking the TravelClub website (members section) for details – www.ngsutravelclub.co.uk/members Don’t forget the TravelClub aims to beat 99% of internet and travel agency prices. Call for the TravelClub on 01422 847847 to see how much you can save.

WELSHWONDER Looking for a fabulous holiday with over 50 beaches, 186 miles of coastal path, craggy hills and beautiful wooded waterfall valleys?

Pembrokeshire has it all.

If you haven’t discovered this corner of Wales yet, why not find out for yourself what everyone is raving about?

The Old Swan Inn sits in five acres with gorgeous panoramic views of the Preseli Mountains National Park and is only 10 minutes’ drive to the beach.

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Spa treatments and hot tub hire is available.

Free Wi-Fi. Contact the www.the-oldswaninn.co.uk for full details, availability and booking. You can also register for Exclusive VIP Offers.

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Fire safety

How the risks at work are managed

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hile working at Nationwide is low risk it is not riskfree and the Union works closely with the H&S Team and Property Services to identify hazards and agree appropriate action.

We asked Andy Beckett, Risk Consultant in Property Services, to explain the Society’s approach.

Q How does Nationwide approach Fire Safety?

A We work in partnership with West Midlands Fire Service in developing our approach to fire safety management.

Our aim is to keep everyone safe on Nationwide premises and we have a strategy that helps minimise the risk of fire through a range of prevention, detection and control measures. Working with the Fire Service means we’re able draw on a range of expertise and best practice to ensure we are complying with all UK fire legislation and develop an effective fire management strategy.

Q What is the risk of fire at Nationwide?

A The risk in all of our premises is generally low and our fire management strategy is designed to minimise the potential for fire. We conduct a comprehensive risk assessment of all main Administration Centres over a two year cycle and review branches based on a risk analysis or when there is substantive change or refurbishment.

Fire prevention is very important and general good housekeeping is something everyone help play a part in to ensure we all stay safe. This means following guidance on electrical safety and not bringing in appliances,

The Union has a team of Safety Reps who work with the Chief Safety Officer and Property Services to help keep workplace safe. If you have a concern about fire safety or any other aspect of Health & Safety at work, please call us on 01295 710767.

If you see a fire, raise the alarm immediately and call the Fire Brigade.

such as hair straighteners and fan heaters, reporting faulty appliances; keeping fire doors closed, ensuring workspaces are tidy and disposing of rubbish appropriately, only smoking in designated areas and ensuring cigarettes are extinguished and keeping fire exits free from obstructions at all times.

Q There don’t seem to be many fire drills – why is that?

A We have evacuation plans in place for all premises and these are subject to an annual test but our prevention and control measures mean that it isn’t necessary to ask employees to evacuate buildings on a regular basis.

We also learn a lot from any unplanned evacuations from buildings. However, we do ask that everyone takes responsibility for finding out what their evacuation procedures are. These can be found on the Nationwide intranet. Fire safety will also be included as part of the new H&S e-learning completed by all new starters and then annually in H&S month.

Q What are PEEPs? A Any employees who experiences difficulty in exiting a building in an emergency should complete a Personal Emergency Evacuation Plan (PEEP) and do a test run of it. This is a plan, agreed with their manager, to support their safe evacuation and this can include having a buddy in place, who can assist them and who may be trained to use safety equipment, such as evacuation chairs.

Everyone has a role to play in the prevention of fire so please take time to check out the fire safe information on the intranet and follow the guidance.

The most dangerous place to be a union member

ffiliating to Justice for Colombia where it’s one of the most dangerous places on earth to be a union member was a natural step for NGSU when it came to showing solidarity with other union members.

Justice for Colombia was set up in 2002 to campaign for human rights, workers’ rights and the search for peace with social justice in Colombia.

There has been a war in Colombia for over 50 years, fundamentally between government forces and left-wing guerrillas groups. In more recent years right wing paramilitary organisations, often working in collaboration with the security forces, joined the conflict.

The war is still being fought today and continues to cause immense suffering for the people of Colombia.

Since 1986, more than 2,800 labour leaders and union members have been killed in Colombia and 9 out of 10 of these cases remain unsolved.

In 2009, Colombian prosecutors reported that an estimated 28,000 people have disappeared due to paramilitary and guerrilla groups during the nation’s ongoing internal conflict. Torture of trade unionists has also been well-documented and trade unions and their members receive regular death threats.

Last year an historic peace

PHOTOS: JFC

Risking their lives A

Visit the Justice For Columbia website at: https://tinyurl. com/zwr3z3z

agreement was reached after four years of negotiations.

But the persecution of trade union activists has not ended and the murders and attacks on them continue.

Attacks are reported almost daily so the work of JFC continues.

UNION ACTIVISTS IN COLUMBIA On 18 April 2012 Colombian trade unionist Henry Diaz contacted his wife whilst he was out at work. He has not been heard from or seen again.

Weeks after his disappearance his clothes were found on a road linking two military checkpoints.

Sadly, it is likely that Henry has been murdered.

Henry may have been targeted because he was a leading member of the Colombian agricultural workers union FENSUAGRO. Over 1,000 FENSUAGRO members have been killed.

In February 2012 he had organised a human rights hearing for a Justice for Colombia delegation to highlight abuses in his region.

Over 2,800 Colombian trade unionists have been murdered since 1986.The majority of killings have been carried out by right wing paramilitary death squads, with proven links to state forces, while many were committed directly by the army, police or intelligence agencies.

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With more older women in the workforce it’s time for action

Menopause matters N ationwide Customer Adviser Tracey is going through the menopause and says: “There’s no doubt that many women are affected badly by brain fog, hot flushes and depression - just for starters – during their menopause.

“And it can have a massive impact on work, at least the work I do at Nationwide, when you have to give customers, security and accuracy your full attention.

“It’s unpredictable too, you just don’t know when the flushes or brain fog/forgetfulness will strike.

There’s no escape from the counter if the sweats start so no quick nip to the loo for a freshen up. Also, the uniforms are so hot and unforgiving.”

Tracey says uniforms that are more breathable would be a big help and allowing those with ‘brain fog’ a little slack so that they can concentrate on one thing at a time. She’d also like to see product testing taking place away from the counter. “It’s hard to complete tests in bitty sections between customers,” she explains.

Employers have been slow to recognise that women like Tracey may need special consideration and for too long it has simply been seen as a private matter.

As a result it is very rarely discussed

The menopause, also known as the ‘change of life’, marks the time when a woman’s periods stop. It usually happens between the ages of 45 and 55. A woman is said to have reached the menopause once she has not had a period for one year. After this point, she can be described as postmenopausal.

and many managers will have no awareness of the issues involved.

This means many women feel that they have to hide their symptoms and will be less likely to ask for the adjustments that may help them.

The menopause, says the TUC, is an occupational health issue, and one that is growing in importance.

Women now make up almost half the workforce and there are an estimated three and a half million women over the age of 50 currently in work. That number will rise as the retirement age for women increases over the coming years.

The TUC says it is important that unions raise the issue in the

“Women who are experiencing the menopause also need to know that there is someone they can go to discuss any difficulties they are having”

“One of the biggest issues highlighted in the TUC report was the relationship between stress and increased symptoms” workplace and make sure that employers are aware of their responsibilities to ensure that conditions in the workplace do not make the symptoms worse. Women who are experiencing the menopause also need to know that there is someone they can go to discuss any difficulties they are having.

A TUC survey of 500 safety representatives on the issue found that 45 per cent said their managers didn’t recognise problems associated with the menopause. Almost one in three respondents reported management criticism of menopauserelated sick leave, over a third cited embarrassment or difficulties in discussing the menopause with their employers, and one in five spoke of criticism, ridicule and even harassment from their managers when the subject was broached.

Respondents said that the symptoms most likely to be made worse by work were: hot flushes (53 per cent), headaches (46 per cent), tiredness and a lack of energy (45 per cent), sweating (39 per cent), anxiety attacks (33 per cent), aches and pains (30 per cent), dry skin and eyes (29 per cent).

The survey showed that the working environment was responsible for making these symptoms worse. One of the biggest issues highlighted in the TUC report was the relationship between stress and increased symptoms, with 49 per cent of respondents mentioning this. Working hours were also cited as a problem for women working through the menopause.

NGSU President Nicola Huddlestone

Find out more info from these websites: http://tinyurl.com/ zraxtnc http://tinyurl.com/ glwajun

feels passionately about the issue as she is engaged on a research project on whether the Menopause should be a protected characteristic under the Equality Act 2010 as part of her Employment Law Diploma.

“It’s definitely something that I intend to continue to support members with,” she says. “In talking to members it’s clearly an important issue but one that’s never had proper attention and an issue we’ll be working to create greater awareness around and one we’ll explore with the business via the welfare group and H&S.”

MENOPAUSE ISSUES Temperature: Hot flashes are one of the most well-known symptoms of menopause. Intense feelings of heat radiate throughout the entire body, especially on the face, neck, and chest. One of the most obvious problems hot flashes pose for women in the workplace is temperature control.

Lack of breaks: During menopause, many women report dizziness, fatigue, and an increased need to urinate.

Stress and negative attitudes: For many women, menopause causes a great deal of stress and being at work can make it worse. Women going through menopause may experience negativity, judgment, ridicule, harassment, inappropriate comments and a general lack of understanding from others.

While there’s no official law that addresses menopause, there is legislation that states that employers must protect the health, safety, and welfare of all employees. This includes women who are having a difficult time at work due to menopausal symptoms.

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QA &

We answer your questions about working terms and conditions at Nationwide…

Is my manager allowed to record our 1:1 conversations about my performance and other discussions? No – discussions about your performance and other matters personal to you are sensitive and private and should not be recorded on any type of recording device.

Similarly, it is not appropriate for you to record such discussions.

Managers can record team briefings or communications to enable team members to dial in and listen to them at a later date but they must follow strict rules. HR may make recordings of formal disciplinary and grievance hearings but will seek consent from all parties present and transcripts of the recording will be made available.

I’m worried that appealing my Annual Performance Review Rating will just annoy my manager and nothing will change – is there any point? Yes – if you believe your Performance Rating is not a fair reflection of your performance over the whole 12-month period, you should appeal. Your Rating is important and will determine your pay increase and bonus and may be considered as part of an assessment for promotion or even for redundancy selection – so you should get the Rating you deserve.

Nationwide HR has issued a new manager’s miniguide – Recording Employee Interactions. You can find the guide in the HR Policy Point or in the HR Policies section of the NGSU website tinyurl.com/h22jva6 There are some tips about the Performance Reviews and the Appeals Process on our website. tinyurl.com/ gqqrfub There is a lot of helpful guidance about taking TOIL in the Branch Network Working Arrangements – Manager and Employee guides on our website: tinyurl.com/ h7d3qun

Every year a number of their employees are successful in having their Rating changed following an appeal.

It can be tough to challenge your manager but Nationwide is committed to a safe to speak culture and so you should be confident in discussing your concerns and using the appeals process. The Union will support members through the process and will attend the appeal meeting with you to help you make an effective case.

There is no fixed distribution or limits on the number of each Rating a manager can give. If you’re told differently or asked to take a lower rating ‘for the team’ let us know and we’ll raise it with the Society.

My branch does not allow anyone to take TOIL on a Monday or Friday – is that official Nationwide Policy? No – there is no policy or rule that prevents an employee taking TOIL on any day. Unless there are compelling operational issues, there should be no blanket restrictions placed on when you can take TOIL. Remember if you are unable to take your TOIL and the outstanding balance is 14 hours or more (for an average of two days or a part-time employee) or is older than 2 weeks, you should receive an overtime payment to clear the balance.

here to help...

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lb x

Your essential guide to opening hours Branches and departments are reviewing opening hours. Find out how this works for you.

Contractual flexibility clauses Most Nationwide contracts of employment contain a flexibility clause but they differ. Some place more onus on managers to consult about changes but later versions give more control to managers. Check your contract to see which apply to you.

All Contract clauses must be applied reasonably Even if a flexibility clause states that your working arrangements can be changed any change must be reasonable. A change to your working pattern must still mean you work your contracted hours over the days specified in your contract and within the defined timeframe.

Branch contracts All branch employees transferred to the Branch Network Contract from 1 Jan 2013. The way the contract operates is set out in the Branch Network Working Arrangements Policy – this is a contractual policy and binding on Nationwide and employees. It is important to read both to understand how arrangements should work. The Policy places a requirement on employees to exercise reasonable flexibility in changing working pattern, work location and in relation to branch opening hours.

A requirement to be reasonably flexible does not mean managers can enforce

change. As a contractual requirement, your manager will consult with you.

Visit the Help at Work section of the NGSU website for more information and guidance, including HR Policies and Guides. Call us on 01295 710767 for confidential advice.

ngsu.co.uk/helpat-work/

Managing Change at Nationwide The Society sets out the best practice for managing change in the Changes to Working Arrangements Guide.

There are guides for employees and managers – it is always a good idea to read both so that you understand the expectations on both parties. The Managers guide sets out a five-step process for managing change and there is a form that can be used to document the process followed.

What does consultation involve?

Your manager should explain the need for change and discuss the impact of the proposal on you. Issues might include the impact on caring responsibilities and any requirement to make reasonable adjustments to your working arrangements.

Do you have to change?

A flexibility clause does place an onus on you to work with the Society to meet requests to change working arrangements. However, if you believe the change will cause you a detriment you can raise a grievance.

The Union will support you.

Is a change permanent?

It is reasonable to expect any new working arrangements will apply for the foreseeable future. However, the flexibility clause will still apply and the Society could consult with you again.

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Slater and Gordon – there for NGSU members

Legally yours S later and Gordon has represented unions and their members for over 80 years, developing a bespoke legal service to meet your needs and expectations in addition to the support it offers NGSU on employment matters.

Legal Advice Helpline The NGSU Legal Advice Helpline gives you 24 hour access to free legal advice throughout the year. The service has been designed to answer your simple legal queries straightaway or provide initial assistance for more complex issues, giving you instant peace of mind. You can contact the NGSU Legal Advice Helpline anytime on Freephone 0800 916 9063.

The Helpline covers: ● Problems arising out of the sale of goods or supply of services (e.g. faulty products, contract disputes) ● Small debts and credit problems ● Housing and property matters ● Questions relating to wills and administration of estates ● Family and divorce problems involving children, family assets and other related matters ● Crime.

Personal Injury As an NGSU member you’re entitled to free legal advice in matters relating to personal injury and, where appropriate, legal representation.

Contact the dedicated NGSU personal injury advice and compensation advice line on 0800 916 9064.

You can contact the NGSU Legal Advice Helpline anytime on Freephone 0800 916 9063.

If you or your family have been hurt in any of the following and it wasn’t your fault, we can help: ● A road traffic accident ● An accident at work ● An accident abroad ● A slipping or tripping accident ● Industrial disease ● Clinical negligence.

Family law service As an NGSU member you have access to the largest family team in the UK and some of the country’s best family lawyers, dedicated to getting the best results. Our family lawyers know that divorce often involves high emotions, especially when there are children involved. Our team of dedicated divorce and child lawyers are sensitive to your needs during this difficult time and work to resolve your divorce with compassion and efficiency. As an NGSU member you are entitled to a discounted fixed fee divorce/dissolution and a 15% discount on hourly rates.

The family law service includes: ● Divorce, separation & civil partnership dissolution ● Child matters ● Financial arrangements following separation ● Cohabitation issues for unmarried couples ● International divorce ● Domestic abuse

“We combine high quality advice with a friendly, personal service to safeguard your assets and ensure your wishes are met”

● Pre-nuptial agreements & post-nuptial agreements ● Alternative dispute resolution ● Islamic family law ● Wills & estate planning ● Property.

Online wills for NGSU members As an NGSU member you are entitled to a free basic online will. You can access the online will service via Your Legal Documents in the member benefit section of the NGSU website.

Wills and probate Our specialist wills and probate team can advise from the simple to the highly complex on the drafting of wills, creating lifetime trusts and succession planning. We combine high quality advice with a friendly, personal service to safeguard your assets and ensure your wishes are met. As an NGSU member you are entitled to a 20% discount on wills and probate services.

Road traffic defence Our road traffic defence team are specialist driving offence lawyers and have a 93% positive result rate. We have years of experience defending the complete range of motoring offences, including: ● Speeding ● Drink driving ● Traffic offences & appeals ● Driving endorsements & notice of intended prosecution ● Preventing the course of justice ● Failure to stop or report a road accident ● Dangerous & careless driving offences ● Driving without insurance & using a mobile phone ● Police interview solicitors.

To find out more about the benefits you are entitled to as an NGSU member contact 0800 916 9063 or visit ngsu.co.uk.

As a member of NGSU you are entitled to 10% discount on professional negligence service.

Professional negligence Professionals do make mistakes and our professional negligence lawyers specialise in resolving these mistakes through negotiation, arbitration or mediation.

If the dispute turns to litigation we have particular expertise in dealing with professional negligence cases such as: ● Solicitors who settled a personal injury claim for too little money ● Poor legal advice that doesn’t work for you ● Problems with buying or selling property, poor advice from an estate agent, surveyor or an architect ● Trusts and estates that have been wrongly managed ● Incorrectly drafted wills – in conjunction with our colleagues in our contentious probate department ● Professionals who miss deadlines ● Surveyors who do not advise you properly ● Barristers who make mistakes.

Your Legal Documents Your Legal Documents is an online service to help you understand the tricky areas of law. You’ll find information on a variety of issues, which will guide you through what you can and cannot do in a general, easy-to-understand way.

Your Legal Documents also offers a range that can assist in circumstances from writing your will to contracting with your builder or complaining to a restaurant. As an NGSU member you are entitled to a discount ranging from 10% to 30% depending on the document. Access Your Legal Documents via the member benefits section of the NGSU website.

18 86 MARCH 17

Farewell to loyal colleagues

T

his year NGSU bids goodbye to three people who have devoted years of their life to supporting their colleagues at work. We’d like to express our heartfelt thanks for all they have done on behalf of the Union.

Ray Ponsford is a retired Individual Cases Officer (ICO), who retires from NGSU in March, having celebrated his 70th birthday in September 2016.

Ray joined Nationwide in 1964 and worked in many different roles, including in the branch network, training department and commercial lending. Ray joined the then Staff Association in 1973 and has been an active member of the Union ever since.

He was NGSU President for four years, and, following retirement from Nationwide tied in with redundancy, has worked for the Union as an Individual Cases Officer.

Ray is a larger-than-life character, a big personality with a big heart and makes a huge impact on everyone he meets. He’s passionate about fairness and supports our members in a vigorous and robust manner.

Sandie Woodmore joined Nationwide in 1988 and has been a Union member since then. She also retired at the end of March.

Sandie is a Customer Representative in the Shanklin Branch on the Isle of Wight. and has been a Union

Below: Ray Ponsford Bottom: Wilson McVeigh

Rep for at least 10 years, trained as Disciplinary Officer (supporting members at hearings) and has helped many local members.

She was nominated for our Rep of the Year in 2013. Sandie has been an active contributor at Union Regional Councils and joint meetings with Nationwide.

Last but not least, Wilson McVeigh joined Nationwide in 1975 and the Union shortly after.

Wilson retired in March and was Senior Branch Manager in Belfast.

Wilson has been an active Rep for as long as anyone can remember and has always been an active voice at Regional Councils and is well known for his contributions at conferences as a regular delegate: he’s never missed the opportunity to express his view, encourage other delegates and members to support Union action and to ask incisive questions of guests from Nationwide’s management team – conferences won’t be the same without him.

Wilson has been a member of the Union’s team in discussions about performance management and bonus arrangements, has been passionate in calling for change to the calibration process of performance ratings and has always focused on the impact of initiatives on employees in more junior roles, whose voices are often overlooked.

ANDREW WIARD

Thanks to Ray, Sandie and Wilson

coffee break...

GUSTAV SONATA ROSE TREMAIN

Powerful story of the relationship between two boys growing up in ‘neutral’ Switzerland after WW11. It’s about envy, ambition and unrequited love.

THE RETURN HISHAN MATAR

Searing account of the abduction and disappearance of the author’s Libyan father at the hands of Colonel Muammar Gaddafi in 1990.

BEING MORTAL ATUL GAWANDE

Insightful book at a time when care of the elderly is in crisis. A surgeon reflects on what it’s like to get old and die, how medicine has changed this and how it hasn’t.

THE OUTRUN AMY LIPTROT

Dealing with her alcohol addiction Amy returns to Orkney where she discovers the wild can restore life and renew hope.

use-

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Being diagnosed with cancer is one of the most difficult situations anyone has to face. It can affect all areas of your life, including work. about 750,000 people are working with cancer in the Uk. Some people carry on working during treatment.

Going back to work may be challenging but it can also help with your recovery. a booklet produced by macmillan Cancer Support has a host of information on the issue, including your rights at work.

Download the booklet for free at http://tinyurl.com/zkxhkft

PRIZE WORDSEARCH

WIN

£25 voucher

One lucky winner will receive a £25 book or iBook token. Simply find the words which are all Spring flowers.

Completed entries should be sent to Middleton Cheney by 27 April 2017 with your name and membership number filled in below.

Z T YG BM L D UC E Y BQ EH L B L R RO F L DA P X L F HA DE

N E G S M K M I J C I R F G T D Y

O Q D P N B D P U L A S F L U C Y

W V M I J O K L F E O T OW A C A I R H X A Q A O D L U L I Z I A C

C P C I M N H D I S B C I I P T O

ACONITE ANEMONE BLUEBELL CROCUS DAFFODIL DAISY FREESIA

F R R D J I Y J R Z Y E L K S C N

R X O O Z M A W H O D S H V U R I

E T A C W W C W D M P I M C S E T

E F I V U L I I D S A N E M O N E

S K H C V S N L C O D C X R K U J

I N M H B F T N I B G R U L I O G

HELLEBORE HYACINTHS IRIS LILAC SNOWDROP TULIP VIOLET

Name Membership number

Please return to: NGSU, Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT

A O I R I S H E L L E B O R E P S

WhaT are your proTeCTIon needs?

✚ Mortgage protection ✚ Income protection ✚ Life assurance ✚ Term assurance ✚ Critical illness cover WhaTever your requIreMenTs, We Can heLp IFS advisers have been proudly supporting the NGSU for over 20 years; now they are part of the AFH Financial Group plc, your arrangements will remain in safe hands for the future.

reCeIve 40% of any CoMMIssIon For our work in recommending and implementing any suitable protection policy for you, the product provider will pay us a commission. Due to our unique relationship with NGSU, we are delighted to be able to pass on 40% of this commission to you.

In addition to protection solutions, we can provide you with more comprehensive, unrestricted advice, and offer products and services from the entire market. For any of these services, we will share 10% of the commission. So, if you would like to discuss any financial matter, one of our advisers will be happy to assist.

Call: 03301 348 899 or email: ngsu@afhgroup.com Our office is available Monday to Friday 8am–6pm

Your home may be repossessed if you do not keep up repayments on your mortgage.

AFH Wealth Management is a trading style of AFH Independent Financial Services Limited, which is authorised and regulated by the Financial Conduct Authority. www.fca.org.uk/register. Financial Services Register no. 216704. Registered in England and Wales. Company no. 04049180.

Registered Office: AFH House, Buntsford Drive, Stoke Heath, Bromsgrove, Worcestershire B60 4JE. AFH Independent Financial Services Limited is a wholly-owned subsidiary of AFH Financial Group Plc (company no: 07638831). A0782-05/16-01.