There is a significant threat to the continuance of BIG voluntary sector support after 2012, when their undertaking to put 60-70% of their funding into the voluntary and community sector ends.

 

BIG is now consulting about its future funding programmes, including Awards for All, which I know many of you benefit from, and about its commitment to our sector. The consultation runs until the end of February 2009.

Question 4 of the consultation, in the 'UK Questions' section, asks as follows:
'After 2012, when our 60-70 per cent undertaking ends, should we continue to guarantee a percentage of our funding goes to the voluntary and community sector'?

 

The questionnaire only allows the respondent to select one of the following three answers:
1. Funding should go to the organisation in the best position to deliver the project outcomes, whichever sector they are from.
2. BIG should extend its undertaking to the voluntary and community sector beyond 2012.
3. No opinion.

 

Choosing option one could give BIG's Board a mandate to drop the 60-70% undertaking and to increase the percentage of funding which goes to schools, hospitals, statutory projects, parish councils and the like.  Indeed, for most people who have little knowledge of sector funding and the pressures we face, answer number 1 looks logical and in tune with the current emphasis on 'outcomes'.  We urge you to chose option two to protect funding for the sector.

To respond to the consultation go to www.big-thinking.org.uk and select 'consultation survey'. It takes no more than 15 minutes to register and to answer the 10 questions.  Act now - before the end of February!

 

Kim Harper, CVS Executive Director

Acas has produced a draft guide to go along with their draft Discipline and Grievance Code of Practice released in December.
 
This draft guide provides more detailed advice and guidance for employers and employees. The guide and code have both been approved and will come into effect on 6 April 2009.
 
What does this mean in practice?
 
For now, continue with your current procedures - the 3-step approach is still a good basic to follow.  It is essential that your procedures allow for a fair hearing and a right of appeal, and the code reflects many of the stages involved in the earlier procedures - for example writing to the employee concerned to let them know what the issue is and the possible consequences.  If the employer fails to follow a fair procedure it is likely the Tribunal will find the dismissal legally unfair and increase any compensation they award.
 
Only through case law will we see the difference materialise - so for now, use the procedures you have, providing you are confident they are fair and clear, and deal with any issues promptly.
 
More information can be found on ACAS website (including their code and other guidelines) on www.acas.org.uk  Details can also be found about their Mediation Service should you find yourself in a dispute with your employee.

 

 

Tuesday 17 February.  2.00 to 3.30 pm
The Bramblebrook Community Centre, Stockbrook Road
 
The Piramid Project invites all those residents who are over 50 years of age to join them for a cup of tea and a chat.  We also have a guest speaker from Trading Standards who will offer you some good advice on how to keep safe in your home and community.
 
If you require support and transport to attend or more information please contact:  Carol Sayers: 01332 227720