Previous Article Next Article Related posts:No related photos. Brendan Barber, general secretary electof the TUC, explains to Paul Nelsonhow the forthcoming workplace regulations will provide the perfect opportunityfor unions to raise their profileThe new head of the Trades Union Congress (TUC) plans to use the forthcomingraft of employment legislation to increase the influence of the trade unionmovement. Brendan Barber, who takes over from John Monks as general secretary of theTUC in May, believes workplace regulations being introduced over the next threeyears offer an ideal opportunity for trade unions to raise their profile andbuild membership. He points to the Employment Act, which comes into force this month, and newlaws outlawing discrimination on the basis of sexual orientation, belief orreligion that will be introduced before the year end. The Information and Consultation Directive comes into force, followed by agediscrimination law will also provide opportunities for the unions. Barber believes the union movement can highlight its importance and boostmembership by campaigning for employee rights as these new laws bed in. “Unions must win public attention and create a higher profile in newways and on issues where we haven’t traditionally done so. There must be a realfocus on a range of workplace issues and not just on pay.” He insisted that the unions “must grab the opportunity the new legalframework gives to make trade unionism a growing force again”. But, with the skill of an experienced political operator, he quickly addsthat he will balance active campaigning with influencing government policy fromwithin through improved relationships with ministers. The first area Barber will lobby on is the Employment Act, introduced lastweek, which gives parents with children under six and disabled children under18 the right to request flexible working. The Government has promised to review the right to request flexible workingin 2006, and Barber warns firms that if they do not embrace the Act, the TUCwill campaign for tougher laws that are harder for employers to refuse, andcompulsory equal pay audits to force employers to provide pay transparency. “If it [requests for flexible working] doesn’t work, then we will makean application for making it harder to dodge,” he said. The Act also introduces equal pay questionnaires allowing staff the right torequest pay information on a comparable colleague of the opposite sex, butBarber said: “I’m afraid the equal pay questionnaires won’t make a hugedifference. There’s no evidence that employers would undertake audits unlessthere’s stronger pressure on them.” He believes that an even more important piece of legislation for the profileof the union movement and its relationship with employers and the Government,is the Information and Consultation Directive. From 2005, employers will have to have mechanisms in place to consult withstaff at an earlier stage and more fully on all issues that affect employment –including redundancies and restructuring. The Government is currently decidinghow the European directive is to be introduced into UK law. Barber told Personnel Today the new law will have to be fairly prescriptiveif it is to have any teeth. “Employers can’t be allowed to chose how it is implemented or who thestaff representation is, otherwise staff will have no confidence in thesystem.” Another area identified as critical by Barber is pensions. He is disgustedby the number of large firms that are turning their backs on staff by closingdown final salary pension schemes. In the TUC’s response to the Government’s discussion paper on pensions,Barber demanded a statutory minimum pension contribution from employers of 10per cent. “Relying on employers to accept they have a responsibility in this areaon a voluntary basis is not working. Evidence shows that where there is adecent employer contribution, individuals will save as well,” he said. He also wants compulsory staff pension contributions set at a 5 per centminimum. He is unhappy that the Government is considering increasing the age atwhich staff can access their pension to 55, because he thinks this would hinderthe efforts made in improving the work-life balance of workers. “It is swimming against the tide,” he said. “More peoplebeing pressurised to work longer is going in the wrong direction and is notwhat people want.” Barber knows he is taking over the TUC’s reins at a critical time forunions. He will be leading a movement that has become increasingly disgruntledand disappointed with the Labour Government’s second term in office. The unions believe the Government is ignoring its staunchest supporters andbrushing aside workers’ rights in a bid to win business confidence. Industrial action over the last 12 months has included strikes by train operatingworkers over pay and safety, JobCentre staff over safety, and local governmentstaff over pay and London Weighting. The confrontation between the Governmentand the unions, culminated in deputy prime minister John Prescott attempting tointroduce legislation banning strike action, and imposing a 16 per cent paysettlement on the firefighters, following their acrimonious six-month disputewith local government employers. Barber believes in the fundamental right of staff to take strike action andfears that if Prescott is successful, the Government may attempt to takesimilar action across the public sector. “There is always the fear that it is a model the Government will tryand apply in other areas of the public services,” he said, surprisinglycalmly. Barber is acutely aware of the balancing act he will have to perform in hisnew role. Ever the diplomat, he is careful not to criticise the Government toovehemently in public in case it jeopardises Labour’s chances of re-election fora third term. “We have issues and problems that we are pressing the Government tochange, but let’s not lose sight of the big picture. “We must actively campaign in positive ways but give credit wherecredit is due, and there is a lot,” he said. www.tuc.org.ukHR should take its place on the boardBrendan Barber has criticised HR fornot “building the case” for the profession’s involvement at boardroomlevel.The HR director should be a permanent fixture on all companyboards in the country, Barber believes. But he is disappointed the professiondoesn’t champion its cause.He wants HR professionals to prove to chief executives that thesector has a vital role to play in making organisations more competitive.”HR should have a higher status,” he said. “Ourproductivity lags behind that of the US and Europe, and a major factor isbecause we do not manage, motivate and involve our people as well as they do.””In part, this is because not enough attention is paid toHR issues and strategies in some of the biggest boardrooms.”Barber feels an improvement in industrial relations has led toHR being sidelined in organisations.”There was a period 20 to 30 years ago when – for thewrong reason of lots of industrial action – HR had a lot of attention. Therehas been a feeling since that, because some of the problems are not quite asprominent, HR does not need such a high profile,” Barber said.”It must be on the main board and must be given moreattention.”Brendan Barber’s CV2003 – General secretary, TUC1993 – Deputy general secretary, TUC1987 – Head of organisation and industrial relationsdepartment, TUC1979 – Head of press and information department, TUC1976 – Assistant secretary of organisation and industrialrelations department, TUC1975 – Training policy officer, TUC Taking advantage of the lawOn 15 Apr 2003 in Personnel Today Comments are closed. read more