January 27, 2008
"Never give in -- never, never, never, never, in nothing great or small, large or petty, never give in except to convictions of honour and good sense. Never yield to force; never yield to the apparently overwhelming might of the enemy."
Posted by Hampshire at 06:45 PM | Comments (0)
January 23, 2008
NAPO NEWS: INDUSTRIAL RELATIONS - EMAIL
This is the first Napo note, using our group email facility, to all members since 21 December 2007. The chief officer has requested that he be copied into this particular note and we are content to do so.
Industrial relations between Napo and HPA, as most of you will be aware, took a turn for the worse last month when our group email facility was withdrawn by the chief officer – that was within his power, a fact we recognise. What brought matters to a head were emails relating to the proposed privatisation of some court report work and a dispute over the ECU policy. We know that HPA does not view its interest in AJC, or any steps in that direction, as tantamount to privatisation, but that is just one area where we will never see eye to eye. The facts of life of industrial relations are that there will be occasions when there will be consensus reached by unions and management, on other occasions there will be compromises and on some occasions there will be conflict. Industrial relations are more about the push and pull of gravity than the magnetic forces of natural attraction.
Obviously the denial of email was problematic for us and we saw it as clearly constituting a challenge to our ability to organise and keep members informed. There are two sides to most stories and in this case HPA believed Napo had over-stepped the mark and engaged in personal attacks in relation to members of COMT. Our view was that we had become frustrated by management contradictions, particularly in relation to ECU policy and we responded with some strongly worded emails.
Over the past months there have been exchanges of views with the chief officer. We have also appreciated the advice and involvement of Napo national and regional officials. The chief officer asked us to agree to a set of expectations as a precursor to restoration of our Lotus Notes email facility. I now quote from his memo:
Within the Facilities Agreement the use of email supports the following duty of Trade Union officials:
‘Informing Union members of negotiations or consultations with management/Employer side representatives (3a iii)
I expect that in doing so, NAPO officials will:
Focus upon the professional issues
Show respect for managers and colleagues
Provide members with a fair representation of issues and events rather than selectively picking out those which may support a case.
Not use email to engage in or organise industrial action’
We did initially have some difficulties with the final expectation as it included ‘political campaigning’ alongside industrial action issues. Of course, campaigning is part of Napo’s DNA and its role in influencing the shape of criminal justice in this country is well- respected. A restriction on campaigning would have also kept us silent in relation to NOMS. So we appreciated the final agreed wording.
We agree to these expectations because they are reasonable parameters in which to work. We would also see them generally as parameters that have an application beyond the actions of Napo officials. We believe that all Napo officials do strive, and have previously striven, to work with those expectations in mind and we therefore willingly reaffirm our commitment to those expectations. Equally, when it comes to expectations of respect and being treated with fairness, we affirm the universal reach of these qualities across all and everyone’s activities within HPA. Similar points apply in relation to the fair representation of issues. But a point we have made repeatedly is that constructive industrial relations require efforts to be made by both parties. We have said that strongly-worded emails were symptoms of underlying difficulties in relations. We have told the chief officer that we seek constructive relations and he has affirmed that is what he seeks too.
The recent loss of email was a reminder of our dependence on essentially the will of HPA to allow us use of the facility. We can assert rights and so forth and make arguments for inalienable rights, or human rights, to have access to communication networks, but at the end of the day if the power to pull the plug lies out of our control then we are always at risk of being switched off. So, lacking email is a problem and in thinking on the fourth expectation that is a problem ,too, as we would not in the future be able to advise on industrial action as we did in the past, say, on pensions. This particular expectation is not out of line with the facility agreement, but it’s perhaps a hardened interpretation of it. Be that as it may, we need to be prepared to be less dependent on work-based email should we face potentially difficult situations in the future.
We have been offered access by HPA to the Intranet via Navigator, in addition to restoration of Lotus Notes, and that held an initial appeal, not least for keeping an archive of Napo communications. However, a better idea has prevailed. We have set up the Hampshire Branch website that can be accessed via the main Napo website and that can be accessed through EPIC. This is a great development. The pathway is: Click on EPIC, Click Research and Links, Click Trade Union and Staff Associations, Click Napo website, Click Branches, scroll down, click Hampshire
The advantage of this is that it’s our site; it’s freestanding, and independent of HPA. Another benefit is that it can be accessed from home computers if you have one, thus making it easier for members, who may be on one form of leave or another, to keep track of Hampshire Branch activities.
We are going to make regular use of this site and, of course, in the possible event of activities relating to industrial action it will carry all relevant information, something that we would be prevented from doing on the Intranet and therefore we will advise HPA that we do not wish to be provided with that add on facility to Lotus Notes. At the last Branch meeting we also discussed collating home email addresses from members, again so that we have a secondary means of communication in the event of losing our primary one. Thus in the event of industrial action type activities we will have an effective means of communication. We will post further information about this on the Hampshire website in due course. The convenience of email can tend to relegate more traditional form of communication and organisation, so as a Branch we need to look at strengthening the role of office representatives, using hard copy materials and making better use of notice boards to keep all members as informed as we possibly can.
Finally, Hampshire Branch is the tenth largest branch in Napo. The strength of any trade union resides in the collective efforts of the membership. This Branch appreciated the support shown by members in attending the last Branch meeting and we valued the individual representations that some members made to HPA following the withdrawal of our email facility. It stands to reason that a strong collective is better able to protect the interests of individual members. We will always work on behalf of, and in the interest of, our members and we affirm our wish for constructive engagement with HPA.
END
Posted by Hampshire at 07:40 PM | Comments (0)
January 20, 2008
PAY CLAIM 2008/09
Posted by Hampshire at 02:27 PM | Comments (0)
January 19, 2008
FIGHT THE CUTS
Posted by Hampshire at 08:17 PM | Comments (0)
NEW MEMBERS: MEMBERSHIP INFORMATION
Posted by Hampshire at 07:04 PM | Comments (0)
EDRIDGE FUND: The Edridge Fund exists to provide money, support and help to Probation and CAFCASS people who may be in need.
Posted by Hampshire at 05:42 PM | Comments (0)
SICKNESS MANAGEMENT: ADVICE ON FORMAL MEETINGS
In the event of you receiving a letter to attend a Stage 1 meeting we advise as follows. The letter must contain details of your alleged unsatisfactory absence and by details we mean consideration of the following: pattern of absences, length of service, relevant advice from occupational health, sickness history you should also be provided with all documentation relating to return to work interviews. (Paragraph 72 of the SMP is clear on the duties on managers: ‘Managers should always consider whether taking formal action is appropriate, taking into account the individual circumstances in every case and consulting with local HR Colleagues, as appropriate.’)
If you are provided with this information then Napo would advise you to attend the meeting and encourage you to be accompanied by a trade union representative.
However, if you are invited to a meeting, but are not provided with details of your alleged unsatisfactory absence, but just a list of dates when you were absent and/or there has been a failure to provide relevant return to work documentation, then we would recommend the following action.
A letter or email must be immediately sent to your line manager, copied to HR, saying:
‘I am unable to confirm attendance at the proposed Stage 1 meeting until Hampshire Probation Area provides details of my alleged unsatisfactory absence and all the relevant documentation that I am entitled to receive under the policy. Attending a meeting without this information would be unfair and unreasonable and to attend under such circumstances would effectively require me to waive my rights to information which I may need in order to answer allegations of unsatisfactory absence. Once I receive the information, to which I am entitled under the sickness management policy, and I have consulted with my Napo representative, then I will be in a position to agree to attend a formal Stage 1 meeting (as set out in Annex C of the policy).’
Napo is well aware that members sometimes find it difficult to refuse management requests and despite the above advice may take the view that although the Area has not complied with the policy they would still wish to attend the meeting. In such circumstances we would respect your wishes and at your request provide representation at the formal Stage 1 meeting. However, it must be understood that in attending the meeting you have chosen not to follow what we consider to be best advice with regards to your entitlement under the policy.
We would therefore confirm the following with you in writing:
‘Whilst we do not agree with your decision to attend a formal sickness management meeting in view the lack of information made available by Hampshire Probation Area, we will accompany you to the meeting. We will present you case, but will not be held liable for any consequences should they result in detriment for yourself in the future.’
At any formal meeting Napo would make it clear in all relevant cases that we object to retrospective counting under the policy and the mixing together of long and short-terms absences in calculating trigger points.
END
Posted by Hampshire at 05:38 PM | Comments (0)