Time to end the nation's 30-year wait
for a new bank holiday
The TUC is today (Thursday) marking the 30th anniversary of the creation of the May Day holiday - the last bank holiday to be introduced in the UK - by calling for a new autumn holiday to celebrate the great British tradition of volunteering.
The Callaghan Government introduced the May Day bank holiday on 1 May 1978. As people across the UK celebrated the extra day off work, the Bee Gees were top of the charts with Night Fever, Nottingham Forest were on the way to winning the First Division and a pint of bitter cost just 40p.
But while the worlds of football and music have moved on, the UK's bank holiday allocation has been left behind. No new bank holidays have been introduced since 1978, leaving Britain with just eight, the second lowest in Europe.
The TUC believes that a new bank holiday would help repay employees for their part in building the UK's economic success. The real value of the economy has doubled since 1978, but wages have not kept pace. If today's workers had the same share of the economy that went to wages in 1978, they would each have an extra £2,339 per year - easily enough to pay for another bank holiday.
The TUC, along with leading voluntary organisations, want a new Community Day bank holiday in late October to celebrate and encourage volunteering and community activity.
TUC General Secretary Brendan Barber said: 'We've gone thirty years without a new bank holiday and the UK is now languishing behind the rest of Europe. People are crying out for a new bank holiday, a call that politicians should be listening to.
'A new bank holiday would give everyone much-needed time with friends and family. Timing it around late October would also create a welcome pit-stop to break the gruelling four-month stint between the August bank holiday and the Christmas break.
'But a new bank holiday should not just be a day off work, it should be a special day that brings the nation together. What better cause for us all to celebrate than our great British tradition of volunteering.'
Monday, May 05, 2008
Food for good !!
(01/05/08) The pioneering fresh, local and healthy school meals enjoyed by East Ayrshire children should be standard in all Scotland’s schools, hospitals and prisons, says UNISON.The union launched its new Food for Good charter yesterday at Gargieston primary school in Kilmarnock – one of the East Ayrshire schools that’s showing how healthy, sustainable meals can be provided at a reasonable cost.UNISON wants to see the charter introduced across the public sector to help change the diet and health of the nation.The move is in response to a Scottish government consultation on establishing a national food policy.Speaking at the launch, UNISON’s Scottish organiser, Dave Watson, said: “Food for Good would improve the health of children in schools and nurseries and of hospital patients and prisoners as well as being good for the environment, for local suppliers and those in the developing world.“East Ayrshire has delivered a first-class example of how public sector catering can rise to the challenge and deliver quality, healthy food – food that is fresh and prepared and sourced locally where possible. And provided at a cost within the standard range local authorities already pay.”UNISON’s Food for Good charter addresses issues including sustainability, health, fair trade, proper pay and employment conditions and animal welfare.Hospital chef Lilian Macer, who chairs UNISON’s health group executive, pointed out that privatisation policies had led to mass-produced chilled and frozen ‘ready meals’ being transported hundreds of miles in order to cut costs at the expense of a quality service.“We believe that sustainability should be at the heart of food policy,” she added.“The aim for all public sector catering should be to give a daily option of an organic/ethically-produced main meal.”UNISON’s Food for Good charter
(01/05/08) The pioneering fresh, local and healthy school meals enjoyed by East Ayrshire children should be standard in all Scotland’s schools, hospitals and prisons, says UNISON.The union launched its new Food for Good charter yesterday at Gargieston primary school in Kilmarnock – one of the East Ayrshire schools that’s showing how healthy, sustainable meals can be provided at a reasonable cost.UNISON wants to see the charter introduced across the public sector to help change the diet and health of the nation.The move is in response to a Scottish government consultation on establishing a national food policy.Speaking at the launch, UNISON’s Scottish organiser, Dave Watson, said: “Food for Good would improve the health of children in schools and nurseries and of hospital patients and prisoners as well as being good for the environment, for local suppliers and those in the developing world.“East Ayrshire has delivered a first-class example of how public sector catering can rise to the challenge and deliver quality, healthy food – food that is fresh and prepared and sourced locally where possible. And provided at a cost within the standard range local authorities already pay.”UNISON’s Food for Good charter addresses issues including sustainability, health, fair trade, proper pay and employment conditions and animal welfare.Hospital chef Lilian Macer, who chairs UNISON’s health group executive, pointed out that privatisation policies had led to mass-produced chilled and frozen ‘ready meals’ being transported hundreds of miles in order to cut costs at the expense of a quality service.“We believe that sustainability should be at the heart of food policy,” she added.“The aim for all public sector catering should be to give a daily option of an organic/ethically-produced main meal.”UNISON’s Food for Good charter
Sunday, April 27, 2008
Family critical after man's death
The family of a man who died after a sugar factory explosion has said he would still be alive if more 'care and attention' had been paid to equipment. Robert Howe, 52, was showered with hot coals when a boiler exploded at British Sugar's Allscott factory on 2 March 2003. He died the following day from severe burns and multiple organ failure. An inquest jury recorded a verdict of accidental death and highlighted several failings over the boiler's maintenance. Mr Howe's family said the past five years had been 'long and distressing.' The jury's narrative verdict said corrosion of boiler pipes had gone unreported and criticised the training and supervision given to a man who fitted a misaligned soot blower. This had caused corrosion to a pipe which led to the explosion, the jury concluded. The corrosion on the pipe had been spotted when it was inspected in 2002, but this had not been reported. In a statement released though solicitors, his family said: 'The family feel that had there been more care and attention to prevent the failings leading up to this tragic incident, Mr Robert Howe, a British Sugar worker, would not have lost his life. The whole family have been devastated by the events surrounding Robert's death and would like to emphasise that it is impossible for them to put their feelings into words.' Mr Howe's daughter, Kristy Howe, 29, wept as the verdict was announced and cried 'yes' as the failure to shut down the boiler was included as an exacerbating factor. Martin Oversall, an inspector for the Health and Safety Executive (HSE), said after the inquest that inquiries into a possible prosecution were ongoing. 'The HSE liaised earlier with the family about this,' he said. 'This process will be completed as quickly as possible.' British Sugar has had other deaths and serious injuries at its facilities in recent years (Risks 214). Six months after Mr Howe's death, 40-year-old David Reed died in a fall at the same Allscott plant.
The family of a man who died after a sugar factory explosion has said he would still be alive if more 'care and attention' had been paid to equipment. Robert Howe, 52, was showered with hot coals when a boiler exploded at British Sugar's Allscott factory on 2 March 2003. He died the following day from severe burns and multiple organ failure. An inquest jury recorded a verdict of accidental death and highlighted several failings over the boiler's maintenance. Mr Howe's family said the past five years had been 'long and distressing.' The jury's narrative verdict said corrosion of boiler pipes had gone unreported and criticised the training and supervision given to a man who fitted a misaligned soot blower. This had caused corrosion to a pipe which led to the explosion, the jury concluded. The corrosion on the pipe had been spotted when it was inspected in 2002, but this had not been reported. In a statement released though solicitors, his family said: 'The family feel that had there been more care and attention to prevent the failings leading up to this tragic incident, Mr Robert Howe, a British Sugar worker, would not have lost his life. The whole family have been devastated by the events surrounding Robert's death and would like to emphasise that it is impossible for them to put their feelings into words.' Mr Howe's daughter, Kristy Howe, 29, wept as the verdict was announced and cried 'yes' as the failure to shut down the boiler was included as an exacerbating factor. Martin Oversall, an inspector for the Health and Safety Executive (HSE), said after the inquest that inquiries into a possible prosecution were ongoing. 'The HSE liaised earlier with the family about this,' he said. 'This process will be completed as quickly as possible.' British Sugar has had other deaths and serious injuries at its facilities in recent years (Risks 214). Six months after Mr Howe's death, 40-year-old David Reed died in a fall at the same Allscott plant.
Monday, April 21, 2008
TUC welcomes DWP report on HSE
Commenting on the DWP Select Committee report on the Health and Safety Executive (HSE) today (Monday), TUC General Secretary Brendan Barber said: 'We welcome this far-reaching report on the work of the HSE.
'The report contains a number of positive recommendations and the committee endorsed all the key points raised by the TUC in its evidence, including increasing penalties for rogue employers who ignore legislation, and the importance of consultation and involvement of safety representatives.
'We are pleased that the Select Committee has focused on the appalling position of vulnerable migrant workers, who can find themselves at risk due to overtiredness from working long hours, may be denied sick pay so come into work when they are too ill to do so, and can lack the fluent English needed to grasp basic safety procedures at work. We hope that their concerns will be listened to and addressed.
'However, the theme that runs through the report is that the HSE is being asked to do too much with too little. The Government needs to address the very serious resource issues that this report raises.'
Commenting on the DWP Select Committee report on the Health and Safety Executive (HSE) today (Monday), TUC General Secretary Brendan Barber said: 'We welcome this far-reaching report on the work of the HSE.
'The report contains a number of positive recommendations and the committee endorsed all the key points raised by the TUC in its evidence, including increasing penalties for rogue employers who ignore legislation, and the importance of consultation and involvement of safety representatives.
'We are pleased that the Select Committee has focused on the appalling position of vulnerable migrant workers, who can find themselves at risk due to overtiredness from working long hours, may be denied sick pay so come into work when they are too ill to do so, and can lack the fluent English needed to grasp basic safety procedures at work. We hope that their concerns will be listened to and addressed.
'However, the theme that runs through the report is that the HSE is being asked to do too much with too little. The Government needs to address the very serious resource issues that this report raises.'
Report warns councils face chronic staff shortage
(21/04/08) UNISON says new research that shows councils will struggle to employ enough staff to run services in the next decade is a perfect illustration of why pay and conditions must be improved.The report from the New Local Government Network, published today, warns that a third of local government workers are due to retire within 10 years.Adding to the problem, it also found that “authorities are set to lose significantly higher proportions of senior managers over the next decade” compared to other areas of the public services.UNISON senior national officer Lucille Thirlby said: “This is not an issue for the future, but for the here and now.”While the report seemed only to focus on senior managers within local authorities, she said, “the problem is much deeper that.“While there are fewer graduates wanting a career in local government, this cannot have solely led to this crisis. It is pay and conditions at work that lead people to stay or go.”The report also shows that graduates often reject a career in local government because they perceive average council staff to be “definitely middle-aged, probably wearing glasses, slightly overweight … white, middle-class men”, who spend their lives focusing on “things like parking fines and what type of seat is going to be at the bus stop”. Ms Thirlby noted: “We are very concerned on the perception of local government, as it does not reflect that three-quarters of the workforce are women.“There is a job of work to be done by the Local Government Association and others in local government to promote local government for what it really is.”The report criticises many council management structures as “not currently fit-for-purpose” and calls on councils to be more “outward looking” when recruiting for posts.UNISON is backing the report’s call for greater support for middle managers.However, the union disagrees with two other recommendations: fixed-term contracts for management staff, and the introduction of a ‘transfer fee’ system, where councils would collect a cash reward if a worker they trained moved on to another authority.“Where is the equality in that approach?” Ms Thirlby asked. “We know that managers never have difficulty getting training, but other workers do.”And there were enough fixed-term contracts already, she said.
(21/04/08) UNISON says new research that shows councils will struggle to employ enough staff to run services in the next decade is a perfect illustration of why pay and conditions must be improved.The report from the New Local Government Network, published today, warns that a third of local government workers are due to retire within 10 years.Adding to the problem, it also found that “authorities are set to lose significantly higher proportions of senior managers over the next decade” compared to other areas of the public services.UNISON senior national officer Lucille Thirlby said: “This is not an issue for the future, but for the here and now.”While the report seemed only to focus on senior managers within local authorities, she said, “the problem is much deeper that.“While there are fewer graduates wanting a career in local government, this cannot have solely led to this crisis. It is pay and conditions at work that lead people to stay or go.”The report also shows that graduates often reject a career in local government because they perceive average council staff to be “definitely middle-aged, probably wearing glasses, slightly overweight … white, middle-class men”, who spend their lives focusing on “things like parking fines and what type of seat is going to be at the bus stop”. Ms Thirlby noted: “We are very concerned on the perception of local government, as it does not reflect that three-quarters of the workforce are women.“There is a job of work to be done by the Local Government Association and others in local government to promote local government for what it really is.”The report criticises many council management structures as “not currently fit-for-purpose” and calls on councils to be more “outward looking” when recruiting for posts.UNISON is backing the report’s call for greater support for middle managers.However, the union disagrees with two other recommendations: fixed-term contracts for management staff, and the introduction of a ‘transfer fee’ system, where councils would collect a cash reward if a worker they trained moved on to another authority.“Where is the equality in that approach?” Ms Thirlby asked. “We know that managers never have difficulty getting training, but other workers do.”And there were enough fixed-term contracts already, she said.
Tuesday, April 08, 2008
Union recommends rejection of 2.45% offer
(08/04/08) UNISON’s lay committee overseeing local government talks in England, Wales and Northern Ireland is consulting members on the employers’ final offer, under the local government group's pay consultation procedures, with a recommendation to reject.The offer, made made on 2 April. is worth 2.45%, plus an extra £100 for lower paid members – an increase of 3.3%The consultation will be carried out on the basis that – if members vote to reject the offer – they will need be prepared to take sustained and escalating strike action, starting with a two-day strike and escalating to more than two consecutive days of action, to get the employers back to the negotiating table.Branches will be strongly encouraged to carry out branch ballots and return the results to their regional offices by 7 May. The union’s NJC committee will meet again on 12 May to consider the outcome of the consultation.Materials for the ballot and the campaign are currently being prepared and a branch circular will sent to local government branches.
(08/04/08) UNISON’s lay committee overseeing local government talks in England, Wales and Northern Ireland is consulting members on the employers’ final offer, under the local government group's pay consultation procedures, with a recommendation to reject.The offer, made made on 2 April. is worth 2.45%, plus an extra £100 for lower paid members – an increase of 3.3%The consultation will be carried out on the basis that – if members vote to reject the offer – they will need be prepared to take sustained and escalating strike action, starting with a two-day strike and escalating to more than two consecutive days of action, to get the employers back to the negotiating table.Branches will be strongly encouraged to carry out branch ballots and return the results to their regional offices by 7 May. The union’s NJC committee will meet again on 12 May to consider the outcome of the consultation.Materials for the ballot and the campaign are currently being prepared and a branch circular will sent to local government branches.
Friday, April 04, 2008
Employers come back with 2.45%
(02/04/08) Local government employers returned to the negotiating table today with a pay offer that would leave the lowest paid workers less well off than supermarket staff.The rise being offered is 2.45%, with £100 extra for those on the bottom three points on the pay scale – up on the initial 2.2% rejected by trade unions but still branded "hugely disappointing" by UNISON national secretary Heather Wakefield.The employers insisted that this is their final offer.The extra £100 a year on points 4, 5 and 6 of the pay scale would make the offer worth 3.3% to the lowest paid.But Ms Wakefield point out that "the bottom rate in Tesco is now £6.25 an hour, so highly skilled workers doing vital jobs in our public services are being paid less than supermarket workers."We have made it very clear that this was a very disappointing offer – below the level of CPI inflation let alone RPI."The pay talks affect more than one million local government and associated workers in England, Northern Ireland and Wales.Unions are claiming a pay rise of 6% or 50p an hour, whichever is the greater, which would give a minimum wage of £6.50 an hour.The 'catch up and match up' claim is intended to recoup losses from below-inflation awards for the past three years and cushion staff against inflation over the coming year.UNISON's NJC committee will meet next Tuesday to discuss the offer and the union's formal response.In Scotland the unions are taking soundings of members after employers responded to their rejection of an initial offer of 2.2%, 2.3% and 2.2% over three years by making a final offer of a 2.5% increase each year. The offer does not include a 'reopener' clause as yet, and does not approach the unions' claim of 5% or £1,000 for the first year. Trade union side secretary Dougie Black of UNISON commented: "It is clear that the employers are firm on their offer and any rejection will require a commitment to take serious industrial action."
(02/04/08) Local government employers returned to the negotiating table today with a pay offer that would leave the lowest paid workers less well off than supermarket staff.The rise being offered is 2.45%, with £100 extra for those on the bottom three points on the pay scale – up on the initial 2.2% rejected by trade unions but still branded "hugely disappointing" by UNISON national secretary Heather Wakefield.The employers insisted that this is their final offer.The extra £100 a year on points 4, 5 and 6 of the pay scale would make the offer worth 3.3% to the lowest paid.But Ms Wakefield point out that "the bottom rate in Tesco is now £6.25 an hour, so highly skilled workers doing vital jobs in our public services are being paid less than supermarket workers."We have made it very clear that this was a very disappointing offer – below the level of CPI inflation let alone RPI."The pay talks affect more than one million local government and associated workers in England, Northern Ireland and Wales.Unions are claiming a pay rise of 6% or 50p an hour, whichever is the greater, which would give a minimum wage of £6.50 an hour.The 'catch up and match up' claim is intended to recoup losses from below-inflation awards for the past three years and cushion staff against inflation over the coming year.UNISON's NJC committee will meet next Tuesday to discuss the offer and the union's formal response.In Scotland the unions are taking soundings of members after employers responded to their rejection of an initial offer of 2.2%, 2.3% and 2.2% over three years by making a final offer of a 2.5% increase each year. The offer does not include a 'reopener' clause as yet, and does not approach the unions' claim of 5% or £1,000 for the first year. Trade union side secretary Dougie Black of UNISON commented: "It is clear that the employers are firm on their offer and any rejection will require a commitment to take serious industrial action."
Wednesday, April 02, 2008
Launch Event of the new society.
Wednesday 16th April 2008- 7pm - Morris Hall Shrewsbury (see opposite for location)
£3 admission fee - open to none members - to Book tickets call Kay or Barrie Thornton on 01691 623354 or secretary@marchesfabians.org.uk
Austin Mitchell MP will give a talk entitled:-
The Housing Disaster
Quote from Austin “Every previous Labour government has been proud of its housing record. The only records established in the last ten years have been in the lowness of the build totals for both private and public housing. The result is a housing crisis which we’re only now beginning to grapple with, and a growing strategy of affordable housing for the increasing numbers who can’t afford to buy. That makes it time to change our priorities, build public housing for rent and bring councils back into the housing game.”
The main speaker will followed by a local councillor who will give a local perspective on the issue. This will be followed by a debate and open discussion chaired by Alan Mosley (leader of the Shropshire County Labour Party).
Refreshment will be available.
Wednesday 16th April 2008- 7pm - Morris Hall Shrewsbury (see opposite for location)
£3 admission fee - open to none members - to Book tickets call Kay or Barrie Thornton on 01691 623354 or secretary@marchesfabians.org.uk
Austin Mitchell MP will give a talk entitled:-
The Housing Disaster
Quote from Austin “Every previous Labour government has been proud of its housing record. The only records established in the last ten years have been in the lowness of the build totals for both private and public housing. The result is a housing crisis which we’re only now beginning to grapple with, and a growing strategy of affordable housing for the increasing numbers who can’t afford to buy. That makes it time to change our priorities, build public housing for rent and bring councils back into the housing game.”
The main speaker will followed by a local councillor who will give a local perspective on the issue. This will be followed by a debate and open discussion chaired by Alan Mosley (leader of the Shropshire County Labour Party).
Refreshment will be available.
Sunday, March 30, 2008
THIS IS THE PRICE YOU PAY IN SOME COUNTRIES
FOR BEING A TRADE UNIONIST
COLOMBIA: IMPUNITY CONTINUES
Assassination of four trade unionists; threats against a trade union activist
PSI is calling on its affiliated organisations to send letters of protest to President Alvaro Uribe condemning the assassinations of four trade unionists on or around the day of action held in Colombia on 6 March. The day of action “For the Dignity of Victims”, which had the full support of the trade union movement, was a tribute to—and in solidarity with—all the victims of arbitrary violence and the armed conflict. PSI is further calling on affiliates to protest against serious threats made against Maria Fernanda Bolaños, an employee of the publicly owned waste and sanitation services of Cali and a member of PSI affiliate SINTRAEMSIRVA. BackgroundOn 6 March hundreds of thousands of people participated in events in 102 cities in Colombia and around the world in solidarity with the victims of the paramilitary and the crimes of the State. By means of a public communiqué, the Government pointed out that it did not support this demonstration, but offered guarantees for the programmed events to take place. Nevertheless, Mr. Gaviria made public declarations referring to the planned demonstration as a march “convened by the FARC”. Despite a request by the organisers of the 6 March Global Action Day, no Government spokesperson withdrew these assertions. This situation generated an increasingly tense atmosphere which was further exacerbated by the declaration of the paramilitary group, Autodefensas Unidas de Colombia, claiming that guerrillas were responsible for instigating the march. In the lead-up to 6 March, organisations promoting the day of action in Nariño were threatened and on 28 February, gunshots were fired at march organiser, Adriana González, in her apartment in Pereira.Four trade unionists were assassinated during the week of the 6 March protests:
Carmen Cecilia Carvajal, teacher. Killed 4 March, in Ocaña.
Leonidas Gómez Rozo, member of the bankworkers union, Unión Nacional de Empleados Bancarios (Uneb), President of the CITY-BANK Employees Union. Killed on 5 March, in Bogotá.
Gildardo Gómez Alzate, teacher and activist of the Asociación de Institutores de Antioquia (Adida). Killed 7 March, in Medellín.
Carlos Burbano, vice-president of the National Hospital Workers’ Union who led the local 6 March demonstrations, disappeared on 9 March in San Vicente del Caguán. His body was found in the municipal rubbish dump, his face disfigured by acid.
FOR BEING A TRADE UNIONIST
COLOMBIA: IMPUNITY CONTINUES
Assassination of four trade unionists; threats against a trade union activist
PSI is calling on its affiliated organisations to send letters of protest to President Alvaro Uribe condemning the assassinations of four trade unionists on or around the day of action held in Colombia on 6 March. The day of action “For the Dignity of Victims”, which had the full support of the trade union movement, was a tribute to—and in solidarity with—all the victims of arbitrary violence and the armed conflict. PSI is further calling on affiliates to protest against serious threats made against Maria Fernanda Bolaños, an employee of the publicly owned waste and sanitation services of Cali and a member of PSI affiliate SINTRAEMSIRVA. BackgroundOn 6 March hundreds of thousands of people participated in events in 102 cities in Colombia and around the world in solidarity with the victims of the paramilitary and the crimes of the State. By means of a public communiqué, the Government pointed out that it did not support this demonstration, but offered guarantees for the programmed events to take place. Nevertheless, Mr. Gaviria made public declarations referring to the planned demonstration as a march “convened by the FARC”. Despite a request by the organisers of the 6 March Global Action Day, no Government spokesperson withdrew these assertions. This situation generated an increasingly tense atmosphere which was further exacerbated by the declaration of the paramilitary group, Autodefensas Unidas de Colombia, claiming that guerrillas were responsible for instigating the march. In the lead-up to 6 March, organisations promoting the day of action in Nariño were threatened and on 28 February, gunshots were fired at march organiser, Adriana González, in her apartment in Pereira.Four trade unionists were assassinated during the week of the 6 March protests:
Carmen Cecilia Carvajal, teacher. Killed 4 March, in Ocaña.
Leonidas Gómez Rozo, member of the bankworkers union, Unión Nacional de Empleados Bancarios (Uneb), President of the CITY-BANK Employees Union. Killed on 5 March, in Bogotá.
Gildardo Gómez Alzate, teacher and activist of the Asociación de Institutores de Antioquia (Adida). Killed 7 March, in Medellín.
Carlos Burbano, vice-president of the National Hospital Workers’ Union who led the local 6 March demonstrations, disappeared on 9 March in San Vicente del Caguán. His body was found in the municipal rubbish dump, his face disfigured by acid.
Thursday, March 27, 2008
Compensation won by Unison
members in the west Midlands
Breakdown by branch of Personal Injury Settlements for FEBRUARY 2008. The breakdown shows the amount of money which UNISON recovered for members in Personal Injury Claim Settlements. In the Region members received £350,762.87 in compensation for personal injuries.
WEST MIDLANDS - FEBRUARY 2008
BRANCH
AMOUNT (£)
BIRMINGHAM UNISON
£64,560
COVENTRY DISTRICT
£1,778
DUDLEY GENERAL BRANCH
£4,250
DUDLEY GROUP OF HOSPITALS
£6,700
DUDLEY COMMUNITY HEALTH
£46,500
HEREFORDSHIRE UNISON
£3,743
ROYAL SHREWSBURY HOSPITALS
£3,500
SHROPSHIRE BRANCH
£8,500
SOUTH BIRMINGHAM MENTAL HEALTH
£2,000
SOUTH EAST STAFFS HEALTH
£159,150
STAFFORD
£3,520
TAMWORTH
£5,000
WALSGRAVE HOSPITAL
3,200
WARWICK HOSPITAL
£1,500
WEST MIDLANDS AMBULANCE
£6,000
WEST MIDLANDS GAS
£2,250
WOLVERHAMPTON GENERAL
£8,188
WOLVERHAMPTON HEALTH NO.3
£7,975
WORCESTER COUNTY
£2,000
WORCESTERSHIRE COMMUNITY HEALTH
£2,500
WORCESTERSHIRE COUNTY
£7,950
GRAND TOTAL £350,763
Wednesday, March 26, 2008
It's your money – speak out
(25/03/08) The best people to look after members’ money invested in pension funds are members themselves, general secretary Dave Prentis told a UNISON pensions seminar in London today.Around 100 union members came together to talk about the future of the Local Government Pension Scheme in England, Wales and Northern Ireland – and UNISON’s campaign to make sure that the bodies governing its investment funds include trustees answerable to scheme members.At present, the people overseeing how funds are invested are answerable only to the employers – contrary to how every other pension fund is run.Welcoming participants to the seminar, Mr Prentis said the issue of LGPS governance will be a major campaign for the union, adding: "It makes plain common sense that the best people to be trustees are those saving in the scheme."He said that the success of negotiations on the LGPS over the last three years "led to a major historical gain for our members saving in the scheme" but now we need to build on that gain and campaign for member trustees to help govern the various investment funds."We want you to become advocates for change. We want you to become reps on the boards of trustees," he told those taking part in the seminar, pledging that "UNISON will do everything it can to invest in you - to improve, support and train members who become reps."
(25/03/08) The best people to look after members’ money invested in pension funds are members themselves, general secretary Dave Prentis told a UNISON pensions seminar in London today.Around 100 union members came together to talk about the future of the Local Government Pension Scheme in England, Wales and Northern Ireland – and UNISON’s campaign to make sure that the bodies governing its investment funds include trustees answerable to scheme members.At present, the people overseeing how funds are invested are answerable only to the employers – contrary to how every other pension fund is run.Welcoming participants to the seminar, Mr Prentis said the issue of LGPS governance will be a major campaign for the union, adding: "It makes plain common sense that the best people to be trustees are those saving in the scheme."He said that the success of negotiations on the LGPS over the last three years "led to a major historical gain for our members saving in the scheme" but now we need to build on that gain and campaign for member trustees to help govern the various investment funds."We want you to become advocates for change. We want you to become reps on the boards of trustees," he told those taking part in the seminar, pledging that "UNISON will do everything it can to invest in you - to improve, support and train members who become reps."
Saturday, March 22, 2008
Death fines below 0.2 per cent of turnover
Most large companies convicted of safety offences involving a workplace death are fined at less than a 700th of their annual turnover, a new study has found. If individuals earning an average annual income of £24,769 were sentenced at this level, they would be fined just £35. The research by the Centre for Corporate Accountability (CCA) also shows fines imposed on most of these companies after workplace deaths are only 1 per cent of their gross profits. CCA looked at the companies convicted for 'death-related' health and safety offences since 1 January 2006 and compared the fines imposed with the convicted companies' turnover and gross profits. CCA executive director David Bergman said: 'The fines that the courts currently impose upon companies for the most serious health and safety offences are so low as to be almost irrelevant to these companies. A key purpose of these prosecutions is deterrence - yet fines which are the equivalent of £35 for the average person simply have no impact upon a company's wealth.' He added: 'Companies can be fined up to 10 per cent of their turnover for breaching competition law - and this is when the company has not even been convicted of a criminal offence, and no person injury yet alone death is involved.' He said CCA believes 'the threat of fines of between 15 to 40 per cent of turnover is the kind of punishment appropriate to the seriousness of the offence and will create a real deterrent effect against companies needlessly placing the lives of workers and members of the public at risk.'
Most large companies convicted of safety offences involving a workplace death are fined at less than a 700th of their annual turnover, a new study has found. If individuals earning an average annual income of £24,769 were sentenced at this level, they would be fined just £35. The research by the Centre for Corporate Accountability (CCA) also shows fines imposed on most of these companies after workplace deaths are only 1 per cent of their gross profits. CCA looked at the companies convicted for 'death-related' health and safety offences since 1 January 2006 and compared the fines imposed with the convicted companies' turnover and gross profits. CCA executive director David Bergman said: 'The fines that the courts currently impose upon companies for the most serious health and safety offences are so low as to be almost irrelevant to these companies. A key purpose of these prosecutions is deterrence - yet fines which are the equivalent of £35 for the average person simply have no impact upon a company's wealth.' He added: 'Companies can be fined up to 10 per cent of their turnover for breaching competition law - and this is when the company has not even been convicted of a criminal offence, and no person injury yet alone death is involved.' He said CCA believes 'the threat of fines of between 15 to 40 per cent of turnover is the kind of punishment appropriate to the seriousness of the offence and will create a real deterrent effect against companies needlessly placing the lives of workers and members of the public at risk.'
Thursday, March 20, 2008
Public sector workers to "speak up" to MPs in June
Teachers, health workers, probation officers, social workers, civil servants, childcare workers and firefighters will be among public service workers representing the six million public sector workers in the UK coming to London in June to lobby MPs over the future of public services and to call for fair pay, the TUC announced today (Wednesday).
The Speak up for Public Services representative lobby and rally takes place in Westminster on Monday 9 June 2008. The event starts with a rally in Methodist Central Hall at 1pm and concludes with public sector employees lobbying MPs late into the afternoon.
Speakers at the rally will include general secretaries and senior officials from the 26 TUC-affiliated unions with members in the public sector, as well employees from across the health service, local government, central government and the prison service.
When individual public sector employees head over to Parliament in the afternoon to lobby their local MPs, they will say that public servants make a huge contribution to UK society and the economy. This hard work, they will say, should be fairly rewarded, properly valued and there must be fair pay for all public sector staff.
TUC General Secretary Brendan Barber said: 'Across the country, public sector employees are feeling increasingly undervalued and demoralised. Their pay is being held below the cost of living and they feel that public service reform is something done to them, not with them. They believe that all their hard work frequently goes unnoticed by politicians and that their contribution to improving public services is often overlooked.
'Last year, the way that pay settlements were handled caused widespread dissatisfaction and dismay amongst public servants. The UK's six million public sector employees are hoping for a better deal this year, and that's why a representative segment of the workforce will be in Westminster in June calling for fair pay for everyone in the public sector and for MPs to stand up for public services.'
Teachers, health workers, probation officers, social workers, civil servants, childcare workers and firefighters will be among public service workers representing the six million public sector workers in the UK coming to London in June to lobby MPs over the future of public services and to call for fair pay, the TUC announced today (Wednesday).
The Speak up for Public Services representative lobby and rally takes place in Westminster on Monday 9 June 2008. The event starts with a rally in Methodist Central Hall at 1pm and concludes with public sector employees lobbying MPs late into the afternoon.
Speakers at the rally will include general secretaries and senior officials from the 26 TUC-affiliated unions with members in the public sector, as well employees from across the health service, local government, central government and the prison service.
When individual public sector employees head over to Parliament in the afternoon to lobby their local MPs, they will say that public servants make a huge contribution to UK society and the economy. This hard work, they will say, should be fairly rewarded, properly valued and there must be fair pay for all public sector staff.
TUC General Secretary Brendan Barber said: 'Across the country, public sector employees are feeling increasingly undervalued and demoralised. Their pay is being held below the cost of living and they feel that public service reform is something done to them, not with them. They believe that all their hard work frequently goes unnoticed by politicians and that their contribution to improving public services is often overlooked.
'Last year, the way that pay settlements were handled caused widespread dissatisfaction and dismay amongst public servants. The UK's six million public sector employees are hoping for a better deal this year, and that's why a representative segment of the workforce will be in Westminster in June calling for fair pay for everyone in the public sector and for MPs to stand up for public services.'
Wednesday, March 19, 2008
'A slap in the face'
(19/03/08) UNISON described a 2.2% pay offer from local government employers in England, Wales and Northern Ireland tonight as "a slap in the face".The offer came at talks with the employers in central London which took much of the day.The joint trade unions submitted a pay claim for an increase of 6% or 50p an hour, whichever was the greater, earlier this year.UNISON head of local government Heather Wakefield reacted to the offer by saying: "A 2.2% offer is a slap in the face for 1.4 million local government workers, who have already put up with 10 years of below-inflation pay settlements. "The employers have completely ignored the justice of our claim and are prepared to let every teaching assistant, librarian, social worker and park attendant face increasing hardship. "They talk about unpleasant choices, but our members are already facing unpleasant choices between feeding their families and heating their homes. "Our members live in the real world, with real inflation and 2.2% does not go anywhere near to covering the huge hikes in basic living costs such as food, housing, gas and electricity. "You can't build world-class public services on poverty pay and it’s time that local government employers faced up to this."The government’s favoured measure of inflation, the CPI, rose to 2.5% yesterday and is expected to go even higher by the summer. "The employers need to take stock and come up with a more realistic offer in the next round of negotiations," Ms Wakefield added. UNISON's Pay Matters campaignLocal government pay
(19/03/08) UNISON described a 2.2% pay offer from local government employers in England, Wales and Northern Ireland tonight as "a slap in the face".The offer came at talks with the employers in central London which took much of the day.The joint trade unions submitted a pay claim for an increase of 6% or 50p an hour, whichever was the greater, earlier this year.UNISON head of local government Heather Wakefield reacted to the offer by saying: "A 2.2% offer is a slap in the face for 1.4 million local government workers, who have already put up with 10 years of below-inflation pay settlements. "The employers have completely ignored the justice of our claim and are prepared to let every teaching assistant, librarian, social worker and park attendant face increasing hardship. "They talk about unpleasant choices, but our members are already facing unpleasant choices between feeding their families and heating their homes. "Our members live in the real world, with real inflation and 2.2% does not go anywhere near to covering the huge hikes in basic living costs such as food, housing, gas and electricity. "You can't build world-class public services on poverty pay and it’s time that local government employers faced up to this."The government’s favoured measure of inflation, the CPI, rose to 2.5% yesterday and is expected to go even higher by the summer. "The employers need to take stock and come up with a more realistic offer in the next round of negotiations," Ms Wakefield added. UNISON's Pay Matters campaignLocal government pay
Monday, March 17, 2008
HMRC say tax avoidance could be costing every
household more than £1,500 a year
In a document published late on budget day with no publicity, HMRC has said that the cost of tax avoidance in the UK could run as high as £40 billion a year. This tax avoidance could cost every household in the UK more than £1,500.
The HMRC admission, contained in the report 'Measuring the tax gap - an update', estimates that in 2005 tax avoidance was between £10b and £40b. This figure is even higher than the £25 billion a year estimated by the TUC in it's 'Missing Billions' report. The HMRC say that avoidance has fallen since 2005.
TUC General Secretary Brendan Barber said: 'Even if the HMRC claim is true it still leaves huge amounts of unpaid tax by the super-rich - enough to cut taxes for ordinary people, boost public services and do far more to tackle child poverty than the limited measures in yesterday's budget.
'The Government has been hit by concerted lobbying by non-doms and the super-rich, who describe even the mildest attempt to make them pay a fair share of tax as a prelude to the sky falling in on national prosperity. But rather than retreat, ministers should pay more attention to ordinary voters, who are becoming more and more aware that a significant group of Britain's wealthiest people dodge paying fair taxes.
'The Chancellor was wrong to rule out further efforts to tax non-doms. Instead, he should call their bluff when the super-rich exodus fails to materialise, as a result of yesterday's very modest changes.'
household more than £1,500 a year
In a document published late on budget day with no publicity, HMRC has said that the cost of tax avoidance in the UK could run as high as £40 billion a year. This tax avoidance could cost every household in the UK more than £1,500.
The HMRC admission, contained in the report 'Measuring the tax gap - an update', estimates that in 2005 tax avoidance was between £10b and £40b. This figure is even higher than the £25 billion a year estimated by the TUC in it's 'Missing Billions' report. The HMRC say that avoidance has fallen since 2005.
TUC General Secretary Brendan Barber said: 'Even if the HMRC claim is true it still leaves huge amounts of unpaid tax by the super-rich - enough to cut taxes for ordinary people, boost public services and do far more to tackle child poverty than the limited measures in yesterday's budget.
'The Government has been hit by concerted lobbying by non-doms and the super-rich, who describe even the mildest attempt to make them pay a fair share of tax as a prelude to the sky falling in on national prosperity. But rather than retreat, ministers should pay more attention to ordinary voters, who are becoming more and more aware that a significant group of Britain's wealthiest people dodge paying fair taxes.
'The Chancellor was wrong to rule out further efforts to tax non-doms. Instead, he should call their bluff when the super-rich exodus fails to materialise, as a result of yesterday's very modest changes.'
Monday, March 10, 2008
Prentis calls for a fairer Britain
UNISON is calling on the chancellor to use his debut budget on Wednesday to release the stranglehold on public service pay."Alistair Darling's first budget gives him an ideal opportunity to show his mettle and set out a vision for a fairer Britain," said UNISON general secretary Dave Prentis.Subjecting low-paid public sector workers to a 2% pay squeeze was "grossly unjust", he said, warning the consequences would be damaging.Enforcing the limit risks derailing reforms, and threatens to throw the public sector back into the recruitment and retention crises of the 1990s, Mr Prentis said.Setting out UNISON's vision for fairness, he stressed: "It is catch-up time. Our members are struggling with rising food, energy, and housing costs and cannot afford to take a pay cut."At the same time we see the incomes of the super-rich continue to soar away. The chancellor must stick to his guns and ensure that the non doms are made to pay for the public services they use without making a contribution to their funding and upkeep."The union is also pressing for urgent action to ensure equal pay for women.Without funding from the government, employers were meeting their legal obligations by cutting pay and jobs, Mr Prentis pointed out."We know that this is hitting services vital to our country's future - from local environmental services at the frontline of tackling climate change to school support staff essential to improving literacy and numeracy."
UNISON is calling on the chancellor to use his debut budget on Wednesday to release the stranglehold on public service pay."Alistair Darling's first budget gives him an ideal opportunity to show his mettle and set out a vision for a fairer Britain," said UNISON general secretary Dave Prentis.Subjecting low-paid public sector workers to a 2% pay squeeze was "grossly unjust", he said, warning the consequences would be damaging.Enforcing the limit risks derailing reforms, and threatens to throw the public sector back into the recruitment and retention crises of the 1990s, Mr Prentis said.Setting out UNISON's vision for fairness, he stressed: "It is catch-up time. Our members are struggling with rising food, energy, and housing costs and cannot afford to take a pay cut."At the same time we see the incomes of the super-rich continue to soar away. The chancellor must stick to his guns and ensure that the non doms are made to pay for the public services they use without making a contribution to their funding and upkeep."The union is also pressing for urgent action to ensure equal pay for women.Without funding from the government, employers were meeting their legal obligations by cutting pay and jobs, Mr Prentis pointed out."We know that this is hitting services vital to our country's future - from local environmental services at the frontline of tackling climate change to school support staff essential to improving literacy and numeracy."
Sunday, March 09, 2008
UNISON lodges 40,000th equal pay case
(07/03/08) UNISON lodged its 40,000th equal pay claim this week, as 300 women members found out the union has won payouts for them of up to £35,000 each.The compensation follows UNISON's successful equal pay case on their behalf. It is on average 50% higher than the settlements achieved by no win, no fee lawyers."I am delighted that UNISON has been successful in achieving pay justice for this group of low paid women workers," said general secretary Dave Prentis.The union provides free legal advice and aid on equal pay to all members.It submitted the claim against Kirklees Council in 2006. The women, who worked in traditionally female jobs such as home carers, kitchen assistants and cleaners, were excluded from bonuses awarded to men working in comparable roles at Kirklees, such as gardeners and refuse collectors. Mr Prentis said the union was working hard to deliver equal pay through collective bargaining and negotiation.However, he warned: "We will not shy away from litigation if necessary - just this week UNISON lodged its 40,000th equal pay claim."This is a massive body of work for the union but equal pay is not a take it or leave it option; it is the law of the land and we will fight to enforce it." Sue Townend, 51, has worked for Kirklees Council for 22 years as a homecare assistant. She was originally offered just £7,000 to settle her claim but is due to get more than £20,000 in compensation.She said she was satisfied with her settlement and grateful to UNISON, adding: "I would urge all women in the same situation to go to their trade union and not line the pockets of no win, no fee solicitors."Christine Howarth, a home care assistant for 31 years is also due more than £20,000. She said: "The union has worked very hard on my behalf. It has taken time but the outcome has been well worth the wait."
(07/03/08) UNISON lodged its 40,000th equal pay claim this week, as 300 women members found out the union has won payouts for them of up to £35,000 each.The compensation follows UNISON's successful equal pay case on their behalf. It is on average 50% higher than the settlements achieved by no win, no fee lawyers."I am delighted that UNISON has been successful in achieving pay justice for this group of low paid women workers," said general secretary Dave Prentis.The union provides free legal advice and aid on equal pay to all members.It submitted the claim against Kirklees Council in 2006. The women, who worked in traditionally female jobs such as home carers, kitchen assistants and cleaners, were excluded from bonuses awarded to men working in comparable roles at Kirklees, such as gardeners and refuse collectors. Mr Prentis said the union was working hard to deliver equal pay through collective bargaining and negotiation.However, he warned: "We will not shy away from litigation if necessary - just this week UNISON lodged its 40,000th equal pay claim."This is a massive body of work for the union but equal pay is not a take it or leave it option; it is the law of the land and we will fight to enforce it." Sue Townend, 51, has worked for Kirklees Council for 22 years as a homecare assistant. She was originally offered just £7,000 to settle her claim but is due to get more than £20,000 in compensation.She said she was satisfied with her settlement and grateful to UNISON, adding: "I would urge all women in the same situation to go to their trade union and not line the pockets of no win, no fee solicitors."Christine Howarth, a home care assistant for 31 years is also due more than £20,000. She said: "The union has worked very hard on my behalf. It has taken time but the outcome has been well worth the wait."
Thursday, March 06, 2008
Joint Statement by UNISON, GMB and Unite
Shropshire Job Evaluation – Phase 2
We refer to the statement issued unilaterally by Shropshire County Council to employees on 4 March 2008. This statement refers to the difficulties in obtaining national authorisation of the proposals for implementing job evaluation and lists the beneficial aspects of the proposals that the County Council is putting forward.
All of the beneficial elements of Phase 2 have been negotiated by the trade unions on your behalf and on the face of it appear to be an attractive package. However, the joint trade unions have been unable to persuade the County Council through negotiation to implement a job evaluation scheme that is fit for purpose, i.e. one that at least begins to address the gender pay gap between female and male employees. Currently, the average pay of the 80% of employees in Phases 1 and 2 who are women is 17% less than the average pay for male employees in the two phases.
1. The impact of job evaluation should be to reduce that gender pay gap, in fact it increases it. Part of the reason for this is that almost 200 employees in Phase 2 who are on linked grades will not be placed on their job evaluated grade for up to 3 years, which is unacceptable.
2. Further, there are issues around the drawing of the grade boundaries which has led to a large group of female workers just missing moving to a higher grade.
3. There is also the issue of those employees who go up from the top end of Phase 2 into Phase 3. The County Council has point blank refused to give a commitment to a date when Phase 3 will be implemented and when those employees will receive their correct job evaluated rate of pay.
4. There is a further important issue of what happens on 1 April 2009 when unitary status is brought in. Shropshire County Council has not discussed with the trade unions the mechanism that will be used to ensure that job evaluation applies fairly across the whole of the new unitary authority.
5. The reason why the trade unions are not able to agree, either at local or national level, the proposals is that, as they currently stand, when unitary comes about there will need to be a further complete job re-evaluation because of the issues raised above. We do not believe it is in members’ medium term interests for they and their colleagues in district councils to have to go through the stress and uncertainty created by a further complete job re-evaluation. In order to try to avoid the need for that and to agree a process which both addresses the pay gender gap issue and the transition to unitary, the trade unions have offered to jointly fund with the County Council a report by an independent equal pay expert to try to understand how these problems can be dealt with. However, the County Council has not responded positively to this offer and, given their unilateral issuing of the statement yesterday, this offer is now withdrawn.
The trade unions are committed to try to negotiate a beneficial outcome for all our members of job evaluation but given the issuing of yesterday’s statement will oppose any attempts by the authority to seek to impose a pay and grading structure that is not in members’ long term interests.
Shropshire Job Evaluation – Phase 2
We refer to the statement issued unilaterally by Shropshire County Council to employees on 4 March 2008. This statement refers to the difficulties in obtaining national authorisation of the proposals for implementing job evaluation and lists the beneficial aspects of the proposals that the County Council is putting forward.
All of the beneficial elements of Phase 2 have been negotiated by the trade unions on your behalf and on the face of it appear to be an attractive package. However, the joint trade unions have been unable to persuade the County Council through negotiation to implement a job evaluation scheme that is fit for purpose, i.e. one that at least begins to address the gender pay gap between female and male employees. Currently, the average pay of the 80% of employees in Phases 1 and 2 who are women is 17% less than the average pay for male employees in the two phases.
1. The impact of job evaluation should be to reduce that gender pay gap, in fact it increases it. Part of the reason for this is that almost 200 employees in Phase 2 who are on linked grades will not be placed on their job evaluated grade for up to 3 years, which is unacceptable.
2. Further, there are issues around the drawing of the grade boundaries which has led to a large group of female workers just missing moving to a higher grade.
3. There is also the issue of those employees who go up from the top end of Phase 2 into Phase 3. The County Council has point blank refused to give a commitment to a date when Phase 3 will be implemented and when those employees will receive their correct job evaluated rate of pay.
4. There is a further important issue of what happens on 1 April 2009 when unitary status is brought in. Shropshire County Council has not discussed with the trade unions the mechanism that will be used to ensure that job evaluation applies fairly across the whole of the new unitary authority.
5. The reason why the trade unions are not able to agree, either at local or national level, the proposals is that, as they currently stand, when unitary comes about there will need to be a further complete job re-evaluation because of the issues raised above. We do not believe it is in members’ medium term interests for they and their colleagues in district councils to have to go through the stress and uncertainty created by a further complete job re-evaluation. In order to try to avoid the need for that and to agree a process which both addresses the pay gender gap issue and the transition to unitary, the trade unions have offered to jointly fund with the County Council a report by an independent equal pay expert to try to understand how these problems can be dealt with. However, the County Council has not responded positively to this offer and, given their unilateral issuing of the statement yesterday, this offer is now withdrawn.
The trade unions are committed to try to negotiate a beneficial outcome for all our members of job evaluation but given the issuing of yesterday’s statement will oppose any attempts by the authority to seek to impose a pay and grading structure that is not in members’ long term interests.
Wednesday, March 05, 2008
Minimum wage rise ‘falls short’
(05/03/08) UNISON has welcomed a 21p boost in the national minimum wage as a step in the right direction, but says it is still too low.The union is urging a "bolder" approach to prevent the gap between rich and poor widening further.The adult minimum wage will rise from £5.52 to £5.73 an hour in October, the prime minister said today.The new rate for 18 to 21-year-olds will be £4.77, up from £4.60, while 16 to 17-year-olds will get £3.53, up from £3.40.UNISON general secretary Dave Prentis said there was no doubt the rise would benefit many low-paid workers."However, it falls short of its aim to protect the poor from the constant price rises in essentials like fuel, food and housing," he said."A much more realistic figure would be a minimum wage of £6.75 an hour, which would lift many more families out of poverty and off means-tested benefits."UNISON believes the government was too cautious when it introduced the minumum wage in 1999.In its evidence to the Low Pay Commission last year, the union made the case for an inflation-busting boost to the minimum wage, and called for an end to youth rates and regional variations.It also pressed for stiffer penalties and stronger enforcement powers to crack down on rogue employers who underpay staff.The TUC believes 150,000 workers still being paid less than the statutory minimum.
(05/03/08) UNISON has welcomed a 21p boost in the national minimum wage as a step in the right direction, but says it is still too low.The union is urging a "bolder" approach to prevent the gap between rich and poor widening further.The adult minimum wage will rise from £5.52 to £5.73 an hour in October, the prime minister said today.The new rate for 18 to 21-year-olds will be £4.77, up from £4.60, while 16 to 17-year-olds will get £3.53, up from £3.40.UNISON general secretary Dave Prentis said there was no doubt the rise would benefit many low-paid workers."However, it falls short of its aim to protect the poor from the constant price rises in essentials like fuel, food and housing," he said."A much more realistic figure would be a minimum wage of £6.75 an hour, which would lift many more families out of poverty and off means-tested benefits."UNISON believes the government was too cautious when it introduced the minumum wage in 1999.In its evidence to the Low Pay Commission last year, the union made the case for an inflation-busting boost to the minimum wage, and called for an end to youth rates and regional variations.It also pressed for stiffer penalties and stronger enforcement powers to crack down on rogue employers who underpay staff.The TUC believes 150,000 workers still being paid less than the statutory minimum.
Tuesday, March 04, 2008
Time to restore redundancy pay value
The TUC is today (Friday) calling on the Chancellor to increase the weekly limit on statutory redundancy pay from £330 to £500 in the forthcoming Budget as a major step towards restoring the real value of the limit when it was first introduced at £40 in 1965.
Anyone who has worked for the same employer for more than two years is entitled to redundancy pay (which is paid by the Government if the employer goes bust). It is calculated as half a week's pay for each year of employment between the ages of 18 to 21; plus one week's pay for each year of employment between 22 to 40; plus
one and a half week's pay for each year of employment between the age of 41 or over but under 65. No more than twenty years service can be counted.
But there is a statutory maximum limit to what counts as a week's pay - anything earned in excess of this limit is not counted when working out redundancy pay. This is set annually and is currently £330 per week. Official figures show that more than half the working population earn more than this a week (53 per cent). Mean pay is £452 a week, so the current limit is just 73 per cent of average pay. Employers are free to offer more generous terms, and many do.
When redundancy pay was introduced for the first time in 1965 the limit was set at £40, more than twice the average wage (£19.60). If the limit had been uprated in line with prices it would now be a little over £500, and if increased in line with earnings it would now be in excess of £1,000.
TUC General Secretary Brendan Barber said: 'Now is the right time to start to restore the value of redundancy pay. When it was introduced the big majority of the workforce had all their wages counted when working out their redundancy pay, but now more than half the workforce would lose out.
'The Government pledged in its manifesto for the last election to boost redundancy and that pledge should be implemented. A one off rise to £500 and a link to earnings rather than prices in future is the minimum we need to see to start to restore some fairness.'
The TUC is today (Friday) calling on the Chancellor to increase the weekly limit on statutory redundancy pay from £330 to £500 in the forthcoming Budget as a major step towards restoring the real value of the limit when it was first introduced at £40 in 1965.
Anyone who has worked for the same employer for more than two years is entitled to redundancy pay (which is paid by the Government if the employer goes bust). It is calculated as half a week's pay for each year of employment between the ages of 18 to 21; plus one week's pay for each year of employment between 22 to 40; plus
one and a half week's pay for each year of employment between the age of 41 or over but under 65. No more than twenty years service can be counted.
But there is a statutory maximum limit to what counts as a week's pay - anything earned in excess of this limit is not counted when working out redundancy pay. This is set annually and is currently £330 per week. Official figures show that more than half the working population earn more than this a week (53 per cent). Mean pay is £452 a week, so the current limit is just 73 per cent of average pay. Employers are free to offer more generous terms, and many do.
When redundancy pay was introduced for the first time in 1965 the limit was set at £40, more than twice the average wage (£19.60). If the limit had been uprated in line with prices it would now be a little over £500, and if increased in line with earnings it would now be in excess of £1,000.
TUC General Secretary Brendan Barber said: 'Now is the right time to start to restore the value of redundancy pay. When it was introduced the big majority of the workforce had all their wages counted when working out their redundancy pay, but now more than half the workforce would lose out.
'The Government pledged in its manifesto for the last election to boost redundancy and that pledge should be implemented. A one off rise to £500 and a link to earnings rather than prices in future is the minimum we need to see to start to restore some fairness.'
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