1. Background
Unite the Union LE1267, the recognised union for staff at the International Transport Workers’ Federation (ITF), is publishing a strike vote notice.
This advisory is being shared due to the fact that individual staff members have been threatened with discipline for discussing ITF management’s restructuring proposals, which would reduce London headquarters staff by 25% in 2025.
Earlier this month, three staff members were threatened with the possibility of disciplinary action for informing colleagues from other global unions that the uncertainty created by the current restructuring process leaves them unable to commit to plans further into the future.
ITF staff can now refer interested parties to this advisory and direct inquiries for further information to the ITF Staff Union (contact[at]itfstaffunion.org).
We appreciate any effort to convey to ITF management that you support our call for a more collaborative approach that addresses staff concerns around financial transparency, due process, and providing sufficient time to allow for genuine consultation to take place, in which every effort will be made to avoid the need for compulsory redundancies.
2. ITF Staff View on Restructuring Proposals
If implemented, the severe cuts proposed by ITF management would be deeply destructive and incredibly uneven.
As staff we are obviously concerned about our jobs being at risk. But there is much more at stake. The cuts being proposed endanger the crucial trade union work we have dedicated years of our lives to supporting.
After affiliates approved an ambitious vision at our October 2024 Congress in Marrakesh, entire teams responsible for delivering this workplan would be decimated by cuts of half or even two-thirds. Some teams would be reduced to a single person. Over 30 roles would be eliminated.
These roles are necessary to deliver the work affiliates asked us to do through ITF’s democratic governance structures. As a result the proposed cuts put the Congress Vision in jeopardy.
There are also serious concerns that the proposed downsizing will magnify existing inequalities at the ITF. The restructuring effectively provides immunity to management roles (which are male-dominated), while downgrading pay and intensifying work in roles where there is a higher concentration of women.
In addition, ITF management is proposing to add a new senior management role for internal operations, which is typically the responsibility of an Assistant General Secretary. How can this expansion of senior management be justified?
Management says staff cuts in London are urgently needed to address a financial deficit, while simultaneously saying additional resources will be allocated to “strengthen regions”. Where are these additional resources coming from? And where do existing regional staff fit in this picture?
Like in London, Asia Pacific regional staff are undergoing restructuring, and have received letters saying their jobs are at risk. The salaries and conditions of all regional staff are being changed, yet the right of regional staff to collective negotiation is being denied. This right is protected in the ITF Constitution.
3. Challenging ITF Management’s Narrative
ITF management will likely say that this is all speculation, that restructuring is subject to formal consultation, and that no decisions have been made.
Unfortunately, this view is not shared by ITF staff. There is little possibility of genuine consultation in such a short window of time, when management says the formal consultation process will conclude before the end of July. This is particularly true when necessary information is still missing and internal policies are not being followed.
1. Lack of financial transparency: ITF management have refused to provide the financial disclosure requested by the union, which is now the subject of a formal complaint to the UK government. Cutting staff should be a last resort. We do not believe that all the alternatives have been fully explored, particularly when there are well-known examples of wasteful spending and poor financial management.
2. Lack of due process: The consultation process has failed to follow the ITF’s own internal policy on restructuring. This is subject to a collective grievance by the staff union requesting that the timeline be paused until this appeal can be heard. Management has so far refused to hear the appeal as required by our internal policy and Collective Bargaining Agreement (CBA).
3. Rushed timeline: The consultation timeline is unrealistic for the scale of changes being proposed. ITF management struggles to follow a 45-day timeline for changes to a small team of four, let alone an organisation-wide restructure affecting 144 in London, plus all staff globally. Over four weeks into the formal consultation, information on the proposed changes is still incomplete and contradictory.
A full day of mediation with the UK government’s ACAS service did not result in real movement on any of the above issues. Until the above issues are addressed, there is no possibility for meaningful consultation to take place.
We are not opposed to change. Strategic planning is essential. However, we are alarmed by how little thought – or understanding of our work – has been put into these proposals. The real goal appears to be fast-tracking a ready-made outcome in time for the next Executive Board meeting in October.
4. Stress and Risks of Victimisation
ITF staff have been put under immense stress as we grapple with the impacts of the staff cuts and restructuring proposals.
The threat of mass redundancies continues to loom over the staff body, including “at risk” of redundancy letters sent to staff after work hours on Friday 6 June.
In a recent poll of staff, over 85% of respondents said that management’s communications had a negative impact on their mental health or wellbeing.
Five of six elected shop stewards have been put “at risk” of redundancy, with the one exception being the shop steward in the Maritime department (which has now been excluded from the restructuring process). Concerns raised about potential victimisation of union representatives have not been addressed.
5. Strike Vote by ITF Staff
Unprecedented times call for unprecedented measures.
For the reasons described above, ITF staff are undertaking a formal ballot for industrial action for the first time in the history of the ITF Staff Union.
As per UK trade union law, this vote is being conducted by postal mail. The ballot period is running from 12 June to 2 July.
The results of the ballot will be announced shortly thereafter and any potential impact on ITF operational activities will be shared in due course.
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