The Agency Workers Regulations (AWR), which came into force in October 2011, gives agency workers the right to ‘equal treatment’ with the same pay and other basic working conditions as equivalent permanent staff, but this doesn't prevent harrassment, bullying or discrimination. It is because the law that allows verbal termination of employment for agency workers makes them vulnerable to abuse at work place. Full details of the Regulations can be found at https://www.gov.uk/agency-workers-your-rights/your-rights-as-a-temporary-agency-worker The verbal termination of employment gives too much power in the perpetuators of these crimes who are most often the reporting officer or immediate senior employee. We need to prevent it happening in the workplaces and make sure that the employer fulfills duty of care towards an agency worker from day one to the last day. This would happen only if the agency worker is made aware of their rights from day one. That's why we need: a) Induction from the employer and not just the agency b) Written Termination letter from HR A verbal termination of employment doesn't respect dignity of labour and can be unprofessional. A written letter of termination gives an agency worker a dignified exit and a fair opportunity to address grievances, if any. It also encourages senior employees to follow procedures with regard to termination of employment of agency workers, instead of acting on a whim. A written 'employment termination letter' from HR could also be used as a reference by the agency worker for future employments. This would also help the agency worker to feel like a valuable part of the work force, who is respected for their contribution to the workforce instead of being written off as a disposable replacement worker. Also, If all the the councils and government bodies set an example by changing the way they deal with Agency workers, others may follow.

There is increased inequality in the UK. CEO annual salaries are obscene in this context and no-one, repeat no-one, justifies multi-million annual salaries. We bailed the banks out. Some of these are still making losses AND paying millions in bonuses. This is plain wrong , unfair and disgusting. We need to make this a top 5 election issue.

In your own words, this £2,000 payment was to "suitably reward our staff for the transitions they have and continue to make". May we respectively remind you that we are also your staff and we equally contribute and adapt to change. Such a contemptuous approach only serves to undermine our contribution. This would be difficult to accept at any time but on the back of year on year pay cuts, additional unnecessary pension contributions and in the middle of our campaign for fair pay makes it even more disdainful. Non-Operational staff have equally shown continued commitment, flexibility, adaptability and drive over many many years but regardless will not receive this payment. Surely this cannot be right. The importance and value we place on teamwork within the Scottish Prison Service is steeped in history yet it would appear you are now prepared to cast this aside in favour of a divisive, fragmented and financially motivated approach. Inevitably this cannot be good for the long term future of the SPS. We cannot underestimate our strength of feeling and injustice. What we are asking for is simply Fair Pay for All;- Mr Mathieson, it is in your gift to make this happen, your recent actions have clearly shown that you are not constrained by Westminster. Mr McConnel, your early messages showed an acknowledgement of unity, togetherness, shared values and goals. Please don't lose sight of this now.

It has become an epidemic. As a trade union rep for the past 24 yrs and the last 20 in local authority I have dealt with many cases of bullying, from Heads in schools or Managers in social services to local government officers.

We consider these measures necessary to alleviate the suffering imposed on some of the poorest members of our society by some of the richest.

For every year that we work, a younger person is deprived of a job.

Bromley council is embarking on over £70m of cuts in the next four years despite siting on over £100m in reserves and £500m of assets, they are also looking to privatise over 2000 workers. These cuts will devastate the lives of the young, the old, disabled and vulnerable in Bromley and it will mean many more workers will face the misery of pay cuts and redundancy. Never has it been more important for them to have the protection of their unions.

NHS staff work a 24/7 job and as a reward for being so flexible with shifts they receive extra pay when they work nights and weekends. Most staff rely on this due to the pay freeze for staff on increment pay. NHS Staff suffer more than those deciding their pay can ever imagine, They are beaten and abused daily, working unsociable hours and 14 hour shifts. They have to pay to park at their workplace and all they want to do is help others. NHS staff spend days such as Christmas and New Year with complete strangers, with their patients and colleagues, helping to save lives. For doing this they get a little bit more money, but the job they do is priceless. Please sign this petition.

Denying families’ access to economic participation creates poverty traps, social isolation, associated problems and potential expenditure. The business case for providing specialist childcare provision is incontestable. Local governments in the UK stand to save up to ten times their investment. Europe is also failing to exploit the potential of numerous skilled professionals. Childcare provision has proliferated over the last twenty years and the offer of wrap around provision at schools is being celebrated. Families with disabled children would like to participate but sourcing provision is impossible because specialist childcare requires subsidy. Evidence is the gap http://www.edcm.org.uk/media/155556/parliamentary-inquiry-into-childcare-web.pdf

Virgin Trains propose a reduction in staff numbers, replacing people with increased ticket machines. Maintaining existing staff numbers will protect jobs for local people. Ticket machines can not deliver the current level of customer service such as reserving seats for frequent travellers with season tickets or identifying the lowest cost ticket for customers.

Why are they needed? Gender is more complex than a simple male/female binary. For trans or androgynous people the simple everyday activity of using the toilet may be stressful. If their physical appearance doesn’t fit gender norms they may be challenged when using gendered toilet facilities, which can be very distressing. Obliging someone to use a designated accessible toilet isn’t acceptable, since it is sends the message that they are not a ‘Genuine’ male or female. It is also best to leave accessible toilets available for use by people with disabilities, some of whom may have an unpredictable and urgent need to use the toilet. .

Because people on these contracts have no security. They have no paid holidays, no sick pay, no way of budgeting/planning. If they get no hours, they can't sign on because they are 'employed' Companies are using these contracts to fleece the government, because they know that no matter how low the pay, the government will make up the difference.