April 30, 2005
Amicus welcomes terms of Lloyds TSB to Fujitsu TUPE deal
See the report in silicon.com.
As well as Lloyds TSB staff transferring to Fujitsu, we will also be welcoming a number of IBM staff. Manpower temps currently working through IBM will be transferring to Adecco to work through Fujitsu too.
April 27, 2005
MAN05 pay agreement - at last
Yesterday, at 5pm, the HR Director of Core Services confirmed that the "possible offer" (which members had accepted in the vote), was indeed an official company offer.
This means there is now an agreement for the MAN05 pay review.
As Amicus met the company’s deadlines, it is now up to the company to implement the pay agreement in time for the May pay packet. Pay rises effective from 1 April will be backdated.
April 26, 2005
Possible MAN05 pay deal?
Thanks to all the members who voted in the ballot on the “possible pay offer” for MAN05. Voting ended at 4pm, so reps can now report the result, which was a decision to accept the possible deal, by a margin of approximately two to one.
Reps have reported the result to the company as follows:
-----Original Message-----
From: Amicus The Union
Sent: 26 April 2005 16:13
Subject: AMICUS: Possible MAN05 pay deal?
[name of HR Director, Core Services removed],
we are disappointed that we have still had no response to our request for confirmation that the document attached to Howard's email (20 April, 18:28) was an offer from the company. We attach it again for clarity.
As the company had told us that it needed a decision on an offer today for the company to implement it in time for the May payroll, we took the initiative of sending the "possible offer" to our members and asking them to vote on it. We are pleased to report that the result of the vote means that we could accept this deal, if the company will stand by it.
Please could you confirm:
1) Whether the company accepts this as an agreement.
2) That the company is updating the draft management guidelines. In our email of 22nd April we pointed out that the draft guidelines were inconsistent with the text our members have been voting on. We made clear that "when we finally reach a pay agreement, we expect the company to stick to the agreement itself, not any incompatible guidelines it may draw up outside negotiations".
In asking our members to vote on the " possible offer", we noted that the statement on the boundary of the bargaining unit "The company is already in discussions with AMICUS to agree how this is calculated in the future" was factually incorrect. The only discussions on updating the threshold figure for the current recognition agreement took place in the stage 1 pay talks (which ended on Thursday 7th April). The discussions concluded (without the need for much debate) that the figure £36911 should be uprated by the 3% pot size, as in previous years, making £38,018. In the absence of any indication to the contrary, we shall assume that the company intends to continue working in this way.
We hope that the April 2005 pay review can be rapidly implemented in line with the letter and spirit of the "offer". Given the company's recent behaviour, you will understand that employees will be monitoring this closely, hoping that industrial relations can move onto a more positive and professional footing.
Yours
Amicus MAN05 reps committee
We are told that the Group HR Director will consider our letter requesting senior management to intervene to enable constructive negotiations this afternoon. One can only assume the company wanted to wait for the result of the vote before responding.
The text of the "possible offer" is as follows:
Fujitsu Services 2005 AMICUS Pay Offer.
Scope
This covers all MAN05-based staff whose basic pay is up to £36,911 (pro-rata for non-standard hours). It includes (without forming a precedent) the five HOM99 staff who identified themselves as being in the scope of the bargaining unit.
For the purposes of this offer, “normal” hours are 37 per week, but 40 per week for:
· TSS/1 in Customer Services Engineering
· TSS/1, TSS/2 and TSM/1 in Customer Services Government Helpdesks
· Recent RIM transfers from Customer Services to Infrastructure Services.
It excludes 6 employees who are on the graduate scheme (with role codes starting with GRD). Their pay reviews are centrally funded. They had pay rises in March which are generally at least as favourable as they would be likely to get under this offer.
The company manages pay differently for employees in TSS/1, TSS/2 and TSM/1 roles within Core Services - Customer Services – Central Government Helpdesks.
Recent RIM transfers to Infrastructure Services will continue to be managed in the same way there were managed within Customer Services until a full transition into IS has taken place and a full review of how to manage these groups going forward has taken place.
The company uses “D1-D4” pay scales for these groups. They are covered by this offer, but certain specified points are specific to them or don’t apply to them.
Timing
Amicus members are being asked to vote on this offer by Tuesday 26th April, so that Amicus can communicate the result to the company on Tuesday 26th April. If this offer is approved, the pay review will be completed and the pay increase included in the 23rd May pay packet, back dated to 1st April 2005. If the offer is rejected, negotiations will reopen and any subsequent agreement backdated to 1st April 2005.
Pay pot
The company will make 3% available.
The full 3% will be spent. The majority will be spent from 1 April, some will be planned as part of the April pay review to be spent later in the year, and some will be retained for unplanned promotions and progression during the year.
Allocation of the pot
Each employee in the bargaining unit will receive a pay rise of at least £250 or 1.5%, whichever is the greater from 1 April 2005. This will be pro-rata for part-time employees.
The company will honour the shortfall plans put in place as part of the 2004 pay agreement. Managers must not take into account these plans in allocating other rises as part of the April 2005 pay review. Pay review letters for employees with shortfall plans will specify the shortfall part of their rise separately.
Anyone (except those on D1-D4 scales) paid less than 75% of the median salary for UK Fujitsu Services employees in their role will have their pay brought up to that level with immediate effect.
The remainder of the pay pot will be allocated by local management according to the Performance Plus processes.
Other financial elements
The company confirms that where employees change to a job/role which is a promotion, an immediate review should take place with a plan agreed with the individual to include reward and development.
17 people had shortfall plans under the 2004 pay deal which included rises scheduled within the 2005-6 financial year but after 1 April. These rises will be implemented with effect from 1 April 2005.
25 employees had shortfall plans under the 2004 pay deal which included rises after the 2005-6 financial year. The company is making funds outside the 3% pot available to pay these rises in the 2005-6 financial year.
This will happen for each individual unless the line manager objects. The company will decide each case by the start of May and the rises will be backdated to 1 April 2005.
D1-D4 pay scales are based on capability (including performance) as set out in the level descriptions. Work not being available at the level of capability of the employee’s capability is not a reason for refusing progression up the levels. Employees will never be moved down their D1-4 scale unless this is a disciplinary sanction.
D1-D4 pay scales are to be increased by £250.
The Company acknowledges that staff being paid for Telephone Stand-By (TSB) on the £2.70, £3.50 and £4.25 rates haven’t had them increased for some time. The company is collecting data on the scale of this issue. The company will have the data by September, and will start a national review, as part of which the company will consult Amicus.
The allowance for First-Aiders is currently £130 per year, and has not been increased for many years. The company commits to undertake a review with other external companies and report back to Amicus the results of this review. The company will review this with Amicus with any increase backdated to 1 April 2005 if it is acknowledged that this level is below industry standards. We expect the external review to be complete by the end of May 2005.
Amicus have identified 32 employees in the bargaining unit who they believe don’t get benefit cars when most of their peers do. The company will review the 32 cases on a case by case basis with the individuals identified. If the individual believes that they are being unfairly treated this will be reviewed with the individual. Where, in the Company’s view there is a possible justification for not giving the individuals a car, this will be reviewed with the individual to try to agree an alternative resolution and reported back to Amicus. The overall review will be completed by the end of May 2005 and where the company agrees that a benefit car should be provided, the decision will be communicated to the individual and the benefit applicable from June 1st 2005
The company are willing to investigate the inconsistency of 11 people in the bargaining unit who are in the Defined Benefit pension scheme but whose entitlement is only 1/75th accrual. The company will discuss the results with Amicus with the aim of agreeing a resolution by 1 June 2005.
Amicus have identified 57 people in the BU who may be bonus anomalies - Company will review the 57 cases and generally offer a bonus change by the end of May 2005. Where there is a possible justification for not offering a change, this will be reviewed with Amicus to try to agree an alternative resolution. The intention is to address all the issues in time to be effective for financial year 2005-6.
Other non-financial elements
The company affirms that the Flexible Working Guidelines don’t just apply to those with young children. The company will positively consider requests to change working patterns from any employee.
Amicus had asked to open negotiations on the right for all employees to remain in employment up to age 65 if they wish. The company had already identified this topic needed discussion and has started consultation with the UKCF. Amicus have been invited to participate in the working group to address this area and how we can consider employees requests with regards to extending their employment time with the Company.
Amicus had asked to open negotiations on ‘Clarification of the pre-retirement wind-down scheme in the light of more flexible retirement ages’. Amicus believes that the scheme should be open to any employee from their 59th birthday who has given a year’s notice of their intention to retire.
This topic was already included in the company’s discussions with the UKCF about employment up to age 65. As Amicus has been asked to join the working party it will be considered within these discussions.
Monitoring
The company will provide information to Amicus after the pay review and during the year to allow monitoring that the agreement has been implemented fully and fairly, and that the full 3% has been spent.
Bargaining unit boundary
The company is already in discussions with AMICUS to agree how this is calculated in the future.
[names of company representatives removed]
Fujitsu Services.
April 21, 2005
MAN05 pay update
The company invited us to two days of stage 2 pay talks on Tuesday and Wednesday this week. Amicus reps arrived, but only for the company to inform us that they were not taking part!
Amicus reps have written to the Group Human Resources Director and the Managing Director of Core Services, asking for their intervention. You can read the letter on our latest “One Per Desk” leaflet here.
This is a very important letter, and we urge all employees to take the time to read it.
The leaflet also includes other information and useful links.
April 20, 2005
Amicus makes headlines in Crewe
The Amicus national pay campaign wagon has already visited Footscray, Stevenage, Bracknell, Warrington and Crewe. The Crewe visit made the front page of the Stoke Sentinel!
Of course employees would much prefer the company to negotiate inside instead of leaving the union no choice but to campaign outside.
Front page:
Page 2:
April 18, 2005
Solihull news
A team of shift support engineers based at SOL02 were TUPE transferred to Fujitsu from Transco. In December 2003 Fujitsu approached the staff with a proposal to merge the team with a group of VME operators from Warwick.
The non-TUPE Fujitsu staff receive 35% shift allowance, the Transco people, 26%. When a new merged shift pattern was introduced, the ex-Transco people accepted it on the basis that their shift allowance would be uprated to 35% as the new pattern is much more inconvenient for them. They were paid this rate for 2 months, while the new shift pattern was tried out. The company then 'went live' with the new pattern, but HR then decided that because of TUPE, the ex-Transco people could not be paid more than 26% and withdrew the enhanced payment. Basically, Fujitsu are using TUPE as an excuse not to pay the Fujitsu rate.
Amicus advised that the group have a good case for unlawful deduction from wages, and that it is nonsense to claim that TUPE prevents improved conditions being agreed. The company are adamant that they will not pay, and are clearly hoping that the members will become dispirited and give up. This has now reached the final stage of the grievance process, with no sign of a sensible approach from the company.
Amicus continues to support these members, who are determined to pursue a fair settlement.
Progress on redundancy and sickness management
Employees across the country continue to gain from the campaigning led by our MAN05 group over the last couple of years.
Redundancy
A couple of days before MAN05 staff were due to strike for the second time in September 2003, the company sent an announcement to all MAN05 staff introducing an improved “Minimum Redundancy Payment”. Amicus published the details of this on CafeVIK here, and brought the subject up in recent MAN05 negotiations.
After denying the reality of the announcement for a few weeks, we are now pleased to report that the company have confirmed to MAN05 reps that a Minimum Redundancy Payment does exist, and that it is being extended to employees across the country. There is still some confusion about the value of the payment for longer service for those outside MAN05, but the company have promised a clear statement this week, and are considering a Company Announcement on the subject.
This improves redundancy rights for hundreds or even thousands of UK employees whose terms were the legal minimum.
Sickness management
Another issue where Amicus is pleased to report progress is on sickness management. One of our biggest successes in recent years was the re-introduction of Sick Pay from day-one for helpdesk staff – benefiting around 1000 employees nationwide. This announcement came just before MAN05 staff were due to strike for the first time in 2003.
While Amicus was delighted with the progress in 2003, we continued to press for the reform of the draconian sickness management regime. Employees were required to ring in at least 30-minutes before the start of their shift every day even if they were not expected in work. Some shifts start early, and we regarded this as harassment of unwell staff rather than effective management. It would hardly aid a speedy recovery.
Amicus reps at MAN05 had been discussing sickness management in recent negotiations, but in the meantime a new policy was introduced in the helpdesks which made matters even worse. Employees who failed to ring in would be automatically regarded as AWOL. We couldn’t see how this could possibly be fair for incapacitated or hospitalised employees.
We are pleased to report that following protests from Amicus, the company has completely withdrawn the helpdesk-specific sickness policies, and they will now be following the standard company policies.
The company have indicated that they want to introduce some additional guidelines, but these will be discussed with Amicus prior to introduction.
A victory for one is a victory for all…
The company’s desire to avoid making it too obvious how much better off people are when they are covered by collective bargaining often leads them to extend MAN05 gains nationally. The following note from a member shows how many feel:
"I … have been following the development of events over the time since I parted from Manchester…. An amazing amount has been achieved despite the best efforts of the company to evade its responsibilities and "forget" its promises."
"Sometimes we forget how much this work is appreciated by employees and members especially. Many of my colleagues were not aware of how much they have benefited until I've pointed it out. The support is there."
"I have to say "CONGRATULATIONS" to you all and praise all the hard effort that has been put into establishing our basic statutory rights and to go on to increase awareness and membership nationally."
This works both ways - the growth of union organisation nationally puts the members in Manchester in a much stronger and less isolated position.
Pay campaign
Apart from the lucky minority covered by collective bargaining, employees should now have been told their April pay rise. In reality the “rises” represent a pay cut in real terms for most employees – way below the rate of inflation.
Technical difficulties prevented many employees responding to our CafeVIK poll, so we only had around a hundred responses, but they do give a feel for the feeble rises many employees had:
Rise: Proportion of responses
0%: 16%
>0%-1%: 6%
>1%-2%: 36%
>2%-3%: 30%
>3%: 12%
It’s clear that some parts of the company did even worse. In Mobile Engineering, for example, lots of people got 0% and only a 1% “bonus”.
Amicus intends to conduct a fuller pay survey in the coming months, building on the success of our groundbreaking 2004 pay survey.
The Amicus national pay campaign has entered its next stage, with a campaign wagon visiting various Fujitsu sites. You can see some photos of the events on our news page and read the leaflet that’s being handed out.
Many of you have already submitted your requests for pay scales under the Data Protection Act, and have received the standard reply from Fujitsu claiming that they are exempt. Amicus is now helping challenge this dubious refusal by providing representation for members asking the Information Commissioner for a ruling.
[Members were provided with information on how to go about this.]
Meanwhile in MAN05, after the recent fiasco prevented a deal in time for the April pay packet, reps registered a “Failure To Agree” at stage 1 on Thursday 7th April. Stage-2 talks have now been arranged for 19-20 April, with the aim of getting an offer out to the vote in time for the May pay packet.
April 14, 2005
Amicus campaign hits the road
As the next stage in our campaign for world class pay and benefits for Fujitsu's world-class employees, the Amicus campaign truck began its tour of Fujitsu sites on Monday.
April 13, 2005
Report on MAN05 AGM
Yearly Report:
Our national organisation in Fujitsu is developing well, which helps us. The biggest issues had been pay and the unresolved Manchester dispute.
MAN05 pay review 2005:
Members can make requests under the Data Protection Act to see their pay scales.
Members voted to accept the pay offer, but meanwhile Fujitsu withdrew it. This appears deliberate. Negotiations will continue, aiming at an agreement for the May pay packet (backdated to April). Reps remain confident the deal will be better than elsewhere.
Members are encouraged to talk to workmates about the pay situation.
Manchester dispute:
Over two years we’ve made important gains for employees. Recently we got the draconian helpdesk sick-pay policy withdrawn. Today we’ve secured improved redundancy terms for many newer employees nationally.
New agreements still seem distant. Members instructed reps to focus on defending and building on existing agreements unless the company seem serious about new ones.
Other business:
Reps elected for the coming year. More would help.
Yearly report
A detailed report was circulated to members.
MAN05 pay review
Members who wanted to know their pay scales could still submit requests under the Data Protection Act, as set out in the second national pay campaign leaflet. This will elicit a standard reply from the company claiming that the information is exempt. Amicus will be issuing advice to members in the next few days on what they need to do to progress this.
Amicus is progressing its application to the Central Arbitration Committee to rule on whether we have a right to pay scale information from the company to help with collective bargaining without agreeing to keep it confidential from employees as the company wish.
The pay offer which had gone out to members on Tuesday 5th April had been accepted by a majority of members (but not a large one) in the vote, but in the meantime the company had denied that it ever made the offer and refused to stand by it.
Reps explained that the offer we sent out had been drafted in the joint negotiating meetings – with the draft projected onto a screen and checked point by point. The wording of the one late change the company wanted had been specifically checked before Amicus sent it out.
Without any warning, discussions or negotiations, the company had sent two further offers on Wednesday (at 11:51 and at 12:03!). Then on Thursday they confirmed in writing that the offer was “still under discussion”. At that point Amicus announced to employees that it was now impossible for any deal to be done in time for the April pay review. Later that day the company gave us yet another version of the offer (on paper this time), but both sides were agreed that any new offer would come too late for the April pay review.
Amicus registered a Failure To Agree and asked for a stage-2 meeting. The company have since confirmed that this will involve Ella Bennett, the head of HR for Core Services. They are looking at dates next week.
On Monday 11th the company sent out a company notice to all MAN05 employees. It complained that Amicus hadn’t sent their “final” offer out for the vote, and attached it. The “final offer” had changed yet again (though not significantly this time), but still included a deadline for members to have voted by the Thursday before!
The reps believed that the company had deliberately prevented an agreement in time for the April pay review. Reasons might include a desire to avoid the embarrassment of a better MAN05 deal at the same time as the imposed national one. There also seemed to be an effort to blame the delay on the union to upset non-members. This was clearly reflected in the company announcement.
Reps reported that Amicus weren’t alone in having such problems with Fujitsu management. PCS in Swansea had had an agreed offer suddenly replaced with a new one last year, but fortunately they hadn’t got as far as sending it out for the vote.
The announcement asked employees to decide for themselves “whether this is a reasonable offer for the Company to make”. Reps responded that it might have been a reasonable offer for the Company to make, but they didn’t.
Reps reassured members that they were still confident an agreement could be reached on a deal significantly better than that outside the bargaining unit. Even the offer the company had circulated passed that test, even though it was worse than the offer members had voted on in several respects, including:
· Removal of a commitment to give pay rises on promotion
· Removal of a commitment to resolve anomalies where people are contracted to work more hours than most for no apparent reason
· Watering down of commitments on other anomalies such as company cars
· Removal of the agreement on the change to the bargaining unit boundary
The reps intended to make a measured response to the company. They had already warned the company that if they were likely to release more pay analysis to employees as a result of the withdrawal of the offer.
Members were encouraged to talk to their workmates about the situation and make sure people understood the truth.
Members with shortfall plans were advised that the company’s previous statements that the plans had already been entered into the systems and would be automatic turned out to be untrue. The company now said that any shortfall rises due on 1 April wouldn’t be paid until the pay agreement was reached.
It was agreed that the next steps were to negotiate a clear new offer (ensuring that it was received in a way which prevented any repeat of the problems) in time for implementation in the May pay packet.
Reps anticipate major changes to the pay and benefits structure in Fujitsu over the next year, making effective union organisation vital.
Manchester Dispute
Amicus and the company had constructive talks on 3-4 February to identify all the issues from the unresolved dispute. The negotiating teams classified them as resolved, requiring further discussion, or potentially contentious. You can read the agreed report here on the “Amicus The Union” CafeVIK community.
In the two months since there has only been one meeting. The company have still given us no answers on most of the actions and questions from 4 February. Since then there has been one meeting, on Friday 8th April. The changes over the two months are:
· The company had agreed to look into unresolved problems with sickness management in the helpdesks. In the meantime a new policy was issued which made some of these problems worse. Amicus drew this to the attention of management and the policy was withdrawn. Helpdesks use the same corporate policy as everyone else. Local guidelines may be drawn up, but Amicus will be consulted before they are introduced. This means that the issue no longer needs to be discussed as part of the dispute.
· The company were reviewing whether they wanted sections on Equal Opportunities in the recognition agreement. The company are willing to include this in a similar way to the February drafts.
· Amicus believe that the company announcement of 26th September 2003 (just before our second strike) gave many MAN05 employees a Minimum Redundancy Payment. The company said they didn’t accept this, creating another disputed "interpretation" of the current situation. Reps were pleased to report that they had received an email today confirming at least part of this and extending it nationally. Reps are currently seeking clarification. This will benefit hundreds or thousands of employees who joined the company in recent years.
Members passed the following motion unanimously:
It is now nearly two years since the company provoked industrial action at MAN05 by attacking employees rights, breaking our union recognition and Security of Employment agreements.
Overall, the campaign has brought real gains to employees:
1. Sick pay from day-one extended to all staff, benefiting around 1000 employees nationally.
2. The introduction of the “Minimum Redundancy Payment” for MAN05 staff, improving job security for newer staff whose contracts specified statutory minimum redundancy terms. The company confirmed today that at least part of this gain will be extended nationally.
3. The 2004 pay deal, which was significantly better than that elsewhere in the company.
4. Agreement (in the company announcement of 24 December 2004) that our existing agreements carry over to the new Manchester site if no new ones have been signed.
5. Though the company still theoretically “interprets” our existing agreements in new and detrimental ways, and employees still suffer from occasional breaches, the move to systematically break them has stopped. For example, the union is no longer having to deal with widespread problems of the company denying individuals the right to be represented, making MAN05 employees redundant without 90 days warning, or pressing ahead with decisions without hearing grievances.
We continue to believe that updated agreements would benefit employees and the company, as well as improving industrial relations. However, we note that an agreement is still further away than a year ago, and that the company has done little to make tangible progress in more than two months.
We instruct our reps to prioritise defending and clarifying our existing agreements, and reaffirm the decision of our February EGM:
“If our reps were forced to break off talks due to further breaches of the type that led to the dispute (for example failing to consult prior to selecting individuals to be forced out of their jobs into redeployments [including Linkwise]; failing to give 90-days consultation prior to redundancy; refusing members representation; or implementing decisions before fully hearing grievances) then we would want Amicus to ballot us for further industrial action, and to apply pressure by other means.”
If the company show serious intent to negotiate new agreements, we instruct our reps to respond positively.
Other Business
Nine reps were elected:
Ian Allinson, Dave Francis, Isabel Hay, Lynne Hodge, John Lacey, Chris Morton, Sulayman Munir, Zahid Ramzan, Phil Tepper
This leaves two vacancies on the MAN05 reps committee, and members are encouraged to volunteer or propose colleagues they believe would be suitable.
There were no changes to the group rules.
There was a short discussion the relocation to Central Park.
April 09, 2005
Third leaflet for Fujitsu pay campaign
1 April may be behind us, but the company has done little or nothing to address the aspirations of employees across the company for a better deal.
You may be seeing the third leaflet on a site near you soon...
April 07, 2005
Fujitsu sabotages MAN05 pay review
On Tuesday Amicus published the company’s pay offer for the MAN05 bargaining unit on the “Amicus The Union” community on CafeVIK, and invited members to vote on it.
The offer had been jointly drafted in the final negotiating meeting on Monday, leaving only a couple of points which the management negotiating team needed to check with a particular HR manager not in attendance. On Tuesday the company responded on these points and we checked the revised offer wording with HR before publishing it.
Amicus had made clear to the company that we would be conducting the vote by email with a closing date of Thursday, so that we could provide the result to the company on Friday (8th). This allowed time for managers to implement the pay review and have the rises in employees’ April pay packets.
On Wednesday the company sent us a “revised offer” – out of the blue. The company claim the revision was “in the spirit” of the original offer, and the changes are for “clarity”.
We have told the company that changing the offer after it is out for the vote is unacceptable.
Though the company are now denying they ever made the offer, the only credible explanation is that the company negotiating team were over-ruled from higher up in the company after the offer had gone out.
We pointed out to the company that if the changes were genuinely cosmetic, surely it wasn’t worth welching on the offer for this. Of course the real answer is that the changes aren’t cosmetic. “Yes” changes to “Maybe” or “No” on certain points.
The company’s actions prevent any pay deal being implemented for MAN05 staff for the April pay packet – despite Amicus working to their tight timetable.
The only slight consolation is that the company have committed to backdating the eventual deal to 1st April.
On Thursday the company told us that the offer is “still under discussion”! They have created a situation where employees can’t receive their pay rise on time. As we went to print Amicus members were still voting on the original offer, and it seems that the offer would have been accepted. If the company had stuck to their offer the pay rises could have been received on time.
It’s hardly as if the offer was wonderful in the first place – not exactly giving away the crown jewels. Just look at some of the points the company did not put in the offer:
· A pay pot equal to inflation
· Bringing those on more than 37 hours a week down to the company norm
· Overnight allowances for people working away from home
· Bringing the RIM staff who transferred from CS to IS into line with their new colleagues on hours, shift payments etc.
· Uprating the helpdesk pay scales by the same size as the pot
· Published pay scales for all roles
· An Equal Pay Audit
· Premium payments for working bank holidays
Amicus will keep campaigning to ensure the company can’t cheat employees out of a decent pay deal. If you want to help keep the pressure up, why not join Amicus or get involved?
As part of our commitment to keeping employees (members and non-members) informed, and as part of the pressure we’re putting on the company to treat employees fairly, we intend to publish further information about the pay system in the near future. Keep an eye on our pay campaign web site: http://www.ourunion.org.uk/pay2005 for updates.
AMICUS MAN05 pay offer - reminder to vote
The company are behaving very oddly in relation to their pay offer for MAN05, giving us serious concerns which we hope to resolve today.
In the meantime, don't forget that the deadline for members to vote on the MAN05 pay offer is Thursday 7th April.
Voting details were sent out to MAN05 members in our notice of Tuesday 5th April. A copy of the original offer is here on CafeVIK.
We are distributing a paper notice across the site to ensure members are reminded to vote and to keep non-members informed.
The company have made no equivalent offer for those outside the MAN05 bargaining unit.
April 06, 2005
Amicus MAN05 Annual General Meeting
The Amicus Fujitsu West Gorton group will be holding its Annual General Meeting on:
3pm-4:30pm
Wednesday 13th April
MAN05 Restaurant
This meeting will hear reports from the reps committee on issues including the dispute, pay and relocation.
Members will also elect the reps for the coming year, and discuss motions to determine what happens in the coming year.
All members based at West Gorton (including homeworkers with a MAN05 admin base) are entitled to attend.
Members are also entitled to attend in work time.
If your manager might need to arrange release for you to attend, please contact them NOW. If you have any problems getting release, contact your rep immediately. If you leave it until the last minute, we may be unable to help.
A more detailed agenda and reps nominations will be circulated in the morning of the meeting.
Please do your best to attend.
April 05, 2005
MAN05 pay offer for voting
This notice includes the offer from the company for the April 2005 pay review.
The original email notice asked members to read it carefully and cast your vote by the end of play on Thursday 7th April.
Please note that the company has since denied making this offer.
If a majority of members accept the offer, managers will be asked to carry out the pay review on this basis for all employees in the bargaining unit, and the pay increases should be received in the April pay packet, or be backdated to 1 April 2005.
If a majority of members reject the offer, reps will go back to the negotiating table and seek to improve the offer. When a deal is reached that is acceptable to members, any rises will be backdated to 1 April 2005.
In either case, Amicus will continue to campaign on the many parts of the pay claim, which the company have not addressed in their offer. For example, Amicus has informed the company that we are submitting an application to the Central Arbitration Committee for a ruling on whether (under rights arising from union recognition) they have to disclose the 2005 pay scales without confidentiality restrictions.
You can read the original claim here. Other information about the pay claim is linked from our pay campaign web site www.ourunion.org.uk/pay2005.
Who does this offer affect?
Every employee in the Amicus MAN05 collective bargaining unit, whether a union member or not. This means those who are based at MAN05 and whose basic pay is £36911 or less (pro rata for part-timers).
For the purposes of this year’s pay deal (and without precedent), the only HOM99 staff who will be included are those who responded to our notice of 18 March.
THE OFFER IS AS FOLLOWS:
SCOPE
This covers all MAN05-based staff whose basic pay is up to £36,911 (pro-rata for non-standard hours). It includes (without forming a precedent) the five HOM99 staff that identified themselves as having a MAN05 admin base.
For the purposes of this offer, “normal” hours are 37 per week, but 40 per week for:
· TSS/1 in Customer Services Engineering
· TSS/1, TSS/2 and TSM/1 in Customer Services Government Helpdesks
· TSS/3 & TSM/1 who have transferred into Infrastructure Services from Customer Services, Government Desks.
It excludes 6 employees who are on the graduate scheme (with role codes starting with GRD). Their pay reviews are centrally funded. They had pay rises in March, which are generally at least as favourable as they would be likely to get under this offer.
The company manages pay differently for employees in TSS/1, TSS/2 and TSM/1 roles within Core Services - Customer Services – Central Government Helpdesks, and TSS/3 and TSM/1 in Core Services - Infrastructure Services - Technical Support North (who transferred from Customer Services, Government Desks). The company uses “D1-D4” pay scales for this group. They are covered by this offer, but certain particular points are specific to them or don’t apply to them.
TIMING
Amicus members are being asked to vote on this offer by Thursday 7th April, so that Amicus can communicate the result to the company on Friday 8th April. If this offer is approved, the pay review will be completed and the pay increase included in the 23rd April pay packet. If the offer is rejected, negotiations will reopen and any subsequent agreement backdated to 1st April 2005.
PAY POT
The company will make 3% available.
The full 3% will be spent. The majority will be spent from 1 April, some will be planned as part of the April pay review to be spent later in the year, and some will be retained for unplanned promotions and progression during the year.
ALLOCATION OF THE POT
Each employee in the bargaining unit will receive a pay rise of at least £250 or 1.5%, whichever is the greater from 1 April 2005. This will be pro-rata for part-time employees.
The company will honour the shortfall plans put in place as part of the 2004 pay agreement. Managers must not take into account these plans in allocating other rises as part of the April 2005 pay review. Pay review letters for employees with shortfall plans will specify the shortfall part of their rise separately.
Anyone (except those on D1-D4 scales) paid less than 75% of the median salary for UK Fujitsu Services employees in their role will have their pay brought up to that level with immediate effect.
The remainder of the pay pot will be allocated by local management according to the Performance Plus processes.
OTHER FINANCIAL ELEMENTS
The company confirms that where employees change to a job/role, which is a promotion, an immediate pay rise should be given.
17 people had shortfall plans under the 2004 pay deal which included rises scheduled within the 2005-6 financial year but after 1 April. These rises will be implemented with effect from 1 April 2005.
25 employees had shortfall plans under the 2004 pay deal, which included rises after the 2005-6 financial year. The company is making funds outside the 3% pot available to pay these rises in the 2005-6 financial year. This will happen for each individual unless the line manager objects. The company will decide each case by the start of May and the rises will be backdated to 1 April 2005.
D1-D4 pay scales are based on capability (including performance) as set out in the level descriptions. Work not being available at the level of capability of the employee’s capability is not a reason for refusing progression up the levels. Employees will never be moved down their D1-4 scale unless this is a disciplinary sanction.
All D1-D4 pay scales are to be increased by £250.
The Company acknowledges that staff being paid for Telephone Stand-By (TSB) on the £2.70, £3.50 and £4.25 rates haven’t had them increased since 1993. The company is collecting data on the scale of this issue. The company will have the data by September, and will start a national review, as part of which the company will consult Amicus.
The allowance for First-Aiders is currently £130 per year, and has not been increased for many years. The company will review this with Amicus with an increase offered by 1 May and backdated to 1 April 2005.
Amicus identified 32 employees in the bargaining unit who didn’t get benefit cars when most of their peers do. The company will review the 32 cases and generally provide a car entitlement by the end of May 2005. Where there is a possible justification for not giving them a car, this will be reviewed with Amicus to try to agree an alternative resolution.
The company are willing to investigate the inconsistency of 11 people in the bargaining unit who are in the Defined Benefit pension scheme but whose entitlement is only 1/75th accrual. The company will discuss the results with Amicus with the aim of agreeing a resolution by 1 June 2005.
Amicus have identified 57 people in the BU who may be bonus anomalies - Company will review the 57 cases and generally offer a bonus change by the end of May 2005. Where there is a possible justification for not offering a change, this will be reviewed with Amicus to try to agree an alternative resolution. The intention is to address all the issues in time to be effective for financial year 2005-6.
OTHER NON-FINANCIAL ELEMENTS
The company affirms that the Flexible Working Guidelines don’t just apply to those with young children. The company will positively consider requests to change working patterns from any employee.
Amicus had asked to open negotiations on the right for all employees to remain in employment up to age 65 if they wish. Amicus have been invited to participate in a working group to address this area and how we can progress employees requests with regards to extending their employment time with the Company.
Amicus had asked to open negotiations on ”Clarification of the “pre-retirement wind-down” scheme in the light of more flexible retirement ages. The scheme should be open to any employee from their 59th birthday who gives a year’s notice of their intention to retire.” Amicus have been invited to participate in a working group to address this area and how we can progress employees requests with regards to extending the “pre-retirement wind-down” scheme.
Amicus have identified 14 people whose “job hours” are 37, but whose employee hours are longer. The Company will investigate this and discuss results with Amicus by 1 May 2005.
MONITORING
The company will provide information to Amicus after the pay review and during the year to allow monitoring that the agreement has been implemented fully and fairly, and that at least the full 3% has been spent.
BARGAINING UNIT BOUNDARY
The boundary of the collective bargaining unit will increase by 3% from £36,911 to £38,018.
What is the reps’ assessment of the offer?
The offer falls well short of our claim, but is significantly better than what the company is doing outside the bargaining unit, where many people are getting 0%.
The “pot” the company is making available for the April pay review nationally – at 3%, is below the rate of inflation – meaning a pay cut in real terms.
Advantages and Disadvantages.
Advantages
A minimum rise of at least 1.5% or £250 whichever is the greater.
Acceleration of shortfall rises for these receiving them in this financial year, as part of the 2004 pay deal.
D1 to D4 scales have gone up by £250 at each level. Affecting Helpdesk staff, managers and RIM teams.
D1 to D4 will be based on capability not job availability.
Promotions will mean you will get a pay rise.
The company will look at staff with company car anomalies that Amicus have identified.
The company will look at staff with bonus anomalies that Amicus have identified.
The company will look at staff with working hours anomalies that Amicus have identified.
The company will look at staff with Pensions anomalies that Amicus have identified.
A review of TSB rates and First Aid allowances.
Positive statement from the company on ‘Flexible Working’.
The company to discuss working up to the age 65 with Amicus.
The company to discuss the clarification of the pre-retirement wind down with Amicus.
Disadvantages
3% pot is well below inflation.
The company have refused to commit to an equal pay audit.
The company have refused to publish open pay scales for all roles.
No clear criteria and appeal process established before any role code mappings changes.
The company have rejected the idea of an overnight allowance.
The company have rejected a reduction in hours from 40 to 37.
The company have refused to have discussions on re-opening the Defined Benefits pension scheme.
How to vote…
In the original email notice, members were invited to vote by Thursday 7th April in order that we could get the result to the company on Friday.
If a “Yes” vote is given then we can get the pay plans processed in time for next month’s wage payment. Votes received after Thursday will not be counted.
April 01, 2005
Build a stronger union
Employees need a strong union to have an effective voice at work. It is disappointing (if unsurprising) that the company refused to negotiate at national level this year. Alongside campaigning over pay and other specific issues, we need to be working towards achieving union recognition and collective bargaining for all employees – regardless of where they are based.
We’ve made significant steps forward in developing our national organisation in the last few months, including:
· National newsletters
· A strong representation on the company’s UK Consultative Forum (UKCF)
· Our first national pay campaign
· Developing our national reps network
This is already reflected in the number of employees deciding to join Amicus from across the country. We don’t yet know the final tally for March, but we already know of nearly 40.
The best person to recruit your workmates is you – have you asked them? You can download a membership form from the "Amicus The Union" community on CafeVIK or from the Internet here.
If you’re willing to do a little more to help build the union, please get in touch.
For example, members in Solihull are organising two off-site lunchtime meetings for members and non-members to talk about the issues of concern to them and how Amicus can help. The first is on Tuesday 5th April. For more information contact Andy Batchelor.
Pay review for Amicus MAN05 bargaining unit
MAN05 Reps are meeting the company again today and Monday. We expect to send a company offer out for affected members to vote on next week.
If the offer is accepted, the company assure us that this will still leave time for implementation for the 23rd April pay packet. If the offer is rejected, negotiations will continue and the final deal will be backdated to 1st April to ensure that staff haven’t lost out.
It is regrettable that the company leaves meaningful discussions on pay so late – possibly in the hope that members will accept whatever is offered in order to receive it on time.
The offer will be sent out to affected members by email for the vote – make sure you read union notices carefully over the next week or so and have your say. It will be your decision.
In the meantime, we have published three reports to provide background information on the current situation in the bargaining unit:
1. Composition of the MAN05 bargaining unit workforce
2. Helpdesk & RIM D1-D4 pay scales
3. Current pay and benefits in the MAN05 bargaining unit
Please take the time to look at these – they should help you reach an informed decision when you come to vote.
National Pay Campaign
Most employees across the country (except for the lucky minority covered by collective bargaining) will now have had their pay review letters, telling them what pay rise (if any) they are getting this year.
Despite massive support for the national pay campaign from employees across the country, the company are still (predictably) refusing to negotiate over our pay claim at national level. However, the campaign has already begun to set the agenda on pay and benefits.
Even without negotiations, a strong campaign can influence company decisions over the coming months. For example, in 2003 we won Sick Pay from day one for all staff nationally – despite the only official talks being at MAN05.
We must continue to build up the pressure on Fujitsu to address employees’ concerns about pay and benefits, and to secure the right of all employees to have a say through genuine negotiation.
If you have not yet submitted your Data Protection Act request for pay scales, you still can – there is a 40-day deadline from a request to provide information. See here for updates on this issue.
Don’t forget – if you have any information about Fujitsu’s pay scales and comparative figures, internal or external, please send the details to payscales @ ourunion . org . uk.