Questions to senior management

[Happy Elephant]

Hi all, i completely concur that we need to 'start at the top' with regard to our expectations/requests. Have been quite surprised by the number of colleagues that are happy to accept rockbottom as long as they have a job. Whilst I appreciate that having a job is a priority, I do feel most strongly that we must not lose focus with regards to our terms and conditions. I also feel that all communication that is sent to management should be of a certain calibre and phrased carefully. The question phrasing I saw on my own particular shift recently, to my mind, gave out completely the wrong impression on some points, which in turn would possibly even be detrimental longer-term. Could all reps really strive to present us professionally please and perhaps nudge those who are not doing it so appropriately?

[Knightrider]

I agree, this was a shambles. It didn't help though that management brought their deadline closer.
We need to take ownership of this situation. As said above, by being unorganised we come across as exploitable.

Is it too late to get the list back and reorganise it a bit?

[WhitneyHouston]

I agree, this was a shambles. It didn't help though that management brought their deadline closer.
We need to take ownership of this situation. As said above, by being unorganised we come across as exploitable.

Is it too late to get the list back and reorganise it a bit?

I completely agree. This transfer is affecting us all and i am (not) surprised that they are putting pressure on us to raise questions, some of which, after reading through the list did not have perspective, were obviously rushed and also not reprasentative of the whole team.

I will work through the list, cross referencing with new questions raised and amending what has already been sent.

[WhitneyHouston]

And BTW all those who mocked me (you know who you are), I have been pronouncing TUPE correctly: it's like the hairpiece!

Daniel Craig ... you need to stand corrected. It is not pronounced like the hair piece, its prononced 2p (as in two pence!!)

[The Beatles]

I completely agree that all our efforts should be coordinated. Have all operators been made aware of this forum? is there anyway we could send out an email given that Daniel Craig's mum has found out that we are now entitled to research this subject during working hours? I think all the reps should be on here at least, is that the case?

Thanks to all for all the work you've put into this!

[Dukeva]

Hi all, i completely concur that we need to 'start at the top' with regard to our expectations/requests. Have been quite surprised by the number of colleagues that are happy to accept rockbottom as long as they have a job. Whilst I appreciate that having a job is a priority, I do feel most strongly that we must not lose focus with regards to our terms and conditions. I also feel that all communication that is sent to management should be of a certain calibre and phrased carefully. The question phrasing I saw on my own particular shift recently, to my mind, gave out completely the wrong impression on some points, which in turn would possibly even be detrimental longer-term. Could all reps really strive to present us professionally please and perhaps nudge those who are not doing it so appropriately?

I also agree. Spoke to a colleague this morning and found they are not aware of this forum but would like to have access. Colleague confirmed that questions have already been emailed to Senior Management during the week and they have been encouraged to "keep the questions coming". As far as I can gather, it sounds as though they did get the questions together rather quickly and feel rushed because we haven't yet got a date or any other information about the transfer.

While it's still difficult to see how the vendor will be able to match all of our current benefits like-for-like, it can't be advantageous for us give Senior Management the impresssion that we are willing to forgoe certain benefits in order to guarantee others (e.g. not worry about health cover because we are only concerned with a good redundancy package etc.). I gathered from our conversation that this is how some employees are thinking.

[daniel craig]

Good points all.

Last w/e the intention was to communicate this forum's existence on facebook. I got the impression that I'm the only stranger to facebook in the team, so assumed that everyone else would be informed of the forum through this magical medium. If there are still some people who don't know about it, could those who DO know please ensure that they inform everyone else who needs to know about it - perhaps through more conventional means? This way, while some people might hear about it lots of times, no-one should be left out.

It is a shame that we have been encouraged to provide feedback to management before we felt ready. I wouldn't want anyone to feel that their contribution is not valued just because things have gone awry. If we all worked together, 9-5 in a standard way, then we would have had a meeting and brainstormed, refined and revised from brainstorming, agreed on a consensus, put something together through a representative, this would have been fed back to each of us to check and revise, then forwarded to management. Unfortunately, because of the nature of our disparate shifts and pressure to produce feedback, we seem to have gone directly from brainstorming to management (albeit via representatives who are trying to do the best they can under the circumstances). Hopefully with everyone accessing the forum, and determination to resist pressure, we can better work together. Does anyone have any other suggestions to enhance the process?

[The Beatles]

some of the team not already listed here have now been sent a message via facebook.

[Jordan]

I also feel that all communication that is sent to management should be of a certain calibre and phrased carefully. The question phrasing I saw on my own particular shift recently, to my mind, gave out completely the wrong impression on some points, which in turn would possibly even be detrimental longer-term. Could all reps really strive to present us professionally please and perhaps nudge those who are not doing it so appropriately?

Could my rep please phrase the question "Will we still have UBS mints on the front desk?" carefully! Thanks... cause I would miss taking a handful of them every morning.

[Boy George]

Hi Guys,

I agree that each quesion asked should be phrased carefully and more importantly, we have to put some serious thought into each one as I am sure these questions will be used by UBS in neogiating with the outsource companies.

Also I have another couple of questions that I would like seen on the list and that is if and when we have been transferred over, will we permanently be based at UBS, Liverpool Street or will they have the freedom to move us to other sites as and when they require us to do so. I know Williams Lea do this and constantly move people around to different sites, will this be the case with us? I would of thought probably not but in any case, I would like this to be confirmed.

Another question I would like to see on the list is, will the graveyard shift in the presentations department still have access to the UBS carpark or is this only for UBS employees?

Thanks Whitney for cross referencing our questions and we should get more people involved in this forum as we want to cover absolutely everything.

Does anyone know the deadline for submitting our questions?

[Boy George]

Sorry guys, I meant UBS, 1FA not Liverpool Street

[Flying Jellyfish]

I think we need to ensure that as many people as possible are aware of this forum. If we work collectively we have more chance of getting what we want as we will come across as being more organised and professional. Some people may feel that certain benefits, etc are not important to them and not worth fighting for but if they join the forum and see what research has been done to date it might make them more positive and less likely to accept a compromise just for an "easy life"

[WhitneyHouston]

Will be shortly posting the questions and other relevant information that will hopefully satisfy questions that have been raised to date. Will keep you all "posted"

[WhitneyHouston]

Tupe Regulations handbook

[WhitneyHouston]

Copies of the TUPE regulations guide are on the fruit table in the team room (See also previous post for PDF version).
For the purpose of the following posts and questions raised to management “Transferee” is defined as the proposed company and the “Transferor” is the company who currently employ us.
A number of us collated and streamlined all the questions that have been raised so far. Before resubmitting them to management (to avoid the problems experienced previously and give everyone the opportunity to object before submitting if they feel mis/under-represented), the questions are being posted on this forum. Please raise any queries/objections ASAP. We hope (but are not currently sure if this will be possible) to get a union officer to also review the questions before submitting to management. We will check this out next week.
Generally, the new questions remove personal references, do not impose time limits on expectations, and ask for confirmation that our expectations will be met, rather than offering respondents the opportunity to easily answer “no” to requests.
Some of the questions raised by colleagues are answered or superseded by TUPE regulations. So that colleagues who initially raised those questions realise that they are recognised, the questions are answered in a separate posting on this forum. Again, please advise if you think that they aren’t adequately addressed before we submit to management.
This is not our final opportunity to ask questions; management remain willing to answer questions after/beyond these (indeed, their answers to these questions may raise more questions).