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Welcome November 27, 2011

Posted by eddiefitz in About us, Carphone Warehouse, Getting involved, Irlam, Kelvin Close, News, Preston, Rights, TalkTalk, TTT, Warrington, Wednesbury.
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The Reps and fellow members of the CWU would like to offer a warm welcome to all those who have joined us in the last few months.

If you haven’t received your membership card yet you soon will. If you have any questions please contact and we will do our best to help you.

If you haven’t already, check out SOME of the many BENEFITS of your union membership here; http://www.cwu.org/benefits.html and

http://www.cwu.one1one.co.uk/  and http://www.cwu.one1one.co.uk/specialoffers.cfm

 

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Together we can make a REAL difference

Any organisation needs honest feedback on how it is doing and we, the administrators of the ‘Workers site welcome your thoughts, ideas and feedback on what we can do to help you gain information and improve the service the CWU provides.

The union movement is all about involvment and input. If you want to get involved either as a rep or as a point of contact please contact us. Remember all correspondence to this site is confidential.

Taking any active role in the movement will increase your knowledge and your awareness of  the issues we all face in employment and society in general.

Becoming a union member helps us all to achieve…….

Respect and Dignity in the Workplace

 “Where trade unions are most firmly organized, there are the rights of the people most respected. “

Samuel Gompers

CWU main site www.cwu.org/home/
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Stress UPDATED October 23, 2011

Posted by eddiefitz in Carphone Warehouse, Health & Safety, Irlam, Kelvin Close, News, Opal, Preston, Rights, Shops, SMC, Stanford House, Stress, TalkTalk, TTT, Warrington, Wednesbury.
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UPDATED 23/10/2011

Management Standards for work related stress

Under UK law, employers have a ‘duty of care’ to protect the health, safety and welfare of all employees while at work. They also have to assess the risks arising from hazards at work including work-related stress.

What are the Management Standards for work related stress?

The Management Standards define the characteristics, or culture, of an organisation where the risks from work related stress are being effectively managed and controlled.

The Management Standards cover six key areas of work design that, if not properly managed, are associated with poor health and well-being, lower productivity and increased sickness absence. In other words, the six Management Standards cover the primary sources of stress at work.

see http://www.hse.gov.uk/stress/standards/  for the six Management Standards

SEE ALSO ; http://www.employmentlawwatch.com/tags/dickins-v-o2/

Part time workers and PC users October 22, 2011

Posted by eddiefitz in Carphone Warehouse, Health & Safety, Kelvin Close, News, Opal, Part Time Workers, Preston, Rights, Shops, SMC, Stanford House, Stress, Wednesbury.
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Part time workers and PC users

Many part-time workers are often forced to work their short shift without a break. The regulations are clear that until six hours are worked there is no automatic right to a break.

Yet, this can be concidered unreasonable for all workers. In particular when working with a PC monitor and keyboard or in need of drinks and toilet breaks.

If you are a part timer and instructed by your manager that you are not entitled to a break then concider asking for small “comfort breaks” to allow time away from the your desk to stretch your legs and have a break from the PC.

The regulations may state one thing but your body and mind may tell you another and you need a break.  Afterall your full time colleagues have a break every two to three hours on average so why cant a part timer?

The regulations for PC oprators is covered by regulations on the link below.

http://www.hse.gov.uk/pubns/indg36.pdf

Most jobs provide opportunities to take a break from the screen, eg to do filing
or photocopying. Make use of them. If there are no such natural breaks in your
job, your employer should plan for you to have rest breaks. Frequent short
breaks are better than fewer long ones.

other links of interest.

http://www.direct.gov.uk/en/Employment/Employees/Flexibleworking/DG_173304

http://www.acas.org.uk/index.aspx?articleid=1576

http://www.direct.gov.uk/en/Employment/HealthAndSafetyAtWork/DG_4016686

Stress now most common cause of absence-UPDATED October 9, 2011

Posted by eddiefitz in Carphone Warehouse, Health & Safety, Kelvin Close, News, Rights, Shops, SMC, Stanford House, Stress, Warrington.
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UPDATED 23/10/2011

What are the Management Standards for work related stress?

The Management Standards define the characteristics, or culture, of an organisation where the risks from work related stress are being effectively managed and controlled.

The Management Standards cover six key areas of work design that, if not properly managed, are associated with poor health and well-being, lower productivity and increased sickness absence. In other words, the six Management Standards cover the primary sources of stress at work.

see http://www.hse.gov.uk/stress/standards/  for the six Management Standards

ORIGINAL ARTICLE->

Stress is, for the first time, the most common cause of long-term sickness absence for both manual and non-manual employees, according to this year’s Absence Management survey from the Chartered Institute of Personnel and Development (CIPD) and Simplyhealth.
Organisational change and restructuring is cited as the number one cause of stress at work, highlighting the impact of cuts to jobs, pension benefits and pay freezes.

see the link below for the full report.

Simplyhealth: www.simplyhealth.co.uk/shcore/sh/content/pdfs/surveys/CIPD_2011_Absence_Managemen1.pdf

What to do if you feel stressed or a feeling of unable to cope?

Number ONE –  before things get out of hand get the facts and be honest with yourself.

check out the link below for advice and guidence.

http://www.time-to-change.org.uk/Need%20Support%3F/Employment%20resources/I%20am%20an%20employee/feeling-stressed


PLEASE Look after yourself………..With an average of 40 days of unpaid overtime worked a year, Britons work the longest hours in Europe, so maybe its time to take stock and think about YOU!

The big issue for many who suffer from workplace stress is the effects on family life and relationships. PLEASE Look after yourself – life is hard at the moment – dont struggle on and on and on. Work issues can and do overflow into our home lives when work issues play on our minds. Conversations and comments that would not be given a second thought can, when stressed and tired, become revolving in negative mindtalk, becoming a catalyst for more stress and sleeplessness.

Switching off the office when we go home is easier said than done, especially for managers with company phones and laptops and reports to write.

As a member of a union you will have access to independent advice.  There is a 200 year history of support and experience in people like you helping people like you.

For those who want to seek advice and help indendently check with your Doctor.

Please remember –  You Are Not Alone

…………..and neither are the  Carphone, BBE and TTG MANAGERS 

There is support and help out there.

..the strength of the union is in its members. The stronger the union, the stronger the voice

Tackling rapidly rising workplace stress is still a major issue August 25, 2011

Posted by eddiefitz in News, Rights.
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Ten years ago…HSE research  revealed about….

five million workers in the UK experienced stress and half a million believe it makes them ill, costing the nation over £3.7 billion.

The 2003 Stressed Out survey by the Samaritans, the UK emotional support charity, found: “People’s jobs are the single biggest cause of stress… with over a third (36 per cent) of Briton’s citing it as one of their biggest stressors.”

Our hearts and minds can face intolerable pressures from work. Overwork, bullying, low job control and satisfaction, job insecurity, new ways of working, poor work organisation and pace of work can all cause work stress.

The mental symptoms of stress range from sleeplessness and listlessness through to clinical depression and suicide. The physical effects range from appetite loss and nausea through to heart damage and stroke.

A workplace with a lot of stress may suffer from high absenteeism, higher risk of accidents, industrial relations problems, demotivation and high labour turnove

TUC research in 2010 found that stress is now by far the most common health and safety problem at work.

Nearly two thirds (62%) of workplace union reps say that stress is in the top five problems faced by the workers they represent and more than a quarter of reps (27%) pick out stress as the hazard at work that most concerns them.

Your employer has a Duty of Care to you to ensure your health and safety is protected. That includes your mental health by ensuring stress levels are not excessive or prolonged.

If you feel severly stressed – speak up. Ask questions and make yourself heard because only by speaking out can the company help. If it doesnt know – it cant deal with it.

If you feel you are not listened to or being taken seriously – speak to your Union Rep.

What are your rights to join, and organise, a union? September 8, 2009

Posted by tomcwu in Rights.
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we will never stand in the way of any employee becoming a member of the CWU or any other unions and any such membership will never affect the way in which an employee is treated at the CPW.

– company briefing, 24th July 2009

So what are your legal rights to join the CWU and become active – by being a rep, for example?  We asked an officer in the CWU’s legal department to give us the legal low down…

Under the Employment Rights Act 1996, there are various situations in which employees (and, in one or two instances, workers who are not ’employees’) have the legal right not to be subjected to any detriment by their employer for exercising (or presuming to exercise) their statutory rights:

Under the Trade Union and Labour Relations (Consolidation) Act 1992, section 146 workers have the right not to be subjected to any detriment as individuals by any act, or any deliberate failure to act, by their employer if the act or failure takes place for the purpose of:

  • preventing or deterring them from being or seeking to become members of an independent trade union, or penalising them for doing so;
  • preventing or deterring them from taking part in the activities of an independent trade union at an appropriate time, or penalising them for doing so;
  • preventing or deterring them from making use of trade union services at an appropriate time, or penalising them for doing so; or
  • compelling them to be or become members of any trade union or of a particular trade union or of one of a number of particular trade unions. (more…)