The Living Wage

Book review of : The Living Wage, Donald Hirsch and Laura Valadez-Martinez. Agenda Publishing, Newcastle upon Tyne, 2017. ISBN 978-1-911116-46-

Model Rules for a FairShares Cooperative (v3.0f)

Model Rules for an FCA Accepted FairShares Cooperative Version 3.0f, 12th October 2018 The FairShares Model was licensed to the FairShares Association under a Creative Commons Licence by Rory Ridley-Duff and Cliff Southcombe. The Model Rules for an FCA Accepted FairShares Cooperative are provided ‘as is’ under a Creative Commons Licence. These rules can be shared and adapted for your own use, providing the authors’ work is fully acknowledged and any new versions are made available under the same Creative Commons Licence. © Rory Ridley-Duff, Cliff Southcombe, Jereme Snook and FairShares Association Ltd, 2018. Creative Commons 4.0: Attribution, Non-Commercial Share Alik

Transfers of Undertakings and the minimum wage - care home workers falling through the safety net?

This paper presents longitudinal research conducted into awareness of and attitudes towards the UK National Minimum Wage (NMW) through the perspectives and experiences of care homes workers in the North of England. The paper also reports upon the variation of care workers’ employment contractual rights caused by transfers of ownership of these care homes. The paper’s findings add to knowledge about the significance of a NMW to care workers focussing upon the insecurities articulated by these workers caused by the sometimes rapid changes in ownership regimes in the care homes industry.. The precarious nature of this work presents its own questions too about the efficacy of TUPE rules and regulations as applied to industry and, specifically in this paper, to care home workers. TUPE rules can sometimes be presented as a ‘safety net’ to workers faced by changes in care home ownership and other professions generally

What about care work and in-work poverty? The case of care workers in the UK.

This chapter briefly examines the historical background to adult social care sector in the United Kingdom and the factors that contribute to low pay and in- work poverty for care workers employed in the sector. The chapter presents research findings from interviews conducted with care workers examining their role, pay, working conditions and understanding of pay rates such as the National Living Wage. The results show that care workers are highly committed and enjoy their job and working with residents, but their terms and conditions of work are being eroded. The additional pay for working unsocial hours and bank holidays has been stopped and only part time hours of work offered. As a result, care workers experience reductions in their pay and conditions and in-work povert

Austerity and the Living Wage: the Case of Care Workers in England

Between 1985 to 2014 the number of people aged 85 and above doubled from nearly 700,000 to 1.5 million (Keynote, 2015). While from 2015 to 2020 the population aged over 65 will grow by 12% (1.1 million). The majority of care is now delivered by a range of private companies and providers, whose workforce are mainly care workers paid on the national minimum wage (Grant Thornton, 2014). An analysis of this sector indicates this workforce is projected to increase (Gardiner and Hussein, 2015). This paper presents findings that examine care workers' experiences of work and pay in the care sector. The Low Pay Commission expressed concern that Government reductions in Local Authority funding would affect paying the national minimum wage (Low Pay Commission, 2015:216). It is estimated that an increase in the national minimum wage would affect 275,000 care workers and require additional funding of between £753 million to £1 billion (UKHCA, 2015). An additional factor is the higher impact of the recession and austerity on women, especially in the female dominated care sector (TUC, 2015). Methodology This paper presents in-depth interviews conducted with employers, union representatives from one union and care workers and explores three areas. First, care workers' roles and work, second, issues of pay and conditions, and finally, the challenges of low pay in the care sector. Findings The findings show that care workers now undertake a wider range of tasks and roles and these are expanding. Many care workers describe enjoying aspects of their work, but felt low paid, insecure in their job and unable to change anything. Employers recognise the need to pay higher wages and provide better working conditions, but argue austerity constraints limits what they can pay. However, employers acknowledge a shortage of care workers and instability in the sector is challenging this position (Gardiner, 2016). Union representatives concurred that care workers' roles are expanding; however this additional responsibility was not reflected in their pay or conditions. The union is campaigning and targeting the care sector to raise the issue of the living wage and recruit members. These findings have implications for employers, unions and care workers for pay determination in the care sector. At the same time, attempting to balance these issues with austerity measures is challenging the provision of care, undermining care workers' pay and conditions and potentially destabilising the care sector. References Gardiner, L. (2016) Rising to the Challenge: Early Evidence on the Introduction of the National Living Wage in the Social Care Sector, Resolution Foundation. Gardiner, L. and Hussein, S. (2015) As if we cared: The costs and benefits of the living wage for social care workers, Resolution Foundation. Grant Thornton (2014) Residential Elderly Care: UK sector review. London: Grant Thornton. Keynote (2016) Residential Nursing Care Activities, Keynote Market Digest. Low Pay Commission (2015) National Minimum Wage: The Low Pay Commission Report 2105, March 2015, Cm 9017, HMSO. TUC (2015).The Impact on Women of Recession and Austerity. Trades Union Congress. United Kingdom Health Care Association (UKHCA) National living wage in the Homecare sector. http://www.ukhca.co.uk/mediastatement_information.aspx?releaseID=23267

The Contest for Workplace Employee Representation: Still Seeking Answers?

Purpose (limit 100 words) The purpose of this paper is to demonstrate union and non-union’ mechanisms ability to 'contest' the realm of workplace employee representation at two UK sites. The paper directly compares one union and one non-union mechanism of employee representation at separate sites by employing three 'dilemmas' of employee representation, confidentiality, challenge and trust. The paper contributes to enduring debates about the efficacy of employee voice in UK organisations. Design/methodology/approach (limit 100 words) The paper uses a qualitative and inductive case study approach in two organisations, drawing upon semi-structured interviews, archival documentation, company meetings and a trade union officer diary to record the employee representatives use of voice to influence company decision making. Findings (limit 100 words) The paper shows how the union achieved improved pay and more trusting relationship with managers, in comparison to the non-union mechanism which failed to influence managers’ decisions at the site and fell into demise. Research limitations/implications (limit 100 words) Limitations are that the paper covers one geographical area and interviews were made with employee representatives and HR and Management. The access was limited by the respective case study management regime/s. The data is acknowledged as now historical, but remains relevant as a means of understanding wider debates on employee representation and voice These limitations are now acknowledged in the revised edition of the manuscript as suggested by the reviewers. Practical implications (limit 100 words) The practical implications are that the paper shows how employee representatives face similar dilemmas in their operational roles and activities. If these dilemmas are managed with efficacy for members then this can result in good outcomes for those members and legitimacy for the workplace employee representatives. We also suggest that the use of employee voice as a practical concept is seen here - the practical use of the factors comprising voice in the literature are used to show representatives' abilities to influence management decision-making. Originality/value (limit 100 words) This paper develops knowledge about dilemmas as important and enduring issues for employee representatives, which, when inconsistently managed, can lose them the support of the workforce, or, alternatively, empower them to challenge and sometimes alter management decisions. Social Implications (limit 100 words) The significance of having a voice at work that raises the profile of employee representatives and their members emerges from this paper. An effective voice mechanism can promote improved employment relations in a workplace setting