Bulletin No 12 September 2017
One of GMB’s key aims through the consultation has been to maintain people’s current contract hours if they decide to move from a level 2 or 3 role to a level 1 position. Discussions have been taking place with Wilko and management have agreed the following:
1. Where an employee decides to redeploy into a level 1 post their current contracted hours will remain the same where the store has the hours to do so. The only exception would be in extreme circumstances where the store would not be operationally viable. Example – 3 team members with a total of 75 contract hours are looking to be redeployed. The total hours available for redeployment in store are 80, then the 3 members will be redeployed on their current contract hours.
2. Where an employee decides they want to redeploy into a level 1 role but the store hours are less than peoples contracted hours. Example – 3 team members with a total of 75 contract hours are looking to be redeployed but the store hours available are only 65 hours.
a) Managers should work with their affected team members to identify what contract reductions they would be willing to agree to, in order to accommodate as many team members as possible by mutual consent.
b) Where this is not possible or agreement cannot be reached, then the following contract reductions should be applied and the selection matrix will be used.
(Managers should remember that they should look to maintain hours as close to current contract as possible):
Current contract size 30-35. Max hour reduction -5. New min contract size 25-30.
Current contract size 26-29. Max hour reduction -4. New min contract size 22-25.
Current contract size 22-25. Max hour reduction -3. New min contract size 19-22.
Current contract size 19-21. Max hour reduction -2. New min contract size 17-19.
Current contract size 17-18. Max hour reduction -1. New min contract size 16-17.
Current contract size 16 and below to remain the same.
There may be some stores, particularly in cases where the total store hours are reduced, where the above principles do not allow a viable store operation. Where this is the case, by exception only, each individual store will be discussed with GMB to address those issues prior to any decisions being made.
GMB aim has been to protect members’ pay for as long as possible. Wilko has offered 13 weeks’ pay protection before the hourly rate is reduced. This is lower than the redundancy policy period which phases the reduction over 12 months. Management says that if it stuck to 12 months’ pay protection it could not maintain peoples’ contract hours. Wilko would have to reduce the number of hours available to employees who want to be redeployed into a level 1 post. This is not desirable from GMB perspective, however maintaining contracted hours at the same level or as close as possible is the priority because it minimises the reduction.
There is a 13 week trial period if a person decides to move from a level 3 or 2 role to a level 1 position. If a person decides during that period the job is not for them they can take the redundancy payment.
Wilko want employees to express their interest in being redeployed by Friday, 29th September 2017.
Please speak to your GMB workplace rep or organiser for advice and representation.
GMB NATIONAL OFFICER