Dear colleagues
“In our conduct to each other we will show courtesy, respect and not address or refer to any individuals in a derogatory or demeaning way.”
Protocols for Engagement agreed between St Mungo’s and unions
By now you probably have some idea of what happened at the meeting between union and management on Tuesday. I would like to give a full account so people can understand where we are. If it’s too long for you, that’s fine – skim-read it or don’t bother at all. But it’s here if you want to know what happened.
We were asked to attend a meeting on the basis of an email from Kerry McCafferty, People Director for St Mungo’s, which said:
“We still want to resolve and carry on talking to find a solution. Is 3pm Tuesday suitable for you?”
For Unite, the meeting was attended by David Oladele and myself – both St Mungo’s workers elected to represent our colleagues – and Steve O’Donnell, Regional Officer employed by Unite.
On the management side were Emma Haddad, CEO, Kerry McCafferty, Director of People and Jonathan Manuel, Director of Finance.
Almost as soon as we had entered the meeting it became clear that there would be no attempt to resolve the dispute, nor any talking aimed at finding a solution. We had barely sat down before Emma launched into an enraged rant, telling us what she thought was wrong with our communications with our members.
I don’t think I have ever been dishonest in a communication with members, but there was an inaccuracy in one email which I will explain further on. It wasn’t deliberate. The idea that it might have been an accidental error did not seem acceptable to Emma, and she became visibly angrier, raising her voice and ranting about lies in our communications.
As she went on to talk about the appointment of her former colleague from the Home Office, Emma’s rage became even more marked. She said that we had treated her terribly when she arrived and were doing the same to Sean.
All of this seemed a bit strange. It is not unusual for there to be disagreements between management and unions, but it is normally accepted that each side is entitled to its differing opinions. In the words of the protocols of engagement ‘we will listen to and seek to understand each other’s views and perspectives.’ Instead, Emma was still holding a grudge over concerns expressed by workers some months ago, and pouring out invective simply because we hold opinions which differ from hers. Is that an appropriate way for a Chief Executive Officer to behave? But there was worse to come.
Emma’s next gambit was to accuse us of discrimination. We asked for an example of where we had acted in a discriminatory way. Emma couldn’t provide one. ‘OK, let’s leave out discrimination,’ she said, without showing any concern about the unfounded accusation she had made. If you know that discriminating against someone based on a protected characteristic is wrong, doesn’t it follow that allegations of discrimination are a serious matter, not to be thrown around just because you’re in a bad mood?
Do not … maliciously spread gossip about colleagues, managers or clients.
St Mungo’s Code of Conduct
It was still getting worse as Emma went on to reveal highly confidential information about an employee who was not present. It was information which we did not need to know and which had no relevance to the purpose of our meeting – and it was a type of information defined as ‘sensitive personal data’ under the General Data Protection Regulations. It should not have been mentioned.
So far, nothing had been said which related to the stated purpose of the meeting. Emma now turned to Jonathan Manuel, who gave a brief recap of data discussed at our previous meeting on 12 June. At least now we were discussing something related to the subject at hand. As before, we were told that St Mungo’s financial position had become weaker but were not given an explanation as to how this had happened. It’s difficult to make sense of the data as the management accounts are still secret. The reason why they are secret is also a secret.
Do … · Behave politely, respectfully, reasonably and professionally to all people that you come into contact with in the course of your work.
St Mungo’s Code of Conduct
Emma followed on from Jonathan, saying St Mungo’s workers regularly approach her with concerns that she will reach an agreement with Unite and that this will cause financial difficulties for St Mungo’s. I suggested that slashing real wages was not the only way to control costs, and that St Mungo’s needs stronger financial governance generally.
“Good, get that off your chest if it helps. It’s all absolute crap,” said Emma.
St Mungo’s Director of People Kerry McCafferty, sitting next to Emma, said nothing. Likewise Finance Director Jonathan Manuel. I hope they were both ashamed of the conduct of their CEO, but neither of them was willing to say so.
In my view, Kerry McCafferty should have ended the meeting at this point prior to offering Emma an explanation of basic conduct expectations, as would be appropriate for any employee who behaved in this way. Instead, it was left to Steve O’Donnell, our Unite officer, to stop the immediate bullying by bringing the meeting to an end. It had lasted 25 minutes.
Do not …
· Abuse your authority in relation to a colleague, client or applicant for St Mungo’s services.
Do …
· Report to your line manager or another appropriate manager any suspicion of misconduct by other members of staff, volunteers or students.
St Mungo’s Code of Conduct
Kerry’s line manager is, I believe, Emma. I hope Kerry will report Emma’s conduct to the Board of Trustees. I would like to do so myself, but as you may be aware, the Board has refused any direct communication with me.
My email of 16 June
I sent an email to members which included a Q&A about the talks we had held with management earlier that week. The email said that management had not made an offer to the union. In fact, management started off with an offer of a small addition to the NJC pay rise for the year 2021/22. It was not a consolidated offer, but an offer of an increase for that year only. They offered us a pay increase which would start on 1/4/21 and end on 31/3/22. We pointed out that this was not serious and there followed a discussion of possible consolidated increases. These did not include commitment on either side, with the management side stating that the approval of the Board of Trustees would be needed.
To be strictly accurate, I should have said that the management side did make an offer, although all the serious discussion took place after that offer had been rejected. I’m happy to set that straight.
Best wishes
Jacob
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