The 2025 Annual General Meeting (AGM) of Solidarity Union brought members together in-person in Belfast. Others joined via online platforms. This reflects the union’s continued commitment to accessibility and democratic participation. The meeting covered the year’s activities, reviewed finances, and most importantly, debated and passed several motions addressing pressing issues facing workers across the UK.
Unanimous Support for All Motions
All motions presented during the meeting were passed unanimously, showcasing strong unity among members. Key motions included:
Support for Workers in Industrial Disputes: The union pledged moral, logistical, and financial support to various groups of striking workers. This assistance is provided on an individual basis. These groups include cleaners at the Old Bailey and Birmingham bin workers. Also included are NHS staff in Gloucestershire and London, and Merseyrail cleaners. These actions highlight deep-rooted issues of outsourcing, poor working conditions, and unfair pay.
Reform of Statutory Sick Pay (SSP): Solidarity called for an overhaul of the UK’s meagre SSP system. They advocated for higher rates and better eligibility to match European standards. This ensures no worker is forced to choose between health and income.
Employment Rights Bill: While welcoming new protections—like day-one rights and zero-hour contract reforms—the union criticized loopholes and omissions. It committed to campaigning for clearer employment status definitions and the immediate implementation of electronic balloting.
Raising the Tax Threshold for Pensioners: The union voiced concern about pensioners facing creeping tax liabilities. This is happening due to a frozen personal allowance. Solidarity resolved to campaign for increased thresholds to protect low-income retirees.
Neurodiversity and Acas Activity: This motion received particularly passionate support. Members shared powerful personal stories about systemic barriers faced by neurodivergent individuals. Examples included highly capable people being kept in unpaid volunteer roles for years. Others are endlessly cycled through repetitive “employability” courses. These experiences underscored a widespread view that such courses may be more about reducing unemployment statistics than enabling real employment.
A Lively and Emotional Debate
What truly stood out was the depth and energy of the debate surrounding these motions, especially the one on neurodiversity. Several members described how they or family members had been excluded from employment, despite having valuable skills. One recurring theme was the exploitation of neurodivergent people. They were placed in endless unpaid placements or training cycles. These rarely led to paid jobs. There was strong criticism of benefit cuts under the current Labour government. There was no corresponding effort to remove genuine workplace barriers for disabled people.
Even after the formal AGM ended, the discussion on neurodiversity continued informally. Non-union members joined the conversation. This dynamic is a testament to how immediate and real this issue feels to many in the wider community.
Leadership Messages: Strength in Unity and Personal Support
The General Secretary and the President addressed the reality of worker isolation. They emphasized the need for proactive, personal support to tackle workplace bullying or unexpected challenges. A key theme was that you cannot rely on so-called “neutral” institutions or ombudsmen. You need a union to fight for your interests.
The President’s rousing speech highlighted the importance of unity and personal connection. He asserted that what sets Solidarity apart is its commitment to providing a personal service. This service is grounded in real communication—not just distant voices or generic advice.
Conclusion
Solidarity Union may be small in size. The AGM reflected a passionate, informed, and united membership. They are committed to fighting for justice, inclusion, and fair treatment in the workplace. The motions passed. The debates held confirm that the union continues to be a voice for those often left unheard. Solidarity’s message is clear: when we stand together, we are never alone.
2024 will be remembered as a turning point in British politics, marking the return of a Labour government after nearly two decades. While the Keir Starmer-led Labour Party secured a landslide victory, questions remain about the legitimacy of their mandate and the direction of their policies. Despite the commanding 174-seat majority, Labour’s 33% vote share raises important questions about the fairness of our electoral system. Does this truly reflect the will of the people? Such disparities highlight the ongoing need to revisit and potentially reform our democratic processes.
Is it time to consider proportional representation to ensure all voices are heard? Labour’s honeymoon period was short-lived. Riots erupted across the United Kingdom in the wake of the tragic deaths of three young girls at a Dance and Yoga event in Southport, England. Rioting was reported in a dozen towns and cities, from Plymouth to Belfast. These events underline a growing disconnect between the government and the public, particularly on the sensitive issue of immigration. The unrest has sparked important questions: could these riots have been avoided if the government, and indeed previous ones, had been more attuned to public sentiment? Immigration remains a deeply divisive issue, with government responses often reactive rather than proactive. A comprehensive and compassionate immigration policy, paired with meaningful efforts to address public concerns, could go a long way in preventing such tragedies and fostering unity.
In brighter news, Chancellor Rachel Reeves delivered Labour’s first budget since 2010, bringing some relief to low-paid workers. The Living Wage rose from £11.44 to £12.21 an hour. While this is a step in the right direction, we at the Solidarity Trade Union must remind the Chancellor that it still falls short of the Actual Living Wage, which stands at £12.60. For workers on the frontlines of our economy, this discrepancy means continued struggles to make ends meet. Labour must do more to fulfill its promise of a fairer society.
As we reflect on the events of 2024, it’s clear we face significant challenges as a nation. However, these challenges also present opportunities for change. To achieve the fairer, more equitable society we all desire, we must remain engaged and active. Join your local union, participate in community initiatives, and make your voice heard. Together, we can shape a better future. Let us step into 2025 with determination, hope, and a shared commitment to building a society that works for everyone. Change may not come easily, but united, we can make it happen.
2024 has been a pivotal year for employment law and trade union activity in the UK. The election of the new Labour government brought fresh hopes for workers’ rights. Their manifesto promised significant reforms to improve conditions for employees and empower trade unions. Here, we review the key developments, including the new Employment Act and its proposed amendments, and assess how far they have delivered on their commitments.
The New Labour Government
The Labour Party’s victory in the general election was hailed as a turning point for workers. The party ran on a platform of fairness, job security, and empowerment for employees. Early actions by the government focused on reversing some of the anti-union measures introduced by previous administrations. There were high expectations for transformative change.
The Employment Act 2024
One of the government’s flagship policies was the introduction of the Employment Act. This comprehensive legislation aimed to tackle issues like insecure work, low pay, and lack of workplace protections. Key provisions included:
A ban on zero-hours contracts, except in specific circumstances.
A requirement for all workers to have predictable contracts.
Increased statutory sick pay and holiday entitlements.
Strengthened rights for workers to join and organise in trade unions.
These measures were welcomed by unions and advocacy groups. However, employers raised concerns about the increased costs and administrative burdens.
Proposed Amendments
The Employment Act also introduced a framework for further reforms. Proposed amendments currently under consultation include:
Mandatory recognition of trade unions in workplaces with over 50 employees.
Greater protections for gig economy workers, building on recent court rulings.
Expanded parental leave provisions, including paid leave for carers.
While these proposals signal a strong commitment to workers’ rights, their implementation faces challenges. Some employers and political opponents argue that the changes could harm business competitiveness.
Delivering on Promises
The Labour government has made progress, but significant gaps remain. Trade unions welcomed the repeal of laws that restricted industrial action.
However, delays in implementing parts of the Employment Act have caused frustration.
Workers in the gig economy have seen incremental improvements. Recent court decisions, such as the Uber ruling, have set important precedents.
Yet, unions argue that legislative backing is needed to secure long-term change.
Trade Union Activity
2024 also witnessed increased union activity. The cost-of-living crisis and high inflation led to widespread industrial action.
Strikes were held in key sectors, including health, education, and transport. Unions played a critical role in negotiating improved pay deals and working conditions.
Solidarity supported the strikes, standing with workers in their fight for fair pay and conditions.
The union’s commitment to advocacy reinforced the importance of collective action in achieving tangible results for members.
The government’s pledge to strengthen collective bargaining has seen mixed results.
The new requirement for mandatory negotiations in large workplaces is a step forward.
But unions have called for more robust enforcement mechanisms.
Solidarity Union: Punching Above Its Weight
Solidarity, though a smaller union, has made a significant impact in campaigning for workers’ rights and providing representation at meetings for its members.
The union’s Technical Advantage Group has been utilising AI to expand into videos and assist with research this year.
This innovative approach has enhanced its ability to advocate for members effectively. AI will remain a key area of development in the coming year.
Solidarity has also built alliances with other groups to promote specific campaigns. Most recently, the union partnered with the Facebook group “Great UK Products You Can Buy” to promote its “Buy British at Xmas” campaign.
Strengthening such partnerships will be a priority in the next year, helping to amplify its message and achieve greater results for workers.
Solidarity was also pleased to see legislation on the fair allocation of tips, which it and other unions had campaigned for.
This important change ensures that workers in sectors like hospitality receive the tips they earn, promoting fairness and transparency.
Looking Ahead
The Labour government’s first year has laid important groundwork for change.
The Employment Act and related measures demonstrate a clear intent to prioritise workers’ rights.
However, the road ahead remains complex. Balancing the needs of businesses and workers will require careful navigation.
Unions and workers must remain vigilant. Continued advocacy is essential to ensure the government delivers on its promises.
The next year will be crucial in determining whether 2024 marks a true turning point for employment law and rights for workers in the UK.
Patrick Harrington General Secretary Solidarity Trade Union
The government has recently unveiled the draft legislation known as the Paternity Leave (Amendment) Regulations 2024, following the prior announcement of proposed alterations to paternity leave rights in summer 2023. These regulations bring about significant changes aimed at enhancing flexibility and support for employees. Key modifications include the option for employees to split their two-week paternity leave entitlement into two separate one-week blocks, as opposed to the previous requirement of taking it all at once or in two consecutive weeks. Additionally, employees will now have the flexibility to take paternity leave at any point within 52 weeks after the birth, a departure from the previous 56-day window. Furthermore, the notice period for intending to take paternity leave has been significantly reduced to 28 days, down from the previous 15 weeks before the Expected Week of Childbirth (EWC). The leave is paid at the statutory rate, which is currently £172.48 per week.
Patrick Harrington, General Secretary, of Solidarity union commented:
“While the new regulations are a step in the right direction, some argue that they could have gone further. For instance, the leave period could have been extended to allow fathers to spend more time with their newborns. Additionally, the pay rate could have been increased to help families cope with the financial burden of having a new child.
It is important to note that the new regulations are a significant improvement over the previous ones. Hopefully, this government or the next will continue to make progress in this area and provide even more support for new parents in the future.”
It is important to note that the application of these Regulations will be universal, taking effect in all cases where the EWC falls on or after 6 April 2024. These proposed changes are slated to align with other family-friendly legal adjustments, including the introduction of carer’s leave, revisions to flexible working rights, and the expansion of redundancy protection to encompass pregnancy, as well as a period following maternity, adoption, and shared parental leave.
The past year has been a difficult year for British workers. Inflation took off at a level not seen for half a century but rates of pay fell far behind, triggering a massive outpouring of industrial action. Junior doctors, nurses, transport workers – people lauded and applauded as ‘essential workers’ during the Covid pandemic – found themselves vilified by the government and the Tory press as selfish and callous militant thug. The government has hinted at new legal restrictions on trade unions and their members’ rights.
So, we enter 2024 with some trepidation; we expect the government to try to trample on workers’ rights, to palm workers off with less-than-inflation pay increases and poorer working conditions. However, 2023 has shown that British workers are mad as hell and we aren’t going to take it anymore.
Solidarity says it wasn’t ordinary workers who caused the massive wave of inflation. Solidarity says we won’t stand for workers being punished for the misdeeds of the so-called ‘great and the good.’ Solidarity is dedicated to fighting for the rights of its member in 2024 as it has done since its foundation. Solidarity has your back. Solidarity will stand by you. There will be a struggle ahead, but as the late Bob Crowe once said, ‘You may fight and lose, but if you don’t fight, you will definitely lose”. Finally let’s give a thought and prayer to mainly ordinary working people who are suffering due to war and conflicts around the Globe, to which there are over a 100. It’s always the Working Class that suffer the most in these conflicts and let’s hope Humanity prevails in the coming year. We can win in 2024.
Happy New Year. Together we are strong. Solidarity Forever.
A recent survey conducted by Acas has found that 7 out of 10 employees (70%) are unaware of their new right to request flexible working from the very first day of their job starting next year. This significant change in the law will allow employees to ask for flexible working arrangements as soon as they commence employment. Currently, this right is only available to employees who have worked for their employer for 26 weeks or more.
A Code of Practice for a Smooth Transition
To facilitate this transition and provide guidance, Acas will be producing a new statutory Code of Practice on handling requests for flexible working. This code will support both employers and employees in understanding and navigating these changes, which will be implemented next year.
According to Susan Clews, the Chief Executive of Acas, the global shift towards flexible working has already had a positive impact on work-life balance for many individuals. Employers have also benefited from being perceived as attractive places to work. Clews emphasizes the importance of everyone being prepared for the new changes to the law and highlights the recent consultation on a new draft Code of Practice that strengthens good practice in flexible working. The final version of the new Code will be published next year.
Effective Date and Additional Reforms
The right to request flexible working from day one will come into force on April 6, 2024. Alongside this change, the Employment Relations (Flexible Working) Act 2023 outlines additional reforms related to flexible working, which are also expected to be implemented at the same time.
Other Legislative Updates
Carer’s Leave
Draft regulations have been published, detailing the operation of the new statutory right to carer’s leave, which will be effective from April 6, 2024. The key points from these regulations include:
Employees with dependents requiring long-term care are entitled to up to one week of unpaid leave within a 12-month period.
Leave can be taken in one continuous block or on separate days, but a minimum of half a day must be taken at a time.
Employees must comply with certain notification requirements, and there are limited circumstances where employers can postpone requested leave.
Employers cannot demand evidence in relation to a request for carer’s leave.
To comply with these regulations, employers will need to develop a carer’s leave policy and ensure their payroll and time & attendance systems are prepared.
Redundancy Protection for Certain Employees
Further draft regulations have been published to extend redundancy protections to a wider category of employees. This extension will cover:
Pregnant employees.
Employees who have returned from statutory maternity or adoption leave.
Employees who have returned from at least 6 consecutive weeks of statutory shared parental leave (and are not already covered by maternity and adoption protection).
These changes will apply to pregnant employees from the point of informing their employer about their pregnancy and eligible parents returning from maternity, adoption, or shared parental leave for 18 months after the expected week of childbirth, the placement date for adoption, or the child’s birth.
Employers should be aware of these changes when planning restructuring exercises involving potential redundancies.
Significant Immigration Changes
The Home Secretary has announced major changes to key immigration routes with the aim of reducing net migration. The notable changes for employers include:
The minimum salary threshold for the Skilled Worker route will increase from £26,200 to £38,700.
There will no longer be a 20% reduction to the Skilled Worker minimum salary threshold for jobs on the shortage occupations list.
Overseas care workers will no longer be able to bring dependents with them under the Health and Care Worker visa route, following a similar approach to that of students.
These changes are expected to take effect in spring 2024. Employers should factor them into their recruitment planning and consider sponsoring workers at an earlier stage, or for a longer period, to adhere to existing lower salary thresholds.
Statement to members for period ended 31 December 2022
as required by section 32a of trade union and labour relations (consolidation) act 1992
Income and Expenditure
The total income of the union for the period was £17,023. This amount included payments of £15,871 in respect of membership income of the union. The union’s total expenditure for the period was £17,608.
Political Fund
The union does not maintain a Political Fund.
General Secretary Salary and Other benefits
The General Secretary of the union was paid £8,862 in respect of salary and £150 in respect of benefits.
Irregularity statement
A member who is concerned that some irregularity may be occurring, or have occurred, in the conduct of the financial affairs of the union may take steps with a view to investigating further, obtaining clarification and, if necessary, securing regularisation of that conduct.
The member may raise any such concern with such one or more of the following as it seems appropriate to raise it with: the officials of the union, the trustees of the property of the union, the auditor or auditors of the union, the Certification Officer (who is an independent officer appointed by the Secretary of State) and the police.
Where a member believes that the financial affairs of the union have been or are being conducted in breach of the law or in breach of the rules of the union and contemplates bringing civil proceedings against the union or responsible officials or trustees, he should consider obtaining independent legal advice.
Solidarity Reps work to win cases for members on all kinds of workplace issues. Here is a sample of our recent cases. Getting a reasonable adjustment
A member who suffers from a medical condition was running into trouble with her manager for repeated sickness absences. Using the Company’s absence procedures, it looked like the member would be forced out on medical grounds or simply on a failure to work.Solidarity asked the member to contact her GP to see if her condition was in reality a disability. Her GP confirmed that. The Union pointed out that the Equalities Act expects disabled employees to be offered a ‘Reasonable Adjustment’ i.e., allowing or offering a way of working or specific equipment that will allow the employee to perform to the best of their ability. In this case the equipment as set up was aggravating a medical condition leading to sickness absence.
Adjustments (which were reasonable for both the individual and company) resolved the problem.
Assault allegation kicked out
A Solidarity member in the NHS was accused of assault. She was told it could amount to gross misconduct and he could lose his job. It became clear at the disciplinary that the hearing Chair had inappropriately spoken to witness. Our Rep pointed out this procedural flaw which resulted in the sanction being downgraded to a warning. On appeal our Rep was able to get the warning thrown out.
Accused of sexual harassment but mitigating factors put forward
In another NHS case a member was accused of sexual harassment of a patient. He was told he could lose his job. Our Rep, however, was able to point out mitigating circumstances and the insight practiced by the member with the result that the member received only a warning.Half pay on sickness restored to full payA member was moved onto half pay during a sickness absence caused by the inaction of management in dealing with work stress. Solidarity was able to persuade the company to pay full pay in back pay for the period in question. Attempts to kick out a discrimination case foiled
An attempt to kick out a discrimination claim on behalf of a member at a Preliminary hearing was foiled by our General Secretary. An attempt to say that the wrong company had been named as the employer was abandoned by the Barrister representing the employer as a result of evidence of the links between the various companies involved. The Barrister had to clarify which company was the employer and to accept the substitution of their name on the paperwork. The case will now go forward to a five-day tribunal hearing unless a settlement can be agreed.
Statement to members for period ended 31 December 2021
as required by section 32a of trade union and labour relations (consolidation) act 1992
Income and Expenditure
The total income of the union for the period was £21,393. This amount included payments of £18,437 in respect of membership income of the union. The union’s total expenditure for the period was £21,219.
Political Fund
The union does not maintain a Political Fund.
General Secretary Salary and Other benefits
The General Secretary of the union was paid £9,098 in respect of salary and £2,510 in respect of benefits.
Irregularity statement
A member who is concerned that some irregularity may be occurring, or have occurred, in the conduct of the financial affairs of the union may take steps with a view to investigating further, obtaining clarification and, if necessary, securing regularisation of that conduct.
The member may raise any such concern with such one or more of the following as it seems appropriate to raise it with: the officials of the union, the trustees of the property of the union, the auditor or auditors of the union, the Certification Officer (who is an independent officer appointed by the Secretary of State) and the police.
Where a member believes that the financial affairs of the union have been or are being conducted in breach of the law or in breach of the rules of the union and contemplates bringing civil proceedings against the union or responsible officials or trustees, he should consider obtaining independent legal advice.
Auditor’s report
INDEPENDENT AUDITORS’ REPORT TO THE MEMBERS OF THE SOLIDARITY UNION
Opinion
We have audited the financial statements of Solidarity for the year ended 31 December 2021 and notes to the financial statements, including a summary of significant accounting policies. The financial reporting framework that has been applied in their preparation is applicable law and United Kingdom Accounting Standards, including Financial Reporting Standard 102 The Financial Reporting Standard applicable in the UK and Republic of Ireland (United Kingdom Generally Accepted Accounting Practice).
In our opinion the financial statements:
• give a true and fair view of the state of the group and Union’s affairs as at 31 December 2021 and of its transactions for the year then ended; and
• have been prepared in accordance with the requirements of the Trade Union and Labour Relations Act 1992.
Basis for opinion
We conducted our audit in accordance with International Standards on Auditing (UK) (ISAs (UK)) and applicable law. Our responsibilities under those standards are further described in the Auditor’s responsibilities for the audit of the financial statements section of our report. We are independent of the union in accordance with the ethical requirements that are relevant to our audit of the financial statements in the UK, including the FRC’s Ethical Standard, and we have fulfilled our other ethical responsibilities in accordance with these requirements. We believe that the audit evidence we have obtained is sufficient and appropriate to provide a basis for our opinion. Conclusions relating to going concern We have nothing to report in respect of the following matters in relation to which the ISAs (UK) require us to report to you where:
• the officers’ use of the going concern basis of accounting in the preparation of the financial statements is not appropriate; or
• the officers have not disclosed in the financial statements any identified material uncertainties that may cast significant doubt about the union’s ability to continue to adopt the going concern basis of accounting for a period of at least twelve months from the date when the financial statements are authorised for issue.
Other information
The officers are responsible for the other information. The other information comprises the information included in the annual report, other than the financial statements and our auditor’s report thereon. Our opinion on the financial statements does not cover the other information and, except to the extent otherwise explicitly stated in our report, we do not express any form of assurance conclusion thereon. In connection with our audit of the financial statements, our responsibility is to read the other information and, in doing so, consider whether the other information is materially inconsistent with the financial statements or our knowledge obtained in the audit or otherwise appears to be materially misstated. If we identify such material inconsistencies or apparent material misstatements, we are required to determine whether there is a material misstatement in the financial statements or a material misstatement of the other information. If, based on the work we have performed, we conclude that there is a material misstatement of this other information, we are required to report that fact. We have nothing to report in this regard. Matters on which we are required to report by exception We have nothing to report in respect of the following matters where the Trades Union and Labour Relations Act 1992 requires us to report to you if, in our opinion:
• proper accounting records have not been kept;
• a satisfactory system of control over its accounting records, cash holdings, and receipts and remittances have not been maintained; or
• the financial statements are not in agreement with the accounting records and returns. Responsibilities of officers
The officers are responsible for the other information. The other information comprises the information included in the annual report, other than the financial statements and our auditor’s report thereon.
Our opinion on the financial statements does not cover the other information and, except to the extent otherwise explicitly stated in our report, we do not express any form of assurance conclusion thereon. In connection with our audit of the financial statements, our responsibility is to read the other information and, in doing so, consider whether the other information is materially inconsistent with the financial statements or our knowledge obtained in the audit or otherwise appears to be materially misstated. If we identify such material inconsistencies or apparent material misstatements, we are required to determine whether there is a material misstatement in the financial statements or a material misstatement of the other information. If based on the work we have performed, we conclude that there is a material misstatement of this other information, we are required to report that fact. We have nothing to report in this regard.
Matters on which we are required to report by exception
We have nothing to report in respect of the following matters where the Trades Union and Labour Relations Act 1992 requires us to report to you if, in our opinion: • proper accounting records have not been kept;
• a satisfactory system of control over its accounting records, cash holdings and receipts and remittances have not been maintained; or
• the financial statements are not in agreement with the accounting records and returns.
Responsibilities of officers
The officers are responsible for the preparation of the financial statements and for being satisfied that they give a true and fair view, and for such internal control as the officers determine is necessary to enable the preparation of financial statements that are free from material misstatement, whether due to fraud or error. We have been appointed as auditors under section 33 of the Trade Union and Labour Relations Act 1992 and report in accordance with section 36 of that Act. In preparing the financial statements, the officers are responsible for assessing the union’s ability to continue as a going concern, disclosing, as applicable, matters related to going concern, and using the going concern basis of accounting unless the officers either intend to liquidate the union or to cease operations or have no realistic alternative but to do so. Auditor’s responsibilities for the audit of the financial statements Our objectives are to obtain reasonable assurance about whether the financial statements as a whole are free from material misstatement, whether due to fraud or error and to issue an auditor’s report that includes our opinion.
Reasonable assurance is a high level of assurance but is not a guarantee that an audit conducted in accordance with ISAs (UK) will always detect a material misstatement when it exists. Misstatements can arise from fraud or error and are considered material if, individually or in the aggregate, they could reasonably be expected to influence the economic decisions of users taken on the basis of these financial statements. In preparing this year’s unaudited company accounts, the union found errors in the previous accounts. The errors are an understated bank balance brought forward of £180, This was because money put aside in a reserve account was missed. The attention of the Auditor was drawn to this error. Only last year’s accounts are affected. The balance sheet was affected and this has been adjusted this year. After discussion with the union, I accept that this was an oversight of facts that existed at the time the financial statements were prepared. The matter can be dealt with through a restatement of last year’s closing balance which is included in this AR21 and can be read alongside this report. I do not consider this to be a material misstatement due to the sum involved and the likely lack of effect on users. The Reserve fund had no income or expenditure as it was used only for transfers from other union accounts in and transfers to other union accounts out. A further description of our responsibilities for the audit of the financial statements is located on the Financial Reporting Council’s website at: http://www.frc.org.uk/auditorsresponsibilities. This description forms part of our auditor’s report.
The Pandemic panic has slowed, but not ended the tour around Britain of our General Secretary, Pat Harrington.
Next stop is London on Sunday, 20 February 2022.
Pat will be available in Central London from 13:15 to meet members and discuss any cases or issues they have. To book a slot with him please email: solidaritygb@aol.com with the subject GenSec on tour.
