*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
*Abergavenny 164* If you would like to nominate yourself for the GMB shop stewards position at wilko Abergavenny 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: 7th February 2019
*Swansea 178* If you would like to nominate yourself for the GMB shop stewards position at wilko Swansea 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: 7th February 2019
*DC2 Nights Consultations* Dear Colleagues, I took a few calls today regarding 4 weekly pay changes for those on nights transferring to days so I wish to put to bed your concerns. In regards to this initial company stance for those transferring to days from nights being required to go to 4 weekly pay. The GMB has challenged this was unfair to impose on team members at risk during consultations and the company has agreed and listened to us. The requirement has been withdrawn so anyone transferring to days who are currently weekly paid will continue to do so. With regards, Paul Mcguire.
Posted: 6th February 2019
Please see planned visits by GMB officers to Wilko stores in the Wales and Southwest GMB region. We Will add more as we get updates. Aberdare - Jill Richards 13/2/19 1pm -to 4pm. Abergavenny - Marie McDonald 7/2/19 - 10am - 12pm. Ammanford - Rosemary Broad 20/2/19 10am to 12pm. Barry - Marie McDonald 8/2/19- 10am - 12pm. Bridgend - Greg Hughes 4/2/19 - 2pm to 4pm. Cardif City Centre/Queen St - Nicola Savage 19/2/19 11.30am to 4.00pm. Cardiff Bay - Nicola Savage 12/2/19 - 10am to 2pm. Cardiff/retail park - Nicola Savage 6/2/19 - 9am to 1pm. Carmarthen - Rosemary Broad 20/2/19 - 2pm to 4pm. Cyfartha Retail Park, Merthyr - Jill Richards 15/2/19 - 9am to 12pm. Exeter - Matt Roberts 8/2/19 - morning - 26/2/19 - afternoon. Falmouth - Helen Coley 5/2/19 - 9am to 5pm. Gloucester - Wayne Powell 5/2/19 - 10am to 2pm. Haverfordwest - Rosemany Broad 7/2/19 10am to 12pm. Holyhead - Alyn Thomas & Mark Jones 25/2/19 - 11.30am to 1pm. Knowle - Lorraine Gaskell 8/2/19 - 10am - 2pm. Llandudno - Alyn Thomas & Mark Jones 25/2/19 10.30am. Llanelli - Jeff Beck 5/2/19 10am to 12pm. Llanelli Parc Trostre - Jeff beck 5/2/19 2pm to 4pm. Maesteg -Greg Hughes 6/2/19 - 2pm to 4pm. Merthyr Tydfil - Jill Richards 15/2/19 1pm to 4pm. Morriston - Greg Hughes 7/2/19 - 10am to 1pm. Neath - Jeff Beck 04/02/19 10am to 12pm. Newport - Marie McDonald 8/2/19- 2pm - 4pm. Newton Abbot - Matt Roberts 6/2/19 - afternoon & 26/2/19 - morning. Pembroke Dock - Rosemany Broad 12/2/19 10am to 12pm. Plymouth - Matt Roberts 1/2/19 - morning & 18/2/19 afternoon. Port Talbot - Kelly Andrews 12/2/19 - 9am to 1pm. Porthmadog - Alyn Thomas & Mark Jones 25/2/19 - 5.30pm. Pwllheli - Alyn Thomas & Mark Jones 25/2/19 3.30pm. Redruth - Helen Coley 26/2/19 9am to 5pm. Rhyl Alyn Thomas & Mark Jones 4/2/19 4.30pm. St. Austell - Helen Coley 22/2/19 9am to 5pm. Swansea - Jeff Beck 04/02/19 2pm to 4pm. Torquay - Matt Roberts 21/2/19 all day. Truro - Helen Coley 14/2/19 9am to 5pm. Wrexham - Alyn Thomas & Mark Jones 4/2/19 - 9am to 12pm.
Posted: 5th February 2019
Photos from GMB W21 BRANCH's post
Posted: 5th February 2019
Posted: 31st January 2019
*DC STAFF @ DC2* Hi All, I just wanted to clarify our standing regarding the 7 day working being implemented at DC2. 7 day working is a Wilko management decision to spread the staff resource, fleet and workload thus enabling the transfer of the nights operation onto days to create a cost saving. While this makes business sense on paper, it is a detriment to our members both in terms of the ongoing redundancy consultations and the expectation of working weekends having an impact on work life balance. On this basis as you would expect, none of the processes taking place gets our 'positive' support. I want this to be clear in case of any misleading company communications or the usual "it's been agreed by the GMB" comments are made. Our input is purely in the interests of making the company aware of the need to take team members well being into account when considering shift patterns that they are short listing. I have been asking that the company considers patterns that may not fit the perfect pattern but would be more understanding for the workforce. I have also highlighted where I feel there may be challenges around team members deeming a shift pattern unfair. The maintaining of a healthy work life balance such as regular weekends off to spend with family are critical to a happy and productive work force. You may have been briefed on a recent Q+A regarding the ongoing work and to make you aware I requested some amendments with the HR team as I felt it was misleading. These were ignored so I will use the opportunity to share with you now. The Q+A refers to the retail review taking place and that the company and the GMB are drafting your work patterns. I requested this was amended to more accurately show our stance as 'with work/life balance input from the GMB' but this was ignored. Some of my colleagues believe this is to mislead team members. I also requested that the Q+A reminded team members that it is their statutory right to raise a flexible working request at any time as the terms 'deadline' and 'window' are misleading but this was also ignored. I will be writing to all DC staff regarding the nights consultations hopefully by the end of the week/start of next week. I have had to quickly write this whilst my two kids fight over who's turn it is on the Nintendo switch so hopefully most of this makes sense. With regards, Paul McGuire
Posted: 30th January 2019
*NIGHTS REDUNDANCY CONSULTATIONS @ DC MAGOR* As you may be aware, the GMB have entered into consultations regarding the night shift operation within the Magor Distribution Centre. The company notified the night team and started the consultation process on Friday 11th January 2019. Currently the consultations are expected to last a minimum of 45 days. The company proposal is to reduce the nights operation to just a D-kit operation and for the replenishment operation to transfer to days. They have stated that any team members who may be unsuccessful in retaining one of the remaining positions on nights will be offered the opportunity to transfer to the day operation. The first consultation meeting between the GMB and Wilko will take place on Tuesday 15th January and we will update at the earliest opportunity as soon as we get answers and information fed back to us. *7 FULL DAY OPERATION @ DC MAGOR* With the plans to go to a 7 full day operation you may be scheduled within the parameters of your contract of employment. This will be either a 5 over 6 contract of Monday – Saturday or a 5 over 7 Monday –Sunday contract. If when you receive your schedule you believe it is incorrect then please notify your line manager in the first instance. If this does not resolve the issue then make us aware for us to investigate on your behalf. Anyone who has issues with any new rotas are entitled to put in for flexible working as is their statutory right. *EMAIL COLLECTION FOR ONLINE WAGE SLIPS* The company has started collecting email addresses for team members to be able to log on and access online ‘wage slips’ when the new pay roll system goes live. Although there appears to be many benefits to using the system such as being able to check your hours, place holiday requests, amend addresses etc, you are not obliged to give an email address to receive a wage slip. If you wish to carry on receiving a hard copy of your wage slip then you are entitled to do so as confirmed by Wilko head office.
Posted: 14th January 2019
Do you work in the Wilko Parc Trostre store? Are you a GMB member and would like to nominate yourself for the stores GMB shop steward position? If interested there is a nomination form on the notice board in the canteen. nominations end 22/1/19.
Posted: 7th January 2019
Tomorrow is Fat Cat Friday, the day the UK’s top bosses will have made more money in a single day than the typical UK full-time worker will earn in the entire year. This is sickening. It's time to narrow the pay gap in our increasingly unequal society.
Posted: 3rd January 2019