Summer 2013

M A G A Z I N ES U M M E R 2 0 1 3

Y O U R V O I C E A T W O R K

Team-based reward scheme

Rep chatWe talk to

Ruth Legge

Telephone: 01442 891 122www.advance-union.org

Advance is the first finance trades union to sign up to the

Living Wage

WIN£200

because people matter!

ADV_SUMMER13_Layout 1 01/05/2013 17:12 Page 1

2 ADVANCE magazine Summer 2013

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Published by Advance, 2nd Floor, 16/17 High Street,Tring, Herts HP23 5AH

Telephone: 01442 891122Fax: 01442 891133Email: [email protected]

All articles © advance magazine2013 or the author. The contentsmay not be reproduced withoutpermission. Writers’ views are not necessarily those of Advance.

Editor: Linda Rolph

Design & production:www.design-mill.co.uk

In this issue...In this issue...

4

CONTENTSTeam-based reward scheme 4

Positive changes toSantander policies 6

The Living Wage 7

Branch transfer 9

News 10Keep in touchYour honesty makes the differenceRep chatLottery winnersRecruitment campaign

Linda’s team Back page

Printed on FSC accreditedrecycled paper.

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4

7

ADVANCEANNUAL GENERALMEETING 2013

Notification of Advance’s Annual General MeetingWHEN: Thursday, 9 May 2013 at 11am WHERE: Room GF7, 2 Triton Square,

London, NW1 3AN

WIN£200

Interested in trying your luck? Contact the Advance office for a lottery form. It only costs £1 monthlyper chance (with a maximum of 10 chances per month)


Evening helpline Contact Linda every Wednesday 8.30 – 10pm 07850 742340

Summer 2013 ADVANCE magazine 3

Welcomehank you for completing theAdvance Stress Survey. We arenot in a position to provide all

information regarding the findings inthis edition. I will be presenting thefindings to Simon Lloyd (HRDirector) and other members of SeniorManagement in the bank in early May.Because this is such an important issuefor all of our members, we have takenthe decision to print a special editionof the Advance Magazine to give youthe findings of our survey and theplans agreed with senior managementto address the issues raised. You shouldreceive that edition by the end of May.

I am delighted to report thatAdvance has signed up to the LivingWage. We are one of the first tradesunions to sign up to the Living Wage.We felt that as a trades union, it wasimportant that we are leaders in thisfield and at the Trades Union Congresslater this year Advance will be raisingthe issue of other trades unions, asemployers, supporting the LivingWage. It is not enough that anemployer pays only the Living Wage:they should sign up to this concept byformally registering as a participatingemployer. Advance believes that notonly is this a matter of CorporateSocial Responsibility but that it is amoral obligation of every employer(big or small, profit or non-profitmaking) to ensure that their employeescan afford a reasonable standard ofliving. We believe that the publicexpect any ethical organisation to

subscribe to the Living Wage. Sadly, looking at the economic

situation, nothing is improving – therehas been a tiny increase in growth,unemployment trends are movingupwards and the majority of livingstandards are falling. However,Advance believes that this does notjustify any employer treating their staffinappropriately – Advance will nottolerate any such situation for ourmembers.

We have received feedback frommembers regarding the pilot on TeamTargets which has been very positive.More branches are now in the pilotand Advance would like a decisionmade to see if a complete roll-out willtake place by the end of the year.

You should be having your half-yearappraisal meeting with your linemanager in the next month or so. It isvery important that you get full creditfor all of your hard work so pleasemake sure that you are fully preparedfor this meeting. If you are not happywith the outcome of your half-yearappraisal, it is very important that youappeal against it. If you need furtheradvice on this matter, please contactthe Advance office on 01442 891122.All calls are treated confidentially.

On a lighter note, I hope that you willtake part in the Advance recruitmentcampaign. Advance representatives worktirelessly and often they rely on Advancemembers to be their “eyes and ears” at alocal level in making them aware of anyrelevant local issues. By increasing our

membership, we increase our strength soI look forward to your help in this area.Please remember that there is a prizedraw of £200 for one lucky individualwho recruits 2 or more new members, sothis could be an opportunity to winsome money!!

Finally, as many of you will be takingSummer holidays (either going away ortaking a well earned rest at home),enjoy the summer – let’s hope that weget some sunshine!!

Until the next time,

Linda Rolph, General Secretary

‘I AM DELIGHTED TOREPORT THAT ADVANCEHAS SIGNED UP TO THELIVING WAGE ’

T


TEAM TARGETS

During a meeting withCharlotte Hogg (Head ofRetail Distribution &Intermediaries) Linda

Rolph from Advance raised theprospect of piloting a team-basedReward scheme in the BranchNetwork. We are delighted thatCharlotte agreed to the pilot. Thispilot began in Quarter 1 and isbased on the activity of the entirebranch rather than those ofindividuals working in them.

One of the key benefits of thisapproach is that now everyone inthe branch plays to their ownindividual strengths. In addition,this also contributes to the bank’sobjective of putting the customerand their needs first. There is lessfocus on the pure volume of salesand a greater importance basedon customer service andcustomer outcomes.

The purpose of this pilot is toexamine new ways of rewardingand continue to embed the ‘newbank’ culture. It recognises thateveryone in the branch has animpact on the “customerexperience” and is rewarded forthis. By piloting a team-basedreward, this will enable thebusiness to see how this newReward scheme will change theculture and motivation within

these pilot branches. Thisunderstanding will be vital in anyfurther development of thescheme.

What are the key changes?● As part of this pilot, CVCs

(Customer Value Credit – thecredit that is given for each sale)have been removed to see if thischanges behaviours within thebranch in relation to salestargets.

● The importance of 123 CustomerValue (how much cashback andvalue customers are getting fromtheir products) has beenincreased: the reason for this isthat by making customer value a more important part of thescheme, it is hoped that this will take part of the focus awayfrom sales.

● Greater emphasis is placed ongrowing balances and cashbackrather than only sales volumes.

● Reward more linked to thecustomer outcomes.

Business Reward has beendeveloped in the scheme. The 4areas that comprise BusinessReward are the Branch BalanceSheet, the 123 World, GrossLending and Protection.Performance in this area willcontribute towards the finalbonus (based on your percentageto target).

As part of Business Reward,customers are allocated to a

branch that they have anassociation with. It is envisagedthat this will allow members ofindividual branches to grow anddeepen relationships with specificcustomers.

In Quarter 1 this scheme waspiloted in 4 regions. In Quarter 2this pilot was extended to afurther 8 regions and more branchcolleagues (including SelectRelationship Managers andMortgage and ProtectionAdvisers). Four university brancheswere also included.

The regions that were selected tobe included in Quarter 1 were:● Southend,● Oxford & High Wycombe,● Central Scotland and● North Wales & the Wirral.

Those regions that were includedin the Quarter 2 were:● Guildford,● Cornwall,● Kingston,● Brent Cross,● Belfast, ● South Yorkshire,● Manchester North and● East Anglia.

Advance initiates a Team-based reward scheme


Sophia Witchell Service and Control Manager in the Southend Branch

Lorna CSA – Llandudno

“MAKES OUR TEAMBETTER ANDSTRONGER”


Need help at work? Contact the Advance helpline 01442 891 122

Advance wanted to get theopinions of our members in thepilot regions as to what theythought of the new Team-basedReward Scheme. Therefore, DebbieCroucher (Senior Caseworker and,prior to this, a Branch Manager)visited some branches in theSouthend region. All of the BranchManagers who she spoke to werevery happy with the new scheme.Specifically, they told Debbie thatthe pilot had a very positive effecton the teams with colleaguesworking together for the samegoal. At their morning huddle,these Branch Managers regularlyupdate their teams on how theyare performing against their teamtarget. All agreed that this pilot isdriving the right behaviours andthat management now focus onhow much money was saved forcustomers, rather than focussingon the number of products sold.

In addition, managers and staffalike were very positive about thisnew pilot. One Branch Managersaid, “This scheme has definitelygot the customer at the heart ofthe bank and this helps to get theculture right!” Another BranchManager said, “This scheme ismuch better than the previous

one! So far, we are through theGateways with a good risk scoreand it looks good, regarding ourbonus. This is the first time in along time! This has set us up forthe year, we are really motivatedand enthusiastic”. The BranchManager went on to say, “All thePBAs and CSAs have found it easyto understand and I have observeda change in behaviour: people arehappier with a positive attitude,it’s been great!”.

Rose O’Neill (Deputy GeneralSecretary) and Jim Leonard(Assistant General Secretary)recently visited the North Walesand Wirral region to listen to ourmembers’ views on the new pilotscheme. This included the views ofPBAs, CSAs and SCMs.

The comments made were:● Cheryl, BM, Llandudno – “Ethos

is very good and clearly puts thecustomer first”

● Claire, PBA Bangor – “One goal,team work and fair to everyone”

● Nia, BM Caernarfon – “Greatteam incentive – all in it to win it”

● Avril, SCM Caernarfon – “Havenever seen the CSA’s and PBA’swork so well together”


Advance welcomes this pilotin that it should strengthenteamwork within branches.An increased emphasis on theprovision of good serviceshould help to improve thebranch environment as aplace of work.

Advance wants the teamtarget scheme to be rolled outto all branches next year.Therefore, the findings of thepilot will be very important tothe final decision thatmanagement makes.

Advance welcomes the pilotand how teamwork within thebranches has individuals usingtheir skills, knowledge andideas to help each other todeliver the best results for thecustomer and, of course, a welldeserved bonus for their hardwork and commitment. In thewords of one PBA, “We all sinkor swim in this together. Weneed each other”.

Kiera CSA, Bangor

Brinley PBA – Bangor

TaraPBA, Bangor

“TEAM ACHIEVEMENT –GOOD FOR EVERYONE”

“WE NOW DEPEND ON EACH OTHER FORGOOD TEAM RESULTS.EVERYONE WINS”

“FAIRNESS ALL ROUND”



POLICIES

Advance representativeshave lobbied for changesto the ProbationGuidelines to ensure

fairness and accountability. One area of this policy that Advance

believed needed to be changed wasthat, currently, if a member wasdismissed at an initial Probationhearing, the Chair of that hearing wasnot obliged to attend the ProbationAppeal hearing to explain why theyhad dismissed the individual. (A pieceof the original text has now beendeleted). Advance deemed this to beunfair as, if the dismissing Chair didnot attend the Appeal hearing, therewas no opportunity for the AdvanceRepresentative (or the individual whohad been dismissed) to questionthem on their rationale for dismissal.So, the new approach is clearer andsays that the Chair of the originalhearing needs to make themselvesavailable to attend the Appealhearing, if requested to do so by eitherthe Chair of the Appeal, the Advancerepresentative or the individual whohas been dismissed.

It also appeared to be commonpractice for the Chair of the Appealhearing to be having privateconversations with the Chair of theoriginal hearing outside the Appealhearing: this is unfair as neither theAdvance representative nor themember would be privy to suchdiscussions and, effectively, anythingcould be said which could not be

A

Another area we wouldlike to review is the wholeprocess of sicknessabsence and performancemanagement. We willkeep you updated on our discussions.

challenged. This practice also calledthe impartiality of the Appeal Chairinto question as, being impartial, aChair should not have privatediscussions alone with either party.This practice has never been part ofthe Probation Policy and so nochange was needed in this respect.However, Advance wanted to takethis opportunity to highlight the factthat such a practice is notappropriate and will not be toleratedby the union. To stop this practicefrom taking place, it was agreed thatthe Chair of initial Probation hearingsmust make themselves available toattend Probation Appeal hearings toanswer questions relating to theirdecision to dismiss individuals ifrequested by the employee, theAdvance representative or the Chairof the Appeal.

Another area of concern relating tothe Probation policy was that themanager presenting the case againstthe person who had been called to theProbation hearing was not obliged toproduce a Report outlining thereasons why they had called thehearing. This made making a defencefor that individual very difficult as, inmany cases, the PerformanceDevelopment plans and ProbationRecovery Plans presented at thehearing were not comprehensive. AtProbation hearings it was often thecase that, in the absence of a separateManagement Report, there was noclear focus as to why the individualhad been called to this hearing. Giventhat the job security of the individualwas in question, this was deemed tobe an important factor in thepreparation of their case. Followingdiscussion with senior management itwas agreed that a new form, theProbation Hearing Report would becompleted by the line manager of theindividual on probation where aformal Probation hearing was beingarranged. This document would givecomprehensive reasons as to why theindividual was being called to aProbation hearing. More importantly,this document also gives a focus forthe individual to prepare a case (withtheir union representative),addressing the specific areas thathave led to their being called to thehearing. In addition, any mitigatingpoints to their case could also bediscussed in relation to the ProbationHearing Report.

Our proposal for these changes isnow being discussed between CWUand senior management and awaitstheir sign-off.

‘FOLLOWINGDISCUSSION WITHSENIOR MANAGEMENTIT WAS AGREED THAT ANEW FORM, THEPROBATION HEARINGREPORT WOULD BECOMPLETED BY THELINE MANAGER’

Positive changes toSantander policies

Advance negotiates

Advance has welcomed the agreement, andafter detailed discussions, changes have beenagreed regarding the Probation Guidelines.These changes should take effect from June.


Got any questions? Contact the Advance helpline 01442 891 122


We are delighted to advisethat Advance is the firsttrades union employerwho has successfully

met the criteria to become a member of the growing group of companies thatsubscribes to the Living Wage.

Advance employs seven people(including our cleaner) and we wantedto be one of the first trades unions tosubscribe to the Living Wage. We feltthat it was not enough to pay lip serviceto the Living Wage and sing its praiseswithout meeting the set criteria forbeing accredited to join it ourselves.

Whilst Advance employs sevenpeople, we are a not-for-profitcompany. Therefore, major companiesthat make billions in profit have noexcuse not to sign up to this initiative.

So, what is the Living Wage? The campaign for the Living Wage wasoriginally started by a charity, theCommunity Alliance of LondonCitizens, in 2001. It was subsequentlypromoted by Ken Livingstone (asMayor of London) in 2005 andadopted by the Greater LondonAssembly for its own staff in London.Since then it has been adopted by manyUK employers as a benchmark for theirminimum level of pay. The LivingWage is the minimum rate of payneeded for an individual to be able toafford an acceptable standard of living.

To be eligible to sign up to the LivingWage, it is essential that all employeesare earning that benchmark figure.

What is the difference betweenthe Living Wage and the NationalMinimum Wage?The living wage is an informalbenchmark and, unlike the NationalMinimum Wage, is not a legallyenforceable minimum level of pay. The

Advance signs up to the

LIVING WAGE

National Minimum Wage is set by theChancellor of the Exchequer each yearon the advice of the Low PayCommission. It is enforced by HMRevenue & Customs (HMRC). TheLiving Wage is currently calculated bythe Centre for Research in Social Policyat Loughborough University.

What is the difference betweenthe Living Wage and the LondonLiving Wage?Aside from the Living Wage there isalso the London Living Wage whichworks on the same principal but factorsin the higher costs of living associated

Great News!

Advance have

signed up to the

Living WageI wonder how many

banks have?


8 ADVANCE magazine Summer 20128 ADVANCE magazine Summer 2013

THE LIVING WAGE

with living in London. The LondonLiving Wage has been calculated by theGLA since 2005.

How much is the Living Wage?The Living Wage is now set at anhourly rate of £8.55 for those workingin London and £7.45 for the rest of theUK. By comparison, the NationalMinimum Wage is significantly lowerat £6.19 for those aged over 21.

What is the difference in earnings?The Annual Survey of Hours andEarnings 2011 (compiled by the Officefor National Statistics) shows that thelowest paid 10% of the adult full-timeworkforce earned £7.04 per hour in2011. This compared to a middleearnings level of £12.64 per hour whilstthe top 10% of earners took home anaverage of £26.63 per hour.

For part-time employees, what isthe difference in earnings? Among adult part-time workers, thelowest paid 10% earned £5.93, middleearners were paid £8 per hour and thetop 10% earned an hourly rate of£19.92. (The figure of £5.93 refers to the lowest paid 10% of part-timeworkers (including those below the ageof 21). It is a sad fact that 40% of part-time staff earned an hourly rate of£7.19 or less last year. It is this group of workers who would benefit mostfrom a raise in their hourly rates to theLiving Wage of £7.45.

How many employers actually useit as a benchmark?Out of the thousands of companies inthe UK, less than 1,000 employers usethe Living Wage as a benchmark. Thegood news is that many companies pay their staff above this level but,unfortunately, many pay less. InOctober, the accountancy firm KPMG(which supports the Living Wage)reported that 20% of all workers in theUK (nearly five million people) are paidbelow the Living Wage.

Have campaigners found it difficultto promote the Living Wage?A couple of major banks have joinedthe list of companies that subscribe to

the Living Wage. However, there aremany companies that remain silent onthis issue. Without people, no companyhas a brand and these employeesdeserve to be able to pay their bills andenjoy a minimum standard of living.They play a major role in makingprofits for their companies, many ofwhich see their top earners beingrewarded with massive bonuses.

Progress in raising the lowest levels ofpay above the minimum wage level hasbeen slow. Recently, some large LocalAuthorities have adopted it, such asthose in Cardiff, Birmingham andNewcastle. However, employees ofother bodies have found it a struggle.For example, cleaners in the Houses ofParliament went on strike back in 2005to demand pay rises that would bringthem up to the Living Wage andachieved their aim in 2006. Similarly,cleaners on the London Undergroundstaged industrial action, includingstrikes, over two years before Transportfor London (TFL) conceded a dealbased on the Living Wage in 2010.

Why are people talking about it now?The issue of low pay for employees hasbecome more pressing in the past fewyears. Since 2008, the combined effectof the recession, high unemployment,stagnating wages levels and highinflation has depressed Annual Incomeper head by 13%, according to a recentanalysis by the Office for NationalStatistics.

Some supporters of better pay for thelow-paid also argue that employers whopay their staff too little are effectivelybenefiting from taxpayers, whosubsidise the low wages of their staff bypaying their employees top-up Statebenefits such as tax credits.

Why pay the Living Wage?An independent study of the businessbenefits of implementing a LivingWage policy in London found that

more than 80% of employers believethat the Living Wage had enhanced thequality of the work of their staff, whileabsenteeism had fallen byapproximately 25%.

Two-thirds of employers reported asignificant impact on recruitment andretention within their organisation.70% of employers felt that the LivingWage had increased consumerawareness of their organisation’scommitment to be an ethical employer.In addition to this, they also reportedthe following improvements:● 75% of employees reported increases

in work quality as a result ofreceiving the Living Wage.

● 50% of employees felt that theLiving Wage had made them morewilling to implement changes in theirworking practices. The Living Wageenabled them to require fewerconcessions to effect change andmade them more likely to adoptchanges more quickly.

● 54% of employees felt more positiveabout their workplace since theintroduction of the Living Wage and52% felt more loyal to their employer.

● Staff leaving rates fell by 25%.● 32% of employees felt the Living

Wage benefitted their family life bymaking it affordable for them do moreactivities as a family (for example, gofor a family meal or a day-trip).

In addition, companies that wereinterviewed said that the reputationalbenefits of paying the Living Wagehelped them to attract new businessand customers. Employers also reportedthat there were Human Resourcebenefits at all levels of their companies:high calibre graduates at one firm citedthe fact that their employer paid theLiving Wage as one of the top 3 reasons

“PAYING THE LONDONLIVING WAGE IS NOTONLY MORALLY RIGHT,BUT MAKES GOODBUSINESS SENSE TOO”Boris Johnson

“THE LIVING WAGE IS A REALLY IMPORTANTIDEA” Ed Miliband



You may recall thattowards the end of 2012Advance wanted tointroduce a Transfer

policy to enable members to moveto another branch in a differentregion or division. We have nowagreed a new policy that came intoeffect in April.

The issue was that in the pastmany members found it difficult totransfer to a different region.Advance had detailed discussionswith management to make asimpler and fairer transfer process.

Advance is delighted to report thatwe have reached agreement withSantander to implement a newBranch Transfer Request process.

This process makes securing atransfer to a different regionquicker and easier for branchmembers who need to relocate toa different part of the country (orin another region). The reasons forthis move may be due to familyrelocation due to a partner’s workmoving, divorce, dependent careor any other change in anindividual’s lifestyles.

This process will be used fortransfers from like-to-like roles. Nominimum performance ratings arerequired: however, whilst anyonewho has achieved a SP rating (orabove) are automatically eligible toenter into this process, those whohave been rated with a CP grade orbelow will be assessed on a case-by-case basis. Advance will ensurefairness and transparency in thisprocess.

The good news with regard tothis process is that there will be noselection process. However, it isimportant to remember thatwhere there is more than oneindividual who wishes to apply fora specific vacancy, preference willbe given on a “first come, firstserved” basis (from the date ofrequest). When a match becomesavailable, the transfer will beapplied by Santander.

If the business needs to redeploy

displaced members, preference willbe given to these individuals ratherthan location transfer requests.This is fair, in order to protect jobswherever possible.

What do I need to do now?The following steps must be takenif you wish to use this process: ● Inform your line manager that

you wish to be considered for atransfer using this process. Theywill refer you to the BranchEmployee Transfer RequestProcess and ask you to completea Transfer Request Form.

● Your completed details will beentered onto the TransferRequest Database.

● Ask your Regional Co-ordinatorto pro-actively notify theRegional Co-ordinator for theregion that you wish to move tothat you are interested inmoving to that region.

● If a match comes up betweenyou and a vacancy in yourproposed region, the Regional Co-ordinator should arrange for anintroductory meeting to takeplace between you and eitheryour new Branch Manager oryour new Regional Manager.

● When vacancies arise in theregion that you wish to relocateto, the Regional Co-ordinator forthat region should check theTransfer Request Databaserelating to their region, to ensurethat you are treated fairly.

● You must inform your RegionalCo-ordinator to take your nameoff the Transfer RequestDatabase if you no longer require the transfer.

Advance have championed thisnew process for some time as it ensures that changes inindividuals’ lives can be more easily accommodated by Santander.If you have any problems ordifficulties in using the newTransfer process, please contact theAdvance office on 01442 891122.All calls are treated confidentially.

Branch transferfor applying for a job with that firm asit demonstrated Corporate SocialResponsibility on their part.

What do people say about theLiving Wage?Many politicians and business leadershave endorsed the Living Wage. Some ofthe comments included the following:● “We want good people and the

Living Wage is an excellent way ofgetting and keeping them.”Linklaters Global Law Firm

● “For KPMG, paying the Living Wageis not just an important part of ourvalues, our people strategy and ouraward winning corporateresponsibility agenda: it’s critical.”“Productivity has improved; attitudesare more flexible and positive. Servicehas improved: our help desk gets farfewer complaints.” KPMG

● “Paying the Living Wage makesabsolute sense to us as an organisation– it’s part of our aim of being anemployer of choice which helps us toprotect the long term success of ourbusiness. By paying a fair wage we areable to attract and keep the bestpeople. Aviva is proud of its supportof the Living Wage foundation.” Marie Sigsworth (Group CR Director), Aviva

Evening helpline Contact Linda every Wednesday 8.30 – 10pm 07850 742340

The Living Wage represents a potentially substantialimprovement in the quality of the working lives of peoplewho need it most. In thecurrent economic climate ofausterity with more peoplefacing hardship, theimprovements brought to low paid employees by thisinitiative cannot be over-estimated. The currentgovernment must continue topromote the Living Wageamongst more employers.

We know that you agree toAdvance’s decision to be a fairemployer.



Advance recently sent a Stress Survey out to all ofour members in the bank. The response from ourmembership was 81.2%, one of the highest responserates that we have ever received to any survey.

The Bank’s senior management are keen to discussthe findings of this survey with Advance with a viewtowards working in Partnership to address as manyof the issues as possible. Linda Rolph (GeneralSecretary of Advance) will be presenting thesefindings to Simon Lloyd (HR Director) in May and a plan will be jointly agreed.

From the findings of the survey, it is clear that thereare several areas of your working lives that we feelneeds to be addressed. We will publish the results ofour survey together with the proposed solutions tothese issues in the next edition of our magazine.

What is your name?Ruth LeggeWhat is your job title? Service & Control Manager at OxfordHeadington (731) branch.What is your role in Advance?Advance Rep for South-West.What are the most common issues thatyour Advance members face?Working unpaid hours.What websites do you use? As few as possible as I believe inconversation! However, as my daughter isgetting married in March 2014, I amcurrently browsing “Mother of the Bride”sites. It is also my 25th WeddingAnniversary this September so I amchecking on cruising websites at present!What most do you like about your role with in Advance? The thing I love most about my role is thefeeling I get when I have helped someone.It’s a great feeling of accomplishmentknowing that you have helped make adifference to that member.

The training I have been given by Advanceand Santander to carry out my union dutieshas also been a highlight: not only has itmeant that I’m able maintain a high level ofservice for our members when I am needed,but it has also given me courage andenthusiasm in my current job role.What newspaper do you read?Whatever the family bring home on the day:generally this is either Evening Standard or The Guardian.How do you relax?With my family and friends.Why do you believe that employees shouldjoin Advance?By being an Advance member, if you arefaced with unfair treatment by your linemanager then you have the Union’ssupport.If you had one work-related wish what would it be?For all staff to begin to benefit from thenew company promise to be simple,personal and fair.

Ruth Legge

REP CHAT

Advance is working on ways to ensure that we keep in touchwith our members, including providing urgent informationthat you might need. We want to communicate directly withyou by the quickest method and, therefore, we need yourpersonal email address and mobile phone number.

We want to take 2 minutes of your time to email Abbie [email protected] any of your contact details that wedo not have. She will then update our membership database.By doing this, you won’t miss important information.

We also need to ensure that we have your correctaddress. Because Advance is an independent trades union,Santander UK’s HR Online does not provide us with thisinformation when our members move house.Unfortunately, when we send out postal communication,some of our letters are returned to the Advance officemarked “Gone away”. For this reason we need to ensurethat your records are kept up-to-date.

Rest assured, your email address and mobile phone detailswill be treated confidentially.

To help launch this initiative, anyone who provides anemail address, a mobile phone number or a change ofaddress to Advance by 1 June 2013 will be entered into aprize draw to win £200!All you need to do to update your records is email us [email protected], telephone the Advance helplineteam on 01442 891122 or update your records via ourwebsite at www.advance-union.org. Please remember toinclude your 8 digit payroll number (not your E number) and your full name when updating us.

NEWS

YOUR HONESTY MAKES THE DIFFERENCE

KEEP IN TOUCHWIN £200



LOTTERY WINNERS

RECRUITMENT CAMPAIGN

Advance is running a recruitment campaign fromthe beginning of May to the end of August. If yourecruit two or more new members, you will beentered into a fabulous cash draw in September inwhich you could win one of the following prizes:

● For every two members who you recruit, you willreceive an entry into the draw.

● To be eligible, you must put your name and your 8 digit salary number on the application formof the person whom you have recruited.

So, step up to our challenge, start recruiting and winextra spending money!

NOVEMBER 2012Position Lottery Number Retail/Head Office

1st Prize £1,000 19661 Retail, South-East2nd Prize £500 32549 Retail, North2nd Prize £500 28668 Retail, South-West3rd Prize £100 32034 Collections Relations3rd Prize £100 20131 Tax, Triton Square3rd Prize £100 22586 Card Development, MK3rd Prize £100 32085 Geoban

DECEMBER 2012Position Lottery NumberRetail/Head Office

1st Prize £1,000 3019 Retired2nd Prize £500 12461 Retail, Midland & East2nd Prize £500 20328 Retail, North3rd Prize £100 17551 Retail, South-East3rd Prize £100 27164 Complaints3rd Prize £100 32752 Bradford3rd Prize £100 10067 Retail, North

JANUARY 2013Position Lottery NumberRetail/Head Office

1st Prize £1,000 9725 Retail, South-East2nd Prize £500 22330 Retail, South-West2nd Prize £500 32922 Not specified3rd Prize £100 11415 Retail, North-West3rd Prize £100 26897 Retail, South-East3rd Prize £100 29829 Retail, North3rd Prize £100 27827 Retail, Central

FEBRUARY 2013Position Lottery NumberRetail/Head Office

1st Prize £1,000 7345 Manufacturing2nd Prize £500 25395 Retail, North2nd Prize £500 32971 Retail, Central3rd Prize £100 25610 Head Office3rd Prize £100 30072 Ex-Abbey3rd Prize £100 6199 Retail Central

MARCH 2013Position Lottery NumberRetail/Head Office

1st Prize £1,000 32709 Bancassurance2nd Prize £500 32159 Retail, North2nd Prize £500 32554 Not Specified3rd Prize £100 31281 GE Money, Newcastle3rd Prize £100 9936 Retail, Midland & East3rd Prize £100 32016 Retail, Midland & East

APRIL 2013Position Lottery NumberRetail/Head Office

1st Prize £1,000 28473 Jersey - Offshore2nd Prize £500 4861 Branch Mortgage Div.2nd Prize £500 25771 Retail, North3rd Prize £100 25626 Retired3rd Prize £100 32912 Mortgage Operations3rd Prize £100 32551 Not Specified3rd Prize £100 31822 Retail, North

1st Prize – £200

2nd Prize – £100

3rd Prize – £50

The Summer is coming and the sun will come out!Advance recruit new members and win a cash prize!

WIN up to £1,000 every month

WIN£200


General Secretary Linda Rolph 07850 742 340Deputy General Secretary Rose O’Neill 07793 307 333Assistant General Secretary Jim Leonard 07764 977 808Assistant General Secretary Gerry Moloney 07917 578 979Senior Caseworker Linda Bartle 07595 411 956Senior Caseworker – Glasgow & NI Roberta Barbour 07764 977 807Senior Caseworker Keith Hoyland 07568 096 141Senior Caseworker Debbie Croucher 07741 271 673

NEC RETAIL DIVISIONArea 1 – Branches South West Ashley RaffertyArea 2 – Branches North Leah BarrettArea 3 – Branches London & South East Maria MalekiArea 4 – Branches Central Annette McColgan

NEC OTHER DIVISIONSArea 5 – Head Office Sites Joann O’NeillArea 6 – Contact Sites VACANTArea 7 – Geoban Linda BartleArea 8 – Santander UK Global Business VACANT

AREA REPRESENTATIVESArea 1: Branches South West Maria Snook Bournemouth CR

Mandy Copley SCM YeovilRuth Legge Oxford Headington (731)Amanda Cox BM GloucesterJason Brant Aberdare

Area 2: Branches North Tom Wilcox BM KendleShelia Sloan CSA WhitehavenCarl Lawrence PBA WillerbyLyndon Hillyard-Stubbs KnaresboroughRoss McKenzie York

Area 3: Branches London & South East Beverley Whyte CSA Victoria Lynn Robinson SCM Wembley PR Jenny Belgrave CSA Crouch EndClaudine Ennis Elephant & Castle

Area 4: Branches Central Lynda Middleton SouthportAlan O’Sullivan BHC BirminghamNicola O’Shea Formby

Area 5 – Head Office Sites Sandra Gowling Complaints CMKJune Rossiter Complaints CMKClaire Croxall C&R Banking CMKKaren Bell C&R SheffieldNicola Jones Complaints CMKDamien Brown C&R Sheffield

Area 6 – Contact Sites Sinead Moss BelfastAdelle Ralston Glasgow TDTimothy Taylor Belfast TDNaela Khan TD GlasgowJoanne Laing AfI Glasgow

Area 7 – Geoban Frank Luke NewcastleChristine Gale LeedsHazel Freeman NewcastleGerry Freeman NewcastleMichelle Swaile Newcastle

Area 8 – Santander UK Global Business Dot Wilson Offshore – Isle of ManMartin Fisher Universities, Leicester

LINDA’S TEAM

ADVANCEANNUAL GENERALMEETING 2013

Notification of Advance’s Annual General MeetingWHEN: Thursday, 9 May 2013 at 11am WHERE: Room GF7, 2 Triton Square,

London, NW1 3AN


Documents

Summer 2013