LTB 070/19 – TUPE of BT Facilities Services to CBRE and ISS – Formal Consultation – ISS

No. 070/2019

04 February 2019

 

Dear Colleague

TUPE of BT Facilities Services to CBRE and ISS – Formal Consultation – ISS

As you are aware, a number of meetings have been held with BT, CBRE and ISS on the terms of transfer for all CWU grades currently working in BT Facilities Services to CBRE and ISS from April 2019.

The formal consultation meetings with ISS have now concluded and I am therefore able to provide more detailed information regarding the terms and conditions as well as the changes that will be applicable from 01 April 2019.

As separate meetings have been conducted with CBRE we are not yet at the stage to provide any more detailed information but are hoping that that we will be able to do so shortly.

ISS Transfer Contractual Terms & Conditions

  • Pay & Real Living Wage – It has been agreed that the Real Living Wage will transfer over and ISS will maintain this for the duration of the 5 year contract.
  • Pay Review Date – The current contractual pay review date is June. However, ISS have stated that the pay year for ISS is January and are proposing to move the current review date. We are currently in discussions with them on how this will impact on the 2019 pay review and a further report will be provided as an outcome shortly.
  • Pay Date – There will be a change from monthly pay to fortnightly pay which is the standard arrangements for hourly paid employees in ISS.
  • Pay Arrangements – The CWU is currently in discussion with BTFS/ISS regarding the schedule of pay dates and the transition arrangements on to fortnightly pay. These will be circulated to branches as soon as they have been finalised and agreed.
  • Allowances –

Housekeeping:

– Overtime – 40 hours

– Monday-Saturday – 1.5x

– Sunday plus Bank Holiday – 2x

Security:

– Single time overtime

– Double time on Bank Holiday plus day in lieu.

Annual Leave Year (non-contractual) – It is the intention of ISS to align the current annual leave year to standard ISS leave year. 2019 will be 9 months entitlement from April to Dec. The leave entitlement for 2019 will be prorated for the 9 months from April to Dec. Jan 2020 full year entitlement to Dec 2020.

  • Annual Leave Allocation –

BTFS T&Cs – Up to 25 days (number of days is contractual by role) plus 8 bank holidays

Ex-Axis T&Cs – 22-30 days (number of days is contractual by role) plus 8 bank holidays

Ex-Securitas T&Cs – 22-27 (number of days is contractual by role) days plus 8 bank holidays

  • Hours – Current contractual hours vary but these will transfer over to ISS. Any proposed change will be subject to consultation with the CWU.
  • Location – It is not the intention to change the location of where our members are based; any proposed change will be subject to consultation with the CWU.
  • Sick Leave Entitlement – This will transfer to ISS.
  • Working Hours – It is not the intention of ISS to change working hours and any proposed changes will be subject to consultation with the CWU.
  • Adoption – entitlement will transfer over to ISS.
  • Maternity – entitlement will transfer over to ISS.
  • Paternity – entitlement will transfer over to ISS.
  • Redundancy – BTFS T&Cs – BTFS Enhanced terms

                                          Ex-Axis T&Cs – Statutory

Pension

  • Current employee and employer contributions will be maintained via the ISS 2016 Pension Scheme subject to auto enrolment uplifts.

Policy

  • Annual Leave Buying – ISS do not provide this benefit and all CWU members transferring to ISS will need to take their annual leave before transferring on 01 April 2019. If individuals have any exceptional circumstances as to why they are unable to take any leave, whether bought or outstanding, then they will need to approach their manager or contact their CWU representative.
  • Annual Leave Carry Over – ISS discourage the carry-over of leave however on an exceptional and discretionary basis the line manager can agree this.
  • Attendance Patterns – These will transfer over at the point of transfer and any changes will be subject to consultation with the CWU.
  • Broadband and BT Vision – ISS are unable to provide this benefit and therefore there will be compensation of a monthly payment of £30 or £40 for tax payers for all employees currently in receipt of this benefit. This is the maximum compensation that ISS were prepared to agree.
  • Childcare Vouchers –
  • Childcare vouchers will be provided where requested saving up to £1,370 depending on personal tax position.
  • Dress Code – New uniforms will be issued.
  • EAP Programme – ISS Lifeworks provides advice on wide range of welfare topics such as Family, Health, Life, Money and Work. Counselling may also be available by referral under certain circumstances.
  • Flexible Working – Any employee currently on an agreed formal Flexible Working arrangement will continue, any verbal agreements in place will transfer over and will be reviewed as they arise.
  • Share Scheme & Direct Save – ISS is unable to provide a ShareSave scheme. Employees will be able to continue their monthly payments to any existing SaveShare schemes by direct debit for up to 6 months after the transfer date. This will allow completion of any schemes due to finish at the end of August 2019. Despite a request to supplement Direct Share deductions from pay will cease on the day of transfer.

A final agreed copy of the matrix will be circulated to branches when this is available shortly.

Re-organisation Post-transfer

ISS have informed the CWU that it is their intention to introduce a new Target-Operating Model in accordance with their obligations to BTFS and CBRE. It is their intention to fully consult with the CWU on any changes that may affect the members currently employed in the housekeeping and security functions.

Branches should note that separate discussions with ISS on the CWU objectives, including Job Security, are still ongoing and will be reported separately.

Consultation with the Members

It will be the intention of the CWU National Team to consult directly with our Housekeeping and Security members via conference calls so that they can dial in and ask questions direct to their CWU National representatives. The dates and times along with the dial-up arrangements will be provided shortly.

To remind branches regarding the CWU objectives are as follows:

  • To campaign against the outsourcing of BT Facilities Services.

  • To oppose any compulsory redundancies and to agree improved voluntary terms for any job losses.

  • To protect the existing terms and conditions of employment including;

– At the minimum maintaining the Real Living Wage for Housekeepers and Security Officers.

– Protection of contractual hours.

Any queries to be addressed to Sally Bridge at sabridge@cwu.org

Yours Sincerely

 

Sally Bridge

National Officer

LTB 070.2019