Rapport Issue 90

Rapport THE NATIONWIDE GROUP STAFF UNION MAGAZINE

JULY 2018 | ISSUE 90

OCD AT WORK IT’S AN EQUALITY ISSUE

YOUR UNION REPS

WE’RE HERE TO HELP

insiDe: save moneY on Cinema tiCkets anD HoliDaYs

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Rapport Rapport THE NATIONWIDE GROUP

July 2018

STAFF UNION MAGAZINE

JULY 2018 | ISSUE 90

OCD AT WORK IT’S AN EQUALITY ISSUE

YOUR UNION REPS HERE

WE’RE TO HELP

INSIDE: SAVE MONEY

ON CINEMA TICKETS

AND HOLIDAYS

Editorial board Nicola Huddlestone, President Chris Palfrey, NEC Officer Tim Rose, Assistant General Secretary Editorial Martin Moriarty martinmoriarty@mac.com Design & production The Design Mill www.the-design-mill.co.uk Printed in the UK Banbury Litho www.banburylitho.co.uk Advertising Tim Rose trose@ngsu.org.uk 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 We use bitly URLs to convert long web addresses into shorter ones throughout the magazine.

sUpporting trans people Two NGSU members have stepped up to support the new LGBT@Nationwide team that is dedicated to delivering support initiatives for transgender staff.

Swindon 1 National Regional Officer (NRO) Bev Cubbon and Caledonia House NRO Barry Murphy (who is also NGSU Equality, Diversity and Inclusion Officer) are busy establishing the scope of their activities and how they will progress over the coming year.

“It’s our mission to increase visibility and support for transgender colleagues through a range of objectives over the coming year and beyond,” say Bev and Barry.

“We’ll also be considering how we can partner with the business to help improve the experiences of our transgender and other gender identity members.”

Bev and Barry will providing updates over the course of the next year and may be looking for opportunities for willing volunteers to get involved: look out for more details in future issues of Rapport.

Find out more…

Barry.Murphy@nationwide.co.uk.

Helping people with Parkinson’s

Swindon union rep Simon Evans raised more than £1725.90 for Parkinson’s UK through the cake sales, raffle prizes and donations at the successful event he organised in support of the charity in April.

“The help and support the event generated made me feel proud and delighted and I would like to thank all those who supported the day,” Simon says.

Generating awareness and raising funds provides valuable support for those who suffer from the disease. You can still donate on Simon’s Just Giving page: www.justgiving.com/fundraising/ simon-evansnationwide

CAMPAIGNING FOR MORE PARENTAL LEAVE NGSU has pledged to continue to seek a period of Shared Parental Leave at full pay, despite the recent Employment Tribunal Appeal (EAT) ruling that employers are free to offer different rates of pay to women on maternity leave and those taking shared parental leave.

The EAT ruled in April that the two types of leave were different: maternity leave was provided as a health and safety measure for the pregnant and birth mother, while parental leave was given to support care for the child. This meant that a man could not make a direct comparison for the purposes of a discrimination claim, the tribunal argued.

The EAT acknowledged the possibility that this position might change after 26 weeks, when the purpose of maternity leave changes from ‘biological recovery’ to care and ‘bonding with a child’. This could open the door to a future claim based on these facts.

See more movies for less

SAVING YOU MONEY On average we beat 99 per cent of any published travel agency or internet price, so make sure you speak to us first before you book anywhere else!

Call The NGSU Travel Club today on 01422 847 847 or fill out our holiday request form at www.ngsutravelclub.co.uk

You can save money on tickets for most of the leading cinema chains in the UK by registering with our discount and benefits website, NGSU Extras.

NGSU Extras has two options for buying discount e-code vouchers, which can be used to book online or at the box office: just select the Lifestyle Benefits option and then either ‘Cinema Tickets’ for a link to ‘The Cinema Society’ or ‘Corporate Perks’.

It is worth checking both options to get the best deal, as the available offers vary: for example, Cineworld e-codes, which deliver savings of £7.01 on 2D adult tickets and £2.31 on 2D child tickets, are only currently available through the ‘Corporate Perks’ option. Register for NGSU Extras at: https://ngsu.salary-extras.co.uk and when requested use Organisation Name ‘NGSU’ and Company Password ‘benefits’. Please check the website for conditions and latest pricing.

4 90 JULY 18 CHANGING THE WORK CULTURE IN OUR SECTOR The Banking Standards Board (BSB), which exists to help raise standards of behaviour and competence in UK banks and building societies, has revealed its top priorities for the next year in the wake of its latest survey of 36,000 employees from member organisations, which include Nationwide.

In the coming 12 months, the BSB will be focusing on three key issues: ● Encouraging leadership by example: staff are more likely to believe that their organisation lives its values when they observe their leaders doing the same and see their firm acting in the interests of its customers or clients. ● Improving employees’ well-being: employees’ perceptions of whether they and their colleagues are treated fairly and with respect is strongly associated with their well-being. ● Welcoming employees’ voices: some employees do not speak up because they fear negative consequences, while others believe nothing will be done to address their concerns.

Although it is not a member of the BSB, NGSU has taken part in a union roundtable on the work culture of the finance sector chaired

by BSB Deputy Chairman (and former TUC General Secretary) Sir Brendan Barber.

“It was interesting to hear the experiences of other unions who represent members in the banks and building societies,” says General Secretary Tim Poll, who attended the roundtable with Assistant General Secretary Tim Rose.

“Some of themes discussed are very familiar to us, including concerns about pay for junior roles; performance management standards, stress and wellbeing; and ‘safe to speak’ issues. It was also clear that the level of engagement and relationship we have with Nationwide is strong and provides the opportunity to tackle these issues.”

You can read the latest BSB annual review report at https://bit.ly/2McTwdL

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You can get a quote by filling out a short online form at www.ifswp.co.uk/ngsu

CeleBrating 150 Years of Union Campaigning

LIAM DEVENEY

NGSU Assistant General Secretary Tim Rose and National Regional Officer (Branch Network North) Sue Walker attended the civic reception organised

by Manchester City Council to mark the 150th anniversary of the very first Trades Union Congress in the city.

The Manchester and Salford Trades Council organised the very first congress, which was held in the Mechanics’ Institute in June 1868 and attended by 34 delegates from all over the country representing 118,000 members.

The reception was held in Manchester Art Gallery, where artist Hazel Roberts unveiled three new pieces, commissioned by the North West TUC to mark the anniversary.

NGSU originally affiliated to the TUC in 1999 and General Secretary Tim Poil helped steer the Sue Walker and Tim Rose represented NGSU at the Manchester event to celebrate the launch of the TUC 150 years ago

The then TUC General Secretary John Monks (second left) greets NGSU General Secretary Tim Poil (second right) on the union’s affiliation to the TUC in 1999

organisation as a member of its general council between 2005 and 2016.

Now representing more than 5.5 million union members, the TUC campaigns for a better deal for everyone at work, supporting individual unions, such as NGSU, as well as working to defend essential public services such as the NHS. To mark it latest milestone, the TUC has assembled a set of portraits of trade unionists from throughout its history on the website TUC150.

You can read the stories at https://tuc150.tuc.org.uk/

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NGSU reps work together to secure everyone at Nationwide is treated fairly

Some of the reps on the Branch East Council reveal how and why they decided to get active on your behalf.

“We’re here to help you” Chris Cooper, Branch Manager, Little Common, Bexhill-on-Sea “Becoming active in the union has changed me massively as a person.

Ten years ago, I wouldn’t say boo to a goose: I just put my head down, took the flak, never challenged anything.

I’ve been a rep for the last eight years and now I’m a real campaigner for doing the right thing and people being treated fairly – that’s what’s important to me, it’s made me a completely different person, without a doubt.

“The real eye-opener for me was attending TUC Congress: you see how no matter what job role you’re in or what company you work for, the issues are the same. It showed me how important it is being a rep – you might just be one voice but you are speaking for so many.”

If you don’t know who your union rep is, find out on https://ngsu.co.uk/ whos-my-rep/

“I’ve been a rep for the last eight years and now I’m a real campaigner for doing the right thing” Chris Cooper

Nicola Huddlestone, President “Like everyone at NGSU, I’m extremely grateful to all our union reps across the country for the hard work they put in to make work fairer for everyone.”

Charlotte Fackerell, Operations Manager, Ilford, Essex “I became a rep 15 years ago because the union helped me out with an issue at work and I wanted to pay that back. I’m a Dagenham girl who was brought up on the story of women winning equal pay at the Ford plant, so although trade unions have a bad reputation in some places, I know they are here to get things done in the right way.

For me, the union is about winning fair treatment at work and helping people out when they need it most.”

Bea Tailor, Customer Service Manager, Barkingside, Essex “When we take issues to the NGSU conference and get them resolved, it really gives you satisfaction that there is somebody out there who is listening. One thing that sticks out for me is how we’re measured on our service: it used to be that if you got light green alerts, you couldn’t get 100 per cent scoring but we fought to change that for about four years and when we won that had a huge impact on the society. It took us a little while but we got there through our sheer determination as union reps to see it through.”

“For me, the union is about winning fair treatment at work and helping people out when they need it most.”

Charlotte Fackerell

Noel Reilly, Customer Representative, Waltham Cross “They were turbulent times 17 years ago when I became a rep: there were a lot of targets, a lot of pressure, it wasn’t always a comfortable place to be. I really enjoy the role, which is why I’ve carried on: you do get a lot of satisfaction out of helping people.

I’ve had cases where people are going to be taken to a disciplinary hearing and I have it quashed – these sort of things give you a real sense of pleasure that you have made a difference to those individuals by taking out that stress.”

Find out more bout becoming a rep yourself at: https:// ngsu.co.uk/reps/ get-involved/

Lesley Castle, Customer Services Manager, Tonbridge and NGSU Rep of the Year “Being a rep has given me a voice to put across other people’s issues, iron things out and come to a conclusion. It’s grown me as an individual as I am now able to speak to all different levels in the business and not worry because I know I would have the support of the union if there ever was any backlash.”

Pat Rao, Customer Host, East Ham “When Bea approached me about becoming a union rep about eight years ago, she said I would find it very fulfilling, it’s a very satisfying role. And do you know what?

She was right! I have never looked back, I thoroughly enjoy it. I feel that the union and the society work together in a really good partnership, it’s not one against the other: that’s why I am happy to continue as a rep and challenge myself a little bit more now by taking on other roles, like disciplinary officer.”

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Learning to live and work with OCD With the help of NGSU, one of our members whose OCD was impacting on her work has found a new role at Nationwide where her disability isn’t an issue.

I

t has taken more than 18 months but Amanda Matthews (not her real name) has finally secured a new role with Nationwide that she can enjoy while learning to live with Obsessive Compulsive Disorder (OCD).

OCD, a disability that is covered by the 2010 Equality Act, leads people to engage in repeated actions (compulsions) in an attempt to reduce their feelings of anxiety and negative thoughts (obsessions).

For Amanda, her checking, cleanliness and obsessive rituals began to impact on her work as a customer representative two years ago.

After being signed off work with OCD and depression in April 2016, Amanda attended regular assessments with the Nationwide Occupational Health team.

“The nurse who carried out the assessments recommended Nationwide made adjustments, suitable for my situation, to support my return,” Amanda says.

But Amanda’s managers argued it would not be possible to make adjustments to her role in branch and dismissed alternatives she suggested, such as moving to a bigger branch or to an admin-based role elsewhere in the society.

Amanda found out about the

OCD Action is the national charity focusing on Obsessive Compulsive Disorder. They provide support and information to anybody affected

by OCD: raise awareness of the disorder among the general public and front-line healthcare workers; and campaign to secure a better deal for people with OCD. Find out more on their website: www.ocdaction.org.uk

Nationwide redeployment scheme after an initial attempt to return to work without any adjustments caused her so much stress that she was signed off by her GP for a second time.

But Amanda felt the scheme was more like a tick-box exercise than a genuine attempt to help her find a new role. “I was repeatedly offered roles that were inappropriate to my illness and recovery – it was like offering a lorry driver who could no longer drive

“The nurse who carried out the assessments was always very understanding and wanted to help support my return to work despite my illness”

YOUR RIGHTS UNDER THE EQUALITY ACT 2010 Under the Equality Act 2010, employers must consider making ‘reasonable adjustments’ for a disabled employee or job applicant in any or all of these circumstances: ● the employer becomes aware of an employee or applicant’s disability ● a disabled employee or applicant asks for adjustments to be made ● a disabled employee is having difficulty with any part of their job ● an employee’s sickness record or delay in returning to work is linked to their disability.

Find out more on the ACAS website: https://bit.ly/1FSRWVp

“My new role has helped me massively on my journey and I couldn’t be more grateful that my manager gave me the opportunity” an interview to drive a car!” she recalls.

Despairing of ever returning to work for Nationwide, Amanda began looking elsewhere and was almost immediately offered a job in the NHS where her disability would not be treated as an obstacle.

But just as she was about to hand in her notice, Amanda was offered an interview for a new role within Nationwide that looked like it would be a much better fit for her. She decided to give Nationwide one last try – which totally paid off when she was offered the job.

“My new role has helped me massively on my journey and I couldn’t be more grateful that my manager gave me the opportunity,” Amanda says. “I love my role and I am recovering from my illness and

learning to deal with my disability.”

Amanda is also very grateful for NGSU’s support throughout her struggle. “The union helped support me with attending my regular ill-health meetings with my managers and helped make me feel like I was being treated fairly when I wasn’t feeling that from Nationwide at the time,” she says.

Now that she is back at work, Amanda is determined to help change the way Nationwide supports its disabled staff. “I am sharing my story is because I want to ensure other people within Nationwide get a happy ending like I did and not feel unsupported because of their disability,” she says. ● For free confidential advice about work issues, call NGSU on 01295 710767

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“Now they’re our babies” Mums of premature babies need extra help, says Northampton member Laura Rowe.

W

hen I went into labour with my twins, three and a half months before their due date, we were completely unprepared. I’d had none of my scheduled hospital appointments or even a chance to think about where we might have them.

Caleb and Ava were born in Northampton General weighing 840g and 755g. They were smaller than my pet guinea pigs. Because they were so premature, they were transferred to Birmingham Women’s Hospital, which was the nearest unit that could provide the specialist care they needed. There was accommodation we could stay in at the hospital: it was really basic but it meant we could be with our babies.

After 10 days in Birmingham, they were transferred to Leicester. It was much nearer Northampton but there was no accommodation, so we travelled back and forward every day.

Leaving them every night broke my heart. I’d sleep with my phone in my hand just in case the hospital called.

I didn’t get to hold my baby girl until she was 12 days old and my little boy was 25 days old before our first cuddle. Not being able to care

SUPPORTING PREMATURE BABIES AND THEIR FAMILIES

After twins Ava and Caleb were born three and a half months before their due date, they ended up spending 103 days in hospital

The Smallest Things is a charity that support premature babies and their families by: ● promoting the good health of premature babies and their families ● raising awareness of premature birth and the needs of families following intensive care ● promoting high-quality care for mothers affected by post-traumatic stress disorder associated with premature birth ● campaigning to extend maternity leave for mothers of premature babies.

Find out more at: https://thesmallestthings.org

for and comfort them without asking the nurses for help was so hard.

After a month of travelling back and forward to Leicester, Ava was transferred back to Northampton and Caleb followed a few days later. In total, they spent their first 103 days in hospital.

A few days before they were discharged we were able to take them into a little side room on our own. It was just the four of us and I remember turning to my partner and saying, ‘They’re actually ours, we’ve got our babies.’

The twins were still so tiny when my maternity leave ended that I didn’t feel ready to leave them and go back to work. After a lot of research and talking to HR about my options I decided to take a period of unpaid leave allowing me to have an extra three months at home.

Most people think that it’s all over when you get home but that’s not the case. Like a lot of premature babies, Caleb and Ava are more susceptible to infection. A cough or cold can easily develop into a respiratory virus requiring readmission to hospital.

Premature babies often have sight problems and developmental delays too, so we’re back at the hospital every couple of months for checkups which will probably continue until they go to school.

There is also the impact on the mothers. I myself have struggled with anxiety and there are things – a smell, a sound, a place – that can trigger flashbacks and panic attacks.

I’ve recently learned that these are symptoms of Post-Traumatic Stress Disorder, which is quite common for mothers of premature babies.

MORE HELP FOR NEW MUMS NGSU has negotiated a wide range of leave and time-off arrangements for parents, including adoption leave, birth partner leave, fertility leave, maternity leave, parental leave and paternity leave.

We have recently negotiated a phased increase in paid maternity leave, up from 14 weeks to 18 weeks from this April, with a further increase to 22 weeks from April next year.

You can find details in our twopage summary document, NGSU Guide to Time-Off Provisions at Nationwide at https://bit.ly/2yCxxe4 Fortunately ours is a story with a happy ending. Caleb and Ava are now a pair of lively, energetic toddlers who run circles round us most days!

While my direct managers were (and continue to be) supportive of my situation, I think it would be great if we could raise awareness of the campaign to extend maternity leave for mothers of premature babies to help people who find themselves in a similar situation.

Caleb (below) and Ava (right) are now energetic toddlers

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Tim talks

Raising your concerns with the Board General Secretary Tim Poil reveals what he said when he addressed the Nationwide Board earlier this year.

C

onstructive dialogue is much more likely to lead to positive and mutually beneficial outcomes than a confrontational relationship.

That’s why I spend a fair amount of my time meeting members of the Society’s management team both formally, as part of the Employee Involvement Committee (EIC) structure, and informally. I also meet the chief executive and chairman several times a year.

But in April I was invited to attend a meeting of the Nationwide Board of Directors for the first time in my 27 years as General Secretary of NGSU – something of a landmark occasion to have the opportunity to talk to the collective members of the Board.

I’m not reticent when it comes to sharing my views about how the Society is run and issues affecting NGSU members but I have to confess to being a little apprehensive at the prospect of meeting the Board.

It is quite rare for a Board of Directors to invite a General Secretary of a trade union to talk to them about the business and its employees and I was keen to make the most of the opportunity.

I wanted the Board to understand the relationship between Nationwide and NGSU. Firstly, that we value our independence as a trade union and we are not a staff association. We will always seek to work in partnership with the Society as long as this is a

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

@TimPoil Follow Tim on Twitter to keep up with what he’s thinking and doing

two-way relationship with genuine early engagement and consultation.

Secondly, I also wanted to make the Board aware of the issues that we are currently working with the business to address and which are causing us concern. These include: ● continuing to develop a fair and effective performance management process ● making true progress in advancing the equality and diversity agenda ● worries about job security driven by pressure to make cost savings ● concerns about branch resourcing ● doing more to promote employee well-being and to provide support for employees with mental health issues ● continuing to advance a positive culture and enabling a truly ‘safe to speak’ environment.

Finally, I shared my thoughts on challenges that the business faces over the longer term. We have been calling on the business to review its reward strategy now for several years and this now has to be a priority if Nationwide is to attract and retain the talent it needs to keep pace with the changes in the finance sector and continue to thrive.

And there also needs to be constructive debate about the future of jobs, what roles will be required, where they will be and how employees can continue to build rewarding and fulfilling careers.

I am pleased to have had this opportunity to talk direct to the Board about the issues that impact on employees: it is important that they have an understanding and awareness of our concerns. I hope it bodes well for a continuing and constructive dialogue.

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QA &

I’ve been told that the rules about claiming business mileage to a temporary workplace have changed: is this true?

There has not been any change to the rules set out in the Business Mileage Guide but there is a focus on ensuring the rules are applied correctly.

You can claim business mileage for travel to and from a temporary workplace, both for occasional visits and when you’re on secondment.

But if you regularly work in different locations, they could all be considered to be your normal place of work and may not qualify.

If your journey broadly follows a similar route to your normal daily commute, and is shorter than 10 miles, you can’t claim. However, if the journey is more than 10 miles you can claim for the whole journey.

If the route to your temporary workplace takes a very different route to your normal commute, you may be able to claim, even if the journey is under 10 miles.

I work part-time and have been told I must make doctor and dentist appointments on my non-working day or maketime up if I have to attend in work time. Is this fair?

The Time-Off For Medical Appointments policy applies equally to all employees, regardless

Please read the Business Mileage Guide for full details: https://bit. ly/2lqbIoF

You can read all the Nationwide HR Policies on the NGSU website in the Help at Work section. https://ngsu.co.uk/ help-at-work/

There are more details in the Time Off for Other Reasons Policy: https://bit. ly/2MgmXLT

For more information, please read the Allowances Policy, Section 2.5: https://bit. ly/2txYFFx

of their working pattern.

The policy encourages employees to make appointments outside of their working hours but it recognises that this is not always possible because of the nature or availability of appointments.

In these circumstances there is no requirement to make up any time or use Time-Off-InLieu (TOIL). Your manager can ask you to provide evidence of the appointment, such as an appointment card.

We’ve recently had an problem with rats in our branch and have had to clear up their mess. Are we entitled to claim Building Works Inconvenience Payments?

The union agreed with HR to extend the scope of Building Works Inconvenience Payments to cover some situations involving pest infestations and the Allowances Policy was updated in October 2017.

Some pest infestations can require the use of chemical treatments to deal with the problem or require a deep clean of the premises and the smell can be unpleasant – you can claim the payment, £5 per day, in these circumstances. Additional payments can be claimed if clothing needs cleaning or is damaged as a result of the works.

T

lb x

Claiming for injuries caused by mobility scooters Accidents involving mobility scooters in branches are on the increase, according to reports submitted to the Branch Health & Safety Forum.

The liability for an injury is likely to rest with driver of the scooter but it’s also reasonable to expect Nationwide to have taken some steps to mitigate the risk through the design and management of the banking hall.

If you or a customer are involved in an accident, please report it. ● If the scooter hits an employee or damages the premises or equipment, keep details of the incident and the customer driving the scooter. Ask if they have insurance and note the details. ● If the scooter hits a customer, make sure that they exchange details – remember, you can’t disclose these details. ● Report any accidents involving members and employees on 08450 766 425. If the accident is caught on CCTV, arrange for a download and send this to the Chief H&S Officer.

Combating verbal and physical aggression There were 207 reported incidents of employees being subject to verbal and aggressive behaviour

There is more information about taking steps to minimise risk in branch in section 1 of the Branch Managers’ H&S Responsibility Guide.

If you are called to a hearing, please contact us immediately for help and to arrange representation on 01295 701767.

(VAB) during the first three months of 2018, including 185 incidents in branches and 22 in contact centres. The majority of incidents are related to verbal threats and abuse. The union believes that the number of cases is under-reported.

The Society has recently updated its guidance on how to deal with VAB cases to ensure the procedures are appropriate for both branches and contact centres – this is available on the intranet. Action can include closing customers’ accounts. Employees should be given the chance to take a break if they have been stressed and traumatised by the incident.

Personal Injury Advice and Compensation Service NGSU members and their family are eligible for free legal advice about personal injuries from our solicitors, Slater & Gordon. Members retain 100 per cent of any damages recovered. The scheme covers a wide range of incidents, including accidents at work; road traffic accidents; and accidents abroad. ● Please contact the dedicated NGSU personal injury advice and compensation advice line on 0800 916 9064.

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WHEN WOMEN NEED A BREAK Women who desperately need a break but have no realistic hope of a holiday can get muchneeded financial help from the Mary Macarthur Holiday Trust, named after the trade union and women’s rights pioneer Mary Macarthur.

Founded in 1922, the Trust aims to help provide holidays for women who could not otherwise get away because of illness, disability, financial problems or other issues.

If you feel you or a woman you know would benefit from a Mary Macarthur Holiday then please contact Cheryl Andrews on 02920 359091 or email cheryl.andrews@mmht.org.uk or take a look at the website www.mmht.org.uk.

Born in Glasgow in 1880, Mary Macarthur fought for equal pay for the thousands of women who worked at munitions factories and in other traditionally male jobs when their male counterparts were conscripted during the First World War.

YoU CoUlD win Up to £15,000!

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Simply complete a prize draw form and let us know how many £1 chances you would like to buy every month (between one and 10). 75 per cent of the total paid in every month is returned in cash prizes to members, while the rest is put towards the day-to-day running of the union – helping to keep membership rates low. With around 30,000 draw entries a month, the odds are much better than the National Lottery!

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CHECK YOUR SKILLS

if you would like to get an assessment of your it, english or maths skills via your smartphone or your computer, you can use the new tool from unionlearn, skillCheck. skillCheck allows you to take assess your skill levels through a series of multiple-choice questions (iCt or english) or by answering a set of arithmetic questions (maths). ● to access the web version, visit https://bit.ly/2yy3viq ● to use the apple app, search ‘unionlearn skillcheck’ on the app store ● to use the android version, search ‘unionlearn skillcheck’ on google play.

QUICK READS AUTHOR STEPS IN TO SAVE READING SCHEME Best-selling author Jojo Moyes, whose 2012 novel Me Before You took was adapted into a worldwide hit movie, has guaranteed the future of Quick Reads through her pledge of three years’ funding.

For the past 12 years, Quick Reads has been commissioning well-known authors and celebrities to write short and engaging stories that will appeal to adults who have yet to get the reading bug.

The scheme has proved remarkably successful: 95 of literacy practitioners report that Quick Reads has boosted learners’ reading confidence and 91 per cent say the books have directly improved literacy skills.

Authors have included crime writer Ann Cleeves (whose Shetland and Vera stories have both been adapted for TV), romantic and historical novelist Joanna Trollope, Kate Mosse (author of 2005 best-seller Labyrinth), Booker Prize-winner Roddy Doyle (whose Barrytown trilogy became the hit film The Commitments), Andy McNab (author of the bestselling Bravo Two Zero) – and even Jojo herself.

But when the previous sponsor ended its financial support, the scheme looked set to shut down until Jojo stepped in.

“Like so many, I was shocked that a scheme helping many people to read was going to close, especially at a time when libraries struggle for funding,” Jojo says.

“As an author who has not just written a Quick Read, but seen up close the real impact these books can have, I decided it was too important to be allowed to end. I am lucky enough to be in a position to help, and proud to provide the support it needs for the next three years.”

Quick Reads are available from supermarkets, bookshops and online retailers for £1.99 – as both paperbacks and e-books.

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Simply find the words which are all related to the 2018 Women’s Hockey World Cup. Completed entries should be sent to Middleton Cheney by 31 August 2018 with your name and membership number filled in below.

KY J Y J U ON Y MJ F NZ P E S C WM D Z A O E KW AC A L B C AN E NZ R DG O D I R RR F WJ S

K Q Q A A R R Q I T A L Y T I B L

I U C N I X A K WA E I U I A U R C G H E I N N T A I W N Q A O I I

D L S K U N H R W E I T A F N I R

ARGENTINA AUSTRALIA BELGIUM CHINA ENGLAND INDIA

B J U L C D B C U C E H C C D V E

N E A B J I K A N J N M C J R L L

V F L P K A T J Q U G M T T J T A

V U O G A U S T R A L I A P N S N

H S P O I N S F O J A I U O N L D

D B U T C U L L F N N Z Y V U K I

IRELAND ITALY JAPAN KOREA NEW ZEALAND SPAIN

Name Membership number

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

T C O G Y H M C E N D T V E R O S

18 90 JULY 18

SUMMARY FINANCIAL INFORMATION EXTRACTED FROM THE FULL FINANCIAL STATEMENTS SUMMARY INCOME AND EXPENDITURE ACCOUNTS (GENERAL AND CHARITABLE FUNDS) FOR THE YEAR ENDED 31 DECEMBER 2017

2017 2016

£’000 £’000 Subscriptions Other income Unrealised gain on investments

1,291 123 23

1,257 126 25

Total income

1,437

1,408

(1,304) (1,266)

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

133

142

1,285 1,418

1,143 1,285

SUMMARY OF SALARIES AND BENEFITS PROVIDED Details Amount Salary £129,132 Pension Contributions £19,370 (The Union makes contributions of 15% of salary on behalf of all staff) Car and other allowances £9,724

942 31 553 (108)

939 31 462 (147)

1,418

1,285

Income and Expenditure account Charitable Fund

1,404 14

1,259 26

1,418

1,285

ANALYSIS OF GENERAL FUND EXPENDITURE FOR THE YEAR ENDED 31 DECEMBER 2017 Services to members 72% Meeting expenses 7% Administration expenses 10% Premises and equipment costs 11%

Ad ex mini pe nse strat s 10 ion %

11%

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 2017. 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.

Fixed assets Debtors and prepayments Cash at bank Creditors and accruals

ts

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.

2017 2016

£’000 £’000

s & os ise ent c em Pr uipm eq

Name Position T R Poil General

Secretary

SUMMARY BALANCE SHEET AT 31 DECEMBER 2017

Meeting expenses 7% Services to members 72%

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 2017: Opinion We have audited the financial statements of the Nationwide Group Staff Union [“The Union”] for the year ended 31 December 2017 which comprise the Income and Expenditure account, the Statement of Comprehensive Income, the Balance Sheet, the Statement of Changes in Equity, the Statement of Cash Flows and notes to the financial statements, including a summary of the significant accounting policies. The financial reporting framework that has been applied in their preparation is applicable law and United Kingdom Accounting Standards, including Financial Reporting Standard 102 The Financial Reporting Standard applicable in the UK and Republic of Ireland (United Kingdom Generally Accepted Accounting Practice).

In our opinion the financial statements: • Give a true and fair view of the state of the Union’s affairs as at 31 December 2017 and of its income and expenditure for the year then ended; and • Have been properly prepared in accordance with United Kingdom Generally Accepted Accounting Practice.

Basis for opinion We conducted our audit in accordance with International Standards on Auditing (UK) (ISAs (UK)) and applicable law. Our responsibilities under those standards are further described in the Auditor’s responsibilities for the audit of the financial statements section of our report. We are independent of the Union in accordance with the ethical requirements that are relevant to the audit of the financial statements in the UK, including the FRC’s Ethical Standard, and we have fulfilled our other ethical responsibilities in accordance with these requirements. We believe that the audit evidence we have obtained is sufficient and appropriate to provide a basis for our opinion.

Conclusions relating to going concern We have nothing to report in respect of the following matters in relation to which the ISA’s (UK) require us to report to you where: • The National Executive Committee’s use of the going concern basis of accounting in the preparation of the financial statements is not appropriate; or • The National Executive Committee has not disclosed in the financial statements any identified material uncertainties that may cast significant doubt about the Union’s ability to continue to adopt a going concern basis of accounting for a period of at least twelve months from the date when the financial statements are authorised for issue.

Other information The National Executive Committee is responsible for the other information. The other information comprises the information

included in the annual report, other than the financial statements and our auditors report thereon. Our opinion of the financial statements does not cover the other information and, except to the extent otherwise expect illicitly stated in our report, we do not express any form of assurance conclusion thereon.

In connection with our audit of the financial statements, our responsibility is to read the other information and, in doing so, consider whether the other information is materially inconsistent with the financial statements or our knowledge obtained in the audit or otherwise appears to be materially misstated. If we identify such material inconsistencies or apparent material misstatements, we are required to determine whether there is a material misstatement in the financial statements or material misstatement of the other information. If, based on the work we have performed, we conclude that there is a material misstatement of this other information we are required to report that fact. We have nothing to report in this regard.

Matters on which we are required to report by exception The Trade Union and Labour Relations (Consolidation) Act 1992 (Amended) requires us to report to you if, in our opinion: • A satisfactory system of control over transactions has not been maintained; or • The Union has not kept proper accounting records; or • The financial statements are not in agreement with the books of account; or • We have not received all the information and explanations we need for our audit.

We have nothing to report in this regard.

Responsibilities of the National Executive Committee As explained more fully in the Statement of Responsibilities of the National Executive Committee, the National Executive Committee is responsible for the preparation of financial statements and being satisfied that they give a true and fair view, and for such internal control as the National Executive Committee determine is necessary to enable the preparation of financial statements that are free from material misstatement, whether due to fraud or error. In preparing the financial statements, the National Executive Committee is responsible for assessing the Union’s ability to continue as a going concern, disclosing, as applicable, matters related to going concern and using the going concern basis of accounting unless the National Executive Committee either intends to liquidate the Union or to cease operations, or have no realistic alternative but to do so.

Auditor’s responsibilities for the audit of the financial statements Our objectives are to obtain reasonable assurance about whether the financial statements as a whole are free from material misstatement, whether due to fraud or error, and issue an auditor’s report that includes our opinion. Reasonable assurance is a high level of assurance, but is not a guarantee that an audit conducted in according with ISAs (UK) will always detect a material misstatement when it exists. Misstatements can arise from fraud or error and are consider material if, individually or in the aggregate, they could reasonably be expected to influence the economic decisions of users taken on the basis of these financial statements. A further description of our responsibilities for the audit of the financial statements is located on the Financial Reporting Council’s website at http://www.frc. org.uk/auditorsresponsibilities. This description forms part of our auditor’s report. 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.

H W FISHER & COMPANY Chartered Accountants Statutory Auditor Dated: 21 March 2018

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

NGSU Commission Rebate Scheme We can help you arrange and apply for insurance policies, such as: Mortgage protection Income protection Life assurance Term assurance Critical illness cover The insurance provider will pay us commission for our work in arranging and applying for your protection policy. Due to our unique relationship with NGSU, we are delighted to be able to pass on 50% of this commission to you if you use our Premium Comparison Service.

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