Fujitsu is rushing ahead with the ill-conceived redundancies in Business Operations and Business & Application Services (BAS). Worries continue that other areas will follow.
Business Operations pressed ahead with selecting people for redundancy without having sought volunteers first, or considering measures which could avoid compulsory redundancies.
The company is resisting calls from the unions, redundancy forums, and even Fujitsu Voice, to give everyone at least 90 days consultation. This means that those employees not in the Manchester bargaining unit or covered by the union-negotiated Security of Employment Agreement (SEA) may be given notice after just 30 days.
For the benefit of those at risk now, and for those who could be affected by redundancies in other areas in the near future, we need to up the pressure on Fujitsu to handle the situation responsibly.
UNITE has produced a petition about Fujitsu redundancies. Please sign the redundancy petition, ask your colleagues to sign it, and return it as quickly as possible.
The national “jobs, pay and pensions” dispute was resolved in February 2010 with the “ACAS agreement” which included the clause:
l) the company confirms that the terms of its Defined Contribution pension schemes are a contractual entitlement for those existing and new employees who are members of such schemes;
The company resisted implementing this commitment – it was only following industrial action last year in Crewe and Manchester that the company reached a new agreement on 20th January 2012 which finally led to a new statement on contractual status of Fujitsu’s DC pension schemes being published on CafeVIK. After initially refusing, the company has now conceded (after seeking legal advice) that this means that where the company makes employees redundant, dismisses them without notice and pays Pay In Lieu Of Notice (PILON) and Pay In Lieu Of Benefits (PILOB), the PILOB must now include lost company pension contributions normally between 6% and 20% of salary for FJUK members. Well done to all the members across the country who helped secure this important improvement to redundancy terms by taking part in UNITE’s campaigns over the last three years.
Please speak to your colleagues and encourage them to Join the union now.
The company is obstructing efforts to replace Compulsory Redundancies (CRs) with Voluntary Redundancies (VRs) by initially opposing any VR scheme, then introducing VR late and subject to unjustified restrictions.
Past experience shows that if the union can identify “pairs” of employees where a volunteer could do the job of someone selected for CR, it is very hard for the company to refuse the pairing, as this could lead to an avoidable compulsory redundancy and a potential Unfair Dismissal claim.
If you would like to volunteer for redundancy and someone in one of the following roles where people are currently at risk could do your job, please get in touch now so that any potential pairings (which often depend on skills, geography etc as well as roles) can be explored. This does not commit you to volunteering, and no names will be passed to the company without your consent. To get an idea of what your redundancy package would be, you can look at the UNITE online redundancy calculator (note that this has not been updated to include pensions in PILOB yet).
Roles with people currently at risk:
- Applications Development Manager (ADM 1 or 2)
- Business Consultant (BC2, 4 or 5)
- Business Services Deliverer
- Business Services Manager
- Customer Solution Architect
- Data Centre Operations
- General Manager
- Quality & Business Effectiveness Consultant
- Sec / Admin
- Service Delivery Manager
- Software & Solution Design Architect
- Software & Solution Developer
- Software & Solution Development Manager (SDM 2)
- Technical Services Manager (TSM 1 or 2)
- Technical Support Specialist (TSS 1, 3, 4 or 5)
Similarly, if you know of any opportunities for redeployment for people doing these roles, please get in touch.
If you’ve been selected for redundancy, please reply to this email to let UNITE know, and say whether or not you want to stay in the company.
- If challenging selection, dont forget you can query why you were in scope in the first place, not just the scores. This could be particularly important if you believe you are on the wrong Professional Community role code or in the wrong bit of the new organisation structure.
- If you are at risk ask the company (in writing) for what you want, including retraining. The company told Fujitsu Voice that people doing appropriate retraining would not be dismissed just because their 30-days expired before they completed it.
- If you would prefer to work your notice rather than being dismissed and being paid PILON & PILOB, ask the company to work your notice (in writing), explaining how this would help you
- If you are a UNITE member, have been selected for redundancy, and want to be redeployed, send in a short (1 paragraph) summary of jobs you would consider (e.g. role codes, skills, locations) and relevant information about you. Please indicate whether you are willing for UNITE to publicise this to help find you a role, or whether this is for reps to use to try to find a pairing only.