21.12.10

TUC Black Workers' Conference 2011

The TUC Black Workers' Conference will be held from 8 - 10 April 2011. The venue will be TUC, Congress House, Gt. Russell Street, London, WC1B 3LS.

PCS uses 'black' in the political context to encompass members who are from African/Caribbean, Asian, Chinese, etc, ethnicity.

The timings of the conference sessions are as follows:

Friday 8th April
Start: 2.00pm
End: 5.30pm

Saturday 9th April
Start: 9.30am
End: 5.30pm

Sunday 10th April
Start: 9.15am
End: 1.00pm

PCS Delegation
PCS will send a delegation to the conference. The complement of the delegation will be NEC members, the NBMC Secretary, nominees standing for election to the TUC Race Committee and branch nominees. The number of the delegation is to be decided. Eligible branch members are entitled to self nominate. An Application Form is available from your Branch Secretary on 01253 333484 or by emailing duncan.griffiths@dwp.gsi.gov.uk and must be used when applying for consideration.

Roles & Responsibilities
TUC Equality Conferences are important. They provide opportunities for PCS to build support for the union's campaigns. The Equality TUC Conferences are not primarily a learning event. Conference business is concerned with the debating of policy motions submitted by affiliated unions.

All selected candidates have a responsibility to participate fully in conference proceedings by speaking on at least one motion or ask a question about the progress of adopted policy reported in the TUC Black Workers Conference annual report. Delegates are required to attend for the full duration of conference.

PCS Delegation Meeting
There will be a pre conference PCS delegation meeting on the morning of Friday 8 April 2011. The meeting will be used to support delegates, advise on any developments or policies and answer queries relating to the conference.

Selection Criteria
The criteria for selection of delegates will be:
  • The need to achieve a wide mix of union groups and employers
  • The need to have a reasonable geographical spread
  • The need to encourage more people to take an active role alongside existing experience.
Supporting Statements
In considering applications, great weight will be attached to the reasons given for wanting to be a delegate to this important event. So applicants should spend some time outlining their reasons.

Deadline for Receipt of Nominations
Please ensure that nominations are sent to Lorna Campbell, at PCS HQ, 160 Falcon Road, London SW11 2LN by the closing date which is: Friday 11th February, 2011 (mid-day).

No nominations will be taken after midday 11th February 2011.

Faxes are acceptable and can be sent to 020 7801 2763. You can also e-mail nominations to equality@pcs.org.uk

Accommodation, Travel and Subsistence
Accommodation will be booked in Eastbourne for the PCS delegation. Accommodation, travel and subsistence will be paid from central funds.

If you have any queries, please do not hesitate to contact Laura on 020 7801 2683. Alternatively, email equality@pcs.org.uk.

TUC Disability Conference 2011

The purpose of post is to seek nominations from eligible members to attend the TUC Disability Conference.

The TUC Disability Conference 2011 will be held at Congress House, Great Russell Street, London.

Wed 25th May
Start: 11.00am
End: 6.00pm

Thur 26th May
Start: 9.30am
End: 5.30pm

Accommodation, Travel Subsistence
Accommodation will be booked for the delegation. Accommodation, travel and subsistence will be met from central funds.

PCS Delegation
PCS will be sending a delegation to the conference which will include places for disabled members, who will be selected from among those either selfnominating or put forward by Branches. Precise numbers are still to be decided.

PCS has a policy of encouraging disabled members to apply for the conference.

Roles & Responsibilities
TUC Equality Conferences are important. They provide opportunities for PCS to build support for campaigns. All selected candidates have a responsibility to participate fully in conference proceedings by speaking on at least one motion or ask a question about the progress of adopted policy reported in the TUC Disability Conference annual report. Delegates are required to attend for the full duration of conference.

Pre conference delegate meeting
There will be a pre-conference delegate meeting on the afternoon of Tuesday 24 May 2010.

The delegation meeting will provide an opportunity to update members on policy developments and have questions answered about conference procedures.

Selection Criteria/Applications
An Application Form MUST be used when applying for consideration. These can be obtained from your Branch Secretary on 01253 333484 or by emailing duncan.griffiths@dwp.gsi.gov.uk.

The criteria for selection of delegates will be:
  • The need to achieve a wide mix of union groups and employers The need to have a reasonable geographical spread
  • The need to encourage more disabled people to take an active role in union activities.
Supporting Statements
In considering applications, great weight will be attached to the reasons given for wanting to be a delegate to this important event. So applicants should spend some time outlining their reasons.

The TUC Conference is NOT primarily a learning event - business is concerned with the debating of policy motions submitted by affiliated unions.

Deadline for receipt by HQ of Branch Nominations
Please ensure that nominations are sent to Lorna Campbell, at PCS HQ, 160 Falcon Road, London SW11 2LN by the closing date which is: 11 February, 2011 (mid-day).

No nominations will be taken after mid-day on this date.

If you have any queries, please do not hesitate to contact Lorna on 020 7801 2683. Alternatively, she can be e-mailed at equality@pcs.org.uk

Faxes are acceptable and can be sent to 020 7801 2763. You can also e-mail nominations to equality@pcs.org.uk

Government's 'Dangerous' Plans for EU Law

The following details have been supplied by PCS HQ:

Government plans to change the way European directives become part of UK law have been condemned by the TUC as 'dangerous' and 'counter-productive.' Business secretary Vince Cable, who chairs the Cabinet's Reducing Regulation Committee, said the government intended to end 'the charge of 'gold-plating' so that British businesses are not put at a disadvantage relative to their European competitors.'

He added: 'The new principles are a first step towards working with British business and Europe to make sure that we introduce EU rules in a way that will not harm the UK economy. By cutting the red tape that can reduce competitiveness and making sure that businesses are involved in the process both before, and after through five-yearly reviews, we can get the best deal possible for British companies.'

The business secretary does not say that gold plating of EU directives actually occurs, and the accompanying business department news release refers only to 'so called' gold plating. This is something likely to be seized on by critics who believe the government is attacking a non-existent problem to justify a shift towards weaker laws. Three TUC reports this year have comprehensively refuted the government's claim that UK businesses are burdened by red tape, one of these dealing specifically with health and safety. Safety laws in the UK now start out as EU directives, and have been a key target of the government's deregulatory drive.

TUC general secretary Brendan Barber, commenting on the new government approach to EU directives, said: 'This is a depressing, dangerous and counter-productive policy. For the government to say that it will always settle for the bare minimum of any European policy - whether it's designed to protect consumers, the environment or people at work - is a profoundly depressing position.' He added the government move 'entirely bypasses the UK's democratic processes and for Euro-sceptics must be the ultimate surrender to Brussels as it leaves important areas of UK law to Brussels rule-makers and the UK courts.'

Holocaust Memorial Day is for Everyone

On 27th January each year, we pause to remember the millions of people who have been murdered or whose lives have been changed beyond recognition during the Holocaust, under the Nazi persecution and the subsequent genocide in Cambodia, Bosnia, Rwanda and Darfur. We honour the survivors of those regimes of hatred and we use Holocaust Memorial Day (HMD) as an opportunity to reflect on the ways in which we live our lives today. HMD offers us all the chance to learn lessons of the past to create a safer, better future.

HMD has been commemorated in the UK since 2001, and in 2005 the United Nations declared 27th January as an International day for remembrance and contemporary action. Fylde Central Benefits and Services Branch will be having stands in the coffee lounge at Warbreck House and Peel Park coffee lounge, PCS will be joining together with millions of people all over the world on HMD, the aim is to build communities which are free from the dangers of discrimination and persecution and in doing so, ensure that the horrendous crimes of the past are neither forgotten or repeated.

Genocide doesn’t just happen. It begins when the differences between us stop being celebrated and respected. Genocide is an act of extreme exclusion, when state-sponsored regime of hatred is allowed to proceed unchecked.

We are not facing the dangers of Pol Pot’s Cambodia but the evils of prejudice, discrimination and exclusion are present around us today and we all have a choice – you can choose to stand by and do nothing or you can speak out against anyone who bullies, stereotypes, persecutes or attacks those who are different to them. PCS is against any form of extreme exclusion, bulling, harassment and discrimination whether it is against our brothers and sisters whose lives have been lost during the holocaust or in the workplace when differences are not respected and actions are allowed to proceed unchecked.

We will advertise our event in due course.

PCS North West Disabled Members Network

Please find below details of the next NW Disabled Members Network:

It is scheduled for Tuesday 11th of  January 2011 from 11:00am - 2:00pm.

The venue is  The Equality & Human Rights Commission, Arndale House, Arndale Centre, Manchester M4 3AQ.

Lunch is not provided, but network members can bring their lunch with them to eat during the meeting.

PCS Union is committed to making the workplace a better and fairer place for members. In order to do this, we have to ensure that we are representative of all our members and to ensure different equality and diversity needs are continually highlighted and changes in practices are made to address such needs. PCS has National Forums and Committees that regularly meet to discuss and plan for specific equality needs.

You will need to request time off to attend this meeting from your manager/employer. If you encounter any problems regarding time-off please contact your local PCS representative.

It is important that you complete a pro-forma as this will assist us to make arrangements for any specific requirements you may have. Please telephone or email for one. Please return the completed pro-forma to PCS North West Office, 4th Floor, 35 - 37 Dale Street, Liverpool, L2 2HF by Friday 7 January 2011.

We look forward to meeting you either for the first time, or once again.

Yours sincerely

Paula Wood - Organiser
Tel: 0151 231 6125 Mobile: 07879 617 553
Email: paula@pcs.org.uk

14.12.10

Vote YES to protect redundancy pay and support our national campaign

The following details have been supplied by the PCS HQ:



The need to protest and organise is more vital than ever as we are asking members to vote ‘yes’ in a ballot to protect our redundancy pay and support our national campaign.

Cabinet Office minister Francis Maude has reneged on a promise of further talks about changes the government wants to make to the civil service compensation scheme. As a result the union’s national executive committee has decided to call a ballot as the coalition’s changes proposed in the Superannuation Bill would cut the entitlements of the overwhelming majority.

The union is recommending members reject the government’s proposals to cut redundancy payments.

It is important that members to vote ‘yes’ to reject the government’s cuts to the compensation scheme and support our national ‘There is an alternative’ campaign to invest in the services and jobs our communities need. Building a large ‘yes’ vote is vital to strengthen us in the fight to defend jobs, pensions and pay and to protect our hard-earned rights.

PCS general secretary Mark Serwotka said: “Instead of forcing through legislation which would seriously worsen our members’ redundancy entitlement to make job cuts on the cheap, the government needs to sit down and listen to what we are proposing with a view to reaching a negotiated agreement. At any time, this would be a disgraceful way to treat staff, whose rights the High Court has twice ruled should be protected. But the government is forcing through cuts when it is also planning to make tens of thousands of civil servants redundant.”

PCS is campaigning in the media, in workplaces and in parliament to stop cuts in jobs, pensions, pay and public services. Industrial action may be necessary, as a last resort, but that would be the subject of a separate ballot.

It is also important to continue to grow support for a national demonstration organised by the TUC in Hyde Park on 26 March next year. PCS had argued strongly the TUC should organise a national event in November or December, because of the scale of the cuts. Despite this not being agreed our union’s members played an active role in successful action across the UK during the week of the spending review and subsequently.

Protests by students and the shutdown of Vodafone stores by demonstrators show what can be done comparatively quickly through effective and imaginative organisation. The more protests there are the higher the price for this coalition government which is making so many vicious, ideologically-driven cuts which will devastate communities and throw a generation on the scrapheap.

Time off at Christmas

This is not intended as legal advice it is simply information and general advice from PCS HQ.

This time of year people may want to spend some time with family and loved ones between Christmas and New Year. However, this can present a tricky time for employers who try to juggle the requirements of their business with the needs and wishes of employees.

Who can decide when an employee should take leave?
The working time regulations 1998 provide that every worker is entitled to a minimum number of paid holiday days each year – presently 28 days including bank holidays for full-time employees, pro rata for part-time employees. However, the regulations also provide that an employer can specify when an employee can take their annual leave but must not prevent them from taking their annual leave at all.

Therefore, an employee has no legal right under the regulations to insist an employer grants their leave days on their preferred days. If an employee is seeking to make a request for annual leave then, in the absence of any other agreement between employee and employer, the employee must give notice of at least twice the period of the leave requested. If the employer intends to refuse the leave they should do so within the first half of the notice period given by the employee.

Some employers decide to close their businesses during the festive period between Christmas and new year (Christmas shutdown) on the basis that there will be a significantly reduced demand for the service during this time. Usually, employers will direct their employees to reserve enough of their annual leave entitlement to cover this period. Employers are entitled to do this under the working time regulations.

Is there a solution?
For those employers who do not close their business during the festive period they are often faced with competing requests for annual leave. So what can employers and employees do to resolve the problem? Some practical suggestions are set out below:
  • Allowing employees to share time in the office during the festive period, for example one employee covers one day, another employee covers the next day, and so on
  • If there is likely to be a significant downturn in work during the period, the employer could consider allowing the business to operate on a skeleton staff as suggested above or to let employees leave work early
  • Employers should consider if employees could work from home or, if business is likely to be slow, employers could even consider allowing employees to be on call for work by telephone or email.
It is important employers do not grant leave to employees and still expect them to be on call for work as this would be in breach of the working time regulations which require that annual leave should be time away from work.
 
What if emergency time off is needed over the Christmas period?
In extreme cases where an employee has dependants and is unexpectedly without care for those dependants then the employee may need to request dependant leave. Dependants are widely defined and include husbands, wives, partners, children, anyone who lives in your household and depends on you or even an elderly neighbour who depends on the employee for assistance.
 
However, dependant leave is only designed to be used in emergency situations such as the dependant falls ill or there is a breakdown in care arrangements, such as a nursery or school closing unexpectedly or a childminder being ill or failing to arrive. Although there is no specified time limit for dependant leave, it should only be for a period of time which is reasonable to allow the employee to make alternative arrangements. It should not be used as an alternative to requesting annual leave and is unpaid.
 
This is not intended as legal advice on individual cases. With thanks to Jasmine van Loggerenberg, a solicitor specialising in employment law at Russell, Jones and Walker solicitors.

News from PCS HQ

The following details have been supplied by PCS HQ:


Challenge the TaxPayers’ Alliance
Clifford Singer runs the Other TaxPayers’ Alliance taxpayersalliance.org and is helping to create the False Economy website falseeconomy.org.uk that will challenge the government’s case for cuts. Here he explains the need to challenge the TaxPayers’ Alliance’s media dominance.

During the summer, the TaxPayers’ Alliance (TPA) released a report on speed cameras which appeared to show the introduction of cameras in the early 1990s had made roads more dangerous than they would have been otherwise. Leaving aside the mystery of why speed cameras have joined the TPA’s pantheon of villains, along with the more predictable ‘benefit scroungers’ and trade unionists, the report had several characteristics typical of a TPA publication. It came with a serious-looking appendix that explained its seemingly impartial methodology, it gained lots of media coverage and it had political influence – one month later many councils began switching off their speed cameras following road safety budget cuts.

It was typical in one other way too: it was complete nonsense. While the mainstream media was content to accept the report at face value, some less credulous bloggers pointed out that according to the TPA’s projections, in the absence of speed cameras accident deaths would have fallen to zero by 2013, and then continued into negative numbers after that. If it wasn’t for those automated yellow boxes of evil, we would be enjoying the spectacle of the dead being resurrected within the next three years.

On its website, the TPA states: “We’re not a think-tank. We’re a do-tank”. Pseudo-analysis such as its speed camera report certainly bears out the first part of that statement. But that didn’t stop readers of the influential ConservativeHome website naming the TPA as their favourite think-tank earlier this year. The TPA has also boasted – through ConservativeHome – of the large number of its policies now adopted by the coalition.

Softening up electorate for cuts
Before the election, the TPA played an important role in softening up public antipathy towards public spending cuts. In September 2009 the TPA drew up, with the Institute of Directors, plans for an annual £50 billion a year of public spending cuts.

The alliance, which launched six years ago, describes itself as a ‘grassroots alliance’ of ‘ordinary taxpayers’ despite an academic advisory council of Thatcherite acolytes like Patrick Minford and Ruth Lea.

The most enthusiastic coverage comes from Tory tabloids such as the Daily Mail and Express. But it also gets airtime from the BBC and other broadcasters – who should know better.
It is important to challenge the TPA’s media dominance. The alliance is particularly successful at packaging stories for cash-strapped local and regional media. Of course it helps to have £1 million a year behind you – but the point is that we need to make the case for public services.

Need for transparency in all sectors
The TPA has successfully argued for transparency and accountability in the public sector. Rather than arguing against this, we should be arguing for the same rules to apply to the private sector.

The TPA’s concern with transparency deserts it when it comes to its own finances. Its last full accounts, for 2006, record an income of £130,000 – hardly enough to sustain its current 10 full-time staff and offices in London and Birmingham. Since then, it has published ‘abbreviated’ accounts, meaning income and expenditure are withheld, although the Guardian reported its income last year was £1 million. Donors are kept secret.

One source of TPA funding has been the shadowy Midlands Industrial Council. The MIC was founded in 1946 as a pressure group to fight the Attlee government’s nationalisation plans and to champion free enterprise. It has donated about £3 million to the Conservative Party since 2001, much of it targeted at marginal parliamentary seats in the Midlands.

Why won’t the TPA open its books? As it told MPs who tried to prevent their expenses being published: “If you have nothing to hide then you’ve got nothing to fear.”

Government demonises welfare
It is vital to work together to counter attacks on the unemployed and their benefit.

People on benefits are being demonised while the government launches attacks on welfare. Taxpayers bailed out the banks with £1.3 trillion after they caused the recession which led to the deficit and resulted in people losing their jobs, but people made unemployed by the crisis are under repeated attack. A hate campaign has been orchestrated by the government and the right-wing media, to recast some of the most vulnerable members of society as the new ‘deserving’ and ‘undeserving’ poor to help clear the ground for the biggest assault on the welfare state in living memory. Work and pensions secretary Iain Duncan Smith made a disgusting insult to the unemployed by insisting jobless people in Merthyr Tydfil should “get on a bus to find work”.

Instead of vilifying the unemployed the government should be helping people get back to work and grow our economy. It should also put proper resources into jobcentres to help jobseekers find suitable employment.

Benefits far below poverty levels
Oxfam argues the government must protect universal, non-means tested benefits, recognise social protection is a basic right and ensure benefit levels are not further reduced. In particular, the charity suggests reforms fail to acknowledge benefits are far below poverty levels, and have halved relative to average earnings over the past 30 years, while £18 billion cuts in welfare as part of the austerity measures will damage demand in the economy. If unemployment benefit had increased in line with earnings since 1979 it would be worth £110 per week today not a measly £65.

Benefit fraud is often highlighted through extreme examples in the press but in reality £1 billion is lost through such deception each year while £10 billion in welfare benefits goes unclaimed each year (according to CAB). At the same time £70 billion tax is evaded and £25 billion avoided, by the rich and big business.

Against welfare cuts
The coalition labels benefit claimants ‘work-shy’ but there is no evidence vast numbers of people are suffering from a ‘habit of worklessness’. There is, however clear evidence that there are not enough jobs: only 450,000 vacancies yet nearly 2.5 million unemployed.

Duncan Smith is to introduce US-style compulsory ‘workfare’, under threat of withdrawal of benefits to entire families, whereby claimants carry out tasks such as picking up litter to ‘earn’ their payments. A new ‘claimant commitment’ will include sterner conditions, notably the threat that unemployed people who refuse community work or the offer of a job may lose their Job Seekers Allowance (JSA) for three months, six months or even three years. The government’s work capability assessment is putting more people who are less prepared for work on to JSA and taking them off Employment and Support Allowance.

Workfare does not create jobs
Workfare distracts from claimants’ job search activities and does not create jobs, while the effective hourly rate for full-time work for unemployment benefit – adult rate Job Seekers Allowance – is £1.73 an hour. Research by the Department for Work and Pensions has found the workfare approach is least effective at getting people into work in weak labour markets.

It is morally wrong for companies to make a profit from welfare and yet 15,000 jobs are under threat in DWP, including more than 9,000 in JCP, to help pay for the new private sector-delivered work programme. Jobcentre Plus performs better than the private sector in helping people back to work because staff have years of experience meeting the needs of people on welfare.

Kevin Flynn, chair of the National Unemployed Centres Combine, stressed the need for unions and unemployed workers’ centres to campaign together.

He said: “The TUC unemployed workers centres and PCS are real partners, we both want the best welfare benefits system for claimants and the staff and we both reject attacks on staff terms and conditions and the dignity of claimants. We collectively resist job losses and reduced services provisions and all attempts to give PCS work to private service firms and joint voluntary and community sector privatisation of PCS jobs.”

Facts about poverty and welfare:

Cuts are a political choice

PCS general secretary Mark Serwotka said: “This spending review will throw a generation of people on the scrapheap. These cuts are a political choice, there is an alternative, not a penny needs to be cut, nor a single job lost.

“We are not all ‘in this together’. It is the poorest in society who will have to bear the brunt of a crisis that was not of their making, while the millionaires in the cabinet massively increase the gap between the haves and have nots. With the increase in retirement age to 66 and a £1.8 billion cut in public sector pensions many people will be forced to pay much more for less.”

Our alternative is attracting support from other trade unions and community groups and challenges the media perception of the need for cuts. It argues the government should be creating jobs, not cutting them, closing the £120 billion tax gap, introducing a Robin Hood Tax on banking speculation and investing in our futures.

PCS leads fightback

PCS activists are leading the fightback against the government’s unprecedented attacks on public sector workers and services, the welfare state, communities, jobs and benefits launched by the comprehensive spending review.

Chancellor George Osborne announced on 20 October that 490,000 public sector jobs would be cut over the next five years, with a 41% cut at the Department for Culture Media and Sport and the Ministry of Justice budget to be reduced by £2 billion with 15,000 jobs to go. The Ministry of Defence will be severely hit with 25,000 posts cut.

There will be a 26% cut to the Department for Work and Pension’s core budget and a £7 billion cut in welfare, with 15,000 job losses. Budgets will be slashed by 25% in Business, Skills and Innovation, 29% at Defra and £1.5 billion at the Home Office. The coalition also announced a 15% ‘resource saving’ at HMRC, leading to 11,500 job losses and a £1.8 billion cut in public sector pensions.

TUC advice to employers on what to do when it snows

The TUC is urging employers to adopt a flexible attitude to staff attendance during particularly inclement weather. With arctic conditions liable to return across the UK, the TUC has said when transport is treacherous the sensible option in many instances is to allow employees with internet, email and phones to work from home. It adds communication between employers and their staff, and between workers and their managers, is key when the weather takes a turn for the worse. Good employers will already have 'bad weather' policies in place and will have told their workforce what is expected of them when snow and ice close the workplace or make the usual commute difficult or hazardous, the union body adds. Any 'snow' policy should also cover what parents should do if their local schools close and they have no alternative means of childcare. WorkSMART, the TUC's world of work website, provides detailed advice to individuals living in snow-bound parts of the country.

3.12.10

Happiness Index Ridiculed by Unions

Trade unions have rounded on government plans for a 'happiness' index. This week the prime minister announced that the Government would measure people's quality of life as well as economic growth. From April, the Office for National Statistics will seek to establish the key areas that matter most to people's wellbeing - such as health, levels of education, inequalities in income and the environment. Len McCluskey, Unite general secretary-elect, said: "The so called happiness index will just be another attempt by the coalition to pull the wool over people's eyes. No doubt Cameron will use the index to claim that despite rising unemployment, home repossessions, longer NHS waiting lists and unaffordable education, the people of this country are happier under Tory rule. The reality is a gathering gloom. "All the essential elements which make people happy and secure are fair game for the chop by this coalition government. People need a secure job, a healthy family, a good and affordable education and a roof over their heads. The coalition government's cuts are targeting these fundamental rights for millions of people."

Meanwhile TUC General Secretary, Brendan Barber commented 'In reality this is little more than a gimmick. What we want is a government that is actually going to do something about improving our health and well-being by reducing inequality, injustice and poverty. Instead, under the current government, working people face growing job insecurity, rising prices, less protection in the workplace and far greater uncertainty.'

Safety Advisor Goes - But TUC Urges Caution

Lord Young of Graffham, the Prime Minister's special advisor on both health and safety and enterprise, has resigned after claiming most voters had 'never had it so good'. In an interview with the Daily Telegraph, Lord Young dismissed the 100,000 job cuts expected each year in the public sector as being 'within the margin of error' in the context of a 30 million-strong workforce and said that complaints about spending cuts came from 'people who think they have a right for the state to support them'.

The former trade and industry secretary in Margaret Thatcher's government also said people would look back on the recession and 'wonder what all the fuss was about'. Tony Woodley, Unite's joint general secretary, said: 'Lord Young has let the mask slip. His Thatcherite claptrap shows this country has passed into the hands of an out-of-touch elite.' Lord Young had published a report last month which was widely criticised by the TUC and trade unions when it was published TUC general secretary Brendan Barber had said: 'The review's recommendations are predictable but a grave disappointment all the same. The report contains not a single proposal that will reduce the high levels of workplace death, injuries and illness. In addition concern was expressed over some recommendations including proposed changes to reporting regulations. The report also called for ministers to 'go back to the European Commission and negotiate a reduction of burdens for low hazard environments'.

Following Lord Young resignation, Hugh Robertson, Head of Health and Safety at the TUC warned. 'Lord Young may be gone but his spectre continues to loom over us. His report is still government policy and the government has already started work on reducing the way that offices, shops, schools and SMEs have to deal with health and safety. We should never forget that this report was written by a man who said about health and safety 'People occasionally get killed, it's unfortunate but it's part of life.' The fact that the government asked a man like this to be a special adviser on health and safety speaks volumes in itself.'