forced holidays and pension scheme suspension

L

lostboy

Guest
Hi,
Company is trying to force the following on staff (about 70 staff), we're not unionised so have no idea if we have to go along with it or not and if we don't what are our options?

1.
Proposal is that we loose 4 weeks pay to be deducted over the next 3 paydays - (Nov, Dec, Jan).
In exchange, we get 4 weeks additional holidays for 2012.
Management say that any of these additional days not used by end of 2012 will be bought back in Jan 2013.

2.
Company Pension scheme suspended for a number of months
No contributions from either employer or employee will be made/allowed during this timeframe.

Guess I really just want to know where we stand with the above and what questions we should be asking?
Thanks in advance.
 
short term reduction in overheads to cover existing costs and required investment I think. Things are looking up long term revenue wise but investment is needed and as is the case for most I think, they can't get funding from banks etc.. so they're taking it from us.
 
Basically the company is asking you to work for the next 13 weeks for 9 weeks pay and they will pay you the other 4 weeks pay in leave days next year?

Are you sure they will be around next year?

I understand that they need to cut costs at the moment but this sounds like quite a gamble to ask the employees to take. Have you been shown any accounts or figures that suggest that doing this will save the company?

Could they put you on shorttime for the next few months instead, at least that way you get paid as you go along?
 
OK, so why not consider this an investment in your long-term future?
As long as the owners/management are sharing the pain then what's your objection?
 
Thanks for taking the time to reply, appreciate it.

Vimes, yes that's a perfect summary and those are my fears exactly. We've been shown figures alright but who knows whats around the corner. Short time wouldn't work I don't think as we are busy and need to meet customers needs so all hands on deck so to speak.

Purple, investment is a good way to look at it, yes but there's always the fear we're not being told everything. I accept it could be an awful lot worse and am thankful it's not. It's just the timing that's the sickener really coming up to Xmas etc.. and the short notice we're getting of it.

Putting the detail and reasons aside, can a company force something like this on it;s staff?
 
Contact the relevant Trade Union for your area of work. I'm sure their information officer will be happy to advise you. I have never known a trade union to refuse information.
 
lostboy said:
Putting the detail and reasons aside, can a company force something like this on it;s staff?
Click to expand...

No, they can't. Your terms and conditions can only be changed with your agreement. The question is do you trust that your employer is telling the truth , or near enough to the truth. If they are then you should take a medium term view. Unless you are employed by the state or work in a so-called "commercial" semi-state company then economic reality has to inform your decision.
 
The National Employment Rights Authority's lo call no. Is 1890 80 80 90.

They will be in a position to answer your query.

ICTU may be able to assist as well , their no. is 01 8897777
 
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