UNISON National Delegate Conference 25: Day two

I had another relatively early start to get to the NEC conference pre meeting for 8.30am. I had a day off running but did some HIIT instead. 

The NEC pre meeting went well and I was in the conference hall for the 9.30am start (Tuesday start is 10am). I am sitting on the front row on the far left (in joke) on the NEC platform (facing) next to my UNISON Community colleague, Denise Thomas. 

Thankfully, Conference was today also chaired by the super competent, former President Maureen le Marinel. 

The Standing Orders report went through quickly and there was only a little of the time wasting we experienced yesterday. 

Unfortunately, the miserabilists continued to promote, in my view, anti-Labour, pro Tory and pro Reform propaganda at every opportunity in debates but such is life. I genuinely don't think it did them any favours. 

Our General Secretary, Christina McAnea, gave a great and well received GS speech to conference which resulted in a standing ovation. Under Christina, for example, we have seen an increase in our membership, successful strikes, £162 million in back pay for members being upgraded and also (in my world) a fantastic victory for LIVV Housing Association strikers.  They won a 8% pay rise, an improvement in terms and conditions and a wider commitment to look into banning the absolutely disgraceful anti- trade union human rights abuses that LIVV carried out. 

During lunch I attended a fringe on organising and supporting workers in social care. Two Cymru/Wales Region care workers described the dreadful problems that migrant workers experience from employers and unfair visa rules. 

Before conference restarted after lunch, I handed out leaflets for the UNISON Labour Link Rally that evening. I had a really good response and it was so nice to get so much positive feedback from delegates, 

Our keynote international conference speaker was Lee Saunders, the President of the American Federation of State, County and Municipal Employees (AFSCME). Our sister union across the pond. He gave a lively, passionate and barn storming speech which got everyone also on their feet. 

Motion 12 was the last to be debated today "All we ask is to be treated with Dignity and Respect". I have lost count of number of UNISON Conferences I have attended and while I have sometime thought that some of the speeches I have heard are "inappropriate" I never thought I would hear delegates at our conference (last year) being allowed to suggest that up to 40,000 UNISON members in our Police Civilian staff are all violent racists and bigots, as well as being useless and should be sacked!  

Wow. Union members being allowed to openly call for other union members to be sacked? 

The debate will continue tomorrow morning.

This evening I went to the Labour Link Rally and listened to Christina, Maggi, and Employment Rights Minister, Justin Madders, explain exactly what is really happening with the Employment Rights Bill.  

Please ignore the Tory/Reform miserabilists untruths. 

UNISON Community Seminar 2025

Yesterday, the UNISON Community (Housing Associations and Voluntary Sector) annual seminar took place in Bristol. The day started at a 9am pre Conference meeting for myself and the Community Service Group Executive. 

10am the seminar started with Sector meetings. I attended the Housing Associations one and we had a speaker from LIVV Housing Association UNISON who are taking extensive strike action against their employer to reverse real term cuts in pay. LIVV have behaved appallingly and not only are they refusing to meet and try to conciliate but are actively attacking strikers and the union. 

While no-one expects an employer to simply agree to all union demands, what LIVV senior management and board are doing is deliberate union busting, by offering a pay rise ONLY to people who don't join or leave the union. Not being discriminated for joining a union is a fundamental human right (United Nations ILO declarations). If you don't respect the human rights of your workers then you are not fit to run in any way any organisation in my view, never mind one supposedly with a social purpose. 

No wonder "Housing Associations" (when there are actually many very good ones who would never act it this way) are hated by so many, across the entire political spectrum. Who on earth is advising them to do this?  How can human rights abusers be allowed to run services for vulnerable residents? 

There were "new delegate" and then equalities caucus meetings over lunch then the Seminar itself started afterwards. Our General Secretary, Christina MacAnea, gave a simply brilliant and inspiring speech followed by a wide ranging Q&A. The way she has been treated following her personal bereavement by some extremists has been truly shameful but I am so glad she is back and standing up for the union and our real members.  

Joseph Evans from the IPPR spoke about sectorial bargaining in other parts of the economy. This issue is so important to our sector and I spoke on this debate the next day at the actual conference. 

After the seminar there was a regional meeting of Greater London Community delegates then a social in a nearby pub. 

Mining and Human Rights: LAPFF Chair Returns from Brazil Tailings Dam Trip

Check out this press release by the Local Authority Pension Fund Forum (I am Joint Vice Chair) on the recent visit by our Chair to Brazil. Many thanks to Doug and our engagement partners, PIRC, for all their work during this important visit. 

Some Progress Noted but Lots of Work Still to Do

"LAPFF Chair, Cllr Doug McMurdo, returned from Brazil recently where he spent three weeks investigating the progress of reparations following tailings dam collapses in Mariana (2015) and Brumadinho (2019). This trip was part of LAPFF’s broader work on mining and human rights. The context for the trip is available in the mining and human rights report LAPFF published in April 2022.  The motivation for the trip reflects LAPFF’s view that social and environmental impacts by investee companies are financially material for investors.

During his trip, Cllr McMurdo met with communities affected by the 2015 Mariana and 2019 Brumadinho dam collapses. BHP and Vale own the Mariana Fundão dam through their joint venture operator, Samarco. Vale owns the Córrego do Feijão dam that collapsed in Brumadinho. Water quality and delays in house building in Mariana are the two major concerns cited by affected community members with whom LAPFF spoke.

After meeting with affected community members, Cllr McMurdo spent two days with the Chair of Vale and senior executives from the company. LAPFF extended an invitation to meet a BHP representative during Cllr McMurdo’s trip, but the invitation was declined by the company.

At the end of the trip, Cllr McMurdo met with a number of Brazilian investors led by ESG-focused asset manager, JGP Asset Management, with whom LAPFF has been partnering on this project for a couple of years. Collectively, the investor group worked with senior executives of Vale to set in motion a process to increase the pace and quality of reparations following the tailings dam collapses.

Quote from LAPFF Chair: “It is clear that Vale has taken steps to improve its corporate culture and its dam safety practices. LAPFF’s objective is to be a critical friend to the company in fostering better and faster delivery of required reparations and dam safety measures.”

The largest impediment to completing reparations in Mariana quickly enough and to an adequate standard appears to be the Renova Foundation. Vale, BHP, and Samarco – but no affected community members – sit on the board of this organisation which was established to provide reparations following the Mariana tailings dam collapse in November 2015. The Foundation has an overly complex structure, similar to that of a joint venture, and does not have adequate independence in its governance. Both shortcomings have led to poor and drawn-out execution of reparations.

Quote from JGP Asset Management: “Unfortunately, we cannot go back in time and avoid the two disasters that Vale was involved in. However, Vale can act today to become the reference point for an ESG standard in mining, a critical industry for the global energy transition. As investors, we keep engaged with the company on several fronts, but especially in corporate governance and relations with the communities where Vale has operations.”

Quote from Vale: “Vale is enhancing its dialogue and engagement with shareholders, communities and society, in order to act in greater alignment with their expectations. I was pleased to personally welcome LAPFF’s representatives in Brazil and to show Vale’s efforts on reparations initiatives and dam safety. I want to thank LAPFF for its feedback and I would like to renew our commitment to building a better company. It is a long way to travel and we will continue to act attentively in making Vale one of the safest and most reliable mining companies in the world.”

 

"All we want is democracy for all" Newham Mayoral Trigger

In last weeks letter page of the "Newham Recorder". Cllr John Whitworth argues that following the unfairness and wrongdoing in the previous flawed process there should be an open selection to be the Labour Candidate in the 2018 Newham Mayoral local elections.

While Jo Phillips demands "change, honesty and transparency and above all democracy for all".

I must agree.  At the risk of seeming over dramatic millions have died, suffered and risked their lives for these basic and absolute human rights.   

"Housing Associations have lost their soul" Call for new campaign group to make them more democratic and accountable.

At the Labour Housing Group fringe at this year’s Labour Party Conference former UNISON Regional Secretary Frank Hont (and now Liverpool Council Cabinet member for Housing) described Housing Associations as having “lost their soul”. This was in front of Labour Housing shadow minister John Healey MP. 

This motion calling for a campaign for greater democracy and accountability in Housing Associations was recently put before the UNISON Community National Service Group Executive.

This community SGE notes:

That UK Housing Associations used to be genuinely progressive and democratic social housing organisations accountable to their tenants while providing high quality, affordable homes and responsible services.

Many used to have effective and well run Tenant & Resident Associations (TRA) and have executive boards that reflected the local community as well as being open, transparent, inclusive and most important of all - accountable.

Trade Unions, TRAs and local authorities were seen as vital stakeholders and partners.

Recently Housing Associations have started to dismantle TRAs and replace them with “focus groups” and so called “residents representatives” - interviewed and appointed by senior management.

Elected Councillors have been removed from Executive Boards.

Some Housing Associations refuse to recognise the human rights of their workers by de-recognising trade unions while victimising and blacklisting union activists.

Housing Associations which treat their residents badly also tend to treat their workers badly as well.

This community SGE resolves:-

To campaign and lobby against all Housing Associations that do not have democratically elected and financially supported independent Tenants and Residents Associations or recognise trade unions.

To ask the NEC to see if it is feasible to help set up a body that would work with other trade unions, councillors, Assembly members, MSPs, MPs and resident groups to campaign to make Housing Associations become democratic and accountable.

To support the call that at least 50% of all Housing Association Board Members should be genuine Resident elected representatives (which may include local Councillors and community organisations and at least one trade union representative).

Campaign for residents of Housing Associations that consistently fail to be progressive and democratic and do not perform adequate housing management functions to be given the right to be allowed the opportunity to vote on a transfer of their homes to another Landlord including Local Authorities.

"Sports Direct cannot be allowed to mark their own homework"

Check out the press release below from the TUC about rotten employer "Sports Direct" whose company AGM is tomorrow.

The BBC report here that Sports Direct are desperately trying to pretend that all is ok and they are going to change.

Such human right abuses will always occur when you have employers who refuse to recognise independent trade unions and don't have collective bargaining agreements.

Trade Union recognition is an internationally recognised fundamental legal human right. If any company refuses to recognise trade unions then they are clearly human rights abusers.

Good luck with motion 19 tomorrow at the AGM calling for an independent investigation into the employment practices of Sports Direct. I wish I was there.

"Commenting on a report into Sports Direct’s employment practices by its law firm published today (Tuesday), TUC General Secretary Frances O’Grady said:

“An apology is always a good start, but this is too little, too late. What we really need is an independent investigation, as called for by the trade union resolution at tomorrow’s Sports Direct AGM.

“A report written by a law firm which previously represented Mike Ashley and management simply won’t cut it. Sports Direct cannot be allowed to mark their own homework.

“Cases like this show why the government must act to end the abuse of zero-hours contracts, and get serious on enforcing employment rights.
“
This story is a testament to the tireless work of Unite the union, which has played a key role in revealing abuses at the company.

"I urge shareholders to support the Trade Union Share Owners’ resolution 19 for an independent investigation into employment practices.”

NOTES TO EDITORS: 
- The Trade Union Share Owners group, of which the TUC is a member, is calling on Sports Direct shareholders to support resolution 19 at the AGM, which commissions an independent review of Sports Direct International plc’s human capital management strategy.

 - The Trade Union Share Owners (TUSO) group is a group of investors representing the financial assets of the labour movement, including the TUC staff pension fund, the Unite staff pension fund, the UNISON staff pension fund, and the International Transport Workers’ Federation.

  - The resolution has been filed by investors including the TUC and UNISON staff pension funds, both members of TUSO, and the Borough of Islington Staff Pension Fund and Prospect general fund.

- All TUC press releases can be found at www.tuc.org.uk

- Follow the TUC on Twitter: @The_TUC and follow the TUC press team @tucnews

"Almost one in three people have experienced mental health issues while in employment"

This is an important report by the professional body for HR. I think that the background research is absolutely accurate. But - its recommendations - on how to deal with the issue are just pious nonsense. It will never happen in the real world. There is no mention of trade unions.

Without independent trade unions in the workplace, representing and advocating staff individually and collectively, then this important issue will never, ever, be dealt with properly.

If employers do not recognise trade unions then they do not recognise internationally agreed codes on basic human rights. Employers cannot pick and choose which human rights they recognise.

Discrimination in the workplace happens when you have no democracy in the workplace. You cannot have democracy in the workplace without independent trade union recognition. Full stop.

Almost one in three people have experienced mental health issues while in employment

New CIPD research finds employers are taking a reactive approach to employees’ mental health issues, when preventative steps make better business sense

According to new research, the number of people saying that they have experienced mental health issues while in employment has climbed from a quarter to a third over the last five years. Despite this, the majority of employees still don’t feel that people experiencing mental health issues are supported well enough at work.

In response, the CIPD, the professional body for HR and people development, is calling on organisations to take a more preventative approach to employees’ mental wellbeing, encouraging a culture of openness in their workplace, whilst at the same time, training line managers to provide and signpost support for employees, in order to create healthier, more engaged and more productive workplaces.

The new research from the CIPD found that in 2016, almost a third (31%) of the over 2,000 employees surveyed said they have experienced a mental health problem at some point during their working life, compared with a quarter (26%) in 2011. Of those who have had poor mental health at work, more than four in ten (42%) have experienced a problem in the past 12 months specifically, to the extent it has affected their health and wellbeing.

Despite this increase, the number of respondents who say their organisation supports employees with mental health issues either ‘very’ or ‘fairly well’ remains less than half (46%). While this is a significant improvement of nine percentage points since 2011 - when just 37% of respondents said their organisation was able to support employees either fairly or very well - it highlights that there is still a significant way for employers to go to better support staff with mental health issues. Worryingly, just four in ten employees (44%) would currently feel confident disclosing unmanageable stress or mental health problems to their current employer or manager, a similar proportion as reported five years ago (41%).

Rachel Suff, Employment Relations Adviser at the CIPD, comments: "With people’s experiences of mental health problems at work on the increase, it’s disappointing not to see more employers stepping up to address them. Mental health should get just as much attention, awareness and understanding as physical health, and employers have a responsibility to manage stress and mental health at work, making sure employees are aware of, and able to access, the support available to them.

"This agenda needs to be championed from the very top by business leaders and senior staff – either through role-modelling or open conversations about their own experiences. There’s also a clear role for HR professionals and line managers to ensure that employees are getting the support they need and feel they can speak up. It’s crucial that organisations work to promote an open and inclusive culture so that employees feel confident about disclosing mental health issues and discussing the challenges they are experiencing. Promoting good mental health also makes good business sense, as employees are likely to be more engaged and productive if they work for an organisation with a workforce wellbeing strategy that emphasises the importance of both good mental and physical health."

The CIPD’s survey also asked employees what types of support their employer currently provides to manage and help people with mental health problems. The most common provisions were phased return to work (32% of employees), access to flexible working arrangements (30%), access to occupational health services (27%) and access to counselling services (27%). The least common provisions were mental health first aiders* (3%), mental health champions** (5%), and training for line managers in managing and supporting people with mental health problems (10%).

Suff continues: "We’re seeing a distinct trend of reactive measures when it comes to how employers support people with mental health issues. These are very important, but we also need to see more preventative steps to promote good mental wellbeing. Where possible, employees with mental health problems should be able to access support before problems escalate to a point where they struggle to manage work and their illness, and need to take time out of work. Of course, there will be occasions where people experiencing a mental health problem will need to take time off work and then it’s important that the right framework, including occupational health services and phased return to work, is in place to support them in that situation.

"It’s particularly disappointing to see such a low level of training by employers for line managers in how to manage and support people with mental health problems. Line managers play such a crucial role in an employee’s experience of work, and are often the first line of defence in terms of spotting problems and supporting individuals should they ask for help. Therefore, their management style, the relationships they have with staff, and their ability to implement policies are all paramount to how supported people feel at work. A lot of it is simply about employees feeling that their line manager cares and will support them if they say ‘"I need to talk". However, line managers are not counsellors and will need training themselves if they are to feel confident and competent to create this ‘open’ culture and support and manage employees with mental health issues. This should be the starting point for employers."

Emma Mamo, Head of Workplace Wellbeing, at mental health charity Mind, said: "It’s clear that there’s a high prevalence of mental health problems among employees. It’s good to see more people feeling comfortable enough to let their workplace know when they’re struggling with their mental health, which is likely to be an indication that employers are fostering an open culture where staff feel able to disclose their problems. However, it’s vital that employers also have good support in place for all staff, including those experiencing unmanageable stress or poor mental health. Employees need to be reassured that if they do put their hands up, they’ll be met with understanding, and additional support if necessary.

"Creating mentally healthy workplaces needn’t be difficult or expensive, often it’s about putting in place small adjustments, such as regular communication and flexible working hours. Being able to identify and support a colleague struggling with poor mental health can also make a big difference, which is why Mind delivers mental health awareness training to line managers. We’re also launching a Workplace Wellbeing Index – a benchmark of best policy and practice which will enable employers to recognise the good work they’re doing when it comes to promoting good mental health at work, as well as highlighting areas for improvement."

The CIPD recommends three important ways that line managers can make a difference: At the beginning of a new working relationship, be clear that no problem is too big, small or personal for an employee to raise Work to create a culture of openness and encourage staff to discuss their challenges. Make time to have conversations that go beyond a person’s immediate and short-term workload and discuss their role, responsibilities and opportunities more generally Know when and how to direct people to access specialist help either internally through the organisation, such as counselling and/or occupational health services, or externally via mental health groups and charities.

* Mental health first aid training is designed to improve people's understanding of mental health and provide a basic level of training to help these first-aiders to recognise the signs and symptoms of mental health problems so that they can respond in an appropriate way when people need help. ** Mental health champions are trained and supported by their organisation to help reduce stigma and build awareness about mental health issues to encourage an open and inclusive culture around mental health issues.

ends

CIPD Press Enquiries Helen Ablett / Ben Rathe / Katie Flynn Tel: 020 8612 6400 Email: press@cipd.co.uk

What has the European Convention on Human Rights ever done for us?

Love it :)

Why Coke, VISA, McDonalds, Adidas, Kia & Hyundai are nothing more than human rights abusers

I have just sent this email below to the CEO's of human rights abusers - Coke, VISA, McDonalds, Adidas, Kia & Hyundai.

The TV news tonight begins with the arrest and charges of FIFA officials with corruption. This is serious but the needless deaths of hundreds of construction workers Qatar is an unforgivable disgrace. International law is clear. You cannot pick and choose which human rights your company's support.

"The Hypocrisy World Cup? FIFA sponsors must tell Qatar to play fair on workers' human rights

62 workers may lose their lives for each game played during Qatar’s 2022 World Cup, a tournament likely to be sponsored by FIFA partner companies Coke, VISA, McDonald’s, Adidas, Kia and Hyundai. Without sponsorship, this multi-billion dollar tournament couldn’t take place.

Due to poor health & safety, shocking living conditions and almost total absence of rights, more than 4,000 of Qatar’s workers will die before the first ball is kicked. Hundreds have already died through a combination of accidents, heart attacks and suicide. Because of Qatar’s laws, migrant workers are trapped with a single employer, barred from changing jobs or even leaving the country without permission. Wages are paid sometimes months late, leaving trapped workers starving. Labour courts are costly and complicated, with little language assistance, and workers are banned from forming or joining trade unions to negotiate better conditions.

There has been almost no pressure from FIFA to fix this, nor have sponsors taken a stand, despite their professed commitment to human rights and workers’ welfare.

Most sponsors commit themselves to respecting the UN Declaration of Human Rights – which guarantees the right to join a union - and have specific policies banning forced labour and slavery in their supply chains. However, none of them seem to have considered that paying FIFA to host a tournament built on slave labour goes against everything they claim to believe in.

As a customer or potential customer of these multinational companies, can you help us pressure them to live up to their own ethical standards in how they spend their sponsorship funding?

We know money talks in FIFA. If one of these sponsors were to speak up it would be hugely influential in guiding FIFA and Qatar into ensuring that labour standards for people preparing the country to host the World Cup meet international standards of safety, decency and human rights".

If you agree then click on link to send the same email (http://act.goingtowork.org.uk/page/speakout/fifa-sponsors-must-tell-qatar-to-play-fair-on-workers-human-rights) to these highly paid human rights abusers. 

"Broken Commitments, Vulnerable Workers" - Human rights violations by National Express PLC

Find out below what happened when two British MPs were invited by low paid and exploited workers to find out how they were treated by their British owned employers. 

On May 6 it will the National Express AGM. If you have a funded pension or insurance policy contact your administrators and urge them to make sure that their fund manager supports resolution 22. 

"Ian Lavery and Jim Sheridan went on a fact-finding mission to to investigate labour rights violations at National Express Group operations in the United States.

We embarked on our trip to the United States to learn first-hand about UK based National Express Group’s North American school bus subsidiary – Durham School Services. We endeavoured to hear from Durham school bus workers and management, parents, school board of education members, elected officials, community organizations, labour relations experts and trade union representatives. 

While we went to Charleston, South Carolina and Memphis, Tennessee we also spoke with Durham workers from Jacksonville and Santa Rosa County, Florida; Grey’s Lake, Illinois; and Albuquerque, New Mexico.

Based on our investigation we produced a report and also set forth recommendations to address the deep concerns we have with Durham School Services.

Click here to download a copy of the full report."

See previous post here

Union Rights are Human Rights

This is me speaking last week at our UNISON London Regional Council AGM.

The motion was on "Union busting by UK public service providers" (see link for wording).

There a number of completely rogue and fascistic large UK Charities and Housing  Associations who refuse to recognise human rights and who threaten and attack union activists trying to protect their members.

This motion argues that no employer should have access to any public funds or procurement if they do not have a recognition agreement with a TUC affiliated trade union.

"Council, the United Nations recognises that there are 10 fundamental human rights and of those 10 rights is included that of free assembly for trade unions and collective bargaining. In the history of our union movement, activists have given their lives and their liberty in the fight to have trade unions recognised.

Unions in this country and all over the world are under attack. In the UK are numbers have gone down significantly but in recent years numbers have stabilised and we may see soon a return to growth. It is no coincidence that the massive decline in pay in recent years has been linked to the decline of collective bargaining. Workers desperately need the unions to protect and strengthen their terms and conditions by collective bargaining.

The best way to get recognition and collective bargaining is by action by members forcing anti-trade union employers to negotiate and bargain with unions. Yet when you are in a fight with employers for justice at work you want every help you can get.

Council, is it not perverse that in this county vast amounts of public money is handed over to organisations, which are hostile to unions? Why is this money going to organisations who don't believe in human rights? If public money was going to those who employed child labour or used corruption there would be an outcry. Yet we have allowed the government and employers to pick and choose which human rights they want to respect. A human right is a human right.

No organisation which refuses to recognise a trade union should be allowed to bid for any form of public money or support. No grants, No contracts, No loans, no Partnerships, No deals - not even housing benefit.

Council, What have they got to hide? Remember, that there is an extreme right wing ideology against trade unions. It is called corporatism. A core belief of corporatism is to get rid of trade unions and replace them with powerless and compliant staff associations.

While we would expect some hostile private sector employer to be anti union, we have organisations in this country masquerading as socially responsible charities.  They not only refuse to recognise trade unions but carry out trade union busting to threaten and frighten union activists and members.

Council, please support this motion and help send a message that trade unionism is your human right and we will not tolerate attacks on our human rights from anyone. Council, I move".

(motion was passed unopposed. I am not sure yet if it was selected for submission to our National Delegate conference. However, a version will be debated at the Community Conference later this month and I hope to try and send it by some route to the Labour Party conference in September)

Learning & Organising in Greater London UNISON 2015 (defend members & fight union busters)

If you are a London UNISON activist then download our training programme and application form for 2015 courses. I will be applying to go on the refresher steward course this year (under the Employment Rights Act unions are obligated to make sure that their stewards are "competent" - so UNISON runs special refreshers for experienced stewards).

As well as introductory trade union and health & safety courses there are others on team negotiating, TUPE, sickness & capability procedures, local negotiating & representation, dealing with reorganisation and redundancy at work, bullying & harassment, employment law update,  IT, discipline & grievances hearings, equality duties, stress in the workplace, chairing meetings and race/sex discrimination.

Our respected trade union education programmes for stewards, safety reps and activists is one of the main reasons why anti-trade union rogue employers (such Ealing based  Catalyst Housing Association) are Union Busters. If they de-recognise a trade union then union reps are not allowed time off to go on union courses on how to effectively represent their members.

This means that employees will not have trained local reps to represent them in discipline, sickness and grievances hearings but also employers will also be able to carry out whatever restructures, job revaluations and redundancies they want without collective bargaining.

The best people to represent staff and establish good industrial relations with management in the workplace are elected trained trade union stewards and safety reps who work for the employer supported by the unions full time officials.

It is a more than a shame that some senior managers don't understand this and prefer instead to breach human rights and practice anti-democratic American style union busting. In this country the wider Labour movement will never accept this and will defend collective bargaining and do whatever it takes to oppose union busters.

UNION BUSTING BY UK PUBLIC SERVICES PROVIDERS

The motion below on Union Busting has been sent to by UNISON Housing Association branch to next year's Greater London Regional Council AGM in February 2015. If it is passed it will also be considered as a regional motion for the National Delegate Conference (NDC) in June.

A similar motion will be debated at the National UNISON Community AGM in March 2015.

Labour Party branches will also be asked to consider a motion for the Party Conference and to make a submission to the next National Policy forum.

Labour Prospective Parliamentary Candidates and Shadow Cabinet members will be sent this motion and background details asking for support.

I hope in particular that the Board of Catalyst Housing Associations are made fully aware of the legal, human rights, reputational and other risks of allowing Union Busting to take place. 

UNION BUSTING BY UK PUBLIC SERVICES PROVIDERS

This Regional Council notes:-

That a number of Housing associations, Charities and private employers who provide public services are openly hostile to trade unions, carry out American style anti union practices and refuse to recognise trade unions.

The right of free assembly and collective bargaining is a fundamental human right enshrined in international law. Any failure by any employer to honour these rights with regard to trade unions means they do not respect human rights.

We note that “not for profit” or “third sector” employers are normally registered charities and should share a social ethos with regard to good governance and respecting human rights.

Public Service Providers who do not treat their staff with respect or dignity will not treat their clients or residents with respect either.

Replacing free and democratic trade unions with internal “staff associations” is historically a central plank of the philosophy called “Corporatism” which has direct links with far right political groups in the UK and abroad.

All public service employers are dependent on public procurement and funding, direct or indirect.  While at the same time many pay their senior managers huge amounts of money.

Many supporters of national charities would be horrified to find out that these charities refuse to recognise or engage with independent trade unions.

There is a huge reputational and financial risk to employers who engage in such anti-trade union busting.

This Regional council calls on Regional Council Officers to:-

Actively support and help campaign against union busting by Public Service providers.

Draw up a campaign plan on how to organise in Public Service Providers that we do not currently have trade union recognition.

Call upon National Labour Link to examine whether local Councils and a future Labour Government should debar any Public Service Provider that does not recognise trade unions from access to public funding or procurement.

Call upon the Government to hold an independent public enquiry into the governance and democratic deficit of employers who provide public services.

(This motion to be considered for NDC and if successful the wording to be changed according)

International Human Rights Day

"The UN General Assembly proclaimed 10 December as Human Rights Day in 1950, to bring to the attention ‘of the peoples of the world’ the Universal Declaration of Human Rights as the common standard of achievement for all peoples and all nations.

This year’s slogan, Human Rights 365, encompasses the idea that every day is Human Rights Day.

It celebrates the fundamental proposition in the Universal Declaration that each one of us, everywhere, at all times is entitled to the full range of human rights, that human rights belong equally to each of us and bind us together as a global community with the same ideals and values".

The Ten Principles

The UN Global Compact's ten principles in the areas of human rights, labour, the environment and anti-corruption enjoy universal consensus and are derived from:

• The Universal Declaration of Human Rights
• The International Labour Organization's Declaration on Fundamental Principles and Rights at Work
• The Rio Declaration on Environment and Development
• The United Nations Convention Against Corruption

The UN Global Compact asks companies to embrace, support and enact, within their sphere of influence, a set of core values in the areas of human rights, labour standards, the environment and anti-corruption:

Human Rights

• Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights; and
• Principle 2: make sure that they are not complicit in human rights abuses.  

Labour

• Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;
• Principle 4: the elimination of all forms of forced and compulsory labour;
• Principle 5: the effective abolition of child labour; and
• Principle 6: the elimination of discrimination in respect of employment and occupation. 
   

Environment

• Principle 7: Businesses should support a precautionary approach to environmental challenges;
• Principle 8: undertake initiatives to promote greater environmental responsibility; and
• Principle 9: encourage the development and diffusion of environmentally friendly technologies.   

Anti-Corruption

• Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.

Motion on "Union Busting in the UK Housing Association and Charitable Sector"

This motion to our National Service Group conference was passed by Greater London UNISON Housing Association Executive last week.

It is of course completely unacceptable for any employer to attack the human rights and freedoms of their workers.  The fact that in the UK this attack is being joined by a tiny number of rogue Housing Associations and so called "charities" is shaming the whole sector and bringing it into disrepute.

The branch will also be seeing if we can get this motion sent to as many Councils and other public bodies as possible and even the Labour Party conference next year. Enough is enough. If these employers won't respect human rights and accountability then they are simply not fit to receive any form of public money or support.

"This conference notes:-

That a small number of Housing associations and other Charities in our sector are openly hostile to trade unions, carry out American style anti union practices and refuse to recognise trade unions.

The right of free assembly and collective bargaining is a fundamental human right enshrined in international law. Any failure by any employer to honour these rights with regard to trade unions means they do not respect human rights.

We note that most Housing Associations are also registered charities and should share a similar social ethos with regard to good governance and respecting human rights.

Organisations which do not treat their staff with respect will not treat their clients or residents with respect either.

Replacing free and democratic trade unions with internal “staff associations” is historically a central plank of the philosophy called corporatism which has direct links with far right political groups in the UK and abroad.

The sector as a whole is still hugely dependent on public procurement and funding, direct or indirect, while at the same time paying its senior management huge amounts of money.

Many supporters of national charities would be horrified to find out that these charities refuse to recognise or engage with independent trade unions.

There is a huge reputational and financial risk to the whole sector by charities engaging in such anti-trade union busting.

This Conference Calls on the Service Group Executive to:-

Actively support and help campaign against union busting by Housing Associations and Charities.

Draw up a campaign plan on how to organise in Community organisations that we do not currently have trade union recognition.

Call upon Labour Link to examine whether local Councils and a future Labour Government should debar any organisation that does not recognise trade unions from access to public funding.

Call upon the Government to hold an independent public enquiry into the governance and democratic deficit in the charitable sector".

UNISON Members vow to fight Union busting at Catalyst Housing Association

"UNISON members at Catalyst Housing Association reacted with shock to the news that the Head of People and Organisational Development received a 28% increase in salary last year whilst they received a mere 1%.

The members were attending a large, boisterous union meeting called to discuss the Chief Executive, Rod Cahill’s, decision to derecognise UNISON.

A letter of de-recognition was issued last week in response to a letter of complaint from UNISON about bullying of stewards and the unfair treatment of union members at Catalyst.

Members expressed their anger and concerns about their employer’s anti-union stance and are prepared to even consider industrial action in their fight to retain trade union recognition at Catalyst.

“When a legitimate complaint about serious concerns results in an instant letter of de-recognition, you do wonder about that organisation’s governance and accountability”, commented Regional Organiser, Colin Inniss. “Does this mean that Catalyst tenants who complain automatically face eviction?

All Catalyst workers deserve to be treated with the same dignity and respect as the organisations’ tenants and stakeholders; this is shabby treatment by an employer that is supposedly striving to go from good to great.”

Housing Association Branch Secretary John Gray said "Catalyst have refused to even meet with us to discuss our complaint or their concerns and have given out false and inaccurate information about membership levels.

They claim to have a strong Information and Consultation Committee that was voted in by 100% of the workforce; in actual fact less staff members voted for it than are in the union.

We have also taken legal advice and it is clear that Catalyst has acted unlawfully under international law and human rights.

UNISON always wants to talk to employers and seek agreement where possible. I call on the Board of Catalyst to meet with UNISON and settle this dispute before it gets ugly.”

For Further information or comment please contact:

UNISON Regional Organiser, Colin Inniss

UNISON Housing Associations Branch Secretary , John Gray

Notes for Editors

1. UNISON’s represents over 60,000 members in the Community and Voluntary sector.
2. UNISON has recognition agreements with most of the G15 Housing Associations – London’s 15 largest housing associations.

3. Catalyst Housing Association own and manage over 21,000 properties in London and the South East

4. In 2013/14 Directors of Catalyst received pay increases ranging between 28.7% and 6.8%; frontline staff received a 1% increase in pay.

(hat tip London UNISON Press release)

Union Busting at Catalyst Housing Association

UNISON Press Release: UNION BUSTING AT CATALYST HOUSING ASSOCIATION

"In a move reminiscent of American style union busting, Catalyst Housing Association has responded to a request by UNISON to meet the Chief Executive and discuss bullying of stewards, and their very poor industrial relations record, by issuing a letter confirming that they intend to derecognise the union.

This is despite Chief Executive, Rod Cahill, only a few weeks ago at a housing fringe meeting at the Labour Party conference telling the fringe that Catalyst does recognise trade unions. This fringe included leading Labour Party figures.

However, Mr Cahill also stated at this meeting that Housing Associations are private bodies and not accountable to anyone but themselves.

It is a fundamental human right enshrined in international law for all workers to have freedom of association and the right to collective bargaining. Any employer, especially a registered charity such as Catalyst that refuses to recognise a trade union does not respect human rights; any employer that does not respect human rights should not be given access to public funds or contracts.

UNISON Regional full time officer Colin Inniss said "I have been trying for several weeks to meet up with Mr Cahill to discuss complaints about bullying in Catalyst. A day after I chase a response we get this letter announcing that they are terminating the recognition agreement, without even the courtesy of a meeting to explain why they are thinking of doing this!

 Housing Association Branch Secretary John Gray said "To be clear, Unison is the biggest union by far in the social housing sector. Unison is a moderate and sensible union but we will not tolerate union busting in this country. We always want to talk with employers if there is a problem and resolve things whenever possible. This is an attack on human rights. It will also be seen as an attack on the whole trade union movement in this country. This has the potential to be an extremely prolonged and damaging dispute the likes of which has not been seen before in our sector.

I call the Board of Catalyst to step in and withdraw this union termination letter and facilitate urgent talks with unison and management before this gets totally and utterly out of hand.

 For Further information or comment please contact: UNISON Regional Organiser, Colin Inniss or UNISON Housing Associations Branch Secretary , John Gray

Notes for Editors
1. UNISON’s represents over 60,000 members in the Community and Voluntary sector.
2. UNISON has recognition agreements with most of the G15 Housing Associations – London’s 15 largest housing associations.
3. Catalyst Housing Association own and manage over 21,000 properties in London and the South East
4. In 2013/14 Catalyst Chief Executive, Rod Cahill, received a pay increase of 9.7%; frontline staff received a 2% increase.

UNISON wins recognition ballot at First Wessex - 80% in favour of voluntary recognition agreement

Good news and well done to South East Region and First Wessex UNISON reps Tara Imber, Vicky Higgins, Wendy Lamont and Stuart Mills (See photo with Wendy and Stuart). Check out report here.

"UNISON national officer for the community and voluntary sector Simon Watson commented: "In recent years, a number of housing associations have misguidedly stopped talking to trade unions.

"This result shows that, when staff get the chance to talk to UNISON reps, they realise we are essential for defending the interests of housing workers."

I would agree with Simon and frankly I am amazed that any Housing Association or Voluntary organisation chooses not to recognise trade unions.

Saying they allow union reps to represent their members at individual formal meetings is not enough. This is an anti-trade union attitude and practice.

Not only are unions good for staff but they are also good for good employers. Only bad employers who have something to hide don't welcome trade unions.

I know for a fact that many Councillors (not only Labour) will privately refuse to have anything to do with organisations that do not recognise trade unions. Either as preferred partners or commissioners.

 

If an organisation doesn't recognise trade unions and denies workers their basic human rights to bargain with their employer then there is something fundamentally wrong with that organisation.