NHS Trust Section

Welcome to the NHS Trust section webpage.

Employees of Nottingham University Hospitals NHS Trust make up the majority of UNISON NUH&AS branch members.

UNISON NUH&AS branch holds the greatest number of seats available on the Staffside board.

For more information, please contact the branch.

MP’s on social care

Government should listen to MPs on social care, says UNISON


A new ‘bill of rights’ recommended today (Friday) by MPs for care workers to end low pay and high job turnover rates has been welcomed by UNISON.

This key reform has been proposed by the Communities and Local Government Committee (CLG) in a report into the funding and provision of adult social care.

The Committee is urging the government to draw up a charter outlining what care workers can expect from employers such as acceptable wage levels.

They want this document to be based on UNISON’s ethical care charter, a set of commitments the union developed for councils aimed at improving homecare.

UNISON general secretary Dave Prentis said: “Homecare workers are dedicated to ensuring vulnerable and sick people get much-needed support.

“However, they’re struggling to get by on unacceptably low wages with many not even paid for the time spent travelling to care appointments.

“It’s good MPs have recognized UNISON’s ongoing campaign to get all councils to reward care workers fairly.

“We’d now urge the government to act, otherwise the crisis in social care will overshadow everyone’s lives.”

Notes to editors:
– UNISON’s ethical care charter was developed after a nationwide survey revealed a system in crisis, with a committed but poorly paid and treated workforce. The over-riding objective behind the charter is to establish a minimum standard for the safety and quality of care. This is by ensuring employment conditions do not routinely short-change people needing care, and also ensure the recruitment and retention of a more stable workforce through better pay and training.

Media contacts:
Liz Chinchen T: 0207 121 5463 M: 07778 158175 E: l.chinchen@unison.co.uk
Joe Lewis T: 0207 121 5255 M: 07970 863 411 E: j.lewis5@unison.co.uk
Alan Weaver T: 0207 121 5555 M: 07939 143310 E: a.weaver@unison.co.uk

Health unions and MPs condemn1% pay rise for NHS staff

About 1.3 million NHS staff are to receive a 1% pay rise that will see nurses, midwives and radiographers earn barely £5 a week more next year, in a move that prompted a furious reaction from health unions.
The government’s decision to limit NHS wage increases to 1% a year or freeze them for the seventh successive year led its own advisors to warn that the policy must end. Salary caps could exacerbate already serious understaffing in the NHS by making it less attractive to work for, especially as workloads are growing, the NHS pay review body (PRB) concluded.
“The government’s insistence on the 1% cap has tied the PRB’s hands. As the PRB itself admits, it can no longer prevent health employees’ pay falling way behind wages in almost every part of the economy.
“Without the cash to hold on to experienced employees, the NHS staffing crisis will worsen as people leave for less stressful, better rewarded jobs elsewhere. This can only be bad news for patients.”

well- being and Attendance

The Staffside leads have been in conversation with senior HR staff to review the Well-being and Attendance  Management policy (the sick policy).

This policy is not ideal.
We have managed to negotiate some slight improvements to the policy.
We have agreed with HR some changes about when somebody should be put on formal monitoring.
We have also been able to clarify when a member of staff is excluded on medical grounds.
HR refused to enter into negotiations regarding the section of this policy about absences due to disability.
Staffside raised our objections to this section of the policy, as we believe this could lead to discrimination on the grounds of disability. We have previously asked our legal team for their opinion on this section of the policy and they agree that it could lead to discrimination.
I believe that at this moment in time, this is the best that could be achieved through negotiation.

All NUHT policies are reviewed every three years and when they come up for review I am making sure that the role of HR is to advise the manager on the policy and employment law.
The role of HR is to advise the manager and they shouldn’t be taking control of meetings nor should they be making any decisions. This has been recently made clear in an employment tribunal.

Martin Hallam-Benn
0115 784 4014 ext 6101

James Kettle-Madon


My name is Jaymes Kettle- Madon. I have worked for the NHS for 33 years.  For the past 21 years I have taken an active role in Unison as both Branch Steward and for 9 years as Assistant branch secretary. Before that I was the branch chair person I care passionately about the NHS and its workforce NHS and the outsourced staff with the associated companies. I have also taken on the role as convener for ellior

During my term as a union official I have seen through a number of key challenges that has faced the NHS, the most significant being the outsourcing of staff to carillon and ellior. I have taken an active roll on staff side as well as partnership bringing up issues that relate to the working lives off staff and for patient care.

Also as an active unison steward and have represented members at discipliner’s, grievances and sickness reviews. I have a particular interest in equality and Lesbian, Gay, Bisexual and Transgender (LGBTQ) issues. Over the past years I have endeavoured to represent the members not only with the one day a week facility time I have, I have also  spent the last year attending meetings and representing in my own time as well as  days off .

I will continue to deal with the number of challenges that need to be overcome like the vast amount of workforce changes that are happening, as well as the cuts to our NHS Budgets that we need to fight not only to keep the NHS but to continue the support our members in providing information and publications’ about the Union and its work on a regular basis, to provide and maintain educational facilities and encourage members to participate in them.

My aims and objectives

To ensure equality of treatment and fare reprentation

To protect the rights of members

To keep members informed as to the best of my abilities and knowledge

To promote and improve health, safety and welfare of our members in the work force

To promote our member led union and carry out and fulfil decisions made by members

To promote far representation in all union structures for women, black members disabled members, as well as lesbian gay bisexual and transgender members

To encourage solidarity and effective working partnership between member’s activists and representatives officers and all staff in the service and union and it’s agreed policy

I enjoy role as branch Assistant secretary. And taking the challenge of doing another year I would greatly like your support.