St. George’s Day, celebrated annually on April 23rd, holds a special place in the hearts of the English. It commemorates the death of Saint George, the Patron Saint of England, who is believed to have been martyred around AD 303. While the day has lost its status as a public holiday, its symbolism remains powerful. As trade unionists, we can draw inspiration from St. George’s story and apply it to our collective struggle for workers’ rights and social justice.
The Legend of St. George
Legend has it that St. George bravely slew an evil dragon that terrorized a local town and saved a princess. But there’s more to his story. St. George was a soldier in the Roman army, living in Palestine during the third century. His unwavering commitment to his Christian beliefs led to his execution. He became an early Christian martyr, standing up for what he believed in, even in the face of adversity.
St. George as a Symbol
Outsider: St. George’s story resonates with those who have faced discrimination and persecution. As an outsider with a foreign religion, he experienced hostility from the Roman authorities. Trade unionists, too, often find themselves challenging the status quo, advocating for fair treatment and equal rights.
Defender of the Vulnerable: St. George’s courage in confronting the dragon mirrors our fight against oppressive systems. Trade unions champion the rights of workers, ensuring their safety, fair wages, and dignity. Just as St. George stood up for the vulnerable, we stand up for our fellow workers.
Unity and Solidarity: St. George’s cross, a red cross on a white background, symbolizes unity. It has been England’s national flag for centuries. As trade unionists, we must unite across industries, backgrounds, and beliefs. Our collective strength lies in solidarity.
Applying St. George’s Spirit to Trade Unionism
Defeating the Modern-Day Dragons: Our dragons may not have scales, but they exist. Low wages, unsafe working conditions, and unfair labor practices plague workers globally. Like St. George, we must confront these challenges head-on.
Conversion to Justice: St. George offered to slay the dragon if the town converted to Christianity. In our context, conversion means transforming unjust systems into ones that prioritize workers’ rights. Let us convert apathy into activism and complacency into advocacy.
Feasting Together: Traditionally, St. George’s Day included feasts. As trade unionists, let’s gather—virtually or in person—to share our stories, strategies, and successes. Celebrate our victories and recharge for the battles ahead.
Conclusion
St. George’s Day reminds us that courage, unity, and sacrifice can change the course of history. As trade unionists, let’s channel St. George’s spirit. Let us be the modern-day champions, fighting for justice, equality, and dignity. Together, we can slay our dragons and build a fairer world—one where workers’ rights are not just a legend but a reality.
Welcome to Union News, your guide to what’s happening in the UK labour and trade union movement. Reports are by Pat Harrington and music is by Tim Bragg. In this week’s edition: Rishi Sunak Unleashes Controversial Overhaul of Disability Benefits, SNP-Green Coalition and Tory MSPs Reject Labour’s Proposal for Enhanced Support to Injured Workers, Government Criticized as Schools Cut Teaching Assistants Amidst Funding Concerns, Supreme Court Ruling Empowers Workers Against Retaliation by Employers, and finally, Amazon Faces “Historic Blow” as Union Recognition Application Advances to Workers’ Vote.
Rishi Sunak Unleashes Controversial Overhaul of Disability Benefits
Prime Minister Rishi Sunak ignited a firestorm with his unveiling of sweeping changes to disability benefits, sparking accusations of a “full-on assault” on disabled individuals. Sunak’s proposals include stringent reforms to the Personal Independent Payment (PIP) system, aiming to tighten eligibility criteria and introduce greater medical scrutiny for claimants.
In response to what he termed a “sick-note culture,” Sunak also announced plans to shift responsibility for sick notes away from GPs, igniting concerns among mental health advocates already grappling with overstretched services. Critics argue that the proposed changes risk plunging disabled people into destitution, with some accusing the government of targeting the most vulnerable amidst economic challenges.
Furthermore, Sunak’s pledge to sanction benefits for non-compliance with work coach conditions, along with the threat of benefit removal after 12 months of unemployment, has drawn sharp rebuke from welfare organizations, who argue that punitive measures exacerbate financial insecurity and undermine public trust.
As debate intensifies, concerns over the broader impact on NHS waiting lists and workforce shortages loom large, with calls for a more compassionate approach to welfare reform that prioritizes holistic support and addresses systemic complexities.
SNP-Green Coalition and Tory MSPs Reject Labour’s Proposal for Enhanced Support to Injured Workers
In a surprising turn of events, the SNP-Green coalition in Scotland, backed by Tory MSPs, has quashed Scottish Labour MSP Mark Griffin’s bid to bolster assistance for workers injured on the job. Griffin’s Employment Injuries Advisory Council (SEIAC) Bill aimed not only to establish a new employment injury benefit but also to institute a council of experts, including trade unions, to guide its implementation and monitor progress.
Despite SNP First Minister Humza Yousaf’s recent pledges to prioritize support for workers and their families, his government’s alliance with Tory MSPs led to the rejection of the legislation. SNP social justice secretary Shirley-Anne Somerville defended the decision, stating, “We do not need this Bill,” while acknowledging Griffin’s efforts and their potential contribution to future initiatives.
Reacting to the outcome, Griffin expressed disappointment, accusing the government of abandoning frontline workers grappling with long-term effects of Covid-19, firefighters battling cancer, and former footballers afflicted by dementia. He criticized Yousaf’s administration for failing to accelerate progress toward a more equitable industrial injuries system in Scotland and vowed to continue advocating for workers’ rights.
The contentious rejection underscores tensions within Scottish politics over strategies to address worker welfare and underscores the challenges facing efforts to enact meaningful legislative reforms.
Government Criticized as Schools Cut Teaching Assistants Amidst Funding Concerns
A recent survey conducted by the Sutton Trust has shed light on the concerning trend of staff cuts in schools across the UK, prompting teaching unions to criticize the government’s handling of education funding. According to the survey, more than two-thirds of senior leaders in schools reported having to reduce the number of teaching assistants this year.
Additionally, one in three senior leaders stated that they had to cut teaching staff, while nearly half had to reduce support staff. The impact was particularly pronounced in primary schools, where teaching assistant cuts were highest, while secondary schools experienced greater losses in both teaching and support staff.
Reacting to these findings, Daniel Kebede, the general secretary of the National Education Union, expressed shock at the extent of the cuts, noting that three-quarters of primary schools had to reduce the number of teaching assistants to make ends meet. He criticized the government’s lack of seriousness regarding education funding and urged it to wake up to the reality faced by schools nationwide.
Dr. Patrick Roach, the general secretary of NASUWT, echoed similar sentiments, emphasizing that children from less affluent backgrounds are disproportionately affected by these cuts, resulting in a compromised quality of education. He criticized the government’s failure to invest adequately in education and called for a new government to address the ongoing crisis in schools.
In response, the Department for Education defended its stance, stating that school funding has been increased to £60.7 billion this year, the highest level ever in real terms per pupil. However, critics argue that despite the increase in funding, the allocation is insufficient to meet the growing needs of schools, leading to staff cuts and resource reallocation.
As the debate over education funding intensifies, the future of staffing levels and the quality of education in UK schools remains uncertain, with calls for comprehensive solutions to address the funding gap and ensure equitable access to education for all students.
Supreme Court Ruling Empowers Workers Against Retaliation by Employers
A landmark judgment delivered by the Supreme Court this week has bolstered the position of workers facing penalties or discrimination for engaging in strike action. The ruling, which criticizes British trade union laws for inadequately protecting workers’ rights, marks a significant victory for labour rights advocates.
In a scathing critique, the court highlighted the failure of current legislation to shield workers from sanctions short of dismissal during strikes, deeming it incompatible with the European Convention on Human Rights. Lady Ingrid Simler, delivering the judgment, emphasized that the ability of employers to impose punitive measures undermines the fundamental right to lawful strike action.
The case, brought forward by the Unison union on behalf of care worker Fiona Mercer, sheds light on the plight of workers facing repercussions for participating in industrial action. Mercer’s battle against her employer, Alternative Futures Group (AFG), over cuts to payments for sleep-in shifts, exemplifies the challenges workers encounter when asserting their rights.
Despite initial victories in lower courts, the intervention of high-ranking figures sought to overturn favourable rulings, prompting Unison to escalate the case to the Supreme Court. Following the verdict, Mercer expressed satisfaction, stating that while it wouldn’t change her experience, it would serve as a deterrent to unscrupulous employers.
Unison’s general secretary, Christina McAnea, hailed the ruling as the most significant industrial action case in decades, while Paul Nowak of the TUC described it as a monumental victory for the union movement. However, some caution against excessive optimism, noting that the legal landscape still poses challenges to effective labour activism.
Nevertheless, the judgment is seen as a positive step forward, prompting calls for broader campaigns to defend workers’ rights. The implications extend beyond the immediate case, with university lecturers and other workers hopeful for redress for past punitive actions taken against them.
and finally, Amazon Faces “Historic Blow” as Union Recognition Application Advances to Workers’ Vote
In a significant development, Amazon has been dealt a decisive setback as the Central Arbitration Committee (CAC) ruled in favour of GMB’s union recognition application at its Coventry warehouse. The ruling marks a milestone in GMB’s efforts and brings Europe one step closer to witnessing the first recognized union at Amazon.
After over a year of industrial action and 30 strike days, the CAC’s decision signals a turning point in the ongoing struggle for union representation at the tech giant’s facilities. The committee has mandated that an independent organization be appointed to oversee a legally binding vote of workers, indicating a crucial phase in the process.
Amanda Gearing, senior organizer at GMB, hailed the ruling as a historic moment in the battle for workers’ rights at Amazon. She likened the journey to a modern-day David and Goliath struggle, emphasizing the resilience of workers against the company’s formidable anti-union tactics.
Gearing highlighted the demands of Amazon workers for fair wages and safe working conditions, stressing the importance of dignity at work and the need for a union to advocate for their interests.
In response to the ruling, an Amazon spokesperson reiterated the company’s stance on employee rights, stating, “Our employees have the choice of whether or not to join a union. They always have.”
As the process moves forward, anticipation mounts for the upcoming ballot, with workers poised to make a crucial decision that could reshape the landscape of labour relations within Amazon’s operations. The outcome of the vote holds implications not only for the Coventry warehouse but also for the broader discourse on workers’ rights and unionization in the tech industry.
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Welcome to Union News, your guide to what’s happening in the UK trade union and labour movement in the UK. Writing is by Pat Harrington and music is by Tim Bragg. In this edition: reports from the Scottish TUC conference, Parcelforce Drivers Take Royal Mail to Court, New Campaign Video says NHS staff are ‘Sicker than the patients’ and finally, Filthy Rich: Water privatisation has proved a disaster.
Scottish trade unions oppose privatizations in the healthcare and social care sectors
During the initial session of the annual Scottish Trades Union Congress (STUC), delegates voiced strong support for defending Scotland’s NHS and criticized the SNP-Green Scottish government’s longstanding plans for a national care service (NCS).
Audrey McCabe from Aberdeenshire Unison strongly criticized the NCS proposal, describing it as more of a public relations statement than a plan for improved care.
Unison has consistently raised concerns about the NCS proposals, arguing that while they suggest a publicly owned and accountable organization akin to the NHS, they would actually result in much of the care sector being controlled by the voluntary sector and private companies.
Key points of contention include the lack of national sectoral bargaining, reduced local democratic oversight, and the potential side-lining of council social work departments as primary care providers.
Despite assurances from the Scottish government that the legislation would be amended, unions were dismayed to find unchanged wording in the Bill after its first reading in Holyrood.
Concerns about increasing privatization extended beyond social care, with delegates supporting a motion by the North Lanarkshire TUC highlighting what they termed as “backdoor privatization” of Scotland’s NHS.
The motion called for the STUC to build on previous successes in advocating for progressive tax measures to generate additional funds for public services. It also proposed conducting research to expose instances of backdoor privatization within the NHS in Scotland.
Drew Gilchrist of the North Lanarkshire TUC, himself an NHS worker, stressed the importance of such research in mobilizing a campaign to stop and reverse privatization while advocating for increased investment in services and the workforce.
Gilchrist cautioned that Scotland should not rely on the notion that its healthcare system is superior to that of England, urging action to counter privatization trends.
Parcelforce Drivers Take Royal Mail to Court
Parcelforce delivery drivers, who are members of the IWGB union, are taking legal action against Royal Mail, alleging that they have been unfairly denied fundamental rights. These drivers argue that they have been misclassified in their employment status and deprived of basic entitlements. The lawsuit, which could involve thousands of Parcelforce drivers across the UK, seeks to compel Royal Mail to compensate them for potential shortfalls in their pay, which could amount to millions.
Previously categorized as self-employed ‘owner drivers,’ many Parcelforce drivers were denied rights such as the National Living Wage and holiday pay. Leigh Day, the legal firm representing the drivers, contends that they should be classified as ‘workers,’ affording them greater rights and potential compensation for past discrepancies in pay.
Concerns were initially raised by three drivers who sought assistance from their union, the Independent Workers of Great Britain (IWGB). With support from the IWGB and legal representation from Leigh Day, these drivers brought claims to the Employment Tribunal. Recognizing the broader implications of these issues, Leigh Day expanded the case into a group claim.
This legal challenge against Royal Mail follows a significant precedent set in a previous case involving Uber drivers, wherein the Supreme Court ruled in favour of classifying them as workers rather than self-employed contractors. This landmark decision laid the groundwork for similar disputes across the gig economy, offering hope to Parcelforce drivers seeking justice.
Marc Francis, a former Parcelforce delivery driver, recounts his experience of working without rights or protections, emphasizing the need for justice for himself and his fellow drivers. The IWGB echoes these sentiments, condemning Royal Mail’s alleged exploitation of its workers and urging affected drivers to join the claim for rightful compensation.
Liana Wood, a solicitor at Leigh Day, emphasizes the importance of recognizing Parcelforce drivers as entitled to workers’ rights, including holiday pay and the national minimum wage. With deteriorating working conditions and decreasing take-home pay, thousands of owner drivers are believed to be eligible to participate in the claim for fair treatment.
STUC Congress Grapples with Cuts: Calls for No-Cuts Budgets
At the STUC Congress in Dundee this month, discussions were dominated by the impact of cuts across Scottish councils, leading to significant job losses over the past 15 years. While calls to support no-cuts budgets were made, they did not gain widespread backing. Clydebank TUC proposed backing such budgets as a strategy to challenge austerity policies, but the general council raised concerns about legality and called for a more practical approach.
Despite this, trades union councils from North Lanarkshire, Fife, and Dundee supported Clydebank’s motion with fervent speeches defending council workers and services. Fife’s Tam Kirby criticized the general council’s cautious approach, arguing for a more aggressive stance against cuts, even if it meant challenging the law.
Referring to STUC president Mike Arnott’s earlier address, Dundee’s Stuart Fairweather emphasized the need for councillors to champion their areas and oppose cuts rather than passively implementing them.
Closing the debate, Clydebank’s Janet Cassidy acknowledged the likely defeat of the motion but stressed the ongoing demand for political challenge against cuts.
Despite support from most trades councils, the motion was ultimately defeated in a card vote. Reflecting on the outcome, delegate Tam Morrison highlighted the urgent need to end cuts, emphasizing that past approaches have failed to prevent significant job losses. While the vote didn’t go their way, the case against cuts remains compelling, signalling a call to grassroots action to bring about change.
Support for key postal service at STUC conference
The Scottish Trade Union Congress has unanimously supported efforts to safeguard essential postal services and protect postal workers.
There are growing concerns among both workers and customers about the potential threat to the universal service obligation (USO) provided by Royal Mail. This obligation ensures a consistent, one-price delivery service across the UK six days a week. Despite earlier assurances from former business secretary, Vince Cable, regarding the preservation of the USO following Royal Mail’s privatization, there are now indications that the company may seek to abandon this guarantee.
Craig Anderson, regional secretary of the Communication Workers Union, expressed appreciation for the congress’s endorsement of the union’s campaign to not only defend the USO but also to enhance the role of postal workers within communities. Anderson emphasized the broader significance of Royal Mail’s services beyond delivering letters and parcels, emphasizing their role in connecting and supporting communities.
He stressed the importance of prioritizing communities and preserving the USO as a crucial element in maintaining social cohesion. Anderson called for Royal Mail and regulators to support the service, support the workers, and invest in the future of public postal services rather than succumbing to cost-cutting measures.
Scottish trade unions come together to oppose privatizations in the healthcare and social care sectors
During the initial session of the annual Scottish Trades Union Congress (STUC), delegates voiced strong support for defending Scotland’s NHS and criticized the SNP-Green Scottish government’s longstanding plans for a national care service (NCS).
Audrey McCabe from Aberdeenshire Unison strongly criticized the NCS proposal, describing it as more of a public relations statement than a plan for improved care.
Unison has consistently raised concerns about the NCS proposals, arguing that while they suggest a publicly owned and accountable organization akin to the NHS, they would actually result in much of the care sector being controlled by the voluntary sector and private companies.
Key points of contention include the lack of national sectoral bargaining, reduced local democratic oversight, and the potential side-lining of council social work departments as primary care providers.
Despite assurances from the Scottish government that the legislation would be amended, unions were dismayed to find unchanged wording in the Bill after its first reading in Holyrood.
Concerns about increasing privatization extended beyond social care, with delegates supporting a motion by the North Lanarkshire TUC highlighting what they termed as “backdoor privatisation” of Scotland’s NHS.
The motion called for the STUC to build on previous successes in advocating for progressive tax measures to generate additional funds for public services. It also proposed conducting research to expose instances of backdoor privatization within the NHS in Scotland.
Drew Gilchrist of the North Lanarkshire TUC, himself an NHS worker, stressed the importance of such research in mobilizing a campaign to stop and reverse privatization while advocating for increased investment in services and the workforce.
Gilchrist cautioned that Scotland should not rely on the notion that its healthcare system is superior to that of England, urging action to counter privatization trends.
New Campaign Video says NHS staff are ‘Sicker than the patients’
Over half of NHS workers suffer from poor mental health, and one in four has even considered suicide due to the challenges they face.
NHS Charities Together say that 52 percent of staff suffer anxiety and 51 percent suffer from low mood.
Frontline 19 has a campaign highlighting that, in many cases, NHS staff are sicker than the patients they are treating.
Group founder Claire Goodwin-Fee said: “The most common reason for sickness absence was poor mental health, responsible for over half a million days lost in one month.”
You can watch the campaign video titled “Sicker Than The Patients” on their website. Frontline19 is a free and confidential service specifically designed for frontline workers, including those in the National Health Service and other frontline services in the UK.
and finally, Filthy Rich: Water privatisation has proved a disaster
Water companies have handed nearly 80 billion to investors since the industry was privatised more than 30 years ago.
Since the privatization of England’s water companies in 1989, they have consistently paid out substantial dividends to shareholders.
English water companies are estimated to pay around £14.7 billion in dividends by the end of this decade.
These dividends benefit shareholders but come at a cost to customers, who are also footing the bill for sewage cleanup and other investments.
When water companies were privatized, they were debt-free. Thatcher wrote off the industry’s £5 billion debt at public expense. However, over the years, they have accumulated significant debt again.
As of now, the big nine water companies in England have a combined debt of £54 billion. This debt burden has raised concerns, especially considering the critical role water companies play in maintaining infrastructure and environmental standards.
Gary Smith of trade union GMB said: “Splashing out fortunes in dividends while racking up enormous debts is a farce.”
The average water and sewage bill in England and Wales rose from £408 in 2021 to £448 from the start of this month. And huge bill increases are expected between 2025 and 2030 to help fund long-overdue investment.
Water companies have also faced criticism for paying large sums to executives while dealing with issues like leaky infrastructure and sewage dumping.
A Solidarity union spokeswoman commented: “Water privatisation has been a disaster. Years of under investment while debt mounted and dividends were paid out. Now customers will be asked to make that money up through higher prices. The obvious answer to this mismanagement is nationalisation but the level of debt built up is one it would be challenging for the State to take on – 54 billion, a far cry from the 5 billion debt written off in 1979 to pave the way for privatisation. Many still believe nationalisation is the way forward but it will be a difficult path now.”
Glen Nicklasson and Pat Harrington led the meeting
The Solidarity Annual Meeting for the year 2024 convened on April 13, embracing a hybrid format that allowed for both online participation and in-person engagement in London.
Members from various regions across the UK, including London, Northern Ireland, Birmingham, and Edinburgh, came together to discuss critical issues facing workers and the union’s role in addressing them.
Motions and Decisions
The meeting saw the discussion and passage of several motions, each addressing pressing concerns and advocating for real change.
One motion focused on reconfiguring how the numbers of economically inactive adults are measured in the UK economy. It proposed lobbying the government to change the way unemployment rates are calculated to acknowledge the true extent of economic inactivity, which currently affects 21.8% of the workforce.
Another motion condemned the government’s proposal to reintroduce fees for claimants at the Employment Tribunal. It highlighted the threat such fees pose to workers’ access to justice and called for solidarity in opposing any barriers hindering this fundamental right.
A motion warmly welcomed the introduction of five days of unpaid leave for carers, recognizing their invaluable contributions and advocating for the effective implementation of this right.
A motion condemned government efforts to impose minimum service levels, interfering with the right to strike. It reaffirmed the union’s commitment to defending workers’ rights and called for united opposition to such legislation.
Another motion focused on addressing work-related suicides through reforming the RIDDOR (Reporting of Injuries, Diseases, and Dangerous Occurrences Regulations) guidance. The motion aimed to lobby the Health and Safety Executive (HSE) for reforms that explicitly address work-related suicides. It called for prompt reporting of incidents, thorough and sensitive investigations, recommendations for good practice, and comprehensive data collection and analysis.
Address by President Glen Nicklasson
Union President Glen Nicklasson delivered a poignant address during the meeting, highlighting the current wave of strikes and industrial unrest. He emphasized the legitimate concerns behind these actions and condemned government attempts to undermine future strikes by imposing minimum service levels.
Report by the General Secretary
The General Secretary, Pat Harrington, provided a detailed report, reflecting on the various cases the union had been involved in throughout the year. These cases illustrated how Solidarity’s work gave life to the theme of the meeting, ‘Strong Enough To Care.’ The report underscored the union’s dedication to supporting workers in diverse situations and its unwavering commitment to their well-being.
The Solidarity Annual Meeting for 2024 was a testament to the union’s strength, solidarity, and unwavering commitment to its members. Through robust discussions, the passage of motions, and insightful addresses by key leaders, the meeting underscored Solidarity’s role as a champion for workers’ rights and social justice. As the union continues its vital work, it remains steadfast in its mission to create a safer, fairer, and more compassionate work environment for all.
Welcome to Union News, your guide to what’s happening in the UK labour and trade union movement. Reporting is by Pat Harrington and music is by Tim Bragg. In this week’s edition: Teachers at NEU Conference Demand Stronger Action on Pay Dispute, Cleaners, Porters, and Caterers Face Privatization Threat at East Suffolk and North Essex NHS Foundation Trust, “Titanic” Equal Pay Claims: Scottish Government Urged to Act, NEU Conference Urges UK Government to Endorse Palestinian Rights, “Desperate Need of Reform”: TUC Urges Overhaul of Statutory Sick Pay, and finally, ONS Staff Strike: Union Takes a Stand Against Mandatory Office Attendance.
Teachers at NEU Conference Demand Stronger Action on Pay Dispute
In a decisive move, teachers attending the National Education Union (NEU) conference in Bournemouth voted to take a stand on the government’s pay offer. The motion, passed on Thursday, calls for a snap poll to gauge members’ views. If the majority rejects the offer with a convincing turnout, the union will escalate its efforts by pushing for a formal strike ballot.
This decision follows last week’s overwhelming vote by NEU members in favor of strikes over pay in a consultative ballot. While the NEU national executive initially proposed avoiding a formal ballot this year, delegates fought to go beyond leadership recommendations. An amendment now instructs the NEU to present the government’s pay and funding offer in a snap poll. If rejected, a formal ballot for strikes will be pursued.
Notably, a significant minority—37 percent—voted even more clearly in favor of moving toward a formal strike ballot after the consultative vote. This signals a strong desire among rank-and-file activists within the union for a more militant approach than what the leadership initially proposed.
Paul, an NEU member from Tower Hamlets, emphasized the importance of the vote: “While achieving a formal ballot would have been ideal, the substantial result demonstrates that the best activists in the union want to go further. A serious number of people are ready to push for national industrial action.”
Daniel Kebede, NEU union general secretary, made an unusual intervention during the conference by arguing against a formal strike ballot. Delegates on the conference floor expressed a clear desire for hard-hitting action to address the ongoing pay dispute.
As the NEU continues its fight for fair pay and better conditions, teachers across the country are watching closely, ready to stand united in defense of their rights.
Cleaners, Porters, and Caterers Face Privatization Threat at East Suffolk and North Essex NHS Foundation Trust
In a startling development, cleaners, porters, and caterers employed by the East Suffolk and North Essex NHS Foundation Trust (ESNEFT) have been informed that their jobs may be moved out of the NHS. Chief executive Nick Hulme’s letter to staff revealed plans to privatize housekeeping, security, and other services at Colchester and Ipswich hospitals, as well as ESNEFT’s community services.
While Ipswich Hospital’s facilities are currently outsourced to private company OCS (with the contract ending in April next year), the ESNEFT board has now decided to put all services out to a single tender over the next 12 months. Unison Eastern head of health, Caroline Hennessy, expressed concern, stating, “Workers are being thrown to the wolves so that some private company can milk cash out of the health service.”
The decision has sparked outrage among staff, who believe that bringing facilities management back in-house would lead to better treatment for employees and higher-quality services for patients. As the battle unfolds, Nick Hulme and the board may find themselves facing a determined workforce unwilling to accept this attack lying down.
“Titanic” Equal Pay Claims: Scottish Government Urged to Act
Equal pay claims in Scotland’s councils are likened to the ill-fated Titanic approaching an iceberg, warns GMB Scotland. The union has called on the Scottish government to intervene urgently as councils across the country continue to ignore workers’ demands.
Strikes in Progress: A four-day strike is already underway among low-paid, predominantly female carers at Falkirk Council. Workers in Renfrewshire and West Dunbartonshire are set to follow suit next week after regrading claims were rejected.
The ongoing strikes represent only the tip of the iceberg. GMB Scotland is already involved in equal pay campaigns in Dundee, Perth and Kinross, Fife, and Moray. Over a dozen other councils face mounting calls for pay reviews.
GMB Scotland’s Louise Gilmour warns that workers cannot bear the burden of potential council bankruptcies. If councils continue to ignore the issue, the consequences could be disastrous.
Gilmour urges First Minister Humza Yousaf to establish a specialist body. This body would adjudicate on claims and enforce compensation awards.
The reality of equal pay claims cannot be ignored, and local authorities must act swiftly.
The scale of these claims is unimaginable for councils already facing service cuts. Blaming equal pay claims instead of addressing systematic pay discrimination is both dishonest and disgraceful.
Gilmour emphasized that women workers will prevail in these claims. Proper management now is crucial to prevent disastrous consequences for communities. Equal pay is not going away. Let us learn from past mistakes and ensure justice prevails.
NEU Conference Urges UK Government to Endorse Palestinian Rights
In a resounding show of solidarity, delegates at the National Education Union (NEU) conference in Bournemouth have called on the British government to cease its role as an enabler of Israel’s apartheid policies, violence, and anti-Palestinian racism.
The motion, passed on Thursday, unequivocally condemns the Israeli government as “racist” and asserts that it “has a case to answer on genocide.” The NEU delegates assert that Israel’s current hard-right, racist government significantly contributes to conflict, violence, and war in both Palestine and Israel.
This bold stance should embolden NEU members to take action during the Palestine day of action on Wednesday, May 1. Delegates remained defiant even after Tory education secretary Gillian Keegan criticized the motion as “inappropriate” and reflective of the NEU’s “divisive ideology.”
Another speaker from the floor challenged Keegan directly: “Keegan should visit staff rooms and witness the revulsion against the killing of children and women, as well as the bombing of schools. What truly divides us is supporting an apartheid regime abroad and perpetuating anti-Muslim rhetoric at home.”
The motion also highlights the British government’s attempts to “criminalize the peaceful tactics of boycott, divestment, and sanctions” and its efforts to stigmatize solidarity with Palestinians. In response, the NEU union commits to publishing and circulating educational resources that enhance members’ understanding of Palestine and Israel. The union further reaffirms its support for the Palestine Solidarity Campaign (PSC).
As the NEU takes this principled stand, educators across the country join hands in advocating for justice, human rights, and a peaceful resolution to the Palestinian-Israeli conflict.
“Desperate Need of Reform”: TUC Urges Overhaul of Statutory Sick Pay
Statutory sick pay in the UK remains shockingly inadequate, leaving low-paid workers vulnerable and without essential financial support during illness. As of today, April 6, 2024, the weekly statutory sick pay rate will increase to £116.75, but this still represents a mere 17 percent of average earnings.
Workers face a three-day waiting period before receiving statutory sick pay. For someone working a typical five-day week, this amounts to a paltry £44 for the first week—just 7 percent of average weekly earnings.
The Trades Union Congress (TUC) demands urgent action. It says the government should: Remove the lower earnings limit.
The TUC say that the government should:
Raise the rate of sick pay. Eliminate the three-day waiting period.
The Covid-19 pandemic exposed the desperate need for reform in the sick pay system. Gender Disparities. Analysis by the TUC reveals that 1.3 million people do not earn enough to qualify for statutory sick pay. Shockingly, 70 percent of these individuals are women.
Zero-hours contract workers are eight times more likely to miss out on statutory sick pay due to insufficient earnings.
Urgent action is required to protect workers’ rights and financial well-being. As the debate intensifies, the government must address these glaring inequalities and ensure that no worker is left without essential support during illness.
and finally, ONS Staff Strike: Union Takes a Stand Against Mandatory Office Attendance
PCS members at the Office for National Statistics (ONS) have delivered a resounding message: mandatory office attendance is unacceptable. Over 73 percent of staff have voted in favor of striking in response to the new policy that demands 40 percent physical workplace presence.
The new policy has caused considerable disruption, particularly for staff with childcare and other care responsibilities.
ONS had previously introduced successful home and hybrid working arrangements during the pandemic, even earning recognition as a finalist for the Chartered Institute of Personnel and Development’s Best Flexible Working Initiative.
Staff were reassured that flexible arrangements would remain in place. However, management’s heavy-handed approach has undermined trust and goodwill among ONS employees.
PCS argues that management’s case lacks evidence and refuses to consider a more gradual and flexible transition.
General Secretary Fran Heathcote calls for an immediate pause in policy implementation and meaningful dialogue to protect staff interests.
As the dispute unfolds, ONS bosses must recognize the importance of fair and sustainable working arrangements. The consequences of disregarding staff well-being could be
This ground-breaking exhibition invites visitors to engage with the history and legacy of feminist movements in the United Kingdom. “Women in Revolt!” offers a transformative journey through time, highlighting the struggles and triumphs of women who dared to challenge societal norms.
One of the striking narratives highlighted in the exhibition is the Grunwick Strike, a defining moment in the annals of trade unionism and labour relations law. Set against the industrial backdrop of the Grunwick Film Processing Laboratories in Dollis Hill, London, between 1976 and 1978, this dispute captured the attention of the nation. Led by mostly female, immigrant East African Asian workers affectionately known as the “strikers in saris,” the Grunwick strikers exhibited remarkable resilience in their fight for trade union recognition and fair treatment. Their confrontations with the Metropolitan Police’s Special Patrol Group marked a significant juncture, as it was the first time this police unit had been deployed in an industrial dispute.
At the heart of the Grunwick Strike lay the issue of equal pay, echoing the broader struggles faced by women across the nation. Prior to the enactment of the Equal Pay Act in 1975, women endured significant wage disparities compared to their male counterparts. The Grunwick Strike, therefore, unfolded within the context of this ongoing battle for gender equality in the workplace. Despite facing staunch opposition from employers backed by right-wing groups, the strikers managed to secure concessions related to workers’ pay and pensions, although their ultimate goals remained elusive.
The exhibition also sheds light on the lives of women working in industrial settings, offering a sociological study conducted in a Bermondsey metal box factory. Here, the everyday challenges faced by female factory workers, including unequal pay, are brought to the forefront. Through this lens, visitors gain valuable insights into the realities of women’s lives beyond the factory gates, underscoring the significance of legislative measures like the Equal Pay Act of 1975 in providing a glimmer of hope amidst the struggles.
But “Women in Revolt!” extends far beyond the confines of individual factories, embracing the broader spectrum of feminist movements that swept through Britain during this era. Through various artistic mediums, activists contributed to pivotal changes for women, from the Wages For Housework campaign to the Reclaim the Night marches. These movements not only reshaped the feminist landscape but also left an indelible mark on British society as a whole.
As visitors navigate through the exhibition, they are invited to reflect on the progress made and the ongoing journey towards a more just and equitable society. “Women in Revolt!” celebrates the unwavering resilience of those who dared to challenge the status quo, weaving together stories of work, family, and activism in a vibrant tapestry of empowerment and change. There is much for trade unionists and those interested in Social Justice to ponder.
Women in Revolt! Art and Activism in the UK 1970-1990 is at Tate Britain, London, until 7 April 2024. It will then transfer to National Galleries Scotland: Modern, Edinburgh, 25 May 2024 to 26 January 2025 and the Whitworth Art Gallery, Manchester, 7 March to 1 June 2025
April is Stress Awareness Month, a time to shed light on the impact of stress in our lives, particularly within the workplace. As we navigate the complexities of modern work environments, it’s crucial to recognize the challenges faced by workers and the role that trade unions play in addressing stress-related issues. In this article, we delve into the evolving responses and politics surrounding stress at work, focusing on the United Kingdom context.
Trade unions have long been champions of workers’ rights, including health and safety. Within the UK, these unions have evolved their strategies to address stress and mental health. Let’s explore some key aspects:
Engagement with Stress Discourse: Trade unions have actively engaged with the discourse around stress and mental health. They recognize that stress impacts not only physical health but also productivity and overall well-being.
Strategies for Collaboration: Unions collaborate with various stakeholders, including the state, employers, workers, and social movements/NGOs. By fostering dialogue, they aim to create safer and healthier work environments.
Innovative Approaches: Unions have developed innovative approaches to tackle stress. These include awareness campaigns, training programs, and advocating for policies that prioritize mental well-being.
The Role of Employers
During Stress Awareness Month, employers must take proactive steps to support their staff’s mental health. Here are five essential actions:
Reach Out and Have Conversations: Encourage open dialogue about stress. Create a supportive environment where employees feel comfortable discussing their challenges.
Recognize Signs and Causes of Stress: Train managers and supervisors to identify signs of stress. Addressing stressors promptly can prevent escalation.
Respond to Identified Risks: Conduct risk assessments specific to stress. Implement measures to mitigate stress factors, such as workload, unrealistic deadlines, or lack of support.
Promote Work-Life Balance: Encourage breaks, flexible working arrangements, and access to mental health resources. A healthy work-life balance is crucial for stress management.
Destigmatize Mental Health: Foster a culture where seeking help for mental health concerns is normalized. Provide resources and promote employee assistance programs.
Conclusion
Stress Awareness Month serves as a reminder that stress affects us all, regardless of our roles or industries. Trade unions continue to advocate for workers’ well-being, emphasizing the need for collective action. As we navigate the post-pandemic landscape, let us prioritize mental health, support one another, and work toward stress-free workplaces.
Remember, addressing stress isn’t a solitary endeavor—it’s a shared responsibility that unites us all.
References:
Martinez Lucio, M. (2020). Trade unions and stress at work: The evolving responses and politics of health and safety strategies in the case of the United Kingdom. In Handbook of Research on Stress and Well-Being in the Public Sector (pp. 15-32). Edward Elgar2
Disclaimer: This article provides general information and should not be considered professional advice. If you or someone you know is experiencing stress or mental health issues, seek professional assistance.
Welcome to Union News, your guide to what’s happening in the UK trade union and Labour movement. Reporting is by Pat Harrington and music is by Tim Bragg. In this edition: Salaried Workers Face Minimum Wage Cheating: Unions Sound the Alarm, Teachers Rally for Fair Pay and Improved Conditions at NASUWT Conference, and GMB Secures Day One Sick Pay for 19,000 Care Workers.
Salaried Workers Face Minimum Wage Cheating: Unions Sound the Alarm
Unions are cautioning that office workers and other salaried staff may be vulnerable to being short-changed on the minimum wage.
Prior to the implementation of the new minimum wage rate on Monday, the TUC highlighted that salaried employees receive a fixed annual payment irrespective of fluctuations in their working hours.
According to the TUC, online job postings still advertise salaried positions below the upcoming minimum wage, potentially resulting in illegal underpayment for salaried workers if their salaries remain stagnant.
The TUC further warned that desk-based office workers often face expectations of unpaid overtime as part of their job responsibilities.
Paul Nowak, TUC’s general secretary, emphasized, “Employers have a legal obligation to pay their workers at least the minimum wage. However, many workers are being deprived of their rightful pay by unscrupulous employers who opt to pay unlawfully low wages. This issue affects workers across various professions, including desk-based office roles, where the expectation of unpaid overtime is common.”
Highlighting the disparity between the official adult minimum wage rate of £11.44 per hour and the voluntary “real” living wage of £12, and £13.15 in London, Katherine Chapman, director of the Living Wage Foundation, stated, “While the increase in the statutory national living wage is positive news for millions of low-paid workers, it still falls short of adequately addressing the true cost of living. Over 14,000 employers have pledged to pay the real living wage, recognizing its benefits not only for workers and their families but also for businesses in terms of improved staff retention and productivity.”
Responding to these concerns, a government spokesperson reiterated that paying the minimum wage is a legal requirement for all workers, including those in office roles. The spokesperson urged any employees who suspect they are not receiving their correct wages to either address the matter with their employer or seek assistance from Acas confidentially. Furthermore, the spokesperson highlighted the significant increase in the national living wage for workers aged 21 and above, emphasizing the positive impact this will have on their annual earnings.
Teachers Rally for Fair Pay and Improved Conditions at NASUWT Conference
At NASUWT’s annual conference, teachers unite behind a push for pay restoration and better working conditions. According to the union, classroom teachers have seen their starting salaries plummet by 21% in real terms between 2010 and 2023, adjusting for RPI inflation.
Addressing the assembly, senior vice-president Wayne Broom emphasized the urgency of tackling the crisis in teaching recruitment, retention, and morale. He pledged the union’s commitment to lobby all political parties ahead of the general election to secure a new deal for teachers, including real terms pay restoration nationwide.
The proposed deal also seeks to enhance measures protecting teachers from violence, assault, or harassment, establish a national framework for statutory contractual conditions of service, enforce a maximum 35-hour working time limit, and ensure equal rights for supply and substitute teachers.
and finally, GMB Secures Day One Sick Pay for 19,000 Care Workers
In a landmark victory for the care sector, the GMB union has secured day one sick pay for 19,000 care workers. This significant win comes as HC-One, the UK’s largest care provider, agrees to a pay deal granting carers the contractual right to receive at least Statutory Sick Pay (SSP) from the first day of any absence.
Previously, carers faced a three-day waiting period before receiving sick pay, creating a concerning incentive for workers to continue working while unwell and potentially spreading illnesses among the vulnerable individuals they care for.
The breakthrough agreement follows a GMB survey revealing that one in four HC-One care workers were contemplating leaving their jobs due to inadequate pay.
Natalie Grayson, GMB National Officer, expressed outrage at the previous lack of sick pay provisions, stating, “For any worker to suffer financial hardship due to illness is unacceptable. However, in the care sector, this issue is particularly alarming and poses a significant risk to the well-being of those under their care.”
She continued, “Day one sick pay is a fundamental right that care sector workers deserve. This victory signifies a pivotal moment in the culture of the entire care industry. But our fight doesn’t end here. GMB will continue to advocate until these dedicated professionals receive a fair wage of at least £15 per hour.”
The agreement marks a crucial step forward in ensuring the welfare of care workers and underscores the ongoing efforts to address longstanding issues within the sector.
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Welcome to Union News, your guide to what’s happening in the UK labour and trade union movement. Reporting is by Pat Harrington. Music is by Tim Bragg.
Train Drivers to Strike Across 16 Companies and London Underground Next Month
Train drivers from 16 companies and the London Underground are set to stage a series of strikes next month, according to an announcement by the Associated Society of Locomotive Engineers and Firemen (Aslef).
The decision comes after tube drivers voted overwhelmingly in favour of walking out on April 8 and May 4. Their primary grievances revolve around the lack of assurances from management regarding changes to their terms and conditions. Aslef demands that any alterations be made through mutual agreement and that existing agreements be honoured.
Finn Brennan, the London Underground Aslef organizer, expressed concern over the establishment of a full-time team of managers tasked with imposing “massive changes” to drivers’ working conditions. The union fears that these changes could adversely impact their members.
In response, a Transport for London spokesperson clarified that the organization had no intentions of imposing changes unilaterally. They emphasized their commitment to safeguarding jobs and assured that discussions would precede any alterations.
Simultaneously, members of various train operators will initiate a rolling series of one-day strikes from April 5 to 8, accompanied by an overtime ban spanning April 4-6 and 8-9.
Mick Whelan, Aslef’s General Secretary, criticized the “ridiculous offer” presented by the Rail Delivery Group in April of the previous year. He called for meaningful negotiations on a new pay deal for train drivers. However, recent developments indicate that the parties involved are unwilling to resolve the dispute amicably.
The strike action will impact services across multiple companies:
April 5: Avanti West Coast, East Midlands Railway, West Midlands Trains, and CrossCountry. April 6: Chiltern, GWR, LNER, Northern, and TransPennine Trains. April 8: c2c, Greater Anglia, GTR Great Northern Thameslink, Southeastern, Southern/Gatwick Express, South Western Railway main line and depot drivers, and SWR Island Line.
Youth Wage Gap: 70% of Young Workers Face Financial Strain, TUC Analysis Reveals
The Trade Union Congress (TUC) has today revealed that seven in ten young workers are at risk of significant financial hardship due to the lower rate of the minimum wage they receive. The union federation has called for an overhaul of the “unfair” tiered rates system, which it says is penalising more than 700,000 workers aged between 18 and 20.
According to the TUC, the minimum wage pay penalty facing young workers this coming year is estimated to be £2,438 a year or £47 a week. The main rate is currently £10.42 per hour for over-23s, £10.18 for 21-22-year-olds, and just £7.49 per hour for 18-20-year-olds, with under-18s earning a mere £5.28 per hour.
Despite the rate for 21-year-olds and over due to rise to £11.44, the minimum wage for workers aged 18-20 is set to increase to just £8.60 per hour. This means they could be paid almost £3 less an hour than their older peers.
TUC General Secretary Paul Nowak commented on the issue, stating: “Everyone should be paid fairly for the job they do. But too many young workers are still being left hugely out of pocket because of outdated youth rates of the national minimum wage.”
The TUC’s analysis comes ahead of its Young Workers Conference this weekend. The union is backing Labour’s New Deal, which pledges to introduce a real living wage for workers and ban zero-hours contracts.
Tom Kerridge, Policy and Research Manager at Centrepoint, added: “In normal times it would defy logic to leave under 23s earning significantly less than older workers for the same job. At a time when inflation has soared and the price of everything from utilities and rents to everyday essentials has become unaffordable for many, it is appalling.”
Government Under Fire: PHSO Report Reveals Pension Age Hike Left Millions of Women in Financial Distress
The UK government is facing mounting pressure to apologise and compensate thousands of women whose retirement plans were abruptly disrupted due to the increase in the retirement age. A five-year investigation by the Parliamentary and Health Service Ombudsman (PHSO) released today found that the Department for Work and Pensions (DWP) failed to adequately inform about the rise in pension age.
The changes affected approximately 3.8 million women born after April 6, 1950. Many were unaware they would have to wait longer to receive their pension, leading to significant financial and emotional distress.
The 1995 Tory government’s Pension Act planned to raise the women’s state pension age from 60 to 65, aligning it with men’s. The change was to be implemented from 2010 to 2020. However, the 2011 Pension Act accelerated the timetable, bringing it forward to 2018, leaving many uninformed.
The PHSO report criticised the DWP for not acknowledging its failings and urged the department to apologise for the impact on those affected. Despite this, the DWP has indicated it will refuse to comply.
The report recommended that the affected women receive a payout between £1,000 and £2,950, falling under level four of the ombudsman’s “severity of injustice scale”. However, campaigners are calling for compensation of at least £10,000, corresponding to level six of the scale, which involves “devastating or irreversible injustice.”
The PHSO has asked Parliament to intervene and establish a compensation scheme swiftly. Angela Madden, chair of Women Against State Pension Inequality (Waspi), argued for a larger payout, stating it “far more clearly and reasonably recognises the injustice and loss of opportunities suffered.”
According to Waspi estimates, one person affected by the changes dies every 13 minutes. National Pensioners’ Convention general secretary Jan Shortt highlighted that “thousands of women have passed away since the campaign began, saving the government billions in unclaimed pension payments.”
Unite general secretary Sharon Graham labelled the DWP’s failures a “national disgrace.” The PHSO report found that the DWP’s handling of the age changes eroded the affected individuals’ sense of personal autonomy and financial control, preventing them from making informed choices about their finances.
Unison general secretary Christina McAnea said the rise had been “catastrophic for a whole generation of women” and “left their retirement plans in tatters.” She added, “It’s only right the thousands of women left in dire financial straits are given compensation now. This has all taken far too long.”
The prime minister’s official spokesman said the government would now “consider the ombudsman’s report and respond to their recommendations formally in due course.” A DWP spokesman stated, “The government has always been committed to supporting all pensioners in a sustainable way that gives them a dignified retirement.”
Protest in Leeds Demands Fair Pay and Support for Special Needs Education
School support staff and parents rallied outside Leeds Civic Hall, voicing their demands for better pay, increased funding, and improved support for children with special educational needs. The protest, organized by the General union GMB, highlighted critical issues faced by teaching assistants and students.
Key Demands: End Poverty Pay: Teaching assistants on the lowest pay grade are grappling with what the GMB calls “poverty pay.” These essential workers deserve fair compensation for their crucial roles in education. Special Needs Education: The placement of special needs children in mainstream schools has raised concerns. GMB emphasizes that this practice can lead to significant challenges and hinder effective learning. More Specialized Schools: The government must invest in building more specialized schools to cater specifically to the needs of these students. Challenges Faced: Educational Psychologists Exodus: A shortage of educational psychologists exacerbates the situation. Their departure affects the well-being of students who require specialized support. Violence and Communication: Some special needs children express themselves through aggression. Teaching assistants often lack proper training to handle such situations. Budget Constraints: Schools struggle to provide adequate resources due to insufficient funding. Many end up using their own budgets to support special needs children.
The GMB asserts that these problems extend beyond Leeds and are nationwide. Following the protest, a delegation of parents and union representatives presented their case to Leeds City Council, urging immediate action to address these pressing issues.
Your Weekly Guide to the Trade Union and Labour Movement in the UK
Welcome to this edition of Union News, your comprehensive update on the latest developments within the trade union and labour movement in the UK. I’m Pat Harrington, and I’m thrilled to bring you the insights and stories shaping our collective journey toward fairer workplaces and stronger communities. Joining me is Tim Bragg, curating the musical backdrop for our journey today.
Legislation Condemned as “Draconian Attempt” by Fire Brigades Union
The Fire Brigades Union (FBU) has sounded the alarm, urging fire service employers across England to defy the government’s new minimum service levels. In a bold move, the FBU has labelled this legislation a “draconian attempt to ban strikes.”
In a strongly worded letter dispatched to all fire service employers, the FBU warns that implementing work notices will not only strain industrial relations but also imperil public safety. The heart of the matter lies in the recently enacted Minimum Service Levels (Strikes) Act, which grants fire service employers the authority to issue “work notices” during strike periods.
Under these regulations, the “minimum service” threshold for fire engines crewed stands at 73%, while control rooms are expected to function as if no strike were underway. However, the consequences for firefighters, control staff, and other fire service personnel who remain on strike after receiving a work notice are severe: dismissal looms large.
Parliament is poised to greenlight these regulations imminently, but their reach will be limited to England alone. Meanwhile, Scotland and Wales have taken a principled stand, vowing not to issue work notices or introduce similar legislation.
Fire service employers span a diverse landscape, including fire authorities, police, fire and crime commissioners (PFCCs), mayors, and devolved administrations. Each employer now wields the power to determine whether to wield the axe against their workforce during industrial action.
Matt Wrack, General Secretary of the Fire Brigades Union, minced no words: “The government’s minimum service levels amount to a draconian assault on the democratic rights of fire service employees. We call upon all employers to reject work notices, rendering these new laws impotent within their local fire and rescue services. Let us agree not to punish any employee for participating in strike action.”
As the battle lines are drawn, trade unions nationwide rally against what they perceive as an attack on workers’ rights. The Public and Commercial Services (PCS) union, for instance, has initiated a judicial review against the Minimum Service Levels Act, arguing that it infringes upon the right to strike enshrined in Article 11 of the European Convention on Human Rights.
The stakes are high, and the FBU’s call to arms reverberates across the firefighting community. Will employers heed the warning and stand firm against this “draconian attempt”? Only time will tell, but one thing is certain: the flames of dissent continue to burn.
GFTU Educational Trust Launches: Activists unite to support trade union education
In a dynamic gathering at Parliament, the Friends of the General Federation of Trade Unions (GFTU) Educational Trust celebrated its official launch. The event brought together passionate advocates committed to advancing trade union education and empowering the next generation of workplace leaders.
Labour MP Richard Burgon emphasized that self-education within the working class is a proud tradition of the trade union movement.
The GFTU Educational Trust offers a diverse range of courses at reasonable prices. These include essential lessons on workplace organization and an impactful education program called “The Roots of Racism”—exploring its origins and strategies for combatting it.
Labour MP Apsana Begum highlighted that recent strike waves create unique opportunities for the union movement to engage and inspire the next generation. Young people are increasingly curious about trade unionism and seek to understand its impact.
Zita Holbourne, representing the Artists Union England, praised the GFTU’s invaluable courses. By allowing trade unionists to collaborate across different unions, these courses foster solidarity and a broader perspective.
Representatives shared their experiences of using GFTU courses to enhance their skills. GFTU President and BFAWU General Secretary Sarah Woolley, fresh from a course at the Quorn Grange hotel, humorously quipped, “Union general secretaries don’t know everything—I’ve been learning too!”
For more information and to explore the trust’s offerings, visit the GFTU website. Let’s build a stronger, informed, and united trade union movement!
Debt Advice Charity Leaves Vulnerable Clients in the Dark: Shocking Staff Dismissals
In a shocking turn of events, debt advice charity Rooted Finance has left vulnerable clients stranded after dismissing two-thirds of its front-line staff. The abrupt sackings occurred on the same day that union members announced strike action.
The Independent Workers of Great Britain (IWGB) is representing the affected staff. Workers had requested trade union recognition, citing concerns about insufficient pay, inadequate training, and poor working conditions.
Management’s response included disciplinaries and one-on-one meetings, which staff interpreted as an attempt to intimidate them. Just hours after announcing their strike plans, workers were dismissed remotely and locked out of their work laptops.
At least one worker was reportedly assisting a client when his laptop was switched off remotely. Another worker, Joseph Larkin, fears that clients will discover the lack of caseworkers only when bailiffs come knocking.
The charity’s actions have shocked both staff and clients, raising serious questions about management practices and client welfare.
PCS Union Launches Bold Strike Ballot: Demands Fair Pay and Justice
The Public and Commercial Services (PCS) union is gearing up for a seismic showdown. In a resolute move, they are launching a nationwide strike ballot across the UK Civil Service, championing their cause for equitable pay, pensions justice, and job security.
So, what are the PCS’s demands for the 2024/25 fiscal year?
Cost-of-Living Rise: They’re gunning for an inflation-proofed increase coupled with pay restoration. Pay Equality Across Departments: No more playing favorites; every department deserves a fair slice of the pie. Living Wage: A bold call for a minimum hourly wage of £15. London Weighting: A provision of at least £5,000 per year to tackle the capital’s high cost of living. Generous Annual Leave: A minimum of 35 days off to recharge those bureaucratic batteries. Workweek Trim: They’re eyeing a significant reduction in work hours without sacrificing a single pound of pay. Trade dispute letters have been dispatched to employers at all levels, spanning 206 bargaining areas and encompassing nearly 150,000 PCS members. The message is clear: fair treatment or fiery action.
But that’s not all. The PCS has a strategic ace up its sleeve. As the Cabinet Office prepares to release its annual civil service pay remit guidance on March 31st, the NEC aims to send a resounding signal. They’re dead serious about industrial action if their demands aren’t met. Their priorities? An inflation-proofed raise and measures to combat low pay, especially the impact of statutory hikes in the national minimum wage.
The gauntlet has been thrown, and the PCS union marches forward, ready to reshape the landscape of civil service employment. Will the government heed their call, or will the halls of bureaucracy echo with the footsteps of dissent? Only time will tell. Stay tuned for the verdict.
and finally, Labour’s New Deal for Working People: A Balancing Act or a Betrayal?
Keir Starmer’s “New Deal for Working People” has ignited both hope and apprehension. As the Labour leader seeks to bridge the gap between workers’ rights and business interests, questions loom large: Will this be a fair compromise or a sellout?
The Financial Times (FT) reports that Starmer aims to allay business fears by promising consultation with industry leaders before implementing reforms. But what exactly lies beneath the surface?
Leading business figures have raised their eyebrows. Commitments to far-reaching employment reforms within the first 100 days of a new Labour government have left them uneasy. The fear? That radical labor market changes might shift the balance between profit margins and worker well-being.
Starmer’s strategic move involves dispatching senior colleagues—shadow chancellor Rachel Reeves and deputy leader Angela Rayner—to soothe business nerves. But lobbyists at business groups are poised to voice their concerns. Will their worries find a receptive ear?
Senior Labour figures insist they aren’t watering down their plans. Yet, the language has softened. A “single status” for workers, the fate of zero-hours contracts, and fair pay agreements are now part of the conversation. But is this a genuine commitment or a tactical maneuver?
Rayner, the shadow cabinet minister says businesses should not fear the reforms. “Engage with us,” she says. But will this engagement water down proposals in favour of the bosses?
The Conservatives pounced on Labour’s 2021 “New Deal for Working People.” They argued that a Starmer-led government would harm businesses and stifle job creation. Top executives nod in agreement. The battle lines are drawn. But which side will Labour ultimately fall on?
While policy shifts remain murky, the stakes are high, whispers persist: will the New Deal lose its edge? The FT hints at a softer approach, especially regarding workers’ status, contract terms, and pay fairness.
As the clock ticks, workers and business leaders watch closely. Will this New Deal be a beacon of progress or a missed opportunity? The verdict awaits.
