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Lay
edited bi-monthly bulletin for 5,000 activists
in Scotland
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| November
2003 No 45
( Next issue Dec 2003) |
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Call
to support social workers and abandon 'lust for
blame'
UNISON Scotland has issued a call for an end to
the witchhunts and scapegoating that have marked
the fallout from the Inquiry report into the death
of 11 week old Caleb Ness in Edinburgh. Inquiry
concerns. more...> |
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Police
Staff win two year deal
UNISON negotiators for the Scottish Police Staff
have agreed an offer from the employers which
will mean an above-inflation pay rise in 2003/4,
and one that exceeds the final offer being recommended
in England and Wales. more...> |
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Nursery nurse strikes mount
as employers refuse to budge
As we went to press, nursery nurses were embarking
on their fourth week of strikes as employers refuse
to budge in the seven month campaign for fair
pay. more...> |
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March
against Racism
The Annual STUC march against racism
and Fascism is scheduled for Saturday 29
November this year. Again rallying in Blythswood
Square, it is due to leave at 11.00am. more...> |
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Caution on £11million social work training
Stephen Smellie, Chair of UNISON Scotland's Social
Work Issues Group has welcomed the Scottish Executive's
£11million boost to social work training but says
it will take more than this to solve the problems.
more...> |
Angus
moves ahead on Return to Learn
Return to Learn in Angus began in 1999 and
was delivered across council departments. Since
then we have organised two courses a year through
the WEA and UNISON. more...> |
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10th
Birthdays prompt closer links This
November's Glasgay! (starting November 1) marks
anniversaries for both the Festival and for UNISON.
more...>
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OT's
get conditions choice in joint future Kirsten
Hey outlines Edinburgh deal. more...> |
Warning on private solicitors seeking 'equal
pay' claims
A warning has come from UNISON nationally that
private solicitor firms are canvassing UNISON
members to seek business for possible equal pay
claims. more...> |
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Southern General porters back in house
UNISON has welcomed South Glasgow Hospitals' decision
return the portering staff at the Southern General
to the NHS. more...> |
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Public safety still low priority but Scottish
councils better The safety of the public and
employees is being put at risk because cowboy
employers feel free to get away with flouting
health and safety laws across the UK. more...> |
Freedom
of Information - what plans do employers have?
Freedom of information (FoI) legislation will
come into effect in January 2005. This may seem
a long time away, but it is time that branches
started to ask public service employers how they
plan to gear up for it. more...> |
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The
day The Wall came to Abu Dis, Palestine Scottish
Friends of Palestine The Wall An Open Conference
Saturday 8 November 1.30 to 4.30 The Voluntary
Centre, Hope Street, Falkirk. more...>
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Scottish
Executive accused of complacency as nurses
are stabbed, head-butted, sexually assaulted and
threatened with guns more...>
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Published by UNISON
Scottish Council, 14 West Campbell Street, Glasgow
G2 6RX. Editor John Stevenson
©
UNISON Scotland 1998-2003
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Headlines . Communications . Home
'HYSTERICAL' RESPONSE TO EDINBURGH O'BRIEN INQUIRY
BATTERS SOCIAL WORK MORALE
Call to support social workers and
abandon 'lust for blame'
by Chris Bartter
UNISON Scotland has issued a clarion call for an
end to the witchhunts and scapegoating that have marked
the fallout from the Inquiry report into the death
of 11 week old Caleb Ness in Edinburgh.
Edinburgh Branch Secretary, John Stevenson, told
the City of Edinburgh Council that the kind of media
witchhunt that led to the resignation of Director
Les McEwan (who was not called to give evidence to
the inquiry) made it less likely that social workers
would be recruited to fill the vacancies across Scotland.
"Social workers across Edinburgh have felt sadness,
shock, despair, anger and despondency in their heart-searching
over the death of Caleb Ness," he said.
"It is in the nature of social work that we all feel
responsible, no matter how close or distant we were
from the events and we want to work with the council
in ensuring that procedures are effective and proper
support is available... but the lust for blame fuelled
by the press-led campaign shows no understanding of
what needs to be addressed."
The inquiry by Susan O'Brien QC followed the death
of 11 week old Caleb Ness in October 2001 who was
on the child protection register. His father, who
had a brain injury, was convicted of killing him.
The report pointed to failings in all the agencies
concerned 'at all levels' but it also stated that
no single individual was to blame. Social Work was
only singled out in eight of the 35 recommendations
but it came in for the worst of the media onslaught.
The Herald newspaper and some of the broadcast
media reported the tragedy with fact and balance,
but the local newspaper used the inquiry to mount
'hysterical' campaigns with coupons calling for the
resignation of the Social Work Director and the councillor
for Social Work.
"At a time when stability was needed more than anything,
we felt this whole campaign was irresponsible", added
John.
UNISON points out that social workers work constantly
with the risk that something unpredictable and unavoidable
will arise. "If this pressure, along with staff shortages,
constant vilification and relatively poor pay, also
includes media witchhunts, why would anyone want the
job?", asked John
Calling for support for staff in child protection
services, John outlined examples of children social
workers had saved from death or serious injury over
recent years, and continued,
"Every day social workers across Edinburgh and Scotland
are protecting hundreds of children.
"Not just protecting, but also working with children
so they can recover, re-find their childhood and reach
their potential. And doing that very often despite
the lack of resources and supports available to them.
"That is not just an Edinburgh issue, it is a Scotland-wide
issue and it is not enough for the Scottish Executive
to make demands, to rattle out sound bites about getting
tough with Councils and staff - it must finance the
children's services it says it aspires to.
"...you also have to think about the morale of these
workers and at least do something to make them feel
supported in the job they do for you and for Edinburgh",
John told councillors.
"That requires the anger to be put to one side, the
drive for scapegoats to be put on hold and real efforts
made in an atmosphere of calm and considered reflection.
"To his great credit, this is echoed by CoSLA's
Pat Watters in a press release. We hope councils and
the Executive will listen".
UNISON Edinburgh's full submission is at www.unison-edinburgh.org.uk/socialwork/swaddress.html
Social Work Inquiry concerns
Following the report by Susan O'Brien QC into the
death of Caleb Ness in Edinburgh, two UNISON members
are now on 'precautionary suspensions' and three have
been temporarily moved pending an internal inquiry.
UNISON is arranging special stewards training to represent
members.
While the branch recognises the core issues in the
inquiry report, it is now beginning to question some
of the processes and conclusions.
"Unfortunately many questions are emerging about
the quality of this important report.
"These range from how witnesses were questioned to
serious issues about who was and was not called to
give evidence, the evidence base for some of the conclusions
and the justification for criticism of some individuals",
said John Stevenson.
"We need to clarify a number of these issues which
may be significant if members are disciplined.
"We are now examining the report again in detail
and have concerns at this stage if it to be used as
a benchmark for reorganising child protection."
headines
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Headlines . Communications . Home
Police
Staff win 2 year deal.
UNISON negotiators for the Scottish Police Staff
have agreed an offer from the employers which will
mean an above-inflation pay rise in 2003/4, and one
that exceeds the final offer being recommended in
England and Wales.
The two-year deal means an increase of 3.5% on all
points of the scale from 1 September this year until
the end of August 2004. In the following year pay
would rise by 3.3%.
Joe Di Paola, Secretary to the Police Staffs Service
Group in Scotland said: "The negotiators felt that
this was a good deal that had been arrived at after
hard negotiations. They felt able to recommend this
inflation plus deal to the membership, and the police
staff members agreed with that recommendation at meetings
up and down Scotland."
Margaret O'Neill, Chair of the UNISON negotiators,
said "It was clear that this was the best deal that
could be achieved in negotiation, and your negotiators
felt happy to recommend it to the membership."
The recommended offer in England and Wales is for
a 3.25% increase over one year.
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Headlines . Communications . Home
Nursery
nurse strikes mount as employers refuse to budge
by Chris Bartter
As we went to press, nursery nurses were embarking
on their fourth week of strikes as employers refuse
to budge in the seven month campaign for fair pay.
Joe Di Paola, (UNISON's Scottish Organiser for local
government) said: "What CoSLA are doing is creating
more and more problems for parents. They know that
this is the case and yet they refuse to talk to us.
"Everyone now recognises that the recommendation
that they made would be worth nothing to the vast
bulk of nursery nurses, even if councils chose to
implement it.
"Indeed, CoSLA's President is obviously aware that
it is a poor offer, as his own council agreed to pay
its nursery nurses more to get a temporary local settlement!
We would ask him to insist that a deal is done in
Scotland to stop this continuing escalation."
UNISON is worried that a break up of Scottish-wide
pay could lead to a 'social work' style situation,
with councils offering different incentives to attract
nursery nurses. They accuse CoSLA of a blinkered approach.
The union will be meeting in the next two weeks to
agree the tactics to continue the campaign. Carol
Ball, Chair of UNISON's Scottish Nursery Nurses Working
Party, said
"It is a huge disappointment to nursery nurses to
have to intensify their action. We know it hurts our
children and their parents.
"Even at this stage we would call on the employers
to re-open talks in Scotland. Nursery nurses want
to get back to the job of educating and caring for
children. And they want to do it across Scotland,
being paid the same salary for doing the same job."
"The reality of the employers proposal is that isn't
an offer at all. It is merely a recommendation that
no council has to adopt.
"Even if they did it will still leave the vast majority
of nursery nurses earning less than £15,000 per year.
CoSLA are now refusing to discuss the issue any further
and trying to wriggle out of their responsibilities."
"Nursery nurses are currently paid on a Scottish
grade, have submitted and discussed with CoSLA a Scottish
claim, and deserve a Scottish settlement.
"Most of the increases in duties that nursery nurses
have undertaken stem from Scottish wide directives.
The employers know all this, but seem happy to provoke
more action and increase the misery for children and
parents."
The action has seen rallies throughout the country
including a Family Day in Glasgow, a march and rally
to Edinburgh's Princes Street Gardens, a lobby of
the First Minister and Parliament and a lobby of the
Policy and Resources Committee of Glasgow City Council.
Margaret Ferris from UNISON's Scottish Nursery Nurses
Working Party said "CoSLA have constantly tried to
avoid dealing with this at a Scottish level. It is
a huge disappointment to nursery nurses to have to
intensify their action. We know it hurts our children
and their parents.
"But nursery nurses are clear that the job they do
is the same in West Dunbartonshire as it is in South
Lanarkshire or Falkirk. It is the blank refusal of
the employers to discuss a Scottish-wide grade and
structure for nursery nurses, that has directly led
to this escalation."
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Headlines . Communications . Home
March
against Racism
The Annual STUC march against racism and Fascism
is scheduled for Saturday 29 November this year. Again
rallying in Blythswood Square, it is due to leave
at 11.00am.
Mary Senior, Assistant Secretary of the STUC said.
"This year it is vital that we attract a large turnout.
We need to tackle racism and discrimination in Scottish
society, and counter attitudes created by the international
situation or the media hysteria against asylum seekers."
Speaking this year at the rally (12 noon - St Andrews
in the Square - near Glasgow Green) will be Sandy
Boyle, this year's STUC President, Robina Qureshi
of Positive Action in Housing, and speakers from Edinburgh
& Lothian Race Equality Council and the Glasgow Anti
Racist Alliance.
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Headlines . Communications . Home
Caution on £11million social work training
Stephen Smellie, Chair of UNISON Scotland's Social
Work Issues Group has welcomed the Scottish Executive's
£11million boost to social work training but says
it will take more than this to solve the problems.
In a letter to Holyrood magazine, Stephen writes:
"What the Minister needs to do is turn the clock back
10 years and massively invest in training, education,
recruitment and retention from then on and once we
get back to 2003 everything will be better.
"Unfortunately, time travel is not a devolved power
and the Minister is unlikely to assume these powers
in the near future.
"Social Work remains a challenging but rewarding
service to work in.
"All staff, not just Social Workers, make significant
improvements to the quality of life for the vulnerable,
their carers and families, but it also continues to
be a service where staff are poorly paid and regularly
blamed and scapegoated when things go wrong and when
demands continue to mount up.
"Addressing these issues will take more than £11million
of investment in training."
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Headlines . Communications . Home
Angus
moves ahead on Return to Learn
by Alan Cowan, Angus Council Branch
Many of our members have been concerned about the
need to raise training and development as a bargaining
issue. It is a concern which we share in Angus and
have responded to by taking advantage of opportunities
to lobby the employer and raise awareness.
One of these opportunities has been the Return to
Learn programme. Return to Learn in Angus began in
1999 and was delivered across council departments.
Since then we have organised two courses a year through
the WEA and UNISON.
We have also been able to develop a successful partnership
with the Social Work Department through the funds
made available by the Scottish Executive for health
and social care staff. With the ongoing requirement
for more staff to attain SVQs, this presents employers
with a problem in how to encourage staff with little
or no qualifications to gain skills and confidence.
Return to Learn offers UNISON a positive role addressing
learning needs in a supportive manner and a seat at
the bargaining table for local branches.
We are confident that the results we have seen locally
have been valued by the students on the course and
are hopeful that we will be able to encourage the
social work department to commit to take responsibility
for funding the Return to Learn programme into its
employee development planning.
Angus is among a range of Local Authorities supporting
the Return to Learn programme. We are unique in terms
of our successes in delivering the course in a rural
setting.
This has been largely due to partnership working
developed through briefing managers and staff to minimise
barriers presented by working in remote locations
and covering absences to attend courses.
There are other groups of workers who would benefit
from access to Return to Learn. These include housing
staff and classroom assistants. With minor changes
to the content and focus of the course we can offer
learning opportunities across many departments.
This will help our members to gain recognition for
the skills they already have and support to bring
new learning to the work place. The successes of Return
to Learn demonstrates the benefits to the employer
of working with UNISON and that investing in staff
increases the skills of the organisation. In Angus
we are recruiting lifelong learning advisors to take
advantage of the progress made on Return to Learn.
The new rights on negotiation and representation
on learning issues offer an opportunity to progress
onto the wider picture and promote joint working on
learning between the union and employer.
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Headlines . Communications . Home
10th
Birthdays prompt closer links
This November's Glasgay! (starting November 1) marks
anniversaries for both the Festival and for UNISON.
To mark the long connections between the two, UNISON
is sponsoring the main festival venue, Glasgow's Tron
Theatre, and the two organisations have joined their
websites (www.glasgay!.com)
to provide a direct expression of the link.
Neil McInnes, Secretary of UNISON's Scottish Lesbian
and Gay Group said "We wanted to ensure that UNISON's
anniversary and Glasgay's Birthday were both being
celebrated at this years festival. We will be putting
a stall up in the Tron for the duration of the festival,
and UNISON's logo is prominent in the Glasgay programme."
Among the events at the Tron which will benefit from
this sponsorship, are singer, Barb Junger, theatre
performer Ursula Martinez, a performance poetry group,
Lips Unleashed, jazz singer Stephen Duffy and an exhibition
of visual art - called 'Chesty Morgan: an emotional
roller coaster' by David Oswald.
Reminder: 10th Annual Scottish L&G Conference Saturday
8 November 2003, Edinburgh
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Headlines . Communications . Home
OT's
get conditions choice in joint future
By Kirsten Hey, City of Edinburgh Branch
As Joint Future progresses, more joint NHS/Social
Work/Housing teams are being set up to deliver services.
While we hope this leads to improved services for
clients, it has created problems where Occupational
Therapists working in the same team are employed by
an NHS Trust and a Local Authority (LA), doing the
same job but on very different terms and conditions.
OTs are the only health/social care profession employed
in the NHS, Social Work, Education, Housing, and the
Voluntary Sector, often on very different terms and
conditions.
As Edinburgh began to set up and restructure its
jointly funded and managed Rapid Response and Rehabilitation
(RRR) teams, composed of physiotherapists, rehab assistants
and OTs, the OT issue became a major problem.
Physios were obviously going to remain in the NHS,
and we agreed that the rehab assistants would be employed
as SW Community Care Assistants as this was a better
pay scale than NHS therapy assistants. But this still
left the problem of NHS or LA for the OTs.
The working group decided that insisting that the
posts had to be held within the NHS or the LA would
restrict the pool of applicants; many experienced
OTs with long continuous service might not want to
apply for the posts if they would have to change employer.
This is exacerbated because NHS Trusts can recognise
LA service but LAs will not recognise NHS service,
for purposes of annual leave etc. It became clear
that the grading structures and responsibilities linked
to each grade within the NHS and SW are so different
that it was impossible to begin to compare them, and
the only useful point of comparison was salary.
We were clear that the OT posts within these teams,
from an NHS point of view, would be Senior II and
Senior I, but the Social Work grading structure only
allowed one "clinical grade" - main grade. We got
agreement from the Social Work Department that the
"senior practitioner" grade, previously only available
in some Social Worker posts, would be expanded and
made available to OTs in the RRR teams.
This meant that if the OTs employed were NHS, they
would be on Senior II or Senior I grades, and SW OTs
would be on main grade or senior practitioner. The
salaries for Senior II/main grade and Senior I/senior
practitioner are not identical but they are comparable,
although other terms and conditions remain quite different.
Personnel said they would insist that any OT appointed
to these posts would have to remain in the employment,
and on the terms and conditions, of her current employer,
ie if an NHS OT applied for a RRR job, she would have
to remain within the NHS and vice versa.
The stewards felt this was unreasonably restrictive
- how can an employer refuse to let you leave? - and
that it would restrict the pool of applicants. Stewards
felt strongly that the fairest and simplest way to
do it would be to allow the OTs, when appointed, to
choose whether they wanted to be employed in the NHS
or the LA.
Personnel were not happy with this, but thankfully
the Joint Future Implementation Manager has a modicum
of common sense and this solution was agreed. Allowing
OTs in these teams to choose who they want to be employed
by will ensure that they can choose the terms and
conditions most favourable to their own circumstances,
thus reducing the need for equal pay claims.
It allows OTs a degree of control over their careers
which should help to minimise any potential tension
caused by the differences in NHS and LA terms and
conditions. OTs already have the ability to move between
the NHS and LAs, and to move their pension with them,
or leave it where it is.
This agreement does not provide a new level of flexibility,
it merely provides the same choices available to OTs
changing jobs outside the RRR teams.
It is important to note that this agreement only
applies to OTs working in joint teams, and we recognise
that it is a stop-gap solution until the issue can
be addressed properly.
As Joint Future progresses, and more joint teams
are established, the OT issues will have to be addressed
at a Scottish level but we feel we have achieved a
satisfactory temporary solution for Edinburgh, and
we hope other branches facing the same issues will
find this useful.
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Headlines . Communications . Home
Warning
on private solicitors seeking 'equal pay' claims
A warning has come from UNISON nationally that private
solicitor firms are canvassing UNISON members to seek
business for possible equal pay claims.
Heather Wakefield, Secretary of the National Local
Government Group said: "It is not in members interests
to instruct a private solicitor to take a claim against
their employer. These firms take these cases for one
reason - to make a substantial profit. They take a
substantial percentage of successful claims - around
25% + VAT.
"UNISON can provide lawyers and equal pay experts
to deal with strategic claims - and do so absolutely
free to members. We are also in a better position
to know the background to the position in the local
employer and to be able to link negotiations to legal
cases and campaigns."
Activists are urged to publicise this information
amongst members who may be approached, and to identify
potential equal pay claims to their appropriate regional
officer.
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Headlines . Communications . Home
Southern
General porters back in house
UNISON has welcomed South Glasgow Hospitals' decision
to serve notice on private contractor Mitie Olscot
and return the portering staff at the Southern General
to the NHS.
This move will see all 70 employees move onto the
minimum conditions of service for NHS workers no later
than 1 October 2004 The contract to supply portering
services at the Southern General has been in the hands
of the private sector since the early 90's.
Industrial relations hit an all time low this summer
in a dispute over pay and terms and conditions which
was settled at the 11th hour.
During the dispute Mitie Olscot had threatened to
withdraw from the contract and claimed that it was
not profitable.
UNISON Regional Organiser, Matt McLaughlin said,
"This is a great day for our members employed by Mitie
Olscot. Working in partnership with managers within
the Trust we have secured a positive future for a
key group of staff and returned them to the NHS family.
In the coming weeks and months we'll be working with
the employer to ensure that staff are employed on
the same terms and conditions as every other worker
in the NHS."
Members were due to go on strike on Wednesday 15
October. But by voting to accept an pay and conditions
offer they have settled a year-long dispute. The private
contract is one of the last still in operation in
the NHS in Scotland.
As from 1 October staff will now be entitled to
* a maximum of 25 days annual leave after 10 years
service
* 4 months sick pay
* increased responsibility payments for charge hands
The agreement comes on the back of an earlier agreement
to introduce a minimum wage of £5.18 from £4.26, ensuring
the porters are paid the same as other in-house staff
elsewhere in the NHS in Scotland.
This contract is one of the last operated by the
private sector in the NHS in Scotland, outwith PFI
hospitals.
Matt McLaughlin said "There is no place for profit
in the provision of public services. I am proud of
our efforts in UNISON to eradicate the two tier workforce
and return services in house."
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Headlines . Communications . Home
Public safety still low priority but Scottish
councils better
The safety of the public and employees is being put
at risk because cowboy employers feel free to get
away with flouting health and safety laws across the
UK.
This is the key finding from a new report from UNISON,
which found that where you live in the UK determines
the level of health and safety enforcement undertaken
by local authorities.
In Scotland, local authorities delivered appreciably
better results than many authorities down south. However
this good result is tempered by the worse inspection
record of the HSE in Scotland.
The analysis for the report was undertaken by the
Centre for Corporate accountability (CCA), who looked
in detail at local authorities who are responsible
for offices, shops, warehouses, fuel and storage depots,
residential care homes and premises involved in catering,
leisure, cultural or consumer and other services.
Scottish authorities come out well in the survey
but Dave Watson, UNISONScotland's Scottish Organiser
for Policy and Information, says there is no room
for complacency:
"UNISON will be sending copies of the report to all
local authorities and raising it with the Scottish
Parliament. We cannot let the health and safety of
the public be put at risk.
"Although in Scotland the level of results were better
than down south, the targets set for local authority
inspections are not always met, and the levels of
HSE inspections here tend to be much lower than elsewhere
in the UK.
"Employers in some other parts of the UK often have
no real incentive to comply with regulations because
there is no chance that they will get caught".
"Many local authorities, particularly in Scotland
are providing an excellent inspection service. When
resourced properly they are examples of what democratically
accountable public services can do.
"We want to see all local authorities - and even
the HSE - co-operate, communicate and support one
another to raise standards. We should not be sidetracked
into expensive and unneccessary reorganisation, when
public service networking would be more effective."
See the full report at: www.corporateaccountability.org/LA/Report03/Main.htm
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Headlines . Communications . Home
Freedom
of Information - what plans do employers have?
Freedom of information (FoI) legislation will come
into effect in January 2005. This may seem a long
time away, but it is time that branches started to
ask public service employers how they plan to gear
up for it.
Chris Bartter, UNISON's Scottish Communications Officer,
said: "The implications of this legislation are much
more wide reaching than people realise. Despite the
'implementation group' that has been set up by public
sector employers, the bulk of authorities have done
little or no planning to cope with this."
The Act aims to do no less than to change the attitude
of public authorities to one of openness and transparency.
With the exception of some exemptions (many of which
were challenged by UNISON) almost all records and
information held by all public authorities should
be available to any member of the public on request.
Authorities have to produce a publication scheme,
showing what information they intend to publish, and
a draft code of practice listing other advice has
just finished its consultation period (UNISON is responding
and our comments will be on the web.).
Chris Bartter is urging branches to get into discussion
with employers over how they intend to deliver. "Employers
need to set up systems for the recording, storing
and retrieval of material. They need to decide how,
where and who is going to take in requests for this
information, train them and other staff on the implications
of the legislation.
"These have obvious implications for resources -
and needless to say the Executive refused our suggestion
of extra resources to authorities."
There is another thing that branches should be raising
with employers. As we know, some public services are
now provided by non-public bodies - either private
firms or the voluntary sector - these will not be
covered by FoI unless they provide services under
contract or are listed by Ministers under the Act
as de facto public bodies.
We argued unsuccessfully that they should be automatically
included, but now we should be asking employers to
list any non-public bodies providing public services,
drawing their attention to the strong line being taken
by the Scottish Information Commissioner against confidentiality
clauses in contracts and identifying bodies ourselves
that may be providing services - but not under contract
- for example, Housing Associations.
"Now we need to put pressure on the Scottish Executive
to deliver on promises made during the Act's Parliamentary
passage," says Chris.
"The draft code is quite strong in its advice to
authorities signing contracts. We need to raise this
advice with authorities in discussions about PFI/PPP
deals and other contracts.
"Branches should also become familiar with the terms
of the Act so they can use it where appropriate if
employers try to refuse information."
Index
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Headlines . Communications . Home
The
day The Wall came to Abu Dis, Palestine
Scottish Friends of Palestine The Wall An Open
Conference Saturday 8 November 1.30 to 4.30 The Voluntary
Centre, Hope Street, Falkirk
(An email from a resident of Abu Dis)
"The village of Abu Dis lies on the outskirts of
Jerusalem. Since Thursday night 21 August 2003, the
lives of the villagers have been turned upside down.
The Israeli army, accompanied by a big bulldozer,
came into our residential area, demolished the wall
of the nearby hotel and passed through into the lands
of the Ayyad family inside Abu Dis.
No one would believe the crazy situation we are
living! It is all very hard for a human being to comprehend.
Since Thursday night, developments have been rapid.
The wall, up to 8 metres high, is to be completed
around our villages in one month. Hundreds of acres
of land are to be lost, houses are to be confiscated.
Around 50,000 Palestinians are to be trapped behind
the wall with no hospitals, not even an emergency
room.
Families are in the midst of fighting for their
lands and properties, in the midst of fighting for
their rights as human beings, in the midst of trying
to secure safe passage for their children to reach
their schools in Abu Dis, knowing the school year
is to start next Monday.
We are in the midst of trying to secure safe passage
to reach our work places, to reach the doctors, to
care for our elderly parents."
Why Falkirk?
Around 140CE the Roman Emperor Antoninus Pius had
an idea. To reinforce the occupation of Lowland Scotland,
to keep the indigenous Picts at bay - build a wall.
The wall, defended by 30 000 men, lasted about 25
years and, apart from remnants of the Antonine Wall
now visible in Falkirk, it has gone.
The Antonine Wall was a marvel of its day, carving,
as it did, its way through Central Scotland. However,
it never defeated its adversaries and as an exercise
in the futility of wall building to separate people,
it still remains second to none.
If Antoninus Pius was alive today, he might have
some advice for Ariel Sharon with regard to Israel's
Apartheid Wall. In the absence of Antoninus, Falkirk
and Scotland will be offering advice to Ariel Sharon.
Speakers: Michael Connarty MP (member of Labour Middle
East Council and the All Party Group on Palestine)
Cathy Peattie MSP & Dennis Canavan MSP (members of
the Cross Party Group on Palestine in the Scottish
Parliament) Husam Zomlot (Palestinian General Delegation)
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Headlines . Communications . Home
Scottish
Executive accused of complacency as nurses are stabbed,
head-butted, sexually assaulted and threatened with
guns
UNISON has accused the Scottish Executive of complacency
in its dealings with the health and safety of Scotland's
135,000 health service workers.
Speaking at a Health and Safety Conference in Edinburgh,
Jim Devine, UNISON's Scottish Organiser (Health) said,
"Two years ago, over a relatively short period of
time, there were 112 physical assaults on doctors
and nurses at the Victoria Infirmary in Glasgow including
one sexual assault. At the Southern General there
were 166 physical assaults including one incident
where a patient threatened a junior doctor with a
knife.
"This year, while working in the Scottish NHS nurses
have been stabbed, head-butted, sexually assaulted
and threatened with guns. During the summer in a London
hospital a nurse was murdered while on duty.
"Against this background of increased violence against
health service workers, one has to ask what the Scottish
Executive's response has been. Sadly, the only conclusion
you can reach is that it is one of complacency."
"There is still no standard definition of physical
and verbal abuse applying throughout the Scottish
Health Service and as a consequence the statistics
that are supplied by most Trusts are almost meaningless."
STOP PRESS
Matt Smith, Scottish Secretary said "The STUC
and the Scottish Executive are in discussion on how
to extend emergnecy worker protection across the public
service. We welcome anu attempt to address this serious
issue".
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Scotland's
public service union
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