Union Mail – October 2013: Health & Safety Month, Group Distribution: Quarterly Bonus

Health & Safety Month

During October the Society will be focusing on matters relating to Health & Safety and we’d like to encourage Union members to take an interest in the information that will be cascaded over the next five weeks.  Nationwide is a low risk working environment but it is still important that everyone is aware of Health and Safety issues and plays their part in helping to keep the Society a safe place to work.

All employees will be required to complete a Health and Safety Responsibility Statement.  If there are elements of the statement you are unsure about then please flag this to your manager and ask for relevant information and training to be provided.  By completing the statement you are confirming that you understand your responsibilities in respect of Health and Safety – so please make sure you fully understand what is expected of you.

The topics that are being covered during the month include stress management, fire safety and security.  These are all important issues so please make time to read the information provided and take the opportunity to become familiar with the support services that are available to employees, for example, there is some useful guidance and tools to help identify and mitigate the impacts of workplace stress.

The Union takes an active interest in all matters relating to Health & Safety and represents members’ interests at the Health & Safety Group Committee.  The Committee meets four times a year and focuses on local issues and incidents, considers the wider strategic issues, and how the Society complies with relevant legislation.  We’d be pleased to hear from members who would like to be involved in our Health & Safety activities.

Tim Poil
General Secretary

Group Distribution:  Quarterly Bonus

We’d like to remind members about the appeal procedures that exist in respect of the Group Distribution (Branch Network & Direct) quarterly bonus scheme.

Your quarterly performance rating should be based on your ‘whole role’ performance – this means taking account of not just what you’ve achieved during the quarter but how you’ve done it.  If your rating is based only on your achievements as measured against the expected number of referrals or achievement against ‘norms’ then you will have grounds for appeal and it’s important that you do so .

Appeal Process

The first stage of the process involves a more senior manager reviewing your performance rating.  This might be your manager’s manager, or in the case of CRs, your District Manager.  If the reviewing manager has been closely involved with the calibration of your rating it may be referred to another manager.

To initiate this review you must complete a stage one review form, stating the reasons why you disagree with your rating.  This must be e-mailed to the reviewing manager within five working days of your rating being keyed on ‘tracsmart’.  The reviewing manager will contact you to discuss your concerns and will either agree a new rating with you or say why they believe the rating you’ve been given is still appropriate.

If you believe this review of your rating has still not addressed your concerns you can raise a stage two appeal. You will be required to re-submit your appeal form, providing further comments about why you think the stage one review has failed to address your concerns.  You must submit this form within five working days of receiving the decision from the reviewing manager.

Your stage two appeal will be considered by an executive panel.  You will not be required to attend the panel – they will assess your appeal from your written evidence.  The panel will consist of senior executives from your division and representatives from HR.  The decision and rationale of the panel will be e-mailed to you and any adjustment to your rating will be amended centrally.

The appeals process does not remove your right to raise a formal grievance about your rating.  In some circumstances it may be more appropriate to hear an appeal using the grievance process, for example, if your concerns include issues connected to discrimination or bullying.

The appeals process has been agreed by senior management in Group Distribution, HR and the Union and is there for employees to use.  You will not be penalised for raising an appeal.  It is in your manager’s performance agreement that they are required to create an open and honest culture where it is ‘safe to speak’ – so they shouldn’t deter or prevent you from using the process.

The outcome of the appeal will either be that your original rating is confirmed or it is amended to a higher rating. It will not be reduced.

Help and Support

There is no general right of Union representation at either stage of the appeals process but full representation rights will apply if your appeal is heard as a grievance.  However, members can contact us for confidential advice about issues relating to their appeal and for support in completing the appeal documentation.  Please talk to your local Representative or call us on 01295 710767 and ask to speak to an Individual Cases Officer.

Tim Poil
General Secretary

Branch Energisers – Attendance is Voluntary

From time to time we’re contacted by members who ask for clarification about whether they are required to attend a branch energiser, and if participation in these events should be included in an assessment of their behaviours.

The answer is that attendance is voluntary unless it falls within the time you are rostered to work.  As a voluntary activity is it inappropriate for attendance or participation to be assessed as part of the quarterly bonus, interim or annual performance reviews.

The voluntary nature of the energisers is confirmed in the Branch Working Arrangements Policy – which sets out the contractual terms that apply to both employees and the Society.  The Policy (Section 2.7) is clear that attendance at work before your rostered start time is voluntary.  It states:

“If you choose to attend work prior to your rostered start time (for example, to attend branch energisers) this is voluntary and is not considered as overtime and so does not attract any time off in lieu or overtime payment.”

 Source: HR Policy Point – Branch Working Arrangements Policy

The Society believes branch energisers are useful events and helps everyone focus on the day ahead.  To this end, attendance and participation in the energisers is featured in Performance Plans and The Nationwide Way.  However, the Branch Working Arrangements Policy sets the contractual terms and employees can rely on this as the definitive position.  Anyone who is unable to attend an energiser should not be penalised in any way.  If you have any concerns about this please call us for advice on 01295 710767.

Tim Poil
General Secretary

October Draw Winners

First Prize  :  £10,997
095995   :   Susan Misselbrook of Bognor Regis

Second Prize  :  £5,000
127117  :   Jack Harding of Worcester

Third Prize  :  £2,000
110156  :   Shaesta Ali of Chancery Lane

Fourth Prizes  :  £500
127568  :   Samantha Bedo of Faversham
125599  :   Gabrielle Mole of Collections (SL)
127360  :   Christopher Ellis of Cambridge