The practice of fire and rehire is a disgraceful tactic by a company like DHL, particularly for staff who have heroically worked throughout the pandemic. These staff have hard fought for rights, and the employer must respect them. In this case, a small number of older staff, on legacy contracts feel unable to relocate their place of work to the new DHL site. Their contract has no mobility clause. While the site is close, these members do not own a car and would need to cycle for up to two hours extra a day (on top of 11-15hr shifts) down dangerous unlit and often flooded roads. We demand DHL honour the contractual rights of our members.

BT has decided as a part of the better work place program to close desk based sites in London and the south east of England and move this work further north and abroad. This will mean as over 4000 high paying jobs and livelihoods will be lost and gravely damage local economies. Every member has their own reasons for needing sites to stay open. Here are just a few of them; - I'm signing to save my job in the south east - We are going through a Pandemic and people are already suffering financially and psychologicaly, it will be unethical to force people out now. The desk based jobs are essential to delivery of services I wish the decision makers could see the impact their hasty decisions will have on individuals on the receiving end. - I am being driven out of my job because of openreach wanting to move their base of operations to strategic sites with no consideration for the destruction and hardship it will cause. Dejected and heartbroken knowing the company I have been so proud to work for thinks so little of my contribution. Sad beyond words! - I want my friend to be able to keep her job! She has given over 25 years to openreach. She deserves to keep her job that she loves! - I am signing because i worked for BT in Brighton office for 15 years and to move it all north is a nonsense as lots of sites in the southeast have been sites of exilence many times - It is ridiculous that BT are closing these key buildings in our capital city where so many long serving employees are based. Another example of a Senior Management Initiative which takes no account of the impact on it's loyal workforce! - The skill, experience and commitment of desk based planners outweigh the short term Financial gain that Senior management desire Jobs at risk: BT TOWER 502 BAYNARD 843 DARTFORD 111 PURLEY 33 ALDERSHOT 236 COLUMBO 796 ILFORD MILL HOUSE 197 EDMONTON 187 SEVENOAKS WS 372 BRIGHTON WITHDEAN 266 CRAWLEY 126 CANTERBURY BECKETT HOUSE 247 AMBASSADOR HOUSE 99 FARADAY 724 Portsmouth Central 70 Worthing Swandean 40 TOTAL 4,849 staff numbers estimated at the time of publication

Sick pay slashed in the middle of a pandemic, terms and conditions attacked, what would you do? Bus drivers with Go North West in Manchester are being bullied and threatened with the sack if they don’t sign new contracts on inferior terms in a brutal fire and rehire attack. The company has refused to row back and has even started hand delivering letters with dismissal dates included for those that don’t sign. Now the drivers, who have worked on the frontline throughout the pandemic and face having their sickness agreement ripped up and working longer hours for less pay, are getting ready to strike after voting by 82.3% to walk out. With your help we can keep the pressure on. Please join us in calling on the CEO of the Go Ahead group David Brown to act. He’s the top chief of the entire group and our best bet of getting the company to take fire and rehire off the table and get them back around the negotiating table. Email Mr Brown now.

Employees at AGH Solutions Ltd, a private wholly-owned subsidiary of Airedale NHS Trust responsible for facilities management, estates and procurement services are currently on unequal pay rates despite doing the same job. Workers who were transferred (TUPED) over from the Airedale NHS Trust into AGH Solutions (AGHS) in 2018 remain on the NHS “Agenda For Change” (AFC) contract, while many new starters are paid on lower pay rates. For the majority of workers on the AGHS pay Grade A, this means they receive nearly £1.00 per hour less in basic pay than the rest of their colleagues employed under the NHS AFC contract on Band 2. If you factor in unsocial hours pay on the weekends and nights the wage gap widens much further. “I don’t feel valued. I do the same job as a friend who gets paid more than I do for the same work. It’s not right.” - Shift Porter To outline the pay difference. A Domestic employed on the NHS contract receives a basic rate of £9.89 per hour. If they work between 8pm - 6am or on a Saturday they get paid £14.14 per hour, and if they work on a Sunday they get paid £18.29 per hour. 

In contrast, a Domestic employed on the AGHS contract only gets paid £9.00 per hour no matter when they work. The basic hourly pay gap and the fact that AGHS workers don’t receive unsocial hours enhancements makes a huge difference. This is all without comparing sick pay rates, holiday entitlement and pension plans, all of which are significantly better under AFC. The purpose of this petition, our campaign and the GMB dispute at Airedale Hospital is to end the pay disparity for the majority of workers employed on AGHS pay rates and stop the race to the bottom in our NHS. “GMB will continue to stand-up for key workers. This pandemic has highlighted the tremendous debt of gratitude we all owe our frontline NHS heroes, and at Airedale, with this campaign, we can begin to repay that debt” - Rachel Dix, GMB Regional Organiser

Without the nursery, many posties, especially women, would not be able to work. The nursery has been a vital support to many in its 22-year history, enabling local people to take jobs at Mount Pleasant. Protecting Kiddycare Nursery also protects jobs for local people.

Official government NHS plans contain a proposal to close both the Royal Lancaster Infirmary and the Royal Preston Hospital and replace them with a so called 'super-hospital' on a single site elsewhere. This proposal represents a serious threat to the future of full hospital provision in Lancaster and the large area of North Lancashire and South Cumbria the RLI serves. Likewise, the people of Preston and Central Lancashire will also risk the loss of properly accessible full local hospital services. Any increase in travel distances, especially for emergencies, is not acceptable. Both cities and surrounding areas need and deserve their own hospitals, each with a full range of services, with proper investment to upgrade these. Keep up to date with our campaign here: https://www.facebook.com/LancasterSaveOurHospitals

The Sheffield City Region is the ‘low pay capital’ of the UK and has consistently ranked highly on COVID infection-rate charts. Now on the brink of a local lockdown, the lives of low wage workers in the city are in turmoil. This pandemic has shone a light on the people who really keep Sheffield going. It isn’t the billionaires, the bankers or the CEOs. It’s the healthcare workers, the carers, the cleaners, the transport workers, the refuse collectors and the fast food workers who feed people. The working class people struggling to get by. Working conditions in these industries are deteriorating quickly - adequate PPE is not available and social distancing is impossible. Fast food restaurants, shops and distribution warehouses are becoming epicentres for continuing the spread of the virus, resulting in multiple serious workplace outbreaks. If low wage workers have to self-isolate, most are forced to rely on Statutory Sick Pay, which is only £95.85 a week. Some won’t even receive that. Employers are risking the health of our communities by putting workers in the impossible position of choosing between health and paying the bills. Global corporations like McDonald’s and Amazon have the money to protect workers - but they choose to pay billions in dividends to shareholders instead.

Barnoldswick is the historic birthplace of the jet engine, many of the Rolls Royce model numbers start with RB (Rolls Barnoldswick) the skills and experience of the workers are priceless. Over the last 2 years the workforce has been reduced by almost 50% and the latest announcement of further job losses could see the site close, with more than 1,000 families on site and in the local supply chain abandoned. Roll Royce contributes £1.1bn to GDP in the region *2018 and the North West Aerospace sector it supports has a GVA £1.7bn. Governments from Germany to Singapore are investing in Aerospace to make sure they thrive in the aviation recovery, the UK Government cannot afford to be asleep at the wheel resulting in this historic wealth creator being lost, they must act now!

Belinda Phipps is CEO of We Are With You- she earns around £140,000 per year. Meanwhile, ex-NHS staff working for We Are With You in Wigan and Leigh stand to lose £150,000 during the course of the NHS Agenda for Change three year pay deal (April 2018- April 2021). We will lose an average of £7,870 each during the course of Wigan Council's contract with We Are With You, with some of us losing out on as much as £10,974. This is simply wrong and across five years, will suck £230,000 out of the local economy whilst We Are With You directs funding towards costly rebrands and its London headquarters. We work hard for We Are With You in Wigan and Leigh to ensure that local people recover from addiction, regaining health, self esteem and becoming fully functioning members of our society. We work in this field because we care and because it's rewarding to support recovery, but we deserve to make a decent living. When we transferred over to We Are With You (formerly known as Addaction) from the NHS, we were promised the NHS rate for the job, but We Are With You have gone back on their word. "Supporting people to overcome drug and alcohol addiction is an incredibly tough job and makes a difference for every single one of us in Wigan. "We Are With You’s employees deserve the pay settlement they were promised when they moved from the NHS to We Are With You". Lisa Nandy, Wigan MP We deserve a decent wage for doing what is an important job for our communities. Please sign the petition to support us. #WeAreNotWithYou #KeepYourPayPromise #BelindaFibs #WeWontPayYou

Manchester University NHS Foundation Trust announced to staff in March 2020 that they believe the current model of provision for reproductive medicine at St. Mary’s Hospital is not sustainable. Commissioners are now carrying out a scoping exercise on the service’s future, and this could result in a recommendation the service is tendered and could be at risk of privatisation. Staff members working for the St Mary’s Reproductive Medicine service provide a vital lifeline to women and families seeking fertility treatment in Greater Manchester. The service also provides specialist care to women with complex medical conditions, cancer, and who are undergoing gender reassignment, which are not accessible elsewhere in the city region or offered by other providers. If privatised, we are concerned that these specialist services could be at risk. Unions are concerned that many other private sector providers have higher treatment charges and inferior services. Furthermore, staff are in many cases paid less than NHS workers in the private healthcare sector, with less annual leave, sick pay and other essential benefits. We cannot allow this vital service to fall into private hands and be run for profit, when its purpose is to serve the public of our city.

Currently, hundreds of hospital cleaners, caterers and security guards working at Aintree University Hospital, Royal Liverpool University Hospital, Liverpool Women’s Hospital and Broadgreen Hospital are employed by private companies. We are employed by private contractors Compass Medirest, ISS and OCS and as a result, we are at a disadvantage compared with NHS employees. Like all of our health service colleagues, we’ve put ourselves at increased risk over the last few months keeping patients safe. We don’t want a medal, we just want to be treated equally with our colleagues who are employed by NHS. We deserve proper pay and working conditions so that we can deliver a high quality service for Liverpool patients. UNISON Liverpool Hospitals Health branch secretary Su Edwards said: “Our members do some of the most vital jobs within our health service. They cook patients’ food, keep the hospital clean and protect patients and staff. “Yet currently, these health service heroes are being treated like second class citizens. There is only one way that companies such as Compass, ISS and OCS can make a profit within the NHS and that’s by cost-cutting. This means that hospital staff employed by private contractors receive lower pay and worse working conditions than colleagues employed directly by the NHS. It is morally wrong. “But it’s not just hospital staff who are getting a raw deal. Compass, ISS and OCS prioritise profit over people- they bid for NHS contracts, then they cut costs and patients pay the price. If we brought these services in-house, we could deliver a higher quality service, with more staff on shift, better hospital food and safer hospitals.”

It shouldn’t be too much to ask that hospital workers get the agreed NHS rates of pay. But here on site at Tameside General Hospital, there is a hidden workforce earning well below Agenda for Change rates of pay and on lower terms and conditions than other Trust staff. As Engie security guards we put ourselves in danger every day and work tirelessly to keep staff, patients and the public safe. During the pandemic, we have been on the front-line of the fight to keep our communities safe, whilst putting ourselves at significant personal risk. ONS figures show that male security guards have the highest risk of dying as a result of COVID-19 compared with other demographics. In spite of the vital job we do protecting patients and staff, we earn well below the NHS rates. Some of us are on the minimum wage. This is plainly unfair! We have been seeking to resolve this for some time, but to no avail. In February, Engie told us they would not agree to pay us NHS rates. In the absence of progress, we held a UNISON ballot of Engie security staff at Tameside General Hospital and voted unanimously to take strike action to fight for fair pay for all.  In May, Engie have agreed to pay the NHS rates from October 2020. This is a step in the right direction but we lodged our pay claim in December 2019- it's wrong that we should have to wait almost a year for the pay we are rightfully owed. What's more, Engie have only agreed to pay the correct rates if we agree to changes to our shift patterns which may result in pay cuts.  Given the current context, we have done everything we can to avoid taking industrial action. We have given Engie over six months to resolve this dispute. Given the lack of resolution and the potentially detrimental proposed changes to shift patterns, we have no other option- this really is an action of last resort. As a result, we served notice for a two day strike beginning at 7am on Monday 13 July. We hope that Engie see sense and get back around the negotiating table before 13 July. Tameside Hospital staff- please sign to support and consider leaving a comment.