GMB @ DC2 STATEMENT – 7 DAY WORKING UPDATE 15th March 2019 As previously mentioned there was a meeting scheduled for yesterday, Thursday 14th March at Head Office where the agenda item ‘unreasonable work rotas/patterns’ was scheduled to be discussed. This meeting has now taken place and we would like to provide an update. GMB raised that the new interim rotas are causing a lot of upset, anger and frustration within both DC’s. This is due to the detrimental impact to work-life balance and the requirement to work a hugely increased amount of weekends which inevitably will lead to reduced family time and potentially have an impact on team members wellbeing. Following the meeting a number of items were discussed in relation to the number of Saturdays for 5/6 contracts, the number of weekends for 5/7 and the small frequency of two days off together. We are pleased to inform you that all of these items will be reviewed over the next 14 days to see if there are any changes that can be made. GMB have been clear that some movement is necessary on the above points. In addition, a further meeting has been scheduled for next week to further discuss what the future permanent working patterns may look like. GMB will reassess the situation as things develop and provide updates at the earliest opportunities. We would remind you that any post on Facebook, Twitter etc is subject to the Wilko social media policy and as such, we will take steps to protect our members and delete any offensive or aggressive comments. Please continue to support your GMB reps and continue to provide them with constructive feedback throughout this process so that we can make sure your voice is heard.
Posted: 15th March 2019
We now urge the government to include primary schools, colleges and universities
Posted: 12th March 2019
GMB @ DC1 STATEMENT 8th March 2019 We would like to give an update following a recent post on our sister page, GMB W21 Branch. As expected, the new rotas are causing a lot of upset, anger and frustration within the DC and also with our colleagues at DC2. This is due to the detrimental impact to work-life balance and the requirement to work a hugely increased amount of weekends. Unfortunately, there are a lot of untruths being said both on the shop floor and on social media regarding the reps at DC1. Although we appreciate that emotions and feelings are high and it is very easy to lash out and blame GMB for the company’s actions, the reps are all unpaid volunteers and are working tirelessly and selflessly to support our members. It is worth remembering that every single one of the reps is subject to the same rotas and have their own personal issues too. Constructive criticism and feedback is of course welcomed, however abuse and personal attacks must stop. We would remind you that any post on Facebook, Twitter etc is subject to the Wilko social media policy and as such, we will take steps to protect our members and delete any offensive or aggressive comments. Once again, as previously stated in our notice last week, GMB have categorically not agreed, approved or authorised any of these interim rotas. As alluded to in the post referred to above, there is a meeting at Head Office on Thursday 14th March where amongst many other current issues, GMB (DC1) have placed on the agenda the item ‘unreasonable working rotas/patterns’. Following this meeting, there may be further options available, which GMB have relayed to the relevant Regional and National officers regarding the strong feeling for an indicative ballot and this may be considered following Thursday’s meeting. In the meantime, GMB do understand there is a lot of anger but please continue to support your GMB reps who are not in any way at fault. Please continue to provide them with constructive feedback throughout this process so that we can make sure your voice is heard. CONTRACT UPLIFTS In more positive news, GMB at DC1 can confirm we have negotiated an increase to full-time contracts for over 200 team members, along with a much-improved criteria to allow more eligible team members to gain more security in their hours. Eligible team members should be informed over the next week or two.
Posted: 8th March 2019
* DC2 7 Day Working * Just to update as there has been a lot of en-queries, The flexible working panel are looking at the DC2 flexible working requests next week. There has been a slight delay due to members of the panel having pre booked holidays.
Posted: 8th March 2019
*DC2 7 day working Update* Just to update as quite rightly and as expected the new rotas are causing a lot of upset and anger within the DC and also with our colleagues at DC1. This is due to the detrimental impact to work life balance and what some team members believe could be an indirect discrimination due to their specific contracts and age. Sadly I need to reiterate as there are still some untruths being said on the shop floor regarding myself even though I posted on here and our DC notice boards on January 30th stating the fact. These rotas have categorically not been agreed by the GMB and we made the company aware there could be challenges from team members. Also apologies for the delay in putting something out but I have been on nights supporting redundancies and the unlawful deduction of wages claim and then on holidays. Upon my return Monday I have been catching up with my colleagues both on site, regionally within the GMB and also nationally within the GMB to share the feeling within our DC. We have a meeting at Head office scheduled for Thursday 14th March with regards to unreasonable working rotas/patterns. I have relayed the strong feeling for an initial indicative ballot to National GMB and this may be considered as an option after Thursdays meeting as per the requests I have received. In the mean time we understand there is a lot of anger but please support your GMB reps who are not in any way at fault. Please continue to provide them with constructive feedback throughout this process so that we can make sure your voice is heard. With regards, Paul McGuire.
Posted: 6th March 2019
*Cyfarthfa 431* If you would like to nominate yourself for the GMB shop stewards position at wilko Cyfarthfa then please place your declaration on the poster in the staff canteen. nominations must be made by 18/3/19 and a ballot will then take place if required.
Posted: 5th March 2019
*Merthyr Tydfil 195* If you would like to nominate yourself for the GMB shop stewards position at wilko Merthyr Tydfil then please place your declaration on the poster in the staff canteen. nominations must be made by 18/3/19 and a ballot will then take place if required.
Posted: 5th March 2019
Well done Nicola :-D
Posted: 4th March 2019
Please could all members check with Cardiff GMB office that their address is up to date. This is critical to ensure members receive any future forms of ballot that may take place, pay claim information and other correspondence. CARDIFF GMB - 029 2049 1260
Posted: 4th March 2019
New Taxi co-operative launched by GMB drivers in Cardiff aims to put profits into the hands of local drivers
Posted: 1st March 2019
Dydd Gŵyl Dewi Hapus! Happy St David’s day to all GMB Union members!
Posted: 1st March 2019
*ULR UPDATE* Don't forget to pop to the foyer at DC2 to gauge interest in essential skills courses and any potential courses that may be available in the future. This is being done by our GMB Union learner rep Helen Walley and will run from 9:30am - 2pm. Any DC nights, retail staff or anyone who can't make it but are interested can email Helen at email@example.com.
Posted: 18th February 2019
*ULR UPDATE* There will be an open event on Monday 18th February in the foyer at DC2 to gauge interest in essential skills courses. This will be run by Helen Walley and will run from 9:30am - 2pm. Any DC nights or retail staff who may be interested can email Helen at firstname.lastname@example.org. There will also be an opportunity to discuss potential courses that may be available in the future.
Posted: 15th February 2019
WILKO Pay Claim 2019 – Update The GMB negotiating team met Wilko management on 29th January to discuss our pay claim for 2019. We discussed the company’s current trading position, profitability and the recent senior management changes. The discussions were constructive, but a pay offer was not made at the meeting and pay talks are going to take longer than usual to conclude. We have a further meeting scheduled for 14th March 2019 and we will keep you informed of any developments. The National Living Wage increases will take place on 1st April 2019 and we will still be looking for any additional pay increase to be backdated to 1st April 2019. Pay Protection – Night Shift Retail During the recent retail night shift consultation, GMB argued for redeployment opportunities to be made available to minimise and reduce redundancies. The GMB believed this could be best achieved by Wilko offering comparable hours and protecting peoples’ pay. The Wilko redundancy policy, which is contractual, says team members who transfer into an alternative role will be offered a 13 week trial period and if the alternative role is at a lower rate of pay than the current position, Wilko will maintain the existing pay during the trial period and after that the team member’s pay will be phased down over a 12 month period. Wilko has refused to apply the policy and has argued that the trial period and pay protection does not apply to a loss of shift pay. Wilko has only offered a 4 week trial and 8 week’s pay protection. GMB believes this is wrong and a breach of contract and a potential unlawful deduction of wages. If you are a GMB member, who has transferred from nights to days and are affected by the trial period and pay protection, please contact your local GMB workplace rep, or GMB regional organiser. You can also speak directly to the GMB law firm, Unionline on 0300 333 0303. If you wish to join GMB Union you can complete the form overleaf or join online www.gmb.org.uk Yours sincerely GARY CARTER GMB NATIONAL OFFICER
Posted: 12th February 2019
Please support our fellow GMB Wales and Southwest members. The ships could be built to Save Appledore shipyard.
Posted: 11th February 2019
Posted: 10th February 2019
*Newport 253* If you would like to nominate yourself for the GMB shop stewards position at wilko Newport then please place your declaration on the poster in the staff canteen. nominations must be made by 22/2/19 and a ballot will then take place if required.
Posted: 8th February 2019
*Barry 033* If you would like to nominate yourself for the GMB shop stewards position at wilko Barry then please place your declaration on the poster in the staff canteen. nominations must be made by 22/2/19 and a ballot will then take place if required.
Posted: 8th February 2019
*DC2 NIGHTS CONSULTATIONS* Dear Colleagues, On Friday 11th January 2019 the DC Management announced to the night team that they were going into redundancy consultations to move the night operation to days. The business case for taking this action is that this will then create a cost saving for the Company by doing the tasks on days and not having to pay a night shift payment that forms part of the rate of pay as per contract. From the initial announcement and throughout the consultations and one to ones carried out so far, it has been commented on how professional the night team have been by the DC Manager and DC HR Officer. It has also been recognised how good the night team operation have been and it has been said that they are a credit to the Company and that they don’t want to lose anyone to redundancy. With this in mind, it both angers and saddens me to inform you of the following:- • The current Company stance is that they will not be adhering to the redundancy policy and the pay protection over 12 months for those that transfer to days to avoid redundancy. • As it stands they will only offer pay protection for 8 weeks before the full loss of the £1.50 an hour night shift payment. This will result in a considerable pay difference over the following year to team members than if the £1.50 night shift payment was phased down quarterly as per policy. We have taken legal advice on behalf of the members and have been informed that this could result in an unlawful deduction of wages, as the policy forms part of your contractual terms of employment. This is totally disrespectful to the night team members and a morally disgusting way to treat the ‘professional team members’ the Company says it wants to keep. Many of you have told me that the Company used to be a great place to work and had family values but that has gone for ever and when the Company treats its staff this way I cannot disagree. This has been raised at senior level at head office. Historically store redundancies of night shifts and previous DC2 have received the pay protection as per policy and contractual terms of employment, yet the Company have said this never happened and if it ever has it was a mistake. We also put across to the Company that long serving team members, based on this Company stance, could take redundancy instead and could increase the Company costs; however, the Company were not interested in this. This response is unacceptable and doesn’t explain why the Company are wilfully causing, what we believe, is an unlawful deduction of wages as per our legal opinion. So what happens next? As consultations have not yet come to an end, no team members have as yet been confirmed that their contractual terms will not be adhered to and have been notified that they will receive an unlawful deduction of wages. Although I doubt it, the Company team running the consultations could change their mind and revert back to honouring contractual terms. If, as we expect, the Company willingly cause members an unlawful deduction of wages then the GMB Legal Director at GMB national office has requested we collect details of transferring GMB members to start the legal process on their behalf. If required I will write to all DC GMB members again regarding this issue with how to make contact and what details are required by the Legal Director. I have also forwarded supporting documentation of previous adherence to the policy to the GMB National office. If any of your colleagues are not GMB members and intend to transfer to avoid redundancy then I would encourage them to join straight away to be part of this process as all legal costs are covered as part of the GMB membership. It has never been so crucial to be a member of the GMB within Wilko with its current direction towards the team members. With regards, Paul McGuire. GMB Convenor for Wilko. GMB Wales and Southwest.
Posted: 8th February 2019