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GMB Credit Union, simple fairer loans for members and their families
We are the Credit Union for GMB members and their families nationally. Founded by the GMB in 1999 as an alternative ethical savings and loans provider we are 100% owned and operated by GMB members. GMB Credit Union is regulated by the FCA (Financial Conduct Authority) and the PRA (Prudential Regulatory Authority). Member savings are fully protected up to £75,000 by the FSCS. We do not invest in the money markets; instead, member savings are pooled and then lent to other members thereby ensuring that money circulates solely for the mutual benefit of the GMB community. To date, GMB members have borrowed over £40 million from their Credit Union GMB Credit Union trading surpluses are returned to members as an annual dividend on savings and reinvested in the Credit Union to ensure that we deliver competitive savings and loan services for all GMB members. The Credit Union Board and its Committees are elected by members at our AGM. We operate from our registered office based in South Manchester where we employ full-time professional staff to serve members. It's your Credit Union and if you are a GMB member you are eligible to apply for a member loan straight away, there is no need to save before borrowing. So join your Credit Union today and support our on-going campaign for greater financial inclusion through the provision of simple, secure and socially responsible financial services. https://www.gmbcreditunion.com/...
EVENT - The Story of National Action Nazi Terrorist 17 July in Manchester
GMB North West & Irish Region are proud to be one of the sponsors on the night of the Launch of a book by Matthew Collins on how a mole in the Right Wing Terrorist Group National Action stopped the murder of a Labour MP. Tickets are by invite only and if you are interested in attending then you need to contact albert@hopenothate.org.uk directly, speakers on the night will include Matthew Collins Author, Neil Smith GMB Political Officer and a Speaker from Thompson's solicitors...
GMB K28 Branch Knowsley Council News July 2019
POTENTIAL HOLIDAY PAY CLAIMS Further to recent rulings in the Court of Justice of the European Union and the Employment Appeal Tribunals has ruled that UK law in relation to the calculation of holiday pay is not in line with European law. For most workers the calculation of holiday is straightforward and they receive the same pay for each week of a holiday as they do for the rest of the year, but the position is more difficult where pay varies because of factors such as overtime, shift pay, allowances and standby payments. The court rulings compel employers to ensure that if regular overtime, standby pay etc is paid then they should be calculated and included in holiday pay payments. The GMB has attempted to resolve this matter with Knowsley Borough Council to no avail which has left us with no alternative but to commence legal proceedings. Who might have a claim?Anyone whose holiday pay is calculated on their basic pay only and excludes regular non-contractual overtime. Regular overtime is defined as working once or twice every month or for a set period. If you think you have a claimIf you think you may have a claim then please contact Karen Hardwick or Paul Richards for your questionnaire which should be returned with the relevant documents as soon as possible. What nextWhen we have received your questionnaire and relevant documents we will assess if you have a claim and contact you directly with the outcome. ImportantPlease ensure that in the last two years that you have been regularly working overtime. If it is only on a few occasions ie once or twice a year then you will not be eligible to claim. Update- Victory After a recent victory, one of our members has now won her claim and been awarded a lump sum of money and extra hours on her contract, also there are many more holiday pay claims in the hands of our solicitor’s. If you believe you may have a claim please contact the branch to arrange a workplace visit to discuss this further.   Waste Services Members in this service will be aware that the GMB & Unite met with management on the 21st June 2019 to continue talks on the working practice 'task & finish' as well as other issues expressed by our members. At this meeting, we made it clear to management that union members had instructed us to raise several issues which, if remained unresolved would lead to a collective dispute. We set a 1-month deadline for the council to act. A number of dates have been proposed for this coming August, once a date has been confirmed with management we will then consult with our members.   ForHousing Consultative ballot GMB Members within ForHousing got in touch to express concerns around a recent Pay offer of 2.1% by the company. On further inspection, we agree fully with members and have expressed our disappointment on the offer for the following reasons. In the last 3 years, the Pay for workers has fallen by 4.2% in real terms, therefore, making this the 4th year pay has not kept pace with inflation. The average pay rise within this sector has been higher than the proposed 2.1% rise. It is worth noting colleagues that Directors for this organisation received an 11% rise last year alone! It is for these reasons that we have agreed to conduct a consultative ballot with union members. It is our recommendation that members reject this current pay offer. GMB are recommending all members to Reject the current pay offer by inserting an X in both the reject options on the ballot form. Ballot forms will be sent to all members via post in the next 5 working days. Details of how to return the ballot forms will be enclosed in the same letter, therefore, we ask all members to return them as soon as possible.   Bowring Park Golf Course "Keep this service in-house"Bowring Park Golf Course was founded in 1913 and Bowring Park Golf Course is believed to be the first municipal course in England. Bowring Park was taken over by a private company in 2011 from KMBC and it went bust on the 3rd October 2018, An emergency meeting was called with the GMB and management to try and resolve this problem, thankfully it was agreed that KMBC would keep the course open along with keeping all the staff employed. The GMB have thanked KMBC and the Councils leader for their support On Friday the 28th June, Myself (Paul Richards) along with our Regional Officer (Michael Clark) met our members and management along with the Leader of the Council (Graham Morgan) for a catch-up and a conversation as to the future running of this golf course, we were informed that there is a number of companies are interested in Bowring but also the council would look at options to keep this service in-house, We made it clear at this meeting it is our intention that this course remains in-house and does not go back out to the private sector. In recent years the course has been handed to the private sector and as a result, the club itself has been damaged, the golfers themselves have been let down and most importantly working conditions have suffered from employees facing constant uncertainty. It is our hope that the council will embrace this new opportunity to protect the future of the course and continue investing in this great facility for the community.   GMB 2019 Annual ConferenceGuest speakers includedSadiq Khan -London mayor Allison Phillips - Daily Mirror Editor Leroy Rosenior MBE - Show Racism The Red Card June saw the 149th GMB Congress that was hosted in Brighton. The K28 branch was represented by Paul Richards who spoke on a number of issues on behalf of you the members and the North West and Irish region. Specifically, the branch spoke on issues such as Justice for the Cammel Lairds dockyard workers, Public Sector Pay Scales and the branch also led on the campaign we first brought to Congress in 2017 to Ban The S*n from all GMB meetings, premises and buildings, This motion was called 'Don't buy the S*n rag- The Real Truth' The policy also covers a zero tolerance policy on any GMB staff corresponding or engaging with The Rag at any level. All delegates were presented with Posters produced by the K28 Branch to display in their branch offices and workplaces reminding GMB members of the policy. We would like to take this opportunity to congratulate both the North West and Irish region as well as the national team particularly our General Secretary Tim Roache and national president Barbara Plant, for allowing the Congress to run smoothly and making it an enjoyable one for delegates. We look forward to next years Congress in Blackpool.   Overtime / Saturday - Sunday working Do you work regular overtime or work regularly on a Saturday or a Sunday. If so can you please contact the Branch as we have been made aware that there is a potential issue with the payments especially If you do not receive the Enhanced Rates (Time and a half for weekdays or a Saturday or Double Time for a Sunday).   Sickness Absence Policy I wanted to remind all GMB members that if you are called to an absence management review meeting, then please contact your GMB stewards (details are at the bottom of this page). We are aware that some members are attending these hearings without a GMB representative and being sanctioned, your rep will be there to support you and enact law/policies that may be in place to work in your favour. The equalities act of 2010 has helped our members through some cases. Your GMB stewards recently met to discuss issues/concerns around this matter and have been updated on the latest regulations so are well placed to support you.   Sickness Absence Monitoring An important aspect of the new policy on Sickness Absence monitoring is the recording of sickness absence accurately by managers on My View. This information is monitored by HR and managers who are informed if an RTW (return to work) is required or once a trigger point is reached. There have been several incidents recently where it has been noticed that sickness absence has been recorded incorrectly on the system, which could in future mean staff be classed as having reached a trigger point when they haven’t. I would advise all staff who have access to My View and who have had sickness absence to check their record is accurate. Staff who are not able to access My View can ask to check their records with their line manager. If at any time, you are advised by your manager that a trigger point has been reached, ask to check the information this is based on....
GMB NHS Paramedic trade union News update Voice 2 July 2019
FBU & Judges claims regarding changes in pension arrangements The two legal cases began in 2015/2016 and considered whether members of the judges’ and firefighters’ pension schemes were discriminated against on the grounds of age. This was based on the fact that younger scheme members were eligible to less favorable benefits than older scheme members during a transition period after their pension schemes changed. Members of the schemes who had less than 10 years before retirement were entitled to full protection, those with between 10 and 14 years until retirement had tapered protection, meaning they retained some benefits for a limited period. Those with more than 14 years until retirement got no protection and were placed immediately in the new scheme. The Government accepted it had discriminated against the claimants but argued that this was a proportionate means of achieving a legitimate aim – to protect those closest to retirement. The judge claimants were successful in the Employment Tribunal, and later in the Employment Appeal Tribunal and Court of Appeal when the Government appealed the case. The firefighter claimants were unsuccessful at first because the Employment Tribunal held the transitional provisions were a proportionate means of achieving a legitimate aim. However, when the firefighter claimants appealed this decision, although the Employment Appeal Tribunal agreed with the Employment Tribunal’s findings on a legitimate aim, it remitted the case for further consideration as to whether the means to achieve that aim were proportionate. In December 2018, the Court of Appeal decided that both the judges’ and firefighters’ age discrimination claims should succeed. Those claims have now been sent back to the Employment Tribunal to determine remedy but the Government did request permission to appeal to the Supreme Court. The Government’s application was refused on 27 June 2019 and the Court of Appeal findings stand. This means that the Court of Appeal judgement stands and that the "transitional protection" that is evident in the Local Government, Civil Service and NHS Pensions Schemes has given rise to unlawful discrimination. The government will now be required to introduce a remedy to compensate for the difference in treatment since the new pension schemes became effective. The government is considering the impact of this decision and it is likely that the Employment Tribunals will refer to special parties on a sector by sector basis as to what constitutes a remedy and who should be compensated. We will provide further updates on next steps as soon as possible. Retirement age campaign The GMB have written to the D.O.H to ask for discussions and explore the benefits of lowering the retirement age, managing working longer, a separate pension scheme and separate collective bargaining arrangements for our ambulance service members. The GMB has long campaigned to bring attention to the terms and conditions of ambulance staff. We will of course update you on this issue when they get a response from the department and will continue to campaign on this matter. Roster review At our recent branch meeting the issue of the current roster review was discussed at length, with the following motion being passed unanimously. “This branch will withdraw support for the roster review project to enable a full consultation with its members to take place.” It is clear that the implementation of this review is not going as we expected as in the Manchester area with staff being told they have to move both shifts and station. As you can imagine this has caused major upset to these staff involved and all three unions are of the one opinion that we cannot and will not support such a widespread change to members working conditions. We met with senior managers yesterday to discuss the issues previously highlighted to them, they have agreed to set up a meeting early next week to go through the concerns we have raised. We believe that most of the issues would not have arisen if proper partnership working was followed from the beginning of this project. However, management appear to have delegated their responsibility to consult and work in partnership to outside agencies such as working time solutions (WTS) who are following ORH roster keys to the letter. It is clear that they cannot carry on overworking staff at the current levels and that extra resources are required but those additional vehicle hours have reduced by over 50% since this start of this project. They say this is due to them having been given more time to dispatch a vehicle under ARP and has now resulted in some areas losing vehicle hours. It is therefore clear that it is not patient focussed but more about hitting the target time as cheaply as possible. This trust according to the national audit office (NAO) is the most efficient in England; they have over £40 million cash in hand (held in the Government bank) and had an operating surplus of over £5,000,000 last year. If they are saving this for a rainy day the weather forecast is for storms on the horizon heading their way. We will update you next week following the planned meeting. Body worn cameras NWAS have been selected, along with North East and London, as one of three Trusts to trial body worn cameras. NEAS have been using them for a while with some positive results and a reduction in violence towards staff being reported. While we welcome this initiative we will need to have strict policies in place over the use and ownership of the data provided by such cameras. Those discussions have not started yet and we are collating information from other services that use the equipment to ensure we can follow best practise. Once we have a date for roll-out or agree policies we will inform our members in the normal way. EOC Overruns If any EOC staff are delayed past their normal finishing time overtime is payable. It is not something that is expected as part of the job. This has been clarified at the recent A&E consultative and appears to be normal practise in at least two control rooms. Therefore if any EMDs are required to work past their normal finishing time please ensure you book it as overtime, if you have any issues with this please contact your local GMB rep....
GMB union left with no option but to Ballot colleagues at ASDA
The GMB union has been in consultation with ASDA since 2017, over the new contract 6 the company wants to put in place for all colleagues. In that time over 64 000 colleagues have not signed to the new contract, a clear indication that colleagues are not happy with the new terms. ASDA is not listening to our concerns and pushing ahead with their own agenda, which is causing some upset in stores. We have to take a stand to protect our members at ASDA. The GMB trade union has Not Agreed terms with the company. The union is going to Ballot members on the company proposals, which we would encourage colleagues to Reject. By rejecting the company proposals you give the union better negotiation power with the company and our best chance at meeting fair terms. If you are not yet a GMB trade union member there is still time to join and take part in the ballot & support during the one on one meetings. Members can expect ballots delivered to them early next week, along with reply paid envelope. Please mark the ballot and return as a priority. If you don’t receive a ballot you can contact the ASDA section of the GMB union regional website, here http://www.gmbnorthwest.co.uk/ASDA/news or email giovanna.holt@gmb.org.uk or call 0161 622 4997 or you can use the ''Contact Form'' - CLICK HERE to message us any questions We will keep you updated on progress....
AMBULANCE SERVICE WORKERS - RETIREMENT AGE CAMPAIGN HAVE YOUR SAY - COMPLETE THE GMB UNION SURVEY TODAY!
The retirement age for operational ambulance workers now stands at 68 years of age. This could prove to have a detrimental impact on the long-term health of many of our members. Studies have shown that shift workers are more at risk of developing ill-health conditions. Many GMB members working in the ambulance service believe this increased retirement age to be unreasonable considering the physical and mental demands of the job. A 68-year-old member of staff is potentially responding to patients who are younger and normally more able bodied than themselves. Would a more appropriate retirement age be 60 years of age in-line with other physically demanding roles in the Police, Fire and Armed Forces? As a GMB member working in the ambulance service we want to hear what your thoughts are on this issue. Please take a few moments to complete the on-line survey at: CLICK HERE TO TAKE PART Alternatively, you can request a paper version of the survey from your local GMB Representative and return it to FREEPOST GMB or email to NHS@gmb.org.uk...
GMB trade union protest at Media City in Salford over licence fee controversy
Members from the GMB North west & Irish region union gathered outside Media City in Salford, organised by regional political officer Neil Smith, in protest to the BBC announcement recently. The BBC announced plans that will see free TV licences for those aged over 75 be axed, meaning pensioners including veterans, excluding those who receive pension credit, will now have to pay. The broadcaster was set to foot the bill for over 75s from 2020, but after a review said it would only be available for households receiving Pension Credit. This announcement comes just a week on from the D-Day anniversary, where veterans were praised and celebrated, many have been left with the news they will now have to pay for their TV licences. Please sign this petition by Age Uk - CLICK HERE From the Age Uk website - https://www.ageuk.org.uk/our-impact/campaigning/save-free-tv-for-older-p... Why means testing isn't the answer Many people who are most in need of a free TV licence would lose it under a means-tested system. The most in need often miss out Under new plans, only older people who receive a benefit called Pension Credit (https://www.ageuk.org.uk/information-advice/money-legal/benefits-entitlements/pension-credit/) will receive a free TV licence. But two fifths of people who are entitled to this benefit – about 1.2 million pensioners – aren't getting it. Some don't know they can claim, many struggle to apply and lots more feel embarrassed about needing help. These people are some of the poorest in our society. People who are barely scraping by will suffer Lots of older people have struggled throughout their working life to save a little extra for retirement. But that small pot of savings for a rainy day means they don't qualify for means-tested benefits. Others are coping with the costs of ill-health or disability. Taking their free TV licence away is a cruel blow. How will older people be affected? Removing older people's access to TV would be an unthinkably cruel blow when many are already facing huge challenges. Quotes on this page are from real people who'd be affected by the decision.  Half of all over 75s are living with a disability, and many rely on their TV for companionship and entertainment. For those who don't have the internet, TV lets them stay up to date with what's happening in the world. Nearly a third of over 75s are living in poverty or just above the poverty line. Paying a hefty extra bill would simply be impossible when they're barely scraping by as it is. Our research shows that more than 2 million over 75s will have to go without TV or cut back on heating and food if free TV licences were scrapped....
Five things Asda Colleagues need to know about Contract 6 GMB trade union
A One to One meeting is an official meeting between you and your manager. On Contract 6, the manager will discuss the potential impact of the contract changes on you. 1. REPRESENTATION - You have the right to be accompanied by a rep to your One to One meeting. You have the right to a postponement if your GMB rep is not available. failing that your Regional GMB Officer. 2. INFORMATION - In the meeting, your manager should come prepared with detailed information to share with you about how the proposed changes will impact on you and your finances. 3. SIGNING DOCUMENTS - You should not sign anything in this first One to One. There is no hurry. The proposed changes would not kick in until November and GMB wants a better deal for you. You may not be asked to sign it there and then, but if you are, you are within your rights (and should) to say no. 4. CAN ASDA FIRE ME FOR NOT SIGNING? -  You cannot be dismissed or disciplined in this meeting for refusing to sign a new contract. 5. WHAT IS THE GMB'S POSITION? -  The deal we are being offered is not good enough. Asda colleagues work hard to make Asda profitable, and we are angry that such changes could just be imposed. We are continuing to push for a better deal. GMB is going to ballot on the Asda proposals, so watch out for more details. If members are not happy with it, we may be left with no choice but to ballot for industrial action. If you need further help or support, contact your store rep in the first instance or failing that your Regional GMB Officer....
GMB Ambulance trade union news VOICE June 2019
DO YOU REGULARLY WORK OVERTIME? IS THE OVERTIME INCLUDED IN THE CALCULATION OF WHAT YOU ARE PAID WHEN ON ANNUAL LEAVE? The recent Court of Appeal judgment in the case of: East of England Ambulance Service NHS Trust –v- Neil Flowers & Others [2019] EWCA Civ 947 - has confirmed that if you regularly work overtime, whether mandatory, end of shift or shift over-runs, your employer should be considering that when calculating your annual leave pay. GMB representatives are currently working with Trusts to resolve this issue. We have written to the Trust to clarify their position and have forwarded those claim forms received to date to our legal department. We understand that there may be an appeal to the Supreme Court lodged but are working on the basis of this last judgement. If you believe that you are not being paid correctly when on annual leave you need to contact your local GMB representative immediately for a form to assess whether or not you have a potential claim. Branch AGM The branch AGM has been arranged for Wednesday 26th June 2019 at 1900hrs Venue: N-L-W Fire & Ambulance station Silverdale Road, Newton le Willows, Merseyside WA12 0JL Agenda Election of officers Roster review Pensions update Urgent care strategy Estuary Point move A.O.B previously notified A stewards meeting will be held prior to the full meeting starting at 1800hrs prompt. As this is our four yearly AGM all branch positions are open for election, therefore, if any member or representative wishes to stand for any position please email steve.rice@nwas.nhs.uk stating the position you wish to stand for. GMB CONSULTATION HAVE YOUR SAY RESTRICTING EXIT PAYMENTS IN THE PUBLIC SECTOR The Government are once again attacking the hard earned and fought for terms and conditions of public service workers. This time, they are trying to cap all exit payments for public service workers at £95,000. This exit payment cap will affect many GMB members in all public sector departments, particularly those aged 55 years and above and includes: • Redundancy payments. • Pension top up payments (‘Pension Strains’) – these cost the employer if the employee leaves their post early. This is not cash in the employees’ pocket and does not give people a pension higher than what they have earned. • Compensation as a result of ACAS arbitration, or a settlement or conciliation agreement. • Severance or ex gratia payments. • Payments on voluntary exit. • Pay in lieu of notice under a contract of employment (PILON due under a contract of employment that does not exceed one quarter of the relevant person’s salary will be exempt). • Any other payment (contractual or otherwise) as a result of termination or loss of office. The GMB will be making a submission of evidence into this consultation on behalf of all GMB members who are set to be negatively affected by these proposals. You are invited to comment. You can access full details of the consultation at: https://www.gov.uk/government/consultations/restricting-exit-payments-in... Please email any comments you wish to be considered as a part of the GMB evidence to PublicServices@gmb.org.uk By no later than Monday 24th June 2019. Not a GMB member? Join today at http://www.gmbnorthwest.co.uk/join-now Roster Review As you may know by now the Trust are in the process of reviewing all rosters. This follows a demand analysis being carried out last year by a company called ORH who looked at historical date by hour of the day and day of the week. This showed that our resource levels were not adequate to meet the new ARP targets. The Trust took the information and was successful in negotiating an uplift of £8.2million from the commissioners to ensure resource levels are addressed. However, the commissioners insisted that a total review of current rosters was undertaken to ensure they were getting value for money. The GMB agreed to be involved in this review on the proviso that it would not result in loss of night cover in any area and it would look to eradicate the need for relief staff This has now been done twice, the first resulted in an increase in ambulances overall with some movement around some sector. The second was carried out following a change in the way response times are counted in ARP and seems to have seen very little variation from vehicle numbers in 2018. We have written to the trust to clarify the position and look forward to their response. In the meanwhile the trust are asking for volunteers to represent staff at each station at roster review working parties, obviously GMB reps will attend these workshops but we do not have reps on all stations. All volunteers will be given time off to attend meeting as well as time off to feedback to staff. We would prefer these volunteers to be elected by the staff that work on each station and have written to management to request this. If you feel that you have something to offer this process please volunteer, if you would like more information please do not hesitate to contact your local GMB rep. Working parties are underway in GM and will be rolled out in other areas later this year NHS Violence Reduction Strategy Report from GMB national ambulance committee A commitment was made by the Government to tackle violence and aggression against NHS staff. The aim is for the NHS to be a better place to work – a safe place to work, staff are not coming into work in fear, staff receive support before and after incidents. The NHS Violence Reduction Strategy is to be implemented by NHS Improvement with finances committed in the NHS Long Term Plan and the people plan which we are still waiting to be published. NHSI are still awaiting the finances to enable them to move forwards with the work. It is intended that it will be a 3 year phased program roll out in collaboration with Trusts and with national support to get the best outcomes. Staff side engagement is essential. Body worn cameras Starting with London Ambulance Service, North West Ambulance Service and North East Ambulance Service. These have been selected as the ones with the highest increase in assaults. North East has started a small trial. Learning from this trial and NHSI are working with them to be able to extend the trial. Unison in the North East has expressed some concerns. It is expected that the policy on body worn cameras in each service will be negotiated and agreed with local staff sides. A staff side representative will be nominated to be involved throughout the trial to work with the board on implementation. There are requirements to be met by each service; including there must be an improvement in reducing the number of incidents. If they can’t meet these requirements and conditions they will not roll out body worn cameras until a later date when they can meet all the conditions. Financial costs should be relatively low. The money will come from the financial commitment made by the Government. Equipment will be bought at local level but must meet certain standards which will be agreed nationally. NHSI are not able to instruct trusts which equipment to buy but they can advise them. The phased roll out will give time for products to be tested and checked as to whether they are fit for purpose, any lessons learned to ensure good value for public money. There will be an independent evaluator measuring the impact and success. They will report back after phase 1 to the SPF and NHSI and a discussion will then be had before moving into phase 2. It was confirmed that individuals should not be personally responsible financially for any accidental damage. There will be strict governance procedures regarding the data that is collected. This will be the responsibility of the data controller at the Trust. Risk assessments will be done on the storage of data and access will be restricted to only 2 or 3 people. Most recorded footage will not be viewed. Data A task and finish group will be set up specifically on data collection / flagging. This is being led by James Shepherd who will be looking for people to be involved. GMB confirmed we would like to be involved. Would like to reinstate a national data collection tool – preventative measures rather than reactive. A national system will take a long time – an interim solution may be something similar to what NHS Protect were collecting. Zero Tolerance GMB campaigns for zero tolerance to violence and abuse. NHSI are unable to promote ‘zero tolerance’ as it’s not practical to manage. The government, department of health and NHS employers have all used this terminology, but practically NHSI can’t insist on it. This is due to clinical conditions and mental health issues. The GMB committee does not agree with this and will continue to use the term in our communications with members....
GMB Local Government & Schools Pay Survey online until Sunday 30th June, 2019
GMB will be meeting shortly to agree the Local Government & Schools Pay Claim for 2020/21 across England, Wales & Northern Ireland. The pay claim will then be submitted to the employers by July 2019 and discussions will start on your pay. GMB prides itself on ensuring that all members have a say on their pay. So ahead of the pay discussions we are stepping up GMB's Pay Justice Campaign. Last year, GMB's Pay Pinch Campaign was decisive in busting the public sector pay cap across Local Government & Schools and helped negotiate and introduce a new pay spine with a starting rate of £9.00 from April 2019 but we want to go further. GMB will be campaigning for a pay deal that recognises the immense contribution our members make each day across Local Government & Schools. You will be seeing more from GMB's 'Go Public' Campaign that includes campaigning for public services to be fully funded, pay justice & recognition of the contribution you make every day. This is your opportunity to have your say on your pay. Please complete the GMB Local Government & Schools Pay Survey. Remember union strength is in its numbers so the more people who join GMB, the stronger we are to make a real difference in your work. If you know anyone who is not a member of GMB, they can join by going to: www.gmbnorthwest.co.uk/join-now This survey will be online until Sunday 30th June, 2019. All survey responses will be kept strictly confidential and once the responses are collated, the GMB pay submission will be agreed by the trade union staff side and a copy will be made available to you.   Have Your Say on Pay...