Negotiating the Future of Work: Automation and New Technology
Many reps and officials are currently in the process of negotiating new policies and agreements around homeworking as a result of big shifts caused by the Covid 19 pandemic. Some of the core issues involved in these negotiations are also related to the use of technology. The following are some examples of what has already been negotiated in this area.
Example: Remote working agreement in Spanish public services
The Spanish FSC-CCOO and FeSP-UGT public service union federations have signed a new agreement on remote working covering 2.5 million public sector employees. The agreement includes basic principles that remote working arrangements should be voluntary and reversible and subject to key provisions relating to health and safety, equality, transparency and objectivity. The agreement protects employee rights as well as guaranteeing services for citizens. Other important elements include a ‘right to disconnect’, data protection and the right to privacy.
Example: Remote working in HMRC
The PCS union recently struck a new deal with HMRC which includes a ‘progressive approach’ to remote working. New contracts will entitle all employees to work at least two days a week from home. Lorna Merry at PCS says that HMRC has also agreed to consult with unions on future changes to working conditions. “While we have agreed some changes to working practices, through our negotiations with HMRC, we have built in mitigations and safeguards for affected members.”
Example CWU and Santander agreement on new ways of working
A ground-breaking agreement has been struck between the CWU and Santander on an innovative and progressive new approach to the post-Covid world of work.
The deal preserves jobs and avoids compulsory redundancies that would otherwise have been inevitable as Santander announced the closing of multiple offices.
New ‘dual location’ contracts will be introduced to allow the majority of employees in closing and consolidating sites to work mainly from home, but with regular attendances at a nearby ‘collaboration hub’. Meanwhile, the interests of those who simply cannot work from home have also been protected with process agreed between union and bank to ensure that office space is prioritised for those with exceptional circumstances. Clauses include:
- A financial incentive supporting ‘dual location’ arrangements including a one-time gross £500 cash lump sum (not pro-rated for part-time employees) for S1/G1 and S2/G2 (and equivalent grades in Santander Technology) in advance of the first year of formalised dual location working. This is to enable individuals (including part-timers) to set up a suitable home environment – though all IT equipment and a chair will be provided by the Bank.
- After the first year, a gross £500-a-year allowance (pro-rated for part-timer employees) for S1/G1 and S2/G2 (and equivalent grades in Santander Technology) being paid to ‘dual location’ contract holders on an ongoing monthly basis after the first anniversary of their switch.
- The introduction of a new ‘Dual Location Charter’ providing clear boundaries and support for working at home that will sit alongside the Bank’s existing ‘industry-leading’ wellbeing programme.
The agreement gives employees genuine choice over their futures as the Bank embarks on a historic move to a predominantly homeworking operating model for those affected by the changes announced to its property estate.
According to CWU national officer Sally Bridge: “The firm view of the union’s Santander national team is that we’ve not just secured that objective, but in the process have negotiated a series of choices, safeguards and compensatory allowances for eligible employees which collectively add up to a ground breaking package that sets an entirely new benchmark of worker protections as we enter a ‘new normal’ that is likely to see similar developments taking place across the wider economy.”
Example: EVG agreement, flexible terms and fixed ‘on call’ rates
The Work 4.0 agreement regulates the principles and frameworks for mobile working. It states that, in principle, all employees have a right, on a voluntary basis, to mobile working or alternating mobile working. However, they must retain an operational portal. There are three types of mobile working:
- Alternating homeworking (partial working at home on a voluntary basis)
- Mobile working (at varying locations on a voluntary basis, where the operational workplace is the focus)
- Company-organised mobile activities (wholly or partially at varying locations specified by the company).
The agreement also standardises fixed minimum pay rates for ‘on-call’ work and states that:
- Operational matters should not be compromised to the professional disadvantage of the employee.
- The employer provides the necessary mobile devices
A workplace outside the company must be suitable for the performance of work, i.e. data protection and confidentiality must be ensured.