We've never had it so good! Grrr...

Top Tory toff Lord Young says that despite the recession we've all never had it so good. He's the same prat who was a member of the Thatcher government which decimated the mining industry. He's also going to dilute our employment laws. Raed more here and get angry. ttp://www.telegraph.co.uk/news/newstopics/politics/conservative/8144515/Top-Conservative-recession-Youve-never-had-it-so-good.html

Anti Privatisation Newsletter

This brilliant newsletter has been produced by john "Woody" Woodhouse, Branch Secretary of Newcastle Amal. Branch. It says it all. Save it, print it, distribute it. They will not win!

Barrow DQ latest

From: Sally Bridge

To: TFS Executive
Sent: Wed Nov 17 08:39:49 2010
Subject: Barrow Campaign

Dear All,
  I attended a members meeting in Barrow last night and am concerned that the morale is quite low.
It has been nearly 4 months since BT announced that the DQ will close, Xmas is on the horizon and so far nobody has even been given any job offer let alone redeployment.
  I have today written to the company expressing my deep concern about the lack of progress. I have also written to the DGS(T).
  The campaign team will be urgently meeting within the next day or so to consider further campaign initiatives.
  Meanwhile, it would be appreciated if you could post your support on the CWU Campaign - BT jobs for Barrow Facebook page.
Many thanks

Sally
This message has been sent by Sally on her blackberry.

Discrimination can be justified on ground of costs

This could be a significant ruling. Read more /www.bailii.org/uk/cases/UKEAT/2010/0489_09_1211.html

Captain Ska - Liar Liar

Watch this and buy. Brilliant http://www.youtube.com/watch?v=BQFwxw57NBI&feature=share

Hig Pay Commission created

Compass, with the support of the Joseph Rowntree Foundation, has set up an independent High Pay Commission. You can find out more and submit evidence here http://highpaycommission.co.uk/submit-evidence/

EAT reinterprets the DDA 1995.

I am indebted to Ted Stead for supplying the following.

Employment Appeal Tribunal reinterprets Disability Discrimination Act 1995

To include associative discrimination

• Blake Lapthorn
• United Kingdom
• November 5 2010

The case of Mrs Coleman, the legal secretary who was not herself disabled but who alleged she was discriminated against on grounds of the disability of her son, has been well publicised. On the face of it the UK's Disability Discrimination Act 1995 (DDA) only protects a person who is actually disabled within the meaning of the DDA. Last year the European Court of Justice (ECJ) agreed that the EC Framework Directive on Equal Treatment, which imposes requirements on UK anti-discrimination law, does prohibit discrimination by association with a disabled person. In the latest stage, Mrs Coleman had to persuade the Employment Appeal Tribunal (EAT) that the DDA could be read to give effect to the ECJ's judgment. The EAT held that the DDA could be interpreted in this way, by adding words if necessary, because that is not incompatible with the underlying thrust of the DDA.

The significance of this stage of the case is that this extension of the DDA to include associative discrimination now applies to all employers. Without a binding decision of a UK court, in theory the ECJ's ruling could only be enforced by public sector workers. Now, unless there is a further appeal, it is binding UK law. The case also leaves other discrimination strands which may not be suitably worded to cover associative discrimination (most notably age discrimination) open to challenge on this point. Employers should ensure their equal opportunities and harassment policies are updated.

Advisory Committees elections. Nominations open today

LTB968/10 Election of: National Equality Advisory Committee Positions 2011

No. 968/10 Ref: TK/sn/PM Date: 04/11/2010

To: The Branch Secretary

Dear Colleague
National Equality Advisory Committee Positions - 2011
• Women’s Advisory Committee
• Race Advisory Committee
• Lesbian and Gay Bisexual and Transgender Advisory Committee
• Disability Advisory Committee

Branches will recall that Emergency Motion E1 was debated and carried at the 2010 CWU General Conference. For ease of reference I have reproduced the terms of the motion below;
Motion E1
Conference notes the publication of LTB 321/10 issued on 15/4/10 which advised branches of the reduction in the size of the advisory committees to take effect from the forthcoming election of advisory committee members.
  The NEC has not consulted or discussed any of the proposals relating to the reduction of numbers with any of the relevant bodies i.e. the advisory committees themselves or any of the regional equality committees. The decision that the NEC has made is arbitrary and will become a barrier preventing lay participation from the minority groups the advisory committees represent.
  Conference therefore instructs the NEC to reverse this decision until such time as proper consultation has taken place with all relevant parties as we believe the current proposals would severely affect the CWU policy of adopting proportionality and will not reflect the diversity of the CWU.

In line with the terms of the above motion the NEC consulted with the advisory committees via the Equal Opportunities Department and having considered the responses have revised their position regarding the composition, frequency and size of the advisory committee’s.
  Branches will be aware that the rationale behind the original decision (contained in LTB 321/10) to reduce the size of the committees was based on a genuine attempt to make a small but real attempt to reduce the unions overall financial expenditure. Following the consultation, that did not see a consensus for a preferred course of action, the NEC have now agreed that the number of elected members on each committee will remain the same but the number of meetings held each year will be reduced from four per year to three.
  The NEC would like to thank the advisory committees for taking the time to discuss this issue and advise us of their views, their assistance is greatly appreciated.
  Additionally the NEC have determined and would like branches to note that the term of office for the successful candidates for these positions will be for a period of one calendar year from i.e. 1st January 2011 to 31st December 2011.
  The timetable for the election of the advisory committees is listed below and please find enclosed the regulations, nomination forms and candidate biographical details/consent forms for the above elections.
  The timetable is as follows:-

Nominations open 5 November 2010
Nominations close 19 November 2010 (14:00)
Accept nominations 23 November 2010 (14:00)
Despatch ballot papers 25 November 2010
Ballot closes 9 December 2010 (14.00)

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary Department on telephone number 020 8971 7237 or email address sdgs@cwu.org.

Yours sincerely

Tony Kearns
Senior Deputy General Secretary

BT Retail - Attendance. CWU Broad Left latest

The following may or may not reflect my political preference.
BT RETAIL - ATTENDANCE

BT Retail is now anxious for the CWU to ballot its members on new attendance procedures. This has been delayed due to the continuing poor management style in the business unit, because the commitment BT Retail gave in April to improve its management style has never materialised.
  Neither has BT Retail implemented the Sourcing Strategy agreement that was negotiated years ago which required them to reduce agency staff to 10% within the call centres. This agreement was based on limiting the number of jobs off-shored. BT Retail has continued to off-shore work and save itself money, while failing to convert agency to BT contracts to the level agreed. We therefore congratulate the CWU Executive for rightly demanding that these longstanding commitments be implemented at last, and that the company gives commitment to existing sites.
  The Executive is calling for the immediate roll-out of the “Together” performance management document in BT Retail, so that it can verify improvement in management style and performance management prior to balloting members on attendance transformation changes. Management bullying and harassment of staff must stop now! Otherwise the union should ballot members for industrial action to stop it.
  On resourcing the Executive is insisting that the company gives a tangible commitment to direct labour jobs in the UK, by demonstrating to the union that any staffing reduction is to work that is offshored.
  The Executive continues to impress upon the company that without improvements in management style and resourcing, there is little chance of members accepting attendance changes in a ballot.
  The Executive has informed BT Retail that implementation of attendance changes, without the required improvements to management style and resourcing, will be met with a ballot for industrial action.
  BL supporters remain opposed to the new attendance patterns as they do not adequately address staff work-life-balance. The union should continue to defend the choice that the Flexible Working Hours agreement gave staff throughout BT.
  The time is ripe for the union to mount a campaign in BT for respectful management style, proper work-life-balance and good direct labour jobs that will benefit existing BT employees and provide work to the millions currently unemployed, including our youth.
JOIN THE BROAD LEFT AND JOIN THE CAMPAIGN FOR A FIGHTING LEADERSHIP
To join the Broad Left please email: thebroadcast@btinternet.com

Unite Against Fascism | Unions, MPs and campaigners back 6 Nov antiracist demo

UAF march this Saturday 6th of Novermber. Details here Unite Against Fascism Unions, MPs and campaigners back 6 Nov antiracist demo

Barrow DQ update

The following comes from my colleague Sally Bridge who is doing an excellent job on behalf of our members in Barrow DQ.

No. 10
3 November 2010
CWU CAMPAIGN - BT Jobs for Barrow

Dear Colleague
  Further discussions took place on the 1 November with BT to progress and gain more detail on the two main areas of opportunity for redeployment in BT’s Openreach and Consumer Sales.
Openreach
Dave Fitzgerald, Employee Relations Director reported that they are continuing their discussions with Openreach. However, at this point the Service Management roles are not a viable option on the basis that for the majority there is a skills gap between the existing DQ role and the more technical role of Service Management.
  The CWU stated they were disappointed with this response and challenged the requirement for field experience, as in the past DQ advisors have been able to make the transition successfully with little or no technical field experience. The CWU further stated that in our view given adequate support, training and encouragement that many of the Barrow DQ operators could make this transition.
  BT stated that this is not a grading issue as this is not the barrier and they were still continuing discussions which are far from concluded. They agreed they will continue to explore possibilities either within Service Management or other roles within the division.
  The CWU advised that we wanted to take this matter to the Deputy General Secretary (T) along with the CWU Officer who deals with the Openreach in order that further representations can be made directly to Openreach.
Consumer Sales
On the issue of Consumer Sales it was reported that a large level of interest has been shown in the Consumer Sales roles as a result of the visits to Lancaster. BT is now in the process of arranging and setting up assessments in order to ascertain whether individuals have the basic aptitude for the sales environment. BT also reported that they have a further meeting with Consumer Sales this week to progress matters and would report back as a result of that meeting.
  Individuals that have at this point not been able to visit Lancaster will be given that opportunity over the next week or so
Conclusion
It is the view of the CWU that both opportunities in Openreach and Consumer Sales still remain a tangible solution to alternative work being brought to Barrow and that we will be doing everything we can over the next few weeks to pursue both these areas. The CWU will continue to keep you updated as developments occur.

Sally Bridge
CWU Assistant Secretary

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