Rapport THE NATIONWIDE GROUP STAFF UNION MAGAZINE
WINTER 2017 | ISSUE 88
CONFERENCE ALL THE NEWS FROM THIS YEAR’S EVENT
MENOPAUSE MATTERS OUR CAMPAIGN
YOUR UNION
GATHERS PACE
THERE FOR YOU WHEN YOU FACE PROBLEMS
NeWs&VieWs: P2 | BeNefits: P9 | HelPDesK: P14
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welcome… It’s been a fantastic year with some great successes due to the hard work of your Union – for instance see our story, right, on winning maternity rights. But as always we look to the future and how we can continue to improve rights for our members whether in better pay and conditions or in terms of support and help when it comes to issues such as the menopause. I look forward to the challenges of the next year. Seasonal greetings.
Nicola Huddlestone President Throughout the magazine we use bitly urls – 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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News & views From your union Menopause matters How NGSU is making progress Tim’s blog General Secretary’s view from Middleton Cheney Farmhouse Benefits Find out what benefits your Union can give you Conference – round-up of news All the news from our national conference National Branch EIC Union reps meet with senior leaders Helpdesk Q&As and Toolbox Team building Good team work leads to happy workplaces Don’t go it alone Your union is here to help if you are facing a disciplinary Glyn Jones Obituary for Founding father of NGSU 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 Boost for mums Maternity leave pay is being increased from 14 weeks to 22 weeks full pay by 2019 and with an increase to 18 weeks from next April thanks to NGSU. Announcing the move at NGSU national conference in October Nationwide CEO Joe Garner acknowledged the contribution that Union Reps make and said their efforts in lobbying for improved paid maternity leave had been significant in the decision. The Union has been working for the past two years to negotiate an increase in provision and has now agreed a phased increase to 18 weeks full pay from 1 April 2018 and to 22 weeks full pay from 1 April 2019. This means an employee starting their maternity or adoption leave on or after 24 Dec 2017, will receive the higher entitlement. The same principle will apply for the further increase in 2019. Delegates to conference voted to press for even better standards of paid maternity leave and set a new goal of 26 weeks at full pay, an increase in paid paternity leave from 2 weeks to 4 weeks, paid leave provisions extended to shared parental leave and for the introduction of the Government’s proposed ‘grandparent leave’ at the earliest opportunity.
…Boost for families NGSU has also won a number of other changes to enhance family-friendly policies:
Performance reviews Interim Performance Reviews and halfyearly performance ratings have been scrapped but this doesn’t mean you should leave thinking about your performance until the end of the performance year. It is important to collect evidence and feedback on your performance throughout the year and record this in the MyCareer system. The new end-of-year process will allow staff to complete a performance ‘selfreview’ and input a rating on ‘how’ and ‘what’ you did during the year and to assess your ‘overall’ performance. This self-review means you can influence your performance rating by demonstrating what you’ve achieved (aligned to the cornerstones) and how you achieved it (demonstrating PRIDE). It will be down to you and your manager to agree your rating – so make sure you are well prepared.
● The option to phase a return to work at the end of maternity leave over 4 weeks has been extended to 12 weeks ● Greater flexibility in ways to take paid Paternity Leave ● Partners are currently entitled to paid time off to attend 2 antenatal appointments – this can now be increased when more appointments are necessary for medical reasons.
Full conference reports see page 10
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TriBUnaL fees win People charged for applying to employment tribunals can now claim the cost back following the quashing of fees by the Supreme Court. The fees were scrapped after a challenge by Unison union on the basis that they deterred too many people (an estimated fall in 70 per cent of applications) from pursuing tribunal claims. It’s estimated that the Government faces paying back around £32 million in fees to users. In addition to the original fee, individuals will receive interest at the rate of 0.5%. This will be calculated from the original payment date up until the date that the fees are refunded.
marriaGe alloWaNCe In the summer edition of Rapport magazine (Issue 86) we included an article about the marriage allowance and the potential savings available to eligible people. The article quoted the potential saving to be up to £432. This figure is a cumulative total of the potential savings in the 2016/2017 and the 2015/2016 tax years. This wasn’t clear in the article and we apologise for any confusion this may have caused.
seXual HarassmeNt sPeaK uP @ NatioNWiDe Sexual harassment has been high on the media agenda in recent months and while the entertainment industry and even the UK Parliament have come under scrutiny it is an issue that exists in workplaces everywhere. Although reported incidents at Nationwide are rare, the Union has supported a number of members in the past who have experienced inappropriate behaviour. As the coverage shows, many women (and men) are reluctant to raise concerns for fear of the consequences but the trauma of their experience lives with them forever. The ‘Speak Up @ Nationwide’ initiative is intended to promote a culture where people feel able to raise concerns and to know that they will be taken seriously, investigated and appropriate action taken. Speak Up covers anything that doesn’t feel right, including misconduct, wrong or unethical behaviour. It covers issues such as security, market abuse and fraud but also extends to harassment and bullying. Employees who wish to raise concerns about harassment are encouraged to report their concerns to AskHR on 01793 556 808, option 6, or the Speak Up Helpline on 01793 657101 or e-mail SpeakUp@ nationwide.co.uk. Employees can also raise concerns in confidence or anonymously by calling the Whistleblowing team in 01793 654165. The Union is also here for support and members can call us in confidence on 01295 710767. We can help decide the best way to raise your concerns and support you through an investigation process. The Harassment & Bullying Policy is available to download from the NGSU website http://bit.ly/2hMEoXQ
nec eLecTions
Elections are underway for members of the National Executive Committee (NEC). The NEC plays a crucial role in the oversight and governance of the Union and these are important roles. It meets every other month at our offices near Banbury. The Society supports the work of the NEC and provides up to 11 paid days off to attend meetings and perform other Union duties.
news&views WHats uP WitH WHatsaPP? NGSU has raised concerns on behalf of a number of members who are uncomfortable about expectations to be part of a WhatsApp group and to respond to messages outside working hours. As a result the Society has issued new guidance now available on the Intranet. It makes clear that WhatsApp is not recognised as a formal communication tool and that there is no expectation for employees to join a work-related WhatsApp group or, if part of a group, to read messages outside of working hours, on days off or while on holiday. The Society recognises that some people want to use it as a social app within teams and does not wish to prohibit its use in that context. But don’t forget employees who are part of a group have a responsibility to ensure that it is not used to publish confidential and sensitive information relating to Nationwide’s business, systems, procedures, products or customers or to send messages that cause offence to colleagues and customers. ● Nationwide’s business committee structure has changed to reflect the new ‘community structure’ at Nationwide. The Committee provide an opportunity for the Union and local Reps to consult directly with the management teams across all of the communities at Nationwide and to influence working practices and conditions and to raise concerns on behalf of members.
safetY rePs turN 40 A new campaign Safety Reps @40 is celebrating 40 years of the often behind-the-scenes work of union health and safety reps. NGSU has a team of Safety Reps who are members of Nationwide’s H&S Committee. They work closely with the Chief Safety Officer, Property Services and HR to review existing policies and procedures, such as fire safety measures and to monitor accident trends and identify appropriate remedial action. Find out more at: http://bit.ly/2y7NWTk
HOTPOINT
NGSU Members can access the exclusive Hotpoint Privilege Purchase Club at any time. However, for a limited time only you can save an additional 18% on top of their pre-discounted prices across the entire range of over 850 different appliances, including three great brands Whirlpool, Hotpoint & Indesit. Products range from washing machines, refrigeration, cookers and dishwashers to Hotpoint’s small domestic appliance range: juicers, kettles, toasters etc. Prices include: Nationwide Delivery (England, Scotland, Wales and N Ireland) by the award winning Hotpoint logistics team. Free removal /disposal of the old appliance (any brand on a like for like basis). Select your preferred delivery date. UK-based customer service contact centre open 364 days of the year. All large appliances carry 10 years parts guarantee. additional options include: Gas connection on free standing cooking appliances (By their gas safe engineers). Choice selection of timed deliveries. Connection services on all other freestanding appliances. Next day delivery. The additional 18% discount is valid from 13 November 2017 and expires on 27 November 2017. To take advantage of this offer simply visit the website below, log in using NGSU/001 choose your appliance and enter code WOW18 at checkout to obtain your discount. Terms and conditions apply, see website for details.
rchaseclub.co.uk www.privilegepu
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Mid life measures Our campaign for access to improved support for women
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GSU President Nicola Huddlestone has pledged to use her term in office to raise the issue of menopause in the workplace and has spent much of this year gathering evidence from women across the business about their experiences. She was invited to share these with the Employee wellbeing group where there was general consensus that the impact of this condition was underestimated and support in the business was lacking. As a result Nicola is working with the ED&I team to put a plan in place to look at how members can be supported better and how they can get access to the right support when they need it. “It’s a long slow process to facilitate change and so far there’s only been very small steps made in the right direction. I am proud of the work I have done but there is so much more that is needed here. I will not give up. I won’t stop until we have the right support and advice available to help when it’s needed,” she says.
What women at Nationwide say about their experiences “I think this is great that this is being even thought about. As I am myself going through this it was something that I just thought I would just have
In August 2017 the number of women working in the society aged between 45-55 was 2,960 permanent members of staff.
to get on with. However, I watched a programme about the menopause the other week and I was surprised that I actually suffered more of the symptoms that I thought, as I thought I was lucky just suffering from the night sweats and lack of sleep. Oh how wrong was I! I am interested how this will be dealt with and thanks for your support and commitment regarding this matter.” “As a 53 year old employee of Nationwide going through the menopause I applaud you for taking time to look into the impact of this
“Unlike pregnancy or maternity, the menopause is not well understood or provided for in workplace cultures, policies and training”
LISTEN TO UNIONS, EMPLOYERS TOLD A new Government report Menopause Transition: effects on women’s economic participation recommends employers should read and act on union advice on the issue. The report identifies many negative effects of menopause on women’s economic participation, mainly due to the symptoms they experience at this time of life and warns that with the rise in the number of older UK women workers many more will experience transition whilst in employment. It argues that any workplace interventions to reduce menopause’s negative impact need to take account of the full variety of possible difficulties. It adds that unlike pregnancy or maternity, the menopause is not well understood or provided for in workplace cultures, policies and training. Managers’ and colleagues’ attitudes to menopausal women – or simply women in midlife – make a difference here. Their lack of knowledge, understanding and support indicate widespread gendered ageism in organisations. This creates challenges for working women in transition in addition to coping with their symptoms.
time in a woman’s life. The first thing I would say is it isn’t easy! Coping with hot flushes, forgetfulness and raging hormones whilst trying to keep on top of my job role has been very challenging and then the tiredness can have such an impact that I’ve had to reduce my working hours. At first I went through a stage of thinking I was going mad
In order to address this the report calls for greater organisational attention to transition, in order to ensure mid-life women have the highest possible quality of working life. It also highlights: ● The relative absence of studies which focus on the UK. More UK-specific data would bolster understanding ● The absence of any estimates at all for the costs of transition in the UK for women’s economic participation – important in continuing to develop the business case for organisational attention to menopause ● The business case would be reinforced by evidence comparing the experiences of working midlife women in the UK to those of mid-life men, in order to identify whether workplace interventions should be gender or age-specific ● More data needs to be gathered about whether organisational initiatives succeed in reducing negative effects on women’s quality of working life or their performance at work during menopause. Read the full report at: http://bit.ly/2uY5jHo
Fusion provides a factsheet based on menopause in the workplace. Find it at www.fusionoh. com/about-us
some days as I just seemed to go from being confident in my job to an emotional mess who couldn’t cope with the smallest thing.” ● Nationwide is looking for women who are willing to share their experiences on the menopause with them. Please contact Nicola Huddlestone at nicola@ngsu.org.uk and she will pass on your experiences.
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TIM’S blog latest views from your General secretary Speak Up The Society has launched a ‘Speak Up’ campaign to encourage employees to come forward and raise concerns about wrongdoing and poor practice at Nationwide. It’s a timely initiative as awareness about the barriers to speaking up has been heightened by the public debate about the abuse of power and sexual harassment in the workplace. The ‘Speak Up’ campaign is intended to raise the profile of the whistleblowing procedures, not specifically about harassment, but the underlying themes of a creating a workplace culture where people feel safe to raise concerns are the same. Many of the victims of harassment who have come forward recently have lived with the issues for years, fearing to speak about them because of the impact it may have on their career and lives. We know those fears only too well - many of the members who call us for advice do not want us to act and intervene on their behalf because they fear the consequences of being branded as a trouble maker. That makes it hard to address individual issues and means barriers to an open culture persist. There is an opportunity to begin to change the culture of fear in The Society and in society at large. It’s not going to be easy to break down barriers and inhibitions that have existed for so long but we all need to embrace this moment and play our part in creating workplaces that are respectful and safe. Certification officer levy As a rule we do not comment on political matters but the proposed
Tim Poil
“The ‘Speak Up’ campaign is intended to raise the profile of the whistleblowing procedures” For more info please go to our website www.ngsu.org.uk
Or visit our Facebook or twitter page and tell us your thoughts
@TimPoil Follow Tim on twitter and catch up on his latest news
imposition of a certification officer levy will have a direct impact on NGSU and our funding. The government is consulting on a plan to give the certification officer the power to impose a levy on unions and employers’ associations. The levy is being imposed to cover unnecessary regulations that the government has introduced as part of the Trade Union Act. Much of the regulation is intended to curb and constrain union activity, particularly in respect of industrial action in the public sector. If the levy goes ahead NGSU will be required to pay a levy of 2.5% of our income, capped at £22,000. A levy of £22,000 will take money directly away from the services we provide to members. We have always acted responsibly in over 40 years of representing the employees at Nationwide and it is unfair that our members will be penalised in this way. We strongly oppose the introduction of a levy and support the Trades Union Congress (TUC) call on the government not to proceed with its proposals.
benefits HOST OUR PRIZE DRAW
FIRST PRIZE DRAW RESULTS Prize Chance Sum Winner WEDNESDAY 1ST NOVEMBER 1st 124990 £13,842 Henry Harding WEDNESDAY 4TH OCTOBER 1st 083391 £13787 Julie McCarthy WEDNESDAY 6TH SEPTEMBER 1st 109544 £13,818 Ronald Tudor WEDNESDAY 2ND AUGUST 1st 139614 £13,927 Christopher Pehl
If you’d like to host the monthly subscription draw simply email us at ngsu@ngsu.org.uk
Branch/Department
Caversham
Below: November draw, Caledonia House
Diversity and Inclusion Pensioner Member NAC
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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Conference round-up of news NGSU National Conference took place over 9-10 October with delegates representing members from Nationwide and Carillion
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onference debated 67 motions and one emergency motion to determine the Union’s negotiating agenda for the next two years and the key themes of motions passed were: ● Resourcing: Minimum resourcing in branches continues to be a concern for the safety and wellbeing of members and Conference called for an urgent review of the headcount model and resource allocation. Resourcing is also an issue in some departments and Contact Centres. The NEC was asked to seek reviews of staffing levels in areas where employees are routinely carrying out work outside of the role. ● Pay & Allowances: Conference debated concerns about the approach to recruitment and promotion that can see external candidates being treated more favourably than existing employees. Conference voted in favour of a review of the Out-of-Cycle pay award process to ensure that it is used as an effective mechanism for addressing internal salary issues. Conference also voted in favour of seeking better salary progression to move employees to their target anchor in a reasonable period; to seek recognition awards at 5 year anniversaries and to include provision for eyecare allowances for employees who require glasses for
Clockwise from top: Simon Evans, Joanne Lewis, Dee Bruines, Patrick Herring, Donna Clarke
work, to cover additional costs, such as tints where medically required. ● Performance Management and Targets: Conference agreed to seek more clarity regarding performance ratings and better-defined performance goals. Concerns regarding use of productivity targets were debated
JOE RECOGNISES MUTUAL BENEFITS Joe Garner (Nationwide Ceo) and alison robb (leader of People & Culture) attended Conference with Joe engaging delegates in an informal discussion about a wide range of issues. these included global challenges facing us all as well as those more directly affecting the society and employees and issues being debated at Conference, such as branch resourcing. in his opening address, Joe acknowledged the constructive relationship between Nationwide and NGsu and the mutual benefits this brings to the business and employees. to illustrate his point, he announced that both parties had recently agreed a number of enhancements to the paid maternity leave provisions and other family friendly policies. the final agreement meets and exceeds the aspirations set out in the union’s conference of 2015 but in a way that is affordable given the current business and cost challenges, he said.
A WORTHY WINNER lesley Castle, our rep of the Year is a Customer service manager –tonbridge Branch. “We had some fantastic nominations this year and the comments from members demonstrate what a brilliant job our local reps do in supporting their colleagues in the workplace. these reps are prepared to stand up on behalf of their members and ensure they are treated fairly. it can take great courage to do this and to challenge the views and actions of more senior employees. lesley demonstrates all these qualities and works calmly but effectively on behalf of the members in her consistency of branches. Congratulations lesley – and ‘thank you!” Nicola Huddlestone, President
A full list of motions and voting outcomes can be found at: http:// bit.ly/2hgJhuX All photos: MIke Moir
with delegates highlighting the impact of stress on employees and adverse impacts on customer service. ● Family Friendly Policies: Delegates debated a range of issues about paid leave for employees taking maternity leave (including adoption); paternity leave and shared parental leave and voted to seek increases in paid time-off provisions. Conference also voted in favour of motions seeking additional support for carers who need to support a dependant at medical appointments and to continue to promote the awareness of the needs of working carers. ● Holiday: Conference voted in favour of motions seeking an increase to the entry level of annual leave from 24 days to 25 days and with a subsequent review of other service-related entitlements. ● Wellbeing, Culture and environment: Delegates voted for the Union to continue to work with
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Nationwide to promote awareness of mental health issues and provide appropriate support and to develop a process to support employees going through gender transition. Conference also supported calls for a review of dynamic and agile working practices and for greater consultation in respect of refurbishments in Admin Centres. ● Other Issues: Conference supported a number of motions that encourage ecofriendly initiatives, such as including a mileage allowance for electric cars; more electric car charging points and actions to promote and support cycling to work. Reaffirming our Values In his opening address to Conference, Tim Poil, General Secretary, set out the Union’s aims and a vision of what work should mean for our members. Tim said it was important for the Union to be ambitious on behalf of our members and seek to enhance terms and conditions and encourage good working practices. But he also urged delegates to determine a negotiating agenda and priorities that deliver long-term and sustainable benefits to members. What do we want for our members: ● Jobs that are secure and fulfilling and that provide interest and self-worth ● To be properly rewarded for their contribution and maintain decent living standards ● Everyone to be treated fairly, equally and with dignity and come to work
Above from left: Tim Poil & Nicola Huddlestone, Grazi Milea, Louise Chissell
without fear of bullying or harassment ● A culture that encourages individuals to fulfil their potential and express views and ideas openly ● To be properly supported with training and coaching and opportunities to develop ● To have the resources they need to do their job effectively without unnecessary stress and anxiety ● To have a decent work-life balance and flexibility to help them through their life stages ● Compassion and understanding for members who are unwell and appropriate support to help them cope and get back into work.
CONFERENCE SAYS ‘NO’ TO DUVET DAYS Debates at NGsu Conference reflect a wide range of views and this means that some motions are defeated, including a call for introduction of ‘duvet days’. Delegates voted against motions that called for their introduction as well as for an additional day off on an employee’s birthday with Conference taking the view that limited resources should be utilised carefully and responsibly. Differing views are always expressed respectfully but with passion and conviction. this was particularly true for a motion that called for employees in larger branches to have higher pay scales than those in smaller branches. Views were expressed forcibly for both sides of the argument but ultimately Conference voted against it and the motion ‘fell’.
Union reps meet with senior leaders
National Branch EIC T he number of staff in branches, working arrangements and the impact of technology problems were among the issues raised by NGSU reps to as a panel of senior leaders from Relationships and Distribution. The Q&A session was part of a National EIC event, jointly hosted by Tim Poil, General Secretary and Mandy Beech, Director of Branch Network, which took place following the Union’s national conference. Tony Prestedge, Leader of the R&D community, opened the day stressing that it faces some of the toughest challenges ahead – from securing sales and service efficiencies through digitising and simplifying processes and auto advice, increasing mobile activation, improving channel efficiency, redefining the brand on the high street and being an effective player in open banking. Union reps questioned the leaders and there was a full and frank exchange about the issues facing branches. Branch resourcing was a key topic with reps explaining the impact of operating on stretched resources and the implications for customer service and employee wellbeing. There was an acknowledgement that there are ‘pockets’ where resources are low but the business is also facing a challenge of falling transaction volumes, which means there are also ‘pockets’ where resources are not fully utilised. Reps were keen to point out that
All employees should be confident in claiming everything that they are properly due and have no fear in raising concerns if payments are denied and commitments to consult about changes to working patterns are ignored. Please tell your local Union Rep or call the Union office if you are still experiencing problems and we will support you in getting them resolved.
although transactions were falling the nature of customer enquiries were often complex and branch teams are engaged in activity that isn’t always captured and built into resourcing models. From the debate it was clear that resourcing issues can affect branches of all sizes, with team members from larger branches regularly supporting smaller branches, leaving them with reduced capacity. The reps also highlighted concerns about career progression in the network and the future of roles in Mortgage Distribution and Financial Planning and the impact of unreliable technology and systems. Branch working arrangements also came under scrutiny and Mandy was keen to understand why they aren’t always applied correctly and the barriers that sometimes prevent employees claiming allowances and payments that are properly due. There was an agreement that union reps have a key part to play in bringing attention to examples of poor practice. Mandy stressed that employees should be claiming everything they are entitled to and agreed a request from reps to remind all branch employees. Reps were impressed by the access they were given to the senior leadership team and the open and frank exchange of views. One delegate said: “It was a real eye opener into how everything works and how much hard work the union puts in on our behalf.”
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QA &
What to do if there is an acid attack on an employee or customer
Q Is there any advice on what to do if there is an acid attack on an employee or customer? The risk of an acid attack remains very low and there is no reason to suggest that financial services companies should take specific action to mitigate the risk further. However, NHS England in partnership with the British Association of Plastic, Reconstructive and Aesthetic Surgeons (BAPRAS) has published new advice for anyone falling victim to acid attacks. The guidance – Report, Remove, Rinse – has been developed with specialist BAPRAS burns and trauma surgeons, who have treated victims of these attacks. People are advised to take three simple steps in the event they witness or are victim of an attack: ● Report the attack: dial 999. ● Remove contaminated clothing carefully. ● Rinse skin immediately in running water. For more information see: http://bit.ly/2ye9mOL With speculation high that we’re in for a severe winter – here are
some of the common questions we get at this time of the year:
The guidance – ‘Report, Remove, Rinse’
Q What are the minimum working temperatures? The minimum temperature in offices should normally be at least 16 degrees Celsius. If the temperature starts to get cold you should ask your manager to take steps to improve the ‘thermal comfort’. If there is a heating fault this should be reported using the Property Services helpline. Other action can include allowing employees to wear extra clothing, take turns in working in a warmer part of the office and having hot drinks. It is important to consider the needs of employees who may be particular susceptible to the cold, for example, someone with arthritis or pregnant employees. Q What is the policy for adverse weather and travel disruption? You are expected to make reasonable efforts to get into working, including for a part day if the situation improves. However, if you’ve made reasonable efforts but can’t get to work, you are not required to make time up.
helpdesk
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Christmas check list
Office parties Please remember that you continue to represent Nationwide when you’re out at the office party. That means you must behave in a way that is in keeping with Nationwide’s professional image and does not risk or damage the Society’s reputation. Social media means that incidents can escalate quickly and the Union has had to help members who have faced dismissal hearings because of a lapse in judgement. Have fun but don’t put your job at risk. More in the Conduct Policy: http://bit.ly/2y8n6KV
of anxiety and depression and facing other issues such as loneliness and anorexia. Read blogs and get help from Mind. http://bit.ly/2zl0NFa
Social media Don’t let embarrassing photos and posts on social media come back to haunt you. The Drunk Locker App (or any other – there are many to choose from just checking your app store) can protect you from making an unwise phone call, text or post.
Crisis Reserve a place for £26.08 to provide a meal for a homeless person this Christmas and access to year round support from Crisis. Crisis: http://bit.ly/2hfPwzs
Stay safe Get some helpful tips on staying safe and reducing the risk from crime while you’re out and about this Christmas. Stay safe: http://bit.ly/2zz3SSV and here’s a link to our article of a couple of years ago: http://bit.ly/2pe7qnL Depression For some Christmas can be time
Debt Christmas can be an expensive time of year and pressure to spend can lead to debt problems. Don’t ignore the issue – free help and advice is available. Step Change: https://www.stepchange.org/ Money Advice Service: http://bit.ly/1lOb6UN
Don’t forget the Forum on our website is the place to go to share any tips and advice you have on surviving the festive season: forum.ngsu.co.uk
Do it Trust Lists volunteering opportunities across the UK at Christmas and all year round. Do it Trust: http://bit.ly/2yzXzhS Save money There’s a sackful of tips to save money whether on train tickets, buying cheaper goods or budgeting for the big day at www.moneysavingexpert.com/ shopping/christmas-savings
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Building a team
Good team work is one of the keys to successful and happy workplaces
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ndependent business consultant Mark Jarvis says that whatever group of people you interact with whether it be a work group, crew or team they have a big impact on your wellbeing and your ability to achieve the things you want. Mark has written a book along with group analyst Chris Powell called Uncle Bob Builds a Boat about his experiences of moving to a new village and working with a team to build a boat and win a local sailing trophy. The book offers insights into how he was helped by the Uncle Bob of the title to build a boat and train to enter for the sailing trophy. And it offers a series of team building tips, which can be used in any workplace or with any group of people working together. “Most of us have to work with others to get things done. At work all of our interactions with customers and colleagues are shaped and influenced by the people we are alongside so the big question is what makes for a good team?” says Mark. His answer to that question is that it is no good expecting others in your team to be good team members if you are not. “This takes vulnerability and sometimes it doesn’t pay off but if you want the others to care about you it has to start about you caring for them,” he adds. “The other things that make great
We have 10 copies of Mark’s book Uncle Bob Builds a Boat to give away to the first readers to email us at ngsu@ ngsu.org.uk
teams are all about the space that exists between the people in the team. Is there trust between the members? Is there enough energy coming into the team to sustain the pace you are trying to make? Is there support of the team and for the products you create? Do you know what the team is expected to do?” Mark says these are not easy things to spot and fix if broken and says we have all been in bad teams at some stage and know what it is like to be exhausted, fearful of the future, uncertain about our role or wishing we were doing something else. In response he suggests being on the look out for those around you at work or in your outside activities that need you to be the good team member and make the first move. He also proposes practical suggestions that might support and help a team: ● Celebrate a success every now and again. Success brings energy to teams and the occasional shared experience of success builds morale in a team ● Talk together about ways to improve what you do - this is not an excuse to moan around the coffee machine positive and workable suggestions only ● If you think you are a round peg in a square hold let someone know. They probably already know but might be unsure how best to help you. NGSU can also help if needed in these situations.
Your union is here to help if you are in trouble
Don’t go it alone A
nn* has worked for Nationwide for over 20 years with a long unblemished record of service. So it was a total shock to her to be called to a hearing when it was found that she had left a bag of change out overnight in the branch. “I’d never thought I’d need the help of the Union but I’m so glad I had their support through the hearing process,” says Ann. “I was very disappointed that my good record seemed to count for nothing and that there was no account of the stretched resources and pressure we were working under. I had to go to an appeal and I was so glad I did as the outcome was no action. I couldn’t have got through it without the help of the Union. They were amazing and gave me the confidence to stand up for myself.” Another union member Dan* decided not to ask for Union help when he faced a disciplinary hearing but was unhappy with the outcome. Dan recalls: “I was a bit embarrassed about finding myself in a hearing and just wanted to get it over and done with so I decided to face the music on my own. I was totally taken by surprise by the proceedings and was made to feel very uncomfortable. I found it hard to argue my case and was devastated by the outcome.” Dan called in the Union to help appeal the decision and says the hearing couldn’t have been more different. “I’m convinced that was
Call us on 01295 710767 for confidential help and advice. *Names have been changed
down to the presence of my Union Individual Cases Officer. The tone of questioning was much more respectful and I felt the chair wanted to hear my side of events. I felt so much more confident having a Cases Officer with me. The outcome was reduced and I’ve accepted that being a fair decision given all the circumstances. I never want to go through that again but if I had to, then calling the Union for help would be the first thing I did.” While no one comes to work expecting to find themselves in trouble or to be treated in a way that feels unfair over the past year there have been over 600 disciplinary hearings by the Society to consider issues of conduct and capability and over 130 formal grievances raised by employees. Marian Dean, AGS Members, who leads the Union’s team of Individual Cases Officers and Disciplinary Officers, says: “I’ve been supporting union members through the disciplinary and grievances processes for many years and I know the difference our support can make. Going through a hearing can be an emotional and distressing time and having someone to help you through the process is so important. We’ll do our very best to ensure the hearing proceedings are conducted fairly and that the outcome is appropriate to circumstances but members tell us it’s the moral support and care we provide that is so valuable.”
“Glyn was a key figure and pioneer in the creation and development of the staff association”
Tribute to Glyn
General Secretary Tim Poil
Founding father of NGSU
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GSU has been marking the death of Glyn Jones, former Principle Negotiating Officer and a crucial player in the creation of what is now the NGSU. Glyn, who died in August, was an independent industrial relations consultant and provided services to the Nationwide and Anglia Staff Associations from the early 1970’s until the early 1990’s and following the merger of the Nationwide and Anglia Societies. He was involved in providing advice during the creation of the Staff Association and played an important part in the establishment of what is now NGSU. In the early days of the Staff Association all employee representatives had day jobs at Nationwide and so had limited expertise in industrial relations and limited time resources. Glyn was contracted to provide services to the Staff Association and this involved advising the National Executive Committee about industrial relations matters. He was engaged as the Principal Negotiating Officer, leading the Staff Association team in discussions with Nationwide in respect of pay and terms and conditions. Many of the employment policies used today still have their origins in the early days of the staff association, for example, the security of employment policy and the recognition procedures that exist between NBS and NGSU. Glyn, who was born in Milford
Haven and left school when he was just 14, started work at the National Coal Board in Cardiff, dealing with all aspects of personnel work, including recruitment, salary, administration training and involvement in negotiations with unions. Following national service in East Africa he became secretary of the Engineering Employers Assocation of South Wales where he acquired his considerable knowledge of industrial relations, negotating with unions on behalf of his engineering employers. After branching out on his own as a consultant on industrial relations Glyn was also involved with many other staff associations in their formative years, including Abbey National, Anglia, Alliance, Bradford and Bingley, Britannia, Chelsea, Gateway, Leicester and Yorkshire. He estimated that he had attended well over 500 formal negotiating sessions with many managements throughout the building society fields. Among his proudest moments he told Rapport back in March 1991 was the occasion when, acting on behalf of the Federation of Building Society Staff Association, he was among a delegation which met the minister concerned with the Building Societies Act. As a result societies are now required to include details of their consultation arrangements with employees in their annual reports General Secretary Tim Poil attended Glyn’s funeral on behalf of NGSU.
coffee break... THE CROW GIRL ERIK – AXL SUND
Detective Superintendent Jeanette Kihlberg is on the hunt for a serial killer and engages the help of psychotherapist Sofia Zetterlund. Together, they expose a chain of shocking events. HOMEGOING – YAA GYASI
Yaa Gyasi’s novel takes us from the Gold Coast of Africa to the cotton-picking plantations of Mississippi; from the missionary schools of Ghana to the dive bars of Harlem. THE MARCHES – RORY STEWART
His father Brian taught Rory Stewart how to walk, and walked with him on journeys from Iran to Malaysia. This book is a record of their final walk together along ‘the Marches’. HISTORIES OF NATIONS – PETER FURTADO
A book of 28 essays written by a leading historian as a ‘self-portrait’ of his or her native country, defining the characteristics that embody its sense of nationhood. The countries have been selected to represent every continent and every type of state, large and small.
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Star Dash Studios the game is available for free to anyone with an apple or android phone, but primarily designed for 16-25 year old gamers who struggle to see the relevance of maths in their lives. the action takes place on a movie set – the player is a runner and it’s their first job in the film business. Progress through 6 different ranks from runner to producer. Download at: www.nationalnumeracy.org.uk/aboutstar-dash-studios
PRIZE WORDSEARCH
WIN
£25 voucher
One lucky winner will receive a £25 book or iBook token. Simply find the words which are all Christmas film titles. Completed entries should be sent to Middleton Cheney by 5 January 2018 with your name and membership number filled in below.
CS P E CC HA R L S P I G T N M I AD S A CR A T RY OK L L GK
T B O X H G G X P P N Z X S S T N
A W R I P M N Y D E G O O R C S H
T E L W H I T E C H R I S T M A S
H D K G R L O V E A C T U A L L Y
E Q S S E R P X E R A L O P E H T
Christmas Carol Elf Father Christmas Holiday Inn Home Alone Love Actually
S T H E S A N T A C L A U S E I E
N V F Y F R C F C G F N L L D H E
O N N I Y A D I L O H A F I U X Y
WM A N MO S G S E A N K WM N T L T A S A S T X S I O H O RW O Z H C MC C F E Q R V A X E O L O H N O A T G N E A T E M F A K L W V
Scrooged The Polar Express The Santa Clause The Snowman Trading Places White Christmas
Name Membership number
Please return to: NGSU, Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT