Like, Share, Retweet
As in this case involving Glasgow City Council where the 5,500 clients of Action 4 Equality Scotland (A4ES) are being asked to update their employment information in the wake of a recent and important decision from the Employment Appeal Tribunal.
By the way, I would not attempt to download the A4ES form from a workplace email address because the powers that be appear to have blocked access to my blog site via the GCC internet server.
So much better to do this from home or at least when people are not at work.
Calling Glasgow
A letter is on its way to all Action 4 Equality Scotland (A4ES) in Glasgow explaining the significance of the recent decision from the Employment Appeal Tribunal (EAT).
Along with this letter is a form asking clients to update their employment information which is reproduced below for information.
But clients can save time and hassle by downloading the document via the following link and returning the information via email rather than post.
https://www.dropbox.com/s/vj5p6qqke2jn90w/Glasgow%20Employment%20update%20form.pdf?dl=0.
A4ES email address
Glasgow Update (21/03/16)
The long running case which went to the Employment Appeal Tribunal has finally released its decision (from a hearing which concluded in May 2015) and the result is a huge victory for the claimants.
In essence the tribunal agreed that Glasgow City Council failed to create a level playing field between its traditional male and female jobs before introducing new pay arrangements in 2007.
As regular readers know, traditional male jobs received significant bonus payments on top their basic pay which were highly discriminatory because these lucrative bonus schemes were not available to female dominated jobs.
So 11 years or 12 years ago, a Glasgow Home Care worker was earning around only £6.00 an hour, whereas a male refuse worker or gardener (on the same or even a lower grade) was being paid significantly more, around £9.00 a hour because of these 'male only' bonus schemes.
Now these big bonuses were negotiated between council management and the trade unions (GMB, Unison and Unite), but the size of the pay gap between traditional male and female jobs was kept hidden from the wider workforce - until Action 4 Equality Scotland came along in 2005 and let the cat out of the bag..
The claimants' case is that Glasgow City Council had a clear duty to tackle this pay discrimination and create a level playing field between male and female jobs before introducing new pay arrangements in 2007 - and this argument has been upheld by the Employment Appeal Tribunal (EAT).
In plain language the pay of women's jobs should have increased to the same level as the higher (bonus related) pay of men's jobs, otherwise the Council continued to treat its male workers much more favourably than their female colleagues.
Which is exactly what happened in Glasgow because the City Council protected the higher (bonus related) earnings of its traditional male jobs going forward (from 2007) and this 'more favourable treatment' forms the basis of another equal pay claim for the 5,500 A4ES clients.
The $64,000 dollar question is whether Glasgow City Council will accept the game is now up and negotiate a settlement to all of the outstanding claims.
Because if not, then the fight for equal pay in Glasgow is bound to be be a big issue in the Scottish Parliament elections in May 2016 and will also run all the way to the next round of Scottish council elections due in May 2017.
So I will be making contact with the leadership of Glasgow City Council in the days ahead to discover whether it is to be a case of 'jaw jaw' or 'war war'.
