The ITUC rejects boycotts of Israel and praises the Histadrut's work with the PGFTU | |||
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28/06/2010 The anti-Israel boycott campaign promoted mainly by a number of UK unions has been rejected by the International Trade Union Confederation (ITUC)at its second world congress in Vancouver. The ITUC with 312 affiliated organizations in 156 countries represents 176 million workers. A vehemently anti-Israel resolution submitted by the Congress of South African Trade Unions was not debated (COSATU has been criticised for supporting its International Spokesman Bongani Masuku condemned by the South African Human Rights Commission for his violence and anti-semitism and sponsored by UCU recently to speak about israeli 'apartheid' on British campuses. UCU has itself frequently come under the spotlight for what many jewish members see as its institutional antisemitism). In a show of solidarity with Israel's union Histadrut that has been in the forefront of campaigning for israeli arab and palestinian rights in Israel the Histadrut's leader Ofer Eini was appointed as one of the ITUC's Vice Presidents. He was also appointed to the ITUC's executive board and general council The ITUC congress adopted a resolution praising the positive role of the Histadrut: "Congress welcomes the landmark agreement between Histadrut and the PGFTU on the rights of Palestinian workers, which was finalised with the assistance of the ITUC in August 2008, and initiatives by Global Union Federations in their sectors to support cooperation in defence of workers' rights. This agreement, and other actions to promote decent work and end discrimination, are crucial to building the basis for just and equitable economic development." In 2007 the Histadrut successfully brought a case in Israel’s High Court of Justice to apply Israeli labour law and its protections to Palestinian workers in the West Bank. The Histadrut remits 50% of the dues of Palestinians working in Israel back to the PGFTU. The Histadrut cooperates with a number of other Palestinian unions and has overseen agreements between the Israeli and Palestinian Transport Unions. Joint seminars, meetings and cooperation take place at all levels.The International Trade Union Confederation (ITUC)also:
The ITUC resolution adopted the Histadrut position against its government's blockade of Gaza (Israel has maintained that the blockade was necessary to stop the importation of arms and dual use materials into Gaza(such as metals for making rockets and cement to build bunkers with. Israel has now agreed to ease the importation of such materials if UN and other agencies will oversee their use for civilian rather than military purposes by Hamas). Egypt has kept its border with Gaza closed so as to prevent Hamas from working together with islamist extremists of the Moslem Brotherhood in its own territory). This Congress shows that the vast majority of the world's trade unions wish to see a fair and amicable resolution to the Palestine-Israel conflict, for a two-state solution and for the strengthening of Israeli-Palestinian trade union cooperation. British unions should now seek to encourage moderates rather than pander to the islamist extremists of Hamas. They should take the message from the ITUC to use their offices not in aid of extremism but to support moderate Palestinian and Israeli unions and their members who are constantly working to widen and deepen their contacts. British unions now need to support the Histadrut and the PGFTU in breaking down boundaries and supporting fellow workers irrespective of their religion or nationality. Those unions advocating one sided boycotts of Israel such as Unison, Unite, UCU etc need to examine their consciences. They have pandered for too long to the extremists in the Palestinian camp, encouraging groups such as Hamas in their desire to destroy Israel. Using members subs to support extreme groups such as the Palestine Solidarity Campaign that advocates the 'one state' solution (i.e. the elimination of Israel) should come to a stop |
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| 2010 Time limits may be extended following wrong information from an employer (but not an adviser) - Northamptonshire County Council v Entwhistle [2010] UKEAT/0540/09/ZT Even after the Unite decision unions must continue to careful with TULRCA compliance - British Airways Plc v Unite the Union [2010] EWCA Civ 669 A disability discrimination claim under the DDA must be for actual not perceived disability - Aitken v. The Commissioner of Police of The Metropolis [2010] UKEAT 0226_09_2106 A GP's opinion on depression is valid in an employment tribunal - J v DLA Piper UK LLP [2010] UKEAT 0263_09_1506 University and College Union (UCU)backs antisemite who incited violence against jews Retirement and re-employment is a reasonable adjustment - Chief Constable of South Yorkshire Police v. Jelic [2010] UKEAT 0491_09_2904 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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