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The proposed new contracts for helpdesk staff raised many issues. At MAN05, because we have union recognition, staff were in a stronger position to have their say, and implementation here is later to allow time for consultation with staff through MSF.
MSF held three formal meetings with ICL over this issue. The meetings have involved MSF reps from the helpdesks (Mat Taylor, Chris Morton, Gareth Jones), and our MSF group secretary (Ian Allinson). ICL were represented by Sue Weller and Mike Russell from HR, Dave Rawlins and Dave Walton. ICL still plan to implement the new contracts from 1st August, and this report aims to bring you up to date with the situation, and enable you to decide what happens next.
Shift Allowances
ICL's proposed shift allowances mean that many staff won't get an allowance at all, and introduces a 15% ceiling, no matter how unsocial the hours. ICL were unable or unwilling to provide figures to justify the new arrangements, which are mean. ICL may struggle to find volunteers to work unsocial shifts. Pathway staff stood to lose their 15% shift allowance under the new scheme, but we've secured a 15% bonus in compensation. This was a big step forward, but staff must be on their guard to ensure it isn't withdrawn in the future. The new contracts won't give ICL the right to change your shift at a whim. If you're asked to work a new shift you don't like, seek advice from your MSF rep before working it.
Hours
ICL agreed to document the new policies on overtime, shifts, standby and callout working. MSF want this to encourage consistency and fairness. If you have reasons why new arrangements are personally unsuitable, you are urged to see your MSF rep immediately. For example, if new working patterns interfere with childcare, ICL accept that separate arrangements may be needed. If you have ideas for changing the hours and shift patterns, please contact your union rep. ICL are willing to discuss re-arranging shifts at your request.
Sickness
ICL propose to set the sick-pay entitlement for helpdesk staff far lower than in the rest of ICL. ICL believe there is significant abuse of the system, with a high proportion of sickness for one day or less, and on a Monday or Friday. MSF believe that this is usually caused by stress and/or low morale, and want a more positive solution.
The new contracts state that CSTs will not be entitled to company sick pay during the first three days of sickness. ICL have given MSF an undertaking that payment will be at your manager's discretion - and will sometimes be made. We pressed for a statement that this would be paid except where the manager had good reason to believe that the individual was abusing the system. ICL were unwilling to make such a statement, but we are still discussing guidelines for managers on factors to be taken into account in deciding whether to pay.
Union members who believe they have been unfairly denied company sick pay are entitled to help from their rep to raise a grievance with their manager to challenge this decision.
Pay
Though it isn't part of the new contracts, we discussed the pay review process, which has caused confusion. There were two issues:
Some of you may be unhappy with the results of your pay review. MSF members should see their rep for advice on raising a grievance to challenge your review.
Union Recognition
The clause in your contracts stating that no collective agreements apply to you was included in error. ICL will issue a correction.
It is possible that some helpdesk staff will be relocated from MAN05 in the coming months. In order to ensure that you continue to enjoy the benefits of union recognition, you need as strong a union as possible. If you're not a member yet, please join. If you are a member - recruit a friend.
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