22 June 2001 Volume 6 Issue 23 Paragraphs 245 - 249
SUMMARY
GENERAL
245 Legal Services: Union
Law Scheme
TELECOMS
246 BIS Attendance Patterns
247 Customer Service
Recruitment Pipeline
248 Technical Coaches
249 Pole Test Trial
SPECIAL BRIEFINGS
SB/261 Labour's General Election Victory (Derek Bourn)
SB/262 New Unfair Dismissal Arbitration Scheme (Jim Moher)
SB/263 Save Solectron Wales: Demonstration Leaflets (Nigel Cotgrove)
SB/264 Work Time Learning: Trial (John Keggie, DGS{P})
SB/265 Modern Apprenticeship Scheme (Bill McClory)
SB/266 2001 EUREST Pay Claim: CWU Grades (Sally Bridge)
SB/267 Transfer of Employees to L&CD (John Keggie, DGS{P})
SB/268 Health & Safety Training Course (Kevin Shaw)
GENERAL
245 Legal Services: Union Law Scheme
As a result of the carriage of motions 81 and 85 at this year's
General Conference in order to be able to finalise the details of the
new in-house Union Law Scheme the legal department would like
branches to provide details of any agreements they have with local
firms of solicitors who currently offer legal advice on non work
related issues.
It will be our intention to invite these firms onto a CWU National
register of solicitors who would provide free advice to union members.
I am aware that some branches already have agreements that provide a
wide range of services and I am happy for them to continue.
The aim of the scheme is to provide a minimum standard of service to
all CWU members and improve the range of services wherever possible.
I would appreciate branches giving this matter their urgent attention
to enable the new scheme to become available to our members as soon
as possible.
Any enquiries re the above paragraph should made to Tony Rupa, Legal Services Department.
TELECOMS
246 BIS Attendance Patterns
The Executive has received early notification from BIS of the
intention to review attendance patterns throughout BIS. Management
have intimated that this will be under the auspices of commitment
given in the NewGrid agreement. The CWU has now held two informal
meetings with management on the issue and whilst no specific
proposals were made, an overview of the company's objectives have
been presented.
The core objectives were given as:
Harmonisation of the 230+ versions of attendance patterns.
Meeting customer requirements.
Meeting peoples needs
Continuity of work
Improving productivity
Having people at work during core times
Same day clear
Management indicated that they were looking for a new framework that would embrace a mix of attendance patterns based on customer need. Early indications suggest that proposals will include staggered starts and an earliest start of 8.3Oam in the field.
The CWU has requested a range of information including current attendance patterns, clear times carried over faults and any evidence that engineers are unable to gain access to customer premises in the mornings.
The CWU also reminded management of the commitment given centrally that no-one will be required to work more days than at present. Branches will recall this was an assurance given in return for the acceptance of the initial 30-minute reduction in BIS.
A further meeting has been arranged for early July. At this stage, the CWU has given no commitment to change but has merely indicated to management that we remain to be convinced of the precise nature of any alleged problem with current attendance patterns. Further details will be issued in due course.
Ian Cuthbert, Assistant Secretary
247 Customer Service Recruitment Pipeline
Previous Briefing paragraphs referred to the Recruitment Programme
currently under way in Customer Service Field.
The Union had raised a number of issues with management regarding the recruitment process and the employment status of new recruits. Customer Service has now formally responded.
The Recruitment Programme is being managed through E-peopleserve, who, with IPS Resourcing Solutions, will retain the recruits on an IPS contract until they have completed their training and a fourweek mentoring programme.
In response to CWU opposition to any agency people working on the live network, management have given the assurance that it is at that point they will commence work on the live network after moving onto a BT contract.
All recruits will eventually be subject to QCP assessments which will be undertaken by Line and Pioneer Managers. These assessments will take place at either a skills centre or local exchange. The CWU has sought confirmation that adequate facilities will be available at each site, particularly for female engineers.
As has already been reported, the overall recruitment of 1,100 does contain provision for 200 short-term recruits. The management rationale for this is to allow some flexibility in the resourcing plans as the year progresses. At present, the business is experiencing fluctuating ADSL volumes and changes in other product launches.
The CWU has requested that the recruitment of those permanent contracts must be completed prior to issuing any short-term contracts. Management have agreed to this and will discuss with the Union before any short-term contracts are issued.
Engineers moving into Customer Service from BIS and other parts of BT will move across directly into the local CST Team. Those in this category will not move on to an IPS contract.
Management has provided a list of the dates, times and venues of local induction events. These have been circulated to RDA Secretaries. It has been agreed that the CWU will have a slot at the induction events for recruitment purposes.
The Executive is still considering management response and further reports will be given as the situation develops.
Ian Cuthbert, Assistant Secretary
248 Technical Coaches
As part of the ongoing review and development of Fault Management
Centres, the Executive team met with Customer Service Management
prior to Conference to discuss the implications for the engineering
Technical Coaches. (Team Coaches).
Whilst there are no plans to change the site structure at present,
management presented early plans to review the overall ratio of
Coaches to teams. It was revealed that the intent was to create teams
of 20 made up of 18 Advisers, 1 Coach and 1 Manager. This could
possibly throw up a number of surpluses in some locations with the
creation of new posts in others. The precise details have yet to be finalised.
As part of the review, the opening hours at sites is being addressed
again with a possible knock on effect on attendance patterns. This
will be discussed further with the CWU.
It is management intention to both harmonise and alter the current roles of the Team Coaches. Having seen early drafts of a new Job Description, the CWU has concerns that the proposed C2 banding may not be appropriate. This aspect has been raised with management and a response is awaited.
Another meeting is being arranged and further reports will be given.
Ian Cuthbert, Assistant Secretary
249 Pole Test Trial
On return from this year's Annual Conference, a communication was
received, notifying that Network Asset Assurance would be running a
small-scale trial within the Pole Testing community. This would
involve 2 Pole Testers from each Field Manager for a period of two
weeks commencing 24 May 2001. The only detail which we have is as follows:
1.The trial to run under strict supervision and follow-up information to be put in place to ensure the continued safety of BT employees, contractors and the general public.
2.The objective is to process the proposed changes from Pole Testers themselves that enhances the well being of the testers whilst ensuring a safe network and improving the ability to meet the test cycle.
Strong objections to the manner in which notification was given has
been reflected back to both the appropriate team and national
management and Branches will be advised of developments. For the time
being, there is no agreement to the trial.
Brian Healy, Assistant Secretary