Over the last week, Fujitsu has briefed UNITE and three small groups of staff at Central Park about their intention to reduce the numbers of jobs, and that this could potentially lead to redundancies. The areas affected are the support teams for VME, AS400 and IBM Managed Service and the reasons given are to do with declining workload rather than the recession or any other factor with wider implications. There are also people affected at other locations.
At the EGM on 4th December, members agreed a motion about dealing with job losses, updating our approach in the light of the deteriorating economic situation. The motion included:
- We instruct our reps to keep us informed about the numbers of people who are in Redeployment Warning Periods and what the outcomes are.
- We oppose employees being made redundant. If any member in the Manchester bargaining unit is put at risk of redundancy, we instruct our reps to consult us immediately on what steps we should take to protect membersí employment.
- We resolve to press the company to fully and effectively implement Annex 1 as part of our efforts to avoid redundancies.
Accordingly, here is an overview of the situation in respect of the Manchester bargaining unit:
|Job reduction initiative||Units affected||Number of jobs at risk||Number on Redeployment Warning Periods||Number on redundancy consultation|
|VME Support||IS and AS||4 out of 21 (13 in bargaining unit)||0||0|
|IBM Managed Service||IS||3 out of 11 (2 in bargaining unit)||0||0|
|AS400 support||IS||2 out of 3||0||0|
We anticipate the company starting Redeployment Warning Periods for all three areas shortly. Until the letters are issued, the numbers above are not definitive.
In addition there are two individuals whose jobs the company put at risk, one from CGBU and one from IS Governance.
UNITE reps sat in on the briefings for affected staff in the bargaining unit, and met with them immediately afterwards. Reps are organising a follow-up meeting with them this week.
With the assistance of UNITE reps, the AS400 team members have already agreed which of them should take an alternative job made available by the company. Speedy voluntary redeployment is surely the best outcome for everyone.
UNITE reps are concerned that the decline in workload that has led to these job losses is neither sudden nor unexpected, yet management seem to be under time pressure to deal with the situation by the end of the financial year. It would be unacceptable if members ended up losing their jobs because managementís failure to plan ahead limited the time for redeployment.