Contemporary Developments in Employment Relations

Contemporary Developments in Employment Relations

We are trade union?

Introduction: As members of the trade union we need to persuade the management that the union members and the workforce are not opposed to the process of modernisation. However we are willing to compromise a negotiated agreement in which both parties come to a mutual decision that is both fair on our employees we represent and the proposed changes management want to proceed with in order to survive.

Aims:

1. To guarantee that there will be no job-losses for a fixed time period of Five years.

2. To gradual increase wages by 10% - over the next three years.

3. To train employees every year to ensure they are technology proficient

4. To ensure that motivation methods are practised

5. To ensure the option of voluntary redundancies and early retirements is available for all employees.

6. To ensure unions are kept up to date with ALL changes made by management efficiently

7. To guarantee Trade union representation is not reduced any further.

8. Weekly contracted hours to be 35 for long term employees.

Topic: Overall level of take home pay

Workloads associated with new working methods including flexibility:

Ricky: Pay and Reward Specialist

We will start our argument by emphasising on the new working methods and workloads management are proposing. In addition the questions that will also be covered in reference to these proposals consist of are you expecting a higher workload whilst paying the already inadequate pay? If they stress about how the pay is inadequate we will remind them that your local supermarket employs staff on an £8 an hour basis on average. Surely if you’re proposing new working methods you should also be considering a higher rate of pay especially if employees are expected to put in more? Do you think that’s fair on your long term staff? We as the trade union personally believe existing staff need a stable and existing take home pay? Do you agree?

Secondly we will...