Unite the Union is calling on all members to join our campaign to defend the TfL & LUL pension fund. We are calling on the TfL Pension review body to recommend "no action". Our pension must not be used to pay for the Covid-19 pandemic, TfL & LUL workers were heralded as hero's for keeping the transport system moving during lockdown. They must not now be asked to pay for the pandemic with a reduction in pension benefits.

Four out of five workers want to work flexibly and 92 per cent of mums who worked flexibly told us they would find it difficult or impossible to do their job without it. But current flexible working rights are way too limited – workers only have the right to request flexibility after 6 months in the job. Employers can turn down requests for a huge range of reasons – one in three requests for flexible working are turned down. So far, the government has failed to act, and its consultation on flexible working last year proposed making the right to request a day one right, but this is tinkering round the edges of a failed policy. People who need to work flexibly ­ - mums, dads, carers, disabled workers, older workers - need to know whether flexibility is available before they even apply for the job. A day one right to ask would mean having to ask at interview or one your first day in the job, and loads of people won't feel comfortable doing this for fear of rejection or being seen as 'awkward' by their employer. That’s why employers must be legally required to include flexible working options in job adverts and everyone needs the right to have flexible working, not just to ask. Secretary of State for Business, Kwasi Kwarteng, sets the rules here. He could bring legislation to build up our rights to flexible work. We’re calling on him to help make work more flexible for everyone.

In order to ensure the sustainable change needed across Brewdog, workers deserve a collective voice through their union.

PCS members have been in dispute with DVLA management and the Department for Transport (DfT) since January over covid safety in the workplace. With the highest numbers of workplace cases, management were slow to act and showed scant disregard for members health. After 8 days of strike action PCS negotiated a deal to end the dispute and put in place clear safeguards for those in work. At the 11th hour the draft agreement was scrapped by management without a clear explanation why. Further strike action is now underway. We believe government ministers stopped the DVLA management signing the deal. We need to apply pressure to the Secretary of State to settle this dispute. Please sign the email to him. It’s your right to be heard and only pressure from union members and our friends and family will work now.

Cutting funding will have a devastating impact on these subjects, resulting in course closures, job losses and severely affecting efforts to widen participation. Universities in areas with a higher number of students from disadvantaged backgrounds would be particularly vulnerable to the proposed cuts. We cannot allow these cuts to strip away their access to arts subjects. The UK is a world-leader in the creative and performing arts. These subjects should not be the preserve of a privileged few. We need to mount a quick and effective fightback against this government’s attacks on the creative and performing arts. Join us and tell Prime Minister Boris Johnson that the arts should be for everyone - and that the cuts should not go ahead. This campaign is supported by University and College Union (UCU), Equity UK, BECTU, Writers Guild of Great Britain, Musicians’ Union, Unison and Unite https://mcusercontent.com/ebd004a8047907dc47d269fd1/images/c695fc2c-48f6-c2c8-3057-e9aabe03bdfb.png

Latest Government figures revealed a staggering 385,000 people have been living with symptoms of long Covid for a year or more. And spiralling infection rates mean many more people are likely to contract long Covid. Symptoms include fatigue, brain fog and shortness of breath, and it’s more common in key workers, women and those living in the most deprived areas. Our research reviled wide spread discrimination and disbelief at work 1 in 20 people with long covid have been forced out of their jobs. This is not acceptable. We must stand in solidarity with everyone who has long Covid. We demand the Government urgently address the discrimination people with long Covid face.

GMB union members and workers at Yeovil District Hospital are demanding respect and fair pay. Simply Serve Limited is a wholly owned subsidiary of Yeovil District Hospital Foundation Trust. NHS workers in non-clinical roles (e.g. Porters, Cleaners, Housekeeping, Admin, Catering,) who were transferred from the Trust into its wholly-owned subsidiary, Simply Serve Limited (SSL), remain on the NHS “Agenda For Change” (AFC) contract, while new starters are paid on the lower SSL rates, despite doing the same job. It is not acceptable for staff to do the work of NHS workers, but not be be recognised and paid as NHS workers. GMB demand equal pay for equal work. It is fair, it is reasonable and it is right. Join GMB, sign the petition and support the campaign for Pay Justice in our NHS!

Simply Serve Limited is a wholly owned subsidiary of Yeovil District Hospital Foundation Trust, which pays staff less than the standard NHS pay, terms and conditions. It is not acceptable for staff to be employed to do the of job NHS workers, but not be paid as NHS workers. Tell the Board of Directors: Direct your wholly-owned subsidiary, Simply Serve Limited, to meet the GMB demand for harmonisation for all staff with the NHS Agenda for Change contract; or better still, dissolve the wholly-owned subsidiary to harmonise all staff with the NHS Agenda for Change contract!

Every day since March 2020, these workers have put themselves at risk; at risk of getting infected and at risk of infecting their family. To discover the subsidiary you set up and oversee has been paying many of these workers on less than the standard NHS pay, terms and conditions is unacceptable. Tell the Board of Directors: Support and direct your wholly-owned subsidiary, AGH Solutions, to meet the GMB demand for harmonisation for all staff with the NHS Agenda for Change contract; or dissolve the wholly-owned subsidiary to harmonise all staff with the NHS Agenda for Change contract.

NHS workers (e.g. Porters, Cleaners, Catering, Security) who were transferred from the Trust into its wholly-owned subsidiary, AGH Solutions (AGHS), remain on the NHS “Agenda For Change” (AFC) contract, while many new starters, and indeed all staff (including those who were TUPED) that register on Bank (i.e. overtime shifts), are paid on the lower AGHS rates, despite doing the same job. The GMB demand for equal pay for equal work is fair, it is reasonable and it is right. Every day since March 2020, our members have put themselves at risk; at risk of getting infected and at risk of infecting their family. We clapped for them, we labelled them heroes and yet here in our community, some of our local heroes face the indignity of being treated less than; to be employed as NHS workers, but not paid as NHS workers. We have reached the stage where members are being asked to consider industrial action because the Board of Directors of both AGHS and Airedale NHS Foundation Trust have allowed us to reach this point. The Trust outsourced their responsibility to AGHS and in turn AGHS created a two-tier workforce that made it permissible to pay people different wages for the same work. We are simply demanding that this be corrected, that the Trust recognise its responsibility to these NHS heroes and end unfair wage practices.

Equity member Ace Ruele, established actor and motion capture specialist, faces the threat of deportation from the UK to Jamaica, a country where he no right of residency or citizenship. His case has all the hallmarks of yet another grossly unfair, racist decision dramatically affecting the life of Windrush era family. Ace was born in the UK and raised here, but despite having indefinite leave to remain this was revoked following a difficult, short period in Ace’s life when he was engaged in criminal activity. Since this, he has built a successful film career and strong family life and works with a number of organisations, including the Metropolitan Police, advising and guiding young people away from the risk of offending. Ace could be deported at any minute, tearing his family apart and ruining a career he has forged following his unstable early life. His current residency status of limited leave to remain in the UK is temporary and requires renewal every 30 months at a cost of £2,389. It is, quite simply, a gross injustice to leave Ace in this situation, and we call on the Home Office to: 1. Reverse its decision, and provide Ace with the status of indefinite leave to remain the UK. This will allow him to continue his significant, positive contribution to the UK’s cultural and creative life and raise his family, confident that his future is secure. 2. Abandon its cruel, racist policy of threatening to make UK citizens stateless, including through deportation to countries they have no right of residency or citizenship to. 3. Significantly speed-up the process of providing compensation to those eligible for payment under the Windrush Compensation Scheme. The Home Office is currently aggravating the experience of Windrush-era UK citizens by unfairly and unnecessarily delaying their lawful compensation. You can read more about the background of Ace’s case here: https://www.independent.co.uk/news/uk/home-news/ace-reule-home-office-deportation-b1841799.html

With over 34,000 employees in 821 hotels and 411 pubs and restaurants Whitbread (owners of Premier Inn and familiar Brands such as Beefeater and Brewers Fayre) are one of the largest employers in the U.K. hospitality sector. As such they have a moral obligation to build back better after the Covid crisis by setting benchmark standards for decent pay and progressive employee relations.