Current issues at Getronics
This page details the various issues that Unite is aware are of
concern to Getronics employees. If at any time you feel there
is anything else we should be aware of – or if you have been unduly
affected by the any points appearing here – please contact
Unite.
Job Security
A further series of job losses across several different parts of
Getronics UK in early 2010 have hit employees very hard
and follow an initial round of redundancies during 2009.
Unite opposes compulsory redundancies in principle and will always
press for alternatives such as redeployment, other efficiency
measures and voluntary redundancy schemes to be seriously
considered.
Are you affected by the latest round of redundancies or concerned
about the future of your job in Getronics? If so please let
Unite know.
Pay
The continuing absence of a pay award is deeply disappointing but,
in view of the recent job losses, hardly surprising. The
loyalty of Getronics staff is now being tested to the limit and as
many members know all too well the cost of life’s essentials
continues to increase steadily. Our members have listened to
Getronics management in recent months and are aware of the
financial challenges faced by the company and of the poor economic
background in the UK as a whole. They have lowered their
expectations accordingly and many have taken a pay cut in real
terms. As the recession ends it will be essential that this
sacrifice is acknowledged and basic rates of pay increased
accordingly.
Terms and conditions
A number of changes to terms and conditions were imposed on
Getronics staff during 2009 but subsequent events surrounding job
losses have, to a large extent, overshadowed these. A number
of the changes were unacceptable to many employees and Unite
recognises the need to push for reinstatement of many of the terms
that were lost. For a number of people the loss of shift
payments has exposed unfair discrepancies in basic pay rates.
Field Services staff have in the past been required to move to
‘cost per call’ contracts – a significant backward step for
many. It is no coincidence that the push to introduce
variations of contract has taken place during a time of recession
and at the same time as a programme to reduce staff numbers.
Many employees, in fear of being made redundant, will feel that
they have no alternative but to accept these changes. In
these instances it is essential that affected staff stick
together. Proposed changes, if unwelcome, can be challenged,
and a strong union and determined workforce will often be able to
do so successfully.
A large number of Getronics employees who transferred to
Getronics under TUPE legislation have retained various terms and
conditions from their previous employers. These terms cover
many things including annual leave allowances and redundancy pay
and, to varying degrees, exceed standard Getronics terms and
conditions. Retention of these terms was an important factor
in encouraging staff to transfer to Getronics and their value –
whether in strict monetary terms or as a ‘safety net’ - continues
to be of great significance to the individuals concerned. In
the past loss of enhanced terms and conditions and transfer to
standard Getronics terms have only been required when a member of
staff has been promoted to a new job - with the corresponding
increase in salary compensating for any loss of benefit.
Unite believes that this is a fair policy which should remain in
place and we reject the concept that forcing employees with
enhanced terms and conditions to accept an ever lower common
denominator is in any way ‘fair’.
We would welcome the feelings and opinions of Unite members in
respect of the above – in particular how you feel the issue should
be approached in relation to the broader debate on job
security.
Redundancy policy
Getronics current standard
redundancy policy is based entirely on the statutory policy as laid
down by the UK government. This policy, designed very much as
a state ‘safety net’ for cases where companies go into liquidation,
caps redundancy pay at a maximum of £380 per week for each year
worked. Only 20 years service can be taken into account and
as a result redundancy payouts are limited to a maximum of £11,400,
although in practice most people receive much less than that.
Statutory redundancy pay is calculated on the basis of half a
week’s pay for each year of employment below age 22, one week’s pay
for each year between 22 and 40, and one and a half weeks’ pay from
age 41 upwards.
We strongly believe that Getronics should have a redundancy
policy that pays more than this meagre statutory amount. This
is the case in nearly all other market leading IT companies.
The Board of Getronics UK are happy to be compared with larger tier
one IT companies in respect of customer service and
competitiveness. It is only understandable that their staff
are going to make comparisons in respect of key employment
policies.
Unite is, with the help of sympathetic MPs, also currently
lobbying the Labour government to increase statutory redundancy
pay. As things stand the £380 cap represents 60% of average
weekly earnings, compared to the original value when the scheme was
launched back in 1965 of 203%
Unite is always trying to improve the terms and conditions of
its members. Want to know what’s going on? Want to get
involved in what’s going on? Join Unite @ Getronics today!
6 May 2010
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