New guidance on workplace stress was launched by the Health and Safety Executive (HSE) in October. "Real solutions, real people - a managers' guide to tackling work-related stress" includes practical measures for tackling stress in the workplace. See www.hse.gov.uk/stress/stresspilot/index.htm.
Working as a call handler is more stressful than other jobs, according to a new HSE report. Workers face a higher risk of mental health problems and lower well being, and call handlers in particular reported more dissatisfaction than other call centre workers. The report says call handling is stressful when workers have a high workload, are unclear about their work role, cannot make full use of their skills and have conflicting role demands. Psychosocial risk factors in call centres: an evaluation of work design and well-being (RR169) is available at: www.hse.gov.uk/research/rrhtm/rr169.htm.
As well as conferences for reps from every sector and region, there are a range of other forums going on throughout the union at the moment. We'd advertised these to members in a previous newsletter. Since then there has been one change:
The "Retired Members' Forum" had been booked for the same day as the "Pensioner's Parliament", and has been reorganised for 12:30pm on Tuesday 25 May.
Amicus is keen to ensure that all members can participate fully in the union, and benefit from its support and services. If you have any disability and would like to suggest any changes to the way we operate to help you take part, please get in touch.
The next meeting of the Greater Manchester IT Branch is:
6pm-7:30pm, Thursday 1 April
Upstairs, Hare & Hounds pub, Shudehill, Manchester City Centre, M4 4AA
(near the Shudehill tram stop and the spiral ramp to the Arndale car park)
All branch members are entitled to attend, from any employer or site - this is not just for MAN05 members.
As well as the usual discussion of workplace and union business, the main item on the agenda will be a discussion on "The far right - is it a trade union issue?". We will have a guest speaker from "Unite Against Fascism" (http://www.uaf.org.uk) in Oldham.
We also hope to have speakers from the strike of around 5000 nursery nurses in Scotland. These low-paid workers have been on all-out strike since the beginning of March. We know what a difference support made to our own dispute - and we've only had to take one and a half days action so far. For more information see http://www.unison-scotland.org.uk/localgovt/nurserynurse/.
Anyone who is classed as a user of "Display Screen Equipment" at work is legally entitled to a free eye test under Health & Safety law. We recommend that members use this facility even if their sight is perfect as a regular eye test can provide early detection of a number of serious diseases.
In Fujitsu Services, the procedure for getting your eye test is here.
To supplement your rights at work, Amicus have arranged a discount with Vision Express:
http://www.amicustheunion.org/main.asp?page=196#vision.
By an amazing coincidence, Fujitsu Services have arranged exactly the same deal - see here.
Take your pick!
Following the election of reps at the Annual General Meeting last week, your reps have met to elect officers and allocate roles amongst the reps committee.
The key roles are:
Group Chair: Sulayman Munir
Senior Rep (and group secretary): Ian Allinson
Deputy Senior Rep: Lynne Hodge
As well as having particular roles, we chose reps to lead on particular issues. They key ones are currently:
Pensions: Dave Francis
2004 Pay: Sulayman Munir / Ian Allinson / Phil Tepper
Dispute: Lynne Hodge / Sulayman Munir / Ian Allinson
FC/FTSI integration: John Lacey / Lynne Hodge
Offshoring: Ian Allinson / Chris Morton
Company Cars: Dave Francis
Utilisation, Flexible Working, Mobility: Alan Child
Relocation: Phil Tepper / Andy C Smith
Reward Framework: Sulayman Munir / Lynne Hodge / Ian Allinson
Stress & Working Time: Andy C Smith / Alan Child
RSI: Chris Morton
The next meeting of the Amicus Greater Manchester IT Branch is:
6pm-7:30pm
Thursday 1 April
Upstairs, Hare & Hounds pub, Shudehill, Manchester City Centre, M4 4AA
As well as workplace reports and the usual business, we will have a guest speaker and discussion on the subject "The far right - is it a trade union issue?"
All branch members are encouraged to attend.
The company has published a revised IT policy, which staff should familiarise themselves with:
http://www.cafevik.fs.fujitsu.com/viewer.asp?/content/0328/public/shared/itpolicies/cis-01-fs-internal-it-policy.htm
The policy maintains the approach (which Amicus argued for) of allowing "some" personal use, within defined constraints.
Amicus is one of six unions mounting a legal challenge to the government's Employment Equality (Sexual Orientation) Regulations 2003.
TUC General Secretary Brendan Barber said: 'The sexual orientation regulations have made a real difference, giving gay people proper legal protection at work for the very first time. But it’s a pity that what should have been a cause for union celebration has been dampened by the Government’s decision to bar lesbians and gay men from receiving pensions from certain schemes.
This is an issue which Amicus has helped members take up in ICL/Fujitsu in the past, and many hoped that the new law would help, rather than hinder.
For more information, see http://www.tuc.org.uk/law/tuc-7782-f0.cfm
Thanks to all who attended yesterday's MAN05 group Annual General Meeting. This is a report of it.
1) MOTIONS
The meeting approved a motion on "Offshoring":
The economy is increasingly globalised, and we work for a global company. Government and company decisions often have consequences around the world.
We recognise that workers in other countries need jobs just as we do. We believe that our interests are best served by cooperation and solidarity with our counterparts abroad, and not by competing to undercut each other in a global labour market. We believe that institutions in the richer parts of the world have a responsibility to encourage sustainable development in poorer countries. Not only is this morally right, but it limits destructive competition and promotes a peaceful and stable world for all.
We note the increasing trend for companies trading in the UK to relocate work to countries with lower labour costs. Often the sole beneficiaries are shareholders, while UK jobs are cut and workers in poorer countries suffer exploitation and the denial of basic rights.
We note that Fujitsu Services is piloting "offshoring" for some helpdesk and development work. We are deeply concerned about the potential consequences for jobs in the UK. We should oppose the replacement of jobs by jobs with worse terms and conditions and employment rights whether they were two miles away or two thousand miles away. We resolve to campaign against this being a consequence of the company initiatives.
We instruct our reps to investigate and report back on:
1) The company's offshoring plans
2) The claimed benefits of moving work overseas
3) The reality behind the claimed benefits
4) Best practices for protecting jobs and terms and conditions in the face of the threat of offshoring
with a view to securing appropriate agreements with the company on this issue.
The meeting rejected a motion restricting subjects for discussion or campaigning.
2) YOUR REPS
John Lacey was re-elected as the rep for Fujitsu Consulting.
Alan Jenney, the group chair, did not stand for re-election. Our thanks go to Alan for his work over the last year.
The following were elected as Fujitsu Services reps:
Ian Allinson, Dave Francis, Andy C Smith, Alan Child, Isabel Hay, Phil Tepper, Sulayman Munir, Lynne Hodge, Zahid Ramzan and Chris Morton.
This means we still have one vacancy for a rep from Fujitsu Services. If you are interested, please get in touch.
The reps will be meeting in the next few days to decide on responsibilities amongst the new reps committee.
3) PAY
Sulayman Munir reported on the pay campaign. The Company have now emailed everyone in the MAN05 bargaining unit with the statement on pay agreed by the members.
Though the pay deal leaves much to be desired, it does mark a significant step forward. The very fact of a negotiated pay settlement is positive. Other key aspects include:
The deal means a fairer pay system for those covered by collective bargaining than the rest of the company. It shows the importance of extending full union recognition elsewhere in the company.
It's also important to realise that the deal approved by Amicus members affects everyone in the bargaining unit. It's worth pointing out to non-members that they are already getting a few of the benefits of union organisation, but the benefits would be much greater if they joined.
4) DISPUTE
Though there is only one issue outstanding, we still have no agreement to settle the dispute. No meetings have taken place for some time, and we are told that nobody will be available until at least 5th April. It is true that the senior management and HR are preoccupied with other big issues (FC/FTSI integration, Aspire, NHS, pension changes, pay review, end-of-year). Lynne Hodge, who reported to the meeting, expressed concern at the lack of progress.
Members were warned that if the company don't start talking again, we may have to go back into "campaign mode".
Don't forget today's AGM:
3pm-4:30pm
Thursday 18th March
MAN05 Restaurant
This will be a combined AGM for both Fujitsu Services and Fujitsu Consulting members. All members based at West Gorton (including homeworkers with a MAN05 admin base) are encouraged to attend.
Members are 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.
1) AGENDA
The proposed agenda is:
1) Welcome
2) Reports
a) Secretary's Report (including statement on recent Employment Tribunals)
b) Recognition
c) Pay
d) Merger of Fujitsu Services (FS), Fujitsu Consulting (FC) and Fujitsu Technology Solutions International (FTSI)
e) Working on assignments
f) Offshoring
g) Pensions
3) Questions and Discussion on the reports
4) Motions (see below)
5) Review of group rules (no changes proposed)
6) Election of reps (see below)
7) Any Other Business (notified in advance)
8) Summing Up
4:30pm close
2) REPS NOMINATIONS
We are entitled to eleven reps from Fujitsu Services, plus reps from Fujitsu Consulting. Election statements for the nominated members were circulated to members.
3) MOTIONS
Motions submitted in advance were circulated to members. These covered Offshoring and Group activities.
PAY CLAIM
At the EGM on 10 February, Amicus members at MAN05 had passed a resolution on pay instructing reps what settlement to seek for Fujitsu Services employees in the MAN05 bargaining unit.
Please read this notice - your vote is urgently required, AND WILL DETERMINE WHETHER WE GET THIS PAY DEAL IN APRIL or a different one later (and backdated).
[Please note, this issue affects ONLY those who are MAN05 based and currently paid less than £35836 per year.]
Reps had difficulty getting enough time and information from management to properly address the pay claim. However, this week saw good progress (and some setbacks). The following statement summarises the company's current position:
The Company and Amicus Reps have been discussing the April 2004 pay review for employees in the MAN05 collective bargaining unit. For the purposes of this exercise, those included will be MAN05-based staff currently paid less than £35,836, regardless of business unit or where they are managed from. No final agreement has yet been reached, but the wording of this statement of the company’s position has been agreed by the negotiating teams.
The pay “pot” will be the same as elsewhere in Fujitsu Services UK - 3% in total, with 2.5% allocated in April, and 0.5% held back to be used by the end of the year for promotions and other adjustments.
All employees in the collective bargaining unit at MAN05 will be given a pay increase of at least 1% in April 2004 except:
1. those identified as being unsatisfactory performers (i.e. those whose performance is being managed via the Conduct or Capability Policy), and
2. those who are aware that they are 'red-circled' (which can occur when an employee has knowingly transferred to a less demanding role where his or her pay is significantly higher than others doing a similar job at a comparable level of competence and performance).
The remainder of the pot which is to be allocated in April will be distributed taking into account the following criteria:
1. Those who are paid below the bottom of their benchmark range. Since the company has not developed any new benchmark ranges since the 2003 pay review, the 2003 scales will be used, with an agreed mapping to the new Professional Community structures.
2. Those who are paid significantly less than their peers i.e. pay anomalies.
3. Those who perform excellently or outstandingly.
4. Those who have key skills which the Company needs to retain.
5. Giving priority to those who received 0% last year
For employees who are paid below the bottom of their benchmark range, the company will document and discuss with the individual a plan to bring them up to at least that level.
The Company has begun to conduct an analysis of current Community coding against the mapping exercise carried out from the previous Community codes. Any employee can access their personal details via CafeVIK or HRdirect. The Company will write to each employee, informing them of their new code. Any non-standard mappings will be identified and reasons for the decision given. An appeal process will be established to allow for the correction of inappropriate coding. Where the appeal process identifies incorrect mappings, the employee will be moved to the correct role and detail code. Where this has resulted in a lower pay rise for the individual in the 2004 pay review, this will be addressed. Any such increases will be backdated to 1 April 2004.
Amicus suggested improvements in certain “fringe benefits”. The company had begun to investigate providing sabbaticals and using the government’s “Home Computing Initiative” to offer tax-free computer equipment to employees, with a view to completing the investigation by April 2005.
If you are a MAN05 member employed by Fujitsu Services, you can vote to approve or reject this offer. Votes must be in on Monday 15 March at the latest. We apologise for the short timescale, but suitably amended pay guidelines need to go out to managers if the pay review is to be implemented on time for the April pay packet.
Looking back at the goals set by members at the EGM for the negotiations:
a) Accepts the same pay “pot” as the rest of the company for April 2004.
Accomplished (no great achievement!)
b) Distributes that pay pot in line with the “Fair Pay” element of our draft settlement agreement.
All the priorities in the draft are incorporated. Within the bounds of an inadequate 3% pot, the offer strikes a balance between a cost of living element, addressing underpayment, and addressing skills/retention/performance issues. With few exceptions (see the detailed statement above) all employees in the bargaining unit will get at least 1% - a step forward from the many zeroes of recent years.
c) Includes a plan to bring all employees up to the bottom of their pay scale (the lower quartile for the external market for that role and level).
As well as making these people a priority this April, managers will be required to produce a plan to bring everyone up to the bottom of the pay scale (the external market benchmark range for 2003), and discuss it with the individual. This is an important step forwards.
Your reps have worked closely with HR to ensure that the correct 2003 pay scales would be used for each individual in the bargaining unit. This is important because no solution to the issue of people being effectively "demoted" through the remapping of Professional Community roles has yet been implemented.
d) Allows individuals to voluntarily convert some or all of their bonus entitlement into a pay rise, to address the problems caused by the small pot, and to rectify under-payment more quickly.
Wording (for the joint statement above) on bonus conversion for those below benchmark had been agreed with the company's negotiating team on Tuesday, but on Wednesday the company told us they would no longer accept do this . This is extremely disappointing. The company proposed no credible alternatives for tackling the "underpayment" scandal.
e) Includes improvements in fringe benefits to help staff retention as the labour market picks up.
The two specific proposals put forward were around sabbaticals and tax-free PC equipment. Both would require company policy changes, and the company has begun to investigate these.
f) Prioritises those who received 0% rises last year.
Achieved.
WHAT ARE THE OPTIONS?
The company have made clear that they will not impose a pay deal - it will only happen if/when you (the members) agree it. This means your votes will decide what happens. Make sure you have your say!
If you ACCEPT the offer: Managers of employees within the bargaining unit will re-do their pay plan in line with the statement above. The pay review will be implemented for the April pay packet. Amicus and the company will continue to discuss the outstanding issue of underpayment, including the guidelines for managers to bring individuals below benchmark up to the minimum.
If you REJECT the offer: The company will not implement the pay review in April. Negotiations will continue. If/when agreement is finally reached, any pay rises will be backdated to April.
WHAT DO THE REPS RECOMMEND?
Analysis of the company supplied data shows that 220 people (over a third of the bargaining unit) are still paid less than the 2003 pay scales. The average shortfall is £3250, on an average salary of £22,775 for those affected.
The offer doesn't meet all the goals the members set at the EGM. In particular, reps are not impressed by the lack of commitment to deal with the "underpayment" problem. Most employees will still see their standard of living being eroded year on year, as well as falling ever further behind the market rates. Bonuses are no substitute for proper rates of pay.
The offer does represent a step forward from the general approach to pay being taken in Fujitsu Services, and would avoid significant numbers of people getting zero rises yet again.
The reps committee have decided not to make any recommendation to accept or reject this offer. However, we would point out that there is no point rejecting the offer unless you are prepared to fight for something better.
Please VOTE NOW
Though the UK Pensions Consultative Forum (UKPCF) has formally finished meeting, as the collective consultation is over, subgroups continue to meet to work on the implementation and details.
We are awaiting a formal response to the points agreed by members at our EGM, and hope to be able to present this at the AGM next week.
You can find out more via the UKPCF Community on CafeVIK.
An (unapproved) summary of the first meeting of the Amicus NEC is now available here on the Amicus web site.
If you have questions, or want a more detailed report, please email your NEC member, Ian Allinson.
The next meeting is on Tuesday 16th March.
You may have read on "The Register" about Fujitsu Services moving some work to South Africa (here).
We plan to discuss this issue at our AGM next week.
We have successfully argued that this issue should be addressed by the Fujitsu Services Consultative Forum (FSCF), which is the body to consider cross-country issues. Of course, Amicus will be taking up any issues for the UK workforce too.
We've been sent another batch of draft policies to comment on. These policies (Conduct, Capability) are very important - good policies help ensure fair and consistent treatment for employees.
In the course of the negotiations over the dispute, Amicus had submitted a list of 28 points we wanted changing in the old policies. HR tell us that many of these have already been included, though we haven't yet had time to check. This is another way in which employees throughout the company are benefiting from Amicus campaigns. It's clear that much else has changed from the last versions, and members can help by reading through the policies and giving us their comments.
You can download the DRAFT policies here.
The old (current) versions are here.
We have usually had very positive responses from the company when we have provided feedback on policies in the past. This is your opportunity to shape them. If you have comments, please send them to Rep Alan Jenney, including the name of the document in the subject line of your e-mail. All comments need to be in by 16th March (Tuesday).
In years gone by, the company used to issue "benefit statements" to every employee, setting out their terms and conditions, benefits etc. These days, the only paper benefit statement you'll get is for the pension fund (if you're a member). Other benefit details are only available online.
Your reps come across issues from time to time where terms and conditions are disputed. It's a good idea to keep a copy of your contract of employment and any letters of promotion, pay rises, and other changes in a safe place.
We also recommend that you periodically go online and print off a copy of your benefit details, and keep that as well. You can get to this information here. If you don't know your login details, please DON'T call us - call HRdirect. You can contact them on 7744 or email HRDirect.
Don't forget that the Amicus Fujitsu West Gorton group will be holding its Annual General Meeting:
3pm-4:30pm
Thursday 18th March
MAN05 Restaurant
This meeting will hear reports from the reps committee and elect your reps for the coming year (see below). We hope there may also be news to report on the pay review and the settlement of the dispute.
This will be a combined AGM for both Fujitsu Services and Fujitsu Consulting members. All members based at West Gorton (including homeworkers with a MAN05 admin base) are encouraged to attend.
Members are 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.
Agenda
The agenda for the AGM is not finalised, but the current draft is:
1) Welcome
2) Reports:
a) Secretary's Report
b) Dispute
c) Pay
d) Working on assignments
e) Offshoring
f) Pensions
3) Questions & Discussion
4) Motions
5) Review of group rules
6) Election of reps
7) Any Other Business (notified in advance)
8) Summing Up
If you have items for the agenda, please email Rep Ian Allinson by Monday 15th March.
Electing your reps
At the Annual General Meeting members will elect their reps for the coming year. To make the process as smooth as possible, we are asking for nominations to be submitted by Monday 15th March.
If you wish to make a nomination or be nominated:
1) The member making the nomination needs to send our group secretary an email (Ian Allinson) saying so
2) The nominee needs to send an email (to Rep Ian Allinson) including some information:
a) Name
b) Work phone number(s) - internal & external
c) Location within MAN05 (e.g. phase 4)
d) Department (e.g. Libra)
e) A statement of NO MORE THAN 100 WORDS which would encourage people to vote for you. [Previous examples are available on request]
We can have eleven reps in Fujitsu Services. The limit for Fujitsu Consulting is officially eleven too, but given the numbers of FC members on site, we don't think this will be an issue!
Reps are allowed work time to carry out their duties, and full training is available. Responsibilities are varied, including advising members, individual representation, research, communication, campaigning, recruitment, organising and negotiating. Not all reps do everything - we work as a team. If you want to know more before deciding whether to stand, contact any of our current reps.
Motions
Any member can submit a motion for the AGM. Please email it to Rep Ian Allinson by Monday 15th March.
We've still just got one issue outstanding, relating to redundancy terms for a minority of staff (see previous entry).
We haven't had any negotiations with the company since 11th February, and this is causing us serious concern. It doesn't seem sensible to hold up agreement on one issue after the amount of work all the parties have put in over the preceeding months.
It is true that HR are very busy with a range of issues including the Aspire contract, pay review, FC/FTSI merger etc. However, reps are chasing the company to bring the negotiations to a conclusion.
Reps have asked the company to use the interlude to get the drafts checked by their legal advisors, to avoid any last minute snags being found. Reps have also been using the time to do more research into the outstanding issue, ready for when we get a date for talks.
In particular, we've gone back to the results of the survey of members, to see what the effects of this issue would be on (the small group of) individuals. From the members who responded, it appears that all would effectively change from M-grade terms to SEA terms if we took the company's view.
Information provided by the company back in November suggests that there may be other employees who would be moved from M-grade terms to statutory minimum. We are seeking clarification. While within the bargaining unit this group would still benefit from redundancy terms better than the statutory minimum, but these would still be far worse than M-grade, and they would lose even this benefit if they transferred out of the bargaining unit.
Amicus reps aren't just worried about the consequences for individuals. There are also principles at stake. We don't believe the company has the right to retrospectively alter people's terms and conditions without even notifying them, let alone consulting them through Amicus.
We have now set a date (18th March) for the group Annual General Meeting, and would very much like to be able to report progress by then.
A series of new structures for Amicus are being set up at the moment, and you may be interested in taking part. All these events are for the North-West region - similar events are taking place elsewhere. If you're interested, please get in touch as soon as possible.
These conferences are a key part of the union's new structures, and will influence what the union does on many issues. Why not give it a try?
Delegate conferences:
NW Regional Sector Conference for Electrical Engineering, Electronics & IT. Monday 8 March. Open to reps only - five are attending from MAN05.
NW Regional Women's Conference. Wednesday 24 March. Open to all female reps and H&S reps, plus our branch delegate (Annie Leach).
NW Regional Retired Members' Conference. Monday 5 April. Branch delegate only.
Open to all relevant members:
NW Black & Ethnic Minorities Conference. Friday 2 April.
NW LGBT Conference. Saturday 24 April.
NW Disabilities Conference. Thursday 1 April.
NW Youth Conference. Saturday 3 April.
Don't forget tonight's meeting of the Amicus Greater Manchester IT Branch. All members are welcome:
6pm-7:30pm, Thursday 4th March
Upstairs, Hare & Hounds pub, Shudehill, Manchester City Centre, M4 4AA
(Near Shudehill tram stop and the spiral ramp to the Arndale Car Park)
At the Annual General Meeting members will elect their reps for the coming year. To make the process as smooth as possible, we are asking for nominations to be submitted by Monday 15th March.
If you wish to make a nomination or be nominated:
1) The member making the nomination needs to send our group secretary (Rep Ian Allinson) an email saying so
2) The nominee needs to send an email to Ian Allinson including some information:
a) Name
b) Work phone number(s) - internal & external
c) Location within MAN05 (e.g. phase 4)
d) Department (e.g. Libra)
e) A statement of NO MORE THAN 100 WORDS which would encourage people to vote for you. [Previous examples are available on request]
We can have eleven reps in Fujitsu Services. The limit for Fujitsu Consulting is officially eleven too, but given the numbers of FC members on site, we don't think this will be an issue!
Reps are allowed work time to carry out their duties, and full training is available. Responsibilities are varied, including advising members, individual representation, research, communication, campaigning, recruitment, organising and negotiating. Not all reps do everything - we work as a team. If you want to know more before deciding whether to stand, contact any of our current reps.
The Amicus Fujitsu West Gorton group will be holding its Annual General Meeting:
3pm-4:30pm
Thursday 18th March
MAN05 Restaurant
This meeting will hear reports from the reps committee and elect your reps for the coming year (see below). We hope there may also be news to report on the pay review and the settlement of the dispute.
We intend to hold one combined AGM for both Fujitsu Services and Fujitsu Consulting members. All members based at West Gorton (including homeworkers with a MAN05 admin base) are encouraged to attend.
Members are 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.