Unite. The Union (names & signatures) Date: The effective date of this version of the agreement is the date on which it has been signed on behalf of both parties
Unite the Union is committed to no industrial action being countenanced or undertaken without entering into and completing the Disputes Procedure. The Associations are committed to ensuring that contractors use the Disputes Procedure effectively to resolve issues arising.
Unite. The first wave of materials development and implementation will be foundational, establishing the tone and setting the basic principles of the enabling environment for behavior change. During this wave the target audiences and the stakeholders are introduced to the central ideas and key promise of NOURISH. The key elements of all future communications will be introduced—ideas about healthy growth, the importance of the first 1,000 Days and the need for full social participation and responsibility to create a happy and harmonious, family, community and future society. The specific materials in the unite wave include a logo, tagline, jingle and a 30-second television spot. There will also be materials for the key actors in the community identifying their work with the communications the audience may see elsewhere. Grow: The next wave will put in place the key tools required to enable the NOURISH program to take root and grow. These include IPC materials such as job-aids for community agents, the facilitators’ guide, the home-visit monitoring tool/checklist, the meal-basket game (emphasizing animal-source foods), home-based reminder materials and tracking tools, and CCT fan. Advocacy efforts and tools that bring alive the challenge of achieving healthy child growth among all community children will be brought to life through community tracking tools and community self-assessment to further empower community leaders to take local action. Thrive: The third wave will be launched to bring in additional stakeholders, such as local private sector, and to reinforce on-going community work with additional media, communication products and events. Mobile media will launch in this wave. During this phase, approaches will be adjusted as needed to ensure mainstreaming by the government and NGOs and ultimately to transfer ownership. A handover guide will be produced to ensure all design files and instructions are widely available after the project ends. Table 2 details the implementation timeline for each of these waves. Table 2: Communication Implementation Timeline Wave Main Purpose Key products Timeline Mar 2016 June 2016 Mar 2017 Mar 2018 Mar 2019 Unite Establish enabling environment for social and behavior change • Campaign brand: logo, tagline and jingle • TV spot • Community agents campaign bags, hats, pens Grow Grow key concepts with families, agents and leaders to catalyze changes in specific behaviors and social norms • Community agents’ tools, stickers, games, ...
Unite. 2.2 Other unions may be recognised in due course, where appropriate.
Unite. These representatives will be accredited members of the trade union and employed by the Council All members of the Employee joint consultative committee will retire annually; new appointments or re-appointments will be confirmed at the beginning of each municipal year.
Unite. Xxxx XxXxxxx - Xxxxxxx Xxxxxxx - Xxxx Xxxxx - Equality Rep Xxxx Xxxxxx - Health and Safety - Rep SOP Xxxxxxx Xxxxxxxxxx BMA Xxxxxxx Xxxxxx Xxxxxx Xxxxxx Xxxxxx Xxxxxxxxx Appendix 3 Record Sheet for Local Representatives Name …………………………………………………………………………………………....................................................................................................... Department……………………………………………………………………………………………………………………………………………………………….. Trade Union…………………………………………………………………………………………………................................................................................... A copy of this form should be sent to the Head of HR at the end of each quarter Q1 – 30 June Q2 – 30 September Q3 – 31 December Q4 – 31 March Date Time Details of activity Paid or unpaid Granted/Refused If applicable Reason if refused Line Manager Date Time Details of activity Paid or unpaid Granted/Refused If applicable Reason if refused Line Manager Appendix 4 List of standard meetings Board/committees Board – Staff Side Chair QAC – Staff Side Chair Local and Secure Governance Boards – Staff Side Chair Quarterly JNCC Quarterly LNC Monthly staff side/HR informal meetings H&S Committee Security Committee – Monthly – Staff Side Chair and H&S reps Informal monthly H&S meetings Local Division Quarterly management and staff side meetings- covering all service lines Facilities collaborative meetings Secure Division • Collaborative working group - (inpatient & rehab) – quarterly • Collaborative working group – (Security) – quarterly • Monthly informal collaborative meeting • Staff side invited at daily morning staffing meeting • Security Health and Safety meeting Corporate Services • Monthly collaborative working groups – estates and facilities • IM collaborative meeting Appendix 5 TOR LNC
Unite. It is acknowledged that this list may need to be reviewed and amended from time to time.
Unite. The Union (names & signatures) Date: The effective date of this version of the agreement is the date on which it has been signed on behalf of both parties APPENDIX 1: Points for August 2017 Pay Review This year’s agreement was reached in the context of the company’s offer to resolve the national dispute, in particular point d). Where this agreement refers to the Living Wage it means the one defined by the Living Wage Foundation (xxx.xxxxxxxxxx.xxx.xx) rather than the statutory National Minimum Wage or National Living Wage. If Managers have difficulty meeting the needs of their staff, due to the pay and performance profile of the individuals they manage in the bargaining unit, they should raise this up their management chain for additional funds. If additional funds become available through the year employees in the bargaining unit will have access to these on the same basis as those outside of the bargaining unit. The 2017 pay review applies to all employees within the UNITE Manchester bargaining unit at 1st August 2017, except for those employees on the Graduate Scheme and Apprentices whose pay review is managed centrally. Our pay principles must be based on the principle of equal pay for equal contribution and must not be discriminatory. All pay rises will be fully consolidated. As described in section 6 Pay for Non-Standard Hours and Your Choices, all pay increases as part of the pay review will be calculated pro-rata for employees on non-standard hours. All employees will receive a Cost Of Living pay rise which will be 1.2% subject to a minimum of £225 and a maximum of £565. It is estimated that this will cost 1.07% of the 31 July 2017 payroll cost. The details for the Rise+ and Medians pay systems are detailed in Appendices 2 and 3 respectively. APPENDIX 2: Rise+ Pay System 2017 The base pay levels for the Rise+ pay system are: Foundation Foundation+ Intermediate Intermediate+ Advanced TSS 2 £18,250 £19,000 £19,750 £20,500 £21,250 TSM 1 £22,500 £24,500 £26,500 £28,500 £30,000 TSS 1 Foundation will not be used in the Manchester Bargaining Unit. For clarity, whilst there is a guideline pay range, there are no defined “maximums” in the Rise+ pay structure. Employees will receive pay increases based on two key elements applied in this order: Employees will receive the Cost of Living increase as per Appendix 1. Employees will be brought up to the minimum salary for their new Rise+ level Employees will receive a PAC-based increase as below, which will cost ...
Unite. For the purposes of collective bargaining, the teaching unions are ASCL, NAHT, NASUWT and NEU, and the support unions are GMB, UNISON and UNITE.
Unite. 3.3 If any organisation referred to in paragraph 3.2 above fails to appoint representatives, this shall not invalidate the decisions of the NJC.
