Fire Fighter

Total Page:16

File Type:pdf, Size:1020Kb

Fire Fighter ESTABLISHED 1918 JOURNAL OF THE FIRE BRIGADES UNION F ir e F ig h t e r VOL 27 NO. 8 OCTOBER 1999 2 ONE HOUR’S PAY COULD SAVE A CHILD AVE the Children UK — the UK’s leading inter­ For example, £5 could pay to vaccinate a child in national children’s charity — is launching a new Burkina Faso against seven potentially fatal childhood dis­ Sfundraising appeal called ‘One in a Millennium’. eases, £12 could provide a year’s basic education for a Employees from across the UK are being asked to donate Sudanese child displaced by war and £38 could buy an arti­ just one hour’s pay from this millennium to help children ficial limb for a child injured by a landmine in Mozambique. living in the next. By donating just one hour’s pay to ‘One in a Millennium’ Save the Children supports projects in over 65 countries, you can make a special gift to the world’s children. Please including the UK; every pound raised through ‘One in a call Joan Smith or Selina Fairclough on 0171-703 5400 to Millennium’ really can make a difference. find out more. The following letter in support o f the cause is written by Adam Faith: Dear Editor WONDER how many readers, either employers or the hassle is taken away from you and it gives you the employees, realise how much they can help their chance to show how much your company cares about Ifavourite charity by joining or introducing a Payroll others, to staff, customers and your local community, as Giving Scheme? well as effectively increasing your company’s overall chari­ Payroll giving might not sound exciting, but the results table giving. Additionally, any changes in the administration can be dramatic and far reaching. For example, one of my of your payroll system can be reclaimed against your cor­ favourite charities is the UK’s leading international chil­ poration tax — so you also benefit from the tax effective­ dren’s charity Save the Children. ness of the scheme. By giving just a small amount from your salary each By giving in this way, you can help a charity like Save month — say £5 — you could enable a mother in Ethiopia the Children support long-term plans in the knowledge that to buy four goats to produce milk to nourish her children it has a regular, predictable income base. and create a vital source of income. You could also be help­ If you are an employer or an employee, and you’d like ing the charity cope when it has to respond to major emer­ to know more, write for a free pack to Joan Smith, Payroll gencies, such as famine, war and natural disasters. Giving, Save the Children, 17 Grove Lane, London SE5 8RD It’s a really easy and flexible scheme. You can give as lit­ or call 0171-716 2196 tle as £1 or as much as £100 per month. You can change Best wishes what you give at any time and you can stop your payments if your circumstances change. You can even ‘beat’ the taxman, because what you give counts as a tax-free charitable donation, and unlike other forms of tax-effective giving, the money is deducted before tax, so Save the Children doesn’t need to waste adminis­ trative time and money reclaiming the tax back. As an employer, you can introduce payroll giving to your company whatever its size. It’s completely free to join, all ADAM FAITH — The Money Channel 3 Comment From your General Secretary INQUIRY TO BE NEXT STEP LL members of the FBU will have proposals for changes to the Grey Book. been following carefully the The Executive Council considered care­ A recent events as they have been fully the proposal of an inquiry and unfolding around the long running dis­ have agreed to participate subject of pute over conditions of service, the course to the terms of reference being Smash and Grab campaign. satisfactory. Since the employers unilaterally sus­ The potential for strike action in GMC pended the National Joint Council and West Yorkshire has, also as a result, machinery, they have been travelling been removed with both respective the country consulting their members employers locally removing their own on how to proceed with the changes proposals. Both ballots, the Executive they wished to implement. They have Council have agreed, will be suspended had to consider how to proceed in the in light of this. I must at this juncture knowledge that as a union we will not place on record the Executive Council’s concede to ‘local flexibility’, as we are thanks and congratulations to the mem­ acutely aware of what the implications bers and officials in both GMC and West of such a move would mean. Yorkshire for producing resounding Throughout this campaign, over nearly ‘YES’ votes in both cases. The employ­ two years, I have repeatedly offered to vice. It must be pointed out that much ers unable to break us down nationally, discuss with the employers the real to the disgust of some at the meeting tried unsuccessfully to break us locally, issues facing the service as we enter the proposal had already been sent to they failed. the next millennium, this they have the Home Secretary, of course we At the time of writing the inquiry and repeatedly declined to do. should not be overly concerned how its exact terms of reference are not The employers have received a they treat each other but it may assist known, but you can rest assured we will mixed reaction from the authorities they some to understand that if that’s how play a constructive and honest role in have visited, crucially many employers they behave to each other then perhaps its work. I feel confident that ‘WE’ can have stated that they do not seek or it may indicate how they can treat us produce plenty of evidence of our will­ understand the need for confrontation too often with little or no respect. ingness to take the service forward and with the FBU, this is to be welcomed. The Home Office Minister in the that during this most recent dispute it You will be aware that the employers House of Lords made a statement on has not been the FBU that has been met as a body on the 12th October to the 14th October, to the effect that confrontational or old fashioned in our consider the way forward. At the meet­ indeed an inquiry would be set up. approach to modern problems and ing they considered a proposal from the Importantly the statement also called issues. LGA group to request to the Home for the lifting of the employers’ suspen­ I of course, will ensure as matters Secretary an independent inquiry into sion of the NJC and even more crucially unfold that all our membership are kept the industrial relations in the fire ser­ that they, the employers, remove their informed. SMASH ’n’ GRAB FIRE BRIGADES UNION SOUTH YORKSHIRE Brigade Officials and Members 9th September 1999 West Yorkshire Fire Service Dear Comrades, Brothers and Sisters, CONDITIONS OF SERVICE Just when you thought it had gone quiet good old Mr. Conlon rears his head and thinks how he can have another go at firefighters. It appears to us that this is part of the plan along with GMC and London, to impose changes in conditions of service at local level. It is imperative that members oppose these changes because of the implications for all firefighters and officers, if employers are able to change conditions without agreement, so much for Conlon’s assurances! Members in South Yorkshire are well aware of the implications if these changes are made, there will be a difference of five days’ annual leave between the two brigades but as stated, the ability of the employers to impose changes is the fundamental issue. We wish you well in your campaign and urge your members to reject the proposals and give the Officials a mandate to initiate strike action should the Fire Authority continue with its plans. We will be consulting with the membership and Fire Authority over the implications for neighbouring South Yorkshire stations should strikes commence in West Yorkshire. I am sure over the next few weeks you will be heavily involved in talking to the membership over the issues, the members in South Yorkshire would wish you to pass on their support for whatever action is necessary to stop the attack on our conditions. Should you require any assistance please contact us and we will do whatever we can to help. Once again, Good Luck in the campaign, Best Wishes to the members in West Yorkshire, Reject the Employers’ proposals. Yours Fraternally, Bob Blackburn Brigade Secretary SMASH ’n’ GRAB FIRE BRIGADES UNION SOUTH YORKSHIRE Brigade Officials, Brothers and Sisters 10th September 1999 Greater Manchester Fire Service Dear Comrades, GMC - EMPLOYERS PROPOSED RESTRUCTURE The members in South Yorkshire wish to convey their support for the action you are taking over the Fire Authority’s proposed restructure of GMC. We know only too well what happens when restructures take place, less personnel doing more work and Senior management taking the credit and extra salary. In South Yorkshire we have been forced into four restructures over the last eight years resulting in a 25 per cent loss in personnel, in all cases the personnel left have been put under extreme pressure resulting in an increase in the number of Officers retiring because of stress related illnesses. The exercise your employers are going through is obviously designed to impose local conditions and practices on the workforce and weaken the Fire Brigades Union.
Recommended publications
  • The Challenge to the Trade Unions
    The Conservative Government’s Proposed Strike Ballot Thresholds: The Challenge to the Trade Unions Salford Business School Research Working Paper August 2015 Professor Ralph Darlington Salford Business School, University of Salford, and Dr John Dobson Riga International College of Economics and Business Administration Corresponding author: Professor Ralph Darlington, Salford Business School, University of Salford, Salford M5 4WT; [email protected]; 0161-295-5456 Ralph Darlington is Professor of Employment Relations at the University of Salford. His research is concerned with the dynamics of trade union organisation, activity and consciousness in Britain and internationally within both contemporary and historical settings. He is author of The Dynamics of Workplace Unionism (Mansell, 1994) and Radical Unionism (Haymarket, 2013); co-author of Glorious Summer: Class Struggle in Britain, 1972, (Bookmarks, 2001); and editor of What’s the Point of Industrial Relations? In Defence of Critical Social Science (BUIRA, 2009). He is an executive member of the British Universities Industrial Relations Association and secretary of the Manchester Industrial Relations Society. John Dobson has published widely on the operation of labour markets in Central and Eastern Europe and is currently Associated Professor at Riga International College of Economics and Business Administration, Latvia. He was previously a senior lecturer in Industrial Relations at the University of Salford, where he was Head of the School of Management (2002-6) and President
    [Show full text]
  • Dinosaurs and Donkeys: British Tabloid Newspapers
    DINOSAURS AND DONKEYS: BRITISH TABLOID NEWSPAPERS AND TRADE UNIONS, 2002-2010 By RYAN JAMES THOMAS A dissertation submitted in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY WASHINGTON STATE UNIVERSITY The Edward R. Murrow College of Communication MAY 2012 © Copyright by RYAN JAMES THOMAS, 2012 All rights reserved © Copyright by RYAN JAMES THOMAS, 2012 All Rights Reserved To the Faculty of Washington State University: The members of the Committee appointed to examine the dissertation of RYAN JAMES THOMAS find it satisfactory and recommend that it be accepted. __________________________________________ Elizabeth Blanks Hindman, Ph.D., Chair __________________________________________ Douglas Blanks Hindman, Ph.D. __________________________________________ Michael Salvador, Ph.D. ii ACKNOWLEDGEMENTS This dissertation, not to mention my doctoral degree, would not be possible with the support and guidance of my chair, Dr. Elizabeth Blanks Hindman. Her thoughtful and thorough feedback has been invaluable. Furthermore, as both my MA and doctoral advisor, she has been a model of what a mentor and educator should be and I am indebted to her for my development as a scholar. I am also grateful for the support of my committee, Dr. Douglas Blanks Hindman and Dr. Michael Salvador, who have provided challenging and insightful feedback both for this dissertation and throughout my doctoral program. I have also had the privilege of working with several outstanding faculty members (past and present) at The Edward R. Murrow College of Communication, and would like to acknowledge Dr. Jeff Peterson, Dr. Mary Meares, Professor Roberta Kelly, Dr. Susan Dente Ross, Dr. Paul Mark Wadleigh, Dr. Prabu David, and Dr.
    [Show full text]
  • Register of Interests of Members’ Secretaries and Research Assistants
    REGISTER OF INTERESTS OF MEMBERS’ SECRETARIES AND RESEARCH ASSISTANTS (As at 11 July 2018) INTRODUCTION Purpose and Form of the Register In accordance with Resolutions made by the House of Commons on 17 December 1985 and 28 June 1993, holders of photo-identity passes as Members’ secretaries or research assistants are in essence required to register: ‘Any occupation or employment for which you receive over £380 from the same source in the course of a calendar year, if that occupation or employment is in any way advantaged by the privileged access to Parliament afforded by your pass. Any gift (eg jewellery) or benefit (eg hospitality, services) that you receive, if the gift or benefit in any way relates to or arises from your work in Parliament and its value exceeds £380 in the course of a calendar year.’ In Section 1 of the Register entries are listed alphabetically according to the staff member’s surname. Section 2 contains exactly the same information but entries are instead listed according to the sponsoring Member’s name. Administration and Inspection of the Register The Register is compiled and maintained by the Office of the Parliamentary Commissioner for Standards. Anyone whose details are entered on the Register is required to notify that office of any change in their registrable interests within 28 days of such a change arising. An updated edition of the Register is published approximately every 6 weeks when the House is sitting. Changes to the rules governing the Register are determined by the Committee on Standards in the House of Commons, although where such changes are substantial they are put by the Committee to the House for approval before being implemented.
    [Show full text]
  • This Thesis Has Been Submitted in Fulfilment of the Requirements for a Postgraduate Degree (E.G
    This thesis has been submitted in fulfilment of the requirements for a postgraduate degree (e.g. PhD, MPhil, DClinPsychol) at the University of Edinburgh. Please note the following terms and conditions of use: • This work is protected by copyright and other intellectual property rights, which are retained by the thesis author, unless otherwise stated. • A copy can be downloaded for personal non-commercial research or study, without prior permission or charge. • This thesis cannot be reproduced or quoted extensively from without first obtaining permission in writing from the author. • The content must not be changed in any way or sold commercially in any format or medium without the formal permission of the author. • When referring to this work, full bibliographic details including the author, title, awarding institution and date of the thesis must be given. An Exploration of Culture and Change in the Scottish Fire Service: The Effect of Masculine Identifications Brian M. Allaway PhD by Research The University of Edinburgh 2010 1 Abstract This study examines the organisational culture of the Scottish Fire Service, and the political pressures for change emanating from the modernisation agenda of both the United Kingdom and Scottish Governments. Having completed a preliminary analysis of the Fire Service‟s culture, by examining the cultural history of the Scottish Fire Service and the process through which individuals are socialised into the Service, the study analyses the contemporary culture of the Service through research in three Scottish Fire Brigades. This research concludes that there is a clearly defined Fire Service culture, which is predicated on the operational task of fighting fire, based on strong teams and infused with masculinity at all levels.
    [Show full text]
  • Influences on Trade Union Organising Effectiveness in Great Britain
    Abstract This paper brings together data from the 1998 Workplace Employee Relations Survey, National Survey of Unions and TUC focus on recognition survey to investigate influences on union organising effectiveness. Organising effectiveness is defined as the ability of trade unions to recruit and retain members. Results suggest that there are big differences in organising effectiveness between unions, and that national union recruitment policies are an important influence on a union’s ability to get new recognition agreements. However local factors are a more important influence on organising effectiveness in workplaces where unions have a membership presence. There are also important differences in organising effectiveness among blue and white-collar employees. These differences suggest that unions will face a strategic dilemma about the best way to appeal to the growing number of white-collar employees. JEL classification: J51 Key words: Trade union objectives and structures, organising effectiveness This paper was produced under the ‘Future of Trade Unions in Modern Britain’ Programme supported by the Leverhulme Trust. The Centre for Economic Performance acknowledges with thanks, the generosity of the Trust. For more information concerning this Programme please email [email protected] Influences on Trade Union Organising Effectiveness in Great Britain Andy Charlwood August 2001 Published by Centre for Economic Performance London School of Economics and Political Science Houghton Street London WC2A 2AE Ó Andy Charlwood, submitted June 2001 ISBN 0 7530 1492 0 Individual copy price: £5 Influences on Trade Union Organising Effectiveness in Great Britain Andy Charlwood Introduction 1 1. Organising Effectiveness: Concepts and Measures 2 2. Influences on Union Organising Effectiveness 5 3.
    [Show full text]
  • Trade Unions and Climate Politics: Prisoners of Neoliberalism Or Swords of Climate Justice?
    Trade unions and climate politics: prisoners of neoliberalism or swords of climate justice? 6 March 2015 Paper presented to the Political Studies Association Conference 2015, Sheffield, 30 March 2015 Dr Paul Hampton Head of Research and Policy Fire Brigades Union [email protected] 07740403240 02084811511 Dr Paul Hampton is Research and Policy Officer at the Fire Brigades Union. He is the author of numerous publications, including Lessons of the 2007 Floods ‐ the FBU’s contribution to the Pitt review (2008), Climate Change: Key issues for the fire and rescue service (2010) and Inundated: Lessons of recent flooding for the fire and rescue service (2015). He holds a PhD in climate change and employment relations, focusing on the role of trade unions in tackling global warming. His book, Workers and Unions for Climate Solidarity is due to be published by Routledge this year. This is a work in progress. Please do not quote or distribute. 1 Introduction The early decades of the twenty‐first century have witnessed the failure of climate change politics. The failure is not principally with the physical science evidence for climate change, which as a scientific hypothesis is increasingly robust, although still evolving and variously contested. Intergovernmental Panel on Climate Change (IPCC) reports articulate the widely‐ held but conservative consensus around the physical science of climate change: the climate system is now warming significantly and is likely to continue, human activities are the major cause of it and potentially large impacts are likely (IPCC 2013). The fifth IPCC report predicts significant increases in surface warming and sea level by the end of this century.
    [Show full text]
  • Fbu Supports Homerton Eleven 2
    ESTABLISHED 1918 JOURNAL OF THE FIRE BRIGADES UNION F ir e F ig h t e r VOL 28 NO. 1 JANUARY/FEBRUARY 2000 FBU SUPPORTS HOMERTON ELEVEN 2 CONFERENCE TRESSELL FESTIVAL 2000 HE Robert Tressell Centre has been set up, with the support of Trade Unions both locally and nationally, to preserve and promote the memory of Robert Tressell author HE Annual Conference this Tof the classic working class novel, The Ragged Trousered Philanthropist. One of the year will have many significant major undertakings of the group is the Robert Tressell Festival, the second of which will be Telements contained within it, held over the weekend of the 27th/28th May 2000. The inaugural event last year was a great apart from the fact that it will be success with trade unionists and other enthusiasts travelling from around the country to the first of the new millennium. Hastings. Apart from the Festival the group are trying to introduce a whole new generation To mark this occasion it is of readers to this wonderful work via schools and libraries. For further information please proposed to produce for the week contact Dee Daly at the Robert Tressell Centre, 84 Bohemia Road, St Leonards on Sea, East of Conference, in print and on the Sussex, TN37 6RN or visit the website at: www.1066.net/tressell Website, a Conference 2000 special edition of Firefighter. To do this the Executive Council need your help. THOMPSONS & THE FBU The Journal will hopefully contain articles, letters, and photos of how UNION LEGAL SERVICES this Union has grown and evolved over the 20th Century and also NION legal services are substantially cheaper than any other legal expenses look forward to how it will progress insurance, according to a TUC survey, Focus on Union Legal Services.
    [Show full text]
  • No.9 Trade Unions and Other Employees' Associations
    This Information Note lists trade unions and other employees' associations representing the interests of workers in Northern Ireland. The Agency updates the list as frequently as possible and is therefore grateful to receive notification of any additions or amendments required. INFORMATION NOTE NO 9 MARCH 2015 TRADE UNIONS AND OTHER EMPLOYEES’ ASSOCIATIONS IRISH CONGRESS OF TRADE UNIONS (NORTHERN IRELAND COMMITTEE) Mr. Peter Bunting, Assistant General Secretary 4-6 Donegall Street Place, Belfast, BT1 2FN Phone: 02890 247940 Fax: 02890 246898 Website: www.ictuni.org UNITE Regional secretary Mr. Jimmy Kelly: 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 02890 232381 Fax: 02890 748052 Regional Women's Officer Ms Taryn Trainor: 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 02890 232381 Fax: 02890 748052 Branch Secretaries Mr Maurice Cunningham: (BELFAST) Mr David McMurray: (BELFAST) 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 028 9023 2381 Fax: 02890 748052 Mr Davey Thompson: (BALLYMENA) The Pentagon, 2 Ballymoney Road, Ballymena, BT43 5BY Phone: 028 2565 6216 Fax: 028 2564 6334 1 Organisers Mr Dessie Henderson 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 028 9023 2381 Fax: 02890 748052 Regional Officers Mr Jackie Pollock 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 028 9023 2381 Fax: 02890 748052 Mr Philip Oakes 4 Foyle Road, Londonderry, BT48 6SR Phone: 028 71220214 Fax: 028 7137 3171 Mr Kevin McAdam 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 028 9023 2381 Fax: 02890 748052 Mr Gareth Scott: (Londonderry and District) 4 Foyle Road,
    [Show full text]
  • Trade Union Facility Time
    TRADE UNION FACILITY TIME Facility time arrangements at the Isle of Wight Council The Isle of Wight council whilst having statutory obligations to comply with employment legislation to make provision for trade union facility time believes in the benefits that can be realised by positive employee relations. All facility time arrangements are set out in an agreement in which all parties can make a positive contribution to the efficient and effective management of council services by setting out the consultation processes, conditions of recognition and facilities which will be made available to Union representatives and specifying how reasonable time off for union duties and activities, training and for health and safety, can work to the mutual advantage of both parties. The agreement takes account of current practices within the council; employment protection legislation; the ACAS Code of Practice 3 for time off for trade union duties and activities, the health and safety commission code of practice on safety representatives and appropriate national agreements. The council affords reasonable time off with pay to trade union representatives, subject to the needs of the service, to carry out duties concerned with employee relations and the members they represent. The purpose for this time off must be either to carry out official union duties or to undergo relevant training as approved by the TUC or Trade Union. The amount of time-off a steward may take to undertake official union duties in their particular constituency should not normally exceed one day per month, with an additional two hours per month plus travelling time being allowed to attend Union meetings to discuss employee relations matters concerning the Council.
    [Show full text]
  • Investigation Into the King's Cross Underground Fire
    Investigation into the King's Cross Underground Fire Presented to Parliament by the Secretary of State for Transport by Command of Her Majesty November 1988 1 THE DEPARTMENT OF TRANSPORT LONDON HER MAJESTY'S STATIONERY OFFICE £19.50 net Investigation into the King's Cross Underground Fire Inspector: Department of Transport Mr Desmond Fennell OBE QC 2 Marsham Street London SWlP 3EB 21 October 1988 The Rt Hon. Paul Channon MP Secretary of State for Transport Department of Transport 2 Marsham Street London SWlP 3EB Dear Secretary of State, King's Cross Underground Fire Investigation I was appoipted by you on 23 November 2987 to hold a formal Investigation into the circumstances of the King's Cross Underground fire. I have completed the Investigation and enclose my Report. Yours sincerely, Desmond Fennell T022b8O 000Lb75 AT7 W Contents Page CHAPTER 1 Executive Summary ................................................................. 15 CHAPTER 2 Introduction and Scope of the Investigation .................. 21 CHAPTER 3 London Regional Transport and London Underground Limited ................................................................25 CHAPTER 4 The Ethos of London Underground ................................. 29 CHAPTER 5 London Underground Organisation and Management 33 CHAPTER 6 King's Cross Station ............................................................ 37 CHAPTER 7 Escalators on the Underground ..................................... 41 CHAPTER 8 Staff on duty at King's Cross on 18 November 1987 47 CHAPTER 9 Timetable and Outline
    [Show full text]
  • This Is the Fire Brigades Union's (FBU)
    (COR0062) Written evidence submitted by the Fire Brigades Union (FBU) (COR0062) This is the Fire Brigades Union’s (FBU) submission to the Home Affairs Select Committee inquiry into Home Office preparedness for Covid-19 (Coronavirus), launched on 12 March 2020. The FBU is the professional and democratic voice of firefighters and other workers within fire and rescue services across the UK. We represent the vast majority of wholetime (full-time) and retained (part-time, on- call) operational firefighters and control staff across the UK. The FBU welcomes the Home Affairs Select Committee inquiry and the opportunity to submit evidence. The union’s submission is confined to the most relevant terms of reference: how fire and rescue service business continuity plans are being designed to best safeguard the public and emergency service workers; and the preparedness of fire and rescue services to support Local Resilience Forums during a possible civil contingencies emergency. Summary The FBU’s central argument is the lack of preparedness by governments, fire employers and chief fire officers for the Covid-19 pandemic. Planning for emergencies should take place before the emergency occurs. Key failures include going back nearly two decades include: Legislation that fragmented the fire and rescue service Poor national risk management The lack of central government oversight The exclusion of key stakeholders (notably the FBU) Devastating funding cuts Slow response this year on testing and protective equipment. Background 1. The post-war fire sector was governed by the Fire Services Act 1947 and overseen by the Home Office for the whole of the UK. The 1947 Act created minimum staffing for fire brigades (known as establishment levels), which meant local fire authorities could not reduce fire cover without the permission of ministers.
    [Show full text]
  • Appendix 1 (See Paragraph 1.12)
    Appendix 1 (see paragraph 1.12) List of Trade Unions at 31 March 2018 Notes: Italics Denotes a trade union first entered in the list during 1 April 2017 to 31 March 2018. * Denotes a trade union holding a certificate of independence at 31 March 2018. (P) Denotes a trade union with a political fund resolution in force at 31 March 2018. England and Wales * Accord * Advance *Affinity Aircrew Officers Association Europe Alliance for Finance * Artists’ Union England ASPSU * Associated Society of Locomotive Engineers and Firemen (P) * Associated Train Crew Union * Association for Clinical Biochemistry & Laboratory Medicine, The * Association of Educational Psychologists * Association of Local Authority Chief Executives * Association of Revenue and Customs * Association of School and College Leaders * Bakers Food and Allied Workers Union (P) Balfour Beatty Group Staff Association BLUECHIP STAFF ASSOCIATION Boots Pharmacists’ Association (BPA) * Britannia Staff Union * British Air Line Pilots Association * British Association of Dental Nurses * British Association of Journalists * British Association of Occupational Therapists Limited * British Dental Association * British Dietetic Association * British Medical Association * British Orthoptic Society Trade Union 48 Cabin Crew Union UK * Chartered Society of Physiotherapy City Screen Staff Forum Cleaners and Allied Independent Workers Union (CAIWU) * Communication Workers Union (P) * Community (P) Confederation of British Surgery Currys Supply Chain Staff Association (CSCSA) CU Staff Consultative
    [Show full text]