GPM e-bulletin, Issue No.
6
[TOP]
PRINTING SECTOR
Unite print workers vote
infavourof 2006 pay deal
Unite members working in the commercial printing industry have
voted 2 to 1 infavourof a pay deal for 2006, negotiated with the
British Printing Industries Federation.
There was a 30% turnout of those eligible to vote returning
ballot papers. The pay deal provides for a 2.49% pay increase on
minimum rates for workers employed in the commercial print
industry. The pay increase comes into effect on 24th April
2006.
Unite Assistant General Secretary, Tony Burke, said:
"The agreement with the BPIF is very important to Unite
members as it provides for a minimum pay increase for 2006. We will
be contacting all of our branches to make sure that members get the
pay increase. Members who advise us of companies who fail to pay
the agreement in full will be supported by our union to make sure
they get the pay rise."
Unite shocked at proposed closure of printing
plant
Unite said it was "shocked" by the announcement of the virtual
closure of the Communisis printing plant atAltrincham, Manchester
(formerly known asBroadprintand Jesse Broad's).
Over 240 job losses are planned following a re-organisation of
the business with work and machinery being transferred to the
Communisis site in Leeds and development of its printing site in
Liverpool.
Unite Assistant General Secretary, Tony
Burke, said: "The company has carried out a review of
its sites and chose Altrincham for closure. However, in its latest
trading statement, from 11 April, Communisis said its first quarter
profits were ‘ahead of expectations’.
"This is yet another body blow to
the printing industry in the North West and to manufacturing in the
region in particular.
"The company has begun the
statutory 90 day consultation process with Unite, which will be
carried out by Unite full time officials in the Manchester area.
Our first concern is for our members and their families, for whom
this will have come as a major body blow."
Print Week acquires Printing World
Print Week (published by Haymarket) took over Printing World,
previously owned by CMP Information. Haymarket, which also
publishes PrintBuyer and Packaging News, plans to invest in a new
look and content menu for Printing World and will relaunch it as a
quality, in-depth monthly in June.
Haymarket has also acquired Printing World's sister title
Packaging Magazine and will incorporate it into Packaging News,
which will be relauched in a new and improved format from
May.
CPI buys Fulmar for £33m
Book printer CPI has bought the Fulmer Group for £33m. The
deal follows a £300m management buy-out in August 2005 of CPI's UK
operations, which include Bath Press, Cox & Wyman, Mackays of
Chatham and Antony Rowe. Mike Taylor of Fulmar becomes joint
managing director of the £115m turnover combined operation with
CPI's Kevin Kelley.
PAPERMAKING SECTOR
ICEM Press Release - Unite triumphs in
International Paper settlement
Paperworkers at International Paper (IP) Co.’s
Inverurie Mill in Aberdeenshire, Scotland, voted by a three-to-one
margin to accept a new two-year accord. The vote is a union
victory, preventing the US-based paper giant from imposing harsh
and unnecessary contract measures.
Energy costs crippling UK industry says
Unite
a recent conference in Scotland, with many delegates from the
UK papermaking and boardmaking industry heard that spiralling
energy costs are crippling British industry and threatening
thousands of jobs.
Unite General Secretary, Derek Simpson, called on the
Government to give a clear indication of its policy following the
recent completion of its energy review. He told a conference in
Edinburgh that the environment will continue to suffer without a
long term policy which included a mix of nuclear power and clean
coal technology.
Unite has urged the Government to extend the life of current
nuclear power stations and to adopt a standardised design for new
projects. He said Unite wanted urgent action to resolve the issue
of dealing with nuclear waste.
Derek Simpson warned that energy costs are overtaking
globalisation as a factor leading to job losses in manufacturing.
"Without clarity, industry will continue to be crippled due
to increasing energy prices and the reality of climate change
cannot be ignored. A clear energy policy is crucial to safeguard
the UK's wellbeing and ensure security of supply. The Government
must urgently give a clear indication of its energy policy
following the completion of the energy review. British industry
needs certainty. Thousands of jobs depend on it," he
said.
PACKAGING
Unite opposes job losses at can
manufacturer
Norwich metal can manufacturer Impress Metal Packaging is
making 55 staff redundant following a loss in sales and the
outsourcing of some manufacturing. But Unite Officer Peter Willard
says the job losses were coming as the company reported rising
profits and robust sales figures. The company, which currently
employs 350 staff, said the cuts were necessary to keep the
business competitive.
Peter Willard said: “We do not think that this
announcement makes sense. You could understand if they were barely
making money or making a loss, you would have a degree of sympathy.
But this company is making good money. We will support the people
who work there in what ever they want us to do, including if
necessary industrial action.”
Impress manufactures tins for paints and oil products, has
faced growing competition from lower cost competitors and
manufacturers of plastic containers. Last year Impress cut 30 jobs
as it looked to improve efficiency. That was on top of 89 job
losses at the factory in 2003. Impress Metal Packaging is part of
an international group based in Amsterdam, with UK plants at
Grantham and Sutton in Ashfield.
LEARNING & SKILLS
Unite and BPIF in skills boost
Unite launched the Learning and Skills clause of the BPIF
Partnership at Work agreement at a joint press conference with the
BPIF at IPEX International Printing Exhibition at the Birmingham
NEC, on 7th April. The clause will help companies work with Unite
reps to cut skills shortages and invest 0.5% of payroll costs in
training.
Unite Assistant General Secretary, Tony Burke, said:
“This agreement offers companies a golden opportunity to,
once and for all, eradicate skills shortages by working with the
union.” Unite National Training Advisor, David Tarren,
added: “Employers should see this as an opportunity not an
obligation.”
Lifelong learning opportunity at Elanders Hindson -
Newcastle
Unite recently celebrated the launch (12th April) of a fresh
lifelong learning opportunity at a new onsite learning centre at
printers Elanders Hindson's Newcastle site. Funded by TUC Learning,
the funds will cover the wages of Union Learning Reps for half a
day each week to develop lifelong learning.
This event will mark the first onsite training course for
employees including IT courses which will be delivered by the
Workers Education Association. This course will also give an
opportunity to workers to brush up on literacy and numeracy
skills.
Unite Regional Learning Organiser, Yvonne Ritchie, said:
"I am delighted with the success of the 'learning for all'
bid at Elanders Hindson, which will see the company working in
partnership with Unite, TUC, WEA, and Proskills - the Sector Skills
Council for print. This project will enable a company in the North
East, where print training opportunities are scarce, to work
directly with Proskills and help inform their national
strategy.
“Elanders Hindson are signed up to the BPIF agreement,
the national employers' federation for print. Unite and the BPIF
have recently launched their own joint workplace initiative to
encourage employers to commit to skills training in the print
sector. I very much welcome the golden opportunity this will
present to employees and the company."
Local Labour MP for Tynemouth, Alan Campbell, who was also at
the launch said: "It is so good to see the growing number
of employers like Elanders Hindson keen to work in partnership with
unions to support skills training for their workforce. I know the
Elanders Learning Zone will bring many opportunities for employees,
their family and friends to explore new interests and discover the
joys of lifelong learning."
Unite to host an International Skills
Workshop
Unite recently hosted (Friday 5th May), in conjunction with
the London Metropolitan University, an International Skills
Workshop in London.
This workshop was held by the Working Lives Research
Institute, London Metropolitan University, and Unite. Unite
representatives in the UK met participants who came from Ireland,
France, Germany and Poland to discuss learning at work,
employability, life-long learning and trade union and employer
responsibility.
Unite Joint Deputy General Secretary, Ed Sweeney, says:
"Unite believes that the acquisition of skills for its
members is a vital trade union issue, and this event offers the
union a real opportunity to further our knowledge and to work with
trade unions and employers from France, Germany and Poland to
strengthen UK industry."
Unite Assistant General Secretary, Tony Burke, added:
"This is a very exciting initiative. The UK printing
industry is facing huge challenges in relation to skills and we
need to sit down with employers and trade unions from across Europe
to examine how we can work together to ensure that workers get the
skills they need to remain in secure, well paid employment and that
employers are able to compete on quality and not labour
costs.
"This workshop will enable all participants to
have a greater understanding of each others vocational training
systems which can only be of benefit to Unite
members."
The idea behind the workshop is to learn from delegates about
the training systems within their own country and the main topics
for discussion will include collective bargaining and training,
legislative frameworks, the role of the social partners in
training, Government support for training and rights and
obligations of learners, trade unions and employers.
Commenting on the Turner Report into the Pensions crisis Derek
Simpson, Unite’ General Secretary, said: "According to
the Turner Report unless we act decisively now, by the middle of
the century three quarters of pensioners will have to rely on
benefits to exist.
"Compulsory contributions to occupational pension
schemes by employers and employees is the only way to tackle the
pensions crisis so we’re disappointed that he is recommending
individuals and companies should still have the opportunity to opt
out.
"We will also oppose any plans to raise the statutory
retirement age which will penalise the poorest people in our
society, many of who will die before receiving their pensions. The
current burden is falling on the victims of the pension crisis not
on the perpetrators. If there must be victims the burden has to be
shared fairly between employees and employers and the rich and the
poor."
LEGAL
From Unite Director of Legal Services Georgina
Hirsch's "Rights Stuff" in The Mirror
DO you feel like we live in a Big Brother society where
organisations hold detailed information on us? Information that can
affect our access to work, goods and services. Well, you're right
if you do.
What you may not know is that we have a right to check much of
the information kept about us and put it right if it's not accurate
- including work records.
Your employer has to let you see the records it keeps on you.
To check these records you can use the Data Protection Act.
You should write to your employer with an administration fee
of £10, and it is supposed to give you access to the data within 40
days.
There are some exceptions, such as revealing data relating to
others, but such an application is often a useful source of
information if you're considering legal proceedings against your
employer.
It's worth asking informally to see your personnel file before
making a formal request. If information is wrong then you can ask
for it to be changed, and if a mistake has been made you lose out
on money, you may be able to sue. If you don't think your employer
has shown you everything, you can complain to the Information
Commissioner.
If you think you've suffered discrimination on grounds of
race, sex, sexual orientation, religion or disability, you can ask
questions of your employer which may help you judge, or get
evidence of, whether you're right.
You have to separately lodge a grievance with your employer
before taking an Employment Tribunal claim, and you must remember
that the ET time limit runs from the act of discrimination - so
don't hang about.
Why is it easier to sack UK workers compared to
France?
Unite has issued a press release setting out 10 reasons why UK
companies find it easier to sack their workers than they do in
France.
1. In France where more
than 10 employees are affected the obligations to inform and
consult are laid down in law and include a minimum number of
meetings and timescales to be applied. In the UK there are no
specifications about consultation.
2. There is a notice
period of redundancies of up to five months in France compared to
Britain where it is only three
3. In France where more
than 50 employees are at risk the employer has to propose a social
compensation plan and provide that to the unions. The employer is
obliged to listen to and study suggestions from the unions for
mitigating the losses. No such obligation exists in the UK.
4. In France the works
committee may appoint an accountant, paid for by the employer, who
has 20-22 days to produce a report. The unions in France have the
right to challenge the company's decision in a court of law. No
such right exists in Britain.
5. In France detailed
information also has to be provided to the government who will
check that the employer has complied with all obligations and will
apply time limits which the employer must follow before issuing
notices of termination. No such obligation exists in the UK.
6. In France the costs of
implementation of the social plan required in cases of more than 10
employees being made redundant are significant. The social plan is
likely to address internal redeployment, retraining, relocation
packages and re-employment of spouses and partners.
7. On average in France it
costs £100,000 to make a French worker redundant. In Britain the
maximum allowed for statutory redundancy is £ 5000 for 20 years
service.
8. In the UK there is no
"right to strike", only immunity against legal recourse providing a
lengthy balloting process is followed. In France they have the
right to take immediate industrial action and solidarity action to
challenge company decisions. In France the right to strike is
included in the constitutional rights of all workers.
9. French politicians
would be shamed out of office unless they made every effort to
protect jobs in key companies like Peugeot.
10. British politicians can wash their hands of
quality well paid jobs and claim that the responsibility lies with
the market.
Unite General Secretary, Derek Simpson said,
"Government Ministers are either mistaken or have been
mislead by their advisors. It clearly takes longer and costs more
to shed jobs in France than it does in Britain. It’s a travesty
that British jobs are held so cheaply by their elected
representatives.
"The Government must take action to protect British
manufacturing employment. Job protection similar to those enjoyed
by workers in France would give British employees the opportunity
to compete for investment and work on important issues like
productivity and efficiency."
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This e-bulletin has been produced by Ashraf
Choudhury.
For more information or if you have
any comments please contact me at: ashraf.choudhury@Unitetheunion.org
Tel: 020 7420 8914
