In response to the derisory pay offer detailed in the NTUS response to the Financial Report dated 6th July, we have now submitted the formal NTUS core pay claim.

At a meeting with management yesterday we presented a joint claim for a 1 year pay deal greater than the RPI August 2010 figure based on the following criteria: -

The pay claim is submitted in the context of what has been the second year of record profits for NATS and the second year of record dividends paid by NATS.

The pay freeze which has had to be endured by our members contrasts even more dramatically with the ‘eye-watering’ bonuses and remuneration received by the two out-going Chief Executives. This pay claim also relates to a period where over the year the workforce has reduced by more than 336 staff.

Against the backdrop of the above there is a need for NATS to recognise the fundamental contribution which our members have made. This includes:-

• Delays are at an historic low with NATS now recognised as one of the top three performers within Europe as opposed to being amongst the bottom three;
• The successful delivery on time and to budget of the two-centre strategy with a minimal impact upon customers;
• The maintenance of an excellent safety record;
• A significant reduction in the cost base of the organisation;
• The extension of a number of crucial contracts including Manchester and Luton;
• The winning of new business;
• The introduction of EFPS;
• The continued movement towards an acceptable settlement as part of CP3.

Management’s response was less than enthusiastic and no improved offer was made.

We expect that the negotiations will be difficult and protracted.

We meet again on 1st September.

The July 2010 pay brief can be downloaded HERE.

Most staff were able to return within seven attendances and as such NATS and NTUS have agreed that all attendances missed should be treated as ‘unproductive time’, and no TOIL, leave or pay will be deducted.

It was agreed that this will not set a precedent for any future unforeseen absences, which will be jointly discussed as soon as possible.

Paul Winstanley, Prospect ATCO chair, said:

“Whilst we were not happy that management put out guidance unilaterally, we agree that the approach NATS has taken compares positively with other employers.

The pragmatic approach now agreed reflects the efforts made by many staff who did all they could to return home as soon as possible, and is a good example of working together.”

Philip James, HR Director, said:

“We are delighted at the flexible and pro-active response of our staff, and agreeing this approach is a thank you for all the effort put in by many.

We recognise that disruption may be caused by volcanic ash again and will seek to have guidance in place for any further incidents as soon as possible.”

Colleagues,

I am writing to update you on the situation regarding those staff who have been stuck abroad for a prolonged period due to the Volcanic Ash Cloud. The NTUS and Management have discussed this issue at length during the last week but have yet to find an agreed position. This would have represented normal business except that Philip James, HR Director, has now unilaterally released their position and associated guidelines to managers.

The Prospect ATCOs’ Branch remain adamant that no employee should be penalised where they have made all reasonable efforts to return to work but have been unable to for reasons beyond their control. NATS presently do not share this view and, despite our clear and vehement objections, have released their draft policy to managers regardless.

This position is particularly disappointing coming in the same week that both Prospect and PCS have agreed flexible WP deals in response to the recovering traffic situation. We also continue to encourage maximum flexibility from members in response to unusual traffic patterns, in order to help out our customers and the travelling public. Finally, we do not understand the rush as this is clearly not a time critical issue and we would all be better served taking the time required to reach an appropriate agreed solution.

At present the Management guidelines remain draft, but it would appear the intent is to apply them regardless of our objections. With this in mind we ask that any individual who is penalised in this way should register a formal grievance and notify us immediately. In the event of this happening we will withdraw from all Working Together activity, additional activities beyond core task and review participation in all other agreements.

We have considered this response in great depth and feel it is measured and proportionate both in respect of the principle itself and NATS Management’s behaviour with regard to our industrial relations. The NTUS will issue further communication as the situation develops.

Sincerely,

Paul Winstanley
Prospect ATCOs’ Branch Chair
24th April 2010

Excesses are typically applied to a scheme as a cost containment measure.  In the case of NATS, £100 excess has been selected per person per scheme year.  Mercer (NATS scheme brokers) have seen an increase across their portfolio where clients are introducing an excess, with the ratio representing around 50%, with the £100 excess being the most commonly selected.  Insurers offer excess for one main reason, to bring costs down and contain excessive usage on schemes whereby claims costs have increased.

As part of the negotiation, an excess was offered as a means to share the risk between the insurer and the claimants.  The excess acts to discourage low level claimants and takes the cost of the excess out of the claims fund, as it’s funded directly by employees.  As the risk is shared, Bupa are able to pass some savings into their terms, and this tempers any potential increases.

Members and their dependants will pay the first £100 of any treatment incurred within the contract year 1st April 2010 to 31st March 2011. The excess is per life on the scheme, it is not per claim or per condition.

Once the first £100 is paid which will be either to the Hospital/ Consultant or Bupa directly then members will pay no further costs subject to the rules of the scheme and Bupa ruling on reimbursement levels.

Members must always call Bupa to pre-authorise any treatment and check the excess before accessing treatment to ensure that they will not be shortfalled in any way.

SRATCOH and National/Local WP Agreements should continue to be adhered to, taking into account the need for flexibility as outlined below.

Local Reps should confirm via the Chair of Working Practices (Jon Waddington) that any proposed short term changes to local WP are within those agreed nationally. Jon can be contacted at wp@atcos.co.uk

A joint communication and summary of the flexibilities available can be found below along with downloadable copies.

Management and Prospect recognise that these are unprecedented times with considerable and varied demands likely to be put on all our operations as we recover operations from the situation created by the Icelandic Volcanic Ash Cloud.

We continue to work positively together to attempt to find solutions to the staffing problems that are likely to arise from unusual traffic patterns over the coming days. The difficulties facing our customers are extreme and we encourage operational staff to offer as much flexibility as they can under these circumstances.

The current WP agreement offers considerable flexibility whilst remaining within SRATCOH, safeguarding the individual and by extension the travelling public. As we fully expect traffic patterns, levels and temporary procedures to add to the normal workload, we believe that varying anything which could increase fatigue at such testing times would be inappropriate. That said, we will coordinate to ensure that the flexibilities which exist can be fully utilised both nationally and locally.

Rosters will have already been produced for both April and May and lives, childcare etc planned around these commitments. For this reason we have agreed any changes must be voluntary but we will continue to encourage all operational staff to assist wherever possible.

In addition to the above, for the duration of this agreement any period of up to 9 hours 0700-0000 may offered for voluntary shift swaps in addition to the full palette of shifts currently allowed.

We have agreed flexible early/late shift element of NATSAG 56 may apply to any shift (WP currently restricts to days 5, 6 and 7) for the duration of this agreement at both 24 and non 24 hour units.

Finally we have agreed that rostering outside of the agreed PSS to reflect actual predicted demand for this period is reasonable subject to conversation between Management and the Prospect Rep locally.

This agreement is time limited until 2359 April 30th 2010 and subject to continual review. We believe that this will produce the solutions necessary to take us all through recovery from the difficulties of recent days, but as always we will continue to work together as the situation unfolds.

Summary of the flexibilities available during the period of the VAAC recovery agreement are as follows:

• Voluntary shift swaps between any palette shift
• Early flexible shifts- Can be brought forward up to 4 hours. Duration will be reduced by 1 hour for a variation of up to 2 hours and by 2 hours for a variation of 2-4 hours. Earliest start time of 0400 and any start before 0530 must finish no later than 0730
• Late flexible shifts- Can be pushed back by up to 4 hours. Duration will be reduced by 1 hour for a variation of up to 2 hours and by 2 hours for a variation of 2-4 hours. The shift must be completed by 0200
• The above are both voluntary and for this period apply to all days of the cycle at both 24hr and non 24hr units
• Voluntary swaps days to nights.
• Voluntary shift swaps to any period of up to 9 hours between 0700-0000.

Downloads

NTUS Volcanic Ash Statement
VAC ATCO recovery staffing
VAC ATCO flexible rostering options

The ATCO Branch will soon be entering into discussions with NATS to ensure that anyone who returns to work following the new Fit Note procedures will not be disadvantaged in any way.

Further information will be appear when available.

Advice can be downloaded HERE.

Please see the attached guide. Also, be aware that each request to drawdown pension in part or whole needs to provide the required notice (i.e. if you have drawn down any amount previously, you are still required to give the stated notice to draw down further amount).

The guide can be downloaded HERE.

For the first time, the Prospect ATCO Branch have agreed with NATS procedures to be followed relating to issues with ATCO Competency.

Details of this agreement can be downloaded HERE.

Chris Edwards
Chair of Conditions of Service.