Checking your terms and conditions

Having good records of your terms and conditions can make all the difference if you are faced with a TUPE transfer, redundancy, or a disagreement with the company about your Ts & Cs.
It’s a good idea to keep all your key contractual documentation (original contract, any changes, formal letters from the company) together in one safe place at home so you can find it if you need it.  It is a frequent occurrence that the company’s records are incomplete or inaccurate, so having good records of your own can be vital to protecting your Ts & Cs.
Good starting points for your file would be to:

  • Print off the details shown on “Your HR” on CafeVIK

    Go to My CafeVIK -> My Support Systems -> Your HR
    Log on with your domain logon
    Look at the pages displayed when you click on “Employment Details” and “Pay and Benefits” (both under “Your Information”) and print them off
    While you’re at it check and update the various pages under “Your Personal Details”

  • Print off the statement on pensions contractual status
  • Request an Employee Record Print (ERP) from HR Direct, which gives you the basic information held about you on the HR Database
  • If you want to go further, you could ask via HR Direct for a copy of all the contractual documentation they hold about you.  They are likely to charge you a £10 administration fee to provide this – the maximum allowed under the Data Protection Act, so if you want to do this it’s worth considering whether there’s any other information the company holds about you that you’d want to request at the same time.  Do keep it specific, otherwise you may not get what you need.

When you get information, check it carefully – errors are commonplace and rarely in the employee’s favour.  If anything appears wrong, ask the company to correct it straight away (and keep a copy of your request in your file).  If you don’t understand any of it, please speak to your UNITE rep.
It’s also important that you pay attention if the company proposes any changes to your terms and conditions.  Unfortunately it is common in Fujitsu for employees to have signed up to detrimental changes that they didn’t understand at the time and which they were falsely reassured were just technicalities that wouldn’t affect them.  If in doubt – get advice – and make sure that advice is from an independent and trained UNITE rep, not from HR.  Your reps would much rather spend 10 minutes dealing with queries at the time changes are proposed – when issues can often be readily resolved – then help you grapple with a complex case later when the chickens come home to roost.

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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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