EQUAL OPPORTUNITIES

There is nothing more basic than toilet facilities. However, toilet and sanitary facilities for the increasing number of women now employed in the transport sector has, in some cases, been neglected. For some women members, this is a real issue. At the special women’s conference last year, members heard stories of women bus drivers not having access to toilet facilities when on journeys lasting up to five and a half to 6 hours, of men’s toilets having to be used and of women’s toilets being locked. The issue was the subject of debate at this year’s Annual General Meeting, where it was decided to ask employers to review provision of toilet facilities for women. All companies have been written to and responses have been received. Some employers say there are no problems and others that they are willing to review provision. What do you think? Our full time officers have been asked to pursue the issue with the companies. If you believe there is a problem in the company you work for, whether because of poor facilities or indeed their absence, contact your Regional organiser. If there is a problem, he needs to know, so that it can be addressed. Not sure who your regional organiser is? Phone RMT’s freephone Helpline on 0800 3756 3706 and they will tell you. december 2005 :: RMTnews 23 Good news for our lesbian, gay and bisexual members - no longer will hotels be able to refuse accommodation, no longer will doctors strike gay men from their lists, nor will holiday firms be able to refuse bookings. The government had a change of heart when it backed an amendment to the Equality Bill going through Parliament. The amendment will prohibit discrimination on grounds of sexual orientation in the provision of goods, facilities and services. Without this amendment, sexual orientation would have been the only grounds in discrimination legislation that was confined to employment only. The Equality Bill will also establish the new single Commission for Equality and Human Rights (CEHR), create a duty on public authorities to promote equality of opportunity between men and women and prohibit sex discrimination in the exercise of public functions. It will also extend the Regulations on religion or belief to cover discrimination in regard to the provision of goods, services and facilities. Regulations prohibiting discrimination on the grounds of sexual orientation in the workplace back in 2003 excluded benefits available to married couples, the prime example being pension rights. RMT challenged the government in the courts on this point but, unfortunately, was not successful. The government has part way rectified this injustice by the introduction of the Civil Partnership Act. As from December 2005, lesbian and gay couples will be able to register their relationships by means of a civil ceremony. The new legal recognition will give same-sex couples the same legal benefits as heterosexual married couples and the first ceremonies will take place on December 21. A new legal status of ‘civil partner’ will be created and the government expects between 11,000 to 22,000 to have entered into civil partnerships by 2010. Whilst the Act will apply throughout the United Kingdom, there may be slight differences in the way the legislation is applied because of the different legal systems. For our members in Scotland and Northern Ireland, the following websites can be accessed for further information:- www.scotland.gov.uk/Topics/Just ice/Civil/18313/12657 or www.oirni.gov.uk. As in the case of marriage, notice must be given and details from the notice will be available in the register office for public inspection. However, unlike marriage, the details will not include the address of either party. Sadly, this is a reflection of the unacceptable level of homophobia within society. It will be possible after registering, to change surname. To do this, a civil partnership certificate will be accepted as evidence for changing names. This will also apply in respect of the Passport Agency and DVLA. The Employment Equality (Sexual Orientation) Regulations 2003 has been amended so that civil partners and married employees will be treated in the same way. This means that any workplace benefits, terms or conditions of service that are dependant upon marital status, will from December be available to those who have entered into civil partnerships. For tax purposes, civil partners will be treated to the same as married couples, including inheritance tax. Civil partners will now be able to accrue survivor pensions in public service schemes and contracted-out pension schemes from 1988. This means any payment into a contracted-out pension scheme made prior to 1988, will not be taken into account when calculating survivor pensions. Provision is also made in the Act, for dissolution of civil partnerships. The process of dissolution will be court-based and dependant upon demonstrating that the relationship has broken down irretrievably. EQUAL OPPORTUNITIES What are your toilet facilities like? Ending gay discrimination Civil Partnership Ceremonies