June 23, 2012

Manchester: Update to employees on 2012 pay review

To: Employees in the UNITE Manchester Bargaining Unit
CC: People managers, pay planning managers, HR

Update to employees on 2012 pay review

Our update on 21st June set out the improved company pay offer resulting from the stage 2 negotiations.

We are pleased to report that UNITE members at their meeting on Friday voted to accept the company offer. The updated Manchester Pay And Benefits Agreement is here.

The company will now implement the agreement, with all employees in the bargaining unit other than those with a “U” PAC rating receiving a pay rise effective 1st August 2012.

Thank you for all your input during this process.


Fujitsu negotiating team:
Catherine Kelly
Ellie Sims
Richard Batty
Stuart Chadwick
Unite the Union pay & benefits team:
Ian Allinson
Lynne Hodge
Mark Norman
Pauline Bradburn
Phil Tepper

Posted by NA at 12:00 AM | Comments (0)

June 22, 2012

Manchester : Annual Members' Meeting Report

Thanks to all the members who attended today’s meeting. Below is a summary of the main points and decisions.

Reports from groups of reps

Members discussed reports on the work of the Workplace, Health & Safety, Learning, Environmental and Equality reps.

Review of group rules

No changes were made to the rules agreed on 14th April 2011.

Pay 2012

Members discussed the improved company pay offer and recognised the progress made in a number of areas. Members remained bemused by the company’s unwillingness to incorporate the “cost of living” and “PAC-related” elements most employees want, but were pleased with other improvements.

The offer was better than the stage 1 offer, better than the pay review outside the bargaining unit, and would deliver greater rises for many lower paid staff than they had seen for years.

Members voted to accept the improved pay offer, which reps have now signed and which will now be implemented.

Election of Reps

Members elected the following reps for the coming year:

.Type of Rep
RepWorkplaceHealth & SafetyLearningEnvironmentEquality
Ben AshdownY....
Colin Robinson.Y...
David Bradwell Y....
Dean BurnY.Y.Y
Dennis Morris.Y..Y
Helen Clayson.Y.Y.
Ian AllinsonYY...
Jay LiebermanY....
John BainesY....
Kevin M Davies.Y...
Lynne HodgeYY...
Mark NormanY....
Maurice EdwardsY....
Michael ThomasY....
Nikki AldridgeY....
Pauline BradburnY.Y..
Phil S MorrisY....
Phil TepperYY...
Stephen Gibson.Y...
Teresa Meyer..Y..
Vaheed Shadi.Y...
TOTAL:159312

More volunteers are welcome for all the roles.

Any Other Business

Members are encouraged to attend the TUC “A Future That Works” demonstration against cuts and austerity on 20 October in London. UNITE is organising transport for members from around the country. Please get in touch if you can go so that transport can be arranged.

Next Steps

Members are encouraged to talk to colleagues about the pay deal, in particular highlighting how it is better than that for employees not covered by union recognition, and how we could achieve even more if more staff join the union and get involved.

Duncan Tait is visiting Manchester on Friday, which is a good opportunity for employees to raise issues that matter to them.

Reps encouraged members to seek advice from reps promptly if they are offered changes to terms and conditions or working arrangements, rather than assuming that reps are aware of them. Considerable effort is required to undo problems caused when members have accepted detrimental changes and only discover the consequences later. Issues are more likely to be successfully resolved if tackled promptly. The price of good terms and conditions is eternal vigilance.

UNITE Health & Safety reps are collating the results of the “move survey” conducted following the closure of MAN35 and will identify issues to focus on. Members were asked to get involved as campaigns over these issues begin.

Health & Safety reps are also preparing a stress survey to help tackle one of the major health issues affecting Fujitsu staff. The more employees who complete this when it is launched, the more weight the results will carry.

Posted by NA at 12:00 AM | Comments (0)

June 21, 2012

Manchester: Update to Employees on 2012 Pay Review

Further to our update on 6th June, pay negotiations have continued and the company has made a second pay offer to UNITE, based on the approach to the pay review being taken nationally as set out in Ella Bennett’s notice yesterday.

You can read a copy of the offer here on CafeVIK which shows as tracked changes from the current Manchester Pay And Benefits Agreement. Some sections may be easier to read if you hide the tracked changes. In recent versions of Word you can hide these by going to the “Review” option on the ribbon and changing the drop-down option in the “Tracking” panel from “Final Showing Markup” to “Final”.

UNITE members will be debating and voting on the offer at their members’ meeting:

1:30 – 3pm, Friday 22nd June
MAN35 canteen

To ensure the meeting is fully representative all UNITE members are encouraged to attend and managers are encouraged to facilitate release.

If the offer is accepted, the agreement will be implemented. If UNITE members decide to reject the offer, negotiations will continue at stage 3:

  • Negotiations: Monday 2nd and Tuesday 3rd July
  • Company offer to UNITE by: Friday 6th July
  • UNITE members’ meeting and response to offer Friday 13th July

In this table we have summarised the company offer alongside UNITE’s claim:

UNITE pay claimSummary of company offer 21st June 2012
This claim is for an updated version of the Manchester Pay And Benefits Agreement.

At the time of writing, the current version of the agreement was effective 22nd July 2011. However, it is anticipated that prior to the conclusion of 2012 pay negotiations the agreement will already have been updated to incorporate points relating to Rise+ and a number of less significant changes. For this reason, the claim refers to the headings of the agreement rather than section numbers, which could change.
An updated version effective 14th June 2012 was agreed and is being used as the baseline for negotiations for a new version including the August pay review.
  1. For “Appendix 1”, points for the 2012 pay review:
  1. All pay rises to be fully consolidated
Yes
  1. A substantial budget for the pay review
The budget is 2.5% nationally, which due to the population mix in Manchester would mean a spend of approximately 2.6% for Manchester
  1. Most of the budget to be spent on a substantial cost of living element, expressed as a £ value
The offer does not include a cost of living increase for everyone. However, it would mean a pay rise for all employees other than those with a “U” PAC rating.
For employees currently with full-time equivalent salaries of under £55,000 the rises would be (subject to slight smoothing):
Pay Bands for Flat Rate Increases
Salary FromSalary To% Increase
£17,9995%
£18,000£23,9994%
£24,000£39,9993%
£40,000£54,9992.25%
  1. Additional increases, expressed as £ values, for those with A, NS, E and O PAC ratings
The company is offering a PAC-related increase only for employees on over £55,000, for whom a 1.5% budget will be distributed as follows:
PACIncrease
O8 x £amount
E4 x £amount
A or NS2 x £amount
P1 x £amount
U£0
  1. Any part of the budget over 3% to be spent at local managers’ discretion
The company is not offering a budget of over 3%, and not proposing an element at local managers’ discretion.
  1. Increases (outside the pay budget) to bring everyone up to their lower comparator
No
  1. Increases (outside the pay budget) to address progression anomalies within a role, based on their last three (non-NS) PAC ratings in their current role. For example someone with 3 PACs of A or above should be on at least the median, someone with 3 PACs of E or above should be on at least 110% of the median, someone with 3 PACs of O should be on at least 120% of the median
No
  1. An annual option for individuals to “sell” bonus entitlement in exchange for increased basic pay
No
  1. For roles with no median, a comparator should be defined for the purposes of the pay review
Yes
  1. For “Appendix 2”, for the Rise+ pay system:
  1. Service desk employees are typically taking on more technical duties, work and skills are being “moved to the left” and staff are increasingly expected to multi-skill across contracts. Meanwhile the D1-D4 pay rates declined rapidly in real terms. From their introduction in 2001 they have only been increased twice. For TSS1 D1 for example, the scales have had a total increase of just 3.6% over 11 years. Many service desk staff are paid well above the pay bands, making the bands decreasingly useful. The increase in some scales with the move to Rise+ is welcome, but only affects a minority. A substantial increase in the Rise+ pay scales is required.
Increases proposed of between 4.69% and 9.72% compared to the 2011 D1-D4 scales. The company believes that most people will be paid within the new bands for their Rise+ level but is not guaranteeing this will occur in every case.
  1. The agreement should be applied to Temporary and Agency workers as well as directly employed staff.
The company has reviewed the Agency Workers Regulations, believes it complies and does not believe it appropriate to refer to agency workers in the agreement as these individuals are not Fujitsu employees, so proposes to remove the commitment to a review from the agreement though discussions continue in the Joint Working Group. UNITE remains concerned about the company’s implementation of the regulations.
  1. For the “Median Salaries” section:
  1. All pay and benefit scales, guidelines and comparators to be published.
No
  1. For the “Pay Comparators” section:
  1. Increase the minimum basic salary from £13,500 to £15,000 a year, to be comparable with the Minimum Income Standard for the UK for a single person of working age with no children. Increases to bring people up to this level should be funded outside the pay budget.
Increase to £14,500
  1. Nobody should be paid less than 5% of the highest salary in the company (a 1:20 ratio).
No
  1. Increase lower comparator to 80% of median.
Not in 2012
  1. Agree a plan with timescales to move away from internal comparators to a pay policy which ensures equal pay for work of equal value.
No
  1. For the “Appraisals” section:
  1. Objectives and targets must be agreed and be set so that they can realistically be achieved or exceeded without relying on working additional hours.
The offer includes “Objectives and targets must be agreed and be set so that they can realistically be achieved or exceeded”.
  1. Employees should be informed of their provisional PAC rating in writing before moderation.
This is not in the offer, but the company has no policy which prevents this.
  1. Employees recorded as “NS” will be treated for the purpose of pay reviews as “O” unless it can be shown that this was not due to a failure on the part of the company, for example to allocate a suitable appraising manager or to hold an appraisal.
No, they will be treated in the same way as an “A”.
  1. The company should involve UNITE in monitoring completion of appraisals to help minimise the number not completed in time for the pay review.
The company will consult UNITE about updating the appraisal process and timescale and agree revisions to the timescale for pay negotiations in Appendix 4 before the end of 2012.
  1. For the “Role Code Changes” section, being on the wrong role code can cause serious detriment in pay reviews. Introduce a fair and objective process with clear criteria for employees to appeal if they believe they have been doing work which matches a different role code better than the one they are on.
Section 10 of the offer provides further clarification on how to determine the correct role code, the process employees should follow and how such situations are resolved.
  1. For the “Promotions” section, add a guarantee of a rise of at least a specified percentage on promotion.
No
  1. For the “Pay for Non-Standard Hours and Your Choices” section:
  1. Standard working hours reduced to 37 in the remaining areas without loss of pay.
No, the company proposes the standard weekly working hours should remain as 40 for:
  1. TSS/1 in End User Services – Engineering Services, and
  2. TSS/1, TSS/2 and TSM/1 in Region 1 Service Desks
  1. All employees currently contracted to work longer hours than the standard for their area to have a reduction in their contracted hours to the standard without loss of pay.
The company and UNITE will complete by September 2012 the review that has already resulted in many staff having a reduction in hours.
  1. Any individual receiving an annual pay rise less than the year-to-March RPI inflation to have a corresponding reduction in their contracted hours. Employees receiving rises greater than RPI inflation to have the option of trading some of their increase for a corresponding reduction in hours.
No
  1. For the “Other Benefits” section:
  1. Agree minimum benefit levels for each role and address anomalies below these levels.
No, but the existing company commitment to a review in the agreement stands
  1. Open discussions about including benefit cars in the company-wide Choices scheme so that all employees could cheaply lease a car through the company and pay reviews could take account of both pay and benefit cars when comparing levels of remuneration.
No, but the company has other discount schemes available
  1. Commit to offering “double matched” contributions (at least up to 5% employee, 10% employer) for employees auto-enrolled into a pension scheme.
No, the company believes it is too early to commit to anything on this

We will continue to keep you updated throughout the process.

Fujitsu negotiating team:
Catherine Kelly
Ellie Sims
Richard Batty
Stuart Chadwick

Unite the Union pay & benefits team:
Ian Allinson
Lynne Hodge
Mark Norman
Pauline Bradburn
Phil Tepper
Posted by NA at 12:00 AM | Comments (0)

London: Workplace Rep Elections

The following people have been nominated to stand for re-election as a workplace rep.

Matt Whaley – LDN27

If you are interested in standing as a rep (workplace, safety, learning, equality or environment) for your own site/area or object to the above nomination, please get in touch.

The Deadline for Nominations will be Thursday 29th of June. Voting will take place via email.

If you aren’t willing to stand for election yourself, please think about who you would like to represent you and encourage them to stand. Reps are the bedrock of union organisation.

Posted by NA at 12:00 AM | Comments (0)

June 19, 2012

Northern Ireland: Member's meeting - Wednesday 20th June 2012

UNITE Reps in Northern Ireland have organised a lunchtime members’ meeting:

Wednesday 20TH June, 12:30 – 13:30
IRE11, Conference Room 1 & 2

Agenda:

Rep elections
Pay review update
National Protocol
Any Other Business

Please encourage all members you know to attend, this meeting is very important as you will choose your reps.

Elections are held every year to encourage participation and accountability. To be effective it is important for Unite and its members to have wide representation, covering as many locations and professions as possible.


Election of Reps
If you are willing to stand for election, please contact us as soon as possible including:

  1. Your name
  2. Where you are standing for election (site)
  3. Your contractual base location
  4. What position(s) you are standing for: Workplace Rep, Health & Safety Rep
  5. Fujitsu email address
  6. Private email address (if you have one)
  7. Phone number(s)
  8. Optionally, a statement of up to 100 words explaining why members should elect you (examples available on request)

If you have any questions, please ask via one of your existing reps or contact us.

Posted by NA at 12:00 AM | Comments (0)

Can you help two employees avoid redundancy?

Earlier in the year Fujitsu announced redundancies in Business Operations and parts of Business and Application Services (BAS) across the UK. That process is mostly complete now, with most of the staff affected either informed that they are safe, redeployed, or no longer in Fujitsu.

In Manchester there remain two employees at risk who want to stay in the company. Since the Annex 1 agreement was introduced in 2007 UNITE and the company have successfully used it to maintain a position where no employee in the bargaining unit has been forced out through redundancy without their consent – a record we are keen to maintain.

UNITE is continuing discussions with Fujitsu to try to find ways of avoiding the redundancies or securing redeployment for the two individuals. In the meantime we are pleased to report that Fujitsu has agreed to hold off dismissing the two employees while discussions take place, which also gives them more time to secure redeployment.

The more people who are trying to help, the better the chances of success, so please get in touch as a matter of urgency if you are of any vacancies, redeployment opportunities, potential job swaps or job shares or have any other ideas to help secure jobs for Pete --- and Steve ---– see below for details.

Thanks for your help
Unite the Union

Steve ---

Steve is an experienced Fujitsu employee, currently working in ITG and based in the North West. He has worked in various roles covering almost the whole spectrum of Fujitsu’s activities; projects, development, sales, service and business systems management. More recently he has led several projects in knowledge management from ProjectWEB through to the current Social Media platform and Cafe VIK portals.

His main career and skill set is in project management. He was a senior project manager in the P&PM community though he has used these skills in wider ranging roles. He is Prince 2 accredited and has ITIL foundation (green badge), along with IT Infrastructure and Business Analysis accreditations.

As well as working in the UK, Steve has experience of working with other Fujitsu companies and geographies, most notably Japan, Spain and Australia.

Steve has worked on internal corporate projects but also has significant experience of retail clients and projects and also financial services. In all of these areas Steve has been recognised with Outstanding Performance and Gold awards.

Steve is looking for a role that enables him to continue to add value for Fujitsu, whether internal or external facing, based in the North West. The most obvious type of role is a continuation of project management, though bid management and service management are also roles he would be interested in and capable of undertaking.

Peter ---

Pete is an experienced software developer with fourteen years served as a Fujitsu employee.
He is conscientious and team-orientated with initiative and ideas. A good communicator, he is personable, flexible and reliable. He understands that modern IT is more than software development and is open to new experiences.

He is based in Manchester although his latest two projects have operated out of Liverpool where his face is also well known. Over his time with Fujitsu he has worked in development, testing and third line support, which has included deployment of test and live server environments. He also has some team leading experience.

He has worked on projects ranging from standalone PC based solutions through to client/server, enterprise-scale applications. Sectors he has worked in include mobile phone financials, utilities (water, gas, electric), railways (data warehousing/journey information), supply chain/logistics, government (Home Office) as well as some internal projects. These have mostly involved team working which he is highly suited to although he has also been relied upon to work alone. For a few of these projects Pete has earned a silver and two bronze awards.

Pete is now a family man as he and his partner are in the process of adopting two young children. Accordingly he would prefer work based in the Manchester/Liverpool area although he is happy to travel further on an occasional basis.

Posted by NA at 12:00 AM | Comments (0)

Manchester: Pop along before 2pm to give your views on pay

The stage 2 pay talks have begun today and it’s clear that we need to show the company that employees care about the outcome.

UNITE is holding an event in the MAN34 canteen until 2pm today, asking employees to write a message to the company about their pay and benefits on a post-it and stick it on a board. Please take 2 minutes on a break to pop along and give your input and encourage colleagues to join in, whether they’re union members or not.

Posted by NA at 12:00 AM | Comments (0)

June 15, 2012

Basingstoke: Evening Members Meeting – Wednesday 27th June

Wednesday 27th June 17:40 – 18:30
BSN01 Restaurant

 
Agenda:
Pay review update / feedback
Election of workplace reps
Any Other Business
Dates of future meetings

It’s your Union, please get involved.
 
Election of Reps
If you are willing to stand for election, please contact us as soon as possible including:
 

  • Your name
  • Where you are standing for election (site)
  • Your contractual base location
  • What position(s) you are standing for: Workplace Rep, Health & Safety Rep
  • Fujitsu email address
  • Private email address (if you have one)
  • Phone number(s)
  • Optionally, a statement of up to 100 words explaining why members should elect you (examples available on request)

In Fujitsu UNITE holds elections for reps every year to encourage participation and accountability.  All existing reps need to stand for re-election, and new reps are always welcome. Join the growing number of UNITE Reps in Fujitsu.

If you aren’t willing to stand for election yourself, please think about who you would like to represent you and encourage them to stand.  Reps are the bedrock of union organisation.

If you have any questions, please ask via one of your existing reps or contact us

Posted by NA at 12:00 AM | Comments (0)

June 14, 2012

Manchester: Report from members' meeting

Thanks to everyone who attended the members’ meeting today, which took some important decisions.  There is a summary below.  Following the meeting reps discussed some of the suggestions made and have planned some activities on Tuesday – please lend a hand – see the end of the report for details.

Pay Report

Members voted to acceptOFFER 1”, which updates the 2011 Manchester Pay And Benefits Agreement to deal with the transition of Service Desks staff from the D1-D4 pay system to Rise+, incorporates some points from a separate agreement on disclosure of information for collective bargaining and tidies up a few other areas.  The agreement on Rise+ is a significant achievement resulting from work over more than two years and which benefits Service Desk staff across the UK.

The company also made an “OFFER 2”, which also included company proposals for the August 2012 pay review and a variety of other changes.  This offer was based on the company’s plans for the standard pay review outside the bargaining unit.  Members voted to rejectOFFER 2” and made a variety of comments about it.  Key points were that:

  • it included no “Cost Of Living” element, despite 98% of employees who responded to our survey wanting one
  • it included no PAC-related element, despite 74% of employees who responded to our survey wanting one
  • it made a range of detrimental changes to other parts of the Manchester Pay And Benefits Agreement, rather than making gradual improvements as sought in the claim

There were aspects of the company proposals that members liked, such as focussing spending on lower paid employees and “management discretion” playing a smaller role.  Members recognised that this year’s pay review represented significant progress for those outside the bargaining unit.

Following the meeting reps have now signed OFFER 1 on behalf of UNITE so it is now effective and will be published on our web sites soon.  As a result of members rejecting OFFER 2 reps will register a “Failure To Agree” at stage 1 of the pay negotiations which will proceed as follows:

Stage 2:

  • Negotiations: Tuesday 19th and Thursday 21st June
  • Company offer to UNITE by: Thursday 21st June
  • UNITE members’ meeting and response to offer: Friday 22nd June

Stage 3 (if required):

  • Negotiations: Monday 2nd and Tuesday 3rd July
  • Company offer to UNITE by: Friday 6th July
  • UNITE members’ meeting and response to offer Friday 13th July

Members were reminded to comment on the draft proposal on minimum benefit levels that was sent out on 11th June so that any issues can be corrected before the proposal is put to management on Tuesday.

There was a discussion about the company’s approach to agency workers (temps), which seems to have deteriorated significantly in recent weeks.  Agency workers are encouraged to join UNITE and the union is preparing specific campaign materials linking the treatment of agency workers and directly employed (i.e. permanent) staff.

Other Issues

Reps reported the success in preventing the dismissal of the two employees still at risk of redundancy from the BAS and Business Ops redundancies, who are still at risk and seeking redeployment.

Members are urged to complete and return the “Move Survey” which has been distributed across the site, and to encourage colleagues to do the same.

Next Steps

The next members’ meeting will decide whether to accept the company’s stage 2 pay offer:

1:30 – 3:00pm, Friday 22nd June
MAN35 canteen

This is also the meeting where all Fujitsu Manchester reps are elected for the coming year.  Please do your utmost to attend and take part in the important decisions.  A good turnout also shows the company that members care about the outcome of the pay negotiations and makes good offers more likely.

If you are willing to stand for election, please contact us as soon as possible including:

  • Your name
  • Where you are standing for election (e.g. site, bargaining unit)
  • Your contractual base location
  • What position(s) you are standing for: Workplace Rep, Health & Safety Rep, Learning Rep, Equality Rep, Environmental Rep
  • Fujitsu email address
  • Private email address (if you have one)
  • Phone number(s)
  • Optionally, a statement of up to 100 words explaining why members should elect you (examples available on request)

There was an extensive discussion about how staff can help encourage the company to engage constructively in pay negotiations and address other issues such as those highlighted in the move survey.  Members made a wide range of suggestions which reps have begun to discuss in more detail.

As an initial step, UNITE is organising an activity for employees to express their views on pay.  This will be taking place in the MAN34 canteen from 11:30 to 14:00 on Tuesday 19th June (the first day of the stage 2 pay talks).  Please come along in your break, have a look and take part.  Encourage colleagues to come too.

Posted by NA at 12:00 AM | Comments (0)

Crewe: Reminder Lunchtime Members’ Meeting Today

This is a regular monthly Lunchtime Members’ Meeting.

Thursday, 14th June
12.30pm – 1.30pm, prompt start
Conference room CR 0-3 CRE02 (behind reception)

Agenda

  • Pay review update
  • Election of reps
  • Unite Fujitsu NW branch, update
  • Any Other Business (please notify your reps in advance if possible)

Please encourage all members you know to attend.  Please make arrangements with your manager in advance for cover whilst you attend the meeting if this is necessary.

Posted by NA at 12:00 AM | Comments (0)

June 13, 2012

Manchester: Members Meeting on Pay - 14th June

Don’t forget the meeting for all UNITE members in the Manchester bargaining unit:

1:30-3pm, Thursday 14th June
MAN35 canteen

The main business of the meeting will be a report on pay talks which are ongoing and a vote to decide whether or not UNITE should accept the company pay offers (see below).

These are important decisions affecting your pay and benefits - please come along and have your say. 

Members are entitled to attend the meeting in work time.  If your manager might need to arrange cover for while you attend, it is important that you ask them now to confirm your release.  If you have any difficulty securing release, please contact your rep immediately.  If you leave this until the last minute, reps may not be able to resolve this for you.

Reps expect to have two offers for you to vote on at the meeting:

  • OFFER 1: updates the 2011 Manchester Pay And Benefits Agreement to include the move from D1-D4 to Rise+ for Service Desks staff and makes a number of other minor changes, but does not yet include anything about the 2012 pay review.
  • OFFER 2: includes the changes in OFFER 1, plus company proposals for the 2012 pay review and a number of other proposed changes to the agreement.

The company has already provided a signed OFFER 1.  UNITE has published a version of OFFER 1 on CafeVIK which shows the updates from the current Manchester Pay And Benefits Agreement signed in July 2011 as tracked changes.

The company says it will provide a signed copy of OFFER 2 in the morning.  Your reps will not ask you to vote on any offer unless and until a signed copy is received, as the company has in the past retracted or changed offers made without signatures.  The company has provided an electronic copy of the offer it says it will make in the morning, though the filename still includes “draft”.  UNITE has published a version of OFFER 2 on CafeVIK which shows the updates from OFFER 1 as tracked changes.  Some of the sections (particularly Appendix 1 and Appendix 2) are difficult to read with tracked changes on.  In recent versions of Word you can hide these by going to the “Review” option on the ribbon and changing the drop-down option in the “Tracking” panel from “Final Showing Markup” to “Final”.

To save paper, reps intend to have the offers available on a projector but not to print copies for members at the meeting so if you want to refer to a copy of either offer, please bring your own.

For reference, our pay claim is here.

If the company provides a signed copy of OFFER 2 and members accept it, reps will sign it on behalf of UNITE and it will become effective.

If OFFER 2 is not accepted, pay negotiations would move to stage 2.  The baseline for these negotiations would either be the 2011 agreement or OFFER 1 if members have accepted that.

Posted by NA at 12:00 AM | Comments (0)

June 11, 2012

Manchester: Draft Proposal on Minimum Benifit Levels

Fujitsu has “guidelines” on what benefits (e.g. car, bonus, medical) employees should receive, based on their Professional Community role. However, these guidelines are not generally available, are not consistently followed, and have been subject to change without notification or consultation.

The law requires equal pay (which includes benefits) for work of equal value. Greater transparency is required to ensure and demonstrate that this is being achieved.

Members decided on a 2012 pay claim which includes two key points to help Fujitsu move in this direction:

  • 4 a “All pay and benefit scales, guidelines and comparators to be published”
  • 10 a “Agree minimum benefit levels for each role and address anomalies below these levels”

The company has not yet agreed to either of these in principle, but your reps have been working on what minimum benefit levels might be and need your comments now if you think any of the levels are inappropriate, so that your comments can be considered before reps put the proposal to the company.

Notes on the table below:

  • The draft has been put together considering current company guidelines, past company guidelines, and actual benefit levels of employees in the bargaining unit
  • Company cars: “G” is the lowest Benefit Car level, with higher letters meaning more expensive cars or higher cash in lieu values. There is normally a range of 3 car levels for a role, e.g. if “H” was the minimum for a role, employees would normally have H, I or J cars. “Business Need” means employees only get a car if there is a business need (usually high business mileage). Business Need users get less choice of vehicles and they are cheaper.
  • Bonuses: SIS is Sharing In Success (2% on target, 5% stretch), SIP is Sales Incentive Plan, % figures are the on-target bonus level, with stretch normally being double.
  • Medical: “Not Eligible*” means employees become eligible for Single cover after 5 years service

Draft proposal:
[the original notice included a table setting out possible benefit levels by role code]

Posted by NA at 12:00 AM | Comments (0)

Manchester: Move Survey

Whether you personally moved or not, you may have been impacted by the consolidation of staff into MAN33 and MAN34 and the closure of MAN35.  Please take 5 minutes to complete and return the “move survey” which has been distributed across the site.  If you haven’t had one yet, please speak to one of your Health & Safety reps.

Posted by NA at 12:00 AM | Comments (0)

Manchester Members Meeting on Thursday

Don’t forget that there will be a meeting for all UNITE members in the Manchester bargaining unit:

1:30-3pm, Thursday 14th June
MAN35 canteen

The main business of the meeting will be a report on pay talks which are ongoing and a vote to decide whether or not UNITE should accept the company pay offer.

Please come along and have your say.

Members are entitled to attend the meeting in work time.  If your manager might need to arrange cover for while you attend, it is important that you ask them now to confirm your release.  If you have any difficulty securing release, please contact your rep immediately.  If you leave this until the last minute, reps may not be able to resolve this for you.
Posted by NA at 12:00 AM | Comments (0)

Manchester: Progress on Redundancies

At the members’ meeting on 31st May, members passed the following motion:

Redundancies
We note that the company has handled the redundancies in Business Operations and Business & Application Services poorly, including breaking Annex 1 and the Security of Employment Agreement (SEA) in a number of important regards.  Despite UNITE raising problems through the redundancy forums, through the Joint Working Group and directly with Duncan Tait, the company failed to address them.

We note that there are currently two employees in the Manchester bargaining unit at risk of Compulsory Redundancy in the near future and who are asking to stay.  If these redundancies went ahead, they would be the first people in the bargaining unit forced out without their consent since Annex 1 was introduced in 2007.

We welcome the fact that Fujitsu has finally arranged to discuss the situation with UNITE tomorrow morning and hope that outcomes acceptable to both employees can be found.

If they are not, we instruct our reps to place the breaches of agreements and handling of these redundancy cases into the formal procedure for resolving collective issues.

With no resolution achieved informally, UNITE reps duly lodged a collective grievance over the redundancies.  As a result the member who was due to be dismissed last week remains employed by the company and seeking redeployment.  Arrangements are being made for the grievance to be heard.

Posted by NA at 12:00 AM | Comments (0)

June 06, 2012

Manchester: Update to Emplyees on 2012 Pay Review

Further to our update on 14th May, pay negotiations began last week.

The company is delaying making a pay offer until it has finalised the guidelines for employees outside the bargaining unit.  The company believes that its approach to the 2012 pay review for employees outside the bargaining unit will be a compelling offer for UNITE members in the bargaining unit to consider.  UNITE members discussed this and have asked the company to work with the union “to produce a negotiated offer that better reflects the needs and priorities of employees in the bargaining unit”, whether or not the company also wishes to make an offer based on the “standard” pay guidelines for those outside the bargaining unit.

The delay in the offer meant that a new timetable for the negotiations had to be agreed to ensure that pay reviews can be implemented for 1st August 2012:

Stage 1:
  • Negotiations continue: Wednesday 6th, Friday 8th and Wednesday 13th June
  • Company offer to UNITE by: Wednesday 13th June
  • UNITE members’ meeting and response to offer: Thursday 14th June
Stage 2 (if required):
  • Negotiations: Tuesday 19th and Thursday 21st June
  • Company offer to UNITE by: Thursday 21st June
  • UNITE members’ meeting and response to offer: Friday 22nd June

Stage 3 (if required):
  • Negotiations: Monday 2nd and Tuesday 3rd July
  • Company offer to UNITE by: Friday 6th July
  • UNITE members’ meeting and response to offer Friday 13th July

For reference you can find UNITE’s pay claim here.

As previously highlighted, all appraisals for employees in the Manchester bargaining unit should have been completed and PACs uploaded by the end of April, to feed in to the pay review process.  We urge all managers to complete this process as quickly as possible.  All employees are encouraged to check that their appraisal and PAC is on the online system and raise this with their manager if it is not and escalate any delay if necessary.

We will continue to keep you updated throughout the process.


Fujitsu negotiating team:
Catherine Kelly
Chris Bridgland
Ellie Sims
Richard Batty
Stuart Chadwick
Unite the Union pay & benefits team:
Ian Allinson
Lynne Hodge
Mark Norman
Pauline Bradburn
Phil Tepper
Posted by NA at 12:00 AM | Comments (0)

June 01, 2012

Manchester: Report From Members' Meeting

Thanks to everyone who attended today’s members’ meeting.  This report covers the main points and decisions.

Reps reported on efforts to overcome current difficulties in the relationship with Fujitsu which are preventing issues being resolved promptly and leading to avoidable friction, and on delays in allowing reps outside Manchester time to work on issues and tasks affecting members both inside and outside the bargaining unit.

UNITE is awaiting updates from the company on many of the issues on the agenda for the members’ meeting.

Pay

Members discussed a report on the pay survey, the company’s plans for the pay review outside the bargaining unit, and on the progress of negotiations.  Until yesterday UNITE had expected a company pay offer for members to vote on, but this was not forthcoming and a new timetable for negotiations has had to be agreed.

Concern was expressed about a new and unhelpful company stance on Agency Workers, which has delayed agreeing an updated Manchester Pay And Benefits Agreement which had been expected before negotiations for 2012 began.

The following motion was agreed unanimously:

Motion 1: Pay Offer

The company’s suggestions for the 2012 pay review outside the bargaining unit are better than in recent years.

The company only informed our negotiating team during this week’s pay talks that it had decided not to make an offer until it was ready to make one based on finalised standard company pay review guidelines.

We do not believe it is necessary or appropriate to delay the agreed pay negotiation timetable in Manchester simply because the process elsewhere is running late.

We believe that negotiations could have produced an offer for us to vote on today had the company been willing to base it on our claim rather than a confidential draft document.

We note that UNITE members had decided their 2012 pay claim for the Manchester bargaining unit after discussing a company presentation on its standard pay review plans.  Even if Fujitsu offers us something based on the “standard” pay review as an option, we also want a negotiated offer that better reflects the needs and priorities of employees in the bargaining unit.

There was a discussion about the company’s failure to complete appraisals or provide information for collective bargaining in the agreed timescale.

The following motion was agreed unanimously:

Motion 2: Disclosure of Information for Collective Bargaining

As every year, the company has failed to disclose information for collective bargaining promptly and in line with our agreements.  When problems were highlighted the company failed to respond promptly or adequately.  This consistent obstructive practice delays and hampers negotiations.

We also note that despite requests, the company failed to inform managers of the need to complete appraisals for staff in the Manchester bargaining unit in the agreed timescale and failed to address this promptly when the lack of PACs was highlighted to them.  All PACs were meant to be complete and informed to UNITE by 7th May 2012 and the failure to do so has also hindered and delayed negotiations.

We note that in 2011 UNITE was forced to make a claim to the Central Arbitration Committee (CAC) over the company’s failure to provide the required information for collective bargaining, and that this resulted in an agreement lodged with the CAC.  We note that the company is now in breach of this agreement.

We welcome the latest company commitments to provide the information for collective bargaining this week.  If the requested information is not provided to UNITE by the end of this week we instruct UNITE to lodge a claim with the CAC.


Redundancies

Reps gave an update on the Business Operations and Business & Application Services redundancy programmes, including a number of successes in protecting members’ jobs.

Members agreed the following motion unanimously:

Motion 3: Redundancies

We note that the company has handled the redundancies in Business Operations and Business & Application Services poorly, including breaking Annex 1 and the Security of Employment Agreement (SEA) in a number of important regards.  Despite UNITE raising problems through the redundancy forums, through the Joint Working Group and directly with Duncan Tait, the company failed to address them.

We note that there are currently two employees in the Manchester bargaining unit at risk of Compulsory Redundancy in the near future and who are asking to stay.  If these redundancies went ahead, they would be the first people in the bargaining unit forced out without their consent since Annex 1 was introduced in 2007.

We welcome the fact that Fujitsu has finally arranged to discuss the situation with UNITE tomorrow morning and hope that outcomes acceptable to both employees can be found.

If they are not, we instruct our reps to place the breaches of agreements and handling of these redundancy cases into the formal procedure for resolving collective issues.

UNITE is awaiting a response from the company to our request to hold off issuing notice to the two employees (or to withdraw the notice if already issued) for a two week period which would allow the company to consider the points put forward at tomorrow’s meeting rather than forcing UNITE to go into formal procedure.

Other Business

UNITE has created a new Fujitsu North-West branch which will include all members in the bargaining unit, plus those elsewhere in the region, including Warrington and Crewe.  This will give UNITE in Fujitsu greater resources.  Its first meeting will elect all the branch officers and other roles and members are encouraged to attend: 5:30-7pm, Thursday 7th June, 34GCR2.

Members are encouraged to join a Unite Against Fascism “Unity Rally” on Saturday 9th June in Rochdale against the attempts by the EDL and BNP to turn the recent sexual exploitation crimes into a divisive race issue.

The Fujitsu Manchester UNITE group will be holding its annual meeting on 22nd June, where all reps are elected.  This will also be the meeting at which members will vote on the “stage 2” pay offer, so members were asked to pencil this in their diaries now.

Christopher Jones, who has been a very active UNITE rep, has (voluntarily) left the company.  His contribution has been much appreciated.

Members are encouraged to return the “Move Survey” which is being handed out to gather views on issues following the MAN35 closure.  This is relevant whether you have personally moved or not.  Please also encourage other members and non-members to complete the survey too.

Posted by NA at 12:00 AM | Comments (0)

Manchester: Update to Employees on 2012 Pay Review

To: Employees in the UNITE Manchester Bargaining Unit

Update to employees on 2012 pay review

Thanks to everyone who completed UNITE’s recent pay survey.  Your reps found the results very useful in preparing for negotiations, which began last week.  The key survey results were:

What would you consider to be a reasonable percentage Pay Pot for 2012?

The most popular answers were:
  • 5% (29% of responses)
  • 4% (14% of responses)
  • 10% (12% of responses)

Two thirds of respondents thought a reasonable pay pot would be 5% or more.


What Percentage of the Pay Pot should be a cost of living element (0-100%)?
The most popular answers were:
  • 50% (25% of responses)
  • 75% (12% of responses).
  • 100% (12% of responses)

The median response was that 75% of the available pay pot should be used for a Cost Of Living rise.

Should PAC rating be a factor in determining your pay rise?

74% of employees thought PAC rating should be a factor in determining their pay rise.

What should be the minimum annual salary for a full time Fujitsu employee (£s)?

The most popular answers were:
  • £15000 (22% of responses)
  • £18000 (14% of responses)
  • £16000 (10% of responses).

Should the UK&I Service Desk pay scales be increased?

84% of those who responded said yes.

Should the Company publish its pay and benefits scales?

98% said yes.

Negotiations with the company are ongoing and we expect a joint update on progress to be issued soon.

As previously highlighted, the company agreed that all appraisals for employees in the Manchester bargaining unit should have been completed and PACs uploaded by the end of April, to feed in to the pay review process.  We urge all managers to complete this process as quickly as possible, and all employees to check that their appraisal is complete on the online system and to raise it with their manager and escalate any delays if necessary.

UNITE’s ability to secure a good deal for employees depends on the size and participation of its membership.  If you aren’t yet a UNITE member and want to help secure fair pay and benefits, please join today.

Unite the Union
Fujitsu Manchester

Posted by NA at 12:00 AM | Comments (0)

Your representation, meetings near you

Thanks to all the members who took part in the email voting to decide the new UNITE Combine Committee structure for Fujitsu in the UK.  The result was overwhelming endorsement of the proposals sent out on 15th May.

The next step for members to deciding who will represent you is the election of your local reps around the company.

Every rep needs to be nominated – whether as a new rep or to be re-elected.  See below for details.

Elections will take place at members’ meetings around the country during June:

Combine ConstituencyLocationMeeting details
Manchester Bargaining UnitMAN23/33/34 + HOM99Friday 22nd June, 1:30-3:30pm
MAN35 canteen
NOTE: There is also a members’ meeting on Thursday 14th June to discuss the stage 1 pay offer.
London & EasternLondonPlease get in touch if you are willing to stand for election.
Voting will be by email.
StevenageWednesday 13th June, 12:30 – 13:30 STE04 Room 108
Midlands TBC. Please get in touch if you are willing to stand for election.
(via phone conference)
North-East, Yorkshire, Humberside and ScotlandWakefieldFriday 8th June, 12:30-1:30pm
Kenningley Room, WAK01
Northern IrelandBelfastWednesday 20th June, 12:30pm conference room 1 & 2, IRE11
DerryTBC. Please get in touch if you are willing to stand for election.
North-West (excluding Manchester bargaining unit)CreweThursday 14th June, 12:30-13:30pm
Conference Room 0-3, CRE02
WarringtonWednesday 20th June, 12:00 or 13:00 (two sessions to cover shifts)
WAR08 G01 (ground floor)
#South-East, South-West and WalesBasingstokeTBC. Please get in touch if you are willing to stand for election.
BracknellTBC. Please get in touch if you are willing to stand for election.
ReadingTBC. Please get in touch if you are willing to stand for election.
SloughTBC. Please get in touch if you are willing to stand for election.
WalesTBC. Please get in touch if you are willing to stand for election.
Other elections  
Engineering Services See below
RBS bargaining unit See below
Other areas If you are not in one of the areas listed above and are willing to stand, please get in touch – see below.

Members contractually based at HOM99 are welcome to attend a meeting convenient for them.  If there are candidates who wish to stand for election in Engineering Services or the RBS bargaining unit, these elections will be conducted by email due to the geographical distribution of the members.

If you are willing to stand for election, please send an email as soon as possible including:

  • Your name
  • Where you are standing for election (e.g. site, bargaining unit)
  • Your contractual base location
  • What position(s) you are standing for: Workplace Rep, Health & Safety Rep, Learning Rep, Equality Rep, Environmental Rep
  • Fujitsu email address
  • Private email address (if you have one)
  • Phone number(s)
  • Optionally, a statement of up to 100 words explaining why members should elect you (examples available on request)

If you aren’t willing to stand for election yourself, please think about who you would like to represent you and encourage them to stand.  Reps are the bedrock of union organisation.

In Fujitsu UNITE holds elections for reps every year to encourage participation and accountability.  All existing reps need to stand for re-election, with the exception of Robert Taylor and Mike Philliskirk who were elected in Engineering Services earlier this month.

If you have any questions, please ask via one of your existing reps or Posted by NA at 12:00 AM | Comments (0)