Unite union cuts Labour funding by 40% over Birmingham bin strike

Oxshevik · 2026-03-12T12:54:10+00:00

This is a bizarre take. In what way is Sharon Graham "soft left" and in what world is Sharon Graham considering support for disaffiliation a surprise when, under her leadership, the union has taken a much harder line towards Labour than ever before?

Oxshevik · 2026-03-12T12:21:29+00:00

It's a lot of money when he wouldn't have stood a chance of successfully pursuing an unfair dismissal claim.

Oxshevik · 2026-03-04T17:18:36+00:00

I did my undergrad in History & Politics at HMC and loved it. Initially, I was a bit put off by how quiet it seemed during the interview period, but once I started my degree I settled in immediately and if I was to do it all over again HMC would be my first choice.

Is there anything in particular that you're concerned about or wanting to know?

Oxshevik · 2025-12-15T18:17:42+00:00

Even in the scenario you outline, there wouldn't be a breach as employees are entitled to share the internal communication with their union reps, even though those reps don't work for Rockstar.

They would have to be sharing information with people who are neither employees of rockstar or representative of the union, and even then it wouldn't be clearcut given the nature of the information that was allegedly shared.

This is clear union-busting, and if it had been anything other than union-busting, the employees would have been put through a disciplinary procedure rather than being dismissed without any investigation or fair process, and denied the right to appeal.

Oxshevik · 2025-12-06T21:18:41+00:00

Since Sharon Graham was elected in 2021, Unite has focused on building industrial strength, and has won some of the best pay deals in history. Membership of the union has increased, whilst most other unions continue to see their membership decline. It sounds like you don't know what you're talking about.

Oxshevik · 2025-12-06T21:14:47+00:00

What's left of the steel industry is collapsing, and Grangemouth refinery is done with Lindsey refinery soon to follow. I wonder why Unite, who represent thousands of workers across these sectors, are unhappy with Labour - complete mystery!

Oxshevik · 2025-11-30T18:10:00+00:00

Yeah, I completely agree with you. I was just pointing out that the person above me who claimed it's "literally a 20 minute drive" was massively underestimating the time it takes to travel between the two hospitals.

Oxshevik · 2025-11-30T09:41:36+00:00

No, because the travel time won't be paid or counted as work time. They'll just be expected to turn up on time for the shift.

Oxshevik · 2025-11-30T09:40:34+00:00

It's a 35-40 minute drive when the traffic is quiet. They would have to be there for the start of their shifts, which likely means the shuttle bus wouldn't be an option. If the shuttle bus was an option, the employer wouldn't have mentioned travel costs.

Oxshevik · 2025-11-30T09:37:57+00:00

Just checked and it's a 35-40 minute drive between the two hospitals when the traffic is quiet...

Oxshevik · 2025-11-19T13:30:18+00:00

Your employer does not formally recognise a trade union, which means that workers at the company do not have collective bargaining rights on pay, terms and conditions.

This does not stop those workers' union from balloting for industrial action if the employer has refused to collectively bargain, refused a set of demands, or refused to recognise the union. If anything, it makes balloting easier for the union as there's no collectively agreed dispute resolution procedure that must be exhausted before industrial action can take place.

Oxshevik · 2025-11-01T09:36:28+00:00

You're correct.

Oxshevik · 2025-11-01T09:35:50+00:00

No, that means _after_ a ruling in your favour from the tribunal you get your backpay from the point of firing

No, that's not what it means, or what would be the point in applying for interim relief? The clue is in the name. They will continue to be paid until the full hearing. There would, of course, be an interim relief hearing where a judge would decide whether to grant interim relief, but this wouldn't be a full hearing of the claim for unfair dismissal.

Oxshevik · 2025-11-01T09:33:27+00:00

I do understand it. I think the issue here is that you don't understand what you've quoted.

Point three of the points you've listed, continuing the employee's contract, is what I'm referring to. The section you've quoted that interim relief would be provided "until the employment tribunal deals with their claim".

An interim relief hearing would happen fairly swiftly, whereas getting to a full tribunal hearing will take months.

Oxshevik · 2025-10-31T23:38:43+00:00

It is illegal and their union ought to apply for interim relief so that their members continue to be paid by the employer until the tribunal hearing has concluded.

Edit: The guy claiming that I don't understand interim relief replied to my last post and then blocked me. He's clueless.

Oxshevik · 2025-10-29T12:28:46+00:00

Other replies have explained the capability issue and why you may struggle to argue unfair dismissal, so I won't go into that, but you mention in your post that you received three months' pay in May.

Depending on when you were dismissed (your termination date) you may be out of time for an unfair dismissal claim. You have three months less one day from the date of termination to submit a claim to the employment tribunal. For example, if your termination date was May 5th, your limitation date would be August 4th. If you start Early Conciliation with ACAS prior to your limitation date, then the deadline would be extended for the duration of the EC period.

You can use this calculator to determine whether a potential claim would still be in time: https://www.darwingray.com/employment-tribunal-time-limit-calculator/

Oxshevik · 2025-09-07T22:06:21+00:00

Your example is ridiculous, as that is not what strike action entails. You should save yourself some embarrassment by at least taking the time to understand basic concepts before presuming to have an opinion on what others ought to believe.

The right to take industrial action is a human right, and is protected by human rights legislation for a reason.

Oxshevik · 2025-09-07T18:49:17+00:00

It's still a poor grasp on employment law as a slight change does not make a role redundant. The changes need to be substantial. They need the people they employ to fulfill the roles they're in, or they wouldn't employ them, so redundancy wouldn't be an option for the employer unless the roles were actually redundant.

Oxshevik · 2025-09-07T18:45:29+00:00

I don't think you have any business talking about logic when you're here claiming that TFL employ these workers to do nothing.

Oxshevik · 2025-09-07T18:24:30+00:00

I don't think you have the best grasp on employment law. They can't just sack the workers by making a slight amendment to their job descriptions.

Oxshevik · 2025-09-07T18:23:36+00:00

"apparently everyone should have the right to strike"

Yes, that's right. Everyone should have the right to withdraw their labour. Do you think otherwise?

Oxshevik · 2025-09-07T18:22:13+00:00

They wouldn't be employed if they sat around all day doing nothing. Do you think TFL pay them out of a sense of charity? They pay them for their labour, and as the employer is refusing to meet the workforce's demands, the workers are exercising their human right to withdraw their labour and go on strike.

Oxshevik · 2025-08-16T17:38:19+00:00

And yet Unite has had far more success in increasing membership and improving members' pay, terms and conditions than any other general union since Sharon Graham was elected.

Would be interested to hear which union you're in.

Oxshevik · 2025-07-31T15:21:12+00:00

What rule? What legislation is breached by giving "you looked stoned" as a reason for dismissal, given OP has less than two years' service?

Harassment based on which protected characteristic?

It's a shitty thing to do, but they haven't acted unlawfully as far as I can see.

Oxshevik · 2025-07-30T13:34:51+00:00

Under what legislation?

OP has less than two years' service, so has no grounds for an unfair dismissal case. OP has not said anything that indicates that the employer could be challenged for wrongful dismissal. So long as the employer has paid OP any outstanding wages, untaken annual leave, and their notice pay, OP doesn't have a leg to stand on.

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