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The UKCF is not a union body, but trade unionists are keen to ensure that employees have the most effective voice possible. Members of the trade unions UNITE (formerly Unite), PCS and UNISON within Fujitsu Services are standing in the 2007 UKCF elections. This manifesto aims to explain why we're standing and why you should vote for us - whether you are a union member or not. This manifesto has been drawn up by candidates who are being backed by their trade unions to highlight issues you the Fujitsu employees tell us are of key significance. As employees ourselves we are aware of how frustrating it is not to be listened to by the company. We set out here the position you have told us you want us to take in pursuing the interests of all constituents (union members or not) should we be elected. We recognise that consultative forums such as the UKCF are a relatively new phenomenon in this country compared to mainland Europe. As such perseverance in these early days is crucial if the results achieved by them on the continent are to be matched here. We undertake to enter into our period of office with a commitment to work in co-operation with the company to ensure that the people running Fujitsu understand the needs of its staff. Where possible, we will aim to ensure those needs influence corporate decisions and result in concrete actions from the company. The track record of union members on the UKCF shows we represent the interests of all constituents regardless of their union status. Non-members benefit from having union members on the forum because we bring to the table the expertise, backing and resources of organisations which no individual could match. Unions operate through democracy and accountability - members elected to the UKCF will speak for the employees they represent, not personal agendas. The process by which the unions determined which candidates to back was open, transparent and fair, with the aim of finding candidates with the ability and motivation to speak out or ask the uncomfortable questions when necessary. The company has often tried to gag the UKCF reps, despite the fine words in the UKCF constitution. We are committed to communicating as openly as possible about what goes on at UKCF meetings. Unlike individual candidates we have access to union channels of communication which the company cannot stop. Not only does this help get vital information about issues out to at least some of those affected, it also puts pressure on the company to allow official UKCF communication to all employees. We have observed a recent pattern whereby the Company seems to be doing better and better but employees falling behind in terms of overall reward package. If Fujitsu has a genuine belief in itself as a Tier 1 employer then the company should be a great place to work. We are committed getting the company to be open about pay and benefit scales. Within the UKCF we will keep this issue on the agenda making it clear to the company that you want openness, transparency and fair treatment when it comes to reward packages. There has been a little progress over the last few years, as a result of campaigning and legal challenges brought or supported by UNITE. Such openness is the only way individuals will know if they are being rewarded in line with the contribution they make to the company's success and of tackling the issue of equal pay for equal work. Employees want to protect their jobs and career prospects, not have them undermined by offshoring (the "Global Delivery Model" in company jargon). It is natural that a multinational company delivering services to many countries will locate work in various places. Everyone wants good jobs, wherever they live, but employees will only support giving their work to someone else if they have alternative jobs of equal or greater value, with genuine career prospects. As much effort needs to go into planning what work will be in England, Scotland, Wales and Northern Ireland as in Russia, South Africa or India. Instead of making employees victims of the process by keeping them in the dark until decisions have been made and are about to be implemented, we should all be treated as adult human beings who are a vital part of the business and involved from an early stage. Through a combination of individual Terms and Conditions, Collective Agreements and TUPE-inherited arrangements Fujitsu have a wide variety of obligations to employees when it comes to severance processes and financial packages. Sometimes the company has sought to distance itself from the more generous ones. We intend to be vigilant for any attempt to reduce staff entitlements in this vital area for Job Security. Everyone has the right to work in a healthy, safe environment. Fujitsu employees face issues such as long hours, stress, bullying, driving/travelling, back and upper limb problems, working on remote or customer sites. Union members have access to the latest training, information and advice to help us promote healthier, safer working environments for everyone. Sites with union recognition set the pace for health and safety in Fujitsu, thanks to extra legal rights and specialist Health & Safety Reps. We will encourage the company to take Health & Safety seriously and to spread best practice across the organisation. For many staff career progression is the main goal in their working lives. Career advancement should be a possibility within everyone's grasp, not just those placed by management into the fast track or recruited into the company with a view to being the shining stars of the future. We will continue to press for all opportunities to be open to all who are capable of fulfilling them and to remove artificial barriers preventing anyone gaining wide experience and training. It is essential that the company is more open and honest with employees about where they see the Fujitsu being in the mid term so that staff can position and equip themselves with the skills that will be needed to thrive in the company of the next five to ten years. As well as the key topics identified above, the company throws up other issues where employees' views must be vigorously put forward. At the moment, these include contract changes relating to "Out Of Hours" (normal working week, overtime, shift, standby etc) and absence management. The development of these policies and the impact they have of the ground must continue to be monitored. Company commitments to flexible working and family friendly policies also need to be consistently applied. We are standing for election because we want to make a difference to Fujitsu by trying to ensure that the views of all employees are listened to at the highest levels. The UKCF is far from perfect, but we will work hard to make it as effective as possible for you. We are asking for your support in the elections both because of our personal commitment, and because the backing we have from our trade unions will help us do a better job for you (whether you are a union member or not) than other candidates could. Make your voice heard.
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