I sent this mail to a discussion forum recently. The topic was concerns about the effects of increasing privatisation in healthcare:
I've been doing some union representation recently (they called me out of retirement because of an increase in referrals from the private/independent sector). The first two cases involved people with disabilities which were being ignored by their employers. To make this brief, the problem is that not being `public bodies` these organisations do not have to have a disability equality scheme and, in most cases (the Law Lords ruled last week that it is arguable that where there are `public functions` they do) they don't have to consider the Human Rights Act. Additionally these organisations are burgeoning with managerialism and, for instance, are using heavy handed and intimidating disciplinary proceedings to deal with anyone stepping off the corporate path.
The part answer of course is to keep a closer eye on the `standard level agreements` and the contracts made with their commissioning bodies as they should have to adhere to these. But it's an illustration of the slithy borogroves (I know it should be tothes, Tothy) we get into when we go in this direction.
(Tothes is there because it was addressed to Paul Tovey - http://bsmhtusersmedia.blogspot.com/).
I have yet another currently. A nationally known private socialcare company who are treating one of their workers with draconian disciplinary procedures which lie on the verge of corporate bullying. A public body could not do this. All the indications are it is driven by the organisation's need to look as good as possible for the regulating body OFSTED.
I've been doing some union representation recently (they called me out of retirement because of an increase in referrals from the private/independent sector). The first two cases involved people with disabilities which were being ignored by their employers. To make this brief, the problem is that not being `public bodies` these organisations do not have to have a disability equality scheme and, in most cases (the Law Lords ruled last week that it is arguable that where there are `public functions` they do) they don't have to consider the Human Rights Act. Additionally these organisations are burgeoning with managerialism and, for instance, are using heavy handed and intimidating disciplinary proceedings to deal with anyone stepping off the corporate path.
The part answer of course is to keep a closer eye on the `standard level agreements` and the contracts made with their commissioning bodies as they should have to adhere to these. But it's an illustration of the slithy borogroves (I know it should be tothes, Tothy) we get into when we go in this direction.
(Tothes is there because it was addressed to Paul Tovey - http://bsmhtusersmedia.blogspot.com/).
I have yet another currently. A nationally known private socialcare company who are treating one of their workers with draconian disciplinary procedures which lie on the verge of corporate bullying. A public body could not do this. All the indications are it is driven by the organisation's need to look as good as possible for the regulating body OFSTED.
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