Accord members in LBG vote YES to 2023 pay proposals

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Conference motions 2022:
Dignity at work

About this section

Nobody should have to go to work and face bullying or harassing behaviour, nor should they feel afraid to be themselves at work and speak their voice. Accord campaigns for dignity at work for all workers.

In this section you'll find all the motions linked to Accord's dignity at work agenda.

We won't have time to debate all motions in this section at conference. Any motions that aren't debated will be considered by the 2022-24 Principal Executive Council, and we'll let you know what happens. This page will be updated with progress.

Motion details

  1. Process improvements

    This conference asks Lloyds Banking Group to be clear on how their Growth strategy will be achieved. Will this mean a shift in focus for colleagues to target driven sales or continuing with needs met sales?

    Workplace
    Bank of Scotland Buckie
    Carried

  2. Training

    This Conference believes digitisation represents an unprecedented opportunity for both colleagues individually and to the business. Our ability to harness existing knowledge, skills and experience will be critical to the success of Lloyds Banking Group's transformation, and effective reskilling and redeployment can create flexibility and greater development opportunities for colleagues, whilst benefiting the business by retaining talent. We call on Lloyds Banking Group to invest in career mobility at this crucial time.

    Workplace
    Customer Contact Belfast
    Carried

  3. Homeworking

    This conference calls on Lloyds Banking Group to establish a “Homeworking Contract” for colleagues which recognises the costs associated with working from home.

    Workplace
    Customer Contact Belfast
    Customer Contact Dunfermline
    Customer Contact Liverpool
    Customer Contact Glasgow
    Falls

  4. Work/life balance

    This conference calls on Lloyds Banking Group to disclose their use of tracking technologies that are available when using your own mobile device to access Lloyds Banking Group systems such as Teams. The ability is there for Lloyds Banking Group to identify your location when you are not in work. Also, whilst this conference acknowledges that there is a Bring Your Own Device privacy policy it does not cover how Lloyds Banking Group uses that data and who can access it.

    Workplace
    Trinity Road Representative
    Carried

  5. Work/life balance

    Grouped debate

    This conference calls upon Lloyds Banking Group & TSB to commit to trialling a four-day working week without any financial loss to colleagues. This conference acknowledges Lloyds Banking Groups & TSB potential concerns over meeting customer demand through their customer facing division. However, there is strong and convincing research which shows a four-day week, increases productivity and colleague engagement and reduces a colleague carbon footprint.

    Workplace
    Trinity Road Representatives
    TSB Representatives
    Carried

  6. Work/life balance

    Grouped debate

    This conference calls on Lloyds Banking Group to introduce a 32-hour working week without a reduction in salary by January 2026.

    Workplace
    Customer Contact Belfast
    Carried

  7. Work/life balance

    This conference calls upon Lloyd’s Banking Group to adapt and make agile working fit for purpose. The bank now has the infrastructure in place to allow hybrid working and should use this responsibly to ensure it works in the best way for all.

    Workplace
    Customer Contact Liverpool
    Carried

  8. Health & wellbeing

    This conference calls upon Lloyd’s Banking Group to support colleagues and help them to continue working with dignity during the menopause. Ensuring all line managers are trained to help them understand, support and recognise the adjustments that may be needed.

    Workplace
    Customer Contact Liverpool
    Bank of Scotland Rutherglen
    Carried

  9. Health & wellbeing

    This conference recognises that the pandemic has exacerbated our concerns about the mental health of workers, whether that is due to working in stressful conditions, being on the receiving end of customer abuse, due to isolation from colleagues, friends, family or support networks or the pandemic itself. In particular conference notes the impact the pandemic has had on wellbeing and work/life balance and the Right to Disconnect.

    This Conference asks for Accord to:

    • Develop and continue campaign efforts on mental health issues such as stress, burnout, and mentally healthy workplaces, and for the ‘right to disconnect’
    • Work with the TUC & other appropriate external organisations to further develop campaigns, materials and sharing knowledge & best practice on this topic across the union movement.
    • Campaign for, and encourage employers to adopt the Right to Disconnect as an urgent matter of policy in recognition of the fact that hybrid and home working are here to stay

    Workplace
    Equality Diversity & Inclusion group
    Carried

  10. Health & wellbeing

    Conference acknowledges that Long Covid is being recognised by Lloyds Banking Group and TSB as a long-term condition and applying appropriate support and adjustments but recognises that there are further steps that should be taken.

    Conference welcomes the TUC campaign for Long Covid to be legally recognised as a disability under the Equality Act 2010 and for improved access to ill-health pension provisions.

    Conference calls for:

    • Accord to campaign for LBG/TSB to recognise Long Covid as a disability
    • Accord to campaign for LBG/TSB to recognise pandemic related complications to long-term health
    • LBG/TSB to invest in training managers to support those with health conditions, pre-existing or newly acquired
    • LBG/TSB to provide reasonable adjustments to colleagues with Covid related complications, and make better use of Reasonable Adjustment Passports to help colleagues explain the impacts of the condition on their daily working life

    Workplace
    Equality Diversity & Inclusion group
    Carried

  11. Inclusion & diversity

    This conference continues to recognise the efforts of Lloyds Banking Group and TSB to build strong diversity networks and to use these to enhance existing policies and procedures. They act as a vital source of information sharing and awareness raising among employees and Accord fully supports the business objectives to be an inclusive and diverse organisation.

    Conference acknowledges the work that Accord has done over recent years to engage with employers on their equality strategies, and that there has been some joint working in both TSB & Lloyds Banking Group (for example work on the Dying to Work charter, Menopause, Reasonable Adjustment Passports for disability). However, Conference believes that more extensive joint working is beneficial in this area.

    Workplace
    Equality Diversity & Inclusion group
    Carried

  12. Sexual harassment

    This conference recognises that Sexual Harassment is a workplace concern for many colleagues.

    Conference notes that sexual harassment can happen to anybody and that research by the TUC shows that 4 out of 5 incidents go unreported. This conference does not think this is acceptable. All workers should be protected from sexual harassment.

    This conference calls for:

    • Accord to continue to support the TUC campaign against sexual harassment
    • Accord to adopt best working practices as an employer to ensure we take action to protect all staff, reps, members and other third parties from sexual harassment
    • Work with LBG/TSB to ensure they have sufficient and standalone sexual harassment policies in place that encourage reporting
    • Encourage LBG/TSB to adopt best practices on the reporting of sexual harassment complaints, which focus on safe reporting, prevents victim-blaming and recognising lived experience

    Workplace
    Equality Diversity & Inclusion group
    Customer Contact Glasgow
    Carried

  13. Health & wellbeing

    This conference asks Lloyds Banking Group to look at the Paid/Unpaid Leave policy in relation to time off for fertility treatment inclusive of IVF & Egg Freezing, to provide a more defined Fertility Treatment Leave policy allowing the required time off for managing personal fertility treatment and appointments.

    Workplace
    Mortgage Distribution Gloucester
    Carried by PEC

  14. Disability and neurodiversity

    This conference applauds Lloyds Banking Group for the implementation of policies to support colleagues with disabilities and neurodiversity but feels more needs to be done to ensure these polices are adopted and followed across all areas of the business.

    Whilst the inclusion, diversity and disability policies go some way to support colleagues, more training needs to be given to provide improved support.

    Workplace
    Bank of Scotland Aberdeen
    Carried by PEC

  15. Dependents leave

    This conference asks Lloyds Banking Group to review the dependents leave policy in relation colleagues that have to take time off due to their dependents being ill.

    Workplace
    Business Banking Birmingham
    Carried by PEC

  16. Branch staffing

    This conference calls on LBG to urgently look at resourcing across branches and either employ more staff or close branches to ensure that each branch is safely and comfortably staffed when holidays and sickness happen.

    Workplace
    Halifax Beeston
    Carried by PEC

  17. Branch opening hours

    This conference calls upon Lloyds Banking Group to clarify its future plans for branch opening hours both to colleagues within the network and directly to its customers.

    Workplace
    Halifax Winchester
    Carried by PEC

  18. Sales culture

    This conference opposes the growing use of aggressive sales language in relation to insurance and protection sales. In the wake of the PPI scandal and the costs incurred. Conference demands that Lloyds Banking Group deliver a clear message to all managers to refrain from the use of aggressive sales language and shadow targets.

    Workplace
    Mortgage Distribution Sheffield
    Carried by PEC

  19. Work/life balance

    This Conference asks Lloyds Banking Group to review the Carers policy to allow individuals with caring responsibilities more flexibility.

    Workplace
    Bank of Scotland Rutherglen
    Carried by PEC

  20. Work/life balance

    This conference calls on Lloyds Banking Group to provide guidance and policy for working from home and how this links to family commitments. This conference notes the move to hybrid working which is welcome but is not being consistently implemented.

    Workplace
    Trinity Road Representatives
    Carried by PEC

  21. Work/life balance

    This conference calls upon Lloyd’s banking group to adopt long term shift patterns in contact centres which allow colleagues to make plans and allow reasonable work/life balance, including planning holidays. The current patterns leave many unable to plan their lives more than 8 weeks in advance.

    Workplace
    Customer Contact Liverpool
    Carried by PEC

  22. Health & wellbeing

    This conference calls upon Lloyds Banking Group to adopt a structure of support for home workers, who are essentially lone workers, ensuring their mental health is sufficiently supported. Also ensuring colleagues who work from home, but are returning to work after absence, are not left feeling isolated and unsupported when settling back into work.

    Workplace
    Customer Contact Liverpool
    Carried by PEC

  23. Health & wellbeing

    This conference request that specific practices and procedures are put in place regarding customers/colleagues classed as Clinically Extremely Vulnerable to Covid (and importantly taking into account colleagues living with Clinically Extremely Vulnerable individuals).

    Workplace
    Halifax Seaford
    Rejected by PEC

    Rationale: Rejected as a specific mandate but will be considered further after discussion between Accord HQ and the proposing branch.

  24. Health & wellbeing

    This conference notes that LBG/TSB may have legitimate reasons to restructure their businesses or change the design of work, but conference believes this should not be at the expenses of the mental health of workers.

    This conference calls for:

    • Employers to assess the impact that their policies, practices, and procedures have on workers’ mental health and act upon the findings
    • Employers to conduct impact assessments on the design of work when the way work is being undertaken is changed, or when restructuring and/or reducing the number of colleagues undertaking that work
    • Accord to campaign for further, progressive improvements to employers’ mental health policies

    Workplace
    Equality Diversity & Inclusion group
    Remitted for further consideration

    Rationale: Remitted for further consideration and discussion between Accord HQ & ED&I Group for clarification regarding 'impact assessments'.

  25. Inclusion & diversity

    This conference recognises that racism is an institutional & systemic problem and requires institutional responses. Conference welcomes the work of the TUC to establish an Anti-Racism Taskforce seeking to create a union wide response to these problems.

    Conference acknowledges the work of Accord, Lloyds Banking Group, and TSB to commit to the anti-racism agenda and to tackle systemic issues of race in the workplace. Conference recognises that education of the workforce on the issues of race plays a vital role in addressing institutional racism.

    This conference calls for:

    • Accord to continue its commitment to be an anti-racist organisation and extend these commitments to raise awareness of racism in the context of power, oppression, and privilege
    • Accord to ensure we are culturally inclusive, and can attract into membership a broad and diverse range of members
    • Encourage employers to continue to include Accord in their anti-racism work and to work with the union early on to develop policies and processes that tackle the root causes of systemic racism in the workplace
    • Encourage employers to focus on their training programmes, and specifically develop a rolling programme that act as follow-ups to reinforce the messages delivered in the existing training programme

    Workplace
    Equality Diversity & Inclusion group
    Carried by PEC

  26. Other dignity at work issues

    This conference commends Accord and Lloyds Banking Group for working together during the pandemic to support colleagues during unprecedented times and the speed in which laptops were provided (along with technical support) to enable working from home for those colleagues where this was practical.

    Workplace
    Copley Representatives
    Carried by PEC

  27. Corporate social responsibility

    Conference believes that Lloyds Banking Group could and should, given the current economic and political climate, be more proactive in its social responsibility undertakings.

    As a self-badged community bank Lloyds Banking Group should strive to make a positive impact on the communities it operates in. Lloyds Banking Group should take the lead in identifying how it can support societal goals and use its capabilities and capacities in a broader way than simply through charitable donations or ad-hoc days to make a difference. Conference believes that Lloyds Banking Group should be at the heart of promoting financial literacy and education as well as supporting businesses to improve their financial processes. Just doing enough isn’t enough.

    Workplace
    Halifax Winchester
    Carried by PEC

  28. Process improvements

    This Conference calls on Lloyds Banking Group to end the use of cancellation reports affecting risk reporting for colleagues. Instead, if there are cancellations, line managers can listen to calls on MCI to find any underlying issues.

    Workplace
    Bank of Scotland Bathgate
    Carried by PEC

  29. Process improvements

    This Conference calls on Lloyds Banking Group to introduce leaflets for customers who are making large withdrawals or pay ins in cash to summarise the risk implications, as well as the regulation.

    Workplace
    Bank of Scotland Bathgate
    Rejected by PEC

    Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.

  30. Process improvements

    This Conference asks Lloyds Banking Group to look at the substandard processes / systems we have to use on a daily basis, for example:

    • Whilst WIN 10 has made a big difference for some which is greatly welcomed it can still be slow.
    • The Bereavement process is a disgrace with Next of Kin waiting up to 30 days for the accounts to be wound up when this time last year accredited CSAs would have done this on the day of the appointment.
    • Amendments to business standing orders and direct debits take too long compared to personal accounts.

    Workplace
    Bank of Scotland Rutherglen
    Rejected by PEC

    Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.

  31. Process improvements

    This conference requests better HR support for members enabling them to discuss matters with HR rather than with line management if it's not appropriate or raising a HR ticket.

    Workplace
    Trinity Road Representatives
    Rejected by PEC

    Rationale: Rejected because the LBG model is outside of Accord's control but members can contact the union for advice and support.

  32. Process improvements

    This conference believes that observation forms for accredited colleagues should be redesigned to better reflect the process followed and screens on system.

    Workplace
    Bank of Scotland Aberdeen
    Rejected by PEC

    Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.

  33. Process improvements

    This conference calls upon Lloyd’s Banking Group to ensure that printed payslips are supplied within reasonable timescales, when a colleague is off work or requests one for any other reason.

    Workplace
    Customer Contact Liverpool
    Rejected by PEC

    Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms provided LBG meets its legal obligations.

  34. Process improvements

    This Conference calls upon Lloyds Banking Group to demonstrate its commitment to vulnerable customers by re-introducing telephone appointments where this better suits the needs of the customer.

    Workplace
    Halifax Winchester
    Rejected by PEC

    Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.

  35. Branch staffing

    This conference calls on Lloyds Banking Group to recognise that many branch colleagues feel their branches are understaffed and that CRT no longer reflects a sufficient number of colleagues to run a branch effectively and safely whilst also providing the level of customer service befitting their brand's reputation.

    Workplace
    Halifax Winchester
    Halifax Tamworth
    Carried by PEC

  36. Process improvements

    This conference call for Lloyds Banking Group to stop the requirement of colleagues in CPO to complete LPM forms detailing daily tasks to the minute.

    Workplace
    Chief Operating Office Birmingham
    Remitted for further consideration

    Rationale: Remitted for further consideration following discussions between Accord HQ & the proposing workplace.

  37. Process improvements

    This conference asks Lloyds Banking Group to record management feedback from observations and Your Best check ins.

    Workplace
    Bank of Scotland Buckie
    Rejected by PEC

    Rationale: Rejected as it does not align with the principles of 'Your Best' and adds workload for the manager. Staff members can make their own notes.

  38. Colleague reassignment

    This conference calls on Lloyds Banking Group to establish an agreed policy which covers the reassignment of colleagues resulting from a restructure.

    Workplace
    Customer Contact Belfast
    Carried by PEC

  39. Domestic abuse

    This conference recognises the efforts made by both Lloyds Banking Group and TSB throughout Covid to put issues of domestic abuse front and centre in their communications about wellbeing support. This conference calls for:

    • Accord to develop further training, support and guidance to be made available to members & reps on the topic of domestic abuse
    • To work with LBG/TSB to strengthen & promote domestic abuse policies (& develop where none exist)
    • To work with LBG/TSB to promote a supportive and understanding culture of the challenges faced by those living with abuse & abuse survivors

    Workplace
    Equality Diversity & Inclusion Group
    Customer Contact Glasgow
    Carried by PEC

  40. Process improvements

    Conference asks Lloyds Banking Group to review its current recruitment process. Conference finds the existing interview process is too rigid and impersonal and that the time from application to onboarding is too lengthy. This elongated experience can result in strong candidates exiting the process. Additionally, time lags between colleague exit and new hire stretches workplace resourcing sometimes to breaking point.

    Workplace
    Halifax Winchester
    Rejected by PEC

    Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.

  41. Process improvements

    This conference calls on Lloyds Banking Group to allow colleagues work time to catch up on teleport.

    Workplace
    Customer Contact Leeds
    Rejected by PEC

    Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.

  42. Training

    This conference asks Lloyds Banking Group to make proper cultural change regarding training. Training has supposedly been a priority for several years, however, there are still instances where colleagues are completing training whilst serving at a counter positions or undertaking other work.

    Workplace
    Bank of Scotland Buckie
    Carried by PEC

  43. Training

    This conference asks Lloyds Banking Group to make a commitment to train every colleague in the business area to be able to log and resolve a complaint. If a complaint is made, conference insists every colleague should be able to deal with a complaint at first point of contact, to do what’s right for the customer.

    Workplace
    Mortgage Distribution Sheffield
    Rejected by PEC

    Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.

  44. Training

    This conference acknowledges that managers have increased responsibility to be aware of the support and resources available to help colleagues. We ask that there is guidance, support and time given to managers to carry out their roles effectively and that TSB/Lloyds Banking Group encourage buddies or champions to help in this area.

    Workplace
    TSB Representatives
    Carried by PEC

  45. Work/life balance

    This conference calls on Lloyds Banking Group to remove the requirement for colleagues to live within travelling distance of a designated hub, providing the colleague is willing to travel to the hub for critical face to face interactions.

    Workplace
    Transforming Branches
    Carried by PEC

  46. Work/life balance

    This conference calls on Lloyds Banking Group not to change our working patterns or ask us to work in other branches when the bank has decided not to reopen all branches 09:00 to 17.00.

    Workplace
    Halifax Rotherham
    Remitted for further consideration

    Rationale: Remitted for further consideration as branch operations are likely to be reviewed as part of LBG's new strategy.

  47. Work/life balance

    This conference calls on Lloyds Banking Group to review its family friendly Term Time policy to make requests for this arrangement a reality, especially in the Community Banks.

    Workplace
    Customer Contact Belfast
    Carried by PEC

  48. Health & wellbeing

    This conference calls on Lloyds Banking Group to continue to support members by reimbursing the cost of the yearly flu jab for those not eligible for a free vaccination and to extend this to covid booster jabs (if these then become chargeable).

    Workplace
    Trinity Road Representatives
    Carried by PEC

  49. Health & wellbeing

    This conference calls on Lloyds Banking Group to offer a discount on hearing aids for colleagues who suffer from hearing loss, similar to the discount offered for glasses.

    Workplace
    Customer Contact Dunfermline
    Carried by PEC

  50. Health & wellbeing

    This conference asks Lloyds Banking Group to introduce a basic Health Check to be available for every colleague. A simple assessment by nurse or healthcare professional which could help identify risks of getting certain health problems such as diabetes, heart disease, kidney disease, and stroke.

    At the moment there is a Comprehensive Assessment from BUPA available through FLEX. However, this has to be paid for and not every colleague can afford to take advantage of it.

    Workplace
    Customer Contact Glasgow
    Carried by PEC

  51. Health & wellbeing

    This conference calls upon Lloyds Banking Group to commit to ensuring colleagues who are anxious and nervous around returning to the office are not pressurised into returning back into offices, following the coronavirus pandemic.

    Workplace
    Customer Operations Lovell Park
    Carried by PEC

  52. Health & wellbeing

    This conference calls on Lloyds Banking Group to allow colleagues to take more DSE breaks to minimise the risk of eye strain and/or musculoskeletal disorders.

    Workplace
    Customer Contact Leeds
    Carried by PEC

  53. Health & wellbeing

    This conference call on Lloyds Banking Group to provide more support to colleagues returning to work from long term absence.

    Workplace
    Customer Contact Leeds
    Carried by PEC

  54. Health & wellbeing

    This conference requests Lloyds Banking Group and TSB to reconsider its plans to manage Covid absence through normal absence management and return to its previous practice that has been on place since March 2020. We are concerned how covid absence may impact on formal health and attendance processes.

    Workplace
    TSB Representatives
    Remitted for further consideration

    Rationale: Remitted for further consideration in conjunction with the TUC's call for long-covid to be classified as an occupational disease.

  55. Disability pay gap

    Conferences recognises the hard efforts of Accord, working jointly with Lloyds Banking Group and TSB throughout the pandemic to mitigate the impact on disabled workers and those most at risk that required to isolate. This conference applauds LBG/TSB for using full pay rather than furlough to support these workers.

    But Conference cannot accept employers escaping scrutiny of levels of pay and remuneration of disabled workers.

    Conference therefore calls for:

    • Accord to campaign for LBG/TSB to start reporting on the disability pay gap
    • Joint campaign between Accord and LBG/TSB to educate colleagues on the need to improve equality monitoring data, and how that data is used
    • Employers to act on findings in pay gap reporting

    Workplace
    Equality Diversity & Inclusion group
    Carried by PEC

  56. Reasonable Adjustment Passports

    Conference is pleased to see that Accord working with Lloyds Banking Group and TSB have influenced and shaped the introduction of Reasonable Adjustment Passports. While conference recognises that the adoption of passports may take some time, there are further actions that can be taken to speed up this process. While Conference wishes to see greater adoption of Reasonable Adjustment Passports in general, we specifically want to see more action in relation to ‘invisible’ disability.

    Conference calls for:

    • Accord to deliver a campaign on Reasonable Adjustment Passports that increases the awareness and adoption among our members
    • Accord to campaign further on invisible disability, and how Reasonable Adjustment Passports can be beneficial
    • LBG/TSB to take further active steps to educate managers on the use of, promote the adoption of, and monitor the use of, Reasonable Adjustment Passports in the workplace

    Workplace
    Equality Diversity & Inclusion group
    Carried by PEC

  57. Branch coverage

    This conference asks Lloyds Banking Group to review the movement of colleagues between branches. In some cases, colleagues are covering up to 3 branches in a week.

    Workplace
    Bank of Scotland Buckie
    Carried by PEC

  58. Change in TSB

    This conference acknowledges the volume of change that has been experienced by colleagues over the last few years with migration and restructures, alongside working during the pandemic which impacts on health and resilience. We ask TSB to review the number of projects that are released each year and look for a period of stability.

    Workplace
    TSB Representatives
    Carried by PEC

  59. Stop abuse at work

    This conference recognises that customer facing colleagues have reported an increase over the last 2 years in the number and intensity of abusive behaviour from customers and this is not acceptable. We would like to see more public information and manager action to demonstrate that abuse of colleagues will not be tolerated.

    Workplace
    TSB Representatives
    Carried by PEC

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