October 2019

UNISON West Sussex Branch newsletter • www.unisonwestsussex.org.uk UNISON’s 2020 pay claim submitted We want 10% pay rise, more leave and shorter working week. See page 2

WSCC Ofsted and HMI reports: our response See pages 4–5

SEE INSIDE Local pay 3 • WSCC’s £28m cuts 6 • Legal support 7 • Executive turnover 8 • WSCC probation policy 9 • Schools section 14 • HE & FE reports 17 Overpayments 18 • LGBT+ officer19 • Numeracy help 19 • Young members’ officer20 2 For fairness. For you. Join UNISON.

In this edition explain the problems we’ve We outline our concerns for we tackle faced supporting members’ the new probation policy some of local pay awards. There’s a and share the positive role the major summary of our response to we’ve had in supporting issues facing the council’s poor statutory job evaluation for further members at inspection results in both education members. WSCC and children’s and fire & rescue I hope you enjoy this issue. other employers. We share services, and a report on Dan Sartin, the details of UNISON’s the council’s disciplinary Branch Secretary NJC pay claim below and processes and their delays. UNISON’s 2020 NJC pay claim proposal submitted UNISON NJC (national joint committee) reps met in the summer to consider feedback on its recommendation for the 2020/21 NJC pay claim.

The committee had 2010. Funding for this stamp duty – costing consulted members pay rise must come from approximately £23bn; via branches on the central government and • he’s also pledged to following proposal: it must be new money. increase spending on • 10% pay rise or £10 per The claim must not be education and policing hour minimum hourly funded through councils costing over £2bn (though rate on all pay points, further cutting employees’ this would only go whichever is greater; conditions of employment. some way to reversing • an extra day’s government cuts made The government says there annual leave; over the last decade). is no magic money tree • a two-hour reduction and yet they have found: Clearly there is money in the standard • approximately £4.2bn available, but it is a working week; and to spend on no-deal political choice made by • a comprehensive joint Brexit preparations since the government on how national review of 2016 (£1.5bn of it in the and where to spend it. the workplace causes 2018-19 tax year alone); of stress and mental Thanks go to members in • approximately £1bn of health throughout the West Sussex branch new funding for Northern local authorities. who completed our pay Ireland because of the consultation survey on the There was 94% support government’s supply and claim. These are early days for the committee’s confidence arrangement for the claim, but we’ll keep recommendation (81% with the DUP; members up to date with in West Sussex), so it was • PM Johnson has already progress on negotiations. taken forward by UNISON. pledged tax cuts for those Is the claim affordable? earning over £80,000 Councils have suffered a year plus changes to cuts of nearly 50% since national insurance and www.unisonwestsussex.org.uk BRANCH LINES 3 Local pay update

Members on local pay at WSCC (HAY, AfC/public health and SMG4 contracts) will recall the debacle of the 2018-19 pay process and how UNISON played an important role in the eventual offer of a sensible pay award.

UNISON was on the cusp of running a way the union is involved in council consultation exercise with all staff, on bargaining and negotiation could be behalf of the union and the council, to degraded. UNISON has had to take establish consent for UNISON taking this threat seriously. The branch is on collective bargaining for all staff for taking advice from our national office. pay in future when permission for this We are also discussing a new, wider was pulled at the eleventh hour by the ‘recognition and facility time agreement’ chief executive. He claimed UNISON with the council, which could, if agreed, was no longer acting in a spirit of resolve the issue of local pay bargaining “partnership, openness and transparency” positively. However, there are a number following concerns we had raised about of sticking points in negotiations so the council’s handling of its Ofsted far, which make it unclear whether inspection. We have kept members agreement can be reached. If it cannot, informed throughout via our website. UNISON will have an important decision The offer for 2019-20 from WSCC to take – with our members – on was therefore not managed through whether we use the statutory route. collective bargaining, but was – with the The current situation we can assure 2018-19 process in mind – a reasonable members reflects only on the unique offer for which UNISON recommended circumstances at West Sussex. Other acceptance. 99% of members agreed councils do not face these quandaries to accept the offer, and 96% agreed and obstacles. We are working as UNISON should push for statutory hard as we can to overcome them, recognition so that UNISON could use but the negotiating terrain is uniquely legal routes available to take on the difficult here. We believe however collective bargaining role for future years. that UNISON has played a key role in When UNISON raised the prospect of securing a 4% pay increase without using the statutory recognition process, links to performance over these past we were told by the chief executive that two years. We will keep members doing so could have consequences for informed of next steps and seek UNISON members in other ways, as the input to related decision-making. 4 @UnisonWSx www.facebook.com/unisonwsx Children’s Ofsted inspection – latest UNISON is raising issues for members with the conditions of the the acting director of children’s services John retention payments after Readman at our monthly meetings. most staff had signed up UNISON is monitoring which moving to CFW roles; to them, in respect of what of these are being addressed – we raised the is owed and over what and will escalate accordingly: prospect of increase period if you voluntarily • UNISON wishes to see apprenticeship reduce your hours, and a ‘wellbeing’ strand to and in-house social this should be reviewed; the improvement plan, work training; • we requested individual repayment plans to drawing from the council’s • despite improvements be negotiated, when recent wellbeing survey; in recruitment and staff have to leave • that there should also be retention, not all teams through unexpected a focus on non-qualified are benefitting equally circumstances, rather staff and efforts to retain from this and we have than staff being placed and motivate them; raised this for teams in a dangerous position – we re-raised the who are struggling with of having no wages at prospect of career major vacancy gaps; pathways for CFWs (child all in their last three • IPEH (integrated and family workers) months of employment; prevention and early from Grade 7, through • we raised issues of the help) is still awaiting 8 and 9. UNISON first lack of parking permits firm proposals and the raised this with Annie for some new staff in uncertainty is causing MacIver and in response Horsham and asked stress and anxiety. CFWs were promised this be resolved; action on this, but Retention payments • we asked for a review of nothing has happened; UNISON continues to have the suggested position – we raised the issue of unaddressed concerns: that staff not signing up family aides and their • it was wrong to change to retention payments UNISON at FRS Select Committee The council’s fire & rescue service (FRS) has been about the poor HMI rated by her majesty’s inspectorate (HMI) as ‘requires report and the corporate- improvement’ in 2 of 3 key areas (‘effectiveness’ and wide issues causing ‘efficiency’), and as ‘inadequate’ in the third – ‘people’. problems for all WSCC services, not just FRS. It was the only FRS to be is inadequate in the way it Dan expanded on judged so poorly in this protects the public through the following themes latter category in the whole fire regulation and in the which the HMI inspection country. As HMI said: way it ensures fairness had picked up on: “We have concerns and promotes diversity.” • failure to listen to staff about the performance of Branch secretary Dan (or trade unions); West Sussex FRS in keeping Sartin spoke to councillors • staff disconnect from people safe and secure. It at the FRS select committee the council’s ‘values www.unisonwestsussex.org.uk BRANCH LINES 5

could be stripped of IT (lateness of laptops), direction within the service. their free parking; mileage, excessive • lifelong services as a • we asked that staff time spent resolving project has run out of not signing up for the support issues; steam, and is destabilising payments not be quizzed • WSCC pushing ahead for no apparent purpose; in a personal and intrusive with this will perpetuate • the long-awaited training way as to why they were a loss of trust between package for foster not. We have been unable staff and management; carers is delayed; to secure management’s • managers do not wish • members say change is agreement to stop this to be responsible for expected at the bottom – so if you are affected pay cuts of staff, and are but there is little evidence please get in touch. very concerned about of change at the top or of the top taking their Interest-free loans the counter-productive share of responsibility UNISON has raised concerns impact it will have on and making the long- about the creation of a new relationships within teams. term strategic changes disciplinary offence of staff Managers prefer the that are required; missing loan repayments. carrot, not the stick in line • the improvement plan is We have concerns that with social work values; missing the links between staff on zero pay (most • members are considering the service and wider commonly because they how a boycott of the council which hold it back are on maternity leave) part of the appraisal i.e. wider budget cuts, could get caught up in this. process which links it to the corporate culture, incremental progression Increments support services. would work and are Members are clear that incremental progression seeking UNISON advice and support. If you have feedback for linked to performance in us, please contact your April 2020 would be flawed Leadership and culture rep who will feedback and should be reviewed: Members want a change of to the team who meet • surrounding systems are leadership approach and with John Readman. not up to scratch: HR, culture; they cite a lack of

and culture’; You can view Dan’s evidence (Lyndsay Pink) are on the • problems with equalities to the select committee by improvement board. This and the employer’s visiting the branch website, is welcome, but in itself is approach to this; as there is a link to the inconsistent to the council’s • bullying (at an video. UNISON and the wider approach to UNISON executive level); FBU pulled no punches. which has sought to reduce • appraisals (and the linking As a result, both unions areas of engagement of pay to performance). were invited to meet with the to legal minimums. leader of the council, Louise UNISON is working hard Dan also spoke about: to represent members Goldsmith on a regular basis. • u-turns on cuts to working in the FRS but The service is now prevention services also in the wider council within a period of close (within FRS and children’s in the hope that common scrutiny during which it is services IPEH); corporate-wide issues will be • excessive cuts and under- expected to improve. Dan picked up and addressed. valuing of admin support. and the UNISON FRS rep 6 For fairness. For you. Join UNISON. £28million cuts at WSCC The County Council is reporting a huge budget gap of 4. reduce post-16 £75.5m over the next 4 years, with the worst being support service; next year: 2020-21 has a projected shortfall of £28m. 5. review in-house residential and day care services. In our view, this is under threat of cuts or caused primarily by the being stopped altogether.” Chief exec’s apology Staff were not informed government’s austerity Services at risk policy, but the position in advance, which caught The council produced a out a number of managers has been exacerbated in list of services they were West Sussex by the costly and upset staff. The chief considering to reduce to executive Nathan Elvery and ideologically driven meet the shortfall, which council tax freezes of a few apologised to all staff and went public in July. These offered reassurances that years ago, combined with will have a direct impact on continued high expenditure no decisions had yet been UNISON members working taken by the council. on consultants, agency in those services. Many workers and executive pay. will impact on them and UNISON will keep members Executive pay their families who will see a informed and work with In July, the Chichester reduction in the availability community campaigners to Observer reported that top of public services or an highlight the damage any salaries were ‘effectively out increase in charges. Here further cuts will do to the of control’ at WSCC with: are just five examples: public, service users and • the number of officers 1. review community our members who deliver paid £100,000 or hubs library offer (this the services. For the full list more increased from represents the first of services at risk please 16 to 21 in a year; significant reduction in go to the ‘News’ section • redundancies and a previously relatively- of the branch website. departures costing protected service); taxpayers more than £6m 2. reduce local assistance over last two years; and network (eye-catching • six staff members as it represents the total receiving a combined withdrawal of a service); £58,068 in expense 3. reduce the number allowances in 2018/19. of household waste UNISON regional officer recycling sites; Caroline Fife commented at the time, “Expenses packages for the highest paid have increased by a third since last year. We are upset to see these increases at the top whilst the services our members work in supporting vulnerable people are struggling, www.unisonwestsussex.org.uk BRANCH LINES 7

As well as providing legal support with employment UNISON’s tribunals and settlements, UNISON’s legal team Thompsons also support members with other types of legal claim. legal Our branch often has The other side’s insurers members receiving our legal refused to settle the claim. support support to settle industrial UNISON supported our injury claims arising from member. The claim took their work. But not only that, a long time to settle, but our legal team will support has been done so now you with claims which arise with our member receiving outside the workplace. £20,000 in compensation One such claim was for for the injuries sustained a branch member who in the accident. had a car accident in 2015.

Workplace injuries, compensation and allowances If you’re unfortunate enough to receive a workplace for the extent of injuries, injury, UNISON can guide you through the various routes but it makes life that bit to benefits and support that may be available to you. easier to manage. It’s likely this would not have If your capacity to work relevant medical evidence. been awarded without is impaired by injury or A yearly allowance of over UNISON intervention. you’re unable to work £10k until retirement age, Ill-health retirement (IHR) at all, there are various with periodic reviews, has is often a keenly disputed channels we can use to recently been awarded to area, but if any member negotiate the best support a West Sussex member. feels they should have been packages for your case. There is also the awarded this and were not, The industrial injuries opportunity to make a there is the opportunity to allowance (IIA) provides personal injury (PI) claim. lodge an appeal, should financial assistance These are managed further medical evidence depending on the severity by UNISON’s solicitors become available. of the injury. It can give Thompsons. Again, they Being injured at work is you an income when you rely on substantial medical not something most of us can no longer be gainfully evidence to be successful, would consider, but if you employed, when you’re but in many cases, this can are injured, it’s good to know on long-term sick leave or be provided by qualified the union will be by your when your sick pay runs out. medical practitioners. side to champion your case. There are various ‘tiers’ of One member received a IIA, depending on the injury workplace injury resulting For more information involved and the resulting in not being able to work. contact the branch level of disability. Awards Thompsons took on the office or go to the are negotiated with your case and successfully UNISON Direct helpline employer and must be negotiated an award over 0800 0 857 857. supported by detailed and £30k. This doesn’t make up 8 For fairness. For you. Join UNISON. Executive turnover UNISON is increasingly worried about high executive turnover rates at WSCC and the impact this is having on staff and service delivery. Despite excellent rates of pay and relocation packages, the council does not seem to be able to hold onto its executive leaders. UNISON has gone public with our concerns, raising them with councillors at the fire service select committee (see page 4). Branch secretary Dan Sartin outlined the five grievances about bullying the branch has supported at a senior level, which is a number unheard of. This has led to a meeting with the leader of the council, Louise Goldsmith. It is clear that the much heralded ‘culture’ of the council leaves a lot to be desired for some staff. UNISON is continuing to raise our concerns and to support individuals working at this level who experience bullying. If you experience bullying and harassment in the workplace, please contact the branch office for advice. Thank you “Thank you for “Just a quick email to say we think you and all your help and x did a fantastic job with your speeches support over the at select committee yesterday. You both complemented each other brilliantly. Let’s restructuring hope they actually listen to what’s been said and now! Thanks so much for giving us a voice.” academisation, which as you “This is the best result for me all round, to know is now say I’m ecstatic is an understatement. not going I want to thank you for all your support and help with everything.” ahead. It seems to me we had “I’m satisfied – and thrilled – that it’s a very narrow now resolved! Thank you so much for all escape there!” your help and perseverance with this.” www.unisonwestsussex.org.uk BRANCH LINES 9

Probation changes at WSCC The County Council has changed its approach to probation for new employees, and UNISON does not agree to the changes or believe that they will help staff.

WSCC has always had a probation period, staff with protected characteristics though it is not called that. In the first (i.e. disability, race and so on). 12 months of employment, all new There is no reference to performance staff were monitored for performance expectations being relative to the and could be performance-managed length of time new staff have been through the existing capability processes, within the role; nor of the reality that exactly like other staff. More so, in that new staff often do not have all the new staff could enter capability at a resources (e.g. IT systems) they need higher second-stage if necessary. to be successful at the start of their Despite this option being available, employment. How will these realities sit performance management is not used as alongside performance expectations? much as you would think. And UNISON The removal of staff’s right to has a long-record of supporting members access the staff appeals panel is a through such processes successfully. retrograde step and creates a two-tier When staff have less than two-years’ system at the council, undervaluing employment history, they are vulnerable new starters and exposing them as they have no recourse to tribunal to even greater risk of unfair or unless they are discriminated against. discriminatory dismissal. This appears UNISON is therefore concerned that at odds to the ‘one team’ approach. introducing a standard six-months’ UNISON believes the new probation probation period could lead to a policy reflects changes to the ‘culture’ situation where staff are ‘let go’ much of the organisation where performance more easily by WSCC. WSCC HR has is increasingly seen as a problem of also said that the process will be more individual staff rather than connected streamlined for terminating employment. to resource and governance issues, With more speed comes greater which are the responsibility of the risk of unfairness and discrimination. council’s executive and political leaders. However, an equality impact assessment was not undertaken by WSCC for these It is incredibly important that changes. This is of concern to UNISON new starters at the council join and likely the staff groups, given this UNISON immediately they arrive. is an issue of primary importance to Please help us spread the word. 10 For fairness. For you. Join UNISON. MembershipJOIN UNISON Form ESSENTIALPlease fill in the COVERform and sendWHEREVER to UNISON YOUWest Sussex, WORK Central Attic, County Hall, Chichester, PO19 1RQ We use this address to send 1 Tell us about you you information core to your membership such as your Title First name membership pack, UNISON election information and Last name any information relating to ballots if relevant Home address

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“I am now off medication. UNISON was brilliant. I can’t appear that some of our I didn’t have a full fault my rep whatsoever main recommendations appreciation before of just and without them I have been rejected by the how difficult mental illness am sure I would have council. They have proposed can be and the challenges been sacked. UNISON their own changes which we it brings. I had no history supported me when I wasn’t feel would be detrimental of mental health problems mentally strong enough to to staff. UNISON continues at all up to this point in my understand what was going to work hard to try to life. What this experience on within the process.” bring improvement to the has done is make me processes, and we will report permanently worried that UNISON’s recommendations the outcomes when reached. I could have a relapse back UNISON has provided a Membership of UNISON is to my depression, now range of suggestions to vital to protect you (and I have experienced it. I’ll the employer to improve your professional status have to live with this worry their disciplinary process. if applicable) at work. for the rest of my life.” However, at the time of Join at unisonwestsussex. “What I can say is that going to press, it would org.uk/join 14 @UnisonWSx www.facebook.com/unisonwsx Regrading success at Richard Collyer In July, two UNISON members working in one of the support services at The College of Richard Collyer, Horsham, fought successfully to have their jobs regraded to the same level as other colleagues doing exactly the same job. Neither had realised they’d been placed at a lower grade when they first started their new roles.

The college’s UNISON rep Jane Crowley to reconsider. We’re delighted to report supported our members at meetings that both members have now been offered with senior school management, full back pay and financial remuneration arguing that pay should be backdated to the beginning of their employment. to the start of the contracts, with further compensation to reflect loss of pay rises and pension contributions. She said, “I was very pleased to be able to help two colleagues to be placed on a fair pay grade in accordance with their job roles, with the support of West Sussex UNISON branch.” Both Jane and branch officer Zoe Walker supported our members at the appeal. Governors then asked the school principal

impact on workloads and Schools’ forum update curriculum opportunities for young people will be UNISON’s rep on the forum, Keith Manville impacted for a longer period (pictured), updates us on the latest concerns. than originally planned. “There are considerable “The recent County Council challenges ahead. Despite school funding survey the fact we are all fed up showed that one of the hearing about 'Brexit', it measures taken by schools does play a part, because to manage budgets and government departments reduce costs was making and any spending significant cuts to the reviews are distracted number of non-teaching or delayed by it. staff. In some cases, this “This isn't helped by However, the combined has resulted in a reduced promises of money that deficit has increased to capacity to support pupils might only be an enticement £1.765m. The total number with special educational to vote in a snap election of schools in deficit is steady needs and disabilities but don’t materialise but the size of deficits is (SEND). Schools were also following a 'no deal’ Brexit. growing year on year. considering or continuing “This year fewer schools “Uncertainty for many to reduce administrative are in deficit compared to school staff, resource support staff in order to the same time last year. shortages, restructuring, the make cost savings.” www.unisonwestsussex.org.uk BRANCH LINES 15 Accessing Health Assured services

The WSCC HR service recently clarified MPs call for an important issue regarding staff accessing multi-billion pounds the council’s employee assistance programme (EAP) provided by education cash boost ‘Health Assured’. UNISON has welcomed MPs’ call for a ‘multi Employees who leave WSCC billion pounds cash injection’ into education. are allowed to make use of The call for the investment, together with a proper, long- the EAP service for up to term funding strategy, comes in a House of Commons three months after they have education select committee report on education funding left: access is not withdrawn in England. The committee found that schools and immediately someone colleges ‘desperately need’ more money. leaves, as one of our UNISON national secretary Jon Richards said its members was led to believe report, “backs up what UNISON and others have by local management. been saying about the funding crisis caused by this The EAP is a telephone government’s real-term cuts.” counselling service set up The union points out that support staff in schools by the council and can help and colleges have borne the brunt of these cuts. provide support for a variety Teaching assistants in secondary schools have been of issues such as family cut by 12%, and technicians across schools by 14%. problems, work, addictions, Teaching assistants in primary schools are being made debt, domestic abuse and redundant despite higher pupil numbers, including a range of other issues. more children with special educational needs. Please note that UNISON Support staff are often trusted adults and confided members also have access in by pupils about a huge range of welfare issues, to the union’s wide variety of regardless of whether this is expected of them in a support services to help with formal capacity. But a third of staff in a recent UNISON these and other matters. survey reported that schools had cut the number of You can access these by staff providing this support in the past year. going to the branch website Mr Richards called on the government to, “put an home page and selecting ‘get end to this national scandal and commit to a long-term help’. From the drop-down plan to end all funding cuts and to fully fund schools menu you’ll then be able and colleges.” to choose from the wide range of services we offer. 16 @UnisonWSx www.facebook.com/unisonwsx

Branch speaks out at national conference West Sussex branch chair, Ian Harvey spoke or two employers to work on behalf of our branch at this year’s UNISON with. Now our branch national delegate conference (NDC) in Liverpool. represents members within many employers, like The branch jointly submitted because it was so important Capita, who deliver local motion 126 to UNISON’s to our branch to get this government services in NDC. This was important motion passed. “This review West Sussex and provide no because it ensured the union is crucial as branches like consolidated facility time.” had to deliver the funding ours need more funding It was great news for our increase for branches we to cope with the pressures branch when the motion have been demanding for caused by austerity. was passed. It will have years, as well as a ‘root and “When UNISON was an immediate positive branch’ review of UNISON. created 26 years ago, funding impact on every “I was quite nervous,” said branches had more facility branch in the country. Ian, “not so much about the time for their officers size of the audience, but and often only had one

Diana Leach and Paul NEC election results Holmes); 2 higher education reps (Sandy Huge thanks go to all West Sussex branch members Nicholl and Keith Owen); who took part in the national executive committee 2 black members (April (NEC) elections for the 2019-21 period. Ashley and Hugo Pierre); This is the most important have been elected to the 1 health rep (Claire Dixon); UNISON committee, as NEC. Abi said, “I’m looking 1 disabled member it is the union’s main forward to representing (Paula Carlisle); and 1 decision-making body low paid workers in the water, environment and and so influences the SE region. That’s what transport rep (John Jones). national tone and direction our union is all about.” Candidates took office of our organisation. A large number of at the close of national The branch is delighted the branch’s preferred delegate conference to report that two of its candidates were also (NDC) in May 2019 and members, Dan Sartin elected, including: will be in office until the (branch secretary) and Abi • all 4 local government end of the NDC in 2021. Holdsworth (workplace rep representatives (Jane at the Capita contact centre), Doolan, Andrea Egan, www.unisonwestsussex.org.uk BRANCH LINES 17 Time to stand up Successful JE for a better HE deal appeals at GBMet UNISON is running a national ballot Some years ago, the branch agreed of our higher education (HE) members a joint process for job evaluation asking them to vote ‘yes’ for strike (JE) appeals with Northbrook action to demand an improved College which continued following pay offer after universities offered its merger with Brighton City a pay increase of just 1.8% – well College to become Greater Brighton below inflation. Over two thirds Metropolitan College (GBMet). of members who voted in our recent consultation rejected it. This year the branch supplied expert support to the appeals panel from one of our branch officers. As a result, there have been a number of successful appeals, increasing grades in some cases and restoring people to their original grade following a downgrade in others. This helped the college to better understand its structures and will hopefully stand them in Ballot papers started arriving at home good stead in the future. addresses from 9 September. If you Local UNISON haven’t received one yet, please call the rep Karen Fisher ballot helpline on 0800 0 857857. said: “JE is tricky: it’s Along with the other unions, completely impersonal our pay claim was for: and based purely on • a rise of RPI plus 3%, or a the requirement of the minimum increase of £3,349; post. It’s very hard for any • £10 per hour minimum rate of pay; member negatively affected • all universities to become accredited to not take it personally if their by the Living Wage Foundation; post is downgraded. Who wouldn’t? • a 35-hour working week; “This is why it’s invaluable for members • action to close the gender to get UNISON advice if they feel the and ethnicity pay gaps; evaluation outcome is not correct. It’s • action to reduce excessive vital to understand the process when workloads and combat stress. putting together a successful appeal. It’s important to have a high turnout for “Having an experienced branch the ballot to show employers the strength officer on the GBMet appeals panel of feeling against their unacceptable ensured a fair and balanced assessment offer. Please make sure you send in your and helped senior college panel vote as soon as possible. If you know of members gain much needed insight.” any non-UNISON colleagues who would This demonstrates why UNISON like to vote, they can join us before 22 is the trade union for college October to receive a ballot paper. support staff and worth joining. 18 For fairness. For you. Join UNISON.

overpaid in full, knowing Overpayments this would effectively give one member a 28-year Longer-standing members will recall a spate of debt repayment plan! overpayments being made to staff at WSCC – and This would not be particularly in schools – a few years ago which reasonable behaviour of any were then reclaimed from pay without notice, employer, let alone a county putting members into great hardship. UNISON council that has aspirations fought long and hard for members so-affected, and to be an employer of often with success. On one occasion we even led choice. UNISON is aware the BBC TV local news broadcast highlighting an that other employers would overpayment that had caused much suffering. be much more flexible, Things have quietened down and it is flexibility and on that front, but at the end reasonableness which has of last year we had two cases been missing from the come into the office of adult WSCC approach so far. services’ social workers who Our member is pursuing had been overpaid by the a grievance with UNISON council to a great extent. One support in order for common of these was an overpayment sense to prevail and for made over many years WSCC to learn from other of £17,000. Our member employers how it might bore absolutely no blame approach such situations. for this overpayment and You can imagine the upset nor could they have been and stress this situation expected to know about it. yet resolved, for different has caused our members, UNISON has been reasons. The council has with neither situation yet supporting our members expected our members resolved after nine months. since, and neither case is to pay back the sums We will keep you updated. Thank you “I would like to say a massive thank you to you for helping and supporting me through the very difficult dismissal process that I have just been through. You made it much more tolerable and were always full of sound advice. Another massive thank you for referring me to see the financial adviser at Centenary House last week, where the news from him about my pension was almost life changing. Thank you once again for all your support.” www.unisonwestsussex.org.uk BRANCH LINES 19 Meet Paul Woodcock: branch LGBT+ officer “Be proud of who you are and be reassured there are people in UNISON to support you and make it safe to be Brush up your who you are in your workplace,” says Paul Woodcock, branch lesbian, gay, numeracy skills bisexual and transgender (LGBT+) officer.

“I’ve only been in this role since November with UNISON last year, but we were pleased to represent UNISON in the march at This summer, UNISON is working Worthing Pride in the summer. with National Numeracy, an “Research tells me there is a significant independent charity, to give all proportion of LGBT+ workers who remain our members working in schools uncomfortable about ‘being out’ at work. and education the chance to “Working life for LGBT+ people has brush up their number skills. improved immensely in the By using the charity’s National past 10 years, but there are Numeracy Challenge – a free online many who still don’t feel learning tool – you’ll be able to work the benefits. Therefore, towards the essentials of numeracy: the UNISON has an maths skills you actually need in work important support and everyday life. role, to help create It allows you to find out your level an inclusive and and points you towards resources safe workplace. personalised to you to help you Paul’s day-job improve. is the council’s You can get started on the challenge commissioner for sexual using the link below to find out your health: experience he current numeracy level and how to is able to draw-on to help improve it, based on your strengths and in his UNISON officer role. weaknesses. Being better with numbers “Thankfully, I’ve not come across isn’t a special talent, it’s something we any shocking examples of homophobia can all learn. at WSCC, but it’s often the incidental, Think you’re not a numbers person? daily drip-feed of discrimination we must Many of us say we’re not – but challenge: it’s not OK to make jokes or numbers play a big part in all our lives. insults about someone’s sexuality, no matter Understanding how they work can have how intentioned the remark may be. a hugely positive impact. “Sexual orientation does not impact Whether finding a new job or getting on anyone’s ability to do a job. As a promotion, managing debt or getting Stonewall once famously said: “Some a better handle on family finances, people are gay. Get over it.” everyone can benefit by finding a way If there is anyone out there needing to make numbers work for them. support on LGBT+ issues, just get in Go to www.unison.org.uk and search touch with me via the branch office.” ‘numbers’. Follow the first link. 20 Branch Secretary: DAN SARTIN • Branch Lines Editor: GRAHAM ANDERSON • Feedback: [email protected] • Phone: 01243 777636

government for cutting funding, The awful murder increasing work, reducing numbers. “I believe we need to toughen our attitudes towards the general abuse of of Belinda Rose social workers. It’s time for our safety and Wendy Wilson, social worker wellbeing to be prioritised. It is not ok to and UNISON West Sussex branch be rude to social workers just because committee member, writes: we do not wear a uniform. We need the right to work without being frightened “Andrew Harper, a police officer killed of being attacked, verbally or physically. while working, quite rightly received Zero tolerance is just the starting place. tributes on the front pages of many papers and all across the media. “We need to have good publicity as “What I find incredible is that just well as the bad. We get more things two days later a social worker, Belinda right than we do wrong. It would Rose, was murdered while working, help if the council published some of but there was no such outcry. Did the incredible work that we do.” Andrew’s life have more value? Social The branch is raising these matters workers are so frequently vilified and with the council to ensure sufficient blamed: it’s never the fault of central focus remains on staff safety at WSCC.

Could you be our next young members’ officer? We talk to our current young members’ officer there for you if ever you Chloe Pascovitch as she steps down soon from have any problems with the post, sadly having reached the ‘not young your job including pay, enough anymore’ threshold the role demands! sickness and even parking. “You can be as involved “I have been the branch’s “I recently supported a as you want and your young member’s officer colleague through a flexible time allows.” for the past two years retirement case. It was and a UNISON member challenging as time frames If any UNISON since leaving university were not always met and member and starting full time our first request was initially below the employment in 2014. It declined. We appealed the age of 27 is wasn’t until I moved to decision and put together a interested WSCC and faced the issue letter to fight the case and in taking of Horsham parking that I after months of meetings over from became a workplace rep. with the member we finally Chloe, please “Then the branch got the green light.” call the discovered I was under 27 We asked Chloe for any branch office years old and encouraged top tips she could pass 01243 777636 me to become the young on to her successor. or email office.unison@ member’s officer! “Join UNISON! They are westsussex.gov.uk

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