Labour clears Unite of any wrongdoing in Falkirk selection contest

The party says "no organisation or individual has been found to have breached the rules" and reinstates suspended members Karie Murphy and Stephen Deans.

In time-honoured Westminster tradition, Labour has used Friday afternoon to bury bad news. 

Following its internal inquiry into the Falkirk selection row, the party has issued a statement clearing both Unite and the suspended party members Karie Murphy (who stood for selection) and Stephen Deans of any wrongdoing. It said that "no organisation or individual has been found to have breached the rules as they stood at the time". Here's the full statement. 

The Labour Party began an internal process to examine the controversy surrounding the selection of a parliamentary candidate for Falkirk. At each step Labour’s general secretary and NEC have acted quickly to protect the interest of the party.

Since Labour began its internal process key evidence has been withdrawn and further evidence provided by individuals concerned. Karie Murphy and Steve Deans, who were suspended, will now be reinstated as they have not been guilty of any wrongdoing. No organisation or individual has been found to have breached the rules as they stood at the time.

The general secretary has determined that given these circumstances Labour should move to select its candidate for Falkirk West.

These steps will enable Labour in Falkirk without further delay to choose a candidate and prepare for the general election.

Murphy has released a simultaneous statement announcing her withdrawal from the selection.

It is no concidence that the matter has been resolved two days before the start of the TUC conference and a few weeks before Labour's gathering in Brighton. Earlier this week, Unite's Scottish branch warned that it would boycott the Labour conference unless Murphy and Deans were reinstated.

The question that will now be asked is why the row was allowed to escalate to the point that the police were called in if there was no evidence of wrongdoing. There will also be even greater pressure on the party to finally publish its report on the debacle. But most significantly, it will now be far harder for Miliband to defend his trade union reforms, which were entirely framed as a response to the alleged wrongdoing.

Unite general secretary Len McCluskey. 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.