Glen Nicklasson and Pat Harrington led the meeting
473 words, 3 minutes read time.
The Solidarity Annual Meeting for the year 2024 convened on April 13, embracing a hybrid format that allowed for both online participation and in-person engagement in London.
Members from various regions across the UK, including London, Northern Ireland, Birmingham, and Edinburgh, came together to discuss critical issues facing workers and the union’s role in addressing them.
Motions and Decisions
The meeting saw the discussion and passage of several motions, each addressing pressing concerns and advocating for real change.
One motion focused on reconfiguring how the numbers of economically inactive adults are measured in the UK economy. It proposed lobbying the government to change the way unemployment rates are calculated to acknowledge the true extent of economic inactivity, which currently affects 21.8% of the workforce.
Another motion condemned the government’s proposal to reintroduce fees for claimants at the Employment Tribunal. It highlighted the threat such fees pose to workers’ access to justice and called for solidarity in opposing any barriers hindering this fundamental right.
A motion warmly welcomed the introduction of five days of unpaid leave for carers, recognizing their invaluable contributions and advocating for the effective implementation of this right.
A motion condemned government efforts to impose minimum service levels, interfering with the right to strike. It reaffirmed the union’s commitment to defending workers’ rights and called for united opposition to such legislation.
Another motion focused on addressing work-related suicides through reforming the RIDDOR (Reporting of Injuries, Diseases, and Dangerous Occurrences Regulations) guidance. The motion aimed to lobby the Health and Safety Executive (HSE) for reforms that explicitly address work-related suicides. It called for prompt reporting of incidents, thorough and sensitive investigations, recommendations for good practice, and comprehensive data collection and analysis.
Address by President Glen Nicklasson
Union President Glen Nicklasson delivered a poignant address during the meeting, highlighting the current wave of strikes and industrial unrest. He emphasized the legitimate concerns behind these actions and condemned government attempts to undermine future strikes by imposing minimum service levels.
Report by the General Secretary
The General Secretary, Pat Harrington, provided a detailed report, reflecting on the various cases the union had been involved in throughout the year. These cases illustrated how Solidarity’s work gave life to the theme of the meeting, ‘Strong Enough To Care.’ The report underscored the union’s dedication to supporting workers in diverse situations and its unwavering commitment to their well-being.
The Solidarity Annual Meeting for 2024 was a testament to the union’s strength, solidarity, and unwavering commitment to its members. Through robust discussions, the passage of motions, and insightful addresses by key leaders, the meeting underscored Solidarity’s role as a champion for workers’ rights and social justice. As the union continues its vital work, it remains steadfast in its mission to create a safer, fairer, and more compassionate work environment for all.
Welcome to Union News, your guide to what’s happening in the UK trade union and Labour movement. Reporting is by Pat Harrington and music is by Tim Bragg. In this edition: Salaried Workers Face Minimum Wage Cheating: Unions Sound the Alarm, Teachers Rally for Fair Pay and Improved Conditions at NASUWT Conference, and GMB Secures Day One Sick Pay for 19,000 Care Workers.
Salaried Workers Face Minimum Wage Cheating: Unions Sound the Alarm
Unions are cautioning that office workers and other salaried staff may be vulnerable to being short-changed on the minimum wage.
Prior to the implementation of the new minimum wage rate on Monday, the TUC highlighted that salaried employees receive a fixed annual payment irrespective of fluctuations in their working hours.
According to the TUC, online job postings still advertise salaried positions below the upcoming minimum wage, potentially resulting in illegal underpayment for salaried workers if their salaries remain stagnant.
The TUC further warned that desk-based office workers often face expectations of unpaid overtime as part of their job responsibilities.
Paul Nowak, TUC’s general secretary, emphasized, “Employers have a legal obligation to pay their workers at least the minimum wage. However, many workers are being deprived of their rightful pay by unscrupulous employers who opt to pay unlawfully low wages. This issue affects workers across various professions, including desk-based office roles, where the expectation of unpaid overtime is common.”
Highlighting the disparity between the official adult minimum wage rate of £11.44 per hour and the voluntary “real” living wage of £12, and £13.15 in London, Katherine Chapman, director of the Living Wage Foundation, stated, “While the increase in the statutory national living wage is positive news for millions of low-paid workers, it still falls short of adequately addressing the true cost of living. Over 14,000 employers have pledged to pay the real living wage, recognizing its benefits not only for workers and their families but also for businesses in terms of improved staff retention and productivity.”
Responding to these concerns, a government spokesperson reiterated that paying the minimum wage is a legal requirement for all workers, including those in office roles. The spokesperson urged any employees who suspect they are not receiving their correct wages to either address the matter with their employer or seek assistance from Acas confidentially. Furthermore, the spokesperson highlighted the significant increase in the national living wage for workers aged 21 and above, emphasizing the positive impact this will have on their annual earnings.
Teachers Rally for Fair Pay and Improved Conditions at NASUWT Conference
At NASUWT’s annual conference, teachers unite behind a push for pay restoration and better working conditions. According to the union, classroom teachers have seen their starting salaries plummet by 21% in real terms between 2010 and 2023, adjusting for RPI inflation.
Addressing the assembly, senior vice-president Wayne Broom emphasized the urgency of tackling the crisis in teaching recruitment, retention, and morale. He pledged the union’s commitment to lobby all political parties ahead of the general election to secure a new deal for teachers, including real terms pay restoration nationwide.
The proposed deal also seeks to enhance measures protecting teachers from violence, assault, or harassment, establish a national framework for statutory contractual conditions of service, enforce a maximum 35-hour working time limit, and ensure equal rights for supply and substitute teachers.
and finally, GMB Secures Day One Sick Pay for 19,000 Care Workers
In a landmark victory for the care sector, the GMB union has secured day one sick pay for 19,000 care workers. This significant win comes as HC-One, the UK’s largest care provider, agrees to a pay deal granting carers the contractual right to receive at least Statutory Sick Pay (SSP) from the first day of any absence.
Previously, carers faced a three-day waiting period before receiving sick pay, creating a concerning incentive for workers to continue working while unwell and potentially spreading illnesses among the vulnerable individuals they care for.
The breakthrough agreement follows a GMB survey revealing that one in four HC-One care workers were contemplating leaving their jobs due to inadequate pay.
Natalie Grayson, GMB National Officer, expressed outrage at the previous lack of sick pay provisions, stating, “For any worker to suffer financial hardship due to illness is unacceptable. However, in the care sector, this issue is particularly alarming and poses a significant risk to the well-being of those under their care.”
She continued, “Day one sick pay is a fundamental right that care sector workers deserve. This victory signifies a pivotal moment in the culture of the entire care industry. But our fight doesn’t end here. GMB will continue to advocate until these dedicated professionals receive a fair wage of at least £15 per hour.”
The agreement marks a crucial step forward in ensuring the welfare of care workers and underscores the ongoing efforts to address longstanding issues within the sector.
Welcome to Union News, your guide to what’s happening in the UK labour and trade union movement. Reporting is by Pat Harrington. Music is by Tim Bragg.
Train Drivers to Strike Across 16 Companies and London Underground Next Month
Train drivers from 16 companies and the London Underground are set to stage a series of strikes next month, according to an announcement by the Associated Society of Locomotive Engineers and Firemen (Aslef).
The decision comes after tube drivers voted overwhelmingly in favour of walking out on April 8 and May 4. Their primary grievances revolve around the lack of assurances from management regarding changes to their terms and conditions. Aslef demands that any alterations be made through mutual agreement and that existing agreements be honoured.
Finn Brennan, the London Underground Aslef organizer, expressed concern over the establishment of a full-time team of managers tasked with imposing “massive changes” to drivers’ working conditions. The union fears that these changes could adversely impact their members.
In response, a Transport for London spokesperson clarified that the organization had no intentions of imposing changes unilaterally. They emphasized their commitment to safeguarding jobs and assured that discussions would precede any alterations.
Simultaneously, members of various train operators will initiate a rolling series of one-day strikes from April 5 to 8, accompanied by an overtime ban spanning April 4-6 and 8-9.
Mick Whelan, Aslef’s General Secretary, criticized the “ridiculous offer” presented by the Rail Delivery Group in April of the previous year. He called for meaningful negotiations on a new pay deal for train drivers. However, recent developments indicate that the parties involved are unwilling to resolve the dispute amicably.
The strike action will impact services across multiple companies:
April 5: Avanti West Coast, East Midlands Railway, West Midlands Trains, and CrossCountry. April 6: Chiltern, GWR, LNER, Northern, and TransPennine Trains. April 8: c2c, Greater Anglia, GTR Great Northern Thameslink, Southeastern, Southern/Gatwick Express, South Western Railway main line and depot drivers, and SWR Island Line.
Youth Wage Gap: 70% of Young Workers Face Financial Strain, TUC Analysis Reveals
The Trade Union Congress (TUC) has today revealed that seven in ten young workers are at risk of significant financial hardship due to the lower rate of the minimum wage they receive. The union federation has called for an overhaul of the “unfair” tiered rates system, which it says is penalising more than 700,000 workers aged between 18 and 20.
According to the TUC, the minimum wage pay penalty facing young workers this coming year is estimated to be £2,438 a year or £47 a week. The main rate is currently £10.42 per hour for over-23s, £10.18 for 21-22-year-olds, and just £7.49 per hour for 18-20-year-olds, with under-18s earning a mere £5.28 per hour.
Despite the rate for 21-year-olds and over due to rise to £11.44, the minimum wage for workers aged 18-20 is set to increase to just £8.60 per hour. This means they could be paid almost £3 less an hour than their older peers.
TUC General Secretary Paul Nowak commented on the issue, stating: “Everyone should be paid fairly for the job they do. But too many young workers are still being left hugely out of pocket because of outdated youth rates of the national minimum wage.”
The TUC’s analysis comes ahead of its Young Workers Conference this weekend. The union is backing Labour’s New Deal, which pledges to introduce a real living wage for workers and ban zero-hours contracts.
Tom Kerridge, Policy and Research Manager at Centrepoint, added: “In normal times it would defy logic to leave under 23s earning significantly less than older workers for the same job. At a time when inflation has soared and the price of everything from utilities and rents to everyday essentials has become unaffordable for many, it is appalling.”
Government Under Fire: PHSO Report Reveals Pension Age Hike Left Millions of Women in Financial Distress
The UK government is facing mounting pressure to apologise and compensate thousands of women whose retirement plans were abruptly disrupted due to the increase in the retirement age. A five-year investigation by the Parliamentary and Health Service Ombudsman (PHSO) released today found that the Department for Work and Pensions (DWP) failed to adequately inform about the rise in pension age.
The changes affected approximately 3.8 million women born after April 6, 1950. Many were unaware they would have to wait longer to receive their pension, leading to significant financial and emotional distress.
The 1995 Tory government’s Pension Act planned to raise the women’s state pension age from 60 to 65, aligning it with men’s. The change was to be implemented from 2010 to 2020. However, the 2011 Pension Act accelerated the timetable, bringing it forward to 2018, leaving many uninformed.
The PHSO report criticised the DWP for not acknowledging its failings and urged the department to apologise for the impact on those affected. Despite this, the DWP has indicated it will refuse to comply.
The report recommended that the affected women receive a payout between £1,000 and £2,950, falling under level four of the ombudsman’s “severity of injustice scale”. However, campaigners are calling for compensation of at least £10,000, corresponding to level six of the scale, which involves “devastating or irreversible injustice.”
The PHSO has asked Parliament to intervene and establish a compensation scheme swiftly. Angela Madden, chair of Women Against State Pension Inequality (Waspi), argued for a larger payout, stating it “far more clearly and reasonably recognises the injustice and loss of opportunities suffered.”
According to Waspi estimates, one person affected by the changes dies every 13 minutes. National Pensioners’ Convention general secretary Jan Shortt highlighted that “thousands of women have passed away since the campaign began, saving the government billions in unclaimed pension payments.”
Unite general secretary Sharon Graham labelled the DWP’s failures a “national disgrace.” The PHSO report found that the DWP’s handling of the age changes eroded the affected individuals’ sense of personal autonomy and financial control, preventing them from making informed choices about their finances.
Unison general secretary Christina McAnea said the rise had been “catastrophic for a whole generation of women” and “left their retirement plans in tatters.” She added, “It’s only right the thousands of women left in dire financial straits are given compensation now. This has all taken far too long.”
The prime minister’s official spokesman said the government would now “consider the ombudsman’s report and respond to their recommendations formally in due course.” A DWP spokesman stated, “The government has always been committed to supporting all pensioners in a sustainable way that gives them a dignified retirement.”
Protest in Leeds Demands Fair Pay and Support for Special Needs Education
School support staff and parents rallied outside Leeds Civic Hall, voicing their demands for better pay, increased funding, and improved support for children with special educational needs. The protest, organized by the General union GMB, highlighted critical issues faced by teaching assistants and students.
Key Demands: End Poverty Pay: Teaching assistants on the lowest pay grade are grappling with what the GMB calls “poverty pay.” These essential workers deserve fair compensation for their crucial roles in education. Special Needs Education: The placement of special needs children in mainstream schools has raised concerns. GMB emphasizes that this practice can lead to significant challenges and hinder effective learning. More Specialized Schools: The government must invest in building more specialized schools to cater specifically to the needs of these students. Challenges Faced: Educational Psychologists Exodus: A shortage of educational psychologists exacerbates the situation. Their departure affects the well-being of students who require specialized support. Violence and Communication: Some special needs children express themselves through aggression. Teaching assistants often lack proper training to handle such situations. Budget Constraints: Schools struggle to provide adequate resources due to insufficient funding. Many end up using their own budgets to support special needs children.
The GMB asserts that these problems extend beyond Leeds and are nationwide. Following the protest, a delegation of parents and union representatives presented their case to Leeds City Council, urging immediate action to address these pressing issues.
Welcome to Union News, your guide to what’s happening in the UK trade union and labour movement. Reporting is by Pat Harrington and music is by Tim Bragg. in this edition, Railway unions express outrage over significant delays in the government’s railway overhaul plans. Rooted Finance workers prepare to strike amidst allegations of anti-union tactics. At the TUC Women’s Conference, employers’ dismissal of women’s health concerns is scrutinized, with unions urging increased awareness. The PCS General Secretary reflects on the impact of Women Against Pit Closures and emphasizes their ongoing legacy. And in Coventry, Amazon workers’ strikes result in a 20% pay increase, showcasing a triumph against the retail giant despite ongoing challenges and HR interventions.
Railway Overhaul Delay Sparks Union Outrage: Passengers and Taxpayers Suffer
Unions are slamming the government’s management of railway reforms following a damning report by the National Audit Office (NAO). The report reveals significant delays and “limited progress” in the Department for Transport’s (DfT) plans to overhaul Britain’s railways. The NAO states that the majority of changes and expected savings won’t materialize until at least the next parliament. RMT and Aslef leaders criticize the government’s focus on privatization interests, calling for a publicly owned railway to benefit passengers, workers, and taxpayers.
Rooted Finance Workers Strike Amidst Allegations of Anti-Union Tactics
Front-line workers at debt advice charity Rooted Finance are set to strike following unanimous voting by Independent Workers of Great Britain (IWGB) members. Allegations of “anti-union and intimidatory tactics” by management have fuelled the dispute, which began with concerns over low pay and inadequate training. Workers have highlighted their frustration with management’s reluctance to address concerns and engage in meaningful dialogue.
TUC Women’s Conference: Employers Dismissing Women’s Health Concerns Under Scrutiny
The TUC Women’s Conference recently addressed the dismissal of women’s health concerns by employers, resulting in many leaving their professions. Teachers’ union NASUWT leads a motion calling for greater awareness of gender-sensitive health and safety issues. GMB warns that women are being forced out of work due to inadequate support and understanding, emphasizing the need for trade unions to raise awareness of intersectional gender-sensitive issues.
PCS General Secretary Reflects on International Women’s Day: Honours Women Against Pit Closures
The PCS General Secretary reflected on International Women’s Day, which was celebrated last Wednesday, paying tribute to Women Against Pit Closures during their 40th anniversary. She highlights the pivotal role of working-class women in the miners’ strike and the transformation of the working-class and feminist movements. The legacy of fearless working-class women continues as the first woman general secretary of PCS acknowledges the progress made by women workers in various sectors. The union leader emphasized the importance of standing on the shoulders of those who fought for workers’ rights.
and finally, Amazon Workers’ Strike Success in Coventry Sparks Momentum for Recognition
In a significant victory for Amazon workers in Coventry, ongoing strikes have resulted in a 20% pay increase, marking a substantial win against the retail giant. The Coventry-based employees, represented by the GMB union, initiated strikes in January 2023, with membership growing steadily to over 1,100 members. Despite Amazon’s efforts to recruit additional workers to undermine the action, a surplus of employees has replaced the use of overtime, costing the company an estimated £500,000.
As the strikes gain momentum, discussions are underway about the future emphasis of the protests, both in Coventry and at the Minworth site near Birmingham. GMB representatives in Coventry are organizing to raise a collective grievance about issues ranging from inadequate canteen food to insufficient locker sizes for workers. Management’s response to damage or delays has often been to blame the workers, creating tension on the factory floor. Workers express concerns about constant monitoring, disciplinary measures, and the pressure to meet productivity thresholds.
The success of the strikes has prompted Amazon to offer seemingly positive benefits to workers, though critics argue that these are attempts to avoid recognizing the union. Despite these wins, workers continue to face challenges, including HR interventions and ongoing disciplinary actions. With a growing core of strike leaders in Coventry, the push for recognition gains strength, demonstrating that the union has the structures and capabilities to make recognition a reality. The Coventry Amazon workers’ story reflects a broader narrative of workers standing up against corporate giants for fair treatment and improved working conditions.
Solidarity wishes you all a Happy International Women’s Day!
Origins and Early Struggles
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The seeds of International Women’s Day (IWD) were planted in 1908, when 15,000 women marched through the streets of New York City, demanding shorter working hours, better pay, and the right to vote. It was the Socialist Party of America that declared the first National Woman’s Day a year later.
The idea to make the day international came from a remarkable woman named Clara Zetkin. In 1910, during the International Conference of Working Women in Copenhagen, she proposed the concept. At the conference, 100 women from 17 countries unanimously agreed to her suggestion.
Global Celebration Begins
In 1911, International Women’s Day was first celebrated in Austria, Denmark, Germany, and Switzerland.
Official Recognition and UN Themes
In 1975, the United Nations officially began celebrating International Women’s Day. The first theme adopted by the UN in 1996 was “Celebrating the past, Planning for the Future.”
A Day of Reflection and Action
International Women’s Day serves as a date to celebrate how far women have come in society, politics, and economics. It also reminds us of the political roots of the day, where strikes and protests are organized to raise awareness of continued inequality. The date is March 8th.
Let’s delve into some key moments in the history of women fighting for their rights:
The Uprising of 30,000 Women Shirtwaist Makers (1908):
On March 8, 1908, thousands of women garment workers marched through the streets of New York City, demanding shorter working hours, better pay, and the right to vote.
This historic demonstration led to the formation of the first permanent trade unions for women workers in the USA.
The courage and determination of these women laid the groundwork for future labor movements and women’s rights advocacy.
The Match Girls Strike (1888):
In London’s East End, teenage girls and young women toiled in the Bryant & May matchmaking factory under appalling conditions.
They faced long working hours, fines for minor infractions, and health risks due to white phosphorus exposure.
Inspired by social reformer Annie Besant’s exposé, around 200 match workers went on strike in 1888.
Their solidarity sparked sympathy strikes by 1,400 other East End workers.
The strike resulted in improved pay, abolition of fines, and better working conditions.
In more modern times the Grunwick dispute of 1976 is an example of women fighting for their rights at work. In the hot summer of 1976, women workers from the Grunwick photo processing laboratory in London took a stand.
Most of the staff were migrants of South Asian origin, working low-paid factory jobs to support their families.
Jayaben Desai, a Grunwick worker, walked out and set up a picket line, demanding respect and fair treatment.
Joined by 137 other strikers, they formed a trade union and garnered massive support.
The Grunwick strike highlighted the intersection of gender, race, and labor rights.
Clara’s idea for an International Women’s Day had no fixed date initially. However, it gained formal recognition during a war-time strike in 1917 when Russian women demanded “bread and peace.” Four days into the women’s strike, the Tsar was forced to abdicate, and the provisional government granted women the right to vote.
The date of the women’s strike on the Julian calendar, which was then in use in Russia, was Sunday, February 23rd. In the Gregorian calendar, this corresponds to March 8th, the day we celebrate International Women’s Day today.
Solidarity’s Role
As members of Solidarity, we honour the legacy of those who fought for our rights. Let us continue to stand together, amplify women’s voices, and work toward a world where every woman’s contribution is recognized and valued.
Remember, solidarity knows no boundaries—it unites us across industries, borders, and generations. Happy International Women’s Day!
As the Easter season approaches, it’s essential for trade unionists in Britain to consider the impact of their purchasing decisions. The Buy British campaign encourages consumers to prioritize products made within the UK. Solidarity union has launched a ‘Shop Local and Buy British at Easter campaign’. In this article, we’ll explore why trade unionists should actively support this initiative and how it directly benefits British workers.
The Economic Landscape
Job Preservation: By choosing British-made goods, we contribute to the preservation of jobs within our own country. When factories and industries thrive, workers remain employed, and communities flourish. A robust manufacturing sector is vital for stable employment opportunities. Quality Assurance: British products often adhere to stringent quality standards. When we buy British, we invest in well-crafted goods that stand the test of time. This commitment to quality benefits both consumers and workers. Reducing Income Inequality: Supporting local businesses ensures that profits circulate within our economy. When workers receive fair wages, income inequality decreases. A thriving domestic market translates to better living standards for all.
Championing British Workers
Strengthening Industries: When we choose British goods, we bolster industries such as textiles, automotive manufacturing, and agriculture. These sectors employ thousands of workers across the nation. A thriving industry means job security and stability. Environmental Impact: Buying locally reduces the carbon footprint associated with long-distance transportation. Supporting British products aligns with environmental consciousness, benefiting workers and the planet alike. Community Resilience: Vibrant local economies rely on consumer support. By purchasing British, we contribute to community resilience. Our neighbourhoods thrive when businesses flourish.
Conclusion
Patrick Harrington, the general secretary of Solidarity, succinctly captures the essence of the Buy British campaign:
“Our union wholeheartedly backs the Buy British campaign. We recognize that our purchasing choices have real-world consequences. By supporting British-made products, we stand in solidarity with our fellow workers. We call on other unions to join us in this endeavour.”
As trade unionists, our choices matter. This Easter, let’s actively participate in the Buy British campaign. By doing so, we uplift British workers, strengthen our economy, and create a more equitable society. Patrick Harrington’s call to action resonates: Let’s unite in supporting British-made products and encourage other unions to follow suit.
Remember, when we choose to Buy British, we invest not only in products but also in the livelihoods of our fellow citizens.
Welcome to Union News, your guide to what’s happening in the trade union and labour movement in the UK. Reporting is by Pat Harrington and music is by Tim Bragg.
Union Coalition Fights Back Against Draconian Anti-Worker Law
A new battlefront has emerged in the fight to protect trade union rights against the Tory government’s assault. Led by Strike Map and the Campaign for Trade Union Freedom (CTUF), a coalition of campaign groups and unions has launched a nationwide campaign. Their mission: urging British councils to defy the oppressive Strikes (Minimum Service Levels) Act, which took effect this year.
The Strikes (Minimum Service Levels) Act grants employers unprecedented powers to weaken strike actions. By issuing “work notices,” employers can compel union members to break strikes or risk dismissal. Unions refusing compliance face asset sequestration, threatening their financial stability. Mick Whelan, general secretary of the train drivers’ union Aslef, condemns it as blatant union-busting, undermining workers’ fundamental right to strike.
The legislation identifies six sectors affected by Minimum Service Levels (MSL): healthcare, fire services, education, transport, nuclear decommissioning, and border security. The government claims it aims to minimize disruption in these “essential services.” However, the broad scope reveals a deeper motive: sabotaging workers’ right to industrial action.
Local councils employ thousands across these sectors. If MSL is implemented, it will hinder teachers, education support staff, municipal transport workers (especially tramway operators), and fire and rescue services from advocating for better pay and conditions. Unions demand that council leaders unequivocally reject work notices.
While Scotland and Wales have rejected MSL, the campaign now targets English councils. Union members are mobilizing to flood local leaders with demands for worker rights protection. The battle is on, and the unions stand firm in defense of workers’ dignity and autonomy.
George Galloway Triumphs in Rochdale By-Election: A Defiant Stand for Gaza
In a stunning victory, George Galloway secured the Rochdale by-election, claiming 40% of the vote and a commanding majority of nearly 6,000 over independent businessman David Tully. But this win is more than a political shift—it’s a resounding message from Rochdale’s Muslim community, expressing their outrage over Labour’s support for Israel’s actions in Gaza.
Galloway’s rallying cry to Sir Keir Starmer echoes across the political landscape: “This is for Gaza.” The catastrophe unfolding in occupied Palestine’s Gaza Strip has galvanized voters. The Strikes (Minimum Service Levels) Act, which grants employers powers to undermine strikes, has struck a chord. Galloway’s victory signals a seismic shift in parliamentary constituencies.
Labour, once the bedrock for loyal voters across generations, now faces a crisis of confidence. Keir Starmer and Rishi Sunak, two sides of the same coin, felt the sting of defeat. Remarkably, neither major party secured the top two spots—an almost unprecedented outcome.
Labour’s Azhar Ali, despite remaining on the ballot paper, suffered a spectacular fall. His 8% share of the vote represents a staggering 44% drop from Labour’s 2019 performance. Even accounting for circumstances, this decline underscores the party’s struggle to retain its base.
Galloway’s victory isn’t just about a single seat—it’s a spark that could ignite a movement. As the tectonic plates shift, the battle for workers’ rights, justice, and accountability gains momentum. Rochdale’s message reverberates: politicians must heed the call or face the consequences.
London Overground Workers Secure Pay Victory: RMT’s Triumph
In a resounding win, London Overground workers have accepted an improved pay offer from Arriva Rail London, prompting RMT General Secretary Mick Lynch to hail their “tremendous resolve.” The power of strong organization and the looming threat of strike action once again proved effective.
The victory includes a 6.5% increase in pay and allowances for all, or a minimum payment of £2,000 for those earning under £30,000 in 2023. Additionally, there’s an uplift based on February RPI 2024 or a minimum lump sum of £1,750 for salaries below £32,000 in 2024. Negotiations for a similar uplift in 2025 are set for next February.
This win isn’t just about money—it’s a testament to workers’ collective strength. Overwhelming support in an e-referendum led to the cancellation of planned strikes next Monday and Tuesday. The message is clear: organized action can yield results.
Transport for London expressed relief as industrial action scheduled for March 4 and 5 has been suspended by the RMT. The battle may be on pause, but the fight for fair wages and workers’ rights continues.
and finally, Eight Years After Didcot Boiler House Collapse: Families Demand Justice
Didcot, United Kingdom – On the sombre anniversary of the Didcot Boiler House collapse, Families Against Corporate Killers (FACK) raises urgent concerns about the prolonged investigation into the tragic incident that claimed the lives of four experienced demolition workers. Mick Collings, Chris Huxtable, Ken Cresswell, and John Shaw lost their lives on February 23, 2016, while preparing the boiler house for demolition at Didcot Power Station.
Eight years have passed since that fateful day, yet justice remains elusive. Despite extensive investigations by the Police, Health and Safety Executive (HSE), and Crown Prosecution Service (CPS), no conclusive findings have emerged. Hilda Palmer, FACK’s facilitator, expresses deep dismay that no decision on charges has been reached. The families fear they may face the same uncertainty on the 10th anniversary. Delayed justice not only compounds their grief but also leaves current demolition workers vulnerable to similar risks.
Mick Collings’ body was recovered immediately, but Chris, Ken, and John remained buried under tons of rubble for over six months. The precarious state of the remaining structure necessitated careful demolition before recovery efforts could begin. The violence of their deaths and the prolonged anguish inflicted upon their loved ones – partners, husbands, fathers – has left scars that time cannot heal.
FACK stands by the families of Chris Huxtable, Ken Cresswell, and John Shaw. Their unwavering commitment to uncovering the truth, understanding what went wrong, and honouring the lives lost is commendable. As the investigation continues, the world watches, hoping that justice will prevail and prevent such tragedies in the future.
In a move that has sparked controversy, the UK government is considering the reintroduction of fees for employment tribunals. These fees, previously scrapped in 2017, are now being reconsidered, and unions and workers’ rights groups are voicing their concerns.
The Background:
Back in 2013, the government introduced fees for employment tribunals, ranging from £390 to £1,200 depending on the case. However, this fee regime faced significant backlash. The supreme court ruled that it hindered access to justice, violating both UK and EU law. Consequently, the government was forced to abandon these fees.
The Current Proposal:
Now, the government is consulting on bringing back employment tribunal fees. The proposed fees start at £55 per claim, with an additional appeal fee for each judgment, decision, direction, or order being appealed against. While the initial fee can cover claims on behalf of multiple individuals, the appeal process could still result in significant costs for claimants.
Unions and Workers’ Rights Groups React:
A coalition of 48 organizations, including the TUC, Citizens Advice, Joseph Rowntree Foundation, the Fawcett Society, and Maternity Action, has expressed strong opposition to the reintroduction of fees. They argue that:
Exploitation Concerns: Bringing back fees risks pricing many people out of workplace justice. It could deter individuals from lodging worthy claims and give a green light to bad employers to exploit their workers.
Undercutting Good Employers: By allowing fees, bad employers may undercut good ones, knowing they are less likely to face claims in the employment tribunal.
Enforcement of Employment Rights: The workers’ rights groups emphasize that employment rights are only real if they are enforced. Reintroducing fees could undermine workers’ ability to seek justice.
The groups opposing the fees said in a joint statement: “Workers seeking recovery of wage theft, unpaid redundancy pay and compensation for unfair dismissal are to be asked to stump up extra money at an incredibly tough moment in their lives.”
“Access to justice must never be contingent on your ability to pay.”
TUC general secretary Paul Nowak said: “All working people should be able to enforce their rights. But introducing fees for tribunals puts yet another hurdle in the way of those seeking justice at their most vulnerable moment.”
Government’s Stance:
The government contends that the proposed fees are proportionate and affordable, aligning with the supreme court judgment. It argues that users should contribute to the running costs of tribunals, similar to users of other courts and tribunals. Additionally, help will be available for those unable to afford the fee.
The consultation period runs until March 25, during which stakeholders can provide feedback. The government claims it aims to strike a balance between access to justice and financial sustainability for the tribunal system.
While the debate continues, the fate of employment tribunal fees hangs in the balance, affecting workers’ rights and the pursuit of justice in the workplace.
Welcome to Union News your guide to what’s happening in the trade union and labour movement in the UK. Reports are by Pat Harrington and music is by Tim Bragg. Please consider subscribing on your chosen platform.
RMT Anticipates Challenges with Labour at the Helm
During the RMT young members’ conference, Eddie Dempsey voiced concerns over the Labour Party’s reliability on fulfilling its promise to repeal the Strikes (Minimum Service Levels) law. He highlighted the importance of solidarity within the trade union movement and progressive elements within Labour to exert pressure for change. Dempsey also touched upon the future of rail services, suggesting a shift towards a centralized commissioning model similar to Transport for London, which could lead to significant changes in how rail services are managed and operated.
Strathclyde Campaigners Rally for Bus Service Overhaul
Nearly 10,000 citizens have made their voices heard through a petition to Strathclyde Passenger Transport, demanding a transformation of the bus system. The call for public control is driven by a coalition of trade unions, anti-poverty advocates, and environmentalists who argue that re-regulation, franchising, and public ownership would lead to more affordable and efficient bus services. This movement underscores the critical role of public transport in economic development and environmental sustainability.
STUC Demands Clearer Vision for National Care Service
The Scottish Trades Union Congress has expressed dissatisfaction with the SNP-Green coalition’s vague proposals for a National Care Service. The STUC is calling for a detailed plan that addresses the pressing issues facing Scotland’s care sector. The lack of specifics has raised alarm among stakeholders who are eager to see a robust and well-defined strategy that ensures the long-term viability and improvement of care services.
Museum Staff in Liverpool Strike Over Unpaid Covid Bonus
The staff at the National Museums of Liverpool, represented by the PCS union, have launched an eight-week strike action. The dispute centres around a Covid bonus that the government had promised but has yet to deliver. The workers are using picketing and public demonstrations to highlight the discrepancy between their treatment and that of the museum’s executives, arguing for fair compensation and recognition of their contributions to the cultural sector.
Welsh Junior Doctors Stand Up Against Pay Erosion
Junior doctors have taken a decisive step by initiating a 72-hour strike to voice their concerns over longstanding pay erosion. These dedicated healthcare professionals, who form a crucial part of the National Health Service (NHS), are demanding fair compensation for their tireless work. Their dissatisfaction stems from the fact that their salaries have been gradually eroded over the years, leaving them financially strained.
The British Medical Association (BMA) union, representing junior doctors, has firmly rejected the Welsh government’s offer of a 5 percent pay rise. Instead, they are advocating for a more substantial change—a restoration of salaries to match inflation rates since 2008. This demand reflects their commitment to ensuring that their compensation keeps pace with the rising cost of living and economic realities.
The strike has garnered significant attention and support. On the front lines, picket lines have been established in key areas, where junior doctors stand united in their cause. These picket lines serve as a visible symbol of their determination to bring about meaningful change. Their colleagues, patients, and the public at large have rallied behind them, recognizing the importance of fair pay for those who dedicate their lives to healing others.
Beyond the immediate impact, the junior doctors’ stance is part of a larger conversation about fair compensation within the NHS. Healthcare professionals play a critical role in maintaining the well-being of communities, and their remuneration directly affects the quality of healthcare delivery. As discussions continue, policymakers must consider the long-term implications of pay policies and prioritize the well-being of both patients and those who care for them
and finally, New Code to Tackle ‘Fire and Rehire’ Practices Amidst Worker Rights Debate
The UK Government has introduced a draft code of practice aimed at addressing the controversial ‘fire and rehire’ tactics used by some employers. This new statutory code promises to empower employment tribunals with the ability to increase employee compensation by up to 25 percent if employers fail to adhere to the code’s guidelines. The move is seen as a balance between protecting workers’ rights and maintaining business flexibility.
Business Minister Kevin Hollinrake championed the code, stating, “Our new Code will crack down on employers mistreating employees and sets out how they should behave when changing an employee’s contract. This announcement shows we are taking action to tackle fire and re-hire practices by balancing protections for workers with business flexibility.”
The code outlines clear expectations for employers, emphasizing the need for proper consultation with employees and fair treatment during contract changes. It also discourages the use of dismissal threats as a pressure tactic to force acceptance of new terms.
Susan Clews, Chief Executive of Acas, highlighted the risks associated with ‘fire and rehire,’ noting that it “can seriously damage working relations and has significant legal risks for organisations.” She advised employers to seek Acas’s impartial advice before considering such drastic measures.
Supporting the code, Alexandra Hall-Chen from the Institute of Directors and Ben Willmott from CIPD praised its clarity and emphasis on good industrial relations. They underscored the importance of early and meaningful consultation with employees to find mutually agreeable solutions.
However, the response from unions has been one of scepticism. TUC General Secretary Paul Nowak criticized the code for lacking the necessary strength to deter unscrupulous employers. “This code lacks bite and is not going to deter bad employers, like P&O, from treating staff like disposable labour,” he remarked, calling for more robust legislation.
The introduction of the code follows a TUC poll revealing that one in ten workers faced ‘fire and rehire’ threats during the peak of the Covid-19 pandemic, underscoring the urgency for reform in employment practices. As the debate continues, the effectiveness of the new code in curbing the contentious ‘fire and rehire’ practice remains to be seen.
In a significant move by the UK government, 524 businesses have been publicly named and shamed for failing to pay their workers the National Minimum Wage (NMW). This action underscores the government’s commitment to enforcing fair pay and comes ahead of a substantial increase in the National Living Wage.
Key Points:
524 businesses named for underpaying nearly £16 million to workers.
Over 172,000 workers affected by the underpayment.
The announcement aligns with the upcoming 9.8% increase in the National Living Wage to £11.44 per hour starting April 1, 2024.
Government’s Stance: The government has taken a firm stance against underpayment, ensuring that all workers receive what they are legally owed. Minister Kevin Hollinrake emphasized that while most businesses comply with wage laws, those that don’t will face consequences. The government’s approach is not only punitive but also educational, aiming to prevent future underpayments through increased awareness and guidance.
Impact on Workers and Businesses: The underpayment of wages not only affects the livelihood of workers but also distorts fair competition among businesses. By naming the offenders, the government aims to deter non-compliance and promote a level playing field for all businesses.
Looking Forward: As the cost of living continues to rise, the government’s enforcement of wage laws is more crucial than ever.
If you suspect that you’re not being paid the National Minimum Wage (NMW) in the United Kingdom, there are steps you can take to address the issue:
Informal Resolution:
Talk to Your Employer: Initiate an informal conversation with your employer. Discuss your concerns about not receiving the correct minimum wage. You can:
Use the National Minimum Wage and Living Wage calculator on the GOV.UK website.
Review your payslips and employment contract to verify your pay.
Raise a Grievance: If informal discussions don’t resolve the problem, consider raising a formal complaint (grievance) with your employer. This can help resolve the issue without legal action.
Formal Processes:
Complain to HM Revenue and Customs (HMRC):
You can make a complaint to HMRC if you believe your employer is not paying the correct minimum wage. Complaints can be anonymous, and third parties (such as friends, family members, or coworkers) can also report non-compliance.
HMRC can take various actions against the employer, including issuing notices to pay backdated amounts, imposing fines, and even pursuing legal proceedings.
To make a complaint to HMRC, use the pay and work rights complaints form on GOV.UK.
Employment Tribunal Claim:
Alternatively, you can make a claim to an employment tribunal. Choose either this route or the HMRC complaint; you cannot pursue both simultaneously.
The amount you can claim depends on the type of claim. For non-payment of minimum wage, you can claim for money owed going back up to 2 years.
Remember that there are strict time limits for making a claim to an employment tribunal:
If there was a single incorrect deduction, you have 3 months minus 1 day from that deduction.
If there were several consecutive incorrect deductions, you have 3 months minus 1 day from the most recent one.
Seek Advice:
If you have questions or need assistance, contact the Acas helpline for free and confidential advice or contact Solidarity if you are a member.
Additionally, you can explore resources such as the Check Your Pay campaign for further guidance.
Remember that you have rights, and employers must comply with NMW regulations. Reporting non-compliance helps ensure fair treatment for all workers
