DOCSLIB.ORG

Annual Report 2015

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Annual Report 2015 Annual Report 2015 Birmingham Friday 25 March 2016 Monday 28 March 2016 President Kathy Wallis General Secretary Chris Keates Honorary Treasurer Brian Cookson Contents Introduction 5 Policy: Pay 6 Pensions 23 Conditions of Service 44 Funding Across the UK 55 Facility Time 68 Health and Safety 70 National Trade Disputes 74 Education 78 Parliamentary 100 Work with the Wider Trade Union Movement 110 International 117 Organising: Industrial Action 129 Equal Opportunities 130 Recruitment 138 Trade Union Education and Training 140 Legal Aid, Benevolence and Services 144 Personal 153 Appendix 1: NASUWT Conferences and Seminars (other than training) 154 Appendix 2: External Conferences, Seminars and Events at which the 158 NASUWT was represented Appendix 3: NASUWT Motions to the TUC, STUC, WTUC, ICTU, 163 TUC Equalities Conferences and International Motions Appendix 4: General Teaching Councils 177 Appendix 5: Affiliations, Donations and Sponsorships (over £500) 179 Appendix 6: Annual Conferences – Devolved Nations/Administrations 181 Appendix 7: Consultation Responses 183 Appendix 8: NASUWT Major Projects, Research and Surveys 186 Appendix 9: Advisory Committee Members 190 Appendix 10: Standing Committees 192 3 INTRODUCTION During the year, the NASUWT continued to focus all activity upon the key issues relating to the defence of teachers’ pay, pensions and conditions of service across the UK. The focus of the Union’s campaigning was to highlight the inextricable link between teachers’ pay, terms and conditions and the provision of high-quality education for all children and young people. Relationships were maintained and forged with a range of external organisations which shared, supported and could advance the Union’s policy and the interests of its members. Key to the NASUWT’s campaigning across the UK was raising public and parental awareness of the impact of government policy, including policies on economic and social policies, on the educational entitlements of children and young people. The Union also undertook extensive work to highlight issues of poverty, homelessness and the increasing cost of education on educational entitlement. The NASUWT trade disputes continued with ministers across the UK. Some notable successes were achieved. However, by the end of the year, the trade disputes remained unresolved. As the attacks upon public services, including education and on public service workers, including teachers, continued, the Union sustained its industrial action to defend and support members and to advance its trade disputes. The attacks on wider trade union and human rights issues were also a major concern, with the NASUWT at the forefront of campaigning on these critical issues in the UK and internationally. The NASUWT’s policies and strategies proved to be a critical lifeline for teachers, school leaders and the profession as a whole in a continuing hostile political climate. 5 POLICY At the heart of the work of the NASUWT during the year was action on the Conference Resolutions adopted by the Annual Conference in Cardiff in April 2015. The policy work also incorporated resolutions passed at the Annual Conferences in Northern Ireland, Scotland and Wales. The detailed work on the matters arising from the Conference Resolutions is described throughout this Annual Report. PAY ENGLAND AND WALES Teachers’ Pay The 2015-16 Pay Award 1.1 The 2015-16 Teachers’ Pay Award was the subject of the 25th Report of the School Teachers’ Review Body for England and Wales. In January, the NASUWT met with the Review Body (Review Body) to present its oral evidence. This oral evidence supplemented the robust, detailed and comprehensive written evidence the NASUWT had submitted to inform the Review Body’s 25th Report in October and November 2014. The Union’s submissions, oral and written, provided a detailed analysis of teachers’ pay and conditions of service, the specific issues set out in the Secretary of State’s remit letter and the actions needed to address the growing concerns over teacher supply. The Union detailed the detrimental impact of the Government’s unremitting attacks on teachers’ pay and conditions of service since 2010 and made a strong case for a significant pay increase above the 1% pay cap imposed by the Treasury. 1.2 The NASUWT evidence highlighted the fact that the Chancellor had announced in the 2013 Budget that public sector pay restraint would continue and that pay awards in 2015-16 would be within that cost envelope, and that the Coalition Government was stifling the independence of Public Sector Review Bodies by seeking to bind them to the pay restraint limitations. The Union called on the Review Body to assert its independence and to question the appropriateness of the Treasury’s directions on a 1% average pay award. 1.3 The NASUWT’s evidence demonstrated, using research, how teachers had suffered significant reductions in living standards as a result of the Coalition Government’s wider economic strategy, public sector pay restraint, pension contributions increases and the rising cost of living. The Union’s evidence stated that: ‘In terms of the impact of inflation, for example, a teacher at the top of the main scale was paid at £31,552 in September 2010. If teachers’ pay had kept pace with inflation, the teacher’s salary level would have risen through cost of living adjustments to £36,091 by 2014. However, the actual pay for the same teacher today stands at £32,187 – a pay shortfall of £3,904 p.a. This pay gap would be further compounded if another pay award limited to 1 per cent is imposed in 2015, producing a total cumulative pay shortfall since 2010 of £16,487, if inflation rises to 3.3% in 2015 as forecast by the Treasury.’ 1.4 The NASUWT’s evidence emphasised the absence of any equality impact assessment of Coalition Government policies. The Union pressed the Review Body to ensure that its recommendations required the Department for Education (DfE) to carry out a detailed and robust equality impact assessment to confirm that any proposals: • did not contribute to unlawful discrimination; • advance equality of opportunity between different groups; and 6 • did not exacerbate the problems of unlawful discrimination and widening pay equality on the basis of gender, race/ethnicity and geography arising from the increasing pay flexibilities already being implemented. 1.5 Following receipt of the circulation of the submissions of the DfE and other statutory consultees, the NASUWT also submitted supplementary evidence to the Review Body in November. 1.6 In its supplementary evidence, the NASUWT noted the views expressed in the majority of submissions to the Review Body which: • underlined the evidence of a widening pay gap between teachers and graduates in other sectors to the disadvantage of teachers; • indicated that the recruitment of teachers is becoming increasingly difficult; • confirmed that retention of teachers is a problem; • identified that the value of teachers’ pay has been eroded; • recommended that the pay award for teachers should be applied without differentiation to all teachers and school leaders; and • recommended that the cost of living pay award for teachers should not be linked in any way to the operation of the system for incremental pay progression. 1.7 The NASUWT responded to research commissioned by the DfE for the Review Body from the Office of Manpower Economics (OME), which published a comparative valuation of individual pension benefits for illustrative purposes. The comparative valuation was produced by Towers Watson Ltd for the OME and the NASUWT demonstrated that the Towers Watson study showed the dramatic reduction in the value of teachers’ pensions as a result of the Coalition Government’s reforms. The NASUWT highlighted the significant reduction in the ‘total reward’ package for teachers since 2010 which had been demonstrated by the OME. 1.8 In March, the Review Body published its 25th Report on what adjustments should be made to theDRAFT salary and allowance ranges for classrCOPYoom teachers, unqualified teachers and school leaders, to reflect the average of up to 1% pay award for public sector workers. 1.9 The 25th Report referenced an extensive number of points from the written and oral evidence submitted by the NASUWT, including the Union’s: • call for a significant, above-inflation percentage pay award fully funded by the THISGovernment; VERSION IS • ‘profound concern’ at the intervention by the Chief Secretary in his letter; • strong representations about recent Review Body recommendations and the need for the Review Body to assert its independence from Government; • referenceUNPROOFREAD to the ‘integrity and independence’ of the Independent Parliamentary Standards Authority (IPSA), which had recommended a 9.3% pay increase for MPs; • representations that teachers have faced a greater degree of uncertainty and turbulence than other public sector workers as a result of changes to the national pay framework; • evidence on the impact of the two-year pay freeze followed by the 1% pay awards in September 2013 and September 2014 and the decreasing value of the teachers’ reward package, which had been eroded by inflation and pension reform; • evidence that teachers had suffered a 14.8% reduction in pay since 2010 and unqualified teachers had suffered a pay cut in September 2013; • warning of the real risk of an increasing crisis in teacher recruitment; • survey of NASUWT members and a ComRes poll on teacher satisfaction, which suggested many teachers were thinking of leaving
Load more

Recommended publications
  • TUC Congress 2016: GPC Report, Composite Motions, Emergency
    CONGRESS 2016 GPC REPORT, COMPOSITE MOTIONS, EMERGENCY MOTION AND GENERAL COUNCIL STATEMENT The 148th Annual Trades Union Congress 11–14 September 2016, Brighton CONTENTS SECTION ONE GPC REPORT TO CONGRESS 04 SECTION TWO CONGRESS TELLERS AND SCRUTINEERS 10 SECTION THREE COMPOSITE MOTIONS 01–15 11 SECTION FOUR EMERGENCY MOTION 31 SECTION FIVE GENERAL COUNCIL STATEMENT 32 CONTENTS 03 SECTION ONE GPC REPORT TO CONGRESS Part 1 Agenda All motions and amendments stand as in the Agenda unless indicated otherwise below. Where composite motions have been agreed and approved by the GPC by 7 September, they are shown in the list below and the text of the composite motion is given in Section Three of this report. Composite motions agreed and approved by the GPC after 7 September will be reported to Congress by the GPC and copies circulated to delegates as quickly as possible. Where movers of motions have agreed to accept published amendments by 7 September, this is also stated in the list below. The GPC will report to Congress all instances where published amendments are accepted by the movers of motions after 7 September. The following is the position at 7 September in respect of motions, amendments and composite motions. Motion numbers are those printed in the Agenda. 1. JOBS, GROWTH AND A NEW ECONOMY 01 Unite Composite 01 European Union 02 UNISON 03 FBU amend CWU 04 Community 05 FDA Composite 02 amend GMB Making a success of Brexit amend PCS 06 GMB Composite 03 amend Prospect Supporting a modern amend ASLEF industrial strategy 07 Unite Composite 04 Steel 08 Community amend ASLEF 09 Prospect Composite 05 amend USDAW Working harder not smarter amend ATL SECTION ONE GPC REPORT TO CONGRESS 04 10 Nautilus International Stands 11 TSSA Stands amend BALPA not accepted 12 BDA Stands amend NASUWT accepted 13 Aegis Stands amend FDA accepted 14 USDAW Composite 06 amend UNISON Living wage amend RMT 15 BFAWU amend PCS 16 TUC Young Workers Conference Stands 2.
    [Show full text]
  • DCC Plc Annual Report and Accounts 2019
    DCC plc Annual Report and Accounts 2019 WorldReginfo - 47739327-57d6-4662-9440-8b5adb4dd3e6 DCC is a leading international sales, marketing and support services group with a clear focus on performance and growth, which operates across four divisions: LPG, Retail & Oil, Technology and Healthcare. DCC is an ambitious and entrepreneurial business operating in 17 countries, supplying products and services used by millions of people every day. Building strong routes to market, driving for results, focusing on cash conversion and generating superior sustainable returns on capital employed enable the Group to reinvest in its business, creating value for its stakeholders. DCC plc is listed on the London Stock Exchange and is a constituent of the FTSE 100. LPG Retail & Oil Technology Healthcare Page 42 Page 48 Page 54 Page 60 Strategic Report Governance Financial Statements ii DCC at a Glance 73 Chairman’s Introduction 124 Statement of Directors’ 1 Highlights of the Year 74 Board of Directors Responsibilities 2 Strategy 76 Group Management Team 125 Independent Auditor’s Report 4 Business Model 77 Corporate Governance Statement 129 Financial Statements 6 Chairman’s Statement 84 Nomination and Governance 8 Chief Executive’s Review Committee Report Supplementary Information 88 Audit Committee Report 10 Key Performance Indicators 210 Principal Subsidiaries, Joint Ventures 14 Risk Report 93 Remuneration Report and Associates 21 Financial Review 119 Report of the Directors 214 Shareholder Information 30 Strategy in Action 216 Corporate Information 42
    [Show full text]
  • Labour and the Trade Unions
    Centre forPolicyStudies THE THE AUTHORS Jonathan Djanogly has been MP for Huntingdon since 2001. He is a qualified solicitor and is currently Shadow Solicitor General and Shadow Minister for Business, Enterprise and Regulatory Reform. Alan Duncan has been MP for Rutland and Melton since 1992. He is currently Shadow Secretary of State for Business, Enterprise and Regulatory Reform. The aim of the Centre for Policy Studies is to develop and promote policies that provide freedom and encouragement for individuals to pursue the aspirations they have for themselves and their families, within the security and obligations of a stable and law- abiding nation. The views expressed in our publications are, however, the sole responsibility of the authors. Contributions are chosen for their value in informing public debate and should not be taken as representing a corporate view of the CPS or of its Directors. The CPS values its independence and does not carry on activities with the intention of affecting public support for any registered political party or for candidates at election, or to influence voters in a referendum. Centre for Policy Studies, November 2007 ISBN No: 978-1-905389-64-3 Centre for Policy Studies 57 Tufton Street, London SW1P 3QL Tel: 020 7222 4488 Fax: 020 7222 4388 e-mail: [email protected] website: www.cps.org.uk Printed by The Centre for Policy Studies, 57 Tufton Street, London SW1P 3QL CONTENTS SUMMARY AND RECOMMENDATIONS 1. TRADE UNION DONATIONS TO THE LABOUR PARTY 1 2. STRENGTHENING THE TRADE UNIONS 6 3. CONCLUSION 14 APPENDIX 1 TRADE UNION DATA APPENDIX 2 METHODOLOGY FOR CALCULATING TRADE UNION DONATIONS APPENDIX 3 LIST OF EMPLOYMENT LEGISLATION SINCE 1997 SUMMARY The Labour Government has, since 1997, made much of its “business- friendly” credentials.
    [Show full text]
  • House of Commons Public Administration Select Committee Future of the Civil Service
    House of Commons Public Administration Select Committee Future of the Civil Service Written Evidence List of written evidence 1. The Universities of Birmingham and Sheffield ‘Shrinking the State’ ESRC Research Project (CSR 1) 2. Dr Andrew Blick, Centre for Political and Constitutional Studies, King’s College London (CSR 2) 3. Prospect (CSR 3) 4. Public and Commercial Services Union (PCS) (CSR 4) 5. Institute for Government (CSR 5) 6. First Division Association (FDA) (CSR 6) 7. Project Management Institute (CSR 7) 8. Parliamentary and Health Service Ombudsman (PHSO) (CSR 8) 9. Cabinet Office (CSR 9) 10. Martin Surr (CSR 10) 11. Mr Patrick Diamond, Professor David Richards and Professor Martin Smith (CSR 11) 12. Dr Suzy Walton (CSR 12) 13. Sir John Elvidge (CSR 13) 14. Mark Balchin (CSR 14) 15. Professor Howard Elcock (CSR 15) 16. Dr Chris Gibson-Smith (CSR 16) 17. Dr Ruth Levitt and William Solesbury, Visiting Senior Research Fellows, Dept of Political Economy, King's College London (CSR 17) 18. D H Owen (CSR 18) 19. Philip Virgo (CSR 19) 20. Active Operations Management International LLP (CSR 20) 21. Association for Project Management (CSR 21) 22. Additional evidence from FDA (CSR 22) 23. Dr John Parkinson, The University of Warwick (CSR 23) 24. Civil Service Commission (CSR 24) 25. Professor Matthew Flinders (University of Sheffield), Professor Chris Skelcher (University of Birmingham), Dr. Katharine Dommett (University of Sheffield) & Dr Katherine Tonkiss (University of Birmingham) (CSR 25) 26. Professor the Lord Norton of Louth (CSR 26) 27. Rt Hon Jack Straw MP (CSR 27) 28. Civil Service Commission (CSR 28) 29.
    [Show full text]
  • Annual Report
    Association of Higher Civil and Public Servants Comhlachas na Sheirbhíseach Uachtarach Stáit agus Poiblí Annual Report 1921 CONFIDENTIAL TO MEMBERS Association of Higher Civil and Public Servants Comhlachas na Sheirbhíseach Uachtarach Stáit agus Poiblí ANNUAL REPORT 2019/2021 1 AHCPS Annual Report 2019/2021 CONTENTS Officers, Executive Committee and Consultative PART THREE: STATE ENTERPRISES Council 2019/2021, Sub-Committees. 3.1 An Post 31 3.2 Irish Aviation Authority 31 INTRODUCTION 9 3.3 Premier Lotteries Ireland (PLI) 33 3.4 Solas / Education Training Boards (ETB) 33 PART ONE: ORGANISATION 3.5 Food Safety Authority of Ireland (FSAI) 33 1.1 Annual Delegate Conference 11 3.6 Other Agencies 33 1.2 Executive Committee 11 1.3 Standing Orders Committee 11 PART FOUR: AFFILIATIONS AND RELATIONS WITH 1.4 ADC Resolutions 2019 including OTHER ORGANISATIONS Motions Remitted 11 4.1 Irish Congress of Trade Unions 35 1.5 Trustees and Auditor 17 4.2 Public Services Committee 35 1.6 Honorary President & Vice Presidents 17 4.3 ICTU Women’s Committee 35 1.7 Consultative Council 17 4.4 ICTU Global Solidarity Committee 35 1.8 Events for Members 17 4.5 ICTU Youth Committee 35 1.9 Membership 17 4.6 ICTU Housing Campaign 35 1.10 Social Media and Communications Technology 18 4.7 NERI 36 1.11 Bereavement Grant 18 4.8 ICTU Peoples College 36 1.12 Membership Services 18 4.9 ICTU Retired Workers’ Committee 36 1.13 Rules & Constitution 20 4.10 Veterinary Officers’ Association 36 1.14 Staff 20 4.11 Civil Service Unions 37 4.12 Retired Civil & Public Servants’ Association
    [Show full text]
  • Healthy Conversations Over Time! Read on for Further Details
    HEALTHY Conversations An Interactive Guide to Making Positive Change HEALTHY Conversations A guide for Community Health Workers about mental health and substance use to support clients making positive change Copyright 2014 Anansi Health Images from iStockphoto.com, with the exception of the gratitude jar on page 192, copyright Tiare Smith HOW TO USE THIS GUIDE This guide was written to help support direct care staff, including case managers, peer advocates, patient navigators, etc. to build healthy working relationships with their clients who struggle with mental health, substance use, or both. The goal is to facilitate honest, meaningful conversations that empower the client to understand their issues better and make small, positive steps to improve their health. The language we use here, Community Health Worker (CHW), is meant as an umbrella term for folks who work directly with clients in their homes, clinic, or community setting to improve health outcomes and quality of life. Please feel free to adapt the terms here to fit with your program (ie: change the word client to patient, consumer, or member, whatever your participants like to be called). We hope it will be a jumping off point for all kinds of healthy conversations over time! Read on for further details. Goals: • Build relationship and trust between Community Health Worker (CHW) and the client • Assess client’s issues, strengths, goals, dreams, perspective, and motivation about their mental health and/or substance use issues • Uncover barriers to optimal health, engagement
    [Show full text]
  • An Exploration of Enterprise Level Partnership and the Influences Informing Private Sector Organisations Choice of This Model in the Republic of Ireland
    Technological University Dublin ARROW@TU Dublin Masters Business 2006-7 An Exploration of Enterprise Level Partnership and the Influences Informing Private Sector Organisations Choice of this Model in the Republic of Ireland Kevin O'Leary Technological University Dublin Follow this and additional works at: https://arrow.tudublin.ie/busmas Part of the Business Administration, Management, and Operations Commons, and the Marketing Commons Recommended Citation O'Leary, K. (2006). An Exploration of Enterprise Level Partnership and the Influences Informing Private Sector Organisations Choice of this Model in the Republic of Ireland. Masters dissertation. Technological University Dublin. doi:10.21427/D74K7Z This Theses, Masters is brought to you for free and open access by the Business at ARROW@TU Dublin. It has been accepted for inclusion in Masters by an authorized administrator of ARROW@TU Dublin. For more information, please contact [email protected], [email protected]. This work is licensed under a Creative Commons Attribution-Noncommercial-Share Alike 4.0 License An Exploration qf Enterprise Level Partnership and the Influences Inform i7zg Private Sector Organisations ' CIzoice qf this Model in the Reptrblic ofIreland Kevin 0 'Leary Thesis submitted for fulfilment of the award of Master of Philosopliy Degree (MPhil) Dublin Institute of Technology Supervised by: Serge Basini School of Marketing July 2006 Declaration I ccrtify that this thesis which I now submit for examination for the award of Master of PElilosophy degree (MPhil), is entirely my own work and has not been taken from the work of others save and to the extent that such work has been cited and acknowledged within the text of my work, This thesis was prepared according to the regulations for postgraduate study by research of the Dublin Institute of Tecl~nologyand has not been submitted in wl~olcor UI part for an award in any other Tnstitute or University.
    [Show full text]
  • Work Stress Guide Handbook’
    No. 247/2018 24 April 2018 Our Ref: P1/18 UK National Work Stress Network – New ‘Work Stress Guide Handbook’: To: All Branches Dear Colleagues, The UK National Work Stress Network is a voluntary organisation that campaigns to secure proper recognition of the damage caused by work-stress and to prevent work-related stress. They aim to educate and raise awareness of work-stress and to improve legislation on health, safety and employment rights in the UK and Europe. The organisation is part of the ‘Hazards Campaign’ and has close links to the Trade Union movement. The UK National Work Stress Network consists of unpaid volunteers, bringing together workplace trade union and health and safety representatives, academics, safety professionals and others to campaign for the better protection of workers against stress-related mental and physical illnesses caused by poorly controlled workplace psycho-social hazards. The UK Work-Stress Network has been fighting for years alongside Trade Unions and the Hazards Campaign for the protection of Health and Safety in the workplace, action on Stress and Mental Health. The organisation, Trade Unions and the TUC, now have major concerns about the outcome of any shift of EU-based health and safety law into UK law and the very likely future diminution of Health and Safety and other associated laws. The latest edition of “Work Stress Guide” handbook has been published with the CWU being one of the publication’s sponsors, along with several other Unions; FBU, FDA, GMB, NASUWT, UNISON, Unite and both the Hazards Campaign and Scottish Hazards. The New handbook examines: The problem: The extent of work-related stress illness.
    [Show full text]
  • 3. Inequalities in the Labour Market in Wales 18
    1 2 CONTENTS EXECUTIVE SUMMARY 5 I. INTRODUCTION 9 2. TRADES UNION APPROACHES TO EQUALITY AT WORK IN WALES 10 3. INEQUALITIES IN THE LABOUR MARKET IN WALES 18 4. ORGANISING FOR EQUALITY 34 5. ACHIEVING EQUALITY AT WORK 48 6. LINKS WITH STAKEHOLDER BODIES 59 7. CONCLUSIONS 68 ANNEX 1 EXAMPLES OF TRADES UNION ACTIVITIES TO PROMOTE EQUALITY 71 REFERENCES 73 3 EXECUTIVE SUMMARY Equality and unions in Wales • The equalities agenda has developed very quickly in recent years. Anti-discrimination legislation now covers sexual orientation, religious belief and age as well as sex, race and disability. • Thinking about equality has also developed and now emphasises promotion of equality, not just equal treatment. • Wales has an increasingly distinctive equalities agenda and the Welsh Assembly Government and others have been very active across a number of fronts. • A distinctive trade union agenda is also emerging in Wales, with a new requirement for the Welsh Assembly Government to take account of the interests of Welsh employees, and a recently agreed social partnership agreement with key Welsh public sector employers. • Wales TUC and individual unions have actively promoted equality at work in recent years, through negotiations with employers and through campaigns, provision of training, advice and support. The Close the Pay Gap campaign and Equal at Work project have been flagship actions. About this study • The Wales TUC commissioned a study to benchmark trades union activity to promote equality at work. The findings are based on a review of inequalities in the labour market in Wales, interviews with nineteen trades union officials and with 5 union branches, and interviews with 11 individuals from stakeholder organisations.
    [Show full text]
  • Twittering in the Age of Shakespeare
    53746_Cover_u3:53746_Cover 11/29/07 7:55 AM Page 2 W I N T E R 2 0 0 8 WHEATON Shakespeare in theAge of Twittering Why there’s no substitute for a good book. Inside: The Love of Literature • Experiential Learning Abroad • Interracial Marriages 2 A U T U M N 2 0 0 3 53746_Cover_u3:53746_Cover 11/29/07 7:55 AM Page 3 Wheaton College exists to help build the church and improve society worldwide by promoting the development of whole and effective Christians through excellence in programs of Christian higher education. This mission expresses our commitment to do all things “For Christ and His Kingdom.” VOLUME 1 1 ISSUE 1 12 WINTER 2 0 0 8 ALUMNI NEWS DEPARTMENTS 30 A Word with Alumni 3 Letters From the President-Elect of the Alumni 4 News Association 10 Sports 30 Wheaton Alumni Association News Association news and events 56 Authors 36 Alumni Class News Books by Wheaton’s faculty; thoughts from a published alumna Cover photo: A lover of life, learning, and all things 60 Faculty Voice Shakespeare, Professor of English Emerita Dr. Beatrice Dr. J. Derek McNeil on mentorship Batson M.A. ’47 received the 2007 Alumna of the 61 Student Profile Year Award for Distinguished Service to Alma Mater. A basketball star talks sports and spirituality. Read a tribute about her and her accomplishments, and a timely reminder as to why literature matters. 62 Wheaton in the World (See story, pages 14-19.) Photo by Michael Hudson ’89. Dr. Johann Buis discusses Christian music in Singapore.
    [Show full text]
  • Better Jobs – the Added Value from Trade Unions – Case Studies of the Impact of Collective Bargaining
    Better Jobs – the added value from trade unions – case studies of the impact of Collective Bargaining Research for the TUC Sian Moore and Bethania Mendes De Brito Antunes Work and Employment Research Unit (WERU) University of Greenwich February 2018 Acknowledgements The authors would like to convey their enormous gratitude to all those who spared time to be interviewed for this research and who have made this report possible. Thanks go to Carl Roper for his support for the project and to the TUC for funding the research. The Authors Professor Sian Moore is Director of the Work and Employment Research Unit at the University of Greenwich. Her research centres on the relationship between gender and class. She has published on trade union activism, statutory trade union recognition, trade union learning and equality reps and more recently on non-standard contracts in homecare and parcel delivery. Dr Bethania Antunes is a Senior Lecturer in Reward Management at University of Greenwich and an active member of the Work and Employment Research Unit (WERU). Prior to this she was a Teaching Fellow at the London School of Economics and Political Science (LSE) where completed her PhD in Employment Relations and Organisational Behaviour in 2013. Her research interests include non- profit organizations, performance-related pay, intrinsic motivation and performance as well as public service motivation. Contents Summary ........................................................................................................................................................
    [Show full text]
  • TUC Directory 2021
    2021 CONTENTS SECTION 1 SECTION 4 About the TUC Trade unions Welcome 05 Union statistics 34 Who we are 06 TUC member unions 44 What we do 06 Confederations of unions 90 TUC priorities 2020–21 07 How the TUC works 08 SECTION 5 Committee membership 10 Skills, education and training SECTION 2 Learning through unions 94 TUC people TUC Education 98 Policy staff at Congress House 16 Policy staff in Wales and SECTION 6 the English regions 22 International relations ETUC affiliated unions 104 SECTION 3 ITUC regional organisations 107 TUC services ITUC global union federations 108 Helping unions grow and thrive 26 TUC Aid 110 TUC Information Service 28 TUC publications 28 SECTION 7 Tolpuddle Martyrs Museum 29 Calendar of events 111 TUC Library Collections 31 TUC archive 31 © James Brittain/Hugh Broughton Architects Broughton Brittain/Hugh James © SECTION 1 ABOUT THE TUC BACK TO CONTENTS PAGE WELCOME TO THE 2021 EDITION OF THE TUC DIRECTORY No-one could have foreseen the twin challenges of the global pandemic and consequent recession. We should be proud of the way the trade union movement responded, stepping up to fight the pandemic, demanding action to protect jobs and supporting our members through thick and thin. We showed the importance of unions standing up for working people. We adapted how we work and found new ways to build common purpose, understanding and solidarity when we couldn’t be physically together. We adopted the Organising Pledge that commits us to recruiting new members, seeking new recognitions and supporting a new generation of reps.
    [Show full text]