Manchester Pay Review August 2010

Today is the first pay-day since the implementation of the 2010 pay review, and you should by now have received a letter from your manager informing you about your pay rise.
The good news is that everyone inside the bargaining unit should have received a pay rise, in contrast to the large numbers outside who received nothing at all. In addition, more money was available to managers to spend on people in the bargaining unit.
With the implementation of the pay review, more of the new manchester pay & benefits agreement became enforceable parts of your contract, extending your rights for the future.
Almost inevitably, there have been a few hiccups with implementation, so UNITE would recommend that everyone checks that their rise is at least the minimum set out in the agreement. Hopefully your manager has also given you extra from the funds set aside for management discretion.
UNITE has published a spreadsheet on CafeVIK to help you work out the minimum your manager was supposed to give you. This takes into account the lower comparator for your job, your previous salary, the PAC from your most recent appraisal, the cost of living element etc, but not the element at your manager’s discretion.
If you believe that you’ve had a smaller rise than you should under the agreement, please raise this with your manager in the first instance.
If you are unable to resolve the issue promptly with your manager, please contact UNITE with the full details.
UNITE and the Company are setting up a Joint Implementation Group to ensure that the agreement is fully and correctly implemented, so the union will be able to feed any issues into the Company. Your reps have already raised a number of apparent implementation errors with the Company.
If you are a UNITE member, your reps will also be able to assist you individually in taking any issues up with your management.
The pay review process highlighted two other issues affecting some individuals:

  • Individuals who appear to be on the wrong role code
  • Individuals for whom the Performance Plus process (objectives, appraisals etc) does not seem to have worked properly

Both the Company’s standard pay system and the Manchester agreement are based on “comparator” pay levels for your role. If you believe you are on the wrong role code, it is important that you make sure this is resolved, to avoid it impacting on your pay review year after year.
If you are in the right role code for your current job and at the top of your pay band, you and your manager should be discussing your options for promotion to a role with more opportunity for pay progression. The “Career Mapping Tool” on the People Development Portal is useful, but be aware that it can suggest you move to roles which typically attract a lower salary. UNITE members can avoid this pitfall, as they have access to the pay comparators for most roles.
UNITE continues to work with the Company to improve the Performance Plus system. Collective agreements provide a more fertile environment within which you can individually grow your career, but they are not a substitute for your own efforts. You need to:

  • ensure you have clear objectives which are not only achievable, but that it is possible to exceed
  • keep an eye on your objectives during the year, complete them all and exceed where you can
  • ensure your objectives are updated if circumstances change, to prevent you being marked down for something outside your control
  • be well prepared for your appraisal and ensure it is conducted in line with section 8 of the manchester pay & benefits agreement
  • have a meaningful Personal Development Plan (PDP) so that you have access to the training and development you need
  • raise the issue promptly if you are not getting the support and action you need from your management
  • raise it immediately if your appraisal is not fair, don’t wait until it impacts on your pay review
  • take advantage of sections 10 and 11 of the agreement when you are promoted or change roles

Collective bargaining has already delivered a better deal on pay and benefits for employees in the Manchester Bargaining Unit, but the ability of UNITE to make further progress depends on the involvement of you and your colleagues. If you aren’t yet a member, we hope you will decide to join.

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'Fujitsu Whistleblower' hotline. Concerned about unethical or illegal practices? Contact the hotline on 0800 852 7479 or It is run by Unite the Union and your identity will be kept strictly confidential. Don't let Fujitsu silence whistleblowers.

Unite members working for Fujitsu Services Limited in the Manchester bargaining unit have taken 32 strike days over compulsory redundancies, victimisation of reps and breaches of agreements. This follows 27 previous days of strike action.

Industrial action is currently suspended but the fight continues.

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

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