§ 34. Mr. Lambieasked the Secretary of State for Employment if he is satisfied that the existing statutory and other machinery is adequate to resolve satisfactorily and justly the Ladbroke dispute and any other similar situations which may occur.
§ 37. Mr. McCartneyasked the Secretary of State for Employment if he will list the representations he has received from 514W all sources with reference to the dispute between Ladbroke (Scotland) Limited and its employees; and if he will make a statement.
§ Mr. BoothI have received representations from my hon. Friends and other Scottish Members and from one member of the public.
A strike of employees of Ladbroke Racing Limited in betting shops in Glasgow and the West of Scotland began on 20th June because of dissatisfaction with the company's pay offers and its method of reviewing salaries. A demand was also made for recognition of the Transport and General Workers' Union. On 27th June all 329 strikers were dismissed and on 30th June the dispute was made official by the union. The company recruited new staff to replace the dismissed employees and refused to reinstate those strikers who applied. A number of the dismissed employees made complaints of unfair dismissal and six test cases were heard by an industrial tribunal last month. The tribunal found the dismissals unfair and recommended reinstatement with compensation. I understand that Ladbroke's has not so far complied with these recommendations or appealed against the tribunal's decision. Meetings are, however, taking place between the union, Ladbrokes and Conciliation officers of the Advisory Conciliation and Arbitration Service.
Under the provisions of the Employment Protection Act, independent trade unions will be able to refer recognition issues to the Advisory Conciliation and Arbitration Service. If the ACAS recommends recognition but the employer refuses to comply, the union would be able to complain to the Central Arbitration Committee and claim a legally enforceable award as to the terms of conditions of the employees involved.
The Employment Protection Act also provides for a social preliminary hearing in a case where an employee who complains of unfair dismissal thinks that the reason for his dismissal was his membership of, or activities in, an independent trade union and he is supported by a certificate signed by an accredited representative of the union. If the tribunal considers that it is likely to find in the employee's favour it can order his reinstatement, re-engagement or suspension on full pay until his complaint has 515W been settled or determined at a tribunal hearing.