Equality Regulations
Here's a letter I sent last week to Sir Paul Kenny the newly ennobled boss of the GMB trade union.
Now I've never written a letter to a knight of the realm before and, sadly, I am still waiting on a response from Sir Paul whom I knew as plain old Paul Kenny in the 1980s when we were both full-time union officials dealing with the London Borough of Barnet.
I'll have more to say on the subject soon as I suspect this kind of restrictive job requirement is a breach of the Employment Equality (Religion or Belief) Regulations 2003, but in the meantime I'll let my letter to Sir Paul speak for itself.
Dear Sir Paul
GMB Scotland
I came across this advert on the GMB Scotland web site recently.
I considered applying for one of the two vacant organising posts until I read Paragraph 6 of the Job Description which is reproduced below for easy reference:
6) Political
• To encourage organisational work at CLP, District and Regional level to advance the policies of the GMB in the Labour Party.
• Take part in election campaigns in support of Labour Candidates.
• To encourage recruitment initiatives to increase the membership of the Labour Party.
Now I would say that I am very well qualified for the job of union organiser, as a former NUPE full-time official in London and also from my role as Unison's Head of Local Government and chief negotiator in Scotland.
I n recent years I have been working with Action 4 Equality Scotland which, as you probably know, has been leading the fight for equal pay in Scotland's local councils.
I a m pleased to say that our efforts have been very successful and A4ES has undoubtedly made a huge difference to the lives ofthousands of low paid council workers in areas like North Lanarkshire Council and South Lanarkshire Council, for example, both Labour-run councils by the way .
But the prospects of me working for GMB (Scotland) are rather hampered by the requirement in the Job Description to support the work and interests of the Labour Party, which I left years ago .
In my view, this part of the Job Description is quite bizarre because these days the majority of union members in Scotland including GMB members, of course, support the SNP .
Yet, sadly, it seems that to get a job as an organiser with GMB (Scotland) I must be a Labour Party member and/or supporter which sits oddly and uneasily with the GMB's claim to be an equal opportunities employer.
I n my view, this particular job criterion is discriminatory and must surely be driving away huge numbers of capable and talented non-Labour candidates.
I had considered referring the advert to the Equalities and Human Rights Commission in Scotland, but felt on reflection that it would be better to draw these matters to your attention, in the first instance, as the GMB General Secretary.
I look forward to your reply.
Kind regards
Mark Irvine
GMB SCOTLAND VACANCIES - TWO ORGANISERS
GMB SCOTLAND VACANCIES - TWO ORGANISERS
GMB Scotland Region has vacancies for two Organisers and we are seeking applications from individuals with a desire to help us develop the membership of the union.
As an Organiser, the successful applicant would join the Region’s drive to recruit and organise new members, this role will also have an emphasis on servicing membership and will carry a worksheet.
The exact location of these posts within Scotland has yet to be decided. Before applying candidates need to be aware that they may be based at any of our offices within the Region. A copy of a job description for an Organiser is attached.
Applicants must have a proven record of the following:
• Servicing, organising and recruitment
• A broad understanding of trade union objectives, and a strong personal commitment to these objectives
• Applicants must be prepared to work as a team, and the successful candidate would display strong interpersonal skills and an ability to communicate effectively in challenging environments
• On a personal basis, the applicant would need to display energy, enthusiasm, resilience, commitment, and an ability to use individual initiative.
Since the backgrounds of suitable candidates can vary enormously, we are requesting that interested applicants should not only send a CV, but also a special report (up to 500 words), which should describe what you believe is involved in the role, and why you believe you would be successful.
Training will be provided to the successful candidate, who will receive an excellent package of benefits and Terms and Conditions. This includes a car so the applicants are required to be in possession of a full current driving licence. It should be carefully noted that the hours of work are ‘unspecified’ and will necessarily entail an element of unsocial hours, which will include weekend work. Periods of working away from home will also be required. It should also be noted that Officers of the GMB can be relocated at the discretion of the Regional Secretary to meet the needs of the Region.
If you are interested in being considered for this vacancy, application forms are available by contacting the regional office on 0141 332 8641, or emailing janice.flynn@gmb.org.uk or ellen.page@gmb.org.uk
Please note the deadline for applications is first post on Friday 29 May 2015, after which a short-list will be drawn up. For those who are short-listed an Assessment Day will take place on either Thursday 11 or Friday 12 June 2015 at GMB, Fountain House, 1/3 Woodside Crescent, Glasgow G3 7UJ. Successful candidates from the Assessment Day will go forward for a formal interview which will be held on Friday, 19 June 2015 at GMB, Fountain House, 1/3 Woodside Crescent, Glasgow G3 7UJ.
Would all applicants therefore, please ensure they are available on these dates.
GMB IS AN EQUAL OPPORTUNITIES EMPLOYER
JOB DESCRIPTION
Job Title: Organiser
Accountable to: Through Senior Organiser to Regional Secretary
Main Purpose of Role:
• To organise high quality representation of members, principally at local and Regional level, but on occasions at National level.
• Under the authority of the Regional Secretary and through the supervision of the Senior Organiser, build and maintain Union membership by implementing agreed strategies.
MAIN DUTIES
1) Recruitment and Organisation
• Identify unorganised employees as targets for recruitment, prepare campaigns appropriate to each recruitment situation, including the personal recruitment of individuals and groups, and organisation of recruitment teams and recruitment networks.
• Establish procedures to consolidate and retain membership.
• Motivate Activists, Representatives and Branches to recruit and organise members, monitoring this organisational work, as necessary.
• Establish recognition, and maintain workplace and Branch organisation, encouraging the highest level of self-sufficiency consistent with high quality representation.
• Assist Branches to develop their Recruitment Plans.
2) Representation and Negotiation
• Handle individual and collective grievances and disciplinary issues.
• Prepare and present claims for improvements in Pay and Conditions, within a variety of different bargaining arrangements, avoiding deadlocks and using ACAS and other agencies to resolve difficulties, as appropriate.
• Analyse the outcome of negotiations.
• Represent members before Employment Tribunals, Medical Appeal Tribunals and Social Security Appeal Tribunals on straightforward cases, seeking advice and assistance on more complex cases, as necessary.
• Responsible for implementing Union's policy on Equal Opportunities.
3) Health, Safety and the Environment
• Provide support to Union Representatives on Health, Safety and Environmental issues, encouraging a preventative approach to hazards, and a high standard of health and environmental protection, with the support of specialist help, where required.
4) Pensions
• Negotiate the establishment of and/or the improvements in Pensions Schemes, applying the principles of equality, with the support of specialist help, where required.
5) Work Organisation and Productivity
• Negotiate the introduction of, or improvements in, productivity schemes of various types.
• Devise strategies for changing work organisation to increase job satisfaction, and to create career pathways.
• Assess company strengths and weaknesses using information from company accounts and from other published sources with the support of specialist help, where required.
6) Political
• To encourage organisational work at CLP, District and Regional level to advance the policies of the GMB in the Labour Party.
• Take part in election campaigns in support of Labour Candidates.
• To encourage recruitment initiatives to increase the membership of the Labour Party.
7) Training of GMB Representatives
• Provide initial support training for newly elected GMB Representatives, and ensure that GMB Representatives receive subsequent training in line with GMB policy.
• Prepare and conduct specific training courses using participative techniques.
8) Administration
• Organise own work load with the minimum of supervision to make effective use of time.
• Work effectively with secretarial and clerical support staff.
• Store and retrieve information, both on paper and using information technology, understanding the GMB computer system, including the nature and accuracy of stored data.
KNOWLEDGE AND SKILLS
The post requires:
• A good knowledge of industrial relations, practices and procedures.
• A knowledge of Employment Law sufficient to ensure that employers honour their legal obligations and members secure their legal rights, potting members and the GMB against legal action.
• Effective communication skills, including report writing and public speaking.
• An understanding of the GMB Rules and structure.
• An understanding of the policies of the GMB, the TUC and the Labour Party.
MISCELLANEOUS
• Undertake other duties at the discretion of the Regional Secretary.
PERSONAL DEVELOPMENT
• Organisers will be required to undertake training to improve their knowledge and skills to maintain a high standard of performance. They will also be encouraged to identify their own training needs so that these can be taken into account in their training programmes alongside the training requirements which are designed to meet the needs of the GMB
