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190
Telewest Mobile Phone Policy
Branches are to be reminded of the need for members to adhere to the
Telewest Mobile Phone Policy, a copy of which is
attached for information. Particular
attention should be drawn to paragraph 9.0 Security and paragraph 12.0 Health
and Safety outlining our member's legal obligations and the discipline
implications contained in the policy.
Brian Healy
Assistant Secretary
192
Telewest: Company Policy on Working Time Regulations
The CWU has obtained a copy of the Telewest policy statement on the Working
Time Regulations which is attached.
It should be noted that it contains a claim that the Company has an exemption
from the regulations which has been recently been supported by internal company
legal opinion. This is being challenged by the union and will be the subject of
a further report to branches and union site representatives.
Additionally there is a statement within the policy which claims that workers
are exempt from the arrangements for night working. This is also under
investigation by the union and will be the subject of further reports to
branches.
Brian Healy
Assistant Secretary
194
Telewest: Collective Bargaining Arrangements Incorporating Network Regional
Operations
For the information of Branches please find an
attachment containing an updated agreement on Telewest
Collective Bargaining Arrangements. This reflects the signing of an agreement to
incorporate Network Regional Operations.
Branches will note that the section headed Negotiating Machinery contains
changes to the second paragraph as follows:
The National officer will normally be accompanied by up to four elected Telewest
union representatives. It is agreed that, as required, the National officer will
consult with his/her team of elected Telewest union representatives. Where this
necessitates time off, then prior approval will be sought from management of
Telewest. It is agreed that where appropriate, Telewest can bring together both
the Regional Operations and Consumer Operations bargaining units, for sole
purpose of conducting specific negotiation within one forum (e.g. the annual pay
review).
This change refers to an increase in the number of representatives attending
meetings and includes reference to the attendance of appropriate bargaining
units. This however will need to be reviewed in light of the restructuring
announced against the intended merger of Telewest and ntl
Brian Healy
Assistant Secretary
196
Telewest: Physical Assets Security Policy
Contained in the
attachment is a copy of the Telewest Physical Security
Policy for information. Branches are reminded of the contents therein.
Particular attention is drawn to Section 8 Personal Protection and Section 9
Workplace Violence.
Brian Healy
Assistant Secretary
Telewest
- Grievance Policy
Attached for the information of Branches is a copy of the revised Telewest
Grievance Policy. In essence the main changes incorporate those driven by
legislation. Additionally Telewest has clarified its position in that it would
not hear cases if it is deemed to obstruct other procedures currently being
processed such as performance management and that they are not related. In such
cases the decision not to hear the new case will reside with senior management.
Telewest Grievance procedure
Telewest
- Discipline Policy
It came to the attention of the Union nationally that Telewest were revising
their disciplinary process. Although the policy applies across the whole of the
company and not strictly confined to where the Union has recognition,
representations were made in order to seek improvements. Telewest listened to
the Union's suggestions and incorporated them as part of the ongoing joint
approach
There has been much confusion over the status of informal verbal warnings which
are not part of the disciplinary process and whether they were given or
understood in the first place. The company has agreed that where this happens a
record will be kept on the personnel file and a copy given to the employee.
Furthermore it has agreed that no disciplinary decision will take place until
the case has been discussed with the employee and that the appropriate
investigation has taken place. The company also agrees that where dismissal is
not appropriate or as a lesser award, demotion may be considered as an
alternative.
Click here for amended
policy