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Union News 27th of August 2024

1,213 words, 6 minutes read time.

Welcome to Union News, your guide to what’s happening in the union and labour movement in the UK. Reports are by Pat Harrington and music is by Tim Bragg. In this edition: Fire Service Cuts Spark Safety Alarm: FBU Calls for Urgent Action. Facing the Future: Prime Minister Starmer’s Tough Choices for Britain. Labour’s Pledge Paralysis: The Gig-Economy Conundrum. Energy Bill Surge: A Call for Fairness Amidst Rising Profits. And finally, Steel Sector Struggles: Job Losses Loom as Industry Faces Transformation.

Fire Service Cuts Spark Safety Alarm: FBU Calls for Urgent Action

The Fire Brigades Union (FBU) has sounded an alarm over the compromised safety of the British public. They attribute the peril to significant cuts in the fire and rescue services. A worrying 21% reduction in front-line firefighter roles has been reported over the last decade. This translates to a loss of around 12,000 jobs. The situation is worsened by the fact that 4,000 firefighters are counted twice in the workforce figures. This happens due to them holding dual contracts. This paints a misleading picture of the actual manpower available for emergency response.

The FBU has highlighted a troubling increase in response times to life-threatening fires. The response times now stand at an average of over nine minutes, up from 6.11 minutes in 1995. This delay is partly due to the reduction of one-third of fire control staff. These staff members are crucial for receiving emergency calls and deploying crews. The cuts have been felt deeply across various regions. Buckinghamshire, West Yorkshire, Nottinghamshire, Greater Manchester, and London face the most severe workforce reductions. London alone is losing 1,349 firefighters, marking a 22% decrease.

Facing the Future: Prime Minister Starmer’s Tough Choices for Britain

Prime Minister Keir Starmer, in a pivotal speech, has outlined a stark vision for Britain. He has acknowledged the severe economic challenges ahead. He emphasized the necessity for “unpopular decisions” to mend the societal and economic fissures. Starmer’s rhetoric prepares the nation for a time of hardship. It underscores the gravity of the situation inherited from the previous administration. His message to the working people of Britain is clear. Brace for impact. The road to recovery will be arduous.

Criticism has been swift, with accusations of Starmer insulting the British workforce by suggesting further economic strain. Opposition voices within the Labour movement, like Momentum, argue that the narrative of necessary austerity undermines the electorate’s trust. It also undermines the party’s foundational principles. They assert that the government possesses ample means to foster societal transformation without compromising living standards.

Amidst the controversy, the Labour government faces the colossal task of revitalizing industry. They must rejuvenate public services. They also need to restore eroded living standards. TUC’s Paul Nowak echoes the sentiment. He believes that while there are no quick fixes, the commitment to a long-term strategy is paramount. The nation watches as Starmer navigates these turbulent times, balancing honesty with hope, and austerity with ambition.

Labour’s Pledge Paralysis: The Gig-Economy Conundrum

The Labour Party’s New Deal For Working People is facing criticism for its lack of clarity on gig-economy worker rights. The Autonomy Institute has pointed out the party’s retreat from a key commitment: establishing a single “worker” status. This move would have ensured gig-economy workers were entitled to employee benefits, including National Insurance and paid leave. It would have aligned them with broader reforms like fair wages and sick pay.

Labour previously condemned the exploitation of gig-economy workers as a significant economic blight. These workers are some of the most vulnerable and underpaid in the UK. The think tank insists that Labour must maintain its initial proposal to merge various employment categories into one. This is necessary to enact substantial and lasting reform. Without this, any advancements risk being undone by subsequent administrations.

The party’s determination to abolish zero-hour contracts is also in question, as earlier firm pledges appear softened. This wavering stance casts doubt on Labour’s commitment to securing better conditions for gig-economy workers, leaving the future of these reforms and the workers’ security in a precarious balance.

Amidst the rising challenges of climate change, which include frequent flooding, wildfires, and storms, the FBU’s General Secretary Matt Wrack has underscored the critical impact of fourteen years of austerity on the fire and rescue services. The union is urgently calling on the Labour party to prioritize investment in the fire and rescue services to safeguard public safety and ensure that the emergency services can respond effectively to the increasing demands of a changing climate.

Energy Bill Surge: A Call for Fairness Amidst Rising Profits

As autumn approaches, UK households brace for a 10% increase in energy bills, as confirmed by the industry regulator. The price cap is set to rise from £1,568 to £1,717 starting October 1, pushing an additional 400,000 homes into fuel poverty—a total of six million, according to National Energy Action. Ofgem’s chief, Jonathan Brearley, defends the hike, stating it allows energy firms to cover costs and make modest profits. However, this comes against the backdrop of energy giants amassing £470 billion in profits since 2020, with British Gas’s profits soaring to £750m last year.

The profit surge has sparked outrage among the public and calls for energy to be taken from private hands. Unite’s Sharon Graham criticizes the stark contrast between the struggling masses and the flourishing energy sector. The government faces pressure to reverse its decision to cut winter fuel payments, previously available to all pensioners, now limited to those on pension credits or means-tested benefits. This move, deemed “reckless” by Age UK’s Caroline Abrahams, risks leaving many vulnerable without support.

The situation highlights a growing divide and prompts a debate on energy ownership and support for those in need. With profits soaring and winter approaching, the question remains: will the government and energy firms find a balance between business and social responsibility?

and finally, Steel Sector Struggles: Job Losses Loom as Industry Faces Transformation

The UK steel industry is at a critical juncture as Labour’s promises to safeguard steel jobs are proving untenable. The stark reality is that union leaders’ decision to avoid strikes earlier in the year, placing faith in Labour leader Keir Starmer, may have been misguided. Now, with the threat of significant job losses at British Steel’s Scunthorpe site, the call for industrial action is resurfacing. Jingye Group, the owner, is contemplating the cessation of blast furnace operations, potentially affecting 2,500 workers. This move comes amidst discussions with the government to reduce coal imports, signalling a shift in the industry’s future.

The potential closure of blast furnaces not only threatens jobs but also indicates a shift towards importing steel, primarily from China, which could replace the three million tonnes produced domestically. Jingye is seeking a substantial £600 million government grant to modernize its facilities, including the transition to electric arc furnace technology, aligning with decarbonization goals. However, this transition is overshadowed by the immediate risk to jobs, especially as the Port Talbot steelworks also faces cuts under Tata’s ownership.

Labour’s response to the crisis has been cautious, with Starmer acknowledging the difficulty of the situation without offering false hope. Similarly, Labour’s Welsh secretary Jo Stevens has expressed a desire to protect jobs but recognizes that redundancies are likely. This acknowledgment does little to quell the uncertainty faced by steelworkers and their communities as the industry stands on the precipice of change, with the government’s role in this transformation becoming increasingly scrutinized.

The Case of Bailey v Stonewall Equality Limited and Others: A Landmark Decision on Belief Discrimination

846 words, 4 minutes read time.

In the landmark case of Bailey v Stonewall Equality Limited and others, the Employment Appeal Tribunal delivered a significant judgment that has implications for employment law and the protection of beliefs within the workplace. The case revolved around Ms. Allison Bailey’s claim that she faced discrimination due to her gender-critical beliefs, which she argued were protected under the Equality Act 2010.

Bailey’s beliefs included the view that Stonewall’s advocacy for gender self-identity was harmful to women’s rights and lesbian same-sex orientation. The Employment Tribunal applied the Grainger test and ruled that her beliefs were indeed protected.

In the most recent development, the Employment Appeal Tribunal upheld the first decision, reinforcing the protection of gender-critical beliefs under the Equality Act.

The tribunal’s judgment addressed complex issues surrounding the interpretation of the Equality Act, particularly about philosophical beliefs. It highlighted the need for employers to carefully consider the rights of employees to hold and express beliefs, even when those beliefs are controversial or at odds with the views of others within the organization.

The implications of the Bailey v Stonewall Equality Limited case are quite significant for future disputes involving philosophical beliefs and workplace discrimination:

Protection of Philosophical Beliefs: The case reinforces that “gender-critical” beliefs are protected under the Equality Act. This means that individuals holding such beliefs are entitled to protection from discrimination and victimization in the workplace.
Employer Policies and Training: Employers need to review their policies and training programs to make sure they do not inadvertently discriminate against employees with protected beliefs. This includes balancing the rights of individuals with different beliefs and making sure an inclusive environment is created for all.
Legal Precedent: The case sets a legal precedent that influences future tribunal decisions. It highlights the importance of the Grainger test in determining whether a belief qualifies for protection under the Equality Act.
Impact on Advocacy Groups: Advocacy groups like Stonewall need to consider how their policies and actions are perceived and make sure they do not conflict with the rights of individuals holding protected beliefs.
Workplace Dynamics: The case will lead to increased awareness and sensitivity around issues of belief and identity in the workplace, encouraging more open dialogue and understanding among employees.

The implications of the Bailey v Stonewall Equality Limited case and her employer are quite significant for future disputes involving philosophical beliefs and workplace discrimination:

Protection of Philosophical Beliefs: The case reinforces that “gender-critical” beliefs are protected under the Equality Act. This means that individuals holding such beliefs are entitled to protection from discrimination and victimization in the workplace.
Employer Policies and Training: Employers need to review their policies and training programs to make sure they do not inadvertently discriminate against employees with protected beliefs. This includes balancing the rights of individuals with different beliefs and making sure an inclusive environment is created for all.
Legal Precedent: The case sets a legal precedent that will influence future tribunal decisions. It highlights the importance of the Grainger test in determining whether a belief qualifies for protection under the Equality Act.
Impact on Advocacy Groups: Advocacy groups like Stonewall need to consider how their policies and actions are perceived and make sure they do not conflict with the rights of individuals holding protected beliefs.
Workplace Dynamics: The case will lead to increased awareness and sensitivity around issues of belief and identity in the workplace, encouraging more open dialogue and understanding among employees.

In this case, Bailey, a tenant of GCC, had tweeted views critical of Stonewall’s stance on trans rights. Stonewall and others complained to GCC, prompting an investigation. The tribunal found that GCC’s actions were discriminatory against Bailey’s gender critical beliefs. But Bailey’s appeal against Stonewall was dismissed because:

1. Causation Requirement: The EAT found that GCC made the final decision to discriminate, independent of Stonewall’s complaint.
2. Fairness and Reasonableness: It would not be fair or reasonable to hold Stonewall liable for GCC’s discriminatory actions, even though Stonewall’s complaint initiated the process.

So, the EAT determined that the responsibility for the discriminatory outcome rested solely with GCC.

Bailey was awarded £22,000 in the discrimination case.

For those interested in delving deeper into the details of the case and its implications, the full judgment is available for public review. It provides a comprehensive analysis of the arguments presented and the legal reasoning behind the tribunal’s decision. This case is a must-read for legal professionals, employers, and employees alike, as it offers valuable insights into the complexities of belief discrimination and the application of the Equality Act in real-world scenarios.

The Bailey v Stonewall Equality Limited case is a testament to the dynamic nature of employment law and its responsiveness to the changing societal landscape. It is a clear sign that the courts are willing to engage with difficult questions about belief, identity, and the rights of individuals within the workplace. As society continues to grapple with these issues, the legal system will play a crucial role in defining the boundaries of acceptable belief and expression in professional settings.

You can read the full EAT decision here

By Pat Harrington

Union News 31st of July 2024

535 words, 3 minutes read time.

Welcome to Union News, your guide to what’s happening in the UK and trade union movement. Reporting is by Pat Harrington and music is from Tim Bragg. In this weeks edition: Call for Stronger Health and Safety Laws, G4S Job Centre Guards Launch New Strike, Workers Rally to Save Grangemouth Refinery and finally, Mixed Reactions to Junior Doctors’ Pay Deal.

Call for Stronger Health and Safety Laws

Union leaders are pressing the new Labour government to enhance the Health and Safety at Work Act (HSWA) and secure funding for enforcement to cut workplace fatalities. Marking the HSWA’s 50th anniversary, the TUC emphasized the need for continued progress and investment in workplace safety. TUC General Secretary Paul Nowak highlighted the Act’s success in saving thousands of lives but warned that recent Tory cuts have put workers at risk. With Britain averaging over 100 work-related deaths annually, Nowak called for fresh funding and collaborative efforts to boost safety measures. Hazards Campaign Chair Janet Newsham echoed the need for more investment, stressing the Act’s importance and advocating for a robust health and safety system .

G4S Job Centre Guards Launch New Strike

Hundreds of G4S security guards at job centres are set for a 10-day strike demanding better pay.

Public and Commercial Services (PCS) union members employed by the private security company as job centre security guards started a week-long strike this Monday.

The union said its members will now walk out alongside colleagues in the GMB union on weeks beginning August 12 and 26.

PCS General Secretary Fran Heathcote criticized G4S for underpaying workers despite their significant profits. G4S claimed PCS lacked a recognition agreement for negotiations, but the GMB union countered, accusing G4S of offering a misleading pay deal that amounts to a real-terms cut. The dispute has seen GMB membership double, with G4S facing investigation for using agency staff to undermine the strike .

Workers Rally to Save Grangemouth Refinery

Scottish workers will gather in Grangemouth this Saturday to fight for the future of the Petroineos oil refinery and its 2,000-strong workforce. The refinery, crucial to Scotland’s economy, faces closure in 2025. Unite’s Keep Grangemouth Working Campaign is pushing for a green transition plan to save jobs. Recent discussions with the government have led to potential funding for low-carbon projects at the site. Unite’s General Secretary Sharon Graham and Scottish Secretary Derek Thomson have noted a positive shift in government attitude, emphasizing the importance of getting the transition right for workers and the community.

and finally, Mixed Reactions to Junior Doctors’ Pay Deal

Rachel Reeves described the proposed pay deal for junior doctors as a minimal cost compared to the losses from NHS strikes. The new offer, which includes a 22.3% pay package, aims to discuss the wage gap but has received mixed reactions. BMA’s junior doctors committee recommends the deal, noting it changes the current trajectory but falls short of full pay restoration. Junior doctors, who have held 44 days of strikes, will vote on the offer, with some expressing dissatisfaction and calling for continued action. The deal includes a backdated pay rise and future increases, but many argue it doesn’t adequately discuss long-term pay issues.

Picture credit
Grangemouth: By User:John, CC BY-SA 3.0, https://commons.wikimedia.org/w/index.php?curid=2459867

2024 Edinburgh Fringe Festival: In Celebration of Social Justice and Workers’ Rights

496 words, 3 minutes read time.

The Edinburgh Fringe Festival, a vibrant tapestry of creativity and performance, is a beacon for diverse audiences, including those with a keen interest in social and labour issues. For trade unionists, the 2024 Fringe line-up offers a plethora of shows that resonate with themes of workers’ rights, social justice, and the power of collective action.

One such show that stands out is “A Singular Deception” at The Royal Scots Club. This historical drama unveils the true story of Dr. James Barry, a surgeon who challenged 19th-century gender norms and societal expectations. The play delves into themes of identity and the struggle against rigid societal structures, echoing the unionist fight for workplace equality and representation.

Another must-see is “Shellshocked – An Explosive New Play” at Pleasance Courtyard. This powerful drama by Philip Stokes explores the psychological toll of war on soldiers, shedding light on the broader impact of conflict on society and the workforce. It’s a poignant reminder of the need for support systems for those who have served, a cause often championed by trade unions.

For a more contemporary reflection, “The Chaos That Has Been and Will No Doubt Return” at Summerhall is a high-energy production that captures the spirit of a community grappling with the effects of austerity. Set in Luton, it’s a vivid portrayal of the struggles faced by working-class communities, resonating with the unionist ethos of solidarity and support.

Adding to this rich line-up is “Chopped Liver and Unions,” a returning favourite at Paradise in Augustines – The Studio. This one-woman play gives a vivid account of the life of Sara Wesker, a trade unionist, political activist, and radical who led the singing strikers of 1928 to improve the working conditions of female garment workers in London’s East End. The play is a tale from a century ago but very much a play for today, highlighting the enduring relevance of labour movements and the sacrifices made for workers’ rights.

Lastly, “A Show for Young Men” at Assembly @ Dance Base tackles the pressing issues facing young men today, including mental health and societal pressure. By combining drama with discussion, it fosters a space for dialogue about the importance of community support, a cornerstone of trade union philosophy.

These shows are just a glimpse into the rich array of performances that the 2024 Edinburgh Fringe has to offer. They not only entertain but also provoke thought and dialogue on issues close to the heart of trade unionism. For those looking to immerse themselves in theatre that reflects their values and passions, the Fringe presents an unmatched opportunity to engage with the arts and the pressing topics of our time. Whether you’re a seasoned Fringe-goer or a first-timer, these shows promise to be both enlightening and inspiring, embodying the spirit of unity and activism that is central to the trade union movement. For more information and to book tickets, be sure to visit the official Edinburgh Fringe website.

By Pat Harrington with acknowledgements to the Counter Culture team.

Labours’ Employment King’s Speech: Transformative Proposals for Workers’ Rights and Fairness

957 words, 5 minutes read time.

In the King’s Speech Labour has laid out a legislative agenda that promises to reshape the landscape of workers’ rights and public ownership in Britain. The speech, while brief in its mention of specific policies, has set the stage for significant reforms aimed at banning exploitative practices and enhancing employment rights. This ambitious agenda has sparked enthusiasm among pro-worker and pro-union advocates, who see it as a long-overdue move towards a fairer and more equitable society.

Transformative Proposals in the Employment Rights Bill

The cornerstone of Labour’s new agenda is the Employment Rights Bill, which promises sweeping changes to improve the lives of workers across the country. The bill includes several key provisions:

  1. Parental Leave, Sick Pay, and Protection from Unfair Dismissal: Making these benefits available from day one is a crucial step in ensuring that all workers, regardless of their employment duration, have access to basic rights. This move is particularly significant for those in precarious jobs, offering them much-needed security.
  2. Banning Zero-Hour Contracts: Zero-hour contracts have long been criticized for their exploitative nature, providing workers with little job security and unpredictable income. By banning these contracts, Labour is addressing a major issue that has left many workers in a state of constant uncertainty.
  3. Ending ‘Fire and Rehire’ Practices: The practice of firing employees only to rehire them on less favourable terms has been a contentious issue. Reforming the law to end this exploitative practice will protect workers from being manipulated and ensure fair treatment.
  4. Removing the Lower Earnings Limit for Statutory Sick Pay: This change ensures that all workers, regardless of their income level, have access to sick pay. It is a vital reform, especially for low-income workers who are often most vulnerable to financial hardship when ill.
  5. Making Flexible Working the Default: By making flexible working the default from day one, Labour is recognizing the importance of work-life balance and the diverse needs of the modern workforce. This policy is expected to particularly benefit working parents and those with caring responsibilities.
  6. Protection for Women Post-Maternity Leave: Making it unlawful to dismiss a woman within six months of returning from maternity leave is a progressive step towards gender equality in the workplace. It ensures that women are not penalized for starting families.
  7. Creation of the Fair Work Agency: This new agency will play a crucial role in enforcing workplace rights, ensuring that the new laws are implemented effectively and that workers can seek redress when their rights are violated.
  8. Fair Pay Agreement in Adult Social Care: The introduction of a Fair Pay Agreement in the adult social care sector addresses the chronic underpayment and undervaluation of care workers, a predominantly female and minority workforce.
  9. Simplifying Union Recognition: Making it easier for trade unions to gain statutory recognition empowers workers to collectively bargain for better terms and conditions, a fundamental right in any democratic society.
  10. Repealing Minimum Service Levels for Industrial Action: This repeal restores the right to strike, which is essential for workers to negotiate fair wages and conditions without the fear of legal repercussions.

Paul Nowak, General Secretary of the Trades Union Congress (TUC), hailed the Employment Rights Bill as a vital step towards “repairing and rebuilding Britain after 14 years of chaos and decline.” He emphasized that boosting workers’ rights and ensuring security and respect at work are pivotal for a fair economy. This sentiment is echoed by Christina McAnea, General Secretary of Unison, who described the workplace rights package as a “game changer,” particularly praising the focus on social care.

Public Ownership and Infrastructure Reforms

In addition to the Employment Rights Bill, Labour’s agenda includes significant measures aimed at reversing the privatization of essential services. Key among these is the renationalization of railways and the establishment of Great British Energy, a publicly owned clean energy production company.

Mick Whelan, General Secretary of Aslef, the train drivers’ union, praised the decision to renationalize the railways as “the right decision, at the right time,” emphasizing its potential to stimulate economic growth and rebuild Britain’s infrastructure. Similarly, the creation of Great British Energy is seen as a pivotal move towards a sustainable future, capable of driving the green transition while creating jobs and boosting the economy.

The Better Buses Bill, which grants communities the power to take back control of bus services, also received strong support. Public ownership of bus services, as demonstrated by successful municipally owned companies like Reading Buses, can significantly improve local transport and contribute to economic vitality.

Missed Opportunities and Future Campaigns

Despite the many positive proposals, there are areas where Labour’s agenda falls short. The absence of plans to bring water companies into public ownership, reinstate the NHS as a fully public service, and buy back British Gas are notable omissions that have disappointed some advocates. These missed opportunities highlight the need for continued campaigning to push Labour towards a more comprehensive public ownership model.

Sharon Graham, General Secretary of Unite, warned against the constraints of a “financial straitjacket,” arguing that substantial investment is necessary to tackle the current crises in public services and infrastructure. She stressed that reliance on growth alone might not be sufficient to deliver the urgent changes needed.

Our GenSec’s View

Patrick Harrington, General Secretary of Solidarity union commented: “Labour’s legislative agenda, as outlined in the King’s Speech, marks a significant shift towards enhancing workers’ rights and reversing decades of privatization. While the proposals have been broadly welcomed by unions and pro-worker advocates, the journey towards a truly fair and equitable society requires ongoing vigilance and activism. As the details of the draft legislation emerge, I t will be crucial for unions and workers to continue to advocate for comprehensive reforms that ensure dignity, fairness, and security for all workers.”

Image by Mariusz Matuszewski from Pixabay

Union News 10th of July, 2024

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1,859 words, 10 minutes read time.

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 from Tim Bragg. In this edition: Amazon Workers in Historic Union Vote at Coventry Depot, Brighton Academy Trust Schools Strike Over Funding Cuts, Lambeth School Workers Strike Against Closures, Leeds Teachers Strike Over Contract Terms, Health Workers Continue Strikes for Regrading, UCU Union’s Staff Escalate Strikes, Barnet Social Workers Stand Firm Against Strikebreakers, Tractor Workers Narrowly End Strike After Close Vote, Calls to Repeal Tory Anti-Protest Laws, Investigation into Death at Cardiff Recycling Centre, and finally, Department for Education Strike Averted After Pay Deal.

Amazon Workers in Historic Union Vote at Coventry Depot

Amazon workers at the Coventry depot began a historic vote for union recognition this week. With 3,000 employees participating, the results are expected early next week. If successful, this will mark the first time Amazon recognizes a union in Europe, compelling the company to negotiate terms, pay, and conditions for workers at the Coventry site.

GMB union representatives at Coventry have reported low pay and poor working conditions as significant issues. Adam, a GMB rep, expressed optimism about achieving union recognition despite Amazon’s efforts to limit union organizing. Andy, another rep, highlighted Amazon’s use of fear and intimidation tactics, including confiscating union literature and urging employees to vote against recognition.

This vote is seen as a potential turning point for Amazon workers across Europe. If successful, Coventry could inspire similar efforts at other Amazon warehouses, such as the Doncaster depot. GMB organized protests across Britain, including outside Amazon’s London headquarters, where a petition demanding union recognition was presented with over 30,000 signatures.

Brighton Academy Trust Schools Strike Over Funding Cuts

NEU Union members at five schools within the University of Brighton Academy Trust (Ubat) are striking this week. The workers demand that Ubat allocate more funds to schools rather than central services to save jobs and reduce workloads. This is the first academy-wide dispute in the country, highlighting the lack of financial transparency in the academy system.

The dispute began in April when Hastings Academy announced job cuts. The NEU quickly organized meetings and a formal strike ballot across five affected schools: The Hastings Academy, The St Leonards Academy, The Baird Primary Academy, Burgess Hill Academy, and Robsack Wood Primary Academy. With a 74% turnout, 93% of members voted in favour of strikes, leading to this week’s action.

NEU membership has surged by around 50% across these schools, predominantly among support staff. This strike emphasizes the growing dissatisfaction with the current funding allocation and the need for greater financial accountability within the academy system. Two additional schools are balloting to join the action in September if the issue remains unresolved.

Lambeth School Workers Strike Against Closures

School workers at three schools in Lambeth, South London, will strike next Thursday against the council’s plans to merge six schools and close two more due to falling student numbers. At St John’s Angell Town Primary School, workers voted 100% in favour of striking on a 91% turnout. Holy Trinity Primary and St Saviour’s Primary also showed strong support for the strike.

A teacher in Lambeth attributed the falling school numbers to the high cost of living in London and social cleansing. Instead of closures, the teacher suggested that schools could reduce class sizes to improve education quality. The closures are seen as unnecessary and a political choice, with the council urged to avoid job losses and maintain the schools.

This strike is part of a broader movement against school closures and funding cuts across London. Teachers and support staff are determined to protect their jobs and ensure better educational outcomes for students. The Lambeth strike is a significant step in this ongoing struggle, highlighting the community’s resistance to the council’s plans.

Leeds Teachers Strike Over Contract Terms

Teachers at Oulton Academy in Leeds are striking on Tuesday and Wednesday this week. The Leeds NEU union organized the strike after a meeting with Adrian Kneeshaw, CEO of Carlton Academy Trust, which manages the school. The CEO’s refusal to incorporate national terms into new contracts for academy staff prompted the action.

This strike is part of a broader wave of industrial actions in schools across the UK. At Benson Community School in Birmingham, workers are striking over management practices, with NEU members citing bullying by management. St Anne’s School and Sixth Form College in Hessle, near Hull, also saw strikes this week over a new pay system that fails to cover extra duties and responsibilities.

These strikes reflect growing dissatisfaction among teachers and support staff with management practices and contract terms in academies. The NEU continues to advocate for better working conditions and fair treatment for its members, aiming to secure improved terms across the education sector.

Health Workers Continue Strikes for Regrading

Low-paid health workers in England remain determined to strike despite pressure from the new Labour government to end their industrial action. Thousands of healthcare assistants and nursing assistants are demanding re-grading from NHS band 2 to band 3, reflecting the clinical work they perform alongside patient care.

Unison union members have already achieved several key victories, with most trusts accepting the principle of re-banding. However, disputes continue over the extent of backpay workers will receive. The best outcomes so far include back payments for up to five years, amounting to significant payouts for long-serving staff.

Strikes last week saw hundreds of healthcare assistants at five hospitals across Leicester and Northamptonshire take action after rejecting a management offer. More than 300 workers at East Suffolk and North Essex NHS also voted to strike, potentially joined by thousands of cleaners, porters, and housekeepers facing privatization threats. The fight for fair re-grading and working conditions in the NHS continues to gain momentum.

UCU Union’s Staff Escalate Strikes

Nearly 200 workers employed by the UCU union are escalating their strikes over management’s working practices. Represented by the Unite union, these workers voted overwhelmingly to strike, citing a complete breakdown in industrial relations and unreasonable negotiation approaches by their employer. Strikes took place on Monday and Wednesday last week, with more planned for this week.

Unite regional officer Rose Keeping condemned UCU’s undermining of industrial recognition agreements, failure to agree on key working principles, and heavy-handed disciplinary procedures. These actions have left Unite members with no choice but to strike, emphasizing the need for fair treatment and proper negotiation practices within the union itself.

Unite’s support for its members at UCU highlights the broader issue of management practices within unions. The strikes aim to secure better working conditions and respect for existing agreements, setting a precedent for other unions facing similar internal disputes.

Barnet Social Workers Stand Firm Against Strikebreakers

Barnet adult mental health social workers are on day 77 of their strike, with their final days of action planned until Friday this week. The strikers, part of the Unison union, demand higher recruitment and retention payments from the north London Labour council, which has so far refused to acknowledge a retention issue in the service.

The council has employed a recruitment agency to cover the work of striking social workers, a move Unison deems strikebreaking. This tactic, akin to anti-union measures, threatens the broader trade union movement by encouraging other employers to break strikes in similar ways.

Despite these challenges, Barnet social workers remain resolute. Their prolonged strike action underscores the importance of fair pay and working conditions in maintaining a stable workforce. The outcome of this dispute could have significant implications for social workers and other public sector employees facing similar issues.

Tractor Workers Narrowly End Strike After Close Vote

Workers at CNH Industrial’s Basildon tractor factory in Essex have narrowly voted to end their strike action. Despite this decision, 46% of Unite union members voted against the management offer, highlighting ongoing dissatisfaction. The offer included a 5% pay rise, which fell short of the previously agreed rate based on yearly average CPI inflation.

Unite had initially cancelled scheduled strikes while members voted on the offer. The close result indicates a strong desire among workers to continue fighting for fair pay. Issues such as the withdrawal of line allowances and a 30-year wait for a review of pay grades remain unresolved.

This narrow vote reflects the complex dynamics within the workplace, with many workers feeling compelled to accept the offer due to short-term financial pressures. However, the strong opposition suggests that future industrial action is possible if conditions do not improve.

Calls to Repeal Tory Anti-Protest Laws

Peace, pro-Palestine, environmental, and civil liberties groups have called on the new Labour government to repeal Tory anti-protest laws. Amnesty International published a report highlighting the wide-ranging measures used to suppress peaceful demonstrations and free speech across Europe. The report urges Home Secretary Yvette Cooper to repeal the Police, Crime, Sentencing and Courts Act, the Public Order Act, and the Serious Disruption Regulations.

Kerry Moscogiuri of Amnesty International UK emphasized the importance of protest in addressing issues like inequality, discrimination, and climate change. The anti-protest laws have been used to stifle dissent, with environmental activists labelled as threats and pro-Palestine protests denounced by former Home Secretary Suella Braverman.

Activist groups, including Just Stop Oil and the Palestine Solidarity Campaign, argue that protest is a fundamental democratic right. They call on the Labour government to protect these freedoms and ensure that the right to protest is upheld. The new government faces pressure to reverse the authoritarian measures implemented by the previous administration.

Investigation into Death at Cardiff Recycling Centre

An investigation has been launched into the death of a worker at the Atlantic Recycling site in Cardiff. South Wales Police are working with the Health & Safety Executive to determine the cause of the tragic incident that occurred on Monday. The man, a contractor carrying out maintenance, died from his injuries after emergency services were called to the site.

The Dauson Environmental Group, which owns the site, has a controversial history, including convictions for environmental offenses and allegations of mislabelling waste to avoid landfill taxes. This incident has raised concerns about the company’s safety practices and regulatory compliance.

The investigation aims to uncover the circumstances surrounding the worker’s death and ensure accountability. The tragic event highlights the need for stringent safety measures and oversight in the waste management industry to prevent future incidents.

and finally, Department for Education Strike Averted After Pay Deal

Facilities staff at the Department for Education (DfE) have secured back pay amounting to £2,500 each, averting a planned strike. The United Voices of the World (UVW) announced that cleaners, caterers, receptionists, and post room staff won the boost after negotiations with their contractor ISS. The agreement includes back pay to November 2023 and commitments to discuss improvements in sick pay.

Picture credits

Lambeth crest
By Cakelot1 – This vector image includes elements that have been taken or adapted from this file:, CC BY-SA 4.0, https://commons.wikimedia.org/w/index.php?curid=121923916
UCU logo
By The logo may be obtained from University and College Union., Fair use, https://en.wikipedia.org/w/index.php?curid=20736421
Female worker
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Urgent Need for Stronger Workers’ Rights and Better Pay in the UK: TUC Report

271 words, 1 minute read time.

Britain has witnessed a significant surge in insecure, low-paid work over the past 14 years, according to a recent report by the TUC. This surge underscores the urgent need for stronger workers’ rights and better pay to ensure fair and secure employment for all.

The TUC’s comprehensive study reveals that the number of people in insecure work has soared to an unprecedented 4.1 million. Analyzing official statistics, the report highlights that nearly one million additional people have entered “precarious” employment between 2011 and 2023. This includes roles involving zero-hours contracts, low-paid self-employment, and casual or seasonal work.

Alarmingly, the rise in insecure work has been nearly three times faster than the growth of secure employment. According to the TUC, one in eight workers in the UK is now engaged in precarious employment, with the increase driven predominantly by lower-paid sectors.

TUC General Secretary Paul Nowak emphasizes the detrimental impact of this trend: “We need a government that will make work pay, but over the last 14 years we have seen an explosion in insecure, low-paid work. The UK’s long experiment with a low-rights, low-wage economy has been terrible for growth, productivity, and living standards. Real wages are still worth less than in 2008 and across the country, people are trapped in jobs that offer little or no security.“

Echoing this sentiment, Pat Harrington, General Secretary of Solidarity, asserts, “The rise in insecure work is a direct attack on the dignity of workers. It’s time to put an end to this exploitation and demand better protections and pay for all. Workers deserve stability and respect, not the constant uncertainty of precarious employment.”

Union News 20th of June 2024

1,198 words, 6 minutes read time.

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 from Tim Bragg. This week: “Don’t Fall for Lies”: Unison President Libby Nolan’s Rallying Call at Brighton Conference,
New Evidence Reveals Thatcher’s Role in 1984 Miners’ Strike Cover-Up. And Bakers Food and Allied Workers Union Unveils “Bakers Dozen” Manifesto Ahead of UK Elections.

“Don’t Fall for Lies”: Unison President Libby Nolan’s Rallying Call at Brighton Conference

Outgoing Unison president Libby Nolan delivered a powerful speech at the Brighton Conference Centre recently, urging attendees to remain vigilant against misinformation. In a packed hall, Nolan underscored the significance of historical industrial and community struggles championed by trade unionists and highlighted the upcoming July 4 general election as a pivotal moment for change.

Nolan emphasized the necessity of ousting the Tories, while also stressing the importance of holding a prospective Labour government accountable. “The Labour Party must not only stop NHS cuts and privatization—they must reverse the cuts,” she declared, advocating for a robust defence and expansion of public services.

Addressing the issue of public funding, Nolan refuted claims of financial scarcity, stating, “We should not fall for lies that there is no money to spend on public services. It’s about what they choose to spend the money on.”

Reflecting on her tenure, Nolan expressed pride in representing Unison during numerous peaceful and substantial demonstrations. She reaffirmed the union’s stance on international issues, particularly the conflict in Palestine, saying, “Being pro-Palestinian is not being anti-Semitic. We took the decision not to invite MPs to this conference who did not support a ceasefire. We will not stop speaking up for and marching for Palestine and demanding a ceasefire.”

Nolan’s impassioned address serves as a clarion call for union members to demand accountability, prioritize public services, and continue advocating for justice both domestically and internationally.

New Evidence Reveals Thatcher’s Role in 1984 Miners’ Strike Cover-Up

On the 40th anniversary of the Orgreave clashes, new evidence has emerged, revealing deep-seated lies and collusion within the Thatcher government during the 1984-85 miners’ strike. The Orgreave Truth and Justice Campaign (OTJC) has released a damning report demanding an independent public inquiry.

The report, submitted to the Home Office and major political party headquarters, uncovers public and private actions by police and government officials during the strike. It confirms that then-Prime Minister Margaret Thatcher and her government influenced the miners’ strike and its policing, despite publicly denying involvement.

The OTJC argues that successive Conservative governments and senior police officials have concealed the truth about Orgreave. Kate Flannery, OTJC secretary, emphasized the need for an inquiry, citing Thatcher’s direct involvement. She highlighted the existence of withheld government files, some locked away until 2066, that could shed light on the events.

Kevin Horne, a miner arrested at Orgreave, accused the police of lying in their statements and court testimonies. “We want answers about the police’s lying and violent behaviour, how officers were briefed, and why they weren’t held accountable,” Horne stated.

The OTJC recently secured a Labour Party commitment to investigate Orgreave. Unite general secretary Sharon Graham marked the anniversary as a reminder of state power abuses against workers. She reiterated calls for an independent inquiry into Orgreave and warned against current anti-union and protest laws, urging any incoming government to repeal such legislation.

The anniversary and the OTJC report spotlight the urgent need for transparency and accountability regarding the 1984 Orgreave incident and its long-standing repercussions.

And finally, Bakers Food and Allied Workers Union Unveils “Bakers Dozen” Manifesto Ahead of UK Elections

The Bakers Food and Allied Workers Union (BFAWU) has introduced a bold new manifesto, dubbed the “Bakers Dozen,” urging the next UK Government to adopt 13 key policy changes. The initiative, directed particularly at the Labour Party, outlines transformative demands aimed at improving the lives of BFAWU members and the broader working-class community.

The Bakers Dozen Manifesto is rooted in both union policy and insights from a comprehensive member survey. Among its visionary proposals are immediate full employment rights, a £15 per hour living wage, the establishment of a national care service, the renationalization of utilities, and the abolition of university tuition fees.

The survey results indicate a decline in support for the Labour Party among BFAWU members, highlighting the necessity for the party to earnestly address working-class concerns rather than take their backing for granted.

Sarah Woolley, General Secretary of the BFAWU, emphasized:
“Our members are deeply politically engaged, and their concerns mirror those of the wider population. The cost of living crisis, affecting basic needs like food, energy, and housing, is the foremost issue. Other significant concerns include access to NHS services, affordable housing, and low pay.

Our members have clearly outlined what is needed to tackle these issues in their communities and workplaces. The Bakers Dozen Manifesto presents sensible, fair, and hopeful solutions that, if implemented, would benefit our members and workers across the UK. We strongly urge the Labour Party to consider and adopt these proposals.”

Ian Hodson, President of the BFAWU, added:
“The Bakers Dozen manifesto encapsulates the policies our members require to live and work with dignity, ensuring they receive fair pay and treatment and access to essential public services.

Years of neglect have left working-class people far from achieving these needs. Should the incoming Labour Government fail to address this decline, it will lead to widespread disappointment and potentially exacerbate the party’s future decline. They must heed these demands and address the needs of working-class people.”

The BFAWU’s Bakers Dozen Manifesto serves as a clarion call for the next UK Government, especially the Labour Party, to prioritize the needs of working-class citizens and implement policies that guarantee fair wages, workplace rights, and essential public services.

THE BAKERS’ DOZEN OUR POLICY DEMANDS AHEAD OFTHE GENERAL ELECTION IN FULL

1
Introduce a £15 an hour national minimum
wage for all workers regardless of age to
end the unfair youth limit on the national
minimum wage.
2
Abolish zero-hour contracts.
3
Full employment rights from day one.
4
Ensure all employers are legally required to
provide six weeks of contractual sick pay at
100% of normal pay to all workers.
5
Repeal all anti-trade union legislation.
6
Legislate for a maximum temperature in
the workplace.
7
End the practice of companies going into
administration to avoid their financial
responsibilities and obligations to their
workforce and fine directors who leave
workers high and dry
8
Take water, energy and Royal Mail back into
public ownership, curb excessive pricing
and remove the profit motive from our
essential services.
9
Introduce a statutory Right to Food, free
school meals and place a cap on
Supermarket profits.
10
Re-nationalise our train companies, cap bus
fares at £2 max for a single journey and
introduce free public transport for all 16–25
year olds.
11
End arm sales to Israel
12
Abolish Tuition Fees, re-introduce the
Union Learning Fund in England, whilst
protecting the funds in Scotland, Wales and
Northern Ireland.
13
Create a national care service that provides
dignity for the elderly and vulnerable no
matter their income and wealth.

Picture credit
By Rwendland – Own work, CC BY-SA 4.0, https://commons.wikimedia.org/w/index.php?curid=67014424

Union News 9th of June 2024

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1,272 words, 7 minutes read time.

In this week’s Union News, we celebrate a significant victory for Welsh hospital doctors as the British Medical Association (BMA) secures improved pay terms following strike action. Junior doctors, specialist doctors, and consultants will receive substantial pay increases, marking a crucial step towards pay restoration. Meanwhile, the Derby Silk Mill Festival commemorates Britain’s first organized industrial workers’ struggle from 1833-34, reminding us of the enduring legacy of union solidarity and resilience.

Additionally, the Public and Commercial Services (PCS) union demands urgent government action to address the UK’s prison overcrowding crisis and prevent staff burnout, highlighting the dire need for investment in the prison service. The National Education Union (NEU) has unveiled a bold manifesto ahead of the General Election, calling for major reforms in education funding, child poverty, exam systems, and teacher recruitment to prioritize children’s well-being and support educators.

Reporting is by Pat Harrington and music is by Tim Bragg.

BMA Secures Improved Pay Offer for Welsh Hospital Doctors After Strike Action

In a significant victory for medical professionals, the British Medical Association (BMA) has successfully negotiated improved pay terms for doctors working in secondary care across Wales. Following two months of intense negotiations and 10 days of strike action, the BMA has secured pay offers that benefit junior doctors, specialist doctors (SAS), and consultants.

Key Points:

Junior Doctors: A 12.4% backdated pay rise for the 2023-24 financial year, with the increase applicable from April 2023.
Consultants: A revised pay scale featuring better starting pay and an additional pay rise of up to 10.1%.
SAS Doctors: New contracts with pay increases ranging from 6.1% to 9.2%, along with an additional uplift for those on closed contracts.

The BMA’s Welsh Junior Doctors Committee co-chairs, Dr. Oba Babs Osibodu and Dr. Peter Fahey, expressed satisfaction with the offer, emphasizing that it sets the stage for pay restoration. Dr. Stephen Kelly, chair of BMA Cymru Wales’ Consultants committee, welcomed the improvements, recognizing the dedication of senior doctors.

However, the Royal College of Nursing Wales criticized the government’s handling of nursing staff salaries. Executive director Helen Whyley highlighted the frustration felt by nursing staff, who continue to wait for fair pay.

Welsh First Minister Vaughan Gething and Health Secretary Eluned Morgan acknowledged the constructive nature of the talks, thanking the BMA’s negotiating teams and NHS Employers.

The BMA remains committed to advocating for fair pay across the healthcare sector, urging ministers to address nursing staff salaries promptly.

“Remember the Past, Fight for Your Future”: Derby’s Historic Silk Mill Struggle Resonates Today

The Derby Silk Mill Festival was held on June 8 2024. This lively event commemorates Britain’s first organized struggle of industrial workers, which took place during 1833-34. The festival includes a march, rally, and a People’s Festival with trade union and community campaign stalls, live bands, and activities for kids.

The annual Festival serves as a poignant reminder of the year-long battle fought by silk mill workers in the Derwent Valley during 1833-34. These workers faced oppressive owners and managers who exploited their labour through spurious pay cuts and denied them trade union rights under the threat of instant dismissal.

The Struggle:

Lockout and Resistance: The silk mill lockout was a bitter and sustained conflict. Workers rallied against unfair treatment, and their struggle is commemorated not only through the festival but also by a mural on the Silk Mill pub, adjacent to the now-transformed Mill (Derby’s Museum of Making).
Union Solidarity: When Mr. Frost, a silk manufacturer, dismissed a worker for refusing a fine related to “shoddy work,” all union members walked out. The bosses responded with a lockout, attempting to break the trade union.
Regional General Strike: The dispute quickly spread to other mills in the Derwent Valley, becoming a Derby-centric general strike. Workers demanded fair treatment and the fruits of their own industry.
Repression and Resilience: Despite repression from ruling classes, including military, police, courts, and more, solidarity persisted. The struggle symbolized a fight for workplace strength.
Legacy: Although workers returned to their jobs in 1834 due to poverty and violence, this pivotal event led to the formation of the Grand National Consolidated Trade Union, shaping today’s trade union movement.


As we remember this historic struggle, let it inspire us to continue fighting for workers’ rights and justice in our own time.

Prison Crisis: PCS Union Demands Urgent Action to Alleviate Overcrowding and Staff Burnout

The Public and Commercial Services (PCS) union has issued a stark call to the new government, urging immediate investment in the UK’s prison service. The goal? To tackle overcrowding and prevent staff burnout.

Key Points:

Staff Pressure: PCS members in Offender Management Units (OMUs) within prisons face immense pressure to take on additional work, all in an effort to free up cell space. Reports indicate that staff are at breaking point, grappling with burnout, stress, and exhaustion.
Unsustainable Conditions: The union emphasizes that the strain on hardworking OMU members is unsustainable and could signal a failure in the HMPPS (Her Majesty’s Prison and Probation Service) duty of care.
Prison Population Crisis: The UK currently boasts the highest prison population per capita in Western Europe, with numbers projected to reach 106,300 by March 2027. Despite this, successive governments have failed to address the issue adequately.
Private Prisons and Under-Investment: While a multi-million-pound prison building program continues, profit-driven private companies manage it. Simultaneously, the existing public prison infrastructure suffers from sustained under-investment.
Police Cell Rentals: Operation Safeguard involves renting police cells due to overcrowding, and reports suggest that police in England and Wales are advised to make fewer arrests due to cell shortages.
PCS Stands Firm: The PCS supports senior HMPPS leaders who refuse to breach safe operational capacity levels. Overcrowded prisons pose risks to staff, prisoners, and the public.
Parliamentary Action Needed: The Sentencing Bill’s delay necessitates urgent parliamentary attention to sentencing policy, non-custodial alternatives, and broader investment in public services.

PCS General Secretary’s Stance: Fran Heathcote asserts that staff burnout, unsafe conditions, and the impact on work-life balance are unacceptable risks.


As the crisis persists, the PCS remains committed to advocating for change and opposing unsustainable practices in the prison system.

and finally, NEU Unveils Bold Education Manifesto Ahead of General Election

The National Education Union (NEU) has launched a powerful manifesto for education, demanding urgent action from the next government. With ten key policy areas in focus, the NEU aims to reshape the education landscape and prioritize children’s well-being.

Key Proposals:

Reverse Funding Cuts: Schools, colleges, and nurseries must receive increased funding, reaching five percent of GDP.
Tackle Child Poverty: Remove the two-child benefit cap and ensure free, nutritious school lunches for all pupils.
Inclusive Curriculum: Embed anti-racism and provide broad subject access, including arts and PE.
Exam Overhaul: Abandon primary school tests and transform 14-19 assessments to combat the exam factory culture.
Special Needs Support: Swift, bureaucracy-free assistance for students with special needs.
Teacher Recruitment: Competitive pay to fill soaring vacancies.
Ofsted Replacement: Replace Ofsted with a collaborative, supportive system focused on advice and feedback.
Workload Management: Keep educators in the profession by addressing unmanageable workloads.
Professional Development Time: Allocate non-teaching time for collaboration and planning, especially for early career teachers.
Social Media Regulation: Tighter controls to protect children online.

The NEU’s manifesto sets the stage for a critical General Election. The education system faces urgent challenges, from underfunding to child poverty. Teachers and parents understand the impact on learning, and the NEU refuses to accept anything less than serious commitments from major parties. Let education take centre stage!

Picture Credit
Silk Mill Strike PlaqueEamon Curry from Derby, England, CC BY 2.0 https://creativecommons.org/licenses/by/2.0, via Wikimedia Commons