Policy
outline (A - H) Policy
outline (A - H)
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POLICY OUTLINE INTRODUCTION
The four branches that merged to form this branch had built up separate bodies of policy. This outline draws these together and was approved at the 1997 AGM.
New policies have been inserted and updates are appended to each section where applicable.
NOTE: The branch must act within UNISON national policies. Where policies below differ, they are a guide for campaigning within the union only and cannot be acted on unilaterally.
ACCESSIBILITY
We believe that no member should be debarred from involvement in their trade union for financial reasons, work reasons, care responsibilities, or due to disability. We should do all possible within our resources to ensure accessibility.
ACCOUNTABILITY
We believe that all officers, stewards and full time staff are accountable to the union's policies and procedures. Nobody acting on behalf of members has the right to conclude any agreement without reference to them and agreement from them through the most appropriate form of consultation. Workplace meetings and ballots are two readily identifiable ways of consulting. Such consultation should be weighted in some circumstances.We do not believe that it best serves the union to elect all full time officers. This would give them a greater policy role.
At every level there must be a clear line of accountability with a clearly identifiable constituency.
AFFILIATIONS/SPONSORSHIP
We believe that, as a branch, we have a role in affiliating to organisations that share our aims and policies or which provide a service or platform for us. Criteria should be that the organisation has a democratically accountable structure, is broad-based and not sectarian. The branch should continue all the competent affiliations of the existing branches until the 1997 AGM. We subscribe to the Scottish Communications & Campaigns Committee criteria for sponsorships.
ASYLUM LEGISLATION
Oppose: Non-co-operation with 'spying' for immigration service.
BRANCH STAFFING
Branch employed staff should be required to be members of a recognised union. They should be accountable to staffing structures in the branch in agreement with their union and agreed negotiating structures. Direct staffing matters should not be a matter for branch meetings or committees other than a committee designed specifically for that purpose. Staff should not be criticised in public forums.The branch supports a national charter of minimum conditions for branch employed staff and access for staff to benefits, training etc provided by the national union.
CHARGING FOR STEWARDS MATERIALS
This Branch condemns the NEC decision to apply charges for core Organising and Health and Safety documentation.We believe it fundamental to the strength of the union that all stewards have access to relevant information to assist them in their duties but consider the application of charges may lead to those branches with little financial resources not making these important documents readily available to stewards.
We call upon the NEC to reverse this decision forthwith.
BONUS AND INCENTIVE SCHEMES
This Branch recognises the vast majority of Manual and Craft Workers are dependent on bonus and incentive schemes if they are to achieve a reasonable living wage.We consider such schemes to be contrary to the principles of Single Status as they directly discriminate against non-APT & C workgroups who have to work additional hours or achieve targets to maintain a reasonable living wage.
We recognise the issue of bonuses and incentive schemes will be explored as part of the Single Status discussions and instruct negotiators to oppose any attempt to put in place any new wages mechanism which would lead to reductions in contractual earnings for Manual and Craft workers.
CARERS ALLOWANCE
(AGM 2000) We note the 1998 Branch AGM called for improvement to the level of Carer Allowances for those who incur such costs while on union business. Further, we note the Branch Officers agreed not to pursue the terms of the motion as a UNISON working party was considering that matter and would bring forward a report which would be subject to amendment at Annual Conference.
It is with regret we note no such report has been forthcoming and the discriminatory payments remain in place.
We call upon Branch Officers to restate our position that full costs should be met rather than reimbursement on a pre-set sliding scale.
[ The terms of this motion should be adapted and submitted to UNISON Scottish Council and Annual Conference ]
CARER COSTS
We note the 1997 Branch AGM called upon the council to accept Carer costs as a legitimate reimbursable expense when incurred outwith normal working arrangements.It is with regret we note the council has failed to accept our arguments and has failed to recognise this is an equality issue which they should be supporting as an Equal Opportunities employer.
We call upon Branch Officers to raise the matter with the council under the terms of Single Status and to make appropriate representations to the Scottish Local Government Service Group.
CIVIL RIGHTS
We oppose the Criminal Justice Act and legislation that discriminates against those who are infringing nobody else's rights. We recognise that rights bring responsibilities not to infringe other's rights and to defend the rights of others. We support SCCL and Amnesty International.
COMMUNITY CARE
We believe in a community care system that provides equal access to all, responding to individual needs, offering real choice and independence and providing mechanisms for improving quality of life. We believe the current system is about cutting costs, not providing care. We believe the care required is best provided by the NHS and local authorities. We recognise the valuable role of the voluntary sector but oppose the 'voluntarisation' of NHS and council staff and services.We oppose the need to contribute to care, especially health care.
CONDITIONS
We support harmonisation and single status on a best practice basis. We support national bargaining and national negotiating structures with opportunities for local improvements within these structures.Manual Worker Conditions
-(AGM 1998) This meeting recognises a major impact of the 1997 budget cuts was on manual workers with many posts lost through early retirement and reviews within DSOs.
We view with concern indications that to achieve spending limits in the current budget crisis, management are targeting conditions such as manual worker bonus schemes and overtime rates as areas for achieving savings. The consequences of this will greatly affect the earnings of many of our lowest paid members.
Branch officers are instructed to take whatever necessary measures to protect current earning levels.
Single Status
(AGM 1999) This Branch welcomes the Single Status initiative as a positive step to further removing the falsely perceived barriers between manual and APT&C workers with the creation of a single pay spine and a merged service conditions package.
We further welcome the commitment towards an agreed Job Evaluation system and towards ensuring Equal Opportunities for all will be a lead factor in developing Single Status.
We consider it essential any implementation must not dilute local agreements where the terms of such are an improvement on the terms of the Single Status package. Further, Single Status must be underpinned by agreeing minimum conditions at a Scottish level which would afford a level of protection in instances of rogue employers.
We call on our Scottish negotiators to seek agreement on those terms.
Agreement on the aforementioned terms would provide for this Branch committing itself to giving support to the Single Status Agreement and to seeking early discussion with the employer of the impact of single Status.The Branch Committee must ensure decisions are made with input from the affected members and that regular updates are provided to the membership.
HARMONISATION AND SINGLE STATUS
(AGM 2000) This Branch deplores the fact that four years after Reorganisation, the Council has failed to progress discussions on harmonisation of many ex District and ex Region conditions.
Branch Officers are instructed to seek an urgent commitment from the Council to allocate sufficient resources to meet the needs of a harmonisation Work programme and the demands of a new Job Evaluation Scheme.The situation whereby colleagues work side by side on different conditions leads to confusion and conflict and must be resolved properly so that meaningful talks can take place on Single Status within the national deadline.
DEFENCE
We believe in arms diversification. We oppose trident and all nuclear weapons. We believe in the transfer of non employment related spending to public services.TRIDENT PLOUGHSHARES 2000
(AGM 2000) This meeting welcomes (1) the decision in the Greenock Sheriff Court that the International Court of Justice's ruling on the illegality of nuclear weapons applies in Scotland; and (2) the acquittal of three women who damaged Trident facilities on the basis that they were acting to prevent a greater crime. This confirms that the Trident programme is illegal and should be scrapped.It congratulates members of Trident Ploughshares 2000 on accepting personally the responsibility of all citizens to act to prevent crimes of mass destruction. As a union we too accept this responsibility of all citizens to act to prevent crimes of mass destruction. As a union we too accept this responsibility, on the legal grounds and also because we recognise that high defence expenditure, and the Trident programme in particular, help undermine funding of public services and civil liberties.
We note that:
• The government has not made any response to the ruling of the International Court of Justice;
• It has voted consistently against motions promoting nuclear disarmament in the UN;
• It has done nothing to fulfil legal obligations under the Non-proliferation Treaty to take real steps towards disarmament.
We call on the government to accept international law and accordingly to move rapidly to abandon the Trident programme. We call on UNISON to place maximum pressure on the government to this end, including publicising the government's lamentable record on these matters.
DELEGATIONS
Delegations should act and vote as one. A majority vote on a delegation means that the whole delegation must vote that way in representing the branch (including on elections). Delegations can decide, by majority vote, to abstain or split a vote.Speakers will only speak to branch policy and will only speak if agreed by the delegation. Speakers will clear an outline of their speech with the delegation leader who will seek the view of the delegation should there be any conflict.
Delegations are always accountable to branch policy. Where there is no identifiable branch policy, they will try to link the issue with an existing policy. If this is not possible, the delegation will decide its position taking into account previous voting records and its knowledge of the branch. In such cases it will report its actions to the branch at the first possible opportunity.
DISCIPLINARY ACTION
This branch notes that a National Executive Council Disciplinary Hearing has expelled a member following charges of harassment being established. This branch believes that this sends a clear message about the standards of behaviour expected of activists towards each other.
It notes the distress, and at times perceived lack of support that several branch members, both male and female, have had to endure over the last eleven months.
It resolves to:
1) Press for speedier but fair disciplinary procedures both locally and nationally
2) Ensure that the principles which guide our approach to members harassed in the workplace also guide our approach to members harassed in their trade union role
3) Adhere firmly to the guidance drawn up for behaviour on delegations.
DISCRIMINATION
We oppose all forms of sexism, racism, harassment against lesbians and gay men, discrimination against disabled people and all forms of sectarian discrimination. We recognise that workplace bullying is a problem and we support measures to address this.We consider that any member guilty of any of the above acts should also face disciplinary action by the union. We consider that the union and the branch has a campaigning role in this area and that this starts by leading by example.
ACTION AGAINST RACIST ATTACKS
(AGM 2000) This Branch condemns the disgraceful and cowardly racist attack on UNISON City of Edinburgh Branch member and Scottish Black Members Committee officer Tamara Mhuru on her return from a UNISON meeting on Saturday 5 February. We note with shame that no-one came to Tamara's assistance but welcome the actions of the family who treated her and summoned help after the attack.This attack demonstrates that racism permeates our society and is experienced daily by our members. Many of us only recognise this when it comes to the fore with such hate and violence. Racism is an issue for us all. It tarnishes our dignity as trade unionists and as citizens and it devalues the high principles on which we sought self-determination in Scotland.
We believe that a clear message should go out that such attacks must be confronted individually, collectively and with the full force of the law. We all have a role in directly challenging racism in every form, from the so-called ‘unconscious' statement or actively racist comment in the workplace, to the behaviour of individuals or groups in wider society. To stand on one side or collude gives permission to those who perpetrate these attacks.
Therefore, this Branch resolves to:-
1) Send the terms of this motion and a message of comfort to Tamara and provide her with the full support of the union to seek redress for this assault.
2) Extend our thanks to the family who came to Tamala's aid.
3) Make representations at a local and national level to the City of Edinburgh Council to build on its current anti-racist policies and use its powers and influence to ensure there is a co-ordinated strategy to challenge racism in the city.
4) Build on UNISON Scotland's response to the "Stephen Lawrence – An Action Plan for Scotland" document and highlight the problem of institutional racism in public and private organisations which contributes to the climate in which attacks like this can take place.
CHHOKAR FAMILY JUSTICE CAMPAIGN
(AGM 2000)This Branch meeting pledges it's support to the campaign for justice for the family of Surjit Chhokar who was murdered in Lanarkshire in November 1998. The judicial system has, once again, failed to deliver justice.Three men have been accused of his murder. So far, only one has stood trial. The charge was reduced from murder to assaults and although found guilty he walked free from the court. The remaining two men are due to stand trial at the end of February. Even the trial judge questioned why the accused were not tried together as is the usual procedure. We deplore racist murders and support the campaign in bringing the accused to trial.
We agree to:
1. Send a message of support and a donation of £200 to the campaign.
2. Build support for the campaign and encourage UNISON members to support the family by attending the court.
AFTER PADDINGTON - SAFETY BEFORE PROFIT
AGM 2000, further advice to be taken from rail unionsThis Branch meeting believes that the Paddington Train Disaster was a direct result of private rail companies refusing to invest their growing profits in safety measures. This cannot be allowed to continue.
We therefore demand:
1. Profits are used to invest in safety and improve services rather than benefit shareholders.
2. The more advanced safety system, the ATP system, is introduced immediately despite the opposition of the private rail companies.
3. That the railways are re-nationalised.
4. The safety role of the Guard is examined and reinstated on all train services.
We resolve to:
1. Raise the terms of this motion at all levels of UNISON (including Conference).
2. Write to John Prescott at the DTE with the terms of the motion.
3. Circulate petitions to all members supporting these demands.
DONATIONS
No donations to things that should be publicly funded.
ECONOMIC POLICY
We support an economic policy that involves public ownership, full employment and investment in public services and infrastructure. Specifically we support tax on dividends, windfall taxes on privatised utilities and progressive taxation. Investment in manufacturing industry and in the public services and infrastructure stimulate each other.
Economic Policy -(AGM1997)
The current financial crisis in local government and other public services demonstrate that UNISON members’ struggles to protect jobs, pay and services must be matched with effective campaigning for an economic policy which prioritises creating jobs and resourcing a high quality welfare state.
This AGM notes the poor state of the UK economy; in particular that the low levels of investment, continuing despite rising dividend payments to shareholders, restrict the scope for growth in output and employment from the private sector, and that the high level of government deficit despite continuing attacks on public services reveals the fiscal crisis created by successive Conservative governments.
In these circumstances a new government which continues with the same macroeconomic policies as the Conservatives will have little option but to pursue similar policies on resourcing the public sector and on job creation. Furthermore if the UK were to enter European Monetary Union on the Maastricht criteria these constraints would be imposed by European law.
Therefore this AGM/Conference agrees to vigorously promote economic and fiscal policies which are sufficient to protect its members and services of the welfare state and reduce unemployment. These will require a radical break with monetarism and shall include:
- Opposition to the Maastricht convergence criteria for EMU
- A progressive taxation policy which shifts the burden onto high incomes and dividend payments.
- Reduction in military expenditure.
- A minimum wage of at least half median earnings.
- Job creation in the public sector linked to measures to help the unemployed.
- Dividend limits to increase private sector investment.
- Taxes on privatised public utilitiesUNISON will campaign for these policies. They will be a priority for publicity campaigns; and UNISON will actively promote them within the Labour movement, especially in the TUC, STUC and Trades Councils. In particular UNISON will work with the Full Employment Forum, the Alternatives to Maastricht campaign and the Campaign to Defend the Welfare State to hold conferences and seminars and to develop explanatory and campaigning materials for UNISON members at both Scottish and UK levels.
Economic Policy (AGM 1998)
Local Government budgets and the threats of compulsory redundancies are consequences of the Government sticking to spending limits set by the Conservatives, and of its failure to significantly increase its tax income.
This approach has also underlain the reductions in lone parent benefits and threats to benefits for other vulnerable groups, e.g. the disabled.
UNISON members therefore need both to protect themselves and to win support for an alternative economic policy which can provide sufficient resources for improved levels of benefits in a welfare state which continues to be based on universal high quality services. In particular, the Government should increase taxation on top incomes, dividends corporation tax; and reducing defence expenditure.
Therefore this meeting resolves to:
i. continue its policy of industrial action, if necessary, in response to compulsory redundancies
ii. press within the union and the Labour Party for changes in economic policy outlined above
iii. forge the widest possible alliance locally around the defence of the welfare state and public services; and calls on UNISON to do likewise at Scottish and UK levels.
EDUCATION
We believe in a quality state education system under direct local authority control. We oppose any public funding of selective or private education and oppose tax and other benefits available to private education. We oppose nursery vouchers. We support a comprehensive in house and accessible school meals service.
ELECTION OF FULL TIME OFFICERS
We do not believe that it best serves the union to elect all full time officers. This would give them a greater policy role.
EMPLOYMENT
We support full employment. We oppose the Jobseekers allowance. We oppose the massaging of unemployment statistics. We oppose compulsory training schemes and support real training schemes designed to help people find work. We believe that industry has a major role in providing training to meet its needs.
This Branch AGM welcomes the Governments decision to levy a tax on the excess profits of privatised utilities and to use this to fund programmes to help the unemployed. It believes that these should be implemented in accordance with principles defended by the Labour movement during the Conservative Government’s in particular;
It therefore recommends the joint position of the STUC, COSLA and SCVO of 1993 but notes with concern that the Government plans appear not to be in accord with these principles. Participation on training or employment programmes as a result of threats of benefit sanctions will disrupt programmes for the majority and waste public money. The Government should therefore repeal sanctions from the Jobseekers’ Allowance.
This meeting notes the strong emphasis on job subsidies paid to employers in the New Deal and that it will be delivered by a variety of independent agencies including the private sector. Considering the problem of guaranteeing quality and to avoid the dangers of pressuring claimants to take low paid and unattractive jobs, we call for;
Further, we call upon local authorities to reiterate their opposition to workfare and coercion. In the absence of these agreements they should not manage, fund or participate in such programmes.
Specifically, we call on the City of Edinburgh Council in managing any contracts under the New Deal to ensure that:
i. all participants within the Council’s services are paid the appropriate rate for the job
ii. no placements are provided in sections/work group with long-term vacancies
iii. there is no reduction in full-time posts
iv. participants are given adequate support and trainingUNISON members and stewards will monitor the implementation of the New Deal and not approve any arrangements which do not meet these principles.
EQUALITIES
Pay: We fully support equal pay for work of equal value.Self Organisation: We support the principle of self organisation. We believe that it should be accountable to the members it represents and should remain integral to and accountable to the union. We recognise that the particular needs of self organised group members may require structures that differ from the branch's normal ones within the above context.
SECTION 28
This Branch meeting supports the Scottish Executive's moves to repeal Section 28 of the Local Government Act. We agree with Bill Spiers of the STUC, that Section 28 "is a symbol of homophobic bigotry".Further, we believe that the campaign against its repeal has opened the door for an increase in anti-gay prejudice and discrimination. We note that equality is a founding principle of the Scottish Parliament and believe that this human rights issue should not be reduced to a question of individual "conscience" and that, for instance, all Labour MSP's must support its repeal. We believe that a failure to repeal Section 28 will perpetuate and magnify abuse and discrimination against gay and lesbian people and their children in this country.
We therefore resolve to:
1. Write to Donald Dewar and all local MP's/MSP's with the terms of this motion.
2. Encourage all our members to do likewise.
3. Call on our members who are parents of school children to raise the issue with their school boards, asking them to reverse the stance taken by the Scottish School Boards Association.
Abortion: We support a woman's right to choose.
EUROPE
We support the Social Chapter. We oppose monetary union /single currency convergence criteria.
HEALTH & SAFETY
-For safe and healthy conditions for workers everywhere and want stronger legislation and enforcement to ensure this.-(AGM1998) We therefore resolve to insist that the employer set up an agreed safety committee, in line with the Safety Representatives and Safety Committees Regulations 1977. We further resolve to seek agreement that part of such a Committee's remit would include investigating setting up safety committee’s on a more local basis, i.e. on the basis of buildings, divisions, departments or sections.
Provisional Improvement Notices
(AGM 1999) This meeting notes with concern the continual cutbacks within the Health and Safety Executive which is creating barriers towards their early involvement in reported breaches of Health & Safety legislation. This situation allows management to abrogate their responsibilities.
We note other countries address such issues in a manner which gives greater power to union Health & Safety Representatives through the application of Provisional Improvement Notices. This mechanism places greater onus on management to respond in an effective and timeous manner to issues raised by employees' representatives and gives greater punitive powers to the Health & Safety Executive.
We call on the union at all levels to support the TUC demands for the introduction of Provisional Improvement Notices and request Branch Officers seek a local Agreement on this initiative in advance of any legislative progress.
Stress Related Illness
(AGM 1998) This Branch therefore resolves:
1.To seek information from the employers on sickness absence figures, and causes of sickness, including any increases in sickness and the employers’ explanation for any increases.
2.To start a campaign to highlight the risks of occupational stress and related illness, and to point out the direct link between increasing pressures on staff of budget cuts etc, with increases in work-related sickness.
3.To include information on any increases in numbers of Grievances, particularly increases in Grievances relating to the effects of the cuts, and increases in Grievances where work-related stress or harassment is a factor.
4.To strongly resist any attempts by the employers to “tighten up" the Sickness Absence Monitoring Policy as their attempt to deal with increased staff sickness.
5.To support individual members experiencing work-related stress, and illness,to fight for improved conditions at work and to give advice on legal action for compensation.
6.To promote the recruitment of workplace Health and Safety Officers,and for regular workplace inspections and risk assessments to be carried out,and to include risk factors which cause stress.
HOUSING
We believe in widely available democratically accountable public housing without stigma. We recognise the reality of council house sales but believe receipts should be ploughed into rebuild. We believe that councils should be able to use council tax receipts to subsidise public housing.THE FUTURE OF PUBLIC HOUSING
(AGM 2000) This branch welcomes the Council's decision to reject the call for wholesale transfer of its housing stock but views with concern considerations that the stock could be divided into smaller units for subsequent transfer to Housing Associations,Community Organisations and other providers of rented housing.We believe a housing mix is desirable but that there is a paramount need to retain a democratically controlled rented sector which is controlled by accountable councillors who are directly responsible to the citizens of Edinburgh through election processes.
We support the authority's plans to address the needs of Social Inclusion and stress the availability of high quality rented accomodation is crucial to achieving the objectives of Social Inclusion. The authority must take the lead on Social Inclusion and set standards through development of its own housing stock.
We welcome in principle the proposal for a Single Social Tenancy. However we also note the serious concerns expressed in the debate on this subject in the Scottish parliament on 9 January 2000 about the proposals to extend the "right to buy".
In light of these it calls on the Scottish government to drop proposals to further extend the "right to buy" to housing association tenants as part of the introduction of the Single Social Tenancy.
It believes that this proposal would have serious adverse effects on our policies to achieve Social Inclusion, which depend on there being a right to rent good quality secure housing.
Therefore we further call upon the government to review the balance between the 'right to rent' and the 'right to buy', looking in particular at the distorting effects of discounts.
We recognise the limitations placed on the council through the Right to Buy, restrictions on New Build and other obstructive governmental decisions. It is clear without changes in government policy there will be continuing reductions in the available stock which will inevitably lead to the removal of a public sector housing provision.
We consider the council's independent study of the future for City of Edinburgh's housing stock provides opportunities to strengthen and develop the council's role as a direct provider of rented accomodation.
We call upon the council to ensure the outcomes of the study are considered by a tri-partite partnership of council, tenants and staff unions and that the decision to reject wholesale transfer should be reinforced through this process.
Further, we commit this branch to campaign with all other appropriate organisations for the retention of publicly owned, democratically controlled, affordable housing and to call upon the Scottish Executive to make appropriate legislative amendments to control the Right to Buy and to remove the restrictions on New Build.
Given it would cost £ 6 billion to restore and refurbish Scotland's public housing stock, the campaign should also call for improved funding packages for public sector Housing initiatives.
[The terms of this motion should be adapted and submitted to Scottish Council, Annual Conference and the Labour Party via the APF]