"The STAC Staffside negotiating team met today with the Cab Sec, officials and employers as planned to start formal negotiations on NHS pay. UNISON negotiators played an active role in the discussions.

Negotiators, employers and government were met outside by around 60 UNISON members and activists from Lothian, Forth Valley and Borders NHS.

In terms of the negotiations we exchanged views with Government around the staff side claim, the pressure our members are experiencing working in the NHS and the public sector pay matrix. The staff side expressed our announce that these talks were starting 167 days after our claim had been submitted.

It was agreed to meet again on 8 August at which point TU's said that they expected to make significant progress towards the conclusion of this years pay talks."

New campaign to recognise injured ambulance service colleagues
 
A new campaign is seeking the creation of a new service medal for seriously injured emergency service workers who leave their roles before they are eligible for long service recognition.

The campaign has built momentum in recent months, and while it began with the police service it has now expanded to include UK fire and ambulance services.

The campaign also aims to secure retrospective recognition for those who have already left the service due to injury before receiving their long service award.

You can find out more and sign up to show your support via the Ambulance Service Medal Recognition group on Facebook.

https://msg.unison.org.uk/c/1hKVFEqnV6LRD7iyx5n5wn1kYcS

The Scottish Ambulance Service’s Reduced Working Week: What You Need to Know

The Scottish Ambulance Service (SAS) is committed to improving the work-life balance of its employees. In line with this commitment, SAS has announced a reduction in the working week, a move that has been eagerly anticipated and discussed extensively. This initiative has been developed in partnership with employee representatives, ensuring that the changes benefit the entire workforce.

Understanding the Reduced Working Week

The reduction in the working week is a significant step towards enhancing employee well-being and ensuring that the SAS continues to provide exceptional service to the public. The new guidelines have been carefully crafted to address various aspects of work schedules and the calculation of working hours. Here’s what you need to know:

Key Highlights of the New Guidelines

1. Reduction in Weekly Hours: The standard working week will be reduced, providing employees with more personal time without compromising their roles and responsibilities. This reduction is aimed at reducing burnout and improving overall job satisfaction.
   
2. Flexible Implementation: The reduction in hours will be implemented in a flexible manner, allowing different departments and roles to adapt according to their specific needs. This ensures that operational efficiency is maintained while offering employees the benefits of reduced hours.
   
3. Equitable Adjustments: The adjustments in working hours have been agreed upon in partnership with employee representatives. This collaborative approach guarantees that the changes are fair and equitable across the board.
   
4. Updated Calculation Methods: New methods for calculating working hours have been introduced. These methods ensure transparency and accuracy, making it easier for employees to understand their schedules and any changes that may occur.
   
5. Comprehensive Q&A: An updated Q&A section is available to address any queries or concerns employees might have regarding the new guidelines. This resource provides detailed answers and clarifications, ensuring that everyone is well-informed about the changes.
   

Accessing the Updated Guidelines

For detailed information on the reduced working week and how it will be implemented, employees are encouraged to visit the SAS SharePoint site. This site will be regularly updated with the latest information, including the full guidelines and the comprehensive Q&A section.

Click here to access the SAS SharePoint site where all the information will be uploaded and updated.

What This Means for You

The reduction in the working week is a positive change aimed at fostering a healthier work environment. Employees can expect:

  • Better Work-Life Balance: More personal time to relax, recharge, and spend with family and friends.
  • Increased Job Satisfaction: A more manageable workload can lead to higher job satisfaction and morale.
  • Enhanced Well-Being: Reduced stress and burnout, contributing to better overall health and well-being.

Moving Forward

The Scottish Ambulance Service is dedicated to supporting its employees through this transition. Regular updates and open communication will be maintained to ensure that everyone is informed and any issues are promptly addressed.

We believe that this initiative will not only benefit our employees but also enhance the quality of service we provide to the public. By prioritizing the well-being of our workforce, we are building a stronger, more resilient organization.

Stay tuned for more updates and make sure to visit the SAS SharePoint site regularly for the latest information.

Together, we are paving the way for a more balanced and fulfilling work environment.The Scottish Ambulance Service’s Reduced Working Week: What You Need to Know

The Scottish Ambulance Service (SAS) is committed to improving the work-life balance of its employees. In line with this commitment, SAS has announced a reduction in the working week, a move that has been eagerly anticipated and discussed extensively. This initiative has been developed in partnership with employee representatives, ensuring that the changes benefit the entire workforce.

Colleagues

One of the actions from our last Health Committee meeting was to develop social media materials targeting non-nursing Job Evaluation (JE). These resources are designed to assist members who are not in the nursing profession but feel that their job responsibilities have changed significantly.

Understanding the Need for Job Evaluation

The NHS has evolved significantly since the introduction of the Agenda for Change. Many roles, including those outside of nursing, have expanded in complexity and responsibility. It is crucial that these changes are recognized and that staff members are appropriately banded for their current duties.

Key Questions to Consider:

  • Feeling Overlooked? If your role has grown but your banding hasn’t, you can ask for a review of your job description.
  • Complex Tasks? Has your job become more intricate? Are you handling more responsibilities?
  • Higher-Level Duties? Is your employer expecting you to operate at a more advanced level?

Take Action Today!

If you find yourself answering “yes” to any of these questions, it’s time to take action. Contact your UNISON branch for guidance and support in initiating a job review. We are here to help you get the recognition you deserve.

Supporting Non-Nursing Staff

UNISON understands that nearly every role in our NHS has evolved since the Agenda for Change was introduced. If you believe that your job now involves higher or more complex responsibilities, speak to us about the Job Evaluation (JE) scheme.

Continued Support and Development

This campaign is just the beginning. We will continue to evolve these materials to meet the needs of our branch.

Thank you for your ongoing dedication and support. Let’s ensure that every role is valued appropriately.

By ensuring our colleagues outside the nursing profession feel supported and recognized, we reinforce the strength and unity within our NHS. Let’s take action to ensure everyone’s role is valued and appropriately recognized.

At Unison, we have always championed inclusivity and diversity in every workplace across Scotland. The latest census figures, revealing that almost 184,000 Scots identify as LGB+ and nearly 20,000 as trans or having a trans history, reinforce the importance of our commitment to supporting all members of our community. This data is a monumental step forward in recognizing the diverse identities that make up our nation and will significantly impact how services are planned and delivered to improve lives.

Celebrating the Year of LGBT+ for Unison

This year, Unison has proudly declared it the Year of LGBT+, dedicating ourselves to amplifying the voices and experiences of LGB+ and trans individuals within our union and beyond. We believe that by fostering an inclusive environment, we can drive meaningful change and set a standard for others to follow.

Breaking Down the Numbers

The 2022 census was groundbreaking as it was the first to include voluntary questions about respondents’ sexuality and trans history. The results were enlightening: 183,869 Scots, or four percent of the population aged 16 and over, identified as LGB+, encompassing lesbian, gay, bisexual, and other minority sexual orientations. Additionally, 19,990 Scots, or 0.44 percent, identified as trans or having a trans history.

This data not only helps us understand the demographics better but also aids charities, local authorities, businesses, and the government in planning and improving services to enhance the lives of LGB+ and trans individuals.

A Closer Look at the Statistics

  • Bisexual Scots: Of the LGB+ population, 80,260 individuals identified as bisexual, with nearly half of them aged between 16 and 24, and around a third aged between 25 and 34.
  • Gay or Lesbian Scots: Another 80,100 individuals identified as gay or lesbian, with 23.1 percent aged between 16 and 24, and 28.6 percent aged between 25 and 34.
  • Trans Scots: Among those who identified as trans, 46.1 percent were aged 16 to 24, and 26 percent were aged 25 to 34, highlighting a youthful demographic.

Regional Insights

Dundee City Council area had the highest proportion of people identifying as trans or having a trans history at 0.91 percent, followed by the City of Edinburgh and Glasgow City at 0.77 percent each. Meanwhile, the City of Edinburgh had the highest proportion of people identifying as LGB+ at 7.6 percent, with Glasgow City and Dundee City following at 7.1 percent and 6.6 percent, respectively.

A Step Forward for Equality

Director of Census Statistics Jon Wroth-Smith remarked, “This is the first time Scotland’s census has ever collected data on trans status or history and sexual orientation. We can now say that almost 20,000 people aged 16 and over in Scotland identified as being trans or having a trans history, and almost 184,000 people aged 16 and over identified as LGB+.”

At Unison, we understand the power of this information in driving forward our mission for equality. We remain steadfast in our commitment to support, protect, and celebrate our LGB+ and trans members. These statistics not only validate our efforts but also inspire us to continue advocating for a workplace and society where everyone can thrive, regardless of their sexual orientation or gender identity.

Moving Forward Together

Unison will use these insights to enhance our support systems, create more inclusive policies, and ensure that the voices of LGB+ and trans individuals are heard and respected. As we celebrate the Year of LGBT+, we reaffirm our pledge to stand with our members, fostering a union that is as diverse and vibrant as the people it represents.

Together, we will continue to build a future where everyone feels valued and empowered. This is our commitment to you. This is Unison.