Heathrow Workers’ Newsletter No.3

Heathrow suffered further strain over Christmas heading into the new year. First with the discovery of the new Covid variant in the lead up to Christmas, which caused countries to ban flights from the UK. Secondly, the government’s removal of safe travel corridors on the 18th January meant much tighter restrictions on all passengers in and out of the airport. With the imminent imposition of new quarantine rules on travellers to the UK, forcing them to stay in hotels at their own expense on arrival, the aviation industry has its back against the wall. 

Aviation’s track record on safety has been pretty dismal so far. Even though passenger numbers have fallen drastically (73% lower in 2020), reports of overcrowding in terminals is raising fears that the airport is a super-spreader event waiting to happen. [1] Social distancing in airports is proving difficult. A plane of 300 people would require a check-in queue of about 1km to be adequately socially distanced. The fact that all the passengers are going to be in a sealed cabin anyway adds to the feeling of futility that surrounds efforts to make air travel safe. Like most workplaces, safety concerns at Heathrow are increasing. The measures being adopted to protect passengers and staff probably should have been rolled out a long time ago. But as is the case with everything in our society, profit comes first. 

How much money you’ve got also affects how you experience this pandemic. New figures have revealed how wealthy flyers are dodging the travel restrictions the rest of us have had to put up with. In August, private flights returned to 93% of pre-pandemic levels. December saw a similar increase. The flights are still considered “business travel,“ but the destinations have changed. Regular European locations have been shunned, for sunnier destinations like the Maldives and Caribbean islands. [2] Not likely many business conferences are happening there! 

As the virus goes on threatening our loved ones and disrupting business as usual, companies continue their attacks on staffing levels and terms and conditions. Budget airline Norwegian, announced the loss of 1,100 jobs at Gatwick. [3] The airline quickly expanded in the good times, offering cheap flights and becoming heavily indebted in an effort to hoover up market share. Norwegian was in financial trouble before the pandemic and is now dumping its staff rapidly. This is a common feature of modern airlines – and lots of other industries (think Carillion). It’s also a good example of how irrationally we organise our workplaces. The system we live in creates airlines that consider nothing but profit, offering super-cheap, environment-destroying flights, creating jobs with continually declining terms and conditions, in an industry that clearly needs to shrink if we’re to avoid our planet boiling. Then a pandemic comes along, which itself is partly caused by our destructive relationship to our planet and thousands of workers get laid off from jobs they probably shouldn’t have been doing in the first place. Isn’t it time we stopped allowing bosses and the shareholders they serve, deciding where and how we should spend the majority of our waking hours?!

From Manchester bus drivers to British Gas engineers to BA Cargo workers, companies are seeking to “fire and rehire” their employees on inferior contracts. Workers are fighting back, but there hasn’t been many attempts to practically link these struggles together, despite the similarity of the situations workers find themselves in. Below, we take a closer look at some of these situations and why the workforce continues to be divided.

Isolation within the same workplace: Heathrow

At British Airways Cargo, the company threatened to cut their workers’ pay (25% for some staff), downgrade other terms and conditions (holiday, sick etc) and break up their bargaining unit (making them negotiate for pay separate to the rest of BA staff). BA also threatened to outsource their cargo operation all together. [4] All this is very similar to what Heathrow Airport Limited (HAL) have been doing with their staff. BA spokespeople, like HAL’s, have been telling the media that large numbers of staff on newer contracts are actually getting a pay rise out of the proposals. Given the 98% return for strike action, it looks as though most staff have seen through these divide and rule tactics. Like a great many workplaces at Heathrow, the divide between staff on old and new contracts is a tricky one to navigate. A cargo worker told us that although most of the newer staff walked out during the strike over 9 days on Boxing Day,, there is still a feeling that they are under-represented and that the strike was mainly about protecting the old contracts. Although the old guard on the night shift stand to lose £11,000 and 20 year bods stand to lose £8,000, these are still amounts that newer starters never had in the first place. 

As is the case elsewhere at Heathrow, workers that have been there a long time also often occupy the easier jobs and the better shift patterns. Resentment can easily grow and just as easily derail industrial action if left unchecked. In this particular instance, it’s believed the timing of the strike at Christmas and the £70 a day strike fund, may have been enough to get newer starters on board with the strike. But any strategy that is going to last will need to address the inferior conditions of newer starters. Workers on these contracts need a forum where they can make their own demands.  

This holds true for the HAL dispute as well. A new strike date has been announced for the 5th February. The purpose is to show HAL that the dispute isn’t going away and that when things pick up, they will be in for a fight. Just before the new HAL date was announced though, the latest round of BA Cargo strikes were postponed the day before they were scheduled to take place (22/01/2020) to allow time for fresh negotiations. The BA strike was then cancelled the following week. The union proclaimed a tub-thumping victory as always, but the small print stated that: “Workers will revert to previous contractual provisions subject to agreed changes”. There is no detail of what these changes are. When we spoke to a cargo worker, he claimed not to know either. It’s good that old contracts are defended, but what does it mean for people on new contracts, and what does ‘agreed changes’ mean? More importantly, why is Unite not using the stronger economic clout of Cargo to help defend conditions of HAL ground staff?

What is clear, is that the whole situation is screaming out to be linked up in some way. Two sets of workers in the same union, in the same industry, in effectively the same workplace, in dispute at the same time, over almost exactly the same issues and they are not linking up their strikes?! It’s a sign of the times and unfortunately not surprising. The union’s response to BA’s fire and rehire threats at the start of the pandemic highlighted that workers’ focus is no longer ‘too sectoral’ but ‘too departmental.’ [5] Even unified responses within companies are hard to come by these days, let alone across industries. There are loads of reasons for this problem, but the first step is to admit it is a problem. Much more criticism needs to be levelled against those that do not acknowledge or try to minimise this problem. 

Unions understandably want to emphasise the benefits of workers being in a union. However, this sometimes takes the form of triumphant declarations of victory at times when any kind of concession has been won from employers. Often what is needed at these times is an honest assessment of what “winning” should look like. We can still be happy that BA didn’t get away with murder, while acknowledging the flaws in our strategies. In fact, we believe it’s a good way of showing solidarity to your fellow workers. Workers are continually giving up too much ground. It is obviously, almost always beneficial for workers to be in a union. But, when relative to other workers, unionised workers’ living standards are simply declining slower than the living standards of non-unionised workers, is this really something to celebrate? How do we get on the front foot? How do we turn the tide and start winning big, without linking up our disputes? 

Isolation within the same company: Rolls Royce

The huge (online) school teachers’ mobilisations across the country and across the unions forced the government into a u-turn when it came to reopening of schools after Christmas. The government choosing to scrap their “review of employment rights,” after a unified statement from a number of unions, shows the political class is feeling far from confident. Unions don’t seem to be capitalising fully on these shows of weakness though. The Rolls Royce dispute at Barnoldswick, didn’t even manage to spread across the company, let alone across the industry. We attended a Facebook live event where the host ignored at least two questions in the comments clearly stating that the rest of the Rolls Royce Combine should be getting involved in the dispute. Instead the host read out numerous questions for the panellists to answer about what the “government should be doing to help the workers.” After going on a staggered strike  for nine weeks, they got a deal that guarantees them at least 350 staff, manufacturing for ten years and no more redundancies for two years. It’s highly likely that without this fight the site would have been offshored as planned. However, the site is still getting smaller. 520 staff were employed at the site at the start of the dispute and a great deal more in the not so distant past. What could have been achieved if more workers had been directly involved in the dispute? . 

This dispute, like so many others right now, was begging to be escalated across companies and industries, but wasn’t. In the years to come, how resilient will this workplace be against the numerous pressures that the global economy is throwing up? It is a victory, but how firm are the foundations it was built on? 

Struggles on the horizon

  • Passport Control workers in the PCS union have voted to strike over changes to their roster. Previous arrangements have allowed staff flexibility, which was especially helpful for workers with caring responsibilities at home. Their employer, the Home Office, is saying the changes are to keep the workplace COVID safe. Workers believe this is simply opportunism on the part of their employer to bring about changes they would prefer. [6] Sounds very familiar. With HAL workers set to strike on the 5th February, this is another good opportunity for unions to work together and coordinate their actions.
  • British Airways are continuing their cuts, but are now also focusing on their contractors. Xerox post room staff were unnecessarily rushed through a redundancy process in the run up to Christmas and given notice of redundancy on New Year’s Eve. And CBRE Property maintenance staff on the BA contract are in the process of having their numbers cut to unsafe levels. Buildings are in a poor condition due to lack of maintenance and air conditioning systems are not being maintained to the standard required during a pandemic. The GMB is considering escalating the situation to the Health and Safety Executive. [7]

What next?

It’s fairly clear that unless workers start combining their efforts across unions, companies, industries and eventually borders, we’re not going to be able to resist the bosses’ blitz on our conditions. Workers on the HAL picket lines in December were keen to combine their efforts with the BA Cargo workers. [8] Workers can see the logic and there is a definite appetite for it. Loads of workers at Heathrow and in aviation everywhere are in the same boat. If we were better organised, we would be able to offer support outside of our industry as well. The British Gas engineers are currently fighting their own “fire and rehire” battle at the same time as many of us. Their fight is made harder by the fact that within their own company they are isolated. British Gas office staff in Unison, voted to accept the contract changes, while engineers in the GMB voted to strike. British Gas was making huge profits before the pandemic and hasn’t been particularly adversely affected by the crisis. The company’s opportunistic move is even more blatant than the aviation industries efforts. 

Even before the crisis, while companies have been making massive profits, most of us have been seeing our living standards squeezed. The pandemic is just accelerating the downward trend. In early January, BA confirmed a £2billion loan underwritten by the government and boasted that “that it continues to have strong liquidity with cash and undrawn facilities of €8.0 billion as of November 30th” 2020. [9] The boards, shareholders and the management lackeys at these companies are going to be okay. Why should our fellow workers struggle to make ends meet? We don’t have to accept it. Full support and solidarity with HAL and Home Office workers in their upcoming struggles!

Together we can apply the pressure needed to make sure we aren’t the ones that pay for the bosses crisis. If you want to get involved with our efforts to bring this about, or have any information about what’s happening on the ground at your workplace, get in touch! 

Email:-

heathrowworkers@protonmail.com

Twitter:-

@heathrowworkers

Facebook:-

Heathrow Workers Power

Call or text:-

07340 082667

[1]https://ukaviation.news/heathrow-under-fire-after-super-spreader-crowds-in-terminal-2/?amp=1

[2]https://www.theguardian.com/business/2021/jan/21/wealthy-uk-flyers-opt-for-private-jets-to-evade-covid-and-lockdowns?CMP=Share_iOSApp_Other

[3]https://www.theguardian.com/business/2021/jan/14/norwegian-axes-long-haul-flights-and-cuts-1100-gatwick-jobs?CMP=Share_iOSApp_Other

[4]https://heathrowworkerspower.wordpress.com/2021/01/04/ba-cargo-strike/

[5]https://angryworkersworld.wordpress.com/2020/06/22/crisis-in-the-air-where-are-the-workers-voices/

[6]https://www.union-news.co.uk/passport-control-staff-vote-for-strike-action/

[7]https://www.gmblondon.org.uk/news/slash-to-jobs-at-heathrow-that-will-jeopardise-the-health-and-safety-of-staff-at-british-airways-properties

[8]https://heathrowworkerspower.wordpress.com/2020/12/13/heathrow-workers-newsletter-no-2/

[9]https://simpleflying.com/ba-government-loan-received/

Baggage Handling Tech?!



https://simpleflying.com/robotics-airport-baggage-handling/


Interesting article on the automation of baggage handling above. Notice the tone and the focus. It states that “This initiative will…….lessen the chance of human error, minimize loss and damage, and reduce the time required to load and unload aircraft” and “with the reduction of manual processes, these robotics will allow airports to cut costs due to less risk and delays.” Surely, the primary purpose of new technology should be to increase workers leisure time, improve living standards and reduce our impact on the environment. This shouldn’t be, at best, an after thought.

“….robotics across the airport will make traveling smoother, safer, and more comfortable. Moreover, they will also eventually drive up the standards of living, as higher-skilled professionals will earn more.” Eventually?! Maybe?! If you’re lucky?! In the employers hands, technologies main functions are to reduce, to de-skill or spy on the workforce. It is also a useful tool of discipline for them. With the help of the media, they cultivate the idea that all jobs will be automated away soon. Bosses present themselves as innovative, super inventors. Always ready to pull out, the next amazing piece of job destroying technology, from up their sleeve. Most times the reality is different. If it works at all, the new machinery doesn’t always save the amount of hours expected and employers usually require the workforce to collaborate in the application of new technology. Workers often perform all the trouble shooting. Using their knowledge and experience to rectify the “teething problems.” It’s important for workers to not just take the bosses word for it and to really look into the technology that’s being proposed. Management likes to threaten workers with job losses, attempting to scare them into accepting pay cuts and reduced benefits. Productivity growth (the average amount of labour hours it takes to produce goods and services) has remained low in most of the US and western Europe, because workers have been willing to work for less, meaning employers haven’t had an incentive to invest in expensive machinery.

“….some staff will inevitably have to adapt to the changes and gain new skills. Nonetheless, management is happy to support them with that.” Bosses always emphasise the extent to which “workers have to adapt” to the technology. This is the complete reverse of the way technology should be developed, produced and introduced. Workers needs, should be the first and foremost consideration at every stage. The only way to guarantee this, is for workers and their communities, to be in direct control of those decisions.

The stated aim of the technologies rollout is to facilitate, the development of the airports concerned, into aviation hubs. “Krasnodar International joins Anapa and Sochi as part of a broader system called Airports of the South. The management behind these sites is keen to develop the three airports with the aim to build a strong aviation hub in the south of Russia that would have the potential to compete with existing powerhouses.” Is this in the best interest of the workers and local community? If it ends up so, it will be entirely by accident. As with all decisions made in our economies, workers interests are assumed to be the same as the interests of money. “If rich folk think it’s a good idea, it must be.” Workers need to imagine an economy that uses technology and infrastructure for the benefit of all people and the planet. And then build the sense of togetherness and power that will help bring it about. 

Sending solidarity to baggage handlers in Russia and everywhere!

Heathrow Workers Power

BA Cargo Strike Report

Workers with the Unite union at British Airways Cargo have just completed nine days of strike action. Beginning on Christmas Day and ending on 2nd January, workers were striking in an attempt to protect their pay and conditions. Unfortunately, due to COVID, the union decided not to maintain any picket lines. British Airways are cutting staff’s pay (25% for some staff), downgrading other terms and conditions (holiday, sick etc) and breaking up their bargaining unit (making them negotiate for pay separate to the rest of BA staff). BA are also threatening to outsource their cargo operation all together. 

All this is very similar to what Heathrow Airport Limited (HAL) have been doing with their staff. BA spokespeople, like HAL’s, have been telling the media that large numbers of staff on newer contracts are actually getting a pay rise out of the proposals. [1] Given the 98% return for strike action it looks as though most staff have hopefully seen through these divide and rule tactics. Like a great many workplaces at Heathrow, the divide between staff on old and new contracts is a tricky one to navigate. A cargo worker told us that although most of the newer staff walked out, there is still a feeling that they are under-represented and that the strike was mainly about protecting the old contracts. Although the old guard on the night shift stand to lose £11,000 and 20 year bods stand to lose £8,000, these are still amounts that newer starters never had in the first place. As is the case elsewhere at Heathrow, workers that have been there a long time also often occupy the easier jobs and the better shift patterns. Resentment can easily grow and just as easily derail industrial action if left unchecked. In this particular instance, it’s believed the timing of the strike at Christmas and the £70 a day strike fund, may have been enough to get newer starters on board with the strike. But any strategy that is going to last is going to need to address the inferior conditions of newer starters. Workers on these contracts need a forum where they can make their own demands. Are they going to be willing to continue a hard strike without one?

BA’s onslaught is made all the more outrageous by the fact that these workers have shipped 12,000 tonnes of PPE into the country to help deal with the pandemic. The government has awarded BA and Virgin Atlantic £150m worth of contracts between them for the PPE shipments (BA probably making up the lions share) and awarded a further £2.7m so far to BA for flying testing kits back from China. [2] The government is dishing out huge sums of money to BA, without competition, while they slash their workers pay and destroy their bargaining rights. We shouldn’t be surprised by this, but it should focus our anger to fight as hard as we can against these disgusting attacks.

Once again, Heathrow workers have shown they’re not willing to just take these attacks lying down. Compared to much of the workforce across the nation, nine continuous strike days, over the Christmas period is a bold move. It’s unclear at the moment exactly how much impact the strike has had. The management don’t appear to have reacted, and there hasn’t been any reports of severe air cargo delays or disruption. Even before the strike, delays were being reported at ports. A number of issues have been causing logjams, including a rise in imports following the end of the first coronavirus lockdown, Brexit-related stockpiling and containers filled with personal protective equipment not being collected from ports. Mountains of uncollected containers are having to be stored at huge cost and many companies have been worrying about having enough supply to meet demand over Christmas. [3] In an attempt to alleviate delays, BA were asking their customers to “unitise” their freight rather than sending it “loose.” [4] With the queues of lorries in Kent in the run up to Christmas, it was likely even more companies would be looking to move their goods by air. Cargo is the only department in the company that has managed to turn a profit since the start of the pandemic. The timing seems reasonably well-suited for the cargo workers to take strike action. We’ve heard that, although there has been some scabs crossing the imaginary picket line, only a handful of staff have been in work. Maybe 20 out of around 600. By this measure it’s been a pretty successful strike. If this strike hasn’t caused the disruption required to change the companies mind, we need to ask why.

Some of the work is probably being mopped up by companies like Dnata and Menzies. Does the union have a strategy to tackle this issue? How have BA weathered the storm? Why have we not seen reports of freight pile-ups and empty shelves? British Airways has likely enlisted the help of scab labour from somewhere and temporarily outsourced some of the work to another company. If companies can do this, what can we do to counteract it? The workers that are doing the work might not even know they are scabbing. We need to get to them and let them know. If there were areas in Heathrow that were still moving goods that would have usually passed through IAG Cargo, it could have been targeted for some kind of socially-distanced action. COVID-19 is making all these things more difficult, but we can’t just wait, in the hope it goes away. It is a tough call, but we are going to have to think of solutions.

It also raises the question of what could have been done sooner. At the start of this crisis, BA were threatening to make 13,000 staff redundant and “fire and rehire” everyone else on zero-hours contracts and people were saying nothing can be done. “No ones flying.” “BA don’t care if we strike.” This was never entirely true of the cargo division. Although passenger flights had plummeted, there was still obviously a need for goods to be flown in. The fact that IAG didn’t have dedicated cargo planes and nearly all its freight arrives in the belly of passenger planes, also presented a problem for the company. Workers we are in contact with watched BA staff hollow out Boeing 777’s, to turn them into makeshift cargo planes. Work that was needed, to keep the company running, was happening and should of been stopped until the company removed its threats. A high level of organisation is required to make this a reality, but it’s where we need to be at if we’re going to stand a chance in situations like this. The lack of a unified response and the strategy of departmental deals that was pursued by the union, has now left the comparatively powerful cargo division isolated. A combined fight back at the start, with cargo playing the pivotal role, may have been beneficial for everyone. This is all good in hindsight, but was predicted by workers we know at the time. [5]

Looking to the future, with the introduction of customs declarations on goods coming to and from Europe and extra checks on food and livestock, cargo workers everywhere may have a window in which their bargaining position is higher. Even so, it’s fairly clear that unless workers start combining their efforts across unions, companies, industries and eventually borders, we’re not going to be able to resist the bosses blitz on our conditions. Workers on the HAL picket lines in December were keen to combine their efforts with the cargo workers and even the striking Rolls Royce workers at Barnoldswick. [6] Workers can see the logic and there is a definite appetite for it. Loads of workers at Heathrow and in aviation everywhere are in the same boat. Even before the crisis, while companies have been making massive profits, most of us have been seeing our living standards squeezed. The pandemic is just accelerating the downward trend. The boards, shareholders and the management lackeys at these companies are going to be ok. Why should our fellow workers struggle to make ends meet? We don’t have to accept it. Together we can apply the pressure needed to make sure we aren’t the ones that pay for the bosses crisis. If you want to get involved with our efforts to bring this about, get in touch! 
Email:-heathrowworkers@protonmail.com

Twitter:-@heathrowworkers

Facebook:-Heathrow Workers Power

Call or text:-07340 082667

[1]https://heathrowworkerspower.wordpress.com/2020/11/27/heathrow-workers-newsletter-no-1/
[2] https://www.theguardian.com/world/2021/jan/01/ba-among-airline-firms-paid-millions-to-ferry-in-covid-testing-kits?CMP=Share_iOSApp_Other
[3]https://www.dailymail.co.uk/news/article-9068741/So-THATS-shipping-containers-are.html
[4] https://www.aircargonews.net/airlines/bellyhold-airline/british-airways-asks-for-unitised-freight-to-help-alleviate-heathrow-congestion/
[5] https://angryworkersworld.wordpress.com/2020/06/22/crisis-in-the-air-where-are-the-workers-voices/
[6] https://heathrowworkerspower.wordpress.com/2020/12/13/heathrow-workers-newsletter-no-2/

STAFF HIT WITH NEW TRAVEL COSTS

Robert Barnstone

Campaign Coordinator, Stop Heathrow Expansion

On the evening of Friday 18th December, I was changing buses at Heathrow Central Bus Station – heading home on a U3 to West Drayton.

Eleven Heathrow staff boarded the bus at the same time as me, but all alighted at the Pinglestone Close bus stop, north of Heathrow on Bath Road. They all walked into the staff car park, no doubt to get their car and go home after their shift.

Whilst I paid for my journey, heading slightly further afield, the Heathrow staff did not as their journey was entirely within the Heathrow Free Travel Zone, which allows for free-flowing travel on dozens of local bus services that serve the airport and its surrounding roads – the scheme includes airport passengers, local residents and Heathrow staff.

From 1st January 2021, Heathrow will begin abolishing the Heathrow Free Travel Zone, meaning that full fares apply – £1.50 for a single journey on Transport for London routes – £3 per day for those staff members on my bus. As of 23rd December, routes that will begin charging from 1st January have not been announced.

In mid-November, Heathrow withdrew sales of the Heathrow Travelcard – another staff discount scheme from a range of destinations in counties near to Heathrow, as well as slightly further afield. Free staff travel on the airport’s premium Heathrow Express rail service will end on 30 June 2021.

The abolition of these schemes means staff will have to fork out on additional travel costs where they did not previously. Is it right that hard-pressed Heathrow staff should be forced into coughing up this extra cash just to get to work? This, of course, is in addition to the ‘fire and rehire’ schemes where staff will experience a significant reduction in pay and conditions. After what has been an unprecedented bad year, is this really what staff deserve as we enter 2021?

Meanwhile, Heathrow announced it would be introducing a vehicle access charge for those entering the terminal areas. The airport will be consulting on the precise arrangements in the near future. The new levy could entice more passengers to make their journey on public transport, which would be to the benefit of the local environment and air quality – something Heathrow claims it is committed to.

Heathrow should put its money where its mouth is and use the funds generated by this new charge to reinstate funding for the public transport schemes it is abolishing.

Stop Heathrow Expansion is campaigning to get less staff using cars to get to work and onto public transport for their entire journey, thus cleaning up our poor local air quality in areas around the airport. So, it seems a backward step to force staff to cough up extra cash to use public transport when the airport still wishes to disincentivise car use, as it must.

Peru: Air traffic controllers hold three-day strike over COVID-19 safety

Air traffic controllers across Peru began a 72-hour strike December 22. The Unified Air Traffic Controllers Syndicate (Sucta) called the strike to press controllers’ demands for greater safety measures to prevent or reduce the spread of COVID-19.

The Labor and Employment Promotion Ministry declared the strike “inappropriate” because it “does not conform to the law.” The Peruvian Airports and Commercial Aviation Corporation (Corpac) claimed that it had instituted contingency plans to guarantee normal operation, but some delays and cancellations were reported. A Corpac statement asserted that its anti–COVID-19 measures are already sufficient.

The controllers are calling for a private transportation service to be used to ferry them from their homes to airport control centers as well as more testing for operational personnel. Other demands include break rooms and more spaces to rest during night shifts. The rest areas would be altered to accommodate one person instead of two, as is currently the case.

https://www.wsws.org/en/articles/2020/12/29/wrkr-d29.html

India: Air India pilots warn of ‘industrial action’ over wage cut

Disinvestment-bound Air India’s pilot unions have rejected the paltry five per cent rollback in their salary cuts and warned of “industrial action” if there is no “substantial” reversal in their paycuts.

In a joint letter to Air India Chairman and Managing Director Rajiv Bansal on Thursday, the Indian Pilots’ Guild (IPG) and the Indian Commercial Pilots Association (ICPA) said, “(The) pittance in the form of a five per cent decrease in the current wage cut is an outright insult, its sting magnified in light of our unwavering support and trust in this company.”

In April, Air India had reduced its pilots’ salary by up to 70 per cent to partially offset the impact of the coronavirus pandemic on its finances.

“We have given the management every benefit of doubt as well as ample time to redress the issue of disproportionate paycut for pilots of Air India and its subsidiaries so there is no point left in mincing words.

“If we do not see a timely substantial reduction in this disproportionate paycut, we will be forced to seek justice through harsher means including ‘Industrial Action’,” the two unions said.

In the letter, the unions said, “We do not accept this paltry five per cent rollback in illegal paycut and you may advise the concerned to donate this five per cent towards funds for building the Parliament or PM-CARES (Fund).”

Right now, the “disproportionate unilateral” paycut imposed on pilots in the name of COVID-19 amounts to a gross reduction of the pilots’ rightful wages from April, the letter said.

It added, “This cut has been carefully worded to slash our wages by more than half while insulating top management from any meaningful austerity contribution such as a fair percentage cut on gross emoluments which spreads the burden fairly.”

Stating that the pilots have been been patient and shown a lot of restraint to ensure smooth flight operations and have gone above and beyond during this pandemic, the letter said. “In spite of 171 pilots testing COVID-19-positive, operations continue to run smoothly even in the face of a resurgence of an even deadlier strain of COVID-19.”

It also said that while the parliamentarians themselves have taken a cut of 30 per cent on gross emoluments and refused to take a higher cut, it is egregious for pilots “to continue tolerating this arbitrary massive paycut of 55 per cent on our gross emoluments”.

In a letter to Civil Aviation Minister Hardeep Singh Puri last month, the unions had said that while other airlines have restored the wages, Air India group pilots continue to get reduced salaries, up to 70 per cent lower than normal wages.

Shetlands: Strike of air traffic controllers

The control tower at Sumburgh Airport.

AIR traffic controllers at airports in the Highlands and Islands are to take industrial action over plans to centralise air traffic control in Inverness.

Action will commence on 4 and 5 January, and it will initially consist of the withdrawal of any work relating to airport operator HIAL’s remote towers plan and the closure of local air traffic facilities.

The action will involve members of the Prospect union.

Around four in five Prospect members working as air traffic staff for HIAL said in a recent ballot that they would take part in industrial action short of a strike.

Around two thirds said they would take part in strike action.

Locally the controversial plans mean that air traffic controllers at Sumburgh would be asked to relocate to Inverness, with services carried out remotely.

Remote aviation services would also be in place in Dundee, Inverness, Kirkwall and Stornoway.

The remote tower programme has also endured fierce criticism from local authorities and politicians, with the loss of local jobs a key factor.

Due to the ongoing pandemic Prospect members have decided not to take either strike action or action short of a strike, which would cause disruption to travellers or local economies.

The ballot does gives Prospect a mandate to take further action, however, including strike action at a later date.

Prospect negotiator David Avery said: “Prospect have presented a raft of evidence against remote towers, including an independent report into its viability but HIAL are pressing on regardless.

“Our members are not against change but this is the wrong plan and at a time when aviation is being decimated by the pandemic there are better things to spend taxpayers’ money on.

“Our members, working in safety critical roles, are being asked to give their time to develop a project which they don’t want, which is reduces safety, which will remove substantial money from local economies, and will make them redundant.

“Withdrawing cooperation from this project is the best way for our members to take industrial action without further impacting the communities they serve.

“HIAL and the Scottish Government have the opportunity to think again, cancel this harmful project and come up with an acceptable way to modernise services.”

A HIAL spokesperson said in response: “The fundamental purpose of any air traffic control operation is safety.

“New technology is improving the resilience of air traffic management systems around the world and we are acting now to modernise our operations to ensure they are safe and sustainable for decades to come. If we do not, we cannot guarantee services in the future.

“HIAL operates in highly regulated environment and the Civil Aviation Authority, as industry regulator, would not permit any development which compromised safety.

“This investment in a new operating model is absolutely critical to a viable future for our network and the lifeline transport services and communities that rely upon them. The current pandemic has underlined the critical role of HIAL’s airports in connecting our communities, but is has also highlighted the fragility and lack of resilience in our current air traffic delivery model.

“HIAL operates a no-compulsory redundancy policy, yet Prospect continue to sensationalise the situation claiming that 50 staff will be made redundant. This is simply not the case. We have also offered an evidence-led rebuttal of the inaccuracies in the Prospect report, and we are disappointed that this has not been recognised.

“We absolutely understand the personal impact on those affected. Our first facilitated meeting with Prospect and ACAS took place on 16 December. We will continue dialogue with Prospect and have meetings scheduled in the new year to review and agree various policies to support our air traffic colleagues during this transition.

“Prospect has advised that it is limiting its action at this time. However, any future industrial action of any kind will directly affect our passengers, as well as the communities we serve and our airlines, both already significantly impacted by the ongoing Covid-19 pandemic.”

A spokesperson for HIAL previously said that the remote technology will “help deliver sustainable aviation connectivity and deliver a flexible, resilient air traffic service that will be highly adaptable as we ensure our airports are fit for the future”.

The company said the plans will “modernise the way airspace is managed and, importantly, deliver safe and secure air navigation now and in the future”.

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AIR traffic controllers at airports in the Highlands and Islands are to take industrial action over plans to centralise air traffic control in Inverness.

Action will commence on 4 and 5 January, and it will initially consist of the withdrawal of any work relating to airport operator HIAL’s remote towers plan and the closure of local air traffic facilities.

The action will involve members of the Prospect union.

Around four in five Prospect members working as air traffic staff for HIAL said in a recent ballot that they would take part in industrial action short of a strike.

Around two thirds said they would take part in strike action.

Locally the controversial plans mean that air traffic controllers at Sumburgh would be asked to relocate to Inverness, with services carried out remotely.

Remote aviation services would also be in place in Dundee, Inverness, Kirkwall and Stornoway.

The remote tower programme has also endured fierce criticism from local authorities and politicians, with the loss of local jobs a key factor.

Due to the ongoing pandemic Prospect members have decided not to take either strike action or action short of a strike, which would cause disruption to travellers or local economies.

The ballot does gives Prospect a mandate to take further action, however, including strike action at a later date.

Prospect negotiator David Avery said: “Prospect have presented a raft of evidence against remote towers, including an independent report into its viability but HIAL are pressing on regardless.

“Our members are not against change but this is the wrong plan and at a time when aviation is being decimated by the pandemic there are better things to spend taxpayers’ money on.

“Our members, working in safety critical roles, are being asked to give their time to develop a project which they don’t want, which is reduces safety, which will remove substantial money from local economies, and will make them redundant.

“Withdrawing cooperation from this project is the best way for our members to take industrial action without further impacting the communities they serve.

“HIAL and the Scottish Government have the opportunity to think again, cancel this harmful project and come up with an acceptable way to modernise services.”

A HIAL spokesperson said in response: “The fundamental purpose of any air traffic control operation is safety.

“New technology is improving the resilience of air traffic management systems around the world and we are acting now to modernise our operations to ensure they are safe and sustainable for decades to come. If we do not, we cannot guarantee services in the future.

“HIAL operates in highly regulated environment and the Civil Aviation Authority, as industry regulator, would not permit any development which compromised safety.

“This investment in a new operating model is absolutely critical to a viable future for our network and the lifeline transport services and communities that rely upon them. The current pandemic has underlined the critical role of HIAL’s airports in connecting our communities, but is has also highlighted the fragility and lack of resilience in our current air traffic delivery model.

“HIAL operates a no-compulsory redundancy policy, yet Prospect continue to sensationalise the situation claiming that 50 staff will be made redundant. This is simply not the case. We have also offered an evidence-led rebuttal of the inaccuracies in the Prospect report, and we are disappointed that this has not been recognised.

“We absolutely understand the personal impact on those affected. Our first facilitated meeting with Prospect and ACAS took place on 16 December. We will continue dialogue with Prospect and have meetings scheduled in the new year to review and agree various policies to support our air traffic colleagues during this transition.

“Prospect has advised that it is limiting its action at this time. However, any future industrial action of any kind will directly affect our passengers, as well as the communities we serve and our airlines, both already significantly impacted by the ongoing Covid-19 pandemic.”

A spokesperson for HIAL previously said that the remote technology will “help deliver sustainable aviation connectivity and deliver a flexible, resilient air traffic service that will be highly adaptable as we ensure our airports are fit for the future”.

The company said the plans will “modernise the way airspace is managed and, importantly, deliver safe and secure air navigation now and in the future”.

Heathrow Strike Report – Day 2

“We’re all going through the same. We should all walk out. Everyone in Unite. All over the airport.”  – Heathrow striker. 

On 14th December Heathrow Airport Limited (HAL) workers had the second of their four scheduled strikes against the companies forced changes to their contracts. On the day, we went along to support the strikers on the picket lines, to speak with workers at transit hubs and have a look at what was going on at the car protest congregating at Bedfont Football Club. 

Workers talked to us about HAL’s assertion that a large chunk of the workforce on the newer contracts were actually getting a pay rise under the proposed changes. They told us that the ‘pay rise’ would be short-term because while they would get more pay at the start, the annual increments they used to get would be cut. Many workers on the newer contracts (around 60% of the total workforce) still voted to strike because they worked out that in the medium term, they would actually be losing money, as they would be stuck on the same rates of pay. They voted to strike because they could see through this sleight of hand and voted to strike even though they were getting an “increase.” We also spoke to striking workers that voted to strike although they were getting a “pay rise” now, because it was being paid for by robbing their workmates. We need to be prepared for these tactics. This is textbook stuff. We need to learn from these experiences and remember them for the future. Bosses will always rob us while insisting they are doing us a favour and do anything they can to undermine our bargaining power. 

Airside Safety workers talked about HAL training up other workers, probably management, to do the basics of their jobs and undermine the strike as part of their contingency plans. There are in total around 60 workers in the department on each shift. If all of these workers, responsible for clearing the runways from spillages and debris, would walk out, the airport operation would stop. As well as management training scabs, the problem is that as many as half of the workers in their department are not in Unite. The rest are in Prospect and PCS. Too many unions, not enough unity. Although these unions did apparently ballot their members, they failed to vote to strike. They also mentioned that their job of clearing the runway has become increasingly dangerous, as at least until recently there was less and less time between flights. If workers were better organised, could even their partial absence be an opportunity for other workers to refuse to work on health and safety grounds? Many other ways of stopping work due to H&S situations like this, could be open to a workforce that is prepared and ready to take meaningful industrial action. 

A big issue within the dispute is the removal of the abatement clauses in staffs contracts. This clause stated that if HAL made a worker above a certain age redundant the company would have to pay out their pension early. This was good protection against unnecessary redundancies. Workers suspicions have now been proved correct as now the new contracts have been imposed, without the abatement clauses, HAL is beginning make staff redundant they probably wouldn’t have with the clause still in place. 

A striking worker we spoke to was frustrated at how long the dispute has dragged on before they have been able to strike. And like ourselves, wonders what should/could have been done in the lead up to the strike ballot. The striker said the companies intentions were clear at the start, “they knew what they wanted to do.” But unions are constrained by appearing reasonable at the negotiating table and jumping through the legal hoops required to get to industrial action. What other forms of direct action could be deployed, to apply pressure sooner in our disputes? 

A rep we spoke to talked about how the pandemic has effected their ability to organise and communicate with the members. He said that although they couldn’t get together in large groups, in person, he said they probably managed to get more in one place than they would otherwise have been able to via Zoom. He did say that there is a drop in the quality of the meeting but it was good to have so many staff “connected.” Communication is key in these disputes. Online meetings may be a helpful tool for us in the future, but they also have major drawbacks. More than one worker we spoke to talked about feeling isolated when the decision of whether to sign the new contract or not, presented itself. They were advised not to sign, but it is an extremely tough call to make when you are unsure what everyone else is doing. Mass, in person, meetings are possibly irreplaceable for this. Physically being present when all your fellow workers openly commit to an action, is a lot more reassuring than hearsay or assertions on Teams. If the pandemic lingers on we’re going to have to think of solutions. And we shouldn’t just leave it to the reps and union leadership to figure out. Workers need to talk, plan and strategise if we’re going to achieve our aims. 

We had an interesting conversation with a Terminals Security worker at Central Bus Station. Terminals Security did not vote to strike. This worker was furious his fellow workers didn’t vote to strike. He said this would have made the strike so much more successful. He will be losing £5000 and couldn’t explain why his department didn’t vote to strike. This contradicted what we’d heard the previous week when a rep told us that Terminal Security staff had actually been given a pay uplift.He felt disappointed that workers didn’t stick together more. He said some people just haven’t got the guts for it. But also said some workers talk about being let down by the union in the past. We spoke about unions not doing themselves any favours sometimes and he blamed this on the leadership. He said they don’t listen to the reps on the ground and just go off and do their own thing. We heard at the previous strike (1st Dec) that Terminals Security were given a better deal than other departments, but this worker wasn’t aware of it. A Campus Security worker on the pickets suggested that Terminals Security didn’t vote to strike because there is far more new starters that aren’t as adversely effected as longer serving staff. 

Whatever the reason, the absence of Terminals Security and many other workers from the strike is a big problem. We spoke to contractors at the Bus station (Menzies and others) that didn’t even know a strike was happening. “What strike, everyone is working…..” The flight schedules in the morning of the strike recorded no disruptions to takeoffs or landings. Other media sources also declared no disruption at the airport. A rep we spoke to says this was partly due to Heathrow rearranging flights when the strikes were announced, so as to avoid cancelled flights on the boards. However much disruption the strike did cause, it appears clear that it needs to be a great deal more. 

Everyone we spoke to was aware that BA Cargo had voted to strike and set dates over the Christmas period. Everyone was also keen to find ways of linking the struggles up. They sympathised heavily with the Cargo workers stating they were aware of extra work they were taking on recently, operating the bridges that used to be done by the turn-around crews. They also appreciated that, like themselves, they were being treated with utter contempt and disrespect. Workers also liked the idea of a solidarity action to support the Rolls-Royce workers at Barnoldswick. There is sites around Heathrow that could be targeted. 

We would also ask how do we make sure these acts of solidarity aren’t just symbolic. That they aren’t just protests that powerful folk can easily ignore. The car protest on the 14th Dec being a prime example of a symbolic, easily ignorable action. Speeches from MPs and calls on government for help can’t be the solution. Workers planning and carrying out actions that really make the bosses sweat, is the only thing that has ever achieved meaningful positive change. And it’s the only thing likely to get us out of these constant defensive battles and onto the front foot. We’ve heard, in a great many disputes recently, union officials saying that “we’re hoping the company bosses, come to their senses, and do the right thing…” As if we are dealing with decent moral humans, that just need to realise they aren’t being “fair.” We are not. We are dealing with companies that seek to maximise profits and market share above everything. Remaining aware of this will enable us to focus more clearly on the type of tactics and strategies that will help us achieve our goals. If we ever wish to have the dignity and respect that comes from controlling our daily lives, we will need start by controlling and changing the way we struggle. Heathrow Workers Power is creating a space where the discussions necessary to make this change can happen. If you like where we’re coming from and want get involved, get in touch. 

Email

heathrowworkers@protonmail.com

Twitter

@heathrowworkers

Facebook page

Heathrow Workers Power

Call or Text

07340 082667

Heathrow Strike Report – Day 1

“Did you see the HAL lot out Monday? It’s out of order what the company is doing to them. Totally support them. I was called off another job to go over to central and cover in case of emergencies.”
Heathrow contractor.

“I’ve seen communities torn apart when their industries are destroyed overnight. I don’t think people around here realise what’s coming down the tracks, unless we start getting our act together.”
Heathrow worker from South Wales.

On the 1st December, Heathrow Airport Limited (HAL) staff took part in the first of four strikes against the company’s attacks on their pay and conditions. It was great to see workers, in these tough times, in the middle of a pandemic that has hit their industry so severely, willing to stand up to their bosses, take a further hit to their pay packet, and muster the bravery required to go on strike.

It was also heartening to hear some of the reasons they gave. One striker said, “As well as protecting our pay, we’re doing this to try and set an example to the youngsters coming through. They need to see that you don’t just roll over when the company attacks your contract….” Another said, “When the airport sneezes everywhere else catches a cold. Heathrow sets a benchmark for pay and terms and conditions. We have to try and maintain a high standard for workers elsewhere as well….” This is a good example of the sense of purpose and the common good, that often ends up getting people out on strike. We aren’t all the greedy, calculating, money grubbers our bosses would like us to be. Most of us are decent individuals concerned about our wider community. One worker talked about the history of the last strike, which was carried out by engineers to protect the apprenticeship scheme in 1976. A strike with a long-term vision of how to protect their jobs and keep them skilled that has paid off in the long-run. The scheme still exists.

During the 45-day negotiation that followed HAL’s proposed “fire and rehire” program, the company kept moving the goalposts and weren’t budging, even though the union put forward four of their own cost-cutting counter-proposals. In doing so, the union can say, ‘look at us, we’re the reasonable ones here.” This has become commonplace at a time when the right-wing press is so powerful and the unions so demonised that this kind of PR is supposedly necessary to temper it. We would question this approach more generally. The union itself has said that the company is using the pandemic to push through changes that they’ve always intended to make. This is quite clear if we look at the company’s past actions when they’ve tried to make cuts and divide the workforce – all when profits kept on increasing. In the end, we think the union’s counter-proposals to co-manage the cuts have more negative effects than positive ones: the negotiations drag on for longer, the union are seen as co-managers of cuts to T&Cs, the right-wing press will always hate strikers and unions regardless of their attempts to appear like ‘reasonable’ partners at the negotiating table, and the end result is the same anyway.

Strike action has not stopped the imposition of the new contracts (the first strike was held on the 1st December as a symbolic gesture because this was the day the new contracts came into force). In this sense then, the strike has already come too late. The union has to stick to their recognition agreement and jump through all the hoops contained in it to avert a strike, which is why the whole thing takes such a long time. In this situation, the union’s strategy is often to try and use the individual grievance procedure. This is a way to voice their discontent at the same time as overwhelming the HR capacities of the company. However, in this instance, HAL would not recognise the staff’s individual grievances against the imposition of contract changes, insisting instead that it was a collective matter to be dealt with through the union.

It has taken Unite five months to organise a consultative ballot and then a strike ballot, which isn’t too bad in relative terms (no other unions at the airport have even managed this, although for some like PCS, they didn’t get enough support from workers to go ahead). The strike ballot had a 85% return in favour of strike action, which is a swinging mandate. British Airways Cargo staff, also with Unite, balloted much later, so their strikes won’t coincide. Another missed opportunity. A further setback occurred when HAL offered Terminals Security staff, a department with a large chunk of the workforce in it, and whose strike participation really could have shut the airport down, a 5-7% pay increase in an attempt to make sure they didn’t vote to strike. They succeeded. This is an extremely common company tactic to divide workers. This was possibly aided by the fact that, legally, airport security departments have to return a higher amount of votes for them to be allowed to go on strike. The fact that different departments vote to strike as a department, rather than a larger collective bargaining unit, would also be in the recognition agreement, and severely limits the ability of workers to act collectively.

It’s unclear exactly how much disruption the strike caused to the operation at Heathrow. Since the strike, we have spoken with contractors that were called into Heathrow to cover the striking workers. HAL said they had contingency plans in place and this was surely part of it. The contractors are sympathetic to the HAL staff but are not unionised and would be worried about being disciplined if they refused to scab. Given the opportunity, workers could come up with creative solutions to this issue in the short term, but don’t we also need a long-term strategy for how we go about building the kind of unity amongst workers required to make strikes effective?

The problem was highlighted at the pickets themselves. One of the three pickets had reps that were confident in speaking with supporters that arrived to wish them well and ask them questions. The other pickets did not, and one was actively hostile to people coming to offer support. We can only assume that workers on the pickets had been given instructions by the union to not speak with bystanders, to only allow senior reps to talk, or to divert people to the press office. This shows a serious lack of confidence in the union for its members and also for its campaign. What are they worried their members will say, exactly? And why do they think their campaign is so fragile that a conversation at a picket line could in some way derail it?

The pickets also appeared to suffer from issues imposed by the current laws surrounding industrial action. Pickets are to have no more than 6 workers at a time. Looking at the HAL pickets on Dec 1st, with only 6 workers penned off from supporters by steel fences, it was hard not to see them as a bit gloomy. This is also transparently the reason the laws have been written the way they have. There must be ways round this. Around the time of the last BA cabin crew strikes, even though the strikes were still unfortunately largely symbolic, at least the pickets were quite a spectacle. Well attended, extremely noisy, homemade flags, banners, music and dancing. Not sure if these were registered as demonstrations or pickets but there were certainly more than six people there and were all the better for it.

Unite staged a photo opportunity outside the Heathrow Unite offices at which they unveiled a mobile billboard depicting HAL CEO John Holland-Kaye as the grinch. The attendees were mainly press, senior shop stewards and an MP. There was hardly any striking rank-and-file workers present. One woman, whose husband was on strike, was very critical of the union’s strategy, which she called ‘uncoordinated’, and thought more workers from across the airport should be out on strike at the same time. “Where are the workers?”, she complained, to nobody in particular. “And why aren’t unions working together?” She also berated the union for investing all their energies in the media campaign. Union campaigns today do indeed appear to place far too much emphasis on PR – for rather scant media coverage at best, which is not surprising, because it’s not terribly exciting. Photo opportunities and appeals to government are the main levers of the campaign, in place of the main thing that normally “wins” battles like these: mass worker participation in the planning of, and carrying out of, strikes, protests, blockades, sit-ins, marches on the boss etc.

A question workers should also be grappling with is what would/should “winning” look like? At times, not just at Heathrow but everywhere, it seems as though workers are, at best, just managing our own decline. Decline in pay, conditions, skills, control. The pattern regularly goes as follows: bosses make an attack on some aspect of our workplaces; for those lucky enough to work somewhere with a union, the union and some workers make some kind of fuss to show they’re not happy, and then the bosses make a concession that they were probably always more than prepared to make in the first place. And so it goes, from workplace to workplace, up and down the country and across much of the world. Companies are at war with their workers, but the lack of an effective and substantive counter-strategy is glaringly obvious.

We’re not saying that there aren’t any acts of resistance happening in various forms, but that there are still far too few unified and coordinated rank-and-file responses to common problems. Heathrow is chock full of workers faced with similar, if not exactly the same problems. There are countless opportunities for workers to collaborate across unions, companies and professions, yet it rarely happens. Why are workers and their unions so reluctant to work together these days? You would think that the legal barriers in place that are designed to curb workers’ power would force us to try alternative ways of getting around them. The answer is obviously complex and not reducible to this or that workplace or union.

This begs the question: Is the workforce nowadays too divided for unions to have any real teeth? If so, where does this leave us? It will be interesting to see how what has been labelled the new ‘winter of discontent’ will play out in the next few months. There are impending strikes by BT, Rolls Royce, BA and Eddie Stobart. While strikes might be on the increase, this alone won’t be a good indicator of an uptick in workers’ confidence and power. This is why we want to take a closer look at the content of these strikes. How are they being organised? How are workers’ voices and decision-making a part of it? Are there promising tendencies where workers are more in control of their own struggle? If anyone has any insights to share on any upcoming struggle in this regard, please share it. Not to undermine the struggles, but to provide an honest assessment of the situation and where we need to improve. We can be sure that as long as strikes remain hollow shells, as long as they remain isolated within their own companies or departments, and if most workers remain spectators rather than participants in the running of these strikes, the chances of them improving the general situation for the working class is slim.

Any strike to defend our conditions is necessary. If we can manage to control our own struggles, we can ask the question, who controls society. Key workers have managed to pull society through the pandemic – the supermarket shelves were refilled, the sick were cared for, the water and heating kept running. We survived a ‘natural calamity’ and now we are supposed to suffer from a ‘man-made’ one: a crisis in the form of pay and job cuts. How to handle the fallout from this pandemic should be the decision of the workers and the communities affected, not handfuls of rich managers and shareholders. If we took control of our workplaces and the technology and infrastructure that keeps them running, we would make better use of them. We could abolish bullshit jobs and all work much less. We could finally re-organise society in the interest of everyone and future generations. The struggle at Heathrow seems far away from this goal, but it is a small step forward. In the meantime we should say no to job and pay cuts and yes to a reduction of working hours, at the same rate of wages.

Unite’s campaign strategy is that the December strikes are here to show HAL that they have a disgruntled workforce that will be fighting for their pay and benefits back when more planes are in the air and their bargaining position has improved. The anger and momentum will need to be sustained until the aviation situation improves. Something that is tricky to do when there is no immediate impact of the union’s current actions. So where should this momentum come from? We’re interested in finding out how fellow Heathrow workers are supporting these efforts. We want to think about the possibilities of linking this dispute up with other struggles in aviation and beyond. If efforts could be pooled and workers united in greater numbers to resist against the bosses attacks, would we have to wait until more planes are taking off before we “really” start fighting back? We hope our independent Heathrow Workers’ Power newsletter can be a space to think about these kinds of questions. We welcome your contributions! The next three strikes are scheduled for December 14th, 17th and 18th. Up the workers, and see you on the picket lines!

To get involved with our group, share comments, reports and updates, get in contact:-

Email
heathrowworkers@protonmail.com

Twitter
@heathrowworkers

Facebook page
Heathrow Workers Power

Call or Text
07340 082667

And check out our latest newsletter @
https://heathrowworkerspower.wordpress.com/2020/11/27/heathrow-workers-newsletter-no-1/

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