Islington Labour Staff Manifesto 2014
Consultation and negotiation
•A Labour council will review and monitor HumanResources and Senior Management to ensure that they take every opportunity to avoid compulsoryredundancies, for instance by:
oauditing vacancies and maintaining a vacancy database, including posts filled by agency staff
ojob-matching, modifying jobs and providingrelevant training
ousing flexible retirement, early retirement and voluntary redundancy
•A Labour council will continue to hold regular joint negotiation meetings with the unions, including todiscuss policy issues (eg equalities) with the appropriate people.
•A Labour council will continue to deal frankly and straightforwardly with the unions in relation to any proposed savings.
•A Labour council will listen to and value staff at all levels of the organisation.
Beyond the living wage, a charter for fair employment
The Labour council led the way on the introduction of the Living Wage beyond directly employed staff and has shown that a council like Islington can set the nationalagenda.
A Labour Council in 2014-2018 will look beyond a LivingWage to setting an agenda for fair employment practice.
•A Labour council will continue its commitment that none of its staff will be paid less than the London Living Wage, which, as it rises during the next council term, will catch up with Scale Point 10.
•A Labour council will use its representation at the Local Government Association to support and defend national pay bargaining and to seek government funding so that Local Authority staff arefairly paid and get regular pay rises.
•A Labour council will not employ staff on exploitativezero hour contracts.
•A Labour council will seek to ensure a minimum level of employment standards for contractors and agency staff, including: securing the Living Wage;not taking contracts with organisations that have blacklisted and have not self-cleansed, and terminating contracts with contractors who blacklist in the future; paid travel time for carers; family friendly policies; occupational pensions; equality monitoring; robust health and safety provision; and trade union recognition.
•A Labour council will not use fixed-term contracts in order to casualise the workforce or to make staff feel more vulnerable to losing a job.
•A Labour council will reduce its usage of agency staff and be transparent regarding its use of agencies and consultants.
•A Labour council will explore the possibility of establishing its own in-house agency.
•A Labour council will take a firm line against any bullying in the workplace.
•A Labour council will campaign on staff pension rights, including arguing for a high quality, adequately funded, defined benefits pension scheme.
•A Labour council will only support councilapprenticeships that provide the London Living Wage for the time spent working (as opposed to training), adequate training and best efforts to find asubstantive job at the end of their training, and it willurge its partners to do the same.
Improving contract procurement, monitoring and compliance
A Labour council would strongly prefer the provision of existing council services through directly employed and accountable staff and will look to bring services back in-house where it is in the interests of staff and residents to do so.
•A Labour council will look to improve contract monitoring, vigorously ensuring contract compliance, and will be prepared to end contracts when they do not meet service specification.
•Contracts will not be commissioned withoutchecking first to see if the requirements can be delivered in-house.
•Departments will work together to facilitate the preferred deployment of in-house council services. Schools will be encouraged to do the same.
•A Labour council will have fully implemented UNISON’s ethical care charter within 12 months of election.
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