Wakefield Union Eyes

AGM 2007 March1: see centre pages for details PLUS ! Scrutiny Committees ! Turnaround Bulletin of UNISON Wakefield ! Trust is breaking and Pontefract Hospitals Branch. contracts No.11 ! Spring 2007. ! Free to members … and more! Fighting to keep Pontefract services Concerned at the threat to hospital services in Pontefract from the ever-dwindling plan for a new PFI hospital with even fewer beds and services, our branch has worked hard to sound the alarm and inform local people. We submitted a detailed branch response to the most recent PFI pro- posals – which have subsequently been further postponed, with no further developments expected until at least the end of February. We also worked with Wakefield District Trade Council to build a Defend Our Public Services public meeting at Pontefract Town Hall, from which a local Keep Our Health Services Public campaign group was formed. A handful of activists within the group distributed 10,000 leaflets in Pontefract over a 6 week period and a respectable march and rally of a couple of hundred (right and inside, page 5) was organised, gaining good media coverage. Trust fined £49,134 for failure to take action Act now on bullying! Adrian O’Malley – But, despite the trade unions raising UNISON has in the past few years same afternoon – as were the staff on the issue on numerous occasions the had to take forward bullying com- duty. The “investigation” and a deci- Branch Chair Trust’s record in dealing with bullying plaints against a former chief executive sion on whether to go to a disciplinary In late 2005 the Trust was forced to pay is in our opinion pathetic. and a former Director of Nursing, as were to be finished that week. £49,134 to a former employee who Bullying starts at the well as Senior Managers and Consul- Why can there be such swift action resigned and claimed constructive dis- tants. There is a serious problem which when it’s a low-paid member of staff, missal when the Trust failed to take top needs addressing urgently. but inaction for months on end when a action on her claim that she was being In the modern day, target-driven Other examples of bullying we have senior member of staff is accused? bullied by her managers. NHS staff are pressurised to deliver at had to deal with include: This kind of double standard is unac- " a Pontefract nurse verbally abused ceptable to UNISON and the staff side The Tribunal was highly critical of every level. There is a fine line between by a doctor in front of staff and visitors – unions. the Trust’s implementation of its own pressure and bullying. 5 months later no action taken; We want the Trust to deliver on its Bullying and Harassment policy. The The recent ‘turnaround’ project " a Pinderfields clerical worker com- promise to the Employment Tribunal investigation that did take place was within the Trust is a good example. The plained about a consultant – THREE and take Bullying and Harassment seri- more of an investigation of the government and Department of Health YEARS later she is still fighting her case; ously, especially when its senior mem- employee’s competency in doing her demand that the Trust must balance its " a Clayton nurse had to be advised bers of staff are abusing their positions. job rather than her claim about her books. Directors are put under pressure not to take her complaint forward as it Bullying costs the Trust thousands of managers’ bullying behaviour. to make savings and pressurise General would be too stressful. pounds every year due to staff sickness. The Tribunal was also critical of the Managers to come up with cost cutting The list goes on and on, and is totally If the Trust wants to save money. it time it took for the Trust to act, which plans … and down the ladder it goes. UNISON survey unacceptable. should stamp down seriously on Bully- was months rather than days and the In the worst cases this results in staff What is the point if the Trust having a ing and Harassment. lack of priority managers gave to such being given 30 minutes to decide which on bullying – p2 Bullying policy if it doesn’t use it? As well as reducing sickness it may an important issue. ward or hospital they want to work in – avoid paying out thousands in future In response Idris Griffiths, the Gen- on its promise and Bullying is still a or face their job being made “at risk”. One rule for us? fines at Employment Tribunals. eral Manager representing the Trust at serious problem within the Trust. We have numerous examples of A recent incident in a non clinical the Tribunal said “timescale is an issue The Mid Yorkshire staff handbook nurses with three kids being given an " If you are being bullied at work you area shows how quickly bullying allega- – we will look into it”. says “The Trust has a policy on harass- ultimatum to switch to 12-hour shifts don’t have to take it. Contact UNISON ment and any complaint will be dealt or face losing their jobs: that in our tion can be dealt with. A staff member on PGH ext 2335 or PGI 6730. All calls Trust fails to act with seriously and under the disci- view is bullying – and as a result too complained about a colleague’s threat- will be treated confidentially and ening behaviour. Unfortunately, despite over a year plinary and grievance procedures if many staff have voted with their feet advice given on how to stop the bully- The staff member was interviewed the having passed, the Trust has not acted necessary” and left the Trust. ing. 2 UNION EYES UNISON Branch bullying survey Bullying at work is where an individual abuses a position of power or authority over another person. It can take many forms, including shouting at or humiliating an individual, especially in front of colleagues; picking on an individual; undermining some- one’s ability to do their job; abusive or threatening behaviour which creates a stressful or intimidating atmosphere. Such bullying behaviour is an abuse of power and a denial of our rights to be treated with dignity and respect. Bullying causes stress. It damages the health and safety of staff and adversely affects the quality of service provided. UNISON is concerned about the amount of bullying that goes on at work. In order to convince management that bullying of staff is a serious problem and that changes are needed to eliminate bullying, your union branch is conducting this survey. We need your views and experiences on any bullying you face at work. Please help us to help you by answering the following questions. Your replies will be treated as confidential (you will notice that you have not been asked to provide your name). WHERE DO YOU WORK? ................................................................. HAVE YOU OR OTHER STAFF IN YOUR AREA EVER HAD TIME OFF WORK BECAUSE OF BULLYING? Diane Shepherd WHAT IS YOUR JOB? (Give a description Yes ❏ No ❏ if your job title would identify you) It is with great sadness that the branch local council housing from the proposed privati- Have any staff left their job because of sation. ................................................................ bullying at work in your area? has to report the sudden death of our Education Officer, Diane Shepherd. After becoming a learner representative Diane ❏ ❏ proceeded to take over the responsibility of Yes No As a Catering Assistant Diane had worked ARE YOU: branch Education Officer in 2004. within Pinderfields Catering Department for Male ❏ Female ❏ If yes, how many? It was this role that she was particularly over 10 years before she became elected in 2002 devoted to, especially in relation to developing to become a shop steward and health and safety ............................................................... learning/career opportunities for non clinical representative. IS BULLYING AT WORK: support staff members. Like everything else in her life Diane attacked A very serious problem? Yes ❏ No ❏ After such a short time of activity in June 2005 WHAT DO YOU THINK CAUSES the stewarding role with gusto. She very quickly Diane was elected onto the National Executive A serious problem? Yes ❏ No ❏ BULLYING? attended all the training courses that she could Committee of Unison. A minor problem? Yes ❏ No ❏ get onto and generally developed a keen interest Tick those relevant) ❏ We were proud that she was elected on a social- in all things educational. A non-existent problem? Yes ❏ No ❏ Stressed managers ❏ ist/left wing programme and, typically for Diane, In 2003, when the Wakefield District Trades Have you ever been bullied at this place at her very first NEC meeting announced that Stressed colleagues ❏ Union Council was re-launched, Diane was one she was with the socialists. She will be sorely of work? Yes ❏ No ❏ Excessive workloads ❏ of a handful of us who were determined to re- missed. Are you currently being bullied? establish the principles of collective trade union- Pressure to meet deadlines ❏ Mick Griffiths, Branch Secretary, Yes ❏ No ❏ ❏ ism within our area. Pressure to meet work targets She also had a prominent involvement in the (personal capacity) If yes, when did the bullying start? Staff shortages ❏ trades council campaign initiative to defend ................................................................. Pressure not to take sick leave ❏ ................................................................ Inadequate training for managers ❏ ............................................................... Inadequate training for staff ❏ Manchester nurses vote 9-1 WHAT ARE THE MAIN SOURCES OF Poor management ❏ BULLYING? (Tick those relevant) Performance approach ❏ for strikes to halt cutbacks From your line managers ❏ Workers scared to report it ❏ UNISON has given official notice ! reduction in staffing num- dancies, From senior managers ❏ Other reasons (please state what they to the Manchester Mental Health bers in community mental health possible privatisation of four From colleagues ❏ are) and Social Care Trust that 250 of teams and consequent higher community teams, From the public (clients, patients, ................................................................

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