@WaverleyCareFanPage was once Scotland’s flagship of care for vulnerable and marginalised people. Since 1989, their specialist teams have gone above and beyond helping people with HIV, Hepatitis C and Sexual Health.
Here's 10 ways Waverley Care’s Board and CEO has thanked it’s staff during #COVID19, and how you can give their staff a voice in one simple step:
1. Staff were left without death in service benefit, for a period of four weeks at the beginning of the #COVID19 pandemic, while their staff continued dropping food parcels, essential medication and baby milk to vulnerable people across #Scotland.
2. Waverley Care gave staff a verbal restructuring summary during a ‘company wide meeting’. Staff weren’t allowed ask questions during the meeting. Waverley Care says it values: ‘Respect - we embrace equality and diversity, and conduct our work in an open, honest and inclusive manner’
3. Waverley Care’s Board and CEO thanked some of their staff by keeping them in post using the job retention scheme, until they decided to make them redundant mid #COVID19. 4 months before job retention scheme closes. @scottishtuc tell Waverley Care what you think.
4. While some staff move from furlough to joblessness, Waverley Care thanks other staff who worked throughout #COVID19 by making them redundant – all while the nation celebrates it’s key and essential workers.
5. Waverley Care specialist teams have changed to generic teams – without consulting anyone impacted by the changes. The charities Board and CEO make decisions about the charities future alone, yet say they value: ‘Believe - we value, listen and respond to the reality of each persons experience’
6. For example, why do Scotland’s children
and young people living with HIV need specialist support? @CHIVAProjects
@edinburghcouncil @nhsggc tell @WaverleyCare what you think – their
staff and service users need your support, while their voices are
7. Waverley Care’s Board and CEO thanked their staff during #COVID19 by refusing @jeanefreemanmsp’s plea to consult – they don’t agree with @TheScottishGovernment’s #FairWork agreement. Can you help the charities staff and service users @jeanefreemanmsp?
8. Waverley Care’s staff have only one ask – to have a voice. They know
financial decisions must be made, but want the charities Board and CEO
to conduct transparent and meaningful consultation. They want people who
deliver and receive services to be included in shaping the charities
9. Waverley Care’s staff want to know why the charities reserves are not used to meet costs as advised by @ScottishCharityRegulator. According to OSCR, reserves are ‘Funds to allow for unforeseen emergencies or other unexpected needs…’. Is the #COVID19 pandemic an unforeseen emergency @ScottishCharityRegulator?
10. Waverley Care’s staff want the Board and CEO to commit to addressing institutional racism within the charity - respecting the charities value: ‘Inspire - we are dedicated to breaking down barriers & working creatively towards a healthier future.’ Waverley Care provides services by and for people from African communities – people of colour should have a say in the charities future. #BlackLivesMatterUK
Here’s how YOU can help:
Post on @WaverleyCareFanPage’s wall – let the Board and CEO know what you think about how they’ve thanked their key workers and staff during the #COVID19 pandemic.
Read more about @WaverleyCare and how you can help the charities staff and service users here:
UNISON NHSGGC and CVS NEWS – COVID-19
17 March 2020
These are unprecedented times as the world struggles to cope with the impact of Coronovirus (COVID-19) with the impact most keenly felt on our NHS, care workers and the most vulnerable in our community.
I wanted therefore to drop you a short email
saying thanks for all your work and commitment and to offer some initial
So firstly – THANKS! Wherever UNISON members
are, they work hard giving their time and commitment to public making our
communities safer and ensuring that people are cared for in their time of
need. I am proud to be a public service worker; a member of UNISON and
your Branch Secretary.
Secondly, I’m not going to copy and paste all of the various pieces of advice out there. Our membership is too diverse and the picture is changing quickly, sometime by the hour. What I can say is that UNISON members should continue to take advice from their employers; Gvt websites https://www.gov.uk/government/publications/covid-19-stay-at-home-guidance
and other official sources
Because UNISON NHSGGC and CVS Branch is an employer too we have taken steps to reduce the risk of infection and minimize unnecessary travel for our members of staff. Therefore our local resource centers, including our site at QEUH will be on reduced opening hours for the foreseeable future. If you need advice and assistance contact your local steward or reach out to UNISON by phone 0141 331 4450 or email firstname.lastname@example.org
The union is also engaged in regular talks with
Gvt and major public sector employers to ensure that their response to the
crisis has an appropriate worker focus.
Finally I want to talk about last nights
announcement by the UK and Sct Gvt that vulnerable people should socially
distance themselves. This advice has caused some confusion with people who fall
into the category of ‘vulnerable’ unsure about what this means for work.
To the best of our knowledge the advice,
currently, does not suggest that people shouldn’t go to work (unless they have;
or live in a household where someone has symptoms)-if you are a ‘vulnerable’
person speak to your line manager in the first instance – take advice from HR
and ask for a risk assessment if you are unhappy. At this stage, as an absolute
minimum people who are vulnerable should be having their potential for exposure
to COVID-19 limited. This might mean a temporary move to another department or
if you are able working from home.
I have copied some of the UK guidance note and
a link to the page.
Finally, I am sure that the next few weeks and
months will be challenging. Be assured that your union is with you every step
of the way and I remain committed to ensuring that services to members continue
to be as normal as possible.
Social Isolation – Vulnerable People- summary
The UK Gvt guide advises:
We are advising those who are at increased risk of severe illness from coronavirus (COVID-19) to be particularly stringent in following social distancing measures.
This group includes those who are:
Note: there are some clinical conditions which put people at even higher risk of severe illness from COVID-19. If you are in this category, next week the NHS will issue advice on the more stringent measures you should take in order to keep yourself and others safe. For now, you should rigorously follow the social distancing advice in full, outlined below.
People falling into this group are those who may be at particular risk due to complex health problems such as:
For those who are over 70, have an underlying health condition or are pregnant, we strongly advise you to follow the above measures as much as you can, and to significantly limit your face-to-face interaction with friends and family if possible.
This advice is likely to be in place for some weeks.
UNISON reponse to media coverage at QEUH
• On 20 December 2018, the Court of Appeal in Lord Chancellor v McCloud (and others) held that in relation to the judicial and firefighters’ pension schemes, transitional provisions introduced in 2015 gave rise to unlawful age discrimination. The matter is now being discussed at Employment Tribunals to determine a remedy for claimants.
• During December 2019 case management discussions (CMDs) have been held in respect of the judiciary, police, fire fighters and Ministry of Defence police.
• The government has agreed an interim declaration with claimants in the case management discussions for the judicial, police and MoD police claimants. The declarations mean that the claimants are entitled to be treated as members of the appropriate pre-2015 schemes.
• The government intends to extend the same treatment to all members of the public service pension schemes (whether claimants or not), including the NHS Pension Scheme, who are in the same legal and factual position as the claimants. However, this is not straightforward as simply returning all relevant members to the pre-2015 schemes would cause detriment for some members of public service pension schemes as there are hundreds of thousands of individuals who were in post as at the 31 March 2012 that are expected to be better off in the new schemes. This will particularly be the case in the NHS Pension Scheme.
• It’s important to remember that the courts found that the transitional protections that were introduced as part of the move to the 2015 scheme were discriminatory not the scheme itself. Hence, it is entirely possible that NHS 2015 scheme members who have been discriminated against and are potentially allowed the opportunity to move back into their previous 1995 or 2008 Section could find that at some future point they will still be required to move to the 2015.
• Changes to legislation will be required in order to eliminate the discrimination identified in the public sector pension schemes. These changes will be subject to consultation prior to implementation.
• The NHS scheme advisory boards that cover the England and Wales scheme, the Scotland scheme and the Northern Ireland Scheme are due to meet over the coming weeks.
• The process for compensating NHS scheme members who have been discriminated against will be discussed at these meetings.
• Once more information is available on how compensation will be applied this will be circulated to branches.
When we have more information, we will advise if any decisions affect our members and keep you informed of any actions members may need to take.
In response to the frequent high profile reports in the media of issues at the QEUH, our Assistant Branch Secretary Frances Carmichael has made the following statement:
“The trade unions are
working with management to support the staff as much as possible but the
constant media attention and political football is having a significant
impact on staff morale.
“Our staff work very hard to deliver the best care they can to patients as that is first and foremost their priority but when you wake up every morning to another report in the media or the politicians using their place of work to score points against each other it makes their job even harder to reassure their patients that they are safe to come into the hospital.”
Frances added, “There is a lot of good work going on with great outcomes for patients and we need to get that message out there.”
Matt McLaughlin UNISON Regional Organiser, has contacted the director of estates for clarity on the current drinking water situation. Below is a copy of the email. We will update members when we receive a response:
I have received a significant number of contacts from UNISON members and activists concerning the Boards decision to remove drinking water coolers from the workplace, on the basis that the ‘tap’ in these coolers represents a risk to health from infection control and the nature of stored, uncirculated water similarly presents risks to health.
Further we expect that NHSGGC will work with UNISON to identify areas where water is safe but not palatable to ensure a sensible outcome.
I look forward to hearing from you.