Shift changes anyone? August 6, 2011Posted by eddiefitz in Consultation, News, Shifts, Warrington.
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The only constant in life is…Change.
Thats certainly true when it comes to shift patterns being looked at, modified, changed or whatever its called.
The upshot is that the changes in shift patterns causes issues to many. Child care, poor public transport, weekend working to name but three.
So what can YOU do when a proposed change starts to be rollled out?
Firstly, is it going to cause you serious issues? If so, you need to raise these with your manager to see if the impact of the proposals can be minimised.
It might all depend on what your contract determines.
As part of your contract of employment, you should have a contractual number of hours (the number of hours you need to work either weekly, monthly or annually) and then have a ‘contractual span’ (what timeframes you may have to work those hours).
Because you may already work some weekends, its assumed your contractual span covers weekends already. There might be some other policy document that determines how many weekends you have to work, but if this is not a clause within your contractual span, this can be changed as the company may try to do in the future – as long as they can reasonably justify the request in the context of the needs of the business.
There are circumstances where the business might have an obligation to accommodate special requests to limit the regularity of weekend working, but these would normally be issues that have some legislative protection such as childcare or caring responsibilities or managing a disability or it’s symptoms. Unfortunately, your personal life is not something the company are obliged to accommodate.
As a good employer, they can accommodate it if they want, but they don’t have to.
remember, your opinion counts and after all, We are in the Communications Industry.
Doublethink August 19, 2009Posted by tomcwu in Carphone Warehouse, Consultation, Wednesbury.
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It’s interesting to compare two accounts of a recent meeting held by senior management at Wednesbury to gauge staff opinions. Reverse Logistics Director Niall McPhee gushes that the visitors:
were struck by the amount of pride and dedication that the team have towards their responsibility of supporting the business & its customers. They now have a clearer view of the issues that are restricting our operational performance & the things that really matter relating to employee engagement within the business
However, Carphone Worker hears:
All that was said by the workers in those sessions was how the place has changed and isn’t being run as efficiently as it used to be or could be and that people have lost trust and faith in management decisions.
Interesting how two such different accounts can emerge out of one meeting, isn’t it? This is one of the problems with company organised consultation: you can say what you like, but it doesn’t mean it gets heard…
More than 100 Carphone Networks Service Management Centre workers at the Irlam site are faced with serious changes to terms and conditions, as the company proposes that they work between two and five extra hours a week, including many more evenings and weekends. Some weeks, compulsory shifts will cover more than 50 hours, and both weekend days. There will be no associated remuneration, making the pay freeze a pay cut – not only in real terms but per hour.
And what’s more, the company has so far refused to provide the data to back up its claim that the changes are necessary to meet customer demand. Local Communication Workers Union branch officer James Samuels has advised workers that this is not good enough under law, and offered to back members up. (more…)