Secretary's Corner
August 2008
In this month’s edition I would like to give just a few highlights on SOME
of the current activity that the branch is undertaking on your behalf.
As I am sure you are all aware by now following the democratic ballot of the membership,
the three year Pay deal was accepted, however this branch along with the Regional
Health Committee has written requesting that the Service Group Executive activate the
re-opener clause as part of the agreement for year 2 in view of the sharp increase in inflation.
Also on Terms and Conditions UNISON has won an increase to the AFC mileage rates, please see the website for full details. At this years National Conference it was agreed that Unison’s 13 week rule on when new members can start to receive ‘full benefits’ has been reduced to 4 weeks even more reason to join.
The latest decision by the Trust management on the issue of the Annual Leave policy, is that there will be no move to place the ASW staff onto frontline vehicles until the new year. We are continuing to work and negotiate with the management side on this issue.
The working group are continuing with the work on a draft policy for mealbreaks. Many proposals have been put forward, and the group are waiting on costing and subsequent responses from management. The first draft, when completed, will go out to all staff for consultation, comments and feedback.
Many rumours floating around at the moment suggesting that current EMT's may be forced into
the Paramedic course or move to Band 3 as a ‘Protected ASW’ are untrue, there is no truth in these rumours, and no
move to change what EMT's currently do. However, EMT's that wish to take the Paramedic course will be
encouraged to do so, and all new recruits will be employed on a Student Ambulance Paramedic basis.
The job description for EMT's in NSC regions has been completed and we are meeting with management to discuss and agree the final version in line with the National AFC protocols. It is envisaged that a full JE Panel will be set up very shortly to evaluate the role
AND FINALLY, it would appear that a fairly standard response recently from some
Management quarters when the going gets tough, has been, “well you may not like it but
your union have agreed it” can I ask that before reaching for the burning torches and pitchforks, that the
time is taken to just check exactly what your union has agreed to as it is very often the case that we
are being blamed for things that we have not agreed to, or are still negotiating on..
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