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.

At UNISON, we believe in creating an inclusive workplace where every member is treated with dignity and respect. Our commitment to tackling racism and promoting equality is unwavering. We invite all Black members to join us in this critical mission to challenge discrimination and improve equality in the workplace and beyond.

???? Get Involved with UNISON Black Members

•Campaign for Equality: Join the Scottish Black Members Committee to actively campaign for equality and challenge racism. Your voice and experiences are vital to making a difference.
•Support and Representation: UNISON offers comprehensive support and free legal advice to Black members facing discrimination. Contact your local branch for immediate assistance.
•Training and Resources: Access valuable resources, including our Race Discrimination Protocol, animations, and guides to help you understand your rights and take action against racism.

????️ Resources and Support

•Race Discrimination Protocol: Our protocol provides a clear, step-by-step process for addressing race discrimination cases, ensuring consistency and transparency in our support.
•Educational Materials: Watch our animations and read our guides to raise awareness about racism and discrimination in the workplace.

Tackling racism information pack

Race discrimination protocol

Animation:
https://vimeo.com/sundstedt/unison


Video:
https://www.youtube.com/watch?v=s9_gZEpHx3k


???? How to Join

•Become Active: You don’t need to be an expert or commit a lot of time. Your enthusiasm and willingness to participate are all you need to help grow our union and campaign alongside like-minded activists.
•Stay Connected: Visit our Facebook campaign page for updates and more information on how to get involved: UNISON Black Members Campaign

Contact Us

If you need support or more information, contact your UNISON branch. Use our branch finder or reach out to UNISON Direct at 0800 0857 857. Together, we can build a more equitable and just workplace.

Join us in the fight against racism and for equality. Every member has a part to play.

For more details, visit join.unison.org.uk.

#UNISON #BlackMembers #TacklingRacism #Equality #JoinUNISON

In the current era, where the environmental footprint of human activity is more scrutinized than ever, the urgency to adopt sustainable practices has become paramount. Among the myriad of ecological concerns, plastic pollution stands out as a persistent and pervasive issue, threatening marine life, disrupting ecosystems, and contributing to health problems in humans and animals alike. Recognizing the critical need for action, a novel initiative has emerged in the form of the "Green Skills Training - Plastic Pollution" course, designed to empower individuals with the knowledge and tools to combat this pressing issue.

Understanding the Gravity of Plastic Pollution

Plastic pollution is a multifaceted problem, with repercussions that extend beyond the visible litter in our streets and oceans. It encompasses a wide range of environmental, health, and economic issues. Plastics, being durable and slow to degrade, can persist in the environment for hundreds of years, leading to the accumulation of debris in natural habitats. The course aims to shed light on these challenges, offering participants a comprehensive overview of the problem at hand.

Course Overview

Scheduled for Thursday, 23rd May, from 12:30 PM to 2:00 PM, this fully funded, online session invites members to delve into the complexities of plastic pollution. By exploring topics such as the inherent problems with plastic usage, its everyday implications, the connection between plastics and climate change, and the concerning issue of chemical pollution, the course provides a holistic understanding of the subject matter.

Key Learning Outcomes

Participants will be equipped with critical insights into:

• The Perils of Plastic Pollution: An in-depth examination of how plastics have become a global crisis, affecting marine life and human health.
• Plastics in Everyday Life: A closer look at the prevalence of plastics in daily routines and its long-term implications.
• Climate Change Connection: Understanding the intricate link between plastic production, usage, and global warming.
• Chemical Pollution Explained: Unraveling the complexities of chemical additives in plastics and their environmental impact.
• Actionable Strategies: Practical advice on how individuals and workplaces can adopt the 3Rs (Reduce, Reuse, Recycle) to mitigate the effects of plastic pollution.

Why Participate?

This training is more than just an educational course; it's a call to action. It aims to transform how we think about and engage with plastics, prompting a shift towards more responsible consumption and waste management practices. For professionals looking to integrate sustainable practices into their workplaces, this course offers invaluable insights and strategies. It's also a fantastic opportunity for anyone passionate about environmental conservation to make tangible changes in their community and beyond.

Join the Movement

As we stand at a pivotal moment in our environmental journey, the "Green Skills Training - Plastic Pollution" course represents a significant step towards a sustainable future. By equipping individuals with the knowledge and skills to tackle plastic pollution, we can collectively drive change and foster a healthier planet for generations to come.

For those interested in making a difference, we encourage you to register for the course by emailing memberlearningscotland@unison.co.uk. Together, we can combat plastic pollution and pave the way for a greener, cleaner world.

In a groundbreaking move that marks a significant shift in work culture, the Scottish Government's Health Workforce Pay, Practice and Partnership Division has announced a reduction in the working week for Agenda for Change staff within NHS Scotland. This change, detailed in the PCS(AFC)2024/2 circular, is a result of extensive reviews and collaborative efforts aimed at enhancing work-life balance and overall staff well-being.

A Commitment to Well-being and Efficiency

The decision, emerging from the pay settlement for Agenda for Change staff for the year 2023-24, involves a reduction in the working week to 37 hours for full-time staff, implemented from 1 April 2024, without any loss of earnings. This initiative, approved by Scottish Ministers, reflects a deep commitment to improving the working conditions of NHS staff, ensuring they can deliver the highest quality care while maintaining their own health and well-being.

Key Principles and Implementation

The circular outlines several key principles guiding this transition:

The aim is clear: to reduce full-time staff hours from 37.5 to 37 hours per week, pro-rata for part-time staff, without any loss of earnings.

Transition to the reduced hours is expected to be managed locally within Area Partnership Forums, allowing for tailored approaches that consider the unique needs and capabilities of different service areas.

Hourly rates will be adjusted to ensure no loss in overall earnings, a move that demonstrates a careful balance between enhancing staff well-being and maintaining financial stability.

Innovative thinking is encouraged among managers and staff to effectively implement this change across various working patterns, promoting flexibility and a better work-life balance.

Part-time staff will also see their hours reduced on a pro-rata basis, ensuring that the benefits of this policy are shared broadly among NHS Scotland employees.

Challenges and Solutions

Recognizing the diverse and often intense demands placed on different sectors of the NHS, the circular also addresses potential challenges. In instances where service pressures prevent immediate implementation of reduced hours, staff will be compensated accordingly until such reductions can be safely accommodated. This pragmatic approach underscores the government's dedication to both patient care and staff welfare.

Looking Ahead

This policy represents a significant step forward in recognizing the importance of work-life balance and its impact on employee satisfaction and productivity. By reducing working hours without compromising on pay, NHS Scotland not only acknowledges the hard work and dedication of its Agenda for Change staff but also sets a precedent for other sectors to follow.

As NHS Scotland navigates this transition, the focus remains firmly on ensuring that this change benefits both staff and the communities they serve. The move towards a 37-hour work week is not just a change in numbers but a reflection of a broader commitment to creating a healthier, more sustainable work environment for one of Scotland's most vital workforces.

For those seeking further details or guidance on this policy, resources and contact information have been provided by the Scottish Government, emphasizing the ongoing support for both employees and management through this significant adjustment.

REDUCTION IN THE WORKING WEEK FROM 1 APRIL 2024

INCREASE OF HOURLY RATES

Note: The rates specified below are based on the 2023-24 pay settlement as the 2024-25 settlement has not yet been agreed. When it is, the relevant rates will increase and arrears will be paid. For clarity, the reduction from a 37.5 to a 37 hour week represents an across the board 1.35% increase in hourly rates.

From 1 April 2024, pay will be worked out with reference to the 37 hour rates. This will include unsocial hours enhancements and any other aspect of pay which is linked to hourly rates.

REDUCTION IN THE WORKING WEEK FROM 1 APRIL 2024

FREQUENTLY ASKED QUESTIONS

From 1 April 2024, full-time hours for Agenda for Change staff will be reduced from 37.5 to 37 hours, without loss of earnings.

This document has been created in order to answer questions that have been raised.

This is a live document which will be updated on an ongoing basis as required.

Reduction in hours and flexibility

Q1: What will happen to my pay on 1 April if I am on an Agenda for Change contract?

A: There will be no detriment to basic pay. However, the reduction in hours represents a 1.35% increase in hourly rates.

Q2: What happens to my hours if I am part-time?

A: Hours will be reduced pro rata from 1 April 2024. New part-time hours should be calculated in the following way (current part-time hours/37.5)x37 = new part-time hours.

You may however be able to retain your original part-time hours following discussions with your line manager. This will be subject to service requirements. If this is agreed, you will be paid the improved hourly rate.

Q3: What happens if I start working on an Agenda for Change contract on 1 April?

A: The whole-time contractual hours will be 37. However, you may be required to work an additional half hour in the first instance, if the department you are joining has not yet reduced to the 37 hour working week.

Any member of staff who joins part-time will be paid as per the new hourly rate based on the new whole-time equivalent of 37 hours but again may need to work extra hours up to the original part-time hours of the post if the department you are joining has not yet reduced to the new 37 hour working week.

Q4: What happens if my service area cannot reduce my working hours in the first instance?

A: The standard working week for AfC staff in NHS Scotland from 1 April 2024 is 37 hours. It is however recognised that this change may impact on service delivery and patient safety if not carefully managed. It has therefore been agreed as part of the

collective agreement that in the limited circumstances where a service cannot

implement from 1 April, staff who are required to work their existing contracted hours during the local transition period will be recompensed by way of a temporary RWW Transitional Allowance at the following rates:

1. Additional time worked, in respect of the RWW Transitional Allowance will be paid in a manner consistent with the rates agreed for overtime in the Agenda for Change Handbook. Part-time staff will receive plain time up to 37 hours and full-time staff will receive time and a half for anything above 37 hours.
2. Contractual overtime will not apply as the move from 37.5 to 37 is transitional up to the point it is safe to fully reduce to 37 hours.
3. Unsocial hours will be calculated based on new hourly rates.

Q5: Will all adverts posted after 1 April 2024 show a full-time working week of 37 hours?

A: Yes. See above answer where required.

Q6: What is the new whole-time for NHS Agenda for Change staff in the tax year 2024/25?

A: 37 hours.

Q7: I am a Bank worker only and don’t work regular hours – will the increase in the hourly rate apply to me as well?

A: Yes.

Q8: What happens if my manager and I can’t agree on how the working time is reduced?

A: Any disputes should be resolved through local partnership arrangements. You will be entitled to be represented by your trade union or professional organisation.

Q9: Will my Pension be affected?

A: No, pensions will not be affected.

Q10: What will happen to my current annual leave entitlement?

A: There will be no change to annual leave entitlement as outlined in the Agenda for Change handbook. Calculations in hours will now reflect the normal hours for a working day, which will now be 7.4 hours (37/5) instead of as current 7.5 hours (37.5/5).

Entitlement can be worked out using the online annual leave calculator - https://workforce.nhs.scot/calculators/annual-leave-calculator.

Staff wishing to ascertain their leave entitlement for the 1 April 2024 to 31 March 2025 leave year should be careful to enter the correct hours under these new provisions, to ensure the calculator provides an accurate response. Any staff unsure of what their working hours are in the 2024-25 leave year may wish to check with their manager or HR department.

Q11: Does this apply to all NHS Contracts?

A: No, this agreement is for Agenda for Change staff only.

Q12: Will staff be issued with a change in contract as a result of the change in working hours?

A: No, a change in contract will not be required. However, the Agenda for Change handbook will reflect the new whole-time equivalent.

Q13: I am currently in receipt of pay protection. If the reduction in the working week is not implemented in my department from 1 April 2024 and a Temporary RWW Transitional Allowance needs to be paid, will this be offset against my pay protection?

A: No, this temporary RWW Transitional Allowance will be paid in addition to any pay protection already in place.

Q14: Does it attract organisational change protection if my service changes?

A: No. This is a negotiated national change to terms and conditions and not a service change being made by your employer. However, the expectation is that in circumstances where services are changed, the requirement to comply with the new standard working week will be resolved as part of the planned change.

Q15: What happens if I currently work contractual overtime?

A: Contractual overtime that you currently are required to work will not be affected by this additional half hour that may be required in the interim.

Q16: What are the plans for ultimately reducing the working week to 36 hours and timescales?

A: The reduction in the working week from 37.5 to 36 hours has an overall aim of reducing to 36 hours by 1 April 2026. The Reduced Working Week Group will work to consider how this can be safely achieved, including through a series of early adopters as well as full evaluation of the first 30 minute reduction.

Q17: I regularly do overruns. How does the reduction work and how does the payment work?

A: There will be a number of areas across the Health Service that work alternate arrangements/rosters where overruns occur. Please contact your manager or local HR department on how this is being managed at a local level.

Q18: Will the “RWW Transitional Allowance” appear on my payslip?

A: No. Whilst staff will be paid as per the agreed approach until such time as hours can be reduced to 37, it will not appear on payslips as a separate payment.