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Welcome November 27, 2011

Posted by eddiefitz in About us, Carphone Warehouse, Getting involved, Irlam, Kelvin Close, News, Preston, Rights, TalkTalk, TTT, Warrington, Wednesbury.
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The Reps and fellow members of the CWU would like to offer a warm welcome to all those who have joined us in the last few months.

If you haven’t received your membership card yet you soon will. If you have any questions please contact and we will do our best to help you.

If you haven’t already, check out SOME of the many BENEFITS of your union membership here; http://www.cwu.org/benefits.html and

http://www.cwu.one1one.co.uk/  and http://www.cwu.one1one.co.uk/specialoffers.cfm

 

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Together we can make a REAL difference

Any organisation needs honest feedback on how it is doing and we, the administrators of the ‘Workers site welcome your thoughts, ideas and feedback on what we can do to help you gain information and improve the service the CWU provides.

The union movement is all about involvment and input. If you want to get involved either as a rep or as a point of contact please contact us. Remember all correspondence to this site is confidential.

Taking any active role in the movement will increase your knowledge and your awareness of  the issues we all face in employment and society in general.

Becoming a union member helps us all to achieve…….

Respect and Dignity in the Workplace

 “Where trade unions are most firmly organized, there are the rights of the people most respected. “

Samuel Gompers

CWU main site www.cwu.org/home/
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Stress UPDATED October 23, 2011

Posted by eddiefitz in Carphone Warehouse, Health & Safety, Irlam, Kelvin Close, News, Opal, Preston, Rights, Shops, SMC, Stanford House, Stress, TalkTalk, TTT, Warrington, Wednesbury.
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UPDATED 23/10/2011

Management Standards for work related stress

Under UK law, employers have a ‘duty of care’ to protect the health, safety and welfare of all employees while at work. They also have to assess the risks arising from hazards at work including work-related stress.

What are the Management Standards for work related stress?

The Management Standards define the characteristics, or culture, of an organisation where the risks from work related stress are being effectively managed and controlled.

The Management Standards cover six key areas of work design that, if not properly managed, are associated with poor health and well-being, lower productivity and increased sickness absence. In other words, the six Management Standards cover the primary sources of stress at work.

see http://www.hse.gov.uk/stress/standards/  for the six Management Standards

SEE ALSO ; http://www.employmentlawwatch.com/tags/dickins-v-o2/

Stress now most common cause of absence-UPDATED October 9, 2011

Posted by eddiefitz in Carphone Warehouse, Health & Safety, Kelvin Close, News, Rights, Shops, SMC, Stanford House, Stress, Warrington.
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UPDATED 23/10/2011

What are the Management Standards for work related stress?

The Management Standards define the characteristics, or culture, of an organisation where the risks from work related stress are being effectively managed and controlled.

The Management Standards cover six key areas of work design that, if not properly managed, are associated with poor health and well-being, lower productivity and increased sickness absence. In other words, the six Management Standards cover the primary sources of stress at work.

see http://www.hse.gov.uk/stress/standards/  for the six Management Standards

ORIGINAL ARTICLE->

Stress is, for the first time, the most common cause of long-term sickness absence for both manual and non-manual employees, according to this year’s Absence Management survey from the Chartered Institute of Personnel and Development (CIPD) and Simplyhealth.
Organisational change and restructuring is cited as the number one cause of stress at work, highlighting the impact of cuts to jobs, pension benefits and pay freezes.

see the link below for the full report.

Simplyhealth: www.simplyhealth.co.uk/shcore/sh/content/pdfs/surveys/CIPD_2011_Absence_Managemen1.pdf

What to do if you feel stressed or a feeling of unable to cope?

Number ONE –  before things get out of hand get the facts and be honest with yourself.

check out the link below for advice and guidence.

http://www.time-to-change.org.uk/Need%20Support%3F/Employment%20resources/I%20am%20an%20employee/feeling-stressed


PLEASE Look after yourself………..With an average of 40 days of unpaid overtime worked a year, Britons work the longest hours in Europe, so maybe its time to take stock and think about YOU!

The big issue for many who suffer from workplace stress is the effects on family life and relationships. PLEASE Look after yourself – life is hard at the moment – dont struggle on and on and on. Work issues can and do overflow into our home lives when work issues play on our minds. Conversations and comments that would not be given a second thought can, when stressed and tired, become revolving in negative mindtalk, becoming a catalyst for more stress and sleeplessness.

Switching off the office when we go home is easier said than done, especially for managers with company phones and laptops and reports to write.

As a member of a union you will have access to independent advice.  There is a 200 year history of support and experience in people like you helping people like you.

For those who want to seek advice and help indendently check with your Doctor.

Please remember –  You Are Not Alone

…………..and neither are the  Carphone, BBE and TTG MANAGERS 

There is support and help out there.

..the strength of the union is in its members. The stronger the union, the stronger the voice

The curious case of the BONUS not a bonus August 24, 2011

Posted by eddiefitz in Bonuses, Carphone Warehouse, Kelvin Close, News, Pay, Preston, Stanford House, Targets, Warrington.
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Apparently a bonus cant be paid on insurance selling or saving a cancellation because of FSA rules. Fair enough so far, (if that is the case), because it is “incentivising.”
BUT when the employee doesn’t save enough insurance cancellations then 10% of the employees overall bonus is affected and can be lost.

But, hang on, IF bonus on selling insurance is banned because it is incentivising, then isn’t NOT Saving insurance also incentivising if it is part of the overall bonus conditions?

If you are affected or can shed light on this curious rule then please get in touch

Shift changes anyone? August 6, 2011

Posted 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.

However,

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.

Interview with Graham Armstrong, CWU rep at Opal in Stanford House October 9, 2009

Posted by tomcwu in About us, Getting involved, Opal, Warrington.
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Graham and Frank Lang, fellow CWU rep at Opal, have recently been spreading the word to fellow TalkTalk group workers at the nearby Kelvin Close site, also in Warrington.  If you work for TalkTalk in the North West and want to speak to Graham, you can contact him on 07828 673847 or cwugraham@rocketmail.com

Why did you decide to become a rep?

The reason for me becoming a Rep at Opal was after a good hard working person was given a Final Written warning for an offence that should have been thrown out.  Weeks later she left the company.  There are people who don’t know how to speak up.   They just need good independent advice so they can make empowered decisions to defend themselves.
Graham3
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Warrington: open meeting – Thursday 30th July July 22, 2009

Posted by tomcwu in Warrington.
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Workers at Stanford House and Kelvin Close, Warrington are welcome to an open meeting to discuss work and the union on Thursday 30th July.  The meeting will be in the Birchwood Golf Club (right next to the Kelvin Close site, map here) from 5pm until 8pm; and you can drop in any time.  As well as a chance to meet other workers involved in the union, there will be opportunities to discuss questions you have about your rights at work with an experienced union officer.

Union reps from Carphone in Tulketh Mill, Preston, and Stanford House, Warrington will also be present.  Come and join us!

For more information, contact Mark Norris on 07894 461717 or mnorris@cwu.org.