Report - Fire Brigades Union

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SECTION H — EDUCATION two workshops which they were able to choose from the following: Representing members on bullying and harassment This workshop was aimed at members who were or would like to be involved in representing or supporting members facing bullying and/or harassment. Students identified what is bullying and harassment, what the law says about these as workplace issues and which procedures can be used to take them up. By the end of the workshop students would feel more confident about planning and presenting a case. Working through the change: health and safety and the menopause Most advice to women on menopause-related issues highlights lifestyle choices, but what about “workstyle” – lifestyle at work? This workshop enabled participants to discuss the occupational health and safety problems which can exacerbate menopausal symptoms and put women’s longer term health more at risk. Students identified what employers and the FBU can do to overcome these problems and to change attitudes and improve workplace culture around women’s health and the menopause. Being a rep This workshop gave women the opportunity to raise workplace issues that are of concern to them and to look at different ways they could be progressed either within the FBU or with their employer. The session also aimed to give women the opportunity to identify and practise some of the skills reps need when taking up problems, for example, speaking up at meetings or talking to management. Students looked at the problem information plan (PIP) approach to tackling problems and at some basic information on rights at work. Negotiating gender This workshop was facilitated by Jo Winrow-Jones and explored gender in the workplace based on the findings of her recent research into the experiences of women firefighters in their predominantly male working environment. The workshop was not designed to discuss the poor or extreme treatment that some women experience. The purpose was to increase understanding of the role gender plays in women’s lives and translating that into our work. This workshop did not require prior knowledge of the gender debate but it did need women to be open to that discussion. Maternity workshop This workshop was facilitated by Sohagi Patel (Thompsons solicitors) who explained maternity legislation and other relevant family legislation. The Grey Book was looked at in comparison to legislation. Students had the chance to input into updating the FBU best practice maternity document, which was due for a review. Women’s health This workshop was facilitated by Maggi Williams from the Women’s Health, Information and Support Centre in Liverpool. Students explored a healthy approach to the menopause, ways of dealing with stress and depression, the impact of domestic abuse, and the process of change, specifically in the context of health at work. The school closed at 1.30pm on Sunday and the feedback has been very positive. There were some great suggestions which will be considered for the 2011 school agenda. H6 National education grants The executive council is pleased to report the continued take-up of national grants to those undertaking trade unionrelated studies which will be of benefit to union members. Grants are subject to approval by the executive council and reports are submitted from those awarded grants during their progress and a final report made on conclusion of their course. H7 TUC day release and extended courses Officials and members throughout the regions have, for the period covered by this report, attended a variety of extended and day release courses organised by the TUC education service and run by TUC providers. These courses have included the following: ● Union representatives stage 1 ● Stepping up – union representatives stage 2; ● Health and safety representatives stage 1; ● Next steps for safety representatives stage 2; ● Diploma in employment law; ● Diploma in occupational health and safety; ● Union learning representatives; ● Equality representatives; ● Disability champions at work; ● Introduction to pensions; ● Pensions champions; ● TUC activists’ academy; ● Introduction to COSHH; ● Risk assessment; ● Employment law update; ● Cancer in the workplace. All courses from the TUC education service are notified to all regional education officers and regional secretaries both from head office and directly from regional TUC offices. Both officials and members are encouraged to attend all courses that will benefit them and other members as well as the wider trade union movement. According to data published in the 2010 TUC education annual report the FBU, which represents 0.72% (0.69% in 2009) of TUC membership, is responsible for 3.17% (1.25% in 2009) of the take-up on TUC 10-12 day release courses and 2.71% (2.80% in 2009) of the take-up on short courses. The union’s participation has risen significantly on the TUC 10-12 day programme and continues to be extremely effective in utilising the TUC short course programme. Regional and brigade 146 FBU Annual Report 2011
SECTION H — EDUCATION officials who have encouraged these outstanding levels of participation are thanked for their continuing effort in supporting the training and development of our officials. H8 Tutors In accordance with the policy of the FBU, all trade union education tutors used on courses should be TUC-approved tutors, except in exceptional cases where a TUC tutor is not available. The executive council wishes to place on record its thanks to all tutors and officials who have assisted in the union’s education provision throughout the period covered by this report. The executive council would like to thank in particular for their contribution to the education programme for officials and active members: John Botterill, Katherine Fry, Julie Heselwood, Catharyn Lawrence and Neil Harrison, TUC tutors, Leeds City College, Department of Trade Union Studies; Paddy Hutchinson, TUC tutor, Newcastle College, Department of Trade Union Studies; Richard Young, TUC tutor, Bridgend College, Department of Trade Union Studies; and Brian Corrigan, TUC tutor, Stow College, Glasgow. H9 Union Learning Fund It was pleasing to report that following the submission of a new FBU Union Learning Fund (ULF) bid at the end of 2009, approval was given to a further £1m of funding over two years (2010-2012), but with the caveat that second year contractual arrangements would be reviewed following the general election given the possibility of a new government being elected. The focus of the FBU ULF project bid was built on future sustainability and, with the agreement of senior officials, the delivery of previous projects was reviewed with a recommendation that the number of project workers should be reduced. This resulted in the reorganisation of the ULF team and the reduction of the nine regional coordinators to five project support organisers (PSOs) with wider responsibilities. These new posts were advertised throughout the union and, following interview, the five PSOs were appointed during February and March 2010. In November 2010 the new government announced its skills strategy, which included plaudits for the work done in increasing the skills and qualifications of workers through Unionlearn, the ULF and union learning representatives (ULRs). Further to this was a commitment to maintain the current levels of investment in the ULF. Given the proposed reductions in funding across so many different areas of public life and the abolition of numerous quangos this can only be seen as a massive vindication for the investment in the ULF and acknowledgment of the role that unions play in delivering learning and education on behalf of their members. Unfortunately not all is so positive within the skills strategy and there are numerous changes to the way that further education funding and the funding of qualifications will be allocated – especially for adults. The introduction of a “shared cost” for Skills for Life qualifications and a no-funding clause for Level 3 learners (outside of an apprenticeship) are just a couple that come out of the strategy. And, of course, we should not forget the imposition of a huge fee increase for higher education. The FBU ULF staff and FBU ULRs will continue to support and offer guidance on access to qualifications and guide our members on costs and who pays. The ULF has provided the FBU with the opportunity to make further progress in embedding and mainstreaming lifelong learning across the union structure and, importantly, to allow us to continue in the delivery of learning opportunities to thousands of FBU members, families and friends. The FBU continues to sit on the Unionlearn Advisory Group and on the Unionlearn U-net Steering Group. The FBU ULF has engaged with over 20,000 members. Around 8,000 members have obtained qualifications in subjects such as numeracy, literacy, information technology and leadership and management. During the last year the project has widened its ability to deliver qualifications and following approval from the executive council has been involved in two pilot areas. Firstly, in conjunction with Wigan and Leigh College we have provided over 500 courses in leadership and management and, secondly, have provided a distance learning health and safety course. The health and safety course has particular relevance. Using resource materials from the distance learning company Tribal, badged with the FBU logo, the course is being delivered by our own project staff and accredited through the national awarding body NCFE via the FBU learning centre in Northumberland FRS HQ. It is, in effect, the first such course that the FBU has overall responsibility for and all 30 courses were snapped up by FBU members within days of being made available! The ongoing take-up of courses by FBU members confirms that lifelong learning provision is another clear benefit of being a member of the FBU. The 2010 National ULR School was held in July at Wortley Hall, Sheffield and as with previous years’ schools, was fully subscribed. The programme covered: developing union learning, workforce development, the right to request time off to train, and dyslexia. Guest speaker Tom Wilson, director of Unionlearn, covered the changing political climate for union learning. A joint seminar between the ULF project staff and the regional education and learning organisers (RELOs) took place at Stoke Rochford Hall, Lincolnshire. This was held as part of the transfer of knowledge and responsibility from the ULF team to RELOs as agreed by annual conference. FBU Annual Report 2011 147
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