You can read a copy here.
Amicus has issued to formal notice to restart the industrial action short of strike, starting from Friday 22nd December.
Copies of the official notice will be posted on union noticeboards and on our web sites.
The action involves those:
employed by Fujitsu Services with a contractual base of MAN05/33/34/35, and those contractually based at home (i.e. HOM99) who are more closely associated with one of those sites than any other Fujitsu site
Remember what the action involves:
The action will be continuous and consist of withdrawal of goodwill. This will include (not exhaustive):-
- Stopping doing unpaid work (including travel) outside of contracted hours, including responding when not being paid for standby and overtime;
- Stopping doing work prior to being given a charge code or call number;
- Members not making themselves easily contactable by mobile phone or pager;
- Members not using their own cars for Company business except if they are in receipt of an allowance in lieu of a company car;
- Stopping overnight stays away from home;
- Submitting separate expense claims rather than batching them up;
- Taking full breaks;
- Taking appropriate breaks away from work, stopping work for lunch and VDU users ensuring that they have at least 10 minutes every hour not using their VDUs;
- Helpdesk staff ensuring that all calls are logged carefully and thoroughly, making appropriate use of “make busy” and “do not disturb”.
Please talk to colleagues in your department to work out how to make the action effective in your area. The examples are to help people understand what the action means, but it was important to remember that the aim is to cause disruption and cost to the company in order to get a speedy conclusion to the dispute – we should be pragmatic in applying the action.
The more effective you make the action short of strike, the less need there will be for strikes to bring this dispute to a successful conclusion.
Unpaid overtime
Many parts of the company rely heavily on unpaid overtime. The ban on this does not jeopardise the business – it merely forces the company to take responsibility for deciding whether the work is important, rather than each of us automatically taking that responsibility ourselves.
Here’s the example note someone could send to their manager:
Dear manager,
In order to meet the deadline, I estimate that I would need to work ?? hours in excess of my contracted hours over the next ?? weeks. Amicus has called on me to stop doing unpaid work outside contracted hours. Can you let me know whether you authorise me to be paid for the overtime, or whether you would prefer me not to do the work?
As the company policy is that all overtime has to be pre-authorised, I will assume you don’t want me to do the work until I hear from you otherwise.
If the company is willing to spend money on overtime to cope with the impact of industrial action, it seems only fair that those taking part in any strikes should get paid their share! This could be a rare example where staff are actually better off while taking industrial action.
The company could end up permanently changing the culture around unpaid work if they allow the dispute to continue for long – once people realise the advantages of having the extra money or having their lives back.
Exemptions
The action short of strike could put disproportionate pressure on a small number of employees – this is not the intention – we rely on collective strength, not individual martyrs. Anyone with concerns should discuss them with a Rep to explore alternatives and then if necessary consider making an exemption application for appropriate parts of the action.
Strikes
Dates for the strike days will be announced separately.
Updates
Don’t forget that if you have any changes to your work location, home address, contact details or job, it is vital that you inform our membership secretary immediately to protect the legality of the action.
The company has upped the stakes in our dispute.
Fujitsu has now invited Ian Allinson, our Senior Rep, to a disciplinary hearing on Wednesday 10th January, making false allegations about what happened at a meeting with his manager on 22nd November.
The meeting was called as part of the company’s efforts to dramatically reduce the time Ian can spend working on our behalf, a change which members had voted to oppose, particularly in the current circumstances.
Fortunately, Ian had a Rep with him who witnessed what happened, but this is actually part of what the company is complaining about. What would the company be claiming if Ian had had no witness?
The issue isn’t really about Ian, but about an attack on our right to be adequately represented.
Though the disciplinary letter was dated Tuesday 12th December, it appears to have been written on the 13th December, just after the company told Amicus and ACAS that it was walking away from the dispute talks.
It is clear that making this threat of disciplinary action against Ian is part of the company’s campaign to undermine our union, our rights, and our pay and conditions.
Wouldn’t it be more constructive for the company to drop these allegations and put its energies into resolving the issues, rather than threatening those who represent us?
Anyone can send a message of protest to the company HR boss:
Roger Leek
Fujitsu Services
22 Baker Street
London
W1U 3BW
Please send a copy to support @ ourunion.org.uk (without the spaces), or by post to Ian Allinson, Fujitsu Services, Central Park, Northampton Road, Manchester, M40 5BP. Your messages could be something along these lines:
I am appalled at Fujitsu’s decision to reject all the proposals put forward by both ACAS and Amicus to help settle the Manchester dispute and to walk away from talks instead.
Please stop attacking the union, drop the threat of disciplinary action against Ian Allinson, the senior Amicus Rep, and put your energies into resolving the dispute instead of escalating it.
After reading the report from the ACAS talks and the company’s update, one member outside Manchester wrote to the company as follows:
I have worked in Fujitsu (formerly ICL etc) for 32 years, I have also been an Amicus member for this time.
If I was given "Freedom of Choice" I would definitely want my union to represent me, as I know would the majority of my colleagues.
I think the Company is labouring under a misconception if they genuinely think there is no desire for union recognition in the wider workforce outside of Manchester.
If you work for Fujitsu outside Manchester and want to send the company a similar note, please copy amicustheunion @ uk.fujitsu.com (without the spaces).
With more strikes planned, funds for the campaign and for hardship payments are becoming more important. Can you make a donation? Can you collect money from workmates, friends or family? A leaflet summarising the dispute, including details of where to send donations and a collection sheet are available on our external web site.
You can read the letter Amicus sent to the company following the members decisions at the General Meeting.
The letter includes the summary of the ACAS talks agreed by everyone, the company update, and the Amicus response.
Summary
A well-attended members’ meeting today reviewed the progress of the dispute, the agreed report from the ACAS talks and an update letter from the company.
The company is demanding that we accept worse terms on redundancy and redeployment and a recognition arrangement designed not to work. It had offered nothing whatsoever on pay and benefits and made no proposals on many other issues.
In less than 48 hours, the company shifted from agreeing a summary of the ACAS talks to sending an update letter which misrepresents the clearly documented issues and the Amicus position on them.
The company has decided to walk away from the ACAS talks.
Members overwhelmingly decided to step up the campaign to secure a fair deal on pay, redundancy, redeployment and union recognition. This will include restarting industrial action.
Campaign Report
Lynne Hodge reminded members that they had adopted a three-pronged strategy for the campaign:
1. Industrial Action
The strike day involved many members and non-members. The company had even resorted to instructing managers not normally based here to turn up for the day. One member commented that if hundreds of us had turned up to take an active part on the day, it could have been even more effective. Another had taken part in a picket for the first time in a long career, and they had noticed that while the pickets were cheerful, those going into work looked miserable
The strike day and the action short of strike had a real impact on the company, particularly in some areas. The action had delayed projects, incurred costs to the company and taken up management time. This, and members’ decision to escalate to a 2-day strike had resulted in the talks with ACAS and a little movement in talks.
2. Visibility
Lynne talked about the huge support we’ve had from across the trade union movement. Members were encouraged to look at the messages of support we have received
We’ve already raised thousands of pounds, which is essential for campaigning and for hardship payments. On the first strike day only a small number of people had needed hardship payments, so substantial payments had been possible.
3. Building across Fujitsu
On the strike day, we also leafleted Fujitsu sites in Warrington, Wakefield and Salford. We leafleted Liverpool shortly afterwards.
Members meetings have now been held in Staines, Wakefield and Warrington, with new Reps elected, issues identified and campaigning plans laid.
Lynne gave an update on the attacks on union Reps, some of whom are suffering discrimination because of their role. At the EGM on 20th November, members discussed these issues, particularly an attempt to halve the time Ian Allinson, our senior Rep, spends working on our behalf. Members decided at that EGM to oppose this move. Ian was instructed to attend a meeting to discuss this, under threat of disciplinary action, despite this being a clear breach of agreed procedures. On arrival, the company refused Ian representation and then cancelled the meeting because Rep Phil Tepper accompanied him. This also illustrates the attack on individual representation for members which is part of the dispute.
GMB members at JJB Sports recently won an excellent pay deal after industrial action. Though the work is very different, the disputes have strong parallels, and the campaigns have been giving each other mutual support. Despite the victory, JJB has now sacked one Rep and is threatening another. GMB members responded to this with a further ballot for industrial action to stop their employer picking off reps. If that happens, the pay and rights of the whole workforce will suffer in the end.
Lynne reminded members that before the strike, the company’s position had not changed and there were no talks. Only the industrial action and the threat of escalation brought them to the table and produced movement.
Report on ACAS Talks and Aftermath
The agreed summary of the ACAS talks had been circulated to members on Monday evening.
Ian Allinson reminded members how we ended up in the dispute. The company kept breaking our agreements, over union recognition, redundancy and redeployment, and even over pay.
It is clear now that the company has been following a strategy of attacking our existing agreements as a diversion whenever we campaign around issues that are really important to employees (e.g. pay and benefits, job security). They have consistently adopted this approach since early 2003 when we mounted our first major pay campaign for many years.
The current company tactic is to pretend that the “scope” of recognition is the main issue, rather than the bad things they want to do to staff whether they’re covered by recognition or not.
The agreed report from the ACAS talks lists the issues in dispute. Most of them have been solved several times, but the company keeps changing its position whenever we are near an agreement.
The fact that, on many of the issues, it is necessary to grasp several different positions to fully understand them adds to the complexity:
Ian explained most of the issues listed, summarising the positions.
Today the company sent an update letter which members read. Ian highlighted that:
Terry Thompson, our new Amicus full-time Regional Officer, said that the company’s arguments on many issues (e.g. 90 days) had simply fallen apart when challenged. He said that after being in the talks, he could fully understand why there was a trust issue between employees and the company.
Terry said that in over 20 years as a full time officer, this was only the second time he had seen a company walk away from talks with ACAS.
Ian explained the roles ACAS play in “conciliation” and “arbitration”:
· Conciliation means they act as a go-between to assist the two teams of negotiators to reach an agreement. This is what ACAS have been doing in the dispute talks so far.
· Binding Arbitration means that the parties agree in advance to abide by the decision of an arbitrator. ACAS can appoint an arbitrator who is an expert independent of both parties in a dispute. ACAS had suggested doing this to resolve the “scope” issue.
Members discussed HR’s desire for what they call an “Expression of Wish”. This means individuals being able to opt-in or opt-out of the scope of union recognition or collective bargaining.
Contrary to the misinformation the company puts out, Amicus has never ruled out a scheme based on “individual choice”, though we have highlighted the many pitfalls, such as:
Terry Thompson also pointed out that such a scheme could make it impossible to run a legal ballot in the future. If the company intimidated some people into opting-out while a ballot was in progress, they could then mount a legal challenge to the ballot on the grounds that the union had balloted the wrong group.
Despite all the powerful arguments against the “bogus choice” scheme, our Reps offered the company three alternatives to our preferred solution of a proper scope for recognition in line with the legislation:
Terry emphasised that the company suggestion was not simply a union-busting approach to recognition, they also demanded we accept nothing at all on pay and benefits and a bad deal on many other issues.
The company’s update letter offers no way to settle the dispute and no more talks to seek one.
Reps asked whether members endorsed the approach Reps had taken to the negotiations (as set out in the agreed report). This includes the alternatives offered on the “choice” issue.
This is important because the company letter had ended “If, however, your members decide that as part of an overall settlement of this dispute, they would endorse an Expression of Wish solution to the dispute we have around recognition in Manchester, please let me know”.
Members endorsed the flexible approach adopted by our Reps, which makes the company’s decision to walk away from talks even more outrageous.
Motion
Members overwhelmingly agreed:
|
We note that though the industrial action already taken did produce some movement, the company has failed to take the opportunity to resolve the dispute through talks. The company is “offering” nothing whatsoever on pay and benefits, wants a significant reduction in redundancy and redeployment rights, and wants to make the “2-tier” workforce even worse by treating newer staff as second-class employees. As in 2003, the company wants to distract us from securing good terms and conditions by focusing on the “scope” issue they manufactured by breaking the promise they made to staff on Xmas-Eve 2004. The true motives behind the company proposal on “scope” have been exposed by their refusal to apply their “principle” of individual choice on other sites and their refusal to break the deadlock by allowing an arbitrator appointed by ACAS to decide between the alternative proposals. Rather than trying to build good working relationships, the company still seems intent on dividing the workforce and attacking the union in order to worsen all our pay and conditions. Motion To maintain the pressure for a settlement, we resolve to: 1. Play an active part in the campaign for fair treatment on redundancy, redeployment and union recognition, and for better pay and benefits 2. Speak to our colleagues about the dispute and invite them to participate in the campaign and/or join Amicus 3. Ask Amicus to restart our action short of strike 4. Ask Amicus to call a three day strike (or two days instead if Dispute Benefit is confirmed) 5. Step up our external campaign using the media, local and central government, customers and potential customers 6. Encourage and assist colleagues on other Fujitsu sites in getting organised 7. Leave the door open for further talks |
Fundraising and Building Support
The support already received from other trade unionists has been fantastic, but far more will now be needed to sustain and develop the campaign.
So far, the work to raise support for our campaign had predominantly been carried out by our Reps, but this approach would now be insufficient to win as quickly as we all want.
Members were asked to volunteer to assist with fundraising and building support. This can range from going along with a Rep to a meeting of other trade unionists to talk about our dispute, doing a collection amongst family and friends, to helping with administration (e.g. writing out cheques, sending receipts). More ideas for fundraising etc were always welcome.
A number of volunteers came forward at the end of the meeting – if you can help too, please get in touch.
Action Contacts
Phil Tepper explained that an “Action Committee” had previously been set up to assist in the conduct of the dispute:
The Action Committee has no formal responsibility. It consists of both Reps and members. It is a way of expanding the reach of the union, by involving members from all areas of the site. It can help to:
• Gather suggestions for further action and meet to assess whether these are suitable and effective, making recommendations for official action which will be agreed at a General Meeting.
• Advise all employees on appropriate action and monitor the effectiveness of official action taken in their area.
• Collectively approve or reject applications made by managers for specific cases of exemption from action/strike action.
It should reflect all areas, to ensure that the impact of decisions on different jobs and departments are fully considered.
The Reps felt that the name had misled people as to the role and put some people off taking part. The group isn’t really a committee, as it doesn’t actually meet, and acts more as a pool of people across each area who feed ideas and information to the Reps and from whom the Reps can seek advice about their area.
To reflect this, we now talk about “Action Contacts” instead. Further volunteers came forward, and any more should contact Phil.
VME Meeting in New Year
Lynne Hodge explained that VME staff in various areas face increasing issues such as:
Lynne explained that the company has not provided any overview of their plans, and the little information provided to Amicus Reps hasn’t matched what individuals are told. The lack of clear information encourages rumour and misunderstanding.
It could be helpful to bring those affected together so that they can bring their wealth of experience to bear on the situation. Lynne asked members in the teams affected to discuss with colleagues the idea of a meeting in the New Year.
What Now
Ian Allinson talked about what the decisions of the meeting meant.
The turnout at the meeting was very impressive, particularly so close to Christmas, and this was a good basis from which to strengthen the campaign.
Members have decided to fight to defend their rights, pay and conditions. Indeed, the company has given us little choice. However, nobody should begin taking industrial action again until an official notice is issued.
Recent experience shows that when we all stick together, we can make the company listen. As a group, we were able to change direction quickly to react to new circumstances, such as the offer of talks. The vast majority supported the motion, and now we all have a responsibility to play our part in putting it into effect.
Colleagues who haven’t joined Amicus yet also want fair treatment and better pay and conditions, but union members are still a minority, albeit a large and growing one. It is important to remember that Fujitsu is highly profitable and very short staffed. We should try to involve everyone, but even a minority are in a very strong position as long as we remain determined.
The dispute can be settled most quickly and with as few strike days as possible if everyone participates in the campaign. Many people support us but nobody can win this for us – it’s up to us.
Today our representatives held the second day of talks with the company, facilitated by ACAS.
Below is an agreed summary of the outcomes, which everyone should read. As always, all Amicus negotiating positions are subject to endorsement from members.
Our Extraordinary General Meeting (EGM) will discuss a more detailed report, as well as updates following the company’s decision on arbitration. Members will have important decisions to make:
2pm-3:30pm
Wednesday 13th December
MAN33-1-East
Please make sure you attend and have your say. The decisions will affect the company and every employee.
The meeting is for all Amicus members employed by Fujitsu Services and contractually based at MAN05/33/34/35 or contractually based at HOM99 but more closely associated with one of those sites than any other Fujitsu site.
Members are entitled to attend in work time. If your manager might need to arrange cover for your release, please contact them NOW. If you have any problems getting release, contact your Rep immediately.
Don’t forget that Wednesday will also see our second “wear something red” day on the day of the EGM. Show that you want better pay, as well as fair treatment on redeployment, redundancy and union recognition, by wearing something red and encouraging colleagues to join in too. Red is the Amicus colour and the Fujitsu colour. If you can’t find a red tie, shirt, skirt or Santa hat, you can still wear your pass on an Amicus lanyard.
Everyone arriving at the EGM wearing something red will receive a mince pie.
Agreed Summary Of Talks
Report from ACAS Fujitsu Amicus talks, 30th November & 11th December 2006
ACAS: Brian Sykes
Fujitsu Services representatives: Richard Bull, Larry Upton, Howard Morgan
Amicus representatives: Terry Thompson, Ian Allinson, Lynne Hodge
Talks took place over two days. No agreement was reached, but this document sets out in italics updates in the respective positions on the various issues. Items with no update were not yet discussed to any extent.
All the points below were “in discussion” – no agreement was reached and any agreement would need to be acceptable as a whole.
ACAS are willing to provide further assistance if requested by the parties.
Issues which were current, but resolved in the drafts
1) When people are entitled to individual representation
2) Consultation over changes to Ts & Cs
3) Deployment (needs copying into Annex 1 and diagram updating)
4) Status quo
5) Who’s covered by SEA. Amicus willing to agree that those who joined after 1st January 2000 (rather than 1st April 1999) would not be covered by the SEA. Company willing to agree that those who joined before that date would be covered. This would remove the need for a complex and time-consuming appeals process.
6) Consultation before Linkwise / redeployment
Issues which were still outstanding from the drafts
7) Correcting erroneous contracts (easy – see notes from July meeting)
8) Giving names of staff to Amicus / DPA stuff (refer to ACAS Code on information for collective bargaining)
9) Scope of recognition and/or collective bargaining.
a. Opt in/out. The company proposed a scheme where Manchester staff could opt in or out of recognition on an individual basis, because they thought individual choice was very important. Amicus did not believe this approach met the needs of the company or its employees, and was unworkable. Amicus proposed a site-based approach, in line with legislation and past practice. Amicus were also willing to explore an individual choice scheme if the company would treat the choices of those outside Manchester with similar weight to those in Manchester. The company did not accept this approach, because they believed there was no desire for it. Amicus were willing to put the issue to binding arbitration (where both sides agree in advance to follow the decision of an independent arbitrator provided by ACAS) – the company will respond on this as soon as possible and by 10:30am Wednesday.
b. HOM99
c. Salary threshold for collective bargaining
d. Warrington
e. MAN23 etc – Manchester area defined somehow?
10) 90 days. Following a detailed discussion about how this should work, and clarification that following the process in Annex 1 should not cause additional costs, the company were prepared to reconsider whether they would continue to offer 90 days redundancy consultation for all in the bargaining unit, but were unable to commit to this without referring the question upwards. The company also wanted to make this conditional on Amicus accepting a Manchester-only opt-in/out scope.
11) MRP level. The Annex 1 draft included a Minimum Redundancy Payment based on the statutory formula, but without the cap on weekly earnings and with a minimum of six weeks’ pay. Amicus were looking to increase this and the company were looking to reduce it. The company suggested an alternative formula, which was based on the uncapped statutory formula, but with a minimum of four weeks’ pay (based on the statutory cap on weekly earnings or actual weekly pay, whichever was the higher). This would be pro-rata for part-time staff.
12) Length of trial period for redeployment
13) Re-assignment (extra words on non-assignment jobs; trigger process if no work for N weeks and employee requests it)
14) How many reps are allowed, what time can they spend helping staff (need to reflect stuff about non-FS roles from recognition agreement into annex 2, refer to ACAS Code on Time Off), physical access to areas within the site(s)
15) Avoiding discrimination against reps (utilisation, objectives, appraisal, bonus, pay & benefits, grievances)
16) Incomplete implementation of the 2005 pay agreement: The company wanted staff to write this off as history as part of an overall settlement.
a. Car anomalies
b. People with 1/75th pension accrual rate
17) Lack of 2006 pay agreement: The company wanted staff to write this off as history as part of an overall settlement.
a. D1-4 scales increase
b. Cost of living
c. Helping people with <1% or zero rises
d. Pay progression (Fujitsu is discussing this with PCS, aiming at agreement by end of Jan 2007)
e. Increase salary threshold
f. Monitoring implementation
g. Ensuring that contracts with a working week of >37 hours don’t spread
To see an electronic copy of our paper one-per-desk leaflet called "The Home Straight or Another
Lap?", on Cafevik, click here (a local version is here). This leaflet was produced for our Manchester Central Park and West Gorton sites.
You can read some of the messages of support Fujitsu Manchester staff have received here
The next meeting of the Amicus Greater Manchester IT Branch is:
6pm – 7:30pm, Thursday 7th December
Upstairs, Hare & Hounds pub, Shudehill, Manchester City Centre, M4 4AA
[Near Shudehill Metrolink station and the spiral ramp from the Arndale car park]
All branch members are encouraged to attend. As well as dealing with branch business, there will be time for workplace reports and discussion.
After the meeting, members are invited to go out for a meal in town. If you’re interested, please contact Rep Lynne Hodge.
(This article was from a Manchester newsletter)
Fujitsu plans a review of “out of hours” arrangements. This term covers everything from overtime to shifts, weekend working to standby and callout.
Worryingly, the company currently seems to want an ad-hoc national consultation group which excludes most of those potentially affected, though they do accept they will also have to consult recognised unions.
The proposed process seems designed to get some people to accept new contracts quickly, to isolate those holding out for a better deal.
Those in helpdesks, Mobile Engineering or MVC who have already been through company “harmonisation” processes know the dangers.
Threats like this to our terms and conditions show why we need strong union organisation in Manchester, but also why we need to continue helping colleagues on other sites too.
Many members at the meeting on 20th November were encouraged by the message of support from Chris Riley, a GMB union rep involved in the recent dispute at JJB Sports in Wigan. Members there won an impressive victory over pay, which amounted to an increase of around 20% for the lowest paid.
The company has now sacked Chris, and is also bringing charges against the convenor (senior rep). This is an attack on their effective and increasingly successful union organisation, not just the individuals.
GMB have responded strongly, threatening industrial action in defence of their reps. Demonstrations are planned this weekend at JJB Sports stores across the country, to demand Chris is reinstated. This is potentially a very powerful action, threatening vital Christmas sales as well as the image of a well-known high-street brand.
Locally, a protest is planned from 5pm tonight at the store at the Piccadilly Gardens end of Market Street in the City Centre – please join in if you can.
For more information, see www.jjbfightback.blogspot.com.
Amicus Reps Ian Allinson, Lynne Hodge and Sulayman Munir attended the talks with ACAS yesterday, where the company was represented by Richard Bull, Larry Upton and Howard Morgan.
Talks through ACAS always start slowly, as the mediator listens to each side separately to understand the points of view, before any real movement begins. It normally takes time for momentum to build up as negotiators tend to avoid offering major concessions early in talks.
There has been a little movement, but the most thorny issues remain unresolved so far. Members can be rightly proud that any progress has been made, especially when compared to the meeting before members began industrial action. Before the strike, company representatives not only had nothing new to say, but purported not to know what the dispute was about!
The second day of talks will now take place on Monday 11th December, which is a better date for those involved.
As promised, Amicus will be holding an Extraordinary General Meeting (EGM) for members involved in the dispute (those Fujitsu Services employees contractually based at MAN05/33/34/35, plus those contractually based at HOM99 but more closely associated with one of those sites than any other Fujitsu site).
The details of the EGM are still to be confirmed, but it is most likely to be on the afternoon of Wednesday 13th December, in MAN33-1-E. Please pencil this in your diary now.
At the EGM, members will vote on the outcomes of the talks and decide whether to accept an offer (if one is made), continue talks, or take further industrial action. If it is decided to take further industrial action, the meeting will also decide what that action should be.
Thanks to everyone who took part in Wednesday’s “wear something red” day. This was a visible way to show we want better pay and fair treatment on redundancy, redeployment and union recognition – it was also successful in involving a significant number of staff who haven't joined yet. After all, we all want the same things.
We plan to hold a further “wear something red” day on the day of the EGM, to build on the success of the first one. Given the time of year, perhaps we’ll see a few Santa-hats as well as the lanyards, ties, shirts and skirts. Whether Fujitsu are being Santa or Scrooge should be clearer by then.
Everyone arriving at the EGM wearing something red will receive a mince pie.
The last of the cheques for expenses from the 20th November strike day are being sent out now. A number of people have indicated that they want to donate the money rather than claim it. If you’ve torn up your cheque, please let us know so that our accounts add up.