Posts Tagged ‘Employment Contracts’

Tony Crossland on the Oppressive British Class System

March 29, 2018

I found this devastatingly perceptive criticism of the British class system by Tony Crossland in 100 years of Fabian Socialism 1884-1984, edited by Deirdre Terrins and Philip Whitehead (London: Fabian Society 1984).

Class feeling, and general social malaise, still persist in England to a deplorable degree. The feeling among workers of an external and irreconcilable conflict between wages and profits, capital and labour: their feeling too of non-participation in the control of the firm for which they work, and so of non-responsibility for its well-being: the acute sense of class that goes with different accents: the knowledge that differentials in education mean differentials in opportunity – these are all signs that Britain still is, and feels itself to be, a class society.

The purpose of socialism is quite simply to eradicate this sense of class, and to create in its place a sense of common interest and equal status.

From ‘The Transition from Capitalism’, in New Fabian Essays, 1952.

The situation is arguably worse now than it was when he wrote in 1952. Despite successive governments’ push to get more young people into university, the result has not been greater social mobility for graduates, but the reverse. Young people with degrees are instead forced downward to take unskilled work, which in turn puts more pressure on less educated, unskilled workers, who really need these jobs.

Social mobility died under New Labour, and it has most definitely not revived under David Cameron and Tweezer. Rather the reverse. The gap between rich and poor is now greater than it has been in over a hundred years. And working people are most definitely denied any say in how their firms are run, through the decimation of the unions and the imposition of exploitative contracts, and the repeal of legislation protecting workers’ rights.

As for the class basis of the British parliament, which legislates in favour of the upper and upper middle classes, you only have to look at the stats which show that something like 77 per cent of MPs have at least one or more directorships. Dave Cameron’s administration was a cabinet of toffs. So is Theresa May’s, even though she opened one session with the statement that none of those present were members of ‘the elite’.

And so is the Tories’ current darling, young master Jacob Rees-Mogg, a very patrician aristo, who has voted consistently to take money away from the welfare state and the poor and disabled, while voting in tax cuts and subsidies for the rich like himself.

It’s time to stop this, vote out the Tories and the Blairites, and vote in Corbyn and a government which will actually do something for working people.

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Corbyn Will Re-Introduce Collective Bargaining and End Zero-Hours Contracts

July 31, 2016

This looks like a piece of very good news. According to Mike, Jeremy Corbyn plans to repeal the laws passed by Blair’s government in 1999 limiting workers’ rights to have a recognised trade union, and end zero-hours contracts.

Corbyn wrote a piece in the Observer stating that he felt the changes were necessary due to the scandals over Sports Direct, Philip Green and BHS, and the Byron Hamburger chain to help immigration officials arrest 35 illegal immigrants, who were working for them.

At the moment, current legislation stipulates that a union wishing to be recognised at a workplace must show that 10 per cent of employees are members, and 50% want them to lead in pay bargaining. If that isn’t the case, then a secret ballot must be held, at which at least 40% of those able to vote do so, and the majority vote in favour of union recognition.

Corbyn, however, wants to introduce a French-style system, in which firms with over 250 members would have to recognise a specific trade union, and bargain with them over pay. He states

“Even Theresa May understands she has to pay lip service to change in the workplace and the boardroom …,” writes Corbyn.

“But the best way to guarantee fair pay is through strengthening unions’ ability to bargain collectively – giving employees the right to organise through a union and negotiate their pay, terms and conditions at work,” he writes.

“That’s why it should be mandatory for all large employers, with over 250 staff, to bargain collectively with recognised trade unions.”

Corbyn also states that he wants all workers to be given specified hours, that are written into their contracts. If an employer wants them to work beyond these hours, they are to specify the length of time and give them a reason. They will also have to give workers additional compensation, similar to an on-call payment, for being willing to work beyond their usual contracted hours, whether the workers in fact do so or not.

Mike is unsure about the wisdom of the reforms on union recognition, and would like comments on this matter from experts on trade union matters and employment law. However, he welcomes the proposal to end zero-hours contracts.

See http://voxpoliticalonline.com/2016/07/31/corbyn-pledges-to-scrap-blair-union-laws-in-favour-of-collective-bargaining-and-an-end-to-zero-hours-contracts/

The decision to end zero-hours contracts is an excellent policy. Guy Standing devotes several pages in his book, A Precariat Charter, to attacking them. They are widely recognised as a highly exploitative and pernicious system of employment for those trapped in them.

Stewart Lansley and Joanna Mack make clear that the assault on collective bargaining and the trade unions was a deliberate policy of Maggie Thatcher, and has resulted in the contraction of wages, high unemployment, and the impoverishment of the working class in their book, Breadline Britain: The Rise of Mass Poverty(London: OneWorld 2015). They write

Deteriorating opportunities are also the direct product of an about-turn in the country’s political economy. At the end of the 1970s, fighting the rising rate of inflation became the number-one economic goal, displacing the former priority given to maintaining full employment. The instruments used – tight monetary and fiscal policies and a strong pound – accelerated long-term de-industrialisation, while triggering mass unemployment. The critical decision in the 1980s to adopt a more aggressive, market-oriented model of capitalism led to the sweeping away of regulations, the favouring of finance over manufacturing, the outsourcing of public sector jobs, relentless pressure on companies to cut labour costs and, critically, an assault on labour’s bargaining power.

Cabinet papers for 1983 reveal that Mrs Thatcher admonished Norman Tebbit for being too timid on trade union reform, telling him we ‘should neglect no opportunity to erode union membership’. In Britain the proportion of the workforce covered by collective bargaining has fallen from around eighty percent in 1979 to below twenty-five percent today (fifteen percent in the case of private sector workers). This is one of the lowest levels of coverage among rich nations, adding to the heavily skewed and economically unhealthy concentration of corporate power. The UK stands at twenty-first place out of twenty-seven countries in the European Union in terms of workplace representation, though parts of the European continent are also seeing more recent falls in the level of coverage, though from a much higher base.

Britain’s much vaunted ‘flexible labour market’, engineered during the 1980s to give business greater freedom to hire and fire, was necessary, it was claimed, to enable domestic firms to compete in an increasingly globalised economy. Such freedom for employers has continued to be championed by subsequent governments. Yet, just as over-restrictive labour laws can be bad news for dynamism, so can under-restrictive laws.

Britain’s low-wage, high-unemployment economy is as much the product of these internal, political forces as of external, economic ones. Indeed, it was later admitted by one of Mrs Thatcher’s top economic advisers that one of the government’s central aims was the taming of labour. ‘The nightmare I sometimes have about this whole experience runs as follows … there may have been people making the actual policy decisions … who never believed for a moment that this was the correct way to bring down inflation. They did, however, see that it would be a very, very good way to raise unemployment.’ This was how Sir Alan Budd, chief economic adviser at the Treasury in the 1980s, summed up – in 1992 – the multilayered assault on inflation and the unions. He continued: ‘And raising unemployment was an extremely desirable way of reducing the strength of the working classes…what was engineered there, in Marxist terms, was a crisis of capitalism which created a reserve army of labour and has allowed the capitalists to make high profits ever since.’ (pp.101-3, emphasis mine).

They further write on page 242

Perhaps the most effective, and radical, measure for boosting the total wage pool at the bottom would be a rebalancing of bargaining power in favour of the workforce. Another would be a more concerted attempt to reduce the significant pay gap between men and women by raising women’s wages. Both measures would raise the share of national income going in pay and would be critical elements of an effective strategy for cutting poverty levels among the workforce.

Far from being a strength, the sustained decline in workforce bargaining power in the UK is an economic and democratic weakness. Because of the ‘wage premium’ associated with collective bargaining, this erosion of labour’s bargaining power has played a big role in wage contraction. Evidence across sixteen rich countries has shown that the higher the level of trade union membership, the lower the degree of inequality. Further, it is likely that the erosion may have encouraged British employers to move down a low-pay and productivity road. By being able to minimise pay and rely on casualised labour, British employers – unlike say their German counterparts – have had few incentives to improve skills and introduce more productive processes.

Phased in over time, such a policy mix – a boost to the minimum wage, a reduction
in the numbers on less than the living wage, wider collective bargaining coverage and lower unemployment – would put the thirty-year long trend of a shrinking wage share into reverse, and make an important contribution to reducing poverty among the low-paid, while taking some of the strain off the benefit system.

Corbyn’s decision to expand and strengthen collective bargaining therefore appears from this to be an excellent measure. It will also doubtless be attacked by the Confederation of British Industry and the right-wing press and Blairites with just about every ounce of abuse they can muster. We’ll hear once more about how this will threaten British businesses with bankruptcy, and how this will lead us all back to the strike-torn 1970s, the Winter of Discontent, and all the old Thatcherite rubbish. The reality is that Britain was no more strike-prone in the 1970s than many other countries, and much less so than America. And the Winter of Discontent was, in the views of at least one historian I’ve read, the response to the system of wage restraint buckling under the weight of political pressure it was not designed to deal with, and which the unions should not have been expected to shoulder.

Of course, the real reason for the rage at the reinstatement of collective bargaining and the ending of zero-hour contracts will be that it attacks the nearly forty years of exploitative Tory employment policies that Maggie introduced. These employment practices have caused real misery, just as Thatcher and the economists she followed, von Hayek and Milton Friedman, intended them to. They should end now.

Kropotkin on How Employment Contracts Are Not the Product of Free Consent

April 26, 2016

In my last post, I quote the great Russian Anarchist, Peter Kropotkin, on how capitalism will deliberately limit production and throw people out of work in order to keep profits high. In his essay ‘Anarchist Communism: Its Basis and Principles’, Kropotkin also made this scathing criticism of the idea that employment contracts between employer and worker were made from free choice, when the reality was that the only choice was starvation for the worker. He wrote

First of all, there are two kinds of agreements: there is the free one which is entered upon by free consent, as a free choice between different courses equally open to each of the agreeing parties; and there is the enforced agreement, imposed by one party upon the other, and accepted by the latter from sheer necessity; in fact, it is no agreement at all; it is a mere submission to necessity. Unhappily, the great bulk of what are now described as agreements belong to the latter category. When a workman sells his labour to an employer, and knows perfectly well that some part of the value of his produce will be unjustly taken by the employer; when he sells it without even the slightest guarantee of being employed so much six consecutive months- and he is compelled to do so because he and his family would otherwise starve next week – it is a sad mockery to call that a free contract. Modern economists may call it free, but the father of political economy – Adam Smith – was never guilty of such a misrepresentation. (Peter Kropotkin, ed. Nicolas Walter, Anarchism and Anarchist Communism: Its Basis and Principles (London: Freedom Press 1987) 52).

This has been the basis of Tory unemployment policy ever since Maggie took power in 1979. It was why the Tories introduced delays into benefit payments for workers, who voluntarily made themselves unemployed. And the same reasoning is behind the sanctions systems, and the idiotic contract you are supposed to sign indicating that you are actively looking for work when you sign on at the Jobcentre.