Tag Archives: Director of HR and Workforce

TUPE TRANSFER WATCH #2: IS IT RACIST?

HR meeting
The great white masters decide the fate of the black workers

The transfer of Bristol City Council’s lowest paid staff in security and cleaning to Bristol Waste to save the authority a few quid and prop up their cash-strapped waste company looks racist.

 One thing left unexplored by the council’s HR Committee last Thursday was the fact that, at least, 34 per cent of the staff involved are black and many have English as a second language. Although that’s not the full picture as ethnic data on this section of the council’s workforce is incomplete.

 Many observers see this as a text book case of institutional racism as well-paid white male bosses assure councillors that these voiceless staff are happy to be transferred over to Bristol Waste on poorer terms and conditions than the ones the bosses will continue to enjoy.

 Director of Workforce John “Bedwetter” Walsh – who gets by on £122,475 a year plus £20,835 pension contributions – didn’t mention to the HR meeting the make-up of this section of his workforce. Was he embarrassed to admit that he’s forcing one of the lowest paid sections of his workforce with one of the highest numbers of black employees on to second class terms and conditions?

 An Equality Impact Assessment (EqIA) has been produced for a Cabinet meeting on Thursday and it confirms that 34 per cent of this workforce is black as well as showing that data on ethnicity for this section of the workforce is incomplete. The assessment also contains plenty of weasel words that try to excuse management.

 For example, it claims any ‘potentially adverse impacts on people with protected characteristics’ are ‘indirect’. As if poorer terms and conditions do not directly affect those concerned? The EqIA also claims, ‘contractual terms and conditions (including pay and pension) are protected in law, and it would be unlawful for the new employer to seek to change these for any reason connected with the transfer.’

 Then comes the caveat, ‘unless they have a justifiable Economic, Technological or Organisational Reason for doing so’. In other words, Bristol Waste have loopholes on hand to set about attacking these workers’ terms and conditions from the day one.

 The assessment also explains that ‘Non-contractual elements – such as HR policies – would change to those of the new employer, which may be more or less generous than those currently in place’. Why so coy over whether these conditions are more or less generous? The council know. It’s a simple exercise for HR bosses to read Bristol Waste’s HR policies and compare them to their own. Why hasn’t this been done?

 On the question of whether these workers’ existing HR terms and conditions will be protected, we’re told ‘BCC and BWC may secure greater protection of noncontractual terms, subject to this being affordable within the overall business case for the proposal’. In other words, terms and conditions will be traded away on the basis of a mysterious business case that hasn’t been published.

 Last year the council published a worthy ‘Transforming race and equality at BCC’ document to help them tackle their ongoing problems with institutional racism. The report’s recommendations under the heading  ‘Corporate Leadership’ addressing Equality Impact Assessments say, ‘In the event of there being likely disproportionalities in relation to BAME staff, a corporately agreed mechanism should be established to explore the reasons; and to determine whether there may be ways of mitigating against this.’

So where’s Bedwetter’s corporately agreed mechanism exploring the reasons why black staff are being disproportionately affected by an outsourcing plan that’s attempting to save a few quid at the expense of workers’ dignity?

WALSH’S WHISTLEBLOW JOB FLOP

MAYOR GETTING RACY

More problems for Bedwetter Walsh emerge as his useless HR department is UNCEREMONIOUSLY DUMPED from managing whistleblowing matters at the council. Responsibility for whistleblowers now sits with the Chief Internal Auditor as bosses’ and councillors’ trust in their OVERPAID HR MANAGEMENT CLOWN and his MALFUNCTIONING DEPARTMENT evaporates after a series of highly avoidable mishaps.

The new arrangements arrive after staff REPEATEDLY told council bosses and councillors that they had NO TRUST in the whistleblowing process under the bizarre management of Bedwetter who’s hobbies appear to include targeting whisleblowers for the sack.

It’s now general knowledge around the Counts Louse that this useless lying fruitbat was working at Wakefield Council in a senior HR role when six whistleblowers were PAID £1MILLION IN COMPENSATION after being FIRED and placed on a register of POTENTIAL SEX OFFENDERS for trying to expose CHILD ABUSE in Wakefield children’s homes.

How much longer can this dangerous fool survive in Bristol?

HEAD BOY SALARY SHAME EXPOSED

molton

The Reverend’s next large-sums-of-cash-needlessly-handed-to-bosses SCANDAL stepped up a gear in January when the council’s HR Committee DEMANDED that council boss Mike “Billie Jean” Jackson advertise the post of Executive Director – Growth & Regeneration “WITH IMMEDIATE EFFECT”.

The committee also asked that their views “REGARDING THE PROCESSES WHICH HAD BEEN FOLLOWED for the appointment to the role of Interim Executive Director – Growth & Regeneration, be raised with the Chair, Vice-Chair and Independent Member of the Audit Committee.”

This is all about a report requested by Green Councillor Paula “Mickey” O’Rourke and produced by the council’s latest legal boss, “L’il” Tim O’Gara, into the ongoing employment of Colin “Head Boy” Molton on £1,500 A DAY as Interim Executive Director – Growth & Regeneration since September 2017.

Obviously, the contents of this report are A CLOSELY GUARDED SECRET, but we’re happy to tell you what it contains. Basically, Bristol City Council have FAILED to follow their own procedures in relation to Head Boy’s employment and this senior officer appointment has NEVER been authorised by either Full Council or the HR Committee as the council’s constitution requires.

Unfortunately it’s unclear, at present, who agreed the ongoing employment of Head Boy outside the rules and on HIS OWN HIGHLY LUCRATIVE PERSONAL TERMS beyond anything he could earn as an authorised employee of Bristol City Council. Instead the council claim they are UNABLE TO LOCATE ANY DOCUMENT ANYWHERE authorising Molton’s appointment although, “it’s highly likely his £1,500 daily charge is regularly signed off by HR and Workforce twit, John “Bedwetter” Walsh,” says our source.

So far Head Boy and his patron, the Reverend Rees, are kicking the can down the road on this issue and Head Boy’s job is YET TO BE ADVERTISED as it needs to be. Are close friends Head Boy and the Reverend arrogantly digging their heels in, believing SELF-STYLED CITY LEADERS are above the little people’s public sector employment rules?

Watch this space …

BUNDRED BUFFOON LIES ON CV

Walsh

The city council’s not so new HR BOSS, John “Bedwetter” Walsh, described by his own staff as “a mentally disturbed twat”, was appointed in June after a year long stint working the post as an interim on a cool £750 A DAY. Bedwetter, however, has form in Bristol as he also worked as a HR consultant at the council in 2014.

“Recognised as an award winner for the quality of my work, my previous role at Bristol City Council was to lead the Transformation work to deliver £83M savings which was achieved within 12 months,” booms Bedwetter from his CV on Linkedin, which he uses to desperately try to grab MORE lucrative public sector consultancy work.

That’s impressive isn’t it? £83MILLION in savings achieved for Bristol City Council? How did he do that then? What award did he win? “I completed an assignment leading a major change project at Bristol City Council. Tasked with leading a 12 strong team to produce in year savings of £82M through restructuring over 120 service areas within the Council, the targets were delivered within timescales with all service areas being realigned to meet customer requirements,” he assures FUTURE EMPLOYERS.

Very impressive. Not least as Bedwetter’s not sure if he saved £82m or £83m. But when did he do all this amazing work in Bristol? Er, in 2014 implementing a major redundancy programme that was later the subject of an INVESTIGATION in 2017’s Bundred Report into crap financial management at the council.

Bundred says this about Bedwetter’s 2014 programme, “It ASSERTED that workforce reductions agreed up to that point would generate savings with a full-year effect of £21.023m but only £15.882m in 2014/15, £6.118m below the budgeted target.”

So, there NEVER was £83million of savings, just £21million and Walsh only delivered £15million of that. Achieving about 18 per cent of the savings claimed on his CV. Walsh then completes his spectacular LYING CV by claiming “Over 800 employees left the organisation but only 9 were made compulsory redundant.”

Not according to Bundred, “The original estimate was that to generate savings of around 15% of budgeted staff costs a headcount reduction equivalent to around 700fte would be needed. The ACTUAL ACHIEVEMENT being proclaimed as a success was 509fte.”

And even these redundancies failed to deliver much. Bundred says,  “A draft audit report issued to managers in November 2015 found that payroll costs HAD NOT in fact been reduced. Auditors believed posts were being deleted that had been vacant for a long time so there was no actual saving and when actual people were released they were often replaced by interims/contractors or casual staff.”

Why’s Rees put an incompetent fantasist who’s already failed once in charge of his HR service?

News Release: Bristol IWW defending whistle blowers and free speech in Bristol City Council

iww

In March 2018 a FW ( fellow worker) working in Child Protection for Bristol City Council (BCC) was suspended from his post. He was charged with issues under the code of conduct, and most of the first set of allegations against him related to a closed Labour Party Facebook page. The group are made up of labour activists, who regularly discuss policy and procedure in BCC. The FW was conversing with a union shop steward about the Walter Ayles anti-war artwork. This had been taken down after orders from BCC. But after an outcry, the Council had to apologise, and the artwork was replaced.The face book posting had been given to the council by Mayor Marvin Rees. Therefore, rather than just speaking to the labour party member, he tried to get them dismissed from their post in Child Protection. He also, by his actions, closed down a labour party face book group, and shut down free speech concerning BCC’s activities. Furthermore, he may have breeched rights of members under data protection legislation. All in all, Mayor Rees has attacked his own party members, and stopped them discussing his own policies. Hardly a beacon of democracy, and more will be forthcoming about this. Probably just prior to his reselection attempts.

Marvin failed to get the activist sacked for this, but then BCC forwarded more allegations, and tried to refuse our FW trade union support. The Head of Workforce, a Mr John Walsh wrote in an email, that the IWW secured, that the caseworker must be “shut down”. Hardly in line with the ethos of an open and transparent disciplinary process. Walsh carried on in his attempts to carry on with out the FW having representation, until BCC employed an expensive consultant. This consultant had to explain to Walsh that he could not do this, and also, he had to follow his employer’s own policies. This consultant even had to explain to Walsh what “will” meant, in the context of employment legislation; unbelievable when you consider that this person’s wages equate to a couple of libraries being kept open.

The other allegations revolved around a twitter account, held by the Bristol Citizen. The Citizen regularly criticises BCC’s officers, councillors and policies. The democratic Mayor and his officers cannot stand this and were determined to prove that our FW was the Citizen. One small problem, they did not have a shred of proof, not a smidgen, absolutely bugger all. Their main “proof” was that it was common knowledge in the Public Relations Office, and the Mayor’s Office, that the FW was the Bristol Citizen. Come the day they could not supply a single statement, or witness. The IWW contacted the Bristol Citizen, who did provide a statement, and some interesting information.

Whilst this incompetent mess could be seen as the council just being completely out of their trees. The FW does have some history with BCC. In 2012 he whistle blew that a six figure some was missing from Bristol markets. This figure could build a children’s centre, or similar. Rather than a full investigation, he lost his job and was lucky to be redeployed. To this day, the money is still missing and there has not been any disciplinary process, other than against the whistle blower. No other FWs in the council have had to put up with this level of incompetence relating to disciplinary. So we can only conclude that these bizarre allegations, and the victimisation that followed, were due to him being a whistle blower. He even phoned the Council’s whistle blower’s helpline, to get an answer phone, and no help.

Our FW is made of stern stuff though, and he had the support of the best Union in the world. After 8 ½ months on suspension. 15 allegations, the employment of 2 external consultants, and hundreds of officer’s hours, all at a great cost to the tax payers of this city. He won his hearing, as everything was unfounded. He will go back to his Child Protection role, supporting vulnerable children in our city. But, we are not finished. There are serious questions to be answered, both from the Mayor, but also Mr Walsh. He started by trying to deny the FW his trade union rights, interfered in the case, and even instructed the FWs witnesses not to engage. Furthermore, the Bristol Citizen tells us that he has history. He was involved in the sacking of several whistle blowers in Wakefield. The Citizen has tweeted this, and the IWW will be investigating further. We do not need these people in our City. We need proper, transparent public services, run by a democratic council. If they cannot do this, we will.

Steve Mills, National Case Worker, Bristol IWW

November 2018