DRAYTON MANOR OFFER Drayton Manor The 2018 season runs from Wednesday 28th March 2018 to Sunday 4th November 2018, the offer is open to all Unison members, Police Staff and Police Officers nationwide. This year, in conjunction with Drayton Manor, the process has been simplified to make it easier for our members and/or colleagues to obtain their discounted tickets. You no longer need to come through the Unison branch office. Prices are:- 2018 PRICING OFFER ON THE DAY GATE PRICE SAVINGS 12 years plus £18.00 £39.00 53% 4-11 years/60 years plus £16.00 £29.00 44% 2-3 years £6.50 £7.00 7% Unders 2s FREE FREE FREE Admission includes access to Drayton Manor Theme Park, Drayton Manor Zoo and Thomas Land. The discounted ticket offer is not valid on park buy out days or days that the park is closed. Please check the dates and opening times prior to booking at www.draytonmanor.co.uk Unison Members and Police Employees nationwide can purchase tickets by calling Drayton Manor's contact centre on 0844 472 1950 at least 24 hours in advance and quoting code :SPU2018. Calls to this number are charged at 7p per minute service charge. Unison membership cards will be needed for validation and Police employees will need to provide proof they are employed by the Force (i.e. payslip etc) Tickets can also be purchased by using the URL link below:- https://tickets.draytonmanor.co.uk/WebStore/shop/ViewItems.aspx? Arriving at Drayton Manor Park:- All guests entering the theme park must have a ticket, including the under 2s. Please bring your reservation number with you and proceed to any open ticket kiosk on arrival with your party. Guests who already have printed tickets or e-tickets can proceed straight to the park entrance turnstiles. Employees must show their employee ID, Unison membership vard, payslip or payment card to the attendant with tickets to enter the park.

Very constructive meeting today with MP Gloria De Piero and Chief Constable

LATEST POLICE STAFF PAY NEWS 26 January 2018 EMPLOYERS IMPROVE PAY OFFER At pay talks which took place on 16 January 2018, the Police Employers Side improved their previous pay offer (Trade Union Side Pay Bulletin 4/2017 refers) to the following: • An increase of 1.0% on all pay points on the PSC pay spine backdated to 1 September 2017; • A non-consolidated payment to the value of 1.0% of basic pay on all pay points (using 2016/17 pay rates) paid as a one-off lump sum; • An increase of 1.0% to Standby Allowance from £29.17 to £29.46 backdated to 1 September 2017; • The removal of pay point 4 (£15,486) as of 1 September 2017; • The removal of pay point 5 (£16,035) as of 1 April 2018. Members are reminded that the three unions were due to consult on the previous offer with a recommendation that members vote against it and indicate their willingness to undertake industrial action to seek to improve it. We are pleased that the Employers therefore came back to the negotiating table to make some improvements. The following elements of the offer have been improved since the first offer in October last year: • The non-consolidated 1% payment is offered as an up-front single payment, rather than being paid out in 12 monthly instalments. The value of this payment for staff on each pay point is shown in the attached table. Please note that this payment will be subject to tax, national insurance and pension deductions. • The lowest two pay points on the Police Staff Council pay scale will be deleted on the dates shown above. This will mean: o Staff on pay point 4 will move to pay point 5 with effect from 1 September 2017 and to pay point 6 with effect from 1 April 2018. This is a total consolidated pay rise over the year of £993 which is worth 6.4% to staff on pay point 4. These staff will also get a 1% non-consolidated payment of £156. o Staff on pay point 5 will get a 1% increase in pay on 1 September 2017 and also move to pay point 6 with effect from 1 April 2018. This is a total consolidated pay rise of £603 over the year which is worth 3.8%. These staff will also get a 1% non-consolidated payment of £159. A table showing the impact of the above offer on the Police Staff Council Pay Spine is attached at page 3. Please note that some forces have a different numbering system for the Police Staff Council pay points, but the pay points are the same. Please speak to your branch if you have any questions on this. CONSULTATION The trade unions on the Police Staff Council Trade Union Side will now consult to determine our respective policy on the improved offer and the Trade Union Side will then meet to agree the way forward. Further details will be available as soon as possible following these meetings. If you have any questions on the offer, please direct them to myself.

Prentis backs Labour leader’s call to bring services back in-house General secretary tells Black members’ conference that UNISON has been warning of such a collapse for years “Venture capitalists were feasting on the bones of austerity” and that is why UNISON stands “shoulder to shoulder with Jeremy Corbyn’s commitment to bring [public service] contracts back in-house where they belong,” Dave Prentis told delegates to the union’s Black members’ conference in Liverpool this afternoon. At the end of the week that saw private construction and services company Carillion collapse, putting in question a wide range of public services and public service jobs, the UNISON general secretary observed that the services “should never have been privatised – we’ve always warned of this”. In a wide-ranging speech, he also lauded Black history in the UK – a history that, just this past year, saw former UNISON president Eleanor Smith elected as an MP in what was once the Parliamentary seat of Enoch Powell. He reminded delegates that 2018 sees the union mark 25 years since it was formed from Cohse, Nalgo and Nupe – and he urged all present to be fully involved in the celebrations. But it was about more than just celebrating the union’s first quarter of a century – “we owe it to everyone to be even better” in the future, Mr Prentis declared.

Well done to our Nottinghamshire PCSO for going the extra mile for this member of our community #veryproud well done Beat Team

What hope have we got? He needs to open his eyes. There may be plenty wanting jobs certainly not millions and none with the training and experience our public service staff have

Barred and Advisory List The Police Barred and Advisory List Regulations 2017 came into force on 15 December 2017. The regulations apply to police staff, police officers and police support volunteers and bring in a number of significant provisions which will impact on police staff who are subject of misconduct/disciplinary sanctions. Summary In summary, the regulations bring into operation the Police Barred and Advisory Lists, which require: • The College of Policing to maintain both Lists • Police forces to notify the College when police staff, officers or volunteers have been dismissed for ‘conduct, efficiency or effectiveness’, or have resigned/retired when under misconduct/disciplinary investigation pending the outcome of that investigation • Names of police staff, officers or volunteers to be placed on either the Barred or Advisory List • Police forces to consult the Barred and Advisory List prior to making appointments • Individuals placed on the Barred list to be banned from police employment for a minimum period of: o 5 years from the date of listing in the case of gross misconduct o 3 years from the date of listing in the case of poor performance Police staff who are also special constables to be automatically dismissed from their police staff role if dismissed from their special constable role and placed on the Barred List, regardless of whether the dismissal from the special role impacts on their police staff role Problems During the consultation over the draft regulations UNISON raised serious concerns with the Home Office over a number of problems with the Regulations, including: • The automatic dismissal of a member of police staff, who is also a special constable, if dismissed from their special constable role and placed on the Barred List • The lack of guidance in relation to what constitutes a dismissal for ‘...conduct, efficiency or effectiveness...’ which could result in a member of police staff placed on the Barred List. • The failure of the Home Office to properly apply the Regulations to the private sector, which creates a dangerous loophole Police Staff who are Special Constables Unfortunately, the Home Office was not prepared to agree to the proportionality test which UNISON wanted applied to a dismissal from a special constable role in respect of its impact on that special constable’s police staff employment. The Police Minister wrote in this regard as follows: ‘We have sought legal advice on this matter, which confirmed that the effect of the legislation that once a police staff member has been included on the Barred List, his or her employer would be in contravention of the Police Act 1996 and the Regulations that underpin it and so must take steps to dismiss the individual from any other policing role they hold. Any alternative approach would undermine the principles and effectiveness of the Barred List and create unforeseen and unequal treatment of those working in policing.’ It is therefore clear that any member of police staff who is dismissed from his/her special constable role and thereby placed on the Barred List will be automatically dismissed from his/her police staff paid employment. The reverse is also true: a member of police staff who is dismissed from their police staff role and placed on the Barred List will also be dismissed from their special constable role. There are just over 1,000 police staff in England and Wales who volunteer as specials. Whilst UNISON cannot advise members who are also special constables as to what course of action to take in respect of the implications of the new Regulations for their paid employment, it is very important that these members are fully aware of these implications, so that they can make their own informed decisions going forward. Home Office Guidance The Home Office has now produced guidance on what it says would constitute a dismissal for ‘...conduct, efficiency or effectiveness...’ thereby requiring a member of police staff to be placed on the Barred List. Unfortunately, the guidance is couched in the terminology of the police officer misconduct regulations and will need careful unpicking at force level in respect of its precise application to police staff.