2 10 310 https://nam.maydayrooms.org/files/original/10d703df977f4e4dd4188c5e994dfd49.pdf 3bb7be10c541c4ae9d59bea87848e2ce Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Introduction and Origins Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource From Your Local ARC Unit Now Subject The topic of the resource Promotional booklet. Includes 'The Draft Manifesto' and test making the case for revolutionary change. 8 x A4 pages Description An account of the resource In thi“s period the price :of buildin, g and of land,rocketed;the term &the unacceptable face of capitalism' was coined; the speculator and the developer became the villains in our society and corruption in the Seinely, architectural profession began to break through the thin veneer of ‘creative professionalism' that the RIBA had fostered for so long.In the words of many commentators,it was only the tip of the iceberg". Yet during that time leading members of the profession (some now on the eee Council) were saying such things as; ft 1 is rcidiculousas nonot to developr thene s3ite to its fulle st poteenti eUlevonens there is no point in underdeveloping on valuable enay, oe at es "ThemostsuccessfiEularchIitectsiarethosewh ststearekeOEE5 S and the mechanics of property development". OyRioc Tides daHee acne d : Owen Luder Yes w"ie did wyoork for the spivss(develsolopers) anid when we did weé f terrible hypocites,.... but what could we do". ti HUE BOGE aro architect it hy aE ates ape ® al uilding Design . staoe eae ee oa not officially endorse such views, Bib See 1 rin, ese year hysica 3 7 ee gtheyearsofphysicalandsocialrape,oncecryoutin HFcor thpeoese in thehe movemeenntt,, theesse past years have been the final stra EeayCeneihavewaitedtoseetheputteuaiaiteastinegekeenaen aeweee ayandwewerewillingtoacceptevengradualreform ae 20,08 CORN Geuieiarer of i Sea spirit. We now see that we eet 4f ° regreatest caume in t‘he prrorpertyyboomme. ThTihsis isiswwhe:n th fessiion cou‘ld hain 3 anc last chance for the RIBA thevanguardinenvironmentalethicsandofa? eae sShowed:itstrxzuecharacterandsisdiedWie Tene meae8ee wis i inflation in land and conaenicriGee: ceae aes CEATEIGGE Jin°fat! sae aanin cSoepatbhine omBAensis noe i fy to govern the world of architecture, nor is it aeuaacareMevGyan.he,Caosvaluetosociety.'Theinaeteanene :an, he goesontosay'Theins other hand is alive and well', THE INSTITUE TS NO? DELDMGHe: beets itects belong to i it is ; society. & it and it is the mouthpiecs of architecture in our | Se Aalm ee cs20Ee ESS sae The people living ig these communities are particularly incensed because the profession passed itself off as being socially conscioys. But the tables are turning because of the massive number of redund- ant architects who will soon condemn the RI8A for not building o firm social working base for architecture. Over a thousand architects will be out of work by Christmas and more than 60% of graduates will not. find employment this sumer. These unenployed architects can blame, with some justification, world inflation and recession for their plight, put the main problem is the greedy inflexible character of the profession. And as the redundancies occur who will be hit first? Not the powerful principles who run the big practices and back up the elitism of the RIBA. Tt will be the salaried architects and technicians, the people who do the real work in architects offices. All those soon to be redundant should know that there has never been 2 lack of work. A large pert of our environment is a slum and getting worse. But the RIBA has never taken the trouble to-ferge the professin into.an organiser capable of tackling these problems. The first prerequisite of such capability is thw desire to do something about it; this presupposes a social conscience,. something the RIBA has never hed. For reasons such as greed and aloof- ness the RIBA is incapable of dirtying itself at the level of the problen- The RIBA has no meaning fbr our siciety; 2 society that requires commit— ment to a cause. It has no meaning for architecture students yet it continues to control their destiny. It has meaning to many purely as an enticement to letters after ones name, as a path to commissions or jobs. Soon there will be no jobs left. But useless as it is the RIBA will not relinquish. power voluntarily. The status quo will not easily abdicate in the face of reason said Harold Laski. He was right. A strong architectural revolutionary movement must keep attacking the RIBA, until the power is rested from them ang a new order established. Prior to this,hope only iay with the few. architects and students deeply commited to an architecture for all people Now many more will commit thenselves, because they sre left with no other option. : The new system of architecture will need to be based on 2 mass moyement just as the RIBA is, otherwise there can be no progressive and creat— ive attack on the environmental problems of our society. That is why the ARCHITECTS REVOLUTIONARY COUNCIL does not pretend to’ be the new moverient, nor indeed its embryo. ARG has constantly seen itself as a guall commited tovement totally opposed to the present setZup. It wpuld also oppose the new movenent should it show tendencies to becoming 2 pureaucracy intent-oh precerving itself ’to the deteriment of society. ARG sees itself as helping to bring the new movermnt abou and if nessessary acting as its vanguard. To this end it is organising 2 national convention in the Autumn,of all erchitects, technicians, students and others who wish to see revolutionary changes within the profession. Seperate literature will be published shortly concerning this convent-— ion. e As regards ARC itself there is still much to be done to build the group into an effective architectural guerilla force, What follows is a brief history of the movement so far and ways in which you maybe able to help if you feel yourself committed. For as Malcolm X once said "...if you're not part of the solution your part of the problen". THE PRESENT SITUATION IN ARC. 5: The movement began some eighteen months ago, when two architects, one English and one Jugoslavian, decided that an international novenent was needed to take the profession out of its elitast and capitalistic franewrk and make it responsible to society. There was particular need to deliberately align the profession with the poorer areas of our environment were connection with architecture is non-existant. AIRE 0.07 ee ees ee certainly right when he said of the xeepAiNn.g.. tiiintghé t2eoepleMECaMCnCee batoar hi plaacce have a veesstedd interest in architectuere, said Hanss Meyer /in th é€ 1930'tsg'ais a weapon that h &ep geeseepedPUR ihe classofhumansoottakSree o:fthoseawmhoebaathersoneereaetoetba..neRembrcanadat'isgiergereuataesetcokrawac pee aeey andrejection.Butianoaekings,nowlencnand Se eaeeeeemerchantsandspeculativebuildersarchitecture ReeshanesReeceaonwouldnototherwisehavefunctioned yeaaaeneueeee themselveswiththerichandpowerful! aweapnonusthatcanbeuseseda fencGanoeeof seoceiety and oie yeaeee ae cause of those who live in degrading earivecnedes Dre he neta TqThehaeaeerRIBaA is Bipaartioct of£ thte freee mIaMzarket system and thaat is: wh: aeWhatGedRoe thatsystemisundersuchan aa cee aar vec a as done to our physical and social environment aoeoe eee asmuchcapitalhasgoneintopropertydevelos SicuuaanseeeieaoePreeeneThseRIBAcanotimaginegs nt 's lat"UtelvaSten)seotsaeh SO at This e itself Cae = eevee uCn yan or has i he traditions to d r s a oe ee erchitecture ' . ca n on i t e e PConOoD vee EereeaEae which it has never done Tuer eee eee Saeed ne ae the taxpayer in tax and rate reliefs for thi he ae eaeprofessionshavemademovesforwardintera" Seecaeyacle.gonieee@abtemeeieeeLidCentres:someeaaicec ¢ whole s like VHS ils 1 more associated with the rich and eee aeeeeS ee ova apelta i i 3 ee nt me of the primary i i existedmany ECCI ices oe erag- inaphnieeee:Sada :iToesrohatectawhoaeather&t.eFoaa 5 ive and formidable oD rek rfieevvoalta :Tens emegs thgen int eB|en tiete|aCo9memoznosnencBbt raesefaseaorshle SafoarecieoRafolr ssion. se denanded that nati onaorlaecmoSvedeantentssabboee conasatsrhuected fi a : enbegonie cells BoeFe eid Serguei er it is known Argentina, Ital yonic cells in eigh Saeunte sen oan a own Sebicee wshtonithy onoethedraftmaheBe ee excht eee c us eae us in contact and lefte aaa ane etteuntane ng, loose unit ‘ate atten e:aoe Leet unityis Beye one conan tinesaeRememnobverment to let aussout anda years, Nthoerwafyi,rstTeoAiRlCeniLeNaeTERNATIONAL will occur urse, perhaps within two Trance; ee Orcs YOUDO siwithin ian your practii ya ee would strive Doe tnee whoGatrusteeae ieeeSenItisbeteorfatneawesyiseteneofa dictator of the lives of the poor and ynderprivileged. it has abused the trust of society WHY THE TIME IS RIGHT. + on the home front. It has never developed even such esoteric concepts &S the competntion system, A000 miles how can we expe pecause the ruling elite wish to keep the rewards for themselves. than to the goeiety that ib Ls ondemn aparthied and therefore ave such principles fron nas worked itself into 2 especially over the last of progress and must be swept away, and must now go, to allow a humane and just design profession to flourish. The ARCHITECTS REVOLUTIONARY COUNCIL sees itself in the +radition of past revolutionary movenents in architectures the Constructivists, ARSE, Atelier Populaire. These movements did not succeed because the tine was not right, put they planted fertile seeds. WE BELIEVE THAT THE PIMs 1S RIGHT and we in ARC want to play our full part in the ereation of the new mass movement in architecture. But this can only come about with your aid. There are over tw ed architects in this country - Per head of population this is more than any country in Burope. Over apers of the RIBA. 80% of aual vik for other architects. This alone ays for their +raining- ides the grants 4o train arc i tal pepblems of society. Architects do not repey any way at present, they are unaccountable and irresponsible +o thet society. Trained people are forced to work in and are exploited py a bosses organisation; *? e RIBA. A large proportion of the archit- ectural work is handled by & small proportion of the membership who have built up large practices. The RIBA has always been run by suc a thus the status quo is maintained. Phe tendency has been to pecome big and powerful with the emphasis on streamlining and management sechniques. The RIBA'S ethic, if it can be said to have one, is that of narrow professionalisns a service to the client. These days the client cannot be qaentified with the society and frequently not even with the user. All this is in direct contrast to the moves going on in our society; the themes of local autonomy and preservation, the revival of craftsmanship and @ more human approac environment. over half our urban environment is economice environmentally deprived. The communities within th through +axation, to train the profession. a where it does not ignore these areas (commissions do The RIBA has 2 code that seeks to cushion its members from adverse critisism;it is i the RIBA that members should be loyal and communities, the sub The movement i pest eyelet is drafting id A ad structure deas for a new iallyorientatedos,(nom,resieeeaDEeeeofeducation;fo m) and for the other Petes under the’ fet the wey as. These will soc— be put to The many eritics of the RIBA call for reform,. We call for REVOLUTION and say DO AWAY WITH THE RIBA; Tt is an eneny of society, and the i Tt is in the path The main core a ¢ a offtthe English novel ‘ addition to NoriDOne >archite movenent is i 5 meubeeeeene worked berenes sae Tape contains, in ates ough that nett 5 ly in coumunit e awyers. All environnental fi al hod is, it will n y action and peli the core revolutionisedoe itsown.Th otachievetotalf.lievethat SPURL ulgyreabeeMthfeatRAPaea putteftbecausetheySee onconmitment(eelastyearthemove a % 5 o aid er : e professic ieee reedom i y Paes causeoftheae liveuptothefaepeeve oneoroe % e. Others ha ae ion be 5 teals, whi smAn teaaenemeeeepoeeeafteree and, In addition ave etured at coll and serious though n arch- speaki a sue eges ght.) eee at colleges nels ShOpD recently Soe poets Ireland and § saeeaeteeoe Coshamte Grceedpecansmereee None ofithe Chats toundeSem eihan Franssiissco art: Raeneeo= e confére a Party Duden Peecinin Ane al Biperais,(ie aohowe Pent e Because ev i entuall . Se o not align withh thtihis p : i } ss of naki need parlianen ks in the proces y we will need fron"then, tevelopingandattheaigetaOkeCoe | ime we expect f ee ME ull the Autumn B an convention y July the main core ae ae contribution to th to produce 3 > at.tea English movem € mass mo nent movenent. East coa at least thre ; a i BecereeetheNorthvesta ee pea ponden)willhavesplit; fipur heasleny y totally and in Scotland. 1 ovinces; will be 0 put you in eeeee insetting work of people ee ee nere ees colle Byieeee a ee aR nauvene a oogel ingee clan3 1 We have a fai ay ¥ air] maybe able to ly extensive net mHher. x we will be ce rtsin ee of Britain and eae groupwillbecaptheautumncx yourlocality,Y¥ we n Summ callin Re Finally alwa mer & a meeting of all oie me to thés end pre ilampecanee ays remember tha ritish memb embers eeariea SP op tee the renson that the Wharnven cae say ew can @ are alone. +i we said and a 10 something ’ ime is right. a onvention : Your hel of this aid an not come from the poor areas)it helps in the rape of them through development or subtle gentrification. The RIBA upholds a 49th century elitist position and aeliderately keeps Lay people out of its club. This is particularly true as regards the yawning gulf petween the profession and the working elasses. movenent h ‘ i Hiapucm arte @ movement i ass bebeen two peonie seaman ee born and we arene ones: This is wha » because th € ‘oa my ne= status quo o But the RIBA and its ruling establishment, trap from which it cannot esc2pe- tls greed, decade, and its narrow objectives have put 4% in such pad repute, that i ios fighting 2 last ditch pattle to try to build an acceptable image. Tt will not succeed. The 3000 unattached architects have already C= clained in 4 recent survey that the RIBA has done nothing for architec— ture. Membe ttack it for its social sins. The public i s. now see along with the local pureaucrats and speculators who have ruined their lives, environments ¢le villian of the piece is the RIBA. Architects uniite for rev : VICTORY TO THE ARC. evolution Creator An entity primarily responsible for making the resource ARC Source A related resource from which the described resource is derived Andrew Brown Date A point or period of time associated with an event in the lifecycle of the resource 1974 https://nam.maydayrooms.org/files/original/7223918d48bb1eedf0b46513dc5c6817.pdf f4f2d73d3a80dda0399fa3de214bcda4 https://nam.maydayrooms.org/files/original/e6018730d4c19465ef98acc6a0586ce4.pdf fcd5b57d2d8bf7b1d629598abd637f65 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Trade Unions and Architecture Description An account of the resource Themes included action on asbestos and Health &amp; Safety, and involvement with Direct Labour Organisations and Building Unions. Following comparative research of possible options, NAM encouraged unionisation of building design staffs within the private sector, negotiating the establishment of a dedicated section within TASS. Though recruitment was modest the campaign identified many of the issues around terms of employment and industrial relations that underpin the processes of architectural production. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Architects code of employment Subject The topic of the resource Article in RIBA Journal Description An account of the resource = a 1% ai, Sree . fae ie t The architect's code of employment The guidance notes on the facing page are the heart of the code of employment which salaried members have been seeking from the RIBA through the work of its salaried architects’ working group. They will be supplemented in due course by a model contract of employment, which the Major advance for profession says Maurice McCarthy Salaried architects are as concerned as are principals with the standards of architecture. Delegates at the RIBA salaried architects’ congress in October 1972 clearly recognised that, if members wanted better status in the community, they had to prove that they were worthy of public esteem by the excellence of their work, and by their concern for the social consequences of their buildings. In order to practise effectively, itis usual for architects to form themselves into groups, often in large organisations or offices and involving an employer/employee relationship. In recent years, an increasing number of members have considered that conditions of employment in many organisations and offices were obstructing a professional approach, and that this was detrimental to architecture. It was their desire to prevent further erosion of the professional judgement and skill of architects, and to increase their professional responsibility, that motivated the preparation of these guidance notes. To acknowledge, as the notes do, the fact that the majority of architects are employed is a significant advance. Although it may seem incredible that it has taken so much time and effort to achieve, the RIBA is, as far as is known, the first institute to take ot 18| SAWG is now preparing. The added to the RIBA code of notes, which were approved by Council at its April meeting, are intended to help the interpretation of the two new clauses — on members’ duties to their clients and the public, and the mutual obligations of employee and employer architects — which were this step. On this, as on other issues, architectural bodies in other countries look to us for a lead. The guidance notes are equally applicable to the private and public sectors, and do not preclude the development of new forms of practice. They should bring the standards of the majority of organisations much nearer those of the best, to the mutual benefit of employers and employees. They are by no means radical proposals. For many, they will be useful mainly asa - check list of good practice. Like all that is totally new, they will disturb some for going too far, and will disappoint others for not going far enough. It is important to remember that the notes will be strengthened by a model contract of employment and supporting information on conditions of service appropriate to architects. The latter aspects of guidance, which Council has authorised the salaried architects’ working group to prepare, will be included in the Handbook of architectural practice and management, and will deal with the important issues of pensions and insurance. The practice notes on job titles and descriptions [March RIBAJ, p 55], on redundancy [April RIBAJ, pp 5-6], and on ‘Salaried partners’ [see pp 20-21] have now been published. Together, these measures go a long way toward implementing the Institute’s policy, described in the ‘action programme’ last year, of ‘providing effective support to members throughout their careers in all sectors of the profession, so that they can fulfil their professional aspirations and responsibilities’. There are, of course, questions that conduct last month (see April Journal pp 5—6), and they will be included in the next revision of the code. Below, Maurice McCarthy introduces the notes and describes their objectives, while lan Rawling argues that they should have been tougher remain to be tackled. Possibly the most urgent of these is agency labour. Others include the investigation of patterns of recruitment, the examination of the remuneration and career structure in each sector of the profession, and the determination of desirable organisation structures through the study of existing patterns of practice. Council is pledged to action on these issues, and preliminary results can be expected during the forthcoming session. The President is writing to the chief architects of all public offices and commercial organisations, the chief executives of those offices without a chief architect, and private practice principals, to encourage them to implement the guidance notes and the principles that lie behind them. When considering the notes, members should bear in mind that their conduct should be based on a concern to advance architecture and to enhance the reputation of the profession. Could have been much tougher says lan Rawling The mere fact that the April RIBA Council unanimously passed the new guidance notes on architect employer/ employee relations isanotable milestone in the Institute’s history. It is, however, a measure of the generally nervous reaction to the question of these relationships that ithas taken two years to get from the first report of the salaried architects’ working group to the present guidance notes, RIBAJ May 1974 Timber confidence with PROTIM PREVAC begins By specifying Protim Prevac you can meet the highest specifications in the pre-treatment of building timbers, and the standard of treatment can be verified by analysis. You can specify with confidence because the timber carries a certificate of treatment. You know that the timber is treated with Protim preservatives in a double vacuum/ pressure process to ensure proper penetration and permanent protection against fungal and insect attack. You have precise control over the treatment to suit any purpose. Water repellent can be included. You have no problems with grain-raising or distortion since the treatment is water-free. The treated timber is dry and clean to handle — and fully compatible with paints, glues and mastics. Is Protim Prevac readily available? Yes —-through over eighty leading processing companies throughout Britain. ae | A Fosroc eietieciree tureld Protim and Pratim Prevac are registered trade marks Please send me a copy of your booklet: Protim Prevac \ Double Vacuum Impregnation ofBuilding Timbers and list of Protim Prevac processors. Name Position RIBA/S5/74 | Protim Ltd., Fieldhouse Lane, Marlow, Bucks. SL71LS | Rey RIBAJ May 1974 A42 PROTIM LTD., Fieldhouse Lane, Marlow, Bucks. SL7 1LS Telephone:Marlow (STD Code 06284) 6644. Telex: 847057 Compeny [laude foritwasintheoriginalreportthatthe Theguidance tain and advance their competence by majority of points were raised. participating in continuing education. While saying this may seem a little hard on some past and present Council members who have been well aware of the problems of employee architects in their relations with those colleagues who are their employers, it has seemed to me that many Council members put far more emphasis on architects’ practices than on architectural practices, as applied to all members of the Institute. In the end, the notes do no more than restate in the main some of the already established policies of the Institute. It is a disappointing outcome to so much work and effort put in by both employer and employee members of the salaried architects’ working group. The main criticism that I heard in the branches of the original ‘code of employment’ [published in the August RIBAJ 1973], which was accepted and referred to branches with barely a murmur by Council in June 1973, was “So what ?’?Members considered itso innocuous as to be almost pointless, the requirements being so loosely drawn that all but the most outrageously unprofessional offices could claim to comply with them. 5 An employing architect should permit the architects he employs to engage in sparetime practice, but an architect should not do so without the knowledge of his employer, and should ensure that there can Imust admit tomy own faultinthis, inthatasamember oftheoriginal working group Ibelieved that itwas necessary not only to balance both sides, but to be seen plainly not to create a‘them and us’ situation. Ican only assume that this ‘balanced’ view was taken as a lack of conviction, because one result of the four month delay,resultingfromtheDecember1973 practiceorelectstostayinsalaried Council resolution to have the proposals vetted by an ‘ad hoc’ committee chaired by the President, was the removal of the one really constructive item in the code: the discouragement of agency labour. The acceptance of a professional ‘lump’ betrays the principle now incorporated in the code of conduct recognising professional obligations [see April RIBAJ, pp 5—6]. The problems of using footloose ‘lump’ labour on the site are well known to anyone who has had to condemn their work, and the dangers to architectural practices are well recognised by those insurance companies which either heavily load or refuse any indemnity insurance to firms using agency staff. The omission from the guidance notes of any discouragement of agency labour can only benefit those practices which accept more work than they have staff for — to the detriment of other practices and, of course, the membership in general. Of other items which members asked for in the notes, and which are inexplicably missing, the most obvious is the need for decent transferable pensions, which can form the basis for secure retirement whether one goes on to found one’s own employment. With the advent of compulsory national graduated retirement pensions, it is even more essential for staff not in private schemes that all practices should provide a pension scheme which can stay with the insured employee throughout his working life, certainly throughout private practice and, ideally, all types of practice. The ABS has gone some way toward providing such a scheme, but not far enough. Life insurance is another important area where strong guidance should have been given to members. It is the practice of all local authorities and, I believe, the majority of private practices to insure the life of members of staff while on office business. This should be a standard provision of all practices, for while the odds are fairly long on architects being killed on site, they are much shorter for road accidents; and since so many architects have to travel widely, life insurance is essential for staff. The benefit from such insurance should be three times the annual salary before tax at the time of death. A simple basic scheme like this would overcome the effects of inflation, which usually hits hardest those least able to cope with it. RIBAJ May 1974 notes... The term ‘employing architect’ used in these be no conflict of interest between his notes means the principal or partners in a private practice, the chief architect of a public authority, or the chief architect of any industrial or commercial organisation. Where the chief architect is not the employer in a Strict sense, he is asked to do all he can to ensure that the conditions of employment of the architects working with him do not depart from these principles. Non architect employers are asked, in the interests of good architecture, to ensure that the conditions of his responsibilities to his attention is drawn to the sparetime practice in the employment of any architects they employ 8 An architect who employs students do not depart from these principles. should cooperate with the RIBA and schools 1 An employing architect should define the of architecture in the practical training terms of employment,* authority, responsi- scheme; should provide as varied experi- bility, and liabilityt of the architects he ence as possible compatible with his pro- employs, having regard to the particular responsibilities of project architects. 2 An employing architect should ensure that the architects he employs are enabled to exercise their professional skills, and should provide them with opportunities to accept progressively greater delegated authority and responsibility in accordance with their ability and experience. fessional responsibilities; and should allow student employees to take reasonable time off for academic purposes leading to the qualifying examinations. >= Where an architect is unable to comply with the guidance given in this practice note, or where he has any doubt as to the intentions of an item, or where any problem arises, he should report the facts to the Institute. 3 The participation and responsibility of project architects should be appropriately recognised by the employing architect and supporting information on conditions—of credit given (for example, in any literature, service appropriate to architects, is being description, or illustration). 4 To benefit the competence of the whole + A separate practice note will deal with profession, an employing architect should the differing aspects of liability in the private and public sectors. Finally,Ibelievethat,inprinciple, architects’ salaries should be related to the cost of living, increasing whenever the latter crosses a 4 per cent threshold. This would overcome the hypocrisy of ‘merit’ rises which do not keep pace with prices, and enable them again to be a true measure of a firm’s appreciation of its staff. None of these items which I consider essential to the guidance notes is revolutionary: they are all a feature of good architect employer/employee agreements. It might be said that, since the notes are only ‘guidance’, their inclusion would have little effect on bad employers. This might be so, but at least staff would have a recognised scale against which to measure their own conditions. And surely it is not asking too much that the code of professional conduct, which governs relations between members and practices, should state what consideration members can expect from their fellow professionals in employer/employee relationships. Maurice McCarthy, who is in the GLC architect’s department, is the chairman of the salaried architects’ working group. Tar. Rawiling, formerly a member of the group, works in the Birmingham city architect’s department. enable the architects he employs to main- employment and client. [Members’ practice note on June RIBAJ 1963.] 6 An employing the architects he employs to enter archi- tectural competitions, but an architect should not do so without the knowledge of his employer. 7 Whenever possible, an employing archi- tect should enable the architects he employs to have reasonable time off to participatein the affairs of the profession. architect should permit * A model contract of employment, with prepared by the-salaried-architects?.2roup: ~ This practice note is issued with the approval of the RiBA Council. It follows a recom- mendation from the professional conduct committee arising from cases of professional misconduct heard and determined during 1973, where the ethical responsibilities of so staffcanbedescribedasassociateswhereit conductofthepracticeisnotamatterfor is made clear that they are not partners in bargaining. All member partners are fully any sense, the use of the designation responsible for the professional conduct of “associate partner’ of an employee, however called ‘salaried partners’ were in question the unintended consequence that the Moreover, a member would not be entitled esteemed or senior, must be avoided. Any use of the term ‘partner’ in reference to an ‘associate’ or other employee could lead to the practice, and it is incumbent on each of them to be careful to make and keep himself and his partners properly informed of partnership affairs. [September RiBaj 1973, p 434). It replaces employee in question would be liable for to be relieved of responsibility for pro- the practice notes on partnership in the the contracts and torts of the practice as if fessional misconduct in connection with the he were truly a partner (see further below). partnership business merely because his May, June, and July riBas 1966. It is important that members should take partners decided in a manner otherwise Summary: A member must not use the their own legal advice as to the details of term ‘partner’ in connection with his own partnership agreements. This practice note practice or the practice in which he is does not purport to state the law of partner- employed, unless there is a relationship of ship, or the law of taxation as it relates legally valid under the partnership agree- ment not to accept a proposal for preven- tion or remedy. Nor does the joint responsibility of the partners for the conduct of the practice as a whole diminish the responsibility of a member who is an employee for anything in which he himself has a part. Associates: It must be appreciated that serious and unintended consequences may result from the appointment of ‘associates’ ifcare isnot taken to make itclear that they are not intended to be partners in any sense. joint responsibility appropriate to partners in practice as architects. The term ‘salaried partner’ is not to be used (save where unavoidable for the purposes of income tax and the like). The joint responsibilities of architects in practice as partners are of two kinds: ethical, in respect of which no partner can disclaim or fail to exercise or deny to another the participation sufficient for full professional responsibility; and business, in respect of which unequal decision making arrangements can subsist between partners if they so agree. For the purpose of these two kinds of responsibility, partners must have access to financial and other information affecting the business and conduct of the practice. Legal position: The responsibilities and liabilities of a ‘salaried partner’ are not defined in law, and depend on the agree- ment made between the persons concerned. It was recently held in a legal action by an accountant for a share in the distribution of the partnership assets of a firm of account- to partnerships. Professional relationships: A person who does not participate in the conduct of a partnership, but who appears to others to be a partner, may be legally liable as a partner to those who have dealings with the firm; but the RIBA believes that professional practice demands more than mere legal liability. A member who is a partner is considered by the RIBA to have a responsibility to clients, and to the profession and to others who may be affected, for the manner in which names appear on letterheads, they are the affairs of the practice are conducted, and he must therefore participate in the affairs of the practice accordingly. This responsibility has two aspects, one ‘associates’. Many firms list associates at relating to business decisions and the other the foot rather than at the head of their to matters which affect the professional stationery, and this practice is commended. conduct of the practice. An unequal distribution of financial risk and profit by agreement between partners may be matched by an unequal share in determining the business decisions of their practice; but all partners in a member’s For associates, a mere exchange of letters between employer and employee, clearly setting out the terms of the appointment, is sufficient, and the intention of the parties is less likely to be misinterpreted. Unless care is taken, a person who intended ants [Stekel v Ellice, 1973] that it was practice must have adequate participation to accept the position of associate may necessary to look at the substance of the in the control of the partnership business. unwittingly find himself regarded as a relationship between the parties on the This includes sharing in decision making partner with the responsibilities which flow and having access to documents and to the from that. Though principals may be better banking accounts and other financial placed to see that this does not happen, facts of any case in question. In the June RIBAS 1966, it was stated that a salaried partner properly so called is presented to the public as a full partner, no distinction between salaried and other partners being drawn on letterheads or in the Register of business names, and that he bears the same liability toward the public as the other partners. The RIBA now considers that the expression ‘salaried partner’ is undesirable in connec- tion with an architect’s practice, and requires members not to use it of architects or of any partner or employee of a practice which includes the practice of architecture (save where unavoidable for the purposes of income tax and the like, though the partner- ship arrangements are otherwise in accord- ance with this note). It must also be pointed out that, though 20 information. there is an equal obligation on principals and employee associates to see that the details of their appointment represent the A so called ‘salaried partner’ excluded from such participation is effectively no more than an employee of the firm, and the responsibilities and duties of the post. relationship of the sole principal or of the true partners with him would be that of employer and employee. His name must therefore not appear on the firm’s letter- heading or otherwise as if he were a partner of any kind. The r1BaA’s view does not disallow arrange- ments whereby a partner is remunerated solely by fixed and regular payment, whether or not called a salary, if so agreed within the partnership, whether for a pro- bationary period or otherwise. Ethical responsibility:A member’s responsi- bility as a partner for the professional Professional misconduct: It would be derog- atory to the professional character of a member, and inconsistent with his member- ship of the RBA, if in his practice or employment he were to hold out or use the name of another person, or hold himself out or allow himself to be held out, or use his name or allow his name to be used, in letterheading or otherwise, as a partner where the elements of true partnership indicated above were absent. It would, moreover, be inconsistent with membership oftheRIBAifamember entered into a partnership agreement under which RIBAJ May 1974 Care must be taken that, when associates’ clearly separated from those of the full partners, and that their name or names are clearly prefaced by the word ‘associate’ or s _PRACTICE NOTE: partners, ‘salaried partners’, and ‘associates’ member specialising in a subject, will automatically produce a greater number of well informed spokesmen to represent the views of Council. It could well make Council’s work far more interesting for a greater number of members. So far as I can see, the organisation now suggested should not involve any undue increase in administrative expenditure, but Ihave asked the Honorary Treasurer to investigate the matter. It has already been made clear that, if inflation continues at the present level, more money will eventually be needed. An undertaking has been given that subscriptions will not be raised until 1975: it must be honoured. In the normal course of events, in order to raise subscriptions in 1975, Council would not start the statutory process until March 1974. I propose to ask the Honorary Treasurer and the Finance Committee to start this process as soon as possible, on the clear understanding that, ifinflation ishalted or substantially reduced and the increases prove unnecessary, then they will not be brought into effect. I have given thought to the staff arrangements necessary to deal with the reorganisation: some changes will be necessary, and these will be finalised by the October Council. I am satisfied that they will give us not only a greater degree of flexibility, but also a more acceptable arrangement for general administration. If at the end of the two years we are able to show that we have achieved our five objectives, then we will have real hope of gaining the active support of the silent majority of members, and the Institute should benefit to the full from the foundations so ably laid by my predecessor. Should Council wish to approve these proposals, it will be necessary to pass the following resolutions : 1 To approve the general arrangements described here. 2 To establish the following boards with the number of Council members and coopted members as shown below. Policy Board: total members 13, Council members 13. Finance & House Board: total members 6, Council members 6. Membership Board: total members 12, Council members 7, coopted members 5. Library Board: total members 8, Council members 4,coopted members 4. Education Board: total members 22, Council members 14, coopted members 8. Public Affairs Board: total members 12, Council members 9, coopted members 3. European Affairs Board: total members 7, Council members 4, coopted members 3. International Relations Board: total members 7,Council members 4, coopted members 3. Practice Board: total members 16, Council members 12, coopted members 4. Professional Conduct Board: total members 7,Council members 4,coopted members 3 (past members of Council only). An appendix to the paper suggested initial appointments to the various boards and their groups for the 1973-74 session. Council approved, with one or two revisions. The names have been omitted here for reasons of space, but they will appear in the September RIBAS. Draft code of employment Council paper This code of employment is an interim proposal from the salaried architects working group, which was asked by Council last December to prepare a draft that could be used as the basis for future work. The group hopes that its publication will attract the widest possible debate before December, when it reports back to Council. The Council debate is reported on p 369 The object of the code is to promote the highest ethical standards concerning employment for the mutual benefit of both the employer and the employee by defining their mutual obligations and responsibilities. Principles An employer and employee have mutual obligations and responsibilities toward each other. An employer should have due regard to the capabilities and professional development, status, and responsibilities of architects, together with their terms of service and working conditions. An architect shall have due regard to the professional interests of his employer and their joint responsibilities to their clients, fellow professionals, and the public. 7 An architect who receives continuing education at the expense of his employer should consider his moral responsibility to apply the knowledge gained to the benefit of the employer. 8 An employer should provide architects with professionally suitable conditions of service, and reward them fairly. 390 RIBAJ August 1973 1 An architect should uphold the principles in his relationship with his professional colleagues to whom he may delegate authority and responsibility, or 10 An architect should be employed from whom he may receive delegated authority and responsibility. 2Anemployer should ensure that architects are enabled to exercise their professional skills in all circumstances. 3 An employer should define the roles, authority, liabilities, and responsibilities of architects working for his firm or organisation. 4 An employer should provide opportunities for architects to progressively accept greater delegated authority and responsibility in accordance with their ability and experience. 5 An employer should enable architects to maintain and advance their competence by encouraging and supporting their continuing education. 6 An architect should ensure that he maintains and endeavours to advance his competence by encouraging a continuing education for himself and others. directly by those from whom he may receive delegated authority and responsibility, and not by an agency. 9 An employer should employ architects directly, and not from an agency. 11 An employer should permit an architect to enter architectural competitions or engage in spare time practice. 12 An architect should not enter architectural competitions or engage in spare time practice without the knowledge of his employer. 13 An architect should consider his moral responsibilities to his current employer as well as his legal responsibility under his contract of employment when contemplating change of employment. 14 An architect should be encouraged to participate in professional activities. 15 An employer should ensure that credit is given in any literature, description, or illustration of a building, in so far as it is possible, to the architect or architects responsible for it. <-> formula — usually so that a nice, neat, rectangular shape is obtained. During this process, the site will probably not even be visited. Often this method leads to long and costly delays in public inquiries and compulsory acquisitionof properties. Naturally, itisalways the underprivileged in the community who suffer: commercial properties, even when they are almost derelict, are usually rejected as alternatives to houses,sincecommercialinterests are always more powerful. Design information Standardisation can greatly benefit building design when it is used sensibly, but it must never be allowed to take command. Today, al architects accept a degree of standardisation: even the most ‘traditional’ building uses mostly industrialised products (eg, machine made bricks and tiles, timber sizes, window sections, ironmongery, and sanitary fittings), and the different ways ofputtingthesetogethercouldhardlybe termed ‘traditional’ in the prewar sense. No architect wants to design his own door furniture or metal window sections as he once did, yet few would term this a limitation on design freedom. The freedom that he must have, however, is freedom of choice among a wide range of products on the market. He must stil remain in control of the end result, and he must never feel that standardisation has taken over and is forcing him to compromise the best solution. performance criteria for each component or design element in the building. The results could be made available to every architect in the form of design manuals or standard drawings. Again, these exist in a crude form at the moment: they must, however, be seen to provide information of the highest quality and be constantly reviewed as new information becomes available. There is now, for example, much talk about ‘vandalism’ in school buildings. Hall was a hive of activity as senior officers tried to pacify local authority chief architects who were part of the consortium, and who wanted to know whether this meant that the GLC was withdrawing from Mace. The head of the ILEA was also asking awkward questions This ‘leak’ was for ever afterward used by management to try and destroy the idea of participation, and to indulge in filibustering and equivocation in subsequent meetings. It showed that disgruntled architects could not be ‘trusted’ to keep ‘domestic internal meetings’ to themselves: that they wouldn't in fact play the management game. But at that so called ‘domestic’ meeting, management had bluntly refused to discuss several important subjects which they termed ‘confidential’. So much for trust The schools division wanted to determine what was meant by ‘participation’ and to draft a constitution for management to consider. Each group elected a representative and held ‘grass Right/far right Existing and proposed ways of organising work: printed in Acid — the magazine published by the architecture club roots’ discussions. Meetings of group representatives then thrashed out an alternative departmental structure which incorporated a mild form of participation. Management meanwhile drew up its Own proposals It was clear that there was conflict about the meaning and extent of participation right from the start. Management saw it merely as consultation on matters that weren't fundamental to the work of the division. In their view, a small group of representatives would discuss items selected by Management and appoint working parties to carry out specific tasks. Management would be present and would have the power of veto on any subject it did not agree with. If divisional meetings were held, they would be outside office hours and no votes could be taken The architects in the division, on the other hand, wanted to play down the power of group representatives, because the existing system of group leaders’ meetings had demonstrably failed to pass on the criticisms and proposals of those on lower levels. They wanted asystem whereby representatives were elected by groups to carry forward the members’ requirements to a steering committee, whose sole function would be to form agenda for divisional meetings: it would itself have no executive power. The agenda would then be put to divisional meetings and voted on after debate Obviously, there were limits to the range of decisions that this sort of participatory structure could cope with, and they would be confined to divisional matters. Itwas necessary to establish what the limits were to decisions taken by divisional meetings: to distinguish where action could be taken directly as a result of voting, for example, and where voting merely made known the division’s feelings There was also disagreement within the division on how action might be implemented. Some felt that management's job was to manage and that the division should merely tell them its democratic views and expect them to act accordingly. Others felt that managerial functions should be shared among everyone, so that each architect would be involved and the division's talent exploited to the full: it would be too easy to sit back and let someone else ‘do Participation’ for you But there was unanimous agreement that the main task was to end the pernicious system whereby important policy decisions were made in secret, and to ensure better communication between everyone concerned Negotiations were still in progress when| left the GLC, but the job architects are at a grave disadvantage in that they have nothing to bargain with: they are really at the mercy of Management's good intentions. Roger Walters has recently made public statements to the effect that there isdemocratic Participation within the GLC architect's department, but there has been little evidence of RIBAJ August 1973 BANC K—— Edvcanced Jrecnitecr> goLicy. Decisions Joe aewiTETS Assitnuts Stuscnts earl WithinanorganisationliketheGLC,this Oneconstantlyhears(usuallyatthird process of putting together existing components and products and purpose designed elements could be greatly systematised and rationalised to give architects more time for design. Good information about preferred products and materials should be centralised so that the right choice can be made quickly. The mechanism for this already existsintheGLCintheformofthe materials section and scientific branch, but the quality of information is often poor, inappropriate, or unreliable. Design standards: There is also a need foradevelopmentgroupineach division which would establish hand) how children have wantonly destroyed this or that in a school. But is italways totally wilful, or isitperhaps caused by bad design? Any group of kids going through a door will kick it, swing on it, push their neighbour into it, and much more —it is natural for them to behave like this, and stupid to try to stop them. The effect on the door may betermed ‘vandalism’, butitisreally because it has not stood up to ‘normal’ use. A centralised development group could study such problems and evolve guides to design which would recommend, for example, the right construction, choice, Soteons nechitecr GROoRS STEERING EROuPS AND — WORKING PARTE MANAGEMENT GRouP DINISTONAD MEETING real change iN i +O3| 9000 0000 nd fixing of ironmongery, hinges, and nish. There might be several standard designs which incorporated these features but were different in their cost limits. Designers would be free either to design their own doors in accordance with the strict criteria established by the group, or to use oneof the standard designs. The standard drawing would show dimensions which had to be constant and those which could vary, and the same could be done for al aspectsof design, from coathooks to landscaping. only such information as they deem appropriate, or act as informers to management through the confidential report system. Direct election: One solution isto dispense with group leaders entirely. But in any group, a leader will emerge naturally: the most articulate or the strongest personality invariably acts as spokesman. It is also an advantage to have a recognised person who can take an overall view of the group’s work: in running a job, we often cannot see the wood for the trees. User feedback :Most of the knowledge for such standardisation of design criteria would come from ‘feedback’. At present, no systematic appraisal existsofschoolsinuse,andthereislittle instrumentalinappointingtheirown gathering of information about design and technical failures and successes. The vital information stored in the minds ofschoolkeepers, teachers, parents, and pupils about the planning and fabricoftheir buildings isuntapped. It is impossible to discover, for example, what type of opening light is most suitable for a specific kind of school in terms of operation, maintenance, safety, ventilation, or cleaning. The answer isthat partof each division’s development group should operate a continual Which?—type investigation into al aspects of existing designs, and feed the information to designers in the formof recommendations. General involvement: The dangerof any centralised development group is that it can become an elite, superior to the job architects it is supposed to serve. It can also attract the kind of people who are not interested in creative design solutions, just as MACE has done. These risks could be avoided by sharing the development work among the job architects, so that it was not confined to a special group. Of course, those involved would need to meet constantly, but contact with design would be ensured ifthe work was additional to their normal activities. leader — either by direct vote or by being Department structure organisation of effective demand The Matthew/ Martin group system has worked well and is generally liked, because each group represents a small unit within a vast organisation with which one can identify. But the groups are arbitrarily set up, and often exist more for the convenience of the group leader than because of their intrinsic worth. There seems to bea floating body of leaders who need groups to be attached to them, rather than the other way round. They are appointed by management, and though their function is not strictly managerial, they are seen to be part of that layer: there is a definite division between ‘governors’ and ‘governed’ at group leader level. Ideally, the function of leaders should be to liaise between management and groups, but this does not happen. The leaders are generally out of touch with their groups’ needs, and they reveal for buildings that society is apparently willing to afford’ Duccio Turin, writing in the Times last year represented on the body which decides such matters. And one thing isessential : a group leader must be involved in design if he is to keep in touch, for it is only by proving himself as a designer that he will earn the respect of his group. Team work: Ifthe group system has the advantage of providing identity, it has the equal disadvantageof isolation. There is an awful tendency in the GLC to compartmentalise, not only between departments but also within divisions. In contrast to private practice, Irarely felt that architects, consultants, quantity surveyors, and planners worked as a team, but rather as 403 RIBAJ August 1973 A group leader must, however, have the confidence and respect of his job architects. There is no reason why the members ofa group should not be ‘Almost independently, but this time at the initiative of manufacturers and contractors, new methods of production of increasingly large chunks of the building fabric have been introduced. Unfortunately, in most cases the economies of scale have proved to be at best insufficient, and at worst nonexistent. The transfer of operations from the site to the factory did not produce the expected saving in labour costs and often failed to offset the additional transport and capital costs. More important still, the large indivisible units of investment required for some of these technologies made them too dependent on a high level of utilisation of productive capacity, which proved incompatible with the degree of continuity and ‘ mes separate baronies guided by set rules and rigid formulas, each safeguarding its own territory and offloading as much work as possible onto job architects. There was not much cooperation or contact in the design stage, and no great willingness to discuss problems or try new solutions. These failures were caused not by the quality or personalities of the other members of the ‘team’, but rather by the system which encouraged separatism and departmentalism. Whatever ‘multi disciplinary teamwork’ means, the GLC has the opposite. The evidence can be seen in the finished buildings, where services are often considered inadequately, or not at all, or seem to be added as an afterthought. In most ILEA schools, the standard of artificial lighting layouts and heating systems (usually radiators) ismediocre. Ifmulti disciplinary grouping isagood thing, then the GLc, which employs everyone involved in building design, is ideally equipped to encourage this way of working. It might well provide new impetus to the group system: certainly, the work of firms like Ove Arup or Ryder & Yates testifies to its benefits. Management’s role: Ifpublic offices must have a management structure, then how can itbe improved, and prevented from becoming even more alienated and autonomous as authorities increase in size? In the first place, departments must be organised on the basisof real participation for al employees as described above. Management can no longer expect to make al the decisions which deeply affect the work and goals of professionals in their departments. If it is true that we are all, in the last analysis, professional architects united in our concern about quality, then how much greater weight would management’s arguments have ifthey were supported by a majorityof their fellow professionals. Second, in the event of building users and local communities winning an equal share in the power to decide the shapeof their own environments (and I think this is inevitable), the role of management will have to change drastically. People who are intimately concerned with their own buildings will not listen to the usual managerial hyperbole and equivocation. Lastly, there is a great need for management that iscreative, far sighted, and sensitive to the implications of changing social requirements. Of course, the organisationof the design and construction of large school building programmes is not easy: there are many problems related to costs, the state of the building industry, maintenance of standards, and changing educational needs. The heavy handed imposition of crude and soul destroying ‘solutions’ like MACE is the clearest example of how these problems should not be tackled. > More but smaller boards was the theme of a major reshaping of RIBA affairs proposed by the new President to this session’s first Council meeting. He asked Council to approve the setting up of ten ‘boards’ (some of them existing committees renamed), including three Like other professional bodies, the RIBA is at the crossroads. Not only do we live in times of rapid social change that demand new activities on our part, but we face the task of gaining the active support of the 70 per cent of our members who do not normally take part in our affairs, but who can suddenly redirect or halt the work of the Institute when they feel so disposed. new ones — Membership, European Affairs, and International Relations — and he nominated their members as well as choosing honour the undertaking that In a democratic body such as the RBA, theirsistherealpower,andgainingtheir suggestthatweshouldhavemorebut active support is the unsolved problem in the government of this Institute. My own View is that the majority of members do not want to be actively involved in the day to day running of our affairs. They expect Council to lead and to produce progressive policies that are generally acceptable to them. Iam convinced that ifwe are seen to be solving urgent problems of real importance to the membership, then we will have strong support from the great majority, including the willingness to pay increased subscriptions if necessary. Isuggest that we need to define what has to be done now, and then change our organisation to do it. In addition to our usual concerns, we could, in a two year programme, achieve the following five objectives. 1 Make clear to the public the background against which architecture has been practised in postwar years, and what is currently expected of it. 2 Establish a code of professional competence. 3 Retain and, where necessary, adjust mandatory fee scales and terms of engagement, and introduce a code of employment of salaried staff related to them. 4 Work to secure satisfactory terms for the entry of the profession into the Common Market. 5 Represent more forcibly the views of the profession in connection with all matters of the natural and built environment. To deal with these new problems RIBAJ August 1973 smaller boards. It seems to me that the whole of our activities, old and new, could be covered by ten boards, explained below. And the number of Council and coopted members for each board should vary with need, but where possible should be limited to seven. Every board should have a majority of elected members, and every group should, where possible, have a Council member on it. There is an exception in the case of the Education Board, where special circumstances exist, and itwould be prudent to retain the old board structure for at least another year. Where necessary, groups would be established from within the boards to undertake specialised work. Here is a brief description of the work of each board and group where it differs from what now exists. Public Affairs Board: No change at the moment, but the board should be asked to produce for the October Council proposals for the establishment of an environment group to represent the views of the profession at national level. Practice Board: Work to be reorganised and to include six groups with special responsibility for the following: building industry relations, legislation affecting the practice of architecture, salaried architects and their professional status and conditions of employment, fee scales and conditions of service with special reference to the Monopolies Commission, standards of competence and the possibilities of introducing a new code, and policy and administrative matters affecting the existing code, There would obviously be times when the work of a particular board would be of interest to a wider section of Council than the board’s own members. Where important matters of policy are to be discussed, agendas of board meetings should be published well in advance so that all members of Council can attend: the formal voting decisions should, however, be confined to elected members. There are also occasions when subjects for discussion are matters for more than one board. Smaller boards and their groups will make joint meetings more convenient, and allow the Membership and Public Affairs Boards to become involved where their specialist knowledge would be helpful. Tn these ways, every member of Council would have the opportunity of discussing important matters at board level, thus saving a good deal of time and often misunderstanding in Council. This system will undoubtedly deny us some interesting performances in Council but, on the other hand, will enable us to make better progress with our work. A larger number of smaller boards and their subsidiary groups, with every a team of vice presidents to lead them (see p 369). He also listed five main objectives — based on the action programme approved by the previous Council — efficiently, we must alter the pattern of our board structure. At the moment, it is organised on traditional lines in which work is undertaken by a small number of relatively large boards or committees, all eating away at conventional agendas. In large committees or boards, it is not unusual for only a few members to become committed and identified with the work in hand. For this reason, I subscriptions will not be raised until 1975 at the earliest. This is an edited version of the President's Paper: the Council debate is reported on p 369 which he thought could be achieved in the next two years, and he reminded Council that it must Council paper A two year programme including the work currently carried out by the investigation committee. Membership Board: Membership relations are very important, and this new board will occupya central position in the affairs of Council and be available for consultation by other boards. European Affairs Board: Britain’s entry into the EEC is of great importance to the membership at large. The matter is SO important that it warrants a new board with a special relationship to ARCUK. International Relations Board: We must not be overawed by Europe, and our links with the Commonwealth and other areas of the world must be maintained. This board will keep Council informed of world affairs in matters of architecture. DEMOCRACY FOR ARGHITECTS Architect Louis Hellman — more widely known as the brilliant weekly cartoonist on the ‘Architects Journal’ — left public practice in March this year after working for five years in the schools division of the GLC architecture department, which he joined because he thought it would provide better design opportunities than private practice. Hellman resigned after a fight with senior management over the quality of school building in London, during which he was told that he must either design an Islington school in the Mace system — which he believed to be crude, uneconomical, technically shoddy, and against his notion of professionalism — or move to another division — a choice which he found unacceptable. The following is an account of Hellman’s experiences as a job architect in the GLC, the struggles within the department to democratise its organisation, his downfall while trying to maintain professional standards, and some thoughts on alternative ways of working. It includes a history of the GLC architecture club and its efforts to establish a more effective voice for those glued to the drawing board. The article presents a view from the bottom layer of the pyramid —one that is rarely heard and still less rarely heeded — and it does nothing to dispel the fear that, as they are reorganised into bigger units, local authorities will become even more internally undemocratic, inflexible, and unwieldy, and externally more out of touch with the community’s needs. Some readers may think that Hellman’s narrative is overpersonal in places, or perhaps even raw and bitter, but the RIBAJ believes that itdeserves to be taken seriously. His arguments on system building and the proper function of administration raise a lot of solid architectural questions about competence and creativity, management’s role, job participation, and responsibility to users. As the RIBA has repeatedly pointed out — most recently in its action programme for the seventies — these are issues which are crucial to the future of architecture in Britain. The RIBAJ believes that the profession must discuss them openly and vigorously if it is to survive. A leading article is on p 365 and our pages are, as always, open to members’ views. Background: why | joined the GLC Ijoined the GLC in the summer of 1968 for two reasons. First, I had been employed until then by alarge well known private practice in a team designing a vast new university in the midlands. Iwas very dissatisfied both with team design urder centralised control and with large projects, and I had come to the conclusion that part of the reason for the failure of modern architecture is the size of many projects: such scale virtually presupposes bleak, characterless, and anonymous results. In the GLC schools division Ithought that Iwould have an opportunity of designing small buildings with a great measure of personal control from start to finish. 395 Second, the GLC architect’s department had retained somethingof the reputation built up in the late 1950s both for the quality ofits output and the freedom allowed to architects to develop their ideas. I had become disillusioned with the orthodox functionalist dogmas that had been instilled in me both in college and in offices, and Iwas looking for ways of practice that would allow me to develop alternatives to what Ibelieved to be irrelevant and anti humanist design principles. The old Lcc’s reputation was the direct result of reforms instituted after the second world war by the progressive and far sighted chief architects, Robert Matthew and Leslie Martin. They reorganised the department on the group principle, with leaders heading small groupsof job architects who had greater freedom of action than under the old system, and they also propagated modern architecture as the style that could best cope with the building programme of a large local authority, while at the same time attracting young and enthusiastic job architects to do the work. Eachof these achievements was made within the overall structure ofa large and rigid bureaucracy. Isoon learned that during the reign of the then chief architect, Hubert Bennett, the department had stagnated under uninspired leadership. The original impetus, whose success flowed from the confidence placed in job architects and the encouragement given to them, had given way to a new brand of bureaucratic control. Moreover, the architectural climate of the late sixties and early seventies was quite different from that ofthe previous decade. no longer enough to be allowed to tinker in isolation with one’s own It was RIBAJ August 1973 RIBAJ August 1973 An open invitation to everyone with aclient who can’t make up his mind about wall panels EZ ia Y \ | om > 1\ \ i} z S\2, * Pictures alone can’t help him. Hand samples can give no idea of the final effect. Bring him along to Anderson’s magnificent showrooms in Islington Green. Let him see for himself the most unique display of full-size panels, which can be ordered on the spot. Plus Ceiling Panels, Doors, Timber, Plywood. Every kind. of board. All under one roof. And if you can’t spare the time yourself, ask him to come and see us on his own. He'll enjoy it. And it will save you a great deal of time and trouble. C.F.ANDERSON &SON LTD. ISLINGTON GREEN, LONDON, NI 2XJ (Established 1863) Telephone: 01-226 1212 Telex: 261321/2 particular stylistic preoccupation. The growing awareness among both laymen and professionals of the wider political and social implicationsoflocal authority building meant that the architect’s role as a paternalistic professional oligarch who alone knew what was best for the tenants and children of London was increasingly in question. The recipients of the Lcc’s versions of ‘ville radieuse’ were not as grateful as they should have been. Not only were they emerging in action groups and talking of participation, but they were starting to ask embarrassing questions, such as why do the architects who so vehemently advocate concrete high rise monumental solutions live themselves in houses with gardens? In planning, too, it was becoming clear that the wholesale destruction of London, to which the GLC wasa party, was being done in the name of increased profit for a minority, and that it would be replaced not by some continental style utopia, but by featureless and grim complexes inwhich minimal provision was made for people’s needs. As the sixties drew to a close, there was no sign that the GLC architect’s department was in any way broadening its thinking or equippingitself to grapple with major changes in society, as it had done in the postwar decade. On the contrary, itwas retreating even further to a blinkered and alienated paternalism. New management takes command Under the Tories, the ‘managerial revolution’ arrived in the architect’s department. For the first half of my time in the GLC under Bennett, the hierarchy was headed by men of the old regime — essentially conservative, drawn from public school backgrounds, and trained as architects before the war. Becauseof their belief in their divine right to positions at the top, they could afford to be tolerant, or even eccentric, ina disinterested and affable way. But at the same time, they were inefficient, relied heavily on the old boy network, and were il at ease with technology and environmental sciences. The management conscious architects who took over from them were a new breed of conservatives, much more similar to Ted Heath and his band. Because of their working class and grammar school backgrounds, they felt that they had attained their position not by privilege but through their own effort and determination, and so they were much more inflexible and hardnosed in the face of what they saw to be any threat to their rank. They had been trained in the forties and early fifties, and were cast in the orthodox functionalist and technological mould. fashionable) and retaineda belief in the centralised stalinist brand of socialism. Local authorities with their bureaucratic structures were ideal for them. The myth of ‘management’ has pervaded society in general. The notion ofa superior caste of decision makers, formulating policy and handing down directives to a lesser body of ‘work units’ who carry out the tasks without question, is increasingly accepted as the only way that Great Britain Ltd can be run. The managers are separated from the rest ofus by big offices, personal secretaries, expense account lunches, access to confidential information, and chauffeur driven cars. They must have all these, we are told, in order to negotiate with other managers, whether in government or industry, here or abroad. It is further believed that the implementation of management techniques can solve every problem: introduce them into any huge organisation, and al will be well. The GLC management structure ismade in this image (suitably watered down, ofcourse). Professionals who aspire to these dizzy heights must shake off the remnantsof building design, with its connotations of manual labour, draughtsmanship, and creativity. As the clerk to Kent County Council said in the Bains report: “When an architect or surveyor reaches midmanagement level, he will have to make a choice between top management and the professional side. Professionalism has its merits and provides a high standard of advice, but itcan also inclinate [sic] against the corporate approach.’ In his own terms,of course, he isentirely correct. Management today isabove professional responsibility: itisnot possible within the GLC to progress through the upper grades and stil function as an architect. As the concept of ‘management’ emerged with its semantic encumbrances — ‘branch head’, ‘work units’, and ‘control data’ —so the gulf widened in the GLc between the upper grades and the architects doing the design work. Similarly, as the power and autonomy of the managerial bureaucracy were strengthened, so the gap increased between the transient politicians and the permanent ‘civil service’ of professional advisers. So the architectural hierarchy was doubly alienated —first from the needs and aspirations of designers, and second from the only representatives of the users for whom the authority’s buildings were supposed to be designed. Administrators were now in positions of power out of all proportion to their merit or talent. Top managers have always been appointed by the GLC to act as virtual dictators: the heads of the various sections are individually responsible for al decisions and departmental policies. That is why you never sign your own GLC, but instead write the name ofyour divisional ordepartmental head. Itisa procedure that Ialways found hard to comply with, because there issomething dehumanised about signing another’s name. In addition, of course, when buildings are shown in the press, their authorship is always attributed to ‘The architect to the council’. Like the grading system, it seemed to me part of a general conspiracy to ensure that your personal identity was destroyed. The old regime had coped with this situation by operating a benevolent and tolerant dictatorship, and never using their power as despots. The new managerial class, however, exploited and abused their power at every opportunity. Indeed, the difference in values between architects and management was, to me, unnerving. I ‘Itis almost unheard of for job architects [in public practice] to report to client committees: they report instead to other architects who know better than they do. The pyramid style is only a mirror of most other departmental establishments in town and county halls, but in most departments the base of the pyramid is composed of clerks. In architect departments, itis composed of highly qualified professionals who are treated like clerks’ George Oldham in the May RIBA Journal had naively thought that, as qualified architects, we would basically share the same goals. At no time, however, did I find management cooperative or helpful. They appeared to be concerned only with maintaining their own position with the minimum of effort and trouble. Ifany real problem was raised, it would be met with some vague and totally useless observation, or some snide reference to one’s own alleged inadequacies. Some at group leader level had reputations for doing no actual work at all: others spent their time indulging in office affairs or petty manoeuvring in internal politics. From the job architect’s point of view, it was difficult to ascertain what contribution they made, if any. At the same time, management kept a check on those under them by means of a system of secret reports compiled by group leaders. The reports were related not to one’s architectural output, but to personal qualities which those making the reports were not qualified to judge. It was very bad for morale. And so was the reverence for private practice that management constantly displayed. They never failed They might have dabbled in a kind of communismintheiryouth(whenitwas nameOnmemorandaorlettersinthe RIBAJ August 1973 396 to point out how much better and quicker architects in private practice could do our work, but they seemed totally unaware that this was mainly the result of their own inept management. Mace: or metric monumentality IfI had left private practice in the hope of entering a more liberal environment, I was soon to learn my mistake. About ayear after Ijoined the GLC, ameeting of the whole schools division was called (a rare occurrence) to inform us that the ILEA was committed to joining MACE (Metropolitan Architectural Consortium for Education) and to initiateusintothewondersofthe system. MACE was sold to us as being different from other systems on two counts:itwaspurposedesignedtocope with urban sites, and it had high architectural quality. Basically, the system was based on a Im planning grid, and appeared to consist of 2.4m high concrete panels supporting an “A deck’ roof structure. the fault of the architects or the system itself. Surely one didn’t have to use those miserable ridged concrete panels, or to produce such stodgy plans? There was, however, a growing wave of discontent from architects using MACE. The technical failings of the system seemed to be more numerous and basic than one would reasonably expect ina new product. A ‘feedback’ conference was held with MACE job architects, and the following are typical ofthe technical inadequacies which emerged indiscussion: First, the 1m planning grid was found to be too large for comfort, and also contrary to the British Standard on modular coordination, which recommends aplanning grid of900mm broken down toa300mm component subdivision. Then there were complaints about poor sound and thermal insulation,aboutthecostofthe system’s ducted warm air heating, about external wall leaks, and about the failures of concrete ground beams, the impractical nature of prepackaged plumbing units, and the lack of choice in finishes. In addition, it appeared that Moreover, I would be the last to advocate purely economic solutions: architects too often lower their standards and abdicate their responsibilities in the face of such arguments. Ifyou sincerely believe a project is worthwhile, you should try to push it through even though it may not be the most economic. The Department of Education & Science, however, is totally committed to system building, and since it controls not only the cost of new schools but also ‘Among the existing local authority departments, some are more professionally oriented than others, and in such departments [the professionals] derive satisfaction both from their own jobsandfromtheknowledgethat [their chief] understands what they are doing and will speak for them’ Bains report on the new local authorities their planning and appearance, each local authority is eager to adopt a system to please its masters in Whitehall. In addition, MACE received an extra development cost allocation from the government, and any scheme designed in MACE will be regarded favourably by the Des — even though it is bottom of the systems league even in the department’s eyes. Apart from pacifying the DEs, of course, a system like MACE dovetails very well with bureaucratic attitudes and controls. MACEis tailor made for management architects because it has a very strong ‘functional’ aesthetic — meaning not that it is functional in practice, but simply that it is rectilinear and modular in appearance. Bureaucrat architects are uneasy when confronted with schemes which show individuality or imagination, and find it hard to read plans and elevations which are not diagrammatically simple. Though discussionof architectural quality remains taboo to them, with a system such as MACE they can talk about ‘modules’ and ‘components’, ‘grids’ and ‘junctions’, and exercise not only control over designers’ careers (as they have always done) but aesthetic control as well. The moral superiority of system building is implicit in orthodox functionalist thinking: the very alternative — ‘traditional building’ — has become a pejorative term. Architecture Itsoonbecameclearthatthedecisionto MACEdidnotcomplywiththeLondon use MACE was afait accompli, for nobody had consulted the job architects on what kind of system —if any —was required. During the subsequent discussion, which was monopolised by group leaders and senior officers, only one architect was courageous enough to voice an objection on the grounds that standards were being lowered. He was immediately made the subject ofa vicious and personal attack by management, who made sneering references to the cost ofa building he had just completed. The implication was that MACE would be highly economic. There was no argument, because the intellectual climateof the division did not allow for free and frank discussion about the purpose of our work. People were not encouraged to speak up for what they believed in: indeed, they were fearful of so doing. When the first MACE buildings were completed in London, they were disappointing to say the least — ugly, out of scale with their urban surroundings, and technically crude. Far from being anonymous enclosures for teaching, they were assertively ‘architectural’ with amost unpleasant brutalist prefab aesthetic. Itwas obvious that those responsible for the development of the components were by no means competent or sensitive designers —a problem of system building which has been better described by Geoffrey Broadbent (see facing page). But though Iwas prejudiced against the system and voiced my doubts openly, Iam not opposed to system building in principle — only to bad system building — will. The whole costing of schools is and Idid not know enough about MACE to judge whether the results were now so fluid and obscure that statistics can be made to prove almost anything. 397 RIBAJ August 1973 building bylaws or fire requirements in some respects. Both the structural engineers and mechanical services engineers were unhappy about many aspects of the system, and resented not having been consulted. It seemed as though MACE had been developed in total isolation, without reference to existing systems, relevant ‘(The GLC department of architecture] has an enviable professional reputation. It demonstrates what a group of people selected for their professional ability and assisted by an enthusiastic and understanding administration can achieve. Itcould, with advantage, be copied by other local authorities’ Jack Whittle, Cheshire county architect: AJ, 2 May authorities, or those who were expected touseit.Aprogrammeforhundredsof schools in south east England had been embarked on without even building and testing a prototype in use. There were ominous rumours that MACE was proving grossly expensive, and that teaching areas and standards were being reduced in order to try and makethesystemwork.Butitisdifficult isdeemedtobealuxurysprayedon,if to criticise MACE on cost grounds, for al required, after the functional theinformationisinthehandsofthe programmehasbeenfulfilled.AsIwas authority and can be manipulated at soon to discover, MACE provides tidy standardised boxes for tidy standardised administrative thinking about tidy standardised school briefs. Battle of Grafton primary school the feasibility of the system. The GLC quantity surveyor on the job had also warned that current estimates showed MACE costs to be rising faster than those in accordance with the brief, to provide open spaces outside the teaching areas, as well as views and daylighting. In my alternative scheme, the five per cent This was the background to my eventual of other buildings. It was agreed that he saving on structure cost could have been confrontation with management, and then my resignation from the GLC. Iwas given aprimary school rebuilding job to design: Grafton school in Islington. I knew that this was part of the MACE programme, and Isaw itasan opportunity to explore the system in detail and find how itcoped with difficult urban sites. Whenaschool isassignedtotheMACE programme ~as are virtually al new primary schools in the GLC area — no prior site investigation is made to assess suitability. The Grafton school site is in the backwaters of Holloway, at the junction of Seven Sisters and Holloway Road: itissurrounded by three or four storey shops, industrial buildings, and decaying houses, and is grossly under the minimum area required by the DEs. In addition, the existing ‘board’ school and its playground were to be retained during the rebuilding, and some corners of the site were not immediately available: therefore the site left for building on was very small, highly irregular in shape, and enclosed on three sides. The education officer stressed the need for a single storey school if humanly possible, and Iagreed. Itseemed wrong to compromise the eventual school and site for the sake of short term restrictions: the school might have to operate under difficulties for ayear or so, but it was the long term solution which would be important. After much work and effort, Iarrived at a single storey solution which was on the MACE grid and met the client’s requirements. MACE representatives assured me that concrete panels could be dispensed with and either purpose designed components or brick cladding substituted. Of course, they had a vested interest in selling the scheme. Privately, however, some members of the MACE design team voiced grave doubts about should check the cost of the scheme, comparing MACE with an alternative Ihad evolved ona previous job which used a ‘rationalised’, loadbearing, brick and steel framed structure, and which had proved highly economic. The conclusion was that MACE would be at least five per cent more expensive than my alternative, provided that the system’s standard kit of concrete loadbearing panels was used. Any introduction of nonstandard units or traditional materials would further increase the cost of MACE. So the 9s suggested that the plan area and the amount of external wall should be reduced. At this point, Idecided that the system was just not appropriate for the site. The elongated and meandering plan form was intended to cope with the irregularities of the site boundary and, ‘Suppose, for example, that we take a technological view on creativity: that it is a matter of solving technical problems in new and more “elegant” ways. Surely that hasa place in anyone’s vocabulary of architectural design techniques, however rational they may think themselves ? Indeed, it has been one of the tragedies of system building, as developed so far, that no One paid much attention to the creative aspects of detail design. In Clasp, for example, the detailing is unbelievably crude: one has only to look at the ways in which windows are fitted into the steel frame, or corners negotiated, to used for additional area or the provision ofcovered outside spaces related to home bays, which thebrief said were essential. But in the MACE system, there Was no way of saving cost to meet the brief’s requirements. How can you reduce area on a Im planning module without chopping off valuable teaching space ? How can you decrease the height of external walls when only a 2.4m high component isavailable? The implicationsof the restriction imposed by the concrete panels Ifound to be serious. The site was depressing and tatty: the sort of mess our society reserves for schools in working class areas. The children in the neighbourhood live in slums or tower blocks which are as shabby and overcrowded as their school environment. They have endured intolerable conditions and waited more agree with Reyner Banham that the “clip joints” are indeed “‘il met’. The problem here, of course, is that the architects who developed Clasp were attracted to the project because they considered themselves non creative...so Clasp became an assemblage of bits and pieces lacking any kind of consistency because no one in the design team was Capable of the creative gestures needed to transcend the immediate problem and produce an overall solution which was elegant in the technical sense’ Geoffrey Broadbent: Designin architecture (see p 419) RIBAJ August 1973 398 Grafton school playground in Islington: two views showing site boundary and surrounding industrial building than fifteen years for anew school. In this situation, the architect’s responsibility isdeep and fundamental. He knows that almost any solution which involves a new building will be initially acceptable to people in such circumstances. Itistherefore essential that great care and attention should be given to providing the best possible solution; it is the easiest thing in the world for middle class professionals to plonk down some bland concrete box in thebelief that the ignorant working class cannot appreciate anything better. Indeed, one of the more serious criticisms ofMACE isthat mostof the architects who are forced to use it have such alow opinionofthe system that they do not give sufficient care and attention to their work. Since the system can be blamed for any failures in design, the general attitude is to get it over and done with as quickly as possible, and hope to move on to something more satisfying. This isa bad stateofaffairs: total standardisation stifles creativity, diminishes autonomy and responsibility, and prevents architects from questioning every design assumption. 30 MARCH 1973 Hellman’s letter to ILEA leader Ashley Bramall *I was recently removed as architect in charge of rebuilding the Grafton primary school, Islington, because of my conyiction that the Mace system* was not appropriate for this site. I would like to briefly describe the justifications for my conclusions, which were not arrived at lightly, but were the result of long and careful deliberation and a great deal of work and effort. ‘The initial site is grossly under area, hemmed in by housing and industrial buildings on three sides, and long and irregular in shape. These constraints resulted in a plan form with a complex perimeter to skirt the meandering boundaries, to provide light, and to open out the spaces related to teaching areas. I found the Mace system too inflexible to cope satisfactorily with these conditions. ‘The alternative method of building proposed by me was estimated by the quantity surveyor to be at least 5 per cent cheaper. The scheme cannot be built in Mace without further reducing teaching areas. ‘L agreed to design the school knowing that itwasintheMace programme andonthe assumption that the quality of the result would depend on the architect. Having investigated Mace thoroughly, both in planning and completed buildings, Ino longer believe this to be the case. The technical and financial restrictions mean that, at best, the result will be mediocre and out of scale, and at worst, ugly and technically shoddy. ‘The children in the area live in tower blocks Ido not believe that architecture can be separated from design in this way: the means by which form and spaces evolve is architecture — by which I mean human scale, variety, and sensitivity in every detail. Ibelieved that the children, teachers, and parents of Grafton school deserved these things, as well as warm natural materials and a considered relationship between the building and its site. But the restrictions imposed by an inflexible, uneconomic, and poorly designed system like MACE are too great for individual architects to control the result more than marginally. Iwas shown a‘good example’ ofa MACE school in Surrey where the architect had quite rightly dispensed with the concrete panels. But he had replaced them with painted plywood! The school was opened only recently, and so the ply has not yet experienced the relentless onslaught of English weather and lusty children. What kind ofspace age technology isthat? Iwon't discuss the unpleasant details of how Iwas speedily removed from the job by management, who had either not seen the plans or site, or had glanced at the scheme for only a or near slums. Ibelieve that they deserve something better than mean concrete boxes for their school environment. That “‘better’” Iconsidertobenatural,warmmaterialsand textures (brick and timber), a variety of lighting and spaces, and a considered relationship of new buildings both to the old environment around them and to the site landscaping. The quantity surveyor confirmed that such a solution was possible within the budget. ‘The implications of my dismissal from the job (without a proper chance to put my case, I might add) are, I believe, serious as far as architects working for the ILEA are concerned. It seems that architects will no longer be allowed to exercise their professional judgement in evaluating what they professionally consider to be the solution in the best interests of the client. ‘I know that I am not alone in believing that ~ few minutes. They were not willing to discuss the reasons for my conclusions. Iwas offered no other job, and was given the choice of doing the scheme in MACE or leaving the schools division. Education officers, quantity surveyors, and engineers had privately voiced their dislike of MACE. Informed opinion in the architectural profession had demonstrated the economic and social failures of closed systems. For these reasons, it was essential that any dissent such as my own should be seen to be crushed quickly and easily, as a warning to others. As Jsaid in my open letter to Ashley Bramall, the leader of the ILEA, on leaving the GLC (see below), the implications of this ‘minor’ incident are serious and far reaching for architects working in the GLC. In effect, they are being asked to actina manner which they know is unprofessional. An architect’s professional responsibility (which transcends his immediate responsibility to his employer) is to evaluate every solution at his disposal, and to select that which he deems to be in the best interests of the client. I was prevented from exercising that judgement. Mace isadisastrous mistake, and that the ILEA has been very badly advised by officers to join the consortium, for at a recentmeetingofschoolsarchitectsinthe GLC, the overwhelming majority yoted to reject Mace in its present form. ‘The GLC has in the past won international acclaim for the high quality of its school design. This was achieved by giving free rein to the designers, and by showing confidence in their professional abilities. I beg you and your committee to reconsider the position regarding Mace before we commit ourselves further to this form of visual pollution.’ *Metropolitan Architectural Consortium for Education: a prefabricated building system for schools in south east England using mass produced, wall height, rough concrete panels, and tlat roofs. Outside wall and room heights are standardised. Ashley Bramall’s reply to Hellman ‘I haye read with interest your letter about Grafton primary school. I have already asked for a comprehensive review of the use by the ILEA of the Mace system of construction, and Iunderstand that the report will be presented to the appropriate subject committee immediately after the election. While the authority is a member of the consortium it is implicit that the system should be used whenever practicable. ‘So far as the issue of Grafton school is concerned, Iam told that our senior professional officers did not agree with your view that the use of Mace was impracticable, nor that in the hands of a competent architect the school need be *‘mediocre and out of scale”’ or ‘‘ugly and technically shoddy’’: furthermore that, even in the form of construction you fayour, the quantity suryeyor’s adyice was that your scheme could not be built within the cost limits. It is these cost limits which have led to the lowering of standards in school building. ‘May Isay that Ifind your claim that you had no proper chance to put your case difficult to understand in view of your long discussion with the schools architect [James Pace] about your attitude to the Mace system. ‘Within the architect’s department, as you say, architects are given considerable scope in exercising their professional judgement.* They must, however, be subject to those responsibilities which fall to professional officers in charge of a department in carrying out the authority’s building programme.’ *The text of his letter shows that Hellman did not say this — editor. RIBAJ August 1973 How architects ought to work System building carries such a built-in moral imperative that any opposition to this holy functionalist doctrine is taken to imply the desire to return to some mediaeval craft based building technology. But sensible opponents would be the last to advocate a return totheoldsystemof/aissezfairein design terms. Though I have stressed individual responsibility for design, this does not mean that architects, whether in public or private practice, should continue to work in a vacuum, alienated from the real life of buildings. Good architecture has never been produced in this way. Ibelieve that there should be more rather than less constraints on architects in the design stages: but the sourceoftheconstraintsisimportant. Those imposed by crude standardisation of the end product, departmental myopia, oligarchic management, or surrogate clients are irrelevant and can be swept away without a second thought. On the other hand, constraints in the form of monitoring and consultation, which stem from liaison with those most closely concerned with buildings (namely, users in the widest sense), are necessary and essential. Within the office organisation, there should equally be a strong design discipline — not necessarily involving standardisation ofthe architect’s end product, but rather the means by which he achieves that solution. Management, instead ofexisting mainly to perpetuate itsownmythology,shouldbeemployed to ensure that the lines of communication between the different parts in the design process function continually to their fullest extent. Such a reorganisation can be summarised under three headings: contact with users, design information, and departmental organisation. Contact with users Oneofthe reasons formediocrity in local authority architecture is that designers are not answerable to those most concerned with buildings: the real clients. The GLc chief architect, Sir Roger Walters, has praised the consultation which the Swinbrook area forced the GLC to undertake before it designed housing there. To the council, however, participation means allowing users to choose between, say, three colours of concrete cladding: that apart, ithardly affects the way the department works. The GLC cannot or will not comprehend that participatory design involves fairly radical changes in the thinking and methods of designers, to enable them to deal with real clients. Briefing:Atthemoment, briefingis conducted by administrators, with architects playing a subservient and passive role. The “brief” is often in the form ofa sacred schedule of rooms or fixed areas, and may not be deviated from. Only administrators have the power to alter areas, while architects are expected to make no contribution at all. In school design in particular, vital decisions are often made by people who have no architectural or educationalqualificationswhichare greatly detrimental to the functioning of schools and their relation to the community. The users ofthe buildings play no part in this process: the school head may perhaps attend the meeting where the final sketch plans are presented, but he or she will rarely be in a position to contribute much, or even to comment usefully. Briefing should surely be a much more fluid process, entailing face to face RIBAJ August 1973 Three Mace schools Left Assembly hall, Edith Neville primary school, Camden. See also p 371 Below Concrete wall panels, Godstone infants school, Surrey Below left Detail of concrete panel, St Nicholas esn school Purley, Surrey discussion between architects and user representatives, and administration should be confined to its proper function, which is to provide liaison and advice. This process would ideally develop from free interchange of ideas to the formulationof a loose brief and eventually abuilding solution. Itis to be hoped that committee members, who are the community’s political representatives, would also be involved in the meetings, instead of merely rubber stamping the final plans — as they do now. The ILEA education architect, Gordon Wigglesworth, has recently hinted that some parental involvement in the design of schools is imminent. ‘It is al part of the new grass roots democracy and is to be welcomed. Politicians today have become far too remote from the local issues which mean so much to their electors’ (note the careful shifting of blame on to politicians). But, if ‘parent participation’ isinterpreted by the GLC in the same way that ‘architect participation’ has been, itis unlikely to be of much value — except in improving the corporate image. Indeed, the old attitudes already show through the pious liberal affirmations, as when Wigglesworth emphasises the understanding of people’s ‘needs rather than wants’ — the standard professional euphemism for ‘we know what's best for you’. Empirical information: Architects spend far too much time in their offices toying with designs on paper. There is no substitute for direct experience of the day to day working of schools — for observing teachers and children in practice. Not enough encouragement is given to architects to visit schools, and when they do itisoften when the building is empty, so that the children will not ‘spoil’ the spaces. Even walking round when the kids are there is not really enough: it is difficult to understand what is happening in teaching situations (it might even stop when visitors come), and architects often concentrate only on the building fabric anyway. School designers should be able to ‘sit in’ and observe for long periods before tackling designs on paper. More can be learned from a week’s intelligent and > perceptive observation than ina year spent scrutinising design guides or DES bulletins, though these certainly provide useful back-up material. And experience of other activities related to the school —staff seminars, PTA meetings, playground games, even the local pub — Isequally essential. Local involvement: There is a need for greater liaison with boroughs and community organisations to determine local requirements. Though in theory the boroughs now have far more control over their own affairs, there is stil the feeling that the GLC is uncooperative, antagonistic, and bullying toward local councils. There should, however, be no conflict of ‘interests’ between authorities which each serve the same people in the area. The process of choosing sites very much affects these relations, and at the moment it is not carried out efficiently. Potential sites are scrutinised on ordnance survey maps in the office, and if(as invariably happens) they are found to be too small, adjoining houses are arbitrarily added to make up the minimum area required by the DES Participation and the architecture club... Early in 1972, the new chief architect to the GLC, Roger Walters, suggested that an architecture club might be organised on similar lines to the many groups and societies which already existed in the council. He further expressed the wish that such a club should be run by younger architects in the department and remain free from interference by the upper levels But the ad hoc committee formed to get the club going was composed of the usual establishment yes men, who proposed a programme of events which consisted mainly of inviting private big name architects to chat about their work A group in the schools division, resentful of yet another activity being taken over by the mentally middle aged, got together to determine what job architects might expect such an organisation to do. Two main aims — participation and user contact — emerged from their initial discussions and were circulated in a pamphlet. The following is an extract ‘We job architects believe that there is a need for a forum to discuss our role within the GLC, with the aim of finding how to improve the architecture produced by the department, and how to make our voice felt effectively ‘We feel that the architecture club, which has been officially sanctioned as our organisation, is an ideal framework within which to discuss these matters, and we should like to see the following points debated as a matter of priority: ‘The architects on the lower level have no say in the running of the department, and no possibility of participating in the internal decisions which fundamentally affect their working lives. We job architects are expected to carry out policies made without prior consultation and which frequently conflict with our professional ethic ‘The architecture club should represent the working architects of the GLC — who are the majority. Since we do the real work, we should participate in the decisions which affect our work as professionals, and also our working environment. There must be no question of veto or approval by the establishment “We have no contact-of any kind with the real clients of our buildings, whether they be tenants, teachers, children, or old people. We are forced to make do with the interpretations of user requirements made by middle men and administrators, such as housing managers or education officers: the false clients. We do not believe that these people, however good their intentions, can truly represent the real clients increased pressures from job architects in the schools division, who wanted to meet management to discuss this problem. A meeting was duly organised and management expressed support for the idea of ‘participation’. But it was clear that they interpreted the ‘The club should start to fil the gaps by pressing for the implementation of Skeffington, and by restructuring the architect/client organisation to allow direct contact and participation. Non architects should not merely be allowed to join, as has been suggested, but should be actively encouraged to word to mean some mild and participate. And the club should have its own magazine” At the subsequent election of a permanent committee to run the club, a majority of architects in sympathy with these aims were voted in. The result of a questionnaire circulated to everyone in the department showed that most people wanted just such a forum to discuss matters which were of immediate concern In one respect, of course, the GLC is a paper tiger. Everyone who joins soon develops the notion that Big Brother is watching every move and waiting to pounce at the slightest hint of dissent. But it is all in the mind, since ‘the GLC’ is only the people who work in it. On the other hand, those who organised the club’s activities — which included meetings on the Covent Garden scheme with the planning team and community spokesmen, architect and tenant seminars on housing chaired by Nicholas Taylor and David Eversley, and discussions on schoo! design with teachers — knew that they were seriously jeopardising their careers within the department The first demand in the club’s ‘manifesto’ — participation within the department — led to harmless form of consultation: they were prepared to give information about selected policy decisions, but not about those which, for whatever reason, were deemed ‘confidential’ The meeting was in no mood for this, however, and much to the annoyance of management, votes were taken on several important issues, including the use of Mace. The majority who votedtorejectMacein its present form were by no means composed solely of the ‘radicals’ or the ‘articulate’, but on the contrary were those who would normally have been thought too timid or apathetic to make their feelings known The value of voting at such a general meeting was brought home to me by the majority's rejection of Mace. |understood why bodies like trade unions, which use such apparently cumbersome procedures, are ridiculed and attacked by the press:management cannot abide decisions which are not the result of secret negotiations by appointed individuals To the further irritation of management, this important meeting was reported in the professional press. For a whole day, the first floor of County RIBAJ August 1973 Creator An entity primarily responsible for making the resource Maurice McCarthy Source A related resource from which the described resource is derived John Allan Date A point or period of time associated with an event in the lifecycle of the resource 01 May 1974 https://nam.maydayrooms.org/files/original/b346dce53d26d2e13c94e9436e22861c.pdf adda4d8de5a61063abd68172d278c84f Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Trade Unions and Architecture Description An account of the resource Themes included action on asbestos and Health &amp; Safety, and involvement with Direct Labour Organisations and Building Unions. Following comparative research of possible options, NAM encouraged unionisation of building design staffs within the private sector, negotiating the establishment of a dedicated section within TASS. Though recruitment was modest the campaign identified many of the issues around terms of employment and industrial relations that underpin the processes of architectural production. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Professional Representation Subject The topic of the resource Article in Architectural Design "Democracy for Architects" Description An account of the resource 156 AD/3/76 LOUIS HELLMAN reports on the evolution of bodies which represent the interests of architects in Britain. The formation of the architec- tural profession in the United Kingdom early in the 19th century occurred at a time when the public estimation of archi- tects had never been lower. Corruption and fraud were rife among those who assumed the title of architect. And architects generally, having lost the privileges of private patronage, had the task of persuading their potential clientele, the newly- emerged capitalist class, that they had an indispensible service to offer, namely architectural design as opposed to mere building. So in line with the other professions, a group formed itself into a professional body (The Royal Institute of British Architects) which imposed codes of conduct on itself and controlled membership in return for social status. Its codes and _ regulations were designed to protect a small associ- ation of private practitioners serving the new moneyed elite. Despite the later impact of the English Free Architecture Movement at the end of the century, inspired by William Morris’ revolutionary notions regarding the social responsi- bility of the artist, and despite the subsequent development of the Modern Movement along similar lines, there was until very recently little commitment to the architect’s wider responsi- bilities to the community on the part of the Institute. The RIBA is still seen as an elitist club for private principals serving a power elite. Poster for Greater London Council Architect's movement for partici-. pation in internal decision making. Louis Hellman: ‘Arguably — the greatest living architectural cartoon- ist? (Martin Pawley), Hellman is also an architect and architectural critic. PROFESSIONAL REPRESENTATION — mS ieee al CWE 4 e six wise giants were not deterred. ing ‘software’, and giggling about ism’, ‘fragmentation’ and ‘the time »’,unswayed, the magnificent six strode ' stewing impermanent light-weight struc- tes on al sides, hung about with inflat- 'dbles, while electronics abounded. First they “wandered along separate unexplored paths — always dreaming. Their dreams were of _yillages that mushroomed up hydraulically “under inflatable umbrellas, magic carpet cases, all serviced with loving care by - computers in the cybernetic forest. On the edge.of the forest they discovered the wonders of suburbia and, touching it with their special powers, they transmogrified it into suburban adhocs. Consulting and co-operating with the _-witches and warlocks, they decided to go back to nature. And there were many hangers-on. Frequently back-tracking, but in the general direction of forward, the six wise giants played a major ‘now you see it now you don’t’ game with bumps and lumps, and delights. In their search for hybrids, they produced cities in craters and buildings ~underground, artificial islands and sponge oy,JRESPoOwsv = aay! buildings. By now they had become indi- viduals, and ambled their various ways always questing and questioning. Had their journey been a volte-face? Or had they gone full circle only to return to the spot they had set out from? It was too difficult and too boring a question. The six wise giants quickened their pace and the gnomes watched them pass, but they never looked back. They .were laughing, wise in their insecurity and armed with their special knowledge and fresh appetites, they knew _ they would always be happy ever after. Arehigram 1961-1976 (the first 15 years): Peter Cook, Warren Chalk, Dennis Crompton, David Greene, Ron Herron, Mike Webb. : _ Chit > ve 155 = was a move to make the immediacy of the present — its here-and-nowness — more accessible. This is the raison d’etre of Instant City — mobile, mould- ing itself to what already exists, making the experience of the environment more intense. Metamorphosis The move from a visionary future of controlled change to one of convivial adaption found its expression in adhocism. The sheer novelty of the idea that in practice meaning is rarely as explicit as architects had supposed, completely disrupted all expectations about style. The discovery of ambiguity in meaning in archi- tecture was total anathema to the singular purpose of the Modern Movement, which was to contrive explicit monumental metaphors to the ideal of a clean aesthetic. Reeling from the surprise, and ina race to resolve it, all talk turned to that tangible image of ambiguity — adhocism. Charlie Jencks and Nat Silver wrote a book about it, and Peter Cook devised his Addhox Metamorphosis of the suburban street — Mon Repos. The biological disintegration of his Urban Mark, which followed, is a fantastic extension of Archigram’s constant theme of continuing change. This, and more lately, Sponge, is the concept of a city totally responsive to its environment, no longer controlling it, but metamorphosising into it — metaphorically putting paid to the notion ofa hard-edged reality. RR. Professional disarray . Jameson can appeal on-TV for’ Since World War II the archi- tectural profession has experi- enced an ever-increasing polar- isation between the old private sector and the expanding public sector, or in-house local govern- ment architects’ Small private firms departments formed to cope with large, roll- ing building programmes in the educational and public housing fields. Today accounts for the greater part of building activity. The leaders of the public sector departments, the senior officers, became in- creasingly aware that the RIBA was doing little to protect or represent their interests as _salaried architects. They engaged in persistent lobbying culminated in the so-called ‘sub- scription crisis’ of the RIBA in 1972, when the vast majority of members turned down a pro- this sector which |AM A SURGEON. . LAM AT THEToPoF My PROFESSIOn .ONE OF TRE FEW WHO CAN PER- “FORM A COMPLICATED ENCEPHALOMALECTONY SUCCESSFULLY? “ 1AM AN ARCHITECT, | AK AMONG THE MosT HIGHLY PAILIN MY - PROFESSION... - |SIGN LETTERS ! 157 1AM A SaenTist. |AM PUSHING FORWARD THE FRONTIERS OFBlo- PHYSICS . |AM ConsiDER- fo oP IN THEREL- OF SUBATOMIC Atty / ehTOnic nel fession into disrepute by their willing complicity in themegalo- maniac ambitions of big business and big bureaucracy are the very architects who control the pro- fessional bodies, They have a vested interest in the maintain- ance of their unrepresentative structures. They devalue archi-- posal to increase the member- and nurses, they are turning to ship fee. Since 80% of: the the trades unions as an altern- Today the architectural ative, not a supplement, to thé profession faces a similar situ- RIBA. As members of a local ation to that which existed at its to subsidise activities and government union, they can see inception. Well-publicised services which were only in the the possibilities of improving the reports of corruption, building interests of the ruling minority. political context in which they failures, both technical and Either because it was unaware of work, and not just the physical social, and the indisputable ugli-- the significance of this vote of conditions or salary structures. no confidence, or because it was very cunning, the Institute reacted by proposing a separate organisation for salaried Through union activity and with the co-operation of other union- ised professions, they can be more effective as a pressure group to resolve the conflicts between professionalism, which stresses individual choice, and bureaucracy, which relies on collective responsibility. Their unions can liase with other unions or community-based groups, such as tenants associ- ations, to press for greater parti- cipation in the decision-making and design processes of local government. ness ‘and inhumanity of so many architect-designed schemes have helped to reduce the ‘status of architects to. the point where market-researcher Conrad the removal of the profession from the realm of public auth- ority housing — an area in which it was felt we had the greatest contribution to make. More significantly, architects .along with planners and developers are seen to be actively siding with the forces of power and capital against the interests of the com- munity, who may receive with derision the former’s plea of professional impartialityI.n such a situation it is not surprising that the structure of the pro- fession and its institution is in a state of disarray and confusion. The profession was born out of the rise of capitalism; will it fade with the crisis of capitalism? “membership were salaried, they could see no reason to pay more~.. members which would perform the functions of a union by maintaining salaries and working conditions to complement, not replace, the RIBA: This body, The Association of Official Architects, has in fact received little support as its functions are made redundant by real unions, and it is run by the senior-officer establishment who see no case for any fundamental changes in local authority departments. tation of their fellow pro- fessionals. . The RIBA has _ always Local authority contingent stressed, perhaps rightly, that it It may seem strange that ina nominally democratic body where the ruling council is voted in by a majority of salaried members, the bosses continue to tule. This is partly explained by the loaded voting system, partly by the conditioning architects receive which tends to lead them to believe that everyone in the profession is working for its best interests, and partly by sheer apathy. It seems increasingly is bound by its charter to act as At the same time, many local- more apparent that the RIBA is a learned society furthering the authority architects resent the unable or unwilling to change to cause of architecture and not as image of the profession that the meet the conditions of the time a union concerned with the established institutions propa- and democratically represent the material advancement of its gate. They feel that these bodies interests of the majority of members; those who require this give praise and rewards to architects. kind of protection should join the prima donna, monumental- one of the existing unions: Un- functionalist kind of archi- fortunately the professional pretence of being concerned with service to the community rather than with material self- interest has again been exposed for the sham it is. The RIBA, in fact, operates as a union for the powerful minority — fixing fees, controlling advertising, touting, and generally looking after the business interests of firms. The great majority of architects have no clients, no fees and no the promotion of good architec- business interests since they are employed by other architects or by public bodies. ture, However many pronounce- ments are made about the quality of architecture, or lip- ‘Younger architects, especially service-paying additions to the in the public sector, are increas- code referring to the architect’s ingly opting out of the RIBA, obligation to society, the real and seeing it as irrelevant to activities of the Institute are their role as public servants. seen to be operating against Along with other professionals those very ideals. Those archi- in the public sector such as tects who have been mainly teachers, civil servants, doctors responsible for bringing the pro- tecture that receives lavish cover- age in the glossy magazines: whereas they see architecture in the Morris sense as a service to the community where the ego- boosting art monument has no relevance. They resent, too, the RIBA’s stress on architecture as a business with its continuous stream of advice on management techniques and related subjects, none of which seem relevant to tecture and creativity at every Opportunity, and they deny the connection between designer and design to justify the exploi- In the face of the growing pressure from the public sector, splinter groups from the private- practitioner side have also emerged to safeguard the interests of the medium-sized and smaller private practices, They see the public sector as a threat not only to their work load, but to the quality of archi- tecture in general. The idea of bureaucracy acting as client miti- gates against the kind of pro- fessional service and personal attention which, in their view, the small private practice jis ideally suited to provide. They are equally alarmed at the ever- expanding building programmes of the public sector which, together with the decrease in private jobs resulting from the recession, are forcing small firms FAMOUS ARCHITECT . emerged which attempts to cut across this public/private polar- isation, and also to commit itself to a decisive vision of society in the near future. It accepts the public-sector radical’s view of the RIBA as a bosses’ organis- ation and an obstacle to change; at the same time it is opposed to centralised bureaucracy which action concerns the organisation alienates the users. The base of these radical movements is firmly that of community action: the involve- ment of the architect directly of the profession along very different lines to promote service to the community as a matter of policy rather than vague intention. The present an architect. SYNECTIC PROXEMICS. ABILITES... areas for potential action seem petence. Every qualified archi- Yugoslavia is often quoted. to have emerged so far from the tect should be fully responsible There, the size of practices is group’s discussions and con- directly to his client and not via limited by law to not more than gresses. a partner or senior officer. The five architects who share re- The first area relates to the RIBA should be reorientated sponsibility equally. Work is involvement of ‘ordinary’ people accordingly to look after the obtained, not through the thinly needs of the actual architects, veiled touting activities of a those who draw, design, and boss, but by allocation, much as supervise the erection of build- doctors in Britain are allocated ings rather than those ‘archi- practices under the National tects’ in name. only who have Health Service. London-based and orientated, it is accused of being out of touch with the provincial silent ma- those of a doctor, should be their work rather than for their would alter the context of the jority of smaller practices. available to everyone. Whether ability to play golf or bend the architect’s, work but not the Recently a third group has such groups come from the code of conduct. . method of work. They would, public or the private sector is More importantly, such a however, have far reaching impli- irrelevant. The important factor move to emancipate the job cations as far as architectural is that they have the power and architects would help to reduce education is concerned. Archi- desire to engage the services of the scale of jobs. Objections to tects would have to be educated to close and their members to seek employment with local authorities. They believe the result will be a totalitarian monopoly on one hand, and large, impersonal private offices on the other. They would prefer to see an expansion of the private sector through the sale of council houses, and the use of private firms by local authorities as Opposed to in-house architec- ture departments. The RIBA is seen to be equally unrepresen- tative of this group’s interests; in the planning and architectural decisions which affect them, and ultimately depends upon the acquisition of power by local communities through devolution or direct action. Architects com- mitted to this process have a trolling positions in the pro- duty to make their services avail- fession by means of their able in some form to threatened business or political contacts. or deprived groups: ideally, the Architects could then be seen to the organisational structure of services of an architect, like be rewarded for of the quality of the profession suggested here this are usually that there is not to shoulder responsibility on enough work to go round to receiving their qualification, and keep Britain’s 22 000 qualified not waste years as drawing-board architects independently occu- fodder for office hierarchies. pied. But a better answer might This implies a longer period of be that there are not enough practical training or apprentice- clients. Vast schemes are, or ship, perhaps culminating in a have been until recently, carried variation of the masterwork — a out by relatively few practices small completed building which and authorities employing would be judged by the users hundreds of architects in a and community, as well as by menial capacity. If this workload the professionals. surrogate client in the form of often put forward as an insuper- groups of two or three archi- which the architect may support a bureaucratic committee or able barrier to any idea of user- tects, then the ideal of user- but over which he has no direct management board claiming to participation. To counteract this participation in design could be control. However, we can put monotor the needs and require- structure, ARC and NAM achieved more easily. One might our own political/professional ments of others. The precise propose office self-management, even envisage a time when house in order and try to regain strategy of movements like The the sharing of both responsi- groups of council tenants choose the public’s confidence in our Radical reaction The second area for potential with the community he builds autocratic and hierarchical struc- for, at the design stage and not ture of the profession operates through the medium of a against such involvement and is smaller segments manageable by depend on political changes Architect’s Revolutionary bility and profit equally by all their architect. The bringing abilities, and in the contribution we can make to society’s well- Architecture Movement (NAM) ARCUK (not to be confused concerned with the quality of being. Too often the architect is Council (ARC) or The New members of an office. The together of the two groups most is still being formulated (and, with the official Registration the finished product —_ the asked to act contrary to his one hopes, ridding itself of a lot Council) group have taken this designer and the user — could do of pseudo-revolutionary rhetoric further to mean that no archi- nothing but improve the quality in the process), as evidenced in tect should be able to employ of the architecture. At the the confusion over their relation- another, an idea aimed at the moment, we often bring ship with the RIBA: whether to private sector but applicable together only those least con- change it, fight it or destroy it. equally to the public. The cerned about the detailed The consensus of opinion, how- current situation in which quality — the bureaucrat and the ever, seems to be towards the salaried architects are exploited manager. professional ethic. Sometimes he complies, sometimes he complies under protest, but very rarely does he stand up for the right of everyone to environmental equality, irrespective of econ- omical or _ political vested interests. We need an organis- second option, by forming an and divested of responsibility for As an example of this kind of ation that will support the alternative power base. However, basic decision-making invites small-scale office self-manage- architect when he finally makes two basic and interdependent irresponsibility and incom- 158 AD/3/76 ment, the situation operating in that kind of stand. insinuated themselves into con- could be broken down into Some of these proposals Drawing board fodder The fundamental changes in FOR My YEAR OUT’ |JOINED A LARGE LOCAL AuTHOeY OF REPUTE... MY Boss HAD RISEN THROUGH THE RANKS on ACCOUNT OF HIS MANAGERIAL AND FINANCIAL THEN |WENT “TO ARCHITECTURE SCHOOL... MY FIRST TUTOR HAD BECOME INTERNATIONALLY FAMOUS “THROUGIHIS RESEARCH Io THE SeMI- LATTICE HIERARCHICAL RECOMPOSITION OF WHEN |WAS YOUNG |DREAMED OF BECOMING A SO |BOUGHT MYSELF ADRAWING BOARD. SUCH BOOKS AS "The Ecology of Organonic Sociometry inLaunderette Planning’, ANDPOUTICALCOMMECTIONS|WPICIVATE if oePer pesve We're ALL PRoeESHONALS TOCETHER! PERHAPS ARCHITECTS ARE NOT SO BAO ASA PROFESSION AFTER ALL| 10 YEARS QUAUFIED ANO STUL 1M 159 IN MY FINAL YEARS |WAS TAUGHT By THE |FINALLY QUALIFIE.D.. PROFESSOR ... MY EXTERNAL EXAMINE? HAD GAINED A HE WAS RENOWNED FOR HIS AUTHORSHIP OF POSITION OF POWSIC, AND ESTEEM INTHE YESTEDAY |THINK MY DREAM BEGAN “70 fRIBA AS A RESLLT OF HIS BUSINESS COME TRUE... | SOLO MY DRAWING Board NaN Yonaren GCI CE ETEC er Becidenticln Hi-tech systems. Foster's [BM mirror-box at Common denominators. All the buildings have Havant, Hampshire was proposed as an architec- similar uses — office administration, computer tural answer to package-deal system-building. It machine spaces, and restaurants. All have small proved immensely popular to a profession deeply areas of window relative to the floor space created. concerned by the inroads package-dealers were All use servicing systems based on standard com- making into their territory at the time. Its success ponents, applied in ways which balance the often lay in re-thinking the existing boundaries within conflicting needs for simplicity, technological industry and using the available technologies ap- honesty and fuel economy. Charles Jencks recently introduced him as the most significant Mainstream Modern Movement architect in Britain. It is an accolade difficult to find fault with, for Norman Foster and Foster Associates have earned an international reputation for their highly ordered and explicitly technological buildings. And although many myths sur- round their work, making it almost imposs- ible to separate fact from fantasy, a review of the last 10 years points to important changes and consistencies in their function- alist use of technology. In the sixties, when systems set the standards for architecture, Foster Associates showed the architectural world something of the processes of systemdtic thinking. Com- missioned by IBM to administer a system- built package-deal contract for some pre-fab temporary accommodation, they systemati- cally reorganised not only the building’s brief, but also the users’ management struc- ture. The building they produced sealed within its coo] bronze, mirror-glass gasketed facades unprecedented economic flexibility and environmental control. IBM formed part of the cumulative architectural fantasy of the time for ahi-tech future. When the Wills Faber Dumas building was completed, it demonstratively took thi. fantasy to new heights in the realm of what propriately. ’Shape. Shape. WFD competitive with conventional Direct response to-existing grain timber system building. Single of streets and buildings. Low fragmented into dispersed but storey repetitive frame. Low- profile compatible with ‘the cost — high utilisation. Ex- conflicting needs of client activ- tremely low window-to-floor ities, circulation, site lines, ratio ‘Green field’ site. structure. Low _ floor-to-wall many~ years. Building both Skin. ratio on three floors. raised and constructed off the ground. Skin. Skin. Repetitive for low-cost. Single- Exercise in reductive detailing. 10mm clear glass with motor- skin spectra float and manually High performance 12mm solar operated roller blinds provide a control glass with flexible relatively low-grade of solar con- silicone joints. Excellent trol but effective and practical acoustic qualities. No blinds — in the circumstances. Standard unobstructed views. No opening systems extended further by {DPARKING.02MOTORS neoprene section gives good lights in wall but top lighting of linking them with horizontal acoustic seal and easy to replace escalator well — an inseparable mirrors to catch low sun. glass if damage occurs. No top part of the internal concept. lighting. No opening lights. Services. Services. Services. Roof-mounted, unitary air Heavy central plant located at Natural ventilation systems conditioning units with distri- ground slab level, distributing dominate. Raised building form bution in a constant depth services to dispersed air con- generates a reservoir of cold air structure and service zone. ditioning plant rooms embedded which is drawn through the ‘Fixed’ plant areas at ground in the plan. Elimination § of building section in summer. level virtually eliminated. Flex- major sources of vibration and Suspended floor used as a press- ibility improved. Design rooted other noise factors and re- urised plenum, eliminating ducts in the classic comparison duction of ceiling space to mini- and providing warm _ floor. between systems approath and mise the overall height of the Occupied space and roof space ‘systems building’: in this case building. In servicing terms, a free of plant. Electricity used the alternative offered — with low energy-consuming building. exclusively to take advantage of internal courts — covered considerably more surface area, and had a very much higher floor-to-wall ratio as a result. 160 AD/3/76 Shape. Same areas involved as WFD but identifiable pavillions. Direct response to mature forest which has remained undisturbed for ized external blinds exploits dull but bright conditions. Ability to open up sections in summer for smells and sounds. Top lighting local hydroelectric power. Self- sufficient systems for water and drainage. Recirculation of Dumas’ new building in Ipswich, with its undulat- sewage, water, and paper. ‘TECH TOA Hi-tech precision. On the surface, Willis Faber & ing facade and see-through fabric, appears to be a patent-glazed, hi-tech monument to the principles Creator An entity primarily responsible for making the resource Louis Hellman Source A related resource from which the described resource is derived John Allan Date A point or period of time associated with an event in the lifecycle of the resource 01 March 1976 https://nam.maydayrooms.org/files/original/c0386911257410f75c9be29f16531f5e.pdf 629dd3fa078833b501e4c021ad416ff1 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Trade Unions and Architecture Description An account of the resource Themes included action on asbestos and Health &amp; Safety, and involvement with Direct Labour Organisations and Building Unions. Following comparative research of possible options, NAM encouraged unionisation of building design staffs within the private sector, negotiating the establishment of a dedicated section within TASS. Though recruitment was modest the campaign identified many of the issues around terms of employment and industrial relations that underpin the processes of architectural production. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource NAM & The Green Ban Subject The topic of the resource Green Ban Action Cttee Report "From Post Office to Leisure Centre" (4pp) Letter from Green Ban Action Cttee, NAM Notes, 5 AJ articles about indoor sports Description An account of the resource Birmingham's Victorian Post Office remains under the threat of demolition. This well- known building in Victoria Square, at the heart of the City, has been listed by the Department of the Environment as a building of architectural and historic merit. Yet a plan has been approved by the Council which would allow build a massive complex of high-rise office blocks. The consequences of such a plan serve present glut of uninspired and unused office space in Birmingham. The Post Office building should be cleaned up, renovated and used in a manner which is of | 2 T| \ y i 4\ Ljie} [ .(5E A Sad value to ordinary Birmir location and spaciousnes make this worthwhile. m people. Its e features that We are putting community. blueprint but are ideas that we hope will oper that the buildin ffWe developers to knock it down and in its place forward suggestions for the use of the building the interests of only a few and are counter to the wishes of many Birmingham people another interesting feature of the City's past Yet to serve the leisure needs of the local These are not intended to be a socially useful purpose up a discussion In Birmingham about the would be obliterated solely to add to the fulfil. IS THE BUILDING SOUND ? They point out that pluinbing and electrical installations would have to be renewed, and fireproofing carried out, but conclude, "In general the structure is sound...... There are several large spaces which can be used for a variety of purposes..... and many sports could be housed quite adequately.’ ITHAS BEEN DONE BEFORE Other large rooms would be right for boxing, judo, aihido, karate, weight-lifting and fencing. TOMORROW Sy| 1.Ne Basement areas are convertible to squash courts, sauna baths, and asolarium. Keep fit, yoga, and fitness-training could be found ideal space. In addition to such indoor sports facilities, the many good-sized rooms would be excellent for conferences, club meetings, rehearsals, small concerts, workshops and lobby rooms. Even some hostel accommodation could be considered on the lines of aY.M/W.C.A., along with bars, a café and daytime créche. Something for everyone in Brum, something filling a real need, something to help the City Centre come alive! POPULAR SPORTS HALL iu Humberside: Southampton: Railway station into sports hall. Army drill hall into sports centre. lam Tia Min aN LI|{iN On office space: 'Within the Central core the surplus could in theory ultimately be some 25%'.... ‘Within the rest of the Central Area the surplus will be 16.9% when construction is complete and would be 30.8% if planning consents are implemented.' They conclude: 'That a general improvement of the environment is required including extending pedestrianareas,cleaningupexistingbuildings, landscaping and, in particular, implementing Conservation Area policies.’ VICTORIASQUAREISACONSERVATIONAREA Yet MORE offices are planned! Berwick on Tweed: Corn exchange into swimming pool, Abingdon, Berks: Netherlands: Old Gaol into sports centre. Cattle market into Indoor SportsCefftreandswimming HE pool. al HHH Hi} HAL Mii RAILWAY STATION NEAR HULL am,. BIRMINGHAM NEEDS 20 LEISURE CENTRES AccordingtoSportsCouncilstandards,theCity sportslikefootball,cricket,cycling,golf, UH MeL i| | ‘ of Birmingham needs at least 20 multi-purpose Sports Centres. Instead, it has 4- one, (Wyndley) acquired by the Sutton Coldfield take- over, 2 University centres and one set up by private industry. Of course no urban area in the country comes up to Sports Council standards but most places are better off than Birmingham, For example, the combined population of Dudley, Wolverhampton, Walsall and Sandwell district councils - which is roughly equivalent to that of Birmingham - have access to 16 Sports Centres. The shortage in Birmingham means that there are inadequate indoor practice facilities for bowls, tennis, netball and archery; while the growth of sports like gymnastics, boxing, judo, fencing, wrestling, basketball, badminton and squash is severely retarded because there are not enough places to play. On top of that every social organisation knows that there are fewer and fewer city centre places either for their own group to meet, or toholdpublicmeetingsin. Thereishardly anywhere to practice music or to hold small concerts, film shows, or exhibitions. And what space there is for any of these activities is extremely expensive. Report from the New Architecture Movement THE PLANNERS’ VIEW HERE'S WHAT THEY SAY IN 'CITY CENTRE! a joint study team report issued in May 1976. 'The GPO is a typical late Victorian public building. It is an extremely well built, substant- ial structure and made from good quality materials. Until recently it has been well looked after. Any comments to the effect that it is unsafe are laughable.' 'The brickwork appeared to be in good condition and structurally sound with no visible signs of settlement cracking, bulging or out of plumb walls. «The timber windows were in good condition, but require redecoration...... codes Floor finishes were wood block of gocd quality except for an asphalted area on the ground floor cialcfeieteleInternal doors and other joinery appeared to be in reasonable condition although some The possibilities for re-use of the G.P.O, are almost endless. The two very long halls on the Hill Street side provide excellent conditions for bowling, cricket and indoor golf practice, and archery; alternatively these areas could accommodate two volley-ball courts, four badminton courts or ten table-tennis areas. replazing will be necessary.' (In accordance with Sports Council recommenda- tions.) ‘Outside of working and shopping hours .... an impression is gained of relative emptiness. This imbalance should be altered. The introduction of more housing into the centre as well as the Pansion of entertai and x ional facilities should certainly increase the vitality of the area outside the working day by keeping more people in the centre in the evening and at week-ends. ‘Tt isclear that leisure of all kinds is important in the City Centre not only as an ancillary to other activities but as a primary attraction. ....... * To save the Victoria Square G.P.O. * To prevent the building of more speculative office blocks. * To get the exterior of the G.P.O. cleaned. * To get the interior renovated to serve the leisure needs of the City WHAT WE'VE ACHIEVED Since the Green Ban Action Committee launched ‘ts campaign, we have seen the built environment taken more seriously in Birmingham, and planning permission turned down where the amenities or environment are threatened. In response to mounting pressure the City Council voted to investigate the cost of revoking the planning consent for the G.P.O. site. The resulting figure of £250,000 to £750,000 was pure guesswork. The idea is to compensate the developer for loss of value. We say that there is such a surplus of office space in Birmingham that it would have no value, therefore compensa- tion should be nil. We call in question a law which can channel such large sums of our money into the hands of the speculators - for doing nothing" A delegation from the W. Midlands T.U.C., to the City Council leader has resulted in a proposal to call a top-level conference, of all interested parties, including the Green Ban Action Committee. The aim is to seek a compromise. We cannot compromise if this still means building a £10 million office complex when there are so many real needs to be met. Green Ban Action Committee The Green Ban Action Committee is not simply another conservation group. A Green Ban is the action taken by groups of workers who refuse to work on socially and environmentally harmful projects. Our Committee believes that only by creating a broad alliance involving ordinary working people as well as dedicated conservation- ists, can effective action be taken to protect and improve our environment. The Green Ban Action Committee, therefore, is composed of members of trade unions, community organisations and environmental groups, and seeks to involve a very wide range of people in its campaigns. The collaboration among those who live in the local environment including those who create it by their labour, results in a very power- ful force. It raises the prospect of people working together to encourage projects of a socially useful and environmentally desirable nature, rather than leaving profit to determine the sort of environment that we live in, The approach taken by the Green Ban Action Committee is a new one in Britain and it is hoped that it will be taken up in other cities and localities throughout the country. THE PETITION To the Minister of the Environment - The Rt. Hon, Peter Shore: The undersigned call on the Minister to halt the demolition of Birmingham's Victozr.a Square Post Office, and prevent its replacement with unnecessary high-rise office blocks: 20,000 workers, citizens and visitors. Sir John Betjeman 42 County Councillors Eric Heffer, M.P. Millie Miller, M.P. Clive Jenkins (Gen. Sec. of A.S.T.M.S.) Charles Clarke (President, Nat. Union of Students) Joe Gormley (President, Nat. Union of Mine- workers) Glyn Lloyd (Executive member of U.C.A.T.T.) David Basnet (Gen. Sec. G.M.W.U.) Hugh Scanlon (President, A.U.E.W.) Bernard Dix (President, Nat. Union of Public Employees) Bill Ronxsley (President, A.S,L.E.F.) Ken Thomas (Gen.Sec. C.P.S.A.) Ben Rubner (Gen. Sec. Furniture, Timber, Allied Trades) Jack Jones (Gen. Sec. Transport and General) Ray Buckton (A.S.L.E.F.) Ken Gill (Gen. Sec. T.A.S.S.) In addition to signing the petition, these Trade Union leaders wish to be associated with the proposals to convert the G.P.O. to a CITY LEISURE CENTRE, (subject to feasibility); Chris Dark (Reg. Sec. T.A.S.S.) Gary Couch (President, B'ham Guild of Students) Phil Boothroyd (Reg. Sec. Musicians' Union) Jack Dunn (Nat. Union of Mineworkers, Kent) Alan Fisher (Gen. Sec. Nat. Union of Public Employees) Mick McGahey (President, Scottish Miners) Joe Whelan (Executive member, N.U.M.) Judith Hunt (Nat. Womens' Officer, T.A.S.S.) George Smith (Gen. Sec. U.C.A.T.T.) Stan Davison (Assistant Gen. Sec. T.A.S.S.) Ken Barlow, (Reg. Sec. U.C.A.T.T.) Roger Poole (Reg. Sec. N.U.P.E.) Brian Mathers (Reg. Sec. ‘I'ransport and General) What you can do — The aims of the campaign * Write to your M.P. » local councillor, and to the newspapers. i. Join us on Saturday mornings outside the G.P.O. with the petition. * Ask us for a speaker for your organiissaation or T.U. branch, . Published by the Green Ban Action Committee. * Write to the Post Office. * Send a donation to help the Campaign. 77 School Road, Hall Green, Birmi h PrintedattheArtsLab.,TowenistsSa ® and the W.Mids T.U.C., and annon-executive which makes it all a bit embarassing for him ) and I am advised that the proposed conference will take place at the end of September or beginning of October so we have e few weeks in hand. Although T have not had official confirmation yet, the likely date for seeing over the Post office is Sept. 16th at 2.0 p.m. (a Thursday) Most of the other people on the list can make it et that time, so I'm hoping very much that you can. Prior to this visit, some of us are going to see over the West Bromwich Leisure Centre — built by the Sandwell Corporation, and actually like ly to make a profit - some 10,000 people use it each week! Sutton Coldfield has smething similar. Birmingham has nothing of this kind of thing. Now, in arguing for retention of the P.0., we must have some ideas for alternative uses for this huge buiding (or. even if only the interesting front—piece vere retained, an alternative plan for the site that did not mean huge office blocks) If we suggest things like an exhibition spece, or art gallery, or museum, or information centre; or even creches, old people's centre etc., then we are lost because of the finencial situation — particularly with a Council (now Tory) who want to implement all the cuts in public expenditure. The thing about indoor sports and recreation fecilities is that they do seem to generate os fair amount of income. None of this might be possible of course in the present building end that is what we want your advice on — just what sort of alternative uses would be fessible. We must have something attractive to shout ebout otherwise we'll end up with a half victory with retention of the fecade,and the office blocks just the same. We have got to stop our supporters being won over by such a half measure. Car you ring me when you return from your holidry and read this and let me know if you can make it on the suggested date. I do hope you can. @ FAREEN BAN ACTION COMMITTEE 77, SCHOOL ROAD, HALL GREEN, TELEPHONE: 021-777-5726 BIRMINGHAM, B28 8JQ. 7-9-76 Dear John, Further to our telephone conversations of last week, I have talked with David Perris (Sec of both the Birmingham Trades Council, I look forwerd to hearing from you Best wishes, oe THIS IS 100% RE-CYCLED PAPER member of the Postal Board, bnitial nales folooeng ust bomnunghann fotofice on lo Sept 7e. resent. iA v2 = Af BiemngWa =fest FICE, DRAFT: > | ‘ lo Gpnsrad bachayeund ' i i the besten g urs At stywed by DW gear ? 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Preliminaries (a) consider purposes of survey, type of information required including type of drawings, reports, etc. and time allowed; (b) consider employment of qualified land surveyor, air surveyor, photographer, etc., if site is large, obtain client's approval and consider brief and programme; (c) consider requesting reports from local specialist sub-contractors or local supply companies on existing heating, hot water, electrical, gas or other services installation; obtain client's approval if necessary and consider brief and programme; (d) check what special fees, expenses, etc., have been agreed with the client; (e) check that client has right of access tosite; (f) check accuracy and availability of survey equip- ment, @.g.: compass level staff sighting rods and markers ladder chain manhole lifting irons tape 5’ 0" rod survey board scales camera Much of this equipment may be hired from surveying and drawing equipment suppliers. (g) consider appointments with local authority officers including Town Planning, Building Inspector, Public Health, Fire Brigade, etc.; (h) obtain Ordnance Survey sheet and/or Registered Land Plan and establish boundaries. General: Legal Obtain from the client or his agent: (a) names and addressos of solicitors/agonts; ({b) oxisting drawings; (c) property: leasehold, frechold, if ground rent, tithes or restrictives covenants as to usage, tenure or sale; (d) ownership of fences; (e) rateable values; (f) right of way; (g) insurances and insurance companies; (h) approvals already received; (i) highway rights. Building work: Legal Obtain from local or other statutory authority: (a) names and addresses of officials concerned; (b) town planning: requirements, restrictions and intentions; (c) future developments Including new roads and widening; (d) building surveyor: obtain copy of local special byelaws ifany; (e) copy of ordnance block plan; (f) submission requirements and forms and last date each month for submitting applications; (g) record plans for foundations, etc.; (h) building lines or restrictions; (i) possible road charges and liabilities; (j) Small Holdings Act, etc.; (k) restrictions under Clean Air Act; (I) ancient monuments or scheduled historic bulld- ings. . Services Obtain from local authority or public utilities: (a) names and addresses of officials concerned; (b) foul sewer: line and Invert levels; (c) surface water sewer: line and invert levels; (d) existing septic tanks and if emptied by the local authority; {e) future drainage schemes by the local authority: possible future connections and charges; (f) water supply; (g) electricity supply: voltage, capacity, AC or DC; (h) gas supply; (i) telephone service; (j) postal services. .Local enquiries 01 Part 3.523 Site and Building Surveys (a) mineral workings; (b) rallway or tubo tunnols; (c) springs; (d) level of water table; (e) ground movement or erosion. .Adjoining properties (a) general character, condition and usage; (b) rights of air and light; (c) conflicting interests; (d) subsidence evidence. Actual site (a) orientation; (b) prevailing wind; (c) local climatic or other hazards, e.g. sea alr, smoke, fumes; (il) views from anit on to site; (e) trees: species, height, girth and condition; (f) rock outcrops, gardens, ponds; c Site and Building Surveys Check List (a) present or future existence of undesirable features in proximity of site, e.g. sewage works, tanneries, aerodromes, dairies, railway sidings, rivers, ponds etc., liable to overflow or flooding on or near site; (b) age of property; (c)adequacyoflocalfacilei.g.ttiraensspo,rt,schools, shops, post; (d) names of reliable local bullders; (e) special materials available locally. .Underground hazards @ 2 =~ o a c~ EE 8. (g) soll, sub-soil, trial holes; (h) evidence of flooding or ground movement; (i) fences, gates, boundary/and retaining walls, ownership, condition; (\) Wuihting Wines; (k) paths, roads, pavings; (l) existing buildings: position and floor levels, obvious failures of materials or construction; (m) levels and sections reduced to ordnance datum by relation to bench mark; (n) position and description of bench marks or other datum points; (0) septic tanks; (p) manholes: invert and cover levels; (q) gullies; (rf) stopcocks; (s) hydrants; (t) overhead wires; (u) external lighting; (v) consecrated ground. 9. Buildings: Construction general (a) roof: construction, covering, pitch; roof lights, hatches; chimneys: flues, evidence of smoke or leaks In roof space, headroom; rainwater disposal, pipes, gutters, heads; flashings; aerials, wires; access on to roof and into roof space. (b) walls: construction: e.g. bond, gauge, type of brick; finishes, rendering, pointing; OPCs; flashings, copings; alrbricks; windows, sills, lintels; doors, sills, lintels. (c) basements: level of floor below ground; ventilation; damp proofing; drainage etc. (d) floors: construction: for timber floors; direction of joists, beams, trimmers; details of other types of floor construction; sleeper walls; OPCs; airbricks. (e) stairs: construction; floor to floor height; number of risers. 10. Bulldings: Room by room (a) floor including skirting; (b) walls including dado rail, cornice, airbricks; (c) ceiling; (d) doors including frame, architrave and iron- (e) electrical including fittings, sockets, switches; (f) heating and ventilation including radiators, valves, grilles, cookers, stoves, fireplaces; (g) sanitary fittings including baths, LBs, WCs, and cisterns, bidots, sinks, pipes, taps, Internal man- holes; (h) joinery fittings including cupboards, shelving, benches; (i) miscellaneous. 11. Buildings: Water supply (a) stopcocks, main supply and point of entry; (b) drain cocks; (c) piping; (d) circuits and external water points; (e) insulation; (f) cisterns, size supports, insulation access; (g) all sanitary fittings and services, including taps, traps, puff pipes, wastes; (h) adequacy and typo of supply, pressure hardnoss, neod for analysis, o.g. well water, lead pipes carrying soft water; wells, springs, underground or under-floor storage tanks, pumps or rams. 12. Buildings: Drainage (a) surface water: record plan, levels, disposal means; (b) sewage: record plan, levels, disposal means, If combined system or otherwise; (c) manholes: invert and cover levels; (d) gullies, vent pipes, fresh air inlets, interceptors, grease traps, pumps (test pipes and manholes by water test). 13. Buildings: Hot water (a) system; (b) piping; (c) circuit; (d) draincocks; (e) cylinder; (f) insulation; mongery; 14. Building: Heating and ventilation (a) system; (b) fittings: radiators, convectors, grilles, fans, filters, diffusers etc. (c) piping; (d) circuits; (e) draincocks; (f) expansion tank; (g) insulation; (h) boiler and flue; (i) safety valve, thermometer, thermostat, altitude gauges, fusible links, controls, pumps; (g) (h) (i) (j) (k) boiler and flue; safety valve, thermometer, thermostat; fuel and storage; efficiency test and/or report from local specialist if necessary; running costs. Part 3,523 Site and Building Surveys 02 Aeceavoreoaiemcme anna RR ec NERC verere @ © (j) fuel and storage; (k) efficiency test and/or report from local specialist if necessary; (I) running costs; (m) refrigeration. .Building: Electrical (b) engine pits, beds, ducts; (c) fire equipment: sprinklers, foam hydrants, etc., illuminated and other fire signs; (d) emergency lighting. .Buildings: Reports The architect or surveyor should carefully define in his report whether or not he was able to see Inside the structure of a building. If able to do so, describe ex- actly how much he was able to see and where. The state of the rest of the building should not be inferred from the sight of one piece of it. (a) (b) (c) overhead or underground; plot poles, wires or cables on survey; meters and main switchgear, phasing, voltage, amperage, AC or DC; wiring external and internal; @ (4) (e) system, conduits and earthing; (f) distribution boards; (g) light points and amperage including external 1 lighting; (h) special fittings: fans, cooker panels, low voltage transformers, bell system; (i) test and report by local supply company if neces- sary with advice on size and adequacy of main cable for future loading. Buildings: Gas (a) main size, depth and position; (b) meters: adequacy for future requirements; (c) points and fittings, flue, hoods, etc.; (d) test and report by local supply company if neces- sary with advice on size and adequacy of main supply for future loading. 1 .Building: Other services (a) telephone: overhead wires (plot poles on survey); (b) lightning precautions and conductors; (c) steam; (d) compressed air; (e) standby electricity engines or batteries; (f) public address systems; (g) lifts: hydraulic, electric or hand; (h) refrigeration; (i) escalators; (j) pneumatic tubes; (k) central vacuum; (Il) closed circuit television, etc. 18, Buildings: Structural defects Shute Te Golesi] {a) (b) (c) (d) @ (e) 6 (h) floors; @ (i) deflection on beams, lintels, etc.; o (i) cracks at beam bearings; (k) smells; (\) condition of basements. 19. Building: Specialist fittings (a) altars, vestment presses, tabernacles; 03 Part 3.523 Site and Building Surveys dry rot and causes; damp patches and causes; evidence of rodents, woodworm, beetle (death- watch, Lyctus, etc.), insects; recent repairs and decorations; settloment cracks or mis-shapen openings, skirting or window gaps; bulges in walls, walls out of plumb; @ (f) (g) sagging roofs; LPRAL A statement in terms stipulated in the indemnity in- surance policy, or similar to the following wording should be included at the end of the relevant section of the report: ‘It was not possible to make a detailed examination of either the floor or roof construction except at the positions described above, as to do so would have required material damage being done to obtain ac- cess. Itis, therefore, impossible to make any statement on the condition of the unexamined structure.’ Where applicable, the client should be advised to call in a specialist in rot, woodworm, etc., to make a more detailed examination. ~i =a Detailed Brief: Room by Room 3, (b) floor: (c) skirting: (d) ceiling: 4, Services (a) lighting (general): intensity typo (b) lighting (local): intensity type (c) heating: temperature limits (d) ventilation: (e) electric power: socket outlets __ equipment loads) Sys eae aexACISpn/DCEASoe Se 5soundinsulation aie__(f)gas: oes ee Date Job Job No. Floor Room No. | Room 1, Uso of room 2. Construction (a) walls: sound insulation thermal Insulation (b)floor: & a. oading iene eee a 3. Finishes characteristics _() walls: thermal insulation vibration (c)celling: sound insulation thermal Insulation isapesise stk: (g) phones: i exter al}, isiadasyed tvesinreesineaerioer tae ___Internal (h) washing facilities: sink washbasin (i) special services: compressed air +bene eotioae Lee Part 3.524 Detailed Brief (Room by Room) 01 @ © fire alarms etc. 5.Doors (a) solid: glazed clear: glazed obscure: vision panel only: (c) escape requirements: (d) others: 6.Windows (a) construction: type ventilation (b) glazing: clear obscuro double (d) tables: (e) others: 8. Loose furniture : 7. Fixed fittings (a) cupboards: type 02 Part 3.524 Detailed Brief (Room by Room) 9. Other requirements of —— @ 4, (i) fume cupboards 7. (b) benches: (e) others: of (b) given to public address speakers (c) window furnishings: (b) security: : aa (d) blinds or curtains: (a) obtained from (c) locking: 10. Information EONTY A] Information Library Appraisal David Crease* public inquiry were commodiously installed when it ’ removed, inspector, witnesses ies and all, 10 the new centre There v is no doubt, therefore, that the ratepayers’ moncy was well spent when itwas decided in 1972 to vy 4 ; otic $: He 2 S *David Crease runs York University Design Unit, the arch ectural practice which forms part of the Institute of Advanced Architectural Studies D Ground floor plan. > <. vor XS Ss 4 . i "plecasas asa Lifeiscertainlybetterin ©Sean dd community centre isopen. The starsoftheoperaticsocictyno < longer have to dash in costume from temporary changing rooms through darkness and drizzle to the schoo! hall. Nor do club members at their annual dinner dance now have to brave the rigours of the hotel courtyard to get from the dining room to the small and awkwardly 45100 peMar ar shaped ballroom. Those A seventy people who crowded out the council offices at a recent Saeki mi awd | The Architects’ Journal 24 January 1976—C1/SfB 532 2 A strong incentrve to enter with a glimpse of an inviting interior. Northallerton now that the ae aioe go ahead with aschemesimilar to that of the competition winner. 7 | ask The setting Northallerton has one good, broad main street, but turning down the side roads the quality ebbs away, The new building is stranded in one such backwater, and being relatively small and at present partly hidden behind a school, it can neither establish a . dominance over the scene nor wholly redeem it.Nevertheless itis wholly trim, gay and positive, and stands outas@ welcome affirmation ofthe eloquence of good design amid the mumbled platitudes of its surroundings. First impressions are ofan assembly of brick forms, octagonal or nearly so, punctuated with squarewindows coloured sometimes with brilliant yellow blinds drawn down in the afternoon sun. The octagonal entrance ispowerfully attractive, 2. Iris all glass around a bright red metal structure. The setting will be improved ifand when, as the designers claim, the school is demolished. Itis a pity that when approached from the town centre the view of the building has been partly obscured by agrass mound. It would have been better to keep the site as flat as a tray. - ~ sd mts LE 49/m" qf tile liga, 1H nits (12 68/m'*. 10+ 23 mm tongued and grooved softwood lining, 22 m': £8 9m". Pelmnets, 12 mm ply lining on steel frarning end supports, 146 m": cistern 4-10 m bong for 8 no we pane Slab tinal 1-60 m Jong including divisions and ends Javatory basins Do 3-10 m long Double drainer sink top 1 steel «1s white vitreous china 19 do 1 do 1 stainless steel £9 92)m*. Preliminaries and insurance Contingencies Work below lowest floor finish Cost Per per cent m* of i total 12°75 9/56 2-78 «2-08 13-78 10-33 Structural elements @::: loper floors Roof Roofiights Staircases External walls Windows External doors Partitions Internal doors Ironmongery Total of structural elements 0-84 0-63 1-75 «13d 18:70 14°02 0-43 0-32 0-83 0-62 15°74 11°80 O45 OS 1:66 1°24 11°36 «8°52 1-96 «61°48 1:06 0-79 54-78 41-07 -3 Finishes and fittings Total of services Total All by Keith Gibson Shower hose complete and shower trays Low level we suites 13) do Galvanised flushing 2 do External works Paths pay nt ateps: brick paviors, road: tarmacadaim, car parks: bitumen macadam, Retaining walls: 338 mm brick walls,faced. Landscaping: remodelling, rotovauing, secding. Water, ga5, electrical and post office connections, Diversion of electrical, water mains, moving existing lamp standards. Total: £21 677 03. cy lighting. General lighting and stage Ughtng Breakdown of electrical serovees Meter and switchgear Lighting installation Power installation Light fittings Builders’ work ‘Total Stage lighting equipment ana fictings. cost perm" 0:56 5°25 1-48 4-40 ou 1180 Vitthogs 0 Metal grille to bin store Signs £ 120 Hat and coat rails and 50 office fitings Counters 00 Bar fittings Stackable seating and bar furniture Worktops in changing arcas oo Benching to changing rooms . Services Sanitary fittings Belfast sink 1-38 600 #00 500 500 no material 1 white vitreous Cost per m' of floor area £174 258 72 (net cost excluding external works) china 133-37 1307 m* (measured inside externalwalls) The Architects’ Journal 28 January 1976—Cl, SB 532 é AJ Information Library Deveretion se Three ost julsom punt on plastered walls. KPS two undercoats and one full gloss on woodwork, Two coats “Albi’ flame retardent paint on plywood linings. One coat primer, one oF two uiuleronats and one full gloss om ayesha Cold water services £161 Copper tube with Yorkshire fittings; Anaubation ty panes anal tank Storage capacity of tanker 910 litres, No of cold draw-olf points: 34. Builders’ work: £0: 03/m', Hot water services £186 Copper tube 19 mm diameter to 54 mm diameter with Yorkshire fittings. Pipe insulation. No of hot draw-off points: 24, Builders’ work: £004 im*. Heating services ae Gas boiler 320 litre tank and ball valve. & no mechanical convectors. 7 no radiators Mild steel tubing 12 mm-54 mm. diameter; insulation. Total heat oad: 300 kW. Builders’ work: £0: 08/m'. Ventilation services 4-63 Alr handling unit: mixing box, filters, heaters, batteries, fans. Supply, recirculation and fresh air ductwork, insulation, Including motors and controllers etc. Builders’ work: £0 09/m'". Electrical services Main switchboard and sub distribution. Lighting installation. 11-80 probable benefits to energy conservation, Flexibility is achieved by using adouble line Contractors of hardwood veneered sliding partitions for £59-40/m*, which are an expensive item but an essential partofthe design. The construction of the basement area is incorporated in the foundation cost, butstructural elements are proportionately somewhat more expensive than average. Finishings have beenselected to require little or no maintenance and sometimes, a5 in the use of faced brickwork instead of plaster finish, may produce cost advantages that can ease pressure elsewhere and permit brick paviors (£5-91/m*) and maple strip flooring (£7-97/m®) for the major floor areas. Note that ceilings include asignificant sum for pelmets. The fitting clement includes amajorsum for stackable seating, an item frequently providedoutside the building contract. Services are modest and have been contained within the boundsof the cost plan, ifone overlooks the unforeseen effects of inflation and later more stringent requirements of the fire officer. The major clement of electrical installation includes minimal stage lighting, and special services largely relate to kitchen equipment which provides 300 meals ona re-heat basis. The various requirements for external works increase the building cost by 12) percentand include diversion of existing mains services. Photographs ’ Finishes and “a5: fittings Wall finishes 2 Lightweight plaster on brick or block walls, 486 ms £2°74 im Wate wager wall les 4 BS §281, Ved wt ce abs 42 mm thick tongued and grooved and y jointed mepte lining on battens, 15 m': £26: 62/m". 4mm INT quality plywood panel lining, 40 m*; £2°15/m". Total no of lighting outlets; 255. Total no of power outlets 122. Total electrical load: 100 kW. 6 mm clear plate glass mirrors (17 no), 5m: £27-93/m'. Special services Kitchen equipment, fire fighting equipment and fire alarm systern, public address system. fA-02 Cost comment Drainage £303 Sepa system comprising: 102 mm diameter cast iron drain pipes internal, 102 mm stoneware flexible jointed drain pipes external, 13 no brick manholes. 75 mm diameter perforated clay land drains. Summary of element costs Main contractor: R. B A. Moody Brothers (Contractors) Ltd. Nominated subcontractors: Vestibule steel Archbell Greenwood Ltd. Kitchen equipment Benham & Son Ltd. Bar grill Bolton Gate Co Ltd. Hardwood flooringBuckley Flooring & Polish Co, Smoke vent Crittall Construction Ltd. Mechanical services Ellis Mechanical Services Ltd.Public address system Futurama. Aluminium doors and windows Hills Glass & Windows Led.Folding partitions Lenscrete Led Wall finishes Floor finishes Ceiling finis! 2-03 1-52 5:62 4:21 305 2°29 148 2 4:00 3:00 and mat wells Nuway Manufacturing Co Lid. Stacking chairs PEL Ltd. Re flooring Pierhead Lr. Ironmongery Rycrofts Ltd. Rooflights Transplastic Ltd.Signs Ward & Co (Letters) Ltd. Window blinds Westmorland Sunblind Co. Suppliers: Sanitaryware Armitage Shanks Led. Facing bricks, brick slips, brick paviors Gibbons Northern Brick Co. Purldeck roof decking ICI Purlboard Insulation Products. Roof beams Hope Decoration Fittings Total of finishes and fittings 16-18 12°13 . Services Anchor Beams Ltd. Febtect celling finish Feb (Great Britain) Ltd Curtaining Rank Strand Led. Landscaping EasingwoldLandscapes. Santiary appliances 1-38 «61-03 J soll and overflow pipes Cold water servi Hot water services Heating services Ventilation services Electrical services Special services Drainage O24 0-18 261 012d 186 «(1°39 463 347 453 3-40 11-80 «8-85 4:02 3:02 3-03 2-28 Wastesollandevertiowpipesom 19 mum copper overtlow pipesandl fircings. 32 men and 34 mm pve pipes, do. a mm and 75 men pve vert pipes, lo. Fire alarm. lighting ins Stage fittings Rank Strand Electric Sovercign Works. Civic hall roof structure Space Decks Ltd Asphalt tanking and roofing Tunstall Seyssel & Limmer Rock Asphalt Co Lid. Nominated suppliers: Tinted glass Thomas Bennett Ltd. Steel reinforcement BriushReinforced Concrete Engineering Co Ltd. Fire fighting equipment Dunford Fire Engineering Ltd Steel roof beams Dunlop & Ranken Led Extract fans Greenwood Airvac Ltd. Door mats Floor finishes (5°62 Vinyl tile paving; 100 mm skirting, 90 m*: £3 31/m'*. Brick paviors on 25 mm bed, 399 m*: £5: 91/m". Quarry tiles on 35 mmm bed, 150 mm skirting, 125 m': £6 96/m", 2mm sheetvinyl;100mmsoftwood skirting, 107 m*: £4°74 mt. 47 mm cement and sand bed; 100 mm softwood skirting, 166 m*: Li 82/m" 25 mm thick maple strip flooring, 375 m': £797) mm". Celling finishes 3-05 12-7 mm plasterboard and skim, $01 mt: £3 tim". 12 7mm plasterboard and textured The tender for Northallerton Community Centre, obtained in mid 1973, incorporated the dying mandatory government requirement for afixed price where the period of contract was to run for two ycars. Subsequently with theeffects of three day weeks, oil crises, and other major economic ills, it became impossible toobtain fixed price offers equivalent to the main conditions for major work covered by pc sums. It may therefore broadly be assumed that these were subject to cost increase. Difficulties were encountered in adhering to the original concept of the window wall design despite thespecialist advice incorporated in the cost plan, The analysis has been based on the original tenderand therefore neither incorporates these increases, nor the later enhanced requirements of the fire prevention officer. The building isone of interconnected blocksofsingle storey structure witha semi-basement area for the chair store, and isgenerally composed of load bearing brick walls with a flat timber roof structure over the smaller areas, and aspace deck over the main halls. The latter at an inclusive cost of £31°87/m* formed a substantial part of thestructural cost. Included in external walls, with a wall/fioor ratio around 1:1, one may observe that thecurtain walling averaged £41- 29/m*, although glazed walls are restrained to about 20 per cent © of the vertical envelope with ; AJ Trtvomerion Tabrary yw asubsrantial housing development. The general soil condition is a thin layer of top soil with very high pH values overlying pure chalk. Thearchitectsfeltthatthecentre stwould be sited along the top of the bank overlooking exisung playing ficlds, using the magnificent mature trees of the wooded area as a backcloth for the sports centre. Tree surgery where necessary ensured continued health. Beech dominates and the delicate tracery of upper branches can be seen from inside the building through high level perimeter glazing. D First floor plan latter entirely contained by topographical features—grass banks to south and west, retaining wall to the cast and the old rifle butt wall to the north. Good mature trees (horsechestnut, lime andwalnut) on the grass bank to the west emphasise the sense of enclosure. Beech will be planted on the southern bank and additional earth moulding will strengthen it.A Breedon gravel footpath takes pedestrians to the sports centre and connections to this path from the car park ensure maximum separation of pedestrians from cars. bakery 200 practee hot ican Tear [ete}nore com tal The path benefits from an existing planting of berry bearing trees which become quite dramatic in autumn. The steep bank on which the sports centre stands will be planted exclusively with aprostrate evergreen cotoneaster; this will forma dark green bank for most of the year but become a blaze of bright red in autumn as the tquanh coms yectoron gery Ve d weasan qaiey OFF Area 1, with which this study is = eel the building and the car park, the concerned, accommodates berries ripen. Surrounding areas will be landscaped and various pitches laid. Design Asa result of site requirements the building was designed asa simple rectangular box, sited on top of the bank and in front of the wooded area. The structural stcel frame supporting the roof isexposed to give a feeling of rhythm and scale to the building. Brick was used inside and out up to a height of 2-1 m (door height) and above this the secondary steel frame is clad externally with horizontal metal boarding and internally with timber boarding. Above the cladding, perimeter glazing at about 45° connects to a deep fascia which accommodates a roof void used as a crawl space to service lighting and heating equipment. As there are no low level window openings itwas felt that the high level perimeter glazing, giving glimpses of sky and trees, would adda feeling of spaciousness to many areas. Extensive use is made of ce— xz2®: "The Architects’ Journal 22 October 1975—ClI/SfB 561 2 Main north elevation from beyond sports field. Long low profile kept below tree line lessens impact, anchors building fo ground. mere n 2L | io] osce hal ee ed ext owe mon pot yon hot :*"; og s= Fis Hot water services 1-18 The hot water installation comprises a high output module calorifier thermostatically controlled at the boiler primary side to maintain « stored blended water temperature of 43°.Wateratthistemperatureis Lightningconductor oo circulated to all draw-off fittings, including changing room showers, dispensing cold water supplics and local mixing valves. Foot operated valves control all taps (excluding cleaning sinks and refreshment kitchen); therefore, with recessed pipework and shower discharges, problems of vandalism have been reduced to a minimum, All points requiring hotter water have a local electric water heater. Heating services £14-08 Automatic firing by two fuel burners incorporating 35 sec Redwood No 1 gas oil and natural gas. Public address (pool alarm system and radio microphone) 0°69 Secondary lighting installation 0:98 Fire alarm installation 0-20 Swim time installation 1:12 11-38 Drainage Pye system, brick manholes, soil drains to sewer. Surface water drains to sonkaways. Total per m'of floor area £144-64 £597 397 (net cost excluding external works) Two high efficiency steel boilers power pool water heating, air handling equipment, underfloor heating, conventionalradiator/fanconvector ee works circuits and hot water service. All major areas such as pools, halls, changing rooms, rifle range, suana suite are served by ceiling void dair handling units d. ibuti through ductwork thermostatically controlled, filtered and heated fresh air which, incorporated with the extract system, maintains the air change rate applicable in any given area. Supply and extract to pool areas arc based on a 10 per cent negative pressure to discourage spread of chlorinated fumes throughout the building. The services ceiling void, although fully lined against vapour penetration, also incorporates filtered warmed fresh airfrom two Pressurisation units, again to discourage spread of chlorine vapour. Main pool and learner pool surrounds,men'sandwomen’swet insurances changing rooms, locker arca and entrance foyer have an in-floor piped heating systern capable of maintaining floor surface temperatures of 27°8°C, In addition to the vertical wall face, mainandlearnerpoolsideofthe raised viewing platform are heated to a temperature of 27-8°C. All other areas, ie administration, corridors,entrances, areheatedby conventional radiators/fan convectors, except squash courts which have cold supply and extract ventilation only. From the pump header mains are taken to non-storage beat exchangers for rapid heating of pool water. Temperatures of 27°C main pool and 28°C learner pool are maintained, Ventilation services £727 Incorporated with the running of the supply air handling units the extract systern maintains a controlled air change rate, Extraction is generally by means of individual roof mounted extract fans with connecting ductwork to grille positions at appropriate ceiling levels. All grilles and ductwork internal and external, are treated to resist corrosion, Supply air grilles incorporate opposed blade dampers to achieve a degree of air volume regulation. 291 2-01 667 4-61 3:41 2-36 Ltd, Metal cladding and roof decking H. H. Robertson (UK) Lid (supplier). Suspended cellings Thermal and Acoustic Installations Ltd. Aluminium doors and screens Individual fan units ventilate working rooms of main plant room; continuous Decoration floorlevelextractioninchlorinegas Fittings and part toughened glass were bottle store. Builders’ work: £0°35/m". Electrical services os Lighting in main sports areas generally recessed high pressure mercury dischargelampstoalevelofabout Waste,soiland 28:55 19-73 O81 0-56 0-56 0-39 1-02 O-71 1:18 0-82 14-98 10-35 727) «5-02 5-33 3-68 41-38 (7-88 2:00 1-44 350 tux. Accent lighting with tungsten spots and floods in display areas. Pye conduit and trunking throughout to combat corrosive chlorine fumes. Breakdown ef electrical services Meter and switchgear Lighting installation Power installation Lighting Gittings Builders’ work Total Total no of lighting outlets: 544. Total no of power outlets: 111. overflow pipes Cold water services Hot water services Heating services Ventilation services Electrical services Special services Drainage of services Total External works £27 096 * Three filter shells provide 2/3 stand-by cover for learner and main pool filtration system. plaster cost £10+23/m?*. Ceiling finish to the pool arcas isperforated aluminium boarding at £9-01/m* which docs much to enhance the building's acoustics, Services account for over 30 per eentottotalaosteaideach section is carefully detailed in the analysis. Among the more unusual items are the pool filtration and plant wiring at Lid. Gep cold water storage tanks BLT.R. Plastics Ltd, Kitchen equipment G. F. B. Bartlett & Son Le. Design for climbing wall: Peter Knight. Sculpture: Geoffrey Clarke (commissioned 1964, gift from Mrs Woodhall), Opening plaque: ‘Hill’ Clarke. Photographs Henry Law Cost per m* ip O-o1 o.os 0:06 251 0-30 5:33 _144.68100-00 hig eyaghemaathehiaITSaa Special services f11-38 Com per m* 157 5-70 1-03 Cost comment That the tender was obtained for less than £600 000 must have delighted the clients and this may have been in no small way due to the close co-operation of al concerned prior to tendering. A selected list of four contractors, representing national, regional and local building firms was drawn up. Each organisation was then invited separately to discuss the scheme with the design team before the tender period began. All aspects, ranging from method of construction and materials specified to which details were approximately £28 000 anda “swim-time’ installation for £4700. Because the decision to use both oil and gas to fire the boilers was made midway through the contract the cost of the change to dual-fuel burners is excluded from the analysis. External works at £27 096 account for less than 5 per cent of the net cost but the access road and car parking were completed in advance of this contract. Some site clearance items, landscaping and overspill parking costs are also not included in the analysis. Lift installation (3 floors) Pool filtration installation® Filtration plant wiring 4129 m* (measured inside external walls) firm and which had yet to be finalised, were open to examinationandsuggestion.A Maincontractor:Hayrmills and site cl pe (asphalt) and paths (brushed (c +) Lt Subcontractors: Mechanical services Culver Heating Co Lid. Filtration system Biwater seaiment Co Ltd. Gas chlorination s: Wallace& Tiernan Co Ltd. lafloor heating Thorn Benham Ltd. Ductwork Colchester Light Engineering Co Ltd. Submersible pumps Flyght Purnps Lid. Freestanding chimney stack Beaumont Ltd. Thermal Insulation to pipes Ipswich Insulation Led. Electrical installation M.G. Installations Ltd. Public address systern Intercom Lid. Lift installation Becker Equipment & Lifts Ltd. Lightning protection Gray Ltd. Structural steelwork Robert Stevenson (Structural) Lid. concrete, brick paviors), dwarf walls (brick), steps (brick paviors), ing (soiling, seeding, planting), fencing (chain link), service connections. Total; £27 096, Summary of element costs — a ee Preliminaries and Cost per m' £ Per cent of total Contingencies Work below lowest floor finish Ditto forming main pool Structural elements Frame Upper floors Suspended learner pool and surround Roof Staircases External walls Windows External doors quantities. 5-67 3-92 Tris,perhaps,areflectionofthe PatentglazingPillarPatentGlazing Partitions 733) 5:07 Internal doors Ironmongery if4 1 o-71 O 52-85 36-52 Total of elements ctural Finishes and fittings Wall finishes Floor finishes Lining to main pool Lining to learner pool Ceiling finishes 2:85 1-97 7-74 «46-03 264 1°82 1:14 0-79 7-05 «4:87 0-70 0°48 6-69 4°76 only ginallymore expensive Total of finishes and fittings at {19: 31/m*, The wall; floor ratio is calculated at 0°69:1. Internally most brick and block walls are mainly fairfaced with . Services little plaster visible except to the Squashcourtswherespecial IronmongeryA,C.Leigh(Suffolk) Sanitary appliances service fi id ’ B Site agent of cach firm were asked to attend so that by the time atender was required the contractors were as familiar and aware of the project as possible. Work began on site in March 1973; completion was 27 months later, progress having been delayed by the three-day week. Tenders were invited cither on a fixed price or fiuctuating basis, the fixed price offer was accepted on a provisional bill of contractor’s awareness of the project that the preliminarics section of the bill accounted for lessthan4percentofcostsata TomexProductsLtd.Granwood time when the building industry was buoyant. Noteworthy among the flooring Granwood Lid. Durabella flooring Phoenix Floors Ltd. Solar protection Berkeley Ltd. Roofing Belmont Building Supplies Ltd. Suppliers: Boilers pumps Hoval (UK) Ltd. Dual burners Weishaupt (UK) Ltd. Air handling equipment Myson Brooks Led. Protective paints Berger Chemicals. Acoustic ceilings Dampa (UK) Ltd. Tiles In pool and pool hall Langley London Ltd. Carpet tiles Heuga UK Ltd, Wood decoration/ preservation Sadolins (UK) Lid. Wood spread of flame treatment Oxylene treatment by Gliksten Lid. Wall Insulation L.C.1. Ltd. Roof insulation (Roofmate) Dow Chemical Co Lid. Fire protection to steel Cementatiog Lid Cavity Alling (ley snaltied) Hentokil Lud, We and . ative L 1d. Louvred metal doors Greenwood Airvac Ventilation Lid. Sauna and solarium equipment Hantalsami Saunas Ltd, External and internal facing Ibstock Building Products Led. Lockers and seating W. 5B. Bawn & Co Ltd. Sports equipment Nisson Lid. Swim Contemporary Engineering Co Ltd. Internal signs Aquarius Graphic. External signs Pitt Signs Lad. Drainage and plumbing pipework Marley Extrusions Lid. Roller shutters Syston Rolling Shutters Ltd. 15-70 10-85 structural elements isthe roof 4:35 3-01 190 #1931 647 4:47 1-55 «1-07 10:03 6-83 2:42 1°67 0-75 0-52 which contains an inverted roof membrane assembly with troughed metal decking at £12-98/m*. The main frame carrying the roof, with perimeter columns placed outside the external cladding and asecondary frame Supporting the upper floor, is priced at £15°70/m? overall. The three different external wall solutions are not dissimilar in cost, the metal cladding at £18-96/m* being only 15 per cent more expensive than the cheapest form (brick cavity walling). Even the patent glazed arcas consistingof part wired Contractors £ E =\- 5 Creator An entity primarily responsible for making the resource Green Ban Action Cttee NAM Notes, AJ articles Source A related resource from which the described resource is derived John Murray Date A point or period of time associated with an event in the lifecycle of the resource September 1976 https://nam.maydayrooms.org/files/original/525268c07dfd60dbc01e12e25cd14ae4.pdf b6e6bcadf02b8c53a240b6b577670c99 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Trade Unions and Architecture Description An account of the resource Themes included action on asbestos and Health &amp; Safety, and involvement with Direct Labour Organisations and Building Unions. Following comparative research of possible options, NAM encouraged unionisation of building design staffs within the private sector, negotiating the establishment of a dedicated section within TASS. Though recruitment was modest the campaign identified many of the issues around terms of employment and industrial relations that underpin the processes of architectural production. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource NAM & The Green Ban Subject The topic of the resource Report for SLATE 3 Description An account of the resource SLATE 3 NAM & THE GREEN BAN Green Bans in Britain The story so far The New South Wales Building Labourers Federation has been closely identified with the Green Bans in Australia. Jack Munday, who had been their General Secretary, was in Britain in January, 1976, at the invitation of CES. He was invited to Birmingham to speak at a public meeting arranged by people concerned about the proposed destruction of the splendid Victorian Post Office in the city centre. Munday spoke about the Australian experience and a Liberal Councillor gave a detailed history of the planning consent for the demolition of the Post Office and the proposed re-development. Amid the subsequent enthusiasm of the trade unionists (from many industries), environmentalists and preservationists present the suggestion was taken up to form a joint committee, to set a Green Ban movement going. The general aim was to spread the idea of workers having a say in the kind of work they undertook, and the specific aim was to save the G.P.O. - with workers' help. The first actions of the committee were to start a petition (which collected 20,000 signatures), hold a public rally, and to seek resolutions of support from the trade unions, such as EEPTU, AEUW-TASS, ASTMS, NUPE, NALGO, UCATT, T & GWU. Political support was forthcoming from local MP's, and County and City Councillors. Following the Rally in March 1976 NAM was asked to prepare a planning report on the implications of the re-development with respect to the city and the financial return that was to be expected. Part of the report re-appeared in the first GBAC Broadsheet which listed the arguments against the development, the support for the campaign and a brief explanation of the Green Ban idea. The broadsheet was distributed through all the local T.V. branches, schools as well as the people of the city. The campaign was featured in the local and national press, many magazines and journals and on Radio Birmingham. The 24 hour occupation of a giant crane on an adjoining site in Support of the campaign was featured on television. During the summer of last year alternative proposals were formulated by the committee for the use of the building. NAM gained access to survey the building. During October a feasability study was prepared by NAM with the results of the survey to study the re-use and conversion of the Post Office as a city centre recreation and leisure centre. Why NAM is involved 2 In November a delegation representing GBAC, the West Midlands TUC, and the Victorian Society met with the City Council and the Post Office Board - a meeting resulting from pressure mounted by GBAC. The aim was to discuss objections to the proposed re-development of the G.P.O. site. The leader of the City Council (now Tory) refused to consider re-voting planning consent, and left it to the Postal Board to make any concessions. But in spite of detailed arguments about Birmingham's heritage, about planning for people instead of profits, and about the huge over provision of office space, the Postal Board remained totally fixed in its determination to demolish the G.P.O. and build the offices. GBAC has been able to facilitate links between Trade Unions and environmentalists on wider issues. For example between FOE Edinburgh and Scottish NUM over opposition to the proposed Lothian nuclear power station. In January a one day conference was held at the AKUW Hall in Birmingham when work- Shops were held on the Built Environment (in which NAM took part), Transport and the Car Industry, Water Pollution and Strategies for change. GBAC has links with FOE, SERA, Science for People Group at Aston University, Lucas Aerospace Shop Stewards Committee. During the winter NAM prepared outline proposals for the use of the G.P.O. building as a leisure centre and these were presented in the form of drawings and diagrams at the first AGM of the GBAC on March 16 where they received unanimous approval. Following the meeting the alternative plan was brought before the UCATT regional committee and a resolution of support was passed. The proposals were brought up at the next Birmingham Trades Council meeting, received considerable Support from the delegates and a resolution of support. At the AGM of the West Midlands TUC the proposals received the unanimous approval from officials from just about all the Unions in the West Midlands. GBAC seek from NAM technical advice, in return NAM is taking part in a revolutionary and historic departure in the development of the British Trade Union Movement. The necessity for links between NAM and the Trade Unions cannot be over-stressed. NAM's campaign to unionise architectural and allied works was established as a major priority of NAM's 2nd Congress at Blackpool. These wider links not only strengthen NAM's hands in its negotiations but add credibility in is forthcoming campaign. But in addition, in NAM's future campaigns for example in the reform of ARCUK, it may wetl need to mobilise Trade Union support to give it political clout, It should be understood that the work for the Campaign has been the work of four people and has taken a secondary place behind our primary involvement in NAM's issue groups, but it is the beginning of a test-bed for some of NAM's ideas and possible future policies. Through the work we have begun to establish The Role of NAM Our role is fourfold. Future Perfect links with other groups such as SERA and FOE and we have become involved in and contributed to other campaigns and issues, for example asbestos, safety on building Sites, the role and structure of the building industry. It is also a first step in building the new clientele, that is an alternative system of patronage. But not least of all it contributes to a broader image of NAM. NAM is primarily political but our involvement does help to belie the accusation that we do not actually get our hands dirty and begin to practice what we preach. It may even attract architectural workers who are more receptive to drawings and technique and develop in £rom some political consciousness. ham (1) To make a technical study of the GPO building, report on its structure and fabric, and assess its possibilities for re-use and conversion, and to assess the proposals of the GBAC. (2) To organise in physical and theoretical terms a strategy that would reconcile many disparate functions together with several sponsoring organisations, variable forms of financing and phasing of the conversion. (3) To identify areas of study to be undertaken by others - for example we have proposed that a financial feasability of the alternative plan be carried out. (4) Propaganda : by using drawings, diagrams and other means to demonstrate to working people the possibilities of re-using the building, and to strengthen the support already given to the campaign by the trade unions by Canvassing viable alternatives. In conclusion it must be clearly stated that in substance, if not in spirit, these roles do not yet differ radically from conventional architectural services. Neither is the relationship with the 'client' especially innovative, although such activities as designing and building (and manning) the propaganda stand at the recent Communist Party Rally at Alexandra Palace, are perhaps untypical. In other words it would be net so much immodest, as inaccurate to describe our association with GBAC as "community architecture'. It is precisely such inhibitions which provide the challenge. There are sound theoretical reasons why NAM has not dissipated its energy in unpteen local projects, but concentrated on broader analysis and structural change. In the meantime, however, many of NAM's most active members continue in regular jobs becoming increasingly aware of a widening gap between their practice and their beliefs. The process of reconciling the former to the latter is a personal journey that each architect must make for himself. The professional habits formed in ten years' practice - or even the professional expectations formed in seven years' training - will not change during the night. They will be eroded, modified, transformed over long years of self-questioning and re-education. The work with GBAC is as good a point of departure as any, and those of us who have been involved are already learning, ¥or example, to hesitate critically before proceeding down such familiar paths as the RIBA Plan of Work. It may - for external administrative reasons beyond our control - be already too late to save the Victorian Post Office Building in Birmingham. This would be sad, but it would not be the end of the story - rather the beginning. For it will mark the first step in the difficult but exciting process of changing ourselves - and, at least as important, - changing each other. Creator An entity primarily responsible for making the resource NAM Source A related resource from which the described resource is derived John Allan Date A point or period of time associated with an event in the lifecycle of the resource Undated c. 5.76 ? https://nam.maydayrooms.org/files/original/0d12aaf78cca1347049ac669a28aca3c.pdf 3f1770f6ec47b15f8f2033bdd02b9254 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Trade Unions and Architecture Description An account of the resource Themes included action on asbestos and Health &amp; Safety, and involvement with Direct Labour Organisations and Building Unions. Following comparative research of possible options, NAM encouraged unionisation of building design staffs within the private sector, negotiating the establishment of a dedicated section within TASS. Though recruitment was modest the campaign identified many of the issues around terms of employment and industrial relations that underpin the processes of architectural production. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Birmingham Green Ban Action Subject The topic of the resource Report to the Birmingham Green Ban Action Committee (21 sides). Description An account of the resource REPORT TO THE BIRMINGHAM GREEN BAN ACTION COMMITTEE GREEN BAN ACTION COMMITTEE throughout the country. THE AIMS OF THE CAMPAIGN To save the Birmingham GPO To get the exterior cleaned To urge that the interior working conditions other than the public counter. are brought up to modern standards The Green Ban Action Committee is not simply another conservation group. A Green Ban is the action taken by groups of workers who refuse to work on socially and environmentally harmful projects. Our Committee believes that only by creating a broad alliance involving ordinary working people as well as dedicated conservationists, can effective action be taken to protect and improve our environment. The Green Ban Action Committee, therefore,is composed of members of trade unions, community organisations and environmental groups, and seeks to involve a very wide range of people in its campaigns. The collaboration among those who live in the local environment including those who create it by their labour, results in a very powerful force. It raises the prospect of people working together to encourage projects of a socially useful and environmentally desirable nature, rather than leaving profit to determine the sort of environment that we live in, The approach taken by the Green Ban Action Committee is a new one in Britain and it is hoped that it will be taken up in other cities and localities To develop discussions with the public on the use of the existing building A.-M. (CENTRAL LONDON GROUP) REPORT TO THE BIRMINGHAM GREEN BAN AC‘LION COMMITTEE MAY 1976 CONTENTS pages!-4 Notes on the nature of property development:a series of general canments 5- Developers’ calculations: showing how profit is calculated. 12-15 The contribution ofof fice development inthe city centre to the city’s finances: research intg-arguments against centralisation. 8-11Developers calculations as applied tothe Birmingham Post Office site and conclusions tobe drawn. world's money markets, and for an investment to yield a significant level of profit means that it must give a return greater than lending the same amount of money on the open market would. That is, for an investment to be considered viable it must yield a total return of over 12% p.a. Buildings may be used to gain profit in two ways, either they are constructed at one price and sold quickly at a higher price, which is common in the field of spec. housing; or as in the case of office blocks they are regarded more as a capital investment, which will yield a regular yearly income, which eventually will repay many times over the construction cost of the building plus the land price. 2. Buildings are seen as a "safe" investment. Due to a self-imposed scarcity, property amount of money to be made depends to how much property prices many pension funds, insurance prices will never drop, but the upon a calculated guess as and rentals will increase. firms, banks etc. invested property in the 'sixties much higher than current Insurance companies were office space because knew that they would need in such a safe capital in the long run. when the returns expected lending rates. Pension also interested in investing they were expanding in in the ‘sixties and it themselves. Therefore asset as office space could investment not fail then were’ funds and Thus in Notes on the Nature of Property Development 1. Developers are money dealers. They have no attraction towards: buildings other than their ability to generate profit. However, the level of profit is all-important; Britain is one of the 3, .The game of speculation and property development is about taking risks, in much the same way that putting money on a horse is. The developer chooses a likely winner, and the amount he invests will be directly proportional to the level find a tenant, but it may be because he is waiting for rents of return he expects. Obviously if he is investing say £10m he will choose a building which, in form and appearance, like an American T.V. soap opera, will be as bland and inoffensive aS possible. The developer will grant concessions to the planners and the authorities in the prevailing popular taste, i.e. piazzas, pedestrian walkways, parking etc. in the hope of making the bitter pill sweet to swallow, so that he can reduce his risks by building as much lettable office space as possible. 4, The way the developer calculates his risks depends on two important variables, the rent he collects and the year’s purchase, the YP, which is inversely proportional to the return. A return of 8% will give a YP .of 123, and a YP of 4% will give a YP of 25. The capital value is equal to the YP multiplied by the income from The capital value is what the developer takes his risk If he has overestimated value is not what he expected, it will often until rents rise, and then he will increase building by gaining a larger income. This is particularly important as offices are generally leased on long of say 30 years at a time. If the YP is high, is assessed often, say every five years. blocks are seen to be empty, as many are Thus when office in Birmingham at the moment, it is not necessarily because the developer cannot his YP initially, and the value of the of the building the rent. on. the capital pay him to wait term leases then the rent he will try and reduce risks as much as possible. This means to rise so that he can recoup the largest amount from his invest- ment. 5. Anotherrreason why office blocks often the developer is looking for the right obviously in the developer's interest a large company, or a government office, with many so that one tenant occupies either all, or a major building. The developer is therefore unlikely to lose money when tenancies fall vacant, which he would do if he leased space to several small companies in one building. This encourages the worst form of monopoly capitalism. As developers wait for a local authority department, or an insurance etc., to take up a lease office space becomes more scarce, and in the ensuing redevelopment rentals rise. 6. Another aspect of this form of capitalism which is also very monopolistic is the fact that there is only one product. Property speculators concentrate only on offices. They dabble in other building types such as warehouses, plant or houses. The reasons for this are very simple. are attractive as a long term asset simply be built for a very high return over a long period they require a low input of capital after the ment. Houses require large expenditure in terms of management, and also carry high maintenance costs. The maintenance allowable for a converted house owned by the grant Council is stand empty is that sort of tenant. steels to rent office space to because they may employees, part of the of time and initial invest- obviously company, do not or industrial Offices approximately 20% of the year's rent, which is high. Since office buildings are used in a more controlled manner, and for only about one third of the day, the maintenance cost to the developer is much less, well under half that amount. This level of maintenance is very minimal, as the developer merely lets free office space, with no furnishings or fittings, so asset. that the maintenance is mainly concerned with the building's fabric. 7. The inner contradictions of this system are in fact leading to its own destruction. As more and more developers try to develop prestigious city centre property which command a high YP and income, more and workers are compelled to come into the city sites. more office centre every morning and leave in the evening. Like as the parts move closer together, friction builds moving parts slow down. Concentration obviously abnormal strain on the transport system, especially of car parking places given is normally inadequate. employer/tenant has to cope with absenteeism, as well as high running costs. Thus the lateness, etc. a Piece of machinery, up, and the places an as the level 8. Although many institutions both public and private, such as local government, insurance companies, banks etc., will still employ a large number of office staff, it is unlikely that in the future the city centre will seem such a desireable location for their offices, for the reasons outlined above. Many urban planners, lead by Cowan, who described this Syndrome in his study of offices, have concluded that in the future the number 6f office workers in the city centres would be greatly reduced, and would consist only of the people who needed face to face contact with each other. The run of the mill clerical workers would be relocated on the periphery or outside the city. This trend seems obvious, as the Location of Offices Bureau has been saying for years. Thus it seems likely that if the developer speculates in fifteen years time upon office development in the city centre he will be as likely to end up with a white elephant as a valuable capital Bridging Finance = construction time x 10%x AX 2 The loan is divided by two as the developer does not pay the loan out all at once when the building -is started, but in increments throughout construction time. On an office development such as Birmingham the construction time would last for about two and a half years. Bridging Finance =i Slob elk The developer rarely bothers with the management of the building himself, and normally pays an agent to find suitable tenants. Agents Fees = £4.5% x AX Then of course the developer has to make a profit. Profit = £20% x AX Therefore total construction cost, E E = £147% x AX Developers Calculations (Theory) Building consists let for profit, spaces for corridors of two sorts of spaces; areas which and service areas and lobbies, which the developer has to build but can't Total Area Building = Am? let. may be for plant, circulation If the construction cost is £X/m@ then the initial construction cost = £AX However the developer surveyors and structural engineers' fees. Therefore the construction cost rises to:- has to pay architects, quantity £(Ax * 10%AX) The developer normally has to borrow money to build the building with, so he has building is being constructed. to pay interest on the loan while the Once the developer has worked out his total construction cost E, he now has to calculate the kind of return he can expect from the building itself. For this only the lettable areas are important, a. Income = Lax where R is the rental / m@ However the developer has to maintain the building, insure it etc. This normally costs 10% of the letting income per annum. Because the developer treats the building as an object in which he has invested, like a car or a factory, he has to work out the capital value of the object. The capital value is not purely a nominal sum: when he has calculated this the developer can work out how much he can afford to pay for the land. The capital value CV is in a sense a self-imposed figure, because its quantity will fener upon the return the devekioer expects from his investment. One year's income I represents a percentage of the total purchaser price of the building, construction cost E plus land price L. Therefore the year's purchase YP is inversely proportional to the return. Wa 1 % return Thus for a return of 8% YP 1 708 CV SYR ox = 12} Total Income I = £90% aR The capital value is equal to the YP multiplied by the income. The amount the developer can afford to pay for the land is the amount left over when the construction cost has been subtracted from the capital value. L = CV -E L, like E and I, is an aggregate quantity. The amount the developer actually hands over to the land owner will be the amount that's left when the loan finance, the profit and legal and agents fees are subtracted from L. Finance Profit Legal & Agents Therefore 1 = £10%L £1234%L £23%L £754L The guesses made in these calculations are very similar to the kind of guesses and assumptions the developer makes. He has no crystal ball which will allow him to predict with greater accuracy. Property speculation, like pettine on a horse race, is merely a series of guesses made and risks taken. As the calculations are worked through it is easy to see which of the risks are important, such as the rent expected, the return, and the construction time. Developers' Calculations as Applied to the Post Office Site The calculation theory worked through shows whether any proposed development is worth undertaking. of the Post Office site are complex involve the Post Office leasing CDP, who put up the money for building and in return receive interest developer actually lets the building. however a red herring. They merely cut: what the anti-development lobby much is it worth cooking the cake entire scheme profitable? wishes to know is how - or less poetically, is the This question may be answered by working through the calculations. We have ascertained Community Development the areas from Roland Watkins of of lettable and unlettable The circumstances in that they (probably ) the freehold of the site to another developer to build the charges, whilst the These complexities are describe how the cake is office space. We have made an informed guess at construction costs being $20/ft? or £220/m*. Again the construction period of 2} years is an informed estimage. Seifert's office told us over the phone that the proposed development would be air-conditioned, and M.E.P.C. gave us the rates for rentals of air-conditioned offices as varying between £2.50 and £3.00/ft*. (£27.50-£33.00/m°) From these figures we have been able to draw a graph showing the value of the land in relation to the VP, Woe top line shows the maximum rental and the lower line the minimum rental. Supporting calculations are enclosed. We may draw one or two important conclusions from the graph. The first is that the YP must be high, otherwise the whole scheme would not be viable. If the YP is high the return, and therefore the risk must be low. This means with inflation. that the Post Office and CDP must be fairly certain of getting a tenant - they might even have one in mind! This also means that they are certain of making money, and will therefore be unlikely to drop the scheme. However a corollary of this is that if one of these conclusions is wrong or varies, for example if they haven't got a tenant, or if he changes his mind, then it is likely that they will back out of the scheme and try to claim compensation. Obviously the tenant must be a large institution or concern. If the YP is high then the rent will be re-assessed at five yearly intervals, and so the Post Office, and CDP, would be assured of an increasing income. This would keep pace px aeCYUE 1%O% dAS OWS BDiJjIOQ YSOY WoOYBUIWIG a4} JO; ‘S]}DJUad WNWWIUIWW puD WUNWIXDU 404YA0}}@N}DApud}Jodiysuo!yp}a1ay;Bulmoys |OU ydeib (W#))@N}DApud} 4 31,000m* €220/m@ O. i1.7 £10. 2m £27.50/m 2 25 ,000m 2 Birmingham Post Office: Feasibility Study Total area of building Construction cost/m* Construction cost of develop- ment Professional fees Bridging Finance for 2} years Agents Profit Total construction cost If income is at a minimum fees and Lettable area, a £12.15m £1.95m 1 = £1. 46m £m i = aR = £825,000 p.a. SN er OO Disiale CV = £9.27m L = -£0.93m ‘CV = L = = CV = L = = £8.4m Lz £6.3m £10.5n- £0.2n- £0.15 £13.35m £3.15m £14. 8m £4.6m £3,.45m £18.6m the income is at~a maximum, then R = £33.00/m* The contribution of office development in the city centre to the finances of the city. This is an argument against concentration. In it the main purpose is to show not that all office development is bad, but that it should be dispersed to the periphery, or outside of the city. The main argument that public bodies use in justifying their decision to permit office development in the city centre is that whilst it may be environmentally undesirable, the benefit that it will give to the city finances in rate contribution cannot be ignored. Although this reasoning is seductive, it may be disproved by logical argument backed up by some empirical research. Offices are one of the main types of workplace which could easily be zoned into residential areas, since they do not produce noxious fumes, noise etc. However concentrating them in the city centre produces a whole string of ill- effects on the city system. Land values rise in the centre and office workers are forced to live on the outskirts of the city. The city therefore has to subsidise the movement of workers to and from the centre each day: either directly, by subsidies to the public transport system, or indirectly by expenditure on roads. The city directly subsidises the tenants and therefore the owners of the office blocks, by providing public housing near the city centre for essential service labour,, cleaners, bus drivers etc. Since people do not live in the city centre, two sets of essential services have to be provided, one set at the workplace, the other at the home. These essential services consist of, the fireservice, roads, (building and maintenance), planning and administration, the police force, public conveniences, refuse collection and disposal, sewers and sewerage disposal, and many other services such as telephones, public transport etc. One of the highest costs, both in:social and monetary terms, is in transport. The expenditure on roads in Birmingham in the last decade hasbeen large, but it is difficult to estimate the exact amount because of Central Government grants. This logical argument may be verified by figures taken from the financial receipts and the annual abstract of statistics published by the City of Birmingham. It may be shown that expenditure throughout the last decade and a half by Birmingham has been steadily increasing, and that the rate contribution has not kept pace with this increase. Furthermore, the rate contribution from office development provides only a small part of the total rate, so small as to suggest that its inerease by say one percent would have a negligible effect on the total rate. The rate contribution of the city centre may be estimated, and again it is too small for it to be a justifiable argument that the city centre subsidises the rest of the city in terms of rate income. This discussion may be pushed, somewhat tendentiously, to its logical conclusion, by taking an estimated figure for servicing the city centre and comparing it to the rate income of the city centre it may be shown that while the inner ring road was being built the city centre made a small profit but later on it started only to break even. Thus arguments for concentration may not be justified in terms of rate income from the centre, and it may be argued in contradiction that the extra expenditure incurred by concentration practically cancels out any extra income. in (4) above. The figures backing up this argument are summarised in a graph overleaf, and tables. The figures are in the nature of assumptions and guesses, and may not be wholly accurate. The assumptions made in the graphs etc. were:- 1. The total rate income for '71 and '72 was estimated on the basis of the essential services and may not be wholly accurate. 2. The city centre rate income was estimated thus:- from Roland Watkin's table of office space it was estimated that 80% of offices are in the city centre, it was guessed that 60% of shops without dwellings are in the city centre, and as theatres, cinemas, hotels, museums, restaurants provide a total 2% of the rate income, the rate income from the rest of the city centre was 4% of the total rate income. 3, Figures for '64 - '68 and '68 - "70 and '72 — '76 were unavailable. 4, The essential services were fire service, inner ring road, highways and bridges, planning, police,’ public conveniences, public lighting, refuse collection and disposal, sewers and sewerage, andirmiscellaneous services. 5. The consumption far the city centre services consisted of the total inner ring road cost, the total miscellaneous services cost, and 10% of the rest of the services outlined bli ey 65 6! 6'5 64 e's eq 10 city centre % x*—_*—_* Goons 74 +’ * : rate INCOMAa. OS, COMOs Glommeldmmcelommca umes2: Bue graph NO2relatingtotalcityexpendituretotalcityrateincane, ’ and city centre rate income. graph NOSrelatingcityexpenditureonservicesto Ss city centre expenditure om services. dS 20gNim 23.8 24.8 3165 40.0 5307 5502 &n CITY TOTAL RATE RATE INCOMS RATS INCOME I CITY CENTRE RATE INCOME OF EXPENDITURE INCOMS CITY CENTRE EXPENDITURE E CITY OFFICES IN CITY CENTR# &m &m % % &m 20.1 20.8 CITY EXPENDITURE ON BASIC SERVICE CITY CENTRE CITY CENTRE EXPENDITURE ON BASIC OFFICES INCOME SERVICES (SEE PARA 4) (SEE PARA 4) POSTCRIPT exhibition. Since we produced our report for the Green Ban Action Committee Birmingham City Council, as a response to mounting pressure, voted to investigate the cost of revoking the planning consent for the GPO site. The leader of the Council also met a delegation from the West Midlands TUC which resulted in a proposal to call a top-level conference of all interested parties including GBAC. At this conference GBAC was to propose alternative ideas for the use of the building in a manner of value to ordinary Birmingham people. In preparation for this GBAC asked NAM to survey the Post Office building and prepare feasibility studies for its conversion to a leisure centre. Our survey found the building to be in very good condition with a number of large spaces suitable for many sports activities - volley ball, basket ball, etc. Few structural changes were required but substantial fire protection and renewal of services would be necessary. Qur proposals were simple so as to minimise major structural changes. It was anticipated that the ground level would form a deck (the site slopes) on which would be located all major activities with easy access and egress in case of fire, and the main entry would be located at the rear of the building for convenience. The proposed sports facilities only were costed at £186,000 which seems to be good value for money. We anticipate developing the proposals into an outline design which will be shown at a forthcoming Creator An entity primarily responsible for making the resource NAM Central London Grp Source A related resource from which the described resource is derived John Allan/John Murray Date A point or period of time associated with an event in the lifecycle of the resource May 1976 https://nam.maydayrooms.org/files/original/8286e4e57f56ed8283dae99efea38ece.pdf d6cbd457c5923eedde6cc8c2c30e15ca Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Trade Unions and Architecture Description An account of the resource Themes included action on asbestos and Health &amp; Safety, and involvement with Direct Labour Organisations and Building Unions. Following comparative research of possible options, NAM encouraged unionisation of building design staffs within the private sector, negotiating the establishment of a dedicated section within TASS. Though recruitment was modest the campaign identified many of the issues around terms of employment and industrial relations that underpin the processes of architectural production. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource TASS Information Subject The topic of the resource TASS File including documents promoting TASS, newsletters and TASS BDS reports and TASS bulletin disbanding BDS branch Description An account of the resource CAMBRIDGE SAY THREE-YEAR co. Vutput tas, /ter Nuys WAIT FOR PICK-UP sn-sctsases try © Theworst yearofreceasion |forecasterssaythethBr for construction will be 1982 | m employment”. wheh) ee tocrash si," accortdotihenCgam! /we|wagecosts,Masbeenpar RasCorotte a 3°.PROSPECTSforcanstruction "n®) wer the next two years are 409° “ommitte , di Econometrics New Y forecast The fallinoutput forthe industry inthat year |responsible foethe reduct $A, fc OAM ER BRE a ToesYin, Sean er willbemorethanL1%down mreendorsedDyinbie onthe1978level.Amild ower Sur - or 1. * PY sent eesi1wormisenrted,—ftohrecasatin recovery is expected in 1985, Ene = ef withnosignificantadvance at0 until the follow nS DEBI otWhe thisweek rere a ont Oking ahead to / |prees. These unemployment tre c % <nong the most gloo,. y\nv . s “0i: OYeasclntayh YW IS ITA TING Y¥¢ - Are you facing re = Are you working har difficult period? yon aueorerthanin| “or tow point-/ eit ildingand | longer to help your office thro - Is your salary being eroded by inflation while you hope for better times? tive manage €......Call it what bout it of your own, This is in an architects office should join a strong, un HERE'S HOW A TRADE UNION CAN WORK FOR YOU! nion officers offer you profes ional advice on how to k over redundancy, disnis al, maternity issucs. Union bers g gal proble at work. In a Union you and your colleagues at work can glaries and c nditions of mployment with the off sition of Again, Union Officers wi if requested. They will never requested. - In society. Unions campaig on a wide range of issues, principle which are economic and social policies at employment for a the Union for Secretaries, Receptionists, Architects, echnicians, and Staff working in the private sector of Bui Desig oming @ major meeting at the Royer) Institute of British A) 66 Portland Place, London W.1, on dnesday 4 Marct TASS The Union for Architectural and Building Staff a The News Is Not Good ForArchitecture 6.30 Wednesday 4 March at the RIBA but building and design defend to A major meeting at RIBA to discuss the future for Architecture and for architectural staff Almost everytime you open a newspaper these days, the pundits of the national econony seem to have yet another message of gloom for the construction industry. As the recession worsens the qloon deepens. Capital budgets for such programmes as health, education and particularly housing are so canpletely decimated that for the first time redundancy may be a reality facing many architectural staff. The Government remains impervious to reason, for it persists with its cuts in the public sector at a time when the private sector is clearly unable to expand. Drastic cuts in capital spending mean neglect and the long-term effects will be very expensive indeed. Not only will the building fabric continue to decay and whole inner city areas remain undeveloped, skills will be wasted and dispersed. Last year the value of new commissions for architects fell by a staggering 28.5% according to the RIBA. Employment in private practices has fallen for the first time in years by 1.5%. The immediate future is indeed bleak. How can architects in the private and public sector their jobs? What is the alternative? What role is the private sector - and public sector - olay if and when the upturn in the economy comes? Make sure you come to this major debate. AnnTaylorMP JakeBrown Ken Gill Labour spokesperson on Housing/Chairman Salaried Architects Group/General Secretary of TASS 66 Portland P} ndon WI. Oxford Circus, Regents Park and Great Portland Street A branch meeting will be held at the Polytechnic of Central on TUESDAY 23rd June at 6.30 London, 115 Cavendish St Wl. pm D.C. Delegate If there are any members who rely on the architectural press for news, they will have been seriously misled recently. An inaccurate article in the AJ was followed by a short BD article which was almost sens- ible in comparison. However, Building published a piece which was so wildly inventive that it might qualify for the Pulitzer prize for fiction! Members will remember that a motion was tabled for the last branch meeting suggesting a move er. bloc to STAMP (the white collar section of UCATT). The branch rejected this move, but set up a sub-committee to look into the future of the branch. This sub-committee met on June 9th and came to the following main conclusions: 1. Elections should be held to fill the vacancies on branch council, even if the new branch council is only a ‘stop-gap’. 2. Branch meetings should be held regularly and used as a forum for debating the future of the branch, and assessing the options which exist. TASS BUILDING DESIGN STAFF The following is the full text of the motion passed by the Brench on 26 May: This Branch believes that the cause of trade union organisation in the building design private sector can be best advanced by co-operation with all other unions active in the sector, and thereby calls upon its branch council to open discussions with those unions and to prepare a report for the branch. AGENDA:1.Elections: Ghadirmar 2. Report from special sub- committee and discussion. Vite-Chairman Treasurer 3. AOB. AUEW TASS AUTUMN MEETINGS Readers of the national press will not have failed to notice the difficulties facing the trade union movement: falling membership and the divisive and disruptive effect on organisation of mass unemployment. Attenders at recent Branch meetings have witnessed, on a small scale, the effect of these pressures on our Branch. In May we opted for a measured response to the crisis of falling membership and levels of activity in the Branch. At the June meeting a working group set up to consider options for our future recommended that we continue in membership in TASS ana initiate discussions on the relevence of trade unions in Building Design offices, identifying obstacles to progress and ways of overcoming them. Alreatiy suggestions have been mooted as diverse as returning to the early nineteenth century form of a "benefit club" on the one hand and on the other as acting as a pressure group in the Labour movement for changes in the comissioning of design work. 16th September (firm) 13th October 17th November 15th December BDS BRANCH, . Dear member/supporter Another way of viewing the problem is contained in the resolution passed by the May meeting calling for the exploration of avenues of cooperation with other unions with building design staff in membership. The Branch Council's proposals for the Autumn meetings take up this mandate. The programme, if accepted, would enable us not only to benefit from the experiences of our fejlow trade unionists but also enable us to identify the causes and consequences of the division of our industry into blue and white collar workers, private and public sectors and decide where we stand.But first we must explain our present position to our own Union, and to that end the Branch Council has invited Bob Elliot, the TASS official responsible for our Branch to come to the September meeting. The following three meetings are proposed to be devoted to discussions with lay members (not officials) of, in turn, STAMP, the white collar section of the building union UCATT, NALGO, which represent the majority of building design staff in the public sector, and ASTMS, which 21so has building design staff in membership. The dates for the Autumn meetings have been suggested as the following: In order to capitalise on the opportunities presented by these meetings a little background work would be necessary So the Branch Council suggests that the Branch sets up a small group to meet in advance of each meeting to sort out some pertinent questions to get discussion started. BRANCH COUNCIL Following resignations, three new members were elected to Branch Council at the Branch’s June meeting. The Branch officials are currently: David Burney Ken Pearce Alan Schwartz Giles Pebody Sue Bream vacant Chair Vice chair Secretary Treasurer Registrar Divisional Council delegate CONTACTS In order to keep our mailing list up to date it would be most helpful if you would drop a line to the Secretary with your answers to the following: Are you a member of this Branch? (This may seem an odd question but we find it important to keep our own records of membership) If not, do you wish to continue to recieve copies of the Branch Bulletin? Was the address that this bulletin was sent to correct? If not please let us know the correct one. Send your answers to, The Secretary, 70, St. Agnes Place, London SE11. Thankyou. NOTICE OF MEETING The next meeting of the London BDS Branch will be: WEDNESDAY 16th SEPTEMBER 7 OO pm THE BOARD ROOM, POLYTECHNIC OF CENTRAL LONDON, 115, NEW CAVENDISH ST, W1 AGENDA 1. Branch officers! reports 2. Discussion with Bob Elliot, TASS official responsible for our branch 3. Any other business No motions have bean received by the Branch Council for debate at this meeting. The attention of members is drawn to the provisions of Rule 16(e) concerning quora at Branch Meetings. TA bulletin The next Branch meeting will be on Tuesday 31st March at 6.30 .p.m. at the Polytechnic of Central London, 115 New Cavendish Street, W.1. That the cutbacks in public expenditure ere disastrous has already been well \ cumented, That the construction industry and the architectural practices are facing their most serious crisis is recognised by many, NOTE FOR BRANCH BULLETIN Discussion of Branch Council arising fron the evening meeting of 4th March, 1981. Discussion of the outcome of the evening open meeting held at the RIBA on 4th March Benerally judged to be a success, centred on what, if any, follow up activities shou 1d take place. Andrjez tabled the idea of an inter-organisation group to carpaign again st redundancies in all sectors of Building Design work. In an attempt to clarify quite what was Meant by this, suggestions (as to its composition ranged from a very wide grouping including Employers and the Salaried Architects Group of the RIBA, among others, to compaign against the "cuts", to a specifically trade union Broup to co-ordinate office by office efforts against redundancy. Fears were expressed that involvement in the former Gight weaken our union and confuse our vital recruitment drive and that the latter approach may not help us get the necessary publicity. In any case, what tactics should the group adopt: Organisin, is 4 weekend conference for activists; lunch time and evening meetings; leafleting or what? No clear conclusion was reached. In any case, the feeling was that the Branch as a whole should debate the questi on of the best way to capitalize on the Solidarity evident at the March &th meeting. What was clear, was that the present reduction in work loads in Architects offices will expose the weeknes 3 of individual Architectural Staff who do mot have the union behind them, and that we fust all seize this Opportunity to buid a RBembership of the Branch. Agenda:- 6.30 Branch Business. This Branch acknowledges that the number of support staff recruited - the vast majority being women - has been 6.45 Discussion of 2 motions submitted, 7.30 Election of Co-Ordinating Group. Organisational identity is required to Chairman, This Branch supports the motion of women Organising together to discuss and fight for their particular interests. CAMPAIGN AGAINST THE CUTS AND IN DEFENSE OF JOBS. The Branch in recognising that the Construction Industry is facing ics worst crisis and that due primarily to the Public Expenditure Cutbacks and the Downturn in the Economy, workload in architectural offices has fallen by over disappointing and that a stronger @ quarter in value last year, views with deep concern the growing threat to redundancies in the private sector offices. In particular the Branch:- i. Calls on other Architectural Organisations to publicly endorse Trade Unionisn, To set up a co-ordinating committee to liaise with such organisations SO as to campaign among building design staff and the public for the reversal of these damaging Government Policies. iii. To initiate a follow-up meeting to the TASS/SAG meeting at the RIBA at which such a campaign could be launched. BUILDING DESIGN WOMENS GROUP. attract support staff and women building designers, The way forward is to actively recruit all] employees in architectural offices and increase our membership within asmany practices as possible AND to work together with other architectural Organisations in a joint campaign to reinforce trade unionism and thereby Organise against the public expenditure cutbacks, The major item on the Agenda will be a discussion on the proposed campaign against the cuts and in defence of the jobs, first discussed at the recent TASS/SAG meeting at the RIBA. That the Branch alone cannot be effective in defending jobs and arguing the case against cuts within the profession and in public is clearly understood. It is my hope that the general atmosphere unity between the various organisations engendered at the recent TASS/SAG meeting at the RIBA, can be capitalised on by the establishment of a co-ordinating group to lead such a campaign now. This Branch therefore resolves to set up a TASS Building Design Womens Group, which whilst remaining an integral part of the Sranch, would directly liaise with the Divisional Womens Committee on Chose areas of work specifically related to the aims of the Womens Group REDUNDANCIES in private 30 per cent down on 1979. And value of work at production practice architects’ offices will the annual value of new com- drawings stage. During the started. In 1964, nearly 40 per soaroverthenextyeasawrork- missionsis60percentbelow load falls to its lowest level the peak year of 1972 since records began Employment has remained new work has been too fast,"” tion had diminished toa little As soon as pro Redundancies are now o > - sr cent — depressing in the pipeline a n private sector archi- SUR in pr ot being called upon willfind themsely the way for private sector yublic housing void of the accelerati new commission: tht incentives to the This grim out yn industry annnouced eek’s Budget, were finisheddraftingPracticearchitects’officeswilltheannualvalueofnewcom drawingsstage.Duringthestarted.In1964,nearlywiperIBA Presidentand soar over the neat year as work missions is &! per cent below final quarter of 1980, this posi- cent of the workload was in Eight leader Brya dicted by statis d as “too little, too RIBAthisweREDUNDANCIESinprivate30percentdownon1979.Andvalueofworkatproductiontects’worksincerecords s of workload |load fals to ts lowest level the peak year of 1972 tion reversed. “The decline in housing. By 1980, this propor- (News March 13). Ik records started it since records began Employment has remained mew work has been too fast,” tion had diminished to a litle : In real terms, Assoon as proy Redundancies are now on = cent — depressing» 1n1at any upturn will in the pipeline ar tivate sector archi- tO Save Jobs in archi- new commission employees mn pri tbeingcalledupon eg willfindthensselve of the acceleraty new commissioe:s This grim outh dicted bystatist \blichousingvoid. ©>* t incentives to the industry annnewced as“toolittle.too MopercentderenonITP Ant valet ofweek otpratucune tects ork since rervede IBA President and RIBA this we REDUNDANCIF finished drafting Precice of workload fi records started in In real terms new commMismons ~ the ti 4 In me Sire light leader Bryan News March 13). It the way for private sector k's Budget, were nla the valor of thom hor 1980was TASS Building Design staff Tues 31 March 6.30 final quarter of 1980, this posi- cent of the workload was in tion reversed. ‘The decline in housing. By 1980, this propor- tects’ work since records Redundancies are now on the way for private sector Co-operatives... will you still get the push? shallenges f; éectural and allied MAX FORDHAM, 30 pm THE POLYTECHN. NEW CAVE TASS Building Design Staff A discussion on alternative forms of practice ues 4Nov AGENDA | The next meeting will be on Tuesday, 4th November 1960 at 6.30 p.m. at the Polytechnic of Central London (staff common room), 115 New Cavendish Street, London WI (one block away from the It is to state the obviotuhsat our architec iral ¢ ofess is not Jd in part- 1g from oad is dereli ,urban re commercial develop- poor hous Sri with =more obvi ironmental amenities, it is, they Jopments and not to concern ordinary people. The problem lies ie in the present om of patro. private clients, who my have as a who or for pu clients, where working the people who are theo Major the » financial Anyone sical de and retur contradiction, many Architects will ¢ m that responsibility, because the J can only do what If they design high chnology commercial for multinationals, w bious munities are suffering Fe Architects are cither r in the well of the comeunity tifling bureaucracy prevents them fr their client. 5 not surel should not stri Architects and allie the practice of ar well as cha t gh this will hitects as in a mre esign pro- from wit Co-operatives... will you still get the push? = Members are rem. d that motions for debate at the next nference need to thin our meeti “Tel om Tower). 6.30 You on alternat forms of practice and the chall- enges facing architectural and allied building des staff with speakers from Max Fordhan, Ted Cullinam and “Support”. 7.45 Brar Busine 8.15 Close of Meeting NEXT A meeting will be the eneral Meeting at elections for the Council Cions for the New Year take The meeting wi swed by a party and i dule for 16€h December 1980. ‘ SAN THE POLYTECHNIC OF CENTRAL LONDON re 115 NEW CAVENDISH STRE 5 ae 5 Wolle ~~Mon18 Aug 6.30 TASS Building Design Staff The Politics of Planning in the 80's PETER HALL— Mt ane) TASS Building Design Staff THE POLYTECHNIC OF CENT 5 NEW CAVENDISH S7 o. oa 1s 2 aFins? The Politics of Planning in the 80’s PETER HALL It is to state the obvious that our architectural and planning professions are not held in particularly high regard by the Sritish public. Anyone returning from abroad is immediately Struck by the prevalence of physical delay, derelict land, urban sprawl, inhumane public and private housing and insensitive commercial fevelonnens Dureaucracy prevents them from working for the people who are theoretically their clients, or for private clients who may have little interest in the well beingoS of the community2 as a whole. 7 Surely one of the major tasks facin,; architects and planners must , be to ensure that their skills and the country’s scarce resources are applied to the satisfaction of the essential needs of the community as a whole. This will be no easy task. It will require major chan Structure of the client demand and the financial and other controls which apply to the built environment. It will require major economic changes which the building design professions alone will not be able to bring about. Ultimately it will be the public which has to bring pressure for change. The dissatisfaction with the results of modern architecture and planning is very strong, but as yet has not been articulated in terms of demand for institutional change. This special open meeting will be a4 unique Opportunity to hear Professor Pete, Hall discuss these issues. Professor Peter Kall is Professer cf Geography at Reading, author of London 2000 and Confronted with this contradiction many architects and planners will claim that it is not their fault, or their responsibility, because they can only do what they are paid and told to do. The problem lies in the present system of patronage; whereby architects and planners are either working for public clients, where stifling e a ne 3 =5 — Dx --Mon18 Aug 6.30 : ifyoure an architect or a technician, assistant, surveyor, planner, secretary or receptionist INTERESTED IN YOUR JOB? CONCERNED ABOUT ARCHITECTURE? UNCERTAIN ABOUT YOUR FUTURE? thencomeandfindoutwhatTASSBuildingDesign Saco Staff Section can do for you at a special lunchtime -|% SO ERE SAS » LAMB&FLAGPubBedfordStWC2 bei AE 1pmTHURS18SEPT. Shee ; meeting at the Free Refreshments provided ‘ue nlc ane , 7.45 Motion - Free Trade Unions (See over page). 8.00 A.0.3. 8.10 Close of Meeting. BOS ELLIOT. Our Divisional Organiser, Bob Elliot, will be coming to the September Branch meeting. This will be an ideal Opportunity for members to raise problems at work, questions on union policy and other issues with Bob Elliot. NEXT MEET The next Branch meeting will be in the same place on Tuesday 28th October, 25th November and 16th Noverber. Branch Council will meet on Monday 13th October 10th November and lst December, The Annual General meeting at which elections for the New Year take place Mand with a bis party planned will be on 16th December. Members are reminded that motions for debate by the next Divisional Conference need to be discussed within our branch over the next three months. TASS-Building Design Staff and workin Covent Garden this is for you Published by TASS Building Design Staff Section - a union for all who work in the private sector of building design. TASS-Building Design Staff 7.37] The next mecting will be on Tuesday 23rd September at 6.30 p.m, at the Plytechnic of Central London (Staff Comson Room), 115 Cavendish Street, London W.1. (One block from the Relecom (Post Office) Tower. 6.30 Minutes of previous meeting. 6.32 6.50 Branch Officers Reports. Election of Working Party on alternative forms of practice. Reports from offices:- phen George & Partners ppard Epstein & Partners uld & Clarke nstein & Partners. The purpose of these office repord is to exhange information, views and ex hences gained within our own offices for the benefit of er ers. The reports will be concentrated on the d offices but other ports will be most welcomed. 7a 7.30 Recruitment Campain, * Introduction to TASS by Bob Elliot (Divisional Organiser). Sranch uncil will outline its proposals for an autumn campaign * Election of Recruitment Committee 7.45 n - Free Trade Unions over page). 8.00 A.0.3 8.10 Close of Meeting. BOB ELLIOT. Our Divisional Organiser, Bob Elliot, will be coming to the Septenber Branch meeting. This will be an ideal Opportunity for members to raise problems Work, questions on union policy and other issues with 5 The next Branch meeting will be in the | sane ce on Tuesday 28th October, 25th November and 16th November. Sranch Council will seet on Monday 13th Octoben 10th ber and lst December. The Annual General meeting at which elections r the New Year take place and with a big party planned will be on 16th December. Members are reninded that motions for debate by the next Divisional Conference need to be discussed within our branch over the next three months. ‘Tues 23Sept AGENDA ai NO —< sppymen mie © It is obviously easier to recruit if there is a substantial periphery of inter sted building design erployees. Our periphery is not too big and the Branch Council are looking to menbers for ideas for increasing this periphery. This could include special open meeting additional leaflets geared to single issue subjects, and social activities. The money is there, if there are members interested in organising these activities. HOUSING LEAFLET. Menbers will remember debating earlier this ar our policy on hous: following the Governments" then proposed Housing Bill. After a little difficulty witt paying bills, we have finally secured delivery of our new leaflet. One co enclosed with this Bulletin and additional copies will be available at the Branch meeting. FLET. The suggested Contract of Employment for building design staff working in the private sector is expected to very shortly printed and should hopefully be enclo with the next Bulletin. are reminded that fron June 1950, ing approval at the annual TASS Representatives Conference, subscriptions have deen increa d to keep pace with inflation, There are now only two groups of members:- Contracted In.Contracted Out. oup L 4Bp ekly 46p weekly Group 2 272 weekly 25p weekly Group 2 members are those earnin than £66 per week and special classes such as foreign, dual membership with another union, and those under rule 8 (6). rge and Partners and Shepherd Epstein and Partners) which should give positive examples of what member of TASS*BDS can offer. This will be followed by a discussion and close with refreshments at about 1.40 p.m. It will be an attractive and convenient way Recruiteent in our Division during July for members working in or around Covent was 73 which is lower than for the same Garden to bring along fellow employees time last year. Total number of who are considering joining. All members members in "he North London region is are encouraged to help make this meeting a 13,986. successful one, the independ control. rec the the tha with and Trade The September Branch Meeting will be the first - in a few mths- to look at the work, e fect one » Successes and failures of our Branch. With summer and the holiday atmosphere behind us, our Branch must look agressively at recruitment this autumn. The theme of all our planned act this autumn will be a recruitment drive aimed at consolidating our existing membership and incr teasing our membership in those offic where we alreadyt ye some members. Each of the Branch Council m recognises that this work is hard and often time-consuming. The task would be lessened if we were to find an enthusiastic Recruitment Any Takers LUNC icer. Two leaflets are enclosed advertising the first lunchtime meering organised by TASS+BDS n Covent den. Tt 2 ting will be on Thursday 18th September in the Lamb & Flag pud on Bedford Street, W.1. commencing at 12.50 p.m. This seeting marks the beginning of a determined recruitment drive this autumn. The meeting will be carefully structured with two ore reports from two typical offices - one unionised and one partly (St RECRUITPENT. Arrears. It has again Seen brought to the attention of the Division that there With the construction industry taking the are sone BDS rembers who are in arrears brunt of government expenditure cut-backs, to substantial amounts. The Sranch it is the disorganised private sector Council is keen to eradicate these which being at the mercy of market forces and members are encouraged to bring will be least capable - unlike the their cheque books to the meeting. organised publ sector - of withstanding Members are reminded that eligibility the impact of these cut-backs on salaries for benefits, is guaranteed only to and staffing levels. The only way salaried staff in the private sector can hope fo counter the high inflation rate and the increased nunber of redundancies is to learn the lessons of other professional groups who have formed thenselves into unions. An Opportunity really exists now for T, make major inroads inco the ranka of private sector architectural and allied building staff, those members who are not more than eight weeks in arrearg with subscriptions, Enrol your fellow employees to-day! OUR PE NEWS FROM DIV ruil ent. e il Tf iture White Paper (publ ed in me expenditure will decline from last year grows by 13%, health 5% and social security 4 3-84. This years cuts already amount to a reduction of by 1983-89, expenditure will be more than halved. ultimate Were fighting for the future of housing The Governments Spending cuts are plunging Sritain Into a housing isis as pub! house bullding grinds to a halt and morta oges dwindle. The Government Ow no coherent policy for housing and finance to suppore it. Its policy Is to end public housing by 1984. of 5% over the four year period. ducation faces a 10% cut, defence For the first time, a Goverrment Is planning that 8ritain, which has 30% council tenants, shou almost entirely on the private sector lowing for the fact that much of that allocation must be devoted to existing itments the conclusion must be that there will be no new provision except cial need housing In four years. ill bear a cut of close to 60% compared to an overall cut in public policies will spell out a disaster for employment at all levels building Industry with an estimated loss of 4,000 jobs or about 1 of all architectural and surveying jobs Current unemployment in the building industry nés at about 200,000. anphlet has been specially produced by Building Design Staff im TASS who are or a building Industry that is able to produce attractive, good itlhlA lil quality public and Pprivate housing 9 at a reasonable price and in quantities related k: WHAT ARE THE POLICIES OF THE RNME! jT TOWARDS ductions of nearl £1,000 millio his year in capital expenditure by Councils and Housing Associations on new housing provided either by new buildings or by conversion and modernisation By 1983-1984 e reduced Allowing for the fact that such of that expendit sust be devoted to existing commitments, there » for new first time, a Government is planing a Britain almost entirely t on the private sector, ions in rev nure grants to Councils and K sing Associations the sts managing and maintaining public housing. Promotion of owner occupation ormal' form of house and encouraging the sale of public housing. tover amillion households are ing to rent a flat or house from a Councils1. the Government, levy on for and bought by Sai? aR gar Ie ing Associations currently Ending Government insistence on min m Space and heating standa for Council and Housing Association new houses. encouraged to build on scarce agricultural land while land in inner cities falls out of use as dereliction Encouraging private housebuilding by insisting on the hasty approval |spreads, SPORT AND OTHER SERVICES. Accelerating the trend to sub- Urbanisation will further accentuate the division of cities into different zones, The extension and consolidation of separate areas for offices, shops and entertainment , industry and housing will place additional strain on buses, trains and roa Private housebuilding on surburban land also involves other indirect costs to the Community as a whole for the extension of drainage, gas, water and electrical services as well as the Provision of schools and other welfare services facilities. But these services cannot fall out of use in the inner city and costs of ®upporting declining inner city Communities in terns of policing and social work will continue to escalate. CONCLUSION of structu of green bels, plans and by= vetoing | IN D OF HOUSING? MAT WILL THE E POLICIES MEAI ENANTS OF PUBLIC HOUSI iG AND THOSE possible. In Hackney, for example, Council tenants face rent rises of about 20% and rates for the whole coumunity including Council tenants, are to rise by almost 50% this year. Even with drastic economies in Associations’ running costs, including maintenance, they will have even greater rent rises WHAT WILL THESE POLICIES MEAN FOR THE COMMUNITY AT LARGE? THE INNER CITY, Recent years have seen an incresingly wide acceptance of an ‘inner city problem resulting from the decay and obsolescence of the inner Victorian suburbs of our cities. Councils and Housing Associations have played a sajor role in revitalising such community areas through redevelopment and rehabilitation, in many places enabling inner city communities to survive. In all but a few cases of particularly attractive and well situated neighbourhoods, the costs of this work is too great for the private sector to undertake it profitably. The reduction in capital and revenue grants to inner city community areas coupled with a collapse in morale of communities living in then. The ending of Council's rights to buy land exempt of development land tax e° exacerbate this decline. LAND. AVAILABILITY EMPLOYMENT IN CONSTRUCTI oN, | In 1976 housebuilding maintenace for the public sector made up about 20% of the building workload and accounted for the e=ployment jobs of about 300,000 of the industries total workforce of 1.5 million,| Although difficult to assess, current unesployment in the industry could be as high as 200,000 before the current capital cuts take effect. At a time when orders for construction work for the private sector are falling off due to high Local Council or Housing Association. Of th se over 50,000 are registered as ess’. During the coming year due s in capital spending work will be started on only about 22,000 flats and h 5. This compares with an | equivalent number of about 134,000 ‘starts’ five years ago. Meanwhile the existing stocks of public housing are eroded by the deterioration of older building and by the sale of houses to e private market. It likely that Con: ve policies will result in a net reduction in public housing stocks and that new tenancies will become virtually unobtainable. Already 1 cil has decided to stop council house building, loans for mortgages and home improvement grants. In ond 9n, no new Council house contracts will be dispensed this year. STAN a Overone willion dwellings in England alone are in need of extensive repairs anterest rates, the effects of the reductions incapital spending on council and housing association housing is likely to be a dramatic increase in unesployment among building workers. The value of new Commissions received by private architects 000 or more. substantial proportion be Private housebuilding can only provide cheap housing on land that is both cheap and easy to develop and this is generally }virgin agricultrual land situated on the to Councils The costs of bo Councils and from ‘revenu: acco! receive a subsidy £ In the case of Councils this subsidyy, the R pport Grant, has been drastical cut, particularly for inner city ci s with la’ and expensive to maintain housin; eq © subsi Associations, the nue Deficit Grant a8 tot withdr1, altoogetheerr inintwotwo years. The money available for repairs will xbe strictly curtailed while the stocks of more desirable houses in good repair will be depleted by the sales drive so reducing the already limited chances for public sector tenants to get transferred to better houses. The abolition of minimum standards for and Ho’ mg Associations, carrying out these rep. irs is paid by surburban fringes of cities, The Government has already declared its intentions to encourage surburban development by vetoing plans by councils in the’ South-East to extend Green Belt areas where no development is permitted. Private housebuilders will be Housing Associations to build houses that are smaller and worse equipped in order to keep up the numbers of houses built, RENT in rents. Rents nevertheless | will still be pushed up as high as |over the next two years on rents that are already generally higher than those of Council tenants. The sale of the most desirable Council and Housing Association houses will also effect rente by increasing the burden of the cost of maintaining the older, less desirable to be shared among the remaining tenants, CONCLUSION CONSERVATIVE POLICIES ON HOUSING ARE AIMED AT STIGMATISING PUBLIC SECTOR TENURE AS A "SECOND CLASS' WAY OF LIFE, OFFERING POOR ACCOMMODATION AT HIGH S$, THE EFFECT OF THIS WILL BE TO ANTS’ ORGANSIATIONS AND DIVIDE PEOPLE INTO TWO TYPES, HOME TS. | Conservatives hope that private house- |builders will solve the problem of |shortages of houses in decent condition. entering production drawing stage decreased by 6% at current prices over the fourth quarter, equivalent to 9.5% at constant prices. SKILLS AND MANAGEMENT. Building and construction still relies extensively on manual skills, especially in housebuilding and repairs, yet, even in times of high unesployment, the ndustry is dogged by shortages of skilled labour, This problem can be ascribed to two factors both caused, in turn, by | the unstable demand for building work: firstly, a reluctance by building firms, particularly those of small and medius size, to train apprentices, and, secondly the reluctance of men and women to train for skilled jobs that offer little securit Management of building contracts also suffers from the stop-go nature of the |unsteady workflow resulting from the contracting system, Because the denand for Council and Housing Association housing is regulated by the Government rather than the market, it could offer a steady and planned workload for the industry and give real incentives for improved training and increased efficiency Instead the Conservatives are bent on minimising the benefits of a public sector housing workload for the industry. EMPLOYMENT OF BUILDING DESICN STAFF. The reductions in capital spending on Council and Housing Association house- building are likely to have an early effect on employment in architects offices in both public and private sectors. Statistics are not readily available for the workload of architects offices but it is likely that, in 1976, public sector housing accounted for about 20% of the workload by value of both sectors |fell by a further 5.8% at todays prices during the fourth quarter of 1979, or combined, In 1978 the Government invested about £2,000 million in hous- building and repair conversion of old buildings, and this work accounted for the jobs of about 8,000 salaried architects, architectural assistants d surveyors in both sectors. At th. time, roughly half this work was carried WHAT WILL THESE POLICIES MEAN FOR THE OONSTRUCTION INDUSTRY? COMMUNITY AS A WHOLE BY REDUC THE BURDEN OF TAXATION. BESI THE COSTS OF SERVICES NECESSA TO SUPPORT PRIVATE HOt EBUILDING | BORNE FROM RATES AND TAXES, CONSIDERABLE SOCIAL COSTS IN TERMS OP DERELICTION AND M RY ARE LIKELY TO RESULT, ** |Governnent- financed housing will tempt Councils an Reductions in revenue grants to Councils and Housing Associations will mean increased costs to tenants, either direct] or through rents or indirectly through Fates, Last year a record 100,000 People vere added to London's 200,000 waiting list. The alternative to stopping building - big rent rises - is most unlikely to be adopted by the Government. About half Council tenants at present receive rent rebates or |aa estoxee POLICIES ON HOUSING ARE DESIGNED TO REDUCE COSTS TO THE Supplenentary benefit so there is a | limit to the amount of Boney than can out by private architects offices. If, asexpected,the output of council and housing association flats and houses falls to 22,000 units this year that will mean jobs for a maxinum of 4,000 architectural staff, a loss of 4,000 jobs in two years or about 10% of all architectural and surveying jobs. The effects will be felt worse in local authority offices where public housing work makes up a large proportion of the workload in many cases. Staff in several authority architects" offices have responded by negotiating, through their Unions, a ban on the employment by their councils of private architectural firms on any new proj + This will further the plight of private ace which will also be faced with a falling workload due to the effect on private sector clients of high interest rates. WHAT CAN WE DO? Over the last few years the housing question has not been in the forefront of the political debate except at a theoretical level related to forms of tenure, Hoth major political parties have committed themselves to promoting owner-occupation as the ‘normal’ form of tenure, but this has tended to conceal the real issues of the cost, standards and availability of housing, Building Design Staff, through TASS, can play an important part in bringing these issues back into the political debate and to campaign for a building industry that is able to produce attractive, good quality housing at a reasonabic price and in quantities related to housing need. WHAT YOU CAN DO. Join TASS today! Salaried staff in architecture, surveying, engineering and planning ... like many employees in many other professional groups who are already organsied in trade unions .,. want a real voice in decisions which affect them at work, They wish to place enployer/emloyee relations on a more rational equitable and democratic basis. At the sane Cime, staff are increasingly concerned about the quality of architecture, the use to which it is put, the way their work is organised and often the lack of any job satisfactio As individuals they can achieve little, “| By organising together they can begin to take their rightful part in these decisions: in the office, in the profession, in the building industry and CONCLUSION. RVATIVE The Building Design Staff Section of TASS believes that the massive trade union movement has for too long ignored the important social issues which so dramatical lin society. affect Britain today. Building Design TRAIN ON PUBLIC CONCELV . NDING ARLY ILL to be an influential force on ental and other issues within TASS trade union movement at large. TASS today, by filling in the form below. > SHORT TERM, A DISASTER FOR AT ALL LEVELS BULLDING TERM, A FURTHER Staff in TASS are particularly well placed Join the Building Design Staff Section of It will require the massive organisation of the trade union movement to put forward) the axguments against these cutbacks and | to begin a debate as to what type of environment ~ both natural and built - we want in the future, The BDS aims to pursue in Che first instance the policy stated below through the democratic structure of TASS and to use its influence in industry and parlianent to campaign against these cutbacks. Join us today, The London BDS Branch recently passed the following:- This Branch deplores the policies of the Government towards housing. It considers that the effects of these policies - be they acknowledged as “housing policy’ or implicit in other government actions - will act against the interests of tenants or public sector housing, the community at large and the building industry. In particular, these policies will:- Reduce the quality and availability of public housing to unacceptably low levels and disrupt tenant and trade union organisation. 2. Entail unacceptable social costs on the community at large including dereliction of inner city areas, the waste of agricultural land and stress on other public services, Cause unaccpetable levels of unemployment in all parts of the construction industry and further impede its ability to produce efficiently and to a high standard | = -3 2< a a 3 é SLcod DONS POLICIES ON HOUSING WILL MEAN IN T ( w Dale ......10s Oentiensct Misi] Forenames Siccsecccsesneics your local representative or send it direct to: — Little Green, Richmond, Surrey TWS 10N. (w Weekly subscriptions 42p *) Mr., Home Address... lapply for membership of AUEW-TASS. All Particulars given on this form are true. |agree to abide by the Rules and Constitution of the Union HOW TO JOIN Fill in the form above and hand it to TASS Head Office, Onsiow Hall, Telephone: 01-948 2271 WHATDOEITCSOST? -. Surname ....... Date of Birth . Name and Address of Employer ........... Under 20 years; 180 i f + to sponsor a sports competition between London Practices in late Spring and Sumer. Sue Jackson ~ The Recruitment Office ~ will be organising a darts competition and has already been in touch with several offices who are willing to take part. Is your office represented? Get in touch with the Branch Secretary (Tin Wallbank on 946 A426 during office hours) conditions in the surveying professions was recently published in Building magazine. The survey was based on a random sample of one in five corporate members of the RICS building and quantity Surveying divisions, the Institute of Quantity Surveyors and the Society of Surveying Technicians L29 AGENDA Minutes of previous meeting Branch Councillors Report Election of Branch Delegate to the Division Council Report from Divisional Council Motions for debate Housing ~empty properties (see owy poe) Contract of Employment Main item of Discussion "BRANCH LIFE This meeting is aimed at discussing the recruit- ment and organisation of the Branch. To assist in this, members are asked to prepare cither verbal or written reports of the Situation relating to their offices. This is intended to provide Report of Housing Working Party Any Other Business Close of Mecting SURVEYORS LATEST SALARIES At the last Branch meeting, it was agreed The first major survey of pay and As with architectural staff, it is the and ask for details, The league is open employees in private pr ce and in to all London offices employing building building contracting firms who are the desion staff in the private sector. lowest paid amongst all grades of telling conference what salaried architects think about that. surveyors. aul JLog$GA4Wp be.next Sranch Meetin will be Tuesday 29th April, 1980 at 6.30pm in the qsaff commom room at the Polytechnic of Central London, 4 valuable exchange of information and experiences between members. ‘BUILDING DESIGN:-LONDON BRANCH i 115 New Cavendish gi Street, ONDON W (one block from the GPO Tower). RIBA CONFERENCE Median earnings for a building surveyor The AIBA is orqganisi its annual is £7541 and for quantity surveyor £6957 conferen fram July !6-15 on the theme This compares with the AJ/TASS survey in ‘The City: Archite re and Politics." Janaury 1979 of a median for salaried cco ng to the RISK the intention oF architects in private practice of £5664 the iference is to discuss “the Although better paid than architectural rela Nnships between architecture and staff, the differences between employment politics,’ so they have invited Michael Heseltine to give a talk on the Gove views of cities and the qual life and environment they provide! Are there any merbers who would be interested in going along and field in surveying are nevertheless signif nt and spel! out again that staff] In the public sector do better because they are organised. Find out more what TASS can do for you. Come to the monthly branch meeting. At 9975 constant onces The March meeting, the second in a series of meetings specially intended to focus attention on certain key areas of concern included in the last Bulletin, It has As notedlast month, new architects commissions continued to fal in the istquaroft1e97r9,though byfar upon the provision of housing as a result of the public spending cutbacks The discussion was opened by a general introduction to a well researched Paper by a member of the Working Party which was followed by a general debate. The Paper was set with general approval and Some suggesCions were sade for improving it. (It is enclosed with this Bulletin). The purpose of the docurent is to help formulate a BDS policy on housing, which with the passage of time will need co be revised and up-dated. This part of the meeting was closed by debates on the two sotions put forward on housing policy, The first was to endorse the Paper and the second to propose action to be implemented by the London branch for its future dissemination, Both were overwhelmingly passed with an amendment to the second, after a lively debate. The content of the motions showed that @ specialist section of a trad union, such a8 ours, has a unique role to play in Crade union activity. Trade Unions can be effective means to press for constructive social and economic policies as well as protection for the Fights of their members. Tim Wallbank (Secretary). Opportunity with this Bulletin. Please remember that for the Branch to be effective we need up-to-date membership records. Please help us to help you, Fill in the questionaire and return to the Branch Registrar at 4 Boothby Road, London N.19, TASS Building Design Staffs QUESTIONAIRE. The purpose of this questionaire is to up-to-date the Branch records. It is onl with accurate records that the Sranch T be effective. So help yourself by fi s8 Chan in the third quarter (2.8% aN! LF) Altogether inthe secured hulfof Lest year they fell 18- <0onthelevelofthefirsthalfof in the questionaire and returning to the BDS BRANCH, REGISTRAR, 4 MOTION 1 In der Co somewhat of t the Gisastrous results of the present Covernment's Housing Policy cuts that this Branch supports the occupation, by homeless people, vacant dwellings for which there are no prospective antending occupiers in both the private and public sectors and cspecially such Council Properties as have been put up for sale. EMPLOYMENT BELL The Governzent has published its proposals for the ‘Employment Bill.' The TUC has called it unfair, unnecessary and dangerous The new 8111, contrary to the view held by Size of Office: .. That this Branch recommends to the TASS Executive that supporc for such occupations become Union Policy. responsible manner. MARCH MEETING REPORT UESTIONAIRE QUESTIDNATAE for TASS-BDS members and the construction industry in general, was again a well Organised and well supported meeting, however been decided to continue to send the bulletin to all members automatically and to non-members who wish to be added to the mailing list. If you're a non- ember, how about joining TASS-BDS and ensure your own copy of the monthly Bulletin. For those who have still nor The sajor item of discussion was the issue | of Government Housing Policy, in particular] the significance of the Tory proposals for new housing legislation and the effece | filled in the questionaire there is anoth many people that the proposed legislation is being introduced to curb ‘Violence and Bullying’ on the pic et 1lines is in face, a major attack on established trade union rights. It will dramatically shift the onus of proof in many industrial situations from the employer to the employee. If furthersore will enable many more c¢ loyers particularly small ones such as architect- ural and surveying practices to duck their No. Who is the Corresponding Menmbe What is the possibility for recruitment senor obligation to treat employees in a fair and Are you fully paid up ee eececcescces How do you pay you Union subscriptions? That support for such occupations be Hany of the rights established under eany Standing Order, Cheque etc; Are you a TASS-BDS } recommended as TUC Policy and be Given the widest possible press and media publicity. Proposer: - Anna Lieffé IN. B. A paper giving background informatio and figures will be tabled at the meeting. years of negotiation are now under threat. On the 14 May 1980, the TUC is organising a Day of Action. Obviously most members will not be able to participate in these days of acti 4 vities, but it will inevitably | If do you intend to becone a topic of conversation. Use the Opportunity to defend unions and encourage Gebate on the benefits of unionisation Do you wish to conc inue Co recieve among private sector building design staff. the Bulletin Join TASS now The Branch Registrar wishes to thank all those who replied to the questionaire i » RE TRAR, 4 Boothby Road, London N19, If you wish to contir * to receive the Branch Bulletin and other union literaturé you must return this questionaire by Monday 3iset March. Name: Address: Tel.No Place of WOrk: cevcoccecencuvccccscccee Address: Tel.No.: TASS Menbers IN79, Likewise work entering pretuchon drawing Stage is stil Gilling. by some 39-59 per quarter Serres RIBA BRANCH MEETINGS. The February meeting was the first of the new type of branch meeting which e devoted to one key issue. These tings now commence promptly at 0.30 p.m. and close at 8,30 p.m, They are informative and provide a forum fo the exchange of ideas and experiences at work, They can only be useful, if ALL menbers make every effort toattend, Meetings are open to non-members (although they cannot vote), so ensure that your friends come too, QUESTI IRE. A questionaire has beeen enclosed with the Bulletin, The Branch Council is endeavoring to re-organise and up- date branch membership records. We now have a new energetic Registrar, lielp her to help you. Please fill in the questionaire and return to the Secretary. Unfortunately we cannot afford to pay for the return postage, ut if you want fo continue to receive the new monthly bulletin, you gust return the questionaire, The suggested Contract of Enploymenr for staff working in building design offices was discussed in great detail at the last Branch meeting with several @zendments and suggestions made, The Branch Council has now discussed these @zendments and incorporated the Suggestions into the final drafc Contract of Ecployment. This will be presented at the March meeting together with a motion, NEWS FROM THE DIVISION. * A new full-cine official has now beenappointed to the Bushey Office (near Watford) which serves our branch. He is Howell John, who will Supplement Bob Elliot who was several months ealier appointed to the Division as well, This will now ease the burden among the Bushey office staff and should result in a much improved service to members. 60 members were recruited to the division in January 1980, To mect the effects of inflation, the Executive Council of the Union has proposed to increase the members subscription rate by 6p per week to be effective from ist June 1980. This will mean a weekly rate of 46p (still less than a pint of beer!) or £5.98 quarterly. So far £10,500 has been raised by TASS members for the steel workers dispute. After the massive TUC organised demonstration against the cut- backs, remember the TUC Rally on the theme "Education and the Cuts’ on 29th April and the Carnival against the cuts on 26th May. A draft document, prepared by the Division, on the Conservative Government's policies and their effect is due to be presented for final debate at one of the near Divisional Council meetings. A copy of it will be circulated at the next Branch meeting. TASS SPORT. The Branch is considering sponsoring a Sporting competition between London practices in late spring and summer. At the next Branch meeting a working group will be set-up to look into the various possibilities open to the Branch If you're interested in squash, cricket, 5 a side football or less active sports like darts, then come to the next Branch meeting. The next meeting will be on Tuesday 25th March at 6.30 p.m. in the Staff Compon Room at the Polytechnic of Central London, 115 New Cavendish Stree, W.1. (one block from the GPO Tower). AGENDA,| 6.30 1. Minutes of previous meeting. 2. Branch Council Report, CONTRACT OF EMPLOYMENT - Motion. This Branch endorces the Suggested Contract cf Employment. The Branch recognises that in the private sector of building design, many employees have no standard contract of employment. Moreover, the Branch recognises that conditions and pay vary enormously between offices and even between exployees of a Similar status within the same office. A sound contract of employment mutually agreed between two parties, if effectively used could be a crucial factor in achieving genuin improvements in the pay and conditions of salaried members in building design offices The Branch therefore commits the Branch Council and individual menbers to raise the demands in their offices as and when most appropriate to the achievement of the goals outlined above. 7.15 MAIN ITEM OF DISCUSSION, THE GOVERNMENTS HOUSING POLICIES - What do they mean? What should our response as Architects and Building Designers be? See enclosed docusents and notion. REPORTS: C.M's. to prepare reports on their offices, Formation of Working Group on Malcolm MacEwen meeting. 4.0.8. Close of meeting. el / A birds eye view of the building in which our branch metings areheld = The Polytechnic of | TASS Building Design Staffs ~ London Branch | QUESTIONAIRE. The purpose of this questionaire is to bring up-to-date the Branch records. It is only with accurate records that the Branch can be effective, So help yourself by filling in the questionaire and returning to the BDS BRANCH, RECISTRAR, 4 Boothby Road, London N.19. If you wish to continue to receive the Branch Bulletin and other union literature you must return this questionaire by Monday 3lst March. . teem wwe nn ne eeseseeee THeenweeneeeseeereeessesesee | TOR eeee ewes een eeenneeasseeene Place Of Work: .cscescccccccecsececcers organised and in far more confortable (Council for 1980/81., Iwo members, Norman useful nature, What clearly envisaged racted to the RIBA. was that conditions of employment REPORT OF FEBRUARY MEE ARCUX SUCCESS FOR TASS MEMBERS | AGULOESTice ccuuccscacicsecieseavecasiecas TEL NOL? ‘cceccsccccscsccecccesercccose The February meeting was undoubtedly In the recent ARCUK elections all 6 | the most su-cessful Branch meeting for | TASS - BDS members standing were | several months. Well attended, well elected to the Architects Registration Surroundings at is new venue in the main Arnold and Eddie Walker aro from the building of Central London Polytechnic, |TASS Leads Branch, and four are from The meeting was the first of a serics the London Branch, they are: specifically designed to help formulate | No. of TASS Members Who is the Corresponding Member: of Employment. Perhaps because conditions of employment are such a Significant aspect of working life for all BDS members in all offices the discussion, which covered very generalpointsaswellasaclause by clause analysis of the proposed form of Contract, was of a consistently enjoyable as well as 68 seats are not open to election, but the great majority are filled by RIBA's | nominees. All 9 elected Councillors will be campaigning for a more open and accountable ARCUK, made representative oftheprofessionbydirectelection of all Councillors, for lay representation | |po you wish to continue to recieve on ARCUK, and for the restoration of ARCUK the Branch Bulletin: ....csccescees control over education presently sub=cont- useful essential though they are, are no substitute for collective action to improve working conditions ~ only a useful tool, AND THAT MEANS THOSE OF YOU WHO MISSED THIS MEETING COME ALONG TO THE NEXT MEETING. One of the reforms the TASS group on ARCUK will be pressing for is the ending of the } RIBA 'closed shop' still operated bymany Jocal authorities and private employers, and the subject of recent discussion by the fondon Branch. ARCUK will be called upon to affirm that RIHA membership is not essential to practise as an architect and should not be stated as a condition of employment, ITS YOUR BRANCH!!! : 1;| Size of Office: .....e.0. 4; .sbtule John Allan 734-8577 David Burney 734-8577 David Roebuck 267-5604 Hartou Roberts 240-2440 OCs | |What is the possibility for a BDS ‘Policy’ on issues that affect | Building Design Staff and the construction industry in general. After @ bluct report on Lie recent TASS Divisional Conference in which the | Branch, through its selected motions Former London Branch Member John Murray, and its delegates, played a very |who is now a NALGO Member in the Public | prominent part, the sain bulk of the |Sector, was also elected and this group meeting was given over to a discussion | hold seven of the nine elected seats on | Standing Order, Cheque etc; of the BDS "suggested" form of Contract the Council. The remainder of the Councils leg |Recruitment cmloeecscredansetscsssaeen ] | meen oe TA ge Geter se en Are you fully paid up? ........cee005 | | How do you pay you Union subscriptions? Are you a TASS*BDS Member: .... A nae If not, do you intend to join: ODOC GOOG) (el CentralLondon,115NewCavendishStreet,W.1. cy pI h Q If you have not yet returned the AJ “ARCUK' questionnaire do it now - it is not too late. Response so far shows that 21% of registered architects who consider themselves “unattached” did not receive voting papers in the last ARCUK election. If this is representative, then many architects are being needlessly disenfranchised and the possible strength of elected Councillors reduced. If you or your colleagues are “unattached” and did not receive voting Papers, send your name, business address and registration number (if known) to: The Elected ARCUK Councillors C/o The Branch Secretary 2a The Laylands, Viewfield Road | LONDON SW17, | HOUSINGPAPEREis 1WHAT ARE THE POLICIES OF THE CONSERVATIVE GOVERNMENT TOWARDS PUBLIC HOUSING? * Reductions in capital expenditure Spending by Councils and Housing Associations on new housing provided either by new buildings or by conversion and modernisation of old buildings. * Reductions in revenue grants to Councils and Housing Associations | which offset the costs of managing and maintaining public housing. * Promotion of owner occupation as the ‘normal’ form of houses tenure and ecouraging the sale of public housing. * Ending exemption fron Development Land Tax (currently a 60% levy on | land deals) for land bought by Councils, | * Ending Government insistence on Binisum space and heating standards for Council and Housing Association new houses. * Encouraging private housebuilding by insisting on the hasty approval of structure plans and by vetoing Councils’ plans for the extension of green belts. } WHAT WILL THESE POLICIES MEAN FOR TENANTS OF PUBLIC HOUSING AND THOSE IN NEED OF HOUSING? AVAILABILITY. get transferred to better houses. The abolition of minimum standards for Governnent=Financed housing will tempt Councils and Housing Associations to build houses that are smaller and worse equipped in order to keep up the numbers of houses built. RENT. Reductions in revenue grants to Councils and Housing Associations will sean increased costs to tenants, either directly through rents or indirectly through the rates. In Hackney, for example, council tenants face rent rises of about 20% and rates for the whole community, including council tenants, 2 WHAT WILL THESE POLICIES MEAN FOR THE COMMUNITY AT LARGE? | ' THE INNER CITY Recent years have seen an increasingly wide acceptance of an ‘inner city problem resulting from the decay and obsolescence of the Inner Victorian suburbs of our cities. Councils and Housing Associations have played a major role in revitalising such communities areas through redevelop ment and rehabilitation, in many places enabling inner city communities to survive. In all but a few cases of particularly attractive and well situated neighbour~ hoods, the costs of this work Is too Qreat for the private sector to under- take it profitably. The reduction in capital and revenue grants innercity communities areas’ tbupled with a collapse in morale of comminities living In them. The ending of Council's rights to buy land exempt of development land tax will exacerbate this decline. | LAND Conservatives hope that private hous builders will solve the problem of shortages of houses in decent condition. Private housebuilding can only provide Cheap housing on land that is both cheap | and easy to develop and this is generally virgin agricultural land situated on the surburban fringes of cities. The Govern ment has already declared its Intentions WORKING PEOPLE INTO TWO TYPES, HOME Currently over a rillion households are OWNERS AND TENANTS. IT WILL ALSO are to rise by almost 50% next month. Housing Association tenants will be even worse off, Even with drastic economies in Associations’ running costs, including maintenance, they will have even greater rent rises over the next two years on rents Chat are already generally higher than those of council tenants. The sale of the most desirable Council and Housing Association houses will also effect rents by increasing the burden of the cost of maintaining the older, less desirable to shared among the remaining tenants. CONCLUSION. CONSERVATIVE POLICIES ON HOUSING ARE AIMED AT STIGMATISING PUBLIC SECTOR TENURE AS A 'SECOND CLASS’ WAY OF LIFE, OFFERING POOR ACCOMMODATION AT HIGH PRICES. THE EFFECT OF THIS WILL BE TO | te ; a . WEAKEN TENANTS* ORGANISATIONS AND DIVIDE courege suiburt evetopwcnt by vetoing plans by councils in the South- East to extend Green Belt areas where Waiting to rent a flat or house fron a DISRUPT TRADE UNION ORGANISATIONS’ AS no development is permitted. Private Local Council or Housing Association. Of these over 50,000 are registered as "homeless’. During the coming year due to cuts in capital spending work will be started on only about 22,000 flats and houses. This compares with an equivalent number of about 134,000 ‘starts’ about five years ago. Meanwhile the existing stocks of public housing are eroded by the deterioration of older buildings and by the sale of houses to the private market. It is likely that Conservative policies will result in a net reduction in Public Housing stocks and that new tenancies will become virtually unobtainable. STANDARDS. } Over one million dwellings in England alone are in need of extensive repairs costing £2,000 or sore. Of these a substantial proportion belong to Councils and Housing Associations. The costs of carrying out these repairs is paid ly both Councils and Housing Associations fron ‘revenue’ accounts which currently receive a subsidy from the Government. In the case of Councils this subsidy, the Rate Support Grant, has been drastically cut, particularly for inner city councils with large and expensive to maintain housing stocks. The equivalent subsidy to Housing Associations, the Revenue Deficit Grant is to be withdrawn altogether in two years. The money available for repairs will be strictly curtailed while the stocks of nore desirable houses in good repair will be depleted by the sales drive so reducing the already limited chances for public sector tenants to MANY OF THE NEW HOME OWNERS WILL BE TIED DOWN BY MASSIVE MORTGAGE REPAYMENTS AND BE UNDERSTANDABLY RELUCTANT TO LEND THEIR WEIGHT TO INDUSTRIAL ACTION. housbuilders will be encouraged to build on scarce agricultural land while land i: | Accelerating the trend to sub-urbanisa- tion will further accentuate the division of cities into different zones. The extension and consolidation of separate areas for offices, shops and entertain- ment, industry and housing will place additional strain on buses , trains a roads, Private housebuilding on & surturban land also involves other indirect costs to the community as a whole for for the extension of drainage gas, water and clectrical services as wel as the provisioyx of schools and other welfare services facilities. But these services cannot be fall out of use in the inner city and the costs of Supporting declining inner city conmunities in terms of policing and social work will continue to escalate. CONCLUSION: CONSERVATIVE POLICIES ON HOUSING ARE DESIGNED TO REDUCE COSTS TO THE COMMUNITY AS A WHOLE 8Y REOUCING THE BURDEN OF TAXATION. BESIDES THE COSTS OF SERVICES NECESSARY TO SUPPORT PRIVATE HOUSEBUILDING? BORNE FROM RATES AND TAXES CONSIDERASLE SOCIAL COSTS IN TERMS OF DERELICTION AND MISERY ARE LIKELY TO RESULT. Inner cities falls out of use as dereliction Spreads. “ | } TRANSPORT AND* OTHER SERVICES EMPLOYMENT IN CONSTRUCTION responded be negotiating, through their unions, a ban on the employment by their councl|!s of private architectural firms on any new project. This will worsen further the plight of private practice which will also be faced with a falling workload due to the effect on private sector clients of high interest rates. CONCULSION: WHAT CAN WE 00? Over the last few years the housing question has not been in the forefront | of the political debate except at a theoretical level related to forms of tenure. ®oth major political parties have committed themselves to promoting owner-occupation as the ‘normal’ form of enure, but this has tenddd to conceal the real issues of the cost, standards SKILLS AND MANAGEMENT Bullding construction still relies extensively on manual skills, especially in housebuilding and repairs, yet, even in times of high unemployment, the dustry Is dogged by shortages of skilled Mbour. This problem can be ascribed to | ace \ a)‘\ MOTION S OO 1) This branch deplores the policies of the present government towards housing. It considers that the effects of these policies be they acknowledged as ‘housing policy’ or feplicit in other government actions, will act against the Interests of tenants of public sector housing the community at large and the building industry. In particular, these policies will: a) reduce the quality and avallabilic of-public housing: to unacceptably low levels and disrupt tenant and trade union organisation. b) entail unacceptable social costs on the community at large includ- ing dereliction of inner city areas the waste of agricultural land and stress on other public services. ¢) cause unacceptable levels of unemployment in all parts of the construction industry and further impede Its ability to produce effictently and,to a high standard, 2) This branch accepts the report of the Branch Working Party on Conservative Housing Policy and commends it to the attention of the TASS National Executive. twi factirs: firstly both caused, in turn, by the unstable demand for building work:|! firstly, a reluctance by building firms, particularly those of small and medium size, to train apprentices, and, secondly the reluctance of men and women’to train for skilled jobs that offer little security, MNonagem nt of bullding contractc also suffers from the stop-go nature of the unsteady workflow resulting from the contracting system, Because the demand for Counci! and Housing Association housing is regulated by the Government rather than the market, it could offer a steady and planned workload for the Industry and give real incentives for ieproved training and increased efficiency. Instead the Conservatives are bent on minimising the benefits of a public sector housing workload for the industry. EMPLOYMENT OF ARCHITECTURAL STAFF The reductions in capital spending on ounct! and Housing Association house- | wilding are likley to have an early effect on employment in architects offices in both public and private sectors. i Statistics are not-readily available for the workload of architects offices but it is likely that, In 1976, public sector housing accounted for about 20% of the workload by value of both sectors combined. In 1978, the Government invested about £2,000 million in house- building and repair conversion of old buidlings, houses and this work accounted for the Jobs of about 8,000 salaried architects, architectural assistants and surveyors In both sectors. At that time, roughly half this work was carried out by private architects offices. If, as expected, the output of council and housing association flats and houses falls to 22,000 units this year that will mean jobs for a maximum of 4,000 architectural staff, a loss of 4,000 jobs in two years or about 10% of all architectural and surveying Jobs. The effects will be felt worse in local authority architects for offices where public housing work makes up a large proportion of the workload of in many Staff In several local authority 4 architects' offices have already cases. CONSERVATIVE POLICIES ON HOUSING WILL MEAN IN THE SHORT TERM, ADISASTER FOR EMPLOYMENT AT ALL LEVELS IN THE BUILDINGTM® and availability df housidg. It is up | INDUSTRY, AND, IN THE LONG TERM, A FURTHER to us to play our part, through TASS in! DISPERSION OF SKILLED WORKERS FROM THE INDUSTRY AND DISCENTIVES FOR PROPER * TRAINING. THE REDUCTIONS IN SPENDING ON PUBLIC HOUSING ARE PARTICULARLY ILL CONCEIVED AT A TIME WHEN INTEREST RATES ARE AT RECORD LEVELS. bringing these Issues back into the political debate and to campaign for @ building industny, that is able to produce attreotive, good quality housing at a-reasbnable price and in quantities related: to houging need. WHAT WILL THESE POLICIES MEAN FOR THE CONSTRUCTION INDUSTRY? In 1976 housebullding maintenance for the pbulic sector made up about 20% of the building workload and accounted for the employment Jobs of about 300,000 of the Industries total workforce of 1.5 million. Although difficult to assess, current unemployment In the Industry could be as high as 200,000 before the current capital cuts take effect. At a time when orders for construction work for the private | sector are falling off due too high interest rates, the effects of the reductions In capital spending on council and housing association housing Is likely to be a dramatic increase In unemploy- ment among building workers. ~~ AUEW-TASS DECEMBER BRANCH BULLETIN 1) REPORT ON NOVEMBER MEETING 2) Following brief branch officer's reports, the meeting approved nominees for the various regional and executive committee posts currently requiring the election of new officers and the remainder of the meeting was concerned with discussions of particular issues and items raised by members themselves from the floor. Amongst these was a report from members who attended the Divisional Quarterley meeting in Watford at which the guest speaker was T.A.S.S. General Secretary Ken Gill. Undetered by gross navigational failures the group arrived in time to hear this address and in particular noted Ken Gills’ apparently critical reflections upon the movement of power away from branches towards Divisions. Girma Moges, recently returned from Yugoslavia, gave a brief report of the state of his appeal against the A.C.A.S. rejection of his claim for unfair dismissal. Nothing could be a more graphic illustration of the vulnerability of individuals when in conflict with powerful employers if unaided by strong union representation as, due to circum- stances, was the situation in Girmas' case. NEXT MEETING THE NEXT MEETING, IN DECHMBER, WILL BE THE ANNUAL GENERAL MEETING. APART FROM THE ELECTION OF OFFICERS TO SERVE ON NEXT YEARS' COUNCIL, HARRY SMITH, THE RETIRING NATIONAL ORGANIZER OF T.A.S.S. WILL ATTEND THE MEETING AS OUR GUEST. AS MOST OF YOU WILL KNOW, HARRY WAS INSTRUMENTAL IN THE INITIATION OF THE B.D.S. SECTION OF T.A.S.S. SOME 2and a half YEARS AGO AND WE ARE SURE THAT MEMBERS NEW AND OLD WOULD LIKE TO TAKE THIS OPPORTUNITY TO TALK TO HIM BEFORE HIS RETIREMENT IN DECEMBER CONTINUED .. Viewfield Road Sw18 Building Design Staff LONDON BRANCH SECRETARY 40 Leylands es AND QUITE APART FROM THE DELIGHTS OF BRANCH ELECTIONS AND HARRY SMITH, THERE WILL, OF COURSE, BE SOME BOTTLES OF UNIQUE "CHATEAU ONSLOW HALL" AND OTHER LESS RARE VINTAGES AVAILABLE FOR CONSUMPTION AND HAND-TO-HAND COMBAT AFTER THE MEETING !! DONT FORGET - PUT DECEMBER 11 IN YOUR DIARTES NOW!! 3) BRANCH ELECTIONS As indicated above, these will take plage at the December A.G.M. and will consist of elections for the following posts and any other the branch may feel are desirable: CHAIR # VICE CHAIR SECRETARY TREASURER REGISTRAR If the branch is to continue to organize effectively in the Building Design Industry, it is essential that we elect an energetic and active branch council to assist its efforts and those of individual members. Please do your bit"to ensure that this happens by attending the December Meeting and voting or better still by standing for office yourself. 4) DIVISIONAL CONFERENCE 5) The Divisional Conference next year will take place on February 23rd and, as usual, the branch is invited to submit two motions for its consideration and to send two delegates, in addition.to the D.C. delegate. This business will be dealt with at the January branch meeting but motions for consideration at this meeting must be received by the Secretary, in writing, for inclusion on the Agenda of this meeting. Members are therefore urged to consider this matter immediately and to submit suggestions for motions or motions themselves to the Secretary as soon as possible BUT NOT LATER THAN TUESDAY JANUARY 8&. SHEFFIELD CONFERENCE OF SCHOOLS OF ARCHITECTURE COUNCIL The branch working party met several times during the last month and produced a brief statement to be included in the conference papers and the material for a 7T.A.S.S. - B.D.S. stand to be exhibited during the conference - including a branch banner !! Several branch members are expecting to attend all or part of the conference and there will be a short report on its outcome at the next branch meeting. Continued# 6) 6) C.A.I.7.S. CONFERENCE The annual conference of the Centre for Alternative Industrial and Technological Systems will have taken place before the next meeting and since the branch has taken a continuing interest in the centre and its activities it is expected that a report will be given at the next branch meeting by branch members who attended the Conference. 7) N.A.M. CONGRESS 5) 1) 2) 3) 4) 5) Following last month's annual congress the various N.A.M. special interest groups will be meeting to discuss N.A.M.'s future strategy and will report back to a special conference in March, 1980. THE NEXT MEETING IS THE ANNUAL GENERAL MEETING AND WILL BE HELD AT 6.30 ON DECEMBER 11 1979 AT POLYTECHNIC OF CENTRAL LONDON, 115 NEW CAVENDISH STREET:—"=ONE STREET AWAY FROM THE G.P.O. TOWER. THIS WILL BE FOLLOWED BY A SOCIAL RECRUITMENT"OPEN" MEETING PLEASE BRING A COLLEAGUE OR THREE WITH YOU WHEN YOU COME THIS TIME AND PERHAPS, WITH A LITTLE WINE, THEY'LL SIGN. DECEMBER AGENDA CHAIRMAN'S SUMMARY OF THE YEARS'ACTIVITIES CONFERENCE REPORTS ELECTIONS A.O.B. CHRISTMAS SOCIAL A branch souncil meeting is hereby convened for the same evening. In the event of a quorum not being present for the general meeting the branch council meeting will commence thirty minutes after the advert- sud time for the general meeting. Members, who are not brancn councillors, but who are in attendance, will be co-opted, with full voting powers, to the branch council for the duration of the meeting. Please consult rule 16 (e) Members are urged to attend the meeting to ensure that it is unnecessary to have recourse to this expedient. .PLEASE CIRCULATE THIS NOTICE TO ALL MEMBERS IN YOUR OFFICE AUEW-TASS LONDON BRANCH SECRETARY : 40 LEYLANDS, VIEWFIELD ROAD, LONDON SW18 NOVEMBER BRANCH BULLETIN 1) REPORT ON OCTOBER MEETING Although Bob Elliot, our new Divisional Organizer, was unable to attend the meeting owing to illness and pressure of work, there was a very productive discussion of branch business and reports from members' offices. One of the most significant aspects to arise from the latter was that through the medium of collective action on the part of staff (organised primarily by B.D.S. members) a well known central London practice has recently been persuaded to give its employees a rise in excess of 20%, well before the date on which the partners had previously intended to review salaries. If improvement of this scale can be achieved by collective action on an "unorganized" basis it is clear that the gains to be made by staff in an organised office could be very considerable, in whatever directions the employees selected ! During the meeting it was agreed that the branch would go ahead with its arrangements for the usual Christmas Social Evening to which the National Organizer, Henry Smith would be invited in view of his pending retirement. This "open" meeting will be held on December 11 at a venue yet to be arranged. PUT THIS DATE IN YOUR DIARIES NOW. BRANCH ELECTIONS As you may already have noted there will as usual be branch elections at the December branch meeting in order to select officials for the following year. The posts listed in last months' selection will be open for nominations, with the exception of the post of Divisicnal Council Delegate, which further investigation has revealed will not be open for elections until March 1980. However, nominations for the following posts are still invited and should preferably be registered with the Secretary at the November branch meeting. Chair, Vice-Chair Secretary Treasurer Registrar Recruitment Officer Press Officer (or any others the branch may consider necessary or desirable THINK NOW ABOUT OFFERING TO SERVE AS A BRANCH OFFICIAL YOURSELF !! 2) Building Design Staff 3) N.A.M. CONFERENCE The Annual Congress of the New Architecture Movement will be held on November 9, 10 and 11 at the Bedford Community Centre in Emerald Street, WCl1. N.A.M. was of course the organisation that helped to Hund our section of T.A.S.S. and members are urged to attend. The theme is “Accountability to the User and Democracy in the Building Industry" and there will be a Saturday workship on Unions and the Professional. Full details are available from N.A.M. at 9, Poland Street, W.1. SHEFFIELD CONFERENCE : SCHOOLS OF ARCHITECTURE COUNCIL Brian Anson, now Chairman of the S.A.C. is organising a national conference of schools of Architecture at Sheffield and the branch has decided to send an exhibition stand and hopefully some delegates. A small working party is to be set up. Please come to the November meeting if you are interested and contact the secretary. B.D.S. IN THE ARCHITECTS JOURNAL If you haven't already - read the branch's letter in the AJ of 24 October 1979-and the AJ editorial to which it refers. NEXT MEETING The next meeting on November 13 will be held at our usual venue at P.C.L. Union in Bolsover Street, this time in the second floor committee room. 4) 5) 6) 1) 4) AGENDA - NOVEMBER MEETING BRANCH OFFICER'S REPORTS A.O.B, x A branch council meeting is easy convened for the same evening. In the event of a quorum not being present for the general meeting the branch council meeting will Commence thirty minutes after the acvert- sed time for the generai meeting. Members, who are not branch councillors, but who are in attendance, will be co-opted, with full voting powers, to the branch council for the duration of the meeting. Please consult rule 16 (e) Members are urged to attend the meeting to ensure that it is unnecessary to have recourse to this expedient. .PLEASE CIRCULATE THIS NOTICE TO ALL MEMBERS IN YOUR OFFICE NOVEMBER BRANCH MEETING WILL BE HELD AT THE POLYTECHNIC OF CENTRAL LONDON UNION, 104-108 BOLSOVER STREET, LONDON W 1 FROM 630 to 8.30 ON’ TUESDAY NOVEMBER 13, 2) SPECIAL BUSINESS : ELECTIONS OF DIVISIONAL PRESIDENT, SECRETARY. AND ALSO FOR; EXECUTIVE COMMITTEE MEMBER DEPUTY E.C. MEMBER N.W.S.C. REP DEPUTY N.W.S.C. REP 3) OFFICEREPORTS We —_—_ AUEW-TASS Building Design Staff 2. N.A.C. Meeting London Branch Secretary 2B Oakhill Road SW15 BRANCH BULLETIN MAY 793 ie REPORT ON APRIL BRANCH MEETING Before the branch meeting, Nigel Cross spoke on the promises and threats of Computer Aided Design in Architect's offices. In his experience the promises were very difficult to establish, except from an emotional standpoint, those working in the field being very reluctant to evaluate the effectiveness of their experiments. He had found that in many architectural experiments though the computer should have proved more efficient than the humans this did not prove to be so. In the discussion that followed several members queried whether of CAD really depended upon its proven designer's tool or whether its advancement hands of Office Principals and Managers who would support its adoption if this could be justified in terms of a reduction in staffing requirements or in increased from individual employees. The feeling of the meeting was that the widescale introduction of computer was near at hand but that no immediate response these who will be affected was possible. The branch may however feel that this members themselves could effectively investigate a view to suggesting what action could in future be taken. Members interested in formkng such a working group Should contact, in the first instance, the branch During the branch meeting itself, there was a discussion on the forthcoming meeting of the TASS-BDS National Advisory Council on May 8th. Those council members present were reminded of those topics on which the London Branch is still awaiting information; namely :- when are the Support Staff Leaflet, BDS Newsletter and Standard Contract of Employment to be printed and when will information on the progress of recruitment among Architectural and other building design employees outside of London be available. By our next branch meeting the NAC will have met and we can expect a thorough report on these matters, SO crucial to our own recruitment drive. the future value as a rested in the issue is one which with output techniques from secretary. 3. SALARY AND ENOLOYMENT CONDITIONS SURVEY The results of the survey have now been prepared and should be published in the A.J. towards the end of May. However there will be a full preview report at the May branch meeting followed by a discussion of the implications. It's your chance to scoop the A.J. 4, JUNE MEETING The June 5 meeting will, as indicated in the last bulletin, be preceded by an open meeting entitled "Should salaried Professionals join a Trade Union" and the discussion will be led by Brian Jefferson, President - elect of the R.I.B.A and Harry Smith, National Organizer for AijEW-TASS, This will be an excellent meeting and we expect a large attendance by RIBA stalwarts - so do ensure that your commitment to trade-unionsm by all of them,by attending this meeting. is fully understood The meeting will be held at p.C.L. in the first floor meeting room and will begin at 6.30 promptly. activity and progress 6) Office reports 1) Recruitment discussion 8) Motion 9) A.O.B. The following motion was received by the Branch Secretary and has been included on the Agenda in accordance with Standing Order No. 16, and is listed here verbatin. é Before being discussed, Standing Order No. 11 requires that motions be proposed and seconded by members at the meeting. If the motion is passed it will be forwarded to the Executive Committee and the Divisional Council for their consideration. May branch meeting will be held on Tuesday 15 May at 6.30 p.m. in P.C.L. Union 104-108 Bolsover Street, London W.1. AGENDA: 1) ) ) ) Salary Survey : Report and Discussion N.A.C. - Report on May 8th Meeting Branch Officer's reports Reports from members affiliated to other organizations. 5) General Discussion on Past and Future Branch This branch calls on the N.E.C. to fully Support the shop stewards at Lucas Aerospace in their campaign to save Jobs by proposing alternative products. This branch further calls on the NEC to provide full support for this initiative in the Confederation of Shipbuilding and Engineer - ing Unions, by resolution to CSEU Conference or otherwise, and to ensure that the CSEU carries out union policy on this matter. Cc ARCUK ELECTIONS Die N.A.C. MEMBERSHIP There is now a vacancy on the T.A.S.S./BDS National Advisory Council This general meeting is called under the provisionosf Rule 162. Should the quorum required for general meetings of the branch not be in attendance the Branch Council may, if a quorum of_the Branch Council is present, deal with the business down for consideration by the branch general meeting, and if this course is decided upon, then those members of the Branch who were present for the Generel Meeting shall be co-opted for that business with full voting powers. Where any motions and amendments for the consideretion of the Representative Council are Passed by a Branch Council under the Provisions of this rule a copy of the notice concerning the generel meeting shall be forwarded by tne Branch Secretary for the attention of the Standing Orders Committee. The SOC shall not include on the eeenda of the RC any such motion or amendment unless the notice calling the general meeting specifically stated the nature of the motion or the amendment. Similarly when the Branch Councjl under the Provisions cf this rule deals with the voting for Divisional President, DC Sec, EC or Dept.EC Member, Nat Womens Sub-Committee Rep, or NWSC Deputy Rep., a copy of the notice calling the general meeting shall be forwarded to the DC Secretary together with the record of branch voting. If the notice of meeting does not include this item of business the vote of the brench shall te disregarded ty the Divisional Council. ASG SdivetVee 220 UME USSieis SLuUS UL Ue LMUUStry ana Ulls shortcoming was the subject of several members questions. However he welcomed advice from design staff within the labour movement and the f rmulation of such a policy is to be the subject of future branch activity: The questions that followed indicated that many members, while welcoming much of the document, flet that the proposals were in some respects not radical enough. In particular some members felt that emphasis in the document on standardization was overstressed; that it failed to use the example of direct labour organizations as a platform from which to build an alternative building industry and that a stronger line on nationalization should have been adopted. Members will be pleased to learn that all six of its members who stood for election to the A.R.C.U.K. Council were successful together with the Leeds T.A.S.S. member, Ian Todd. Though A.R.C.U.K. is at present a body representing mainly registered architects it is in the interests of all building design staffs that their unions be represented on it. and any branch member interested in filling this vacancy should contact the branch secretary. AUEW-TASS London Branch Secretary : 2B Oakhill Road, SwW15 BRANCH BULLETIN - MARCH 1979 A REPORT ON FEBRUARY BRANCH MEETING: 2 ARCUK ELECTIONS 3. N.A.C. MEMBERSHIP He confessed that the document had been prepared without any real involvement from the design side of the industry and this shortcoming was the subject of several members questions. However he welcomed advice from design staff within the labour movement and the f rmulation of such a policy is to be the subject of future branch activity: Building Design Staff The questions that followed indicated that many members, while welcoming much of the document, flet that the proposals were in some respects not radical enough. In particular some members felt that emphasis in the document on standardization was overstressed; that it failed to use the example of direct labour organizations as a platform from which to build an alternative building industry and that a stronger line on nationalization should have been adopted. Following the January meetings! discussion on the Labour party's policy document, "Building Britain's Future", the February meeting was held at the House of Commons to allow Bob Bean M.P. to give members a first hand account of the Labour Party's real intentions. A U.C.A.T.T. sponsored M.P., directly involved in the preparation of the document, Bob Bean spoke at length on all the issues it concerned and not only the controversial question of possible nationalization of major contractors. He implied however that nationalization was no real alternative to employers "putting their own house in order" over such issues as safety standards and de-casualization of the industry. Indeed he made it plain that, contrary to CABIN'S reports, there was no suggestion of widespread nationalization and that no labour government would ever adopt such a policy. Members will be pleased to learn that all six of its members who stood for election to the A.R.C.U.K. Council were successful together with the Leeds T.A.S.S. member, Ian Todd. Though A.R.C.U.K. is at present a body representing mainly registered architects it is in the interests of all building design staffs that their unions be represented on it. There is now a vacancy on the T.A.S.S./BDS National Advisory Council and any branch member interested in filling this vacancy should contact the branch secretary. De NEXT MEETING(S) 6) Motion 7) A.0.B. 4. INCOMES AND CONDITIONS OF EMPLOYMENT SURVEY The incomes survey sponsored by T.A.S.S./B.D.S. which appeared in the AJ recently is to appear again in the magazine "Building" on March 16 and members are urged to draw this to the attention of Colleagues who did not complete the AJ form.However, its still not too late to do so, since collation of returns Will now be elayed unti € appearance of the census in "Building". With the results of the survey anticipated it is intended to devote the next couple of meetings to discussions on Pay and conditions of employment generally and a possible role for ole SloSo// B.D.S. in improving these in design offices. All members should make a special effort to attend to ensure the widest-possible range of reported office experiences gives the most clear overall picture. At the next branch meeting to be held on March 20 Mike Moxley, S.A.G. member and one of six R.I.B.A. members who drew up the recent R.I.B.A. approved contract of employment will Open a discussion on its content and intentions. March Branch Meeting ; Tuesday 20 March at 6.30 p.m. (Promptly) in Polytechnic of Central London Union, 104-108 Bolsover street, London W1. AGENDA: 1) "Do Building Professionals need a contract of employment" A discussion to be opened by Mike Moxley R.I.B.A 2) Office reports and discussion 3) Divisional Conference report. 4) N.A.C. report 5) Branch Officers! reports. The following motion was received by the Branch Secretary and has been included on the Agenda in accordance with Standing Order No. 16, and is listed here verbatim. Before being discussed, Standing Order No. 11 requires that motions be proposed and seconded by members at the meeting. If the motion is passed it will be forwarded to the Executive Committee and the Divisional Council for their consideration. "This branch calls upon the Labour Government to pursue a policy towards the construction industry which : 3) Encourages the application of standards of safety and performance in the design of buildings without restricting their flexibility or the visual variety of the built environment. 4) Encourages worker participation and public accommtability in the running of the construction industry" 1) Ensures a continuity of work flow to the industry to provide stability of employment and training opportunities. 2) Encourages the reintergration of the design and construction sides of the industry both in the process of awarding and administrating contracts and in the education background to the work forces. This general meeting is called under the provisions of Rule 16e. Should the quorum required for general meetings of the branch not be in attendance the Branch Council may, if a quorum of the Branch Council is present, deal with the business down for consideration by the branch general meeting, and if this course is decided upon, then those members of the Branch who were present for the General Meeting shall be co-opted for that business with full voting powers. Where any motions and amendments for the consideration of the Representative Council are passed by a Branch Council under the provisions of this rule a copy of the notice concerning the general meeting shall be forwarded by the Branch Secretary for the attention of the Standing Orders Committee. The SOC shall not include on the agenda of the RC any such motion or amendment unless the notice calling the general meeting specifically stated the nature of the motion or the amendment. Similarly when the Branch Council under the Provisions of this rule deals with the voting for Divisional President, DC Sec, EC or Dept.EC Member, Nat Womans Sub-Committee Rep, or NWSC Deputy Rep., a copy of the notice calling the general meeting shall be forwarded to the DC Secretary together with the record of branch voting. If the notice of meeting does not include this item of business the vote of the branch shall be disregarded by the Divisional Council. AUEW-TASS Building Design Staff IS THERE LIFE AFTER COLLEGE ? Many students will already have worked in an office and may already have glimpsed the gap between their expectations and their probable future in the architec ural profession. Others haven't. Either way, we should like to preview the facts of architectural employment - before they become all too obvious. Emerging from a school of architecture after several years spent learning to design fine buildings and exciting spaces you may reasonably expect the world to quickly put these talents to the test; to shower you with commissions that give your skills and ideas full expression and ... in return... to generously reward your efforts. Reasonable or not, such expectations are likely to be disappointed. The first adjustment is likely to be the realization that you are primarily an "employee", much like any other, whether your employer is a principal in private practice or a local authority: not really a "fellow professional" And the simple, inevitable fact is that short of exceptional talents, influential connections are unusual business acumen you are almost certain to be an employee for the rest of your career. Of course your employer will remind you of his own beginnings and suggest that by shouldering a heavy burden in return for a light wallet now, you too, in- the autumn of your years, can become at last "the boss". The chances are - you won't. He qualified at a very different time and that aside since then the growth in office size has further reduced your chances of becoming a partner. And even if you did you'd find your business would be business, not architecture. So do you even want to be "the boss"? By then you may be wondering how you can exercise some control over the kind of work you do, how you do it and in return for what. Well ... the R.I.B.A. certainly won't help you . It's a club for employers and you're an employee. And all the recent mumurincs from its salaried members hold as little hope as re-arranging the deck chairs on the Titanic. The only productive way for you to improve your future is to combine with your own colleagues - who really will share your conerns —- and advance your interests on on organized, co- operative basis. And the only effective way to do that in our profession is to join the Building Design section of T.A.S.S. —- the trade union for all Building Design Staff. By organizing your own office together with your fellow employees you really can ensure that your concerns and your interests are effectively communicated to your employer - in a way that must be recognized. T.A.S.S. is the “white collar" section of the Amalgamated Union of Encineering Workers and as such it has vast experience of working within offices of all sizes together with a powerful voice in the Trade Union movement, Most important, three years ago we set up a special section specifically orientated towards the particular needs and aspirations of Building Design Staff. So, if you really want to ensure your future in private practice gives you what you need, talk to us at the Conference and find out more about T.A.S.S.~B.D.S. - the trade union for all Building Design Staffs. NOW is the best time to join - but we'll still be around when you start work as an architect and find out for yourself !!! BDS BRANCH BULLETIN DECEMBER 1981 Dear member/supporter You will be aware from these Bulletins that the difficulties facing our Branch have become more serious recently. During discussions at the November meeting a consensus was reached that our present state of organisation, evidenced by the falling roll of paid up subscrip- tions, declining attendances at meetings and lack of recruitment activity suggests that we will afce further loss of members and be unable to counter the trend. In terms of membership our Branch no longer constitutes a viable unit of the TASS structure, and Divisional Council have intimated their intention to rationalise the central London branches by closing the BDS Branch. From the point of view of our members efforts expended merely to administer the Branch could well be more usefully directed elsewhere. The Branch Council is of the view that, barring an unprecedented and rapid change in fortunes, the Branch is likely to cease to exist in any real sense quite shortly and that the most raesonable course of action is for it to wind up its affairs at the AGM this month and for members to join with their brothers and sisters in the Central London Branch. The following motion is therefore proposed by the Branch Council for the Annual General Meeting on 16th December 1981: "This Branch requests the Executive Committee to disband the BDS London Branch and to tarnsfer all its members to the Central London Branch or London City Branch with immediate effect" Copy to Divisional Council NOTICE OF MEETING The Branch will meet for its AGM in the upper room of the Horse and Groom, 128, Great Portland St., London, Wl at 7 00pm on Wednesday 16th December 1981, AGENDA = 1. Branch officers reports 2. Discussion of press release and debate on motion 3. Any other business If the motion is defeated elections will be necessary to the Branch Council CHRISTMAS PARTY Please stay for drinks and light refreshments after the meeting. We have much to discuss informally. Naturally we are particularly keen to see everybody who has been involved with the Branch and hope that you will be able to come.. guan ea AUEWTASS LW LONDON { ANAIGAMATED UNION OF ENGINEERING WORKERS % t ‘ t He TECHNICAL, ADMINISTRATIVE AND : SUPERVISORY SECTION : NO. 2h DIVISION : “What can WE do??” TASS WEEKEND NOVEMBER 18th and 19th, 1978 POST HOUSE Breakspear Way, Hemel Hempstead HHH OI OR 30k 308 30k OR dR OK to | RAK AKEK EK EEE* * So you're a TASS member now! APPLICATION FORMS AUEW (TASS) NO. 2h DIVISION WEEKEND November 18th and 19th, 1978 Wameti:Mxr/Mclciseicic'vees'ss\ieiclsorsicsincie'eiteisicorsicle AGDATEBB. .cccccccccccccccccccccccccocccs FLxM. cccccccccccccccccccccccccccccccces Union Branch... ccccccccccccvcccccccccces Membership No. .cccccccccccwcccccccccces JOD Titles. ccccccccccccccccccsccccocce Is Saturday night accommodation wanted? YES/NO Mode of Travel...ccccccvscccccccsccores Is this your first TASS weekend? YES/NO AUEW (TASS) NO. 2 DIVISION WEEKEND November 18th and 19th, 1978 Names Mr/MSsiccicicccicccccicicecccccccccccce AdATEBB. cc cccccccccccccccsccscccccccees FAIMm. cc ccccccccccccccccccccccccccccccce Union Branch. ..cccccccccccccsccsccccees Membership No...sscecececcccseececeeece Job Title. .cccccccccccccccccccccccccces Is Saturday night accommodation wanted? YES/NO Mode of Travel....ccscceccecceccsccscees What do you know about the union and it's structure? Whether the issue is low wages, poor working conditions, equal pay, redundancy, etc., how do you best avail yourself of the services offered by the Union? The Subject of the Weekend will be: "What WE CAN do!!” Programme: Sa ay 18th November 1978: 12.8 noon - 1.15 p.m. Buffet lunch 1.30 p.m. — 3.30 p.m. First session 3.30 p.m. — 4.00 p.m. Tea 4.00 p.m. — 5.00 p.m. Group discussions Whoever you are, however long a member, male or female, young or old, you'll enjoy the free discussion, warm social content and friendly atmosphere. Why not apply now? Creche Facilities are available - plea complete enclosed form if required. Financial assistance for meals and accommodation will be considered sympathetically where relevant. Hotel & Travelling Expenses for members will be met by the union. Guests will be welcome, at a charge of £12 each, payable Sunday. Please indicate on application. Transport - if you have a problem, let us know, and we will try to assist. 8.00 a.m. 9.30 a.m. 11.00 a.m. 11.30 a.m. 12.30 p.m. 1.00 p.m. — 9.15 a.m. Breakfast — 11.00 a.m. General discussion — 11.30 a.m. Coffee — 12.30 p.m. General discussion — 1.00 p.m. Summary Lunch -M. — 6.00 p-m. Sunday 19th November 1978: Group reports Dinner A deposit of 50p must be enclosed with each cation, which should be sent by: app this date. 6th NOVEMBER 1978 TO: Albert Stevens, S Arundel Close, Cheshunt, Herts. Telephone Nos: Waltham Cross 27401 tae, 01-807-3030 Ext. 209 work Cheques, P.0.'s etc., should be crossed and made payable to AUEW (TASS). And how do you use it to resolve the problems you meet at work? ts this your first TASS weekend? YES/NO PLAIN PAPER APPLICATIONS ACCEPTABLE If you don't know all the answers, ther please come along. You will find the weekend both interesting and enjoyable. You should learn most of the answers, if not all, and your questions, experiences, and point of view will help to make the weekend a success. All applications will be acknowledged after If you do know all the answers, still come along. We'd like the benefit of your knowledge. CAPITAL LETTERS, PLEASE. AMALGAMATED UNION OF ENGINEERING WORKERS TECHNICAL, ADMINISTRATIVE AND SUPERVISORY SECTION NO. 2h DIVISION TASS WEEKEND € NOVEMBER 18th AND 19th, 1978 CRECHE FACILITIES If creche facilities are required, please indicate below, as appropriate: Number of children: Boy secccccoes ABEd. coccccccces Girls.ccccccee Agedeccccccccece WILL THEY REQUIRE OVERNIGHT ACCOMMODATION? YES/NO Guests are welcome to participate in the ‘Weekend'. @. both parents are attending, will they both be taking part? YES/NO Member's Name. cccccccccccccccvccccccccccccs AGAYORE scle'eieleleialelolelelaletslelolatelelalelelo/elalelaleleiatatele’a SOPH EEE EHEEE EEEHEHEHE EEE NO. 24 DIVISION 2 NeTICa Te Au emPLove VENUE | The Post House is a very pleasant, well- equipped hotel, providing the following services: 91 bedrooms, with radio, telephone, television, tea and coffee making equipment, razor sockets and a baby listening service. #* AMAIGAMATEDUNIONOFENGINEERINGWORKERS+ The Post House HEMEL HEMPSTEAD aes7 Radbourn STATION \ —(ayl ) A414 (A41) Waters Barnette’ Qreshen © MAI orth GRAVEL INFORMATION The hotel is situated } mile from M.1 exit 8, and 2 miles from Hemel Hempstead Town oe It can be reached by train from Euston, to Hemel Hempstead, Boxmoor. Fast trains leave at 5 mins. past the hour, arriving 32 mins. past the hour. Slowtrainsleaveat35mins.pastthehour, arriving 8 mins. past the hour. “What can WE do??” ‘TASS WEEKEND NOVEMBER 18th and 19th, 1978 POST HOUSE Breakspear Way, Hemel Hempstead Stops at: Harrow & Wealdstone Watford Junction Kings Langley Apsley Hemel Hempstead, Boxnoor St Amer $ + :* ee TECHNICAL, ADMINISTRATIVE AND i SUPERVISORY SECTION * SER CK AEARORORek Rationalisation and redundancy thee nomi risis deepens redundancies are ffecting senior st st as much other grac Even if your job st es, rationalisaticounl ean greater work loads, unwelcome transfers, ide £ nsibilities without more pay, and iverse changes in your status. On your own you HEAD OFFICE General Secretary, K. GILL Onslow Hall, Little Green, RICHMOND, Surrey TWS 10N LOCAL OFFICES ‘STass Telephone: 01-948 2271 anagers and senior staff need an effective union too ni ther have to like it yr lump it by SCOTLAND N.J. Mcintosh, AUEW-TASS, 145 Morrison Street, EDINBURGH EH3 BAL. Tel: 031-229 8713 A. McAlpine/W.8. Shields, AUEW-TASS 420 Sauchiechall Street, GLASGOW G2 3JD Tel: 041-332 3372 W.8. Shields, AUEW-TASS, 7 Incle Street PAISLEY PA1 1HW Tel: 041-887 7641 IRELAND 8B. Graham, AUEW.-TASS, 47 Botanic Avenue, BELFAST BT? 1JL. Tel: 0232-44573 8. Anderson, AUEW-TASS, 5 Lower Mount Street OUBLIN 2. Tel: 765379. NORTH-EAST A. Scott, AUEW-TASS, High Street GATESHEAD NEB 1ER. Tel: 0632-770198 R, Longworth, AUEW-TASS, Impex House, Bridge Street East, MIDDLESBROUGH Tel: 0642 ‘683 NORTH-WEST G, Strattan, AUEW-TASS, 10 Shaw Street LIVERPOOL L6 1HR. Tel: 051-263 1775 J. Rice, AUEW-TASS, 2 Ribblesdale Place PRESTON PR1 SNA. Tel: 0772-21383 J. Fairley/A. Matson, AUEW-TASS, 43 Crescent, SALFORD M5 4PE Tel: 061-736 3565 YORKSHIRE L. Formby/A. Tucker, AVEW-TASS, Furnival Gate, SHEFFIELD S1 3HE. Tel: 0742-22288 W. Sales, AUEW-TASS, 1 Vassalli House, 20 Central Road LEEOS LS1 60€E. Tel: 0532 450130 WEST MIDLANDS t. Benson/J. Carr/C. Lomas, AUEW-TASS, 4 Holloway Circus, BIRMINGHAM B81 18U Tel: 021-632 6751 G. Hope, AUEW-TASS, Dale Sulldings, Cook Street, COVENTAY CV1 1NN. Tel: 0203-29415 EAST MIDLANDS V. Gapper, AUEW-TASS, 218 Mansfield Road NOTTINGHAM NG5 2BU. Tel: 0602-601923 J, McConnachie, AUEW-TASS, 71 Vaughan Way LEICESTER. Tel: 0533-27828 SOUTH-WEST F.J. Ticehurst, AUEW-TASS, York House, Bond Street, BRISTOL 8S1 3LQ. Tel: 0272-45808 D. Carr, AUEW-TASS, 8Westgate Street GLOUCESTER GL1 2NL., Tel: 0452-27022 ing yourself onto a buyers’ market. But TASS you and your colleaques, backed by inique knowledge and experience in TA dealing with executives »blems, can negotiate more equally with your employer. And only by ein an if jJent trade union can you claim the legal riahts to consultationnow providebdy the Employme Protection Act TUC affiliation matters Today, both U.K. andE.E C. authorities ¢ rucial role 1 your indus union ffiliated to the TUC and to re nter your interests be jpon trade unio ter say in y 1which real wnager |. Forthcoming mocracy will be based iMtation. If you wanta yolicy, join TASS, the or senior staff and TASS — THE union for you The new Employment Protection Act makes it llegal for your employer to discriminate rtrade union men ship or nd more workersjoin powerful against you smore unions se influence | ly increasing, managers and WALES J. Jones, AUEW-TASS rdis Road PONTYPRIOD CF37 10U. Tel: 0443-406311 EAST ANGLIA T. Foley, AUEW-TASS, 140 St. Helen's Street IPSWICH IP4 2LE. Tel: 0473-212136 SOUTH-EAST K.W.E. Lane, AUEW-TASS, 57 Above Bar SOUTHAMPTON SO1 ODZ. Tel: 0703-30779 LONDON AND HOME COUNTIES NORTH RA. Henshow/B. King/B. Switzer, AUEW-TASS, 25 Highfield Road, BUSHEY WO2 2HO Tel: Watford (92) 48688 B. King, AUEW-TASS, 396 Dunstable Road, LUTON LU4 8JT senior staff must not let themselves be ignored. Only inTAS can you have the best of al worlds e Special representation of your particular interests determined by you and your olleaques e experienced, specialised, professional ° e responsible negotiators, well informed about your company and occupation, backed up by first class economic research and legal advice; affiliationto the T.U.C. and recognised nternational bodies; the authority and the protection of being linked to the AUEW and its 1% million members in industry B. King, AUEW-TASS, 13 Cosseridge Close Stony Stratford, MILTON KEYNES MK11 1BY Tel: 0908-566312 SOUTH AND WEST D. Perkins/R. Woolf, AUEW-TASS, Little Green, Youoweittoyourself,yourcolleaquesandyour RICHMONDTWS9TON.Tel:01-9480094 family t in a real, effective union TASS EAST T. Foley, AUEW-TASS, 588 Rainham Rood South DAGENHAM RAM10 7ARA. Tel: 01-593 4892 You need experts “If ever there was a moment when the trade union movement should be going all out to recruit members drawn from professional manage- ment this is the moment. |am absolutely certain that most of those not organised in this way will realise that they have excluded ther selves from one of the most important and constructive roles that workers in industry can have.” TASS is specialised We are the only British union exclusively concerned with engineering staff. We are also the largest union for management staff within engineering. We provide our members with effective representation from forty full-time officials, al of whom have an engineering staff background. These, together with well over one hundred full-time staff who provide administrative research and secretarial assistance,giveaservicenotavailablefrom staff associations or other organisations. The 1975 Incomes Survey by the Council of Engineering Institutions shows amedian income of £5,280 for managers represented by trade unions against only £4,700 for managers whose salary isfixed by personal representation. The same survey indicates that TASS represents more professional engineers and managers in the engineering industries than any other trade union. Negotiations by TASS pay. The members decide Only rank and file members have the right to determine union policy or rules. The union is strong because itistruly democratic. These are in TASS Managers and other senior staff Finance and production controllers Systems analysts and other computer staff Scientists and technologists Engineers and designers Sales and purchase staff All other grades of engineering staff WOULD MEMBERSHIP OF TASS INVOLVE MANAGEMENT STAFF IN ISSUES WHICH DO NOT CONCERN THEM? TASS has separate procedural arrangements for management staff. These arrangements, where required, can be adapted to suit the varying needs of such staff in different companies. How to join Benefit from being a member of the most effective union for managers and senior staff by completing the form below and returning it to your TASS representative or to:— K. Gill, General Secretary, AUEW-TASS, Little Green, Richmond, Surrey TW9 10N. Telephone: 01-948 2271 Sumamel(MreiMS)ite cievere sinters-lmjorcls viele obrelale electors FOreNnaMeS aeiereierclokerefeleteloolveisiisel\eieevlelelsalceiclsse%e DatelofiBirthycrertecetetctetel-releleleterctopelieatteireers1S itaciete Homeladdress) .0. cee ee cece eence cee ceses Occupationatestctecpetaarieleetelei\etss/si)staelailcrncisicfersareve Employer's Name ......-0--eeccccrscseccecene Adress ictove siaiotetalerehe}et etofeteleioiel-Jetalelsietsielsieleiatalel= Are you or have you been a member of a trade The Secretary of State for Industry Change inindustry April 1975 Management staff need collective bargaining too.Theyusedtoworkonabasisofgoodwill with their employer, secure for life in their jobs. Now it is very rare for the salaries and conditions of employment of management staff to be determined separately for each individual. |f management staff do not have their views collectively represented, conditions will be imposed upon them by the company. Mergers, closures and rationalisation affect them as they do other employers. Management staff need to speak with an effective voice. Experience of others Doctors, senior civil servants, technologists in nationalised industries, senior staff through- out education, all these have already found an answer. They have joined unions. They there- fore have a voice in affecting their working environment, achieving job satisfaction and influencing their salaries and conditions of employment. TASS benefits Long term unemployment benefit. Free legal aid connected with your employment. Free convalescent homes. Lump sum grants. Dispute benefit up to 60% nett salary. Technical publications prepared by senior technologist TASS members. Advice and representation on state benefits. Careers guidance. Full educational facilities. Monthly subscription: £1.35 Important —Complete ifknown: C.M.’s Ref.No. .....---+-- Branch No..........-- CiMeS| Name? cicierel ctoiarelatoroieretainstelselVel=forer=enerelel Adress araraielovescielosenieasefeseicielies!leiaoycnisateilenre UMiOn talersisletcrelsiaiaterareIfso,givenameofpreviousunion Date of last payment .. 2.2... ccc cece eect scences Name and address of previous Branch Secretary lapply for membership of the AUEW-TASS. All the particulars given on this form are true. |agree to abide by the rules and constitution of the union. suite TASS AC ee BFL OW AE The Equal Pay act says that women doing broadly the same work as men should be paid the same. But you still get the same old story. “Women get pregnant don't they? . Always having time off when the kids are il ....Gan’t cope with a family anda better paid job...” All used when it comes to refusing you promotion and training. And if that is what they say, where does it leave you? Nowhere, unless you're in a union that fights for women to have access to all jobs. TASS negotiates special training and retraining courses. The employer who gripes about pregnancy says: Experience has proved that it is essential today for every employed woman to be ina union. Are you? Only as part of a real trade union can you make your job more secure and improve your salary and conditions. TASS is the only union that caters exclusively for all staff in the engineering industries and services—including typists, telephonists, secretaries, filing clerks, juniors, telex and accounting machine operators....... All administrative and clerical staff in sales, purchasing, stores, production control, finance, publicity, personnel, security and medical. Key punchers and all computer staff. Supervisors and section leaders. Inspection and test staff, laboratory assistants, technicians, all print and mailing room personnel...... TASS policy issimple. We want genuine equality: Men’s pay for women and equal opportunity. . To get them you need to be in a trade union. TASS women’s membership isgrowing faster than any other union’s. That's because TASS gets results. TASS has strength. Being part of the 1% million-strong AUEW gives TASS unique authority in negotiations on your behalf. TASS has got the expertise. And uses itto cater for the special problems working women have by providing an experienced specialist service, backed by up-to-date research, legal and educational facilities. TASS has a National Women’s Organiser—Judith Hunt—and special provisions for women at every level in the union. TASS membership gives you many other valuable benefits—ask for details. Join us now; it's in your interest auew The employer with the low paying record says: But saying is one thing, paying is another. Employers have had years to re- grade, reclassify and reorganise jobs to avoid this. And if that is their attitude, what can you do? Alone — very little. But in a trade union experienc- ed in Equal Pay —a great deal. “You might think you're doing broadly the same work as him. Idon't"” The employer who has just discovered anatomy says: “I'd love to train women more. But they have babies don't they?” The Sex Discrimination Act says that women should have equal promotion and training chances. Head Office Onslow Hall Little Green RICHMOND Surrey TW9 1QN 01-948 2271 “But everyone will want the same!” The Employment Protection Act says that women are entitled to 6 weeks paid maternity leave and you can have your job back 29 weeks after your baby is born, but this is not good enough. TASS's policy is a minimum of 18 weeks paid leave plus the right to return to the same job within 1year. So what can you do about that? You could battle on alone. Or you could join TASS. if Iextend your maternity leave Benefitfombeingamember ofthemosteffective trade union for women by co! pleting the form below and returning it to your local representativoer to TASS Head Office N iMcIntosh UE 031-220 8713 AMcAlpine’ WB Shields AUEW-TASS 420 Souchiehall Street GLASGOW G23/D 041-332 3372 BGroham AUEW-TASS 26-34 Antrim Road BELPAST BT15 2AA 0232746169 B Anderson AUEW-TASS 5 Lower Mount Street DUBLIN 2 765370 AScott AUEW-TASS High Street GATESHEAD NES 1ER 0632 770168 R Longworth AUEW-TASS Impex House Bridge Streot East MIDDLESBOROUGH 0642 242683 G Strattan AUEW-TASS 10 Shaw Street LIVERPOOL L6 1HR 051-263 1775 1Rice AUEW-TASS 2 Hibblesdale Place PRESTON PR1 INA 0772 21383 W Sales AUEW-TASS 1Vassali House 20 Central Road LEEDS LS1 6DE 0532 450130 ]Fairley/A Matson AUEW- oS 43 Cres SALFORD M5. 4PE 061-736 3565 LFormby /RTucker AUEW-TASS Furnival Gate SHEFFIELSD1 3HE 1Benson} Carr/C Lomas AUEV 4 Holloway Circus BIRMINGHAM B1 1BU 021-632 6751 IMcConnachie Ww. 5 field Ro: NOTTIN 3HAM NG 5‘DBL 6 Westgate Street GLOUCESTER GL12NL 0452 27022 TJones AUEW-TASS Sardis Roe ad PONTYPRIDD€ 0443 40651) T Foley AUEW-TASS 140St Helen's Street IPSWICH IP4 2LE 0473 212136 B King AUEW-TASS Surname (Ms.) Forenames Home address Occupation Employer: Name Address Date of Birth Dept Are you or have you been a member of a trade COVENTRY CV1 INN 0203 20415 FP}Ticeburst AUEW-TASS 5 York House Bond Street BRISTOL BS1 3LQ 0272 45808 NIRtIAaS a SOUTHAMPTON S01 ODz 0703 30778 DCarr AUEW-TASS union? If so, give name of previous union CM’s Ref. No. CM's Name Address Branch No } Date of last payment 2and address of previous Branch Secretary Monthly subscriptions 25 yrs &over £1.50" 20 to 24 yrs Bee22> under 20 yrs £0.66 *Any member earning less than £ 0 p.w. is eligible for a reduced monthly subscription of £0.83 Tick ifeligible pply for membership of the AUEW-TASS. éparticulars given on this form are true ree to abide by the rules and constitution of the union Signed Date Important: Complete ifknown ie Green HMOND 0742 22 TASS isnear your work 0602 601923 G Hope AUE PAASS Dale Bui Cook Stre 396 Dunste able Road Printedty London CateconionPresi (7.U} Lit Watford. Mores . TFoley AUEW-TASS 588 Rainham Road South DAGENHAMRM10 7 01-593 4992 R Henshaw/B Switzer AUEW-TASS 25 Highfield R { BUSHEY WD Watford (92) 48688 L Brooke/D Perkins R Woolf AUEW-TASS Onslow Hall L LU4 8jT ose2 51240, Surrey TW9 1QN 01-9480094 HOW TO ORGANISE When the staff in your company has joined TASS, the first thing to do is get together and elect a com- mittee of representatives. Spokesmen, in other words. A Committee of three persons is usual in a firm where there are up to 30 TASS members. If you have con- siderably more than 30 members then you need a larger committee. Aim for credible representation, ie. a committee that the-members have confidence in. But remember, too large a committee can sometimes be more of a hindrance than a help. Where the TASS membership is spread over a number of departments with people doing different jobs, then, where it is practical, you should elect departmental committees. Their job will be to handle matters con- cerning their own particular group. In the multi- committee set-up, you will need an overall co-ordinating body made up of representatives from cach of the departmental committees. This joint representative committee, as well as keeping the different groups in touch with each other, handles claims, etc, on conditions of employment that are common to all departments. The Representative Committee is the centre of TASS organisation. Once established it becomes an official body, acting in the name of and on behalf of the whole Union. In all but a tiny minority of firms this fact is formally acknowledged “by management, e.g. the Chairman or Secretary of a Representative Committee is free to contact members on union business during working hours. Current legislation is aimed at ensuring Union officers can do their job properly. It is of course, common courtesy for an immediate superior to be informed if a representative leaves his or her place of work on union business. Notice boards should be available for union announcements etc. and the Union representatives may be reached by, or may use the Company’s "phone on union business. Many more companies are now providing facilities for Representative Committees to hold meetings at regular intervals during working hours. If there is a shop stewards committee for manual workers, it is common practice for a TASS representative to be invited to attend its meetings. In the case where there is more than one union covering staff at a firm, it is correct to maintain a line of communications with the other union representatives. Equally it is important to remember that the respon- sibility for dealing with matters affecting TASS members remains firmly in the hands of their own elected representatives. Minutes of meetings, reports and statements from the Committee should be circulated around the TASS members in a firm. The better your communications network the more effective your union. No member should ever be able to say “I don’t know what's happening”. Representative Committees are totally dependent on the support given by the members. It is their job to keep them in the picture. It is very wise for Representative Committees to establish a small fund built up by occasional donations from members, say after there has been a wage increase or for that matter after any successful negotiations. This provides the members with ready cash to meet immediate expenses that may arise. For example, obtaining special information or sending a represen- tative to an out of town mecting or on a delegation. Many of these expenses will of course be covered by the union, but it usually takes a little time to get authority to approve union expenditure. Having your own fund allows for quick action. THSS the Union for Engineers © Architects © Planners © Quantity Surveyors © Administrative Staff ALL Auxiliary Staff Staff In © Technical Secretaries and Clerks © Account and Personnel Staff © Research and Development Staff © Draughtsmen and Women rerisesand YOU? Librarians © Messengers © Designers © Technicians © Computor Staff ©Site Staff © Secretaries © Print Operatives © Managers © Maintenance and other Consultancies Problems in Consultancies “Engineers real incomes have dropped by 7% since 1973” CEI Survey of Frofewions) Engineers, reported in “New Civil Engineer’. tie betweenunion membership and more money isthere” “New ‘Civi Engineer” Comment on the CEI Survey. The more recent ICE Survey showed that even in private industry”.....salaries gained bycollective bargaining are higher thanbran obtained by or by the employ Consultancy staff have little contro! over their salaries, conditions of work, their future or the projects they work on. While average wages were just keeping up with inflation, salaries of unorganised staff fell behind, and, now real purchasing power is being drastically cut, standards of living are not even remaining static. With no union to negotiate decent salaries consultancy staff have traditionally improved their conditions by changing jobs.Withcutsinpub- GUAT STATTSTIGS lic expenditure and a recession in the building MEDIAN INCOME OF CIWLENGINEERS IS4250p, Consultancy staff need representation... “Collective bargaining delivers the goods’—'New Civil Engineer’. “Properly conducted collective bargaining is the most effective way of giving workers the right to representation in decisions affecting their working lives."—Roysl Commission on Trade Unions and Employers’ Associations. Staff in Consultancies need an organisation to represent them. The employers have their organisations (e.g. Associ- ation of Consulting Engineers) to look after their interests and many employ, or consult, industrial relations “experts”. TASS can provide you with similar professional backing. Staff Associations can assist individuals to a small extent. But their resources are limited and their access to inform- ation on conditions outside their firm restricted. They can’t call on professional assistance and they are often dependent on the employers. Who controls THSS .2 TASS members in an office decide what they want to put forward and how to achieve it. Official union assistance comes in only if asked for by office representatives. TASS policy and implementation is determined by mem- bers of the Union and their representatives, through the branches. All members are encouraged to be involved in this process. Government of the Union is by elected officers bound by these policies. Administration of the Union and professional assistance is by experienced full-time officers and staff. Who belongs to TASS..2 The ‘Technical, Administrative and Supervisory Section’ Some pseudo-unions overcome the problem of existing in industrythisismuch ee isolationinonecompany,butthesearenotrealemployees’ consultancies. more difficult. Staff in some consultancies are actually faced with the very real threat of red- undancy! Ths (ahere busemess 24 PERCENT OF ACTIVE MANAGERS TOOK A BUSINESS STUDY COURSE Engineers in consultancies are the worst paid of ten Many firms do have Overseas projects, but with increased risks ot aborted work, internat- ional competition and reduced fee scales, they offer little prospect of maintaining living stan- dards or increasing job security. In many indiv- idual cases the overseas travel involved simply disrupts personal lives. organisations, independent of management. In fact they often assist management to play off one section of staff against another by excluding some categories of staff (usually non-professional and ‘service’ staff) from member- ship. TASS for ALL staff inConsultancies TASS exists to represent the interests of all its members to employers and governments. TASS has the resources and the expertise to help its members improve their salaries and conditions of employment and provides specialist services to assist them. TASS is the most effective staff union in all branches of engineering, construction and related industries. TASS has @ reputation for active support of its members. TASS sees that al alternatives are explored before any staff are made redundant. The firm’s situation, including TASS already has a large membership of © Engineers, Technicians and Draughtsmen and women @ Managers and other senior staff @ Secretaries, Clerks, Typists and Telephonists © Administrative staff @ Scientists and Technologists @ Sales and Service Personnel @ Mainten- ance and other auxiliary staff © Accounts and Personnel staff @ Testers and Inspectors @ Systems Analysists and other Computer staff. ’ * 7 7 | PERC categories of ‘professional aratNeit PeckNONEEES HER 30 engineers.Thisinturnde- S on presses the salaries of ‘jun- ‘Sp fot wou tyes set Trade Unions aren’t just for industrial workers. 41% of members of Engineering Insti- tutions are members of Trade Unions and increasing num- bers of other “white collar” workers are in unions. “80% of Engineers in the public sector have incomes RIC adjusted by collective bargain- REA NaeST ior’staf,bothtechnical{adi}Topene itsfinancialposition,shouldbediscussedopenlywith ing’andtheirsalarieshave“overtakenthoseinindustry and administrative and is reflected to a greater or less extent in most archi- tectural, planning and other consultancies. Staff in consultancies are expected to accept what they're given, leave, or “negotiate” individually. They have no experienced representatives nor the necessary information on salaries and conditions which are available to staff in other jobs; instead they are hampered by “secrecy”—only man- agement is allowed to see ‘‘the whole picture”. Nor are staff given any real indication of their firm's ability to pay staff a decent salary. staff before redundancies are considered. TASS is opposed to redundancies and will help any members wanting to resist. Where redundancies prove unavoidable TASS enables staff to obtain the best severance terms. TASS is for social responsibility in construction. Building should be used for the benefit of the whole community and not just property speculators. TASS is based on office committees operating in firms where there are two or more TASS members, but indi- viduals may also join as single members and have the same right to participate in the democratic structures of the Union. Individual cases can be taken up, as well as general issues with the strength and resources of the Union in support. and commerce’ (CEI Survey). The situation is similar for Architects and Planners. TASS has 150,000 staff workers... TASS has 150,000 staff workers in membership and is expanding rapidly. TASS is the “white collar’ section of the 1% million strong AUEW, which has three other sections, one of which represents many workers in the Construction Industry. “Cartoons by kind permission of the “New Civil Engineer”. of the AUEW is the Union for al staff in engineering and WANT TO KNOW MORE? Write to TASS Head Office or contact your local office representative. If a number of you want to join, a Union official can be sent to meet you. But you can benefit from joining the most effective Staff Union now by completing the form below and returning it to any TASS representative or to: The General Secretary AUEW-TASS, Littie Green, Richmond, Surrey TW9 10N Summame: (Mire Mis.)<\or<iare sterare ectetetotaeaeepeenerieee Forenamesicjy-vcressterepeiere Date of Birth ........ TASS benefits... THSS the Union or ALL Date!ofilast payment: <:. c:. ec. cistarstetetercle epeieeeeers Name and address of previous Branch Secretary Monthly subscriptions 25 yrs & over £1.50 * 20to24yrs £1,.22° under 20 yrs £0.66 “Any member earning less than £50 p.w. is eligible for a reduced monthly subscription of £0.83. Tick ifeligible. |apply for membership of the AUEW-TASS. All the particulars given on this form are true. |agree to abide by the rules and constitution of the union. Signed i cisct-teoisketee terse Datemreroriicnicniet Important: Complete ifknown. CIMusi\Ref Nos vsiccisjeikiers Branch\No.......... CMS Name) ocjceceieicietesecriiceitaetrei AGGress5s)0: (oieu,cictofeivie esete miereieeereeeirteone TASS produces technical publications and articles in its journal and welcomes technical and other contributions from its members, especially on their work and industry. But TASS publications aren't limited to technical matters and many other issues of interest to members are covered by Union pamphlets or articles in TASS News. © Secretaries © Print Operatives © Managers © Maintenance and other Auxiliary Staff © Technical Secretaries and Clerks © Account and Personnel Staff © Research and Development Staff Apart from the usual support which trade unions can give their members TASS members also have the following benefits: TASS conducts a national salary survey and al members have access to the results @ TASS offers free legal aid if you suffer an accident connected with you ployment (e.g. an accident on site) © TASS has the expertise to help vou benefit from the growing legislation affecting employment @ TASS will help you use the Advisory Conciliation and Arbitration service and Industrial Tribunals to protect your job @ TASS provides dispute benefit, up to 60% net salary, and long-term unemployment benefit ® TASS can give careers guidance ® TASS education facilities help you and your representatives improve your conditions, and under- stand government legislation © TASS has professional advisors on patents and solicitors to provide expert legal backing for members in cases relating to employment @ TASS provides lump sum benevolent grants to you or your family in certain hardship situations © TASS provides free places in convalescent homes with travelling expenses paid for members and immediate family @ TASS can advise and represent you regarding State Benefits. TASS publications... © Architects © Planners © Quantity Surveyors © Administrative Staff © Librarians © Messengers © Designers Staff TASS policy is “Mens pay for women” and for equal TASS and women... TASS is at the forefront of the campaign for equality. Opportunity in education, employment and promotion. TASS produces regular material outlining and explaining legislatic- affecting employment including that concern- ing women e.g. The Equal Pay Act; The Sex Discrimination Act; The Employment Protection Act. TASS will advise women on appealing to the Equal Opportunities Commission and provides expert legal back- ing for Industrial Tribunals. TASS has the best structure for representing women’s interests within the Union and has the fastest growing proportion of women members because of its reputation for supporting women members. In © Draughtsmen and Women ceed YOU? Consultancies © Technicians © Computor Staff ©Site Staff RIGHTS AT WORK Trade Union pressure over the years has resulted in the passing of laws which affect directly conditions of employment and the relationship between employees and employers. ... Contracts of Employment Act This Act requires an employer to provide employces with a written statement outlining the main conditions of employment. This must include the period of minimum notice an employee is entitled to if employ- ment is terminated, and the steps an employee can take to redress a grievance or appeal against disciplinary action. A free leafict giving all the terms of the Contracts of Employment Act is available from the Department of Employment. Every Representative Committee should have one. The Redundancy Payments Act An explanatory leaflet is available from the Depart- ment of Employment. It gives details of redundancy entitlements. However always consult the Divisional Organiser when redundancy arises. The Union has a policy for dealing with these kinds of problems. The Trade Union and Labour Relations Act This replaced the contentious 1971 Industrial Relations Act. It deals largely with the legal definition of trade unions and employers organisations and the setting up of Tribunals, etc. The Equal Pay Act An attempt by statutory means to ensure that men and women doing broadly similar work receive the same pay. The Union has built up very considerable experience in dealing with equal pay issues. Sex Discrimination Act Seeks, again by legislatory means, to end discrimi- nation against men or women in law and in employ- ment. It deals with conditions of employment and job Health and Safety At Work etc, Act Places responsibilities on companies in regard to safety regulations covering every work situation. The Act calls for the setting up of Safety Committees on which the employees’ representatives are required to be Trade Union members. This particular Act is very technical and members should seck union guidance about itsapplication. Employment Protection Act Is concerned with the rights of trade union members in a wide field of activity including union recognition, the disclosure of information, maternity leave, unfair dismissals and facilities for union representatives to do their job. This is another complex piece of legislation and guidance should be sought from Divisional Office ifquestions come up in regard to interpretation etc. General Head Office or the Divisional Organiser will generally be able to give advice about the application of legislation affecting members. It is worth noting that the union has direct access to sources of more detailed information if it is required. Non-union members would find it enormously difficult or very expensive to obtain similar guidance. opportunities and tries to ensure that these apply equally to men and women. Building Design Staff Tass theunionforallthe Building Professions Why _aunion? Salaried staff in architecture, surveying, engineering and planning like employees in many other professional groups who are already organised in trade unions... want a real voice in decisions which affect them at work. At present conditions are determined by employers. There is growing realisation that only by joining together with other employees, with the support of a strong trade union, can we begin to place employer/ employee relations on a more rational, equitable and democratic basis. During the present crisis in our industry, staff in the private sector, lacking adequate trade union organisation, have been taking the brunt of increasing redundancies. They are experiencing a decline in real income and have seen their salaries and conditions fall behind those of their unionised colleagues in the public sector. Many are forced to look on helplessly while employers unilaterally (and illegally) alter their contracts of employment to increase hours or discontinue payment for overtime. At the same time, staff are increasingly concerned about the product they produce, the use to which itis put, the way their work is organised, and job satisfaction. As individuals we can achieve little. By organising together we can take our rightful part in these decisions: in the office, in the professions, in the industry, and in society. Most building design staff in the public sector belong to the appropriate, TUC-affiliated Public Sector Staff unions. It's now time for private sector staff to join together with the backing of strong union organisation. A trade union isthe recognised and orderly way, protected by legislation, for employees to collectively negotiate with their employers. TASS is the only effective union in which building design staff in the private sector are actively organising. Join TASS... ...and decide with your office colleagues, in consultation with staff from other offices, and with the expert advice and support that only TASS can give, what the key issues in your office are. Do they ITT [( Seajocky The full weight of the .Job security union ind professionalism will help you pre: adequate and realistic salaries, with ‘ewards for qualifications, skils, responsi performance. Staff organised in TASS doing this for vears. ..and conditions Hours, holidays, pensions, office con in inc contracts of employment can no mor than pay. St t to make progre: by joining together inTs ecDelay een Even in the building profi 101 im iways Uunavoidabl When it i: taf hould & Ppald alan appropriate rat or given tilmn off lieu. TASS ha: forked for responsible staffing levels, not ove ome people and unemployment for ot! ni ma's'coyatt=y alesete ire already over 20,000 women >S has ben in the forefront of th for equal pay, conditions, and education employment opportuniti 0} jomen enjoying th ami iahts and benefi! 55S mem! l women in al VYomen Committe: | ind ai presented directly on the u xperienc: .designing forwhom What isTASS? 170,000 professional, technical, administrative and clerical workers are members of TASS, the autonomous staff section of the one-and-a-half million-member AUEW. Another section of the AUEW represents 35,000 workers on construction sites Why TASS? The Building Design Staff section of TASS was set up at the request of staff from throughout Britain who met at an independent conference on 14 May, 1977 to decide on one union within which to organise. They chose TASS because of its record as an effective union for design staff in engineering plus the strength and quality of the support TASS can offer. TASS is the union for all people employed in private sector offices in architecture, surveying, engineering and planning ...whether in consultancies, industry and commerce, or the voluntary sector. A London Building Design Branch of TASS has been established and is rapidly growing. Outside London, building design staff are joining the general TASS branch in their locality. As more and more join TASS, similar Building Design branches will be set up in other areas. Members are kept in contact by a National Advisory Committee of members employed in building design. How does TASS work? The organisation of employees in each office is the key unit in the union's structure and the means whereby staff can democratically and collectively have a real voice in the decisions which affect their work TASS members in each office decide the policy they wish to pursue and the means to use to achieve it. Union officials are called in only at their request. Broader TASS policy is determined by the members through the branches, the annual conference, and elected regional and national executives. Administration of the union and professional assistance is by 45 experienced, full-time officials and 150 back-up staff at head office and 25 regional offices throughout Britain and Ireland. are you a professional, technician, secretary or receptionist in Architecture Surveying Engineering Landscape Design or Town Planning? Do you want to begin to deal effectively with vital issues at work? Then join TASS and build a strong, active, democratic and unified staff organisation in your office and among your 50,000 colleagues in ‘private sector’ firms. want to know more? Contact TASS Head Office or your local TASS representative. If a number of you are interested in joining, a union official will arrange to meet you. But you can join now by completing the form enclosed and returning itto any TASS representative or to: The General Secretary, AUEW-TASS, Onslow Hall, Little Green, Richmond, Surrey TW9 1QN Tel: 01-948-2271. BRIDLINGTON PROCEDURES The TUC has laid down procedures governing the relationships between unions. These were agreed by the affiliated unions at a congress held in Bridlington in 1939, These procedures are expressed in Principles. It is as well to have a broad idea of what the main ones entail. Principle 1 indicates that unions should co-operate, work together and reach agreements on matters of joint interest. Principle 2 states that anyone who has been recently in membership of one union should not be accepted into another union without consultation between the unions concerned. Principte 3 requires that cach union will use an official TUC enquiry form to carry out Principle 2. Principle 4 says no union should accept a member from another union who is under discipline, engaged in a dispute or in arrears with contributions. Principle 5 covers the situation where one union may be recruiting in another union’s patch, or where a union is holding on to negotiating rights for a staff area when it no longer has members in it. Neither practice isallowed. Principle 6 refers to dual membership, i.e. holding the cards of two unions. This can only happen if both unions mutually agree. General TASS Committees should be on the lookout for any breach of the Principles stated above. Occasionally some union members break the Brid- lington rules by applying to join another union and ignoring, or giving wrong information in the section of the application form which requests details of past and present union membership. There have been cases where an easy going member- ship have allowed individual members of other unions to come into a TASS organised area. Often this is the first stage of establishing a bridgehead which will eventually lead to the other union claiming negotiating rights in the TASS ficld. The consequences have inevitably been disruption, dispute and in many instances, a loss of organisation altogether. Anyone who joins a union by means of a false declaration is seriously risking isolation from all properly organised memberships. If a Committee suspects that Bridlington Principles are not being observed, the Divisional Organiser should be informed immediately and the matter will, with the aid of the Branch officials, be investigated. Memberships will avoid Bridlington problems by consolidating their position with procedure agreements and 100% membership agreements. TASS Head Office has a special department for dealing with Bridlington issues. The DivisionalOrgani- ser will know when and how to involve it. > Creator An entity primarily responsible for making the resource TASS Source A related resource from which the described resource is derived John Murray Date A point or period of time associated with an event in the lifecycle of the resource 1977-1981 https://nam.maydayrooms.org/files/original/9cf65a33fb8c57e28519d8b1b2436a7a.pdf d2b3902d111a32e048d9561783441755 https://nam.maydayrooms.org/files/original/522dca0d3e2ff802ede065797e480825.pdf 31d4de7f01aa6c241a5d74eb212260e3 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Trade Unions and Architecture Description An account of the resource Themes included action on asbestos and Health &amp; Safety, and involvement with Direct Labour Organisations and Building Unions. Following comparative research of possible options, NAM encouraged unionisation of building design staffs within the private sector, negotiating the establishment of a dedicated section within TASS. Though recruitment was modest the campaign identified many of the issues around terms of employment and industrial relations that underpin the processes of architectural production. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Architectural Workers & Trade Unionism Subject The topic of the resource Draft Report on organisation of architectural and allied workers (32pp.) Description An account of the resource eS In an gee eagle to learn from the mistakes of more conventional practices, a few "enlightened" architects have tried to create small, fairly "respon- sive practices, more or less "democratically" run as cooperatives or mod- ified partnerships. As "one-off" cases they have been obliged to compete in isoletion for patronage, manpower, financing, etc.-in a completely -capitalist system whose business and professional structure has been designed for their more bureaucratic, hierarchical and profit-oriebted ‘copetitorsYe.tbecauseoftheirinternaladvantagesaswealsltheun- usual amount of talent, effort and committment which those involved have -brought to them, some of these practices have achieved limited success and have even been seized upon by the profession and media as signs of progress. Signs of hope they are, but it would be foolish to believe that in the present context such a course is realistically open to any more than a token number of practices. Others ina related vein sought to rectify the obvious lack of direct accountability to the community which has characterised both private 'and public practice and set up would-be “community architecture offices" in the wake of the "advocacy plarning" movement. These have been involved, with varying degrees of success, in fighting the planning and architec- ture establishment in the name of threatened local, generally: working- class, communities and providing them with architectural services to which they would not otherwise have access. It appears that while token, “scattered local successes may be tolerated, if not encouraged, in order to give the profession a slightly more progressive and dynamic public image and to keep busy and content some of the more committed young architectural workers while at the same time isolating them from the ‘"mainstream" of architectural workers in the offices "downtown," there is also reason to believe that this direction is hardly accessible as a "general solution" on any scale without major structural changes in the pbtofecsion. In the meantime, lacking a consolidated power base and with tenuous sources of funding and support, such offices may even run the tisk of competition from the professional establishment itself, seeking to move in on the new "market" they have opened up, #ESOUp some respect- ability” and ensure that."things don't go too far." “One. step. parther is. zane. by advocates of ‘Ngelf- build". ‘abe: LeeGhpt to | "drop-out". of the building industry and all its frustrations, :though (they. sometimes do reserve a continuing role for the architect. 6. Others have chosen to try to minimise their confections with the mar- ket system itself by setting up rural "communes." This again, though presenting a challenging model, is not an option open to large numbers of people in the present context. Some thoughtful architects, seeing no socially or creatively positive . Tole possible within practice as it now is, have retreated into archi- tectural education and theory. While there is no doubt that important contributions can be made in this field, even at times in isolation ‘from practice,©there can also be little doubt that there is a tendency among some of these people to erect a protective shelter of mystification around their somewhat vulnerable and isolated professional josition. 8. Seeing the need for basic changes in the professional structure itself, groups like the "New Architecture Movement" have begun to call for its reorganisation into a national design service of small, locally-based, democratically-run non-profit practices directly accountableto the community. But without developing the industrial and political power to begin to move in this direction. let alone to fully realise the. propo- .Sals,,how will they even’ be able to realistich&ly develop the concepts themselves? 9. In the late Sixties, some salaried architects began the latest attempt to gain influence within the employers! prganisation. The Salaried Arch- 2.5 erat -itects Group in the :RIBA was formed and the RIBA's electoral system mod- . ified in the hope of giving the salaried majority of RIBA members some control of the organisation. The group has subsequently spent four years “of Gonsiderable effort” achieving token recognition of the: salaried arch-. ~.itect.in.a by now. contradictory "Code of. Conduct" whose "enforcement" is still entrusted to the emplgyers. Meanwhile, involvment at Portland ' P¥ace has tended to isolate these articulate and committed architectural ‘.workers; from.their "constituency" while their token presence has perhaps , eheouraged the illusion that the RIBA might someday be made accountable to its salaried majority. How seriously would the RIBA's "democratic *- framework" be taken if it were placed in the architectural office itself rather than at Portland Place, given the absence of strong''shop floor" organisation of architectural] workers. We doubt whether the charade could continue.. By. removing the scene of confrontation from the work- place, where the conflicts are, to a so-called "professional institute," the illusion of democracy is sustained. Tactically, °by trying to deal “<with the employers. within: the RIBA framework, tather than at the place of work, the S.A.G, allowed themselves. to be separated from many of their fellow architectural workers who are not even eligible for RIBA membership, while allying themselves instead with some ‘salaried architac- _tural. management. it BS If,this,isbeginningtoreadlikea"ninleiv,esof.architectural:reformism," it's no coincidence. All the above-mentioned "tendencies". try. to. solve the problems facing architecture by a solution within the scope of action by the isolated individual. They’ demonstrate ‘an increasingly” frenzied attempt toavoidtheinevitableth:eneedforcollectiveactonitohenpartofarch- itectiral workers-‘to begin to transform the productive. relations within ar- chikentabsAbesne. It‘is our a that only when ee eemealies gin to ‘Wake!.e boeitive’ and significant contribution to architectural and social progress. The extent to which this. happens will. depend not only on whether architec- tural workers organise, but how they do..so. We thimk we. have shown that any sort of unionisation will be better than none. The real question..now is ‘what kind of trade union organisation is appropriate for architectural workers toda? Although we shall deal with this in more detail in Part Four, it-is°useful ‘to-outline a-general isc here. pc aaman Sees lle believe that the problem is to choose an approach to trade. unionism (from among the many) which will not only Facilitate arganisation. but will at the same time have the best chance of maximising, the eventual. benefits of organisation to architectural workers,» the . industry and the popmuni ty. _The. direction we would recommend wawk has: already been implied in.our anal- ysis of the situation in architecture could accomplish. It might be termed trade unionism. today and .our sketch of what a union the "yorkers' control" conception of 2.6 ‘The workers! control: ‘cofiception new a, long. history hich received laddad momentum from the ferment. ‘of 1968 ‘and 1969. ‘Unlike, some of ‘the more flam- " boyant manifestations of that period which have, withered “away* or been. bru- tally’ suppressed, it. has continued to develop. and. make. 4, stronger impact on 'the British trade union: movement, as.witnessed in the growing recagnition of they kay ‘rele? ‘oF “shop: stewards" in the union structure, in ‘the indus- trial occupations. and: setting “up! of self-managed cooperatives, in the Bx pected legislation for a beginning ‘of some formalised "industrial ‘domoc- racy" and in the far-sighted and aggressive. attitude toward, the scope of union activity typified by” the “Green Bans" pioneered by the Australian 4 Building Labourers! Union, -and. ‘the proposals for conversion to socially-use- ‘ful production which’ have been made by -the Lucas Aerospace shop stewards “combine committee. Even in the USA, where the traditionn of a stong but . Marrow. and essentially "defensive" ‘thread-and- butter" trade unionism is particularly well- entrenched, large unions like the oil, _Chemical and _Atomic Workers have recently pioneered the giant United ‘Auto Workers (which health -and safety agreements ‘and covers. much. heavy machinery and the aircraft industry as well) have begun to devote considerable attention to ‘environmental ‘questions. _Creasingly- unfruitful. 2.7 ‘This conception stresses the need for workere to ‘gain ‘full, “democratic: “‘eontral over all ‘aspects ‘of their: working lives, not. just wages, hours, job security and pensions. It does this not merely out of a fundamental “faith in, Memocracy , and egelitard amism, and their ability to mobilise’ , people's8 productive and creative capacities, nor merely: out of a recog- nition that low wages and insecurity are hot the only harmful and oppressive aspects. of capitalist control which need to be met head-on. It believes ‘that unless wprkers take the initiative and’ militantly fight and destroy that system of capitalist control where they work, replacing "management prerogative" with democratic self-management, the fight for even decent wages “and. job — will remain a Rear Guard, defen tie action, in- The workers! control approach sees strong, militant and. democratic "shop floor" trade union, organisation as not merely an essential means, ain: the struggle for. workers’ control ‘but’ the embryo as well for. the. end which is being sought. while at emphasizes the primacy of the ‘work. place as the scene of the ont eed wae between two mutually-antagonistic conceptions of social organisation, it stresses as well the complementary need. for militant political mobilisation on a broader plane to replace the market system and the institutions which perpetuate it. We believe that this type of trade unionism is the most likely to be rele- vant to the concerns of architectural workers about the nature of the prod- uct they produce and the use to which it is put, about the way the work of architecture is organised, and about the s&tisfaction they receive from doing their job. Its explicit call for self-management is pabtticularly relevant in architectural practice, where many of the"obstacles" to it which exist in industry are more easily overcome. Moreover, because of its broader appeal and its emphasis on strong "shop floor" organisation, it may also be most likely to achieve significant and lasting progress on “bread-and-butter" questions as well. We believe that architectural workers need a positive trade unionism whose aim is to combat both the material privations of the market system and the lack of accountability and requires a unionism based in the daily accountable to their wishes. Trade the "shop floor" will enable members they know best. In this way, to the oppressive and de-humanising humanity which it engenders. This experience of its members and union organisation firmly based on to formulate policies in the context too, the everyday opposition foroes of the market remains of workers undiluted 2.8 by remote hierarchies acting on their behalf. Whatever the advantages that the trade union organisation, per se, of architectural workers may have for themselves, the industry and the com- munity, and the significant additional advantages of a workers! control approach to organisation, the reality we are faced with is that architec- tural workers are, in general, not now either organised or in the process of organising. The next question, then, is whether architectural workers are really capable of organising. Part Three Sew MCHITECTURAL WoRXFeEe ORGANISE? Ie thers raaily any tsason ta believe that architectural workers actually 2 ert, ork orgenisad, metwithstanding the need to do se? The idea of a trade union fer architectural workers is not, in fact, entirely a new one. We _belinuwe it is inatrictive briefly to examine the history of organising in archita ture and te consider ita implications. “Tha Mare ritectst and Survayora’ salstante Professional UniowTM® (Acar) wes “gunded in 1919 amidet the Latense industrial unvest and unior activity- gee S2te-vim734“1918warstn1924,alrdady60%of;theprofedsicn- mal selarisd. ‘The “don grew in strength to 2ouc by the mid<Twentias,’ ‘at: Soe ope cae _ vers, only about 12s 069 "architegts. tn. 49249 the onane- WAS On anec oO PATESI ee at “schitects ,Surveyors: and Technical Ageis~ ho oe Oy tartel Cans °“By the mide Thirties, in tho, de-tha of: the Depression,» bhuugh 70% oF the profess.Lon wae by then. galoried,unemploymentw’as 30% and bog mambarehig wae ‘again pane, After. ths Sacand Workd War, the name waa changad again to the “ANesociation of Budlding Technicians.” Menhonehtn wot 3500, ,where At bee rereined, though tdday faw meibers are architecte aa 7Svebeene Candey Several huildine “a craft unigns ue wait the “inion of Construet Loy iLiad Traden and Tech- nicolenat (ucattek in the late.Sixties and this yeer was abacrbed into the — Larger, Neawly-forne 7d."Supervisory» Tachnical,- Administ rative, Managerial =F my gn tS foramp) section of UYCATTY “incorporating sll ‘saleried, Casb gorkere mtovss. ote irothe: vaphousrocsht sectionsof “UCATT. oa e ee. “ sepeicy 3 a' eleing ite heyday in the Twenties and Thirties, the union. consisted mainly” ofcrchitecteanddraughtsmanandeee itaenergyontryinetoget a m imum salary ecale. for the profession, to ge representation for ‘ealer- ied rehitects cn the RIBA Council and to limit she number of wartenne _ tariny arohitecture dy eettbing more stringent’ anc time-consuming duct ional etand ade. Its main. efforta.on these issiee were nede if “negotiations with” ‘ TRA. rather than. dingetto otth: theoamitayer: os thal’‘architectural ghhice, where it was never able. to reach a position 6f be ahg reciynibed: ‘aa the rep- resente:sive of its mambers in collective bargain~3:.-Itcollaborated with the RIBA in supporting the passage of the Architects Registration Actes, ~arently in "return for expected AIGA aqreamert to a minimum salary scale. atranges, . "veh, the RISA never did agres to ona. AASTA then adopted a some- what more militane ... and membership took an upturn. It didn't affiliate to the TUC, however, until Vues why, despite ite pioneering efforts and seme aignificant achievements, did tha ABT “fade acto obscurity" as a trade union for architectural workere? ee teresene is duo . “Am. t more detailed history of ASAPU-AASTA-ABT-STAMP. ite g We have identified four related factors which we believe are ralevant: 4. First of all, the union never achievad any real bargaining strength whera it counts, on tha “shop floar." Thi 8 may have been the rasult of several factora As historical context, lass of the profession was sal- atied in those days and small offices were mors nmumearcus, making effeotive organising more difficult. The legish ative and judicial situation then also made union recognition more diffi cult than it is now. Much of the union leadership at one time apparer aubsocribed to the then current ‘soolaliam in one country" line emanat ing from Moscow and was perhans not oriented towarde industrial mibit oy in 8ritain. Inste ad, several th rage to managerial pasitions in leeal authority Cand even private) prac- tice and te prominence in tne BISA, whether in pursuit of the party Line or oP persomal inclination it is diffi cult to judge. In addition, ea a Yeraft" union, it had too little inter est in organising all employees, including clerital ataff, in the offic 6. Selidarity at the place of work too oftan tooktke a Rack saat to dis cussions 3 - Yoraft"! issuas at Portland Place. In short, oc was never able te YVdaliver tha goods.' The attitude of trying to gat invited to dine with the amployers (in- stead of organising their kitchen atafFf} had anothar serious effect Fhe union was badly, if not mortally, compromised by its callaberation with tha RIBA. If fought for saate on the RiBA Council, halpead set up Ped the RIBA Board e5 Education, supported the Architects Registration Acts and devoted much of ites anergy in the Thar ies to joint appeals, with the RIGA and building contractors, to the gavarnmnent to get help for the industry. Same of its Leadersshin aven took an activa role in RIBA affairs. Yat it had never been in a position te deal with the employars® organisa~ tion from a nositian of strength. Lacking a strong organisational base FY the office, tne union structure came to revalve sround the or nehes andoumational axecutive rather than around "shop stawarde" directly repres anting tha organised worker. This may be O.K. for a "friendly society," but we believe it deas not make for a strong union, mey facilitate daminat lon by a bureaucratic minority, and resuits in the leadership gatting out af teuch with the rank amd file. 4, Finally, the credibility af the union aa the representative of the archi- tectural worker may hava been called inio question by the prominence in the union of salaried architectural maNagement, Gna can speculate as well on their effect upon union policy ane strategy, especially as some ware active at the sama time in the employa rs* institutions. More about this later, th thsABThasbeentheonlyattemptaLnAritainataaperificallyarchi- While tacturai trade union, architectural worke rs in the pigod} co aector, who now i 342 ~ fh comprise at least 40% of the profession, have in addition had the option af joining. the relevant public seatar inden. By now, throughout the pub- lie sector, trade unisns are pracognised as the amployees? representatives far collective bargaining. While there are extreme variations from office to office, we believe that between 50 and 75% of the architectural workers in the public sector are union membegs, though we have been unable ta sub- atantiate this. In any case, with the sontinued apread of the clasad shap this number will inavitably grow. At the moment, though, architectural mem berehip in the public sector is probebly lowar than among other public sec- tor workers. None af the unions concerned actually knaw how many architec- turel workers wete members or what per cant of their “architectural can- atituenoy" they had organised, Small wonder then that apparently few architectural workera take an active interest in their public sector union. Architectural workers have rarely Found thease unions relevant tn their day-to-day prafesslanal concerns, proh- ably because they are tiny minorities in unions otherwise having nothing to de with building and because the career structure in architecture may run notooniy through more than one union*s territory in the public sector but obviously through the unerqanised private sactor as well. Benause of i that it ig fairly unlikely that an architectural worker will basome active in and make a committment to such a union The public sector unions themselves have generally dene Little to encourage gank and file amtivity or grase roots internal damocracy, appearing some- times to be burasucracies aping the bureaucracy. They have tended to lack both industrial arid political militancy, too easily falling in etap behind their amployers® relatively benevclant paternalism. Hardly a good advertise- meant for trade unionism! Mopecver, because of the total lack of organisation’ in the private seoter, the employers there, thraugh their institutions, have been able unilaterally to dictata the shape of the profession, public seo- tor included. Thers is thua reason to balieve that organiaation in the pri- vate senator may be a prerequisite ta injecting some life blood into trada unionism among public sector archilestural workers. Public seactar unionism amang architectural workers may also suffer from another problem, one which we believe also contributed te the decline of the ABT. In tha public seotor, management is salaried. The public sactor unions, like the ABT, have slways allowed membership mot only to the archi- 4i. NALGO (National Association of Local Government Officers) in local authorities, regional haspital|boards, water authorities, ete. GLC Staff Aésociation in tne GLO/ILER. IPCS (Inetitute of Professional. ae Servants in the ONE, PSA and other organs of central government. Jad ‘SSA (Transport Salaried Staffs Association) in British Rail and ne Transport. faw yeara confirms this. 3.4 roles of the various dasign professions. cectural workar but also to the man who is the "boss" for the practical Purpeses of everyday working life. These architectural managers have at timas been able to influence ar sven dominate unicen activity (or inactivity) in their departments, Usually thay share the outlasck and concerns of arch- tectutal employers in private practice and aften take an active tole in the employers’ institutione. Given the career structure in architecture, it is not unknown to fallow a term as chief architect in public practice by a partnership in the private sector, nourished by connections (te aay the least) cultivated "in the public service." It is ebvious how such e situa- tion can not only hamper tha effective functioning of the union, but by calling inta question the union's credibility as the bona fide defender of the interests of the architectural worker it can prevent effective organ- ing itself. we believe that if the brief history of architectural union- isation teaches one lesson it is that the short cut to failure lies along the path of collaboration with management and its institutions. That is not the only difficulty to be encountered in organising architec- tural workers. One of the classic arquments againet the feasibil ity of organisation is that the incentives to join a trade union are lacking: architects are wallepsid; their employers are libaral; their work is neither back-hreaking, impersonal nor Wazardous and provides a high level of job satisfaction; and as "professionals" they anjoy a high level of control aver the organisation of their work. Without beginning a discussion af whether thie was aver an accurate picture, and for whom, we think we have altsady made clear that it is by now obvious that this no longer ape plies to the overwhelming majority of architectural workers, whose worries in the present crisis only thinly conceal a dseper uncertainty about the future of the building industry and the economy, not to mantion the future The other classic argument is based upon another aspect of the "professiona myth." The salaried architect, it goes, will eventually become a partner and not only sees his security in a partnership rather than fhrough the solidar~ ity of trade union action but already shares the employar's mantality. He has no long-term interest in building the union; quite ta the contrary, he already takes an active interest in the employers? inatitutions. Myths do die hard, but with 80% of even registered architects already salaried and the figure steadily maunting, the ‘oroletarianisation" of the profession is beginning te be understood. Reality can only so long be denied. The rapid growth of white collar and professional trade unionism in the past Others argue convincingly that trades uriionism can only be built upon solidarity and that architects will naver overcome the individualism and competitiveness which stems from their middle-class backgrounds and education, (And because of the employerst control of tha Architects Reg- istration Council and thus architectural education, the title, "architect," is by now virtually reetricbed to people with that background and educa- tion.) Fortunately, the education system is Less than 100% efficient and aven a middle-class background cen be overcome (with effort). A corollary to this argumant ie that the architect is anxious to maintain a social status which places him "above" trade unionism. If wefre to believe the results of recent sociological surveye, ther's apparantly not too mush | left of the architect's vaunted “status.” The currant form of this argument is perhaps that trade unionism isn*t trendy" enough for the architect, Un- fortunately, ons can’t pay the rent with “etatus," and “trandiness" is no substitute for a full stomach, fulfilling work, and self-respect. Thies is baginning to dawn on those who have’ hitharte been too easily satisfied for their own good. Likewise, we nave shown how architectural reformism is run- ning out of rope. We believe this is also becoming increasingly apparent, despite the frenzied efforts of the media to market the latest panaceae. Tha most sarious arguments against the feasibility of organising among architectural workers ara of another sert, however. They all hinge upon the extreme fragmentation of the profession, This Pregmentatian takes threa forms: 1. Tha employers? classic form of fragmentation divides architectural workers into several categarias, each of which is supposed to hava its own epe- cial interests which override common ones, This is done first of all by statutory divisian (aimed at reinforcing existing differences in class background) of architectural workers into those who are “architects” (and may on Occasion be invited to dine with the lord of the manor) and those who ara “architectural tachnicians," otherwise known as draughtemen. This type of division is carried further by the creation among salaried archi- tects in private practice of "associate" atatus (a sort of standing invi- tation to dinner with the potential of an eventual partnership). The tech- nician, of course, is one step above the clerical staff. This fragmentation has 4@ second form, which workers "horizontally" (though with a poorly concealed vertical component) into dietinct "crafts." (The distinctions &@ scramble for work.) Thus we have the intricate and cultivated division of building design into tasks for architacts or surveyors, town planners or urban designers, structural and services is"division of architectural tend to blurr easily when there's engineers, quantity surveyors, building control officers, etc. The division we are told is the result of maximising efficiency. No commant. tactural ‘minority? of their members. We believe that, given the situation in arehitecture today, exscerbated by the current employment crisis, a carefully designed organising campaign would gsueceed im convincing the 50,000 wnorganised workers in the building profesaiona that their common interests call for cammon organisation and that their fragmentation works only in their employers? interests. It has become apparent ta us, howsver, after meetings with high-level officers in aegeral "prospective" unions, that no trade union is at this point seriously interested in leunching in the building professians tha kind of organising drive that would have a realistic chanos of suecess, congidering the diffi- cubties wa have just outlined. We must nave no illusions abaut this. te should consider the possibility, however, that should an effactive argani- ging campaign gat started, hitherto luke-warm unions may show a sudden en- thusiasm for organising, encouraged by an equally sudden interest by amploy- ere in 4good induetrial relations." we have come to the conclusion that the organisation of architectural wore kers is feasible. In fact, we believe that despite all the abstacles, some form of trade union organisation is inevitable. To achieve really effective an inevitable historical process of spacislieation for the purpose of . The employment pattern in architecture, particularly in the private sec~ tor, is’ characterised by a great makes difficult not only organising what organisation hae been achieved, especially when combined with high staff turnover, another characteriatic of the profession, particularly whan times are good and in London, where probably half of the architectu- pal workers in Sritain are employed. 3. The "typical" career atructure in British architecture, when combined with the present form of the British trade union mayvement, adds a further obstacle to organisation. it's number of small offices. This always in the first place but maintaining not at all unusual for an architectural worker to move from local autharity to private practice, to teaching or _ research, to central qovernmant tractor's office or private industry, working lifetime, Ha may mot only pags through the territories of threa or four different trade unions ganised ta unorganised territory. an incentive to the architectural her trade union and make the kind ganisation depands. The corollary understandably discouraged by this ganising architectural workers or- quite or- archi-~ or a nationalised industry, inte and perhaps back again, all in one but may also pass back and forth Thie atate of affairs hardly provides worker to take an active part in his or of long-term committment upon which is that the trade unions are also fragmentation from either actively or paying mush attantion te a small a con- from or- fa UNTONISATION WORKING GROUP The New Architecture Movement, Central London Group November 4976 ARCHITECTURAL WORKERS AND TRADE UNIONISM Draft report on the organisation of architectural and allied workers PREFACE This draft rapart on the organisation of architeetural and allied workere has been prepared by the Unionisation Working Group of Central London "NAM for the New Architecture Movement conferante being held in Hlackpool, Ne~ vember 26-28, 1976, It is based on six monthe of discussion among ourselves, with officials of some of the relavant trade unions and with interested in- dividuals both ineide and outside of PYNAM," ae well as upon reading of + of the relevant Literature. Ita purpose is to bring inte Pocus and atimu- late discussion upon a subject which the Unionisation working Group believe requires urgent action by the New Architecture Movement and all workers in~ volved in the dasign of the built environment. CONTENTS pres Part One: INTROGUCTION: why is trede esa on the architectural agenda now? ... 6. ees Part Twot SHOULO ARCHITECTURAL WORKERS ORGANISE? 2eleos Part Three: CAN ARCHITECTURAL WORKERS ORGANISE? Setoe: Part Fours HOW SHOULD ARCHITECTURAL WORKERS ORGANISE? 6.de (includes "recommandat ions") Part Five: WHAT ARE THE FIRST STEPS? Be Short Bibligraphy - ADDENDA 6.1 oe BRIEF BIBLIOGRAPHY fn trade unionism: Gn the situation in architecture: 3.7 organisation, and to achieve it when it is really needed, however, those obstacles must be overcome. Wa belisve that this can be done by a care~ Fully considered stratégy and committment, hard wark and a willingness to take personal risks. Gniy architectural workers themselves can provide this, I? they do, we balieve that the trade union movement will contribute the essential support that only it is in a positien to provide. But the process will alec taka time. "Seize tha day! Seize tha hour!" Kan Costes and Tony Topham, The New Unionism: The Case for Workers! Control, Penguin Books paperback, 1974, FSSERTIAL READING. Tany Topham, The Droanised Worker, Arrow Booke paperback, 1975, Kan Coates and Tony Topham, Industrial Semocracy in Great Britain, Panther Books paperback, T9706. A Short History af the Architectural Profassion, by Adam Purser, 1976. Available from The New Architecture Movement, 143 Whitfield St., London Wt. Malcolm Mac fwen, The Crisis in Architecture, RIBA Publications Ltd., 1974. Edited extracts publiehed in RIBA Journal, April 1974. (See slec his long article, ‘what Can fe Dene about Competence?" in The Architects Journal, 19 November 1975, po 7083-1084,} Lauie Hellman, "Demacracy in Architerture," RIBA Journal, August 1973, pp 395-403, and "Professional Yeapresentation," Architectural Seaian, Merch 1976, op 156~4159, Paget Four HOW SHOULD ARCHITECTURAL WORKERS ORGANISE? From aur disevesioan of why architesturel workere cugnt to organise, it would appear thet the maximum hanafite of organisation will be reaned were all ware Kare involved in the deeign of the built environment to come tagathar in are coherent union within a larger union covering the entire building industry, which, indeed, cught to form mart ef a eatill larger union of all working pea- pla. Energy which would otherwise go inte censtant defensive eetion aosinst the unified institutions of the employere (including finance, madis, and the atate), net to mention the diversions of defending onate "patch" againat en~ eroscmmant by workere in another "eraft," industry or sector, could be dirac- tad to making real progress in the office, orefeesian, and cammunity. 1? there were ane union for ail architecture] workers it would have the human rasources and committimant not only to sneak for tham articulataly, coherantiy: and forcefully, but also to carry through to completion the task of organi-+ sing. Only such ea union would heve the meana and will’ te undertake the research and diecuseion, develon molicy and take action on vital iesues facing erchi- acture and the built anvirenment, in the office, orafessional structure, buiiding industry, and community. It ia neh only acchitectural woerkars but #iso the bullding industry and the camaunity that need such a union. Until architectural workers are cohearantly orgqaniasd, the big employers, though ea tiny fraction of the orofassion, will sontinus to claim, through theie inati- tutlene, that they ensak for the orofeseion...an we ehali all, workers end community, continue ta pay the price far thet voles, howaver garbled Lb may Sea. It is further ieportant that all workers involved in building design, not juet architectural workers strictly apaskine, Sut salen quantity surveyore, struc- turesl and services engineers, bullding surveyors, landscene architecte, etc., be organised inte ene unian and thet uniscn encemnasa both public and orivate sectors. As contributors te the same oroduch, mutual esunport in industrial disputes is essential. And sines one groun is eftean cepable of doing the fame work ag another fa.9., architects and surveyors, local authority archi-~ tecte or consultants, etc.}, common organisation is assential to prevent not anily explieit or de-facte "scabbing” on ane another but alse deetructive com- patition Por work at the other's expanse and Jealous guarding af possibly gubdated dalineations of sxclusive professionel spheres which prevent tha industry from develoning for the sammon good as datermineabdy ite workers as a whole and by the communities who use ite preducte. And it ig necessary that such a union in the building professions be nart af a union of all building industry workers, and indeed of all workers in 1. sae footnote 1, page 3.3 4.2 all industries, for similar reasone applied to the wider scale, to combat the power and flexibility which capitsl hes at ite command through its Such arguments ae thees have been out forward many times before in the hie-~ tory of the trade union movement and have hed and sontinue to have an impor-~ tant influence upon ite development. iis must face the Fact, howaver, that the historical development of trade unionism in @ritsin has not resulted in the formation of one bia union. Indead, in the building intuetry alone, af- ter numerous amalgamations, the most recent in the late 1960's, there are at least three unions of major significance: UCATT, TGWU (Transport and General Workers Unian} and the electricians and plumbere union. fe for are chitectural workers, because of the split inte privata and public sector am- ployment and the existence of s variety of unions in the nuhlic sacter mir- roaring ite manhagemant atructure, | and considering all the unions already with "a finger in the pieTM (that is, with architectural members, in the conatruction industry or engagad, Like APEX or ASTMS, in organising orofes- sionale from various industries), there are a good dozen unions which ari campanias, conglomerates, finence, state and media. architectural worker might find himeel? joining. If this diffuse situation ie allowed te continue, end uflase srechitectural workers take the initiative, it will, the result will be tnat the inevitable erganisation of architectural workere and workere in the allied profeseions will proceed slowly, sporadically and nesitantiv: will be unnecessarily oro- tracted; will remain incomplete, and will never be able to contribute to the workers, profession, industry and community what an effective, coherent union sould. Wheat then are the prospects of achieving one union for all architectural workers? We are immediately faced with certain orcblema. The unions who have at present the largest memberships of architectural workers are public sector unions like NALGO and the GLO Staff Association who have no interest in arganising workers outsida thair narrow and precisely-defined “constitu- encies." And while the CEI may be only too hanpy to recommend that prafag~ Sional engineers employed in the public sactar Join theese untens, wa avenect that they are among the least likely of the dozen or se *“srospactive" unions to satisfy our criteria for a suitable union far architectural workers, To propose that some other union could organise not anly all the unorganised architectural workers but also those now aither members of or tanresented by a "rival" union 4s alas unrealistic as = short-tarm proposition, thaeuogh such a development over the long term is perhaps more plausible. "RaidingTM of another union's membership would be counter-nroductive and in conflict with the TUCts "ridlington Princinles" qoverning relations between affili- ted unione. Nor is one union likely to be keen on actively arcaniaing on another's "patch," eapecially when that lies in the public sector. The formation, by architectural workere themselves, of @ naw, independent union hae obvious attractions. including the option af amalgamating in the future with e larger, more general union on terme orasarving sufficient autonomy, as the Medical Practitianere Unien did with ASTES. Unfartunately, considering the difficulties which an organising drive in this field will encounter, the likelihood of getting such a union off the ground witheut the back-un which anly an already powerful union could supnly is pretty slim. Organising requires funds for parsonnel, litersture, legal fees and overheads and to cover for inevitable atrikes, lock-suts, and victimisation.- in addition, the expertise which comes from coneiderable trade union exper- ience and the aceess ta trade union allies in case of disnutes area unlikely to be sasily svailable today to «= naw union, however gosnuine it may appear. The immediate mroenents for achievinn one bia union, even juet for atehi- « tectural workera, ate therefore not very encouraging. The only realistic alternative at this point would seam te be that architectural workers join one or more of the dozen or eo “proepectiveTM unienea. But ia that « aufficient recipe aither for launching a successful organising drive or for eventually eraviding an effective trade union orgabisation fer architesturel warkers that will reap the full benafite that cauld come from unionieation? The former may depend on the perceived Likeliheed of the latter. It is sassential at thia point te begin to axamins mare closely the situation regarding “eroanective® unions. Qver the yeare several different types of unions have develonad in Aritein. Thay can be distinguished by different conceptions of their "constituencies" as well as by differences in atructute and orientation. The early unionea de« veloped along "craft" lines {a.g., bricklayers, olumbers, etc.) raminiscent of the medieval guilds. More recently, “white collar" work has been organ- ised acroas industrial lines almoat ae a sort of “elite” craft, by unions like APEX, ASTMS and NALGO as well as by sections of large general unions like TASS (Technical and Supervisory Steff} in the AUEW amd ACTS (Admini~ strative, Clerical, Technics! and Supervisory) in the TCU. in order to match the power and flaxihility of capitel and te srganias hitherto unorganised workers ignored by the oraft unions, induetrial unions developed, grouping ell workers in an industry into one union, The Netional Union af Mineworkers is perheana the closest approach to thie in Britain, though amalgamations have made some headway. Im the linited States, the great erganising drive of the 1830's reeulted in the ecraation of the powerful in- dustrial unions of the ef0, like the Automeblie Yorkers and the Steelworkers, aed In industciss where the public sector haa « virtual monopely, like postal service, rail tranenort, madicine and education, the public sector unions could become industrial unions threugh appropriate amalgamations within aach industry. Gtherwiese, tha public sector unions area more analagous to the staff ageociation of e particular enterprise. Finally, cutting acreas all craft, industrial and sector linea are the generel unions, like the TGWU and the National Union of Senarel and Municipal Workers, on the model of “ane bia union" for sll workers. These "ideal types" herdly exist as such in practice, dua to amalgamations and ether histories] end practicsl circumstances, Lares general unione like the TGWU include craft unions like the plasterers, who amalgamated with it when the sarpenters, bricklayers and painters were joining toe make UCATT almost an industriel union. white collar unions may function as industrial ufiiane whera an industry ie simost exclusively white collar, like banking and ineurance. Perhaps the differances bewtesn unions in-terma of structure and orientation re more significant. Some tand to be like friendly seciaties while others set more forcefully in the inductrisl and political arenas. Soma unions are maneerned almost exclusively with “braad-and-butter® iesues of wages, hours aiid penagions, chile others Sake a broader view of their memberea’ intereste nthe workplecs and in the community. Some defend narrowly theit own inter- este with Little recari for thoee of other workara, while other unions eas their owt oregress «= insenerabla from that of the labour movement in ite broedaat cange and act accordingly beth on the ehap Plaor and in the commune ity. Some have a decile obtitude tewerde management while othere sara mili- tant and incosruptitie recreasentabives af their membere!t intersats. Soma ufiona era tun frow the ten down in a hierarchy mirroring that of capital, while othare function hy a democracy built up from the "orassa roots" and dependont ween an active rank and file, Seme unione Punection mainly by full- tine, permanent "nrofeseionel” trade union ‘adminisetrators,"® while others ars aasentially "amateur" operations, with the bulk of the task left te the "Lay" memberahip rather then ta the “sxperte,;" and officials, generally elected, returning to their old fobs after relatively short terme in union offica.e In the histery of trada unianiam all thase sontrasting positions — have existed, but teday in Britein the differences between end within unions, while significant, ara usually of dagree rather than of kind, can change in a Few years and ara not always easy to diecarn from without, 2H ‘ * WhewadTRANweekteenoantecogjain?Therearesixunionswhichere’ in a position to organises in the eseentially unorganised private sector, and they ate all inucived to some axtent in the public sectdr aa well. These six inslude thres large general unione, the TGWL, GMWU and AUEW: tuo white-collar~ only unions, ASTMS and APEX; and STAMP of UCATT, which ie active only in the building industry. for the purposes of thie dianueeion, wa ahall leok at one union from each of the abeve threa categories; that ie, TGWU, ASTMS and UCATT. why thagse three? It is our impression that, while similar in concantian, ASTMS mey be more effective, dynamic and politically-ceammitted than APEX. nea Fe oc es mas amellan thon RSTMS, although it ts etranger in the con- struction industry. The TGtt! is much larger than the GAWwL! and, in addition, is quite strong already in the building induetry. We have, therefers, nat aeriously considered the GMWU. The AUEW ia another very large union with a reputation for damocracy and militancy and has a atrong base in e¢ivil engin- 4.4 ree ft tee tel aering construction, where TASS Aas apparently elready orosnised same laroe firma of consulting elvil engineere. We ara not csonaiderinn them st this time only because we have not vet had e chance to mest with their officials and to study their literature, ‘fe shall mreesant here only the hriefeet des eristion, inevitably subjective, of thease thres unions. The TSU, ag a oe union, may ef first olanne lack the attraction of UCATT or ASTMS which may lie mainiv in their well-cultiveted imagas: UCATT as the building induetry union and ASTTMS as the union for orofeesionals. 4 The TGWu, though, is the laresst trade union in Oritain with nearly tuo million mambers, one in avery five trade umieniete,and still growing ranid-~ ly. Im addition to its obvious atrenath in road transport, the docks and the motor induatry, it has nearly 300,000 members in the Bit¥ aie industry. Half of thease sre in the production and transport of building materiale and the remaining 159,000 or so work in building construction proper, About a quartear.af those sre skilled trades and the ramaining, “sami-skilled."TM In additian to ite Canstructinn Section, the Téf's white collar section, ATs : hag about 400, 000 membare throughout industry. while there are at oresent few or na architects at all in the TAO, us undatatand thet architectural workers could probably form their own branches where numbers, orpotential numbers, seemad to juatify it. (Fifty is usually considered the minimum for ahranchintheT&S.)Theseoe wouldpresumablyfallintotheACTS meetion, though it might be possible to come under thea building eaction. We underatand that it would alse probably be possible to have senarate bran- shes fer architectural Wedeaee’dand fnr salariad architectursl management. The union emphasizes ite flexibility and raleative spenness te organisational innovation. In addition to the “trade orount structure, there is a parallel geagraphical structure, with tan regione in Britain end dietrict committees {and officials) natusen them and the branches. The rer tan dayote coneid- arable resources to organising, reasearch, publicity and esducation hut em- phasizes ite reliance om an active lay memhershin ena shop stewards. ASTMS (Agaoriation of Seientific, Tachnice!l and Managerial Staffa} was formad im 1668 oy the amalqamation of twa existing white-collar unions and hag grown quickly from under 100,000 members to some 350,006, by further amalgamations and oraanisinga in the fartile fielde of Llarosly private eector white-collar workers, The union prides itself om rapresanting professionals im many fields. Much of ite "nitech" is based on its claim to Help higner~ sclaried ataffe recoup differentials araded in the recent past by manual workere® gains: it hae thus bean acainst flat-rate wage increases im the current crisis. It amnbasizes alsa ite axnert and axtensive services te members: = prafessional union fer professional people, rather than estres- sing a unicn self-managed hy the “sorkers" themeslives. we have not yet been able to make & reasonably sccurate evaluation of its industrial militancy ar its internal damocracy, but it does anonear aften to take mronressive positions on brasdar political issues,nerhane surprisingly for a white- eollaer union. ASTMS would be unlikely to allow architectural werkera to have their own branches until more than i150 in an area had joined. We are concerned not anly about the possibility thet within ASTMS eslaried archi- tectural management might gore easily be able te influence the srchitectu- ral workers! organisation, but slsao ebout the oroblem of architertural workers getting "lost" amano workers from commlstaly unralated industries The Medical Practitioners Unien, whan it amalgamated with ASTMS, was wie to maintain = suitable deoree of autonomy, including “compiste autonomy in racard to all professional matters affecting Medical Practitioners in- cluding the conduct of disputes." In our view, it ig unlikely thet hitherto unorganised architectural workera entering ASTMS would aver be able te achieve such autonomy. Following publication of the CET rapart, &S7TMS has SAERCRA AOENREhnPRNNBet 1. see pagee 3.3 and 3.4 ey heen making an effort to recruit profeesional engineers; we hava no idea as yet what progress, if ary, they have made. We have alrsady discuesed STASP, the non-manual section of CATT, in rela~ tion to the history of the ABT. UCATT as a whole now includes nearly 309,000 conetruction workers, mostly skilled trades, though conetruction aa an in- dustry is still comparatively undar-organised. STAM! now numbera some 15,000 to 20,000 mambere, of which &,500 were former ABT mambers. Be got thea im~ oresasion that there are at present an almost ineionificant naumher of archi- hectural workere in STAMP. Tt anpeare that STAMP is sancentrating mainly on organising eite foremen; it has no plans for en orgenising drive among architectural workers. In sur view, it orabably doses not have the capability of indepandently oroaanising architecture] workers, either. Yet it fa unlikely that architectural workers could have their swn saction in UCATT sutside of STAMP. Surprisingly, the present architectural membershin of STAMP seeme to be dominated by = faw older, ATBA-orianted, mananement-lavel architents in the public sector, which may also explein how (or why} few architects or architectural technicians are actually in STAMP. Aa far es we know, the only architectural office with which STAMP has a collective bargaining agreement is (in canjunction with NALGOG) the Seottish Special Housing Association, a aublie seactar office which funetions in Scotland somewhat as the GLO does for housing in Geater London. cash of thease three orespactive unions has something to offer architectural wokets. Ye have emphasized, howaver, the necessity of having ona atrang un- isn far as many architectural workers es possible. It ja eesential, there- Fore, that architectural workers committed to organisation collectively de- cide as soon es pessible on-one union for the task. The alternative is hav- ing architectural workers straggling into all, of these unions, not to men- tion other prospective unions, baged on "personal orefarance.” Parhaps this is the first test af whether architacts can averceme the “bourgeaie individ. ualiemTM which has sondemnad to failure or inegtonificance ao many of their previous "reform effarte. Tha choice amona TGWU, ASTMS, UCATT ane TASS CAUEW) Le not an eaay one. Tha criteria we think ought to ba apolied ly apparent by now Prom what we have already discussed. We think it is im- portant, nevertheless, to make explicit the mere important ones concerning the union's etructure, its attitudes, and ite sotential rale in a drive to organise architectural workers. 4 b SRL Poa ere *StLuiniaaeioa 4.1 To what extent do tha rank and file run the union, or fia the union actually controlled from the ten down? 4.2 Is there a union “priesthoedTM or do the workers themselves sdminieter the union, returning to the "sehen floor® after brief terms in union offices? 1.3 How powerful are slacted “shon stewarde't in the union structure? Oo thay get full support fram unton officials? 1.4 To what extent does shop floor initiative and action gat smothered usdan the wedeht af union buresucracy and hierarchy? in making that choice sre probab- 4.6 fre union officials salected or easily subtest ta racall? Ys opposition within tha union te its present ia aha nci of Picisi olicies allowed frealy to sesociate and to aire tlatform for its views? ATTITUG Es Moss the union take a clear and urcomproami interests af workers when in conflict with institutions? £ee& will the union militantiy fight mot only for better wane control by workers af all sanects of their workine lives, by &e tant “shoo floor" oroanisation and breader nolitical act what attitude will the union take towards axiating oay and atetus -diffar- antials among architectural workera and what orierity dees it al raising the Lavals of the lowest paid, both in architecture and in the hroader economy? te the union sympathetic toe a broademindad aporoach te imoraving amploy~ meant orosnects in the buiidina srofeaseiongs and to enuviranmental issues as they concern the community (e.90., "Creen Bens," Lucas Aerospace shon steawards-typa proposals, davelopment af inetitutisne far community can- trol, etc.)? Doasa the union identify emnloymea: : Be ity with the oreser- vation of narrowly-defined “nositiaons” rather than with look on the division of lehour and cantinuinog educatio To what extent ia the union willing and able to Sevelon organisational solidarity amone all workers in the building industry? 2.6 To what extant does the union actively combat racism and male chauvinien among iis membere as well aa in diserimination by amployars and tha state’ When the union invests (or evan builds), dowa if taka an anviranmeantally, socially ened politically raspansicla ettitucde? ORGANISING ARCHITECTURAL WORKERS Ys the union willine and able tine ta organise kars in the building nrofsasis they work in nor whateeactor the: ‘office fells. san Will they organise all work re in such offices clarical and arminis ivea 3.3 What is the union's attitude toward organising salsried management in architecture? Wheat safaquards can it provide which ‘oti nravant their qeining eontrol of an organieation of architacturel workers? What degree of autonomy and how clear and coherent identity cauld workera in the huilding nrefeseions enjoy in the union? Would the unian suppert the eatablishment of a rank-and-file Level orneni-+ sation for "inetituteTM} bringing toasther architectural workears from all the relevant trade unions? 3.6 Wihatresourcescantheunionmakeavailablefaranarcanisingdrive? {a.g., financial, personnal, legal, research, publicity, etc.) Unfortunately we are not yet in a position te Fully evaluate the “orospective"TM unians acecarding te the ehoye criteria, though some tenmbtetive conclusions may be amarging. None of the unions, for axamnie, give a clear imnression of ace five and militant grass tonte democracy, unfettered by hierarchy and bureau} cracy. In any casa, it should be borne in mind that beyond the immadiate onrob- Wate a & hy mo it wm ine mo ont c ra ae = £4 o Py oe on at Ny wr} oe 3 ng | ve fe tat tae TM *** iS oe f> m we lem of launching an orgenising drive ie a lang-term committment to trade unlonism,. Unions do change, sometimes quite eiaqnificantly within « few yeare, and further amalgamations remaina poasibility even if none are on the im- mediate horizon. Not thet thie removes the neceesity of a choirs, ag soon as possible, daepite the orasesing need for further investigation. The only conclusion thet can ba reached at thie point, however, ia that none of the three ‘prospective’ unions we hava lonked at satisfactorily fulfille our otiteria. what than ehall we do? Wie cam make four clear recommendations already: 1. Architectural workers thangelves should tekea the initiative in organising all unorganised workers in architecture (tonsther with workers from the ather building professions} into one, and only ane, atrono, militant, demo- eratic snd brosd-minded trade union, preserying maximum autonomy and iden tity within it, The choices emone the TOW, ASTMS, UCATT and TASS (aALEY should be made se quickly ss possible after further research and discua-_ sion. A union with an established presence in the buliding induatry would be preferable. The nossibllity of qetting the four or five prospective unions ta jointly back a new, indenencdent union for the bullding profes- alone, while nerhape remote and unprecedented, should nevertheless be therouohly axploread. » The organising drive should be simed at sil the building profesaions. Just aa the initiative in organising in erehitecture will have to coma from the architectural workers themselves, the cther bulilcine professions. howavar, the same applies to 3. The Pirat tarqat of any organising campeion must be the unorganised expanses of tha privete seecter. 4. In order ta compensate for the ineviteble chitectural workers, architectum] workers should immediately eeteblish and build up a atrong “inatitute," or coalition, of ofaanieed architec- tural workers, open to and uniting at the rank-and-file level all erchi- testural workers regardless of their particular union membership. should also have a student section. Such an organisation could not only bring trade unioniste in archites- ture together to help organiee tha unorcanined but would aventually be able to epeak progressively, clearly, and coherently for 35,000 architec- tips.soniene.fietateeepokece,ondaquas_of:commonindustsial..atve. fessional and anvirenmantel concern where individual unions with small architectural minoritins would have naither the interest, the will or the means to do sa. Uniy them will the reactionary influence of the enployers® orqaftisation, cleiming in the present vacuum to spask for lack of one union for all are < It 4.8 eget fu ese eh a coalition, or "inetitute.," could assist the relevant trade unions in developing and implementing fat oraes raota rather than at haadnuarters level) co-ordinated policies and action campalans on wegen and working canditions, an industry-wide mension scheme, systems of workers’ control and acceuntability to the sommunity in the snecifie context of architec. tural practice, a professional code of conduct in the interests af the workare and tha community, orogressive design and specificetion guidance, on-the-job training and continuing eadunation, etc. Such cooperation is the only way te keep divisivanese between workere in different unians from playing into the hande of a management which is already well-coordinatead, Bavand that, it would probably te the only canceivable organisation which could oroduce an architectural workeral handbook, a progressive journal of architecture, and ba the "official" volee af architectural workers as We consider the eatablishment of such a body of organised architectural workers to be a pressing oriority. while its precise geals, membershins and structure remain, of courae, to be developed, wa mfopose that it be organised ag democratically as possible at local, regional and national levels from the rank and file up, based on 8 "caucus" of workere in every architecture office or department, their elected reotesentatives, and Wie whale orofession, be effectively counteracted, a whole before the community, the state, and fraternal bodies abroad. periodic congresses delegating central execution of policies as nacessary. Part One INTRODUCTION: why is trade unioniem 144 on the architectural agenda now? What ie the problem? Let ue very briefly review tha situation in architec- of architecture, with help from the media, ture todey. The "profeesional myth" perpatuated profession is still (if it ever was) with ap a partnership the eventual outcome of the typical peefeee architec- tural career. The profession is in fact made un of near equals ae fear as ability to do the work of architecture is concerned, which helps to keep by the RIBA and the echools would have us believe that tha a community of equals or near-equals, Nearly a yeer ago, the Council of Engineering Institutions, a sort of supereRIBA grouping the various institutes ef encompassing some 300,000 shartered profesional engineers, iesued a report entitled, "Professional Engineers and Trade Unions." The report moted that over a third of pro» fessional engineers are already in uniona but pointed out that in the pris vate sector, where over 60% of professional efgineere are amployed, only 10% are already organised, The report concentrated, therefore, on that area, Noting the bread~andebutter incentives for engineers to organise and seeifig the elosed shop end aome form of employee partigipation in management meta aging on the horizon, the CEI urged profeesional angineers in the private seator to join emall, elitist “pesudosunions" willing to sollaborate with the Chartered Inatitutione. This, it was hoped, would forestall the growth of the bona=fide, TUC«affiliated unions like TASS (of the AUEW) and ASTMS, who had already begun organising engineers, not to mention the possibility of afigineers organising their own union. Whatever the chances of the CEI pipe-dream bearing fréit, we can expect a similar effort to be made by the RIBA and RICS, if they san get together, assuming the RIBA can get itself together. For even the custodians ofPort- jand Place paternaliem will soon begin to think twice about trying ke once again to sweep the subject of trade unionism under the rug. Notwithstanding an economic crieis which is steadily cutting the real income of architec- tural workers and monumentalising thair lack of employment security, ptee~ sure for job satisfaction end industriel demacracy continues, slowly but surely, to grow. White collar organisation, right up to management level, ie the growth area in trade unionism now, and the virtual collapes of the short-lived and loudly~trumpeted "preeence’ of ealariad architecta on the RIBA Council can only be taken as the handwriting en the wall. Even Church of England vicars have begun organising now, and young lawyers ate starting to join the Traneport and Generel Workere Union. Having nearly recovered from the Modern Movement, and now passing on to energy conservation, his- torical conservation and maybe sven “pattern books," can architecture, we ask, teally be far behind. OF Part Five WHAT ARE THE FIRST STEPS? A, ‘ In erder far our four recommendations ta be carried out, we believe the Pollowing will be necessary: 1. An expanded "Oreanising Committees" should carry on the work of the Unienisation working Group by planning the organisinn campaian; dis- cussing, magotiatinn, and cooperating with the relevant unione;: and, generally, take up the committment to organising architectural workere. 2. The Committee should continues and speedily conclude the researeh into the existing aituation and into prospective sion with those unions toward a mutually acceptable eatretecy. We expect our network of personel contacts among architectural workers to be the = main organiaing tonl, backed up by literature, time erganisera, ete. The compilation of a “diractory of architectural workers, indicating smolovment and any union affiliation, ia an esseftial piece of research both for developing atrateagy and proceeding with aifoan:- purpose Of raising the iseuwe loudly and clearly. Funding and distribution must be arranged. 4 Based on the proposal eventually agread tiate with the relevant union or unione ‘ing which union(s) te work with (unless developed), upon, the Committee should nego- end make a final decision regard- a more suitable strategy can be unione and continues discus- maatings, full- or part- J s sation. It is s difPloult but feasible task. Se fg sbon as the resgerch and development of an aqreed strategy can hej S. The organising drive must bagin ag soon a8 possible. The subject is tanid- sibility of getting some or all the orospective unions to back a combined Moluded, the Committee should publish a convincing repert with the ly moying into the apotlight end if the architectural workers don't move, fast, the boasee no doubt will, making daals with as many ae possible of the moat decile unions thay can find aa asoon as they perceive the threat of a really affective unionisaticn. This ie another reason why the pos- organising drive in the name of a new union for workers in the building professions must be fully exolored, however remote it may bee bie believe that the organising drive itself must be in high gear within three to six monthe from now. { to architectural mansgament, whether partners or salaried. oe A .5 ladt the myth alive. The crucial reality, however , ie that over 90% of tha pro~ feesion is already salaried. The figure je ateadily inersasing. No coubt any amateur mathematician could quickly figure gut the probability of soma- one now beginning a career in architecture aver becoming a pattner. Itfa probably no better than one in six and hardly improved by the evan more remote possibility of bacoming 4 principal in the public sector, which hee by and large modeled its structure and methods on those of privata prec- tice. In the past, we are told, a young architect could ressonably Look forward to the day when he would gain central over hie work, win the res- pact of the community, achieve a level of economic well-being and fulfill his professional obligations by “becoming his own boes." Today, only © tare and aver-decreasing percentage of architectural workers will ever achisis thie status. Tha most thet the overwhelming majority can look forward to is a continuing life of drawing board drudgery, inascurity and slienecion. The fact thet is dawning on architectural workere with ever-increasing clarity and force is that architecture ia, firat and foremoet, a business, Like any other business. But what is an "architestett? ocho" ' other bueinees, the cornerstone of architectural practices ie a division of the “playara" into a small minority of businessmen and bureausrate, the management, on the one hand, and arehitectural workere, be thay acohiteats, architeotural assistants, technicians, draughteman, ate., on the. other Hed « ‘The situation ia slightly obscured by the Architacts Regist:otien Couneiite legal reatriction of the uee of the title, “Arehiteet." ARCUE aside, the term "architect" can be taken to mean, "designer of buildings: who prepares plans and superintenda sonatruction. "| This nanmmoniv accepted definitien obviously rulee out much of architectural management who neve .. _ ceased to be architects (if they aver were), despite thelr continued and legally-sanctioned use of the title. On the other hand, many who actually da the dasigning, draughtino, specifying and eupervieion of construction on site are prohibited by law from describing themeelvas as “architentsu.” In this report we are concerned:with the peaple who by and large de the work of architecture. These.aze tha "oreh*! The current economic crisis, which hae resulted in large-scale redundan~ cies throughout the entire building industry, has begun to clarify for many architectural workers a situation which persiste through boom ae weil as bust. Architectural employment in tha private sector, which com prises over half the profession, is now down 25% from ite level at the end of 1974 and this la axpected to reach 30% by the end of next month. 4. The Conciss Oxford Dictionary of Current English, Sixth Edition, 1975 In the public sector it ie already down between two and four per cent, and the expected redundancies have only just begun. The official Nungm~ ployment rate" among ARCUK's “architecte" is eatimated to be over 10%, and it is predicted in some quarters that it will rise to 25% in the coming year. The architectural worker, whether already on the dole queue or still at the drawing board and hoping that tha next round of redundan- cies will pass him by, 1s reduced to waiting (with the patience that has become expected of him) for the next building boom, though the fear is gaining ground that this may be a long way off if it ever does material- ise. In the masntime, architectural workers have seen their real incomes steadily declining during the past few years. This has been particularly marked in private practices, tha birthplace of ths profession. A deeper and broader dissatiafaction with the situation in architecture runs equaliy through both private and public practice. Taught to consider himael? (or hereelf) technically competent, socially concerned, and pro- feseionally independent, the architectural worker is forcad to work within a system that gives him, just as the workers in other industriesn,o control over his working lifs. His technical, creative and social concerns and cap- abilities are continually frustrated by the arbitrary and unaccountable power of the sane people who are making his economic position increasingly untenable: the architectural businessmen, who are more in sympathy with the bankers and bureaucrats with whom they play golf than with the workers in their offices or the people who must live in the buildings for which they are so quick te take cradit should the critics applaud. The architectural worker ie separated from his fellow workers in the of- fice by axcessive division of Labour, elaborate status groupinga and a competitiveness which owes more to the realitias of employer-employee ra- lationships in the profession than it dees to any artistic preteneionas. At the seme time he is denied the contact with the client, not to mention the people who will setuaily use the buildings he designs, without which it is impossible for him properly to carry out his responsibilities. Con- tact with the building workers who must use the drawings and specification he produces in order to build “his" building is hardly more frequent or profound. Set in this context, the architectural sorkerfe ultimate elisna- tion from the product itealf ia inevitable. While the "myth of the professional" has been waaring thin on the architec- tural worker, the so-called "crisis in architecture," a crisis of both con~ fidence and identity, has been brought closer to the ignition point by the unprecedanted collapse of public confidence in the architectural profession. 163 This has quite undarstandingly followed Ronan Point, Centrepoint, Summerland “Ff Lar 41.4 and Poulson, not to mention the profession's full-scele collaboration in the destruction of, countless neighbourhoods and towne whose only crime was to be out of step with the “demande of the market" and their replacameant with the shabby yet sxpeneive wasteland of arbitrary and oppreasive "ea- tates" and "blocks," motorways and parking.garages, shopping centres,: civic centres and cultural centres which (eave for central heating and indoor toileta) signify ‘modern architectures" for the man in what used to be the street. Communities want control over their environment and architectural workers It is becoming increasingly obvious to beth architectural workers and the public that architecture as it ia now practised serves only the inter~ es$s of the few and remains inaccessible and unaccountable to tha communicy, despite all thea committees, enquirias and reports, codee ef conduct, pilot projects and pious sentiments about participation and public service. - are beginning to realise the need for control over their working Lives, creatively and socially responsible architecture of which they are cepable. But how hes the architectural worker come to find himself in thie situation af exploitation, isolation and alienation? The relentless drive, which no enterprise in the market economy can avoid, towarde an ever-inereasina profit element and steadily declining labour element has resulted, in ar- chitecturs, in larger and more hierarchical practices. Thess are incress~- ingly bureaucratic and arbitrary, remote and unaccountable, unable to utile ise fully the human ekills and material resources made available to them. To eneaurs higher profits, ineluding the maans to pay higher interest and “Insurence charges, the ownere of practices have hed to out their lebour costs by reducing manning, outting salaries, beth proportionally and in real terms, and reducing the time ‘and resources which can be allocated not only to gach job but aleo to back-up Jike on-the- job training, contin uing education, research and other "labour casts," ba thev nenstanea. mbhem payments or social provisions. of course, this cost cuttieg is nat anly against the: interests of architectural workers. By praventing those who must do the work of architecture from doing a competent +d reaponsible job, this cutting of “labour costs" ia againat the public interast as wall. The collapses of public confidenca in the profeesion is no eoincidenca. Osspite the occasional feudal remnants with which we are all too familiar, it is cbvicus, then, that architecture has entered the ege of capitaliainsee or what some describe as “monopoly capitalism." what, then, ie thea seer” of the architectural worker? It le in thie context that we must consider forachancebothtosurviveeconomicallyandtapeesfheBehe? the question of trade unioniem in architecture. Part Two SHOULD ARCHITECTURAL WORKERS ORGANISE? +* demand, for examples: 2. Collective negotiation of salaries, hours, and all other conditiona. of employment,taenaureforallarchitecturalworkersaas aap aa of living. Thie would includes a. Raducing exceseaive and divisive raising the oqrosely oe tural workers. b.Stoppingthedeclineinrealwegeaendeee that by ellow architectural workers to maintain their atandard salary levele of living. pay differentials, particularly esleries of thea lawast-paid architec- We heave seen how architecturel workers are slowly and neinfully becoming aware that their employment security, their standard of living, and the what, how, and why of the work thay do, not to mention the quality of the environment which they shere aa membere of the community, are as much at the mercy of tha market syatem se those of any othar working people. with the "professional myth" going into "progressive collense" and their "pro- laterianieationTM coming home to roost, they begin to realise that they have more interaetes in common with other workers in the building industry, and indeed in all industry, than they have with their own amployere., Rut, lack- ing any organisation of their own, the responae of architecture] workers no far, sepecially in the hard-hit private sector where the problems are Workers thet wera "oroletarianised® long before hava for over @ century seen the answer in solidarity. The trade union movement is the inatitutionel fo rm which that eolidarity hes taken, Through their unione, working people have defended their standard of living and right to work sqainst the ravages Of Lapitcl, FY tke arma time, thay have bequn organising to overthrow the whole market syetem and eetablish democratic control aver all aspects of their working lives, so that the human, natural ene cultural resources af the nation may be used, rationally, for the benefit of all. what could trade fe in othar industries, the firat stan is to make rallebtive bargaining by the organised workers the mathed by which-all queetinne of amployer-employes relations are resolved. The architectural workers union would need to fight for racognition as thair representative and, through collective bergaining, most glaring, has been, not surprisingly, sunine. union orgsnisation secomplieh for architectural workere? 1. An and to arbitrary, unnecessary, and inequitable redundancies. To kean going in tima of crisis, excess nrofite end ag-called "management expen~ see" should be trimmed, not jobs, where any redundancies are agread ta de unavoidable, the "who, when and how" must be negotiated in deteil with the union and thoee made redundant given adequate notice and redundancy pay. (ue ve not renatdes the presant legal minimum at all adequate.) Em ployers should contribute to an industry-wide supplementary unemp Loymant insurance acheme. The use ef architecturel "lump" labour muet be ended. , ide A ‘minimum.of. one aonthi#: paid Oeabtten Poe all arehitectiral WOrKALEs e. One. unified: and adequate: menesn6 plan’ coverinrs ait axel‘itecturel wn, ee ployment. a .f., Adequate paid maternity (and paternity): Teave: aoe ptowlgion of day - Auresties at or near the of fire. : qe Safe cand healthy working conditions, including ‘senting, Lighting and Ti Pe precautions. 3, Sufficient time off with, pay. fon attendance at. releuant éduteens canfer~ ences and meetings, aa well as for - trade union activities: PEGlévence” to | be determined. by the union orhantaation ine the office. Of: ct. In order to.ehare equitably the work available, 9 maximum work week ae “94 houre and no overtime work as a substitute for full employment. I?overtimeworkteunavoidable,iteehepetaandatan<idaa ..,.:Pilaterate. |: 2 ; TpToLe “The ati Beate 9 architecture ‘today, However, makes Lt necasasry, for e “union: to 90) bayond these vital Nbroadaand-buttsr", theues. oe anrer could lydadaay ‘dah had an’ denies 44 An and to “praduction Line" manasemant. techniques, the’ erbitrary divi- sionofLabourandtheartificialseparationa ee “Gorkers into *nrofessionals" and |“technicians,” 2200s ‘ . .2, The opnartunity t6 do gach job opoeaieaenete ed ee SSS gaehge - af corners. _ oe 3. Adherance to a untonedeveloned Suis of conduct* whieh would prevent ' -arehitectural workers from haveing to collaborate in the destruction . Of our netural ‘and architectural heritage, the brasking, up of coherent “popular neighbourhedda, ‘and tha ‘diversion of valuable materiol and human . Tesources from socialiy~useful |pro jects to aneculative, monumental, pres tige, authoritarian and colonial ONGa. “"@. An and to secretive management and erbitrary ducieifone over the lives of architectural workere as well aa over the planning, dasign, construc- tion and management of the built environment. Architectural workere nead Not merely: “open booke,® but complete, damocratic paphon Over every aspect of architectural practices, 4 : 5.Employersto.contribute,parenitraveeptsUiHe CEROfundgetab~ lishing email, damocratically-organised. Locrlly=bes od Parmmind ty design cos emagyten would staff each office with architectural workera, whoea' ‘amp Loyets would be required to orant “lasve of: sbhaance.! Firms’ could he’ given theoptionofconvertingtovamall,moreppnPitymet2.wiganSeem under a suttable framevork eneurtrc atcountability to the communi ty Ril'tes _to-ordination with other community destior offices. Fither WEY, We would begin to. build, from the oraen roots ups a democratically-organiaed and locally-controlled "national cdesiqn service. Joe isu Solidarity dors not Just mean collective bargaining. thoes. famikier:: eith trade undone know hour, in. addition, they defend workers ‘against dscsimt. nation,unfatrdiamisaal eee eitherbytags)seprenaguerion SAVE. + hargaining sgreemente sre,clearly aa pndivany!sachet uranelly architectural offices" to provide an architecture) sarvice ‘accessible toca able to popular-based community: action: groups,” ‘tenants “assotiations, trades councils, ete. The -unton; in coblakoration with the ‘elient," workers. could. bangin to: take control at: their dwn destinies, their. trade Ped union could also act positively and effectively in other ways, in the office, the profession, the building industry and the community. For example: 1. If architectural workers were well-organised, they, together with other organised workers in the building industry, could exert the political influence that is necessary to stop the cuts in socially-necessary building expenditure and investment. The use of the building industry by successive governmants as a handy "economic requlator" (however in- effective) is partly a reflection of the comparative weakness of trade union organisation in the industry. 4. times when a reckless scramble and material resources, are wall reasonable employment prospects in the industry, architectural workers, if organised, would be in a position to campaign for an end to the use of the building industry by the market for bankers and speculators and cultural facilities for whole range of human, material construction sector be used the luxury of the few or to maintain elitist, oppressive available to the and not for institutions at home or are well-organised will ulate and forcefully present designed, well-built, cratically-planned buildings. gun to demonstrate that floor" as well as in the broader political and wasteful abroad. Only if they Its disastrous effects, even in boom for profits stretches inadequate known. But beyond merely fighting system to ensure profit and power instead of decent housing, the community. They could industrial, social demand that the and financial resources for the good of the community fascist and racist regimes architectural workers be able to develop, artic- their demand for the right socially-useful, environmentally=sound The Lucas Aerospace shop demands of this nature can arena. stewards have be- be made on the "shop to produce well and demo- human for 2.3 Collaborate with organised building workers not only in their campaign to end tne "lump," but also to ensure decent, healthy and safe conditions on site and to develop "Green Ban"-type actions blacking politically, socially or environmentally destructive projects. Architectural workers could also begin to refuse to collaborate on projects unless the workers who build them are ensured fair wages, decent conditions and trade union representation. Campaign for changes in the Architects Registration Acts to alter the composition of the Architects Registration Council in order to give it a lay majority representative of the population as a whole and an archi- tectural minority elected directly by workers and employers in proportion to their numerical strengths. Such an ARCUK, removed from control by architecturel management, should stop delegating responsibility for ar- chitectural education to the RIBA and should promulgate and enforce a "code of conduct" which is in the interests of the public and the workers in the profession, not those of architectural businessmen. The code should only permit among architects non-profit, self-managed forms of practice which provide for direct accountability to the community and complete internal democracy. Protection of the title, "architect," and control over architectural education should no longer be used to filter out those potential architects who come from working-class backgrounds or who otherwise fail to fit the mold required by architectural manage- ment to perpetuate the present system of architecture. Architectural ed- ucation should aim instead to produce socially, technically..and creatively competent architectural workers. This need is shared by all“ architectural = workers; a union could fight for an end to education without jobs abd jobs pelisok education by demanding on-the-job training ana@-continuing educa- ion Collaborate with trade unions in other EEC countries to ensure that FEC policies affectino architectural practice, the building industry and the environment are in the interests of architectural workers and the community. im at have not yet been stamped- out. With "modern architecture". discredited, designers have desperately’ ‘searched for more sophisticated and credible technical" answers?''for another would-be solution which avoids the need for changes’ in’ the! structure, of the profession (iva, neo- vernacular, historical ‘conservation, alternative technology, energy conservation, etc.). As consensus: is lacking, however , the latest hope appesars to be a sort of enlightened neo--eclecticism, Lee caramelaie He.gRieseg ‘forward for. the building industry and for the gommauntsy- We don't see or- ganisation. ‘in the work place aS a panacea. We see: it as one Necessary in- gredient, invan interdependent, three- Fold strategy for progress, alongside action in the community ‘to develop structures of direct involvment and .ac- countability and political action on a broader scale. ‘No. doubt there |are: some who are now thinking, "...but surely, there must bo some solution besides unionisation..." A brief look at the recent his- tory of. "progressive directions" in architecture will help provide: ‘the an- aResiers Here are nine. ways that Warchitécte ‘Df conscience". eave attempted, ig Eh ‘varying degrees OF. success, to find a:‘way out: i BIE Various "formalisms" and-other attempts to seek: "technical. solutions" to political problems have always been popular in the profession. (Cyrics might. say that is the profession's main ‘role.) From.the late Nineteenth Century. until after the Second World War, the gréatest en- ergy of many talented and dedicated architects went into the “¢rusade" fot "Modern Architecture," a style which lent itself better t6 a capital- “tintensive building and design industry than did more traditional styles but which acquired an air of social progressiveness because some of its . leading, exponents weré Sdéial Democrats or Communists (and some Social Democrats and Communists patronised the style), thus. encouraging’ the Nazis to attack the, style. This gave it great credibility after. the Second, World War until its massive shortcomings became so painfully and tnagically obvious - that. they could no.,lenger:be glossed: overs: This’ "move- ment" has by now all: but gone into. hiding, though' cits. influence ‘persists and though its simple- minded concern for "pationalissation" and ““indus-— trialisation" of “building continues ta obsess a few die-hards and make: : .headvay where traditional’ labour-intensive building methods and skills 2. Many who realised ‘that formalisms, “including ibdchnandabbac fetishism," would solve none of the underlying problems of architecture and only served: to.mystify the profession andthe public put their faith into ‘the extension of socialism=nationalisation into the. practice. of archi- .tecture. For them, the local authority architect's department was: to be the answer. The notion of a bureaucratic and centralised socialism, however, no longer has the "pull" it once had. The failuroef public sector architecture, modeled on private practice, to change the internal Telations in the production of architecture and its inabilittyo with- stand the forces of the market system externally have created broad disillusionment with local authority practice, as a solution in itself, both from within and from the community. rt a our ‘opinion: ‘that, there are very ‘tau problems facing architecture “today that trade’ union organisation and action could not come to grips with! and, make a real contribution towards resolving. We believe that union- i isation’ is “the only way that architectural workers can begin to gain con- i over ‘their working lives. at the same time it would be -a positive step, UNIGNISATION WORKING GROUP The New Architecture Movement, Central London Group November 1976 ARCHITECTURAL WORKERS AND TRADE UNIONISM Draft report on the organisation of architectural and allied workers PREFACE Thie draft report on the organisation of architectural and allied workere has been prepared by the Unionisation Working Group of Eantral London "NAM" for the New Architecture Movemant conferande being Held ih Blackpédl,y No- vember 26-26, 1976, It is based on six montha of discussion among ourselves, with officials of some of the relavant trade uniona and with interested in- dividuals bath inside and outside of "NAM," ae well aa upon reading of some of the relevant Literature. Ite purpose is te bring into focus and stimu- late discussion upon a subject which the Unionisation working Group believe requires urgent action by the New Architecture Movement and all workers ine volved in tha dasign of the built environment. CONTENTS Part One: INTROGUCTION: why is trade unionism on the architectural agenda now? Part Twa: SHOULD ARCHITECTURAL WORKERS ORGANISE? Part Three: CAN ARCHITECTURAL WORKERS ORGANISE? Part Fours HOW SHOULO ARCHITECTURAL WORKERS ORGANISE? {includes "racommendations"} Part Fiver WHAT ARE THE FIAST STEPS? Short Bibligraphy ADDENDA PAGE Tnloae 2slees Beteos Asteoe 5e7 6.1 Cel Part Une INTROGUCTION: why is trade ufiohiam om the arshitectureal agenda now? Nearly a year ago, the Council of Enginesring Inetitutions, a sort of aupereRIBA grouping the yarious institutes BR oncempassing some 300,000 shartered profeseiofial engineers, lesusd a ceport antitied, "Professional Engineere efd Trade Uniofie.” The report noted that ower a third of pros feesionel engimeere are already in unicne but pointed cut that im the pri# wate sector, where over 60% of profeseional efgineers are smployed, only 40% are already organised, The report concentrated, tharefora, on that areas Noting the bread=andebutter ificeftives for enginesrs to orgafiee and seelifig the glosed shop end eome form of employee participation in management mene eeing on the horizon, the CEL urged profeesional engineers in the private sector to Join amail, slitist "ysoudo-uniwoinllsi"ng to gollaborate with the Chartered Inetitutions. This, it was hoped, would foresatall the growth of the bonas?ide, TUC«sffilieted unione like TASS {of the AUEW) and ASTMS, who had already begun orgsnising spgineers, not to manbion the possibility of angineers orgeahieing their awn union. Whatever the chances of the CEL pips-dream bearing Fraélt, we can expact a similar effort to be made by the RIGA and RIGS, if thay can get together, assuming the RIGA can get itself together. For even the custodians of Port- land Place paternaliem will. soon begin to think twice about trying sa once again to sweep the subject of trade unioniem under the ruq. Nobwithetanding an enonomiec crisis which ia ateadily cutting the real income sf architece tural workers and monumentalising their lack of amloyment security, pree<- sure for job satisfaction and industrial demosreacy continues, slowly but surely, to grow. White collar organisation, right up to management level, is the growth araa in trade unlonism now, anc the virtuel collapea of the sharteLlived and loudly«trumpeted "presence" of ealaried architecte on the RIBA Couneil can only ba taken as the handwriting on the wall. Evan Church of England vicers have begun erganising now, and young lawyers are starting to join the Traneaport and Generel Workers Union. Having nearly recovered from the Modern Movement, and now passing on to energy consarvetion, his- tordeal coneervation and maybe aven "oattarn books," can architecture, we ask, faasay bo for Sohied what ia the problem? Let ue very briefly review tha situation in arohitec- ture todey. The "profeestonal myth" perpetuated by the RIBA and the echools of architecture, with help from the madia, would hava us believe that tha profeseion ie etill (if 14 ever was) s community of equals or near-equals,. with gg a partnerehip the eventual outcome of the typical paefase architec- turel caraer. The profeasian ie in fast made up of near equale as far as ability to do the work of architecturs ie coneerned, which helps to keep the myth alive. The crucial reality, however, ie thet over(209) of thea pro- feesion is alraady saleried. Tha figura is steadily increasing. No doubt any amateur mathematicien could quickly figure cut the probability of some- one now beginning a carser in architecture ever becoming a partner. It?s probably no better than one in six and hardly improved by the even more remote poseibility of becoming 4 principal in the public sector, which has by and large modeled its eteucture and methods on those of private prac~ tice. In the past, wa ara told, a young architect could reasonably look forward to the day whan ha would gain sentrol over hie work, win the res- pact of the community, achieve & lavel of economic well-being and fulfill hie professionsl obligations by “becoming hie own bose." Today, only a tiny and ever-decreasing percentage of architectural workere will evar achieve |this status. The most that the overwhelming majority can look forward to is a continuing life of drawing board drudgery, inaecurity and alienation. architectural assistants, technicians, draughtemen, etc., on the other hand. ‘The situation is slightly obscured by the Arohitacts Registration Council's legal restriction of the uee of the title, "Architect." ARCUK aside, the term ‘architect" can be teken to mean, "designer of buildings; who prepares plans and superintends sonatruction.'| This commonly accepted definition obviously rules out much of architectural management who have long since ceased to be architects (if they ever were}, despite their continued and legally-sanctioned uee of tha title. On the other hand, many who actually do the designing, draughting, specifying and supervision of construction on site are prohibited by law from describing themeelves aa “architecta." In this report we are concerned:with the people whe by and large do the work of architecture. These are the “architectural workers," aa opposed to architectural managament, whether partners or ealariad. The current economic crieis, whish has resulted in large-scale radundan- cies throughout the entire building industry, has begun to clarify Por many architectural workers a situation which pargsiete through boom as wejl as bust. Architectural employment in the private sector, which com- prises over half the profeesion, is now dewn 25% fram its level at the end of 1974 and this is axpected to reach 30% by the end of nmaxt month. 9 Tod The fact that is dawning on architecturel workers with ever-inoreasing clarity and force is that architecture like any other business. Hut what is an “architectural worker?" As in any other bueiness, the cornerstone of archibeotural practice is a divielon of the "players" into a small minority of businessmen and bureaucrate, the management, on the one hand, and architectural ia, firat and foremost, a business, workera, be they architects, In the public sector it is already down between two and four per cent, , and the axpected redundancies have only just bagqun. The official “unam~ a uJ ployment rate" among AACUK's “architacte" ia estimated to be over 10%, WY panditiepredictedinsomequartersthatitwillriseto25%inthe Mud coming year. The architectural worker, whether already on the dele queue or still at the drawing board and hoping that tha next round of redundan- ko, Cies will pase him by, is reduced to waiting (with the patience that has ve becomeexpectedofhim)forthenextbuildingboom,thoughthefearis (ag asee ground that this may be a long way off if it ever does material- [gwibiog ise. In the meantime, architectural workers have geen their real incomes a“ steadily declining during the past few years. This haa been particularly marked in private practios, the birthplace of ths profassion. A deeper and broader dissatisfaction with the situation in erchitecture runs equally through both private and public practice. Taught ta consider himaelf (or herself) technically competent, socially concerned, and pro- feeaionally independent, the architectural worker ia forcad te work within bf aayetemthatgiveahim,justastheworkersinotharindustries,necontrol over hie working lif_—e, His technical, eraative and sacial concerns and cap- ‘abilities are continually frustrated by the arbitrary and unaccountable f \ power of the sama people who are making hia scenamic position incresaingly - untenable: the architectural busineasmen, who are mote in sympathy with the bankers and bureaucrats with whom thay play golf than with the workers in their offices or the people who must live in the buildings fer which they are so quick te take credit ehowld the critics applaud. The archit|ectural worker ie separated from hia fellow workere in the of- fice by excessive division of Labour, slaborate atatus groupings and a - competitiveneas which owas more to the realities of employer-employee re- SG lationshipe in the profession than it deas to any artistic preteneiona. At the same time he ls denied the contact with the client, not to mantion the people whe will actually use the buildings he deeigns, without which it is impossible for him properly to carry out his responsibilities. Con- tact with the building workers who must use the drawings and specification he produces in order to build "his" building is hardly more fraquant or profound. Sat in this context, the architectural workers ultimate aliena~ tion from tha product itealf is inevitable. While the "myth of the professional” has basen waering thin on the architec- tural worker, the so-called "crigis in architecture," a crisis of both con= fidence and identity, has been brought closer to the tanition point by the unprecedented collapse of public confidence in tha architantural profession. Thie has quite understandingly followed Aonan Point, Centrepoint, Summerland a 5s “= : = as 72 —_ 4 CO” 3 2 +) ? anal * hast the queetion of trade unioniam in architecture. 1.4 and Poulson, not to mention the profession's full-scale collaboration in the deatruction of countless neighbourhoods and towne whose only crime was with the shabby yet expeneive wasteland of arbitrary and oppressive "se~ tates" and "blooks," motarways and parking.garages, shapping centres,- civic centree and cultural centres which (save for central heating and indoor toilets) signify ‘modern architecturs" for the man in what used to be the street. It 1s becoming inereasingly obvious to both architectural workers and the public that architecture as it is now practised sarves only the inter~- ee$s of the few and remains inaccessible and unaccountable to the community, deepite all the committess, enquiries and reports, codas of conduet, pilot projects and pious sentiments about participation and public service. Communities want centrol over their environment and architectural workers are beginning ta realise the need for central cvar their working lives, for a chances both to survive sconomically sreatively snd socially responsible erchitesture of which they are capable. Hut how has the architectural worker come to Pind himaslf in thie situation af exploitation, isolation and alienation? The ralentlase drive, which no anterprisa in the market economy can profit slement and steadily declining labour element has resulted, in ar- chitecture, in larger and more hierarchical practicas. These are increas~ ingly bureaucratic amd arbitrary, remote ard unaccountable, unable to util- ise fully the human ekille and material resources made available to them. To ensure higher profits, including thea means to pay higher interest and insurence charges, the owrera of pranticas have had to eut their labour costs by reducing manning, cutting salaries, both proportionally and in real terms, and reducing tha time not only to gach job but aleo te back-up like on-the-job training, contin- uing education, research and other "labour casts," be thay pensione, other payments or social provisions. Of course, this cost cutting is mat only against the intsreate of architectural must do the work of architecturs from job, thie cutting of “Labour costs" ia againat the public interest as wall. The collapae of public confidence in thea profession is no coincidence. and to praduce the technically, avoid, towarde an ever-increasing and resources which can be allocated Oeepite the ecoasional feudal remnants with which we are all too familiar, it is obvious, then, that architecture hae or what some describe as "monopoly capitalism." What, then, is the responee of the architectural worker? It is in thie entered the age of capitbaliames. context that wea muet consider workers. By preventing those who doing a competent and reaponsible Part Tiges necsteameletine seh emesaerNee damend, for axanple: SHOULD ARERTTECTURAL WORKERS ORGANISE? We heve sean how architectural workers are slowly and oainfully hacoming auere that their emoloyment security, their standard of Living, and the what, how, and why of the werk thay do, not to mention the quality of thea environment which thay share ag mambare of the community, are as much at the mercy of tha market syatem ag those of any other working peonle. with the "orofeestonal myth" notsG inte "engreaaive eollagseTM and their "nro- laterlanisstion® coming home to racet, they begin te reallee thet they have mote intersete in sommon with ether workers in the Building induehey, and indeed in all industry, than they have with thede owe amployerea,Fut, lack. ing any ordarieation of their own, the craanpanse of architectural workera ao far, sepaeially in the hard-hit orivate sector whare the probleme sre moet olearing, has been, not surprisingly, suoine, Yarkers that were “nroleatarianiaad® tone; before hava for over « cantury seen the anawer in solidarity. The trade unien movement ia the institutional Fore which that solidarity has taken, Through their uriene, working paanle have defanded thatr standard of living and right to work sqainet the rAayAgan of capital, At the eame time, thay have beaun argeniaing to overthrow the whole market ayatem and eatablish democratic control aver all asnerte of their working lives, so thet the human, amstural and culturel rasourcea of the nation may be used, cationally, for the benefit of all. that could trade union orasmisatian accomplieh for architechurel workers? Ae in other industries, the first satan is to make collective baroatring by the organised workers the method by which all qubetions of amoloyar-employes relations are resolved. The architectural workers union would need to finht for recognition as thair representative and, threuah collective bergaining, 1, An and to arbitrary, unnecessary, and inequitable redundencies, To teen going in tima oP crisis, excess orofite sid so-called “management expan see" should be trimmed, not jotsa. Where any redundancies ara agraad ta be unavoidable, the "who, when and how must be regotisted in detail with the union and those made redundant civen adequate motica and radundancy nay, (We do not conaidar the present leqel minimum at all adequate. ) Em nloyera should contribute to an industry-wide supplementary uneamnloyment insurance acheme., The use of architecture} “lump” Lshbour must be anded. 2 Collective nenotiation of salaries, hours, and sll other canditione of anployment, to enaure for all architectural workers « tassonable stan- dard of living. This would inelurte: a, Reducing axcessive and divisive pay differentials, particularly by raising the grosely inadequate ealariea of tha lowast-paid architer- tural workers. bs Stopping the decline in real wagae and ingurings that selery levale Sllow architectural workers to maintain their etandard of living. c. In arder to share squitebly the work available, a maximum work yaak of 324 houre and no ovartime work as a subetitute for full employment. Tf? overtime work ie unavoldsble, if should he osid, end at an annrape tiate rate. de A minimum af one month'e paid vacation for all ‘srohitectural workers. e. ting unified and avenuere pansion plan cavering all architectural am- ployment. /f,. Adequate paid peiweatey (and paternity) a and provision of day hurseries at or nsar the office. : f qs Safe and healthy working conditions: including senting, Lighting and Fire pracautionsa. 3. Suffielent time off with pay for attendance at relevant. courses, canfer~ “ences and meatingsa,a weil ag for trade union activitise: “"relavanceTM to be determined by the union oroanisation in the of fice.. The situation in architecture today, howaver, makes it necasaary for 2 unien to ao bayend theses vital "bread=and-buttert iasues. Aunton could damands 4. An arid to “‘sraduetion Line” management techniques, the. arbitrary divi- sion of labour and the artificiel separation of architectural workers OTP AEG *profaseionals® and "technicians." fsThaoppertunitytodogechjobreeponsibly!nespeed-upanednocutting of corners. “eo 3, Adhéranée to a unian-develoned "“oode of conduct” whieh would prevent architectural workers feem haveing to collaborate in the destruction ‘af our natural arid architectural heriteags, the breaking up of echerant popular neighbourheoda, and the divarelen oP valuable maherict and human resources Prom agcially-ueseful prejecta to apeculative, monumental, pres- tige, authoritarian and colonial onea. 4, Am and to: necrative management and erbditrary daciatians over the lives “ig architectural workere as well an over the planning,. design, sonstruc~ tian and mananament af tha built environment, Architectural workere need Fe " “not merely “open baoke,” but complate, danocratic control over every eapect of architectural oractics, Ewpleyertso contributepe,ar emnloyes, to a unien-administered fund setab- lishing small, democratically-arganised Locally-basead "community dasign offices” to provide an architectural service accesaible ta and account+ able to popular-based community ation qrouns, tenants associations, trades councils, ete. The union, in callahoration with the "cellent," would staff each office with architectural workara, whoee smoloyearts would be requitad to grant “leaveof absence." Firms could be oiven the option of converting to amell, nonenrofit, salf-mananad practices undet a suitable framework eneurine aeeourtabilfty to the community and en-ordination with other sommunity desion offices. Cither way, we would “ beoin te build, from the grasa roots up, a genaeretigastyse gansaay and ‘Lacally-eontrolled "national design service." Solidarity doea not: juat mean collective bargaining. Thove familiar with trade unions: know howe, in addition, Shey defend workers against discrimi - nation, - unfair diamiseaal or vichimisation, either by Legal renrasantation at tribunals ot by more ‘direct Sehon Floor" ection. And while ecallective “bargaining adreamente are cleerly the nrimary mathod wheraby architectural workers could begin to take control of their own destinies, their trade union could also ant positively and effectively in other ways, in the office, the profession, the building industry and the community. For example: 1. If architectural workers were well-organised, they, together with other organised workers in the building industry, could exert the political influence that is necessary to stop the cuts in socially-necessary building expenditure and investment. The use of the building industry by successive governmants as a handy “economic regulator" (however in- effective) is partly a reflection of the comparative weakness of trade union organisation in the industry. Its disastrous effects, even in boom times when a reckless seramble for profits stretches inadequate human and material resources, are well known, But beyond merely fighting for reasonable employment prospects in the industry, architectural workers, if organised, would be in a position to campaign for an end to the use of the building industry by the market system tc ensure profit and power for bankers and speculators instead of derent housing, industrial, social and cultural facilities for the community. They could demand that the whole range of human, material and financial resources available to the construction sector he usec for the good of the community and not for the luxury of the few or to maintain elitist, oppressive and wasteful institutions at home or fascist arid racist regimes abroad. Only if they are well-organised will architectural workers be able to develop, artic- ulate and forcefully present their demand for the right to produce well designed, well-built, sociaily-useful, environmentally-sound and demo- cratically~planned buiidings. The Lucas Aerospace shop stewards have be- gun to demonstrate that demands of tinis nature can be made on the "shop Floor" as well as in tine broader pelitical arena. 2. Collaborate with organised building workers not only in their campaign to and tne "lump," but also to ensure decent, healthy and safe conditions on site aiid to develop “Green SariTM-type actions blacking politically, sociaily or environmentally destructive projects. Architectural workers could also tegin to sefuse to collaborate on projects unless the workers who build them ara ensurec fair wages, decent conditions and trade union representatisn. 3. Campaign for charges in the Architects Registration Acts to alter the composition a? the Architects Reoistration Cfeuncil in order to give it a lay majority veotesentative of the population as a whole and an archi- tectural minerity 3lected cirectly by workers and employers in proportion to their numerical strengths. Such an ARCUK, cemoved from control by architercturai management, should step deiegatino responsibility for ar- chitectural education to the RIBA and shouid promulgate and enforce a "code of conduct" which is in the interests of the public and the workers in the profession, not those of architectural businessmen. The code should only permit among architects non-profit, self-managed forms of practice which nrovide for direct accountability to the community and complete internal democracy. Protection of the titie, "architect," and control over architectural education should no longer be used to filter out those potential architects who come from working-class backgrounds or who otherwise fail to fit the moid required by architectural manage- ment to perpetuate the present system of architecture. Architectural ed- ucation should aim instead to produce socially, technically and creatively competent architectural workers. This need is shared by all architectural workers; a union could fight for an end to education without jobs abd jobs without education by demanding on-the-job training and continuing educa- tion 4. Collaborate with trade unions in other EEC countries to ensure that EEC policies affecting architectural practice, the building industry and the environment are in the interests of architectural workers and the community. 20 It is our opinion that there are very few problems facing architecture today that trade union organisation and action could not come to grips with and make a real contribution towards resolving. We believe that union- isation is the only way that architectural workers can begin to gain con- trol over their working lives. At the same time it would be a positive step forward for the building industry and for the community. We don't see or- ganisation in the work place as a panacea. We see it as one necessary in- gredient in an interdegendent, three-fold strategy for progress, alongside action in the community to develop structures of direct involvment and ac- countability and political action on a broader scale. No doubt there are some who are now thinking, "...but surely, there must be some solution besides unionisation..." A brief look at the recent his- tory of "progressive directions" in architecture will help provide the an- swer. Here are nine ways that "architects of conscience" have attempted, with varying degrees of success, to find a way out: 1. Various "formalisms" and other attempts to seek "technical solutions" to political problems have always been popular in the profession. (Cynics might say that is the profession's main role.) From the late Nineteenth Century until after the Second World War, the greatest en- ergy of many talented and dedicated architects went into the "crusade" for "Modern Architecture," a style which lent itself better to a capital- intensive building and design industry than did more traditional styles but which acquired an air of social progressiveness because some of its leading exponents were Social Democrats or Communists (and some Social Democrats and Communists patronised the style), thus encouraging the Nazis to attack the style. This gave it great credibility after the Second World War until its massive shortcomings became so painfully and tragically obvious that they could no longer be glossed over. This "move- ment" has by now all but gone into hiding, though its influence persists and though its simple-minded concern for "rationalisation" and "indus- trialisation" of building continues to obsess a few die-hards and make headway where traditional labour-intensive building methods and skills have not yet been stamped out. With "modern architecture" discredited, designers have desperately searched for more sophisticated and credible "technical" answers: for another would-be solution which avoids the need for changes in the structure of the profession (i.e., neo-vernacular, historical conservation, alternative technology, energy conservation, etc.). As consensus is lacking, however, the latest hope appears to be a sort of enlightened neo--eclecticism. 2. Many who realised that formalisms, including "technocratic fetishism," would solve none of the underlying problems of architecture and only served to mystify the profession and the public put their faith into the extension of socialism=nationalisation into the practice of archi- tecture. For them, the local authority architect's department was to be the answer. The notion of a bureaucratic and centralised socialism, however, no longer has the "pull" it once had. The failure of public sector architecture, modeled on private practice, to change the internal relations in the production of architecture and its inability to with- stand the forces of the market system externally have created broad disillusionment with local authority practice, as a solution in itself, both from within and from the community. themselves? NO 3, In an attempt to learn from the mistakes of more conventional practices, a few "enlightened" architects have tried to create small, fairly "respon- sive practices, more or less "democratically" fun.as ‘cooperatives or mod- ified partnerships. As “None-off" cases they have been obliged to compete ‘in isoletion for patronage, manpower, financing, etc. in a completely capitalist system whose business and professional structure has been designed for their more bureaucratic, hierarchical and profit-oriebted copetitors. Yet because of their internal advantages as well as the un- -usual amount of talent, effort and committment which those involved have brought to them, some of these practices have achieved limited.success “bndvheavevneb:eenseizeduponbytheprofessionandmediaassignsof progress. Signs of hope they are, but it would be foolish ‘to believe that inthepresentcontextsuchacourseifrealistiopceanltol:yanymore than a token number of practices,.. Others in a related vein sought to rectify the obvious lack of direct accountability to the community which has characterised both private and public practice and set up would-be “community architecture offices" in the wake of the "advocacy planning" movement. These have been involved, with varying degrees of success, .in:fighting the planning and architec- ture establishment in the name of threatened local, generally wotking- class, communities and providing them with architectural services to: . <Whichthey’wouldnototherhawvei‘asccess.Itappearsthatwhiletoken, scattered local successes may be tolerated, if not ancouraged, in order _,to. give the profession aslightly more’ progressive and dynamic ‘public “image. and to keep busy. and content some:of the more committed young architectural workers while.at the same time isclating them from the “umainstream" of architectural: workers in- the offices, "downtown," there is’alsoreasontobelievethatthisdirecthairdloynac,cesisisbleas -g'Nggneral solution" on any scale without major structural changes in the “-pbofession. In the meantime, lacking a consolidated. power base and. with ‘tenuous sources:of funding and support, such offices may even run the risk of competition from the professional establishment itself, seeking “ ~*to move in on the new "market" they have opened up, recoup some respect- One step farther is taken by advocates of “Nself-build" who attempt to "drop-out" of the building industry and all its frustrations, though they sometimes do reserve a continuing role for the architect. “Others have chosen to try to minimise their connections with the mar- ket system itself by setting up rural: "communes." This again, though presenting a challenging model, is not an option open to large numbers Some thoughtful architects, seeing no socially or creatively positive role possible within practice as it now is, have retreated into afchi- tectural education and theory. While there is no doubt that important contributions can be made in this field, even at times in isolation from practice, there can also be little doubt that there is ai tendency among some of these people to erect a protective shelter of mystification ~around their somewhat vulnerable and isolated professional Sosition. ability and ensure that "things don't go too far." .Seeing the need for basic changes in the professional structure itself, groups like the "New Architecture Movement" have begun to call for its -reorganisation into a national design service of small, locally-based, democratically-run non-profit practices directly atcountable tothe community. But without developing the industrial and political power to _begin to move in this direction. let alone to fully realise the propo- sals,,how will they even be able to realisticaaly develop the concepts ‘In the late Sixties, some salaried architects began the latest attempt to gain influence within the employers! organisation. The Salaried Arch- of people in the ptesent context. itects Group in the RIBA was formed and the RIBA's electoral system mod- ified in the hope of giving the salaried majority of RIBA members some control of the organisation. The group has subsequently spent four years of considerable effort achieving token recognition of the salaried arch- itect in a by now contradictory "Code of .Conduct" whose "enforcement" is still entrusted to the employers.;Meanwhile, involvment at Portland Place has tended to isolate these articulate and committed architectural workers from their "constituency" hile. their:token presence has perhaps encouraged the illusion: that. the RIBA might someday be made accountable to its salaried majority. How seriously would the RIBA'S “democratic framework" be taken if it were placed’ in the architectural..office itself rather than at Portland. Place, given the absence of strong"s nop floor" ‘organisation of architectural workers. We doubt whether the charade — could continue. B8y removing the scene of confrontation:firom the work- place, where the conflicts are,.to a sa-called "professional institute," the illusion of demovracy is sustained. Tactically, by trying to deal with the employers within the RIBA framework, bather than at the place of work, the S.A.G. allowed themselves to.be-separated from many of their fellow architectural workers who are not even eligible for RIBA membership, while allying themselves instead with some salaried architec- tural Management. If this is beginning to read like a "nine lives of architectural reformism," it's no coinciderice. Ali the ebove-mentioned. "tendencies" try to solve the problems facing architecture by a solution within the scope of action by the isolated individual. They demonstrate an increasingly frenzied attempt... to avoid the inevitableth:e need for collective action on the part of arch- itectural workers to bagin. to transform the productive relations within ar- chitecture itself. _It.is our opinion that only when architectural workers” are _organised will these tendencies wgzyx cease to be "diversions" and be- gin. to make a posiitive |and significant contribution to architectural and social progress The extento which this happens will..depenncodt. only on whether architec- . Suen workers organise, but how they co so. we thimk we have shown sort of unionisation will be better than none. ‘The real question now.is whatkionftdradeunionorganisationisappropriateforarchitectural workers toda¥? Although we shall deal with this in more detail in Part Four, it is.useful to outline a general approach here. webéliavethattheproblemistochoanoappsroaech.totradeunionism (from among the many) ‘which will not only facilitate: organisation but will at the same time have tho: best chance of maximisingt.he eventual benefits of organisation to architectural workers, The direction we would recommend mem has already been. implied in our anal - ysis of the situation in architecture could accomplish. It might be termed the "workers! control" conception of trade unionism. the industry. and the community. today. and our .sketch of what a. union that any 2.6 environmental questions. This conception stresses the need for workers to gain“full, democratic: ‘control over all aspects of their working lives, not just wages, hours, job security and pensions. It does this not merely out of a fundamental faith in democracy and egalitarianism, and their ability to mobilise people's productive and creative capacities, nor merely out of a recog- s nition that low wages and insecurity are not the only harmful and oppressive aspects of capitalist control which need to be met head-on. It oelieves that unless wprkers take the initiative and militantly fight and destroy that system of capitalist control where they work, replacing "management prerogative" with democratic self-management , the fight for even decent wages and job security will remain a rear-guard, defensive action, ine creasingly unfruitful. The workers' control approach sees strong, militant and democratic "shop floor" trade union organisation as not merely an aasential means in the struggle for workers! control but the embryo as well for the end which is being sought. While it emphasizes the primacyo.f the work place as the scene of the confrontation between two mutually-antagonistic conceptions of social organisation, it stresses as well the complementary need for militant political mobilisation on a broader plane to replace the market _ system and the institutions which perpetuate it. 2.7 The workers! control conception has a long history which received added momentum from the ferment of 1968 and 1969. Unlike some of the more flam- boyant manifestations of that period which tally suppressed, it has continued to develop and make a stronger impact on the British Odie: Wine movement, as witnessed of they key role of "shop stewards" in the trial occupations and setting up of self-managed pected legislation for a baginning of some formalised "industrial democ- racy" and in the far-sighted and aggressive union activity typified by the "Green Sans" Building Labourers! Union. and. the. proposals a ‘production hich have been made ‘by the combine committee. Even in the USA, where narrow and essentially -"defensive" “bread-and- butter" trade unionism is particularly well-entrenched, large: unions. like the Oil, Chemical and Atomic Workers have recently pioneered health the giant United Auto Workers (which covers aircraft industry as well) have begun to devote considerable attention to have withered away or been bru- in thé growing recognition union structure, in the indus- cooperatives, in the ex- attitude toward, the Ssocmere? pioneered by the Australian for conversion to socially-use- ‘kucas -‘Aerospace shop. stauards the traditionn of a‘stong but and safety agreements and much heavy machinery and the We believe that this type of trade unionism is the most likely to be rele- vant to the concerns of architectural workers about the nature of the prod- uct they produce and the use to which it is put, about the way the work of architecture is organised, and about the sétisfaction they receive from doing their job. Its explicit call for self-management is pabticularly relevant in architectural practice, where many of the"obstacles" to it which exist in industry are more easily overcome. Moreover, because of its broader appeal and its emphasis on strong "shop floor" organisation, it may also be most likely to achieve significant and lasting progress on "bread-and-butter" questions as well. lle believe that architectural workers need a positive trade unionism whose aim is to combat both the material privations of the market system and the lack of accountability and humanity which it engenders. This requires a unionism based in the daily experience of its members and accountable to their wishes. Trade union organisation firmly based on the "shop floor" will enable members to formulate policies in the context they know best. In this way, too, the everyday opposition of workers to the oppressive and de-humanising forges of the market remains undiluted by remote hierarchies acting on their behalf. Whatever the advantages that the trade union organisation, per se, of architectural workers may have for themselves, the industry and the com- munity, and the significant additional advantages of a workers' control approach to organisation, the reality we are faced with is that architec- tural workers are, in general, not now either organised or in the process of organising. The next question, then, is whether architectural workers are really capable of organising. Part Three CAN ARCHITECTURAL WORKERS ORGANISE? arehitecture and’ ‘ta conaider ite implications, non-manual worker previously in the various craft sectiaong.of UCATT. Ie there raaily any resson to believe that architectural workere actually can get orgenisad, notwithstanding the need to do so? The idea of a4trade union for architeotural workers ip nob, in fact, antirely a new one. we believe at ie instructive briefly to examine the history of organising 3in The "Architects? and Surveyors! Assistante Profegetonal Union" (ASAPU) waa foundad in 1919 amidst the intense industrial unrest ‘and union eaotivity which Pollowad the 1914-1918 war. In 4924, alr3ady 60% of the profsasion was ealaried. The union grew in strength te 2500 by the mid-Twerties, at a time when there were only about 12,000 "architects." ‘In 4924, the name was changed to "Association of Architects, Surveyare and Technical Revio~ tante" (AASTA). By tha mid~Thirties, in tha depthe ‘of the Depression, » though 70% of the profeesion was by ther salaried, unemployment wes 30%and the membership wae agein 2500. Aftar the Seeand world War, the name waa, changed again to the "Association of Bui ding Yachniiniane.TM Membership . was 3500, where it has remained, though today Few members are architect a or atchitectural ‘technicians. The AST ginal gamated with eaveral building craft uniane to form the “Union oF fohsetruction, Qilied Trades and Tech- nicianat (UCATT) in the late Sixties and this yaar waa abeorbed into the Larger sy navly=formed nSUPELVAigory Tachnical, Administrative, Managerial- and Profesaional® (STAMP) section of UCATT, incorporating all salaried, During ite heydey in the’ Twenties and Thirties, the union consisted mainly of architecte and draughtsman and conéentrated ite energy on trying bo gat e minimum salary acala for the profession, to get Ne oeucontatian Par ealar- ded architects on tha RIBA Council and te Limit the number of workers en tering arohitectura by setting more stringent and timea-canauming educational standards. Ite main efforte on these issues were made in megotiatione with the RIBA, rather than directly with the employer in tha architectural office, where if wae naver able to reach a noeiiion of baing recognised aa the rep- tesentative of ite mambers in collective bargaining. It collaborated with the RIBA in supporting the passage of tha Architects Registration Acta, apparently in "return" for expected AIBA agreement to a minimuin gulary acale. Strangely enough, the RIBA never did agree to one. AASTA then adapted a some~ what more militant tone, and mambarahip took am upturn. It didn*t sffiliate to the TUC, however, until 1939,| why, despite ite pioneering efforts and some significant achievements, did the ABT "fade into obscurity" as a trade union for architectural vworkere? iesishiceenp aemasatnemmaneers 4s See addandum for more detailed history of ASAP. AASTA«RAT.«STAMP, ieee e pe syn gee We have identified four related factors which wa believe are relavant: 1. First of all, the union never achieved any real bargaining strength 2. Portland Place. In short, if was never able ta "deliver the gaods."” The attitude of trying to gat invited to dine with the employers Cin- stead af arganising their kitenan atat f) had another serious effect. The union was badly, if not mortally, compromised by its collaboration with tha RIGA. It fought for saats on the RIBA Council, helped set up the RIBA Board ef Education, supported the Architects Reaistratian Acts and devoted much of ites anergy in the Thirties to joint appeals, with tne RISA and Qullding canmtractors, toa the government to gat nelp for the industry. Some of its inadership even took an activa role in RIBA affairs. Yet it had never bean in a position to deal with the employers? orgqanisa~ tion from a pagitian of strength. Lacking a atrong organisational be in the offica, the union structure came to revelve around the branches and nmetional executive rather than around "ehap stewards" directly representing he arqanised worker. This may be OK. for a "friendly society," but wa believe it doas net make for a ebrong union, may facilitate domination by a bureaucratic minority, and results in the leadership gatting out ef touch with the rank and file. Finally, the credibility af the union as the representative of the archi- tectural worker may have been called into question by the prominence in the union of salaried architectural management. One can speculate as well on their effect upon union policy and strategy, especially as some ware active at the sama Lima in the employars?t institutions. More about this later, “- 3. 4, where it counts, on tha “Yahon Pfloar." This may have been the rasult of several factors. As historical context, less of the profession was sal- atied in those days and amall offices were mors mumerous, making affective organising mora difficult. The legislative and judicial situation then alao made union recognition mare difficult’ than it is naw. Much of the union leadership at ane time apparently aubseribed to the then current "soulaliem in one country" line emanating from Moscow and was perhans not oriented towarda industrial mibitanoy in Britain. Instead, several rege to managerial positions in lseal authority (and even private) prac- tice and to prominence in the RIBA, whether in pursuit of the party line or of personal inclination it is difficult to judge. In addition, aa a YeraPt"® union, it had too little interest in organising all amployees, including clerical staff, in the offices. Solidarity at tha place of ,!r wark too often took a back seat to discussions af “Yoraft*® issuas at While the ABT has been the only attempt in Britain at a spanifically archi- btectural trade union, architectural workers im the public sector, who now #}? 542 es" comprises at least 40% of the profession, have in addition had the optioen of joining. the relevant public sectar uniones | By now, throughout the pub- lic sector, trade unisns are racognised as the smployeesa® representatives Far collective bargaining. While there are extrems variations from offica to office, we believe that between 50 and 75% of the architectural workers in the public sector are union membegs, though we have been unable to sub- stantiate this. In any case, with the continued apread of the closad shap this number will inevitably grow. At the moment, though, architectural mem- bership in the public sector is probably lower than among other public sec- ter workers. None of the unions concerned actually knew how many architec- tural workers were members or what per cant of their “architectural con- stituency" thay had organised. Small wonder then that apparently few architectural workere take an active interest in thair public sector unian. Architectural workers have rarely found theae unions relevant to their day-to-day professional concerns, prab= ably because they are tiny minorities in unions otherwise having nothing to do with building and because the career structure in architecture may run not only through more than one union's territory in the public sector but obviously through the unerganised private sector as well. Because of that it is fairly unlikely that an architectural worker will become active in and make a committment to such a union. The public sector unions themselves have generally done Little to encourage sank and file activity or grass roots internal democracy, appearing some- timas to be bursaucracies aping the bureaucracy, They have tended to lack beth industrial and political militancy, too easily falling in step behind their employers? relatively benevolent paternalism. Hardly a good advertise- mant for trade unionism? Mogecver, because of the total lack of organisation’ in the privates secter, the employers there, through their institutions, have been able unilaterally to dictate the shape of the profession, public sec- tor included. There is thus reason to believe that organisation in the pri- vate sentor may be a prerequisite to injecting some life blood into trada unionism among public sector architectural workers. Public sector unionism among architectural workers may also suffer from another problem, one which we believe also contributed to the decline of the ABT. In the public sector, management is salaried. The public sector unions, like the ABT, have always allowad membership not only to the archi- 1. NALGO (National Association of Local Government Officers) in local authorities, regional hospital boards, 'Staff A&Sociation in the GLO/ILEA. IPCs water authorities, ete. GLC (InstituteTM of Professional Civil Servants in the DOE, PSA and other organs of central government. a Le I TSSA (Transport Salaried Staffs Association) in British Rail and London Transport. amployears! insti not unknown to follow a term as chief architect partnership in the private eee ultivated "in the ion can not only hamper in public practice by a calling inta question of the interesta of the ising itself. We believe isation teaches one lesson of the union, but by as the bona Fide defender Taw years confirms this, seeter, nourished by connactions (to say the public service." It is obvious how such a situa- the effective functioning the union's cradibility architectural worker it can prevant effective argan- that if the brief history it is that the short cut of architectural union- to failure lies along. f9% ° ms ct roles of the various design professions. teéctural worker but alee to the man who is the “bosstt for the practical purposes of everyday working life. These architectural managers have at timas been able to influence ar aven dominate unian activity (or inactivity) in their departments. Usually thay share the outlook and concerns of arch- tectural employers in privata practics and often take an active role in the whians,. Given the career structure in archit acture, it is the path of collaboration with management and Lts institutions. That is not the only difficulty to be encountered in arganising architec q “3 tural workers. Une of the classic argunents against the feasi bility of ¥ arganieation is that the incentives ta Join a trade union are Lackinas architects are well-paid; their employers are liberals; their work is neither back-breaking, impersonal nor Wazardous and providas a high Level af job satisfaction; and as "norofessionals" they anjay a high level of control aver the organisation of their work. Without Peginning a discussion af whether this was ayer an accurate picture, and For whom, we think have alrgady made clear that it is by now obvious that this no longer ap~ plies to the overwhelming majority of architectural workers », whose worrias in the present crisis only thinly conceal a deeper uncertainty about the future of the building industry and the aconamy, mot to mantion the future The other claseic arqumant is based upon anobher aspect of the "prefessional myth." The salaried architect, it goes, will aventually become a partner and not only sees his security ina partnership rather than through the solidar- ity of trade union action but already shares the amploayar's manbality. He has no long-term interesitn building the union; quite toe the contrary, he already takes an active intereat in the amployers* inetitutions. Mytha do die hard, but with 50% of evan registered architects already salaried and the figure steadily mounting, the “proletarianis n" of the profession is beginning to be understood. Reality oan only so long be denied. The rapid growth of white cellar and professional trade unionism in the past Others argue convincingly that trades unionism can only be built upon solidarity and that architects will never overcome the individualism and competitiveness which stams from their middle-class backgrounds and aducation. (And because of tha employers? control of tha Architects Reg~ istration Council and thus architectural education, the titla, "architect," is by now virtually restricted to people with that background and educa tion.) Fortunately, the education system is less than 100% afficient and even a middle-class background can be overcome (with effort). A corollary to this argument is that the architect is anxious to maintain a social status which places him “above” trade unionism. If wetre to believe the resulte of recent sociological surveye, thar's apparently not too much | left of the architect's vaunted "status." The current form of thie argument is perhaps that trade unionism isnt trendy" enough for the architect. Un- fortunately, ons can’t pay the rent with "etatus," and “trandiness" is no substitute for a full stomach, fulfilling work, and self-respect. Thies is baginning to dawn on those who have hitharta been too easily satisfied for their own good. Likewise, we have shown how architectural reformism is run- ning out of rope. We believe this is also becoming increasingly apparant, despite the frenzied effarts of the media to market the latest paneceas. The most serious arguments against the feasibility of organising among architectural workers are of another sort, however. Thay all hinge upon the extreme fragmentation of the profession, This fragmentation takes three forms: 1. Tha employers’ classic form of fragmentation divides architectural workers into several categories, each of which is supposed to have its own epe- cial interests which override common ones. This is done first of all by statutory division (aimed at reinforcing existing differences in class background) of architectural workers into those who are "architects" (and may on occasion be invited to dine with the lord of tha manor) and those who are “architectural technicians," otherwise known as draughtemen. This type of division is carried further by the creation among salaried archi- tects in private practice of "associate" status (a sort of standing invi- tation to dinner with the potential of an eventual partnership). The tech- nician, of course, is one step above the clerical staff. This fragmentation has a second form, which is “division of architectural workers "horizontally" (though with a poorly concealed vertical component) into distinct "crafts." (The distinctions tend to blurr easily when therets @ scramble for work.) Thus we have the intricate and cultivated division of building design inte tasks for architects or surveyors, town planners or urban designers, structural and sarvices angineers, quantity surveyors, building contral officers, stc. The division we are told is the result of maximising efficiency. Ne comment. tactural “minority! of thelr members. we believe that, given the situation in arehitecture today, exacerbated by the current employment crisis, a carefully designed organising campaign would succeed in convincing the 50,000 unorganised workers in the buliding profesaions that their common interests call for common organisation and that their fragmentation works only in their amployers’ interests. It has become apparent ta us, hewaver, after meetings with high-level officers in sogeral *oroapective” unions, thet no trade union is ab this point eeriously interested in launching in the building professions the kind of organising drive that would have a realistic chance of suecess, cormidering the diffi- cubties we have just outlined. We must have no illusions about this. te should consider the possibility, however, that should an effactive argani- ging campaign gat started, hitherto thusilasm for organising, encouraged are in "good industrial relations." We Nave come to the conclusion that kere is foasible. In fact, we believe that despite all the obstacles, some Porm of trade union ocrmanisation is inevitable. To achieve really effective luke-warm unions may show a sudden an- by an equally sudden interest by amploy- the organisation of architectural wore 6G an inevitable historical process of speeielieation for the purpose of . The employment pattern in architecture, particularly in the private sac- tor, is’ characterised by a great number of small effices. Thie always makes difficult mot only organising in tha firet place but maintaining what organisation has geen achieved, especially when combined with high staff turnover, another characteristic of the profession, particularly when times are good and in Landon, where probably half of the arehitectu- ral workers in Sriteain are amployad. 3. The "typical" career structure in British architecture, when combined with the prasent form of the Britieh vhstacle to organisation. it's nat at all unusual fer an architectural _ worker to move from local autharity te private practice, to teaching or research, to cantral government or a nationalised industry, inte a con- tractor's office or private industry, working lifetime. He may mot only pass or four different trade unions but may ganised ta unorganised territory. Thie an incentive to the architectural worker to take ar active part in his or her trade union and make the kind of Long-term cammittmant upon which or- ganisation depands. The corollary is that the trade unions ara alen quita understandably discouraged by this fragmentation ganising architectural workers or paying from either actively or- much attention to a small archi- trade unian movement, adds a further and perhape back again, all in one through ths territories af threa aleo pass back and forth from or- atate of affairs hardly provides ht BRIEF BIBL TOGRAPHY On trade unlonism: Gn the situation in architecture: 3e7 organisation, and to achieva it when it is really needed, however, those obstacles must be overcome. We believe that this can be dona by a care~ fully considered strategy and committment, hard work and a willingness to taka personal risks. Only architectural workers themselves can provide this. If they do, we balisve that the trade union movement will contribute the essential support that only it is in a positien to provide. But the process will also take time. "Seize the day! Ssize the hour!" Kan Coates and Tony Topham, The New Unioniam: The Case for Workers? Cantral, Penguin Books paperback, 1974, FSSENTIAL READING. Tony Topham, The Organised worker, Arrow Booke panerback, 1975, Ken Coates and Tomy Tephem, Industrial Democracy in Greet Britain, Panther Bocks paparbeck, 1970. A Short History of the Architectural Profession, by adam Purser, TI7G, Available fram The New Architecture Movement, 143 wWhit@iald St., London wt, Malcolm Mac Ewen, The Crisis in Architecture, RIBA Publicetions Ltd., 1974. Edited extracts published in RYSA Journal, Anoril 1974. (See alec his lang avticle, “what Can 8a Done about Competence?" in The Architects Journal, 19 November 1975; po 1063-1084. Louis Heliman, "Democracy in Architerture," RIBA Journal, August 1973, pp 395-403, and "Prefessional Representation," Architectural Besign, Merch 1976, on 156-459, Patet, Four HOW SHOULS ARCHITECTURAL WORKERS ORGANISE? From our discuseion of why architercturel workera ought to organise, it wavuld appear thet the maximum hsnefite of organigation will bea reamed were all wore kare involved in the design of the Built enviranment to come tagathar in ane coherent union within a larger union covering the entire building industry, which, indeed, cught to form mart ef a still larger union of all working peo- plea. Energy which would otherwise oo inte constant defensive esetion agsinat the unified ineatitutione of the employera (ineluding finance, madis,. and the etate}, not to mention the diversions of defending onafs "patch" againat sn~ creschmant by workers in another "erafi," industry or sector, could be dirac- ted to making teal progress in the office, srofeesion, end community. Tf there were one union fer ail architecture] workers it would have the human resources and cammittment mot only to soeak Por them srticulately, coherantly: and forcefully, but aleao te carry through to completion the task of organi- sing. Only auch se union would Mave the meane and will to undertake the research and discuseion, deveslon oolicy and take action on vital desuea facing erchi- hecture and the built environment, in the } office, orafessional structure, huiiding industry, and community. IF ia nob only sechitectural workers but also the building industry and the community that need such a union. Until atehitectural workera are coherently organieed, the bio amnisyers, though a tiny fraction of the mrofassion, will sontinue ta claim, through their ineti- tuitions, that thay speak for the orafesasion...an we shall ell, sorkers end community, continue to pay the orice for thet volee, however garbled it may SRR. Tt is further important thet ali workere involved in buiiding deafon, mat just architentural workers strictly speakine, Sut aleo quantity surveyore, ebruc- tural and services engineers, bullding surveyors, landscene architects, atc., be srashised inte one undan and thet union encemnasa beth nublic and orivate sectors. Ags contributors te the same oroduch, mutual sunport in induetrial disputes is essential. And sines one group is often capable af doing the Same work as another {a.9., architects and surveyors, lotal authority archi-~ tects or consultants, etc.), common orosnisation ia assantial to prevent not oniy exolieit or de-facta "aeabbinaTM om ane another but else daatrustive com- petition Por wark at the other's expanse and isalous guarding af possibly subgated delineations of exclusive professionel spheres which pravent the industry from developing for tha samman goad an determined by its workers as a whole and by ths communities who use ite preducte. And it ia necessary that euch a union in the building professions be part of a union of all bulldina industry workers, and indeed of all workers in iB or all industries, for similar reasons applied to the wider scala, to combat the power and flexibility which capital companies, conglomerates, finance, state and media. Such arguments as theses have been out forward many times before in the his- tary of the trade union movement and have tant influence upon ite development. We must face the fact, howaver, that the historical development of trade unionism the formation of ona big union. Indeed, in the building industry slone, af- ter numerous amalgamations, the moet at least three unions of major significance: General Workers Unien)} and the electricians chitectural workers, because of the and plumbere union. As for sr- with "a finger in tha pie" (that is, with architectural members, in the econatruction industry or sengacad, sionals from various industries), there ployment and the existence of a variety roring ite management atructure, ° and considering all the unions already union sould. 4, aaa footnote 1, peqe 3.3 has at ite command through ite had and continue to have an impor~ in Sritsin hae not resulted in recent in the late 1960ta, there sre UCATT, TGuWU (Transport end split inte orivate and nublic sector ame of unions in the public secter mir- like ABEX or ASTMS, in organising are a good dozen unions which an orofes~ 4.2 architectural worker might find himeelf joining. If this diffuse situation ie allowed to continue, end unlees architectural workere take the initiative, it will, the result will be that the inevitable organisation of architectural workere and workere in the ellied professions will proceed slowly, sporadically and hesitantiy: will be unnecesserily oro- tracted; will remain inconrlata, and will never be able to contribute to the workers, profassion, industry and community what an effective, coherant Wheat then area the prospects of achieving ona union for all architectural workers? lie are immadiately faced with certain oroblema. The unions who have at present the largest memberships of architectural workers are public sector unions like NALGO and the GLO Staff Association wha have no interest in arganising workers outsida their marrow and pracisely-defined "constitu- encies." And while the CEI may be only too hanpy to recommend that profas~ sional engineers employed in the public sector join theee unions, we suspect that they are among the least likely of the dozen or so "srospective" unions to satisfy our criteria for # suitable union far architectural workers. Yo propose that some other union could orgsnise not only ail the unorganised architectural workers but alec those now aither members of or reoresented by a "rival" union te alas unreslistic as a short-term proposition, thouch Ths formation, by architectural workere themeelvee, f 2 naw, independant union has obvieus attractions, inclucling “oroeanactive" unions, 4sedeaeFiFp omedaneoe 6? te the option of amalgamating in the union on terms oreserving sufficient Putute with a larger, more general autonomy, as the Medical Practitioners coneidering the difficulties which an organising encountert,he likelihood of getting such a uninan off the oround witheut the back-up which only an already slim. Organising requires funds overheads and to cover for inevitable In addition, tha expertise which comes ience and the access ta trade union allies in case of disputes are umlikely Union did with ASTMS. Unfartunstely, drive in this field will powerful union could supply ie pretty for oaraonnei, literature, legal atrikes, lock-nuta, and victimisation.- fees and from considerable trade union exper- i.3 Es such a development over the long term is parhans more olausifle. #Raiding*® of another union's membership would be counter-nroductive and in cenfiict with the TUCts "Heidlington Principles" anverning relations between sffili- Sed unione. Nor is one union likely to be keen on actively sroaniaing on The immediate mrospecte Por achieving ena bic union, even juet fer arechi-+ tactural workers, ara therefore not very encourecing. The only realistic alternative at thie point would seam te be thet architectural workers join one or more of the dozen or soa “prospective” uniene. But ie that « eaufficient recipe aither for launching a successful organieing drive or fer eventually praviding an effective trede unian orgabisation for architectural workers that will reap the full benefits that could come from unionisation? The former may depend on the parceived likelinoed of the latter. It is essential at this point to begin ta axamins mora closely the situation regarding another's "patch," sapecially when thet liee in the nublie sactor. to be easily available today to @ naw union, however genuine it may appear. Qvar the years saveral different typas of unions have develonad in Britain. Thay can be distinguished by different concestions of their "constituencies" as well as by differences in structure and orientation, The early unions de« veloped along "craft" lines {a.q., bricklayers, olumbers, ste.) reminiscent of the medieval guilds. More recently, "white collar" work has been organ= ised across industriel lines almoat ae a sort of “slite”TM oraft, by unions like APEX, ASTMS and NALGO es wall as by eectione of large general unions like TASS (Technical and Supervisory Staff) in the AuUEY and ACTS (Admini~ etretisea. Mlanisset Tashminal are fonarviegry) in the TG. In order to match the power and flaxibility o* cepital and te organise hitherte unorganised workers ignored by the craft unions, induetrial unione developed, grouping all workers in an industry into one union, The National Union of Mineworkere is perhane the closest epproach te this in fritain, shough amalgametions have made some headway, In the United States, the great arganiaingdriovfethe1930'sresultedinthecreationofthepowerfuline GUSeSio. UMSSns of Ina CIO, like the Automobile Workers and the Steelworkers, In industries where the mpublic secter hea « virtual monopoly, like sostal service, rail tranenort, medicine and education, could become induatrial unions through aporoorietea amalgamations within each industry. Otherwise, the publie eacter unions are more analagous to the staff association of e particular enterprise. Finally, cutting acresa all craft, industrial and sector lines are the general unions, Like the TGWU and the National Union of General and Municipal Workere, on the model of "ane bio union" for ell wotkers. Theee "ideal types" herdly sxist aa such in practice, due to amalgamations and other historical and practical circumstances, Largn general uniona like the Tew include craft unions like the plasterers, who amalgamated with it when the sarpenters, bricklayers and painters were joining to make UCATT almest an industrial union. white collar unione may function as industrial unione whers an industry ie almost exclusively white collar, like banking end insurance. Perhaps the differences bewtesn uniona in terma of structure and orientation are more significant. Some tand to be like friendly societies while others act more forcefully in the industrial and political arenas. Some unions are sencerned almost exclusively with “bread-and-buttar® issues of wages, houre and pansions, while others take a broader view of their members? intersate in the workplace and in the community. Some defend narrowly their own inter- este with little regard for those ef other workers, while other unions eae their own pregress as inseparable from that broadest senee and act sccordingly both om the shap floor and in the commun- ity. Some have a docile sttitude towards management while others are mili- tant and incorruptible renresentatives of their membsret interests. Some unions ara run from the ten down in a hierarchy while othare function by a democracy built up from the "qrase roots" and dependent upon an active rank and file. Somes unions Punetion mainly by full- tima, permanant "professional" trade union are essentially "amateur" operations, with the bulk of the task left to the “Lay" memberahip rather than to the "axnerte," and officials, mafnerally elected, returning to their old fobs after ralatively short tarme in unian office. In the hiatery of trade unioniam have existed, but today in Britain the differences while significant, are usually of degree rather than of kind, can change in a few years and are not always easy ta discern Prom without. What union should architectural workers join? There are six unions which ere’ in a position to scrganise in the assentially unorganised private sector, and they are all invelved to sone extent in the public sector aa well. These six include three large general unions, the TGWU, GML and AUEWs two white-collar- only unions, ASTMS and APEX; and STAMP of UCATT, which ie active only in the building industry. For the purposes of this discussion, we shall look atone union from each af the abeve threa categories; that is, TGWU, ASTMS and UCATT. Why these three? It is cur impression that, while similar in conceptian, ASTMS may be more effective, dynamic and nolitically-committed than APEX, APEX is also much smaller than ASTMS, although it is etranger in the con- struction industry. The TG) is much Larger than the SRuti and, in addition, is quite strons already in the building industry. ive have, therefore, nat setiously considered thea GRU. The AUEY da another very large unich with a reputation for democracy and militancy and has a atreng base in civil engin- the public seetor unions of the Labour movement in ite mirraring that of sapitel, "administrators," while othere all thease contrasting positions between and within unions, 4.4 firma of coneulting civil engineers. tie are not tonaidering them at this time only because we have not vet had a chance to meet with their officials end to study: their literatures, “fa ahall mresent here only the briefest des- erintion, inevitably subijective, of those thres unions. t9 & : nos ible te s3enarste brene We underetand that it mould alec orobably be ches For architectural workers and for salariad architecture] management. The union emohasizes ite fPlexisility and relative cpennecs to arqanisetiansl innovation. In addition to the “trade croup" at geographical structure, with tan reqiene in Briteir (and officials} between them and the branches. ghasizea its reliance on sn active lay membership anc shan i tate sega: ataneimastent, 1. 988 Dagee 3.3 and 3.4 daity ware is a oarallel sict committees devate cansid- oe ty oriva'te sector tir g procmfessionals :ih nai highear~ recent cast by manual 4,5 aering construction, where TASS has appsrently already organised some large The TCM, ss s ganerel umion, may plance Lack the attraction of CATT of ASTMS which may lia mainly in theirs well-cultivated images: UCATT as the building industry union and ASTMS ss the union fororofessionals. The” Towel, though, is the largest trade union in fritein with nearly twa million mambere, ome in avery Five trade 2, and still groawine ranide ly. In addition to its obvious atrancth in road transoort, the docks and he motor industry, it haa nearly 300,000 members in tre bullding industry. lalf of these are in the production and transport of building materiale and the remaining 750,900 sr se work in building construction proper. anal 8 quarter of those sre skilled trades and the remaining, "sami-skilled.” In additian to its Construction Section, the hite collar section, ALTs has sbout 400,000 mambers throughout induatry.’ while there are at oresent few or no architects at all in the TAC, wa undarstand thet archite ctural workers could orohably form their awn branches where numbere NUMDSLES » seamed to justify it. a branch im the T&S.) Theses branchae would presumably fall apetion, though it might be possible to came under the arable resources to oroanising, Fessarsh, punl earian hut arte (Fifty ie usually coneiderad ASTMS (Asancistion af Selanti and Manenerial Staffa) was Formad in 1968 ov thr amslgqar SeTSn of “a ‘eetettt 9 teenoilar unions and has grow quickly from under 490,000 Benner to some 350,000, by further aralogemations and orqant: white-collar workers, The union in many fields. Much of ita "pitch" salsried ataffe recoup differentials workers’ caing; it haa thus hesn against Flaterate uace inctaases in the current crisis. Tt amohasizes sisa and extensive servicas ta members: a orafagsional union far profession ai geoble, rather than strar- aing a union self-managed by the Wworkears® theaselves. We have mot yet been able te make & reasonably sceurate avaluation of its industrial militancy ar its internal democracy, but it does annear often to take progressive nositions on broader solitical issues, oerhaps surprisingly for a white pridss itself or ray is based an its lier union. ASTMS would bea unlikely to allow architectural workers to have their own branches until mora than 150 in an aree had joined. de are concerned not only about the possibility thet within ASTMS sslaried archi- tectural management might gore easily be able to influence the earchitectu- ral workers! organisation, but also about the problem of architectural workers getting "lost" among workers from complately unrelated industries, The Medical Practitioners Union, whan it amalgamated with PSTMS, ues able to maintain = auitable daorea of autonomy, including “comniete sutonomy in tecard to all professional matters affecting Medical Practitioners in- cluding the conduct of disputes." In our view, it ie unlikely thet hitherte unorganised architertural workera entering ASTMS would ever be able to achieve such autonony. Following sublication of the OC] report, ASTME haa aradead i: 4 vee ‘Act gactiaon. =e. cr et re] x om 1734 “sm et 4 bean making an effort ta recruit professional engineers; we have no idea as yet what: progress, if any, they heave made. We have already discussed STAMP, the non-manual section af UCATT, in rela- tion te the History of the ABT. UCATT «9 a whole now includes nearly 309,000 cenetruction workers, moahly akilled tradee, though construetian as an ine dustry ia still comparatively under-orgahised. STAMA mow cumbere some 19,000 to 20,006 membera, of which 3,500 were former ABT mambers. We got the ime oression that there are at present en almost insignificant number of archi- tectural workers in STAMP. Tt anpesra that STAMP ie sancentratina mainly on organising eite foremen; it has no plans for em orgenising drive among erchitectural workers. In our view, it probably dosa not have the capability of indeapandently croanising architecture] workare, either. Yet it le unlikely that erchitectural workers could have their own saction in UCATT outside of STAMP. Surprisingly, the present architectural memberahio of STAMP seems to be dominated by a few older, RIBA-criented, manacemant-lavel architects in . the public sector, which may also explain how (or why) few architecte or architectural techniciane are actually in STAMP. As far ae we know, the only architectural office with which STAMP has a collective bargaining agreement is (in conjunction with NALGG) the Seottish Special Housing Association, a public sectar offices which funetions in Scotland somewhat ae the GLO does For housing in Geater Londen. fash of thase three preapactive uniona has nomathing to offer arehitectursl wokers. te have emphasized, howaver, the necassity of having one strong un- ion for as many architectural workers es possihle. ft ig eegantial, there- fore, that architectural workers committed to organisation collectively de- cide as soon es possible on ona union for the task. The alternative ie hav- ing architectural workers straggling into all of these unions, not to men-= tion other proepective unions, based en "pereonal oreferance." Parhaps this is the firat test af whather architacts can avarcome the “bourgeois individ- ualiomTM which has condemned to failure or ineionificance ao many of their pravious “reform effarta, The choice amone Tou, ASTMS, UCATT and TASS CAUEW) ia not an easy ona. Tha criteria we think ought to be applied in making that choice sre probab- Ly apparent by now from whet we have already discussed. We think it is im- nortant, nevertheless, to make explicit tha more important ones concerning the union's structure, its attitudes, and ite sotential role in a drive to organise architectural workers. 4.0 STRUCTURE 4.1 To what extent do the rank and file run the union, or is the union actually contrellad from the tap down? 4.2 Is there a union “priesthood” or do the workers themselves sdminister the union, returning te the "shan floor® efter brief terms in union offices? 1.3 How powerful are elacted “shon stawarde" in the union structure? Se thay oet full support frem union officiala? 4.4 To what extent does shop floar initiative and action gat smothered under the weight of union bureaucracy and Rierarchy? 4.6 %he umianm ta iLisa aad freely io eseociete 2,4 Deaa the union take a clear and tuneomorc ard of ficial ‘opm for its views? 3imm pueition in deafenes of the interests of workers when in comPliet with those of management or ites institutions? 2.7 Will thea unten militantly fight moat only for better wanes but for Pull control by workersaf all napeets of their — ine lives, by beth mili- tant “ehoo PloorTM ‘orwandeetion and broader nolitical action? 2.3 What attitude will the union take towards axiating cay and atatue differ- antials amone architectural workers and what orierity dees it dive te reiging the lavels of the lowest paid, both in architecture and in the hroader economy? 2.4 fs the union symnethati agemifdad aporoach to imoravinn amolay~ mant orosnmects in the Fidina 6 ofessione and to anviranmental iseues as they concern the eikaeace {e.0., "Sraen Bans," Lucas Aerospace shan stewsarda-type propos Seth on te of inetitutions oe community con= trol, etc.}? foes aeHa idantifyF emniovmant sen: vation of seteweuiieisengs( “posits comet rather she loak on tha divieion of labour and continu 2.8 To what extent ia the union wil solidarity amone all workers in 2.6 To what extant does the union actively among iis mambere ae walk aa in diserimination t oretere ste 2.7 When the union invests (or evan builde}, does it take an anviranmentslly, socially and politically respansicla attitude? 3.0 QOASANISTING ARCHITECTURAL WORKERS 3.7 Te the union willine and able «x v to aroaniee all unarganisad wor kers in the buiiding profassions, no matter what typos aor size of office thay work in near whateestor the offices falls in? 3.27 Will they organise all workers in such offiees or danartmente, including clarical and administrative? 3.3 What is tha unionts sttitude toward oresnising s riedmanraement in architecture? What safequarde can it provide ee would oravenk their gaining control of an oraanieation of architectural workers? 3.4 What dedree of autonomy and how clear and coherent identity cauld weorkera i in the building professians anjoy in the union? 3.5 ould the unian support the eatablishment of = rankeand-file level ornani- sation (or "inetitute") bringing teqether architectural workers Prom sl) the relevant trade unions? 3.6 What resources cen the union make available for an orcanising drive? (e.g., financial, personnel, legal, research, publicity,ate.) Unfortunately we are nat yet in a position to fully evaluate the “orosnectiveTM umians accarding te the ahave criteria, though some tenbetive comelusions may be anarcing., None of the unions, for exemmis, give a clear imoression of ace tive and militant grass reote democracy, unfettered by hierarchy and dureau- cracye In any cage, it should be in mind that bayand the immediate orob- % ao is] my 2 im lem of launching an organising drive ie a lang-term committment to trade unionism. linione do change, sometimee quite significantly within « few yeare, and further amalgamations yemailn a noesiblility even if none are on the im-~ mediate horizon. Not thet this remeves the naceasity sf a choles, as soon as poseiblse, deepite the oreasing mead for Purther investigation. The only conclusion thet can be reached at thie point, nowaver, ia that none a? the three “proepective” unions we hava looked at satisfactorily fulfills our oriteria., that then shsil we do? 7 ie car make four clear recommendations already: 4. Architectural workers themeelves should take the initiative in organising all unorganised workerea in architecture {together with workers from the | ather building professions} inte ona, and only ons, atrono, militant, demo~ eratic and broademinded trade union, preserving maximum autonomy and idere tity within it, The choice among tha TOwU, ASTMS, UCATT and TASS (AUEL) should be made eas quickly as possible after further research and discus-_ sion. A union with an estebliehed presence in the bulidino induatry sould be preferable. The nossibility of getting the four or five prospective unions toa jointly back a new, indenencent union for the buliding profas- gions, while pearhape remote and unprecedented, should nevertheless be theraughly explored. 2. The arganising drive should be aimed at all the building profesaions. duet aa the initiative in organising in arehitecture will have to come from the architectural workers themselyes, however, the same applies te the other builcine professions. 3. The firat tarqat of any organising campaign must be the unorganised axpangses of thea private secter. 4. In order te compensate for the inevitebls lack sf one union for all ar- < chitectursl workers, architectuml workers should immedistely establish and build up @ atreng “inatitute," or sealition, of organieed architec- tural workers, open to and unitinn at the venk-and-file level ell archi- tectural workers reqardieas of their particular union membership. It ahould also have a etudant aection. Such an arganisation could not only bring trade unioniete in architec- tures together to help organiee the unorganised but would aventually be able to epeak progressively, clearly, and coherently for 35,000 architec- tural workers architectural workers on issues of common industrial, oro- fessional and anyvirenments!] ecancern whare individual unisne with emall architectural minorities would have neither the intereat, the will or the means to do so. Only then will the reactionary influence of the amployers' organisation, claiming in the preeent vacuum to anpaak for 4.8 the whale orofession, he effectively counteracted. Such a noalition, ar “inetitute,"” could essist the relevant trade unions in cdayeloning and imnlemantina (at grees roota thar than ab baad eanditions, am industry-wide nenalor echeme, ayeteme of workeral contral and ancaurtability to thea community in the snment tural oranticea, a ofofessianal code of conduct in the interests af the workere and tha community, orooressive design and specification guidance, on-the-job training and continuing sdumation, etc. Such cooperation is the only way to keep divisivensee between workers in different unions from playing into the hands of a management which is already well-coordinatad, Bavond that, it would probably be the only conceivable organisation which could produce an architectural workera' handbook, a prograssive journel of architecture, and be the "official" voice af architectural workers as a whole before the community, the state, and fraternal bodies abroad, We consider the satablishment of such a body of argenised architectural workers to be a otessing priority. hile its preciae aqeals, membershic and structure remain, of couras, to be developed, we mropose that it be organised as democraticaliy as possible st icecal, reqionmal and naticnal levels from the rank and file up, based on a “ecaucue" of workere in every architecture office or department, their alerted ranresentatives, and periodic congresses delegating cantral execution of policias as nacessary. 4.9 $ why wo fie oe vt? 4 9 level) co~ordineted policies and action campaigns on wegee and working Dart Five WHAT ARE THE FIRST STEPS? In arder for our four recommendations to be carried out, we believe the Following will be naceseary: 4. An expanded "Oraanising Committee” ahould carry an the work af the uUndonieation Working Grou by planning the organisinn campaian; dis- cussing, negotiating, and cooperating with the relevant unione; atid, generally, take un the committment to organising architectural workers. 26 The Committee should continua and speedily conoludea the research into tha existing aitustion and into prospective unions and continue discus- sion with those unions toward a mutually acceptable etratecy. We expect our network of persanel contacts among architectural workere to be tha = main organiaing tonal, backed un by literature, meetings, full- or part- time oraanisera, ete. The compilatian of 9 “directory of architectural workers, indicating employment and any union affilistion, ia an essential piace of reseateh both for developing atrategy and proceeding with argani- vation. i= is a difficult but feasible tesk. Be Ae sbon as the research and develooment of sn aareed atrategy can he comelucded, the Committee should publish a convincing repert with the purpoea of raising the iseuse leudiy and claarly. Funding and distribution must be arranged. 4. Based on the proposal eventually agread uoon, the Committse should nege~ tiate with the relevant union or uniena and make a final decision recard- ing which union(s) te work with (unless a more suitable strategy can he developed). Be The organising drive must baqin aa scan as poesible. The subject ie ranid- ly moving into the apatlight and i? the architectural workers don't move, fast, the bosses no deubt will, making deals with as many as poseible of the moat docile unions thay can Find aa soon as they perceive the threat of a really affective unionisation. This la another reason why the pos- sibility of gettines some or all the orospective unions to back a combined organising drive in the name of a new union for workers in the building profegsione must be Pully explored, however remote it may be. te believe that the orcanisina drive itself muet be in hioh gear within three to six manthe from now. Creator An entity primarily responsible for making the resource NAM Unionisation Group Source A related resource from which the described resource is derived John Allan Date A point or period of time associated with an event in the lifecycle of the resource November 1976 https://nam.maydayrooms.org/files/original/29f7f6e8e8f43907ef2a8e7b9b66b4a1.pdf 71f4cc54be7e0e02b8d5491956f9f57e Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Trade Unions and Architecture Description An account of the resource Themes included action on asbestos and Health &amp; Safety, and involvement with Direct Labour Organisations and Building Unions. Following comparative research of possible options, NAM encouraged unionisation of building design staffs within the private sector, negotiating the establishment of a dedicated section within TASS. Though recruitment was modest the campaign identified many of the issues around terms of employment and industrial relations that underpin the processes of architectural production. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource NAM Report Subject The topic of the resource "Architectural Workers & Trade Unionism" Report Description An account of the resource WSINOINN J0VUL ONY SYEYMOM. TVHRISALIKOMY STAMP : the architects’ union ? The Supervisory, Technical, Administrative, Managerial and Professional section of the building industry union, UCATT, historically owes its existence to the attempts made during the 1920s and 30s by salaried architects and technicians to organise themselves into a trade union. Inspite of the fact that its recent change of name from the "Assoc= lation of Building Technicians" indicates a desire on their part to recruit from amongst all the 300,000 or so white collar workers in the industry, they retain for this reason a special regard and sympathy for the problems of architects and technicians generally. This represents an ideological if somewhat Quixotic commitment on their part within a traditionally conservative area; for over 50 years of activity within the architectural field never gained them more than 3,500 members (as opposed to their present membership of around 20,000). Nevertheless, for the architect wishing to join a trade union, STAMP possesses ad- vantages over larger staff unions such as APEX and ASTMS, by virtue of its long experience within the field and orientation towards the build- ing industry. There is however, an underlying mood of impatience in the union's att- itude towards the architectural profession. Alan Black, its National Organiser is quick to point out that highly qualified workers within the industry, such as architects and technicians have traditionally been the most reluctant to look after their own interests and ensure even minimum conditions of employment. The union accounts for this by referring to the elitist and insular outlook of the profession which inspite of their attempts to the contrary, has not progressed very much beyond the conditions in the private sector of 50 years ago. In this respect they refer to private practice in terms of its totally non- collective way of working, its secretive management techniques, divis= ive salary differentials, and exploitiveness towards its "vast army of radically underpaid technicians", They remain committed to the issue of establishing a national negotiating machinery for the profession and all white collar workers in the building industry, and their long- term aim is to set up a minimum wage structure and salary scale with regional weightings, on the lines of those that already exist in local authorities. They see membership of a union like STAMP as one of the best means of breaking down the compartmentalisation of the professions in- volved in building, by bringing them together in one staff union. With regard to salaried architects and technicians they maintain that they are underpaid and underpnrepresented and that their interests cannot be guaranteed within the RIBA or other parts of the architectural profession by virtue of its orientation towards employer rather than employee inter- ests. they further argue that since 80% of the profession is in salaried employment and since for the most part prospects of partnership and "principal" status are remote, there is a real need for architects to recognise this fact by organising their own labour and by being prepared to use their potential for industrial action in the manner that the teaching;, nedical and engineering professions have already demonstrated, in order to gain adequate renumeration for the work they carry out. For this reason, STAMP is still regarded by the RIBA as somewhat of a "red" union; a description they are not entirely anxious to accommodate, for they subscribe to no particular political fund. However, inspite of the reluctance on the part of the profession as a whole to take part in union activities, architects hav.. tended in the past to be a vocal and influential element within the union, both at Branch level and on its National Executive Committee. Thus there exists on the part of the union a willingness to encourage its architectural membership and an under- standing of its problens and language. In its form and membership, STAMP is at present the product of a rec- ent reorganisation which has resulted in the transfer to the section of all salaried, supervisory and non-manual grades previously to be found in UCATT, creating thereby a separate staff union in conjunction with its old ABT membership. It is administered and funded independ- ently of its parent union, and possesses a separate General Council, National Executive Committee and Branch structure, whilst retaining the larger backup resources of UCATT itself. Its relationship with UCATT is bound in some cases to be somewhat ambiguous for its member- ship's interests often reflect those of the employer and of management rather than those of the worker on site. In certain cases of industrial dispute this means that STAMP must occasionally defend its members against those of UCATT, and is prepared to do so, although a tendency exists for inter=-union disputes to be settled outside Industrial Tri- bunal. A further reflection of the nature of its membership is a "waver" in the union's rules, providing exemption from industrial action for its members where this can be demonstrated to conflict with their ob= ligations under professional codes of conduct. The greatest scope for the union in terms of reaching salary and con- ditions agreements for its architectural and technician members exists where there are large numbers of them in one practice or office. Such an instance is an agreement they have negotiated with the "Scottish Special Housing Association", where they have a closed-shop arrangement in conjunction with NALGO. This would in normal circumstances under free-collective bargaining, provide tri-annual wage reviews, but pres- ent government pay policy rules this out. Nevertheless, the agreement with the SSHA remains a unique example of STAMP's activities, for else- where in the architectural field their membership is scattered and its negotiating strength is somewhat lessened as a consequence. Even so, now that the Employment Protection Act has been extended to offices employing under 5 people, their action on behalf of individual members of the profession is guaranteed. On the matter of redundancies, STAMP is in the same position as other unions. The Act provides the machinery for consultations only between the union and employers. Yet STAMP's policy on the matter is quite clear. - If the matter of redundancies arises they are committed to ensuring that their members take prece- dence in retaining their jobs, over non-union members in architectural offices. If this would appear somewhat harsh on the redundant non-union member, they point out that the union exists in order to guarantee its members interests precisely in instances such as this. In relation to UCATT, with its 286,000 members, STAMP remains however, a small union, working within a largely unorganised field. (Only 10% of white collar workers within the building industry belong to trade unions) Even UCATT itself accounts for only 30/35% of the total work= force of the construction industry, although it represents by far the largest union in the field. These figures consequently illustrate the divergencies that exist within what the union refers to as a "rather old fashioned industry", between the large multi-national conglomerates on the one hand, and the small local contractors on the other. UCATT has always found the latter difficult to organise and has had its great est successes with the largest companies. Similarly, in the architect- ural field, STAMP views the greatest potential for recruitment of mem- bers as lying in the larger practices where architectural grievances are perhaps more clear-cute The organisation and governing structure of the union is similar in many respects to others. Branches may be set up wherever there are ten or more members, and can in turn appoint representatives to the union's General Council, thereby participating in policy decisions at a higher level. Union policy is decided at its Annual General Meeting, and at the bi=annual conventions of the General Council. These meetings con= fine themselves to matters of general policy, whilst details of imple- mentation are worked out by the union's Executive Committee, the ten members of which are elected from the General Council. The Committee meets on a monthly basis in order to receive reports and recommendations from specialist sub-committees, on such issues as Industrial Relations, or Housing. Outstanding issues are sometimes decided by polling the general membership of the union by postal ballot. In conclusion, the union possesses the advantages and disadvantages of a relatively "small" organisation. Its management structure is not top= heavy or burocratic, but accessible, helpful and friendly. It is however weak in the Branches, and in some areas membership is too scattered to justify setting these up. Nevertheless, it must be remembered that it is a section of the largest building industry union in the country, and is the only union which aims to cater for the needs of the architectural profession. Being part of an "industrial" union it does not possess the range of conflicting interests one might find in a large general union such as ASTMS, and which could in all probability engulf an architect- ural presence. ARCHITECTS AGAINST RIBA : IMI9-19S5 This paper proceeds from two motives. Firstly in order to illuminate a much neglected aspect of the history of the architectural profession; that of its first attempt to organise itself into a trade union; and secondly, as a cautionary tale to those concerned with the situation of the salaried architect and technician within the profession. Yet one may indeed ask why for all that, one ought to concern oneself with or even be interested in the events of forty or fifty years ago. Never- theless, an examination of the issues of the 20's and 30's reveals how little the profession has progressed since then, and how much hard-won ground the salaried architect has lost. Many of the experiences of the old "Association of Architects, Surveyors, and Technical Assistants" (AASTA) hold their lessons for us today, and can perhaps be applied to our present circumstances. Moreover, in many respects, the form the profession now takes is still governed by the events of that time; the 1931 Registration Act, and the formation of the ARCUK and the profess- ion's regulating committees and boards are all case points. Furthermore, the AASTA played a leading role in the formation of most of these. Thus the union's experiences also raise many key questions for the New Arch- itectural Movement. What are for example, the consequences of adopting a reformist position which accepts working within the structure of the profession, and the RIBA itself? What is the most effective way of or- ganising opposition to the RIBA and its policies, and how voice this critical stance? An impression of the spirit and flavour of the union can be guaged from the often eloquent expressions of salaried architects’ grievances to be found in the pages of its journal "Keystone". These reveal the predominantly intellectual, theoretical and political interest its professional members found in the issue of unionism, and at times the journal comes to resemble an architectural version of "Country Life", in its discussion of aesthetic and philosophical matters, more than the journal of a union dedicated to fighting for the rights of salaried architects and technicians. However, a 1935 editorial comment paints a particularly graphic picture of the profession as it existed then. "The ability to realise economic facts seems to be singularly lacking in the architectural mind, which always appears to be 50 absorbed in the production of the goods that it is oblivious to the very defective nature of their marketing, with the result that while the private practioner sits in his office waiting for a job or wastes his ability in a competition gamble, the salaried man works at high pressure for the maximum renumeration which he can individually procure, which is in fact, the minimum at which his patron can procure his services. Students emerge from the schools of architecture utterly devoid of any knowledge of the economic position of their profession. In- dividually every one of them enters upon his career with a more or less vague idea that through the medium of competition he will ultimately reveal his outstanding ability to an appreciative pub- lic and his triumphant future will be assured. Perhaps one ina thousand may live to see the fulfillment of this fantasy." The union however, had its lighter moments. Its references to the Modern Movement for example, were seldom less than caustic. "Everybody who is in the habit of making a noise about anything is asking "What is modernism?" Was it Chesterton who asked the question? It does not matter, for the spasmodic efforts of Peret and Corbusier along with their English immitators are not worth serious discussion, if only because they are deliberately att- empting to cut away all established cannons and traditions - to direct us to a philosopher's or a saint's heaven, when the pur- pose of art is to make life liveable and delightful here. From its inception in 1919, as the "Architects and Surveyors Assistants Professional Union" (ASAPU) the union's primary function, putting aside its intellectual aspirations, was to campaign for the rights of salar- ied architects and technicians and to ensure adequate representation for them on the RIBA Council, and later on ARCUK. The RIBA as they pointed out was governed according to the circumstances of the 1880's and not those of the 1920's and 30's. During the period the proportion of those in salaried employment rose from 40% in 1880, 60% in 1924, to 70% in 1935, whilst the RIBA remained largely a club for the principals of private practices. At the same time the numbers of architects had risen 71% from 7,000 in 1880 to 12,000 in 1924, as against a 46% rise in population. Furthermore, in real terms the salaries of architects during the 1920's had fallen 10-25% below the levels for 1914. (Levels which they claimed were derisory enough in the first place) As they were fond of noting, they were thus working within an "overcrowded", underpaid, and under-represented profession, and their strategy and policies were aimed at combating these facts. Their action however, lay primarily in the political field, in the form of bringing pressure to bear on the RIBA, rather than in the form of organising themselves into a shop-floor orientated union, in which demands could be met or campaigned for within the circumstances of work. To begin with, following on from "supply and demand" notions, the union proceeded to examine the salary issue in terms of actually limiting the number of architects in practice. In their report of 1924, "Overcrowding in the profession" they argued for tougher limits on the education of architects, fewer pupils being taken into private practice, and the "control" of their syllabuses so that instead of being reduced to mere “drawing board hacks" they might stand a better chance of becoming qual- ified architects. They further advocated a tightening up of the arch- itectural schools' courses so that they would conform better to pro- fessional requirements. The basis of their argument was that the pres- ence of unqualified staff in the profession "lowered" the prospects of renumeration for the profession as a whole. Not unnaturally, their proposals were to be instrumental in setting up the RIBA Board of Ed-= ucation in 1928, on which they were represented. For the same reasons, the union consistently supported the principle of registration, indeed going as far as to suggest that registration of all architects, students and qualified technicians should be made compulsory, with the important reservation that Architectural Registration Council should be a body representative of the entire profession, and that its composition should reflect the profession's orientation towards the salaried man, and not the private practitioner. Indeed the AASTA pinned a great many of its hopes for the future on the development of ARCUK, thinking that its existence would help relegate the role of the RIBA to that of learned institute only. However, above all else, the union remained commited to the notion of a "minimum salary scale" for all salaried architectural staffs. To this end it began negotiations with the RIBA in 1920, and these dragged on in the form of the "Joint AASTA and RIBA Practice Standing Committee and Allied Societies Conference" until 1927. Whilst thus absorbing the union in Committee activities in the hope of the ev- entual drafting of a joint memorandum recommending the adoption of a minimum salary scale, the RIBA succeeded in gaining their endorsement for their Registration Bill, and only after the union had thus comm- itted itself, were the proposals on salaries rejected. The RIBA's action in doing so, caused no little amount of bitterness amongst the union's membership, and at a stormy meeting at the Caxton Hall in February 1928, more than reformist changes were called for, culminating in the resol- ution; "No minimum salary scale - No Registration Act". Building News commented: "The attitude of the RIBA Council leaves the rather unpleasant impression that while it is prepared to do battle for its rec- ognised scale against the public, it is indifferent to explot- ation by its members of the assistant architects, even though the latter may also be members." Amidst the publicity surrounding the meeting, the RIBA's second Reg- istration Bill was thrown out by parliament, and the union's membership as a consequence of its refusal to support the Bill, increased by 150% to around 2,500. To some extent however, the union was to blame for the treatment it received at the time, for whilst engaged in raprochement with the RIBA from 1924-27, it remained exceptionally quiet and unwilling to "rock the boat'' over the issues on which it was supposedly campaigning. Thus at the height of the General Strike "Keystone" opens with these somewhat inappropriate words: "Sir Thomas More's "Utopia'' has lately passed through my hands againescece" gradually declined. Throughout the union's literature of the time, there is no mention of the economic and political turbulence of the 20's. After 1928 however, the union took on a far more serious-minded and militant outlook, and succeeded at last in forming a "Salaried Members Committee" within the RIBA, and in gaining statutory representation on the Architectural Reg- istration Council, in the form of one representative for every five hundred architectural members in the union. (Its modern successor, STAMP, retains this representation inspite of the very small number of architects it actually represents) Nevertheless, the experience of the Salaried Members Committee, proved to be similar to that of the 1924—=27 period. The AASTA finally withdrew from this in 1953 when the RIBA had yet again, and in principle rejected the proposed scale of salaries for private offices, after having already accepted scales for public and commercial offices in 1930. One of the reasons for the union's withdrawal from the RIBA at the time lay also in the fact that they considered that their presence on the Architectural Registration Council would prove to be more effective; nevertheless, the 1920-1933 period of cooperation with the RIBA had proved to be a diversionary one. The 13 nominees on various RIBA boards representing the AASTA were easily assimilated, and given work which gave the appearance rather than the substance of progress. The Depress— ion and eventually the War also, proved to be events which dissipated the strengths of the union. Thus by the end of the forties, its members were either disillusioned with the failure of a 20 year long campaign, or had been absorbed into successful careers within the professional establishment. Those who stayed on in the union, on its change of name and emphasis to the "Association of Building Technicians" did so in senior positions. They had become older, more conservative, more pros— perous, and consequently less "radical". In the circumstances of the failure of the AASTA, it is inevitable that the RIBA would have appeared to the majority of the profession as an irrestible force, and equally inevitable that the union's architectural membership from there onwards Creator An entity primarily responsible for making the resource NAM Source A related resource from which the described resource is derived John Allan Date A point or period of time associated with an event in the lifecycle of the resource 1976 https://nam.maydayrooms.org/files/original/f52088e683d13e061d744f98abd4bc90.pdf 6413b30e25ecedc8d0044f249a115ca2 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Trade Unions and Architecture Description An account of the resource Themes included action on asbestos and Health &amp; Safety, and involvement with Direct Labour Organisations and Building Unions. Following comparative research of possible options, NAM encouraged unionisation of building design staffs within the private sector, negotiating the establishment of a dedicated section within TASS. Though recruitment was modest the campaign identified many of the issues around terms of employment and industrial relations that underpin the processes of architectural production. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Letter Subject The topic of the resource Covering letter for report "Architectural Workers & Trade Unionism" Description An account of the resource —_—_ bear J)i ‘ T nionisation Working Group thought you might be inter- ed in their draft report, “Architectural Trace Unionisn," prepared for the forthcoming New Architec~ ture siovement conference. We enclose report and hope you will read being held at the Winter Gardens pool, November 26 (7pm) through November 28 (lpm), and take an active part there in the "unionisation" urday. if you wili not be attending the above-mentioned conference, we would greatiy appretiate if you woulda send me your com- ments, as detailed as possible (or even return the enclosed copy warked up with them). Ii this conference, so much the better. In any case, we shali be very grateful for your assistance. Yours sincerely, Bob Maltz for the Unionisation Working Group of Centrai London NAM 14 Holmdale Road London Nw6 18 november 1976 a copy of the draft it, attend the conference Workers and Conference Centre, Black- workshop on Sat- can be done before the 30 YW) pe ct! et Gy b we hope that this dratt report will form a suitable and provocative springboard for a lively and action-oriented discussion on the subject. We are, in any case, eager to have your comments ana criticisms of this draft and should appreciate very much any corrections of fact, enphasis, omission, judgment or style you can make in it. fay L emphasize again that this is a first drait, for dis-~ cussion oniy, and is obviously not for release at this time. Ii you wish to reach me by telephone, my number is 01-794-6437. Creator An entity primarily responsible for making the resource Bob Maltz Source A related resource from which the described resource is derived John Allan Date A point or period of time associated with an event in the lifecycle of the resource 18 November 1976