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High Court Appeal - challenging the shift from RPI to CPI
On 20 February 2012, Unite along with a number of other unions will be appealing the High Court decision to reject our case for a judicial review on the issue of pensions. Our case challenged the government’s change to the way pensions are increased to take account of inflation; from using the Retail Price Index (RPI) to one using the Consumer Price Index (CPI). The unions are questioning the government’s decision to uprate future pension increases by CPI.
To raise awareness of the appeal the unions are organising a demonstration outside the High Court on Monday, 20th February. We need to show that Unite is opposed to this change - the changes are being felt in the public sector, but are also taking hold across the private sector. From BA, RSA, Cummins and the Pensions Trust- to a range of others.
(posted 07/02/2012)
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Tory minister claims there is no shortage of jobs
Maria Miller, the minister for disabled people in the Department for Work and Pensions, said on BBC Radio Five Live she believed the unemployment problem was down to a lack of "appetite" for the jobs on offer. Ms Miller said “If you actually look at the facts and the figures, there's 400,000 jobs at any one point in job centres. I was up in the Wirral on Friday talking to one of our local job centres there and there isn't a shortage of jobs, what there can be is a lack of an appetite for some of jobs that are available.” Whilst Ms Miller’s 400,000 vacancies appears to be accurate, it needs to be compared to the official count of the unemployed - anyone who is actively looking for work and is available to start immediately if hired - which is 2.68 million roughly six people for each vacancy. If part-time workers seeking full-time work are added into the equation, the figures approach a ratio of ten to one.
It is perhaps unsurprising, that Ms Miller has difficulty with numbers (see the report quoted in last week’s Daily Mail under the headline Right-wingers are less intelligent than left wingers, says study. http://www.dailymail.co.uk/sciencetech/article-2095549/Right-wingers-intelligent-left-wingers-says-controversial-study--conservative-politics-lead-people-racist.html)
(posted 07/02/2012)
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Pay deduction for November 30 day of action
At the February meeting of Group Representatives, a number of reps queried the fact that staff are being deducted for the hours lost on November 30 and not the 1/365th of annual salary or 1/30th of monthly salary that they had been led to expect. The advice given prior to the day of action was based on management’s previous practice and Section 7 of the AfC Terms and Conditions Handbook. In England, although the final decision is a local one, the NHS Employers organisation is advising that affected staff should be deducted 1/30th of their monthly or 1/7th of their weekly pay. The joint trade unions tried to get a similar agreement at the Scottish Terms and Conditions Committee but management refused and legal advice is that an employment tribunal case would be unlikely to succeed. If you wish to calculate hourly rate, the simplest method is to divide the annual salary by the weekly hours worked and then by 52.1429.
(posted 06/02/2012)
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Queen’s diamond jubilee public holiday
The Cabinet Secretary for Health and Wellbeing has approved the terms for the Queen’s diamond jubilee public holiday on Tuesday 5th June 2012. Staff will receive a day’s paid leave, but if required to work will only receive payments as for a normal Tuesday plus a day off in lieu. The circular states clearly that ‘The decision to grant this special Public Holiday in this instance should not be seen as creating any precedent.  Any future additional Public Holidays which may arise will be considered separately taking account of the circumstances at that time.’  So you’ve been warned - the next the reigning monarch has a diamond jubilee you may not get a day off.
(posted 06/02/2012)
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Will you be paying more National Insurance?
If you’re in the NHS Pension scheme then you will be.  Employees who contribute to salary related, defined benefit pension schemes such as the NHS Superannuation scheme receive a rebate on their main national insurance contribution. Currently this rebate is 1.6% reducing the 12% rate to 10.4%. With effect from April, the rebate is reduced to 1.4% thus increasing the employee’s contribution rate to 10.6%. The employer’s rebate is also reduced from 3.7% to 3.4%. See the table below for a summary of National Insurance rates for last year (2010/11); this year (2011/12) and next year (2012/13).

(posted 01/02/2012)
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All in this together?
The falling proportion of national output that goes on wages has meant that UK workers today are taking home £60bn a year less (in today's money) than workers did 30 years ago, according to a new report published today (Monday) by the TUC.
The finding is published in the latest TUC Touchstone Extra pamphlet All In this Together? which looks at how the recession and ongoing economic weakness has had an impact on different parts of the workforce.
All in this Together?, written by author and academic Stewart Lansley, documents the scale of the real terms pay cuts and downgraded terms and conditions that employees are facing, and warns that UK workers are at risk of a near-permanent lowering in the pattern and nature of their working conditions, with disastrous potential consequences for our future economic health.
The report shows that earnings took a sharp hit during the recession - dropping from an average increase of 4.2 per cent in 2007 to just 1.7 per cent in 2009 - and there has been no post-crash rebound. In September 2011, nearly two years on from the end of the recession, 99 per cent of pay deals were below RPI inflation - the measure most commonly used in setting pay.
At the same time the pay gap between executives and their staff has continued to widen, the report shows. While in 2000 the ratio of FTSE 100 top executive to typical employee pay stood at 47:1, by 2011 it had risen to 102:1.
(posted 01/02/2012)
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NHS Pensions: the fight continues
At their meeting, yesterday (Wednesday 11th January), the Health National Industrial Sector Committee (NISC) passed unanimously the following motion:
"This NISC welcomes the strength and impact of the November 30th industrial action to defend pensions.
The current Heads of Agreement do not offer an adequate basis for negotiation or settlement.
We are committed to central cross-scheme negotiations to achieve a fair settlement for all public sector workers. If the Government continues to refuse this, further industrial action will be necessary to resist the attacks being imposed on 1st April. Our strong view is that - in order to maximise our strength - this must be coordinated across the relevant sectors in Unite, and with the other public sector unions that are prepared to continue action.
We request that our General Secretary and Executive Council take immediate steps to implement this approach."
Donald Sime
(posted 12/01/2012)
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NHS Pensions: the campaign continues
Unite and a number of other unions have published a leaflet entitled “Fair Pensions for All” (download here). The document looks at the facts about public sector pensions, the scandal of private sector pensions and the state pension. The document is published by four trade unions (Unite, the PCS, NUT and UCU) and the National Pensioners Convention. You may wish to draw your own conclusions with regard to the absence of other trade unions that claim to represent the interests of NHS staff.
(posted 12/01/2012)
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Unite NHS member receives £933,000 compensation
A Unite member employed by Central Manchester University NHS Foundation Trust has been awarded £933,000 in compensation for racial discrimination and unfair dismissal by an Employment Tribunal.
Elliot Browne’s 34-year long career in the NHS came to end in 2008, following the trust’s ‘discriminatory treatment from 2007 onwards’, an employment tribunal has ruled. Unite has called for the trust ‘to tackle its culture of institutionalised racism’.
The tribunal awarded Mr Browne, aged 55, whose health was ‘severely affected’ by his treatment in the workplace, a total of £933,115 for unfair dismissal, aggravated damages, and loss of earnings and pension. He had already received £71,415 from the trust.
Elliot Browne said: ‘It is scandalous that this kind of behaviour and culture should exist in an organisation whose prime purpose is to care for others.’
Unite’s head of health, Rachael Maskell said: ‘Unfortunately, the case of Elliot Browne is not unique within the NHS. Discrimination and harassment in the health service is all too common from our experience as a trade union and needs to be rooted out.’
‘NHS employers need to establish comprehensive and effective training programmes and human resources’ functions so that there will be no repetition of this case. Dignity at work needs to be a reality.’
Unite regional officer, Keith Hutson said: ‘This is a well deserved outcome for Elliot Browne.  It reflects the pain, suffering and grief that he was put through by his employer, Central Manchester University Hospital NHS Foundation Trust.’
‘Hopefully this will act as a catalyst for his former employer to face up to their obligations in tackling the culture of institutionalised racism that they seem happy to endorse and that is underpinned by a cavalier attitude in their management style’.
‘The expenditure of almost a million pounds of taxpayers’ money could have been avoided, if this employer had just followed its own policies and procedures from the outset, instead of believing that NHS funds are there to defend the indefensible, rather than deliver patient care.’
‘The systematic intimidation and bullying of a single individual, the like I have never seen in my career as a union regional officer, was breathtaking and callous.’
(posted 12/01/2012)
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Unite rejects proposed changes to NHS pension scheme
The government’s latest proposals on NHS pension ‘reform’ - the ‘Heads of Agreement’ document - were unanimously rejected by Unite yesterday.
Unite general secretary Len McCluskey said: “Our NHS executive unanimously rejects the government’s pernicious attempts to make hard working and dedicated NHS staff pay more, work longer and get less when they retire.
“The government’s attacks on public sector pensions are politically motivated, as part of an overall design to privatise the NHS, cut public services, break-up the national pay agreements, and disrupt legitimate trade union activities and organisation.
“Unite believes it is important to continue a campaign to maintain a fair and equitable system of public sector pensions and calls on ministers to enter into real, genuine and meaningful negotiations on the future of NHS pensions and public sector pensions.”
Unite’s concerns centre on three areas:
 - A high proportion of NHS staff will see their pension contributions jump from the current 6.5 per cent to 9.3 per cent by 2014/15, and other staff will see their contributions leap by nearly 50 per cent, with some paying 14.5 per cent of their salary into their pensions.
 - The linking of the NHS retirement age to the ever-increasing age that people will receive their state pensions. The state retirement age is set to rise to 66 in 2020 and 67 by 2026, with the prospect of working even longer in future decades. Unite is concerned that, for example, paramedics and nurses could be doing heavy lifting into their late 60s.
 - The proposed accrual rate for NHS staff is worse than the planned rates for other public sector schemes. Because this will be based on career average earnings, it will hit women who had taken career breaks to raise their children hardest.
The Unite Health Sector National Industrial Committee is due to meet again on 11 January to formulate future strategy.
A four page analysis by Unite of the proposed changes can be downloaded here
(posted 06/01/2012)
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Health Sector Committee Report
The Union's Health Sector National Industrial Committee unanimously rejected the UK Government's proposed agreement on NHS Pensions as contained within the "Heads of Agreement" published prior to the New Year. It was the view of the Committee that our members were still being asked to worker longer, pay more and get less. We also felt that nothing really has changed since the recent mandate from the members to use all means to bring the Government to the  negotiating table with a view to seriously seeking to reach a long term agreement on pensions.
The Committee's rejection of the offer is in keeping with the feedback I have received across Scotland, including members of our Scottish Health Sector Regional Industrial Committee.
The National Industrial Committee meets again on Wednesday, 11 January to decide, in addition to other matters, the next steps we will take to continue the campaign on pensions as endorsed by our members. The Union will of course be willing to work with other trade unions that seek to defend our members' pension rights.
Donald Sime
(posted 06/01/2012)
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Summary of the final NHS pension talks as at 19th December
Unite has now published its official response:
Following the conclusion of the NHS Pension talks on 19th December Unite did not sign up to the agreement as we remain unwilling to be bounced into implied acceptance of the Heads of Agreement (HoA) without first fully consulting our Health Sector National Committee members on the crucial matter of their pensions. We have always opposed the unrealistic timetable set by government and remain concerned at the lack of progress on key areas. A special meeting of the Health Sector NISC has been arranged for Thursday 5th January at 11am in London, venue to be confirmed.
This summarises the final position reached on the 19th December
NHS Pensions Heads of Agreement
'This document sets out the Heads of Agreement on the scheme design for the NHS Pension Scheme to be introduced in 2015 , on which talks have concluded. The government have made clear this sets out their final position on the main elements of scheme design, which unions have agreed to take to their Executives as the best that can be achieved through negotiations. Further work on the remaining details will take place in the new year, and Executives will consult members as appropriate. This includes a commitment to suspend any further industrial action while the final details are resolved and Unions are consulting their members'.
Protection
All accrued rights are protected - this means that all benefits earned before 2015 will not be affected (in terms of amount and when they can be drawn) and will remain linked to future final salary.
All active members with 10 years or less to their current pension age  in April 2012 will see no change in when they can retire, nor any decrease in the amount of pension they receive when they retire
Members who are within a further 3.5 years of  being 10 years before their normal pension age in April 2012 will have limited protection with a tapered delay to the time when they move into the new scheme
Contributions
The Government is pressing ahead with its proposal to raise member contributions  by an average of 3.2% of pay over the period 2012 - 4. There will be no increase in April 2012 for staff on less than WTE £26,557 but most Unite members will be paying either 1.5% or 2.4% more. Almost inevitably many lower paid staff will see some increase in 2013 and 2014 and members on higher pay significant further increases taking their contributions close to or above 10%
New Scheme from 2015
Pension scheme based on career average
Provisional accrual rate of 1/54th
Revaluation of active members benefits in line with CPI plus 1.5% per annum
Normal Pension Age equal to State Pension Age
Pensions in payment to increase in line with CPI
Average member contributions of 9.8% with tiered contributions
Optional lump sum commutation at the rate of £12 of lump sum for every £1 pension
Early/Late retirement factors on an actuarially cost neutral basis
Fair Deal
'On the basis that the scheme design in this HoA is agreed, the government agrees to retain Fair Deal Provision and extend access to public service schemes for transferring staff. This means that all staff whose employment is compulsorily transferred from the NHS under TUPE, including subsequent TUPE transfers, will be able to retain membership of the NHS Pension scheme when transferred. In addition a partnership review of the implementation of the provisions set out in this paragraph for staff working in " Any Qualified Providers" (AQP) will be carried out'

There are also a number of areas such as contribution increases and employer cost cap to be further discussed in early 2012

The full Heads of Agreement document can be downloaded from the Department of Health website:
http://www.dh.gov.uk/health/2011/12/pensions-agreement/
(posted 21/12/2011)
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Comparison of the proposals for the different public sector pension schemes

Pension Scheme Gross cost ceiling Taxpayers Employees Key scheme features NHS Pension Scheme (England and Wales) 21.9% 12.1% 9.8% Career average scheme Benefits based on retirement at State Pension Age Accrual rate of 1/54th of earnings Pre-retirement benefits revalued by Consumer Prices Index plus 1.5 percentage points for active members and CPI for deferred members Principal Civil Service Pension Scheme 22.5% 16.9% 5.6% Career average scheme Benefits based on retirement at State Pension Age Accrual rate of 1/44th of earnings Pre-retirement benefits revalued by Consumer Prices Index for active and deferred members Teachers Pension Scheme (England and Wales) 21.7% 12.1% 9.6% Career average scheme Benefits based on retirement at State Pension Age Accrual rate of 1/57th of earnings Pre-retirement benefits revalued by Consumer Prices Index + 1.6% for active members and CPI for deferred members Local Government Pension Scheme (England and Wales) 20.4% 10.9% 9.5% Agreed principles include: Career average scheme Benefits based on retirement at State Pension Age Scheme design within overall financial constraints

(posted 21/12/2011)
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Pensions: Unite stands alone?
Following the NHS pension talks held yesterday, a number of NHS unions (British Association of Occupational Therapists; British Dental Association; British Dietetics Association;British Medical Association; British and Irish Orthoptic Society; Chartered Society of Physiotherapy; Federation of Clinical Scientists; GMB; Hospital Consultants and Specialist Association; Managers in Partnership; Royal College of Midwives; Royal College of Nursing; Society of Chiropodists and Podiatrists; Society of Radiographers and UNISON) have agreed to take the offer to their relevant executive bodies as the best that can be achieved by negotiations.
So far, there does not appear to be an ‘official’ publication of what is in the so-called ‘heads of agreement’ that constitutes the government offer signed up to by the above named ‘unions’, but from what has been published in press stories it is believed to constitute:
A new scheme from April 2015:
 - Accrual rate of 1/54 (uprated by CPI+1.5%);
 - Normal pension age = State pension age;
 - Based on career average, not final salary;
Protection
 - NHS scheme members within 10 years of their current normal pension age on April 2012, will retain their current rights but will still have to pay the new contribution rates;
 - NHS scheme members within a further 3.5 years will have a tapered entry into the new scheme;
 - Other current scheme members will have their benefits in the old scheme protected as at 2015 i.e. they will have a preserved pension benefit + whatever they earn in the new scheme
Contributions
 - It is believed that there has been no change in the previously announced position (here)

Unite held a telephone conference of its NHS committee to consider the latest offer. Unite decided not to sign up to the Heads of Agreement but will instead hold a formal meeting of its NHS Committee on January 5th.
(posted 20/12/2011)
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Meeting dates for 2012
Meeting dates for Glasgow Health Service Branch (here) and the NHS Greater Glasgow & Clyde Group Representatives’ Committee (here) have been agreed. All members are encouraged to attend the Branch and all group representatives the Group Committee.
(posted 20/12/2011)
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NHS management want to reduce your terms and conditions
Recent events with regard to the UK Government’s attacks on public sector pensions should not distract us from the proposals dreamt up by NHS employers. At UK level, they have indicated their wish to make Agenda for Change ‘more flexible and affordable’. In particular they have proposed changes as follows:
Annual leave - to be determined at local level, with a minimum of 25 days. Current annual leave is 27 days with 29 days after 5 years and 33 days after 10 years service.
Sick pay - basic pay only. Currently is paid as if at work and thus includes regularly paid supplements, including any recruitment and retention premia and payments for work outside normal hours
Increments - a variety of alternative proposals but all would make the top three points conditional on ‘excellent performance’. Other proposals include making increments dependent on ‘satisfactory performance’ and non-consolidated i.e. you could be moved back down the scale if your performance was deemed ‘poor’. Currently, incremental progression is very rarely stopped on performance grounds.
Flexible working - core hours 6am to 10pm (currently 8am to 8pm) with the consequential reduction in unsocial hours payments. Unsocial hours payments for Sundays and public holidays to be the same as weekdays and raising the threshold for overtime payments from 37.5 hours per week to 40 hours per week.
All of the above proposals are being resisted by the trade unions.
(posted 12/12/2011)
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Scottish NHS partnership policies: new and updated
NHSScotland on 7 December 2011 launched the following new/revised Partnership Information Network (PIN) policies:
• Dealing with Employee Grievances in NHSScotland
• Facilities Arrangements for Trade Unions and Professional Organisations
• Gender-Based Violence
• Implementing and Reviewing Whistleblowing Arrangements in NHSScotland
• Personal Development Planning and Review
• Preventing and Dealing with Bullying and Harassment in NHSScotland
The Partnership Information Network (PIN) policies were first developed in 2001, and are designed to achieve a consistent approach in the way NHSScotland deals with its employees.
The PIN policies provide up-to-date guidance on issues relating to people management within NHSScotland and are researched and prepared on a partnership basis involving NHSScotland employers, trade unions/professional organisations and the Scottish Government

The above PIN policies are available on the Scottish  Government website:
• Dealing with Employee Grievances in NHSScotland
(http://www.scotland.gov.uk/Publications/2011/12/06111254/0)
• Facilities Arrangements for Trade Unions and Professional Organisations
(http://www.scotland.gov.uk/Publications/2011/12/06131150/0) 
• Gender-Based Violence
(http://www.scotland.gov.uk/Publications/2011/12/07090656/0)
• Implementing and Reviewing Whistleblowing Arrangements in NHSScotland
(http://www.scotland.gov.uk/Publications/2011/12/06141807/0)
• Personal Development Planning and Review
(http://www.scotland.gov.uk/Publications/2011/12/06150819/0) 
• Preventing and Dealing with Bullying and Harassment in NHSScotland
(http://www.scotland.gov.uk/Publications/2011/12/07090524/0)

Partnership Information Network (PIN) policies define a minimum standard of best employment practice. While local adaptations may be agreed in partnership to suit Boards’ own local needs, any such adaptations must still meet or exceed the minimum standards set out within the PIN policies.
(posted 12/12/2011)
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November 30th strike pay
Application forms for strike pay have been distributed by e-mail to group representatives. Members wishing to claim strike pay for November 30th are reminded that if you were on a rest day, annual leave or sick leave you are not entitled to strike pay. Proof in the form of a copy of your payslip that you had your pay reduced by industrial action is required. Currently Unite pays strike pay at the rate of £30 per day.
(posted 12/12/2011)
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‘Squeezed middle’ NHS earners in Treasury pensions rip-off
Thousands of middle-income NHS employees will be subject to ‘a smash-and-grab’ raid by the Treasury, under the latest NHS pensions’ proposals.
Unite hit out at the ‘divide-and-rule’ tactics that have been the hallmark of the government’s negotiating strategy on public sector pensions since February.
Unite said that thousands of health visitors, speech-and-language therapists, biomedical scientists and pharmacists will lose out and pay hundreds of pounds more in pension contributions next year.
Under the government’s proposals announced today anyone earning less than £26,500 will not pay more for their NHS pension in 2012, however, Unite said that it is not clear what was going to happen in the following years.
Unite assistant general secretary, Gail Cartmail, said: ‘These are tawdry ‘divide-and-rule’ tactics designed to set one set of dedicated hard-working NHS workers against another.’
‘Once again the government is attempting to mislead the workforce and the public about the true impact of their proposals. The harsh reality of what the government is pushing today is that middle earners – the ‘squeezed middle’ of health visitors, speech-and-language therapists, biomedical scientists and pharmacists - will be the ones paying for these increased contributions in this ‘smash-and-grab raid’.’
‘This increase will range between 1.5 per cent - 2.4 per cent which has to be seen in the context of a public sector pay freeze.’
‘This is an unfair tax on middle earners, as the revenue will go straight to the Treasury to pay off the national budget deficit caused by the banking elite and not ploughed back into the scheme.
‘In its haste to sell this as good news, government is also failing to state what it plans for years two and three. It will press on as before, so this is a swindle and a short-lived one at that.’
‘Further, ministers must stop bypassing the agreed negotiating channels.’
‘The correct place to discuss proposals is around the table, not via the airwaves. This is another cynical attempt to turn the public away from supporting those who deliver their services. It won’t succeed.’
‘It should not be forgotten that the NHS pension scheme is self-funding and at present collects £2 billion more in contributions than it pays out in benefits’
In the three years to 2014 the majority of NHS staff  will face total increases ranging from 3 per cent - 6 per cent,  while having experienced a two -year pay freeze and two proposed years of 1 per cent increases. At the same time inflation has been at about 5 per cent.
These increases are a levy to reduce the government's deficit and not the deficit in the pension scheme. The concession to the low paid is paid for by other NHS employees and not by the government
Once contributions have been ratcheted up, all - bar the oldest staff - will face a change in the benefits which will require them to work and contribute for eight years longer to get the same benefits (for eight years less retirement)
(posted 08/12/2011)
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Department of Health proposed increases in pension contributions
The Department of Health has published its proposals for increases in the contribution rates of members of the NHS Pension Scheme in England and Wales. Yet again, it would appear that the UK government’s idea of negotiation is to announce their latest diktat in a press release.

Full-time 2010/11 pay 2010/11 contribution rate (gross) 2012/13 contribution rate (gross) Contribution rate increase (percentage points) Up to £15,000 5% 5% 0 £15,001 to £21,175 5% 5% 0 £21,176 to £26,557 6.5% 6.5% 0 £26,558 to £48,982 6.5% 8% 1.5 £48,983 to £69,931 6.5% 8.9% 2.4 £69,932 to £110,273 7.5% 9.9% 2.4 Over £110,273 8.5% 10.9% 2.4

The attitude of the Scottish Government is not known yet, but based on previous experience it seems likely that they will adopt a similar contribution scheme.
(posted 08/12/2011)
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Unions respond to high court ruling on public sector pensions’ switch
Unions will challenge a high court ruling that the government was entitled to switch the measure of inflation used to increase public sector pensions from RPI to CPI.
While one of the three judges said the government’s decision to use the consumer price index (CPI) instead of the traditionally higher retail price index (RPI) was unlawful and should be quashed, the other two decided that the government was within its rights.
A judicial review by six unions challenged the switch to CPI, which was announced in the June 2010 budget, without any consultation or negotiation. Chancellor George Osborne claimed CPI was the more appropriate measure. But the unions have always contended it was a deficit reduction measure and therefore unlawful under social security legislation which does not allow for national economic considerations to be used when deciding which is the best practicable estimate of the increase in prices.
While all three high court judges agreed with the unions that deficit reduction was the motivation for the switch, two of them said the secretary of state for work and pensions was within his rights to take into account public finances.
October’s inflation figures put CPI at 5 per cent and RPI at 5.4 per cent, meaning that the loss to existing public sector pensions is around 15 per cent. Ministers have refused to negotiate on the issue.
The six unions are Unite; the Fire Brigades' Union, teachers' union NASUWT, Prison Officers Association, Public and Commercial Services union and Unison.
A spokesperson for Thompsons Solicitors, which acted for the six, said: “While the high court’s split ruling is disappointing the unions are pleased that their main argument, that the chancellor was motivated by deficit reduction when he made the switch, was accepted. It is encouraging that one judge agreed that this was illegal. We have instructions to lodge an appeal urgently on behalf of the unions.
“At a time when public sector employees are being forced to bear the burden of the financial crisis, the unions will not allow this unfair and, in our view, unlawful breach of the contracts of millions of workers to rest.”
Following the successful public sector strike on 30 November, the unions will continue to campaign against this and other cuts to pensions in the weeks and months ahead.
(posted 05/12/2011)
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30 November 2011 thanks
Thank you for the incredible support that you gave to the national day of action on pensions on 30 November 2011. Preparing for and then taking industrial action is never an easy option, but Unite members right across the NHS said 'enough is enough' and showed their support for the dispute.
As we enter December, Unite will do all it can to try and find a resolve to this dispute, however we will not be forced to accept any offer.
We also want to thank all our representatives for the extraordinary work that they put in to make N30 the success it was. If you are interested in becoming a representative, please don't hesitate to speak to one of your local representatives or Regional Officer.
At the end of the year, we will be reviewing where we are at and how we take things forward in the new year.
Thank you again
Frank Keogh (Chair, NHS National Industrial Sector Committee)
Rachael Maskell, Fiona Farmer, Barrie Brown (Unite National Officers for Health)
(posted 05/12/2011)
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New blow to public and private sector pensioners
As public sector workers took part in the biggest strike for a generation last Wednesday(November 30), a new paper from the Office for Budget Responsibility (OBR) predicts that the gap between CPI and RPI inflation will increase to 1.4 per cent in future - cutting the value of public and private sector pensions in payment even more than previously forecast.
The government has changed the way that it uprates public sector pensions in payment from the RPI measure of inflation to the CPI measure. This has been followed by many private sector pension schemes.
In the past the difference between the two measures had been around 0.7 per cent to 0.9 percent but the OBR say that in future it will be 1.4 per cent. The OBR paper says:
'Further analysis in this paper suggests that a plausible range for the long-run difference between RPI and CPI inflation is around 1.3 to 1.5 percentage points. For the basis of our November 2011 EFO, we assume that the difference between RPI and CPI inflation is around 1.4 percentage points in the long run.'
The switch to CPI will reduce the value of all public and some private sector pensions in payment by around 1.4 per cent a year. Over 15 years this will reduce the pensions paid by 17.4 per cent, says the TUC.
TUC General Secretary Brendan Barber said: 'The switch to CPI inflation is a government attack on public sector pensions. And while they keep trying to divide public and private workers, private sector pensioners are also seeing their pensions cut by this change.
'This stealth cut to pensions blows another huge hole in the government's false claims that pensions are staying the same for public sector workers. It's now pay more, work longer and get even less.'
(posted 05/12/2011)
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Branch members in strike day demonstration
Branch members were amongst the 10,000 marchers who attended the November 30 march and rally in Glasgow. A number of Unite members including Branch Chair Donald Sime and Group Chair Stuart Burnside were interviewed by local radio. Congratulations are due to all who participated whether by striking or helping with organisation of a hugely successful demonstration of support. Thanks are also due to those colleagues who agreed to provide the ‘public holiday’ level of service and who otherwise would have been on strike.

More pictures from the day of action can be viewed here
(posted 01/12/2011)
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International support for November 30 strike
Messages of support for yesterday’s strike have come sources as diverse as the Occupy Wall Street protesters in the USA and the Garment Workers of Bangladesh.

“The National Garment Workers’ Federation (NGWF) has been fighting for the rights of garment workers in Bangladesh since 1984. We will stand with the public sector workers in the UK on 30 November in your fight against the attacks on your pensions and the cuts that your government have imposed. We know that these abuses and the programme of cuts will make thousands of you poorer as a result and as workers, we stand united against poverty wherever it is found.”
- Amirul Haque  Amin  - General Secretary, National Garment Workers’ Federation, Bangladesh
(posted 01/12/2011)
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A witch’s brew from the coalition
The Autumn Statement 2011 from the Chancellor of the Exchequer contained two small helpings of poison as
follows:
 - set public sector pay awards at an average of one per cent for each of the two years after the current pay freeze comes to an end, and
 - ask independent Pay Review Bodies to consider how public sector pay can be made more responsive to local labour markets, to report by July 2012.
The two years of a 1% pay award has been well trailed in the press. I don't know if the second little bit of venom that is being used against public sector workers has been picked up.
I appreciate that we're all been busy with the day of action but we will soon have to give attention to this larcenous cocktail being brewed by the coalition at Westminster.
Donald Sime, Branch Chair
(posted 01/12/2011)
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