BL puts the boot in! Procedure agreement builds on Tebbit

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my visitssal Delore any pro- immediately be made availcedure has taken place at all. able to all workers in BL lhis amounts to an institut- Cars. Shop stewards' commonalised victimisation pro- ittees must take it to the edure.. membership, and push for In other cases, where the JNC to throw it out and nanagement deciade that break off all further negotiagross industrial misconduct' tions on it.

from back page cession by management, since the original document called for a JNC made up entirely of full time officers.

But this has to be seen against the practice at the last two wage reviews of using the general secretaries as the negotiating body as soon as deadlock is reached. (In reply to a question, Hawley anyway refused to confirm that the TGWU's delegation would be made up of lay members).

The disputes procedure in the document has three stages with an optional extended plant conference. It is an extension of management control.

Plant industrial relations officers are to be present from the first (superintendent) stage of the procedure to ensure the uniform operation of BL policy in every department. There is no longer a time limit for the completion of procedure. Although 20 working days is mentioned, that is only to apply 'where necessary'.

Serious

More serious is a separate procedural arrangement to facilitate thè imposition of "productivity changes' by management. This must be completed in 10 days, after which management have the right to implement the changes.

It is a variation of the notorious agreement signed by Moss Evans on May 17 1980 which amounted to a 10-day declaration of intent IOI management to introduce the provisions of the 92 pages of strings foisted on BL workers a few days earlier. (This section has been added to the original draft).

But perhaps the most serious clause in the document is the provision of two distinct types of dismissal procedure.

Gross

Where management decide that 'gross industrial misconduct has taken place, they have the right of summarty direcional hafa We're offering bundles of five each week for E1 post free, and bundles of 10 for £1.75 post free.

That's £12 for three months for bundles of 5, and £21 for bundles of ten.

Regular subscription rates are f5 for three months, £8.75 for six montns, and E16 for a nure year.

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Pret to: Sociatist Organiser, 28 Middle Lane, Lometre N8 SSI has not taken place, the worker will remain on the payroll until the procedure has been completed.

If this document is accepted, it will be another major setback for-BL workers foisted on them by the complicity of the leadership of the trade unions in the corporation.

A campaign must begin immediately in all BL plants to stop it being agreed by the JNC on April 23.

The document must lir Panty—p3 of Sell! •. issues of Socialist Organiser, I encluse FUND

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We should ask ourselves if it makes sense any more for trade union leaders to continue to serve as lonely token figures on the boards of nationalised industries, charged under new statutes passed by the Conservative dominated House of Commons with the task of selling off profitable public assets and closing down We must question whether it is in the interests of the Labour movement that the TUC should continue to nominate six members of the National Economic Development Council, at which the Chancellor outlines his own monetarist strategy and seeks by the TUC presence there to acquire a legitimacy for policies that undermine the whole role of trade A conscious decision by the Labour movement to disengage from institutions which consistently work against the interests of those we represent would have an electric effect upon the conduct of public affairs in Britain and abroad... The institutions from which we disengage would be stripped of the artificial veneer of consensus legitimacy upon which they rely unprofitable parts of the business. unionism. NHS

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