Important UNITE meeting on 7th February – Branch re-organisation / FJ-Unite Agreement / Rep election
In the context of the current UNITE re-organisation, your Fujitsu Combine Committee proposes to establish Fujitsu-specific UNITE branches based on various geographical locations.
It is proposed to create a UNITE Fujitsu branch in Northern Ireland, including the Belfast and Derry offices.
Having our own branch will strengthen the union and bring resources closer to the members. One aspect of this move is to involve few members in branch officer positions, such as chair, secretary, treasurer and equality officer. You will continue to elect UNITE reps in the usual way. While members’ subs won’t change, it will give Fujitsu members access to more resources as well as better access, control and flexibility.
This re-organisation suits the new agreement signed between Unite and Fujitsu, as UNITE reps across the UK will be able to allocate some of their work time on certain union tasks and issues.
Your reps have organised a members’ meeting to discuss this important move:
Tuesday 7th February at 12:30
IRE11 – Conference Room 1 and 2
We will provide further updates on the Manchester and Crewe action, as well as issues raised in recent communications.
Further details on this re-organisation can be found in this document: http://www.ianallinson.co.uk/Unite%20Branch%20Financing%20Dec%2011%20EC.doc
Important: As Sean Mcgurk (Rep in IRE11) has left FJ last week, we are looking for at least one more person willing stand as Rep. Please contact us if you are willing to step in. Thanks to Sean for all his work on behalf of members.
Another edition of the union’s magazine for members – UNITEworks – has recently been sent out. If you didn’t receive your copy, please email mymag@unitetheunion.org.
The recent agreement between UNITE and Fujitsu has attracted considerable media coverage including the CIO UK, IDG, IT PRO, Manchester Evening News, Socialist Worker, SourcingFocus, TechWeek, The Register, V3 and ZD Net.
This all helps raise the profile of the union in our industry and build our membership and strength.
Don’t forget that UNITE’s pay survey for Fujitsu staff closes at the end of January, so this is your last chance to complete it or to ask colleagues to do so.
The survey is an important part of UNITE’s campaign for fair and transparent pay and benefits in the IT Services industry: www.unitetheunion.org/itcharter.
You probably saw the Fujitsu “good news” story about Duncan Tait signing up signing the company up to the Employers’ Forum on Disability “Accessible Technology Charter”.
You are covered by the disability provisions of the Equality Act if you have a physical or mental impairment which has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities. This means that most of us are likely to be covered at some stage in our lives.
A central aspect of the legislation is the right to request “reasonable adjustments” to remove barriers to participation for people with disabilities. The adjustments could by physical (e.g. providing alternative equipment) or to processes (e.g. sickness management) or practices (e.g. working hours).
You may find the commitments in the charter helpful if you are seeking reasonable adjustments.
The notice on 13th January invited candidates for vacancies on our Combine Committee, which is responsible for coordinating UNITE’s work in Fujitsu at national and regional level.
Bob Anderson was the only candidate for the vacant North-West seat when nominations closed earlier this week, so is elected unopposed.
If you haven’t already done so, please sign UNITE’s online petition against the proposed changes to Fujitsu’s Travel & Expenses Guidelines. Not only would these leave many employees seriously out of pocket in the short term, they also break the fundamental principle set out in the policy:
“Fujitsu will reimburse employees with pre-approved costs, which are directly attributable to their responsibilities on behalf of the Company. Individuals should neither be disadvantaged nor gain profit from these reimbursements.”The key issues are:
The company claims that the changes are driven by compliance with HMRC rules, but there is no evidence to support this. This looks more like an attempt to force employees to subsidise the company’s business activities from their own funds.
Please note that there is an option for individuals to sign the petition anonymously if they do not want their name displayed.
If we let Fujitsu establish the principle that we pay for the privilege of working, where will this end?
What you can do:
Please remember we have a Lunchtime Members’ Meeting in CRE02 to discuss the Unite – Fujitsu agreement:
12.30pm – 1.30pm, prompt start
Conference room CR 0-1, CRE02 (behind reception)
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.
Agenda
To: Employees in the UNITE Manchester Bargaining Unit
We are delighted to report that on 20th January UNITE members voted to accept a new offer from the company, as a result of which UNITE has ended the industrial action which was previously suspended and is encouraging everyone to work normally.
The new agreement, which covers a broad range of issues including pay, pensions, Rise+, Out Of Hours and reps’ time, is available here.
Both parties recognise the commitment that has gone into reaching the agreement and the improved working relationships that it reflects.
We will continue to keep you updated as the agreement is implemented.
| Fujitsu Joint Working Group members | UNITE Joint Working Group members |
| Catherine Kelly, HR Advisor, Case Management | Ian Allinson |
| Ellie Sims, HR Manager, Private Sector Division | Lynne Hodge |
| Jason Fowler, HR Service Delivery Director | Phil Tepper |
| Richard Batty, Head of Service Desks | Pauline Bradburn |
| Stuart Broadbelt, Director, Supply & Lifecycle Services | Isabel Hay | Wendy Warham, Head of DCMS UK Shared Services | Terry Thompson (UNITE Regional Officer) |
Thanks to all the members who attended today’s members’ meeting in Manchester.
The main business of the meeting was to consider a new offer from the company which has significant national implications.
Members voted for the following motion:
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We note the significant progress made on a range of issues since our strike on 19th September 2011. We instruct our reps to accept the latest company offer and end industrial action immediately. We remain concerned about the treatment of UNITE representatives and instruct our reps to call a members’ meeting promptly if it appears that this issue, or problems with implementation of the new facilities agreement, could jeopardise the standard of representation we require. |
The industrial action which was previously suspended should end immediately and all staff are encouraged to work normally.
Reps in Crewe are organising a members’ meeting to discuss the new developments.
Key points of the new agreement include:
It was emphasised that we want to avoid the need for periodic disputes to enforce our agreements, and that the key to this is encouraging more staff to join UNITE and get involved.
Reps
In anticipation of the new agreement, five more new reps had been elected at a members’ meeting in November. Today’s meeting elected two more reps:
Whether the new facilities agreement leads to a strengthening or weakening of union organisation will depend on whether members across the UK get more involved. Wherever you are based, if you’re willing to stand as a rep, please get in touch now. Arrangements are being made for a training event in work time during March.
As just one example, we urgently need volunteers interested pensions (training will be provided) as the new FJUK consultation body will be set up soon.
Out Of Hours
The company intends to start consulting UNITE about the introduction of the “interim guidelines” for overtime, shift, standby and callout to Manchester, which will clearly be a significant issue.
Some Manchester staff who were prematurely coded as on the interim guidelines will have recently received letters sent by HR but with UNITE reps names on the bottom. Unfortunately some of the information in the letters was not as agreed, so it is essential that if you received one of these letters you check it carefully and respond by the deadline of Wednesday 25th January.
Reps also highlighted Work Your Proper Hours Day on Friday 24th February, which highlights the vast amount of missing jobs and pay due to unpaid overtime.
Expenses
Members discussed the latest proposed changes to expenses which would leave many members out of pocket. If you haven’t already signed UNITE’s online petition on expenses, please do so, and pass it on to a few colleagues.
Other Business
Members took away bundles of the latest UNITE leaflet for IT Services companies to distribute and “UNITE for Fair Pay in IT Services” lanyards for ID passes. If you need any of either for your area, please get in touch.
The members’ meeting also heard a report on the reorganisation of UNITE branches. For background on this, see the web site of our Executive Council representative. Manchester members are currently in the “Greater Manchester IT Branch”. The branch has proposed to the North-West region that it is broken up and a new “Fujitsu North-West” branch is created. Discussions are taking place in other regions about the best way to organise.
UNITE members at Unilever are taking strike action this week alongside members of GMB and USDAW in defence of their pensions. A collection at the members’ meeting raised £85 which will be taken down to their picket line.
Greater Manchester Fire Service is facing cuts to staff and fire engines which are expected to further increase the time it takes for the fire service to reach incidents.
Reps in Crewe are calling a Lunchtime Members’ Meeting to discuss the Unite – Fujitsu agreement negotiation results:
12.30pm – 1.30pm, prompt start
Conference room CR 0-1, CRE02 (behind reception)
At our last meeting on the 21st November we agreed to suspend implementing Crewe members’ decision to ask UNITE to re-ballot them over Alan Jenney’s case and the breaches of agreements (e.g. on pensions) whilst awaiting the outcome of Alan’s meeting with Fujitsu on the 24th November and the ongoing discussions about the breaches of agreements.
As you are aware a statement was issued in November that “The parties have successfully resolved the position of Mr Jenney through the services of ACAS to both parties’ satisfaction” and an agreement was reached in Manchester that ended their dispute with a new agreement.
This meeting is to discuss the new agreement and agree what should be done with the previous decision to re-ballot.
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.
Agenda
Don’t forget the Manchester members’ meeting TOMORROW MORNING:
10:00 – 12:00, Friday 20th January 2012Members will decide whether to accept the company offer and end the industrial action, or to reject the offer and resume industrial action. Please do your utmost to be there and encourage colleagues to do the same.
MAN35 canteen
The proposed agenda is:
The original email inlcuded a motion for consideration.
In support of the H&S Awareness Campaign, there will be a H&S Awareness Drop-In event at MAN34 today, Wednesday 18th January 2012.
Members of the H&S and Facilities Management Team along with UNITE safety reps will be available in the restaurant from 1200 – 1330hrs to offer guidance and support on all aspects of Health and Safety.
Now’s your chance to come along and ask questions about all aspects of Health & Safety.
Following further negotiations, Fujitsu made the following offer to UNITE today, for Friday’s meeting:
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Fujitsu Offer to UNITE, 20th January 2012
Since the agreement reached between Fujitsu and Unite on 3rd October 2011, significant progress has been made on all the elements of the dispute. Fujitsu and UNITE recognise the effort and commitment demonstrated by both parties towards developing a positive ongoing working relationship. If UNITE members vote on 20th January 2012 to accept this proposal and end the current industrial action, Fujitsu will implement the agreement set out below. A) UPDATE ON PREVIOUS ACTIONS
If Unite ends all industrial action in Fujitsu on 20th January 2012, publicises the fact, and encourages employees to work normally:
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10:00 – 12:00, Friday 20th January 2012Please do your utmost to attend and encourage colleagues to do the same.
MAN35 canteen
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.
The offer refers to the parts relating to pensions and facility time in the agreement reached on 17th November 2011, which can be found on our web site, along with the agreed Terms of Reference for the new FJUK Pension Consultation Group.
Look out for further details of the members’ meeting, which will be circulated soon.
Election of additional reps
If the offer is accepted, the new “Annex 2” agreement on facility time for reps to work on your behalf will come into effect immediately. This will lead to:
To ensure that the quality of representation continues to improve, UNITE is therefore asking you to consider volunteering to be elected as a rep at Friday’s members’ meeting.
Can you persuade someone else to stand who you think could make a useful contribution?
UNITE and Fujitsu continue to make progress towards resolving the long-running dispute which started over breaches of agreements, a breakdown in industrial relations and victimisation of reps.
Recent developments in Manchester include:
Work on a number of issues is ongoing.
UNITE is holding a meeting for all members in scope of the Manchester Recognition Agreement at 10am on Friday 20th January in the MAN35 canteen. The meeting will decide whether to accept a company offer and end the industrial action (which is currently suspended) or to resume industrial action.
There is a lot of activity in relation to both the ICL Defined Benefit and FJUK (Defined Contribution) pension schemes.
The ICL DB trustee has appointed two Member Nominated Directors, Nick Cullen and John Lillywhite, as explained in this announcement. Thanks to the UNITE members who applied to be trustees but were not selected.
The FJUK plan has now announced that it is seeking candidates to fill a vacancy as a Member Nominated Director. If you are willing to apply you must submit your nomination form so that it is received by Lindsay Hawkins by 5pm on 31 January 2012. The plan looks after vast sums of employees’ money, so the directors have a very important role to play. Members are encouraged to consider applying. UNITE can provide additional support and training.
Just as UNITE highlighted in relation to the ICL DB plan, it is disappointing that the FJUK trustee has decided to use a process that gives members of the plan no say in the selection of the “member nominated” directors. Instead the selection panel is selected by the existing directors, the majority of whom were selected by the company, despite the fact that Fujitsu has no money invested in the plan.
One of UNITE’s great successes in 2010-11 was the creation of a new, democratic consultation group for the FJUK pension plan. The first meeting will take place before the end of March 2012, so there is some urgency in selecting the representatives who will sit on it:
Your reps would urgently like to hear from any member with an interest in pensions who might be willing to play a part in the consultation group. Training can be provided.
Local Representatives
If Manchester members decide to accept the company’s offer on 20th January, a new agreement on “facility time” – the time when reps can work on behalf of employees – will come into effect. This will mean a reduction in facility time for three of our key reps in Manchester, but a new ability for reps outside Manchester to carry out some union functions in work time.
In the past, the restrictions on reps outside Manchester forced UNITE to rely heavily on Manchester reps to deal with issues which often affect people elsewhere just as much. The new agreement means this will have to change. If we get new reps coming forward, the new agreement can mean better representation and a stronger union. If we don’t, there is a risk that staff will suffer as a result of the reduction in time for a few of our most active reps.
If you’d be willing to stand as a rep in your area, please get in touch now.
UNITE is in the process of organising training for reps across Fujitsu, and the company has agreed in principle to release people from work for this.
Combine Committee Vacancies
The Combine Committee coordinates UNITE’s work in Fujitsu at a national and regional level. There are 21 seats, allocated in proportion to membership, and the current members are:
| Constituency | Combine-21 members |
| London, South and East | Dave Seymour (HOM99) Helen Kerr (STE04) Matt Whaley (LDN27) Tony Bishop (STE04) |
| Midlands | Alasdair Lewis (HOM99) VACANCY |
| Yorkshire, North-East and Scotland | Barbara Horton (WAK01) John Garvani (HOM99) |
| Northern Ireland | Guillaume Chesnel John Walsh (IRE11) |
| North-West (excluding Manchester) | Isabel Hay (WAR08) Rob (Wilf) Williams (CRE02) VACANCY |
| Thames Valley, South-West and Wales | Chris Forrest (BSN01) Christopher Woolley (BRA07) VACANCY |
| Manchester bargaining unit | Ben Ashdown (MAN33) Ian Allinson (MAN34) Jay Lieberman (HOM99) Lynne Hodge (MAN33) Pauline Bradburn (MAN35) |
In a services industry, it is common for employees to be transferred between employers along with the contracts they work on as the contracts are won and lost. This situation is covered by the Transfer of Undertakings (Protection of Employment) regulations, so such moves are commonly known as “TUPE transfers”.
UNITE has produced a useful guide to the TUPE regulations which is available online. Key issues which often arise in TUPE transfers include:
Two of the transfers UNITE is currently involved in are on the ATLAS and DWP contracts.
In the ATLAS TUPE, employees are transferring in both directions between HP and Fujitsu. One of the advantages of UNITE involvement is that the union has reps involved on both sides of the transfer, able to compare notes and share information, rather than relying so heavily on what the companies are saying.
There’s a particular concern because HP intend to move the work the Fujitsu staff are currently doing from Reading to Scotland. Colin Rose, the UNITE Regional Officer covering Reading, has produced a template grievance which members can submit:
Dear Sir/Madam,
I am lodging a written formal grievance to invoke the grievance procedure, due to a 'reasonable belief' that Fujitsu has flawed any potential redundancy consultation following on from the announcements made at the town hall regarding the transfer of my role to Hewlett Packard.At my grievance hearing I wish to be represented by Colin Rose, the Regional Officer from Unite.
The DWP TUPE involves transfers from Fujitsu to both HP and IBM.
If you are in scope for either of these TUPEs, it would help your reps support you if you could let them know:
As part of UNITE’s campaign for fair and transparent pay and benefits in the IT Services industry, the union wrote to employers asking for information about their pay systems. Predictably, the responses were not exactly helpful. What have they got to hide?
To collect some of the information the companies are concealing, UNITE launched surveys about pay in a number of the big IT Services companies, including Fujitsu. These surveys are due to close at the end of January. Hundreds of Fujitsu staff (members and non-members) have completed the survey. If you haven’t yet, please take 5 minutes to do so here.
UNITE has produced a new leaflet highlighting the survey and some of the achievements in CSC, Ericsson, HP, Accenture, Fujitsu and Steria. This is being distributed across the industry. If you can help distribute the leaflet where you work, please get in touch.
Can you pass on this email to a few colleagues who you think might be interested?
A UNITE survey of Fujitsu staff identified a significant issue with Musculoskeletal Disorders (MSDs), often neck, shoulder, arm or back pain. Most work-related MSDs develop over time, caused by the nature of work or by the working environment. Many are avoidable. Fujitsu identified back pain as its biggest cause of sickness absence.
MSDs can be caused by many factors which Fujitsu staff may experience, including working in uncomfortable positions for long periods (e.g. with mice, keyboards, monitors, chairs or driving), repetitive tasks, or handling heavy or awkward loads. Health problems range from discomfort, minor aches and pains, to more serious medical conditions requiring time off.
To avoid problems with your workstation (desk, chair, PC etc) it is key to ensure you have regular DSE (Display Screen Equipment) workstation assessments carried out by a trained assessor. A trained assessor knows what to look for and is in a position to observe things you can’t and can suggest improvements.
An area of Health and Safety often over-looked is the effect of travel on people’s wellbeing in terms of work-life balance, physical comfort and levels of stress.
It is important to reduce the impact of remote working and travel on health and safety whether you are responsible for a group of people or only yourself. To do this you need to understand the options so that you can reach the best decisions for individuals and the business in terms of work-life balance and effective use of time. Meetings away from a person’s usual place of work add travel time and reduce work time. Would occasional face-to-face meetings supported by more frequent phone (or video) conferences make better use of people’s time instead of bringing everyone together more often? Decisions should take into account the impact extra travel has CO2 emissions which contribute to climate change.
People spend a lot of time in their cars but this is not routinely assessed from a health and safety perspective. Using a car for long hours can contribute to MSDs. It also increases stress levels, takes time from other activities, costs money and generates CO2 or particulate emissions that are having a negative impact on our environment. Trains are a greener alternative but may take more time and money than a car. We are an IT company and have many options for working remotely:
Teleconferencing / Video Conferencing often saves time, stress and money and is better for the environment than travelling, but it is not suitable for every sort of meeting. With thought around meeting agendas and structure to get the best use of time in both face to face meetings and virtual ones they can become a familiar and workable solution – after all technologies such as Skype are being eagerly adopted beyond the work environment.
Did you know you can now order a webcam and headset from IT Zone? (http://sites.cafevik.fs.fujitsu.com/sites/01080/012/default.aspx ) So there is no need to assume you are hampered by lack of video conferencing facilities.
Sharing
If a business trip is really necessary and there are several people needing to travel then why not consider car sharing? This has the benefits of less stress, companionship, the potential for sharing driving, lower costs, lower environmental impact plus the company will pay an extra allowance (5p per mile) for taking a colleague when claiming expenses.
For example for someone from Manchester attending a 4 hour meeting in Bracknell Summary
Details Car Figures: distance and time from Google Maps, CO2 from car sales site for an average family car, January 2012 mileage rate for privately owned car over 1500cc. Figures: train fares (off-peak avoiding London / peak via London) trainline.com, taxis: £5 each end, environmental impact: Environmental web sites. Figures: from a previous teleconferencing provider available on Café VIK Using teleconferencing means no travel and no travel associated stress. Using a company land line would cost £3.34 per person for the whole 4 hours. Those using company mobiles would cost £9.34 each. The participants would then be able to continue working for the rest of the day. |
Fujitsu is proposing to make changes to its Travel & Expenses Guidelines. Not only would these leave many employees seriously out of pocket in the short term, they also break the fundamental principle set out in the policy:
“Fujitsu will reimburse employees with pre-approved costs, which are directly attributable to their responsibilities on behalf of the Company. Individuals should neither be disadvantaged nor gain profit from these reimbursements.”
The key issues are:
Many employees have already been complaining about the proposals, and over 300 have signed UNITE’s online petition.
The company claims that the changes are driven by compliance with HMRC rules, but there is no evidence to support this. This looks more like an attempt to force employees to subsidise the company’s business activities from their own funds.
If we let Fujitsu establish the principle that we pay for the privilege of working, where will this end?
What you can do:
Our new national newsletter/"One Per Desk" newsletter is available
here.
UNITE is holding a meeting for all members in scope of the Manchester Recognition Agreement. This meeting will vote on a company offer (which will be circulated once finalised) and decide whether to accept the offer or resume industrial action.
Please do your utmost to attend and encourage colleagues to do the same.
The agenda will include: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.
Election of additional reps
If the offer is accepted, the new “Annex 2” agreement on facility time for reps to work on your behalf will come into effect immediately. This will lead to:
What does volunteering mean?
If you are interested in volunteering to be a UNITE rep, please email your reps as soon as possible, so that one of the existing team can discuss this with you prior to Friday’s members’ meeting.
Can you persuade someone else to stand who you think could make a useful contribution?
To: Employees in the UNITE Manchester Bargaining Unit
Update on Fujitsu-UNITE Joint Working, 11th January 2012
The minutes of the Joint Working Group meetings from October 2011 and November 2011 have been published on CafeVIK.
We are pleased to report progress in a number of areas including those below.
Pensions
Terms of Reference for a new consultation body for the Fujitsu UK Pension Plan have been agreed.
Pay
Fujitsu and UNITE have now agreed the size of the under-spend on the August 2011 pay review for the Manchester bargaining unit. If UNITE members accept the Company offer by 20th January 2012, the under-spend will be distributed as follows:
All figures are Full Time Equivalent. All increases will be effective from 1st August 2011, and will be paid from the February 2012 payroll, including back pay.
Correcting the under-spend will bring the total spend for the bargaining unit to 2.65% (plus promotions) for the August pay 2011 review.
A joint workshop also identified six individuals whose role codes were changed on 1st August 2011 from SCO/A to BSC/BC1. Though the company believes they are still doing the same work, this change is classed as a promotion under the terms of the agreement, so Fujitsu and UNITE are jointly checking the pay situation for this group. If you are one of this group and wish to discuss your promotion with UNITE, please contact Ian Allinson.
Alan Jenney
The parties have successfully resolved the position of Mr Jenney through the services of ACAS to both parties’ satisfaction.
Out Of Hours
Fujitsu and UNITE have jointly reviewed 49 employees in the Manchester bargaining unit who were recorded on the HR database as being on “interim” terms for Out Of Hours, as these were not meant to be used for people in the bargaining unit. This includes both “Infrastructure Services Interim Guidelines” and “UK Interim Additional Hours Guidelines” and relates to overtime, shift and stand-by.
HR Direct will be writing to the 49 employees with more detail. If you are one of this group please ensure you read the letter carefully and respond promptly if appropriate, as this could affect your past and future payments.
Rise+
Progress continues to validate and update the Rise+ documentation for Service Desks staff in TSS1, TSS2 and TSM1 roles. A format for centrally recording employees’ D1-D4 and Rise+ levels on the HR Database has been agreed and will be implemented shortly so that individuals can see this via Self Service. The necessary changes to the Manchester Pay and Benefits Agreement still need to be agreed.
Next steps
Work continues to resolve a number of other issues, with the aim of reaching a final agreement to resolve the dispute by 20th January 2012.
UNITE will be holding a members’ meeting to decide whether the union will accept the company offer:
10:00 – 12:00, Friday 20th January 2012
MAN35 canteen
Fujitsu and UNITE are both keen that the members’ meeting should be as representative as possible. Members whose managers might have to arrange cover for them to attend should request release as soon as possible. Managers are asked to facilitate and confirm this release in good time before the meeting.
Due to the meeting, the following restrictions will be in place in MAN35 on Friday 20th January:
| Fujitsu Joint Working Group members | UNITE Joint Working Group members |
| Catherine Kelly, HR Advisor, Case Management | Ian Allinson |
| Ellie Sims, HR Manager, Private Sector Division | Lynne Hodge |
| Jason Fowler, HR Service Delivery Director | Phil Tepper |
| Richard Batty, Head of Service Desks | Maurice Edwards |
| Stuart Broadbelt, Director, Supply & Lifecycle Services | Pauline Bradburn |
| Wendy Warham, Head of DCMS UK Shared Services | Isabel Hay |
| Terry Thompson (UNITE Regional Officer) |