Nick Griffin under investigation by police - but back on Twitter

BNP leader's account reactivated after he was suspended for posting the address of B&B case gay couple online.

With the BNP beset by splits and financial problems, Nick Griffin's decision to publish the address of a gay couple who won a court case against a Christian B&B owner (before encouraging his supporters to demonstrate outside their home) was a transparent attempt to distract from his party's woes. He tweeted:

A British Justice team will come up to [their Huntington address] & give you [the couple, Michael Black and John Morgan] a … bit of drama by way of reminding you that an English couple's home is their castle. Say No to heterophobia!

An earlier message read:

If anyone can give us address of the 2 bullying 'gay' activists who've won case v Christian B&B owners, we'll hold demo … for rights of all home owners, gays included, to rent or not rent rooms to whomsoever they wish

Unsurprisingly, Griffin is now under investigation by Cambridgeshire police, who said they were "looking into" the complaints they had received. A spokeswoman added that "officers will also visit the men mentioned in the tweets as part of our inquiries."

Griffin's Twitter account was suspended after he posted the couple's address but was reactivated this morning, albeit without the offending tweet.

Incidentally, one wonders if we will hear from our new Justice Secretary, Chris Grayling, who has previously defended the right of B&B owners to turn away gay couples. In April 2010, he was revealed to have told a Centre For Policy Studies meeting:

I think we need to allow people to have their own consciences. I personally always took the view that, if you look at the case of should a Christian hotel owner have the right to exclude a gay couple from a hotel, I took the view that if it's a question of somebody who's doing a B&B in their own home, that individual should have the right to decide who does and who doesn't come into their own home.

In response to yesterday's ruling, Michael Black and John Morgan said:

We're doing this to try and make sure that all B&B owners realise what the law is and think twice before discriminating against gay people, black people, Christians, Muslims, Irish, any other group.

Hear, hear.

British National Party leader Nick Griffin was briefly suspended from Twitter after posting the address of a gay couple who won a court case against a Christian bed and breakfast owner. Photograph: Getty Images.

George Eaton is political editor of the New Statesman.

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There's nothing Luddite about banning zero-hours contracts

The TUC general secretary responds to the Taylor Review. 

Unions have been criticised over the past week for our lukewarm response to the Taylor Review. According to the report’s author we were wrong to expect “quick fixes”, when “gradual change” is the order of the day. “Why aren’t you celebrating the new ‘flexibility’ the gig economy has unleashed?” others have complained.

Our response to these arguments is clear. Unions are not Luddites, and we recognise that the world of work is changing. But to understand these changes, we need to recognise that we’ve seen shifts in the balance of power in the workplace that go well beyond the replacement of a paper schedule with an app.

Years of attacks on trade unions have reduced workers’ bargaining power. This is key to understanding today’s world of work. Economic theory says that the near full employment rates should enable workers to ask for higher pay – but we’re still in the middle of the longest pay squeeze for 150 years.

And while fears of mass unemployment didn’t materialise after the economic crisis, we saw working people increasingly forced to accept jobs with less security, be it zero-hours contracts, agency work, or low-paid self-employment.

The key test for us is not whether new laws respond to new technology. It’s whether they harness it to make the world of work better, and give working people the confidence they need to negotiate better rights.

Don’t get me wrong. Matthew Taylor’s review is not without merit. We support his call for the abolishment of the Swedish Derogation – a loophole that has allowed employers to get away with paying agency workers less, even when they are doing the same job as their permanent colleagues.

Guaranteeing all workers the right to sick pay would make a real difference, as would asking employers to pay a higher rate for non-contracted hours. Payment for when shifts are cancelled at the last minute, as is now increasingly the case in the United States, was a key ask in our submission to the review.

But where the report falls short is not taking power seriously. 

The proposed new "dependent contractor status" carries real risks of downgrading people’s ability to receive a fair day’s pay for a fair day’s work. Here new technology isn’t creating new risks – it’s exacerbating old ones that we have fought to eradicate.

It’s no surprise that we are nervous about the return of "piece rates" or payment for tasks completed, rather than hours worked. Our experience of these has been in sectors like contract cleaning and hotels, where they’re used to set unreasonable targets, and drive down pay. Forgive us for being sceptical about Uber’s record of following the letter of the law.

Taylor’s proposals on zero-hours contracts also miss the point. Those on zero hours contracts – working in low paid sectors like hospitality, caring, and retail - are dependent on their boss for the hours they need to pay their bills. A "right to request" guaranteed hours from an exploitative boss is no right at all for many workers. Those in insecure jobs are in constant fear of having their hours cut if they speak up at work. Will the "right to request" really change this?

Tilting the balance of power back towards workers is what the trade union movement exists for. But it’s also vital to delivering the better productivity and growth Britain so sorely needs.

There is plenty of evidence from across the UK and the wider world that workplaces with good terms and conditions, pay and worker voice are more productive. That’s why the OECD (hardly a left-wing mouth piece) has called for a new debate about how collective bargaining can deliver more equality, more inclusion and better jobs all round.

We know as a union movement that we have to up our game. And part of that thinking must include how trade unions can take advantage of new technologies to organise workers.

We are ready for this challenge. Our role isn’t to stop changes in technology. It’s to make sure technology is used to make working people’s lives better, and to make sure any gains are fairly shared.

Frances O'Grady is the General Secretary of the TUC.