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Originally Posted by Womble
I totally agree with you injuneer!!
As i said when I started this thread, I am not a "typical" Union advocat (please have spell check installed). But there have been a few goings on recently that I believe, if we were represented by a Union, they could not have happened in the manner that they did.
Examples;
1,When my working hours were changed on the 17th Jan from 9-5 to 8-4, I was not told on the 17 Dec, as is required by law, I was told on the 8 Jan.
2, I have been recently informed I will not be paid overtime for "project work" anymore but recieve "time-of-in-lieu" (Can't pay the mortgage with it, bummer!). There was supposed to be 30 days notice, there wasn't.
I have never recieved anything in writing from HR regarding either of the above two examples.
I dont for one second believe the Union could have prevented either from happening, BUT, it would have been done properly and to the letter of the law. The Company at the moment ride rough shod over their workers completley unchallenged, this cannot go on, and must be nipped in the bud!.
The only way I see of doing this (apart from leave!) is to get the required 51% to join the CWU. The fact you are in a Union will make them think twice about cutting corners when it comes to Employment law.
So I say to all the sceptics out there, give them (CWU) a chance. Join up (you can always cancel your subsciption), lets get the required percentage and see if anything changes.
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I was out on the beer last night with one ntl "happy chappy"
and was in contact with a few more about non-related ntl things yesterday, they all seem to be a bit more pi**ed off than usual!
I think the big problem for the employees affected by the contract changes, was that "shifty ntl" did them region by region in stages. I know when they shafted the guys in Wales, and I mentioned it on this forum, someone from another region deinied my claims that it was going on at that time. (Not you)
I think ntl often use the divide and conquer method to break people into smaller groups, so they can walk over them without too much fuss. As soon as they have walked over the first group, they then use the excuse to the next group that complains that "Well so and so region accepted these conditions without all this fuss"
Unless you guys can get together across all regions and effectively communicate what the company is doing, there's very little chance of kicking up enough fuss to cause them a problem. The good thing now, is the jobs marketplace seems to be picking up, so voting with your feet could hopefully soon be an easier option.
If you were getting paid overtime and it had become the norm, it is an unacceptable change to your conditions if they stop it. I thought that amazing, but heard a story on the radio about such a situation where a company stopped overtime, and an employee went to court and claimed a breach of contract. I was amazed but the guy won, as the overtime had become a regular function of the job, I also understand that someone who works overtime cannot refuse across the board to work any overtme again.
It works both ways, but sadly in ntl wages, conditions and perks are always altered in the companies favour!
