Union Mail – October 2014: Social Media Policy/Interim Reviews

Social Media Policy

The Society has revised its policy about how it expects employees to use social networking sites and other public forums.  The Communications and Privacy Policy sets out a number of principles that employees should follow, whether they are using social media in their personal time or at work.  The policy is intended to support employees in using social media in a way that protects Nationwide’s and their own reputation.

The boundary between personal use and work use of social media is becoming increasingly blurred.  This is something that we have observed particularly within the branch network, where it is increasingly popular for employees to use Twitter to recognise achievements and promote work events.  The use of social media as a work communication tool is likely to increase as Nationwide moves towards creating the ‘digital society’ and this means it is very important that all employees know what the guidelines for use are and abide by them.  There have been relatively few incidents of disciplinary action being taken by Nationwide in respect of inappropriate use of social media but there are enough to suggest that this is something that members should take seriously.  What may seem like an innocent remark or something posted in haste can get you into trouble.  We therefore urge all members to read the revised Policy and to take extreme care when posting anything to do with work or work colleagues.

The Communications and Privacy Policy can be found in the HR Policy Point or from the ‘Help at Work’ section of the NGSU website.  We’ve reproduced the principles in the panel below.

Tim Poil
General Secretary

Social Media Principles

• Protect your own and Nationwide’s reputation
  Do not post any content which could damage Nationwide’s reputation or business interests, either directly or indirectly.  Be aware that your posts can reflect on you, your role and on Nationwide, particularly if you can be identified as a Nationwide employee.
• Do not disclose any confidential information belonging to Nationwide
  You must not disclose any of Nationwide’s confidential information, which includes, but is not limited to, any information relating to Nationwide’s business, performance, systems, procedures, products or members, or do anything to jeopardise Nationwide’s trade secrets or intellectual property.
• Do not express any opinions on Nationwide’s behalf
  Do not attribute personal comments or opinions to Nationwide or post insulting, negative, offensive or inaccurate statements about Nationwide business, products or members, people that work for Nationwide or any customers, clients, business partners, suppliers or vendors.
• Think about the impact before you publish something online
  Think about what you’re posting and the impact it might have on other people, Nationwide and on you. A comment posted in haste may be interpreted in ways you did not intend.  Refrain from posting anything that might be offensive to others such as discriminatory comments, insults or obscenities.
• Make sure you comply with other policies and regulations
  Do not post information which would be in breach of any of our other policies (for example our Diversity and Inclusion and Data Protection Policies) or any contractual, legal, regulatory or other professional obligations you have.
• Seek permission before posting content about others
  Avoid posting anything related to your colleagues or our members, clients, business partners, suppliers or vendors without seeking their permission.  If you are thinking about uploading photos that include other people, consider whether the images and your privacy settings are appropriate and that the people involved are happy for you to do this.  Respect their wishes if they do not want their picture published.
• Watch out for Cyberbullying
  Do not post or participate in gossip or rumours about colleagues or other persons that could be considered to be harassment or bullying.

Source: Nationwide – Communications & Privacy Policy – Sept 2014

Half Year Reviews – Rating Appeals

There is no general right of appeal of interim performance ratings but employees who were rated as Part Met in April 2014 and remain at Part Met in October 2014 do have the right of appeal if they believe their interim rating is unfair.  This is because the interim rating will determine their eligibility to participate in the pay review.

Employees who were rated as Part Met in April and have made the necessary performance improvement to receive a Met rating or above in the October interim review will be eligible to participate in the pay review (as set out the Joint Statement dated 4th July 2014). Eligible employees will receive an award of 2.5%.  This will be paid as a consolidated salary increase up to the salary range maximum, with any amount above this paid as a non-consolidated lump sum.

If your circumstances are different to those described above, you do not have the right of appeal.  If you believe your rating does not reflect your performance you should state this on your review form and ask your manager to be clear in setting out what else you need to do to be given the rating you want at the annual review in March 2015.

The Appeals Process

You must raise your concerns with your manger, either informally or in writing, within 5 working days of you being told of your rating.  Your manager will discuss with you, normally within 5 working days.  If this fails to resolve the matter you must raise a grievance.  This should be in writing and should be sent to the HR Case Management Team within 10 working days of your informal meeting with your manager.  The Union can represent NGSU members at their grievance hearing.

Your grievance will be heard by a manager more senior than your own manager, who may or may not be within your line, as appropriate.  The choice of manager will be made following discussion with you.

Your grievance should state:

• The rating you feel you should have, and your reasons why
• Why you feel the rating you were given does not reflect your performance against your performance plan and job description
• Any factors that have affected your performance, which could be individual and internal, or external, such as market pressures

Remember:  Your rating should assess your ‘whole of role’ performance, including business objectives, behaviours and development.  There is no forced distribution of ratings – you should get the rating you deserve.  Your rating can only be increased at the appeal – it cannot be reduced.

If you would like help with an appeal, please call us on 01295 710767.

NGSU News in Brief

Meet Us:  The Union will on visiting a number of Administration Centres in October. Dates for your diary are: Sheffield CC – 21 Oct; Wakefield CC – 22 Oct; NAC – 30 Oct and Wakefield House (Swindon) – 31 October.  Come and meet Roger from the Travel Club and talk to him about your holiday plans for 2015 – find out what discounts he can offer.

Union Regional Councils:  Local NGSU Reps will be attending regional councils in November.  We have councils that cover all Administration Centres and the Branch Network. If you have an issue that you’d like to bring to the Union’s attention, please contact your local Rep and ask them to raise it at the their Council meeting.

Health and Safety Month:  During October employees at Nationwide will be asked to complete an e-learning module about Health and Safety (H&S).  This replaces the requirement to complete a personal responsibility statement. Please take time to do this and to read other communications about H&S issued during the month.

October Draw Winners

First Prize  :  £11,393

122323  :  Helen Gerrish of Kilmarnock Branch

Second Prize  :  £5,000

096911  :  Stephen Wallington of Pensioner Members

Third Prize  :  £2,000

101540  :  Matthew Byrne of Technical Practices (NAC)

Fourth Prizes  :  £500

128911  :  Kevin Ward of Test Governance (Swindon)

131042  :  Loretta Fernandes of Bereavement Team (Swindon)

096488  :  Mark Morris of Technical Practices (Swindon)

Didn’t win this time?  Why not increase your chances?
Email the number of chances you would like to ngsu@ngsu.org.uk and we will do the rest.