NGSU Rapport 84 – Summer 2016

Rapport THE NATIONWIDE GROUP STAFF UNION MAGAZINE

SUMMER 2016 | ISSUE 84

WIN WIN UNION WINS

DON’T IGNORE IT REPORT ABUSE AT WORK

FOR MEMBERS

D N A H G N A HELPI F TROUBLE G YOU IN SUPPORTIN

TIMES O

neWS&vieWS: p2 | BenefiTS: p9 | here To help: p14

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welcome…

It’s been five months since I became President and I have had the real pleasure of meeting many of you at Roadshows and events such as the Union Draw. I have qualified as a disciplinary officer and feel it’s important to help members through the disciplinary or grievance procedures.

Being able to offer one-toone support when members are in difficult, sometimes emotional situations, really is at the heart of NGSU. I meet Reps all the time so let us know if there’s anything you want raised ngsu.co.uk/whos-my-rep/

Nicola Huddlestone President

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News & views from your union Saying no to abuse Too many staff accept rather than report incidents Tim’s blog General Secretary’s view from Middleton Cheney farmhouse Benefits find out what benefits your Union can give you Helping hands Having a union rep by your side is at the heart of nGSU Supermarket slip dawn wins high figure with nGSU help Global champions nGSU supports the vital work of Amnesty International Here to help Q&As and top tips Accounts Annual accounts Coffee break Pets’ corner, book reviews, prize wordsearch

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

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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

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news&views

Westfield Health/Solent News

Paternity push

Walking lunch TV celebrity Carol Vorderman led a giant conga across the Millennium Bridge in London to encourages employees and the general public to reclaim their lunch breaks and use them to walk for 20 minutes and feel the benefits of walking.

The walk is part of a campaign from Westfield Health, which last year introduced its own national walking month campaign.

Carol Vorderman has long been an advocate of walking, and regularly walks seven miles a day. She said: “Westfield Health’s Walking Lunch campaign is a fantastic and simple idea. All you have to do is walk for 20 minutes during your lunch break – that’s it. I absolutely love walking – I think it’s the best exercise, and it’s free!”

See Carol’s video at j tinyurl.com/ju7nt4 TUC@yorkshumbertuc Jo Cox was a good friend to trade unions and fiercely proud of her local roots. The whole labour movement will mourn this tragic loss. #RIP

A new TUC report has thrown light on the issue of paternity leave.

One in five new fathers didn’t qualify for paternity pay, says the report, which adds that for most this was because they hadn’t been working for their companies long enough.

Nationwide provides two weeks paternity leave at full pay regardless of length of service and the concern is that some men don’t take the two weeks leave.

NGSU wants to see more flexibility in how the leave can be taken rather than in a complete block of either one or two weeks. “We think the ability to spread the leave could be more beneficial to support individual circumstances (maybe mum/ baby have a prolonged hospital stay needs or other family members are providing support in the early days), says Tim Rose, Assistant General Secretary. “It will also benefit the business – say if there is some critical work that needs to be done an individual could spread the leave around that rather than feel compelled to give up the leave to complete the task. Perhaps there are other barriers/attitudes at play – perhaps attitudes need to change across society (not just NBS) to help make it more acceptable to take leave?”

The Union is pursing two issues with Nationwide – to see paid maternity leave increase from 14 weeks at full pay to at least 20 weeks at full pay and for enhanced shared parental leave. “We’re working with HR on these issues and this review is also looking at the wider family friendly policies such as seeking to understand the issues about paternity highlighted above. HR have attended regional councils to seek feedback direct from Reps,” adds Tim.

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Union reforms NGSU has welcomed a partial government climbdown on reforms of trade unions.

The final trade union law, which came into force in May, now includes a delay to changes to political funding and a trial of e-voting for strike ballots.

The law however still forces trade unionists to opt into their organisation’s political fund, rather than subscribing automatically, in a move that Labour has warned could cost the party up to £8m a year.

However, amendments now mean the changes come into force after a longer transitional period of 12 months rather than three.

The pilot e-voting for strike ballots came as a change suggested by the House of Lords. It follows a previous climbdown over plans to make all civil servants and staff in the wider public sector who belong to a union switch to direct debits or make other arrangements to pay their fees, rather than having them deducted from their salaries.

Trade unions have bitterly resisted the reforms.

Summer fun Don’t forget the annual Tolpuddle Festival takes places from Friday 15th to Sunday 17th July.

The tiny Dorset village has been a place of pilgrimage for trade unionists and socialists ever since the Martyrs’ came home in triumph.

Every July thousands of people come to Tolpuddle to celebrate trade unionism and to remember the sacrifice made by the six farm workers of the village.

It has a fabulous atmosphere with a vibrant mix of political debate, speeches, music to suit all tastes, poetry, comedy, stalls and lots of entertainment for children.

The Festival starts on the Friday and the weekend camping is usually sold out so book early. The Sunday – the traditional rally day – attracts lots of people from all over the country.

See the festival programme at www.tolpuddlemartyrs.org.uk/ festival/programme

Go up a gear Member benefit provider, Affinity Leasing, have recently signed a deal to add discounted SEAT’s to the list of car manufacturers available to NGSU members. As you may have seen at NGSU roadshows, Affinity can supply brand new cars from just £89 a month and most makes and models can be supplied.

To receive updates of their latest special offers, go to www.affinityvehicleleasing.com and enter your email address. Examples of popular current offers include the stylish Adam 1.4 Slam from £129 a month with no deposit, the Polo GTi 5 door from just £159 a month with a £1440 deposit (variable) and the SEAT Leon Cupra 2.0 from £169 a month with £1000 deposit variable.

All cars are brand new, available to union members friends and family too, are delivered direct to you, including full manufacturer’s warranty with no benefit in kind tax and with discounts of up to 50%.

Contact the Affinity Team on 0800 060 70 70, email info@affinityvehicleleasing.com or visit www.affinityvehicleleasing.com/members/ngsu with the unique code ‘Union’.

news&views It all adds up

Good numeracy starts at school but for the millions of adults who missed out, it is never too late. Numeracy can be learnt at home, in the community, at college or at work.

You can help colleagues who struggle with maths at work with support from The National Numeracy Strategy, which offers a host of resources, including a National Numeracy Challenge offering the chance to try out and improve your maths online.

Speaking at the launch of the challenge in 2014, former Nationwide chief executive, Graham Beale, said: “A lack of everyday number skills not only threatens the economy and the competitiveness on the country’s job market, but can also ruin an individual’s chances in life. We urge others to get behind this really important challenge, whether it’s to improve their own prospects or to provide the opportunity for others to improve theirs.”

Pregnancy discrimination Download the full recommendations of EHRC at tinyurl.com/ zdsw8ze

You can find tools for improving family maths at www.national numeracy.org. uk/family-mathstoolkit You can try out the challenge at www. nationalnumeracy. org.uk/challengeonline.

Get involved at www.national numeracy.org. uk/challengechampions

Parental leave for grandparents The government is to launch a consultation on its plans to extend shared parental leave and pay to working grandparents.

The planned changes are due to come into effect by 2018 and will increase flexibility and choice in parental leave arrangements and support working parents with the costs of childcare during the first year of a child’s life.

Tens of thousands of pregnant women experience discrimination and harassment at work, according to research carried out for the Government.

The Department for Business, Innovation and Skills (BIS) and the Equality and Human Rights Commission survey interviewed thousands of employers and mothers and found: l Around one in nine mothers reported that they were either dismissed; made compulsorily redundant or treated so poorly they felt they had to leave their job l One in five mothers said they had experienced harassment or negative comments related to pregnancy or flexible working from their employer and /or colleagues Marian Dean, NGSU Assistant General Secretary, said: “Nationwide has a good HR Policy that helps prevents direct discrimination. However, we know some members who believe their opportunities and the perception of their performance has been adversely affected by attitudes to pregnancy.”

EHRC has recommended a number of areas to improve working life for pregnant women tinyurl.com/zdsw8ze

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Saying Too many staff accept rather than report incidents

to abuse O N

D

ealing with abusive and aggressive customers is always a hazard for people working in a service environment.

“I have been surprised at the number of members who have a story to tell about incidents involving aggressive customers. Most involve customers being angry and rude but there have been incidents of physical assault and, in one a case, a customer hit a branch counter with such force that it needed repair,” says Tim Rose, AGS, who is part of the NGSU team on the Health and Safety Committee at Nationwide.

Says Tim: “It seems that extreme cases are reported and appropriate action has been taken but it’s also clear that many employees simply accept that dealing with aggressive customers is simply part and parcel of the role and don’t think to report incidents.”

One member of the union told Rapport: “Customers use aggression when something happens they dislike or disagree with but they think they are being assertive (thin line between the two). I have used the words ‘I understand you are upset about this, but I am going to help you,’ which sometimes calms things a bit.”

The member said she had been on the receiving end of shouting, swearing and pointing, as well as aggressive body language; “where I have taken a step back for safety. I have seen staff cry and senior staff

Personal Security & Safety Pocket Guide

There is a wealth of guidance available to employees on the Verbal and Aggressive Behaviour intranet site

have had to take over because a customer has been so aggressive and difficult. I’ve seen abusive behaviour because of a person’s ethnic origin, even questions like ‘Where have all the pretty staff gone?’ A wide range of abuse not always physical or swearing etc. Just really bad behaviour.

“Unlike us they are not regulated to behave properly so their behaviour can cover a wide range of things which are inappropriate or downright aggressive, as we serve people from all sorts of backgrounds and beliefs.

I have seen a sign elsewhere that simply said, ‘We will treat you with Respect, please be respectful to staff’.

I thought it pretty much covered it.”

Tim Rose says that while examples of extreme abuse from customers

“Many employees simply accept that dealing with aggressive customers is part of the job” are rare at Nationwide, NGSU is working with the Society to monitor incidents and provide support and guidance to help employees stay safe.

Aggressive behaviour is a focus of attention for the Health and Safety Committee and Nationwide has a very clear policy that it will not tolerate aggressive, violent or other inappropriate behaviour towards any employee and encourages employees to report incidents.

The reporting process has recently been improved with a dedicated telephone set up to provide help and support. Feedback from the helpline is reported back to the Society to help understand the extent of the problem and identify ways to help mitigate risks, for example, in the design of branches and providing tips on how to recognise the signs of aggressive behaviour and ways to defuse a situation.

Tim says: “I’d also encourage anyone experiencing inappropriate behaviour to tell their line manager as soon as possible and ask for support, such as taking a break to get away from the situation to recover and compose yourself. It’s then really important that the incident is reported to the helpline. This will mean the incident is reviewed and action can be taken, for example, writing to the customer to explain their behaviour is not acceptable or even closure of their account. It will also help Nationwide understand the scale of the issue and improve support back to employees.

There is a wealth of guidance available to employees on the Verbal and Aggressive Behaviour intranet site and I’d urge everyone involved with customers on a day-to-day basis to look through this and make themselves familiar with the support that’s available.”

SUZY LAMPLUGH USEFUL NUMBERS Verbal & Aggressive Behaviour helpline 08452 668 668 Employee Care 24 hr confidential support 0800 3586858

Download the Suzy Lamplugh Trust stay safe leaflet at bit.ly/1S6PFJM

The Suzy Lamplugh Trust produces a range of stay safe leaflets including one on dealing with aggression.

TIPS INCLUDE: l Be aware of changes in the behaviour of the person you are with, especially if they seem to be becoming more angry or irritated. It is very rare for aggression or violence to come from nowhere. l Try to use your own communication skills to defuse a difficult situation early on. Think about not only what you say but how you say it. l If the person you are with is getting angry, try to remain calm. Do not be drawn into their anger. l Avoid entering the aggressor’s personal space or touching them, as this will make the aggressor feel threatened and can escalate the situation.

REMEMBER l Trust your instincts l Never underestimate a threat l If you feel uneasy or alarm bells start ringing — act right away The trust also offers information on a range of apps which can be used to protect personal safety.

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JULY 16

on farmhouse Tim’s Blog The view from Middlet

Tim Poil During the last few weeks members have had the chance to participate in The BIG Conversation at Nationwide an opportunity for people to share ideas about the future direction of the Society and highlight issues of concern.

By all accounts participation has been very high and it will be interesting to see how this feedback will shape the priorities and strategic direction of Nationwide.

As the Union representing nearly 70% of the workforce we believe we have a very clear idea what employees see as the priorities for action.

There are many improvements that could be made to help make day-to-day work easier – better technology, smarter processes and adequate staffing resources. There is a need to make improvements to pay structures, to develop a fairer performance management system, deliver a diversity and inclusion policy that makes a difference to individuals and create a culture in which it is genuinely

safe to speak up. I’m pleased to say that we are working with the Society to make progress in all these areas.

Representing the views of a large number of people can present many challenges.

NGSU is a staff union and so we do not have political affiliations or make political donations. Instead, we seek to unite around the aim of making Nationwide a good place to work.

That does not mean that we operate in isolation from the political process. It is not yet clear what the full impact of the decision to leave the EU will be but it is likely that there will be implications for employment law. Much of the current employment law framework in the UK comes from EU Directives and Regulations and there is a concern from many in the trade union movement that employment rights could be at risk. These include regulations covering working hours, holidays, maternity provision and laws that prevent less favourable treatment for part-time, fixedterm and agency workers.

These fears have been dismissed by those leading the Leave campaign.However, it is clear that some employer groups want to see the abolition of the Working Time Directive because they see the restrictions that prevent long working hours as a burden and so there could

be pressures to erode these protections in the future.

As a trade union this is something that we are alert to and we will be part of any future debate about employment law. We can do that through our affiliation to the Trade Union Congress (TUC) and of course work with Nationwide to maintain and develop terms and conditions that help to retain and attract the talent the Society needs to face the challenges of the future.

As you will see from our annual accounts (pages 16-17) we have a strong financial position and we have the resources to remain as an independent voice for our members. Our membership has seen steady growth and we have made great progress in developing a network of local union Representatives who are becoming increasingly active in the consultation process with local managers.

We have a good relationship with Nationwide and a shared objective to create a successful organisation and this means we are able to influence employment matters in the right way.

Whatever the future holds, we are in a good position to continue to look after the interests of our members.

You can follow Tim on twitter @TimPoil

benefits FIRST PRIZE DRAW RESULTS Prize Chance Sum Winner WEDNESDAY 2ND MARCH 1st 075730 £12,826 Arthur Amos WEDNESDAY 6TH APRIL 1st 113613 £13,025 Susan Gaskell WEDNESDAY 4TH MAY 1st 099185 £13,193 David Sheppard WEDNESDAY 1ST JUNE 1st 139483 £13,190 Tiffany Donoghue

HOST OUR PRIZE DRAW

Branch/Department

Pension Fund Member Bolton Branch Application Support Swindon Northampton Admin Centre June’s draw was held in Hastings branch. Matthew Climpson, Pauline Matthews, Shelly Collins, Emma Rigglesford, Hannah Jasper

ES MAGAZIN IPTIONS SUBSCR

We’ve got your summer reading covered with this offer from Great Magazines!

We’d like to say a big “thank you” to everyone who has hosted the draw so far this year. We’ve been to great venues, including Wrexham, Leicester and Hastings branches and Swindon and Northampton Administration Centres. Please let us know if you’d like to conduct the draw in your business area – we’d love to come and see you! PS: we need five union members to be present and it takes around 20 minutes!

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

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Helping hands Having a union rep by your side is at the heart of nGSU

A

fter 25 years with Nationwide customer adviser Holly Reynolds* was horrified to find herself facing a written warning for two incidents of being late.

In one instance she was dealing with a domestic emergency and in the second she hopped on the wrong bus. In total she was 10 minutes late, explains Holly.

“It was very harsh after no issues in 25 years,” she says.

Fortunately her union stepped in and helped Holly appeal the decisions, which were both dismissed.

“The Union Rep was fantastic and I don’t think I would have gone so far without the union,” says Holly. ”She talked to me about what was going to happen and gave so much moral support. It’s so important to

*Name changed

have someone backing you up who understands and is able to step in.”

NGSU was there for more than 400 members who last year faced disciplinary or grievance procedures.

“I had a disciplinary but thanks to the union they had it overturned so it never even got that far. Which was down to the fantastic knowledge my union rep had,” recalls one member on the NGSU Forum.

Having a union rep beside you is at the heart of the union and it’s often the first benefit that members think of when asked about why they join a union.

NGSU has a team of dedicated individuals there to support members

STATISTICS FOR APRIL 15 – MAY 16 Last year the Union supported members at 409 formal meetings including disciplinary and grievance.

Disciplinary (Conduct & Capability) Probation Review Grievance Appraisal Appeals Welfare Meetings Ill Health Meetings Flexible Working Meetings Other Meetings Total

233 35 37 15 43 19 5 22 409

“Being able to offer that one-to-one support when members are in diffi cult, sometimes emotional situations, really is at the heart of NGSU” who face disciplinary and grievance issues: Assistant General Secretary (Members) Marian Dean, along with eight Individual Case Officers (ICO) and many Disciplinary Officers (DO).

As a member of NGSU you have the right to be represented at a formal disciplinary or grievance hearing by a NGSU officer. We hope that you’ll never find yourself in a disciplinary situation but every year many Nationwide employees do so it’s important that you know how to access our help just in case you need it.

As long as you’ve paid three month’s subscriptions (or one month’s subscription if joining in your probationary period) you’ll be entitled to full representation rights, including legal support if necessary. If you’ve just joined we can still give you advice and talk you through the process – so it’s still important that you call us for help.

The ICO or DO will support you before, during and after the hearing.

We will explain the process to you and tell you what to expect and how to prepare in the most effective way.

They can also speak on your behalf and make sure everything has been looked at in a fair way. After the hearing they can advise you on anything that may need doing or about an appeal should you want to consider this.

While we can’t ensure what the outcome is going to be remember that everything is confidential so you can trust us with making a difficult time a little easier.

If you are required to attend a formal hearing it is important that you contact us immediately to arrange representation on 01295 710767.

We have training sessions later in the year. Please contact us if you’d like to join.

DISCIPLINARY OFFICER “I have always been a union supporter but in 2014, I needed the Union despite my 30 plus years with Nationwide. I got wonderful support from NGSU. After the situation was over, I decided that I wanted to put something back and asked how best to do that and it was suggested by becoming a DO,” Gordon Picker DO “Once voted in as President, it was really important that I get involved with helping members through the disciplinary or grievance procedures. Being able to offer that one-to-one support when members are in difficult, sometimes emotional situations, really is at the heart of NGSU. I am honoured to be able to support our members in this way,” Nicola Huddlestone President and DO

STAND BY YOUR SIDE We recommend that you have representation at all formal hearings – Probation, Disciplinary, Improving Performance, Grievance, Absence Management, Harassment, Annual Performance Rating Appeals and SID interviews.

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Dawn, far left promoting Diversity Day

Supermarket slip dawn wins high figure with nGSU help

T

he benefit of using NGSU’s free legal and personal Injury advice service has paid off for member Dawn Gibbons, Personal Banking Manager, with a very high five figure settlement.

Dawn Gibbons, a member of NGSU for 28 years, slipped on a wet surface while shopping at a Sainsbury’s store.

The injuries she sustained to her back and shoulder changed her life forever.

Dawn needed surgery to her right shoulder and the nerves cut in her upper back to relieve the pain. She had over 100 hours of physiotherapy, 27 cortisone injections and had difficulty performing everyday tasks. Her legal claim was that the incident in August 2011 happened because of the slippery surface combined with inadequate inspection and maintenance and lack of safety cones or wet floor signs at the entrance to the store.

The case had its difficulties with the defendant denying that Dawn was on their premises or that there was any CCTV of the incident and no witnesses. Dawn reported it to the Customer Services team but Sainsbury’s denied liability.

Dawn approached two other law firms but both felt the chance of success was less than 51 per cent.

That’s when she contacted NGSU to see if they could help. Through being a

Slater and Gordon Lawyers offers NGSU members free legal advice on personal injury matters and if the prospects of success are considered sufficient, will work on a conditional fee agreement with no deduction from a member’s compensation towards legal costs.

Helpline number: 0800 916 9064

member she was able to contact Slater and Gordon’s free 24 hour legal helpline in relation to any questions she had regarding the litigation and court direction’s process.

Dawn said: “This service proved to be invaluable.I was very fortunate that my phone call for support via the NGSU‘s free legal and personal injury advice service lead my path to Drina Panic personal injury litigation executive at Slater and Gordon Lawyers.

“She was positive and energetic from the start when others said I had no hope.”

Dawn said: “To receive a very high five figure settlement is absolutely fantastic and I am very grateful to Drina and Slater and Gordon. Her tenacity during the final stages of my case has provided an outcome that others in the legal profession doubted would have occurred”.

“Slater and Gordon are there to help members and they should take advantage of the free legal service that their NGSU membership offers, I only wish I had enlisted their help sooner”

NGSU supports the vital work of Amnesty International

Global champions T wo-year-old Whitney was abducted from her bed while she was sleeping. Her skull, teeth and clothes were later discovered in a neighbouring village.

Meanwhile nine-year-old Harry was snatched from his home and found beheaded. Both Whitney and Harry were targeted because they have albinism in Malawi.

Thousands of people with albinism, especially children, are at massive risk of abduction and murder in the country, where their body parts are sold for witchcraft.

Attacks are on the increase.

The charity Amnesty International, one of three charities supported by NGSU, is demanding that Malawi puts actions into place to stop murders of people with albinism.

Amnesty began in October 1960 after British barrister Peter Benenson read a short article in a newspaper about two students in Portugal who had been imprisoned for seven years for raising their glasses in a toast to freedom. Benenson was furious at the imprisonment of the two men and, along with other academics and friends, wrote a newspaper article imploring others to appeal against this injustice, leading to the creation of Amnesty International.

In 1969 it had 15,000 members

Amnesty campaigns for justice for women in Argentina

NGSU supports three organisations raising awareness of issues that affect unions around the globe and people whose human rights, and sometimes their lives are threatened on a daily basis – War on Want, Justice for Columbia and Amnesty.

In the next issue we will be looking at War on Want.

Find out more at: www.amnesty. org.uk www.waron want.org www.justicefor colombia.org

@amnesty Amnesty International report finds abuse still rife as Qatar & FIFA make excuses tinyurl.com/ zgds3e7

and by 1972 over 200,000. Today the membership has swelled to over 7 million. Over 50 years since its launch and with a Nobel Peace Prize for its work, it continues to campaign for justice where injustice has happened by investigating and exposing abuses so that human rights become a reality and an expected normality.

As well as campaigning against torture, Amnesty works widely to improve human and women’s rights in Malawi.

For example in March 2014, Belén went into hospital in a city in Northern Argentina, complaining of extreme stomach pains. At the hospital, doctors told her she was 22 weeks pregnant and experiencing a miscarriage. When a member of staff found a foetus in a bathroom they claimed it was Belen’s, without any evidence that this was true and Belén was reported to the police for inducing an abortion. Abortions are illegal in Argentina and Belén was held in pre-trial detention for over two years, awaiting a trial. The prosecutor changed her charge to aggravated murder and she was sentenced to eight years in prison.

Amnesty are calling on Argentinian authorities to free her immediately and to drop the charges against her for suffering a miscarriage.

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QA &

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

Is there a contractual requirement to work overtime? All branch employees (excluding Financial Planning Managers – FPMs) are contractually required to work up to 7 hours overtime a week. Employees working part-time hours prior to 1 November, 2012, who are still employed on part-time hours can only be required to work overtime on a Saturday. All branch employees may be required to work overtime on Sundays and on Public Holidays. FPMs should refer to their contract of employment.

For Administration Centre employees working overtime is voluntary but employees on the 8am-8pm and the Flexible (6.00am-10.00pm) contract may be required to work overtime on Sundays and Public Holidays.

Does all overtime now attract Time Off In Lieu (TOIL) rather than an overtime payment? For branch employees TOIL will be given on a timefor-time basis for planned overtime (agreed in advance) but an overtime payment will be given if TOIL balances exceed 14 hours (or an average of two days for part-time employees) and cannot be scheduled in or if the TOIL has been

There are more Q&As in the Help at Work section of our website.

Full details of overtime arrangements and rates can be found in the HR Policy Point or in the Help at Work section of the NGSU website.

outstanding for two weeks. All unplanned overtime, for example, being required to stay late to serve a customer, and any hours worked on a Sunday or Public Holiday, always attracts an overtime payment as a contractual entitlement, unless an employee requests TOIL instead. For Administration employees it is the Society’s preference to give TOIL for planned overtime, however, as this is normally voluntary, it is up to individuals to choose whether to accept overtime on this basis. Unplanned overtime attracts an overtime payment.

Can overtime or TOIL be claimed for hours worked before your rostered start time? If you arrive at work before your start-time and choose to undertake work duties, this is considered to be discretionary effort and TOIL or overtime cannot be claimed. However, if you are required to be in work before your start time, then your finish time should be adjusted accordingly or you should be given TOIL or overtime (or ATM payment if servicing ATMs). Branch energisers are voluntary and do not attract TOIL or overtime but this means you do not have to attend them and should not suffer any detriment if you don’t.

here to help...

nationwide and nGSU have agreed a range of policies to support employees who are experiencing domestic violence.

Domestic violence is a workplace issue It is estimated that one in four women and one in six men experience domestic violence at some time in their lives. Nationwide has a total workforce of around 18,000, of which 63% are women and 37% are men. The simple maths means many of us will be working alongside colleagues who are experiencing domestic violence or have in the past. For those suffering abuse, work can represent a safe haven and a provide a place of normality but the impact of abuse can affect their performance, attendance, productivity and safety. By providing a supportive working environment the Society can help an individual cope with the situation.

There is a range of practical support available The Wellbeing Policy sets out Nationwide’s approach and more detailed information is given in an Employee’s and Manager’s Guide to Domestic Violence. Practical support can include time off to move to a safe house or attend court and requests for such leave and holiday will be treated sympathetically. Employees who need emergency financial help can request an interest free loan from the Welfare Fund.

A risk assessment can also be carried out to help identify ways to minimise

The Wellbeing Policy and Domestic Violence Employee and Manager Guides are available on the HR Policy Point and NGSU website: https:// ngsu.co.uk/ hr-policies

External Helplines For women: 24-Hour National Domestic Violence Freephone helpline (run jointly by Women’s Aid & Refuge): 0808 2000 247 For men: Men’s Advice Line: 0808 801 0327

the risk of violence occurring in the workplace. The EmployeeCare line (0800 358 6858) is a free 24 hour confidential and independent counselling service.

Support with work issues Managers are encouraged to understand the possible impacts of domestic violence at work. This might mean making some adjustment to work arrangements and seeking to support employees if their performance is suffering or if they have been absent. They should also be aware that some activities, such as overtime or attending social or volunteering events, could present difficulties for the individual and not pressurise them into attending. Above all, managers are encouraged to listen to an employee’s concerns and take them seriously and show understanding and support.

How to access help at work If you feel comfortable, try to talk to your manager. If you prefer, confide with a colleague, Human Resources, EmployeeCare, the Union or an external organisation. Although it may be difficult to talk about your experiences, this is the first step to getting help. The Employee’s and Manager’s Guide is a good source of information about help at Nationwide and provides contact details of national organisations that offer further help and information.

16 84 JULY 16

SUMMARY FINANCIAL INFORMATION EXTRACTED FROM THE FULL FINANCIAL STATEMENTS SUMMARY INCOME AND EXPENDITURE ACCOUNTS (GENERAL AND CHARITABLE FUNDS) FOR THE YEAR ENDED 31 DECEMBER 2015

2015 2014

Restated £’000 £’000

Subscriptions Other income Unrealised gain on investments

1,201 142 16

1,112 131 8

Total income

1,359

1,251

(1,265) (1,168)

Total expenditure Surplus for the year Accumulated surplus brought forward Accumulated surplus carried forward

94

83

1,049 1,143

966 1,049

SUMMARY OF SALARIES AND BENEFITS PROVIDED Details Amount Salary £122,316 Pension Contributions £14,678 (The Union makes contributions of 12% of salary on behalf of all staff) Car and other allowances £5,632

2015 2014

Restated £’000 £’000

Fixed assets Debtors and prepayments Cash at bank Creditors and accruals

567 36 633 (93)

398 31 736 (116)

1,143

1,049

Income and Expenditure account Charitable Fund

1,124 19

1,024 25

1,143

1,049

ANALYSIS OF GENERAL FUND EXPENDITURE FOR THE YEAR ENDED 31 DECEMBER 2015 Services to members 68% Meeting expenses 6% Administration expenses 13% Premises and equipment costs 13%

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Ad ex mini pe nse strat s 13 ion

%

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en xp

The Union is required to issue this financial statement to Members under the Trade Union and Labour Relations (Consolidation) Act 1992 (Amended) Year ended 31 December 2015. A copy of the full financial statements is available on the Union’s website in the members’ only area. If you would like a copy you can also write to Tim Rose at Middleton Cheney.

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The members of the National Executive Committee do not receive any salary from the Union or any benefits. All members of the National Executive Committee are reimbursed for any expenditure incurred by them in the performance of their duties on behalf of the Union, as are the General Secretary and the President.

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ee

M

Name Position T R Poil General

Secretary

SUMMARY BALANCE SHEET AT 31 DECEMBER 2015

Services to members 68% 13% & ises costs Prempment i equ

accounts STATUTORY IRREGULARITY STATEMENT We are required by the Trade Union and Labour Relations (Consolidation) Act 1992 (Amended) to include the following declaration in this statement to all members. The wording is as prescribed by the Act. The irregularity statement, the exact wording which is reproduced below: “A member who is concerned that some irregularity may be occurring, or have occurred, in the conduct of the financial affairs of the union may take steps with a view to investigating further, obtaining clarification and, if necessary, securing regularisation of that conduct.

The member may raise any such concerns with such one or more of the following as it seems appropriate to raise it with: the officials of the union, the trustees of the property of the union, the auditor or auditors of the union, the Certification Officer (who is an independent officer appointed by the Secretary of State) and the police.

Where a member believes that the financial affairs of the union have been or are being conducted in breach of the law or in breach of rules of the union and contemplates bringing civil proceedings against the union or responsible officials or trustees, he should consider obtaining independent legal advice.”

REPORT OF THE INDEPENDENT AUDITORS Set out below is the report of the independent auditors to the members as contained in the accounts of the Union for the year ended 31 December 2015: We have audited the financial statements of the Nationwide Group Staff Union for the year ended 31 December 2015, set out on pages 3 to 15.

The financial reporting framework that has been applied in their preparation is applicable law and United Kingdom Accounting Standards (United Kingdom Generally Accepted Accounting Practice), including Financial Reporting Standard 102.

This report is made solely to the Union’s members, as a body. Our audit work has been undertaken so that we might state to the Union’s members those matters we are required to state to them in an auditor’s report and for no other purpose. To the fullest extent permitted by law, we do not accept or assume responsibility to anyone other than the Union and the Union’s members as a body, for our audit work, for this report, or for the opinions we have formed.

Respective responsibilities of the Union’s National Executive Committee and auditors As explained more fully in the Statement of Responsibilities of the National Executive Committee on page 1, the Union’s National Executive Committee is responsible for the preparation of financial statements which give a true and fair view. Our responsibility is to audit and express an opinion on the financial statements in accordance with applicable law and International Standards on Auditing (UK and Ireland).

Those standards require us to comply with the Auditing Practices Board’s Ethical Standards for Auditors.

Scope of the audit of the financial statements An audit involves obtaining evidence about the amounts and disclosures in the financial statements sufficient to give reasonable assurance that the financial statements are free from material misstatement, whether caused by fraud or error. This includes an assessment of: whether the accounting policies are appropriate to the Union’s circumstances and have been consistently applied and adequately disclosed; the reasonableness of significant accounting estimates made by the Union’s National Executive Committee; and the overall presentation of the financial statements.

Opinion on financial statements In our opinion the financial statements give a true and fair view of the state of the Union’s affairs as at 31 December 2015 and of its income and expenditure for the year then ended.

Matters on which we are required to report by exception We are required by the Trade Union and Labour Relations (Consolidation) Act 1992 (Amended) to report to you by exception in respect of the following matters if, in our opinion: • A satisfactory system of control over transactions has not been maintained.

• The Union has not kept proper accounting records.

• The financial statements are not in agreement with the books of account.

• We have not received all the information and explanations we need for our audit.

We have nothing to report to you in respect of the above matters.

H W FISHER & COMPANY Chartered Accountants Statutory Auditor Dated: 16 March 2016

Acre House 11 – 15 William Road London NW1 3ER United Kingdom

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POSTCAPITALISM PAUL MASON

The amiable and award-winning Channel 4 presenter’s Postcapitalism is a guide to our era of seismic economic change, and how Mason says we can use this as an opportunity to build a more equal society.

COFFIN ROAD PETER MAY

A man is washed up on a deserted beach on the Hebridean Isle of Harris, barely alive and borderline hypothermic. He has no idea who he is or how he got there. The only clue to his identity is a map tracing a track called the Coffin Road.

VIRAL HELEN FITZGERALD

When Leah and her adopted sister Su go on holiday together to Magaluf to celebrate their A-levels, only Leah returns home. Her successful, swotty sister remains abroad, humiliated and afraid: there is an online video of her, drunkenly performing a sex act in a nightclub. And everyone has seen it.

Pets’ corner RACHEL ANDREWS AND DIESEL

I work in Bath branch (0403 and 0900) and I’m a part-time customer representative. I will have worked for Nationwide for 28 years on July 4th this year.

Our family has a guinea pig, 2 indoor fish, 2 outdoor fish and our most recent addition is Diesel our black labrador puppy. He is 4 and a half months old and is keeping us all very busy! He loves chewing things, loves meeting new people and we all enjoy taking him out for his walks.

Tell us about you and your pet.

Email or write to the address opposite.

PRIZE WORDSEARCH

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One lucky winner will receive a £25 book or iBook token. Simply find the words which are all sports in Rio 2016 Olympics. Completed entries should be sent to Middleton Cheney by 19 August 2016 with your name and membership number filled in below.

L S A L Y F X D G Z Y G M A N S A A S I T L I I C N S G DW J W G A

F A W E I G H T L I F T I N G R O

O O T B G V D I D I V I H S C L WM P R P B H B I F I S W X E O I R B L WU E Q V I D O F F U R P E E F D H C L C H L M H CW I Y I B Z

ARCHERY BADMINTON BASKETBALL BOXING DIVING FIELD HOCKEY FOOTBALL GYMNASTICS

A J N Z L T X D R C Y T K J E Y N

L U G P L I H B A D M I N T O N T

L D C I N O B A S K E T B A L L F

L O N G C X H H T R I A T H L O N

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E S E Z T A H A N D B A L L Q U U

K Y K Q R G T A E K W O N D O Y A

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Name Membership number

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

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