Sports Direct AGM: Vote FOR resolution 19

Check out this post by Tom P (see below). If you really think that Sports Direct is acting in a
disgusting and inhumane way to its workforce then contact your pension or insurance provider and ask them to  make sure their fund managers vote for Resolution 19.

Look at your latest statement and find an email or telephone number and let your savings providers know what you think they should do if they own shares in this workhouse.

"I've blogged quite a bit about Sports Direct previously, now it's your chance to do something about it.

The Sports Direct AGM takes place on 7th September, and the company has just issued its notice of meeting. Resolution 19 has been filed by Unite and Trade Union Share Owners in response to the appalling workplace practices that have been exposed at the company's ShireBrook facility.

The resolution calls for the company to undertake a genuinely independent review of its workforce practices, using an organisation or person acceptable to both the board and workforce. This review should look at issues such as the Living Wage, secure employment (the split between temporary & permanent), training and development and union recognition.  

Given everything that has happened at Sports Direct over the past year there is nothing at all controversial in what is being asked for. This is a sensible resolution, with a clear and reasonable ask at a company which has demonstrably failed to manage its workforce properly. Any responsible shareholder should Vote FOR Resolution 19.

If you are a trustee, you need to ask your asset managers how they intend to vote on the resolution NOW. And if you don't like what they say you should instruct them how to vote.

To all colleagues in the labour movement please do all you can to raise awareness of the vote, and to encourage those who are shareholders to make sure they vote in favour.

Vote FOR resolution 19

Jeremy Corbyn nominated by UNISON Labour Link Committee

This lunchtime I attended a meeting of the UNISON Labour Link (also known as the "APF") National Committee at our headquarters in Euston.

The meeting was to decide whether or not to make a supportive nomination for the next leader of the Labour party and if so, would it be for Jeremy Corbyn or Owen Smith.

I was there as one of the UNISON National Executive Committee representatives.

UNISON had carried out a consultation of 200,000 Labour Link fund members we had email addresses (out of a total of 400,000) and a clear majority had wanted the union to make a nomination and 58% wanted that nomination to go for Jeremy Corbyn.

There was also a clear majority across all regions in UNISON (London was 62%)

The meeting took reports from National officers, the General Secretary, our Labour Party NEC members and UNISON regional delegates.  We agreed to support Jeremy (again) as the Leader of the Labour Party. 

I think that this decision accurately reflects the views of UNISON Labour Link members (and probably the 900,000 non Labour Party affiliate members, who mostly vote Labour).

I was really pleased that the UNISON press statement (see below) announcing the decision made it so clear that the Party must stop the current nasty and destructive infighting and must unite to fight the real common enemy - which is the Tories!

"The committee decision follows discussions at regional and national level, and a consultation of UNISON members who are affiliated to the Labour party. The consultation was carried out online.
UNISON general secretary Dave Prentis said:

“Jeremy Corbyn retains the backing of a majority of UNISON’s Labour supporting members. That’s why the committee supported his nomination again.

“However, a significant minority backed Owen Smith. Their views will always be respected in our union- that’s our proud tradition.

“It’s healthy for people to hold alternative views on the future direction of the party. What’s toxic though is for abuse, threats and aggressive language to be considered acceptable- or the norm. Labour is in danger of becoming the new ‘nasty party’ if this behaviour continues unchecked. There’s no place in the party for witch hunts against MPs, councillors and party staff.

“The decent hard-working people we represent don’t want a party riven by infighting. They want a united opposition that stands up for public services which are facing intolerable pressures.”

Around 30,000 UNISON members are registered as Affiliated Supporters of the Labour Party and eligible to vote based on their personal choices in the election".

 

"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

Labour Party CLP NEC election results 2016

Clean sweep for Jeremy Corbyn supporters on the Labour Party NEC. A significant margin I think.

UNISON National Labour Link Committee (I am a NEC member of this committee) meets on Thursday to decide on our nomination.

My Nephew Lewis and his Baby Daughter Teagan

Off message but love this picture from today of East Ham born Lewis and his beautiful 2 month daughter, Teagan. Lewis and his partner Felicity, had to go through the drama of childbirth and then soon after moving into their new home in Witham, Essex.

I won't make cheap political points about the really difficult time this young couple had getting a home to bring up their baby.

They have made it, but it is still very scary with a big mortgage debt and uncertainty over future interest rates.

To me, the right to adequate housing is a fundamental political issue and while I am so happy that Lewis, Felicity and Teagan now have a home - so many others in similar circumstances - don't. 

 

Sports Direct: The Evil Workhouse: Union shareholders call for independent review of the inhuman employment practices at AGM

"The Trade Union Share Owners group (TUSO) has submitted a resolution to the Sports Direct AGM calling for an independent review of their widely criticised employment practices, which have led MPs to compare the company to a ‘Victorian workhouse’.

Details of the resolution were published today (Friday) in the company’s AGM notice. In the explanatory notes, the Sports Direct board recommends that its shareholders vote against the resolution, stating that it has asked its law firm RPC to compile a Working Practices Report.

Frances O’Grady, General Secretary of TUSO coalition member the TUC, said: “It is bitterly disappointing that the board of Sports Direct has declined to back the resolution. The board’s backing would have sent out a clear public message of reassurance to shareholders that it is serious about addressing deep-seated problems with its employment practices.

“We do not have confidence in the independence of any review led by Sports Direct’s own legal firm. And many of the shareholders we have spoken to share our view of the importance of a fully independent review as the only way to make sure that in future Sports Direct delivers fairness for staff, and decent returns for shareholders.

“We hope that asset managers invested in Sports Direct, who manage the capital of working people, will give the board a clear signal that change is needed by voting for the resolution. And we encourage the management of Sports Direct to continue constructive dialogue with the trade union Unite to improve conditions and respect for staff.”

NOTES TO EDITORS:

- TUSO is a coalition of trade union funds (comprising the TUC, Unite, UNISON and the International Transport Workers Federation) with over £1.5bn assets on the capital markets, including shareholdings in Sports Direct.

- Resolution 19 to the Sports Direct AGM states: “That the board commissions an independent review of Sports Direct International plc’s human capital management strategy and report back to shareholders within six months.” Full explanatory notes along with the board’s full reasons for recommending rejection of the resolution are in the AGM notice for 2016 which can be downloaded from here: www.sportsdirectplc.com/media-centre/press-kit.aspx

- Sports Direct was heavily criticised in a report by the Business Innovation and Skills select committee that was published on 22 July 2016. For more information visit: www.parliament.uk/business/committees/committees-a-z/commons-select/business-innovation-and-skills/news-parliament-2015/working-practices-at-sports-direct-report-published-16-17/

- Sports Direct is currently the subject of an investigation by HMRC into its failures to pay the minimum wage to some staff.

 

Hat tip TUC Website

“Last chance to give your views on UNISON's Labour nomination”

I am sending this out (hopefully) today to the 1000 members of my branch who are members of the Labour Party supporting affiliated fund.

"Support Jeremy Corbyn, Owen Smith or make no nomination?

Dear Labour Link (APF members). 

You should all by now have received an email from our General Secretary, Dave Prentis, asking you to take part on our consultation about the future Labour Party Leadership. If you have not voted yet please do as soon as possible. The consultation will finish this Monday 8 August.

This is a really important election for UNISON and the Country. Please make sure that you let National Labour Link Committee know your views.

Yours faithfully

John Gray

Branch Labour Link officer and National Committee member

Check out further information on the UNISON website https://www.unison.org.uk/about/our-organisation/political-affiliations-and-support/labour-link/labour-leadership-elections-2016/

High Court Strikes out Libel Claim as “totally without merit”

In a victory for free speech (and common sense) yesterday the High Court struck out a claim of libel against me by Kamran Malik (see judgment and order below). Mr Malik objected to me republishing here a government press release that described his imprisonment for immigration advice offenses. He will no doubt appeal.

If anyone wants to link or comment on this case can they please be careful and also be fully aware of the probable consequences. I have closed off my own comment thread.

Many thanks to my ace legal team - Barrister Jonathan Price, Solicitor Advocates Robert Dougans and Serena Cooke.

Check out the written judgment on this blogger page here

(UPDATE: there is a typo in the order that is being sorted)

Me, Dave and the Royal Court of Justice result...

Picture from early on this evening  at the UNISON centre with my social media comrade, Dave Osland, enjoying some beers to celebrate another freedom of expression legal victory at the Royal Court of Justice.

Further details on the case will hopefully be blogged tomorrow.

Hat tip photo Stroppybird

London Loop Walk: Section 7 - Kingston Bridge to The Causeway

Off message. I am trying to catch up on my walking posts.  Following the May 5 election I went on a walking weekend with Gill to get away from politics and enjoy my "hinterland".  We have been trying to complete the London Loop since last year in sections. The Loop is a 150 mile circular walk around London.

On the Saturday we walked section 6 Banstead to Kingston which was about 11 miles.

We stayed the Saturday night in a great "Airbnb" flat and enjoyed a night out in Kingston.   On Sunday we walked from Kingston Bridge to The Causeway (about 10 miles).

Bushy Park was a pleasure. A lovely green park with deer, lakes and beautiful flower displays.

There are some busy roads and industrial areas during the walk but lots of walking next to water.   Hounslow Heath was amazingly remote and even a little wild despite the noise from airplanes taking off from nearby Heathrow airport.

I have lived in London for 28 years but spent nearly all that time in East and Central London. It has been an experience to walk and explore South, West and (next) North London.  I recommend that all Londoners who can, should have a go at the "London Loop" and walk around their great City.

There is no race and you can complete it in as long or short time as you want. 

Check out more photos at my "London Loop" FaceBook page https://www.facebook.com/LondonLoop2015/