GSE 05-21 eir Additional Bonus Payment
24/September/2021
Description
The decision by the company to award an “additional tech bonus” of €250 to staff in the Core and Access Networks, while welcome, does not meet expectations of staff in eir in recognition for their loyal service, over and above the call of duty. Neither does it compare favourably with other employers, whom, in the main, were more financially challenged.
The decision to augment the bonus pay-out for staff in Core and Access, in recognition of the work done to maintain the network in a very challenging environment, rightfully acknowledges the efforts of our members to protect and enhance what is a critical piece of our national infrastructure. More than ever, this vital network helped connect families, communities, and businesses when it was needed the most.
However, they did not do this alone. Our colleagues across all the business areas in eir played their part, in equally challenging circumstances, to ensure the continued success of the company in achieving excellent results. CWU members were front and centre in dealing with the public, contributing to eir’s national response to the pandemic.
The decision by the company not to adequately recognise the efforts of all staff, beggars belief. It has already eroded the sense of solidarity that, up to now, so admirably defined the staff and company response to the pandemic. It also has the potential to undermine the good work and progress achieved in the Call Centres, where staff will rightly conclude they are undervalued again by management.
I can report that I met with the company this week and let senior management know the strength and depth of feeling on this issue. I have explained that a selective bonus of this type will generate negative goodwill, which is hardly sensible, given the relatively small additional expenditure. Against the recent reports that the business has delivered strong financial and operational results it will not be understood. The company need to appreciate it is human assets, not the fixed or tangible assets that differentiate an organisation from its competitors. Regrettably, the company response was most dismissive, citing a reward for the remaining staff was not an entitlement.
From the CWU perspective, the company position is not acceptable, and it is my intention to pursue a claim to address this matter through the appropriate channels. Hopefully, common sense will prevail resulting in a fair and reasonable solution that is acceptable to staff.
I will revert to you further regarding the outcome of the process in due course.