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www.surreycountyunison.org.uk

organise!

GET ACTIVE WITH UNISON!

UNISON is your trade union. You pay your monthly subs and you know
we are there to support, advise and represent you at work. Hopefully
you also know that we are working day in, day out, consulting and
negotiating on your behalf in defence of good, safe working conditions
and in pursuit of better pay, terms and conditions. To be most effective
we need activists on the ground, in the workplaces local UNISON
representatives. If you think you might be interested in getting active
with UNISON please contact the branch office right away for more
information. Contact details on the back page.

UNISON are also part of the Trades Union Congress (TUC) which
represents millions of workers in the UK. The TUC have called a
national demo in London on the issue of pay on 18
th
October. Surrey
UNISON will be there. Let us know if you would like to come with us.
SURREY COUNTY UNISON NEWSLETTER AUTUMN 2014
INSIDE:

P2-3 Surrey Pay
Matters

P4 Libraries

P5 New employee
joins Surrey UNISON
team Health and
Safety

P6 The Care Act 2014

P7 Surrey Choices
the future of day
services

P8-11 UNISON in
Schools

P12 Developing the
UNISON Branch

P13-15 Our Self-
Organised Groups

P16-17 SCC Children
Schools and Families
update

P18 Save Our
Services in Surrey and
branch contact details

WE ARE ALMOST AT 5,000 MEMBERS OUR 5,000
TH
MEMBER WILL WIN 50 VOUCHER
https://www.facebook.com/groups/
surreycountyunison/

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Surrey Pay Matters

In April of this year Surrey County Council imposed a two-year pay deal, in line with the
Governments austerity measures on pay restraint. As Surrey County Branch are on local
negotiations when it comes to pay we were not included in the national strike involving most local
government workers who are on national pay negotiations with the Local Government Association.
Surrey County UNISON recently balloted our Surrey County Council members regarding re-opening
negotiations with the council on pay for next year. This was because we learned that the County
Councillors had awarded themselves a Pay rise of up to 60%. Our view is that UNISON members
should also receive a decent pay rise. We are not asking for 60% rises or even 40% (which the lead
councillors have now reluctantly accepted), we are asking for a pay increase to keep up with the cost
of living. We are not arguing that councillors should not receive a sensible pay rise (though 40%
seems excessive to us), we are saying that our members also deserve a decent pay rise!
Our ballot came out with a resounding YES - in favour of going into a dispute with the council if they
do not reopen negotiations. We hope to negotiate for better pay with our council on the mandate we
have been given.

The vote was 98% in favour. As we go to press the council have agreed to an informal pay meeting
with us in mid-September. Watch this space.

We supported our colleagues who were out on strike on the 10
th
July (see photo opposite of Surrey
County UNISON members joining striking Spelthorne Council members on their picket line). We have
the same issues and problems as the rest of our members nationally. The 10
th
July strike saw trade
unions unite across the country for fair pay. There are half a million workers who are paid less than
the living wage and the majority happen to be women. This structural inequality in society is
unacceptable. To demonise cleaners, dinner ladies, public servants, social workers, fire fighters and
teachers who withdrew their labour at a financial cost to themselves to make their point smacks of a
Government out of touch with the people. 600,000 job losses nationwide in our public services, with
more savage cuts to our services, pay and conditions to come if nothing is done to stop it. UNISON
and a number of other public sector unions have called another strike day for 14
th
October. We have
just one academy school in Surrey (Wishmore Cross) where members have been balloted and again
we will be offering moral support to members on strike across the UK on that day. If you can take the
day as leave and want to support the strike please let us know. Just a few days afterward there will
be a national TUC march and rally Britain Needs a Pay Rise on 18
th
October (see front page).

The International Monetary Fund have warned already about Capitalism itself being put at risk due to
the increased mismatch of power between capital and labour. The year on year decrease (in relative
terms) to public sector pay means we continue to be at the forefront of Government attacks on living
standards. We are being told we must pay for this crisis. When the people are not paid enough in
order to buy goods and services and are living off borrowed money in order to keep going, the
financial system itself falls into crisis. Whoever you work for, Surrey Pay Matters Surrey Needs a
Pay Rise!

If this wasnt enough
Surrey County UNISON are aware that the national agenda for austerity (pay freezes and pay cuts) is
set to continue until 2018 at the earliest (do not forget that this date was already extended by three
years). Therefore, current estimates that workers are 4000 worse off a year than they were in 2010,
will see pay in our pockets dwindle further unless the Government changes its austerity programme.
UNISON aims to influence both local and national policy, the future direction of the austerity
programme by this weak coalition Government and any other future Government to help our
members falling into relative poverty. Together we can make a difference.

Andy Pattinson, Health and Safety Officer
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There For You- UNISON Welfare

With pay restraint comes financial
difficulty. When UNISON members fall
on hard times it is worth thinking of
There For You, the UNISON charity
that may be able to assist you.
Emergency grants, payments to relieve
distress, weekly grants, wellbeing
breaks, rehabilitation, household items,
medical costs, household maintenance
and services and clothing are just some
of what There For You can offer.
Debt advice and support is also offered.

Just call the office or email us and ask for a form to be sent to you. You can ask to talk to me too.
Ginny Eaton, Welfare Officer.

Surrey County UNISON calls for a 10ph Living Wage for all workers
Our Branch Committee recently passed the following resolution which will be debated at our SE
regional Local Government conference in September. The campaign is also being raised at TUC
Congress in Liverpool the same month:

Towards a 10 per hour Living Wage
This conference notes and applauds the major campaign being waged by the BFAWU (Bakers Food
and Allied Workers Union) within the national fast food takeaway companies, in partnership with the
Fast Food Rights Campaign and Youth Fight For Jobs. The main thrust of this campaign is to recruit
and organise young people into trade unions around the demand for a 10 per hour Living Wage.
This conference also notes that the GMB National Conference 2014 agreed to campaign for a 10 ph
Living Wage in the security industry.

UNISON members in Local Government (those covered by the NJC) are currently engaged in a
major dispute over poverty pay levels and the demand for a 1 per hour increase in wages.
Conference recognises that, even if this claim were to be met in full, thousands of local government
workers would still only just be receiving the Outer London Living Wage of 7.65 per hour. Our sisters
and brothers in the Health Service Group are also embarking on a campaign to raise members pay
to a fair level and to eradicate poverty pay.

We can look across the ocean to the USA for inspiration. The 15Now mass movement in Seattle has
won legislation which provides for a minimum wage of $15 per hour. All across America 15Now
groups are being established and are growing steadily. Conference applauds this initiative. This
conference believes that we need to raise the sights of members as to what is possible and look
towards a Living Wage for all which prevents workers falling into poverty.
Conference therefore agrees to:

Support current initiatives in the UK campaigning for a 10 per hour Living Wage.
Send solidarity greetings to the BFAWU in support of their campaign Fast Food Rights.
Send solidarity greetings to the 15Now campaign in Seattle.
Conference calls on our regional and national representatives to work within the UNISON Local
Government service group and the wider union to promote the idea of a living wage of 10 per hour.

For more information about the Fast Food Rights Campaign go to:
http://fastfoodrights.wordpress.com
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Surrey County Libraries

UNISON recently held a meeting of our reps and workplace contacts in the library service. This was
the first meeting of library activists for many years. We currently have 3 Workplace Reps:
Kay Peters, Chertsey (also our UNISON Convenor for the C&C directorate)
Chloe James, Farnham
Kala Rosser, Ewell
As well as our Reps we have another 5 members who are workplace contacts. The meeting was
small but very useful. Please see below a summary of what was discussed and agreed:

The Libraries Review and current issues
Most of the meeting concentrated in discussing current issues, which include potential health and
safety issues at some libraries, lack of resources being spent on maintaining and improving libraries
(though it would appear that money is being found to improve facilities at the Community-Partnered
Libraries, CPLs), staffing levels and safety/security, the replacement of senior staff with less senior
staff but with increased responsibilities and some managers being told they cannot use bank or
agency staff.

We talked about the current review of the library service and agreed that there was not enough
transparency in this project. No-one really knows what is being discussed or planned. I reported back
from the Directorate Joint Consultative Committee where Rose Wilson had been keen to explain that
no formal consultation has begun. She said that a massive listening exercise had been going on
over the past year, taking account of staff concerns and looking at how to improve and modernise the
service. Those at the UNISON libraries meeting felt that a plan was already being implemented by
senior management and that the review was just a cover for major changes already under way.

It was agreed:

1) Paul Couchman will write to Rose Wilson asking for a re-establishment of a libraries joint
consultative committee (JCC) which should meet asap to hear about the current review and for
UNISON Reps to raise their members concerns. This body should then meet regularly, 3 or 4 times
per year. Paul will also ask for a detailed written update of the review so far.

2) Paul will share a list of UNISON activists email addresses to each activist so they can keep in
touch and raise issues and queries with each other. Those contacts not at the meeting will be asked
for their permission before adding their details.

3) Another meeting of UNISON libraries activists will be convened as soon as we have something
concrete to discuss regarding the review or the establishment of a libraries JCC

4) Paul will talk to the branch Health and Safety Officer (Andy Pattinson) about potential issues in
libraries and ask him to write to all UNISON members in libraries asking if they feel there are any
major H&S concerns in their library. Andy will then arrange to visit those libraries where serious
issues have been identified.

Note: Since this meeting we have heard that current library posts are being re-evaluated under the
Hay Job Evaluation scheme. We have still not had any formal consultation regarding the proposed
changes in libraries. If you work in a library and would like to get more active with UNISON, attend
consultation meetings and represent members, please get in touch.

Paul Couchman
Branch Secretary

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Surrey County Branch has a new organiser

We are pleased to welcome Louise Barter (pictured left) to the
team at Surrey UNISON. Louise will be working with us for one
year, concentrating on recruiting and organising in those
employers outside of Surrey County Council. This will include
working in Welmede Housing, SITA, Anchor Homes,
Dimensions UK, Care UK, FE Colleges and some academy
schools.
Louise is employed by the UNISON regional office and 50%
funded by our branch.

Louise joins our other highly-valued employees who, alongside
our elected officers and reps, are central to our being able to
represent the nearly 5,000 UNISON members in Surrey:


Jan Callender (Office Manager)
Christina Rogers (Admin Support)
Tanya San Juan (Case Worker)


If you work for a charity or a private company and you would like help with recruiting and organising
in your workplace then get in touch with Louise at the Branch Office (details on back page)

Health and Safety
I was elected as your Health and Safety (H&S) Officer for Surrey County Branch in April of this year.
Thank you to those who voted for me to help to represent Surrey County UNISON members within
the workplace. I have been a Trade Union Representative with UNISON in a number of different
workplaces within Surrey County Council since 1997.

I hope to develop the role within the branch so Health and Safety is recognised as a very strong
negotiating tool that UNISON Stewards can use in when workplace issues arise. Did you know we
have rights under Health and Safety in which Employers have to consult in partnership with UNISON
in order to rectify issues raised through the risk assessment process?

There are many avenues we can use Health and Safety legislation to get our points across as
UNISON representatives......

Changing our workplace environment, work place inspections are a core aspect of this role where
we can highlight staff concerns regarding the area they work in and ensure measures are put in place
to minimise risks identified from the risk assessment of the workplace.

But its not just about walking around sites. Stress is covered within the Health and Safety at Work
Act 1974 as is Bullying and harassment and changes to shift patterns.

UNISON provide excellent training for Health and Safety representatives and give a H&S pack which
is full of useful information law and useful guides as to how to put what you learn into practice.
If you are interested in becoming a H&S Representative I am happy to talk to you about the role, and
what support our branch can give you.

Andy Pattinson, Health and Safety Officer
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The Care Act implications
for employees and service
users

THE CARE BILL BECOMES THE CARE ACT 2014
Everyone, whether they work in Adult Social Care, or just via personal family experience, should be
taking an interest in the above new piece of government legislation that will change how people in
need of Social care and support, experience that help.

The Act is due to come into operation in April 2015, and is of great significance as it reforms and
consolidates the law in England. Its aim is to modernise and improve current practice in light of a
growing aging population and increase integration between health and social care.

In the Act, there are many welcome changes and clarifications on how Local Authorities should be
working. Some like Surrey feel they are already doing much of it anyway. However, as you may have
guessed, there will be extra responsibilities for Councils to manage and the big question is how will
this be successfully implemented given the lack of funding already felt deeply in public services?

In the Surrey Adult Social Care directorate, our UNISON branch has been keeping up with
developments and we have attended a number of project boards to represent staff interests. Surrey
senior management, led by John Woods, have been doing a lot of work behind the scenes to try to
break down the implications of the bill into manageable bits and set out a strategic and operational
plan as to how to put this into practice next year. One or two of you of you may have attended one of
the engagement meetings that have been run, but most staff will have felt too busy with the
pressures of the working day to get too interested. That is why we need your views and input as the
system, in some ways, is already at breaking point and it is vital that any new service demands and
changes are managed fairly and effectively.

Probably the most contentious part of the
Act is regarding peoples finances and the
so called care cap, where people have a
limit as to how much they need to pay on
self funded care. Thankfully this does not
come into law until a year later in 2016 and
much fine detail and guidance is still to
follow.

Other headlines in the Act include putting
the person /individual at the heart of the
support system. Carers being recognized in
law the same as the family member /people
they care for. A prevention and wellbeing
focus, a national eligibility threshold, better
safeguarding structures, better transition from childrens to adult services, continuation of care when
moving geographic area, more responsibility on councils to oversee the market and providers that are
failing economically and the Care Quality Commission to provide better information on provider
quality to help individuals choose their support. The Local authority is to offer assessment/guidance
regardless of a persons financial status. The above is likely overall to see a major increase in people
contacting the local authority sooner. In Surrey currently we have most people self funding/arranging
their own support, about 80% - even a relatively small increase will have a big impact on our current
workflow and staff capacity. Watch this space.
Alan Clyne, Convenor for Adult Social Care
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Surrey Choices launched (day services)
As a Local Authority Trading Company

Surrey County Council (SCC), on 18
th
August 2014, transferred over 300 staff in adult day services
and other learning disabilities associated projects to Surrey Choices. UNISON have approximately 70
members in this workforce and it means they are no longer employed by Surrey County Council.
They will however still be members of the Surrey County UNISON branch, as more and more
members are now not SCC employees. Many have worked for Surrey for years, committed to
assisting and supporting some of our more vulnerable citizens.

This newsletter can not go into the full details, other than to say this was a very significant
outsourcing move for the council to take. UNISON are opposed to such moves but we can see that
further proposals of LATCs in other areas are a distinct possibility in the future.

We have worked extensively over the past nine months on the Surrey Choices proposals, with
management and HR, to ensure the best possible transfer deal for staff. As this was a new venture, a
LATC transfer, it was a learning curve for all. There have been numerous meetings at many levels,
and our number one aim was/is to give voice to staff views both for and against the proposals. We
held a indicative ballot which showed that our membership was against the LATC by a margin of 3-1.
However, although this was never likely to stop the transfer, we have continued to challenge
constructively both SCC and Surrey Choices in TUPE consultation to the benefit of the membership.
For example staff have transferred with like for like terms and conditions including pensions. But also
all the relevant SCC policies and procedures have transferred as a starting point on day one. Not just
the few that were originally being proposed.

The consultation process has highlighted that current services in some cases were struggling, being
under used and that staffing gaps in some day centres were leading to problems and low morale.
Surrey choices have promised to tackle this and harness staff aspiration. Some of our members
welcomed a chance to try something new, only time will tell.

UNISON have worked in partnership with the GMB
union on the TUPE consultation and, going forward,
we have a commitment from the council and Surrey
Choices to continue to support members in this new
workplace from the county branch.

This will be a transition period initially for 9 months,
then there will be a review and our aim is to develop
a network of UNISON Workplace REPs in each
centre. This is clearly needed as, over time, the
company will look to consult and negotiate and a
solid structure of collective union representation is
the best way to manage this. That is on top of any
individual member situations that may arise and
require support.

We have been sending separate additional news
sheets to our members in this service and another is
due to go out soon.

Alan Clyne, Convenor for Adult Social Care


SOLD
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Academy Schools in Surrey.
Most, but certainly not all, secondary schools have been
converted to academies in Surrey. Some notable ones
havent (not yet anyway) including Ashcombe in Dorking
and Therfield in Leatherhead and Warwick in Redhill. St
Nicholas in Merstham and Pond Meadow in Guildford are
two special needs schools we know are close to becoming
academies. Sometimes the schools think theres going to be
access to more money if they are an academy. What we
see now is that there appears to be less funding, surprise,
surprise! Central government is giving less and some
academies are already cutting hours or jobs or pay grades
in order to keep going.

Let us know if anything similar is happening at your school
wont you? Management needs to consult with UNISON and
with you, using the policy and procedure.

Schools pages by Ginny Eaton, Senior Schools Convenor

Academies (Frequently Asked Questions)

Q. What will happen to my pay and conditions if my school becomes an academy?
A. In the first instance your terms/pay and conditions (T&Cs) remain the same because of the
protection of TUPE (Transfer of Undertakings Protection of Employment Regulations 2006). However
new employees can be employed on different T&Cs because academy schools are not bound by
SCC Local Pay, although they all say theyll follow Surrey Pay to start with.

A few Surrey academies have altered the terms/pay for all their non-teacher staff, by creating their
own individual academy grades. One academy, Ryans, did this offering a slightly higher pay to all
two years ago and now!well, they asked all their non-teaching staff if theyd agree to a 10% drop in
their salaries last term! We await a restructure consultation this autumn term with, almost certainly,
redundancies. The funding from central government is not there like it was for academies and all
school services, especially and expensively for them the INSURANCE to cover fire and personal
injury. Huge amounts have to be found for that which the local education authority (LEA) covers for
all SCC schools. Recently a TA told me how her academy has become unstuck financially largely
due to the insurances that have to be covered and she and her colleagues have been warned in
advance that at least two full time equivalent posts will need to made redundant by next July 2015.

Q. What sort of changes to T&Cs might be proposed?
A. All sorts of changes can be proposed from Saturday working to longer school days and longer
school years. These changes havent been implemented in Surrey academies to my knowledge.
When T&Cs alter then less maternity pay may be paid. Continuous service can be affected. No
academies have committed to implement the national Teachers T&Cs framework indefinitely.

Q. Is there a requirement for staff to be consulted?
A. No requirement has been set to consult with staff or parents before this step is taken. There is
nothing to stop staff being consulted prior to an application being made though. To begin with in SCC
these informal consultations did occur, now they are fewer and mostly the school staff members are
informed that it is happening. You have a separate right to be consulted on the impact of any change
in the status of your school under the TUPE changes.

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Q. Do local education authorities matter to schools and staff?
A. Yes they do. The LEA provides an important safety net for schools, supporting
them particularly when schools encounter deficit problems with their budgets,
financial management problems, and support for the schools and the workforce in
terms of responding to such matters as staff health and welfare, maternity
provision, reasonable adjustments for disabled staff, statutory induction provision,
staff training and development, safety and security, challenging parents and pupils
and so on. LEAs also facilitate effective working relationships within schools and
as a result of mechanisms as Joint Consultative Committees (JCC) provide better industrial relations.
Lesly Sheridan of Jubilee High Academy, Nina Boyd of Christs College school and I of Woodlands
Special school all sit on SCCs JCC for School non-teaching staff. For the years when jobs were
going to Job Evaluation panel, changes were developed for PPA Cover of classes and other things
that affected those of us in schools.

USE YOUR VOICE!
Many Surrey schools consult not only with you the staff but with us the trade unions (those they
recognise!UNISON and GMB) when there are changes afoot. Academies and SCC schools mostly
all do this. Academies because they agreed that they would still do that after your contracts were
transferred under TUPE, just as they agreed to follow Surrey Pay for their non-teaching staff. SCC
schools because that is the way it works in SCC through its policies and procedures. Yet we know
this doesnt always happen as it should. There may be small restructures, for example of the Admin
staff, which the school doesnt inform the trade unions of. Some do some dont. Even when there are
only three or four of you in a department consultation with unions is required under SCCs procedure
of Managing Changing Staffing Needs
(MCSN)!. While there is no statutory
requirement to consult trade unions
where less than 20 redundancies are
proposed the model policy MCSN
recognises the local authoritys (LA)
commitment to full consultation on any
potential redundancy situation in order
to maintain good relations between
employer and employee and to reduce
the likelihood of unfair dismissal claims
on procedural grounds.

This consultation needs to be
meaningful according to the MCSN policy and to ACAS. This is the part often overlooked by Head
teachers and Chairs of Governors or Trustees. They will consult but in a way that tells you this is our
decision and what will happen to you is this. But it is your right to be consulted with meaningfully, with
sufficient time to ask your questions, to consider the proposals, to seek advice from your union and to
communicate your thinking/opinion to management.

Then your points will be considered and answered by a sub-committee of Governors or Trustees.
Sometimes your thinking is seriously taken on board and their plans are altered. Quite often in
specific areas their thinking is changed and thats down to the input of the staff directly concerned or
their colleagues. State what you think about the new structure and how you may see it failing, its
weakness. You are also able to state the strengths which may be welcome. Let the Governors know.
Have your voice! It really can affect the future. For your job perhaps or for colleagues jobs. I really
have seen small and larger things stopped in this consultation time or at the representation or appeal
stage. A couple of years ago this was so in the Admin dept. at Winston Churchill school, when the
restructure was halted. This year in the large restructure of TAs at Rosebery school, a few jobs had
to be re-looked at and other ideas proposed. The staff found their voice and used it, urged on and
supported by UNISON and it enabled better change to happen, better for the school and better for
the staff who were often the UNISON members.
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When change is proposed or told to you as it is definitely going to happen, due to a
serious lack of funding/deficit budget which we hear of over and over nowadays, or
for other reasons, that means there is to be a consultation with a beginning date and
an end date. Ask for the proposals in writing (your right) which will show you clearly
the changes from how it is now and how it is proposed to be in the future after a
specific date. You should be given the dates of when your points and questions
should be in to the governors and when they will reply to you all. Then if
redundancies are still considered necessary there should be dates in place for you
to make your representation to a small panel of governors as to why you think it is a wrong decision
and then the date for your appeal if needed - and it usually is needed. But it is at this stage that a
change of minds can occur with management. Do use the Consultation Procedure which is for staff to
have their say!Use Your Voice!

The Right Grade for the Job
Every school job has a grade and that is decided by the SCC Job Evaluation panel. The Trade
Unions are always on that panel. If you are a TA, HLTA, TA Advanced, Admin assistant/receptionist,
Bursar, IT Tech/Science Tech, or Caretaker and any other non-teacher job in a SCC school then your
job is in the Schools Career Framework. The grades havent altered for some years but you may be
told differently by your managers or not told about them at all. Ask and know that we will help you get
the grade appropriate to your job. Recently we worked with an HLTA UNISON member to get the
back pay for her role. She was being paid at S5 instead of the correct grade S6. Academies are
obliged to seriously consider and take guidance from SCC Grades for their support staff because that
is what they said theyd do when they converted over. It is up to you then to make sure they do and to
contact UNISON if youre not sure and want to know how to do this.

SUPPORTING PUPILS AT SCHOOL WITH MEDICAL CONDITIONS.

There is an increasing demand for some
schools to cater for students with various
medical conditions. The list is increasing
of such conditions from giving medicines
to changing catheters to assistance with
personal care. Inclusion is a positive thing
very often for the students and this is
dependent on dedicated and trained staff
remunerated for their extra work.


School support staff: TAs or SNAs are at the front line of meeting these students needs. They are
urged to be members of UNISON. Two important points must be addressed if you are asked to do
this extra work: you must have volunteered and not been coerced and you must receive pay for the
extra responsibilities.

Your schools governing body, or Trustees for an academy, should ensure that the appropriate level
of insurance is in place and you have a right to know this. In the event of parents bringing a claim
alleging negligence by a member of staff, civil actions are likely to be brought against the employer,
who carries public liability, rather than the employee. This is mostly because the employee,
potentially you, would not have money to be won in such a claim. SCC would carry the liability can
as it were, for a Surrey community school.

For the increasing number of academies in Surrey now, it comes down to the trustees to have that
insurance in place. You need to ask your headteacher or business manager for details of it and
possibly to see it.

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School disciplinary procedures would likely be used against the individual staff
member though if there was any doubt about why things went wrong. The
decision of the governors or trustees in such a case would affect the staff
members future employment. Governing bodies or trustees should ensure that
policies set out clearly how staff will be supported in carrying out their role to
support pupils with medical conditions and how this will be reviewed. This should
specify how training needs are assessed and how and by whom training will be
provided. Policies should be clear that any member of school staff providing
support to a pupil with medical needs should have received suitable training that should be sufficient
to ensure that staff are competent and have confidence in their ability to support pupils with medical
conditions and to fulfil the requirements as set out in individual healthcare plans.

Staff should not give prescription medicines or undertake procedures without appropriate training
from a healthcare professional. A first-aid certificate does not constitute appropriate training in
supporting children with medical conditions. Parents should not be the sole trainer.

Note: Most of this article is taken from the DfES February 2014 document to be reviewed 2015 and
information shared is in fact statutory. For more information or UNISON support about this contact
the UNISON office, details on the back page.

Stars in Our Schools celebrate on Friday 28
November
If you would like to help arrange some celebration events (see promo below) please contact Ginny
Eaton or Nina Boyd (UNISON Convenors for School Support Staff) at the branch office.


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Developing our UNISON Team in Surrey

Every year we have at least one branch development day where the entire activist team can get
together and consider how to improve the way we work. We look at what has gone well and what we
need to improve on. We are always up for bold new initiatives and we have certainly got some of
those on the go at the moment.

We held our last development day on 24
th
July and over 30 activists managed to attend and
participate (see photo below). We had a packed agenda but (despite the heat it was the hottest day
of the year apparently) we managed to develop an action plan going forward for the next twelve
months including a radical shake up of how we organise our annual general members meetings
(AGMs).



The key themes which came out this year and which the branch officers, reps and staff are working
on are summarised below:

Every major workplace (where we have over 25 members) to have their own AGM in March as
part of the branch AGM month.
Improve Branch Committee meetings and make them more interesting and inviting for reps to
attend.
Work on getting more young members, low-paid women and part-time workers active in the
branch
More regular and targeted newsletters.
Improve our website and social media use.
Do more work with the retired members group.
Make sure advice and support is always available to members and to reps.
To develop in-house training for activists.
To develop in-house taster days for members who may consider becoming reps.

If you think you can help with any of this, please get in touch. It is your union.
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UNISON Self Organised Groups
(SOGs)

Black Members: Phatho Ncube
Disabled Members: Helen Treasure and Mohit
Mansukhani
LGBT Members: Sarah-Jane Hilling
Women Members: Ginny Eaton
Young Members: Heena Pankhania

All contactable via the UNISON branch Office

Black Members
The Black Members group has had a lot to celebrate and be proud of this year. It has seen a lot more
members becoming active, attending conferences, events, training and a lot more. Members who,
due to work commitments, are not able to attend also show an interest in what is going on by keeping
in touch via calls and emails. I would therefore take this opportunity to say well done to all members
for their continued contribution to the branch.

It goes without saying that our success can also be credited to our branch and regional staff who are
always there to support us and share their valuable experiences. This has given us the confidence to
aim high knowing we are in unison with everyone not just ourselves. Our journey over the last year
has been a wonderful and enlightening experience, it has brought togetherness and awareness
within the branch members and also contact with other regional and national members. We
will endeavour to nurture this positive attitude to progress our work.

Meetings
Throughout the year and to date, our group meets every first Monday of the month at County Hall
between 6pm and 8 pm. The choice to meet at this time was made by members after one to one
consultation on which days they found conducive. It has and still continues to be a challenge to have
meetings during normal working hours because not all members can be off work to attend or the
current venue is further away for some members to commute. It is hoped that in the future another
venue deemed to be central to some members may be sorted so that meetings take place
nearer their locations. Our participating members are mainly from both the local authority. We are
hoping to encourage more participation from other sectors so that they are represented within the
group.

The aim of our group is to ensure that we first and foremost put members' well-being first. By
attending meetings, it is a safe space for all of them to vent out how they are feeling within
their workplaces and at home. This approach has seen the growth of members being able to find the
confidence to report issues at work and also open up on issues that they feel need to be addressed
within the Black members group. It is however paramount to note that the most important ethos we
have as a group is to promote positivity and add value to our lives rather than just focus on the
negative encounters. I am glad to share that within the group we have forged friendships that would
not exist. For instance, some members have actually seen each other for years in the workplace and
not really spoken. By attending these meetings it has made life so easy to know that they have other
members in the departments and floors! Attending conferences and other forums has also given us
an opportunity to not only learn but also form vital social links and networks.

Generating interest
Our work has generated interest from other self-organised groups (SOGS) within the region and
nationwide. The challenges members mostly express is being able to set up and have a functional
SOG.
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It is very important to share here that it is a challenging process which
needs patience, determination and encouragement of each other to
achieve set goals. It has also been a successful year for the
establishment of other SOGS in our branch. We also support the
LGBT, Young members and the Disabled Members group within the
branch to ensure continuity and effectiveness of groups that UNISON
support fully to promote active participation by members. A new group
that is likely to be formed in the coming months is the Eastern
European SOG that aims to support BME members who do not self
identify with our group but need support to self organise. From attending, participating, speaking and
being visible at Conferences and various forums, we have seen a growing interest from other Black
members from London and even Scotland wanting to discuss and have our support to self organise.

Achievements
At the beginning of the year, we had a record number of attendees to the National Black Members
Conference in Brighton from our branch. It was an inspiring event and gave me even
more enthusiasm to support our members the best way we could. Four members also attended a
Regional Black members forum in Oxford organised by our region. We would like to say thank you to
Sharon Searle and Sam Wines for the wonderful event. We left feeling inspired, motivated
and confident that we could make our SOG a success knowing we have the support not only from the
branch but from our region and beyond! This was an opportunity for all of us to meet and hear from
our Regional Secretary Phil Wood. I would not like to take the credit for the work achieved by the
group as it is the group that works hard to ensure our plans come to fruition.

We have seen an increase of members calling for support with various issues and in some cases
opening case files. I am glad to report that some calls from members were and continue to be
resolved in support via the phone or short meetings which basically give them guidance on how to
approach their case. It is however important to also note that some members have reported cases
that include racism, bullying and management issues at work. Unfortunately most members prefer
not to proceed with opening a case with the fear of not being successful as there is often lack of
evidence, making the situation worse or not wanting to lose their jobs in some situations. These are
on-going concerns which will be addressed with guidance from the branch on how we can support
members to have confidence in reporting issues that impact their lives in a negative way

Short term plans
In October we had hoped to host a Black History Month conference but unfortunately it needs longer
planning and we hope to do this next year. We are however not deterred and are planning to host a
smaller function in the form of a one day celebration event in Guildford this October. The plan is to
have various stalls sharing and giving information to members of UNISON and their families once
these has been agreed within the members it will then be taken to the branch for approval next
month.

We have also identified a need to have more black stewards within our UNISON branch. We will be
supporting members who have already shown an interest in taking part in becoming stewards. It is
also our aim to promote active participation and access to educational programmes available within
Unison for members.

Long term plan
In October 2015 we would like to host a Black History Month Conference which will be attended by
guest speakers, members, families etc. It is important to say the conference structure will be decided
by members and also incorporate what they would like to see on the day. This is therefore the time
for all members to come forward and showcase their skills or be part of an event that celebrates
their heritage in Britain.

As we currently meet at County Hall in Kingston, it is our wish to support other members by holding
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meetings across Surrey to promote active participation. We also aim to
Increase the number of active black members within the group, almost
95% of BME members who we are aware of are currently not active.
Please do get in touch and find out what it is all about. There are loads of
opportunities accessible to members and I am passionate about raising
this awareness and ensure we are all empowered to pave our way and
contribute to the change we want. It is crucial members get the
opportunity to explore all options of what role they feel they can play.

Whats next?
I have been an officer for over a year and it is time to have a new elected officer to carry forward the
good work. The positive side to this is we have had a few people coming forward expressing
their interest in becoming a Black Members Officer. It is in my view an exciting role that has seem me
use my potential and empower myself to facilitate and bring together wonderful members who without
their input this group would not be where and what it is today. I would therefore take this opportunity
to say thank you all for your support in this wonderful venture we have taken together. I would like to
hear from all members who would like to become active members, stewards and Officers to contact
the branch and we will be happy to welcome you on board!
Phatho Ncube, Black Members Officer


Disabled Members
We are currently in the process of setting up a self-organised group for disabled members. This
would include all types of disability, including physical, learning, mental health etc. The group will aim
to provide mutual support to members and to overcome barriers in the workplace and to embed good
practice across the organisation. If you are interested in joining please contact us.

Helen Treasure and Mohit Mansukhani, Disabled Members Officers


LGBT Members (Lesbian, Gay, Bisexual and Transgender)
We are in the process of trying to establish a network of LGBT members who wish to work rogther in
setting up a group. Please get in touch.
Sara-Jane Hilling, LGBT Officer

Women Members
Hello all women members. I'd like to invite you all to come along on Thursday October 2nd between
5-6.30pm to a meeting to talk about the Surrey County UNISON Women's Self Organised Group.
We'll meet in Ranger House (UNISON's Regional Office in Walnut Tree Close right next door to
Guildford's mainline station and M&S Food). Postcode GU1 4UL. We need to discuss about when
and where and who in relation to this Women's SOG to get it off the ground and start to have a
programme of events, or if not, what... just email contact/a Facebook page for us?
ALSO- Please pencil in Saturday 8th November Approx. 10.30-2.00pm in the same venue for a
Women's Day of Interest and Information with a free lunch and crche facilities. You could always
go up the town to do some Xmas shopping afterwards! (Watch out for more information and
application form in a few weeks through your email address).
Ginny Eaton, Womens Officer
Young Members
We are currently doing a survey of young members to find out what interests them and what would
make them more likely to get involved with UNISON. If you are a young member and you want to find
out more please get in touch.
Heena Pankhania, Young Members Officer
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Surrey County UNISON delegates to National Conference in June this year.
From L-R: Chloe James, Sheila Wilson, Phatho Ncube, Paul Couchman and Ginny Eaton.

Whats happening in SCCs
Childrens, Schools and Families Directorate?

Schools and Learning
The Special Educational Needs (SEN) teams are facing huge changes in processes due to - SEND
14 changes required by the Government. Instead of a statement, an Education Health and Care Plan
(EHCP) will be written. This will also mean significant changes to the way staff work but so far there
has been no formal consultation about these changes to the role. UNISON has raised this issue with
HR and with senior management.

Services for Young People
SYP has recently undertaken a huge consultation to proposed changes, including further
commissioning of services, under the heading of Creating Opportunities for Young People Re-
commissioning 2015-2020. The focus for the next few years will be on enhancing employability in
the broader sense. One recommendation (supported by UNISON) is for youth centres to be brought
back in house. Sadly, this is likely to be a temporary move while SCC considers their future which
could include mutuals, trusts and spin offs, or a hybrid. It is important to recognise the value of youth
work and youth workers and to celebrate their developmental role with young people. UNISON also
supports the retention of JNC qualifications and pay, terms and conditions for youth workers!

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!Health Checks we had hoped to have run workplace Health Checks for SYP but so far
personnel changes have delayed the process. The health-check process is similar to a risk
assessment in many areas it will highlight working conditions and stress factors which are
detrimental to efficient working and health and safety. We are now hoping to organise these before
Christmas.

Childrens Services
There seems to be ongoing and continual small restructures within the service. Front Door projects
are now live and the contact centre staff have been relocated. Teams have been renamed and the
Family Justice Review has created a new family assessment service.

Runnymede Centre Move
As many of you may be aware, earlier this year staff based at Runnymede were told they would be
working from Quadrant - with no consultation. After setting up a collective dispute and ensuing
discussions, SCC agreed to consult and have been running a sensibly managed move. However, the
teams are currently being re-accommodated, as the Runnymede Centre will be closed after
December 2014 to be turned into a secondary school. Car parking remains an issue.

Car Parking at Quadrant Court
This is an ongoing issue and the lack of spaces is being compounded by moving Runnymede staff
into Quadrant. SCC has been working with Woking BC on solutions but it will still cost staff money
previously staff had free parking. This hits part time and low paid staff hard (mainly women workers),
especially when what we are being paid has been well below inflation for many years.

Jane Armitage, Deputy Branch Secretary

























Surrey County UNISON members with Spelthorne UNISON and Save Our Services in Surrey
(SOSiS) campaigning on July 10 this year for a fair pay rise for all.

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Save Our Services in Surrey (SOSiS)
www.sosis.org.uk
Annual General Meeting open to all
Wednesday 24 September
7pm till 9pm
at the Maybury Centre
Board School Road
Woking GU21 5HD
Free parking available, 7 minutes walk from Woking Railway Station

Surrey County UNISON encourages all our members to get involved in the campaign to defend jobs,
pay and services. We set up SOSiS in 2009 and it is now supported by all the local trade unions and
many local residents groups and campaigners. Please try to get along. You will be most welcome.

Surrey County Branch

0208 541 9091

unison@surreycc.gov.uk
UNISON, Room G17, County Hall
Penrhyn Road
Kingston-upon-Thames KT1 2DN

Websites:
www.surreycountyunison.org.uk
www.unisonsoutheast.org.uk

Facebook members group:
https://www.facebook.com/groups/
surreycountyunison/

Follow us on Twitter:
@SurreyUNISON
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