01633 262 881
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01633 262 881
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BT PAY CAMPAIGN JOIN OUR GROUP ON FACEBOOK Simply go to the facebook page, sign in or sign up and then search for CWU South Wales.
BT Pay Ballot Result I can advise you that the result of the consultative ballot of CWU members on the BT Pay offer for all Team Member NewGRID grades is as follows:
Accepting the pay offer....24,017 (86.6% of valid vote) Rejecting the pay offer….3,709 (13.4% of valid vote) The CWU has confirmed acceptance of the pay offer, which is backdated to 1st January 2010 and will be implemented in August salaries. Thank you for your participation in the ballot.
Yours sincerely, Andy Kerr Deputy General Secretary (T&FS)
To: All branches with members in BT Dear Colleague BT Pay 2010 - Final Offer Following the Branch Forum yesterday on the BT Pay Review 2010, the TFS Executive have met and agreed to recommend BT’s final offer to members. BT’s final offer for pay increases for all Team Member NewGRID grades is as follows: · A 3% consolidated and fully pensionable increase to base pay which will flow through to pay-related allowances, including the pay and pension supplement, backdated to 1 January 2010, for all employees in post at the point of implementation which we expect to be August 2010. · A 3% consolidated and fully pensionable increase to base pay which will flow through to pay-related allowances, including the pay and pension supplement, from 1 January 2011. · A 3% consolidated and fully pensionable increase to base pay which will flow through to pay-related allowances, including the pay and pension supplement, from 1 January 2012. For this part of the review only should the November 2011 RPI (published in December 2011) be above 3.2% or below 2.5% then both sides agree to meet and to discuss the impact of this and seek to agree an optimum position. Both parties agree to enter into these discussions to seek to ensure that the impact of a volatile RPI is mitigated, both for the business and employees. · Following the above measures the next Pay Review date will be 1 April 2013. The offer is fully consolidated and pensionable and it provides a 9.3% increase to basic pay over three years. The increase in the maximum pay rate is set out in the table below for selected NewGRID grades: BT Pay Offer 2010 – Effect on Current Maximum Pay Rates
The offer is within the top range of pay settlements in April as recorded by Incomes Data Services (IDS Pay Report July 2010). We will be making arrangements to hold a consultative ballot of our affected members and information regarding the timetable will follow. Although our ballot for strike action was ultimately withdrawn, feedback from members and branches indicated that there was overwhelming support in favour of a yes vote. Combined with our clear commitment to re-ballot in the absence of an improved offer, this would have played a major part in BT’s decision to invite us back to the negotiating table with a significantly improved pay offer. I would like to thank branches for your hard work, your commitment and your determination over the last few weeks in taking the union’s message to the members and galvanising their support for the campaign. Through our collective efforts we have achieved a pay settlement that the Executive believes is fair and affordable in the current climate.
Yours sincerely,
Andy Kerr Deputy General Secretary (T&FS)
To: All branches with members in BT
Dear Colleague BT Pay Ballot 2010 Since the union served formal Notice to BT on 10th June of our intention to ballot for strike action, BT has made a number of legal challenges to the Notice of ballot. The CWU has sought the advice of our legal representatives following receipt of the first legal challenge, and we have responded to each of the company’s letters vigorously defending the union’s position. Towards the end of last week we sought further legal advice which was received this morning, and which makes clear that the legal position is not in the union’s favour. As a result of this advice, we have taken the decision to withdraw the ballot rather than take the union through a lengthy and expensive process of litigation which is clearly against us. The ballot has been cancelled with immediate effect and the appointed independent scrutineer will therefore not be issuing a ballot result. Although the CWU made every effort to address the various legal requirements associated with running a statutory ballot for industrial action, unfortunately the balance of power is not with us on this occasion and once again the formidable strength of the British anti-union laws in preventing unions exercising the right to strike in defence of their members’ interests is manifested. Since notifying BT today of our decision to withdraw the ballot, the company have been in correspondence with us asking us to enter urgent discussions with a view to resolving the current pay dispute. The TFSE considered this today and it has been agreed that we will meet with BT urgently. The Branch Forum scheduled for 8th July in London will take place at which branches will receive a fuller report. It is important that you send a representative to attend this meeting. I can confirm that we will be taking the necessary steps to ensure that we have the required information to comply with the legal process so that we can issue a fresh Notice of Ballot as soon as possible. However, in the meantime as stated above we will be speaking to BT to see if a resolution to the dispute can be achieved. We will be issuing an email to CWU private email addresses and CWU email addresses letting members know the ballot has been withdrawn, but I would be grateful if branches could also ensure this message is brought to the attention of members. I would like to thank branches for your hard work with this campaign over the last few weeks and for your continued support in seeking a fair pay settlement in the BT Pay Review this year. Yours sincerely, Andy Kerr Deputy General Secretary (T&FS)
6th July 2010 To: All Branches with Members in BT cc: T&FS Executive Dear Colleague A number of members have asked us why the pay ballot was withdrawn, and why we have not released the ballot result. In response to the first question, BT challenged some of the information provided by the union in our Notice of Ballot as being insufficient in meeting the requirements of the Trade Union and Labour Relations (Consolidation) Act 1992. The CWU provided BT with the best information we had available to us and we remain convinced that it was adequate for the purposes required in law. However, the legal advice we received indicated that if BT served an injunction against the ballot, we would be unlikely to succeed in court because of the restrictive nature of the legislation. Rather than enter into a lengthy and expensive litigation process that is not in our favour, the union has taken the decision to make preparations for a fresh Notice of ballot. However, we have also taken the decision that before another Notice is served, we will meet with BT negotiators to see if a resolution to the pay dispute is possible. A ballot result has not been released because the ballot was cancelled before it closed and therefore the appointed independent scrutineer will not be issuing a ballot result. A fuller explanation will be provided at the branch forum on 8th July.
Yours sincerely,
Andy Kerr Deputy General Secretary (T&FS)
BT MSL (Managed Services Limited)
TO BRANCHES WITH MEMBERS IN BT Dear Colleague BTMSL - Pay Review 2010 Discussions have taken place in BTMSL with regards to the pay review for 3 discrete bargaining groups, all of which have their own separate Terms and Conditions of employment which came across under TUPE. Attached for the information of Branches is a copy of BTMSL’s opening offer which falls short of the negotiating team’s expectations and a formal response will be given in due course. There is a very large salary range within some of the groups, with no expectation of salary progression, or at least a clearly defined policy which is fair and transparent that members can understand. The team is trying to secure a solution which resolves a long outstanding grievance with regards to the wide disparity in salaries for providing the same function but with no means to reach the higher salary. Further reports will be issued as developments occur.
Yours sincerely Assistant Secretary
24th June 2010 Dear Mr Healy Ref: BTMSL, 2010 Pay Review Following our meeting on 14th June I am writing to confirm the pay proposal for BTMSL for 2010, which was outlined at the meeting. Pay Positioning As discussed a number of variables will play into the overall pay proposal. The affordability against the Contracts within MSL will play a key part in this. When considering the overall remuneration package for 2010 and the addition of future costs to MSL, we must carefully consider the ability of the Contracts to sustain this position and ability to increase profitability and therefore for MSL to remain competitive. It is clear that managed services contracts are often by their nature ‘lean’ when they transfer into BTMSL and therefore cost control must be carefully maintained. Furthermore, the only way that Contracts can generate increased profitability is through winning new business, or by reducing costs. The external economic environment and pay settlements will also play a part. The economic environment in which we are operating remains extremely challenging. Average pay settlements externally range from 1% to 1.9% (for the three months to March 2010). Finally, we have at the meeting and through the recent Newsletter recognised the excellent contribution which has been made by MSL employees over the last year to enable the successful achievement of all Scorecard Objectives. We are pleased to be able to pay out above target bonuses (against personal scorecard outturns) against all three Contracts in June. We are keen through the pay review to further recognise this success, within the outlined constraints that we have around contract profitability and competitiveness. Pay Proposal We are offering a pay review budget of 1% of base pay fully consolidated and pensionable. This would be distributed via a performance related matrix and as discussed at our meeting our initial suggestion is that the following ranges would apply. Outstanding - 0% to 4% Very Good - 0% to 2.75% Good - 0% to 1.75% Generally Satisfactory - 0% to 0.75% Needs Improving - 0% Taking cognisance of the CWU’s request for ‘an across the board pay increase’, we are offering a minimum 0.5% increase to all individuals (with the exception of those at Needs Improvement). As discussed at the meeting, we would be prepared to reach agreement with you on the ranges within this matrix subject to the overall budget constraint and the principle of differentiation based on performance rating. Allowances We agreed to undertake a review of allowances that are not directly linked to pay and will report back on this separately. Summary I would like to thank you and the team for your time on Monday and for the open and frank exchange of views. We have noted the points raised in the meeting and are currently reviewing these with regards to our overall proposal and would be keen to meet you soon to continue discussions.
Kind regards
Jo Welsh Employee Relations Manager
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