Flexible working (part time, flexi hours, home working, compressed hours and job share) is good for the economy. It increases productivity, staff wellbeing, staff retention and company profits. The problem is there’s a huge disconnect between the 9 out of 10 people who want to work flexibly and the 1 in 10 jobs that are currently advertised as flexible. Flexible working could protect our economy for the future, research by McKinsey shows that enabling women to achieve their full potential in the workplace, including through widening flexible working, could add £148 billion to the UK economy by 2030; and when fathers work flexibly and share the childcare, mothers are twice as likely to advance in their careers compared to when fathers work traditionally. Flexible working should not be seen as a perk for favoured employees but as a normal way to work in the modern world. Flex For All is an alliance between: Pregnant Then Screwed, Fawcett Society, Mother Pukka, Young Women's Trust and The Fatherhood Institute.

Currently a lot of carers don't get paid for traveling from call to call. They may be on an hourly wage slightly higher than the minimum but whilst traveling they are not "on the clock". This is legal as long as their pay averages out at minimum wage. Quite often, carers are actually receiving under minimum wage!! Carers ARE still working while traveling, it is not a break!!. Also, carers deserve to be paid above the minimum wage!!

Because many people like me work some distance from home. And one of the biggest cost for most is actually getting to work.

Just a few days before Christmas 2018 Deliveroo chose to terminate the contracts of over 100 of their workers with no notice or right to appeal, on accusations of fraud. No evidence of these allegations was provided to terminated workers. As 2019 has progressed, Deliveroo has continued to use un-evidenced fraud and theft allegations to both terminate and intimidate couriers. As self-employed contractors, we do not have the same recourse to law or statutory rights that other workers do. While we are exploring legal solutions to this unfair treatment of workers, we recognise that the law is fundamentally not on our side, and as such we must find means to put pressure directly on Deliveroo to treat their workers fairly. We believe that, as Deliveroo face stiff competition with the likes of Uber Eats and Just Eat for willing and competent couriers, they will benefit from taking the concerns of their workers seriously. If Deliveroo chose to ignore these concerns then they are likely to face further action by couriers. ---- Żądamy aby Deliveroo: a) Zaprzestało poniżania i zwalniania dostawców bez przedstawienia adekwatnych na to dowodów. b) Wprowadziło w życie proces odwoławczy wobec wszystkich decyzji zwolnień oraz procesów dyscyplinarnych, oraz dało prawo do odwłania od decyzji zwolnienia wszystkim dostawcom zwolnionym przez ostani rok. c) Wdrążyło system chroniący swoich pracowników przed obarczeniem winą za oszustwa klientów. Jednym z rozwiązań zaproponowanych przez środowisko dostawców jest wysyłanie klientom unikalnego kodu PIN, który musiałby być przedstawiony kurierowi w momencie dostawy. d)Opublikowało przeprosiny za złe traktowanie oddanych swojej pracy i ciężko pracujących dostawców, którzy zostali zwolonieni oraz żle traktowani. Dlaczego jest to tak ważne? Kilka dni przed Świętami Bożego Narodzenia w 2018 roku, Deliveroo zdecydowało się zwolnić ponad 100 swoich pracowników bez wcześniejszego ostrzeżenia ani też prawa do odwołania. Dokonało tego pod zarzutem oszustwa. Żaden z dowodów na takie oskarżenie nie został przedstawiony pokrzywdzonym. Wraz z 2019 rokiem, Deliveroo kontynuuje bezpodstawne okskarżenia nadal zwalniając dostawców. Jako usługodawcy na zasadzie samozatrudnienia nie mamy takich samych przywilejów, czy praw statutowych. W czasie gdy poszukujemy prawego rozwiązania tej sprawy, stwierdzamy że aktualna sytuacja prawna na nie wiele nam pozwala. Stąd też zwracamy się bezpośrednio do Deliveroo aby to traktowało swoich pracowników uczciwie. Wierzymy, że Deliveroo chcąc stawiać czoła konkurencji takiej jak Uber Eats czy Just Eat dobrze traktujących swoich pracowników, weźmie sobie do serca powyższe postulaty wobec swoich dostawców. W sytuacji gdy Deliveroo zignoruje zażalenia swoich pracowników, Ci oddadzą się dalszym czynnościom w tej sprawie. ---- Nós demandamos que a Deliveroo: a) Pare de terminar contratos e ameaçar os drivers sem evidências de que fizeram algo errado. b) Implementar um processo para recursos em todos os casos de terminação de contratos e processos disciplinares, e dar o direito a recurso a todos os drivers que tiveram seus contratos terminados no ano passado. c) Implementar um sistema de proteção aos drivers para que não sejam culpados por fraudes cometidas pelos clientes. Uma solução seria enviar para o cliente um pin único que seria repassado para o driver na entrega. d) Publicar um pedido de desculpas por seu mau tratamento para com os drivers honestos e trabalhadores que tiveram seus contratos terminados ou receberam mensagens ameaçando terminar o contrato. Porque é isto importante? Alguns dias antes do natal, no ano passado, a Deliveroo terminou o contrato de mais de 100 drivers sem dar aviso prévio ou direito a recurso, com base em acusações de fraude. Nenhuma evidência para essas alegações foi fornecida. Em 2019, a Deliveroo continua a fazer o mesmo, terminando contratos ou ameçando terminar com base em alegações sem evidências. Como somos self-employed, não temos os mesmos direitos legais que outros trabalhadores têm. Nós estamos procurando soluções na lei contra o tratamento injusto feito pela Deliveroo, mas nós reconhecemos que a lei não está do nosso lado, então devemos achar maneiras de pressionar a Deliveroo diretamente. Nós acreditamos que, como a Deliveroo enfrenta uma competição feroz com a UberEats e a JustEat, ela irá se beneficiar ao levar a sério os problemas e reclamações de seus drivers. Se a Deliveroo ignorar as nossas reclamações, então ela provavelmente enfrentará futuras ações de seus drivers. -- Arabic: https://pastebin.com/V2u88LZy -- Spanish: https://pastebin.com/JHzdbXgP -- Romanian: https://pastebin.com/imBHLqFQ

Not only do staff already have to pay to park at work they are now expected to park a 20 minute walk away from the hospital. This will mean members of staff walking often alone in the dark and cold/wet weather to their cars before and after a 12 hour shift.

It’s important because we work all year round to earn our holiday pay and are entitled to it

Many of Sports Direct, Deliveroo and Cineworld employees face quite a lot of disrespect and unpaid hours just because they have a zero hour contract. They have statutory rights which employers must follow. The number of zero-hours contracts rose by 100,000 in 2017 and there are around 900,000 workers in the UK who don’t know how many hours a week they’re going to get. We must have a voice. Employers must find a way to help zero hour contracts as we are facing an injustice and unfair labour. Let’s help each other to understand and end precarious contracts. #0hrcontractemployeesmatter #stopexploitingzerohrcontracts #ihavetheright

Is the minimum living wage recognised for London

We as a team have worked in house for the hospital some for over 25yrs. We work hard to meet the standards of cleanliness that is required. Not only that we have a repour with the staff throughout the hospital. Doctors, Nursing and HCA trust us and our ability to do our jobs to the highest of standards. It's our lively hood and we think it's only fair that we have the right to fight for our jobs to stay in house.

It is grossly unfair of Bangor University to attack the pensions of their lowest paid staff, particularly as their scheme - BUPAS - is running at a surplus. University support staff are the lowest paid in their sector. They provide services such as cleaning, security, maintenance and catering - low paid work which is vital for the smooth running of Bangor University. Their academic colleagues took action to protect their pensions - and successfully fought off the attacks. All Bangor University staff deserve a fair pension which gives them dignity in retirement, not pension poverty.

When Healthcare Environmental Services (HES) - a private healthcare company making profits from the NHS - collapsed, staff were left without the wages they were owed. HES were the private company that made a fortune out of the NHS before collapsing in scandal over their failure to dispose of hazardous waste that is now piled high in warehouses across the UK. Now these failures are forcing former staff to foodbanks. The Scottish Government can end this by stepping in to make sure the staff get paid. Despite the company’s collapse, NHS boards have continued to pay HES Ltd despite wages being withheld from staff. Continuing to pay hundreds of thousands of pounds to HES Ltd in December and January whilst workers were denied their wages makes a mockery of the NHS. We are only asking for what we are rightfully owed. We need the Cabinet Secretary to end this injustice.

CEO pay is too high and has grown so much quicker that their employees. FTSE 100 CEOs are now paid: • 165 times more than a nurse. • 140 times more than a teacher. • 132 times more than a police officer. I want CEO total pay capped to a 60 times ratio of the lowest paid in the company. If they want a pay rise everyone in their company should get one.