Amicus reps today met Fujitsu Services management to seek a resolution to the current dispute at West Gorton. The dispute is over breaches of the union recognition agreement and the Security of Employment Agreement (SEA), and the union's claim for Sick Pay, Equal Pay and Fair Pay. Further talks are planned for Tuesday and Wednesday, as much remains to be resolved. A more detailed report will be issued once jointly agreed.
It is the intention to present an offer from the company to a General Meeting of members on Thursday 4th September. At this meeting, members could decide either to accept the offer, or proceed with the industrial action planned to start on Monday 15th September.
Amicus reps today met Fujitsu Services management to seek a resolution to the current dispute at West Gorton. The dispute is over breaches of the union recognition agreement and the Security of Employment Agreement (SEA), and the union's claim for Sick Pay, Equal Pay and Fair Pay. Further talks are planned for Tuesday and Wednesday, as much remains to be resolved. A more detailed report will be issued once jointly agreed.
It is the intention to present an offer from the company to a General Meeting of members on Thursday 4th September. At this meeting, members could decide either to accept the offer, or proceed with the industrial action planned to start on Monday 15th September.
MONDAY'S STRIKE @ MAN05 POSTPONED UNTIL 15th SEPTEMBER
Yesterday the company announced that all helpdesk staff will now get company Sick Pay from day one, and their annual leave will be increased to 25 days. This is an important step forward, that would not have happened without the Amicus campaign and the threat of industrial action. However, the company have failed to make any meaningful offer on the other vital issues in dispute. Is it an attempt to divide the workforce by making a concession to one group? Or maybe an attempt to distract attention from the other vital issues in dispute?
After consulting members as widely as possible, the Amicus reps committee decided this morning to postpone Monday's strike until 15th September, in response to the Sick Pay concession. This will allow a short period for negotiations before action would begin if necessary. We've sent the following email to management:
-----Original Message-----
From: Allinson Ian
Sent: 28 August 2003 09:59
Subject: AMICUS: Industrial action postponed from Monday 1st September
Importance: High
thanks for your note yesterday. We had hoped for an offer which could be the basis of meaningful negotiations, but the letter clearly doesn't come anywhere near that.
Our dispute is over the company's breach of our union recognition agreement and the Security of Employment Agreement, and over our pay claim.
The pay claim covered Sick Pay, Equal Pay and Fair Pay. The only specific proposal in the letter related to Sick Pay. The other issues are equally important to our members, and were not addressed in any meaningful way. These include:
The decision to extend company Sick Pay to helpdesk staff is a very welcome gesture from the company, as is the increase in annual leave from 20 to 25 days. Despite the total inadequacy of the proposals contained in your letter, the reps committee has decided to reciprocate this gesture by asking Amicus to suspend the notice of industrial action starting on Monday 1st September, postponing it until Monday 15th September.
We want to make clear that we will not be delaying action again - this dispute has already dragged on far too long. For this reason we don't require any extension to the legal timeframe for start of industrial action based on our ballot. We will recommend that action goes ahead from the 15th unless a General Meeting accepts an offer from the company to settle the dispute.
We hope that the company will have more substantial proposals for us on Friday.
Ian Allinson
Amicus
We believe this delay will give us time to ensure everyone understands the reality of the current situation, and that we keep the workforce united behind the campaign.
The company's actions don't give us high expectations for tomorrow's negotiations. Members made it clear at a General Meeting last year that they saw maintaining union recognition as even more important than the pay claim. The problems of people getting paid far below the pay scales, paid unequally, and getting no pay rises of years remain. We must begin preparations for the 15th now, in case our fears are realised, and action proves necessary. We intend to hold a General Meeting between now and the 15th to report back on negotiations and to consider any offers from the company.
Remember:
Dispute updates are available from: http://www.ourunion.org.uk/icl/FJSdispute
Yesterday the company announced that all helpdesk staff will now get company Sick Pay from day one, and their annual leave will be increased to 25 days. This is an important step forward, that would not have happened without the Amicus campaign and the threat of industrial action. However, the company have failed to make any meaningful offer on the other vital issues in dispute. Is it an attempt to divide the workforce by making a concession to one group? Or maybe an attempt to distract attention from the other vital issues in dispute?
After consulting members as widely as possible, the Amicus reps committee decided this morning to postpone Monday's strike until 15th September, in response to the Sick Pay concession. This will allow a short period for negotiations before action would begin if necessary. We've sent the following email to management:
Posted by IA at 10:50 AM
MAN05 STRIKE STILL ON
MONDAY 1ST SEPTEMBER
The 75%+ YES/YES vote in the ballot caused a sharp change in the company's approach - they're clearly very nervous at the prospect of industrial action. We'd hoped that by yesterday the company would meet our deadline and come up with an offer that could form the basis of realistic negotiations, so that the reps committee could consider suspending Monday's strike. They have not come up with an offer, which means that Monday's strike is still on.
The company claimed that they "have not been able to give them [the issues] sufficient attention to enable us to fully respond". Amicus:
We've prepared a leaflet to go out to all MAN05 staff, you can read it (under "Community News") on our CafeVIK community here.
Due to the tight timescales to deliver this, we need as many members as possible to distribute the leaflet across the site. This is essential to publicise Monday's strike and make it as successful as possible. If you can spare a few minutes of your time to help distribute it across the site, that would be very much appreciated. Please email Rep Alan Jenney for details, if you can help.
It's still possible that Monday's action could be suspended if the company change their position. If the action is suspended, we will:
a) Post the information on our dispute weblog: http://www.ourunion.org.uk/icl/FJSdispute
b) Email members
c) Put a news item on our CafeVIK community
If you're in any doubt, we recommend you turn up at the site for your usual time and see if there's a picket. There will be lots happening on Monday, so your trip won't be wasted.
PLANS FOR MONDAY
We will be holding a General Meeting for members, which will be particularly important, as it will consider proposals for the second phase of industrial action. Every member should be there.
If the strike goes ahead, there will be lots happening - what can you do to help the campaign?
We need every member to join in as much as possible - it's the activity of members that will convince the company to listen.
On Monday, we won't be coming on site. That means there's lots to sort out, from safe places to park to access to toilets. We have plans to deal with these practicalities. We're even considering hiring a minibus to ferry people from the parking by Asda and the Pakistani Community Centre in Longsight up to MAN05.
What we need is members to offer their help - what times can you make yourself available? Can you picket? Drive a minibus? Provide a gazebo to shelter the pickets? Get a band together to play while we march? Offer your ideas and suggestions?
Don't forget that you can check for updates here: http://www.ourunion.org.uk/icl/FJSdispute
Management have not provided any offer that could be the basis of realistic negotiations, so the reps committee today did NOT decide to suspend the notice of industrial action.
Management did write to us, but the letter contained no offer of any kind. The company claim they haven't had time to make a considered response, but would do so at Friday's meeting. We've pointed out that we've been raising the issues in dispute for many months.
We will, of course, consider any offer made, but the closer we get to the strike day, the harder it will become to call off the action.
Meanwhile, plans for Monday's strike are coming together. We've booked the hall in the Pakistani Community Centre in Longsight for a members' meeting, and approached the police to discuss a route for a march to the meeting.
We're starting to put together lists of members for picket duty - please get in touch and choose your times.
You can listen to Friday's interview with Roger Jeary on BBC GMR radio if your PC can play an MP3 file. Apologies for the poor quality of the recording!
Amicus National Secretary Roger Jeary will be interviewed on BBC GMR local radio this evening.
Events are moving fast following the 75%+ YES/YES vote by members in the industrial action ballot at West Gorton.
NEGOTIATIONS
The company have offered formal negotiations, which will take place at West Gorton on Friday 29th August. This is great news, and entirely the result of the determination of our members. Amicus has provided the company a draft agreement to settle the dispute, to assist the negotiations. We expect to be presenting the petition for MAN05 Employee Rights to management at the meeting - it already has over 500 unique signatures from Fujitsu Services staff at MAN05.
The company requested that notice of industrial action be suspended while we talked. Your reps pointed out that the issues have been on the table for many months, and that we are not willing to be "strung along". We have therefore given the company until noon on Tuesday to come up with an offer that could be the basis of meaningful negotiations. The reps committee meeting on Tuesday afternoon can then consider their request.
ACTION
While we are hopeful that the ballot result will be sufficient to bring the company to its senses, we also have to be prepared for the possibility that the company may still be unwilling to cooperate. We are therefore making arrangements for action, should that be necessary. The action can be called off at any time if a settlement is reached.
Amicus has sent notification to the company of industrial action beginning on Monday 1st September.
The form of action (for the first phase) was decided by the Extraordinary General Meeting back in June:
1. A one-day strike on the first day of action
2. Action short of strike, consisting of:
a. Withdrawal of goodwill. This means stopping all the extra things we do to help the company run smoothly, over and above what is formally required of us. Examples (not exhaustive) include stopping:
i. Doing work prior to being given a charge code or call number
ii. Using our own cars for company business (except where in receipt of an allowance in lieu of a company car)
iii. Overnight stays away from home
iv. Working outside our normal hours (including travel)
v. Responding to ?out of hours? requests when not being paid for standby and overtime
vi. Making ourselves easily contactable by mobile phone or pager
b. Taking full breaks. This means taking appropriate breaks away from work, stopping work for lunch, and VDU users ensuring that they have at least 10 minutes every hour not using their VDU.
c. Helpdesk staff ensuring all calls are logged carefully and thoroughly, making appropriate use of Make Busy and Do Not Disturb.
d. Setting up an Out Of Office reply to cover the strike day and non-work periods such as overnight or weekends. This should be based on ?Fujitsu Services staff at West Gorton are currently taking industrial action because the company is breaking its union recognition and redundancy agreements, and over a pay claim. Apologies for any inconvenience caused. If you want more information or to join AMICUS, see www.ourunion.org.uk. Please send messages of support to support@ourunion.org.uk.?
For the avoidance of doubt, subsequent General Meetings can change or extend this plan, but we must give at least seven days notice to the company before any action.
Amicus is also making plans for a protest march and members' meeting on 1st September.
Events are moving fast following the 75%+ YES/YES vote by members in the industrial action ballot at West Gorton.
NEGOTIATIONS
The company have offered formal negotiations, which will take place at West Gorton on Friday 29th August. This is great news, and entirely the result of the determination of our members. Amicus has provided the company a draft agreement to settle the dispute, to assist the negotiations. We expect to be presenting the petition for MAN05 Employee Rights to management at the meeting - it already has over 500 unique signatures from Fujitsu Services staff at MAN05.
The company requested that notice of industrial action be suspended while we talked. Your reps pointed out that the issues have been on the table for many months, and that we are not willing to be "strung along". We have therefore given the company until noon on Tuesday to come up with an offer that could be the basis of meaningful negotiations. The reps committee meeting on Tuesday afternoon can then consider their request.
While we are hopeful that the ballot result will be sufficient to bring the company to its senses, we also have to be prepared for the possibility that the company may still be unwilling to cooperate. We are therefore making arrangements for action, should that be necessary. The action can be called off at any time if a settlement is reached.
PLANS FOR ACTION
Amicus has sent notification to the company of industrial action beginning on Monday 1st September. This date was chosen by your reps because:
a) the end of the school holidays will be a time when the company finds it difficult to organise cover for strikers
b) many SLAs are calculated on a calendar month, so action starting on the 1st poses the maximum threat to SLA targets
The form of action (for the first phase) was decided by the Extraordinary General Meeting back in June:
1. A one-day strike on the first day of action
2. Action short of strike, consisting of:
a. Withdrawal of goodwill. This means stopping all the extra things we do to help the company run smoothly, over and above what is formally required of us. Examples (not exhaustive) include stopping:
i. Doing work prior to being given a charge code or call number
ii. Using our own cars for company business (except where in receipt of an allowance in lieu of a company car)
iii.Overnight stays away from home
iv.Working outside our normal hours (including travel)
v. Responding to “out of hours” requests when not being paid for standby and overtime
vi.Making ourselves easily contactable by mobile phone or pager
b. Taking full breaks. This means taking appropriate breaks away from work, stopping work for lunch, and VDU users ensuring that they have at least 10 minutes every hour not using their VDU.
c. Helpdesk staff ensuring all calls are logged carefully and thoroughly, making appropriate use of Make Busy and Do Not Disturb.
d. Setting up an Out Of Office reply to cover the strike day and non-work periods such as overnight or weekends. This should be based on “Fujitsu Services staff at West Gorton are currently taking industrial action because the company is breaking its union recognition and redundancy agreements, and over a pay claim. Apologies for any inconvenience caused. If you want more information or to join AMICUS, see
For the avoidance of doubt, subsequent General Meetings can change or extend this plan, but we must give at least seven days notice to the company before any action.
The day's strike will not be a day off. We're not contemplating striking because we're lazy, but because we're determined to be treated with respect. Your reps are making plans for 1st September, including:
...
WHO CAN TAKE ACTION
The group of people included in the ballot was:
"Fujitsu Services employees based at West Gorton, including home-workers with West Gorton as their administrative base."
Members and non-members within this group have legal protection for taking industrial action, and cannot lawfully be dismissed during the first eight weeks of action. Members must ensure they read Amicus newsletters in coming days - if the action is postponed or called off, but you don't come in, you would not have protection.
We are aware that there are other people who work on site (e.g. Fujitsu Consulting, Dalkia, Chestertons, Adecco), or might visit the site on a strike day, and may be wondering how the dispute affects them.
Pickets can legally ask anyone entering the site not to do so, but staff not in the group balloted do not have the same legal protection from dismissal. We encourage those outside the group balloted to discuss amongst themselves whether they will respect picket lines now. It's better to agree a collective response with as many colleagues as possible, rather than take individual decisions.
We realise that agency staff working for Adecco will probably feel the most vulnerable. However, these staff often have the most to gain from our dispute. Many hope to be taken on by Fujitsu Services, and would gain from the ending of the 6-months without sick pay on the helpdesks. Reps have secured the following statement from the Adecco Contract Manager:
"I can confirm that it is entirely the temps decision as to whether they wish to cross any Picket lines. If they decide not to, there will be no disciplinary action from Adecco."
If you work with Adecco staff - why not ask them to join?
EXEMPTIONS
Amicus has sent HR a form for managers to apply for exemptions from action for particular groups or individuals.
We want to avoid a situation where a minority of members take action "on behalf" of the majority - we should all be contributing. We are aware that there may be individuals for whom parts of the action "short of strike" would totally prevent them from carrying out their jobs. This would effectively mean they were striking, while the rest of us were not. If you are in this position, you can also complete the application.
The company have approached Amicus for formal talks on our dispute. We have sent them a draft agreement to settle the dispute. We have asked them to send us an offer that can form the basis of negotiations before we take any decision on postponing industrial action.
Talks are expected to take place on Friday 29th August.
We've just received the result of our ballot on industrial action, which is as follows:
Q Are you prepared to take part in strike action?
Number of votes cast: 119
Spoilt Voting Papers: 1
Number voting YES: 90
Number voting NO: 28
Q Are you prepared to take part in industrial action short of a strike?
Number of votes cast: 119
Spoilt Voting Papers: 2
Number voting YES: 101
Number voting NO: 16
Thanks to all our members who participated in the ballot.
This is a resounding (75%+) YES/YES vote - let's hope the company are now willing to negotiate.
We've just received the result of our ballot on industrial action, which is as follows:
Q Are you prepared to take part in strike action?
Number of votes cast: 119
Spoilt Voting Papers 1
Number voting YES 90
Number voting NO 28
Q Are you prepared to take part in industrial action short of a strike?
Number of votes cast 119
Spoilt Voting Papers 2
Number voting YES 101
Number voting NO 16
Thanks to all our members who participated in the ballot.
This is a resounding (75%+) YES/YES vote - let's hope the company are now willing to negotiate.
The next meeting of Greater Manchester IT Branch is:
6pm-7:30pm, Thursday 4th September
Upstairs, Hare & Hounds pub
Shudehill, Manchester City Centre, M4 4AA
All branch members are welcome to attend.
The ballot closes today, and we're awaiting the result with anticipation.
Last Thursday management at last met us to discuss the issues around breaches of our Union Recognition agreement and Security of Employment Agreement (SEA). You can read a short report on the meeting on our dispute weblog: http://www.ourunion.org.uk/icl/FJSdispute.
With the industrial action ballot due to close next Tuesday (19th), today reps held informal "exploratory" talks with management. The talks only related to the issues arising from the breaches of our union recognition agreement and the Security of Employment Agreement (SEA).
The talks were useful, as far as they went. They were purely exploratory, and the company has yet to offer a meeting to begin negotiations for a settlement of the dispute. We assume they are still waiting for our ballot result.
Given that these were the first talks on the breaches of our agreements for many months, they are very much to be welcomed.
The ballot for industrial action closes on Tuesday 19th August - next Tuesday. We urge everyone who has a vote but hasn't voted yet to return their ballot paper immediately. We need a good turnout and a resounding YES / YES vote in the ballot to maximise the pressure on the company for a negotiated settlement.
The mounting pressure on the company has at last brought some small movement. This morning reps will be meeting the local HR manager, and the head of HR for Core Services for exploratory talks on the issues relating to breaches of agreements. These are not yet real negotiations - we still believe the company is waiting to see our ballot result before trying to reach a settlement. However, they are a positive sign that the company is at least beginning to prepare for such negotiations. This is also the fruit of our long correspondence with the head of group HR.
The fact that these talks are about the issues not included in the pay claim does not indicate that your reps are quietly ditching the pay claim. They reflect the fact that we'd already had extensive talks with the company on the pay claim before the ballot began, whereas the company has previously refused talks on the other issues.
We attach for your information the correspondence that set up the meeting...
-----Original Message-----
From: Allinson Ian
Sent: 14 August 2003 08:50
To:
This further response sets out our thoughts on a suitable agenda, as promised.
1) Bargaining Unit
The discussion we've had on the constituency boundaries for the Pensions Consultative Forum is separate from our current dispute. When we agreed to your proposal for a salary threshold for this purpose, we made it very clear that this was for that purpose alone, and not a precedent for consideration of the bargaining unit for collective bargaining purposes. Of course, that's not to rule out the possibility that discussions on the bargaining unit might reach the same or a similar conclusion. We just want to keep other issues clearly separate from our dispute, to make it as easy as possible to resolve. We're happy to talk about the issue of the bargaining unit when we meet. If you'd also like to talk about the constituency boundary for the pensions election, we believe it would be more appropriate to do that separately.
2) Breaches of Agreements
The source of the problems we're having with breaches of our agreements does indeed seem to be your letter of 15th April (dated 14th). However, the breaches are real, not just in a letter. We find ourselves at this sorry pass because the company unilaterally imposed the views you set out in that letter, despite our objections.
We had expected to be spending the current period discussing a new recognition agreement for the new Manchester site. We thought it would be simplest for all concerned to leave the old MAN05 agreement in operation, rather than spend time and energy revising or renegotiating it. It's now clear to us that this approach is not an option, as the company are unwilling to abide by the old agreement. We believe that the most constructive way forward would therefore be to negotiate a new agreement, covering both West Gorton and the new Manchester site. We could take the opportunity to clear up any perceived ambiguities in the old agreement, and kill two birds with one stone.
3) List of issues
We believe a good, new recognition agreement could resolve many of the issues in dispute, but there would still be issues over which specific agreement would need to be reached. Below, we've attempted to combine your list of specific issues which wouldn't necessarily be resolved by a new recognition agreement, but upon which we need to reach an agreement:
a) Bargaining Unit
b) Individual Representation - under what circumstances
c) Redundancy consultation - collective & individual, Amicus role, SEA, Linkwise, Compromise Agreements etc
d) The suspension of normal disciplinary, redundancy or grievance procedures pending appeal. [Can you give us an indication what this one is about?]
e) The status and application of the SEA
f) Refraining from coercive action while a grievance is heard
g) Length of redundancy consultation period
h) Staff already dismissed in breach of our agreements
i) Staff with contract clauses saying they are not covered by any collective agreements
Of course, our pay claim also constitutes an important part of the dispute, but we assume you want this meeting to focus purely on the other issues involved.
We look forward to a fruitful discussion.
AMICUS
-----Original Message-----
From: Allinson Ian
Sent: 12 August 2003 15:52
To:
thanks for your email, which we discussed at the reps meeting this morning. We'd welcome such exploratory talks on the issues included in our ballot for industrial action. I'll send our agenda suggestions soon, but wanted to respond now, confirming our desire to meet, so that we can arrange a suitable time in the next few days. Can you suggest some possible days/times?
Many thanks
Ian Allinson
AMICUS
-----Original Message-----
From:
Ian,
Following your e-mail exchanges with [name removed, head of Group HR] regarding the issues included in your current ballot for industrial action action, [name removed, head of Group HR] has asked me to clarify our views of what these issues are with a view to sitting down with you to explore the detail behind them and how we can move forward.
Referring to previous correspondence, the source appears to be my letter of 15th April, which as I said at the time was intended to agree our interpretation on the Procedural Agreement, and to avoid future misunderstanding.
The issues that would benefit from a discussion with the aim of reaching a mutual understanding are:
1. The people for whom you have bargaining rights - I believe we have made progress on this issue by agreeing the population for the purposes of the Pension Plan consultation. However, we would like to include the issue of those who have expressed a wish to be excluded from the bargaining unit.
2. The types of meetings at which an employee may be represented by a union representative. Our reading of the Procedural Agreement is that reps are only entitled to attend formal disciplinary and grievance meetings.
3. Amicus’ role in redundancy and other consultation processes on a collective and individual basis.
4. The suspension of normal disciplinary, redundancy or grievance procedures pending appeal.
5. The status and application of the SEA agreement. Along with item 2, our view is that this is outside the scope of the procedural agreement. However, I am more than happy to discuss these areas with you when we meet.
If there are other’s that you believe that I have omitted, please let me know and I will make every effort to include them on the agenda if appropriate.
Regards
HR Manager
High Performance Systems
Labour Research carried the following report in their July "Workplace Report":
Unions welcome mobile phone driving ban
Driving while using a hand-held mobile phone will soon be a specific offence, road safety minister David Jamieson announced last month.
Initially offenders will be subject to a £30 fine, which can be increased to a maximum fine of £1,000 if the matter goes to court. The new law will take effect from 1 December 2003. The government is also planning to make it an endorseable offence, so that drivers will get three points on their licence each time they are caught holding a phone.
David Jamieson said: "Driving while using a mobile phone is dangerous. We are all too familiar with the sight of people driving along while holding and talking on their mobile phones. Our decision to introduce this new offence will make the roads safer for us all. Missing a call won't kill you - an accident quite possibly could."
Research by road safety campaign RoSPA has shown that whether the equipment is hand-held or hands-free, talking on a phone makes drivers four times more likely to have an accident.
RoSPA says mobile phones have been implicated in more than 20 deaths on Britain's roads and hands-free phones were being used in at least two of those tragedies. It adds that thousands of road accidents have been caused by people talking on the phone. RoSPA wants drivers prohibited from using hands-free phones as well.
Unions have also welcomed the proposals. Graham Stevenson, transport national organiser for the T&G general union said: "We have been saying for a long time that workers should resist pressure from their employers to use mobile phones while driving. Now it is the law. The T&G wants the Department for Transport to carry out more research into the hazards arising from in-cab technology, not just mobile phones."
* A RoSPA report, The risk of using a mobile phone while driving, published last year is available on line at www.rospa.com/pdfs/roads/mobiles/report.pdf
What do you think? How should Fujitsu respond to the research findings and the changes in the law?
There are a number of events coming up that members may be interested in. Please email Rep Ian Allinson if you'd like more information about any of them.
a) Saturday 30th August, "People's Assembly"
Called by the Stop the War Coalition (www.stopwar.org.uk) and supported by our union branch.
b) Tuesday 2nd September, Conference on trade unions and home workers
Organising the Invisible Workforce: Trade Unions, NGOs and Home workers. This conference will bring together home workers, voluntary sector workers and trade unionists to push forward organising initiatives that will start to address the issues facing home based workers. http://www.tuc.org.uk/organisation/tuc-6910-f0.cfm
c) 5-7th September Hazards Conference
The major Health & Safety conference of the year
d) 13-14th September, Amicus regional weekend school, Burnley
"The rise of the far right - is this a trade union issue?"
e) 27th September, national demonstration "End the Occupation of Iraq"
Called by the Stop the War Coalition (www.stopwar.org.uk) and supported by our union branch.
f) Saturday 25th October, Trade union conference on Globalisation
Called jointly by Globalise Resistance (www.resist.org.uk) and the Communication Workers Union. Supported by our union branch.
g) 8-9th November, Amicus regional weekend school, Southport
Globalisation
h) Tuesday 11th November, regional conference on "Working Time"
The Working Time Directive is Health & Safety regulation that protects you from long hours, gives you paid holidays, breaks etc.
The next meeting of the Greater Manchester IT branch is next week:
6pm-7:30pm, Thursday 7th August
Upstairs, Hare & Hounds pub, Shudehill, Manchester City Centre, M4 4AA
Our guest speaker will be Debbie Brannan, Regional Officer. The topic is "Union Recognition" - a subject of interest to those of us retaining our recognition as well as those organising and campaigning for recognition!
All branch members are welcome to attend.
Ballot papers have been sent out to members at MAN05 (including homeworkers with a MAN05 admin base). The ballot closes on Tuesday, 19th August and we will know the result within a day or so of that.
Updates on the campaign are being posted to our dispute weBLOG: http://www.ourunion.org.uk/icl/FJSdispute/.