Reasons for Merger
The background to the merger is that all trade unions are facing a slow decline in membership. Factors adversely affecting the labour movement at the moment:
• Competition from developing countries in the Manufacturing Sector
• Increasing use of privatization in the Public Sector
• Offshoring of call centres and office work in the Finance Sector
• The action of multinational companies to drive down production costs at the expense of workers salaries, Health & Safety and working conditions.
A merger between Amicus and T&G would prevent resources being wasted on competition for members and enable our joint resources to be targeted towards protecting our members at work, organizing and campaigning both within the UK and internationally to protect workers rights.
Proposed Timetable
• Consultation Period
• Membership ballot on Instrument of Amalgamation
• Merger
• Transitional Period of 18 months
• Election of new NEC for 3 years
• Membership ballot on finalised rule book.
Transitional Period
• The 2 former unions to operate as Amicus and TGWU Sections, each with its existing NEC.
• Branches and Regions to remain unchanged.
• Sectional income to remain separate and expenditure approved by Joint Executive Council for the new union to be split equally between the 2 Sections.
• A Joint Executive Council consisting of 15 members elected by and from the existing NECs responsible for overall management of new union.
• Rules and contentious issues to require AGREEMENT OF 75% of Joint Executive Council
• Joint Executive Council to appoint Rules Commission consisting of 10 members from each of the 2 Sections to finalise the new Rule Book.
• During this period the first NEC will be elected consisting of 40 members from each of the 2 Sections.
General Secretary
• The 2 existing General Secretaries to be Joint General Secretaries.
• Amicus GS term to be extended until December 2010.
• General Secretary Designate to be elected by January 2011.
• TGWU GS to retire in January 2012 and new General Secretary to take office.
New Rules
The Schedule of General Rules provides an outline for the Rules Commission to work to. This includes:
• Branch structure based primarily on workplace branches and funded by a proportion of membership subscriptions.
• Industrial sectors retaining industrial autonomy.
• 10 regions – North East and Yorkshire & Humberside to merge and London and Eastern to merge – funded by 1% of membership subscriptions.
• Sector and Regional Committees elected for 2 year term of office
• Equality Structures to include national conferences and committees.
• A lay member National Executive Council consisting of industrial, regional and equality seats.
• A minimum of 5% income to be spent on organizing.
• Area Activist Committees.
• Biennial Policy Conference.
• Rules Conference every 4 years.
• Affiliated to Labour Party
Monday, October 16, 2006
Friday, October 13, 2006
LOCAL GOVERNMENT PENSION SCHEME
Judicial Review
Some disappointing news that the Judicial Review into the Government’s withdrawal of the 85 Year Rule in the Local Government Pension Scheme has fallen.
Judicial Review Decision
In the Judicial Review hearing, the Department for Communities and Local Government (DCLG) argued that age discrimination was not the main reason for removing the 85 Rule and limiting protection to 2016. They said that cost was key factor in their decision.
In his decision, the judge ruled that:
· It was not necessary to show that age discrimination was the “dominant” factor in DCLGs’ decision – just that they were influenced by it.
· Even if DCLG had interpreted the European Directive on age discrimination wrongly, they would still have made the decision to end the 85 Rule on cost grounds.
· Age discrimination did not “colour” the 2005/2006 consultation on the draft Regulations, therefore there was not need to even examine the Government’s interpretation of the Directive.
· Cost and financial viability of the scheme were “major considerations”
· The consultation process was not flawed. It was based on extensive discussions between the Government and the unions.
· DCLG were able to rely on advice from the Government Actuary’s Department (GAD) because of those discussions.
· The 85 Rule is discriminatory under Article 2 (2) of the European Directive because the distinguishing feature of the different treatment of scheme members is age, however……
· The 85 Rule was not exempt from the Directive because it is based on criteria other than age ie. Length of service.
· DCLG opted for the protection provisions “which better fitted the economic considerations” and these were justified.
What Next?
We will be taking forward arguments to extend protections in view of the fact that other Public Service workers have had more beneficial protections and also Local Government workers in
Paying More For Less?
It has also become clear that the Local Government Association (LGA) want to reduce the employer contribution from 14.5% to 13%, although DCLG do not seem to want it to fall below 14%. This would mean an increase in employee contributions for reduced benefits. Such an increase would obviously be unacceptable. It would mean the LGPS members would effectively be paying for the savings made from reducing your 85 Rule benefits and from the new 25% lump sum commutation provision!
Amicus LGPS Campaign and Response
The consultation to the New Look LGPS Scheme ended on 29 September. The draft regulations will appear towards the end of November. There will then be a 12 week consultation period on them.
The main points in the Amicus submission are as follows:
· We are strongly opposed to the proposals on ill health retirement and while prepared to consider better targeting of benefits we reject the proposed reduction in the level of ill health provision
· We support the proposed increase in death in service lump sum and the introduction of partners pensions and give these higher priority than any increase in the general level of dependants pensions
· Whilst maintaining our opposition to the abolition of the Rule of 85 and our support for improved early retirement factors, we do support the measures to facilitate flexible early retirement
· We reject any move to reduce the general level of employer contributions below the established level of 14.5%
· We are prepared to accept a modest increase in employee contributions provided this is associated with designated improvements in benefits in the New Scheme
· We support the introduction of tiered employee contribution rates and their final shape should be related to which Option for the New Scheme design is adopted.
· If a final salary Option is maintained then we believe it has to be on the basis of Option B rather than Option A
· Of the CARE options, we prefer Option C.2 and believe that a modified version of this would be attractive to the majority of our members
· We are opposed to the hybrid Option D, which would create more problems than it resolves
· We believe that members past service benefits should be maintained on current terms rather than transferred into the New Scheme
With the consultation on the New Look Scheme over and unwelcoming noises on contribution rates emerging from the LGA and DCLG we need every single member in jobs covered by the LGPS to campaign and become active in fighting to preserve a decent LGPS Pension Scheme.
What We Are Doing
· Seeking urgent meetings with Ruth Kelly and Shadow Local Government Ministers and their LGA equivalents.
· Looking to have a meeting of the Tripartite Committee.
· Making it clear to the LGA that the promise to negotiate in April’s Joint Statement has to stick.
· Writing to Amicus MPs with a briefing on our submission on the New Look Scheme, costings and protection.
· Writing to LGPS employers, urging them to lobby the LGA and the DCLG in support of the Trade Union Side objectives on protection and the New Look Scheme.
· Contacting councillors to gain their support.
What You Can Do
We need to demonstrate to the Government, the LGA and the Local Government Employers (LGE) the level of anger amongst our members so that they realise that the threat of further industrial action is real.
We are therefore asking shop stewards’ committees to do the following:
· Request a copy of your employer’s submission to the DCLG consultation on the new look scheme. Please email a copy of the response to Bryan.freake@amicustheunion.org. Postal address Bryan Freake, Pensions Department, Amicus,
· Urge your employer to write to the LGA and DCLG supporting the Trade Union Sides objectives on protection and the New Look Scheme.
· Write to your local MP urging them to lobby the DCLG prior to the laying of the new Regulations.
Prepare for Industrial Action
If the package of draft regulations and protection do not meet our objectives, we may be left with no option but to ballot for further industrial action. While we want to achieve a negotiated settlement if we can, every workplace needs to take the following steps to ensure the success of any ballot:
· Speak to all non union members, asking them to join Amicus in advance of any Industrial Action ballot.
· Contact the respective Regional Officer and Pensions contact to ensure membership data is fully up to date and accurate.
· Make sure every Local Authority and separate Admitted Body Status employers workplace is mapped and agreed within your region and identified as to where members who are in the LGPS are so that we are able to ballot.
We are approaching the crunch moment of the campaign and whilst we will work tirelessly for a negotiated settlement we have to prepare for the very real possibility of further industrial action in order to defend the LGPS.
Report from the SSIG
Hera
The latest news from the union side is that at the last Special Interest Group last Wednesday we were informed that the number of red circled posts had crept up to 230 !
This figure was so hot off the presses that it was received by a phone call during the meeting!
Not unnaturally we have now asked for the red circled posts to be looked at again - we are also arranging a seperate Support Staff meeting to discuss HERA and the problems that we forsee. Clearly we are not in a position to agree anything yet - Mike Moore said that we were in the van of universities implementing this - my view would be that it's the brake van.
Student Numbers
Amongst issues that were raised were - student numbers - some mixed news here - we have successfully recruited loads of EU based students but not so successful in part time ones.
Travel Policy
The travel to work policy raised itself but unlike UCU we prefer to maintain a dialogue with management to improve the policy rather than walk away (sorry) .
Chartermark
We also had an exchange on the policy of wearing badges as part of the Chartermark and management were disapointed in how these were distributed - we, obviously, were disapointed too but it has not been made policy yet.
The latest news from the union side is that at the last Special Interest Group last Wednesday we were informed that the number of red circled posts had crept up to 230 !
This figure was so hot off the presses that it was received by a phone call during the meeting!
Not unnaturally we have now asked for the red circled posts to be looked at again - we are also arranging a seperate Support Staff meeting to discuss HERA and the problems that we forsee. Clearly we are not in a position to agree anything yet - Mike Moore said that we were in the van of universities implementing this - my view would be that it's the brake van.
Student Numbers
Amongst issues that were raised were - student numbers - some mixed news here - we have successfully recruited loads of EU based students but not so successful in part time ones.
Travel Policy
The travel to work policy raised itself but unlike UCU we prefer to maintain a dialogue with management to improve the policy rather than walk away (sorry) .
Chartermark
We also had an exchange on the policy of wearing badges as part of the Chartermark and management were disapointed in how these were distributed - we, obviously, were disapointed too but it has not been made policy yet.
Branch meeting next Wednesday
Notice of Branch Meeting
Date:
Time:
(Please note we now need to start on time, as we may need to be out by
Venue:
Student Union Bar (If available) if not check at Reception.
Romford Road
Stratford
Bar is just past the main building entrance in
Refreshments will be provided.
Agenda
1. Apologies
2. Minutes of September 2006 General Meeting.
3. Matters Arising.
4. Correspondence.
5. Membership.
6. Group Reports.
7. Other Reports.
8. Any Other Business.
If you have not received a copy of the Minutes of the Last Meeting copies will available at this meeting.
I do hope to see you or a member of your group present for this branch meeting.
The Branch likes to encourage members new and old to participate in its activities and members can be assured of a warm welcome. Meetings are a good opportunity for members to update us on what is happening in their workplace, to participate in the debate on current issues and have a drink with friends. The venue is licensed.
Future 2006 Meeting Dates
Oct. 18th, Nov.15th, Dec.20th
(All are Wednesdays)
Branch Secretary: D. Bingham, The Tilings, 6b,
E-MAIL: d.bingham@virgin.net
Friday, October 06, 2006
Latest Hera News
Following the meetings in the summer here is a summary of progress so far
- It is still called Hera
- lots of jobs have been rescored
- it's not ready yet
- we are among 60 or so univerrsities who haven't finished
- er that's about it
Higher Education E Bulletin October
Higher Education E Bulletin
Issue 19 – October 2006
Amicus and DTI launch the world's largest anti-bullying project
Amicus at the TUC and Labour Party conferences
New TUC president – University administrator
NUS and the TUC report highlights the problems facing working students
Student Recruitment - Freshers fairs upon us
HEPI report predicts income growth in English Universities
HESDA training for technicians
"Everything you wanted to know about grading appeals but are afraid to ask!" – New Amicus Training course for senior reps
TUC ‘One in Five' campaign on vulnerable workers
TUC launches new environmental guide
New OECD report compares education systems in different countries
| Amicus and DTI launch the world's largest anti-bullying project |
Employers must take a zero tolerance approach to bullying says Amicus during the launch of the world's largest anti-workplace bullying project.
In a poll conducted by Amicus, as part of the project, it was found that only 2% of employers took a zero tolerance approach to bullying. 97% of organisations have never quantified the impact of bullying. And 80% of organisations have an anti-bullying policy in place but despite this more than half of those polled still think bullying is an issue in their organisation.
Secretary of State for Trade and Industry, The Rt Hon. Alistair Darling MP, Amicus General Secretary, Derek Simpson and Clive Ansell, Group Strategy Director at BT will reveal the findings of the joint Amicus and DTI, Dignity at Work Partnership research. They are urging businesses to take a zero tolerance approach to bullying in the workplace.
Amicus General Secretary, Derek Simpson said: "Bullying in the workplace can destroy people's lives. Our project aims to tackle this problem in partnership with employers by taking a zero tolerance approach to bullying from the outset.”
For more information on the Amicus research click here
| Amicus at the TUC and Labour Party conferences |
Amicus again made a big impact at this years TUC and Labour party conferences. Amicus delegates raised important issues at both conference including pensions, council housing, learning and skills, bullying, the health service, the problems facing British manufacturing and implementation of the Warwick agreement.
At both conferences Amicus general secretary Derek Simpson made it very clear that the Labour party needed to do more to honour the Warwick agreement made with the unions before the last general election.
Derek moved motions on new Bank holiday legislation as well as employment rights for vulnerable worker such as exploited foreign workers like the tragic Morecambe Bay cockle pickers and workers who had to take jobs on temporary and short-term contracts.
The general secretary called on the Labour Party NEC and the government to embrace the Warwick agreement in full.
“We want employment rights from day one and we want equal treatment from day one. Workers have this in many EU countries – we should have these rights here too.”
For Amicus news from Labour Party conference click here.
For Amicus news at the TUC click here.
| New TUC president – University administrator |
Earlier this month the TUC elected Alison Shepherd as the next TUC President. Alison is an administrator from Middlesex University
Alison promised to “fight for the issues that matter to higher education staff. The number one concern is still job security.” She went on to say that “both sides realise now that everyone benefits from strong, capable unions in the workplace, the best universities prove that this is the case.”
| NUS and the TUC report highlights the problems facing working students |
“All work and low pay: the growth of UK student employment” a new document jointly by the TUC and NUS shows the problems facing working students. The report says that in the past ten years the number of full-time students who are working has risen dramatically, from 406,880 in 1996 to 630,718 in 2006 - an increase of 54 per cent.
Students from poorer backgrounds are more likely to be forced to work to support themselves than friends from more affluent backgrounds. Some 55 per cent of young people from managerial and professional backgrounds work, but the figure rises to 61 per cent for those from manual backgrounds.
To read the report on the TUC website click here.
| Student Recruitment - Freshers fairs upon us |
The university freshers fairs have started and Amicus has already begun to recruitment students in many universities.
National Officer, Mike Robinson said “if we are to guarantee future generations of committed union members we have to engage with those people newly entering the world of work. University is a perfect place to introduce young people to the value of collective bargaining and the possibilities that union membership can bring.”
Amicus has already built up good relationships with university groups in Leicester and Birmingham University as well as with NUS officers. But more can be done.
If you are interested in helping to recruit student members contact Vera Titmus at the Coventry office, vera.titmus@amicustheunion.org
Recruitment packs, posters and further supplies are available from Mike's office and also all local regional offices.
For more information on Amicus' work with students click here
| HEPI report predicts income growth in English Universities |
The Higher Education Policy Institute this month published a report that predicts strong income growth for English universities of all types up until 2010-11. That increase is estimated at £5.4 billion per year in real terms (equivalent to 39 per cent).
HEPI estimates that between 60 and 80 per cent of the increased income will be absorbed by currently identifiable factors, such as staff salaries and possible increased pension contributions, but that this still leaves a sizable sum for other uses.
To see the full report please visit the HEPI website
| HESDA training for technicians |
Amicus has been negotiating the adoption of HESDA training courses for technicians with UCEA. HESDA (The Higher Education Staff Development Agency) offer a wide range of training courses covering subjects from workplace skills and development to specific courses on scientific processes.
For more information on the HESDA Technical Skill Development project visit: http://www.hesda.org.uk/subjects/sd/technical.html
| "Everything you wanted to know about grading appeals but are afraid to ask!" |
New Amicus Training course for senior reps
Amicus has developed a new training course for senior reps to take place on 7-8 November 2006 at Wortley Hall Sheffield. The course will help senior reps learn more about grading appeals and develop the skills to successfully handle them. There is limited availability for the course and it will only be open to senior reps.
Next years programmes is being formulated and is expected to concentrate on getting the local Framework Agreements MOT'd. What did you miss that other HEI's have achieved? How can you build in changes to the existing agreements. What are the best arrangements for rewarding and developing staff and is your contribution point system equality proofed? These issues will be covered in the new year.
For more information please contact: vera.titmus@amicustheunion.org
| TUC ‘One in Five' campaign on vulnerable workers |
Launched during the TUC conference, “ The Hidden One-in-Five: Winning a Fair Deal for Britain 's Vulnerable Workers ” report sets out some long term strategy ideas for tackling vulnerable work in the UK .
The report uses official statistics to show that around 5.3 million workers earn below one third of the median hourly wage and do not have a trade union to negotiate their terms and conditions, and are therefore vulnerable to exploitation. Looking at the work rights of migrant workers, agency staff, home workers and illegal workers the report offers a damning picture of Britain 's labour laws.
For more info click here:
http://www.tuc.org.uk/welfare/tuc-12380-f0.cfm
| TUC launches new environmental guide |
The TUC have launched a new guide for greening the workplace. ‘First steps to a greener workplace' aims to give trade unionists some of the tools to tackle climate change in the workplace.
As the website says: “Making workplaces sustainable is the key to making jobs sustainable. The challenge of climate change is also an opportunity to engage with the young, who are particularly aware of the threat it poses.
Trade unionists have a special insight into the battle against climate change. We understand the power of collective action. Individuals can best tackle climate change when working together.”
To read the document click here.
Also don't forget the TUC Green Work course aiming to build union capacity to tackle energy and climate change issues at work.
For more information please see:
http://www.unionlearn.org.uk/education/learn-796-f0.cfm
| New OECD report compares education systems in different countries |
The Organisation for Economic Cooperation and Development (OECD) has published a new report of Education at a Glance 2006 (EAG) which provides information and data on key areas of different countries education system based on data from 2003/04.
The report shows increases in investment and success in both the UK and Ireland . Between 1998 and 2004 both countries have seen improvements in their education policies and in many areas are above the OECD average, for example in funding and attainment levels. However the report is also critical, for example the OECD found that 1 in 10 teenagers in Ireland weren't attending school, while the UK is making slow progress in getting teenagers into higher education.
The report also highlights the fact that competition from other parts of the world such as East Asia , is putting pressure on European governments to maintain their position as leading educational performers.
To read the full report click here.
This e-bulletin has been produced by James Lazou, Research Officer for the Higher Education sector. If you have any news items or stories you would like included in the bulletin please contact James at James.Lazou@amicustheunion.org
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