Some time ago BT opted to effectively merge its businesses in Northern Ireland and the Republic and run the company as an ‘all-island’ entity, with all of the cost savings that would go with that.  In conjunction with this the company has been implementing a Retail Transformation programme of change which has impacted on staff on both sides of the border. So far so what you might think, as a Union the CWU has been involved in major change programmes before and have worked with management to ensure they are implemented smoothly whilst ensuring members are properly represented in the process.  The difficulty in this scenario is the staff in BT’s northern operation enjoy the benefits of CWU representation whilst their ‘valued’ staff in the South have been refused equal treatment in this regard.

The CWU has, over the last few months, been recruiting and organising staff in BT to the extent that the membership base has trebled.  Our growing membership has clearly expressed to the CWU that in relation to collective representation, that BT, which is being run on an ‘all-island’ basis, should treat its staff in the Republic no less favourably than staff in Northern Ireland.  To that end, the Union has been in contact with senior management in BT with a view to exploring how a productive and positive relationship could be developed between the union and local management. 

Unfortunately and despite much dialogue on the matter, BT has decided that its staff in the Republic do not merit equal treatment with their colleagues in Northern Ireland and has advised the CWU that at this time they will not recognise the union for collective bargaining purposes.  This response has disappointed the CWU and has provoked anger and frustration among the members who have described the attitude of the company to its staff in the South as derisory and prejudiced.

As a result of this refusal to engage with the Union on an informal basis the CWU has written to the LRC under Enhanced Code of Practice on Voluntary Disputes Resolution (SI 76/2004) and will seek to process the member’s issues through this procedure.  In addition to this the Union will continue with its recruitment campaign which has been boosted by the company’s response to the CWU and which continues to gain momentum.