The local council is very much for it, as it's doing wonders locally. The local MP is of the same political colour and is likely to go with them. But the opposition can read the local mood and say things such as "we will do all we can to continue supporting the local boom in the hospitality sector" which, as it is being caused by the rail strikes, means they support them. It would be a very poor MP who didn't support local issues in their constituency. I can't see anyone who said they wouldn't support the local needs getting in.
Just for clarity, I'm not saying it's good for everywhere, but I am saying, for us, striking is a real boom. Which probably isn't what the unions intended. However, it depends on how many places are getting this boom effect.
I accept there will be regional variations, but the trade association representing the hospitality industry reckoned the last week of ASLEF strikes alone cost the wider sector £350m (in addition to £4bn lost so far). So the strikes clearly aren’t seen as a good thing by most businesses in that industry, especially after Covid, during a cost of living crisis.
It’s unlikely that any (sensible) politician would want that to continue on a national scale, when the dispute could easily be resolved.
The Night Time Industries Association said strikes over the past few years have already caused firms to lose more than £4 billion in revenues.
www.standard.co.uk
Trade association UKHospitality estimates that the current train strikes will cost the sector up to another £350 million, which comes as swathes of firms in the industry are already being forced to close their doors.
I’ve no idea what Northern’s current Ts & Cs say around this, but it isn’t unusual at other TOCs to have phonecalls go out to those not working to ask if they want overtime on their day off. I don’t really see a major issue with that, you can always say no!
Agreed, same here. So long as there’s no obligation on people to answer their phone on days off, I don’t have an issue with rosters or management calling.
From the document above part of the issue is the lack of clarity and the fact that, based on the government’s conduct so far, the staff/union side have zero confidence in negotiations being conducted in good faith, so the worst case scenario will be assumed.
A lot of the changes do seem very petty indeed, unlikely to result in significant savings, while having a big impact on staff (and hence resistance from the unions) , the sick pay proposals being a prime example.
Yes, an effective Attendance at Work policy that is actually adhered to, with specific trigger points for number of occasions /number of days within stated time periods. But then surely this is already in place.
Already standard throughout the industry.