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Announcing our new initiative for 2020, the Unichef Food4kids programme. This programme will study how Children in UK schools are currently being fed and how we can bring together experts in all fields to bring about the changes in the overconsumption of Carbohydrates and Sugar.

The programme will involve itself in how school meals are often very poorly designed and constructed, from the menu and recipe design through to costings and searching for cost-effective replacements for many of the favourite "fill up "foods that kids crave for.

Food4kids will work closely with schools and colleges in searching for all the answers to the difficult issues that they face and will seek to educate the Heads of Schools , their Governors and all of the school system into believing that there is a much better way to feed our children in the 21st Century and finally, but most importantly, the kids themselves.

Children need to be fully educated into that what they eat now will affect their health for many years to come. They need to know the addictive qualities that Starch and sugars have on the nutritional system as they grow.

We will use our extensive network of Chefs and suppliers to develop high quality, low carb, low sugar replacements for all the favourites that kids like. We've discovered through the years that replacing pizza with salad, just doesn't work, and we need to find like for like replacements, but with the addictive sugar and starch removed.

Such items DO exist and we need to put pressure on manufacturers , suppliers and Caterers to develop products with severely cut levels of these additives at the same price if not cheaper than products presently used. If kids want pizza then fine, just let us develop pizza and other items that are great tasting, but just as filling and at the price caters can afford...it can be done, and it will be.

Why it matters?

And then we realised that we also knew many of these chefs, and we had been working alongside of them for many years without realising the often huge sacrifices they have to make just to earn a living in the job they love.

From that day on we knew that if Unichef was to help chefs then we needed to embrace MHI and work to learn more about those issues and those that have them. We started from scratch, we listened, and we learned, we talked, and we communicated with new friends and associates. We joined the Time to Change project in early years and more recently became very close to MIND in working together to end Mental Health discrimination in our industry.

Today Unichef stands proud in the fact that we have done more to raise awareness of MHI in catering than any other Union, and when we became a CIC we took the inspirational step of enshrining MHI into our constitution, the first Union ever to do so.

We constantly work to make all chefs and employers “aware” that the chefs your working with may have an illness that they often don’t want to talk about, but that they have every day of their lives, they don’t want pity or your money, they just need you to understand.

Taking time to understand that having MHI is a daily strain in what is a hugely difficult job, taking time to check on your colleague, taking time to realise that their life might not be the same as yours, taking time to care, and taking time to support.

So, awareness matters,  not just this week but as a constant theme in our everyday lives. Being aware that we have a 1 in 4 chance of working with someone that needs our understanding and a 1 in 4 chance that their bad days are 10 times worse than ours.

Be aware of Mental Health Issues, not just today, but forever.

With so much discussion about the future of chefs and what may happen if and when we return to work, many of us have forgotten the other side to the story.Its easy to think only of ourselves but what about the employers and in particular pub and Restaurant owners who have sunk their money and much of their lives into their dream.What is to become of their livelihood and what kind of a future do they see?

We talk to Catherine Spence, the owner of a hugely popular and successful Restaurant in North Yorkshire to see how she feels about the future of her dream?


Q. Hi Catherine,good to talk to you.What changes do you think would be good in the future after re-opening?

A. What I think would be a good idea for you to advocate Brian, would be making the general public realise they need to pay more for meals and stop looking for offers , discounts and money off,then independents could pay higher wages

Q. I agree totally, we have been opposed to 2-4-1 offers for many years and have said that there is simply too many bad Restaurants and too many Branded Chains?

A. Exactly, the chains have ruined the industry, with ready made , vacuum packed food and offers.I’m up against this all the time , we have 2 chains near us and customers always complain that we are too slow, they just don’t get we are actually cooking the food and not putting it in a microwave

Q. I believe that we are about to see a transition to the way we used to be where staff and clients were more highly thought of and that service was a skill and a pleasure.Can you see a future for quality establishments?

A.Yes I can and my plan is to up our game , as there will be fewer diners , go for quality rather than quantity will be the way forward for us now.

Q. With so many restrictions to running a Restaurant,do you see the future as a challenge?

A.The system is against us , to be honest,VAT,business rates ( we pay £9000 a month ) Regulations,Health and Safety etc etc
Q. Are you actively planning re-opening or are you waiting to see what instructions the government have in store ?

A. I’m definitely reopening, we own the property, so need to open,but waiting to see the government guidelines  then decide how to move forward

Q. Do you think it is possible to obey the restrictions and still keep your staff and customers safe and maintain the unique and special atmosphere that your famous for?

A. We could maintain the social distancing , but the atmosphere will not be the same , Italian restaurant are usually buzzing, busy and noisy , that will not be the case. It will probably now be a restaurant where people visit as a couple or family. But not in groups or parties for a long time.

Q. Finally Catherine,do you envisage having difficulty recruiting for chefs when you re-open and in the future?

A. No , I think now chefs will not leave their jobs and stay put.
 

Thank you Catherine

Defining the difference?

Whilst it is widely recognised that Commercial kitchens require a degree of Management and overall supervision, where that line is crossed and staff become abused has been argued recently.

Kitchens after all can be very dangerous environments, with often dangerous equipment and service areas and someone needs to be a leader and show overall control.

Catering is a strange and unique profession in the fact that many Head Chefs aren’t qualified or trained in running a kitchen and that many of the people skills that they need are often learned “on the hoof” and often after mistakes have been made.

Many Head chefs have little time for training their own staff, let alone receive much training themselves and are often promoted by just being in the right place at the right time or are promoted purely on their culinary skills and not their ability to run and control a business.

Few realise that dealing with people of various distinctions, ages sexes, religions and cultures can be hugely daunting and complex.

So it is that under this type of untrained semi managerial skill base that sometimes “Tribal Kitchens” evolve where Head Chefs are not the leader people want them to be but insist on still being “one of the crew”

Respect dissolves, the line between leader and friend becomes blurred and harmful and “Tribal Kitchens” evolve into environments for abuse and harm. Loud music, shouting, swearing and “playground” humour all mix into this breeding ground for abuse.

The abuser feels no threat or shame as he/she is simply one of the team and the team will support and encourage that abuse. The Team become a pack, often agreeing and applauding that abuse, vindicating that abuser, and so the vicious circle continues.

The abuser is no longer in control, but uses bullying as a form of control. Their own self-esteem and confidence is low and so seek control in boastful gestures and abusive manners.

From time to time in catering, something comes along that revolutionises the way we work. You can think of things like Maltodextrin or even Rational Ovens, but something much more important is about to change the way we work in this industry forever.

“One Sided Flexibility” is soon to become outlawed in catering and heralds a change in the relationship between Employer and Employee of seismic proportions, but what exactly is One Sided Flexibility?

In short, it’s a working relationship that sees the benefit mainly for the Employer, one sided. The obvious example in our profession would be Split Shifts. This Victorian practice of work where your entire day is spent on work, but you are only paid for the hours you do, or even worse still the abhorrent practise of AFD shifts of 12hrs plus, these practices save the employer money but abuse our social and mental welfare.

Soon both of these practises will cease, and Employers will be forced to realise that shifts MUST benefit both sides in order to create a good working relationship. There will also be adjustments to Zero Hours working and Employers will soon have to adjust their contracts to ensure that you have a balanced work schedule with a minimum set day/hour rota pattern for both parties to adhere to.

The vile practice of cutting shifts without notice or even worse in the middle of a shift when things become slow will also be abolished as the government have recognised the importance of workers being able to sustain rent and a mortgage and so must be able to rely on a dependable work structure.

There will also be a national system of whistleblowing and reporting so that employees will, for the first time ever, be able to deal with issues directly and in confidence.

Employers must stop exploiting chefs in the way they have for many decades. The Government’s vision of a fairer way of working in partnership with Employees must now be embraced by all and The National Chefs Union will be playing a big part in shaping that future.

The Pandemic has made everyone realise that the system of work in Catering is broken and that if we are to attract a better, fitter workforce then we need to attack the core issues of exploitation within our profession.

In the very near future we need to offer our young chefs, a brighter, safer, and more rewarding career than at present. A career free from intimidation and exploitation, a career that shows the best of what we can do, with time to spend with our friends and family, a career that is caring of its workforce and a career that is secure and forward thinking.

All of this is possible and within our reach. The Good Work Plan will ensure a fairer, decent way of working for all of us in the very near future.

 

Many have heard of terms such as subconscious sexism, racism, and ageism. Those inner most thoughts that we rarely see come to the surface but are often in the backs of people’s minds.

Indeed, our actions, even with the best of intentions are now considered as our true feelings. The theory behind this being that if we say or do something that is now socially unacceptable even though we adamantly deny such thoughts then it is our subconscious feelings coming forward, in fact our “true selves”

This theory is then echoed into the handbooks of many employers, governed by overzealous HR consultants who in fear of litigation cover their employers by submitting to this theory.

So then, that must surely give way to the actions of employers also?

Is how they behave and act towards their employees often an indication of subconscious behaviour and is the practice of inhuman and socially unacceptable work pattens just subconscious exploitation?

Isn’t it time that acts such as 12-14-hour shifts, constant weekend working, all day long shifts and unpaid tasks can now be seen as exploitation even though we have accepted such conditions for many years.

Perhaps now is the moment to wake up and realise that when we are asked to give more than we are paid for on the grounds of “duty” or “teamwork” then this is simply the subconscious action of an exploitative employer or manager.

Should we all now be aware that going that extra mile or doing that extra shift, is just guilt tripping us into free labour and that we should now stand firm on the exploitation that is systemic is catering, and in reality hasn't it always been that way since our very first day in catering and isn't Contracted Hours simply the epitome of exploitation?

If the Pandemic has taught us one thing it is surely that all employees are disposable, we are asked to “take one for the team” but has the team ever taken one for us?

As head of Unichef and a working chef, there are few things that annoy me more than the subject of pay errors.

When someone has worked hard all month and is looking forward to their pay, is it not too much to ask that it be correct? We are expected to perform to the best of our ability so why not the payroll clerks?
Whilst we suffer the wrath of Head chefs and mangers for making mistakes in our daily work, is anyone ever actually reprimanded for making mistakes in our payroll? 

I think you will find that the answer is no.
HR and payroll are virtually a law unto themselves in many companies and rarely come under fire for their poor performance and mistakes, it is little wonder so many chefs mistrust a system that should be there to protect them but is often seen as being biased in what they do and say.

Most annoyingly of all is the undoubted fact that anyone they deem of being “important” such as the MD ,Senior Managers and even themselves will be getting priority treatment over their payments, somehow I doubt that there is ever a pay mistake made in the Managing Directors wages at Compass Catering do you ?
Yet chefs, and kitchen staff are the ones most often effected by the mediocre performance of HR departments. I know in some kitchens it's such a regular event that even bets are placed as to who’s turn it is for a pay error?

This appalling practice needs to be called out, We deserve better and should be demanding better from those who are paid to support us, paid to be correct and paid to make sure we get what we’ve worked so hard for all month. They seem oblivious to the real harm they do in their costly mistakes, constantly blame the computer and vow to put it right next month!

Next month? how about today? How about right now?

As we now turn our thoughts towards a new horizon in the Industry, chefs are beginning to contact us for advice on Agency working.As a Freelance Chef for more than 30 years I am more than suitable to offer you a comprehensive and balanced view of the Recruitment Industry.

Many reading this will be unaware, (as I was) about not only how difficult it can be being a chef with Asthma, but indeed just how dangerous it can be also.

The tragic death this year of 19-year-old Lauren Reid at work in her kitchen in Glasgow has truly shocked all of us into learning more about Asthma and how we can both support our colleagues’ and raise awareness of this terrible illness.

Of course, there are many causes and facets to Asthma and we are no experts, but we very much see Asthma as an increasing illness that seriously effects many Chefs in the UK and so Unichef has committed itself to bringing support, education, and awareness to the issue.

Little is known of the effects of cooking with Asthma but a recent study in Norway has highlighted the dangers of inhaling Carcinogens and Acrylamides and often much more simple, everyday substances such as flour can be now considered a dangerous substance for many, and this research shows a clear increased risk of respiratory problems for chefs and Bakers who continuously inhale fumes and dust/flour.

Indeed, there have been many study’s in the USA of the increased risks associated with long term use of Trans Fatty Acids and the effects of breathing hot cooking oil. We must now look at the long-term practises of frying and grilling which create such toxic atmospheres and begin to realise the effects they have not just on the closest worker but all those within the kitchen.

Together with Laurens mum, Elaine Cunningham, we are now, in honour of Lauren, taking Asthma much more seriously and will now include Asthma in our Chef Wellbeing programs in the future and discuss the issue with chefs in much the same way as we do Mental Health and other health subjects.

UK chefs and employers must all now begin to think and behave in a different way to the toxic environment that kitchens can be and look not only at the causes and effects of asthma but indeed look at preventing needless deaths such as Lauren Reid’s in the future by being more aware of the dangers and signs of distress.

There is lots we can all do, and in Laurens name we need to start right now.

Cooking fumes can create respiratory problems for chefs

SCIENCENORWAY.NO



Cooks live less long on average than people in most other occupational groups. Changes in their working environment could result in better health for many.





 

Asthma UK | Homepage

WWW.ASTHMA.ORG.UK



 





 

Petition · Glasgow city council : #Lauren’slaw-asthma awareness · Change.org

WWW.CHANGE.ORG



#Lauren’slaw-asthma awareness





 

UK’s top chefs urge government to appoint Minister for the Hospitality Industry and demands rightful representation in light of recent struggles.

PRESS RELEASE (9 October 2020):

Claire Bosi, Editor of leading hospitality publication Chef & Restaurant Magazine, brings together some of the nation’s best chefs and hospitality representatives in a petition urging the UK government to impose a Minister for Hospitality. The group, which includes world renowned chefs including Marcus Wareing, Angela Hartnett, Asma Khan and Tom Kerridge (additional names below), is calling for the appointment of a Minister for Hospitality to the UK government to ensure the representation of the interests of one of the country’s leading industries in Parliament. Responsible for around 3m jobs, generating £130bn in activity and contributing £38bn in taxation annually, the sector has been impacted heavily by Covid19 and the Government’s thoughtless policy and communication surrounding the pandemic.

The current online petition for the Hospitality Industry to have its own Government Minister is growing by the day.

There has been much astonishment that such an important thing has never been suggested before, such is the enormous success and importance the industry plays in the lives of Britain that we have been simply too busy in the past to ever have thought it necessary.

Pandemics, however, change everything, and the devastating impact the restrictions have had on our industry will be felt for many years to come.

Never has there been a more crucial time in Hospitality for it to have representation and its own voice in the corridors of Government and our appeal is now being heard by many politicians across the political spectrum, and a view strongly help by North West Durham MP Richard Holden who has joined with The National Chefs Union to help push forward this unique proposal.

As a struggling student Richard worked as a waiter and knows the industry well and supports wholeheartedly Unichefs stance for not only better working conditions but a say in the future of our industry. He knows also that we need our own Minister if we are to successfully implement the Governments "flagship" legislation, The Good Work Plan.

Truly, our industry has changed, but we now have the chance to move forward and make it better for those who still love working in it.

It is in everyone’s interest to sign this petition and see that we now have  our very own Hospitality Minister to look after our interests and our future.

http://petition.parliament.uk//assets/os-social/android/icon-192x192-ef97932d4e5a23a1c0758162d7d29c9dc7e27da4b282295a9485a28c235c98a6.png Petition: Create a Minister for Hospitality in the UK Government

PETITION.PARLIAMENT.UK



The UK hospitality industry. Responsible for around 3m jobs, generating £130bn in activity, resulting in £38bn in taxation. Yet, unlike the Arts or Sports, we do not have a dedicated...