stepped up sub-contracting. in Japan this has played a very important role.
The so-called lifetime' employment system in large companies has rested on a huge network of smaller firms which carry out subcontracting work in appalling conditions and ment. In large companies temporary workers have faced particularly severe conditions.
In Britain the main focus in this area has been in the public sector, especially local government, with compulsory competitive tendering.
education, telecommunications, social services and publishing the use of agen cy staff, freelance workers and workers on short-term con tracts is on the increase.
The workforce becomes divided, with obvious implicathose already against such as women and black workers.
New management technigey are not reported. This depends to a large extent on the militancy and attitude of the workforce.
Teams cannot be used to replace trade unions if the workers refuse to see the teams are representing their interests. Changes in the workforce need not weaken unity or trade union organisation if the unions espond and actively recruit "or trade unionists, the fire plank of resistance is to build a culture against collaboration with new management systems, and this means trying to build an understanding and a relationship of forces which will enable trade unionists to refuse to get involved negotiations about their intro auction All new management techniues have at their heart the lestruction of the independent and philosophy of collaboration Win he ter The ideological ploy which this involves is an alleged trade off between 'Rexibility" and productivity, in return for allegedly higher wages and more job security.
Such a trade off, dangled celore workers when the now techniques are introduced, is a Striking health workers confront managers imposing f5 million of cuts in Bloomsbury fraud. Even if there are immediate benefits for workers, the destruction of the independent role of the unions makes future roundancis and pay restraint The task for socialists is thus to build a culture against participating in quality circles, be coming team leaders, or accepting other techniques performance-related pay and individual contracts.
Anti-union laws
THE NEW anti-union laws provide for:
• Compulsory 7-day cooling off periods before a strike decision is acted upon •The ending of thecheck-off system ofunion dues collection There is even talk of restrictions of the use of political funds to give money to Labour • Compulsory full postal ballots before a strike: up until now workplace ballots have been • The ability of any worker to join the union of "his"(sic) choice.
• 'Contracting-in' to union political funds.
Key factors here are the legal banning of the 'Bridlington' OFFICIAL G.M.B PICKET LINE it could happen to anyone: biscuit workers on strike in Liverpool agreement; the outlawing of the heck-off system; and the re quirement for workers to optin to political funds.
This is a new stageof the anti-union laws from attacking the right strike to attempting to hobble *The ending of inding.
The ending Bridlington will open up well-organised areas of industry to raiding rom company unionism of the type pioneered Hammond's FETTU. destruction of the check-off system will involve unions in an enormous effort to maintain their organisation and finances.
And the attack on political funds is designed to help break the union link with Labour, and of course damage Labour party finances Attack on the public sector IN THE LAST 30 years the public sector has become a bastion of trade union organisation; now one million public sector jobs are at risk - in local and national povertient, in the NHS, and in education particularly.
The Tory plan to further twist privatisation screw came vith the November 1991 White Paper 'Competing for Quality'.
in introducing the White Pape Minister Francis said the government would Extend competition in urther and faster than ever summed upby Graham Mather, the director of the right wing Institute of Economic Affairs, is moving towards a series of contracts, core of fewer than 10,000 civil servants will specify and buy agencies, private contractors and consortia of former public will be most affected by the marketisation plans in the next ment, health and education.
LOCAL COUNCILS have already been hard hit by compulsory competitive tendering in areas like refuse disposal, direct works, leisure services and among manual workers. White jobs have been more protected, but NALGO has been ery reluctant to admit the extent of the ilecline among white and doesn't even keep a national database of jobs lost. Probably 20,000 NAL.GO Now local government faces a funding crunch which is going way of too losses. The room for manoeuvre through negotiations over voluntary redundancies is severely eroded.
Moreover the plans outlined in "Competing for Quality' include much local government privatisation than has occurred so far.
idea TEACHERS facing compulsory redundanwould nave seemed unthinkable even a few years ago. but now it is becoming a reality for thousands.
Already LMS has taken a toll in an unknown number of jobs No. 25 JA PHOTO: Andrew Wand of school cleaners and other ancillary workers cut. In the coming sackings of school teachers, ironically it will often be the most experienced teachers who will go finst.
This is because the present structure of teachers pay.
which involves sharp differentials, experienced teachers much more expensive.
Qualified staff are also most at risk in the HEALTH SERVICE, where competitive tendering for catering, domestic and laundry was imposed in the services are now being put out to tender; no section of staff is secure.
Leading the attack are the 160 opted-out Trusts', which are tree to tear up nationallynegotiated agreements on pay and conditions and, as some have done, to refuse recognition to unions.
Almost all Trusts and would-be Trusts are now threatening 'skill mix reviews' designed to replace expensive qualified staff with cheaper unguantied Meanwhile the Tories' "internal market' is forcing many hospitals to close beds and axe obs in order to balance their Fighting back These then are the three attacks which have to be fought - new management techriques, the anti-union law's and the pians to devastate the public sector.
First and foremost the widest possible information about huse attacks mean has to be disseminated. A new culture of opposition to eas to be ment techniques has to created.
understanding that union laws can only be resisted by defying them has to be established. And the broadest pos sible Balance destruction of the public sector has to be established The outcome of the struggle on these questions will deter.
Shape trade unionism in Britain for many years to colle July 11, 1992
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