NICS Grievance

Indo77

What is the general consensus on NIPSA? I have found them pretty useless as a public sector union unless you are a member of the NICS. If you are not a civil servant but are part of another public sector organisation it feels like you are on your own...

pepper33

NIPSA is as good as the people who belong to it. I had to contact them, and keep updating them on things that happened. you need to do some work yourself, as they are snowed under at the moment.
They who shout the loudest, usually get what they want? But I know what you mean, but where would we be without them.....

NAR

Indo77 wrote: »

What is the general consensus on NIPSA? I have found them pretty useless as a public sector union unless you are a member of the NICS. If you are not a civil servant but are part of another public sector organisation it feels like you are on your own...

They do very little for civil servants as well! IMHO they are a complete waste of space when it comes to important things like pay. A very sizable number of staff are on the maximum of their pay scales and NIPSA negotiated a nil payrise for the last two years for these staff! :mad: This year and next year we are getting 1% - terrific, I'll be able to celebrate with a 99!

leftieM

We're all in the same boat NAR. It's not the union's fault. Over the years they've had their wings clipped and now they have limited power. They are at the mercy of a Tory-led plutocracy who need no votes in NI and don't care what happens to us (or, it seems, anyone who isn't from their elite).
This is a time of recession (many think it would be as bad as the 1930s if it were not for the presence of a large state) and, though I'd love a pay rise (also frozen with pension contributions rising), to have a guaranteed wage every month and to be able to plan for the future is a luxury not afforded to many.
I assure you, a career in most NI private sector organisations would open your eyes to the horrors that you could face if you were in them. I've seen sackings on the spot (untrained worker who wouldn't work with gaseous hydrochloric acid), sexual exploitation (girl who wouldn't sleep with the boss hounded out), sexism (women with exactly the same qualifications paid less), discrimination (woman who came back from maternity leave to find herself demoted)......and no union to go to.
Thank God for the unions. Without them we wouldn't enjoy any of the security that we enjoy now. If you don't believe me, look at the BRIC economies. You think any employer chooses to give their workers paid holidays, pensions, maternity/paternity leave etc?

Ahh, that's better .

NAR

leftieM, I accept what you are saying about the private sector, but this discussion is about the competency of NIPSA.

7 years ago (approx) NIPSA had a pay offer put in front of them with a one day only offer. They refused it, management withdrew it and NIPSA managed to "negotiate" a £700pa worse deal - I kid you not. Someone in the Treasury had made a mistake with the first offer, but our muppets couldn't work that out!

pepper33

I got my t break taken off me, no break allowed, travel expenses held back for over a month at a time, and NIPSA got it sorted. I know they have their hands tied, but what state would we be in without them. Management only want to feather their own nests, and i for one, will always belong to a union, as non union members have no protection whatsoever.....

pepper33

When they ask you what you want to be done to the person, what exactly can you ask to be done to them?

irishjohn

pepper33 wrote: »

When they ask you what you want to be done to the person, what exactly can you ask to be done to them?

The person being your manager you have raised a grievance about? It is most unlikely that you would be asked this question specifically and if you were to be asked such a question it would be totally unethical. If your grievance is proven then it will be up to the manager's superiors along with HR to determine a solution, which could be disciplining the manager, sacking them if there is sufficient grounds to do so, or offering you a role in another department where you no longer report to that manager.

It is possible however that you could be asked "how would you like this matter to be resolved?"

This is another way of saying could you see yourself returning to the same work environment if this person remains there as your manager.

It may indicate that they would give the manager a ticking off, ask them to apologise, add it to their personnel record, and then expect you both to be adult about the situation and make a fresh start with the incident behind you both.

pepper33

Unfortunately it was 2 line manager and their manager, over a period of six years, and I was told their style of management, and was told by welfare some time ago, that this is her style of management. I was terrified of them..... I don't think managment will discipline them anyway, because they are all in it together, nobody will move to our office owing the managment, and this has been going on for 6 years. I have said already I will not be going back to that office, and I have the offer of another, but not fit to go back yet. Some grievances have been dealt with by way of a gagging order, and the person being demoted, so they can't have any staff.... No I haven't been asked yet,how I would like it resolved. thanks

irishjohn

I guess you need to be prepared to be transferred out of this situation to another position in NICS then