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 youre 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 its worth considering whether theres any other information the company holds about you that youd 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 employees 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 dont understand any of it, please speak to your UNITE rep.
Its 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 didnt understand at the time and which they were falsely reassured were just technicalities that wouldnt 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.