ISS backs Teamsters union over motion 22 at National Express AGM 5 May 2015

Check out  Tom at "Labour & Capital" about some rare and sensible support about encouraging a company to do the right thing for workers, customers (school children in this case) and shareholders.

"Big news tonight (29.4.15) - the FT has reported that the major proxy voting adviser ISS has recommended that shareholders vote FOR Resolution 22 at the National Express AGM next week. PIRC has also recommended a vote in favour.

Resolution 22 calls on the board to commission an independent review of practice in Durham School Services, its US business. This follows repeated complaints from employees about management interference with workplace rights.

To my knowledge, there have been six shareholder resolutions at UK companies in the past ten years that focused on labour rights in one way or another. I don't think ISS has previously recommended a vote for any of them, so this marks a significant shift.

Many large shareholders may share the ISS view that the review proposed in the resolution is not an onerous demand. They may also feel that the board has allowed this issue to drag on for long enough, and action needs to be taken to address it and then move on.

Anyway, it set things up nicely for next Wednesday's AGM."

Justice for Cleaners: Further strike action Friday 21 March

Branch email sent out today "Members are encouraged to show solidarity with UNISON members by visiting the picket line from 7.00 am Friday (21 March). The branch has made a donation of £100 and a collection made at the branch AGM will be delivered to the picket line tomorrow.

SOAS, University of London, Thornhaugh Street, Russell Square, London WC1H 0XG

UNISON cleaners and maintenance staff at the School of Oriental and African Studies in London (SOAS) are taking strike action in a long-running dispute over terms and conditions.

The 50-plus workers, who are employed by ISS Facility Services, receive only statutory sick pay and the statutory minimum annual leave, yet colleagues who are employed directly by SOAS receive contractual sick pay, 30 days annual leave and a defined benefits pension scheme.

UNISON balloted its members for industrial action following a series of negotiations and meetings, which ended with ISS refusing to make an offer to improve terms and conditions.

Members returned a 100% vote in favour of strike action. The ISS staff have received strong support from their colleagues working for SOAS and from the students, who understand how important their work is.

UNISON regional organiser Ruth Levin said: "We know that our campaign against the two-tier workforce created by ISS is growing in strength and support.

SOAS as an institution claims to deal with pressing issues such as democracy, human rights and poverty. Yet here we have a situation where it is failing to deal with a pressing issue that is sitting on its doorstep. UNISON is calling on ISS to get back around the table, with no strings attached, to resolve this dispute".

Justice for Cleaners - SOAS strike for sickpay, leave and pensions equality

This morning I went to the UNISON cleaners picket line at the University School of Oriental and African Studies in London (SOAS) to pass on a message of support from my branch.

Around 50 UNISON members who are cleaners at SOAS were on strike yesterday and today.

They work as cleaners at SOAS but are not employed by the university but by the private outsourcing company ISS. After a previous fight the cleaner's now get a London Living wage rate but are still treated as third class workers at SOAS since colleagues directly employed receive contractual sick pay, 30 days annual leave and a defined benefits pension scheme.

It really is disgraceful that the lowest paid staff in such organisations will fall back into poverty if they are sick or when they retire. The taxpayer is then expected to subsidise the poverty pay conditions of employers such as ISS and the so called "elite public research university" SOAS.

I was once many moons ago at a meeting with management and HR to discuss a restructure with a consultant present who questioned why the organisation still directly employed cleaners rather than outsourcing them. I replied because we don't believe in serfdom.

I wish the cleaners at SOAS well and think they have a strong bargaining position due to their solidarity and the support of their union colleagues and students.

I still think in the long run we need binding collective wage councils for such vulnerable workers but  in this current dispute everyone who thinks it is wrong to treat such workers as serfs should demand that ISS and SOAS treat their workers with dignity and respect and pay them live able terms and conditions. 

LAPFF Conference 2010: Stewardship Code: Putting it into practice

Tom Powdrill (PIRC) led a panel discussion about putting the Code into practice. David Murphy (NILGOSC), Tony Little (Gartmore) and Iain Richards (AVIVA). The Code came out of the Walker Report and is a response to the financial crisis. Not a fluffy “feel good” report but an attempt to try and prevent a future financial crisis. Can shareholders control companies? If shareholders cannot then look at Ireland were due to voluntary failure there is now a regulatory approach to governance.

David spoke first about his scheme. There are 204 employers, over 80,000 members and £3.6 billion assets. They support the idea that they are asset owners; they are the ultimate owners and should take responsibility for what has gone on in the past. They believe in co-operation and the importance of disclosure. They vote in all markets and report back on investment policy. Be open and transparent.

Tony explained that Gartmore are mainstream investors in 2,500 equities around the world. He was struck by the difference between this report and the UK governance report Cadbury which said this is what good practice looks like and others should aspire to it. The Stewardship Code “horse trades”. This is what you should be doing. Will see what good practice eventually looks like. The EU intervention has been negative rather than positive. They have forced the pace. They want to regulate. His role often is to be candid friend.

Ian said there may be over blown expectations of the Code. It was to resolve the “absentee landlord” problem in the run up to crisis. But there is an issue of resources. They have 7 in his team but this is still limited. Conflicts still exist; there are still misaligned incentives, short term structural problems. There are differences of objectives in engagement. In the UK 13% of shares are owned by pension funds and 13% by insurance funds. But it is only 26% of market. 40% of UK now owned by overseas investors. Concern around the role of the ISS.  An unaccountable organisation who admits looking after its primary audience - US investors. An awkward question is what do fund managers do? They have already signed up to the Stewardship principles. Is it transparent to have such long policy statements? Principle 7 (reporting on what they do) is the most important. There is a poisonous view that all you have to do is delegate everything to fund managers – and job done. This leads to apathy.

Next Q&A. I asked a question about how the new Code will not last be last word on governance and will evolve and change. Panel members have hinted at things that could be done better. What one significant improvement would each of the panel members want to see in any future review?

Tony: it needs to be redrafted and made clearer. The FRC next time should engage more about what is good practice. Iain: that it should be extended across to Europe. Especially with Funds tied to banks. David: he is against further regulation. He is happy with “comply or explain” approach. But it does need to be fleshed out. It’s a bit vague. Not only would he like it extended to Europe but wouldn’t it be nice to have in the US although that is “pie in sky”.

Tom asked does the Code make a RBS (Royal Bank of Scotland) less likely. Tony: No but... Ian – more cynical. Nothing much changed. No evidence that in 5 years time the world will have changed. David: We don’t know what will happen next.

The largely negative response to this question supports my own view that the Code (although an welcome improvement) is just sticking plaster and not the root and branch reform that is needed to stop another Fred the Shred.

UNISON Wins £76 a week pay rise for Hospital Cleaners

A good news story. The UNISON branch at St Georges Hospital, Tooting, South London has won a £76 per week pay rise for 350 private contract hospital cleaners employed by ISS. This is a massive 36% rise for some of the lowest paid hospital staff in London. They now have a minimum wage of £8.21 per hour, up from £6.03.

Local Labour Party MP Sadiq Khan was thanked for his help in the campaign. A good example of "joined up" working I think.

From UNISON press release

Michael Walker UNISON Regional Officer said; “This is a great victory for some of London's most important but often neglected group of hospital workers "This interim agreement represents the culminations of months of campaigning and lobbying by UNISON, we are pleased that the UNISON campaign has not only secured the support of medical and nursing staff, but also of local Members of Parliament, most notably Sadiq Khan MP for Tooting".

Geoff Thorne UNISON Branch Secretary said:"UNISON has worked hard to bring about a minimum wage of £8:21 for all staff employed at St Georges Hospital, whether NHS or private contractors. "This interim agreement represents a sound base to build for pay justice for all health workers""Many of our members were presently finding great difficulty in living on just £6:00 an hour this increase is good for them and their families

Shirley Thompson UNISON ISS convenor at St Georges said:“The cleaning staff at St George's hospital come from all corners of the globe and play a vital role in keeping hospital infection rates down. This interim agreement is an important step in reflecting that vital role and securing pay justice for hospital cleaning staff."