BT's long awaited proposals on the non management grading review are still .......... long awaited.
Although it was expected that negotiations between the Communication Workers Union and BT would have commenced by now, the union has not had sight of any detail beyond the early exploratory talks and BT's scene setting presentation to union executive members and zonal representatives. That BT made the presentation was welcomed by the union.
Since then the union has started an internal dialogue as to how the CWU should deal with the issues posed, and there have been many meetings of branches and zonal co-ords attended by executive members and national officers. While the overall response to a root and branch regrading package has been treated with caution by most union members, there is increasing concern that the company intends using the review to institute a wide package of cost cutting measures.
Indeed, at many of the meetings, members have expressed their extreme worry at the perceived disparity between the positive upbeat message of the original BT presentation and the "winners and losers" language of BT's so-called "leaked document" which accidentally fell into the hands of the union in December.
When challenged by the union, BT responded that the document was "simply one of a number of planning documents" and that it "does not represent the Company's position, final or otherwise". Garry Griffiths, Director Employee Relations, further unreservedly confirmed that BT is "committed to maintaining the integrity of the negotiating process".
The proof of the pudding, as usual, will be in the eating and we currently await BT's initial detailed proposals. We can assure members that, at the time of writing, no proposals whatsoever have been received beyond the documentation previously published to union branches.
The union is generally favourable to negotiating a new grading package which will assist in providing our members with improved career development and skill planning. It is also our intention to seek considerable improvements in our terms and conditions including a shorter working week and improved holidays.
However we have made it quite clear that worsening the terms and conditions currently enjoyed by individuals, or using the package as a cost cutting exercise (at our expense) is simply not acceptable. Equally, we will not agree to performance related pay being introduced into pay rates and we shall oppose any move to negotiate pay and key conditions of service at zonal or local level.
The concept of "winners and losers" amongst employees should be alien to a positive and dynamic approach for creating a progressive structure for a twenty first century "blue chip" company. To achieve BT's declared intention of being the "employer of first choice", imaginative and beneficial solutions must be sought for our members. Above all we will insist that all individuals must be placed into the new structure at a level which, at the very least, maintains current pay levels.
These are substantial negotiating objectives and we will have to ensure that we not only protect, but enhance the pay, conditions and prospects of our BT membership. We are on the verge of historic changes; the new Concert organisation will have considerable impact on the working lives of a large proportion of our members. Equally, the introduction of trading units in BT will pose fresh challenges for the union to maintain and maximise common core terms and conditions for our members. These objective factors are inescapable and the union in BT must work as never before to face up to the rapidly changing nature of the telecom industry.
A challenge can be a threat - or an opportunity. Our intention is maximise the opportunities for our members and to help create a more fulfilling structure which provides security of employment, an enhanced career structure, greater job satisfaction, and, a great deal more respect at work for the skills and dedication of our members.
But it takes two to tango. Watch this space!
Donald MacDonald
President
22 January 1997
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