16 Jul 2018: Working Women in Scotland Earn significantly Less than Men
She added: “Closing the gender pay gap isn’t just a question of fairness – it is essential for our economy.
“There is so much more to do to shatter the glass ceiling for women.
Only Labour will take the radical steps to close the pay gap for good, like a real living wage and forcing companies to publish pay
“If companies think a woman is worth a lower wage than a man then under Labour, we’ll force them to admit it.”
Labour’s plan to close the gender pay gap includes fines to ensure compliance on pay, auditing more firms, publishing pay ratios and introducing a £10 an hour real living wage.
But the Labour Party record of gender equality and equal pay is abysmal. See below!!!!!
12 Jun 2017: North Lanarkshire Labour/Tory Alliance Council forced to pay pension costs of hundreds of women it underpaid
North Lanarkshire Labour/ Tory Alliance run Council is facing a £1million bill after systematically ducking its pension responsibilities to hundreds of female staff it previously tried to squeeze out of equal pay.
The Council has been ordered to cough up after a Scottish Public Pensions Agency (SPPA) investigation found it tried to “obstruct” a fair deal for almost 700 women.
The 681 women were systematically underpaid for years by the council, earning lower wages than male colleagues doing jobs of equivalent worth.
Last year, after initially forcing the authority to give them back-pay through a tribunal, they reached a second negotiated settlement worth a further £7.1m, after being represented by equal pay experts Action 4 Equality Scotland.
However, their final salary pension deals remained below those of male counterparts, as their contributions were lower while they were underpaid.
According to recent local government pension regulations, all back-pay must be treated as “pensionable”, meaning bigger pensions and bigger lump sums for those affected.
The change required the Council to top up their employer contributions to pension funds.
However in February, North Lanarkshire, once again tried to sidestep its duties to the Strathclyde Pension Fund, which covers the female staff, by claiming the women’s second round of back-pay was actually a form of negotiated “compensation” and therefore not pensionable.
The women’s lawyers appealed to the SPPA in March, pointing out the potential differences would be profound if the back-pay was not made pensionable.
Some of the North Lanarkshire women would be denied a pension rise of £1500 a year and lump sums of more than £4000, a lifetime difference of around £50,000.
The SPPA has now ruled the council “misconstrued” the law, and criticised its arguments as “confused and an obstruction to finding an equitable solution to the disagreement”.
It said the council must pay the income tax and national insurance on the second wave of back-pay as well as employer contributions, an estimated total of £1m. (The Herald)
Glasgow City, North Lanarkshire and Aberdeen Councils have been Labour fiefdoms for many decades.
The May 2017 election delivered minority run SNP councils but, in the case of North Lanarkshire and Aberdeen an unholy Alliance with the Tory Party thwarted the change the Region so badly needs.
The electorate of the two regions voted for another five years of self inflicted abuse.
What a crazy world we live in!!!
21 March 2014: Glasgow Council Rips Off Female Employees – But the lamb Nips the Lion. Remember this fiasco- and the cost of Attempting to Defend Their Actions
In 2005 Glasgow Councillors guided by Stephen Purcell, with the full support of their Labour Party colleagues, in government, in Scotland created Arms Length External Organisations (ALEOs) and transferred large numbers of Council employees to said organisations.
Evading their responsibilities over equal pay they created “Cordia” a company providing care in the community services and moved a largely female workforce into it in a cynical attempt to locate the bulk of their low paid women workers together locking them into a low wage environment forever.
This would be achieved by implementing the “equal pay act” at the time of the transfer of staff, under ‘TUPE regulations. The Council calculated that by putting many of its low paid female workers into (Cordia) – that the women would no longer be employed alongside their former higher paid male workers who, in the absence of change would have been used as comparators for equal pay purposes increasing salary costs.
Male employees on a much higher rate of pay, were all placed in their own ALEO (City Building) which was not the same or even an associated employer – so the Council was ‘off the hook’ as far as future equal pay claims were concerned.
The unions in Glasgow kept their members in the dark about the huge pay differences between traditional male and female council jobs – and originally sided with the council when these big pay differences were exposed in 2005.
So the trade unions have a credibility problem because of their behaviour in Glasgow which remains to this day – since the trade unions Glasgow also failed to put up any serious resistance over the creation of ALEOs either.
Labour Party MSP’s
Not one of the local Labour MSPs spoke out against these payments at the time – including Johann Lamont, the Scottish Labour leader – whose partner/husband Archie Graham was a senior Labour councillor in Glasgow.
Litigation 2005 – 2014 (10 years of court sessions – Female staff V Glasgow City Council)
Action 4 Equality Scotland took up the case for equal pay for female staff transferred to Cordia. Court representation was placed with Fox and Partners Solicitors – and Daphne Romney a leading QC who also represented the staff during the successful genuine material factor (GMF) hearing against Glasgow City Council in 2007.
But Glasgow City Council persisted with their argument that they had acted entirely within the Law and in 2013 their solicitors managed to persuade an Employment Tribunal that the newly created ALEOs were not an ‘associated employer’ – in employment law terms.
The significance of which was that staff transferred to Cordia had effectively lost their ability to continue with an equal pay claim – once they had been ‘TUPE transferred’.
Action for Equality Scotland submitted the finding to the “Court of Appeal” arguing that the decision of the Employment Tribunal was unfair – since the council retained control of all ALEO’s. Said control extending to extra ‘top-up’ payments to Councillors for overseeing the ALEOs – which to many people, seemed like money for old rope.
The Council maintained their position that female employees could no longer compare themselves to male comparators who remained in the employment of the Council – the plain purpose of the Council’s strategy being to try and evade responsibility for equal pay claims.
The Court of Appeal (final outcome)
In the Inner House Lords Brodie, Drummond and Philip handed down a major decision affecting more than 2,500 Action 4 Equality Scotland clients with equal pay claims against Glasgow City Council.
Glasgow City Council lost a big appeal case, – over whether or not thousands of council workers transferred to various arms length bodies (known as ALEOs) – can continue with their equal pay claims.
The good news is that they can – so hip, hip, hooray – for the 2,700 claimants from Action 4 Equality Scotland who are affected by this decision!
Action 4 Equality Scotland now represents 5,500 clients in the ongoing equal pay claims against Glasgow City Council – whereas the trade unions represent only penny numbers.
Statement – Action for Equality Scotland
Whoever dreamed up this despicable plan – should be sacked forthwith by Glasgow’s ruling ‘socialist’ Labour administration – that is if they have not already departed the scene with an generously enhanced tax-free lump and final salary pension.
“We began this litigation back in 2005 and over the past 10 years we have witnessed Glasgow City Council enter into complicated and costly avoidance measures to escape their responsibilities to low paid.