A much cherished Care Assistant at the Strachan House Care Home in Edinburgh has received a prestigious Long Service Award in celebration of working at Barchester Healthcare for 20 years.
Greg Libanan, a much valued Senior Care Assistant, started at Barchester in 2004 and has worked in dedication with residents and their relatives to ensure that their needs have been met over the years.
He was presented with a £250 shopping voucher by visiting Regional Director Mandy Hurst, a golden leaf and gifts from his colleagues and friends.
Adele Keenan, Employee Services Director at Barchester said: “I’m always pleased to hear stories about the long service of Barchester staff and am delighted Greg has achieved this milestone.
“It is dedication like this that ensures our residents are provided with a happy place to live.”
Frances Fisher, General Manager of Strachan House said: “We’re delighted to be celebrating 20 years of loyal service with Greg. He has demonstrated his dedication and loyalty to this home and its residents year after year.
“I speak for all of us here at The Newton House Care Home when I say that I’m looking forward to many more years of working with Greg.”
Strachan House Care Home is run by Barchester Healthcare, one of the UK’s largest care providers, which is committed to delivering personalised care across its care homes and hospitals. Newton House provides residential care, nursing care and dementia care for 83 residents from respite care to long term stays.
NEW ANALYSIS reveals 2 in 3 zero hours contract workers have been with their current employer for over a year
TUC says a ban on zero-hours contracts is “long overdue”
Union body says “employers need to get on board with the New Deal”- following business calls to scale back the package.
The overwhelming majority of zero-hours contract workers are “stuck” on zero hours contracts in the long-term, the TUC has warned.
The union body warns hundreds of thousands of workers are being trapped in low-pay and insecurity, with bad employers “parking workers on zero-hours contracts for years on end”.
The new analysis reveals:
2 in 3 (66%) zero-hours contract workers have been with their current employer for over a year.
Almost half (46%) of zero-hours contract workers have been with their current employer for over 2 years.
Astonishingly, 1 in 8 (12%) zero-hours contract workers have been with their current employer for over 10 years.
Only a minority of zero hours contract workers are on the precarious contracts as a stop gap, temporary measure. Just 7% of zero-hours workers have been with their current employer less than 3 months.
TUC polling in 2021 showed that by far the most important reason that people take zero-hours contract work is because that is the only work available.
Almost half (45%) of respondents said that this was the most important reason for them being on zero-hours contracts while 16% said it was the typical contract in their line of work.
Just 9% cited work-life balance as the most important reason – and the TUC says many in this group would prefer the opportunity to work flexibly within a secure job.
Structural racism in action
The latest available data show there are 1.15 million people on these contracts.
Black and minority ethnic (BME) women are nearly three times as likely to be on zero-hours contracts as white men (6.8% compared to 2.5%),
TUC analysis published in August revealed the number of BME workers in insecure work more than doubled from 2011 to 2022 (from 360,200 to 836,300).
The TUC says this increase in zero-hours contracts for BME workers reflects “structural racism in the jobs market”.
Lack of control
The TUC says zero-hours contracts hand the employer total control over workers’ hours and earning power, meaning workers never know how much they will earn each week, with their income subject to the whims of managers.
The union body argues that this makes it hard for workers to plan their lives, budget and look after their children.
And it makes it harder for workers to challenge unacceptable behaviour by bosses because of concerns about whether they will be penalised by not being allocated hours in future.
Such insecurity can be particularly challenging for those who have caring responsibilities, who are overwhelmingly women, says the TUC.
New deal
The TUC says a ban on zero-hours contracts is “long overdue” – and is calling for all workers to have a right to a contract that reflects their regular hours.
Recent TUC polling revealed 6 in 10 (63%) already support a ban zero-hours contracts – including 60% of Conservative 2019 voters.
Labour is promising a ban on zero-hours contracts as part of its New Deal for Working People – which it says it will deliver with an employment bill in its first 100 days, if elected.
The union body says “employers need to get on board with Labour’s New Deal”- following business calls to scale back the package.
TUC General Secretary Paul Nowak said: “Everyone should be treated fairly at work. But too many workers – especially Black and ethnic minority women – are trapped in low-paid jobs on zero-hours contracts, with few rights and protections and no guarantee of shifts.
“Bad employers are parking workers on zero hours contracts for years on end. It’s not right.
“These precarious contracts hand almost total control over workers’ hours and earning power to managers – making it nigh on impossible to plan budgets and childcare.
“Insecure work has boomed on the Conservatives’ watch over the past 14 years – with the number of workers on zero hours contracts hitting the one million mark.
“That’s why a ban on zero hours contracts is long overdue. Working people should have a right to a contract that reflects their regular hours of work.
“It’s time for a New Deal for Working People, like Labour is proposing – which includes a ban on zero hours contracts, ensuring workers get reasonable notice of shifts and an end to fire and rehire.”
Commenting on reports in The Times on business calls to scale back Labour’s New Deal for Working People, alongside a poll showing the plans are “extremely popular” with the public, TUC General Secretary Paul Nowak said: “Employers need to get on board with Labour’s New Deal for Working People – and good employers will.
“The UK’s long experiment with a low-rights, low-wage economy is a complete failure. The Tories’ lack of an economic plan for jobs, growth and living standards has cost workers and industry dear.
“Labour’s New Deal for Working People stands in stark contrast to the Conservative’s dire record.
“And it would be good for our economy too. Decent, secure jobs are essential to building a motivated, healthy, innovative workforce – all vital for high productivity growth.”
Cyber and Fraud Centre – Scotland will host three free events as part of CyberScotland Week in Edinburgh on the 29th February, 7th March and 14th March for those in the public or third sector.
Taking place at The Melting Pot on Calton Road from 9am to 12.30pm, cyber experts will be joined by trusted partner Consider IT to deliver the events for public and third sector organisations during CyberScotland Week.
The events will focus on key cyber security topics and issues that organisations should take into consideration in 2024 as well as provide practical tips on everything from data security to incident response. Attendees will also get a chance to take part in a practical Exercise in Box session to put their current cyber security response to the test.
The sessions will outline resources available to organisations which they can utilise in house, as well as presenting an opportunity to network with like-minded people within the industry.
CyberScotland Week brings together experts for a packed programme of events designed to build cyber resilience across the country. The week-long programme, which takes place between the 26th of February to the 3rd of March, will focus on three key themes of collaboration, diversity and resilience.
Jude McCorry CEO of Cyber and Fraud Centre – Scotland said; “Bringing the best minds in cyber security together, CyberScotland Week is making its return to the capital.
“With cybercrime increasing globally, it is essential that businesses know how to protect themselves, should they be in the unfortunate position of finding themselves the victim of a cyber or fraud crime.
“At the Cyber and Fraud Centre – Scotland we are committed to educating businesses, third sector organisations and individuals on cyber resilience and security should the unthinkable happen.”
Stuart Gilbertson, Managing Director at Consider IT, said: “At Consider IT, we are proud to join forces with the Cyber and Fraud Centre – Scotland to contribute our expertise and insights to the upcoming roadshows during CyberScotland Week.
“As trusted partners, we are committed to enhancing and strengthening the cyber health of Scottish organisations. These events provide a valuable platform for public and third sector organisations to gain practical knowledge on key cyber security topics, ensuring they are well-prepared to navigate the growing and evolving cyber threats in 2024.
“By fostering collaboration and sharing resources, we aim to empower attendees with the skills needed to safeguard their businesses. We look forward to engaging with like-minded professionals and contributing to the collective effort in building a more secure cyber environment for Scotland.”
Cyber and Fraud Centre – Scotland also runs a free Incident Response Helpline for any organisation concerned they have fallen victim to cybercrime which can be contacted on 0800 1670 623.
It is run by Cyber and Fraud Centre – Scotland in partnership with the Scottish Government and Police Scotland along it a network of trusted third parties that provide expertise and assistance.
For further information on the public and third Sector cyber roadshow, visit the Cyber and Fraud Centre – Scotland website:
Officers are appealing for information following the serious assault of a man in Edinburgh’s city centre.
The incident happened around 3.40pm yesterday (Tuesday, 20 February) at Hunter Square. A 36-year-old man was assaulted. He was taken to hospital for treatment where he remains in a critical condition.
A 46-year-old man was arrested and charged in connection with the incident.
Detective Inspector Steven Gray said: “Our enquiries into this incident are ongoing and I would urge anyone who may have information which could help to get in touch.
“I would ask that anyone who witnessed the incident or was in the area around that time to contact us.”
Anyone with any information is asked to contact 101 quoting reference 2335 of 20 February, 2024.
Community Officers and Special Constables from #NEST conducted a joint operation with @DVLAgovuk and @Edinburgh_CC Street Enforcement and Licensing in the #Leith area yesterday.
Eligible people urged to apply for Funeral Support Payment
The cost of paying for a funeral can cause extra strain for many people at what is a difficult time.
Funeral Support Payment provides eligible people with financial support to help pay for a partner, child, parent or sibling’s funeral.
The payment is available to people who receive Universal Credit, tax credits and certain benefits and are responsible for paying for a funeral.
It can be paid either to parents and families, or the funeral director who is helping to plan the funeral.
People can apply any time after the person has died until six months after the date of the funeral, and are being urged to check if they are eligible and get the help they are entitled to.
The average payment in the 2023/24 financial year to date was £1,949, and the money can be used towards burial or cremation costs and other expenses such as funeral director’s fees, a coffin or flowers.
Since launching Funeral Support Payment in September 2019, Social Security Scotland has received over 34,000 applications, providing £41.7 million of support for people and families.
Cabinet Secretary for Social Justice Shirley-Anne Somerville said: “When families are struggling to deal with a bereavement, the last thing they need, particularly during this cost of living crisis, is to face the added worry of paying for the costs of a funeral. We also want to do all we can to prevent those who are dealing with grief getting into debt.
“Making sure that everyone gets the financial support they are entitled to is a basic step in putting dignity and respect at the heart of social security in Scotland.
“I would encourage anyone who thinks they might qualify for Funeral Support Payment to find out more and apply, and to remember that people can apply up to six months after the funeral of their family member, friend, or loved one.”
James Blackburn, Head of Funerals at Scotmid Funerals, said: “We encourage the bereaved families that we care for to apply if they think they are eligible for Funeral Support Payment.
“We are delighted to work with Social Security Scotland to make sure that more people are aware of this support and that they apply for it. Through our funeral teams, website and our literature we signpost people to find out more and support them to apply.”
Funeral Support Payment helps pay towards funeral costs if you live in Scotland. The payment can be used towards funeral costs for a baby, child or adult. This includes babies who were stillborn
People can apply for support up to six months after the date of their loved one’s funeral
Those eligible for the Funeral Support Payment must be living in Scotland, be financially responsible for the funeral and be on a qualifying benefit or tax credit
In Scotland, local authorities cover the burial or cremation costs for a baby, child or young person aged 17 or under
People can choose to apply online, via a paper application form or by calling Social Security Scotland’s specially trained bereavement team free on 0800 182 2222
More information can be found online at https://www.mygov.scot/funeral-support-payment/
Thursday 22 February at 7pm in Drylaw Neighbourhood Centre
Drylaw Telford Community Council is meeting tonight (Thursday) at 7pm in Drylaw Neighbourhood Centre.
Items on the agenda include an update on Edinburgh & Lothians Greenspace Trust’s ongoing consultation on Drylaw’s green spaces, Telford Road parking issues and the proposed tramline extension. All welcome.
Prior to this meeting, a consultation will be taking place within the centre regarding the Easter Drylaw Park planned improvements with the Council (see above). This is between 4pm and 7pm should be of interest if anyone wants to come along earlier.
For further information contact DTCC Secretary Pam Higgins:
The Hub for Success aims to help more people from care into further and higher education
The team behind an innovative service, which supports care experienced people along their journey in education, is marking its fifth anniversary – having already transformed hundreds of lives.
Since it was set up in February 2018, The Hub for Success (Support for University and College for Care Experienced in South-East Scotland) has provided one-to-one support to 628 care experienced learners and responded to 1,241 enquiries.
The project was established to address low rates of higher education admission and retention for people who have spent time in care, which were initially highlighted by Edinburgh Napier University (ENU) research.
It offers individual and impartial advice on topics such as courses, accommodation, and finance to help them get in, stay in, or return to education.
Among the students it has supported in the last five years, 43% got into further or higher education – significantly higher than the national average for care experienced learners.
The Hub has since evolved from being solely a one-stop support service, taking on a more strategic role of amplifying the voices of care experienced learners and tackling the barriers they face.
ENU hosts its team of staff members – which has grown to five – while working alongside fellow core partners Heriot-Watt University, the University of Edinburgh, Queen Margaret University, the Open University in Scotland, Edinburgh College, West Lothian College, Newbattle Abbey College, and City of Edinburgh Council.
A recent independent evaluation of the Hub for Success found it has already “implemented the vast majority of its intended work,” adding that it could act as a model to be replicated in other parts of Scotland. It was also praised by First Minister Humza Yousaf as “vital” to improving the lives of care experienced people during a visit earlier this month.
Staff, partners, and some of the learners who have benefited from the service were among those who marked the Hub’s first five years of work during an anniversary event yesterday (Tuesday 20 February).
Alistair Stewart is one of the Hub’s student ambassadors – and is now completing a degree at Edinburgh Napier University. He said: “Our colleges and universities are stronger if each and every learner has what they need to thrive and succeed.
“This applies even more so to those with care experience, who often don’t have the familial supports or scaffolding of support around them.
“The Hub helped with course planning, financial planning and giving me encouragement and courage to believe that I could do this. They then helped me with the ‘staying in’ part, with a range of practical, emotional and relationship-based support.
“Three years later I am about to graduate and have been offered a masters. I have also been promoted to senior student ambassador with the Hub for Success and now take a role in designing and delivering our work.”
Lorraine Moore,Hub for Success manager said: “What a journey the last five years have been. The time has been packed full of learning from the care experienced people we serve, and the student ambassadors I am privileged to have as colleagues.
“No journey is ever straightforward, no path even, but this is a journey I would gladly take again, as I know I would continue to learn.
“From one care experienced character to all you others, thank you.”
Advisory board member, and Principal and Vice-Chancellor of Edinburgh Napier University, Professor Andrea Nolan, said: “I’m in awe of the talent, tenacity, and motivation our care experienced students show.
“We are delighted to have them join the Edinburgh Napier community, and I take particular joy in hearing about their achievements.
“I hope the impact of the Hub will mean many more care experienced learners can join and continue their educational journey with us as a platform for building successful and fulfilling careers.”
Are you care experienced? Interested in getting back into learning? The Hub can be contacted here.
New TUC analysis reveals Women’s Pay Day – the day when the average woman stops working for free compared to the average man – is today (Wednesday)
In some industries and in some parts of the country where the gender pay gap is wider, women effectively work for free for even longer
Union body says Labour’s New Deal for Working People would be “huge boost” for working women, by introducing fair pay agreements in social care, banning zero-hours contracts and giving all workers a day one right to flexible work
New TUC analysis published today (Wednesday) reveals that the average woman effectively works for free for nearly two months of the year compared to the average man.
This is because the gender pay gap for all employees currently stands at 14.3%.
This pay gap means that working women must wait 52 days – nearly two months – before they stop working for free on Women’s Pay Day today (Wednesday).
And the analysis also shows that at current rates of progress, it will take 20 years – until 2044 – to close the gender pay gap.
Industrial gender pay gaps
Gender pay gap reporting was introduced back in 2017. However, the TUC analysis shows that – some seven years later – there are still big gender pay gaps in many industries.
And this gap persists even in jobs dominated by female workers like in education and care.
The union body says this is partly because women are more likely to work part-time, where working fewer hours means they earn less overall. And also, because women tend to be employed in lower-paid roles than men.
In education the gender pay gap is 21.3%, so the average woman effectively works for free for nearly a fifth of the year (78 days) until St Patrick’s Day, 17 March 2024.
In health care and social work, where the gender pay gap is 12.6%, the average woman works for free for 46 days until Valentine’s Day, 14 February 2024.
The longest wait for Women’s Pay Day comes in finance and insurance. The gender pay gap (27.9%) is the equivalent of a whopping 102 days, meaning women work for free until Wednesday 10 April 2024.
Gender pay gap by age
The TUC analysis shows that the gender pay gap affects women throughout their careers, from their first step on the ladder until they take retirement.
The gender pay gap is widest for middle aged and older women:
Women aged 40 to 49 have a gender pay gap of 17%, so work 62 days for free until Tuesday 2 March 2024.
Women aged between 50 and 59 have the highest pay gap (19.7%) and work the equivalent of 72 days for free, until Monday 11 March 2024.
Women aged 60 and over have a gender pay gap of 18.1%. They work 66 days of the year for free before they stop working for free on Wednesday 6 March 2024.
The TUC says the gender pay gap widens as women get older, due to women being more likely to take on caring responsibilities. And that older women take a bigger financial hit for balancing work alongside caring for children, older relatives and/or grandchildren.
Regional gender pay gaps
The analysis shows that in some parts of the country gender pay gaps are even bigger, so their Women’s Pay Day is later in the year.
The gender pay gap is largest in the South East of England (18.9%). Women in this region work 69 days for free and they work for free until Friday 8 March 2024.
Women in the East of England (17.7% pay gap) and the East Midlands (17.4%) also work for free until next month (Monday 4 March and Sunday 3 March 2024).
The TUC explains that regional variations in the pay gap are likely to be caused by differences in the types of jobs and industries that are most common in that part of the country, and gender differences in who does these jobs.
TUC General Secretary Paul Nowak said: “Everyone should be paid fairly for the job that they do.
“It’s shameful that working women don’t have pay parity in 2024. And at current rates of progress, it will take another two decades to close the gender pay gap.
“That’s not right. We can’t consign yet another generation of women to pay inequality.
“It’s clear that just publishing gender pay gaps isn’t working. Companies must be required to publish and implement action plans to close their pay gaps. And bosses who don’t comply with the law should be fined.
“Labour’s New Deal for Working People would be a huge boost to working women.
“It would introduce a day one right to flexible working and fair pay agreements to boost pay and conditions in social care – which we know is a predominantly female workforce.
“It would also see mandatory action plans to close the gender pay gap and extending reporting to disability and ethnicity pay gaps.”
