Fujitsu has “guidelines” on what benefits (e.g. car, bonus, medical) employees should receive, based on their Professional Community role. However, these guidelines are not generally available, are not consistently followed, and have been subject to change without notification or consultation.
The law requires equal pay (which includes benefits) for work of equal value. Greater transparency is required to ensure and demonstrate that this is being achieved.
Members decided on a 2012 pay claim which includes two key points to help Fujitsu move in this direction:
- 4 a “All pay and benefit scales, guidelines and comparators to be published”
- 10 a “Agree minimum benefit levels for each role and address anomalies below these levels”
The company has not yet agreed to either of these in principle, but your reps have been working on what minimum benefit levels might be and need your comments now if you think any of the levels are inappropriate, so that your comments can be considered before reps put the proposal to the company.
Notes on the table below:
- The draft has been put together considering current company guidelines, past company guidelines, and actual benefit levels of employees in the bargaining unit
- Company cars: “G” is the lowest Benefit Car level, with higher letters meaning more expensive cars or higher cash in lieu values. There is normally a range of 3 car levels for a role, e.g. if “H” was the minimum for a role, employees would normally have H, I or J cars. Business Need means employees only get a car if there is a business need (usually high business mileage). Business Need users get less choice of vehicles and they are cheaper.
- Bonuses: SIS is Sharing In Success (2% on target, 5% stretch), SIP is Sales Incentive Plan, % figures are the on-target bonus level, with stretch normally being double.
- Medical: Not Eligible* means employees become eligible for Single cover after 5 years service
[the original notice included a table setting out possible benefit levels by role code]