Other motion sections:
Security of employment
Fair reward
Accord policy & external matters
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.
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 |
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 |
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 |
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 |
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 |
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 |
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 |
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 |
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:
| Workplace |
|---|
| Equality Diversity & Inclusion group |
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:
| Workplace |
|---|
| Equality Diversity & Inclusion group |
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 |
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:
| Workplace |
|---|
| Equality Diversity & Inclusion group Customer Contact Glasgow |
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 |
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 |
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 |
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 |
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 |
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 |
This Conference asks Lloyds Banking Group to review the Carers policy to allow individuals with caring responsibilities more flexibility.
| Workplace |
|---|
| Bank of Scotland Rutherglen |
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 |
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 |
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 |
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 |
Rationale: Rejected as a specific mandate but will be considered further after discussion between Accord HQ and the proposing branch.
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:
| Workplace |
|---|
| Equality Diversity & Inclusion group |
Rationale: Remitted for further consideration and discussion between Accord HQ & ED&I Group for clarification regarding 'impact assessments'.
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:
| Workplace |
|---|
| Equality Diversity & Inclusion group |
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 |
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 |
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 |
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 |
Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.
This Conference asks Lloyds Banking Group to look at the substandard processes / systems we have to use on a daily basis, for example:
| Workplace |
|---|
| Bank of Scotland Rutherglen |
Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.
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 |
Rationale: Rejected because the LBG model is outside of Accord's control but members can contact the union for advice and support.
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 |
Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.
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 |
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.
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 |
Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.
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 |
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 |
Rationale: Remitted for further consideration following discussions between Accord HQ & the proposing workplace.
This conference asks Lloyds Banking Group to record management feedback from observations and Your Best check ins.
| Workplace |
|---|
| Bank of Scotland Buckie |
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.
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 |
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:
| Workplace |
|---|
| Equality Diversity & Inclusion Group Customer Contact Glasgow |
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 |
Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.
This conference calls on Lloyds Banking Group to allow colleagues work time to catch up on teleport.
| Workplace |
|---|
| Customer Contact Leeds |
Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.
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 |
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 |
Rationale: Rejected on the basis that this is an operational matter for the bank and not a priority in industrial relations terms.
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 |
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 |
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 |
Rationale: Remitted for further consideration as branch operations are likely to be reviewed as part of LBG's new strategy.
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 |
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 |
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 |
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 |
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 |
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 |
This conference call on Lloyds Banking Group to provide more support to colleagues returning to work from long term absence.
| Workplace |
|---|
| Customer Contact Leeds |
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 |
Rationale: Remitted for further consideration in conjunction with the TUC's call for long-covid to be classified as an occupational disease.
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:
| Workplace |
|---|
| Equality Diversity & Inclusion group |
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:
| Workplace |
|---|
| Equality Diversity & Inclusion group |
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 |
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 |
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 |
