TUC general secretary Frances O’Grady claimed, “It’s the EU that guarantees workers paid holidays, parental leave and equal treatment of part-timers.”
In reality, it was the unions that O’Grady leads that won those rights.
Their struggles mean that some British workplace legislation, such as health and safety, is stronger than the EU demands.
The Health and Safety at Work Act 1974 came out of a mass upsurge in union struggle that toppled Edward Heath’s Tory government.
EU “directives” have little impact on workers’ terms and conditions, and do not protect union rights. Unfair dismissal rights and the minimum wage have nothing to do with the EU.
If workers’ rights clash with the “four freedoms”, the EU always comes down on the bosses’ side.
In 2007 Finnish ferry company Viking tried to operate from neighbouring Estonia to get around a union agreement. The European Court of Justice (ECJ) ruled in the bosses’ favour, saying that workers taking action could restrict Viking’s “right” to relocate.
British Airways bosses used the ruling to stop the Balpa pilots’ union striking against plans to set up a subsidiary with worse terms and conditions.
The Equal Pay Act, which formally guarantees equal pay, had nothing to with the EU. A Labour government introduced it in 1970 after women machinists at Ford’s Dagenham plant in east London went on all-out strike
The Equal Pay Act is now largely superseded by the Equality Act of 2010—legislation that would remain after a “Brexit”
Much of EU employment law has also been implemented through British legislation, and is often stronger than the EU requires. For instance, the EU’s minimum annual holiday period is four weeks, yet in Britain it’s 5.6 weeks
TUC general secretary Frances O’Grady claimed, “It’s the EU that guarantees workers paid holidays, parental leave and equal treatment of part-timers.”
In reality, it was the unions that O’Grady leads that won those rights.
Their struggles mean that some British workplace legislation, such as health and safety, is stronger than the EU demands.
The Health and Safety at Work Act 1974 came out of a mass upsurge in union struggle that toppled Edward Heath’s Tory government.
EU “directives” have little impact on workers’ terms and conditions, and do not protect union rights. Unfair dismissal rights and the minimum wage have nothing to do with the EU.
If workers’ rights clash with the “four freedoms”, the EU always comes down on the bosses’ side.
In 2007 Finnish ferry company Viking tried to operate from neighbouring Estonia to get around a union agreement. The European Court of Justice (ECJ) ruled in the bosses’ favour, saying that workers taking action could restrict Viking’s “right” to relocate.
British Airways bosses used the ruling to stop the Balpa pilots’ union striking against plans to set up a subsidiary with worse terms and conditions.
The Equal Pay Act, which formally guarantees equal pay, had nothing to with the EU. A Labour government introduced it in 1970 after women machinists at Ford’s Dagenham plant in east London went on all-out strike
The Equal Pay Act is now largely superseded by the Equality Act of 2010—legislation that would remain after a “Brexit”
Much of EU employment law has also been implemented through British legislation, and is often stronger than the EU requires. For instance, the EU’s minimum annual holiday period is four weeks, yet in Britain it’s 5.6 weeks
So most workers right have been brought in by UK governments and not the EU.
1974 didn't see any great rise in union power. It just saw one far left union succeed in defeating a government to pay its members more - at the expense of a 3 day week and every other worker. The Labour government then tried to appease the Unions until it realised it couldn't get them to act responsibly. and that the oldunion leaders couldn't control the far left militants. .
The Unions have been irrelevant since the last militant ones were defeated by Mrs Thatcher. Whats come in since in the way of added rights has been done to meet either a public demand, to provide something tht might win some votes, or been driven by EU proposals. Like the rest of the experience with the Eu, its a case of accepting some change. like fewer working hours, to get some other benefit.
Ethel_Fred
Posts: 34,127
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Given how the EU is destroying workers rights in Ireland, Portugal, Spain and Greece I don't see any difference.
Every working class person should be voting to remain. The EU is good for both business and the workers.
I don't think anyone's working in Portugal,Spain and Greece....
EU legislation on the rights of workers hasn't changed in any of them. It's the same EU legislation that applies in each member state.
Another victory for the EU..
In reality, it was the unions that O’Grady leads that won those rights.
Their struggles mean that some British workplace legislation, such as health and safety, is stronger than the EU demands.
The Health and Safety at Work Act 1974 came out of a mass upsurge in union struggle that toppled Edward Heath’s Tory government.
EU “directives” have little impact on workers’ terms and conditions, and do not protect union rights. Unfair dismissal rights and the minimum wage have nothing to do with the EU.
If workers’ rights clash with the “four freedoms”, the EU always comes down on the bosses’ side.
In 2007 Finnish ferry company Viking tried to operate from neighbouring Estonia to get around a union agreement. The European Court of Justice (ECJ) ruled in the bosses’ favour, saying that workers taking action could restrict Viking’s “right” to relocate.
British Airways bosses used the ruling to stop the Balpa pilots’ union striking against plans to set up a subsidiary with worse terms and conditions.
The Equal Pay Act, which formally guarantees equal pay, had nothing to with the EU. A Labour government introduced it in 1970 after women machinists at Ford’s Dagenham plant in east London went on all-out strike
The Equal Pay Act is now largely superseded by the Equality Act of 2010—legislation that would remain after a “Brexit”
Much of EU employment law has also been implemented through British legislation, and is often stronger than the EU requires. For instance, the EU’s minimum annual holiday period is four weeks, yet in Britain it’s 5.6 weeks
https://socialistworker.co.uk/art/42434/Six+myths+about+the+European+Union
So most workers right have been brought in by UK governments and not the EU.
Then vote for someone else, that is the nature of democracy.
1974 didn't see any great rise in union power. It just saw one far left union succeed in defeating a government to pay its members more - at the expense of a 3 day week and every other worker. The Labour government then tried to appease the Unions until it realised it couldn't get them to act responsibly. and that the oldunion leaders couldn't control the far left militants. .
The Unions have been irrelevant since the last militant ones were defeated by Mrs Thatcher. Whats come in since in the way of added rights has been done to meet either a public demand, to provide something tht might win some votes, or been driven by EU proposals. Like the rest of the experience with the Eu, its a case of accepting some change. like fewer working hours, to get some other benefit.