Spring Statement Myths Busted

 Rishi Sunak’s spring statement myths busted, by UNISON

Rishi Sunak’s sweeping promises don’t stand up to scrutiny, with families now facing the steepest drop in living standards since the 1970s

When the chancellor Rishi Sunak delivered his spring statement last week, he promised to tackle the rising cost of living. But the headlines the next day were unanimous: his announcements failed to hit the mark.

But just how wide of the mark was he? How many promises were broken by the chancellor last week? And, with the energy price cap pushing bills up from 1 April, does the spring statement deliver what is needed to avoid a cost of living crisis for households across the UK?

Promise: “I am going to deliver a lower tax economy”

Reality? Taxes are higher now than they have been at any point since the 1940s

Rishi Sunak claims to have given the British public the biggest tax cuts in a generation – but this is only possible because he has implemented even larger tax rises. His meagre tax cuts are only possible because he has raised taxes so much over the past few years.

Rishi Sunak’s so-called tax cuts announced in last week’s spring statement only offset his own tax rises by a sixth. The government Office for Budget Responsibility said “Net tax cuts announced in this Spring Statement offset around a sixth of the net tax rises introduced by this chancellor since he took over the role in February 2020, and just over a quarter of the personal tax rises he announced last year”.

This means that the chancellor’s tax cut announcements don’t actually mean the tax burden goes down. In fact the amount of tax we pay actually increases to 36.3% of GDP in 2026-27 compared with 33% of GDP when Rishi Sunak became chancellor in 2020.

According to the Institute for Fiscal Studies, in just two years Boris Johnson and Rishi Sunak have announced tax rises worth 2% of GDP – the same as Tony Blair and Gordon Brown did in ten. The Government’s tax take is set to reach its highest since the late 1940s.

Promise: “We will help families with the cost of living”

Reality? Families are struggling to make ends meet now more than ever

UK families face the steepest drop in living standards and the deepest cost-of-living crisis since the 1970s. Household incomes are predicted to fall by 4% in real terms – or an average of £1,000, according to the Resolution Foundation.

On 1 April 2022 energy bills will increase by up to 54% as the energy price cap rises. National insurance contributions will increase 1.25 percentage points. Essentials like broadband are set to increase, with BT announcing a 9% bills hike and supermarkets like Tesco predicting food costs will increase by 5%.

Childcare costs in the UK are the second highest in the world and fuel costs are at an all time high. Meanwhile wages have stagnated. In the public sector, workers have been subject to a decade of wage restraint and below-inflation increases.

Instead of announcing measures that would help tackle this crisis – such as a real terms public sector wage increase, a reinstatement of the Universal Credit uplift, a windfall tax on big energy profits to fund lower bills, and properly funding childcare provision – the chancellor has chosen headline grabbing options.

Many of his announcements are temporary, such as the £200 energy bill rebate. In reality, this is a compulsory loan which will repaid through higher energy bills in the future.

Promise: “We will share the proceeds of growth fairly”

Reality? A tax hike for working people and a tax cut on wealth

National Insurance is a tax on workers and their employers. Income tax is a tax on everyone whether they get their income from working or from unearned wealth. That means an increase in National Insurance contributions is a tax targeted at working people.

This increase comes at the same time as Rishi Sunak has announced a future income tax cut. This means those who make their money in other ways – for example landlords, people with private wealth and property, or those who earn money from their investments – will get a tax cut.

Analysis by the Resolution Foundation shows that many of the richest taxpayers have benefitted from the Government’s decision not to levy any significant taxes on wealth at a time when savings and investments, including property, had made unprecedented gains.

The losers are low earners, who gain the lease from the increase in tax thresholds as any tax cut is cancelled out by significantly lower benefits. The Resolution Foundation shows that the increase in the National Insurance threshold is a tax cut mostly for middle and top earners – only £1 in £3 of this benefit goes to the bottom half of earners.

Promise: The 5p fuel duty cut is “a tax cut this year for hardworking families”

Reality: 5p does help at the pump but prices are still spiralling out of control

Because of the record increases in fuel prices thanks to inflation and the impact of the Russian invasion of Ukraine, the RAC were clear that the reduction will only “bring prices back to where they were a week ago” and called the cut a “drop in the ocean”. The cut is also only a short-term measure, which will last for only 12 months.

Not only is the cut in fuel duty a temporary salve for rising prices, it is also an unequal one. Because lower income households spend a lot less on petrol or diesel than wealthier ones – perhaps because of the need to budget or because they are less likely to own more than one vehicle – they receive less of the benefit. According to the New Economics Foundation, only 7% of the benefit will go to the poorest 20% of the population, while 30% will go to the richest 20% of the population. This means the 5p cut is worth only £1.80 per month for the poorest households.

These figures also assume the full 5p cut is passed onto motorists at the pump – in reality, the AA has found that petrol prices have fallen just 2.71p as petrol stations fail to pass on the savings.

Meanwhile, despite the issue being raised with the Treasury and Secretary of State for Health, the Government has failed to update mileage rates. HMRC’s rates for employees claiming back miles driven just to do their jobs have not been updated for a decade, which means many workers are out of pocket simply by doing their jobs.

Promise: “Public sector workers will see fair and affordable pay rises”

Reality: Any pay rises planned in October’s budget have been wiped out by inflation

The chancellor didn’t mention public sector pay once in his spring statement. Despite promising an end to the pay freeze in autumn, record levels of inflation have wiped out any prospect of a pay rise in line with inflation. Instead, inflation at a 30-year high means public sector workers risk yet another real-terms pay cut.

To make good on his promise to end the freeze for public sector workers, the Institute for Fiscal Studies estimated that the chancellor needed to commit £10bn to ensure pay kept pace with inflation. The fact that this funding was not forthcoming, and public sector workers didn’t even get a mention, means this is another broken promise from Rishi Sunak.

Original Post from UNISON Blog (https://magazine.unison.org.uk/2022/03/29/rishi-sunaks-spring-statement-myths-busted-by-unison/)

A Conversation Could Save a Life

What to do

You are not alone if you feel unsure about what is the right thing to do and say in a situation like this.

Encourage the person you are concerned about to talk about how they are feeling. Surprisingly, asking them a direct question about whether they have thought about suicide can also make all the difference. Some people think that asking someone whether they are having suicidal thoughts will put the idea of taking their own life in their head.

This is a MYTH. Evidence shows that asking a direct question actually opens the door and gives them permission to speak about it.

There are three important steps to remember:

You must not forget to look after yourself. This is a very stressful situation. You may find it helpful to discuss your feelings with another friend, or a confidential service.

If you find yourself alone in trying to support a person in distress, it’s very important that you don’t put yourself in unnecessary danger, ask for help or call 999 if you feel you need to.

SEE - the warning signs

When someone is contemplating suicide, their words and actions can give clues or warning signs.

Not everyone is the same and each situation will be individual. The following warning signs are a guide only and hopefully, give you the permission to reach out and start a conversation.

This is NOT an exhaustive list. If your concern is not listed below trust your instinct.

Suicide can affect anyone but we have found that some people may be more at risk: middle-aged men, new university students, single or divorced people, the unemployed, older widowers with a recent bereavement.  People who are experiencing lots of difficult factors at the same time, as well as those who may be using drugs or alcohol as a way of coping, could be more at risk of thinking about suicide and taking their own life.

SAY - Reach out and start a conversation

 

Suicide is preventable. We can all make a difference and reach out to someone we are concerned about. There is a need to talk about suicide openly and remove the myths and stigma.

We need to encourage people to talk about their feelings and acknowledge that they may be struggling. Talking about suicide does not come easy and you are not alone if you feel unsure about what to do and say.

In 20 minutes the Zero Suicide Alliance training will help to build the skills and confidence to know what to say and do. It will help you prepare and know what to expect. If you don’t have 20 minutes there is a shorter taster session.

A university student edition of the training is also available to help if you are concerned about a student, focusing on information and scenarios related to experiences at university and what to be aware of.

Marxism Festival 2022

 A Festival of Socialist Ideas

Friday 1^st to Sunday 3^rd July

Marxism 2022 is a festival of socialist ideas in east London, bringing together debates, live music, a culture tent, film screenings and more. Activists, students, academics and campaigners from across the globe will be debating the fight for a better world.

Book your ticket HERE.

For full details check out the Festival information HERE.

Topics of debate for 2022

Extinction Rebellion

Extinction Rebellion poised for new acts of mass defiance

It’s likely rebels will protest throughout the capital each day

Central London is set to become a flashpoint of resistance over the climate crisis as activists prepare to stage the next Extinction Rebellion (XR) occupation. Thousands of rebels could descend on London for eight days from this Saturday. They have vowed to take the fight to the doorsteps of those responsible for climate and ecological chaos.

The rebellion follows dramatic action on Friday as hundreds of climate activists from XR and the Just Stop Oil campaign blockaded ten oil facilities. Those actions have continued.

Activists disrupted seven oil facilities on Sunday. At Kingsbury, Midlands and Esso terminals in Birmingham people sitting in the road prevented oil tankers from leaving. At Thames Oilport in Essex, 17 people climbed or locked onto a tanker to stop it. More than 30 people camped outside Buncefield oil terminal in Hertfordshire overnight. In the early hours of Sunday morning, 12 activists gained access to the site and entered the facility. Police have now arrested over 200 people during the actions.

XR spokesperson Andrew Smith said, “XR are building pressure on fossil companies and then on 9 April we’re going en masse to take our message to the government—end fossil fuels now.” 

Rebels aren’t expecting to block central London streets for days-long occupations, as in previous actions. It’s likely rebels will camp elsewhere and protest throughout the capital each day.

Andrew promised “more mass participation style events. We want to create the space where people can come and join. There’s an open invite for people to come and take part in these actions.”

XR called the demand to end fossil fuels “the obvious first step to tackling the climate and ecological crisis”. “We are living through a rapidly closing window of opportunity to do anything meaningful and we all know that those with power are committing us to global breakdown.”

Sally, an XR facilitator from York said its right to take to the streets after the pandemic interrupted the group’s plans for further protests. “We haven’t had anything like this for two years—it’s massively important that we do get out there and say ‘XR still exists, and we’re still active’.” “It’s now or never—Cop26 was a failure, as we predicted it would be. It was all a load of greenwashing by the government, and we saw it inspire protests around the world. We need to build on the energy of that,” she said.

The government is pushing through the Police, Crimes and Sentencing Bill into legislation now. It will make it easier to arrest protesters and harass groups such as Extinction Rebellion.

As it stands, a central method of XR is to facilitate mass arrests in a ploy to grab media attention and overwhelm the custodial and legal system. But, Sally says, in her local group the pool of people willing to be considered “arrestable” is getting smaller. “Some people aren’t as keen—the police tactics have got harsher, sentencing has got harsher. A lot of people were arrestable, but they’ve been arrested so many times. If it happens again, it can be quite bad for them. The mood feels quite different now.”

Past rebellions have been tens of thousands strong and created critical opportunities to raise the alarm about the climate emergency. Whatever the reaction of the police to rebels this time or the specific tactics of activists, it is important that as many people as possible join the rebellion.

Original Story (https://socialistworker.co.uk/news/extinction-rebellion-poised-for-new-acts-of-mass-defiance/?mc_cid=b80e7d2959&mc_eid=b6f25aec8c)

Pay Negotiations 2022/23

 

The Higher Education Joint Union's Pay Claim Talks for 2022/23 start today. The first of three rounds of talks are underway.

For the full pay TUJNCHES claim for 2022/23 click HERE

‘Warm words don’t pay the bills’ for university staff

It’s a shame for the whole sector that higher education members are struggling to survive on their university pay packets.

University employee pay has fallen by nearly 20% over the past 12 years. UNISON’s higher education members responded to our recent survey explaining how real terms pay cuts to affect them. Some are forced to take on second jobs just to pay their bills, and one member told us they couldn’t even afford to get their prescription, so had to go without.

Thousands of university workers are on the legal minimum wage, with many more thousands falling below the Living Wage Foundation rate. But when the new minimum wage of £9.50 comes into effect this Friday, four pay points on the higher education pay spine will fall below it for those working a 37 hour week.

Many universities are having to take urgent measures to ensure this doesn’t happen. But we’ll also see a rise in the energy price cap on 1 April, council tax increases will hit at the beginning of April too, the national insurance rise starts from 6 April, and the childcare costs cap for those on universal credit will not rise with inflation in April – staying the same as it has since 2016.

It’s little wonder that many UNISON members have been left with no choice but to vote to take strike action over their pay and pensions. They’ve seen the value of their wages eroded for so long, and the added pressures on their living costs are mounting up.

It’s a shame on the whole sector that higher education members – some working for world-class institutions – are struggling to survive on their university pay packets.

Across the country, UNISON members have experienced attacks on their pension schemes too. Whether it’s employers seeking to avoid providing support staff with the Local Government Pension Scheme or through detrimental changes to the USS pension scheme. It’s because of these attacks that 60% of our members say they don’t feel valued by their employer, with 55% saying it’s due to their basic pay levels.

University staff have had enough. Along with other education and public service workers, they worked throughout the pandemic to keep their universities going, ensuring vital research was uninterrupted and that students had access to online lectures and seminars.

University staff helped students to isolate, provided pastoral care, set up IT systems, and kept campuses safe and secure. University employers need to get serious about working with UNISON to tackle poverty pay and make sure the pay spine is fit for the future, and provides rewarding career paths for all staff, regardless of grade.

As UNISON – along with the other joint higher education trade unions – enters into pay talks for the new pay year, I’m calling on university employers to make our members an offer that keeps up with the rising cost of living; an offer that begins to catch up with the loss in value of pay and that recognises the vital contribution that all staff make to our fantastic higher education institutions.

Our message is clear: “Make our members an offer that’s good enough – and remember, warm words of thanks won’t pay the bills”.

From UNISON HQ Blog read HERE

Your Views and Experiences Count

Dear Members,

We would like you to provide the branch with your views and experiences of dealing with the branch and what support you have received.

It doesn’t matter if it was a good experience or a not-so-good one. We would like your honest opinions.

• What did we assist with and did it go well?
• What do we do within the branch that is good?
• What could we improve upon?
• What don't we do you would like to see us do?
• Anything else you would like to tell us?

Please provide as much detail as you feel comfortable doing so.

Please email them to unisonljmu@gmail.com

AGM Branch Special Edition - E-News - Issue 42

 

Dear Members,

You can find the AGM Branch Special Edition - E-News - Issue 42 HERE

Many Thanks,

UNISON @ LJMU

You can access our E-News Archive HERE

Become a Workplace Contact

WORKPLACE CONTACTS

Members who might not be willing to take on the full role of an elected steward can play a vital role in ensuring that UNISON has a presence in every workplace. Not an elected position, it can also prove a useful way for a member to gain experience or build confidence before making a further commitment.

Tasks relating to the post of workplace contact:

• to be a point of contact between members and the branch

• to recruit new members or introduce new employees to a branch officer

• to give support to members at work by advising them where to seek assistance

• to keep notice boards up to date

• to distribute information sent by the branch for members.

Have a look at the training plan Download and Read HERE

The Real Cost of Inflation

 

Ask for Angela

If you are out on and about on a night out in Liverpool or Knowsley. You find yourself in an uncomfortable or dangerous situation, find a member of the Door or Bar Staff and "Ask if Angela is working tonight?"

Branch E-News - Issue 41

Dear Members,

You can find Issue 41 of E-News HERE

Many thanks,

UNISON @ LJMU

You can access our E-News Archive HERE

Help with Energy Costs

Our weekly shops are becoming more expensive. National Insurance is set to rise. On top of this, energy bills for a typical household will go up by 54% a year in April. Many members are having to choose between heating and eating​​​.

Now more than ever, UNISON members need our support.

Our charity, There for You, has provided much-needed relief for over 2,400 people working in hundreds of types of jobs through its COVID-19 response fund.

We are now launching our energy support fund to help members during this cost of living crisis. 

Download the information booklet today.

How to support Ukraine

 

UNISON is working with the international trade union movement to mobilise support for those affected by the war in Ukraine – and branches and members can help too

No one can fail to be moved by the scenes of terrified civilians taking shelter underground or of the hundreds of thousands of women and children desperately trying to cross the border to safety, to an uncertain future as a refugee.

UNISON immediately condemned the Russian invasion of Ukraine last week and has called for Russian troops to withdraw to allow meaningful peace talks to go ahead.

The union has reached out in solidarity to public service unions in Ukraine whose members are on the frontline trying to save lives as civilian casualties rise. Workers and ordinary people in both Ukraine and Russia are the victims of this war, not the perpetrators.

It has today agreed to donate £10,000 to an appeal by the International Trade Union Confederation (ITUC).

It is also talking to our European and international union federations, EPSU and PSI, about how we can practically support those unions and Ukrainian public service workers.

Europe is facing a major refugee crisis. As most European countries have opened their borders to refugees from Ukraine, the UK’s own government is shamefully still putting up significant administrative barriers to prevent refugees arriving in the UK.

And it is not just Ukrainians who are trying to get out. Thousands of migrant workers and students from around the world are caught up in the chaos and there have been disturbing reports of racial discrimination against them by border guards, which UNISON condemns.

How you can help

UNISON branches and members have been asking how they can help. The ITUC has launched an appeal to support the Ukrainian trade union movement and ordinary workers in Ukraine.

Donations should be sent to ITUC-CSI account number 068-9007804-23 with Belfius Banque SA, Boulevard Pachéco 44, B – 1000 Brussels, (BIC/Swift code: GKCCBEBB – IBAN Code: BE92 0689 0078 0423). Any amount of contribution will be appreciated. Please mark the contribution for ‘Ukraine’ and if not possible please alert finance@ituc-csi.org to what has been sent and say it is for Ukraine.

UNISON is also encouraging branches to reach out to any Ukrainian members they may have to see how they can be supported at this incredibly difficult time.

The British Red Cross has also launched an appeal to support refugees, people or have been made homeless or who have been injured by the fighting. You can donate here.

Motion 17 Amendment 17.1 - 2022

 

Ray Burns from UNISON@LJMU at the 2022 UNISON Higher Education Conference.

Speaking in support of Motion 17 and Moving Amendment 17.1

17. Recognising the real impact of Covid and Lockdown on support staff

The work done by members in the last 18 months has been simply phenomenal; or if you prefer, “unprecedented”. Members at all grades have gone that extra mile to essentially keep the Higher Education (HE) sector alive: whether that be staff in security, residential services, cleaning, estates who have stayed on campus, meaning that they have effectively been working on the front line; or the administrative and support staff who have borne the massive burden of moving just about everything a university does and putting it on-line – this involved huge effort, imagination, skill and sometimes endurance.

We did all of this for a zero percent pay rise. Following 12 years of below inflation pay settlements.

Next year’s miserly ‘offer’ has already been swallowed up by the National Insurance increase – which in effect is making workers pay for their own efforts to keep the economy running – before we get started on the cost of living increases, the terrifying fuel bill increases and the cut to Universal Credit which is nothing less than spiteful.

The workers of this sector need, they deserve, a full accounting of all that has been given in their service to HEIs (Higher Education Institutes) over the last 18 months. This must include a looking at the toll on the physical and mental health. Therefore, we call upon conference to require the Service Group Executive (SGE) to use all means at their disposal to investigate:

1) The real, and increasing, costs to staff of working from home – heating, lighting, network upgrades, equipment etc.

2) The amount of overtime worked, including, if possible, the hidden hours done by staff not taking lunch breaks, continuing to answer emails into the evening, or on days off.

3) Issues around caring responsibilities / home schooling / flexible working.

4) Sickness absence rates – any increases in sickness absence, especially Mental Health, anxiety and stress.

5) Increased instances of grievances, for reasons such as bullying.

6) Health and Safety reports / concerns relating to Covid safety; concerns relating to returning to / re-opening of campuses.

And then, armed with this information, to energetically and in a joined-up manner, lobby the sector employers for fair reparation.

They could not have done it without us.

Leeds University

17.1 Amendment to Motion 17. Recognising the real impact of Covid and Lockdown on support staff

Insert

7) Promote the Hub of Hope Database of Mental Health Resources across the Service Group.
Liverpool John Moores University

Motion 4 Amendment 4.1 - 2022

Ray Burns from UNISON@LJMU at the 2022 UNISON Higher Education Conference.

Speaking in support of Motion 4 and Moving Amendment 4.1

4. Higher Education Service Group Executive Pay Motion 2022/23

The past few years have been turbulent for everyone working in higher education due to the precariousness and uncertainty caused by the COVID-19 pandemic and Britain’s withdrawal from the European Union. The past couple of years have seen an unprecedented attack on higher education pay – with the national higher education employers not making a pay offer to their staff for the year 2020/21.

The pay offer for 2021/22 was 1.5% for the majority of staff. This offer neither met our pay claim nor gave any element of catch up. Additionally, the government’s announced increase of 1.25% on national insurance payments, means that almost all of the pay offer has been taken up by this extra taxation. The increases in utilities bills, particularly gas and electricity, and the increase in food prices means that inflation is to predicted to soon exceed 4%.

Over the past thirteen years higher education pay has fallen in real terms. Staff are working harder than ever, and the cost of living has risen, but pay hasn’t kept up. The employers must urgently address pay injustice. Universities continue, on average, to pay their female staff less than their male counterparts despite equal pay legislation being in place for over 50 years, and reports show that Black staff earn less than their white counterparts.

In some universities staff work a 35-hour week and in others a 37-hour week – working 6% extra for no more money – another example of pay inequality within the Higher Education (HE) sector. A 35-hour working week should be the standard across the sector.

Low pay continues to be a problem in higher education – the lowest pay point, for staff working on a 36 or 37 hour contract, is below the foundation living wage rate of £9.50 per hour (outside London). University employers should ensure that everyone on campus earns a decent wage whether they work for a contractor or directly for the university.

University workers have done their utmost to keep universities running throughout the COVID-19 pandemic and continue to do so. They have adapted to working from home, or they continued coming into campus to support students and colleagues – putting others first. All staff deserve and need a real, meaningful pay rise in 2022/23 to make up for the years of below inflation pay rises and to keep up with the cost of living.

Now is finally the time for universities to make good – for them to give university employees a decent pay rise. The 2022/23 pay rise must address the lost earnings in the sector as well as ensuring that pay keeps up with the cost of living.

Conference calls on the Higher Education Service Group Executive to pursue joint union negotiations and to produce a joint claim that seeks to incorporate the following points:

1) Negotiate a consolidated pay award of a flat rate of £1,900 or 5% whichever is greater with a minimum of an above inflationary pay rise.

2) Establish a minimum bottom spine point of £10 per hour for a 37 hour week, and negotiate so that all universities are accredited Living Wage Foundation employers ensuring that all staff on campus receive at least the Living Wage rates.

3) Negotiate similar consolidated increase on London Weighting and all other allowances negotiated nationally. Work with branches to seek to negotiate a similar rise in all appropriate local allowances.

4) Negotiate a national agreement with the HE employers to oversee the introduction of a maximum 35 hour working week in all universities.

5) Establish a Scottish sub-committee of the New Joint Negotiating Committee for Higher Education Staff (JNCHES) as set out under the New JNCHES Agreement. The main purpose of the sub-committee would be to deal with matters not currently being dealt with at the New JNCHES Committee.

6) Negotiate on joint employer and union action to eliminate the gender and ethnic pay gap, work with regions, branches and sister trade unions to achieve these ends. To take an intersectional approach to achieving pay equality for all staff. Seek to work with employers, aiming for transparency and full sharing of data at both a national and local level.

7) Build a campaign for all universities to become accredited Foundation Living Wage employers reminding them of the moral and business case of why they should apply for Living Wage accreditation and demand that they do so.

8) Negotiate for a national agreement to reduce precarious employment in Higher Education seeking, as far as possible, for staff to be employed on permanent contracts. Negotiate for a national agreement to bring outsourced workers in higher education back into direct university employment.

9) In the event that the joint pay claim is not met by the employers, seek to escalate the pay campaign, with a clear plan, in conjunction with fellow Higher Education trade unions. This may include lawful industrial action to strengthen the campaign in accordance with UNISON rules relating to industrial action.

Higher Education Service Group Executive

4.1 Amendment to Motion 4. Higher Education Service Group Executive Pay Motion 2022/23

Amend Point 2) to say:

Establish a minimum bottom spine point of £12 per hour for a 37-hour week and negotiate so that all universities are accredited Living Wage Foundation employers ensuring that all staff on campus receive at least the Living Wage rates.

Insert

10) if the joint pay claim is not met in full by the employers for 2022/23, The HESGE is to explore the option of a multi-year pay deal for 23/24 with branches within the service group.

Liverpool John Moores University