bfawuFBU Logo JPEGnapo logo2nujNEUlogo


The POA have reacted angrily to the statement by Secretary of state David Gauke, that was released on 22nd April 2018, in relation to the recruitment figures of Prison Officers. In a much-heralded report the Secretary of State announced that HMPPS had surpassed the target of recruiting 2500 additional Prison Officers by the end of 2018 and had in fact to date recruited 3111.

POA National Chair Mark Fairhurst commented:

“This announcement totally misleads the public and does not highlight the true facts behind Prison Officer recruitment. When the recruitment drive began in 2016 HMPPS had 1500 Prison Officer vacancies and during 2016 and 2017 a total of 3254 Prison Officers left the job. Our employer’s own statistics demonstrate that when the much needed 3111 recruits are taken into account we still have a significant deficit of Prison Officers. Furthermore, we have lost in excess of 7000 frontline staff since 2010 and it is vital that this figure is replaced. Attrition rates in some areas exceed 30% and it is becoming apparent that more and more experienced staff are leaving the Service. The retention of staff is a massive issue and we need to encourage staff to stay in the service by offering higher starting salaries, consistent above inflation pay rises, a return to a retirement age of 60 and the protective measures in place to address violence.

Only then can we start to avert the crisis we find ourselves in. Whilst we welcome the recruitment drive the public should be told the true and accurate picture instead of the smoke and mirrors approach of government”.

If this recruitment campaign is so successful the POA expect an end to detached duty which sees on average 200 staff per week working at establishments that are apparently having difficulties recruiting. If this announcement is accurate then there are no recruitment difficulties and detached duty must end with immediate effect.

The POA are also aware that the employer expects to lose up to 1800 Prison Officers in 2018.

RMT confirmed that it will be holding a national protest outside Parliament on Weds 25th April at 11.30 at Old Palace Yard, London, SW1P 3JY (Opposite the Palace of Westminster and in front of the George V statue).

The rally coincides with the 2nd anniversary of the start of RMT strike action on Southern against Driver Only Operation and in defence of keeping the guard on the train. Since the initial dispute began on Southern, RMT members on Northern, Merseyrail, Greater Anglia and South Western Railways have also taken strike action in opposition to the assault on jobs, safety, security and accessibility.

After the protest a meeting will be held in Committee Room 10 of the House of Commons, with speakers including RMT General Secretary Mick Cash, Shadow Transport Secretary Andy McDonald MP, Shadow Rail Minister Rachael Maskell MP, Dan Carden MP, Matt Wrack (General Secretary, FBU) - and Shadow Chancellor John McDonnell (tbc)

RMT General Secretary, Mick Cash said:
“The sheer grit and determination of our members on Southern, Northern, Merseyrail, Greater Anglia and South Western Railways to put public safety before private profit over the past two years is a credit to the trade union movement and the communities they are standing up for."

“We will be demonstrating outside Parliament to show that we are as determined now as we were two years ago – when the first dispute started – to defend the role of the guard on the train and the basic principles of passenger safety and accessibility.

“RMT has successfully secured agreements in both Wales and Scotland that lock-in the guard guarantee and if it’s good enough for Wales and Scotland to put safety and the role of the guard centre stage then it should be good enough for the rest of Britain as well.”

Women in the media industry are losing out to men in pay, with their male colleagues earning more, occupying more senior roles and receiving bigger bonuses, the government gender pay reporting service has revealed.

The figures have laid bare the yawning gap between the sexes in the media and publishing. They have shown why greater transparency is needed if workplaces are to address this differential and unions are able to negotiate fairer pay systems. The union is encouraging chapels to carry out their own pay audits to find out how pay is distributed across staff, including by age, ethnicity, length of service, progression and their access to flexible working.

The disparity in pay is not because women are less well qualified or fewer of them enter the industry. Yet, it is overwhelmingly men who occupy the top-paying roles.

Prime Minister Theresa May chose the Daily Telegraph to write about the new gender reporting rules. She said: "By making this information public, organisations will no longer have anywhere to hide. We will have established a baseline from which to hold them to account in the future. Shareholders and customers will expect to see improvements, and will be able to hold organisations to account if they fail to achieve them."

The Telegraph has one of the highest gender pay gaps in the media, with women getting paid 35 per cent less than men on average. Almost three-quarters of the Telegraph's highest-paid staff are men, with women making up 61.6 per cent of the bottom quartile. Men received bonuses of almost twice those paid to women on average. Chief executive Nick Hugh said he was committed to reducing the pay gap disparity to zero by 2025.

News UK, which includes The Times, Sunday Times, TLS, the Sun, Sun on Sunday and the organisation's commercial operation reported a mean gender pay gap of 15.2 per cent (22 per cent median). Men make up 72.3 per cent of the top pay quartile. At the Sun, the pay gap was 24.8 per cent (mean) and men occupied 83.6 per cent of the top quartile. At talkSPORT the mean gender pay gap was 15.1 per cent, with 71.4 per cent of men with the best-paid jobs.

The Economist Group revealed a mean gender pay gap of 32.5 per cent; in its top pay quartile there are 76 per cent men and 24 per cent women. The publishers Hachette posted a 30 per cent pay gap (mean) between men and women on the government website.

Companies are not required to give any explanation of the disparity nor put in place any remedy to close the gap. However, many companies have used the disclosure to make targets and a number have set up internal working groups to look at the issue.

ITN, which produces news for ITV, Channel 4 and Channel 5, paid men an average of 19.6 per cent more than women and on bonus payments the gap jumped to 77.2 per cent. The company said the pay disparity was mainly due to having more men in senior roles, with 17 of its 20 top earners being men. The company has now published a set of targets – a 50 per cent reduction in the pay gap in five years and a third of the 20 top-earning roles occupied by women within three years – and it will publish salary bands for all roles, introduce a development programme for high potential women (and men), plus family-friendly working policies. https://www.itn.co.uk/wp-content/uploads/2018/03/ITN-Gender-Pay-Report-2016-2017.pdf

The Press Association, however, published just the minimum data required and the NUJ was rebuffed when it approached the news agency, offering to discuss way to improve the situation where a only third of its workforce were women and men got the lion's share of the bonuses.

Séamus Dooley, assistant general secretary, said: "Sadly these figures confirm what the NUJ has been highlighting for a number of years. Equality is the cornerstone of our work at the NUJ. Media organisations must address structural inequalities in their own companies and address a culture that is clearly discriminating against women. Pius platitudes or high rhetoric are not acceptable; we need an industry-wide commitment to stamping out inequality.”

Natasha Morris, legal & equality officer, said: “It is clear from the latest figures that more needs to be done to support women into senior positions within the workplace, ensuring that maternity leave does not mean the end of career progression. Employers must cultivate a culture where shared parental responsibility is the norm and not the exception and part-time roles are better paid. It is vital that companies are transparent about pay and where inequality is identified that robust and immediate measures are taken to address these issues. It is encouraging however that more and more individuals are collectively seeking the support of the NUJ to challenge their employers over pay.”

The NUJ's campaign page Equal pay & gender pay gap https://www.nuj.org.uk/campaigns/equal-pay-and-gender-pay-gap/ gives advice and information for union chapels on how to use this data to negotiate better pay policies with their employers and to galvanise concerned staff to challenge these unacceptable pay gaps by getting involved and joining the NUJ. The highlighting of the pay gap and unequal pay at the BBC has led to increased recruitment for the union at the corporation.

Action plan

· Look through the data for your company and the company's response and call a meeting of staff to discuss the issues.

· The TUC's gender reporting guide has a checklist for union reps when negotiating with management to put in place greater transparency in salary grades, recruitment strategies, criteria for bonuses, flexible working and family friendly policies. Only two per cent of men have taken up shared parental leave – does there need to be a change in workplace culture to encourage them to take it? https://www.tuc.org.uk/sites/default/files/GPGreportingguide_0.pdf

· Set up your own pay audit; the NUJ can help you with your survey.

· If your company has set targets, make sure they are kept and are not platitudes and PR.



cool it-218px



Trade Union news

livemarks   BFAWU  livemarks  PCS  livemarks   FBU 

livemarks  POA   livemarks  NAPO  livemarks    RMT 

livemarks  NUJ   livemarks   NUT   livemarks  URTU

Search the site


TheCostofLivingCrisis-jpeg 1

By MIchael Calderbank

Foreword by Mark Serwotka, PCS General Secretary


Buy now from www.radicalread.co.uk

Based on research commissioned by the TUCG, the book examines why costs have risen for all items of expenditure, ranging from housing and child care to food and transport. He makes practical proposals on how these costs can be reduced. He also delivers an uncompromising message to the leaders of all mainstream Westminster Parties: it is time to end the politics of austerity, an ideological project to cut the size of the state permanently.