Pay

As the April pay review approaches, you need to be lobbying your manager for a decent pay rise. The better you understand the process, the more effective you will be.
The company’s national pay guidelines for managers are published on CafeVIK. Additional guidelines have been issued for employees in the Manchester bargaining unit, reflecting existing agreements which must be taken into account alongside the national guidelines.
Make sure you prepare properly for your meeting with your manager. You are entitled to know the 2008 pay comparator for your job (actually the median salary for Fujitsu’s employees on that role code in the UK) – ask your manager if you haven’t got it. Employees only won access to this information after much campaigning with the union.
As usual, UNITE will give members access to far more information as it becomes available, including guideline pay and benefit for many different jobs. This can help you make important career decisions as well as giving you the information to lobby your manager on benefits as well as pay.
This vital information is only available to UNITE members because the company still refuses to publish it. Why not ask a colleague to join so they can get it too?
If the rumours are to be believed, the company pay “pot” is once again far below inflation, so the standard of living of most employees is likely to be eroded yet again.
Core Services, which includes the vast majority of Fujitsu’s UK staff, is encouraging managers to give a more “extreme” distribution of pay rises this year. This would inevitably mean more 0% rises.
Last year the increase in the package of Fujitsu Services’ highest paid director (presumably David Courtley) was comparable to the pay pot for the entire Manchester workforce. You can’t get much more “extreme” than that.
There is some good news for staff on TSS/1, TSS/2 and TSM/1 roles this year.
For a long time people on those roles within Customer Services have not been managed on the standard company pay system, but on a system known as “D1-4”. In Manchester this has been reasonably clearly defined, but elsewhere it has often been even more impenetrable than the standard pay system.
Thanks to the UNITE deal in Manchester last year, Fujitsu is now untangling the two pay systems – nationally.
The first beneficiaries are those on TSS/1, TSS/2 and TSM/1 outside Customer Services (i.e. not on the D1-4 system). HR has now recalculated the medians, excluding the staff on D1-4. The effect has been an increase to the guidelines in all three cases. It is particularly pleasing to see the lower guideline figure for TSS/1 rising slightly above the National Minimum Wage – but it says a lot that this is even an issue.
The untangling of the two systems is likely to encourage a more open pay system within Customer Services, and work that will assist in achieving this is already under way.

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Unite members across Fujitsu Services Limited in the UK have been taking industrial as part of their dispute over jobs, union recognition, pay and pensions. Action from 28 February has included 15 days of strikes and ongoing action short of strike.

INDUSTRIAL ACTION IS CURRENTLY SUSPENDED while members consider an offer from Fujitsu.

The national dispute follows the resolution of a local dispute in Manchester which included 12 strike days.

Further information is available here including events, pickets, a downloadable appeal for support leaflet and how to donate to our strike fund.

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