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weekly wage, put forward proposals for an acceptable upwards revision of the piece work
rates, based on the Union claim for a 25 per cent increase in the basic rate, and to
complete the training schedules. Management also promised to consider the awarding of
an interim settlement.
Working conditions. Management agreed as a matter of urgency to repair the number 1
toolshed, and to introduce new tunnels for the production lines 3 and 4 to prevent further
accidents occurring.
GWMU
The GWMU is the largest union at Burke Engineering with 150 members, principally on the
production line, though there are also many members in the despatch department. It had
called a short strike the previous year over a grading exercise which was still incomplete.
The union is badly organised at branch level, with a history of continual turnover of
officials. Currently, the main representative is J Clegg, a despatch checker in the
warehouse who has been with the company 2 years. This would be the first serious
negotiation in which he has been involved, and on two previous occasions this year he has
followed the lead of the AEU. A wage claim is still outstanding over this issue, which you
have been told is unlikely to be completed for at least another 3 months, as the manager
responsible is involved in re-organising the warehouse to cope with delayed orders.
The last agreement with the GWMU follows. An analysis of earnings shows a confusion of
rates, and a system of computing bonuses which is totally incomprehensible, even it
appeared, to those who were responsible for its implementation. Overall those workers
that were mainly paid on piece work had been discriminated against, as the fixed element
in the calculation was wholly inappropriate and the continually changing production
schedules had produced a whole series of major anomalies.
GWMU agreement.
The GWMU met with management on four occasions during September and after these
meetings certain key measures were agreed as follows.
Wage structures. The management and union accept the need for a more realistic wage
structure. Therefore consultation will take place without undue delay to establish a joint
evaluation panel to determine ranking and grading of jobs, with an expected completion
date of December 15th. The management in addition promised to undertake, as soon as
possible, a programme of work study to create a new equitable remuneration programme.
Until this was completed, the current structure will remain in place.
Hours worked. Management agreed to take action over the high rates of overtime that
were having to be worked in final assembly, even though other areas of the factory were
working a standard week. Management agreed to specifically improve safety in this area of
the factory.
Interim payment. To progress towards the introduction of the new grading system,
management promised to upgrade all hourly paid staff by 8 per week. These increases
were to be applied from the 12th October. In return for this interim settlement, the union
agreed to hold in abeyance their 15 per cent wage claim for all hourly and piece work
employees. These supplementary payments would be absorbed into the new grading
system, when it was anticipated that all employees will receive increases, but especially
those manufacturing staff receiving their pay on piece work analysis. The union strongly
supported the move towards a clearer and better negotiating structure which would
provide its members with realistic wage levels.
Productivity. To enable the reforms to be implemented, the union agrees that it will provide
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