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Objectives of the Association
The Aims & Objectives of the Union shall be: - To seek to ensure equality of treatment and fair representation for all members and to work for the elimination of discrimination on grounds of race, gender, sexuality, gender identity, disability, age or creed To organise all those employed, directly or indirectly within those areas of the ambulance service which provide services to the public, whether in the public, private or voluntary sectors of the economy. To improve the pay and conditions of members and promote their interests. To seek to protect the rights of all members to be treated with dignity and respect irrespective of race, gender, sexuality, gender identity, disability, age or creed. To foster fair relations between its members and their employers, to secure the settlement of disputes arising from members employment, and to participate in joint negotiating machinery. To promote and improve the health, safety and welfare of members in the workplace. Gain and preserve recognition of the professional status of its members and to work with member's employers to improve the service provided to the public by promoting and improving patient care irrespective of race, gender, sexuality, gender identity, disability, age or creed. To promote greater employee, consumer and user involvement and representation in the delivery of patient health care irrespective of race, gender, sexuality, gender identity, disability, age or creed. Promote the advancement and spreading of knowledge for the betterment of members in education and training within their profession. To work with all other interested parties, individuals and organisations to maintain and improve the quality of service to the public. To liaise with the United Kingdom Government, devolved administrations and all other levels of government on ambulance service related matters and to promote and monitor legislation for the benefit of members and the public. To promote, safeguard and improve the interests and status of members and the Union as a whole. To promote and establish a member-led union and to carry out and fulfil decisions made by members in a spirit of unity and accountability. To promote fair representation in all the Union's structures for women, black members, disabled members, gender and sexuality what ever their grade. To encourage solidarity and an effective working partnership between members, representatives, officers and all staff in the service of the Union and its agreed policies. To promote and safeguard the rights of members to have an adequate opportunity to participate in the initiation and development of policy making through meetings, conferences, delegations or ballots, and to encourage the maximum democratic debate, together with the right to campaign to change policy, while at all times acting within the rules and agreed policy. To foster good industrial relations with the Union's employees, to encourage and maintain good employment practices and to promote equal opportunities for all employees, irrespective of race, gender, sexuality, gender identity, disability, age or creed. To devolve to regions policy making responsibility in relation to devolved administrations while maintaining the integrity and unity of the union in accordance with the rules and agreed policy. To maintain and provide educational facilities and to encourage members to participate in them. To indemnify fully subscribed members, to the level of cover held by the union for that purpose in respect of liability incurred in the exercise of their professional duties. To provide minimum guaranteed standards of advice, representation and service. To promote, maintain and contribute to schemes and/funds for the financial, physical and social welfare of members and their dependants. To provide information and publications about the Union and its work on a regular basis and in language and design that can easily be understood. Provide and maintain such services or duties for the benefit of members as may be approved by the National Governing Council (NGC) as a trade union may lawfully undertake. To seek to ensure that members, representatives and staff are treated with dignity and respect at all times when participating in the Union's business. Also that members, representatives and staff seeking the Union's services provided by external suppliers are treated similarly by the providers of those services. Protect and promote the interests of its members and to provide minimum guaranteed standards of advice, representation and service. Maintain and administer funds for the purpose of the pursuance of the above said purposes The Union shall not distribute any surplus of income over expenditure to its members or any other party except in the event of cessation of activities.
Items of Current Policy It is the policy of the Association to pursue:- - A retirement age of 55 years, or after 25 years service.
- A more attractive early retirement scheme for staff paying an adequate rate of pension.
- A pay formula that will take Ambulance Staff out of the annual 'Grab for Cash'.
- Re-introduction of enhanced rates of pay for unsocial hours worked and overtime.
- Skill Pay - In that those with extended abilities must be paid a reasonable rate for the added pressures and responsibilities.
- Long service recognition, both in pay and leave, for staff with significant service.
- A reduction in medical costs for members.
- Free dental and optical treatment.
- Alternative employment, at a protected rate of pay, within the Health Service for staff unable to continue their duties on the Ambulance Service due to ill health.
- The right of all staff to a voluntary medical examination every two years if desired.
- The abolition of the stand-by system.
- Independent stress counselling.
- Staff involvement in any job evaluation process.
Your Questions Answered Often potential members are unaware of the service that APAP can give in such matters as Grievances, Disciplinary Action and Tribunals. Question: What happens, if as an APAP member I have a grievance against management. Will I be able to get support? Answer: APAP will supply qualified advice on the preparation of the grievance and will, if necessary, supply a professional representative if the grievance goes to the higher levels. Question: Has APAP rights at local or national level, in regards to appeals etc? Answer: Yes. APAP as with any organisation has the right to represent it's members. In fact, APAP has a good record in both local and national representations. Question: What happens if I am the subject of an internal disciplinary hearing, will I be allowed to have an APAP representative? Answer: Yes. You have the right to be represented by the union of your choice. We can supply you with a Representative, or in some cases the services of a Solicitor specialising in Employment Law will be used. Do not be fooled into the belief that you cannot have representation. You can! Question: What happens if I have a legal problem, can I be represented by APAP? Answer: Again, Yes (Dependent on the nature of the case). APAP may supply Solicitors/Barristers. We will also pay the FULL COST of any work-related legal case subject to acceptance of our Legal Advisors. It is also interesting to note that we also give a 24 hour FREE private advice service on NON-WORK RELATED MATTERS. Question: What about National recognition? Answer: Yes. We meet with Management and Department of Health Officials at regular Ambulance Negotiating Body meetings to negotiate pay and conditions of work. Question: Does APAP have a No Strike Policy? Answer: The answer is NO. The Association does not have a NO STRIKE clause in it's constitution.
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