Update on implementation of agreement

The agreement on 3rd October included commitments that a number of actions would have been completed by Monday 17th October.
This note is to update you on progress on those items. Some of them (particularly on pensions) are of great national significance, rather than just being relevant for Manchester or Crewe.

Point from the agreement Current status
7. Fujitsu will implement the contractual status of the terms of the FJUK pension plan for all existing UK employees who are members of the scheme. This will be implemented using agreed wording based on that used to vary the contracts of former ICL DB members. This could be by any effective method (e.g. general announcement) Fujitsu has posted a statement on the Fujitsu UK Pension Plan CafeVIK Community.

This significantly improves the security of our pensions. It goes a long way to implementing the commitments on contractual status of pensions and discussions will take place over the next few weeks on the remainder.

8. Fujitsu remains committed to fulfilling the agreement made with ACAS in February 2010 to set up a consultative body with which regular discussions can take place on pension arrangements including the FJUK plan; this would include representatives from UNITE. The Company will discuss how to implement this with UNITE, Fujitsu Voice and others. A jointly agreed timetable will be announced. Fujitsu has invited UNITE to attend a phone conference on Monday 24th October to discuss terms of reference for a new body.

There remain unresolved disagreements about the composition and role of the new body.

9. Fujitsu has provided some pay information. Fujitsu will provide the pay information as set out in Appendix 4 of the Manchester Pay And Benefits Agreement and is committed to provide reasonable further clarification as requested by Unite and promptly resolve any implementation issues identified. Fujitsu provided further information on 17th October and UNITE is now reviewing this.
10. Fujitsu will write to all the employees in the WINTEL Team reinstating the original terms that applied to the first half of the team and suspending notice from the second half of the team. The Company will consult with Unite regarding the Company proposals, working patterns and OOH payments across the team for a period of 4 weeks i.e. until 31st October and welcomes further ideas from Unite on this topic. If, despite the efforts of both parties, consultation does not result in an agreed outcome, the parties will strive to resolve the relevant grievances as quickly as practicable while recognising that the status quo applies. Fujitsu says it has posted the letter to the WINTEL team.
11. Fujitsu recognises the feedback Unite has received regarding the closure of MAN23 and that concerns are felt by employees at this location. The Company recognises the value of Redeployment Priority Periods (RPP) in providing clarity, reassurance and support, and its commitment in Annex 1 to “initiate the RPP as long as possible before a job is expected to end”. The Company is uncertain as to whether the RPP letter templates are appropriate in this circumstance and will consult UNITE to adapt them. The Company will send letters to start the RPP to MAN23 employees. Discussions are ongoing to try to agree the text of the letters and it is expected that they will be handed to MAN23 staff at briefings which are being scheduled to take place soon.
12. Fujitsu will identify its team and schedule Joint Working Group (JWG) meetings (as per the current agreement). JWG meeting dates have been agreed and the first meeting took place on Monday 17th October.
13. The JWG will agree and oversee a schedule of meetings with the appropriate people with the necessary knowledge and authority to try to resolve all the issues in dispute that were raised by Unite or Fujitsu during the discussions that were held with ACAS on 28th June, 21st July, 8th August, 6th September 2011, 22nd September 2011 and 3rd October 2011 including but not limited to:

  • Jay Lieberman
  • Fujitsu will identify the senior business manager who will be involved in industrial relations and act as an escalation point.
  • New facilities agreement
  • Contractual status of Defined Contribution pensions
  • The Company will meet with Unite at a Natonal level to discuss matters of mutual interest within 2 months of the suspension of industrial action
  • Implementing agreed actions on scope lists etc from February 2011, respond to queries and sort out scope list including a process for individuals to opt out of the recognition agreement
  • Resolve any individuals coded on IS or UK interim guidelines
  • Agree plan to move to Rise+
  • Sort out problems with implementation of the 2011 Manchester pay review
The JWG has already set dates for meetings on a number of the points in this section of the agreement.

Progress to date includes:

  • Stuart Broadbelt, Director of Supply & Lifecycle Services, has been chosen by the company to be involved in industrial relations and act as an escalation point.
  • A first meeting has been held to discuss a new facilities agreement (arrangements for reps to have time to fulfil their responsibilities).
  • A first discussion on the remaining contractual status of pensions issues is scheduled for Monday.
  • Correspondence has begun between Ella Bennett (HR Director) and Kevin O’Gallagher (UNITE National Officer) to arrange the meeting at national level.
  • A process for HR producing accurate monthly scope lists has been agreed. Once implemented this will simplify negotiation and communication in Manchester.
  • UNITE is reviewing further pay information provided by the company and a meeting should be held early next week.

We understand that Fujitsu’s legal team is now considering Alan Jenney’s updated Employment Tribunal application, which was submitted on 7th October. The agreement said “the company will make use of ACAS conciliatory services to explore possible resolution of the Alan Jenney Employment Tribunal. Both sides agree to liaise with ACAS on or before 1st November 2011”.
Overall, the progress is encouraging but much remains to be resolved. We need to maintain the momentum and ensure all the issues in dispute are adequately addressed.
If you haven’t yet signed, passed round and returned the joint UNITE-PCS petition on pensions, please do so as soon as possible. Neither the contractual status nor the consultation issue have been completely resolved, so these remain important matters for every member. Fujitsu Voice Elected Reps are conducting a poll on one of the issues on FJUK pension consultation and you are encouraged to respond to it.
Feel free to pass this notice on to a few colleagues who you think may be interested. If you’re one of those colleagues, why not help strengthen UNITE’s work to make Fujitsu a better place to work by joining the union?

Posted in news
'Fujitsu Whistleblower' hotline. Concerned about unethical or illegal practices? Contact the hotline on 0800 852 7479 or fujitsu.whistleblowers@unitetheunion.org. 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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