HR’s attempts to delay pay rises by endless correspondence continue (see below). The key to pressuring the company isn’t the strength of the arguments in the emails from our Reps, but the argument of the strength of feeling we can mobilise from staff.
Please take the petition to the company demanding that all Manchester staff are paid on time around your area and make sure everyone has been asked to sign. There’s no time to lose, as presenting a petition in May asking for a pay rise by April wouldn’t make a lot of sense!
As well as doing your own area, you can help collect signatures from colleagues:
– 12:00 – 1:30pm, MAN33 restaurant, Tuesday 20th March
– 12:00 – 1:30pm, MAN34 restaurant, Thursday 22nd March
– 12:00 – 1:30pm, MAN35 restaurant, Friday 23rd March
Who else can you get to help? They don’t even have to be members.
For background information, here’s the latest correspondence with HR:
From: Allinson Ian
Sent: 16 March 2007 13:42
To: Upton Larry
Cc: Terry Thompson; Sarah Holden
Subject: RE: Amicus pay petition
It’s disappointing that Fujitsu still hasn’t given us the assurance that we will all get a pay rise punctually on 1st April 2007, even though our position is crystal clear. Many staff believe that the company is merely wasting time in order to delay our pay rises yet again, while desperately searching for a way to blame the union.
If you genuinely felt the need to seek further clarification, this should not have prevented you from releasing information to managers so that they could start doing the work for a pay review, to avoid setting them difficult timescales.
We did not submit a 2007 pay claim – members decided this precisely because they believed you hoped to delay agreement and our pay rises yet again. The status of the ideas floated at ACAS was clearly stated at the head of the documents. For the avoidance of doubt, the documents were not a 2008 pay claim either, nor indeed a “claim” on any of the other many issues covered. If you want to invent Amicus pay claims, perhaps you will permit our members to invent company pay offers?
Your need for permission from Amicus to breach our agreements only seems to arise where it stops you doing what employees ask. The current dispute was caused by Fujitsu breaking agreements on union recognition, redundancy, redeployment and pay. Last year Roger Leek even wrote to employees launching a “bogus ballot” which sought approval from the workforce to break our agreements. Fujitsu only seems to suffer this terror of legal action when it suits.
There have been many previous years when the union has not submitted a pay claim, but this never stopped the company implementing a pay review. In years when we submit pay claims, we naturally expect the company to negotiate with us through the agreed procedures – this is not affected by the company implementing pay reviews in years when we don’t.
The company imposed a pay review on many Manchester staff in April 2006 – this was a breach of our agreements. Long after the agreed negotiating procedures were finally exhausted, Fujitsu (as was its right) imposed a pay review on the rest of us in October 2006. Procedurally, the situation has not changed since. There remains no reason why Fujitsu cannot carry out a pay review for all of us punctually on 1st April 2007 – whether you do so is entirely a company decision.
Our emails to you, our leaflets, web sites and petition all state clearly that the procedure was exhausted last year, that we are not making a 2007 pay claim and that the company is therefore free to implement a 2007 pay review, while staff are free to campaign for more. We cannot give “written confirmation of Amicus acceptance of these breaches” of our agreements because these breaches are a figment of your imagination. We can, however, repeat our written confirmation that we don’t believe there would be any such breach. If your motivation really was the fear of legal action, this should have been equivalent. However, let us go further – we will not take or support legal action against Fujitsu over any “breaches of agreements” or “breaches of contracts” which we do not believe have taken place, over this or any other matter.
An unjustified delay to the pay review for one part of the Manchester workforce could be viewed as discrimination by the company. Legal action against the company as a result of not getting a pay rise on time is a far more plausible prospect than your notion of legal action against the company for giving us pay rises! We hope that it won’t be necessary for us to pursue this.
Please stop wasting time with this pointless correspondence, and allow managers to get on with a punctual pay review. We look forward to receiving your assurance that this is happening.
Amicus senior rep
From: Upton Larry
Sent: 14 March 2007 16:40
To: Allinson Ian
Cc: Terry Thompson; Morgan Howard; Bull Richard
Subject: RE: Amicus pay petition
If you want to notify the Company that you are not submitting a pay claim, you should do it by formal notice to me, not by assuming that we may pick it up in an Amicus newsletter.
At our meeting at ACAS on 19th February you clearly submitted a pay claim (item 5 of the ‘ideas for a settlement’ document), albeit through the ACAS conciliator, to which we responded. This is rather confusing given your EGM decision on 2nd February and your newsletter of 27th February.
Your interpretation of the company’s current agreement with Amicus conflicts with ours. The agreement, and custom and practice, dictates that the pay of employees within the bargaining group is largely determined through negotiations with Amicus. This has therefore also become a personal contractual term. By moving to individual ‘pay planning’ for these employees this year, not only are we breaking the agreement with Amicus, but also we may be in breach of contract with these employees. This is why we require written confirmation of Amicus acceptance of these breaches before we decide on our response.
Employee Relations Manager