Pay 2012

Thanks to everyone who completed UNITE’s survey as part of the campaign for fair and transparent pay and benefits in the IT Services industry. The survey (along with equivalents for other major companies in the sector) is now closed and we hope the main results will be announced soon.
One thing that jumped out from the results was that many Fujitsu employees don’t know their own pay “comparators” – the basis of pay reviews. For years Fujitsu kept these secret, but persistent campaigning and legal action is gradually opening them up. You can access yours by:

The screen should show the median salary, which is the median for Fujitsu Services employees in the UK in your role code. Note that the figures have not been updated for a couple of years, but they are still in use.
For employees in Service Desks managed on the D1-D4 or Rise+ pay systems, the medians are not used and the correct comparators are not yet displayed. The company has promised UNITE that information about D1-D4 and Rise+ will begin to be added to Self Service shortly – one of the gains of the recent dispute in Manchester.
To use the comparators in discussions about your pay with your manager, you also need to know how they are supposed to be applied. The key documents for 2011 pay reviews are here.
As discussion begins about the 2012 pay review, it appears that company resistance to some of the points UNITE has been putting forward may be softening. At the recent Fujitsu Voice meeting, Duncan Tait asked for views about how pay should be distributed and even acknowledged that many employees would like some “Cost Of Living” element to pay reviews.
Fujitsu Voice reps are asking for input from constituents on this. When giving your input to them, please consider the points from the “Fair Pay Charter” that UNITE reps in our industry developed last year:

unITe Fair Pay Charter
To ensure a consistent approach to pay and benefits which is fair, transparent and not discriminatory, Unite is asking companies in the IT Services sector to sign up to our Fair Pay Charter and incorporate the following principles into their pay systems:

  • Single, transparent pay and benefit structure throughout each company:
    › Detailing the pay and benefits structure from top to bottom.
    › Outcomes after each pay review are visible to employees.
  • Fairness:
    › Pay and benefits determined on an objective basis as opposed to management discretion.
    › Staff are fairly allocated to grades/roles/job families.
    › Employees can expect to receive similar pay and benefits to those doing similar jobs or jobs of equal value.
    › A cost of living element for all in every pay review.
    › Ensuring that there is no discrimination against employees due to gender, age, disability, race, religion, sexuality, or part-time status, as per Equality Act 2010.
  • Agreed and realistic performance targets:
    › Pay and benefits based upon targets which can realistically be achieved or exceeded, agreed with employees and their representatives.
    › Achievement does not rely on working more than your contracted hours.
    › Appraisal and assessment scores are based on your achievement, not distorted by fixed percentages or quotas.
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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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