Tag Archives: Tom Merchant

TUPE TRANSFER WATCH #1

THE REVEREND’S ATTEMPT TO OUTSOURCE VULNERABLE CLEANING AND SECURITY STAFF TO BRISTOL WASTE GOES NUCLEAR DURING HR CONFLAB

HR meeting
Handsworth Parish Council talk HR

The passing resemblance of last Thursday’s HR Committee Meeting of Bristol City Council to a Handsworth Parish Council Zoom session wasn’t just down to useful-idiot HR Director Mark “Bashar” Williams’ accidentally misinforming himself over whether or not he was still paying Colin “Head Boy” Molton the second highest local government salary in the country.

The meeting also had a special ‘Chair’s Business’ section dedicated to Director of Workforce John “Bedwetter” Walsh’s half-arsed plan to outsource his low paid council security and cleaning staff to Bristol Waste to save money.

It was this issue that had barking Tory nutjob Councillor Richard “Bunter” Eddy telling Bedwetter that his description of the outsourcing proposal was “worthy of Dr Goebbels and the Third Reich.”

The comment drew a weak Claude Rains impression from Bedwetter as he attempted to feign shock at being branded, on the public record, as a liar by a senior councillor. It’s also noteworthy that staunch right winger, Bunter managed to outflank the Reverend Rees on the left with his views on this outsourcing issue,

Bunter’s comments came partly in response to Bedwetter’s ludicrous claim that the staff he had formally consulted were entirely in favour of a move to Bristol Waste and Bedwetter didn’t recognise Bunter and the trade unions’ version of events.

Versions outlined in a series of public statements and comments to the meeting. Bunter said that the staff he had spoken with were “scared and mystified” and were “terrified of losing their job” if they spoke directly with councillors or made public statements, as is their right, at council meetings.

The GMB told the meeting “Not one member of BCC staff … has expressed a wish to move across” and “the vast majority, many of whom are long service, wish to stay with BCC”.

Unison’s Tom “The Red” Merchant got even more to the point. He told the meeting, “The affected staff are very angry indeed over this and we don’t see why we should be shielding anyone from what is an understandable disaffection on the part of our members”

Tom the Red was also bemused that Bedwetter had managed to consult with cleaning staff, many of whom did not speak English and require an interpreter for Unison to be able to speak with them. He summed up, “staff who face transfers feel like they are bought and sold like cattle and though this phrase really upsets HR it is how the staff feel and I don’t see why I should be shielding the organisation from this level of disappointment from so many staff.”

Who’s telling the truth then? Bedwetter or the unions and councillors? One way to find out could be to read Bedwetter’s formal “best practice in consultation” document. It’s published with cabinet papers about the outsourcing and is scheduled to be rubberstamped by the Reverend and his Labour Cabinet next week.

Bedwetter’s consultation report is just one page long and while it goes into some detail about the process Bedwetter used to consult staff (which didn’t include using interpreters), there’s no mention anywhere about what staff actually said about his proposed transfer.

It’s an odd omission for a consultation report to have no content. It also means Bedwetter is unable to provide a shred of evidence, despite having apparently canvassed their opinion in a month long formal process, to back his claim that staff he has subsequently tried to gag are in favour of his plan.

Who should we believe? Notorious Director of Workforce, John “Bedwetter” Walsh, called out at the meeting as a liar and unable to produce written evidence from his own consultation for his self-serving claims, or councillors and elected trade union officials who directly represent the workers in question?

Chair of the meeting, limp Rees brown-noser and University of Bristol PhD perpetual student prat, John “Welly” Wellington, did manage to apologetically squeak at one point, “I don’t think you’re a liar John.”

Although the Labour Councillor for Windmill Hill, who’ll be quitting in May after a futile term of unquestioning loyalty to the Reverend’s right wing crap, didn’t offer any explanation as to why Bedwetter had attended his meeting and talked his typical brand of bollocks.

But let’s leave the last word to professional Lib Dem gobshite Councillor Gary “Hefty” Hopkins who told Welly’s HR meeting, “I don’t believe a word of what’s been presented to us by the management side.”

LEAKED DOCUMENT: UNION SLAMS REES ADMINISTRATION FOR SHIT EMPLOYMENT CONDITIONS

More problems for Bristol City Council’s beleaguered and failing Director of Workforce, John “Bedwetter” Walsh?

However, as further oppressive practices and anti-union activity against council staff by Tory-boy bully boy Bedwetter and his HR team emerges, a question arises. Is Bedwetter actually the Reverend Rees and his administration’s personal workforce enforcer? Employed on a handsome six-figure salary to shaft the council’s workforce?

The evidence from a leaked letter from Unison suggests Bedwetter is no maverick looney but, instead, is implementing an agreed suite of right wing employment policies on the instructions of his political masters. Read this letter to Labour councillors from the Secretary of the Bristol Branch of Unison and weep:

Dear Councillors 

It is a matter for regret for me that the links between this council’s senior union branch and the city’s Labour Party are as wafer-thin as they are and I suppose it is not going to get better anytime soon. However, in the hope of getting a better deal for our members, I still need to try to steer discussion to somewhere that coincides with our priorities and matches your aims and objectives. Here are some matters of concern for us.

 Sick Pay 

Yes, we are setting up some sort of work programme with Helen regarding the sick pay situation for care workers that work for organisations contracted by the council. The latest news on this was welcome. However, the mere fact of outsourcing has at best coincided, and at worst has led to, reductions in what we think are basic protections for staff who, ultimately, work for an organisation that is led by the Labour Party.

So, regardless of efforts to improve the sick pay for care staff we still have Bristol Waste who mostly do not receive occupational sick pay (some might have it because of TUPE) and who have suffered loss of pay over this trying period. Some are scared rigid putting themselves in danger each day; and we now see further moves to set up arms-length organisations (or contract out) where terms and conditions are pegged only to legal minimums. 

Outsourcing Agenda 

There seems to be an accepted view that the public sector cannot run services as efficiently as arms’ length companies and contractors. We disagree with this. But even if we accepted your privatising agenda there should be no reason to suppose that a Labour administration making these decisions would not protect and uphold decent standards for those organisations’ staff.

We stand for public services delivered by local government and it is within local government that decent standards can be maintained for staff (notwithstanding the problems being faced by council staff). In English law, labour protections are so small and regulation is so light that organisations that proudly say that they are upholding legal standards are really only upholding basic just-above-poverty entitlements.

The unions have struggled to lift people from poverty but there is a constant traction that draws wages down to minimum wage and reduces other benefits such as redundancy pay to statutory minimums. Management made an “offer” two years ago whereby we saw no tangible offer to compensate us for a loss of redundancy pay. We balloted and rejected it, but we shouldn’t have had to if there had been someone at a senior level who was prepared to stick up for ordinary staff. Decent redundancy pay does two things: it compensates the staff member and makes the employer think more carefully before letting people go, which is what we in the Labour movement should be supporting, not undermining.

Our staff are frustrated because they know they can deliver in-house (they already are) and are worried about being spun out to another third-party organisation where the risk of failure can appear as likely as it was before. Please see my points about outsourcing and sick pay above. UNISON remains opposed to TUPE transfers and outsourcing. This position was not decided on by this branch but by conference and is the national position of the union. 

Staff Appeals 

It is not my place to put pressure on you to find someone not guilty but I respectfully request that you listen to the evidence and make a just decision. I have, however, been placed in farcical situations that were unjust. The last time was before three Labour councillors.

Under the heading ‘appeals’ ‘what you can do in the hearing’ on the Acas website is ‘present new evidence if you have it’. It can be found here for you to check for yourself: https://www.acas.org.uk/appealing-a-disciplinary-or-grievance-outcome#:~:text=The%20right%20of%20appeal%20and%20the%20law%20The,them%20if%20the%20case%20goes%20to%20employment%20tribunal.

It goes on to say that employers should “look at new evidence, if there is any”. Unfortunately, Bristol City council’s position is that new evidence is not allowed at appeals and this was upheld by three Labour councillors – a position that is below the basic standards of Acas. It is fair to say I was taken aback. If we are not allowed to present new evidence what is the point? 

Breach of Contract 

With a section of our surveyors, management freely entered into a new contract, in writing, with our members to pay a ‘market forces supplement’ for between one and three years. A few months later, they then withdrew from that contract, which of course we are unwilling to allow them to do. We, alongside Unite the Union, have entered a dispute with BCC.

Management realising that this may end up in county court seem to have consulted a solicitor or two who know that they may be allowed to argue that three months wages is the award for breaking a contract such as this. We argue that it has a fixed term (at least one year) and we will see who wins.

In the meantime this places BCC’s commitment to honour its agreements in doubt. Again, it is not my role to press you to make decisions, but I want you to know that BCC is not a playground utopia for hard-leftists (as it is presented, I am told) but a battleground over basic bourgeois rights such as upholding a contract of employment. 

Unilateral Policy Changes

I have been arguing for months now that BCC needs to put its policies back to the last position where it was agreed with the unions. HR are attempting to reduce our employment rights further. Management have insisted that none of this is part of our contract and they can do this but when it coincides with dismissal (and other matters such as appointments) then we have insisted it is and they can’t.

None of this is minor: the sickness policy now says that you no longer have to be taken through the warnings consecutively – they can jump straight to the last stage (and dismissal) if they want. And there are no longer minimum periods for consultations.

We recently saw a one-week consultation that led to a contract change, which means restructures can be rushed through. There are many more minor changes that staff relied upon to get fairness at work. I can’t find anyone who will admit to okaying any of this so why is it still up? 

Conclusion 

The number of complaints I have are much greater than what I have set out above, but further matters will have to come later. It is fair to say, I can’t understand why our members are under attack like this but we are now going to start campaigning over these issues. 

Thanks, Tom Merchant, Branch secretary, Bristol UNISON  

BRISTOL UNISON ELECTION: BACKSIDE BLASTS ROBBO

PANIC is breaking out at the South West regional branch of Unison following the hasty RESIGNATION of their Bristol Branch Secretary, Steve “Backside” Crawshaw after he was exposed in The BRISTOLIAN cutting a SECRET DEAL with the Rev Rees to help smoothly deliver controversial staff cuts at Bristol City Council with a minimum of trade union opposition.

Backside actively tried to make his sleazy deal with the Reverend while joint trade union Employee Side Secretary at the council, crudely EXCLUDING the council’s other trade unions and his own membership from these secret discussions. So it’s hardly surprising everybody’s lost faith in him and he’s slithering back to his protected £30k plus sinecure in the council’s bent property department.

An ELECTION is now underway for a new Bristol Branch Secretary, which pits a traditional left winger -Tom “RED ROBBO” Merchant, who wants to openly OPPOSE the Reverend’s stupid and brutal £110m Tory cuts programme – against a right winger, Jane “Wet” Carter – who wants to focus the branch’s attention on a load of middle class EQUALITIES bollocks for the next few years.

The election – and the simple choice it offers between traditional trade unionism or a load of useless liberal shite – appears to have thrown Backside’s Labour Party handlers at Unison’s regional office in Wine Street into something of a meltdown. So they INSTRUCTED Backside to urgently email out to members “in a personal capacity” to support the useless but Labour and Reverend-friendly Wet Carter.

Hapless neo-liberal jerk, Backside, has COMPLIED with his Labour Party handlers instructions to the letter. Because an absurd email, listing all the skills he believes a union branch secretary requires, arrived in Unison members’ inboxes. Accompanied by Backside’s view that Wet Carter “embodies, and can demonstrate, all these characteristics”. (Fancy that!)

Backside selflessly reveals his views on Red Robbo in his email too. “I cannot strongly discern the qualities listed above in Tom Merchant,” sniffily explains this inadequate sell out who has had to QUIT after conduct so DISREPUTABLE it’s resulted in local trade unionists’ total loss of confidence in him.

Backside finally advises his Bristol members, “to use your vote wisely and advise other members accordingly”. We concur with Backside entirely. Use that vote wisely Unison members. Do you want an ACTUAL TRADE UNIONIST fighting for your job and the services you run or a right wing APOLOGIST for huge cuts who will help make you redundant and trash local public services while creating a first draft transgender bathroom policy?

The choice is all yours comrades …

 

That email in full:

FROM: Steve Crawshaw
SENT: 27 January 2017 15:40
TO: Steve Crawshaw
SUBJECT: Branch Secretary Election – Bristol UNISON

Dear UNISON member

As you may know, I am stepping down as Branch Secretary after 3 years in the post as I have been asked to return to my substantive role in the council. There will now be an election for the role, and two candidates are standing. I am writing to you in a personal capacity to set out my views as to the merits of the candidates in terms of their
suitability for the role.

The position of Branch Secretary requires specific personal characteristics. In my view these are: sound judgement, resilience to stress, empathy, critical thinking and determination. As well as being the lead negotiator in the branch, they are also a manager and employer of a team four staff, so strong management skills are necessary. They need to be able to marshal an argument and communicate clearly. They need to think be able to think strategically, but also be prepared to pick apart a document in detail and respond to complex proposals intelligently. Importantly, they need to work with activists, members, employees and regional officers as part of a cohesive team. The branch secretary needs to understand and accept the organising principles in UNISON, where we empower members rather than service and put equalities at the heart of our practice.

In my view, only one candidate, Jane Carter embodies, and can demonstrate, all these characteristics. I will not repeat the text of her election address, but I can endorse all of what she says in it. She has a track record of running a large branch and I have been impressed with all the work she has done in our branch.

Unfortunately I cannot strongly discern the qualities listed above in Tom Merchant.

Bristol UNISON is the largest trade union branch in the South West and the largest union in the council. I believe we have a good reputation with members, employers and in the region. It is important that we maintain this to protect our members’ jobs and T&C’s. Having a strong and competent leader is a vital part of this, so I would encourage you to use your vote wisely and advise other members accordingly. The ballot materials will be sent shortly.

Kind Regards

Steve Crawshaw