HUMAN RESOURCES FACILITIES AND TIME OFF FOR TRADE …unitenhstayside.wdfiles.com/local--files/nhs-tayside... · 2012-09-17 · HUMAN RESOURCES FACILITIES AND TIME OFF FOR TRADE UNION

HUMAN RESOURCES

FACILITIES AND TIME OFF FOR TRADE UNION DUTIES AND

ACTIVITIES

Policy Manager Alan Small

Policy Group Jenny Alexander, John Boland, Judith Golden, Brian Main, Liz Murray, Vanessa Shand, Alan Small.

Policy Establ ished Last Updated December 2011

Policy Review Period/Expiry

December 2015

This policy does / does not apply to Medical/Dental Staff (delete as appropriate)

UNCONTROLLED WHEN PRINTED

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Policy Development, Review and Control Policy

Version Control

Version Number

Purpose/Change Author Date

1.0

Version Control was introduced in July 2011, and the previous versions of this policy, prior to this date, are available in the Electronic Document Store.

Alan Small

2.0 Updated as a result of new PIN being issued.

Alan Small March 2012

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CONTENTS 1. INTRODUCTION 2. OBJECTIVES 3. EMPLOYER RESPONSIBILITIES 4. TRADE UNION/PROFESSIONAL ORGANISATION RESPONSIBI LITIES 5. REQUESTS FOR FACILITIES TIME AND ARRANGEMENTS 6. RELEASE ARRANGEMENTS 7. FUNDING ARRANGEMENTS 8. PROCEDURE FOR AGREEING TIME OFF 9. SETTLING DIFFERENCES OF OPINION APPENDIX 1: RECOGNISED TRADE UNIONS AND STAFF ORGAN ISATIONS ANNEX A: FACILITIES MANAGEMENT TOOL ANNEX B: FACILITIES TIME REQUEST & MONITORING FORM

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FACILITIES & TIME OFF FOR TRADE UNION DUTIES AND AC TIVITIES

1. Introduction

NHS Tayside recognises the benefits of good industrial relations arising from trade union membership and encourages staff to join an appropriate trade union or staff organisation. 1.1 This policy identifies the framework for facilities and time-off for accredited

representatives of independent trade unions/professional organisations recognised in accordance with NHS terms and conditions.

1.2 It takes cognisance of the relevant, current statutory framework as follows:

• Health and Safety at Work Act 1974 and related legislation • Trade Union and Labour Relations (Consolidation) Act 1992 (TULRA 1992),

as amended by the Employment Act 2002 • Employment Rights Act 1996 (s61, s62) • Employment Relations Act 1999 (S10) • ACAS Code of Practice – Time off for Trade Union Duties and Activities • NHS Reform (Scotland) Act 2004

1.3 NHS Tayside recognises that time off for trade union/professional organisation

duties and activities as well as the practical support and facilities needed to carry out all trade union/professional organisation work will be to the mutual benefit of employer and trade unions/professional organisations.

1.4 NHS Tayside recognises that it is vital to good employee relations that its

workforce should be represented by recognised trade unions/professional organisations.

1.5 The partnership agenda, to which NHS Tayside is committed, makes it all the

more imperative for employers to recognise that investment in good facilities agreements is key to the management of the people who deliver health services to meet patient need.

1.6 NHS Tayside will adopt the framework contained within the Agenda for Change

Time Off and Facilities for Staff Representative policy and procedure as it applies to the implementation of Agenda for Change.

1.7 NHS Tayside recognises the significant increase in demands made on trade

union/professional organisations within the Staff Governance Standard and is committed to supporting representatives to undertake the roles required as detailed in the NHS Reform (Scotland) Act 2004.

2. Objectives

This document seeks to identify the framework for facilities and time off for staff elected as accredited representatives of those Trade Unions and Staff Organisations, which NHS Tayside recognises for negotiation and consultation purposes. Those recognised are set out in Appendix 1.

2.1 To provide clear guidelines against which applications for time off can be

determined. 2.2 To avoid misunderstandings.

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2.3 To ensure fair and reasonable treatment. 3. Employer Responsibilities

3.1 NHS Tayside will:

a. put in place budgeting and accounting systems to provide for the central provision of the costs of trade union/professional partnership arrangements managed by the Area Partnership Forum; local funding arrangements will be put in place for trade union duties and activities.

b. ensure that management at all levels are familiar with agreements and arrangements relating to facilities agreements;

c. ensure no victimisation of employees for their trade union/professional organisation involvement and that individuals employment and careers are not prejudiced; and

d. provide facilities to recognised trade unions/professional organisation as detailed in 3.2 below.

3.2 NHS Tayside will provide the following facilities to recognised trade

unions/professional organisations:

a. the provision of appropriate accommodation for meetings and trade union/professional organisation education. (Appropriate arrangements will be made for refreshments where requested); depending on the nature and purpose of the meeting charges may be levied at cost;

b. representatives will follow the laid down procedures in booking such accommodation;

c. facilities for the deduction of trade/union/professional organisation subscriptions from payroll. Information will be provided to trade unions/professional organisations in the format requested;

d. details of new employees, those leaving, and where practicable, employees changing jobs;

e. secure office accommodation (including the provision of reasonable storage facilities for documentation) for use by representatives, to ensure that trade union/professional organisation activity can be pursued in private;

f. access to internal and external telephones for use in trade union/professional organisation activity with due regard given to the need for privacy and confidentiality;

g. access to the internal mail system. Where it proves necessary to distribute to particular workplaces by post, the organisation will bear the cost where mailings are agreed in advance;

h. the use of PC’s and Photocopiers provided for essential work in respect of employee relations;

i. provision of pagers, mobile phones, where necessary, to trade union/professional organisation officers;

j. access to the employer’s intranet and e-mail systems where available; k. access to administrative support to the trade union/professional organisation

officers of the Negotiating Committees and/or Partnership Forums, with due regard given to the need for privacy and confidentiality;

l. access to the organisation’s notice boards at all major locations for display of official trade union/professional organisation literature and information. It is accepted that trade union/staff organisations will exercise good judgement in relation to material posted. Notices distributed elsewhere on organisation premises must be with prior consent;

m. access for representatives to all documents relating to agreements which affect members represented;

n. access to information for collective bargaining as specified by the ACAS Code, Disclosure of Information for Trade Unions for Collective Bargaining Purposes;

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o. access for representatives to all relevant information, such as minutes, agendas pertinent to the partnership process, including local health plans, financial plans, service development and review plans;

p. the facility for representatives to meet with full-time officers by arrangement; and

q. facilities to enable recognised trade unions/professional organisations to conduct a ballot where this is required by law or otherwise mutually agreed;

r. arrangements for and minutes of joint meetings will be provided. 4. Trade Union/Professional Organisation responsibi lities

4.1 Recognised Trade Unions/Professional Organisations will:

a. elect and accredit representatives in accordance with trade union/professional organisation constitutions;

b. notify the Director of Workforce of accredited representatives and areas of responsibility;

c. give the Director of Workforce written notification when a representative ceases to hold office;

d. provide appropriate training for its representatives; e. ensure representatives are familiar with the agreement provisions; f. ensure that the time and resources provided in this context will be used

appropriately and cost-effectively; and g. ensure representatives give reasonable notice of time off requirements and

comply with agreed monitoring arrangements; h. full-time officers of Trade Unions may visit work places in the performance of

their duties by prior arrangement/agreement with the Department Head; i. provide representatives with written credentials.

4.2 Accredited Trade Union/Professional Organisation representatives will:

a. abide by the rules of their trade union/professional organisation and the policies and procedures of NHS Tayside.

b. Represent their members on matters that are of mutual concern to NHS Tayside and its employees; and

c. Give reasonable notice of time off requirements. Where possible pre-planned commitments should be notified. Where possible, notification of time off for training courses should be given as early as possible and no later than four weeks prior to the course.

5 Requests for facilities time and arrangements

5.1 It is not possible to be prescriptive about all the roles that require to be undertaken within NHS Tayside or to be exact about the time required to carry them out. Requests for paid time off will not be unreasonably refused.

5.2 Subject to adequate notification, accredited trade union/professional organisation

representatives will be permitted paid time off during working hours to carry out duties that are concerned with negotiation and consultation with NHS Tayside for duties connected with:

a. meeting the requirements of the staff Governance Standard including carrying

out the staff survey and completion of the self-assessment audit tool; b. negotiation of terms and conditions of employment, in particular

implementation of Agenda for Change, attendance at local Negotiating Committees or Sub-Committees, and relevant national bodies;

c. matters relating to the application of NHS Tayside policies, including Promoting Attendance at Work and matters of discipline or grievance, including time to prepare for meetings called under the relevant procedures;

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d. the physical conditions in which staff are required to work, including participation in risk assessment programmes and local Health and Safety Committees;

e. recruitment of employees to union/organisation NHS Tayside membership, in particular attendance at employee induction courses;

f. allocation of work or the duties of employment between workers or groups of workers;

g. partnership, including participation in the Area Partnership Forum, its sub groups and other local partnership groups, time to prepare for such meetings and disseminate information and outcomes to members and the time involved for travel for meetings away from the workplace. This also includes participation in relevant area-wide, inter-agency or Scottish Fora (e.g. PIN Board groups).

5.3 In addition, paid time off will normally be granted to delegates for attendance at

trade union/professional organisation group meetings or conferences. It is expected that the trade unions/professional organisations will meet the costs of delegates’ attendance (travel, subsistence etc).

5.4 Reasonable time off with pay will be granted to attend training courses approved

by TUC, STUC or recognised trade union/professional organisation. Requests should normally be made to the appropriate line manager, where possible, at least four weeks in advance of the start of the course. Details of the course should be provided. Union/organisation branches should seek to undertake annual training needs assessment of representatives and branch officers and notify NHS Tayside of requirements for time off and facilities. Programmes of training will include joint courses with the employer.

5.5 Where time off with pay has been approved, the payment due will equate to the

earnings the employee would otherwise have received had s/he been at work.

5.6 Where meetings called by management are held on matters covered by 4.2 above and where a trade union/professional organisation representative has to attend outwith his/her normal working hours, appropriate payment will be made or equivalent time off granted. This also applies to approved training courses, which extend beyond contracted hours.

5.7 It is recognised that senior trade union/professional organisation representatives,

including branch secretaries and officers of local negotiating committees and Area Partnership Fora bear a greater responsibility in terms of trade union/professional organisation duties. NHS Tayside will, therefore, conclude agreements with trade union/professional organisations on appropriate secured paid time off for such representatives and arrangements for replacement staffing.

6 Release arrangements

6.1 Where full time release is granted to a representative, the following issues will be clarified before the release begins:

a. agreement for return to work to their original post or substantive post on the

same grade, terms and conditions; b. line management arrangements for the purposes of sickness reporting, leave:

and c. allowance for continuing professional development, access to job vacancies,

staff training.

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7 Funding arrangements

A Partnership Fund will be established for the backfill costs of paid time off for trade union/professional organisation official’s partnership duties. The Fund will be managed by the Area Partnership Forum who may delegate this to a sub group agreed by the APF, which will include joint chairs. Any decisions require to be ratified by the Area Partnership Forum. Quarterly reports will be made available to the Area Partnership Forum. All requests for paid time off must be submitted on the Facilities Time Request and Monitoring Form (see 8 below) and the Partnership Fund will be established by reference to the information provided on the monitoring forms. Funding will be based on projected expenditure by reference to historical data regarding partnership activity. In future years the information provided through use of the monitoring form (Annex A) may be used to assist in the annual review of the funding.

8 Procedure for agreeing time off

Recording and Monitoring Facility Time

It is the responsibility of the trade union/professional organisation representative to ensure s/he maintains an accurate record of the facility time required to undertake their trade union/professional organisation activities. This is achieved through the use of the Facilities Time Request and Monitoring Form (attached as Annex B to this Agreement). This form must be completed before any time off may be granted. This form serves three functions; firstly, it acts as a means of recording formal authorisation given by the line manager; secondly, it requires the line manager to record the reason when authorisation has been withheld; and thirdly, it helps to build an accurate picture of the amount of time invested in the role of trade union/professional organisation representatives. Trade union/professional organisation representatives must submit requests for planned facility time within agreed timescales for authorisation by their line manager. At the end of each month, the trade union/professional organisation representative must complete the form on a retrospective basis, listing ad hoc or unplanned facility time engagements previously verbally agreed by Manager. Fully completed forms must be submitted to the PIN Co-ordinator for the compilation of a statistical report which will be presented to the Area Partnership Forum at least 3 times a year and reviewed on an annual basis, as part of the review of the Facilities Agreement.

9 Settling differences of opinion

9.1 In the event of disagreement over granting of time off, advice of the Workforce department should be sought to seek an informal resolution. This may involve senior trade union/professional organisation representative or full-time official as appropriate and determined by the trade union/professional organisation.

9.2 In the event of the matter remaining disputed, the issue will be dealt with through the grievance procedure.

9.3 In the case of persistent problems a union/organisation representative has the right to complain to a tribunal under s.168 (4) TULRA (1992) that the employer has ‘failed to permit’ him or her to take reasonable time off, or under s.169 (5) that s/he has not been paid properly for time off taken.

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Appendix 1 RECOGNISED TRADE UNIONS/STAFF ORGANISATIONS

The following trade unions/staff organisations are recognised by NHS Tayside Association of Clinical Biochemists British Association of Occupational Therapists British Dietetic Association British Dental Association British Medical Association British Orthoptic Society Community District Nursing Association Chartered Society of Physiotherapy General, Municipal and Boilermakers Royal College of Midwives Royal College of Nursing The Society of Chiropodists and Podiatrists Society of Radiographers Unite Union of Construction Allied Trades and Techniques Unison USDAW

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ANNEX A

Facilities Management Tool (Individual) A BASIC STEWARDING/REPRESENTATIVE ROLE

AVERAGE HOURS

PER MONTH AVERAGE COST PER MONTH

1. Recruitment/Induction

2. Grievance (preparation)

3. Disciplinary (preparation)

4. Advice/Guidance (informal resolution)

5. Consultation

6. Negotiation

7. Training

B HEALTH AND SAFETY

AVERAGE HOURS


1. Duties as statutory safety representative

2. Health and Safety Committees

3. Policy Development

4. Training

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Facilities Management Tool (Individual) C AGENDA FOR CHANGE

AVERAGE HOURS


1. Briefing/communication/advice

2. Steering Committee

3. Job Matching

4. Job Evaluation

5. Job Analysis

6. Appeals

7. KSF Activity

8. Training

D PARTNERSHIP INITIATIVES

AVERAGE HOURS


1. Health Board Meetings/Sub Committees

2. Staff Governance Committee

3. Area Partnership Forum (APF)

4. APF Sub Groups

5. ‘Local’ Partnership Forum (Divisional, CHP etc.)

6. Service Planning/Re-design

7. Staff Side Meetings

8. Reading/Preparation

9. Training

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Facilities Management Tool (Individual) E ROLE WITHIN WIDER UNION/STAFF SIDE ORGANISATION

AVERAGE HOURS


1. Scottish

2. UK

3. Other

F ROLE WITH OTHER EMPLOYERS

AVERAGE HOURS


1. PFI/PPP Contractors

2. Other (e.g. Nursing Homes etc.)

G UNION LEARNING REPRESENTATIVE

AVERAGE HOURS


1. Statutory Rule

2. Training

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ANNEX B NHS TAYSIDE

Facilities Time Request and Monitoring 1.1 Section 1: To be completed by Staff Representat ive (where annual/monthly

request being submitted, please attach list of meet ings, dates, time off required and attach to this form. Please indicate whether Partnership/TU Duties or Activities.

1.2 Personal Details

Name Job Title Ward/Department & Base Phone Trade Union/Professional Association

1.3 Origin of Request

Is your time out at the request of …? (please tick box) NHS Tayside Your Union/Association Your member(s) Both/all parties Other (please specify): ……….…………………………

1.4 Reason for needing time out (please tick box)

Partnership Duties

Area Partnership Forum Local Partnership Forum Partnership Working Group Co-delivery local policy training Staff Side Group (Partnership) Other (please specify): ……………………………………. Trade Union/Professional Association Duties & Activ ities Advising/representing members Staff side Group (Non Partnership) Attending in-house training Off-site training/conference Other (please specify):

1.5 Estimate of Facilities Requested - (where annua l/monthly request being

submitted, please attach list of meetings, dates, t ime off required and attach to this form. Please indicate whether Partnership/TU Duties or Ac tivities.

Date(s) for time out Start & end time Total time required (including travel) Date & time when back at work/on duty

Signature

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Section 2: To be completed by manager Time Off Agreed/Not Agreed (please delete as appropriate ) Reason, if not agreed

Signed Date If time out attracts Partnership Fund money: Band of replacement costs Hours of replacement costs Budget code to receive replacement costs

Name of Manager (please print in block capitals)

Signature Section 3: To be completed by Head of Workforce I approve/do not approve (please delete as appropriate) of the Partnership Fund being used for this purpose. Please forward the necessary funds to budget code _________. Name of M anager/Adviser (please print in block capitals)

Signature Process

Need for time off arises or has already risen

Staff Representative completes Section 1 & passes form to Manager

Manager completes Section 2 and passes form to Head of Workforce if partnership funding requested. If no partnership

funding requested form sent to PIN Coordinator.

• If request attracts Partnership Fund money, Head of Workforce completes Section 3.

• Head of Workforce notifies manager and staff representative of outcome and forwards form to Finance Department, Kings Cross Hospital for budget transfer. Copy of form also sent to PIN Coordinator.

• If request does not attract Partnership Fund money, or if request denied, no need to complete Section 3.

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NHS TAYSIDE - POLICY APPROVAL CHECKLIST This checklist must be completed and forwarded with policy to the appropriate forum/committee for approval. POLICY/STRATEGY AREA: (See Intranet Framework) Huma n Resources POLICY/STRATEGY TITLE: Facilities and Time Off for Trade Union Duties & Activities LEAD OFFICER: Director of Strategic HR and Workforc e Development Why has this policy/strategy been developed?

Review o f existing arrangements in line with PIN Guidelines

Has the policy/strategy been developed in accordance with or related to legislation? – Please give details of applicable legislation.

Yes – TULRA 1992, Employment Relations Act 1997, Employment Rights Act 1996, Health & Safety at Work Act 1974

Has a risk control plan been developed? Who is the owner of the risk?

No

Who has been involved/consulted in the development of the policy/strategy?

W & G Forum - Consultation in accordance with Partnership process

Has the policy/strategy been assessed for its impact in terms of discrimination:

Has the policy been assessed not to disadvantage people from the following groups:

Racial Gender Age Disability Religion/Faith Sexual Orientation

Yes No Yes No Yes No Yes No Yes No Yes No

Minority Ethnic Communities (includes Gypsy/Travellers, Refugees & Asylum Seekers) Women and Men Religious/Faith Groups Disabled People Older People Children and Young People Lesbian, Gay, Bisexual & Transgender Community

Yes No Yes No Yes No Yes No Yes No Yes No Yes No

Is there an implementation plan?

YES NO

Does the policy/strategy contain evidence of the Equality & Diversity Impact Assessment Process?

Yes

Which officers are responsible for implementation?

All staff.

When will the policy/strategy take effect?

With immediate effect.

Who must comply with the policy/strategy?

All directly employed NHS staff

How will they be informed of their responsibilities ?

Corporate distribution

Is any training required?

YES NO

If yes, has any been arranged?

YES NO N/A

Are there any cost implications?

YES NO

If yes, please detail costs and note source of funding

Cost met from Partnership Fund

Who is responsible for auditing the implementation of the policy/strategy?

Area Partnership Forum

What is the audit interval?

Yearly

Who will receive the audit reports?

APF

When will the policy be reviewed and by whom? (please give designation)

3 Years – Area Partnership Forum

Name: Alan Small Date: April 2012

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EQUALITY AND DIVERSITY IMPACT ASSESSMENT Name of Service Improvement/Redesign, Policy or Strategy Facilities and Time Off for Trade Union Duties and Activities Location Area of Service Improvement/Redesign, Policy or Strategy Workforce What are the main aims of you Service Improvement/Redesign, Policy or Strategy? The policy is designed to guide managers and staff side representatives on the process to deal with time off for trade union duties and activities. What are the intended outcomes from the proposed Service Improvement/Redesign, Policy or Strategy? All managers and staff side representatives will adhere and comply with the contents of the policy. Review Team – Who is assessing or considering the assessment? Sub group of Workforce and Governance Forum. Names and Titles of Team Members Management - Alan Small, Head of Workforce (Staff Governance) Liz Murray, Clinical Team Manager, Angus CHP Staff Side - Judith Golden, Employee Director Jenny Alexander, Staff Side Representative John Boland, Staff Side Representative When completed please attach to the policy prior to endorsement/approval at the relevant committee. MUST BE COMPLETED IN ALL CASES

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Item No Considerations Detail Impact and Identify Groups Affected

Document the Evidence Which Supports This

What Further Actions Require to be Taken?

1. Which groups of the population will be affected by the policy/strategy/service redesign

All registered Trade Union/ Professional Association Representatives and Managers.

Research you need to carry out in order to understand the impact more clearly. If not applicable please give reason why.

Previous consultation process.

1.1 Will it impact on the whole population?

No

1.2 If not which groups of the population do you think will be affected by this function/policy?

• Minority ethnic population (including refugees, asylum seekers & gypsies/travellers)

• Women and men • People in religious/faith

groups • Disabled people • Older people, children

and young people • Lesbian, gay, bisexual

and transgender people • People with mental

health problems • Homeless people • People involved in

criminal justice system • staff

Managers and staff-side/ professional association representatives.

Communication to all staff.

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Item No Considerations Detail Impact and Identify

Groups Affected Document the Evidence/Research

Actions Taken/To be Taken

2. What impact will the policy/strategy/service redesign have on lifestyles? For example will the changes affect:

• Diet & nutrition • Exercise & physical

activity • Substance use: tobacco,

alcohol or drugs • Risk taking behaviours • Education & learning or

skills • Other

None.

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Document the Evidence/Research


3. Does your function/policy consider the impact on the communities? Things that might be affected include:

• Social status • Employment

(paid/unpaid) • Social/family support • Stress • Income

Staff side representatives, where leave is unpaid.

Completed forms.

Grievance to be heard when concern raised.

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4. Will the proposal have any impact on:

• Discrimination • Equality of opportunity • Relations between

groups • Other

No.

Previous grievances.

Monitor policy.

5. Will the function/policy have an impact on the physical environment? For example will there be impacts on:

• Living conditions • Working conditions • Pollution or climate

change • Accidental injuries/public

safety • Transmission of

infectious diseases • Other

No.

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6. Will the function/policy affect access to and experience of services? For example

• Healthcare • Social services • Education • Transport • Housing

No.

7. Consultation 1) What existing consultation data do we have?

• Existing consultation sources

• Original consultations • Key learning

2) What consultation, if any, do you need to undertake?

Workforce and staff side representatives. None (minor changes)

Policy developed in partnership.

Minor changes to policy.

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8. In relatio n to the groups identified

• What are the potential impacts on health?

• Will the function/policy impact on access to health care? If yes - in what way?

• Will the function/policy impact on the experience of health care? If yes – in what way?

None No No

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9. Have any potential negative impacts been identified?

• If so, what action has been proposed to counteract the negative impacts? (if yes state how)

For example: • Is there any unlawful

discrimination? • Could any community get

an adverse outcome? • Could any group be

excluded from the benefits of the function/policy?

(consider groups outlined in item 3)

• Does it reinforce negative stereotypes?

(For example, are any of the groups identified at item 3 being disadvantaged due to perception rather than factual information?)

No. No No No.

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10. Data & Research • Is there need to gather

further evidence/data? • Are there any apparent

gaps in knowledge/skills?

Yes Yes

Monitor further. Staff/Managers understanding policy.

Set up Monitoring Group. Communication/Training

11. Monitoring • How will the outcomes

be monitored? • Who will monitor? • What criteria will you use

to measure progress towards the outcomes?

Completed forms/data base. Monitoring Completed forms/governance.

Monitoring Group to be established.

12. Recommendations State your conclusion of your Impact Assessment

Recommended for approval by Workforce & Governance Forum, Area Partnership Forum and Staff Governance Committee.




13. Is a more detailed assessment needed?

• If so, for what reason?

No.

14. Completed function/policy • Who will sign this off? • When?

WAG Forum, APF and Staff Governance Committee. Completed by June 2012.

15. Publication

Staffnet, General circulation, Team Briefing, Policy Tracker.

Conclusion Sheet for Equality Impact Assessment

Positive Impacts

(Note the groups affected)

Positive impact on staff and working arrangements through improved and more efficient process to facilitate and encourage partnership working.

Negative Impacts (Note the groups affected)

Additional Information and Evidence Required

From the outcome of the Equality Impact Assessment what are your recommendations? (refer to questions 10 -13) Establishment of Monitoring Group and policy training developed. This conclusion sheet should be attached to the relevant committee report. MUST BE COMPLETED IN ALL CASES Manager’s Signature Date

Documents

HUMAN RESOURCES FACILITIES AND TIME OFF FOR TRADE …unitenhstayside.wdfiles.com/local--files/nhs-tayside... · 2012-09-17 · HUMAN RESOURCES FACILITIES AND TIME OFF FOR TRADE UNION