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[Varche]

Interesting situation in an Irish Call Centre.

More than 1,000 call centre workers have been issued with an ultimatum to accept a series of changes to their working conditions or face losing their jobs.


More than 1,000 call centre workers have been issued with an ultimatum to accept a series of changes to their working conditions or face losing their jobs.

Read more: http://www.belfasttelegraph.co.uk/business/business-news/1000-hcl-call-centre-staff-in-northern-ireland-get-jobs-ultimatum-15130973.html#ixzz1I5io9cxb

It always used to be call handling times, call handling times and not customer satisfaction............

[mantahatch]

I particularly like the quote "the company does not recognise unions"

Is this allowed ? ot that I think a union would be much use, just asking.

Not good news for the emplyees.

[Lizzie_Zoom]

That is amazing!!

I really cannot believe the action can be legal in terms of Employment Law, even though it is Northern Ireland

There was once a situation at least in England, when I as a business manager could not change the terms and conditions of a protected employees contract without their agreement, and / or without some form of compensation or redundancy being discussed.  Have things changed that much?

Anyone currently involved in employment law who can answer this case? :-/ :-/ :-/

[Andy B]

I thought a company could just give 90 days notice of a change in terms of employment .........   :-/ :-/

[tunnie]

I thought a company could just give 90 days notice of a change in terms of employment .........   :-/ :-/

Nope.

Usual way is if they want to change the T&C's, sack the entire team, and re-hire with new tc's

I know of a team given just 30 days notice

[Lizzie_Zoom]

Well times have obviously changed, and after 13 years of a "Socialist" Government!!

[Marks DTM Calib]

They can change terms and conditions but, you do have to sign upto them.

Of course, given that its a case of sign up or we close/move/downsize .....

[Mysteryman]

They can change terms and conditions but, you do have to sign upto them.

Of course, given that its a case of sign up or we close/move/downsize .....

Employment contracts are useless unless you have the backing of a strong union. You could always take your grievance to court as an individual, but you won't be able to afford it without legal aid, which you won't get.

Same with tenancy contracts. When our council houses were taken on by a housing association, (staffed by the same council employees who were TUPED), our original agreements were altered to suit. I still have a copy of my 12 year old agreement, and I will make them stick to it in the absense of a new one bearing my signature.

[albitz]

Pretty sure employment law is the same throughout the UK, so Norn Irn should be the same as here afaik.
It is perfectly legal to refuse to recognise unions in a wrkplace, unless the majority of employees join one, then the employer has to recognise it.
An employer - in the leagal sense - cannot change a contract of employment without the consent of the employee. A contract is an agreement between two (or more ) parties and can only be changed with the consent of the signatories. In reality, employers do it all the time, and get away with it. I had it done to me in my previous employment, although I refused to sign the new contract. The bottom line is, if you dont agree, they will bide their time and find a legal method of getting rid of you. Its not that hard to do.

[jyr001]

It's Rant Time.............

ARRGHHH.... TUPE that's the one. Outed after 37 years service under what is called a Transfer of Undertaking, Protection (supposedly) of Employees Regulations. For me it was a "Service Provision Change".

Basically Company A transfers a package of work to Company B and forces a group of employees to move with the work. Employees are supposed to be protected - until such time as Company B decides to reorganise (not long to wait for that I'm sure) - T&C's are supposed to be honoured on transfer except where Company B states "limiting measures", neither Joint Working Agreements (or Pensions) have to be honoured on transfer. 

So after having worked for the same company for all that time - and on the home straight to the retirement finish line - not so much as a hearty handshake. Ba***rds.

Grievance process was a joke and the internal appeal was even worse as the independent arbiter was a senior union official who was head honcho in Personnel - unsurprisingly the verdict was "Appeal Rejected - take it or leave it". If I chose not to accept the transfer I effectively resigned without a bean to my name.

It's just an easy way for Companies to side step honouring redundancy agreements and in my case my pension which is now deferred until God knows when.

The only saving grace is that those that stayed are now being hammered even more with changes to T&C's pensions and all manner of other agreements. The company line is that all changes are being agreed with the Joint Working Committee who have been duly delegated to represent their members interests. Once again these are all usually union officials who hold managerial roles in the companies own personnel department. There is little if any consultation.  It all smacks of very dubious practice and whilst probably not strictly illegal, the Regs are certainly not being applied in the spirit which they were intended. Ethically and morally very wrong.

Rant Over, I'm going for a pint....

[Marks DTM Calib]

They can change terms and conditions but, you do have to sign upto them.

Of course, given that its a case of sign up or we close/move/downsize .....

Employment contracts are useless unless you have the backing of a strong union. You could always take your grievance to court as an individual, but you won't be able to afford it without legal aid, which you won't get.

Same with tenancy contracts. When our council houses were taken on by a housing association, (staffed by the same council employees who were TUPED), our original agreements were altered to suit. I still have a copy of my 12 year old agreement, and I will make them stick to it in the absense of a new one bearing my signature.

Forget it, the unions in all but the closed shops (and look what good they are doing!) are f-ing useless and no, a company does not have to recognise a union no matter how many members.

[albitz]

Not quite true Mr DTM. Nu Labour changed the law in 2000, to the effect - if the majority of a workforce join a union, the employer is legally obliged to recognise the union.
http://tutor2u.net/business/gcse/people_trade_unions.htm

[Marks DTM Calib]

Not quite true Mr DTM. Nu Labour changed the law in 2000, to the effect - if the majority of a workforce join a union, the employer is legally obliged to recognise the union.
http://tutor2u.net/business/gcse/people_trade_unions.htm

Well take it from me and bitter (recent experience), it makes no difference 

As it turned out it was for the better as the union were truely shite and had no clue at all

[albitz]

In reality, it wouldnt do. Unions (outside of the public sector) are a spent force, and all concerned know it. Its a good thing that there are no longer retarded egomaniacs wrecking (whats left of) British industry. On the other hand its a pity that theres no -one to provide checks and balances against dishonourable,short sighted, and in some cases downright  tyrannical employers - and there are still quite a few of them around.

[Mysteryman]

Recognise the union. What does that mean? It certainly doesn't mean 'bow down to the union'. As has been said, when a company says that you either take the changes or the site is closed, or workers will be laid off, and they mean it, a union is of no use at all.