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Official Name Change
We are very pleased to announce that as of the 5th September 2007 we officially became the UDW. This marks a significant break away from what was originally a trade union for workers in DHL (Union of DHL Workers) and due to increasing requests the executive decided to welcome workers from many other industries who needed side by side advice and workplace representation. As we are only two years old and still relatively new, we have a lot of catching up to do. But we have a wealth of experience and stewardship in representing and advising workers and no matter how bad the employer or difficulty, we welcome the challenge. The UDW never tells it members ‘there’s nothing we can do about it’. In our view there’s always something we can do about it .We continue to recruit and represent many workers in DHL from couriers to administration staff and sorters. Many of these workers have now switched to paying their subscriptions by direct debit and rely on us to help them whenever they have problems at work. Some have left DHL and continued as members because they know they can rely on us. It’s what we do best and are very proud to represent these loyal people and many new members wherever we find them.
Growing up and moving forward
We continue to attract many workers inside large companies like Virgin, Sainsbury’s and Sodexho as the word of mouth and personal recommendation spreads among many disgruntled and pressured workers. We have recently recruited a number of employees who work in local authority housing and are currently representing their colleagues in cleansing who have suffered enforced contracted change of hours and bullying at the hands of one or some unsavoury ‘team leaders’. We are of course going through the usual rigmarole of the employer pathetically bleating on about recognition and flatly denying any wrong doing or blame on their part, but we have forced many meetings under the ‘Right to be Accompanied’ regulations. Some of these meetings have been downright hostile or threatening, with the UDW registering Employment Tribunal claims on behalf of those workers. Our message to that employer and others like them is simple: ‘The UDW is committed to long term representation of its members and will seek a fair and reasonable resolution on their behalf. We will not falter or withdraw from this stance under any circumstances
Sham hearings?
We are frequently experiencing a number of hearings where the outcome has clearly been decided long before we have put our representations to the employer. They are usually incapable of following the very basic procedures in allowing witnesses to attend, disclosure of evidence or considering challenges to statements or previous judgements against our members. The Chair of any hearing is required to act with impartiality and an open mind and must consider representation from both parties. We rarely witness these people challenge their own shortcomings. All too often they sit in their offices with a laptop filled with loaded questions, eager to either cover up their own miserable failings or to impose whatever sanctions they can conjure up. It is a disgrace and an appalling indictment on society that in the 21st century British workplace, there are charlatans and sycophants with great responsibility and salaries, bullying, abusing, robbing or firing employees just for the sake of a bonus or a pat on the back. The UDW and its representatives are very pleased to challenge them head on. We will strongly oppose such conduct or sanction every step of the way.
A message from Wullie Paton, Regional Representative (North England & Scotland)
Things are going extremely well here in the North and substantial progress has been made in the number of new members joining the UDW.
Our reputation and professionalism is spreading throughout many different occupations, which, apart from our Scottish DHL members, we have accrued members throughout a number of organisations both in the private and public sector such as, Bromac Ltd (Building Industry), BeCogent Ltd (Out Source Contact Centre) Paisley University (Education) Holiday Inns (Hotels) The N.H.S. and Saints transport (Logistics), to name but a few.
Many representations have been made for our members over the past year from the minor grievance or disciplinary to hard fought tribunals and we expect to be in the thick of it again over the next 12 months.
Even in Scotland, there are employers who seem to have a culture and mentality that operates as if we were still in the dark ages.
However, the UDW through our expertise, knowledge, manoeuvrability and sheer bloody mindedness, have and will stand strong in tackling issues to the benefit of our present and future members.
Everyone can play their part in ensuring the growth of the UDW by promoting us at every turn whether it is family, friends or colleagues. Please call me at any time on 0789675124 or at our office on 08450987642
Yours Fraternally
Wullie Paton.
Employer taking money from you?
Employers are not allowed by law to take any money from your wages without your express written consent. This could be in the form of parking fines, uniforms, final pay or contractual sick pay that they don’t want to pay you. To do so is an unauthorised deduction which is unlawful. If you think your employer may be withholding money that you feel you are entitled to, contact a UDW official without delay.
Returning to work after maternity leave?
You are entitled to make a reasonable request for flexible working hours enabling you to look after your children. Employers are legally required to consider such requests under Working Rights for Parents legislation. If you are going on or returning from maternity leave and think you may need advice or help in asking for flexible working hours, please contact us. We will be pleased to advise & support you.
The right to be informed & consulted over workplace practices and changes
This is a statutory right for all employees that compel an employer to properly communicate and consult workers on any changes to their working practices, conditions or environment. When an employer fails to do so they are in breach of that statutory right and can incur severe penalties. Some employers will attempt to change practices or conditions without consulting workers because they think they’ll get away with it.
If you feel your employer is forcing changes without bothering to discuss it with you, please don’t hesitate to contact us. We’re here to help
UDW challenges Lifestyle Courier programme in DHL.
Many couriers are very concerned at the ever increasing numbers of self employed agents and their helpers creeping into DHL sites. Some workers are having their work taken away from them and handed over to these agents. This ultimately causes a loss of earnings and results in financial hardship and worry. That extra work is all they have to supplement what is already a relatively low income.
The UDW’s executive has taken legal advice and have registered a number of grievances on behalf of workers at a site in the South East. DHL management refused to consider these as a collective grievance and insisted that local managers have autonomy over the work given to self employed. The UDW do not share that view! The outcome of these grieavnaces has significant implications for many couriers across the UK. We will update you as the complaint progresses. Please contact us for advice and support if your work has been diverted to self employed agents. We rely on you to keep us informed.
Occupational Health Appointment?
On the whole many of these people do an excellent job and genuinely go out of their way to help an employee who is struggling during or after ill health. We are confident that many of them act with care and sensitivity. However we have recently registered grievances with two employers after receiving complaints from members of bullying and threatening behaviour from two Occupational Health officers. A cancer patient was threatened with the sack, a pregnant worker was told she wouldn’t be wrapped in cotton wool and a sick man was bullied into returning to work with the threat of being made to report in person to the Occupational Health officer every day of his sickness. We look forward to a positive response and action from those employers as this kind of conduct flies in the face the principles of an Occupational Health Advisor’s profession and only serves to foster suspicion and mistrust at a time when an unwell and vulnerable worker should receive the very best care, understanding and support.
If you are concerned about Occupational Health appointments or visits please contact us for advice at any time.
0845 417 2140
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