Conference document - UNISON Special Delegate Conference 15-17 June 2021 Online - containing Motions and Amendments
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UNISON Special Delegate Conference 15–17 June 2021 Online Conference document containing Motions and Amendments
UNISON Special Delegate Conference Contents 1. Standing Orders Committee First Report 6 2. Conference Timetable 7 3. Conference business 8 4. Guide to Conference Procedures 76 5 National Conference Rules and Standing Orders 79 2
Conference Document 2021
Welcome to the UNISON Special Delegate Conference 2021
A very warm welcome to everyone joining
UNISON’s Special Delegate Conference this year.
Holding a virtual event in this way will be a new
experience for all of us, but I hope you will feel able
to get involved and play a part in shaping the future
of our union.
This guide includes the motions and amendments
that make up the final agenda for conference,
along with practical information about how the
event will be run.
I hope you find the guide helpful.
Christina McAnea
General Secretary
3
UNISON Special Delegate Conference
How to attend UNISON Virtual Special Delegate Conference 2021
Delegate Information Sign in Page
Welcome to UNISON’s Virtual Special Delegate Please follow the link to the CESjoinIN Login
Conference. page – https://attend.cesjoinin.com
Due to coronavirus restrictions on large You should see the following screen:
gatherings and the on-going uncertainty surrounding
being able to meet in large groups, for the first time
in UNISON’s history, we are running a series of
Conferences on a virtual platform.
Special Delegate Conference may look and
feel very different to what we are used to, but the
National Executive Council feels that it is important to
give our members and activists a platform to discuss
the issues the union faces and use our democratic
processes to shape how we work in the future.
How to attend Virtual Special Delegate Conference Enter your meeting ID and your two security
codes (keep these safe and confidential as you will
In order to fully experience Virtual Special need them to log-in to each session of Conference).
Delegate Conference you will need to have the This will take you to the welcome page, which should
following things in place: look a bit like the example below.
• Your meeting and access codes – these will
be sent to you and you will need to login at the
start of each session. Welcome Page
• If you do not have these 48 hours before
Conference starts, please contact
the Conference Office via email –
conferences@unison.co.uk
• Access to a PC, laptop, tablet or mobile device
with the following minimum specification:
• Access to the internet – either by hard wire, Wi-
Fi or mobile signal of at least 3mbs – as a guide.
• The CESjoinIN site supports most common
browsers including all recent versions of Chrome,
Safari, Internet Explorer, Firefox and Edge.
Internet Explorer has been replaced by Edge On the right-hand side of your screen (where
and is no longer supported. For the best viewing the UNISON Logo is) is where the live stream
experience, please update to the latest version of Conference will be. This screen will be active
of your browser. The video stream is similar to throughout all of the Conference sessions and will
viewing YouTube or iPlayer or other streaming have an integrated BSL signer and subtitles for all
services so if you can view those services then Conference sessions.
you should be able to view the event. On the left hand side of the page you will see
• A video walkthrough of the CESjoinIN is some “welcome text” about Conference and four tabs
available here. over to the left. The first one being “welcome” which
• Any other reasonable adjustment you is where you should be now.
personally require to use the device.
4
Conference Document 2021
Documents Page Results Tab
The second tab on the left is the “documents” Once the vote is closed, and the Chair reads
tab – here you will find links to any Conference out the result, you will be able to see the results of
specific documents, like the Standing Orders Report, closed motions in the Results tab on the left – which
the Conference guide and the Final Agenda – with all is the fourth tab.
of the motions that will be debated at Conference.
Troubleshooting
Voting Page
If you have issues signing in – you can call the
Conference desk on 0207 121 5123.
The third tab on the left will take you to the
voting page. When a vote is called, this page will
“pop out” and you will have the ability to vote on the
motion being debated at that time. There will also be
an alert on the top right-hand side of the page when
the votes open and close.
You will be able to vote for or against for any
motion, and change your vote as many times as you
like until the voting is closed
5
UNISON Special Delegate Conference
1. Standing Orders Committee First Report
1.1 Membership 1.2 Recommendations
The Standing Orders Committee is To assist the smooth running of Conference the
responsible for the business of Conference. It Standing Orders Committee recommends:
consists of 15 members, 12 elected from the .1 the timetable should be as set out in
regions, who are not delegates to Conference, Section 2 - ‘Conference Timetable’
and 3 from the National Executive Council. The .2 the Order of Business, constructed based
members of the Committee this year are: on priorities received from regions, the
National Executive Council, self-organised
groups, the National Young Members’
Regions Forum, Private Contractors’ National Forum
and the Retired Members Organisation, will
Eastern Liz Davidson be contained in Standing Orders Committee
East Midlands Jeanette Lloyd Final Report.
Greater London Jim Mansfield .3 Any proposed alterations to the programme
Northern Rachel Shepherd of business will be reported to Conference.
(Chairperson) .4 If a delegate is not present when her or his
Northern Ireland James Large motion is called, that motion will fall.
North West Mark Rayner .5 The Standing Orders Committee proposes
Scotland Alison Mitchell that speakers’ time limits will be a maximum
South East Vacant of 5 minutes for movers and 3 minutes for
South West Kevin Judd subsequent speakers. This is because the
(Vice Chairperson) Order of Business reflects the priorities
Cymru/Wales Richard Tanswell indicated by the union, and therefore
West Midlands David Williams sufficient time should be allowed for movers
Yorkshire & Humberside Wendy Nichols of motions.
National Executive Council
Abiola Kusoro
Chris Hanrahan
Pat Heron
Secretary
Lynne Robson
6Conference Document 2021
2. Conference Timetable
Tuesday 15 June
Morning Session: 9.30 – 11.45
(Break 10.30 – 10.45)
Welcome to Conference
Motions
Afternoon Session: 1.00 – 3.00
(Break 2.00 – 2.15)
Motions
Wednesday 16 June
Morning Session: 9.30 – 11.45
(Break 10.30 – 10.45)
Motions
Afternoon Session: 1.00 – 3.00
(Break 2.00 – 2.15)
Motions
Thursday 17 June
Morning Session: 9.30 – 11.45
(Break 10.30 – 10.45)
Motions
7UNISON Special Delegate Conference
3. Conference business
Recruitment and Organising Organisation and Development
1. Growing UNISON, Learning the Good Lessons 2. Facilities and Expectations for Workplace
Representatives
Conference is extremely proud of the growth in
membership across the regions over the past year. Conference welcomes the National Executive
This includes not only the high recruitment rate but Council’s recognition that “well organised
importantly the strong retention rate as well. workplaces, a fairer labour market and overhaul of
Whilst a significant number of these new employment and trade union rights” is an important
members have joined because of the tireless work matter for consideration, within the theme of
of our activists throughout the past year; while they “Securing an equal and sustainable post pandemic
themselves have been on the frontline getting the settlement.”
UK through the pandemic. It is clear that a number Conference notes that accredited, recognised
of these members have found their own way to and trained trade union representatives are legally
the union because they were scared and worried entitled to time off for the following duties:
about their jobs and employment, because of the 1) Negotiating with employers;
incompetent handling of the pandemic by this 2) Representing members individually and
government and its weak leadership. collectively;
Due to the impact of the pandemic on our 3) Performing health and safety functions;
branches and activists, UNISON introduced directly 4) Performing union learning functions;
contacting new members, to welcome them into the 5) Attending union training courses.
union and directing them to useful information. In Further to this, Conference believes that
addition, our communications have become more any employer who is genuinely committed to a
targeted to both members and activists, engaging constructive relationship with its recognised trade
with them throughout. unions, should guarantee facilities time for the
Therefore, Conference agrees that we should following activities:
learn the positive lessons from the pandemic and a) Attending internal union meetings;
continue with the initiatives that assist new members b) Attending union policy making meetings and
and take some of the pressure off of branches and conferences;
activists including: c) Organising activities and union elections;
1) Continue with the use of social media targeted d) Meeting with union officers;
at members and activists to share and signpost e) Accessing services of union learning
guidance and key information; representatives.
2) Hol regular webinars, on key topics that will Many employers have taken advantage of
inform and reassure our members – engaging increased government hostility towards trade unions
them with their union; to clamp down on trade union facilities time.
3) Contacting new members as soon as possible Even those who are not as openly hostile to
to welcome them and learn the key issues trade unions have used austerity and job losses as a
affecting them at work. pretext for either formally reducing facilities time or
Greater London Region simply making it more difficult for representatives to
NEC Policy: Support access facilities time.
This motion seeks to highlight one particularly
damaging effect of this erosion of facilities time.
As stated earlier in the motion, recognised
trade union representatives are legally entitled to
8Conference Document 2021
time off to represent members, not only individually, At present there is no UNISON Wellbeing
but also collectively. Programme for our activists. These volunteers give
Conference believes that collective their time and emotional support to our members.
representation is the most effective form of Stewards often do this where the member is under
representation. huge emotional distress which affects those who
In order to effectively represent the collective are trying to help them. In empathising with their
views of members, trade union representatives must members they then carry the psychological issues
be given the opportunity to gather those views. home and find it almost impossible to turn off, and
It is necessary therefore that representatives are as such this impacts on their work life balance.
provided with opportunities, within work time, to Lockdown regulations and working from home has
discuss with members in a collective setting. exacerbated this problem.
In our experience, team meetings, where It is above and beyond all reasonable
representatives are given the opportunity to spend expectation of our union that our activists do this
time with members, during the working day, once without the necessary emotional and wellbeing
management and non members have left the room, support.
have been a casualty of austerity. The pandemic Conclusion.
has provided opportunities for engagement with We ask Conference to support our motion and
members over virtual platforms, but this has not to instruct the National Executive Council to treat this
resolved the problem of securing adequate collective motion with the utmost urgency by commencing a
engagement during work time. feasibility study at the earliest opportunity with a view
Conference therefore reaffirms the importance to implementing a suitable Wellbeing Programme for
of allowing trade union representatives to carry out UNISON Activists scheme before next year’s National
their legal right to represent members’ collective Delegate Conference.
interests; and to do so, by meeting with members to Yorkshire and Humberside Gas
discover their collective views. NEC Policy: Support with Qualifications
Conference calls upon the National Executive
Council to work with the Service Groups to provide
further guidance to branches on effective ways 4. Union Cooperatives: a New Organising
to engage in collective representation, as part of Opportunity
UNISON’s Organising agenda.
Conference further call upon the National One of the main challenges facing our union is
Executive Council to support branches to defend and organising effectively in the face of growing numbers
where necessary, expand the right to the facilities of workers located in precarious, low-paid sectors
required for collective representation. of the economy. UNISON increasingly recognises
Knowsley that we are now often organising in the private and
Salford City voluntary sectors as much as in our public sector
NEC Policy: Support heartlands. Indeed, neoliberal political and economic
forces have driven some of our core employment
out of the public and into the private sector in recent
3. COVID-19 Wellbeing Programme for UNISON decades. UNISON branches with members working
Activists for private and independent sector employers, such
as in the care sector, know how hard it is to respond
The purpose. to the numerous and serious demands made upon
This motion calls upon UNISON and the branch activist resources because of the shameful
National Executive Council to establish a support and shabby ways many of these workers are treated
network for UNISON stewards and activists by managers who can act with impunity in the
particularly in wake of the COVID-19 pandemic. absence of recognition or effective representation.
This network would include counselling, We have implemented a series of organising
mentoring and a point of contact for support for campaigns over the years to meet these challenges
those who are helping our members. The programme and build density, and have welcomed exchanges of
will require appointed councillors in each region who knowledge and support to build our organising from
can provide emotional and practical support for the sister unions such as the SEIU in the US.
army of selfless stewards and representatives who This year saw the launch of a manifesto
are under immense pressure due to the COVID-19 for decent work written by a coalition of activists
pandemic. from the trade union and cooperative movements
The reasoning. including activists from UNISON. This manifesto
9UNISON Special Delegate Conference
draws upon successful international organising and activists seeking to establish a union
campaigns to argue the case for a new form of cooperative;
workplace governance – the union cooperative. In 4) Lobbies government and the Labour Party to
a fully realised union cooperative all workers are seek future legislation to improve the legal
members of both the union and the cooperative and taxation operating environment of union
and a union committee is a central part of the cooperatives;
democratic governance of the cooperative, placing 5) Forms strategic alliances with union Co-ops UK
the workforce at the centre of decisions about how and key supportive international partners to
their work is organised, flattening status and pay promote union cooperatives.
differentials between managers and workers, and Liverpool Community and Hospitals Health
ensuring that any profit accrues to the cooperative NEC Policy: Defer
and the workers within it, rather than being leached
out of the business, as is the case under financialised
capitalistic systems as we now know them. Broader Negotiating and Bargaining
approaches to making local economies fairer, such
as the Preston Model of community wealth building
have been enthusiastic supporters of the potential
of the union cooperative approach. The union Bargaining
cooperative approach to securing decent work and
industrial democracy is well suited to the task of
building back following the COVID-19 pandemic and
is also likely to be congruent with efforts to secure a 5. Burned Out: Young Workers and Mentally
green new deal. Healthy Workplaces
The union cooperative model offers unions
like unison an opportunity to pin aspects of Conference recognises that the pandemic
organising campaigns on the establishment of has taken a toll on mental health across the board.
union cooperatives. In doing so, we can grow our Fear and anxiety, created by uncertainty about the
membership and reduce the demands upon branches disease and how it is transmitted, is understandable
because the union cooperative will deliver decent and unavoidable, but confusing and misleading
work and workplace democracy. Our US allies in government guidance has worsened the situation.
SEIU and 1Worker1Vote have shown how this can be For frontline staff, particularly staff in health
achieved at scale with hugely beneficial impact for and social care, the experience of ‘burn out’ has
the union and its members. been widespread after a year of working in crisis
The place for successful union cooperatives is conditions. For some workers on the frontline,
in the current private sector. We do see opportunities the level of pressure may have led to PTSD (post
to organise for union cooperatives as an alternative traumatic stress disorder).
to the current financialised and largely bankrupt Others have experienced isolation caused
capitalistic dominance of care sector work. Support by lack of support, and distance from their social
for union cooperatives is compatible with our support groups due to lockdown. Widespread home
overarching aim of insourcing care sector work within working has blurred the distinction between personal
a national care service. Union cooperatives substitute and working lives, meaning that pressure at work
for private not public employers. Successful union may have a worse impact on home life than it did pre-
cooperatives will be better placed to be part of a pandemic. Juggling caring and work responsibilities
national care service should it be established, as our has also become more difficult for many, creating
union is likely to be core to their governance. additional pressure.
Conference calls upon the National Executive Conference notes that while the mental health
Council to ensure that UNISON: impact of the pandemic has been widespread, in
1) Position itself as an ally and supporter of union UNISON surveys young, LGBT+ and Black workers
cooperatives and potentially the prime union for have consistently reported worse impacts on their
union cooperatives; mental health than other members. In a UNISON
2) Builds the union cooperative option into survey of young members in November 2020, 85
broadly based union organising and political percent of respondents said that their mental health
campaigns, especially in conjunction with new had been seriously affected or slightly affected by
municipal efforts to build decent work and fairer lockdown measures and the pandemic.
local economies; Mentally healthy workplaces and the
3) Provides appropriate support to members importance of mental health support have been
10Conference Document 2021
important concerns for young workers over the The findings of the “LGBTQ+ Youth Homelessness
last few years; the pandemic has amplified and Report”, published by the Albert Kennedy Trust
exacerbated these issues. (akt) in April 2021, include almost two thirds (61 per
Even before the pandemic NHS mental health cent) of LGBTQ+ young people feeling frightened
services were strained and underfunded, with a or threatened by family members before they
particular pressure point for young people moving became homeless and 59 percent facing some form
from childrens’ to adult mental health services. of discrimination or harassment while accessing
Conference believes that employers have a services meant to support them.”
duty to ensure that workplaces are mentally as well At the end of the existing sixth paragraph,
as physically healthy and safe, and that everyone insert:
should have access to effective and adequate mental “It recognises the importance of employers
health support. having inclusive policies and procedures that help
Conference asks the National Executive to protect the mental health of staff in general
Council to: and provide support to workers experiencing
1) Promote UNISON’s existing advice, guidance mental health problems. It welcomes the UNISON
and education programmes related to mental “Bargaining on mental health policies” guide for
health and mentally healthy workplaces; branches, and recognises the importance of
2) Review UNISON’s training and guidance for occupational health services, employee health and
health and safety representatives and consider wellbeing programmes and employee assistance
developing further training and guidance to programmes being fully inclusive”
emphasise mental health in the workplace; At the end of point 3), delete “workplaces;” and
3) Consider developing a union wide campaign on insert:
the importance of mentally healthy workplaces; “workplaces which acknowledges the impact
4) Work with the National Young Members Forum of discrimination on mental health and reflects the
to promote UNISON’s work on improving mental need for a strong equality dimension in mental health
health in the workplace to younger workers; initiatives;”
5) Work with other campaigns, in line with Insert new points 4) and 5) and renumber
UNISON’s values, to campaign for better existing points 4) and 5) accordingly:
funded mental health provision in the NHS. “4) Work with other sections of the union as
National Young Members’ Forum appropriate to signpost information on specialist
NEC Policy: Support mental health support services and young people’s
support services to branches and members;
5) Encourage branches to provide examples of
5.1 good practice in employer policies and procedures,
occupational health services, employee health and
After existing fourth paragraph, insert new wellbeing programmes and employee assistance
paragraphs as follows: programmes;”
“Conference recognises that mental health is National Lesbian, Gay, Bisexual and
a serious workplace issue, and that it has a strong Transgender plus Committee
equalities dimension. Even without the impact of NEC Policy: Support
the pandemic, people vulnerable to discrimination
face worse levels of mental ill health. In the wider
community, around 1 in 4 people are affected by 6. Trade Union Recognition for Outsourced
mental ill health. But in the LGBT+ community these Workers Delivering Public Services
figures can be as high as 70%, with trans people
and in particular young trans people significantly Conference recognises the lack of trade union
over represented (41% having attempted to end their recognition with private contractors and independent
lives). companies prevents collective bargaining on issues
The pandemic has forced some LGBT+ including pay, terms and condition and securing an
workers, particularly young workers, to stay in family equal and sustainable post pandemic settlement for
homes or precarious shared accommodation with workers delivering public services.
people who either didn’t know their sexual orientation This is known to be a contributory factor in the
or gender identity, or were not supportive of it, with perpetuation of low wages and poor conditions of
an obvious impact on their mental health. There service for private contractor workers. This situation
has been a significant increase in homelessness for also mitigates against stewards, health and safety
young people – especially those who are LGBT+. reps and union learning reps playing an active role in
11UNISON Special Delegate Conference
defending members and participating actively at all should:
levels of the union. 1) Campaign to protect hard-won employment
Increasing use of ‘fire and rehire’ tactics in protections and seek to ensure that the any
some areas that has emerged since the start of the future Tory Employment Bill includes measures
pandemic has been used to further drive down terms that lead to:
and conditions of outsourced workers in order to a) The effective abolition of zero hours
make savings for multinational corporations. contracts by giving workers the right to a
Conference calls on the National Executive contract that reflects their regular hours;
Council to: b) Workers having the right to challenge
1) Issue guidance to branches on how to secure their parent employer over minimum
trade union recognition for outsourced workers wage, sick pay and holiday pay abuses;
delivering public services; c) Genuine two-way flexibility by giving
2) Promote the need for ethical procurement workers a default right to work flexibly
ensuring trade union recognition is from the first day in the job, and all jobs to
incorporated into any tendering process. be advertised as flexible;
Private Contractors National Forum 2) Continue to campaign on employment
NEC Policy: Support protections and enhancing worker and trade
union rights regardless of the outcome of the
Tory Employment Bill;
7. Creating Fairer Workplaces 3) Support service groups and branches to
bargain for employment protections that will
Conference notes that poor quality jobs, lack improve working life for members and potential
of respect for the workforce, attacks on employment members;
and trade union rights, unfairness and discrimination 4) Work with Branches and across service groups
are all too familiar features of the world of work and SOGs to continue to develop appropriate
across the UK. These problems have been both workforce planning strategies to address
highlighted and added to by COVID-19. barriers to fairness and in-work progression;
The pandemic has shown the need for fairer 5) Work across the union to continue to develop
workplaces and the role that decent terms and strategies to tackle institutional racism in the
conditions such as proper sick pay can play in workplace;
protecting both workers and the public. Any real 6) Work across the union to continue to tackle
recovery from the pandemic will involve creating disability discrimination in the workplace;
fairer workplaces 7) Continue to campaign for further action to
Conference notes that there is progress being narrow the gender pay gap, to promote the
made in parts of the UK and that important lessons use of UNISON’s ‘Bridge the Gap’ materials
can be learnt from, for example, the Fair Work and to call for mandatory reporting of ethnicity
Framework in Scotland. The Fair Work Framework is and disability pay gaps, along with robust and
defined as offering all individuals an effective voice, enforceable action plans to tackle the causes.
opportunity, security, fulfilment and respect. Scotland Region
UNISON Scotland participation in the NEC Policy: Support
Fair Work Convention has helped expose poor
practice, particularly in social care, and help deliver
improvements, although many problems have still to 8. Creating Fairer Workplaces for the Post
be addressed. Lockdown World
The COVID pandemic has highlighted how
much society relies on previously unsung roles in Conference notes that poor quality jobs, lack
the public and private sector. Alongside this has of respect for the workforce, attacks on employment
come a greater public awareness of poor terms and and trade union rights, unfairness and discrimination
conditions endured in these roles. With this in mind are all too familiar features of the world of work in the
conference believes that an approach similar to that UK and that a post COVID settlement must address
embodied in the Scotland’s Fair Work Convention can this.
play a useful role in improving the quality of jobs. COVID has highlighted how much society relies
Conference therefore calls on UNISON to work on previously unsung roles in the public and private
through the Labour Link, the TUC, STUC, WTUC sector.
and ICTU to develop a progressive vision for fairer As we look ahead to life after COVID, it is
workplaces across the UK. Added to this UNISON crucial that UNISON and other trade unions use this
12Conference Document 2021
moment of sorrow and reflection to lead the fight for competitive advantage in attracting investment and
a fairer world of work. Conference agrees that this strip back employment protections and workplace
would be a fitting tribute to the sacrifice that many of rights.
our members and those of other unions have made Conference notes that there is progress being
during the pandemic. made in parts of the UK and that important lessons
Conference agrees that UNISON has a vital can be learnt from, for example, the Fair Work
contribution to make to this endeavour. As a union Framework in Scotland and Social Partnership Bill in
of over one million women members we know only Wales.
too well that the majority of the undervalued and In this context conference calls on UNISON
low paid sectors in the labour market are in roles to work through the Labour Link, the TUC, STUC,
predominantly performed by women. WTUC and ICTU to develop a progressive vision for
While the pandemic has made heroes of social fairer workplaces for the wider UK, which address the
care workers and rightly recognised them as ‘key’ deep dysfunctions outlined in this motion and which
and ‘essential’ workers, this is not reflected in pay, results in a newfound dignity for all workers. Added
conditions or respect. to this UNISON should:
Conference notes that more than half of social 1) Campaign to protect hard-won employment
care workers earn less than the real living wage set protections and ensure that the Tory
by the Living Wage Foundation, and thousands still Employment Bill includes measures that lead to:
do not even receive the lower National Minimum a) The effective abolition of zero hours
Wage. A third of social care staff leave their roles contracts by giving workers the right to a
each year and a quarter are employed on zero-hours contract that reflects their regular hours;
contracts. Training and development opportunities b) Workers having the right to challenge
are virtually non-existent. their parent employer over minimum
The same can be seen in other low pay sectors wage, sick pay and holiday pay abuses;
such as cleaning and early years and for occupations c) Genuine two-way flexibility by giving
such as teaching assistant. workers a default right to work flexibly
The common theme is a fundamental from the first day in the job, and all jobs to
undervaluing of ‘caring’ roles in our society and a be advertised as flexible.
lack of workforce planning, training and progression 2) Continue to campaign on employment
opportunities which must be addressed. protections and enhancing worker and
But discrimination and unfairness of the trade union rights regardless of the
labour market does not end there. For example, the outcome of the Tory Employment Bill;
devastating impact of the pandemic on Black workers 3) Support service groups and branches to
has highlighted the way systemic racism has led to bargain for employment protections that will
occupational segregation and an over concentration improve working life for members and potential
of Black workers exposed on the low-paid front line. members;
Many disabled workers are frustrated at the 4) Work with branches and across service groups,
failure to provide reasonable adjustments, often very self-organised groups and young members
simple and at no or little cost, that would enable them organisation to continue to develop appropriate
to be more productive. Where some progress has workforce planning strategies to address
been made, including being able to work from home barriers to fairness and in-work progression;
during the pandemic, fears remain that employer 5) Work across the union to continue to develop
attitudes will result in gains being removed at the strategies to tackle institutional racism,
earliest opportunity. disability discrimination and other workplace
More broadly the coronavirus outbreak has discrimination and inequality;
revealed the horrendous insecurity faced by the 6) Continue to campaign for further action to
millions who find themselves unable to find anything narrow discriminatory pay gaps, promoting the
beyond casual work - often on zero hours contracts use of UNISON’s ‘Bridge the Gap’ materials
or working through employment agencies. to tackle gender pay, calling for mandatory
Conference further notes that just when we reporting of ethnicity and disability pay gaps,
should hope that the pandemic has shone a light on and for robust and enforceable action plans to
the huge contribution of working people there is a tackle the causes of all pay gaps.
very real risk that the world of work could be about to Newcastle Hospitals
become worse in the period ahead. This is because NEC Policy: Support
post Brexit, the Tory party will almost certainly
try and make the UK’s flexible labour market its
13UNISON Special Delegate Conference
9. Mandatory Vaccinations in Public Sector 10. Mandatory Vaccinations in Public Service
Workplaces Workplaces
Conference recognises the dangers posed by Conference recognises the dangers posed by
COVID, flu, and other viral infection with an average COVID, flu, and other viral infection with an average
of 8,000 people in England killed by flu every year of 8,000 people in England killed by flu every year
and COVID taking over 130,000 lives across the and COVID taking over 130,000 lives across the
whole of the UK. whole of the UK.
Conference believes that it is appropriate Conference believes that it is appropriate for
for public sector staff, particularly those working public service staff, in particular those providing care
in communities or providing care within a variety within a variety of settings, including care homes, to
of settings, to have the opportunity to have a free have the opportunity to have a free COVID and flu
COVID and flu jab, and that staff who are offered free jab, and that staff who are offered free vaccinations
vaccinations should, as appropriate, be encouraged should, as appropriate, be encouraged to take this
to take this up by both employers and unions. It up by both employers and unions. Conference notes
should be noted that this approach is generally that this approach is generally reflected in jointly
reflected in jointly agreed national statements and agreed national statements and within the campaigns
within the campaigns supporting the vaccination supporting the vaccination programmes within
programmes within workplaces and national press. workplaces and national press.
However, it is of concern that some employers However, Conference notes with concern
are looking to make COVID vaccinations mandatory, that some employers are looking to make COVID
alongside employers who have already mandated flu vaccinations mandatory, alongside employers who
vaccination, we also note that numerous research have already mandated flu vaccination. Conference
and guidance, including that from National Insititute also notes that numerous research and guidance,
for Health and Care Excellence (NICE), does not including that from NICE, does not recommend
recommend mandatory flu vaccination for some mandatory flu vaccination for healthcare workers,
public sector workers, for example healthcare with COVID vaccinations being challenged with
workers, with COVID vaccinations being challenged supply chain issues which would challenge employers
with supply chain issues which would challenge delivering these vaccinations.
employers delivering these vaccinations. Conference believes that the decision to have
Conference believes that the decision to have a vaccination should be a matter of personal choice
a vaccination should be a matter of personal choice and that the decision of a worker or potential new
and that the decision of a worker or potential new recruit to decline a vaccination should be respected.
recruit to decline a vaccination should be respected. Workers should face no sanction or detriment if
Workers should face no sanction or detriment if they choose to decline any vaccination; no national
they choose to decline any vaccination; no national vaccination programme is mandated under law and
vaccination programme is mandated under law and no worker should be forced to have any vaccination
no worker should be forced to have any vaccination by their employer.
by their employer. Conference calls on the National Executive
Conference calls on the National Executive Council to:
Committee to: Continue to work with employers nationally to
1) Continue to work with employers nationally promote the voluntary take-up of free vaccinations
to promote the voluntary take-up of free by workers;
vaccinations by workers; 1) Reject any move by employers nationally or
2) Reject any move by employers nationally or locally to adopt a policy of mandating any
locally to adopt a policy of mandating any vaccination(s) for workers;
vaccination(s) for workers; 2) Support individual workers facing sanctions as
3) Provide support for branches facing initiatives a result of choosing not to be vaccinated;
by their local employers to impose any 3) Provide support for branches facing initiatives
mandatory vaccinations. by their local employers to impose any
Lancashire Police mandatory vaccinations.
NEC Policy: Support Manchester
NEC Policy: Support
14Conference Document 2021
11. Mandatory Vaccinations in Workplaces c) Provide support for branches facing initiatives
by their local employers to impose mandatory
Conference recognises the dangers posed by vaccinations which are not supported by clear
COVID, flu, and other viral infections. An average of scientific research which shows high rates of
8,000 people in England are killed by flu every year efficacy.
and COVID has taken over 150,000 lives across the Pennine Acute Health
whole of the UK. NEC Policy: Support
Conference believes that it is appropriate for
staff, particular those providing care within a variety
of settings, to have the opportunity to receive a free 12. Post COVID-19 Syndrome and Disability
COVID and flu jab, and that staff who are offered Employment Protection
free vaccinations should be encouraged to take this
up by both employers and unions. Conference notes Conference notes that for those who
that this approach is generally reflected in jointly experience COVID-19 and survive the initial illness,
agreed national statements and within the campaigns COVID-19 can be life changing. Some people will
supporting the associated vaccination programmes suffer chronic damage to their lungs, heart, kidneys,
within workplaces and national press. or brain and some will develop Post COVID-19
Conference notes that: Syndrome.
1) The flu vaccine efficacy rate can be as low as Post COVID-19 Syndrome is a chronic illness,
12% in some years; possibly similar to Myalgic Encephalomyelitis/
2) Numerous articles of research, along with Chronic Fatigue Syndrome (ME/CFS). We know the
guidance (including that from the National symptoms are varied and can fluctuate. Among the
Institute of Health and Clinical Excellence), most commonly reported are fatigue, lack of energy,
does not recommend mandatory flu vaccination breathlessness, anxiety and depression, palpitations,
for healthcare workers; chest pains, joint or muscle pain, headache, lack of
3) COVID vaccinations have already seen concentration and focus, and insomnia.
challenging supply chain issues which In December 2020 the health watchdog, the
would challenge employers delivering these National Institute for Health and Care Excellence
vaccinations. (NICE) published guidelines on identifying, assessing,
However, Conference notes with concern and managing the long term effects of COVID-19.
that some employers have suggested that they are NICE defines Post COVID-19 Syndrome as signs and
looking to mandate some vaccinations including symptoms lasting for more than 12 weeks after the
those with poor or unproven results (such as flu) start of acute symptoms that cannot be explained by
or unknown long-term effects (such as COVID). an alternative diagnosis.
Conference believes that the decision to have a In 2020, a survey by Office for National
vaccination should be a matter of personal choice Statistics noted that one in five people contracting
and that the decision of a worker or potential COVID-19 experience symptoms for five weeks or
new recruit to decline a vaccination should be more, and one in ten experience symptoms lasting for
respected, without the need for justification. 12 weeks or more. As of 23 March 2021, there had
Mandating a vaccination should be on proven been approximately 4.31 million confirmed COVID-19
results, showing effective prevention in the control cases in the UK, and 124 million cases worldwide. In
of the associated infected. Workers should face no the UK, that translates into 431,000 people who will
sanction or detriment if they choose to decline these potentially experience Post COVID-19 Syndrome,
vaccinations. No national vaccination programme is or 1,181 new cases per day. By comparison, in 2020
mandated under law and no worker should be forced Cancer Research UK reported an incidence of
to have unproven or ineffective vaccination by their 367,000 new cancer cases in the UK every year. Post
employer. COVID-19 Syndrome is clearly a major emerging
Conference calls on the National Executive health concern.
Council to: Conference, employees experiencing Post
a) Continue to work with employers nationally COVID-19 Syndrome are not afforded disability
to promote the voluntary take-up of free protections in law until they have had a condition
vaccinations by workers; that has or is likely to have lasted for 12 months or
b) Reject any move by employers nationally longer. Yet, the Syndrome itself is so new that there
or locally to adopt a policy of mandating is insufficient scientific evidence yet to determine the
ineffectual or unproven vaccination(s) for longer-term effects.
workers; This leaves employees experiencing Post
15UNISON Special Delegate Conference
COVID-19 Syndrome particularly vulnerable to chest pains, joint or muscle pain, headache, lack of
management processes including attendance concentration and focus, and insomnia.
management, health capability and performance In December 2020 the health watchdog, the
capability, and ultimately dismissal at a time when National Institute for Health and Care Excellence
the global scientific and clinical understanding and (NICE) published guidelines on identifying, assessing,
research evidence of Post COVID-19 Syndrome is and managing the long term effects of COVID-19.
new and emerging. NICE defines Post COVID-19 Syndrome as signs and
Conference calls on the National Executive symptoms lasting for more than 12 weeks after the
Council: start of acute symptoms that cannot be explained by
1) To promote ongoing research into Post an alternative diagnosis.
COVID-19 Syndrome; In 2020, a survey by Office for National
2) To call for the creation of a formal definition of Statistics noted that one in five people contracting
Post COVID-19 Syndrome; COVID-19 experience symptoms for five weeks or
3) To call on UK employers to treat Post COVID-19 more, and one in ten experience symptoms lasting for
Syndrome as a disability in terms of the 12 weeks or more. As of 23 March 2021, there had
Equality Act 2010, applying the same provisions been approximately 4.31 million confirmed COVID-19
and protections to those experiencing Post cases in the UK, and 124 million cases worldwide.
COVID-19 Syndrome as are applied to their In the UK, that translates into 431,000 people who
disabled employees while an understanding of will potentially experience Post COVID-19 syndrome,
the Syndrome is developing; or 1,181 new cases per day. By comparison, in 2020
4) To call for the formal recognition of Post Cancer Research UK reported an incidence of
COVID-19 Syndrome as a disability where 367,000 new cancer cases in the UK every year.
future scientific evidence supports; Post COVID-19 syndrome is clearly a major emerging
5) To develop guidance to branches on best health concern.
practice for supporting employees who Conference, employees experiencing Post
develop Post COVID-19 Syndrome, to best COVID-19 syndrome are not afforded disability
protect employees from formal management protections in law until they have had a condition
processes and ultimately dismissal, while an that has or is likely to have lasted for 12 months or
understanding of the Syndrome is developing. longer. Yet, the syndrome itself is so new that there
South Lanarkshire is insufficient scientific evidence yet to determine the
NEC Policy: Support longer-term effects.
This leaves employees experiencing Post
COVID-19 syndrome particularly vulnerable to
12.1 management processes including attendance
management, health capability and performance
In point 4) after “disability” add: capability, and ultimately dismissal at a time when
“and a recognised health condition.” the global scientific and clinical understanding and
South Lanarkshire research evidence of Post COVID-19 syndrome is
NEC Policy: Support new and emerging.
Conference calls on the National Executive
Council:
13. Post COVID-19 Syndrome and Disability 1) To promote ongoing research into Post
Employment Protection COVID-19 syndrome;
2) To call for the creation of a formal definition of
Conference notes that for those who Post COVID-19 syndrome;
experience COVID-19 and survive the initial illness, 3) To call on UK employers to treat staff
COVID-19 can be life-changing. Some people will experiencing Post COVID-19 syndrome in the
suffer chronic damage to their lungs, heart, kidneys, same manner as they would a staff member
or brain, and some will develop Post COVID-19 with a condition that constitutes a disability
syndrome. in terms of the Equality Act 2010, applying
Post COVID-19 syndrome is a chronic illness, the same provisions and protections while an
possibly similar to Myalgic Encephalomyelitis/ understanding of the syndrome is developing;
Chronic Fatigue Syndrome (ME/CFS). We know the 4) To call for the formal recognition of Post
symptoms are varied and can fluctuate. Among the COVID-19 syndrome as a recognised health
most commonly reported are fatigue, lack of energy, condition where future scientific evidence
breathlessness, anxiety and depression, palpitations, supports;
16Conference Document 2021
5) To develop guidance to branches on best public and private sector workers and between NHS
practice for supporting employees who workers covered by pay review bodies and other
develop Post COVID-19 Syndrome, so that we public sector workers.
can use this to best protect employees from Conference notes the thousands of public
formal management processes and ultimately sector workers who are paid even worse terms and
dismissal, while an understanding of the conditions because they have been outsourced.
Syndrome is developing. Conference believes that the pay freeze is
South Lanarkshire a kick in the teeth for workers who have been in
NEC Policy: Support the front line throughout the pandemic. All public
sector workers continue to support our communities
through the pandemic and will be vital to the recovery
14. Support for Members with Caring from it. We reject any attempts at divide and rule.
Responsibilities Conference does not believe that public sector
workers should have to pay for the COVID pandemic.
Conference notes that the COVID-19 pandemic The government has found billions to support
has considerably increased the numbers of unpaid business during the pandemic and has awarded huge
carers; which compounds pressures on them caused contracts to private companies without considering
by inadequate funding for both health and social care. their effectiveness, such as the contracts for the
Conference recognises that increasing failed test and trace system awarded to Serco and
numbers of members are forced to provide caring Deloitte.
support for family members and they deserve Conference believes that a decent pay rise
support from employers in recognition of the for all public sector workers can be paid for through
additional stresses and strains that this imposes. increasing taxation of the wealthy and big business
Conference recognises that some employers and by serious action to stop tax evasion and
have already introduced carer friendly policies and avoidance by the super rich.
welcomes the publication of the guide “Bargaining on Conference calls on the National Executive
Carers’ Policies”. Conference calls upon the National Committee to launch a campaign against the pay
Executive Council to refresh the data in this and re- freeze. The campaign will include production of
energise a campaign around this. campaign materials, social media activity and online
Conference further resolves to campaign meetings for members that stress the unity of
to give carers more rights to flexible working, workers.
helping them balance employment with caring Conference further calls on the National
responsibilities. The Equality Act 2010 currently Executive Council to seek the maximum possible
requires employers to make ‘reasonable adjustments’ unity with other public sector trade unions and within
for people with disabilities to help them work and UNISON, including, where possible, coordinated
access public spaces and services. This should be lawful industrial action. Conference calls on the
extended so that requirements clearly include carers General Secretary to ask for an emergency meeting
who are looking after disabled people. of the TUC with a view to organising a cross union
Conference further agrees that this issue must campaign to defeat the attack.
be a priority and calls for it to be brought forward to Conference calls on the National Executive
the TUC for cross union support. Council to encourage and support all current
Surrey County disputes taking place across the union, including in
NEC Policy: Support outsourced areas to look to coordinate their efforts
with the campaign to win decent pay rises and terms
and conditions for all workers.
Barnet
Pay NEC Policy: Support and Amend
15.1
15. Smash the Tory Pay Freeze
Remove paragraph six. Replace with the
Conference notes with deep concern the following new paragraph six:
government’s imposition of a one percent pay rise for “Conference welcomes the No going Back to
NHS workers and a pay freeze for other public sector Normal Campaign, with its four goals of securing
workers. The Tories want to create division between long term sustainable investment in public services,
17UNISON Special Delegate Conference
securing decent pay, winning fairer and safer Council to launch an active campaign against the
workplaces and creating a more equal and greener pay freeze. The campaign will include production of
post COVID society. Conference notes the way in campaign materials, social media activity and online
which pay goal of the campaign has been brought to meetings for members that stress the unity of workers.
the fore to add value to the pay claims being pursued Conference further calls on the National
by service groups. This has provided a political Executive Council to seek the maximum possible
and public facing dimension to the service group unity with other public sector trade unions and within
campaigns to end the pay freeze – involving hard UNISON, including, where possible, coordinated
hitting advertising across social media, newspapers lawful industrial action. We call on the General
and billboards. Conference calls on the National Secretary to actively promote the campaign and ask
Executive Council to continue to develop this for an emergency meeting of the TUC with a view
campaign, ensure effective co-ordination across to organising a cross union campaign to defeat the
the union and to give all the encouragement it can attack.
to members to stand up against the government’s Doncaster
pay policy. This should include supporting on- NEC Policy: Support and Amend
line meetings and rallies and virtual lobbies – and
physical events when the situational allows.”
At paragraph seven after “National Executive 16.1
Council” add: “to continue”.
After “Conference Calls on the General Remove paragraph five and replace with:
Secretary to” remove remaining text in sentence “Conference welcomes the No going Back to
and replace with “continue to meet with the TUC Normal Campaign, with its four goals of securing
to further ongoing cross union initiatives aimed at long term sustainable investment in public services,
defeating the government’s pay policy.” securing decent pay, winning fairer and safer
National Executive Council workplaces and creating a more equal and greener
NEC Policy: Support post COVID society. Conference notes the way in
which pay goal of the campaign has been brought to
the fore to add value to the pay claims being pursued
16. Smash the “Nasty Party’s” Pay Freeze by service groups. This has provided a political
and public facing dimension to the service group
Conference notes with deep concern the campaigns to end the pay freeze – involving hard
government’s imposition of a one year pay freeze on hitting advertising across social media, newspapers
1.3 million workers in the public sector. The Tories and billboards. Conference calls on the NEC to
want to create division between public and private continue to develop this campaign, ensure effective
sector workers and between NHS workers covered by co-ordination across the union and to give all the
pay review bodies and other public sector workers. encouragement it can to members to stand up
We believe that the pay freeze is a kick in the against the government’s pay policy. This should
teeth for workers who have been in the front line include supporting on-line meetings and rallies
throughout the pandemic. All public sector workers and virtual lobbies – and physical events when the
continue to support our communities through the situational allows.”
pandemic and will be vital to the recovery from it. We At paragraph six after “National Executive
reject any attempts at divide and rule. Council” add: “to continue”.
We do not believe that public sector workers After “We call on the General Secretary to
should have to pay for the COVID pandemic. The actively promote the campaign” remove remaining text
government has found billions to support business in sentence and replace with “ and continue to meet
during the pandemic and has awarded huge with the TUC to further ongoing cross union initiatives
contracts to private companies and cronies without aimed at defeating the government’s pay policy.”
considering their effectiveness, such as the contracts National Executive Council
for the failed test and trace system awarded to Serco NEC Policy: Support
and Deloitte and substandard PPE
Conference believes that a decent pay rise
for all public sector workers can be paid for through 17. Smash the Tory Pay Freeze
increasing taxation of the wealthy and big business
and by serious action to stop tax evasion and Conference notes with deep concern the
avoidance by the super rich. government’s imposition of a one year pay freeze on
Conference calls on the National Executive 1.3 million workers in the public sector. The Tories
18Conference Document 2021
want to create division between public and private Executive Council to continue to develop this
sector workers and between NHS workers covered by campaign, ensure effective co-ordination across
pay review bodies and other public sector workers. the union and to give all the encouragement it can
Conference believes that the pay freeze is to members to stand up against the government’s
a kick in the teeth for workers who have been in pay policy. This should include supporting on-
the front line throughout the pandemic. All public line meetings and rallies and virtual lobbies – and
sector workers continue to support our communities physical events when the situational allows.”
through the pandemic and will be vital to the recovery At paragraph six after “National Executive
from it. We reject any attempts at divide and rule. Council” add: “to continue”.
Conference does not believes that public sector After “Conference Calls on the General
workers should have to pay for the COVID pandemic. Secretary to” remove remaining text in sentence
The government has found billions to support and replace with “continue to meet with the TUC
business during the pandemic and has awarded huge to further ongoing cross union initiatives aimed at
contracts to private companies without considering defeating the government’s pay policy.”
their effectiveness, such as the contracts for the National Executive Council
failed test and trace system awarded to Serco and NEC Policy: Support
Deloitte.
Conference believes that a decent pay rise
for all public sector workers can be paid for through 18. Coordinate Action on Pay
increasing taxation of the wealthy and big business
and by serious action to stop tax evasion and Conference notes the government’s
avoidance by the super rich. announcement on 4 March to recommend a one
Conference calls on the National Executive percent pay increase for all NHS staff to the Pay
Council to launch a campaign against the pay freeze. Review Body (PRB). This quite rightly set off a
The campaign will include production of campaign whirlwind of protest and anger. It was immediately
materials, social media activity and online meetings clear that once again the Tories had underestimated
for members that stress the unity of workers. the public mood.
Conference further calls on the National The one percent ‘offer’ was and remains a
Executive Council to seek the maximum possible disgrace. It would ensure that NHS pay continued to
unity with other public sector trade unions and within lag behind the cost of living. Over the last decade of
UNISON, including, where possible, coordinated wage restraint, pay for NHS staff has fallen in real
lawful industrial action within UNISON rules. terms by 15 to 20 percent, despite the obvious lies
Conference calls on the General Secretary to ask being repeated by government spokespeople. Yet
for an emergency meeting of the TUC with a view MPs have had eight pay rises over the same period
to organising a cross union campaign to defeat the taking their pay from £66,396 to £81,932.
attack. Many public servants, across multiple service
London Fire Brigade groups, had already been told in November 2020, not
NEC Policy: Support and Amend to even expect one percent, but rather a further pay
freeze as thanks for their contribution to battling the
pandemic.
17.1 These pay cuts, as that is what they are in real
terms, were announced by the same politicians who
Remove paragraph five and replace with: hypocritically stood on their doorsteps applauding
“Conference welcomes the No going Back to key workers during the first lockdown, including
Normal Campaign, with its four goals of securing NHS staff who saved the Prime Minister’s life! The
long term sustainable investment in public services, widespread disgust with the government’s intention
securing decent pay, winning fairer and safer to make public servants pay for the pandemic,
workplaces and creating a more equal and greener has brought all the anger and frustration of the
post COVID society. Conference notes the way in last twelve months to the surface. However, it
which pay goal of the campaign has been brought to has also increased the likelihood of staff leaving
the fore to add value to the pay claims being pursued vital public services, as a result of exhaustion and
by service groups. This has provided a political demoralisation. There is for example, already a
and public facing dimension to the service group developing and escalating shortage of NHS frontline
campaigns to end the pay freeze – involving hard staff, which we feel can begin to be arrested if the
hitting advertising across social media, newspapers trade unions take a decisive lead in coordinating the
and billboards. Conference calls on the National fightback and resistance.
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