Why is Unison blacklisting TUFI? | |||
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27/05/2010 Unison ostensibly supports dialogue, negotiations and a peace agreement between Palestinians and Israelis. This would be very laudable but for the fact that Unison in fact supports maximalist arab demands that see dialogue and negotiations as a prelude to the destruction of Israel, supports a one-sided version of the history of this conflict and will not even allow a group that promotes links between Israelis and Palestinians from having a stall at its annual conference. At Unison's annual conference 2009 Unison banned the Trade Union Friends of Israel (TUFI) from having a stall, and has done so again this year. Unison supports the destruction of the State of Israel through the euphemistically named 'right of return' of millions of arabs from surrounding arab countries who would swamp the Israeli state (In 1948 a population exchange effectively took place after a bitter civil war alongside an invasion by five arab countries that made no secret of their intent to 'throw the jews into the sea'. Over a million jewish refugees were absorbed into Israel after having been ethnically cleansed from surrounding arab countries (As with the 22 million 'displaced persons'(mainly ethnic Germans) in europe after the Second World War, there is nowadays no possibility of turning back the clock. As with the D.P's, the jews from arab lands came to terms with not returning to their countries of origin. Were Unison to be interested in peace between palestinians and israelis it would be calling for compensation for all innocent victims of 1948, palestinian and jewish. It would also encourage palestinians to look to the future rather than be fixated on the past). Unison has given various reasons why it won't allow the Trade Union Friends of Israel to have a stall at its annual conference, thus denying its members any possibility of hearing alternative views, those different from those of the Palestine Solidarity Campaign sponsored by Unison. The Palestine Solidarity Campaign that advocates the establishment of Palestine in all of Israel (Unison's deputy general secretary Keith Sonnet is a member of the PSC and has been associated with the ban on TUFI from holding a stall at the Unison annual conference)is run by the secretive and entryist Socialist Action party. Allowing no opposition to the official policy means that Unison discounts there ever being a possibility of a negotiated settlement to the Palestine-Israel conflict, and that Unison will do its small part to prevent such a solution. But only a moderate settlement to this long conflict that will not see either side getting its maximalist claims satisfied will see both Israel and Palestine living side by side at peace. Only such a settlement will have any chance of succeeding. Closing down debate should not have a place in the union movement. There should instead be solidarity with workers on both sides of this conflict, an effort to help both Israelis and Palestinians to come together and find common ground. Unison and a number of other British unions such as UCU (tainted by allegations of institutional antisemitism) do not seem to share this ideal. Or is the Unison executive afraid that no matter what the history of the conflict (there being much evidence that palestinian intransigence and militancy was very much involved in bringing about the conflict between arabs and israelis), TUFI might be able to advise about pragmatic solutions that would allow both sides to forget the past and look forwards to a future at peace alongside each other? Such a solution will of course not involve the destruction of the only democratic country in the middle-east and will of course not be acceptable to the extremists but is the only solution that will lead to the emergence of a secure and independent Palestine. Until the Unison thought police recognise that as was the case in Northern Ireland there are two sides to every conflict, two sides that must be heard, there is no chance that Unison will be taken seriously by those seeking a fair and just solution to this long and seemingly intractable conflict.
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| 2010 Histadrut condemns violence, describes extent of cooperation with palestinian trade union Palestinian General Federation of Trade Unions (PGFTU) Where an employer is contemplating disciplinary action the thoroughness of the investigation needs to reflect the seriousness of the consequences to a worker - Salford Royal NHS Foundation Trust v Roldan [2010] EWCA Civ 522 Damages are not limited to the term of the breached fixed term contract (but reflect the total loss caused) - Edwards v Chesterfield Royal Hospital NHS Foundation Trust [2010] EWCA Civ 571 The disclosing of without prejudice communications - Woodward v Santander [2010] UKEAT/0250/09/ZT Criterion for awarding uplifts under the Dispute Resolution Procedures - Lawless v Print Plus [2010] UKEAT/0333/09/JOJ A local council is a single establishment thus allowing white collar workers to use manual workers as comparators - City of Edinburgh v Wilkinson & ors [2010] UKEATS/0002/09/BI A compromise agreement can be valid even though the claimant does not understand it - McWilliam & Others v Glasgow City Council When using the closed procedure for national security purposes the claimant must still be provided with the gist of the employer's case - Home Office v Tariq [2010] EWCA Civ 462 An employer can not repair a fundamental breach of contract. It is up to the employee whether to resign and claim constructive unfair dismissal. - Buckland v Bournemouth University Higher Education Corp [2010] EWCA Civ 121 A worker can not claim constructive dismissal if he is in breach of the duty of trust and confidence - Bateman & Ors v. Asda Stores Ltd [2010] UKEAT 0221_09_1102 A worker can not claim constructive dismissal if he is in breach of the duty of trust and confidence - Aberdeen City Council v McNeill [2009] UKEAT 0037_08_1011 BA dress code forbidding the open display of faith symbols was not discriminatory - Eweida v British Airways Plc [2010] EWCA Civ 80 When deciding whether to allow an amendment the lateness of the application is only one factor to be taken into account by the employment judge - Baker v The Commissioner of Police of The Metropolis [2010] UKEAT 0201_09_0502 National courts should should strike down discriminatory legislation - Seda Kücükdeveci v Swedex GmbH & Co. KG [2010] ECJCase C-555/07 Judges restrict employers' use of the illegality defence against employee unfair dismissal claims - SAN LING CHINESE MEDICINE CENTRE v LIAN WEI JI - [2010] EAT UKEAT/0370/09/ZT There is a right to legal representation at a disciplinary which might result in the loss of the right to practise a profession - G, R (on the application of) v X School & Ors [2010] EWCA Civ 1 Cabin crew spending 5% of their time in the UK were considered to have worked partly at an establishment in Great Britain. - BA v Mak EAT [2010] UKEAT/0055/09/SM The 'genuine occupational requirement' rule may apply to a maximum age for employment - Wolf v Stadt Frankfurt am Main [2010] Case C-229/08 ECJ Different dress codes do not necessarily amount to sex discrimination - Dansie v. The Commissioner of Police for The Metropolis [2009] UKEAT Certain conditions must exist for the obligation to carry out a risk assessment for a pregnant worker to arise - ONeill v. Buckinghamshire County Council [2010] UKEAT 2009 An employment tribunal may decide if a compromise decision is unenforcable - Industrious Ltd v Horizon Recruitment Ltd & Anor [2009] UKEAT Registrar claiming right to refuse to officiate at civil weddings loses religious discrimination case - Ladele v London Borough of Islington [2009] EWCA Civ 1357 A philosophical belief based on science is protected by the Employment Equality (Religion or Belief) Regulations 2003 - Grainger Plc v Nicholson [2009] UKEAT/0219/09/ZT Christian counsellor who would not help same sex couples was not discriminated against - McFarlane v Relate Avon Ltd [2009] UKEAT 0106_09_3011 Under TUPE the obligation to inform always applies, even when no measures are contemplated relating to the transfer - Cable Realisations Ltd v GMB Northern [2009] UKEAT The Court of Appeal rules on Harassment and 'Oppressive and Unacceptable' behaviour Veakins v Kier Islington Ltd [2009] EWCA Civ 1288 For s4A(3) of the DDA to apply the employer must have known (or ought to have known) that the employee was disabled and that the disability would affect him in the manner described in section 4A(1) - DWP v Alam [2009] UKEAT 0242_09_0911 A discrimination case may not proceed on the mere possibility that evidence might emerge during cross examination - ABN Amro Management Services v Hogben [2009] UKEAT 0266_09_0111 In cases of discriminatory dismissal tribunals may reduce compensation if the worker would in any event have been dismissed - Chagger v Abbey National Plc & Anor [2009] EWCA Civ 1202 |
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