Employees in some areas have been receiving company notices about completion of timesheets. Members have raised concerns about threats such as:
“Fourth week default or continued ad-hoc failure will invoke the appropriate Fujitsu UK&I disciplinary process.”
Reps’ experience with similar “guidelines” on sickness absence suggests that some managers may misinterpret this instruction. The notice refers to a disciplinary process, not a disciplinary sanction. The first step in the company Conduct Guidelines is the investigation. The guidelines say “If, following preliminary investigations, it is not necessary to instigate formal disciplinary action, the matter will be closed”. Disciplinary procedures are required to be “corrective”, not “punitive”, and the manager must consider each case on its merits, not simply apply a sanction because a threshold has been reached. The company should not be imposing formal disciplinary sanctions where there are genuine reasons why timesheets were not submitted.
Many employees had reacted angrily to the new “Attendance” policies which were introduced on 1st April without consultation. There was a widespread feeling that the approach treated employees as if we were skivers and “guilty until proven innocent”. It also seemed excessively bureaucratic. Other changes led some managers to try to force employees to make up time-off for medical appointments. UNITE complained strongly about the lack of consultation and the content of the new policies. This week UNITE reps, along with colleagues from the PCS union, took part in a workshop with HR to look at the policies. UNITE will keep members updated on progress.
Our newsletter on 19th June included some guidance on disability and maternity as a result of legal and policy changes.
A number of members have already used the model letter to request “reasonable adjustments” under the Disability Discrimination Act (DDA). Several members have received very similar replies, so it looks like HR have their own model letter. The response completely evades the requests, neither accepting them nor rejecting them. If you get this kind of response, you can reply seeking clarification as to whether this means they are accepting or rejecting your request.
As usual at this time of year, reps are being contacted by members with concerns about bonus payments. In some cases bonuses have been wrongly stopped or reduced. In previous years, UNITE has had a good success record at getting bonuses reinstated. If you are unhappy with your bonus, it is important that you raise this with the company promptly. Seek advice from your local rep where appropriate.
Timesheets, Attendance, Disability, Bonuses