Recall the year – 2011. The car industry was already in trouble worldwide.
But still the Toyota workers staged a five day strike and banned overtime to secure an OTT agreement. What were they thinking.
And here was the outcome – pay rises under the agreement:
- 6.9.2011 2%
- 1.4.2012 2.5%
- 1.4.2013 3.25%
- 1.4.2014 3.25%
- 6.9.2014 2%
Yes, that’s right, the workers at Toyota are getting two pay rises this year, putting them well above inflation.
But that’s not all: there are all those funny allowances: dirt, height, confined space, etc.
Weirdly, I can’t see what the workers will get in the event of the closure of the factory. It looks at though this will be up to negotiation with the unions.
119.1 Compulsory Redundancy
Should the necessity for a compulsory separation program become apparent TMCA and Union will have further negotiations
which will deal with the following issues:
• Notice period
• Employee support mechanisms
• Continuity of operations
Presumably, the Voluntary Redundancy clause is the minimum base from which negotiations will occur. The entitlements are:
- 4 weeks notice;
- 3 weeks separation pay for every year of service up to a maximum of 75 weeks;
- Shift premium applied to separation pay;
- 20 days of unused sick/carer’s leave paid out.
There was an occurrence in 2012 which really should have put the wind up the workers and unions. In that year, Toyota tapped 350 workers on the shoulder for redundancy according to their workplace attendance and performance (sickies have been a real problem at the plant). And among those tapped on the shoulder were some shop stewards.
Of course, the union was incensed. For them, the only rule that makes sense is “last in, first off”.
I’m not sure what happened in the end, but there was a sign there: Toyota was becoming exasperated.