Trade Union Bill

Debate between Jo Stevens and Chris Stephens

Tuesday 10th November 2015 Commons Chamber

[Jo Stevens (Cardiff Central) (Lab)]

Does evidence from the Royal College of Midwives and the Royal College of Nursing not contrast spectacularly with that of a Government witness from Health 2020 who admitted when giving evidence that she did not even know what facility time was?

[Chris Stephens]

That is correct. I had never heard of Health 2020, and under the skilful questioning of the hon. Member for Cardiff Central (Jo Stevens) it was revealed that the witness was a former Conservative candidate. When she mentioned her concerns about patient care, I said that a trade union is obliged to provide life and limb cover, but the witness had not heard of that either; and as the hon. Lady mentioned, she did not know what facility time was.

Trade Union Bill (Tenth sitting)

Debate between Jo Stevens and Chris Stephens

Tuesday 27th October 2015 Public Bill Committees

[Chris Stephens]

That is right, and it is an excellent point. There is also the other example of someone who works for a large employer who may have two different jobs for that employer—perhaps part time in two departments. Again, the hon. Lady makes an excellent point.

If the state is banning voluntary collective agreements, I must ask the Minister at what the point the Conservative party went from being laissez-faire to Stalinist. This goes against what I consider to be the principles the Conservative Party was founded on. The arguments advanced are also irrelevant because, if income tax can be deducted at source, then why not trade union subscriptions?

The measure will also leave the public sector at risk of legal challenge. The International Labour Organisation is looking at other countries that have tried the same thing, such as Congo. In 2010 the ILO committee of experts reported

“since the check-off system was abandoned in 1991, there has been no procedure for deducting trade union dues from workers’ pay. According to the Government, in practice, all unionized workers are expected to pay their dues to the trade union office. The Committee once again notes with regret that the Government has still not specified whether the abandonment of the check-off system in 1991 had the effect of barring trade unions from negotiating procedures allowing trade union dues to be deducted from members’ pay. The Committee once again reminds the Government that the deduction of trade union dues by employers and their transfer to the unions is not a matter that should be excluded from the scope of collective bargaining”.

The ILO committee of experts is now making observations on Croatia as well. It noted that

“in general, a legal provision which allows one party to modify unilaterally the content of signed collective agreements is contrary to the principles of collective bargaining”.

Its continues:

“The Committee requests the Government to provide a copy of the aforementioned Act and underlines the importance of ensuring that any future Act on the Realization of the State Budget does not enable the Government to modify the substance of collective agreements in force in the public service for financial reasons.”

Those are very serious matters. The Government are leaving themselves open to risk on that basis.

Once again, the principles of consent are relevant. Some public bodies, as the shadow Minister has said, receive income from trade unions to administer check-off, and the general secretary of Unison, Dave Prentis, made it clear in his evidence that Unison pays for the facility when it is asked to. The public sector does not support the principle of banning check-off. The consent of the devolved Administrations, local authorities and other public bodies should be required, but we believe that the real intention is to make derecognition easier in the workplace. The new clause strikes at the heart of trade union organisation and is insidious.

I do not think that the Minister has yet demonstrated that he understands the principles of consent or devolution. He has made the extraordinary claim that the Government are complying with the Smith agreement, but I think that the only people who think so are the Government; no independent analysis shows that. I think that it is the right of all public bodies to institute their own arrangements for industrial relations, check-off and facility time. We appeal to the Minister once again to try to understand the principles behind those things, and I hope he will accept the amendment.

[Jo Stevens]

It is a pleasure to serve under your chairmanship for the final Committee sitting, Sir Edward.

In tabling the new clause on check-off, the Government seem extremely concerned to bring trade unions into the 21st century. For the second time in Committee I am forced to admit that I agree with the Minister—not on the content of the new clause, but on the aim of modernisation. The Government seem to believe that paying union subscriptions online, via a bank account, is an acceptable facet of 21st-century trade unionism, but that secure online balloting is not. We must ask ourselves why.

I had an inkling of that while looking back through a 2011 Conservative Home column—I have very exciting evenings—which, thanks to a quotation from the then Under-Secretary of State for Communities and Local Government, specifically tied the issue of check-off to the collection of a political levy. That makes me wonder whether the motive for the new clause has more to do with that issue. About 3.8 million public sector workers could be affected by the proposed changes, yet there is no groundswell of demand for the changes from anyone other than the Conservative party.

I want to set out a few inconsistencies to highlight how the new clause does not make sense. I have mentioned the Government’s hypocrisy in opposing online balloting, so I begin with the fact that the use of check-off is voluntary. No employer has to offer it. As with facility time, the right should be with the employer to decide whether the practice benefits their workforce or not. In the case of local government and the devolved Governments in Wales and Scotland, the Westminster Government are imposing top-down solutions to problems that do not exist on the ground.

Secondly, this is not about taxpayers’ money. In many instances, as we have heard, trade unions pay for the very small cost of administering check-off. As the Minister has pointed out, this is the 21st century: payroll is automated. As Unison noted it its written evidence to this committee, the former Chief Secretary to the Treasury in the coalition Government wrote to stop attempts to end check-off, saying that,

“Departments should be aware that there is no fiscal case for doing this, as the Unions have offered to pay any costs associated with check-off, which are in any case minimal”.

As the hon. Member for Glasgow South West mentioned, Unison general secretary Dave Prentis gave us evidence on 15 October about check-off arrangements and gave numerous examples of arrangements that Unison has in place where it either pays for the check-off system, or the employer that the union works with makes money out of it. He named Fife Council, East Lancashire hospitals, Bradford City Council, and Derbyshire County Council, to name a few. If cost really were the issue here, surely the appropriate response is to ensure that the costs are met, rather than to entirely abolish the system.

That brings me to how check-off is used by other organisations. From animal welfare to cancer charities, from helping the homeless to children’s organisations, payroll giving is commonplace. Workplace Giving UK says that it is the most efficient way to give to charity—it works with huge charities such as the Stroke Association and Macmillan. The Payroll Giving Centre claims that over 8,000 employers use the system, with over 1 million people donating from their salaries. It is efficient and easily understood, yet while this system of giving seems set to continue and indeed expand for charities, it is being removed for trade union members.

Finally, on transparency and accountability, check-off ensures that members do not continue to pay their subscription after they have left employment. It is a very clear and easy way for a member to pay subscriptions when in employment but not to continue doing so when they leave their job. Taken with other sections of this Bill, this new clause contributes to a new, sprawling and costly bureaucracy that is being put in place with the sole aim of impeding the ability of trade unions to organise politically and industrially. This is all that this is.

We oppose the new clause and the Bill, but if the Minister really wishes to demonstrate that he is serious about modernisation, I urge him to withdraw the new clause and instead bring forward measures to ensure that taxpayers’ money is not spent on check-off, if that really is his concern, and to specify that trade unions pay for the facility themselves, as many already do.

Trade Union Bill (Ninth sitting)

Debate between Jo Stevens and Chris Stephens

Tuesday 27th October 2015 Public Bill Committees

[Jo Stevens]

My hon. Friend makes a valid point. I think that we will see more of that during this Parliament.

What was the inspiration for the changes? The Government propose to give the certification officer a whole armoury of weapons. They will be able to investigate, demand documents, demand explanations and start proceedings, which they themselves will hear, acting as prosecutor and judge, before giving a verdict and delivering a sentence. They will be able to impose a fine and, as we heard in evidence, a quasi-criminal sanction. This is an extraordinary attack on the rule of law.

Certification officers’ powers will be extended into areas that have historically been way outside the remit of the role. The CO’s role is to regulate the internal workings of unions and their relationship with their members. That is clear from the existing jurisdictions and procedures involving complaints by union members. The certification officer’s website states that his role is to

“maintain a list of trade unions…ensure compliance with statutory requirements for annual returns…determine complaints concerning trade union elections…rules”

and trade union mergers,

“oversee the political funds”

and

“certify the independence of trade unions”.

That work involves seven staff, and the net cost of the certification officer’s office, according to his most recent annual report of July this year, was £560,232. That represents a 3.7% decrease. Hon. Members might think that that is good value for money, yet the Government want to increase massively bureaucracy, cost and intrusion.

I also note from the annual report that in March 2015, the certification officer’s premises were found to be structurally unsafe. I fear that the proposals in the Bill are equally structurally unsafe. No longer will the CO’s role be confined to legitimate complaints that are not ruled out as scandalous, vexatious, hopeless or misconceived. The real purpose of the proposals was revealed in the questions from the hon. Member for Banbury to Professor Ewing in Committee on the afternoon of 15 October. The hon. Lady envisaged the certification officer being required to take action at the behest of

“someone with a legitimate cause for complaint—someone who is affected by strike action…The certification officer himself might be able to take a view that it was appropriate to investigate non-compliance.”––[Official Report, Trade Union Public Bill Committee, 15 October 2015; c. 131, Q352-354.]

Professor Ewing was understandably perplexed by that question, as even the certification officer’s expanded role would not encompass non-compliance with industrial action requirements, yet it is clear that Government Members believe that it should, and that the certification officer should act as a state enforcer who steps in at the behest of any individual to interfere in the workings of trade unions. One can imagine that the Conservative party’s friends in the TaxPayers Alliance will be keen to waste more public money and resources by pestering the certification officer on all manner of issues and seeking enforcement orders on unions, especially in the light of the oppressive reporting requirements on industrial action and political funds.

The situation shows that the Government and Conservative Members are proceeding on the basis of a fundamental misunderstanding of the law and of the role of a certification officer. They are creating a bloated and distorted role that undermines the independence of the office and offends universally accepted legal principles. As a final insult, they will require trade unions to pay for the privilege. Under the Conservatives, we are used to attacks on trade unions, but now we will have an open-ended tax on trade unions—a blank cheque—on which unions will have no say and no control. It is taxation without representation at its most extreme, enabling ideologically motivated complaints to target union resources. It is another direct, politically driven attack on the finances of unions and their capacity to represent their members.

[Chris Stephens]

The hon. Lady is making an excellent speech. Is it not ironic that trade unions are being asked to contribute to the costs of a certification officer, but will be prohibited from contributing to employers administering check-off?

[Jo Stevens]

The hon. Gentleman makes a valid point that shows the inconsistencies throughout the Bill.

I hope that the Government will rethink their proposals on the certification officer. I believe that they should be withdrawn, as they are pernicious, and that the current role of the certification officer, which is widely respected, should be retained. To do otherwise betrays a disdain for independence, impartiality, fairness and, most importantly, the rule of law.

Trade Union Bill (Eighth sitting)

Debate between Jo Stevens and Chris Stephens

Thursday 22nd October 2015 Public Bill Committees

[Jo Stevens]

The proposals on facility time illustrate the lack of understanding we have seen from the Government about how trade unions operate and the benefits they deliver, not just for their members but for employers. There has been precious little evidence given for the attack on facility time in the Bill, as we saw when unevidenced assertions were presented by the witness from the TaxPayers Alliance last week.

I will talk about two aspects relating to the amendments tabled by my hon. Friend. My first point is a general one about facility time, in the health service in particular. In 2007, the then Department for Business, Enterprise and Regulatory Reform looked at the issue as a precursor to revising the ACAS code of practice on facility time for union reps. If the Minister had compiled a report such as that one before the Bill was drafted, he would have found that union reps make a significant contribution to increasing productivity, making their workplaces safer, reducing the costs of recruitment and helping business to become more responsive to change, by helping staff acquire new skills in addition to updating those they already have. That report showed tens of millions of pounds of savings to employers and the Exchequer by reducing the number of employment tribunal cases, although I will admit that the Government have done a pretty good job on that by introducing tribunal fees and pricing people out of access to justice. The report also showed the benefits to society worth hundreds of millions of pounds as a result of reducing working days lost due to workplace injury and work-related illness. Follow-up research by the TUC pointed to overall productivity gains worth between £4 billion and £12 billion to the UK economy.

More recent research carried out for the Royal College of Nursing by the University of Warwick and Cass Business School backed up the 2007 report. The analysis found that work carried out by trade union representatives in NHS organisations was estimated to save the health service at least £100 million a year. In times of such constrained public finances, facility time is estimated to save large teaching hospitals £1 million a year. The RCN is unequivocal that, aside from the financial cost of high staff turnover when the NHS is already struggling to recruit and retain enough staff, removing effective union representation could have,

“a significant impact on patient safety.”

Janet Davies of the RCN, who we heard from last week, went on to say:

“The health service can ill-afford further damage to staff morale, or to squander even more money on recruitment costs. The trade union bill is bad for staff, employers and most importantly it is bad for patients.”

The RCN is on the front line of service delivery and understands the practical impact the Bill would have. The Labour party is inclined to listen to it.

I want to briefly mention the health and safety representatives and the impact of the Bill on their valuable work. There is, of course, a legal duty on employers to give health and safety representatives as much paid time off as they need to undertake their duties. That is laid down in regulations and it is absolute. The regulations do not say that an employer can decide to restrict that time. If a representative needs it, they need it, and that will vary from week to week, but the Bill says that any public sector employer who has at least one health and safety representative will have to record and publish all the time taken and the facilities provided. That is bureaucratic and pointless, and will just mean that employers and union representatives will have to spend a significant amount of time on paperwork.

Even more dangerous is the proposal to allow Ministers to restrict the rights to time off given to union health and safety representatives by amending the Health and Safety at Work etc. Act 1974. All they have to do is introduce new regulations. The proposal is extremely vindictive and underhand, sneaking in the right to do this, by statutory instrument, into a much wider Bill. At no time have the Government given any justification for that proposal.

Union health and safety reps save hundreds of lives and prevent tens of thousands of injuries and illnesses to working people. Workplaces with union health and safety reps and joint health and safety committees have half the serious injury rates of those without. Any reasonable employer welcomes the presence of health and safety representatives, including almost all those in the public sector. That is why this proposal will not save money or remove bureaucracy—nor, more importantly, will it improve safety in workplaces. It has the potential to do the opposite.

Before coming to this House, I represented many people who had suffered the death of a family member in workplaces without health and safety reps, I ask the Minister, please, to seriously consider the proposal.

[Chris Stephens]

I wish to speak in favour of my party’s amendments. First, information gathering has to be consistent, and information has to be presented in a consistent fashion. Our real fear about the clause is that it is deliberately designed to ensure that the information presented puts the trade union movement in a bad light. It is the percentage in each of the subsections that should apply, because that is the most relevant and consistent measure. The statistics need to be clear so that people really understand what the cost to employers is in percentage terms.

As the hon. Member for Cardiff Central indicated, part of the debate has been shaped by the TaxPayers Alliance, using freedom of information legislation. Part of the problem with that is that the answer often depends on what questions are asked and how they are asked. It is ironic that that organisation has flourished at a cost to the taxpayer through its use of FOIs.