At this time (1950) a petition had been launched to collect signatures against the proliferatation of nuclear weapons. We in the union branch at the New Cross tram depot decided to set up a Peace Committee to collect signatures for the Stockholm Peace Appeal.
The Cold War was intensely pursued by the Western powers. Charlie CHaplin was thron out of America and Paul Robeson too.
We had a big meeting in Camberwell to support Paul Robeson, to which he sent a recorded message, but we were up against the full wight of an anti-communist media.
I even stood as one of three candidates for the Communist Party local elections in Debtford, as their proposals seemed at the time to best address the needs of ordinary working people. But this was at the time of the Yangtse incident, where the Chinese communists were fired on by a British warship and the McCarthy era in the United States was in full swing.
The Vauxhall Tram authorities gave permission for a stall to be set up for just one day in the garage – and we were successful in collecting over 900 signatures for the Stockholm Peace Appeal, which I delivered to their offices near Regent’s Park.
I would collect the Daily Worker newspaper before my shift and do leafletting after my shifts, early morning or late. The shifts were spaced such that it was impossible to go home in between shifts. They were long days away from home.
Over the seven years I was active in the Transport and General Workers Union we were always under pressure and the canteen was a hive of activity with the early morning sales of all kinds of newspapers. We had to prove we were selling all papers inside the garage and not just the Daily Worker – this we did from outside the garage!
Then we were banned from selling the paper when we had tram uniforms on. The attempts at control were relentless.
There were of course already some big improvements such as improved provision if social services and the formation of the National Health Service in 1948; it is hard today to imagine not having an NHS and having to pay to see a doctor.
I knew that improvements to the lives of ordinary working people would have to be fought for by ordinary people like me and the hundreds of thousands of people who were now finding ways of making progress through sound argument and political pressure.
This was the challenge of winning a better future for everyone and pursuing this has been my lifelong ambition.
Progress is never guaranteed and things are sometimes disappointing, but I have seen poverty, war and destructive chaos and I know that only through ordinary working people struggling together will the devastating evils of poverty and war be avoided in the future.
The STUC, along with the TUC, are coordinating a protect the right to strike day today (Wednesday 1 February).
PM Rishi Sunak is trying to force his anti-union “sack key workers bill” through parliament in a matter of weeks. It means that when workers democratically vote to strike, they could be forced to work and sacked if they don’t.
That’s wrong, unworkable, and almost certainly illegal. We need to stop this bill.
These new laws are a direct attack on working people’s fundamental right to strike to defend their pay, terms and conditions.
EDINBURGH
Edinburgh Day of Action
The Day of Action for Edinburgh will consist of three events:
Rally in the Mound at noon particularly for the PCS DWP members who will be on strike that day;
Indoor rally in the Southside Community Centre at 1.00pm/1.30pm.
Rally in the Mound at 5.00pm particularly for EIS members.
Solidarity with worker striking on the 1st February
Join our solidarity rally. Scottish workers in the civil service, higher education, some schools, some rail operators and Co-op Funeral Care will all be taking industrial action on 1st.
Join our joint strike rally at the Donald Dewar Steps, Buchanan Street at 12 noon.
‘I want my time leading the TUC to focus on one thing: making the trade union movement bigger, stronger and more diverse. That’s how we win for more workers.‘
I started my working career stacking the warehouse shelves in Asda. Later on, I worked as a hotel porter, and in a call centre. I know the difference being in a union can make – and that’s why, as the TUC’s new General Secretary, my focus will always be on making sure the UK’s trade unions are growing (writes PAUL NOWAK).
The current wave of strike action has one cause: the Tories’ failure to get wages growing across the economy. Workers are on course for two decades of lost pay – the longest squeeze on earnings in modern history.
Working people have had enough. They are tired of their standard of living falling year after year.
Nurses, paramedics, rail staff, posties and other key workers have been forced into taking action to defend their livelihoods and the services they provide.
Nobody takes the decision to go on strike lightly. But this is a problem of the government’s own making. Twelve years of pay cuts have left workers with no choice. And that’s why they are out on strike – with massive public support.
And rather than sitting down with unions to negotiate a resolution, ministers seem more interested in escalating disputes.
The UK already has the most restrictive trade union laws in western Europe – but ministers are set to undermine the right to strike even more. That will tilt the balance of power even further towards bad bosses and make it harder for working people to win better pay and conditions.
Have no doubt: I will lead the union movement in opposing further restrictions on the right to strike – just as we will oppose further attacks on any rights at work, including those rights that came from the EU.
But I don’t want us to spend our time just fighting bad laws – I want the trade union movement to set out a positive vision for Britain. Because we know it doesn’t have to be like this. For too long the UK has been trapped in a vicious cycle of stagnant growth, stagnant investment and stagnant wages. Now it’s time for a proper long-term economic plan that rewards work not wealth.
Unions have the answers. We should target low-pay industries, raising pay and standards and driving out rogue operators with sector-wide fair pay agreements. And ministers, unions and employers should work together on a proper industrial strategy, delivering good green jobs, training and skills across the country.
Working people deserve a seat at the tables of power – and it’s the job of unions to get them there. That’s why, when I’m asked, I always say that my first priority is building a stronger, bigger and more diverse trade union movement.
Unions must reflect the modern multiethnic working class of the UK in 2023, promoting women and Black leaders and fighting racism and discrimination.
Unions have to grow, to represent more workers and get more workplaces covered by collective bargaining. That’s how we raise wages, improve conditions and cut inequality. It’s how we stop outrages like P&O sacking hundreds of workers on the spot, with impunity.
And unions have to be stronger and more confident. That’s how we win the argument for a growing, redistributive economy, a £15 per hour minimum wage, and a ban on zero hours contracts.
The solidarity and power of a stronger, growing and more diverse trade union movement is how we will win. It is how we turn the tide on cuts, casualisation and two decades of standstill wages. And it is how we deliver what working people are asking for – a fair day’s work for a fair day’s wage.
This winter we’ve seen hundreds of thousands of workers taking industrial action – or striking – to defend their pay and conditions (writes TUC’s Alex Collinson).
These are individual disputes, and it’s important to understand the details in different workplaces. But there is a common cause: a pay disaster that means workers are being paid less in real terms now than they were 14 years ago.
First things first – what’s a strike?
Trade unions exist to defend their members’ jobs, pay and conditions. Normally they try to do that through negotiations with employers, through a process called collective bargaining. But when those negotiations break down, workers have the right to collectively withdraw their labour to help bring the employer back to the bargaining table.
In Britain, the right to strike is governed by complex and restrictive industrial action laws. In summary, to count as ‘protected industrial action’, a strike must:
relate to a work dispute with your own employer
be supported by a valid secret postal ballot with independent scrutiny, in which at least of half the balloted workers have voted (in other words, “not voting” counts as a vote against the strike)
be carried out with notice
In addition, since the Tories’ 2016 Trade Union Act strikes involving workers who provide what the government calls an “important public service” can only be lawful if at least 40% of the workers balloted over the action vote in favour of it.
How much has strike activity increased?
The number of strikes has been on the rise in recent months. The latest data shows that the 417,000 days were lost due to strike action in October 2022, the highest it’s been in 11 years. Some are estimating that this December will see over a million days lost to strike action for the first time since 1989.
But it’s important to put the recent rise in strike action into context. While the number of days lost due to strike action is relatively high compared to the past couple of decades, they’d be fairly standard in any decade before the 1990s.
If more than one million working days are lost due to strikes in December, it’ll be the first time it’s happened since July 1989. But between 1970 and 1989, there were 47 months when this happened. And the 417,000 days lost due to strike action in October 2022 may be the fifth highest on record since 1990, but we regularly saw far higher figures pre-1990.
So what’s behind the rise?
Each individual strike will have different reasons behind it, but there’s some common factors behind the recent rise.
Work has been getting worse for many – lower paid, worse conditions, increasingly insecure. At the same time as workers have seen pay and conditions get worse, businesses have been giving more and more money to shareholders, with dividends paid out to shareholders growing three times faster than wages over the past decade.
And the government has been refusing to properly fund pay rises for public sector workers, failing to introduce a proper minimum wage, and attacking trade union rights, and failing to introduce a proper minimum wage.
The government’s minimum wage remains below the Real Living Wage set by the Living Wage Foundation, and, even with next year’s rise, will be £4.58 below a £15 per hour minimum wage.
Pay
We’ll start with pay. Average real pay (that’s wages once you take inflation into account) is lower now than it was in 2008. It’s not expected to go back above 2008 levels until 2027. This 19-year pay squeeze is longer than any pay squeeze we have official records for, and likely the longest since Napoleonic times.
If wages had grown in line with pre-2008 trends over the past fourteen years, they’d now be £291 per week higher than they currently are.
Over a decade of stagnant pay has directly contributed to the current crisis, leaving many people unable to cope with a sudden rise in prices. While the cost of living crisis is often presented as a recent problem, it’s been building for years.
The situation was already dire before energy bills began to rise. As we went into the pandemic, the number of people in poverty was at a record high, with the majority of those in poverty living in a working household.
The recent rise in prices has made the situation even worse. After years of stagnant pay, workers are now facing double-digit inflation while being offered single-digit pay rises. The latest data shows that, in October, nominal pay rose by 6.4 per cent, while inflation hit 11.1 per cent. Real pay has fallen by £111 per month in the past year alone.
This is particularly bad in the public sector, where pay is rising by just 3.8 per cent, and average real pay has fallen by £185 per month in the past year.
Weak pay growth in the public sector is down to the government refusing to give proper pay rises to workers that kept the country running during the pandemic. Look at health workers, for example. TUC analysis of NHS pay scales shows that:
Nurses’ real pay fell by £1,800 over the last year
Paramedics’ real pay fell by £2,400 over the last year
Midwives’ real pay fell by £2,400 over the last year
This is after a decade of pay suppression by government that has led to nurses earning £5,000 a year less in real terms than they were in 2010. For midwives and paramedics this rises to over £6,000.
Working conditions and job losses
But it’s not just about pay. Many of the current strikes happening aren’t just about getting pay rising, but also protecting jobs, fighting against worsening working conditions, and putting an end to insecure contracts and outsourcing.
Fighting for pay itself is often a fight to improve working conditions. Better pay helps with recruitment and retention of staff.
It’s a political choice
The government spent months clapping for key workers, but now refuses to give them a fair pay rise. This is a political choice. The government could avoid, for example, rail workers, nurses, teachers, paramedics striking by getting around the negotiating table and offering a decent, fair pay rise.
Instead, it continues to offer real pay cuts to public sector workers, often hiding behind pay review bodies while it does. And when it comes to rail workers, the government is actively blocking deals being made. This is all part of wider cuts to public services that have left them understaffed and underfunded.
The government doesn’t agree pay deals in the private sector, but it can set a positive example to employers by offering decent pay rises. It also has the power to deliver increases to the minimum wage that get it to £15 an hour.
But instead, the government has repeatedly attacked trade union rights, making it harder to strike and therefore harder to negotiate for better pay.
Workers are winning
There’s another reason behind the rise in the number of people gaining confidence to take action: workers are winning. People are winning better pay deals and working conditions by joining together and standing up for themselves. Striking workers have won themselves double-digit pay rises across a range of different jobs, from bus drivers to BT engineers, as well as better conditions and an end to outsourcing.
If you aren’t in a union yet, there’s never been a better time to join – talk to your mates and talk to a union. And to learn more on how the TUC is supporting union disputes, see our solidarity hub here.
Average uplift of 7.5% the highest offer in the UK
A ‘best and final offer’ has been made to NHS Agenda for Change (AfC) workers following pay negotiations with trade unions and employers.
The record high pay offer, the best in the UK, will ensure that these front line workers will receive pay rises ranging from £2,205 to £2,751, which is a further improvement on the existing offer for staff in Bands 5-8A. For the lowest paid this represents an uplift of 11.3%, and delivers an average uplift of 7.5%.
This increased offer was made after constructive negotiations between the Scottish Government and NHS unions. In a final offer made to trade unions, the new deal is worth an additional £515 million in 2022-23 and now includes a package of progressive measures to promote staff and patient safety, support long-term workforce sustainability and to recognise the breadth of skills and experience of NHS Scotland staff.
The settlement ensures that NHS staff would remain the best paid anywhere in the UK. It gives all frontline NHS Scotland AfC staff in bands 1-7 a pay premium of between £1,149 and £2,834 over their counterparts in England, Wales and Northern Ireland.
The Agenda for Change pay offer for 2022-23 will deliver the most progressive package of terms and conditions reform in over 40 years. The deal will benefit more than 160,000 employees including nurses, paramedics, allied health professionals and healthcare support staff.
Health Secretary Humza Yousaf said: “We have engaged tirelessly with trade union representatives over recent weeks, leaving no stone unturned to reach an offer which responds to the key concerns of staff across the service.
“This best and final pay offer of over half a billion pounds underlines our commitment to supporting our fantastic NHS staff. A newly qualified nurse would see a pay rise of 8.7%, and experienced nurses and would get uplifts of between £2,450 and £2,751.
“We are making this offer at a time of extraordinary financial challenges to the Scottish Government.
“We have made the best offer possible to get money into the pockets of hard working staff and to avoid industrial action, in what is already going to be an incredibly challenging winter. If the offer is agreed this pay uplift will also be backdated to April.
“Finally, I would urge the UK Government to get back to the negotiating table with the unions. This settlement has been shaped by the unions’ constructive approach and I hope it is backed by their members.”
BACKGROUND
The new offer also includes a review into reducing the working week to 36 hours, a commitment to review the job descriptions of Band 5 roles and ensuring protected learning time for specific groups, such as staff on agreed learning and development schemes.
TABLE
Band
points
Scottish 2022/23 rates
Proposed increase
% this represents
Hourly rate
Band 1
1
£21,692
£2,205
11.32%
£11.09
Band 2
1
£21,814
£2,205
11.24%
£11.16
2
£23,820
£2,205
10.20%
£12.18
Band 3
1
£23,914
£2,205
10.16%
£12.23
2
£25,808
£2,205
9.34%
£13.20
Band 4
1
£25,914
£2,205
9.30%
£13.25
2
£28,187
£2,205
8.49%
£14.42
Band 5
1
£28,384
£2,280
8.73%
£14.52
2
£30,329
£2,280
8.13%
£15.51
3
£35,365
£2,450
7.44%
£18.09
Band 6
1
£35,522
£2,450
7.41%
£18.17
2
£37,087
£2,450
7.07%
£18.97
3
£43,286
£2,550
6.26%
£22.14
Band 7
1
£43,422
£2,550
6.24%
£22.21
2
£45,080
£2,550
6.00%
£23.06
3
£50,506
£2,660
5.56%
£25.83
Band 8A
1
£53,513
£2,548
5.00%
£27.37
2
£57,767
£2,751
5.00%
£29.54
Band 8B
1
£63,530
£2,205
3.60%
£32.49
2
£68,223
£2,205
3.34%
£34.89
Band 8C
1
£75,711
£2,205
3.00%
£38.72
2
£81,426
£2,205
2.78%
£41.65
Band 8D
1
£90,590
£2,205
2.49%
£46.33
2
£94,629
£2,205
2.39%
£48.40
Band 9
1
£107,840
£2,205
2.09%
£55.15
2
£112,673
£2,205
2.00%
£57.63
RCN Scotland Board members will, in the coming days, be considering the details of a revised NHS pay offer from Scottish government.
The pay offer was made today (24 November) following negotiations between the RCN and other health trade unions and the Scottish government.
The RCN paused a formal announcement on strike action in Scotland while negotiations took place this week.
Colin Poolman, RCN Scotland Director, said: “As always it is our members who will decide what happens next in relation to the pay offer. The first step in that process is for our board to review the detail of the offer.
“That will happen in the next few days. The revised offer still does not meet our members’ expectations, which is disappointing, but the Scottish government is saying this is their best offer.
“We will update members once that process has taken place.
“I appreciate it may be frustrating for our members in Scotland, the majority of whom voted very strongly in favour of taking strike action. It was that mandate that encouraged the Scottish government to re-open negotiations. It is right that RCN Scotland Board members consider the offer in the usual way.”
UNISON, and sister trade unions Unite and GMB, are threatening pull out local government school staff and refuse workers on strike again.
Strike action was suspended after UNISON members voted for an offer which was made to them by COSLA on 2nd September 2022.
Trade union strikes remain suspended but mandates remain live meaning UNISON can legally call their local government members back out on strike, again.
COSLA now claim that the elements of the original deal – an extra days leave and the payment of SSSC registration fees for those working in social work, social care and early years – were only for one year not in perpetuity.
UNISON have now written to COSLA to say: “It is frankly outrageous that the draft pay circular sent to us on 7th October sought to time limit elements of the offer that had no time limitation on them in the original offer letter or in the discussions we had prior to it.
“That this remains unresolved should be a source of deep embarrassment. As has previously been advised our strike mandates remain live and we are all under increasing pressure from members, who are rapidly losing faith in their employer, to lift the strike suspensions if a resolution is not achieved quickly.”
Council staff are still waiting for their increased pay uplifts to be included in their pay packets.
Johanna Baxter, UNISON Scotland head of local government said:“This is appalling behaviour – either the employer did not even understand the offer they themselves were making – or they did and are now trying to renegue on it before its even been implemented. Either way it will be our members that suffer if they are allowed to get away with it.
“We have made clear to the employer and the Scottish Government that our strike mandates remain live and all three trade unions are under increasing pressure from members, who are rapidly losing faith in their employer, to lift the strike suspensions if a resolution and call members out if a resolution is not achieved quickly.
“Our members will rightly be questioning the value of COSLA if they cannot be trusted to draft an offer that they understand or uphold one that they do understand.
“It should be a source of deep embarrassment to COSLA that more than six months since the pay implementation date and in the middle of the worst cost of living crises our country has seen, waiting on their pay rise”
Postal workers union CWU has responded defiantly to an announcement by Royal Mail’s parent company International Distribution Services PLC’s that they plan to slash up to SIX THOUSAND jobs due to mounting losses.
The union says Royal Mail’s announcement is nothing more than ‘their latest misjudged scare tactic to threaten members into submission’.
CWU said: ‘We (CWU) will meet Royal Mail Group today because we continue to act in good faith. We will also bring you a fuller update from the unions leadership later as well.’
CWU General Secretary Dave Ward said: “The announcement is the result of gross mismanagement and a failed business agenda of ending daily deliveries, a wholesale levelling-down of the terms, pay and conditions of postal workers, and turning Royal Mail into a gig economy style parcel courier.
“What the company should be doing is abandoning its asset-stripping strategy and building the future based on utilising the competitive edge it already has in its deliveries to 32 million addresses across the country.
“The CWU is calling for an urgent meeting with the Board and will put forward an alternative business plan at that meeting.
“This announcement is holding postal workers to ransom for taking legal industrial action against a business approach that is not in the interests of workers, customers or the future of Royal Mail. This is no way to build a company.”
Eleven trade unions, coordinated by the TUC and represented by Thompsons Solicitors LLP, have began legal proceedings to protect the right to strike.
The unions – ASLEF, BFAWU, FDA, GMB, NEU, NUJ, POA, PCS, RMT, Unite and Usdaw – have taken the case against the UK government’s new regulations which allow agency workers to fill in for striking workers and break strikes.
The unions come from a wide range of sectors and represent millions of workers in the UK.
The unions argue that the regulations are unlawful because:
The then Secretary of State for business failed to consult unions, as required by the Employment Agencies Act 1973.
They violate fundamental trade union rights protected by Article 11 of the European Convention on Human Rights.
The change has been heavily criticised by unions, agency employers, and parliamentarians.
The TUC has warned these new laws will worsen industrial disputes, undermine the fundamental right to strike and could endanger public safety if agency staff are required to fill safety critical roles but haven’t been fully trained.
The Recruitment and Employment Confederation (REC), which represents suppliers of agency workers, described the proposals as “unworkable”.
The Lords Committee charged with scrutinising the legislation said “the lack of robust evidence and the expected limited net benefit raise questions as to the practical effectiveness and benefit” of the new laws.
The TUC also recently reported the UK government to the UN workers’ rights watchdog, the International Labour Organization (ILO), over the recent spate of anti-union and anti-worker legislation and proposals, including the government’s agency worker regulations, which it says are in breach of international law.
TUC affiliated unions UNISON and NASUWT are also launching separate individual legal cases against the government’s agency worker regulations.
TUC General Secretary Frances O’Grady said: “The right to strike is a fundamental British liberty. But the government is attacking it in broad daylight.
“Threatening this right tilts the balance of power too far towards employers. It means workers can’t stand up for decent services and safety at work – or defend their jobs and pay.
“Ministers failed to consult with unions, as the law requires. And restricting the freedom to strike is a breach of international law.
“That’s why unions are coming together to challenge this change in the courts.
“Workers need stronger legal protections and more power in the workplace to defend their living standards – not less.”
Richard Arthur, Head of Trade Union Law at Thompsons Solicitors LLP, said: “The right to strike is respected and protected by international law including the Conventions of the ILO, an agency of the United Nations, and the European Convention on Human Rights.
“The Conservative government should face up to its legal obligations under both domestic and international law, instead of forever trying to undermine the internationally recognised right to strike.”
The TUC’s annual Congress has been rescheduled for 18-20 October 2022 following the death of Queen Elizabeth. The three-day event will take place at the Brighton Centre.
GMB Scotland, Unison and Unite trade unions have suspended next week’s strikes after receiving an improved pay offer from local government umbrella organisation Cosla.
The unions are recommending their members accept the new deal.
Responding to the revised offer for local government pay, and following a meeting of GMB Scotland’s local government committee,GMB Scotland Senior Organiser for Public Services Keir Greenaway said:“GMB has been very clear that more must be done for the lowest paid in local government and this latest offer delivers a significant amount of consolidated money for these workers, including the frontline refuse and schools’ staff that everyone depends on.
“It’s not a perfect offer but it is the view of GMB Scotland’s local government committee that it’s worthy of members consultation and their acceptance, but ultimately our members whose campaigning and strike actions have improved these terms will have the final say.
“In the meantime, we have agreed to suspend all planned strike action so this consultation process can take place and our GMB organisers and workplace reps will be visiting as many workplaces as possible to engage our members on this.
“Most importantly, we want to pay tribute to our members. Strike action is not easy, it requires sacrifice and solidarity to deliver outcomes that make work better, and they have fought long and hard for an improved offer to help confront this cost-of-living crisis.”
After days of intense negotiations with the First Minster, the Deputy First Minister, Scottish Government and COSLA. UNISON has now secured an improved offer from COSLA that they will put to their members with a recommendation to accept.
The offer consists of: • An increase of £2000 for those earning up to £20,500 • An increase of £1925 for those earning between £20,500 to £39,000 • A 5% increase for those earning between £39,000 to £60,000 • A maximum increase of £3k for those earning above £60,000 • The removal of SSSC fees where application (social care registration fees) • 1 extra days annual leave • All increases based on a 36hr week calculator
Three UNISON sticking points were overcome late last night with the First Minister. The first is that the pay envelope has been increased to £600m, second that the pay increases will be fully consolidated from the date of implementation and the calculations will be based on 36-hour week (rather 37hr wk).
In March council workers were offered a paltry 2%. In July they were offered 3.5%. And now, through the strength of UNISON’s collective industrial muscle and members willingness to stand up to their employers we have now achieved a total increase to the pay bill of 7.5%, with 8 in 10 UNISON workers getting increases of between 5 – 10 %.
Johanna Baxter, UNISON head of local government said:“This offer is a victory for UNISON members. It has taken 8 months and the industrial might of UNISON members in schools and early years and waste and recycling workers to drag £600m out of Scottish government and COSLA and into the pockets hardworking people.
“COSLA originally offered 2%, then 3.5%, then 5% – we now we have £600m on the table, which is a 7.5% increase to the total pay bill and 87% of our council workers will receive fully consolidated increases between 5% to 10%.
“UNISON want to get this money into the pockets of council workers now while we continue the campaign to support people through the cost of living crisis,
“It is only through the collective action of our members in school and early years staff threatening strike action and our waste and recycling workers taking action that we have forced these extra funds out of government and the employer.
“Our member’s message was clear and unequivocal – UNISON’s local government members are no longer prepared to be treated as the poor relations of the public sector. They will stand up, speak up and organise to win change together. There is always more to do but this is a welcome step in the right direction.”
Mark Ferguson, chair of UNISON Scotland local government committee said:“Do not underestimate the scale of the achievement for UNISON members. We have won significant increases from where we started 8 month ago. We have had to drag the employer to the table to even talk to us.
“This will go someway to help them through the cost of living crisis but by no means is the fight over. UNISON will now continue its campaign to improve pay and conditions for all workers in local government.”
Unite the union can confirm that following talks involving the First Minister, Nicola Sturgeon, COSLA and the trade unions, a new ‘credible’ pay offer has been formally put on the table.
Unite can confirm that the substance of the new offer has led to a recommendation by its local government committee to accept.
Strikes scheduled to take place in waste and education services from 6 to 13 September are now suspended. Unite will hold a consultative ballot of its local government membership on the offer which it aims to complete by 22 September.
Unite can confirm a flat rate fully consolidated offer of £2,000 for those earning up to £20,500. This is the equivalent to an increase of around 10 – 11 per cent for the lowest paid who are estimated to be around 18 per cent of the total workforce. The offer is consolidated into overtime, allowances and pensions.
It further includes a £1,925 flat rate offer which is fully consolidated for those earning between £20,500 and up to £39,000. This is the equivalent to an increase of 8 per cent for those earning around £24,000. The offer would also be backdated to April.
Unite estimates that trade union negotiators have been able to secure around an extra £460m for local government since the dispute in waste services began in Edinburgh on 18 August.
Wendy Dunsmore, Unite’s lead negotiator for local government, welcomed the new offer, she said:“After the latest round of intensive talks a new credible offer has finally been put on the table by COSLA. Unite wants to acknowledge the First Minister’s direct involvement as a primary reason for the breakthrough.
“The offer on the table is fully consolidated and as such there will be more cash in the pot going forward for local government workers. It provides a degree of security for the lowest paid with a flat rate offer of £2000 which is an uplift worth around 10-11 per cent.
“We now have a credible offer which our local government representatives can recommend to the membership for acceptance.”
It is reported that more than half of Scotland’s 250,000 council workers are earning less than £25,000 a year for a 37-hour week.
COSLA has said it was delighted to get to a point in this year’s pay negotiations whereby a fresh pay offer has been put to the Trade Unions.
Commenting yesterday [Friday 2nd September 2022] following a meeting of Council Leaders, Councillor Katie Hagmann, COSLA’s Resources Spokesperson, said: “Firstly I would like to thank all our Trade Union colleagues for the constructive discussions.
“The revised offer made shows that Scotland’s Council Leaders have listened to the concerns of our workforce and have responded positively.
“Council Leaders have said consistently throughout these negotiations that we very much value and are grateful to the Local Government Workforce.
“We have sent letters to our union colleagues following today’s meeting and hope that this enables strike action to be suspended and allows our workforce to get back to doing what they do best, delivering high quality essential services for the people within our communities right across Scotland.”
Commenting on the new pay offer for local government workers from COSLA, STUC General Secretary Roz Foyer said: “Unions work. This offer could not have been possible without the solidarity of our collective movement. As it should be, it’s now up to the members whether to accept this proposal.
“We’re facing the gravest cost of living emergency seen for generations. When there is the political will to do so, instigated by Scotland’s workers and with the assistance of political leaders, the Scottish Government can indeed intervene to help those most in need.
“Other workers across public services will welcome this precedent as they too seek pay justice in the face of the cost-of-living crisis. We intended to make this loud and clear at our cost of living pay march outside the Scottish Parliament this Thursday, September 8th.”
The City of Edinburgh Council has updated its advice to residents following this afternoon’s announcement that industrial action is to be paused.
Strike action was due to restart in Edinburgh on Tuesday but, following the latest offer from COSLA, Unite and GMB trade unions have agreed to suspend the action while they conduct a consultative ballot of their members.
The Council has updated its recovery plan to take account of this and residents are being advised that kerbside collections (grey and green wheelie bins, plus food waste) will resume as normal from next week.
This excludes garden waste and blue box glass collections, which will restart from 13 September. As previously communicated, garden waste customers will be compensated for any missed collections resulting from strike action.
Any residents who were due a collection on Thursday 1 or Friday 2 September whose bins haven’t yet been emptied are being advised to leave them out for collection – they’ll be emptied as soon as possible.
Street cleaning teams, meanwhile, continue to make good progress with the city-wide clean-up, focusing their efforts on high-footfall areas and working closely with waste collection teams to clear excess litter around bins.
Full details of the recovery plan and the latest guidance have been published on the Council website: www.edinburgh.gov.uk/binstrike
Council Leader Cammy Day said: “Clearly, I’m pleased that next week’s strike action has been suspended while union members consider this latest offer – and I’m cautiously optimistic that they’ll follow their unions’ recommendation and accept.
“This dispute has already dragged on way too long and the Scottish Government and COSLA leadership would do well to reflect on this going forward.
“I know this will come as a relief to residents and businesses across Edinburgh who’ve had to endure a difficult few weeks for our Capital city – but I hope, like me, they’ll agree it’s been worth it to secure a fair deal for our hard working colleagues.
(NOTE – Cammy Day voted to offer those ‘hard working colleagues’ just 3.5%!)
“Our teams have put in an incredible shift since returning to work on Tuesday – collecting an eye-watering 3,500 tonnes of waste in the process and underlining their immense value to our city and its reputation.
“The clean-up will continue in the coming days and most kerbside collections will resume as normal from next Tuesday. Unfortunately, for this to happen, we do still need to divert some resources away from garden waste and glass collections, but I’m pleased they’ll be able to resume from the following week.
“I appreciate that this has been, and continues to be, an extremely challenging period for us all and I would like to thank our residents, businesses and visitors for their continued patience and understanding.”
