We are very pleased to announce that the Tolpuddle Martyrs’ Festival 2021 will be hitting your screens again this weekend.
With Covid restrictions still uncertain for large events, together with our unions and sponsors, we are organising yet another packed agenda online.
From Friday 16th – Sunday 18th July 2021, we will be bringing you discussions, debates, radical history lessons, lots of music and all the best of the Festival straight into your living room.
The TUC has called for long Covid to be urgently recognised as a disability and Covid-19 as an occupational disease, to give workers access to legal protections and compensation.
The call comes as the TUC publishes an in-depth report on workers’ experiences of long Covid during the pandemic.
More than 3,500 workers responded to a TUC survey on the impact of long Covid on people’s daily working lives.
The survey reveals that, of those surveyed:
Nearly 3 in 10 (29 per cent) have experienced symptoms lasting longer than a year.
More than 9 in 10 (95 per cent) have been left with ongoing symptoms.
A clear majority had experienced side effects including brain fog (72 per cent), shortness of breath (70 per cent), difficulty concentrating (62 per cent) and memory problems (54 per cent).
Over half (52 per cent) had experienced some form of discrimination or disadvantage due to their condition.
The report highlights how frontline workers have been disproportionately affected by long Covid.
Over three-quarters (79 per cent) of those who responded to the TUC’s survey identify themselves as key workers, with the majority working in either education or health and social care.
More than two-thirds (68 per cent) of respondents were women.
Long Covid in the workplace
The report reveals the extent of discrimination in the workplace towards those with long Covid.
Over half (52 per cent) of respondents said they had experienced some form of discrimination or disadvantage due to their condition.
Workers told the TUC how they were faced with disbelief and suspicion when they disclosed their symptoms:
Around a fifth (19 per cent) said their employer had questioned the impact of their symptoms.
One in eight (13 per cent) faced questions from their employer about whether they had long Covid at all.
One in 20 respondents (5 per cent) said they had been forced out of their jobs altogether because they had long Covid.
Respondents described the difficulties that they faced trying to work while experiencing a range of long Covid symptoms.
One person – who contracted Covid-19 at work – said that when their employer went ahead with an international event in the first wave of the pandemic: “I was still expected to work long hours, handle stressful situations in impossible timeframes, find and fill in forms (which I struggled to do because of cognitive issues), and spend hours on Zoom calls when I struggled to talk and breathe, resulting in extreme chest pain, shortness of breath, exhaustion and severe symptom relapses.”
Respondents were also concerned about what the future might hold for them at work given the amount of sick leave they had been forced to take due to their long Covid symptoms.
Around one in six respondents (18 per cent) said the amount of sick leave they had taken had triggered absence management or HR processes.
New rights and protections for those with long Covid
The TUC is calling for the government to urgently recognise long Covid as a disability under the Equality Act.
The Equality Act 2010 defines disability as a “physical or mental impairment…[that] has a substantial and long-term adverse effect on [their] ability to carry out normal day-to-day activities”. Government guidance makes clear that ‘long-term’ means 12 months or more.
The TUC says that many who have long Covid already meet this criteria and should therefore be protected under the law rather than forced to go through the stress of employment tribunals.
Extending Equality Act 2010 protections so they cover workers with long Covid would ensure employers cannot legally discriminate against them. It would also put a duty on employers to make reasonable adjustments that remove, reduce or prevent any disadvantages workers with long Covid face, as for any other enduring condition or disability.
In addition, the union body is calling on ministers to recognise Covid-19 as an occupational disease – entitling employees and their dependents to protection and compensation if they contracted the virus while working.
TUC General Secretary Frances O’Grady said: “Many of the workers who have carried us through the pandemic are now living with debilitating symptoms of long Covid. And we’re beginning to hear troubling stories of a massive wave of discrimination against people with long Covid.
“It’s time to recognise this condition properly – and make sure workers who are living with long Covid get the support they need to do their jobs.
“Long Covid must be recognised as a disability. That would mean workers are protected by the Equality Act, and would have a right to get reasonable adjustments at work.
“And Covid-19 should be designated as an occupational disease. That would allow workers who contracted Covid-19 at work and are living with the consequences to claim the compensation they are due.
“Employers must also act. They should make sure they make reasonable adjustments for workers with long Covid, and complete specific risk assessments to make sure workers with long Covid are safe at work.”
Lesley Macniven, Chair of the Long Covid Support Group, who worked with the TUC on its report, said: “Even those with ‘mild’ Covid can suffer daily with fluctuating symptoms, exhausted and alone. Promises we’ll ‘just get better’ have been proved otherwise.
“A year on we need legally enforceable guidance for employers and government – informed by unions, occupational health and patient groups with significant lived experience managing long Covid.
“Patients need time to convalesce, then recuperate through a very gradual, flexible phased return to work, over months, to achieve a sustainable return.
“Long Covid is disabling young, previously healthy workers. This key step is needed to take the effects of long Covid seriously, enable rehabilitation and protect dedicated workers from discrimination due to poor understanding of the condition.”
As trade unionists, we stand united against the epidemic of male violence. We also stand against the disproportionate threat of male violence faced by women, by Black and migrant communities, by LGBT+ individuals and by disabled people.
Violence against women and girls is rooted in structural inequalities and power imbalances between men and women. Women’s experience of violence is shaped by other factors such as ethnicity, sexual orientation, gender identity, religion, immigration status and disability. Experiencing intersecting inequalities compounds the threat of violence women face.
Male violence threatens women in all areas of their lives – in our homes, workplaces, and in public and digital spaces. Institutional and systemic failings enable and empower perpetrators and deny women safety and justice.
In the UK:
97 per cent of young women have been sexually harassed
One in two women are sexually harassed in the workplace
80 per cent of women of all ages have been sexually harassed in public
Women who report rape have a less than 4 per cent chance of it ever being heard in court
Three women are killed each week as a result of domestic abuse homicides
Women are not responsible for the actions of men.
We stand with survivors of male violence. With the families of Sarah Everard, Nicole Smallman and Bibaa Henry and countless others who have lost a loved one to violence.
Government must act now to dismantle institutional sexism, racism and other forms of discrimination.
To start that work, we call on Ministers to:
1. Implement a new mandatory duty on employers to prevent sexual harassment at work and ratify ILO Convention No.190
2. Include migrant women within the Domestic Abuse Bill provisions and ensure safe reporting routes for women with insecure migration status
3. Reverse the cuts to public services and ensure all relevant public sector staff receive enhanced training on preventing and responding to violence against women
4. Provide long-term funding commitments to support the provision of vital, life-saving services for survivors of domestic abuse and sexual violence that meet the level of need, including specialised by-and-for BME, LBT+ and disabled women’s services
5. Draw up a cross-departmental action plan to tackle the structural inequalities experienced by women, Black communities, LGBT+ and disabled people in work, health, education, housing and justice
We demand safety. We demand justice. We demand equality.
Every employee of the City of Edinburgh Council will earn at least the Scottish Local Government Living Wage (SLGLW) in their base pay from 1 April.
The news was announced by Council Leader Adam McVey at yesterday’s Full Council meeting and follows months of joint working with the Trade Unions to arrive at a simpler, fairer and sustainable pay structure for the organisation.
Consolidating the Scottish Local Government Living Wage means the Council can deliver an increase in pay to nearly 4,500 of its lowest-paid employees, demonstrating progress in its continued efforts to become a Scottish Fair Work employer and work towards eradicating poverty in Edinburgh by 2030.
Since 2013, the Council has topped up pay to meet the Living Wage. By now consolidating the Living Wage into base pay we are making changes to the lower part of the pay structure, which means that 4,400 of employees in grades 1 to 3 will have a pay increase, equivalent to more than £200 extra per year on average for full-time employees.
The new pay structure also reflects the Council’s efforts to incorporate the principles of the Edinburgh 2050 City Vision, which were developed based on residents’ aspirations to build a welcoming, thriving, fair and pioneering Capital city.
Discussions will continue with the Trade Unions on further proposals to simplify pay and related allowances for other employees, to help deliver a fairer, simpler and sustainable pay framework for the future.
Cllr McVey said: “We’re one of the Capital’s largest employers and we want to – and must – lead by example if we’re to help steer Edinburgh towards the fair and equitable future we collectively strive for.
“I’m therefore delighted to confirm our commitment to being a Living Wage employer by announcing that, from 1 April, everyone who works for the Council will earn at least the Scottish Local Government Living Wage as part of their basic pay. This means on average full-time employees in grades 1-3 will have an uplift in their pay of more than £200.
“As a city, we’ve set ourselves the hugely ambitious target of eradicating poverty by 2030 – in fact, we’re the first UK local authority to set such a target. Today’s confirmation of a new simple and fair pay structure proves we’re ‘walking the talk’ on poverty and rewarding our hard-working employees properly for the roles they play in helping to look after this great city and our communities.”
Depute Council Leader Cammy Day said: “I want to say thank you to all the Trade Union representatives who’ve worked so hard on this with our team so that we were able to make this announcement today.
“Our people have been doing an incredible job in exceptionally challenging circumstances during this pandemic so to be able to make sure every single one of our employees will earn at least the SLGLW as part of their basic pay from next month is extremely welcome.
We want to go even further than this, though. That’s why we’ll continue to engage constructively with the Joint Trade Unions towards making positive and lasting change to the organisation on behalf of our colleagues.
“There’s much still to be done to simplify pay and conditions of service and in a way that’s fair, sustainable and, importantly, financially viable.
Speaking before last month’s council budget meeting, Unison City of Edinburgh branch secretary Tom Connolly said: “Staff in local government need to be rewarded and paid well for the jobs that they do, there are many low paid workers in local government providing face to face support to or most vulnerable children and adults, in school, care homes, etc.
“Other council staff keep our public buildings clean, keep our roads clear, clean our streets and empty our bins, administrative and clerical workers dealing with benefits and other essential administrative tasks, all examples of low paid and undervalued workers who have continued to keep the city running.
“These workers now need to be given the value that they have always deserved and rewarded with decent pay and conditions. Clapping does not pay the bills.”
New 1% NHS pay offer is “a real terms pay cut” and “hammer blow to morale”, says union body
All key workers deserve a decent pay rise, says TUC
The TUC has released new analysis which shows how major groups of NHS workers will be much worse off in real terms in 2021-22 than in 2010.
The analysis shows that following the government’s decision to offer NHS staff a pay rise of just 1% in 2021-22, nurses’ pay will be down as much as £2,500 in real terms compared to a decade ago.
The picture is bleak for many other NHS staff too:
Porters’ pay will be down by up to £850
Maternity care assistants’ pay will be down by up to £2,100
Paramedics’ pay will be down by up to £3,330
Real terms pay loss since 2010
Occupation
Pay 2010
Pay 2010 in 20-21 prices (CPI)
Agenda for change 2020-21 pay
Pay 2021-22 (1% proposed increase)
Real terms pay loss 2010-2021
Porters
£16,753
£20,383
£19,337
£19,530
-£852
Medical secretaries
£18,577
£22,602
£21,142
£21,353
-£1,249
Nursery Nurse
£21,798
£26,521
£24,157
£24,399
-£2,122
Maternity Care Assistants
Speech and Language Therapy Assistants
Team coordinators
Nurses
£27,534
£33,500
£30,615
£30,921
-£2,579
Community nurses
Radiographer Specialist
£34,189
£41,597
£37,890
£38,269
-£3,328
Paramedic
Source: TUC analysis of NHS Agenda for Change Pay scales
The TUC analysis also reveals that NHS workers across many occupations and pay bands will suffer a real-terms pay cut in 2021-22.
For example, an experienced nurse or midwife (NHS band 5) will a face an annual real-terms pay cut of up to £153 in 2021-22 as a result of the planned 1% increase.
Unions have described the latest pay offer to NHS workers as an insult to their hard work and dedication during the pandemic.
TUC General Secretary Frances O’Grady said: “Our brilliant NHS workers have put their lives on their line to get Britain through this pandemic.
“It’s time we cared for them the way they have cared for us.
“That means giving them the decent pay rise they deserve – not a pathetic 1% increase. After years of real-terms pay cuts the government’s latest offer is a hammer blow to staff morale.
“This boils down to political choices. Ministers have chosen to spend hundreds of millions on outsourcing our failed test and trace system and on dodgy PPE contracts. But they have chosen not to find the money to give nurses, paramedics and other NHS workers fair pay.
“Boosting pay for NHS key workers will help our local businesses and high streets recover faster – because their customers will have more cash to spend. And that will help other workers get a pay rise too.”
BACKLASH
Four major unions – the BMA, the Royal College of Nursing, the Royal College of Midwives and UNISON – have written an open letter to the Chancellor, expressing their dismay at the 1% pay offer made to health workers.
In the letter they ask him to reconsider the recommendation, made to the NHS pay review bodies yesterday, that NHS staff receive a 1% pay rise.
The letter goes on to say: “The proposal of a 1% pay offer, not announced from the despatch box but smuggled out quietly in the days afterwards, fails the test of both honesty and fails to provide staff who have been on the very frontline of the pandemic the fair pay deal they need.
“Our members are the doctors, nurses, midwives, porters, healthcare assistants and more, already exhausted and distressed, who are also expected to go on caring for the millions of patients on waiting lists, coping with a huge backlog of treatment as well as caring for those with COVID-19.”
The unions make clear that the Government should demonstrate that it recognises the contribution of the hundreds of thousands of workers who have literally kept the country alive for the past year and call upon the Chancellor to, “make the right choice”.
Unions welcome announcement but slam Government inaction
Leading strategic infrastructure projects and physical asset lifecycle management company InfraStrata plc, is delighted to announce it has acquired the assets of the Scottish-based offshore energy fabrication company, Burntisland Fabrication (BiFab) Limited.The sites will trade under the Harland & Wolff name.
This highly strategic acquisition of assets and leases spans across two sites in prime Scottish locations with particular regard to renewable, oil & gas and defence projects: Methil on the east coast of Scotland and Arnish on the west coast of Scotland. The BurntIsland site will not form part of the transaction.
Both sites will trade under the Harland & Wolff brand and will represent the final fabrication piece of its UK footprint, positioning the company to fully deliver on its existing strategy quicker than it would have done with only its two existing sites: Harland & Wolff (Belfast) and Harland & Wolff (Appledore).
Methil, the larger of the two sites will be heavily focussed on fabrication for the oil and gas, commercial and renewables markets, whilst Arnish lends itself to multiple opportunities across all Harland & Wolff’s five markets: defence, oil & gas, renewables, commercial and cruise and ferry.
Through this strategic ambition across various geographical locations of the United Kingdom, InfraStrata emphasises its local and cross government support; aligned even closer to the UK Government’s “levelling-up” agenda and the “Green Industrial Revolution”.
The two Scottish sites will work symbiotically alongside Harland & Wolff (Belfast) and Harland & Wolff (Appledore).
John Wood, CEO of InfraStrata,commented: “With this acquisition, we now have a footprint in Scotland, which is the hotbed for major wind farm projects as well as for shipbuilding programmes. We have now positioned ourselves strategically across the UK with four sites capable of servicing our five core markets.
“This acquisition gives us the flexibility to optimise our operations across the Group and offer our clients the ability to fabricate faster and de-risk their exposure by offering multiple sites.
“As we move into larger contracts, it is crucial that we demonstrate the capacity to bid for and deliver on these projects. The acquisition of Bifab’s assets delivers that capability to us and will open up a larger demographic of tender opportunities.
“Finally, I wish to warmly welcome the personnel whom we have taken on at Methil and Arnish and I am confident that we will turn these facilities into highly successful businesses that generate jobs and investment into their local economies in due course.”
Harland & Wolff is a wholly-owned subsidiary of InfraStrata plc (AIM: INFA), a London Stock Exchange-listed firm focused on strategic infrastructure projects and physical asset life-cycle management.
Harland and Wolff (Belfast) is one of Europe’s largest heavy engineering facilities, with deep water access, deep water quayside berths and vast fabrication halls, with the addition of Harland & Wolff (Appledore) the company will be able to capitalise on opportunities at both ends of the market where it has strategic and unique assets that will be much in demand.
In addition to Harland & Wolff, it owns the Islandmagee gas storage project, which is expected to provide 25% of the UK’s natural gas storage capacity and to benefit the Northern Irish economy as a whole when completed. It is anticipated that the gas storage project will bring significant fabrication and construction work to the shipyard during its construction phase.
GMB Scotland and Unite Scotland have welcomed the announcement that two of the three BiFab fabrication yards have been bought out of administration by InfraStrata.
BiFab, which had three fabrication yards in Fife and the Isle of Lewis, went into administration in December last year following the Scottish Government withdrawing previous financial guarantees to support the manufacture of eight turbine jackets for the Neart na Gaoithe (NnG) offshore wind project at the yards.
InfraStrata as part of a £850,000 deal has bought the sites at Methil in Fife and Arnish on Lewis. It is understood that InfraStrata, which owns the Harland and Wolff shipyard in Belfast, will bring the Scottish sites under the Harland and Wolff name as it attempts to bid for offshore wind projects and shipbuilding contracts.
Unite and GMB have demanded concrete actions by the Scottish and UK Governments to strategically support the offshore wind sector. The trade unions criticised the announcement by the Prime Minister in October 2020 to commit 60 per cent of the turbines to be manufactured in the UK as ‘empty rhetoric’ without a review of the Contracts for Difference (CfD), which should include local content and enforcement clauses.
The trade unions also cited the various powers relating to planning, renewables energy, procurement, the Crown Estate and Marine Scotland which the Scottish Government should be using to exercise greater leverage in the contractual process.
In a joint statement,Unite Scotland Secretary Pat Rafferty and GMB Scotland Secretary Gary Smith said: “The announcement by InfraStrata that two of the BiFab yards will be bought out of administration is welcome news. It is also testimony to our members and their communities who have fought hard to keep these yards alive.
“We look forward to working with the company to ensure it is primed to win contracts for the offshore wind sector, and to having a positive working relationship underpinned by the Fair Work principles. We have always believed that the BiFab yards, and indeed yards and ports all over Scotland, are uniquely placed to capture the benefits of the offshore wind sector.
“However, the story so far has been one of government failure – thousands of jobs and billions of pounds have been outsourced around the world when Scottish communities should have been benefitting from these contracts. Now the Scottish and UK Governments have been given a reprieve and they need to step-up and support the new ownership.
“We urgently need an overhaul of the Contracts for Difference process to ensure local supply clauses are in-built at the outset of major contracts as part of a proper industrial and investment plan for the sector, otherwise the green jobs revolution will remain a fantasy.”
After exploring all options, both the UK and Scottish Governments have concluded that there is currently no legal route to provide further financial support to BiFab in its current form.
A joint working group will be formed to consider ways to strengthen the renewables supply chain in Scotland and to secure future opportunities.
In a joint statement, the governments have committed to exploring options for the future of the yards and to strengthen measures to support the renewables supply chain.
Economy Secretary Fiona Hyslop said: “The Scottish Government has been working for more than three years to support BiFab.
“We have left no stone unturned in our search for a solution to the challenges faced by the business. As a minority shareholder, we have been exhaustive in our consideration of the options available to us to financially support BiFab from public funds.
“The Scottish Government has been clear that State Aid regulations are a barrier to us providing guarantees on the contract from Saipem to build foundation jackets for the Neart na Gaoithe (NnG) project. The UK Government has similarly concluded that there is no legal route for them to provide support.
“The situation at BiFab is a culmination of a number of issues, the main one being the unwillingness of the parent company and majority shareholder JV Driver to provide working capital, investment or guarantees for the company.
“We are determined to secure a new future for the yards in Fife and the Western Isles. We will explore options for the future of these sites and, through this new working group, work with the UK Government to strengthen the renewables and clean energy supply chain.”
Joint statement on BiFab from the Scottish and UK Governments:
Following discussion between the UK and Scottish Governments, ministers in both governments have concluded that, in the absence of a shareholder guarantee provided by BiFab’s majority shareholder, JV Driver, there is no legal route for either the Scottish or UK Governments to provide BiFab with the guarantees it would need to secure its contract with Saipem.
The UK and Scottish Governments are committed to investment in renewables and clean energy. The development of a domestic renewables supply chain is a key priority for both governments.
The UK and Scottish Governments are therefore convening a Joint Working Group to explore how existing policy measures can be used to strengthen the renewables and clean energy supply chain in Scotland, and look at options for the future of the sites where BiFab currently operates and other opportunities around Scotland, in a manner consistent with respective devolved and reserved competencies.
Responding to last night’s Scottish and UK Government joint statement concerning the refusal of financial support for the stricken BiFab yards in Fife and Lewis, Joint Union Secretaries Gary Smith and Pat Rafferty said: “Until the Scottish Government publishes the legal advice over its decision to walk away from BiFab, all the difficult questions remain unanswered.
“This evening’s statement is also disappointing given that our members learned of this through the media – it makes a mockery of the so called fair work agenda.
“The demise of Scotland’s best shot at building a manufacturing supply chain for offshore wind is down to a decade of failure from successive SNP and Tory Governments.”
Important information for Edinburgh’s parents,carers and pupils
The EIS has responded to the Deputy First Minister’s announcement that Secondary school pupils aged 12 and over will be required to wear face coverings in school communal areas from the 31st of August.
EIS General Secretary Larry Flanagan said: “The EIS welcomes this decision by the Scottish Government today, which reflects the updated advice from the World Health Organisation recommending face coverings for those aged 12 and over, where 1m distancing cannot be maintained. Schools are busy places with a large number of adults and young adults moving around.
“The use of face coverings in these circumstances is a sensible and appropriate step to reduce the risk of COVID-19 spreading through school communities.
Mr Flanagan added: “While we welcome the announcement, the EIS believes that effective physical distancing between pupils is the best means of reducing the risk of COVID-19 spread in schools.
“This is an area where the guidance from the Scottish Government currently lacks specificity; there needs to be a much sharper focus on ensuring social distancing in schools to protect pupils, staff and the wider community. Smaller class sizes to ensure appropriate physical distancing of pupils are essential.”
He concluded, “Across all sectors, smaller classes would be a huge boost, also, to the educational recovery of those pupils most disadvantaged by the impact of lockdown. The Scottish Government, indeed, all political parties within the Scottish Parliament, should prioritise the expenditure required for the extra teachers needed to help our pupils.”
Face covering u-turn shows Ministers must listen to workers
In England, the GMB union has welcomed Education Secretary Gavin Williamson’s U-turn on face coverings in schools.
GMB, the union for school staff, says the Government’s u-turn on face coverings shows Ministers must learn to listen to workers.
Karen Leonard, GMB National Officer, said:“GMB wrote to the Education Secretary back in mid-July challenging the Government’s position on face coverings in school during the pandemic.
“Schools know social distancing will be extremely difficult and large ‘bubbles’ present a covid-19 risk. All we wanted was for staff who felt the need to wear a mask not to be actively discouraged from doing so.
“The Government appears to be ignoring the science in order to avoid a political hit. Now they’ve performed yet another u-turn.
“It’s time Ministers learned to listen to the concerns of the school staff who will be instrumental in keeping our schools safe and, importantly, open.”
Unite reps in Edinburgh have ensured a 3.3% uplift for adult social care contracts & a Living Wage.
Unite Scotland has welcomed the move by the Edinburgh Joint Integration Board (EIJB) to allocate £6m funding for adult social care workers and personal assistants who work in the third and independent sectors.
Backdated to 1 April, social care support workers in Edinburgh will be awarded a real Living Wage of £9.30p/h, including sleepovers & hours worked by personal assistants.
The funding uplift was agreed on Monday at an EIJB meeting following extensive lobbying by Unite voluntary sector representatives in Edinburgh to ensure that adequate funding was allocated to deliver the 3.3% national uplift for adult social care contracts for the Living Wage commitment, announced by the Cabinet Secretary for Health, Jeanne Freeman MSP on 12 April.
Mary Alexander, Scottish Deputy Secretary: “This is a victory for Social Care in Edinburgh. It rightly recognises the critical role workers have, looking after vulnerable adults in Edinburgh.
“”The decision to allocate £6m will now ensure all adult social care workers commissioned by the local authority to provide adult social care whether in care homes, care at home or community-based services will not be working for less than the Living Wage of £9.30 for all hours worked including sleepovers.
“It also rightly recognises the critical role social care workers have played in looking after vulnerable adults in Edinburgh. Unite will continue to campaign for a national care service and Fair Work across the whole sector.”
Edinburgh pub worker calls on hospitality staff to join a union
Commenting on the re-opening of indoors hospitality, Roz Foyer, General Secretary of the STUC has reminded employers that workers are preparing to resist detrimental changes to contracts and conditions associated with the safe return to work.
Roz Foyer said: “Indoor hospitality re-opening safely depends on changes to working conditions. But these must not be allowed to come at a cost to workers.
“Workers are the heart of hospitality, but for too long employers have been able to pass the unstable condition of the industry onto their staff.
“We will not forget the businesses who refused to furlough their staff during this pandemic, and who have treated workers callously with attempts to make them sign away their terms and conditions in order to ringfence profit or prevent unexpected costs.
“From cafes like Coias in Dennistoun to cinema chains like Cineworld, workers have come together to win their demands in the return to work period.
“If you are asked to work differently or to sign a new contract, don’t accept, delay, and work out with your colleagues whether you are happy with the proposal. Then join a union and take action.”
Matthew Waddell, 19, who returned to work at the Diggers pub yesterday, urged workers to be prepared to resist the prospect of changes to work and conditions.
He said: “The incoming economic crisis should be a call to all workers to join unions, unionise their workplaces and make sure those unions are active.
“The precarious nature of hospitality work and the effect a COVID recession will have on it makes unionisation all the more urgent.
“The Better Than Zero campaign against precarious work is on hand to give guidance and support for hospitality workers and any other workers who do not have unions.”
