Unite Viewpoint

April 2008 - Posts

• The truth about the Unite dispute at Grangemouth.....

  For the full story and the truth about the Unite dispute at Grangemouth click on the link below....... http://www.amicustheunion.org/Default.aspx?page=8338 Posted Apr 25 2008, 05:36 PM by Tony Burke with no comments

• Butler & Tanner - Print Week article

  Some readers may have recieved their Print Week magazine this morning, (Thursday) with the front page heading "You Strike - We Close" - a reference to the dispute between our members at B&T's and its owner Mr. Mike Dolan. This was one of the worst peices of journalism I have encountered in dealing with the press in many years. Not only was there little balance, it repeated - unchallenged - falsehoods against our members and Unite it also gave credence to a non-indpendent, company run ballot designed to intimidate our members. If you now read the web version of the article on the same story, you will note major differences and I am pleased that the editor saw fit to almost re-write the article. I am not going to comment further on the dispute which we are trying our best to resolve through ACAS and we will not rise to the increasingly bizarre comments from the owner of the company. Posted Apr 24 2008, 11:32 AM by Tony Burke with no comments

• Finnish Paper/Pulp Union and Employers reach pay and conditions deal.

  For information for Unite members in Paper Sector. This will also appear on Unite GPM Website and in e-bulletin soon. Paperiliitto, Finnish Pulp/Paper Industry Come to Amiable Terms Finnish paper/pulp union Paperiliitto the country’s Forest Industries Federation jointly announced a 34-month labour agreement, covering 22,000 workers at 70 pulp and paper mills. The new accord comes seven weeks before expiration of an existing agreement, with both sides commending the negotiations for meeting the challenges of the changing Nordic paper sector, while taking into account workers’ needs and development. “The agreement includes numerous positive changes in workers’ conditions of employment,” stated Paperiliitto President Jouko Ahonen. “One important goal of the agreement is to increase real cooperation at the confederation and local level. I also consider it positive that we were able to reach an agreement in good time before the expiration of the current agreement, without outside assistance and without confrontation.” The new deal will run from 1 June 2008 to 31 March 2010. Wage levels will rise annually by 4% each in the first two years. For the third year, an increase will be negotiated by the union and industry in an autumn 2009 set of talks. If the parties fail then to reach accord on the remainder of the pact, the agreement can be terminated. The pay system for Finnish paperworkers is being reformed in this collective agreement and their job security improved in the face of restructurings by the major paper companies. Workers made redundant due to financial or production-related reasons will be entitled to full pay for a paid-notice period, even if that worker gets a job with another employer. The re-employment obligation by companies for workers’ made redundant was extended from nine months – the applicable period by Finnish labour law – to 15 months, from the date of the employment termination relationship. Further, the employer is obligated to inform redundant workers of new vacancies for another nine months beyond that. Perhaps most importantly to Paperiliitto, is that terms and conditions for outsourcing and lay-offs remain unchanged. Paperworkers also gained a three-day sick period without proof of medical certificate, a first inside Finland’s industrial sectors. The new agreement allows for flexible work time if workers and employers, with union approval, agree to it on the local level. The two sides can also agree on regular 10-hour work days. The new pay system to be implemented will promote multi-skilled jobs. It provides opportunities, incentives and personal training for diversity of tasks, and for workers to acquire new competencies. This agreement was also achieved outside of Finland’s traditional tripartite incomes policy of employer association, national labour centres, and government, but leaves open the possibility to return to the national incomes policy in spring 2010. Toimihenkilöunioni TU, ICEM salaried workers’ affiliate in Finland, which represents white-collar workers in the pulp and paper sector, has currently just begun talks with the Finland Forest Industries Federation on a new labour agreement. That pact also expires 31 May 2008. Posted Apr 22 2008, 08:38 PM by Tony Burke with no comments

• Unite member wins £24K compensation from boss who "lost temper"

  A company boss who "lost his temper" and failed to abide by industry procedures with one of our Unite members is £24K worse of this week. Hereford based Print Plus boss Mark Adcocks sacked one of our members on the spot when he lost his temper over the supposed late delivery of a job. Mr Berrow, a highly skilled printer with 13 years exemplary service with Print Plus was told he was sacked following a disagreement with his boss, over the late delivery of a job. According to Mr Berrow the company had not been able to keep to the deadline due to lack of staff which Mr Adcocks had been warned about previously. This is a warning that small companies who treat our members unfairly will be met with an immediate and robust challenge. David Lewis, Union Regional Officer said: "Mr Berrow is a mild mannered man in his fifties. No one should be subjected to the shouting and physical intimidation that our member experienced from Mark Adcocks. "The award made by the chairman of the tribunal was increased by 20 percent due to the failure of the company to use either the printing industries own procedures or indeed the statutory procedures." Posted Apr 19 2008, 04:50 PM by Tony Burke with no comments

• CBI Survey says the lack of basic skills hits businesses.

  A new survey conducted by the employers organisation the CBI, of over 700 companies covering over a million and a half workers has shown that the lack of basic skills is hitting employers where it hurts - in their pockets. Highlights from the report published late last week says that 735 firms, employing 1.7 million people between them, identifies skills gaps in the workplace, reveals the skills employers value the most and spotlights how employers are now sourcing skilled staff with the qualifications. The report is striking because it shows that over half of employers (53 per cent) lack the confidence in their ability to find enough people with the right skills for their business. Basic skills - the ability to read, write and do arithmetic - are still a major cause for business concern. Two-fifths of employers had serious concerns about employees’ basic literacy and numeracy skills. On the literacy side, the main problems are not being able to write in sentences, spell correctly or use accurate grammar. On numeracy, the key issue is the inability to spot simple errors or rogue numbers. While most employers (63 per cent) described staff in high skilled roles as ‘good’, fewer did so for those in intermediate level jobs (43 per cent) and even fewer for lower skilled staff (35 per cent). Poor basic skills have a serious impact on customer service according to two-fifths (40 per cent) of employers, and lower productivity according to a third (34 per cent). Both issues have damaging implications for business performance and around a quarter of employers are now investing in remedial literacy and numeracy training. IT skills are also seen as weak, with over half of employers (56 per cent) concerned about the ability of existing employees to use computers. The skills of people already in the workplace are not keeping pace with the rapid development of technology. The 32 per cent of jobs currently requiring degree-level education is likely to grow, as the UK continues to move further to an economy built on high value services, high-tech and knowledge/creative based companies. This survey shows that employers want graduates who can communicate well and work as part of a team. Graduates’ positive attitude to work and good communication skills are seen as more important than the degree subject or result. By 2014, it is expected that the UK will need to fill over three-quarters of a million (730,000) extra jobs requiring highly numerate, analytical people with STEM skills, making a net total of 2.4 million of these jobs in six years’ time. Yet currently, six out of ten (59 per cent) firms employing STEM-skilled staff say they are having difficulty recruiting, and the low take-up of STEM subjects at university is a large part of the problem. There has been a 15 per cent fall in engineering and technology graduates (23,300 to 19,700) over the past decade. Employers are looking abroad to hire graduates. A third (36 per cent) of larger firms are recruiting from India and 24 per cent from China. Larger firms are twice as likely as smaller ones to be looking at the expanded EU, which includes states such as Poland, to hire people with degrees. Overall, a third of firms (35 per cent) say they will look to Europe in the next three years. The report shows that that a third of UK adults do not hold a basic school-leaving qualification – that is double the proportion in Germany. It also drew into focus that whilst the UK is producing 250,000 graduates every year, China and India are producing four million. The implications for our global economic competitiveness are clear. It is also clear that employers do not believe that going to university at 18 is the only route to success for young people. Around half of the employers surveyed offer apprenticeships, giving young people a chance to develop valuable vocational skills and have a strong start to a rewarding career. Many companies make sure their apprentices are able to go on to higher-level studies if they have the right attitude and ability. There is evidence that bureaucracy, cost, and a lack of suitable candidates are holding back greater business involvement, which the Government must tackle. Developing conversational ability rather than full fluency is what matters most when employers look for ability in a foreign language. Seventy-five per cent say they want this skill, which is about building rapport and shows business people abroad that UK firms are prepared to make the effort. The main demand is still for European languages, with 50 per cent wanting French, 49 per cent German and 41 per cent Spanish. As for the graphical industries - well, the survey provides a warning - again - to those employers who are refusing to offer any form training to their own staff. Employers in the print industry have a poor track record of training and we are disappointed with responses Unite has had to appraoches to sign up for learning & skills agreements with our union and yet they will be first complain about a lack of skills, skills shortages and productivity falls. In our industry we need more employers to take the up the offer to work with us to offer more training at work. At the very least they should show their commitment by signing up to the Government's Skills Pledge, but even that won't be enough. Posted Apr 19 2008, 04:03 PM by Tony Burke with 1 comment(s) Filed under: CBI Skills Pledge

• EWC Talks "a non starter"

  PersonelToday.com reports on the non-discussions between BusinessEurope and the ETUC stating that they talks are a non starter - see my posting at the beginning of the week. For those Unite members who are EWC reps this is an important issue, notably as there is a real need to strengthen the legislation in the light of recent developments at companies such as Nokia who have closea plant without even consulting with the EWC and also in the graphical industry and the problems surrounding Quebecor. Despite demands from their EWC QW management in Europe have not met with the EWC to discuss the problems in the company. Works Council Directive revision talks fail to get under way 15 April 2008 11:13 Talks aimed at securing a revision of the Works Council Directive have collapsed before they even had a chance to begin. Union umbrella body the ETUC refused to start discussions with employer representative Business Europe - because the parties could not agree on a date to finish talks. Business Europe is understood to have wanted a longer period for negotiations, concerned that fast-tracked changes to the directive would leave trade unions with unreasonable powers. The ETUC said in a letter to the European Commissioner for Employment this week: "Unfortunately, it was not possible to agree with Business Europe on a concluding date for any talks, nor reach a robust understanding on substantial amendments to the directive as outlined in the consultation document. "Under these circumstances, we are not ready for negotiations within the framework of the social dialogue, and we count very much on you that the commission will present a revised directive in early June." The Works Council Directive became law for EU member states in 1996, requiring multinational firms to establish works councils as a means of negotiating with staff on international issues. In February 2008, the commission published a consultation on a revision of the directive. This document proposed extensions to the powers of works councils. Employer group Business Europe subsequently wrote to the European Commission signalling its willingness to negotiate on ways to make the councils more effective. But the ETUC declared its determination to secure a quick agreement. Unable to convince employers of the need to do so, it has put its faith in the commission to make changes. Posted Apr 16 2008, 07:36 AM by Tony Burke with no comments

• Editorial Response.....

  Following on from the editorial in Print Week April 10th in which Unite appears to have a policy of "strike first and ask questions later" naturally, we obtained the right of reply. I am assured that my response will appear in this weeks Print Week, however, not that I distrust anyone - here is the full response. I look forward to reading Print Week later this week!! Josh Brooks’ editorial in Print Week (April 10th), “Why strikes should be a last, not first resort” was naive and based on a lack of understanding of what happens when union members decide they have no choice but to ballot to take industrial action. The editorial painted a picture of the printing industry plagued by 1970’s styled industrial action, which is far from the truth. Equally, the analogy with the situation in France is laughable – employment legislation in France is entirely different to the UK - there maybe a culture of “strike first and ask questions afterwards”, but French law allows workers (union members or not!) to strike, without legal consequences. Also France has just 7% union density! Lets set the record straight as far as Unite and the UK are concerned. In the UK graphical and paper industries we have long established dispute procedures, in national and local agreements - which Unite fully honours. If a chapel has a dispute with their company, the matter is initially dealt with at chapel level. If it can’t be resolved locally, the matter is referred through to the branch/region involving a full time union officer. If the matter cannot be resolved at branch/regional level, it is referred to a National Officer of the union. These meetings may also involve an employers federation if they are members of that federation. These steps can take upto 21 days and sometimes take longer – so no rush to arms there then? Only after the three stages have been completed does the matter go into the legal balloting process on the question of industrial action. To start this process, a union has to give written statutory notice to an employer of the intention to ballot the membership on the question of industrial action. We are required by law to identify those members who will be balloted. In Unite the balloting process is conducted by an independent scruitineer and members take part in a secret ballot, with ballot forms sent directly to their home address. Unite checks all members’ addresses and data to make sure ballot forms go to the correct address and that appropriate members vote. Because of extensive shift working and new shift patterns in our industry, the actual ballot process may take over two to three weeks to conduct. We then have to give notice to the employer of the result and that members intend to take industrial action and what form that action will take. In the case of one of the disputes mentioned (now happily resolved) the industrial action ballot process took almost 2 months. So, again there is no strike first - ask questions later! Industrial disputes in the printing industry are few and far between. Disputes are created, not by militant or intransigent chapels (or officials) but by companies who either don’t or won’t listen to the views of their workforce; or by companies trying to force changes that are unacceptable and unworkable or by making increasingly bizarre allegations against the workforce, officials and our union. Sometimes employers actually galvanize our members and make them even angrier! Our members are fully aware that in the event of industrial action taking place, a company may lose customers; work could be placed elsewhere or a company could close. In the end it is our members who decide if industrial action is necessary and they only do so when all else fails - and as a last resort. They know all the options and the consequences. Whatever the case, Unite will support our members when chapels feel they have been wronged, or when companies unilaterally tear up agreements or attack pay and working conditions. Unite needs no lectures on disputes, industrial relations or the state of the industry. Our record of being a stabilising and progressive force in the print industry; of working for the benefit of our members and working with employers and their organizations is exemplarily. If Print Week wants to spend time with us - in the real world of industrial relations in the industry, you are welcome anytime. Reply from Tony Burke Unite Assistant General Secretary Posted Apr 15 2008, 11:30 PM by Tony Burke with no comments

• ETUC Say Talks On EWC's "Not Practical"

  Following my posting on April 4th regarding the revsion of the EWC Directive and the decsion by the main European employers bodies to open negotiations with the ETUC, today the ETUC has said it has concluded "After intensive contacts with both BusinessEurope and the European Commission on the question of the revision of the European Works Council Directive, that it is not practical for negotiations to commence within the framework of the social dialogue". "This is because there would be insufficient time for both negotiations and for the issue to be dealt with in the lifetime of this Commission and Parliament. Furthermore, it has not been possible to identify a realistic basis for agreement on certain key issues on which there have been, and are, fundamental differences with BusinessEurope. For these reasons, social dialogue talks in the current circumstances are impracticable". Said General Secretary John Monks: “The ETUC prefers to try to resolve problems through the social dialogue, but given the time constraints and the depth of differences with the employers over European Works Councils, it is not practical to expect talks to succeed in a short period. We are therefore calling on the Commission to follow up its consultation document and act decisively both to strengthen European Works Councils and worker and union participation. We are also calling on the European Parliament and the Council of Ministers to support our position.” This means that the Commission may now revise the Directive and in effect impose changes to strengthen tEWC's...Lets hope so! As posted on April 4th, there are around 40 EWC's in the graphical, paper and packaging industries in the EU. For more information check out http://www.etuc.org/a/4867 Posted Apr 14 2008, 01:26 PM by Tony Burke with no comments Filed under: EWC ETUC

• Brussels and Back

  A group of Unite FOCs/MOCs/Shop Stewards from the Grapical, Paper & Media Sector has visited Brussels this week for a two day study tour. The purpose of the study tour was to get a better understanding of how the European Union works, its institutions and to get a greater understanding of European employment legilsation and how it effects workers and unions in the UK. The group consisted of 20 reps from large and medium sized print, packagaing and newspaper companies along with staff from the Unite Brussels office and for one day myself. The two days were very busy with meetings commencing with Eveleyne Pichot from the Employment and Social Affairs Affairs DG who spoke at length about the current situation in relation to legislation including the reviews of the EWC and I&C legislation and a good friend, General Secretary of the European TUC John Monks who gave a presentation of the the recent European Court of Justice rulings which will have a big impact on employment law in the UK - the cases are known as Lavel, Viking and Ruffert - all of which will become of interest to trade reps and activists as well as employers and HR specialists -I won't go into detail here but will no doubt post stuff on them at some point this week. John also explained the work the ETUC is doing on these judgements and on the Agency Workers Directive, the EWC revision and the I&C revisions. Other speakers who gave an insight into the current workings of the EU and Commission included MEP's from the UK and Ireland and representatives of the the European trade union confederations from Union Network International Graphical (Nicola Konstantinou) and EMCEF, (Reinhard Reibsch). The second day consisted in meetings with other EU officials and MEPs and a visit to see the Parliament in action. It is intended that the group will produce reports for their own local regions/branches and also a national report. To see Unite's comments on the Ruffert case visit: http://www.amicustheunion.org/default.aspx?page=8247 Posted Apr 11 2008, 07:57 AM by Tony Burke with no comments Filed under: EWC ETUC Uni EMCEF

• Observer Article On Union-Busting In The UK

  This weekend's Observer newspaper carries an article on the activities of US union-busters The Burke Group (no relation I can assure you!). The activites of this "union avoidance" outfit in the UK came to light a few years back when they were hired by a number of companies to break-open union organising campaigns. They are currently running a campaign against a CAC recognition claim at Cable & Wirelsss by the CWU. More recently they were involved in the then TGWU's campaign to gain recognition at Flybe, which the TGWU won and at Kettle Chips (the snack food company based in East Anglia) where the workforce voted against union recognition. More recently, a report for the TUC by John Logan at the LSE highlighted the extent of the Burke Group's involvement in union busting in the UK. I first encountered them (or rather didn't!) when the GPMU were organising Amazon at Milyon Keynes in 2001. During the campaign to recuit Amazon employees and agency workers, the company took an aggressive attitude, sacked key activists and ran their own ballot using guys that we thought had been brought in from the USA parent company. We had never faced this level of serious professional resistance before - quoted by the report's author's. Two industrial scholars who studied the campaign – who, like the the GPMU, were unaware that TBG orchestrated the anti-union drive – stated that Amazon had run a “sophisticated” and “classic US-style anti-union campaign, based around five key elements: leadership style, supervisory activity, rewards, coercion and new forms of employee representation” (Kelly and Badigannavar, 2004). But the campaign was not only “US-style” – it was orchestrated by TBG consultant Brent Yessin." We are a lot wiser in dealing with recogntion claims nowdays and can spot the signs. In the Cable & Wirless case the CAC has commented that: 'it shares the union concern that the Burke Group has an unfortunate track record'. Although the CAC process was strengthend there are still loopholes that union-busters can use to intimidate and pressurise workers into voting against a union in the ballot process. These loopholes need closing and companies such as TBG and others should be told they are not welcome in UK industrial relations. The full Observer article can be read at: http://www.guardian.co.uk/politics/2008/apr/06/tradeunions Posted Apr 06 2008, 12:23 PM by Tony Burke with no comments Filed under: Obsever GPMU

• Protest at the murder of Leonidas Gomez Rozo

  April 8th will mark one month since the murder of Leonidas Gomez Rozo, leader of the National Union of Bank Workers of Colombia (UNEB). Unite is doing all it can to highlight the murder and assassinations of trade unionists in Columbia, a nation where 2,574 unionists have been murdered in the past two decades. In conjunction with Uni Global Union and LabourStart, Unite is trying to keep the pressure on the Colombian authorities, therefore Uni Global Network, Unite and LabourStart would like each of you to send a message to Colombian embassies around the world. Please send this message today and during the rest of the week. To send the message please click on the following link: http://www.labourstart.org/cgi-bin/solidarityforever/show_campaign.cgi?c=352 Posted Apr 05 2008, 01:26 PM by Tony Burke with no comments Filed under: Columbia Uni

• New Corporate Killing Laws Comes Into Force On Sunday

  The new law covering corporate killing, come into force on Sunday. Whilst the new law is to be welcomed, Unite and the TUC have argued that the legislation does not go far enough. Tony Woodley Unite Joint General Secretary said: "Unite has been at the forefront of this campaign for a new law on corporate manslaughter. The new act has been so long in coming that it is difficult not to welcome its arrival but unfortunately the new legislation does not go far enough. "Although it does create a new homicide offence that should make it easier to prosecute companies, individual directors or senior managers will still not be held responsible for health and safety failures that result in the death of either their employees or members of the public. We believe that individuals found guilty of gross breaches that result in people's unlawful death need to face stiffer personal penalties including imprisonment, larger fines and disqualification." TUC General Secretary Brendan Barber commented: 'Too often in the past senior executives have been taken an overly casual approach towards the safety of their employees. The catalogue of avoidable workplace deaths in recent years has highlighted in stark terms the need for a new law and for a change of attitude from those at the top of British companies. 'Although unions would have preferred to see the new law make individual company directors personally liable for safety breaches at work and for it to have introduced tougher penalties against employers found guilty of workplace safety crimes, we hope the Corporate Manslaughter Act will see the start of a change in the safety culture at the top of the UK's companies and organisations. 'The new law would be tougher if it were accompanied by a new legal health and safety duty on directors and a requirement on companies to report annually on their workplace safety culture.' Posted Apr 05 2008, 07:23 AM by Tony Burke with no comments Filed under: Brendan Barber Tony Woodley

• Euro Bosses Agree To Talks On EWC Revision

  European employers organisations, BUSINESSEUROPE, UEAPME and CEEP have advised the European Commisioner for Employment, Social Affairs and Equal Opportunities, Vladimir Spidla of their decision to negotiate on the revision of the European Works Council (EWC) directive, which until now they have refused to do.  In a letter to the Commisioner BUSINESSEUROPE, UEAPME and CEEP said they would now address the issue and that they are looking forward to the opening of negotiations on European Works Councils. In response John Monks General Secretary of the European Trade Union Confederation (ETUC) welcomed the decision.  “Our main objective is to see action to revise the directive during the lifetime of this European Commission and this Parliament,” said John Monks. “We are ready to negotiate but only on a basis which includes a tight timetable and a quick conclusion to the negotiations. We will be following this up next week with the employers and the Commission.” Unite Assistant General Secretary Tony Burke said Unite has been pressing for revisions of the EWC directive, notably on strengthening information and consultation, communications, takeovers and mergers and on the issue of transnational collective bargaining. There are approximately 40 EWC agreements in place in the European Graphical, Papermaking, Packaging and Publishing sectors including companies that are UK based or have UK sites. These include Polestar, De La Rue, Chesapeake, SCA, St. Ives, Alcan, Reuters, Kappa Smurfit, CPI, Kimberley Clark and many others. Posted Apr 04 2008, 09:09 PM by Tony Burke with no comments Filed under: EWC ETUC

• One dispute settled - One dispute pending, and BPIF Pay deal goes through.

  As the week ends, I am happy to report that Unite's dispute at web-offset printers Pindar's has been settled. Unite members had voted to take industrial action, however a settlement was reached to the satisfaction our chapel and the company. The dispute was over a dedision by Pindar's to delay an agreed wage rise from October last year to May this year. A joint statement from Unite and Pindar said: "Since the ballot of the 160 Unite Union members in mid-March, the Union representatives and the management of Pindar Graphics have been in further talks to find a mutually agreeable compromise. A compromise was reached on Friday 28th March and all threats of industrial action have now been withdrawn. "The company and the union will to work together to continue delivering the world class service to its customers in the UK, Europe and the USA." However, at book printers Butler and Tanner's in Frome, MD Mike Dolan has intervened to scupper a settlement to a dispute over changes to pay and conditions. Mr. Dolan has re-written the terms of a settlement and added a variety of further cuts to elements of pay, conditions and working arrangements. This week Mr. Dolan also tried attempted to drive a wedge between our chapels and the union (see Print Week's article this week) but a ballot for industrial action at B&T's is now going ahead. Member's now have until 14 April to vote in a secret ballot conducted by an independent scruitineer. The BPIF Pay Deal was accepted in a ballot vote of the membership working under the agreement by a margin of 3 to 1. The pay deal kicks in on April 24th. Chapels have been notified and the BPIF have notified their members. Posted Apr 04 2008, 08:15 PM by Tony Burke with no comments

• Some welcome news at Prinovis, a warning on skills and a dispute at B&T's.

  Two pieces of good news for the middle of the week and a pending dispute with Butler & Tanner's. First off as you may have seen in Print Week already Unite has signed a recognition deal with Prinovis in Liverpool. The news item can be found at : http://www.printweek.com/news/799043/Unite-seals-voluntary-union-recognition-deal-Prinovis-Liverpool/ Secondly Government Skills secretary John Denham has told government departments to ensure their suppliers sign the "skills pledge". Denham told delegates at the 'Civil Service Live' event in Westminster that the move is essential to achieving the aims set out in the Leitch Review. Leitch warned that if not enough organisations had signed the pledge to train all their employees to Level 2 by 2010, such training should be made compulsory. Denham will say: "All central government departments have signed the skills pledge, but that is not enough. Private companies with good training records look beyond their own workforce and understand that their suppliers are as important to their success as their own staff. The public sector employs one-quarter of this country's workforce. Add those who supply the public sector and we are talking about a real opportunity to build the skills base." So - print companies who have or are looking for Government print contracts will have to sign up to the Skills Pledge. Seeing that few in our industries have done so, things might get interesting! Finally, a return to Butler & Tanner, where there is a pending dispute following the intervention of Chairman Mike Dolan who has again intervened to scupper a settlement to a dispute over changes to pay and conditions. Mr. Dolan, the Chairman of Butler & Tanner Printers has re-written the terms of a settlement secured by our chapel officers prior to the weekend and added a variety of further cuts to elements of pay, conditions and working arrangements. Our members are angry that Mr. Dolan, has also introduced changes to the established consultation and representation procedures that exist to protect employees at the plant from arbitrary management decisions. He has also threatened the plant with administration and its’ workers with redundancy. Unite National Officer Ann Field, says: "We have suspected all along that the company would find reasons not to make a settlement with the union but overturning agreements made in good faith and shifting the ground every time an agreement is reached is not the way to conduct good relations with the workforce. "Butler & Tanner’s management has also attempted to threaten our members with company closure. Unite will support members in their fight to protect both their jobs and employment conditions." Unite will ballot our membership at the company on taking Industrial Action. Posted Apr 02 2008, 07:29 PM by Tony Burke with 1 comment(s)