We understand that it is the company's intention to implement a 3% rise to all drivers and it will be paid in the November pay run.
This is despite the members overwhelmingly rejecting the offer and subsequently voting 95% in favour of a legal ballot for industrial action.
It is crystal clear that the company have no respect for the views of it's employees and indeed do not believe that you, the driver workforce, are unhappy at all. Whatever your views, they are intent on driving a freight train straight through the middle of them which is utterly disgraceful.
If any of you were in any doubt as to the company's intentions then surely it is abundantly clear to you now that it is time to stand up and be counted. If you don't, and your union loses it's power and effectiveness to act on your behalf within this company, then you will surely regret the day that you didn't make a stand.
Thursday
To All GB Oils Drivers
To All GB Oils Drivers
Dear Colleagues
National Consultative Ballot re Industrial Action – GB Oils 2009-2010 National Wage Negotiations
This is to advise you that on closure of the National Consultative Ballot of our members within GB Oils and following collation of all ballot results, that this Unions’ members employed within that of GB Oils have overwhelmingly voted in favour of moving forward and proceeding to a legal ballot for industrial action.
You should be advised that the Union now is taking all necessary steps to ballot our members within a legal ballot on that on the question of industrial action.
I will write to you again, after notifying the Company, of when this legal ballot is due to start and conclude. However for now I would be grateful if you would inform our members that the National Ballot Result has returned a mandate to proceed to the next level and that of a legal ballot for industrial action of which this Union is moving forward on.
I would be obliged if you would bring this to the attention of our membership accordingly and whilst I appreciate that this process is time consuming but with the continued patience and support of our membership we will conclude this legal ballot as quickly as we can.
Yours sincerely
Ron Webb
National Secretary, Logistics
Dear Colleagues
National Consultative Ballot re Industrial Action – GB Oils 2009-2010 National Wage Negotiations
This is to advise you that on closure of the National Consultative Ballot of our members within GB Oils and following collation of all ballot results, that this Unions’ members employed within that of GB Oils have overwhelmingly voted in favour of moving forward and proceeding to a legal ballot for industrial action.
You should be advised that the Union now is taking all necessary steps to ballot our members within a legal ballot on that on the question of industrial action.
I will write to you again, after notifying the Company, of when this legal ballot is due to start and conclude. However for now I would be grateful if you would inform our members that the National Ballot Result has returned a mandate to proceed to the next level and that of a legal ballot for industrial action of which this Union is moving forward on.
I would be obliged if you would bring this to the attention of our membership accordingly and whilst I appreciate that this process is time consuming but with the continued patience and support of our membership we will conclude this legal ballot as quickly as we can.
Yours sincerely
Ron Webb
National Secretary, Logistics
Wednesday
Drivers of Emo,Carlton, CPL Petroleum, Scottish Fuels, Southern Counties,Texaco Equity and GB Oils brands are to be Balloted by Unite the Union for Industrial Action.
After consultative ballot to the drivers of GB Oils who work under the banner of CPL,Carlton,Emo and Scottish Fuels to name just a few as there is over 44 brand names in the GB Oils Stables.
The result of the recent consultative ballot was that 95 % of members voted for industrial action. A legal ballot will now follow. This will be conducted by the Electoral Reform Services on behalf of Unite the Union.
And will be carried out within the next few weeks.
The result of the recent consultative ballot was that 95 % of members voted for industrial action. A legal ballot will now follow. This will be conducted by the Electoral Reform Services on behalf of Unite the Union.
And will be carried out within the next few weeks.
Tuesday
How far will your ££ pound ££ go with GB Oils
Retail Price Index
Current RPI 4.6%
Current CPI 3.1%
RPI remains the favoured basis for inflation references in pay claims. It is the most extensive basket of goods and services and includes housing costs which for most workers is the highest outgoing.
Breakdown of key RPI Statistics
All items index for housing (excluding mortgage interest payments) up 4.9%
Petrol and oil up 8.1%
Vehicle tax and insurance up 32.4%
Rail fares up 8.8%
All goods up 4.3%
Directors to retire happy on six-figure annual pensions
Directors of the UK’s top companies should be well provided for in their retirement even if the rest of the workforce has to tighten its belt, the TUC’s latest PensionsWatch survey suggests.
Whether they are in traditional defined benefit (DB) schemes or up-and-coming defined contribution (DC) schemes, levels of funding are far better than can be found in most workplace pension schemes, where there is one.
Among the 102 major UK companies covered by the survey, around two-thirds (63%) continue to provide DB benefits for at least some directors, while half (48%) provide defined contribution schemes. For those in DB schemes the average accrued pension was £227,726 a year, 26 times the average occupational pension entitlement of the population as a whole. This reflects not only the high level of directors’ salaries but also a generous 1/30th accrual rate as the most common arrangement, which goes together with a common normal retirement age of 60.
For employees, in particular the minority in the private sector who receive any kind of workplace pension, the trend has been towards DC schemes with lower levels of funding. But for directors in DC schemes in the TUC survey the average company contribution was £134,760, an average contribution rate of 19%.
For employees, in particular the minority in the private sector who receive any kind of workplace pension, the trend has been towards DC schemes with lower levels of funding. But for directors in DC schemes in the TUC survey the average company contribution was £134,760, an average contribution rate of 19%.
The last survey by the Association of Consulting Actuaries (ACA) found that companies were putting as little as 4.5% on average into stakeholder pensions (excluding the one in five who contribute nothing) and only a little more into other types of DC scheme — 6.0% into group personal pensions and 6.7% into other DC schemes.
TUC general secretary Brendan Barber said: “Employers often tell us that decent staff pension schemes are no longer affordable. Directors’ representatives are in the vanguard of those attacking public sector pensions. Yet greed is still good in the nation’s top boardrooms where directors continue to reward themselves with seven figure pension pots.”
He accused companies of refusing to fully disclose the lavish pension arrangements of executive directors, either to shareholders or to their own members of staff, and called for an end to “two-tier” provision with all their staff on the same pension arrangements.
Source: LRD
So the only thing not to go up is your pay!!! Think
Current RPI 4.6%
Current CPI 3.1%
RPI remains the favoured basis for inflation references in pay claims. It is the most extensive basket of goods and services and includes housing costs which for most workers is the highest outgoing.
Breakdown of key RPI Statistics
All items index for housing (excluding mortgage interest payments) up 4.9%
Petrol and oil up 8.1%
Vehicle tax and insurance up 32.4%
Rail fares up 8.8%
All goods up 4.3%
Directors to retire happy on six-figure annual pensions
Directors of the UK’s top companies should be well provided for in their retirement even if the rest of the workforce has to tighten its belt, the TUC’s latest PensionsWatch survey suggests.
Whether they are in traditional defined benefit (DB) schemes or up-and-coming defined contribution (DC) schemes, levels of funding are far better than can be found in most workplace pension schemes, where there is one.
Among the 102 major UK companies covered by the survey, around two-thirds (63%) continue to provide DB benefits for at least some directors, while half (48%) provide defined contribution schemes. For those in DB schemes the average accrued pension was £227,726 a year, 26 times the average occupational pension entitlement of the population as a whole. This reflects not only the high level of directors’ salaries but also a generous 1/30th accrual rate as the most common arrangement, which goes together with a common normal retirement age of 60.
For employees, in particular the minority in the private sector who receive any kind of workplace pension, the trend has been towards DC schemes with lower levels of funding. But for directors in DC schemes in the TUC survey the average company contribution was £134,760, an average contribution rate of 19%.
For employees, in particular the minority in the private sector who receive any kind of workplace pension, the trend has been towards DC schemes with lower levels of funding. But for directors in DC schemes in the TUC survey the average company contribution was £134,760, an average contribution rate of 19%.
The last survey by the Association of Consulting Actuaries (ACA) found that companies were putting as little as 4.5% on average into stakeholder pensions (excluding the one in five who contribute nothing) and only a little more into other types of DC scheme — 6.0% into group personal pensions and 6.7% into other DC schemes.
TUC general secretary Brendan Barber said: “Employers often tell us that decent staff pension schemes are no longer affordable. Directors’ representatives are in the vanguard of those attacking public sector pensions. Yet greed is still good in the nation’s top boardrooms where directors continue to reward themselves with seven figure pension pots.”
He accused companies of refusing to fully disclose the lavish pension arrangements of executive directors, either to shareholders or to their own members of staff, and called for an end to “two-tier” provision with all their staff on the same pension arrangements.
Source: LRD
So the only thing not to go up is your pay!!! Think
Sunday
Ballot ****Up Date****
Ballot
Apologies for the delay in releasing the ballot results. This is due to a few small depots not receiving ballot forms. We are trying to sort it out as quickly as possible so please bear with us. We have to be seen to be conducting the ballot in a proper manner even though any extra votes from now on will NOT affect the ballot result in any way which will show that the members are MASSIVELY in favour of industrial action.
The results of the ballot are that 95% of the membership are in favour of industrial action.
If you are not in contact with a steward please make sure you contact one within the next week or so.
If you need to contact one but don't know who your local steward is please e-mail fraser-ross@hotmail.com and she will pass you on to your nearest Shop Steward.
http://www.unitewithus.org.uk/
Apologies for the delay in releasing the ballot results. This is due to a few small depots not receiving ballot forms. We are trying to sort it out as quickly as possible so please bear with us. We have to be seen to be conducting the ballot in a proper manner even though any extra votes from now on will NOT affect the ballot result in any way which will show that the members are MASSIVELY in favour of industrial action.
The results of the ballot are that 95% of the membership are in favour of industrial action.
If you are not in contact with a steward please make sure you contact one within the next week or so.
If you need to contact one but don't know who your local steward is please e-mail fraser-ross@hotmail.com and she will pass you on to your nearest Shop Steward.
http://www.unitewithus.org.uk/
Friday
Tuesday
G B OILS DRIVERS HOW FAR WILL YOUR PAY GO ?
Inflation stays at 3.1% after record jump in clothing costs
The Office for National Statistics said the price of food rose in September, continuing a trend set in the spring. Food prices traditionally fall in the summer months as fresh UK produce hits the shelves, but this year a spike in wheat prices and other basic foodstuffs has pushed shop prices higher.
VAT will rise from 17.5% to 20% in January,
Some estimates have suggested the hike will cost households around £500 a year.
We already pay £31 of every £100 we earn in NI and income tax. If we spend what's left VAT deduction will only leave us with £55.20! estimated the tax increase would cost the average family between £7 and £8 a week ( That’s £400 a year)
So how far will your pay go!!!! With a 3% pay rise will it cover the vat, food, kids clothing and you can see at the pumps fuel up every day.
SO COME ON IT’S TIME TO THINK !!!THE FIGURES JUST DON’T ADD UP YOU DESERVE IT AND SO DOES YOUR FAMILY.
A FAIR DAYS WORK FOR A FAIR DAYS PAY.
Jaguar Land Rover is to invest billions of pounds in its business, creating thousands of new jobs and safeguarding its UK factories, it has announced.
The new jobs will include 1,500 at the Halewood plant on Merseyside next year, while the other two manufacturing sites at Castle Bromwich and Solihull in the West Midlands will be retained, ending fears for their future.
The Unite union said a deal had been struck that included a two-year pay deal worth 5% this year and an above-inflation rise the year after.
The Office for National Statistics said the price of food rose in September, continuing a trend set in the spring. Food prices traditionally fall in the summer months as fresh UK produce hits the shelves, but this year a spike in wheat prices and other basic foodstuffs has pushed shop prices higher.
VAT will rise from 17.5% to 20% in January,
Some estimates have suggested the hike will cost households around £500 a year.
We already pay £31 of every £100 we earn in NI and income tax. If we spend what's left VAT deduction will only leave us with £55.20! estimated the tax increase would cost the average family between £7 and £8 a week ( That’s £400 a year)
So how far will your pay go!!!! With a 3% pay rise will it cover the vat, food, kids clothing and you can see at the pumps fuel up every day.
SO COME ON IT’S TIME TO THINK !!!THE FIGURES JUST DON’T ADD UP YOU DESERVE IT AND SO DOES YOUR FAMILY.
A FAIR DAYS WORK FOR A FAIR DAYS PAY.
Jaguar Land Rover is to invest billions of pounds in its business, creating thousands of new jobs and safeguarding its UK factories, it has announced.
The new jobs will include 1,500 at the Halewood plant on Merseyside next year, while the other two manufacturing sites at Castle Bromwich and Solihull in the West Midlands will be retained, ending fears for their future.
The Unite union said a deal had been struck that included a two-year pay deal worth 5% this year and an above-inflation rise the year after.
Friday
GB Oils Victimisation
There is a real anger gathering pace right around the UK following the underhanded way in which one of your senior stewards was sacked from his job this week. Many of you are asking what the union is going to do about it? All of you that are members are the union, you are it's strength and it's up to you to stand together on issues such as this that you feel strongly about. Many members are saying that the union should ballot the workforce in support of our steward and I would agree. You all know that he was targeted because he was a steward and was suspected of running this blog. How wrong can they be!! A few hundred miles wrong actually. I think also, you can all work out who instigated this and of course who carried it out. Watch your backs everyone, if you don't stand up to things like this, you could be next.
Wednesday
DCC plc-G B Oils more fat cats at the top
DCC announced the appointment of Leslie Van de Walle, who has held positions with Royal Dutch Shell, as a non-executive director. As you can see from this post that the company just likes to treat you with complete contempt as you are looking at fees of £45.000.00. for a man of this experience (God help him)
THIS YOUR TIME SO STAND UP AND TELL THEM NO TO LOW PAY AND NO TO BULLYING
THIS YOUR TIME SO STAND UP AND TELL THEM NO TO LOW PAY AND NO TO BULLYING
Tuesday
Unite to ballot G B Oils Tanker drivers on industrial action
WE SHOULD BE VALUED MORE
WE ARE WORTH MORE!
UNITE THE UNION and your elected Union Leadership are fighting on your behalf to achieve improved Terms and Conditions of Employment for YOU our member. The Company have shown that they believe their shareholders are worth an 8% increase in their dividend in the last year,but you are only worth 3% in the last two years. As you can see from whats going at Inverness (The company G B Oil's) run by paul vian. can not get to you all !! so it looks like that they are trying to get at you by getting at your Shop Steward's
WELL NOW IT WILL BE YOUR TURN
THIS IS YOUR OPPORTUNITY TO STAND TOGETHER AND TELL YOUR EMPLOYER THAT "ENOUGH IS ENOUGH" ;that this cannot go on and that "best wishes" and " thank you's" can't pay the bills.
So by voting for (1) and (2) in the consultative ballot you will send out the message to the board that you will not be intimidated by the BULLY BOYS that have a cheek to call them self's managers.
This is your first and probably your last time to stand up and be MEN if not ??????
WE ARE WORTH MORE!
UNITE THE UNION and your elected Union Leadership are fighting on your behalf to achieve improved Terms and Conditions of Employment for YOU our member. The Company have shown that they believe their shareholders are worth an 8% increase in their dividend in the last year,but you are only worth 3% in the last two years. As you can see from whats going at Inverness (The company G B Oil's) run by paul vian. can not get to you all !! so it looks like that they are trying to get at you by getting at your Shop Steward's
WELL NOW IT WILL BE YOUR TURN
THIS IS YOUR OPPORTUNITY TO STAND TOGETHER AND TELL YOUR EMPLOYER THAT "ENOUGH IS ENOUGH" ;that this cannot go on and that "best wishes" and " thank you's" can't pay the bills.
So by voting for (1) and (2) in the consultative ballot you will send out the message to the board that you will not be intimidated by the BULLY BOYS that have a cheek to call them self's managers.
This is your first and probably your last time to stand up and be MEN if not ??????
Friday
Victimisation
A senior steward was targeted today for carrying his mobile phone. He was put on a truck that didn't have a cab phone and was sent a text by a member of management to his personal phone. When he returned to the depot his cab was searched.
This rule is now in the drivers handbook. It is accepted however, that management use this form of communication widely and regularly when drivers are on vehicles without a cab phone. There is documented evidence of this all across the UK.
With this in mind we can only assume that this is harrasment and victimisation of a shop steward and for obvious reason.
***** The driver has now been suspended****** but only after they got him to do is last load ?
Following the suspension of an NNC member a full time officer will be making representation to the company 1st thing Monday morning. If anyone has any evidence that management use personal mobiles to contact drivers or pay for phone top ups where there is no cab phones, please contact Fraser Ross who will pass on this information to a Full Time officer in support of our steward.
This is national hotline number to call if you see an truck working that should not be or driver that is working over is wtd .This number puts you through to the VI inteligence unit who,I am assured, will take your call in strictest confidence and if you so wish anonymously.The more info you can supply the better.
0870 60 60 440
National Intelligence Co-ordinator- Phil Stokes, 0117 954 3336
Intelligence Officers;-
Scotland - Vic Grant 0131 244 6520
North West - Mike Power 0161 947 1050
North East- Tracey Collins 01937 844724
South Wales and West Midlands -
Nigel Wright 01452 382781
Eastern - David Templeman 01536 513621
South Eastern- Gordon Richardson 01903 767593
Western - Ian Gould 01722 414131
A ########## haulage firm has been fined £15,000 for flouting driver’s hours laws which could have led to serious or fatal accidents.
Bosses of ######-based ****** Transport pleaded guilty to 30 offences of driver’s exceeding legal daily driving periods and not taking the necessary rest.
They were sentenced at Scunthorpe Magistrates court on Monday (17 May) where the firm was fined £500 for each offence and ordered to pay a further £30,000 towards prosecution costs.
Two of the firm’s drivers appeared at court and pleaded guilty to creating false drivers hours records.
Fines were also handed out to six further employees for driving for too long and not taking proper rests. The drivers were fined a total of £3,290 including costs and victims surcharge.
It follows an18-month investigation by government road safety agency Vehicle and Operator Services Agency (VOSA). Examiners from VOSA began looking at the companies records in December 2008 and discovered that it had been ignoring the regulations which protect the safety of the drivers and other road users.
Alex Fiddes, VOSA Chief Operating Officer said:
Tired drivers run the risk of causing serious or fatal accidents. This case shows what a dim view the courts take of drivers and operators who abuse driver’s hours rules and don’t take proper rests.
VOSA is determined to find and prosecute those people who endanger the lives of other road users in this way.”
This rule is now in the drivers handbook. It is accepted however, that management use this form of communication widely and regularly when drivers are on vehicles without a cab phone. There is documented evidence of this all across the UK.
With this in mind we can only assume that this is harrasment and victimisation of a shop steward and for obvious reason.
***** The driver has now been suspended****** but only after they got him to do is last load ?
Following the suspension of an NNC member a full time officer will be making representation to the company 1st thing Monday morning. If anyone has any evidence that management use personal mobiles to contact drivers or pay for phone top ups where there is no cab phones, please contact Fraser Ross who will pass on this information to a Full Time officer in support of our steward.
This is national hotline number to call if you see an truck working that should not be or driver that is working over is wtd .This number puts you through to the VI inteligence unit who,I am assured, will take your call in strictest confidence and if you so wish anonymously.The more info you can supply the better.
0870 60 60 440
National Intelligence Co-ordinator- Phil Stokes, 0117 954 3336
Intelligence Officers;-
Scotland - Vic Grant 0131 244 6520
North West - Mike Power 0161 947 1050
North East- Tracey Collins 01937 844724
South Wales and West Midlands -
Nigel Wright 01452 382781
Eastern - David Templeman 01536 513621
South Eastern- Gordon Richardson 01903 767593
Western - Ian Gould 01722 414131
A ########## haulage firm has been fined £15,000 for flouting driver’s hours laws which could have led to serious or fatal accidents.
Bosses of ######-based ****** Transport pleaded guilty to 30 offences of driver’s exceeding legal daily driving periods and not taking the necessary rest.
They were sentenced at Scunthorpe Magistrates court on Monday (17 May) where the firm was fined £500 for each offence and ordered to pay a further £30,000 towards prosecution costs.
Two of the firm’s drivers appeared at court and pleaded guilty to creating false drivers hours records.
Fines were also handed out to six further employees for driving for too long and not taking proper rests. The drivers were fined a total of £3,290 including costs and victims surcharge.
It follows an18-month investigation by government road safety agency Vehicle and Operator Services Agency (VOSA). Examiners from VOSA began looking at the companies records in December 2008 and discovered that it had been ignoring the regulations which protect the safety of the drivers and other road users.
Alex Fiddes, VOSA Chief Operating Officer said:
Tired drivers run the risk of causing serious or fatal accidents. This case shows what a dim view the courts take of drivers and operators who abuse driver’s hours rules and don’t take proper rests.
VOSA is determined to find and prosecute those people who endanger the lives of other road users in this way.”
Monday
10th September Manchester Pay Awards 2009-2010
The union met with management on 10th September in Manchester. The Management made it clear that their position was unchanged and they would not increase the current offer. They also told the union and the NNC that their intelligence leads them to believe that the driver workforce are happy with the offer that had been made. In short, the company have thrown down the gauntlet to all of you and, reading between the lines, they don't believe you have the strength to take them on.
Your representatives have exhausted every available avenue and feel that unfortunately they now have no alternative but to ballot all members for industrial action in support of your rejection of the company offer. The ballot will start within the next week or so and your steward will contact you with the details.
We are still getting a few members claiming that they are not receiving enough information from their steward. If you need information or want to go on the mailing list please contact Fraser Ross and he will put you in contact with your local steward.
Your representatives have exhausted every available avenue and feel that unfortunately they now have no alternative but to ballot all members for industrial action in support of your rejection of the company offer. The ballot will start within the next week or so and your steward will contact you with the details.
We are still getting a few members claiming that they are not receiving enough information from their steward. If you need information or want to go on the mailing list please contact Fraser Ross and he will put you in contact with your local steward.
Wednesday
Competition worries force GB Oils to sell Western Isles fuel interests
A FUEL distribution business has offered to sell its newly– acquired interests on the Western Isles over competition concerns.
The Office of Fair Trading said yesterday that it was considering an offer by Cheshire-based GB Oils to dispose of the Brogan oil distribution operations it acquired last year as part of a wider deal.
GB Oils, part of Irish-listed conglomerate DCC bought out Motherwell-based Brogan in a £42.5 million deal. The watchdog has since said that the merger raised competition concerns in the Western Isles, where the enlarged group would have accounted for almost the entire supply of heating oils and transport fuels.
In addition to offering to dispose of the distribution business on the islands, GB Oils also said it would offer a potential purchaser a fuel storage facility at its marine oil terminal in Stornoway.
Amelia Fletcher, OFT senior director for mergers, said: "The OFT received a large number of complaints regarding the impact of the merger in the Western Isles. After a careful investigation, we agreed that there were competition concerns.
Once finalised, we are confident that the divestment package will restore pre-merger levels of competition for the distribution of heating oils and transport fuels.
The Office of Fair Trading said yesterday that it was considering an offer by Cheshire-based GB Oils to dispose of the Brogan oil distribution operations it acquired last year as part of a wider deal.
GB Oils, part of Irish-listed conglomerate DCC bought out Motherwell-based Brogan in a £42.5 million deal. The watchdog has since said that the merger raised competition concerns in the Western Isles, where the enlarged group would have accounted for almost the entire supply of heating oils and transport fuels.
In addition to offering to dispose of the distribution business on the islands, GB Oils also said it would offer a potential purchaser a fuel storage facility at its marine oil terminal in Stornoway.
Amelia Fletcher, OFT senior director for mergers, said: "The OFT received a large number of complaints regarding the impact of the merger in the Western Isles. After a careful investigation, we agreed that there were competition concerns.
Once finalised, we are confident that the divestment package will restore pre-merger levels of competition for the distribution of heating oils and transport fuels.
Monday
DCC to buy Paris-based supplier of electronics for initial sum of €11.4m
DCC IS to acquire French electronics distributor Comtrade for €11.4 million, with a deferred consideration of up to €9.8 million to be paid over three years
Sunday
GB Oils 2010 National Wage Negotiations – Friday 10th September
Dear Colleagues
This is to advise you that it has been agreed that the National Committee will reconvene for further discussions on Friday 10th September.
Would you please ensure that the membership are advised that we are meeting the Company again on this date.
Yours sincerely
Ron Webb
National Secretary
This is to advise you that it has been agreed that the National Committee will reconvene for further discussions on Friday 10th September.
Would you please ensure that the membership are advised that we are meeting the Company again on this date.
Yours sincerely
Ron Webb
National Secretary
Wednesday
"dcc indicates further acquisitions likely this year"
DCC is hoping make further acquisitions this year to follow two purchases made over the last few months.
The company spent €36 million in the first quarter of its financial year purchasing Pearts, a medium-sized oil distributor in the north of England and an oil storage operations in Aberdeen,Inverness, Scotland.
Last month, its healthcare division sold its mobility and rehabilitation business for €30 million. The firm accounted for less than 1 per cent of the operating profits that DCC earned in its last financial year.
The company told shareholders that it expected operating profits in its current financial year, which ends on March 31st, 2011, to increase by 5 per cent over last year and for earnings per share to be “modestly ahead” of 2010.
“Although it is still early in the group’s financial year, it is encouraging that in the first quarter ended June 30th, 2010, the group traded ahead of the prior year and modestly ahead of expectations,” the company said.
DCC’s operations made a profit of €192.8 million in the 12 months ended March 31st last. Sales were €6.7 billion.
The company spent €36 million in the first quarter of its financial year purchasing Pearts, a medium-sized oil distributor in the north of England and an oil storage operations in Aberdeen,Inverness, Scotland.
Last month, its healthcare division sold its mobility and rehabilitation business for €30 million. The firm accounted for less than 1 per cent of the operating profits that DCC earned in its last financial year.
The company told shareholders that it expected operating profits in its current financial year, which ends on March 31st, 2011, to increase by 5 per cent over last year and for earnings per share to be “modestly ahead” of 2010.
“Although it is still early in the group’s financial year, it is encouraging that in the first quarter ended June 30th, 2010, the group traded ahead of the prior year and modestly ahead of expectations,” the company said.
DCC’s operations made a profit of €192.8 million in the 12 months ended March 31st last. Sales were €6.7 billion.
"Up North"
Vehicle examiners in Scotland are expected to be given powers to stop suspect vehicles for the first time in a bid to cut the number of dangerous trucks and coaches on the roads.
The proposals would give the Vehicle and Operator Services Agency (VOSA) more flexibility in tackling vehicles they suspect are overloaded or breaking operating or driving hours rules.
Justice Secretary Kenny MacAskill has been lobbying Westminster to change the law, which says police must accompany vehicle inspectors on the roadside lorry checks, which aim to take dangerous and defective vehicles off the road.
Now it has emerged the Department of Transport (DoT) is proposing to allow VOSA officials to carry out the checks on their own – as they already do in England and Wales.
The proposals would give the Vehicle and Operator Services Agency (VOSA) more flexibility in tackling vehicles they suspect are overloaded or breaking operating or driving hours rules.
Justice Secretary Kenny MacAskill has been lobbying Westminster to change the law, which says police must accompany vehicle inspectors on the roadside lorry checks, which aim to take dangerous and defective vehicles off the road.
Now it has emerged the Department of Transport (DoT) is proposing to allow VOSA officials to carry out the checks on their own – as they already do in England and Wales.
Monday
Info
NOTICE
Further to the recent correspondence from the Company regarding the rejection of the pay offer, I would advise you that unless progress can be made at the next meeting with the Company the prospect of a ballot for industrial action will become inevitable. Therefore, I would ask that all Union members check with their relevant stewards to confirm that the contact details we have are correct and up to date. This information is vital should we need conduct a ballot for industrial action.
I thank you for your continued support and understanding during these negotiations.
MATT DRAPER
REGIONAL OFFICER
Further to the recent correspondence from the Company regarding the rejection of the pay offer, I would advise you that unless progress can be made at the next meeting with the Company the prospect of a ballot for industrial action will become inevitable. Therefore, I would ask that all Union members check with their relevant stewards to confirm that the contact details we have are correct and up to date. This information is vital should we need conduct a ballot for industrial action.
I thank you for your continued support and understanding during these negotiations.
MATT DRAPER
REGIONAL OFFICER
Saturday
Britain’s tanker drivers have had enough,
Britain’s tanker drivers have had enough, Unite warns
The UK's major oil companies, retailers and independents providing fuel for the nation have been warned by Unite the union that their strategy of squeezing conditions of delivery drivers to feed profits will backfire with potentially serious consequences for the country.
With morale among the estimated 3000 drivers at an all-time low, Unite has written to the leading operators in the fuel sector (see list in Notes below) to warn them that unstable employment, redundancies arising from constant reorganisation of operations and attacks on earnings are forcing the workforce towards conflict.
Such are the scale of the problems that Unite has called an autumn summit to consider the action needed to safeguard stability within the sector. Unite is urging the employers to stop and think again about their employment strategy, offering them this opportunity to enter into discussions now with the union to avert possible industrial action later in the year.
Ron Webb, Unite's national officer for logistics, said: "We have consistently warned the oil employers that their strategy of attacking wages and squeezing more and more out of their drivers but giving them less and less in return will backfire.
"Unfortunately, they have not listened so now we are at a very dangerous moment for this sector. In my fifteen years as a negotiator for this sector I have never witnessed such low morale among the drivers. This is a workforce which is highly specialist and delivers a product this country's smooth functioning depends upon. They are also working for some of the most profitable companies in the land. All they are asking for in return is a wage which reflects their hard work and professionalism."
Unite claims that the greater use of alternative contractors only too willing to undercut other employers is behind the driving down of wages and hitting conditions of employment. In addition, tanker drivers are reporting a brutal management style with little protection for the drivers.
Ron Webb continued: "It is sadly not unusual for a tanker driver to have long service and a good work record yet to find that if they make mistake, have one bad day, they are then sacked. It is now a ‘one strike and you are out’ culture which places drivers under dreadful pressure.
"Time and workers' patience are now running out so we appeal to the key stakeholders to engage with Unite in finding a better way forward. Minimum standards on safety and decent terms and conditions are a prerequisite for success in this sector. So too must the attacks on workers' pensions cease and the merry-go-round where it is not unusual for drivers to have as many as ten different employers with no or poor pensions when they retire. Quite simply enough is enough."
In the letter to the country's leading petroleum sector employers, Unite’s assistant general secretary Len McCluskey, writes:
"We know at this moment in time there are many challenges facing the UK economy, which Unite fully understands and is dealing with in a variety of ways. Notwithstanding this, it is our firm belief that unless the key stakeholders within this particular sector must take considerable note of the serious deterioration in employee morale with the constant threats to continued employment, the constant threats arising from cost down agendas, constant attacks on our members’ terms and conditions of employment, which all give rise to an extremely negative period within this sector."
For further information, please contact Ron Webb on 07976 833 487 or Pauline Doyle on 07976 832 861
Notes: Unite has written to the following employers within the sector:
Asda Stores Ltd
BP Oils Ltd
Conocophillips Petroleum Ltd
Esso Petroleum Company Ltd
GB Oils
Greenergy Fuels Ltd
J Sainsbury PLC
Kuwait Petroleum (UK Holdings) Ltd
Murco Petroleum Ltd
PACE Petroleum Ltd
Petroplus Refining & Marketing Ltd
Shell Tankers (UK) Ltd
Tesco Distribution Ltd
WM Morrisons Supermarkets PLC
Total UK Ltd
Texaco
The UK's major oil companies, retailers and independents providing fuel for the nation have been warned by Unite the union that their strategy of squeezing conditions of delivery drivers to feed profits will backfire with potentially serious consequences for the country.
With morale among the estimated 3000 drivers at an all-time low, Unite has written to the leading operators in the fuel sector (see list in Notes below) to warn them that unstable employment, redundancies arising from constant reorganisation of operations and attacks on earnings are forcing the workforce towards conflict.
Such are the scale of the problems that Unite has called an autumn summit to consider the action needed to safeguard stability within the sector. Unite is urging the employers to stop and think again about their employment strategy, offering them this opportunity to enter into discussions now with the union to avert possible industrial action later in the year.
Ron Webb, Unite's national officer for logistics, said: "We have consistently warned the oil employers that their strategy of attacking wages and squeezing more and more out of their drivers but giving them less and less in return will backfire.
"Unfortunately, they have not listened so now we are at a very dangerous moment for this sector. In my fifteen years as a negotiator for this sector I have never witnessed such low morale among the drivers. This is a workforce which is highly specialist and delivers a product this country's smooth functioning depends upon. They are also working for some of the most profitable companies in the land. All they are asking for in return is a wage which reflects their hard work and professionalism."
Unite claims that the greater use of alternative contractors only too willing to undercut other employers is behind the driving down of wages and hitting conditions of employment. In addition, tanker drivers are reporting a brutal management style with little protection for the drivers.
Ron Webb continued: "It is sadly not unusual for a tanker driver to have long service and a good work record yet to find that if they make mistake, have one bad day, they are then sacked. It is now a ‘one strike and you are out’ culture which places drivers under dreadful pressure.
"Time and workers' patience are now running out so we appeal to the key stakeholders to engage with Unite in finding a better way forward. Minimum standards on safety and decent terms and conditions are a prerequisite for success in this sector. So too must the attacks on workers' pensions cease and the merry-go-round where it is not unusual for drivers to have as many as ten different employers with no or poor pensions when they retire. Quite simply enough is enough."
In the letter to the country's leading petroleum sector employers, Unite’s assistant general secretary Len McCluskey, writes:
"We know at this moment in time there are many challenges facing the UK economy, which Unite fully understands and is dealing with in a variety of ways. Notwithstanding this, it is our firm belief that unless the key stakeholders within this particular sector must take considerable note of the serious deterioration in employee morale with the constant threats to continued employment, the constant threats arising from cost down agendas, constant attacks on our members’ terms and conditions of employment, which all give rise to an extremely negative period within this sector."
For further information, please contact Ron Webb on 07976 833 487 or Pauline Doyle on 07976 832 861
Notes: Unite has written to the following employers within the sector:
Asda Stores Ltd
BP Oils Ltd
Conocophillips Petroleum Ltd
Esso Petroleum Company Ltd
GB Oils
Greenergy Fuels Ltd
J Sainsbury PLC
Kuwait Petroleum (UK Holdings) Ltd
Murco Petroleum Ltd
PACE Petroleum Ltd
Petroplus Refining & Marketing Ltd
Shell Tankers (UK) Ltd
Tesco Distribution Ltd
WM Morrisons Supermarkets PLC
Total UK Ltd
Texaco
Tuesday
Fuel Focus issue 05
Fuel Focus issue 05
Well Sam says good by to us all in the magazine “Fuel Focus” you know the magazine that you all get?
Sorry that some of you get as it cost to much to print a copy for all you effing drivers . So if you get a minutes you can ask a member of staff for a look.
Any way back to the magazine .Our great leader sam has asked the staff “yes the staff” not you the effing drivers, if they had completed the questionnaire that the company had sent out to all the workforce at a great cost.
On the front page he describes GB oils as a democracy and giving the workforce the vote and I quote .It is no use unless you use it and certainly as a company, we are not a Dictatorship? As long as you are not a effing driver
Democracy no!! not even a banana republic.
Still on page one we have a member of staff getting a long service award.
Well from the drivers Peter congratulations but where are the awards for the driver out there I know one driver out there that was told oh sorry did we miss you out just go out a get some thing for your self and we will pay for it and another driver was to proud to say about is long service so got sod all.
Yes we look after the staff
Oh but wait on page two we have a mention of a driver
Oh that’s only the company trying to blow there own trumpet to the rest of the oil companies look we have a driver in the top three.
Still on page two new awards
~~~~~~~~~~~~~~
Driver of the Month
Outstanding Employee
Team of the Month
Speciality Fuels Award
~~~~~~~~~~~~~~~
So can we make some new suggestion for you, what about
Arse Licker of the Month
Mangers that gets rid of the most effing drivers
Gold if he has had long service
Silver if he is in the effing union
And
Bronze just because he is a effing driver
Or
Bully of the month
~~~~~~~~~~~~~~~
Page three,four,five all just about how good the staff are.
Page six we have depot focus on Southampton it says that the depot has a team of twelve yes 12 staff working day and night and have sold to date 103.395litres in four months.
I wonder how they got all the fuel out as the depot has 9 tankers and 9 drivers but not a word in the article about the effing drivers that have to go out in all whether to get the fuel out???
Page 7 competition but hell you can not enter as most of you don’t get the magazine.
Page 8 all about how good the staff are
So that its that your caring magazine for you.
Oh one more thing as you know over the last few years we have lost a lot of our colleges with payoffs but when it comes to the top of the tree Sam and the boys well it just not the same you see we need Sam so lets give him a new post Hell look at the money we have so good old Sam stays in is new post of the new part-time role as a non-executive Chairman of GB Oils.
God help us all
Yes the magazine is meant for the whole of the workforce
Well Sam says good by to us all in the magazine “Fuel Focus” you know the magazine that you all get?
Sorry that some of you get as it cost to much to print a copy for all you effing drivers . So if you get a minutes you can ask a member of staff for a look.
Any way back to the magazine .Our great leader sam has asked the staff “yes the staff” not you the effing drivers, if they had completed the questionnaire that the company had sent out to all the workforce at a great cost.
On the front page he describes GB oils as a democracy and giving the workforce the vote and I quote .It is no use unless you use it and certainly as a company, we are not a Dictatorship? As long as you are not a effing driver
Democracy no!! not even a banana republic.
Still on page one we have a member of staff getting a long service award.
Well from the drivers Peter congratulations but where are the awards for the driver out there I know one driver out there that was told oh sorry did we miss you out just go out a get some thing for your self and we will pay for it and another driver was to proud to say about is long service so got sod all.
Yes we look after the staff
Oh but wait on page two we have a mention of a driver
Oh that’s only the company trying to blow there own trumpet to the rest of the oil companies look we have a driver in the top three.
Still on page two new awards
~~~~~~~~~~~~~~
Driver of the Month
Outstanding Employee
Team of the Month
Speciality Fuels Award
~~~~~~~~~~~~~~~
So can we make some new suggestion for you, what about
Arse Licker of the Month
Mangers that gets rid of the most effing drivers
Gold if he has had long service
Silver if he is in the effing union
And
Bronze just because he is a effing driver
Or
Bully of the month
~~~~~~~~~~~~~~~
Page three,four,five all just about how good the staff are.
Page six we have depot focus on Southampton it says that the depot has a team of twelve yes 12 staff working day and night and have sold to date 103.395litres in four months.
I wonder how they got all the fuel out as the depot has 9 tankers and 9 drivers but not a word in the article about the effing drivers that have to go out in all whether to get the fuel out???
Page 7 competition but hell you can not enter as most of you don’t get the magazine.
Page 8 all about how good the staff are
So that its that your caring magazine for you.
Oh one more thing as you know over the last few years we have lost a lot of our colleges with payoffs but when it comes to the top of the tree Sam and the boys well it just not the same you see we need Sam so lets give him a new post Hell look at the money we have so good old Sam stays in is new post of the new part-time role as a non-executive Chairman of GB Oils.
God help us all
Yes the magazine is meant for the whole of the workforce
From the NNC
From the comments being made it is clear that there is some confusion with our position. Please read this carefully so that you understand fully what the position is.
The recent pay offer of 3% for one year or 5% for two years has been overwhelmingly rejected. A letter has been sent to the company explaining this and inviting them to meet the NNC and your union with an improved offer.
We are, at this time, awaiting a response from the company.
We have to give the company a reasonable amount of time to respond and as the letter was sent on 19th July I ask you to try your best to be patient and bear with us.
Please understand that we cannot ballot the workforce for industrial action without going through a proper legal process.
If the company respond and have not improved their offer to the members, then you will have the opportunity that we are well aware that you desperately want and get your legal ballot for industrial action.
As soon as we know I will make sure something is posted on the blog so that you are all up to speed. Many thanks 27th July 2010
The recent pay offer of 3% for one year or 5% for two years has been overwhelmingly rejected. A letter has been sent to the company explaining this and inviting them to meet the NNC and your union with an improved offer.
We are, at this time, awaiting a response from the company.
We have to give the company a reasonable amount of time to respond and as the letter was sent on 19th July I ask you to try your best to be patient and bear with us.
Please understand that we cannot ballot the workforce for industrial action without going through a proper legal process.
If the company respond and have not improved their offer to the members, then you will have the opportunity that we are well aware that you desperately want and get your legal ballot for industrial action.
As soon as we know I will make sure something is posted on the blog so that you are all up to speed. Many thanks 27th July 2010
Tied together with string and glue
I have a question for the drivers in England and Wales could you tell me. Do you have drivers like we do in Scotland who haven't had a vehicle for months ? it is a common occurrence in Scotland for drivers not to have a tanker for months and months . When our tankers go for a service we don't get the back on the road for weeks between 2 to 4 week . When it`s time for a M.O.T it can take months to get them back on the road , the M.O.T failure is also a common thing . All we hear from the company is for us to save money ,with the cut back in overtime to the trackers for the company watch what we`re doing . The vehicle up here in Scotland could be off the road for weeks because some one is arguing over the price of a spare part . The company goes on about fuel efficient driving ,times to do deliveries and overtime costs , nothing is ever said about down time of vehicles . drivers with no tankers or the length of time off the road for services or M.O.T failures .
A Driver
Friday
gb oils has a duty of care to its employees
You may or may not be aware that there is in your GB Oils Drivers handbook a part that says personal mobile phones must not be carried in the vehicle, there has been disagreement on this matter for some time now, it has been said that this will now be enforced and anyone caught will be disiplined, now get of your cloud and engage brain, i do understand that drivers with ear plugs in while driveing is not good, so if you catch them doing this then fine, caught using your phone while driving , well the country has a law for this, then fine,But picture this you are delivering to a farm ( dangerous places) no one is about so you carry out your safe delivery assesment , all seems fine as farms go , delivery made , more lovely loot for GB Oils you come down the ladder in a safe and ordely way then "Bang" a sheepdog comes from no where , you jump back ,"OH SSSSSHIT i have justbacked on to a rustey spike that has just gone through the inside of my leg just under the family allowance, Fear not i can ring 999 from my mobile , OH SSSHIT i was not allowed to bring it with me , and also this sheep dog is still havin a chew on me, but i cant move off this spike or i WILL bleed too DEATH because the spike has gone through the main arterey , but its ok i can ring on my cab phone, but no i cant move off the spike as it is the only thing that is stopping the bleeding!, dont worry i think,(will i ever see my lovely wife and kids again , or am i stuck with this fuking sheep dog? then it comes too me in a warm light with angels and sparkaly things ,DON,T WORRY GB OILS DRIVER WE ARE WATCHING YOU ON THE TRACKER and after 1hr plus another we MIGHT? think something is wrong so we may ring you on yourcab phone, but you dont answer? well i,m sure you,ll have to have ameeting to sort that one out. but then ther is something i forgot to say it is 6.45 PM ON a Friday and you have all gone home too YOUR WIVES AND KIDS !! never mind that will be 1 less driver too pay come Mon , i for one WILL carry my mobile for personal use in my time andalso as a form of contact in times of emergency, if i am too be disiplined for this then i will take it to a tribunal , GB OILS HAS aduty of care to its employees, i think they need to rember this , dont forget that we are still all not paid for our meal breaks , but are expected to stay in the wagon as a unpaid security guard, do G B really want too get into that as well???IF DRIVERS USE PERSONAL MOBILES , WHILE DRIVING OR FOR LISTENING TOO MUSIC WHILE DRIVING AND GB OILS HAVE STILL ENOUGH IMAGE MEMORY ON THEIR DIGITAL CAMERAS THEN FINE ,DO THEM BUT DON,T GET REALLY STUPID!!!! ITS COMING TOO A DEPOT NEAR YOU UNLESS YOU PROTEST LEAVE YOUR COMMENTS AND PASS THIS ON
Tuesday
Trust
Hi all we at Ellesmere Port depot were told a transport analyst who he said worked for gb oils, and has been brought in to analyse all the wagons and drivers to help reduce the running costs. the analyst was looking to cut back on fuel consumption based on idling over speed harsh breaking via the blue tree tracking system, we asked will this data to be used for disciplinary against the driver and he said not by him as its only his job to point out to the company were we can save money.
Then after winning our trust he and the depot supervisor followed a driver into the services were he produced a camera and took pictures of the driver up to no good and the driver was immediately suspended and the police were informed.
Then after winning our trust he and the depot supervisor followed a driver into the services were he produced a camera and took pictures of the driver up to no good and the driver was immediately suspended and the police were informed.
Friday
gb oils-scottish fuels take over from BP in Aberdeen and Inverness
The cash outlay on acquisitions in the last quarter was €36 million.
In May, as previously announced, dcc Energy acquired Pearts, a medium sized oil distribution business which operates from four locations in the North of England, for a consideration of €15 million.
In June, dcc Energy acquired two oil importation and storage terminals in Inverness and Aberdeen in Scotland for a consideration of €19 million.
Post the acquisition, dcc Energy will use these terminals to provide storage and throughput services to major oil companies who will continue to sell fuel directly into the market place.
The acquisition of the terminals enhances dcc Energy's position in the Scottish market and creates opportunities for dcc Energy to expand into the marine fuels market.
In May, as previously announced, dcc Energy acquired Pearts, a medium sized oil distribution business which operates from four locations in the North of England, for a consideration of €15 million.
In June, dcc Energy acquired two oil importation and storage terminals in Inverness and Aberdeen in Scotland for a consideration of €19 million.
Post the acquisition, dcc Energy will use these terminals to provide storage and throughput services to major oil companies who will continue to sell fuel directly into the market place.
The acquisition of the terminals enhances dcc Energy's position in the Scottish market and creates opportunities for dcc Energy to expand into the marine fuels market.
dcc modestly ahead in first quarter
dcc said today 16/07/2010 that it continues to expect operating profit to rise about 5 per cent in the year to March 2011, and adjusted earnings to be modestly ahead of the prior year excluding currency swings.
Saturday
DCC what pay freeze
Dear Colleagues
By now you will all have had your letter from Paul Williams and David Pollock but what they did not tell you is this
(1) the pay freeze did not AFFECT the top of the tree in DCC just the very bottom.
(2) The top executive director Mr Tommy Breen in 2008 to 2009 got a rise of 163.000 euro and in the year of the pay freeze 2009 2010 he got a rise of 23.000 euros ONLY 23.000 thousand i here you say. Yes 3% but is bonus went from 411.00 euro to 700.000 euro that up by 289.000 euros. in total is total wage bill for 2009 2010 is 1.674 million euros.
(3) In total the top 10 in DCC got this year 7.064 million euros
So Paul the payroll costs are 50% of operating costs well they will be if that is what the top ten get what about all the rest of the directors in the group ??????????? i bet you that the wages for the rest of the work force do not get near 7.067 million euros.
SO MEN ITS UP TO YOU!!! DO YOU WANT SOME OF THAT HARD EARNED CASH THAT YOU MADE LAST WINTER OR DO YOU THINK IT'S FAIR THAT YOUR MANAGEMENT AND SHARE HOLDERS GET ALL THE REWARDS FOR YOUR HARD WORK.
By now you will all have had your letter from Paul Williams and David Pollock but what they did not tell you is this
(1) the pay freeze did not AFFECT the top of the tree in DCC just the very bottom.
(2) The top executive director Mr Tommy Breen in 2008 to 2009 got a rise of 163.000 euro and in the year of the pay freeze 2009 2010 he got a rise of 23.000 euros ONLY 23.000 thousand i here you say. Yes 3% but is bonus went from 411.00 euro to 700.000 euro that up by 289.000 euros. in total is total wage bill for 2009 2010 is 1.674 million euros.
(3) In total the top 10 in DCC got this year 7.064 million euros
So Paul the payroll costs are 50% of operating costs well they will be if that is what the top ten get what about all the rest of the directors in the group ??????????? i bet you that the wages for the rest of the work force do not get near 7.067 million euros.
SO MEN ITS UP TO YOU!!! DO YOU WANT SOME OF THAT HARD EARNED CASH THAT YOU MADE LAST WINTER OR DO YOU THINK IT'S FAIR THAT YOUR MANAGEMENT AND SHARE HOLDERS GET ALL THE REWARDS FOR YOUR HARD WORK.
Bullying
June 2010
Chris Wood.
Formerly of, Kingsbury Terminal, Tamworth, Staffordshire
30+ plus years in the industry. 20 years on current contract. Clean record throught out.
Watch this space!
Hung out to dry?
Known bully in the industry behind it?
Totally setup?
This site will be updated shortly with the fully story of how bullying members of management teams can twist the truth to suit themselves and unfairly dismiss a loyal, long serving employee without a second thought.
Evidence, statements and all the documents involved throught out will be available, and you can make your own mind up who is behind it and how this employee has been treated far to harshly and more importantly how it could effect you.
THE OUTCOME OF THIS NOT ONLY EFFECTS CHRIS WOOD,
BUT WILL EFFECT ALL TANKER DRIVERS IN THIS INDUSTRY.
IF THEY DO IT TO ONE DRVER THEY'LL DO TO ANY OF US.
HOW CAN YOU HELP?
http://tankerdriver.co.uk
Chris Wood.
Formerly of, Kingsbury Terminal, Tamworth, Staffordshire
30+ plus years in the industry. 20 years on current contract. Clean record throught out.
Watch this space!
Hung out to dry?
Known bully in the industry behind it?
Totally setup?
This site will be updated shortly with the fully story of how bullying members of management teams can twist the truth to suit themselves and unfairly dismiss a loyal, long serving employee without a second thought.
Evidence, statements and all the documents involved throught out will be available, and you can make your own mind up who is behind it and how this employee has been treated far to harshly and more importantly how it could effect you.
THE OUTCOME OF THIS NOT ONLY EFFECTS CHRIS WOOD,
BUT WILL EFFECT ALL TANKER DRIVERS IN THIS INDUSTRY.
IF THEY DO IT TO ONE DRVER THEY'LL DO TO ANY OF US.
HOW CAN YOU HELP?
http://tankerdriver.co.uk
Thursday
DCC sells healthcare business for €37m
DCC has sold its Mobility & Rehabilitation business for €37 million (Stg£31 million) to US company
The company’s energy division – which constitutes almost 60 per cent of profits – was the main driver of growth.
The company’s energy division – which constitutes almost 60 per cent of profits – was the main driver of growth.
Tuesday
TO ALL MEMBERS
It has come to the attention of the Union that g b oils are sending e-mails to all depots asking that the management to try and find out how many Union members are in each depot.
AS YOU KNOW IT HAS SOD ALL TO DO WITH THEM SO IF YOU ARE ASKED "TELL THEM TO SOD OFF".
It looks like that they are looking to take you on???????????????????????
AS YOU KNOW IT HAS SOD ALL TO DO WITH THEM SO IF YOU ARE ASKED "TELL THEM TO SOD OFF".
It looks like that they are looking to take you on???????????????????????
Thursday
TO ALL MEMBERS
TO ALL MEMBERS
On Thursday 3rd June a meeting was held at the Unite office in Holborn, London to discuss this year's pay review for the driver workforce within GB Oils.
I first invite you all to view this page; http://www.dcc.ie/dcc/ir/results_and_presentations/2010/prelims_pr_10/prelims_pr_10.pdf
In anyone's book these are fantastic figures considering that GB Oils imposed a pay freeze last year (despite huge profits the previous year), because the forecast for the year ending April 2010 was not good. Now the union is being told that once again things are not looking good and the company cannot afford to give a decent pay award to it's drivers.
The mindset of the drivers is quite clear. You did not get a pay award of any kind last year and yet despite this, worked your butts off during one of the coldest winter for over 30 years, earning GB Oils vast profits. The expectation is that the company would recognise that you the drivers didn't "rock the boat" when you could have in December and that they would take these things into consideration when this years pay award came around.
How wrong can you be?
As I understand it, the company are offering you 3% for this year(which equates to 1.5% for each of the last 2 years), or 5% over the next 2 years(which equates to 1.66% for each of the last 2 years and next year) bearing in mind that RPI is currently 5.4% and the group have just posted profits of 192.8 million euros and have a revenue of 6.725 billion euros.
Your shop steward will shortly be visiting all members at their depots and explaining the offer in detail and asking for your views on it. You will then have the opportunity to vote whether to accept or reject it. Your union strongly recommends that you reject it resoundingly.
The ball is now in your court. You have been asking for the opportunity to voice your opinion and to be balloted. This is your chance to have your say. If you choose not to back your stewards the consequences could be catastrophic!
Frazer
On Thursday 3rd June a meeting was held at the Unite office in Holborn, London to discuss this year's pay review for the driver workforce within GB Oils.
I first invite you all to view this page; http://www.dcc.ie/dcc/ir/results_and_presentations/2010/prelims_pr_10/prelims_pr_10.pdf
In anyone's book these are fantastic figures considering that GB Oils imposed a pay freeze last year (despite huge profits the previous year), because the forecast for the year ending April 2010 was not good. Now the union is being told that once again things are not looking good and the company cannot afford to give a decent pay award to it's drivers.
The mindset of the drivers is quite clear. You did not get a pay award of any kind last year and yet despite this, worked your butts off during one of the coldest winter for over 30 years, earning GB Oils vast profits. The expectation is that the company would recognise that you the drivers didn't "rock the boat" when you could have in December and that they would take these things into consideration when this years pay award came around.
How wrong can you be?
As I understand it, the company are offering you 3% for this year(which equates to 1.5% for each of the last 2 years), or 5% over the next 2 years(which equates to 1.66% for each of the last 2 years and next year) bearing in mind that RPI is currently 5.4% and the group have just posted profits of 192.8 million euros and have a revenue of 6.725 billion euros.
Your shop steward will shortly be visiting all members at their depots and explaining the offer in detail and asking for your views on it. You will then have the opportunity to vote whether to accept or reject it. Your union strongly recommends that you reject it resoundingly.
The ball is now in your court. You have been asking for the opportunity to voice your opinion and to be balloted. This is your chance to have your say. If you choose not to back your stewards the consequences could be catastrophic!
Frazer
Tuesday
DCC posts 'excellent' 20% pretax profit rise
DCC has reported a 20 per cent growth in pretax profits for the year ended March 31st, 2010, beating estimates and analysts’ expectations.
An “excellent performance” in the second half of the year boosted profits according to the company, with growth in its energy division offsetting falling profits in the group’s smaller environmental and food and beverage units.
On a constant currency basis, overall pretax profit was up 27 per cent to €164.9 million. Operating profit rose by 6.9 per cent – 12.8 per cent on a constant currency basis to €192.8 million.
Pretax profits before exceptionals and amortisation was up 14.1 per cent at €182.1 million and 20.7 per cent stronger on a constant currency basis. Three-quarters of DCC’s profits are denominated in sterling
An “excellent performance” in the second half of the year boosted profits according to the company, with growth in its energy division offsetting falling profits in the group’s smaller environmental and food and beverage units.
On a constant currency basis, overall pretax profit was up 27 per cent to €164.9 million. Operating profit rose by 6.9 per cent – 12.8 per cent on a constant currency basis to €192.8 million.
Pretax profits before exceptionals and amortisation was up 14.1 per cent at €182.1 million and 20.7 per cent stronger on a constant currency basis. Three-quarters of DCC’s profits are denominated in sterling
Pay Talks 2009/2010
Dear Colleagues
As you all well know that there was a meeting in London with the company last Thursday 3rd of June regarding the pay awards for 2009-2010. But to date G B oils have not come back with a offer in writing to the membership. So in till such time that we get that offer in writing we can not ask the membership to accept or REFUSE the offer.
Regards Frazer.
As you all well know that there was a meeting in London with the company last Thursday 3rd of June regarding the pay awards for 2009-2010. But to date G B oils have not come back with a offer in writing to the membership. So in till such time that we get that offer in writing we can not ask the membership to accept or REFUSE the offer.
Regards Frazer.
The group's operating profit for the full year rose 12.8 per cent on a constant currency basis to €192.8 million
dcc Energy, dcc’s largest division, had another year of excellent operating profit
growth driven by significant development activity in Britain and continental
Europe. dcc Energy’s proven ability to identify, execute, integrate and extract
synergies from acquisitions was the key to this growth. The business also
enjoyed the benefit of a second consecutive cold winter, although temperatures
during the key trading months of April and from October through March were
overall similar to the prior year??????
dcc achieved constant currency revenue growth of 10.8% to €6.7 billion driven by acquisitions in dcc
growth driven by significant development activity in Britain and continental
Europe. dcc Energy’s proven ability to identify, execute, integrate and extract
synergies from acquisitions was the key to this growth. The business also
enjoyed the benefit of a second consecutive cold winter, although temperatures
during the key trading months of April and from October through March were
overall similar to the prior year??????
dcc achieved constant currency revenue growth of 10.8% to €6.7 billion driven by acquisitions in dcc
Saturday
JOINT STATEMENT
JOINT STATEMENT
This is a Joint Statement issued following a meeting of GB Oils Ltd and UNITE, on 27th April 2010.
Both the Company and the Union are delighted to announce that they have agreed and signed a National Framework for the driver workforce and Paul Williams, Director of England and Wales, has now joined the National Committee (NNC).
Furthermore we have formed a joint working party to progress the issue of parity of terms and conditions of employment for drivers and agreed the terms of reference for this group:
‘The aim of the Harmonisation Working Party is to use reasonable
endeavours to achieve the objective of harmonising terms and
conditions of employment within 5 years, or as soon as is
reasonably practicable thereafter.’
The working party members will be 4 Managers from the Company, 4 Union representatives and 1 Union Regional Officer.
Discussion took place around the settlement of wage negotiations and both the Company and the Union recognise that this needs to be settled promptly. A further meeting has been arranged to take place in London on 3rd June 2010 and both parties are determined to achieve a quick and reasonable outcome to the negotiations.
Issued on 28th April 2010
DAVID POLLOCK RON WEBB
UK Group Transport Manager UNITE National Secretary
PAUL WILLIAMS
Director
DI FOOTE
Head of Human Resources
This is a Joint Statement issued following a meeting of GB Oils Ltd and UNITE, on 27th April 2010.
Both the Company and the Union are delighted to announce that they have agreed and signed a National Framework for the driver workforce and Paul Williams, Director of England and Wales, has now joined the National Committee (NNC).
Furthermore we have formed a joint working party to progress the issue of parity of terms and conditions of employment for drivers and agreed the terms of reference for this group:
‘The aim of the Harmonisation Working Party is to use reasonable
endeavours to achieve the objective of harmonising terms and
conditions of employment within 5 years, or as soon as is
reasonably practicable thereafter.’
The working party members will be 4 Managers from the Company, 4 Union representatives and 1 Union Regional Officer.
Discussion took place around the settlement of wage negotiations and both the Company and the Union recognise that this needs to be settled promptly. A further meeting has been arranged to take place in London on 3rd June 2010 and both parties are determined to achieve a quick and reasonable outcome to the negotiations.
Issued on 28th April 2010
DAVID POLLOCK RON WEBB
UK Group Transport Manager UNITE National Secretary
PAUL WILLIAMS
Director
DI FOOTE
Head of Human Resources
Sunday
"We want staff to take pride in the work they do and enjoy working for GB Oils".
A driver from Ashford who has been with the company for 28 years with a previously unblemished record recently had a contamination mainly due to a paper work error on his part. He was dismissed on Friday 9th April.
On Monday 12th April the drivers from Ashford were called in for a meeting where they were asked for voluntary redundancies.
We will leave it up to you to decide what happened here. We will just point out that the company, and I quote, - "We want staff to take pride in the work they do and enjoy working for GB Oils".
What a joke!!!
@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@
Well Genteleman.
Can you please share all your happy experience with GB Oils to Sam and the boys. It can be how well that the company looks after you when you have trouble with your Router,Manager,Home or if you have had a illness or any thing ?
Just send a e-mail or post a comment thanks
Frazer.
On Monday 12th April the drivers from Ashford were called in for a meeting where they were asked for voluntary redundancies.
We will leave it up to you to decide what happened here. We will just point out that the company, and I quote, - "We want staff to take pride in the work they do and enjoy working for GB Oils".
What a joke!!!
@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@@
Well Genteleman.
Can you please share all your happy experience with GB Oils to Sam and the boys. It can be how well that the company looks after you when you have trouble with your Router,Manager,Home or if you have had a illness or any thing ?
Just send a e-mail or post a comment thanks
Frazer.
" From Sam and the Boys"
From the mild weather of late autumn to the severe conditions of December and January onwards, once again the year proved that that the future is always unpredictable. In recent months we have had some of the most severe conditions ever experienced in the British Isles, I myself, and friends of my generation have had difficulty remembering more severe times.
This caused our business many problems; although the influx of orders appears to have benefited our bottom line, actually making the deliveries proved difficult to say the least. The dangerous road conditions meant that our drivers had to be extra careful when making deliveries for the safety of themselves, our customers and the general public. In addition, staff all over the country found it difficult to get to work, in some cases offices and depots had to close. Customer relations became strained and the telephone lines were red hot.
We have had many challenges during the last year, and they have continued into 2010. Reduced volumes and more difficult margins meant that when the order book did start to fill, the logistics of getting to customers was more difficult. The support of all our staff is essential at such times and I would like to thank you all for your efforts over the past months.
Lately we have made a number of acquisitions and there may be a perception amongst staff that the process and finances involved in making strategic purchases is easy. At the same time, I’m aware that there has been a frustration with our decision to hold back on pay increases during 2009. The simple truth is that, as a business, fuel distribution is a low margin industry; only by controlling our cost base can we successfully compete in the marketplace. BP, Shell and Texaco/Chevron have all exited this business because it was no longer financially viable for them to remain. We are competing with smaller family-owned businesses that by their very nature can operate with much lower costs.
The terms and conditions currently enjoyed within GB Oils are in the highest quartile within the fuel distribution business in Britain. We’ll certainly be seeking to improve conditions within 2010 but we need to balance this against the competitive environment in which we are operating. At the same time we need to demonstrate that we are a fair and equitable company to work for and we reward staff at all levels for the efforts that they have put in to the company.
We want staff to take pride in the work they do and enjoy working for GB Oils. Our proposed improvements to internal communications and human resources processes aim to go someway to helping reinforce GB Oils’ culture and develop and sense of community that will not only benefit current employees but appeal to potential future staff members, investors and other stakeholders.
DCC will only allow us to make further acquisitions if we demonstrate that we can integrate our business model in a way that allows us to grow market share, develop customer satisfaction and retain staff morale. These are the ingredients for success and I assume no one wants to work for an unsuccessfully company.
Constructive feedback from our employees is always appreciated and goes a long way to improving communication channels. An anonymous blog does little, if anything, to improve real dialogue within any company. Only by genuine understanding of the company vision and we all attempt to participate in a meaningful future.
I thank you all for your commitment to customers, to your colleagues and to the company and I am confident that we can build a better shared future throughout 2010.
Thanks.
Sam Chambers
This caused our business many problems; although the influx of orders appears to have benefited our bottom line, actually making the deliveries proved difficult to say the least. The dangerous road conditions meant that our drivers had to be extra careful when making deliveries for the safety of themselves, our customers and the general public. In addition, staff all over the country found it difficult to get to work, in some cases offices and depots had to close. Customer relations became strained and the telephone lines were red hot.
We have had many challenges during the last year, and they have continued into 2010. Reduced volumes and more difficult margins meant that when the order book did start to fill, the logistics of getting to customers was more difficult. The support of all our staff is essential at such times and I would like to thank you all for your efforts over the past months.
Lately we have made a number of acquisitions and there may be a perception amongst staff that the process and finances involved in making strategic purchases is easy. At the same time, I’m aware that there has been a frustration with our decision to hold back on pay increases during 2009. The simple truth is that, as a business, fuel distribution is a low margin industry; only by controlling our cost base can we successfully compete in the marketplace. BP, Shell and Texaco/Chevron have all exited this business because it was no longer financially viable for them to remain. We are competing with smaller family-owned businesses that by their very nature can operate with much lower costs.
The terms and conditions currently enjoyed within GB Oils are in the highest quartile within the fuel distribution business in Britain. We’ll certainly be seeking to improve conditions within 2010 but we need to balance this against the competitive environment in which we are operating. At the same time we need to demonstrate that we are a fair and equitable company to work for and we reward staff at all levels for the efforts that they have put in to the company.
We want staff to take pride in the work they do and enjoy working for GB Oils. Our proposed improvements to internal communications and human resources processes aim to go someway to helping reinforce GB Oils’ culture and develop and sense of community that will not only benefit current employees but appeal to potential future staff members, investors and other stakeholders.
DCC will only allow us to make further acquisitions if we demonstrate that we can integrate our business model in a way that allows us to grow market share, develop customer satisfaction and retain staff morale. These are the ingredients for success and I assume no one wants to work for an unsuccessfully company.
Constructive feedback from our employees is always appreciated and goes a long way to improving communication channels. An anonymous blog does little, if anything, to improve real dialogue within any company. Only by genuine understanding of the company vision and we all attempt to participate in a meaningful future.
I thank you all for your commitment to customers, to your colleagues and to the company and I am confident that we can build a better shared future throughout 2010.
Thanks.
Sam Chambers
Info
Hi all
Just back from my holidays so i have not had the time to update the site.So my apologies to all.
Fraser Ross
Just back from my holidays so i have not had the time to update the site.So my apologies to all.
Fraser Ross
Saturday
Thank You
Mary Raeside
Thank you to all those who have been kind enough to express their commiserations. We really appreciate your kind thoughts and am sure my dad would have appreciated them too.
Thank you to all those who have been kind enough to express their commiserations. We really appreciate your kind thoughts and am sure my dad would have appreciated them too.
Thursday
Union
Briefing Document from the Legal Department of UNITE the Union for pickets/drivers during official industrial action
As you will beware members of our union at British Airways have announced their intention to take industrial action in defence of their right to be consulted and reach agreement on changes to their terms and conditions of employment. Despite repeated offers from our shop stewards and members that would provide a solution to British Airways current difficulties the company have rejected all those offers which included pay cuts in place of job cuts, therefore protecting passenger service on British Airways and the interests of the airline going forward.
Our union has announced 3 days of strike action on the 20th / 21st & 22nd March 2010 followed by a further 4 days of strike action on 27th/ 28th/ 29th & 30thMarch 2010. The union will of course for as long as the dispute continues advice of further action.
During this dispute our members ought to be aware that were they are faced with a picket line involving those workers in dispute then the following advice applies.
1. It is perfectly lawful for pickets to approach workers; lorry drivers and drivers of other vehicles as well as warehouse, dispatch, administrative and other groups of employees. It is perfectly lawful for these pickets to ask workers to stop, to communicate information to them on the merits of their dispute and to peacefully persuade them to honour the picket by abstaining from working.
2. If members approach any picket line they should advise the pickets that support is given to the dispute by Unite the Union and they will not undertake any work outside of their normal contractual duties, neither will they take over the work normally conducted by those workers in dispute. If your company management demands that you do take over the work of those in dispute the union will lawfully resist such demands and could ballot our members for industrial action.
3. If members approach or are approached by pickets and on assessing the situation feel insecure, threatened in any way or indeed believe that their presence or continued operation in the area could endanger either themselves or others, they have the right to remove themselves from the situation.
4. If it is believed that this is the only available course of action members should leave the area and contact their employer for further guidance. If contact cannot be made with their employer and they are not at their place of work they should return to their place of work, unless advised otherwise.
5. You have a statutory duty under the Health and Safety at Work Act (1974) Section 7, not to endanger yourself or others during the course of your work. This decision is one that can only be made by yourself as the individual concerned, having assessed the situation as you see it on the ground. As above, in these circumstances you should remove yourself from the area and contact your employer for further guidance.
6. Your employer also has a statutory responsibility to assess all risks to both yourself as an employee and to other who may be affected by or arising from their operations. This duty is found within the Management of Health and Safety at Work Regulations (1992). This risk assessment must be up to date and relevant to the situation, in writing and provided to you on request prior to you commencing duties.
I trust that the above is useful information and that you will make every effort to ensure that it is brought to the attention of our members as a matter of some urgency.
Legal Director
March 2010
As you will beware members of our union at British Airways have announced their intention to take industrial action in defence of their right to be consulted and reach agreement on changes to their terms and conditions of employment. Despite repeated offers from our shop stewards and members that would provide a solution to British Airways current difficulties the company have rejected all those offers which included pay cuts in place of job cuts, therefore protecting passenger service on British Airways and the interests of the airline going forward.
Our union has announced 3 days of strike action on the 20th / 21st & 22nd March 2010 followed by a further 4 days of strike action on 27th/ 28th/ 29th & 30thMarch 2010. The union will of course for as long as the dispute continues advice of further action.
During this dispute our members ought to be aware that were they are faced with a picket line involving those workers in dispute then the following advice applies.
1. It is perfectly lawful for pickets to approach workers; lorry drivers and drivers of other vehicles as well as warehouse, dispatch, administrative and other groups of employees. It is perfectly lawful for these pickets to ask workers to stop, to communicate information to them on the merits of their dispute and to peacefully persuade them to honour the picket by abstaining from working.
2. If members approach any picket line they should advise the pickets that support is given to the dispute by Unite the Union and they will not undertake any work outside of their normal contractual duties, neither will they take over the work normally conducted by those workers in dispute. If your company management demands that you do take over the work of those in dispute the union will lawfully resist such demands and could ballot our members for industrial action.
3. If members approach or are approached by pickets and on assessing the situation feel insecure, threatened in any way or indeed believe that their presence or continued operation in the area could endanger either themselves or others, they have the right to remove themselves from the situation.
4. If it is believed that this is the only available course of action members should leave the area and contact their employer for further guidance. If contact cannot be made with their employer and they are not at their place of work they should return to their place of work, unless advised otherwise.
5. You have a statutory duty under the Health and Safety at Work Act (1974) Section 7, not to endanger yourself or others during the course of your work. This decision is one that can only be made by yourself as the individual concerned, having assessed the situation as you see it on the ground. As above, in these circumstances you should remove yourself from the area and contact your employer for further guidance.
6. Your employer also has a statutory responsibility to assess all risks to both yourself as an employee and to other who may be affected by or arising from their operations. This duty is found within the Management of Health and Safety at Work Regulations (1992). This risk assessment must be up to date and relevant to the situation, in writing and provided to you on request prior to you commencing duties.
I trust that the above is useful information and that you will make every effort to ensure that it is brought to the attention of our members as a matter of some urgency.
Legal Director
March 2010
Sunday
Union
Brothers we will hopefully be announcing the new union structure within GB Oils within the next week or so. There have been lots of members coming forward from all regions wishing to be part of the new structure and the membership is increasing rapidly which is very encouraging for all of us. We fully understand that some of you feel frustrated with what you see as delaying tactics by the management. It is vitally important that we get the new structure absolutely right for all of us and this takes time. We all need to stay calm, measured and patient. We are asking you all to have an input into this years pay claim and if you haven't already had contact with a steward please do so as soon as possible to give your feedback from your depot on what you think is a fair claim for this year, bearing in mind that there was no award for 2009 despite huge profits.
The forthcoming meeting on 24th March will be the first of its kind and it will be at this meeting that all of the member’s feedback will be considered and the pay claim for this year will be formulated. By now we should all be accustomed to pay negotiations dragging on and we don't expect this year to be any different. When we do reach a settlement remember that it will be back dated to your individual anniversary dates and don't forget that the company will be releasing their profits around May time. We are all working tirelessly on your behalf and we ask you to give us your trust and support and if we all stand together, which is the very reason we are part of the union, we can achieve our goal.
The forthcoming meeting on 24th March will be the first of its kind and it will be at this meeting that all of the member’s feedback will be considered and the pay claim for this year will be formulated. By now we should all be accustomed to pay negotiations dragging on and we don't expect this year to be any different. When we do reach a settlement remember that it will be back dated to your individual anniversary dates and don't forget that the company will be releasing their profits around May time. We are all working tirelessly on your behalf and we ask you to give us your trust and support and if we all stand together, which is the very reason we are part of the union, we can achieve our goal.
Wednesday
Survey
This week many of you will be issued with a survey to get your views on GB Oils. Please take the time to complete it and try and make sure that you answer it honestly but sensibly. Abusive comments will probably be discarded. Apparently many of you are nervous of filling them in for fear of reprisals by management. If this is you then we suggest that you don't put your specific depot on the form just the region you work in. If anyone suffers any reprisals from their manager please contact Frazer and he will put you in touch with your local steward.
Friday
Smoking Help
A Southern counties driver based at Ipswich was this week sacked for smoking in his cab. A member of the public called in and reported him. As you all now know it is illegal to smoke at your place of work and a specially in a tanker.
But as this company that we work for has no help in this department I have set out a list of numbers for any drivers to get help.
http://smokefree.nhs.uk/ England
http://www.canstopsmoking.com/ Scotland
http://www.stopsmokingwales.com/ Wales
Northern Ireland Smoking Helpline
If you live in Northern Ireland please call 0800 85 85 85.
Scotland Smoking Helpline
If you live in Scotland please call 0800 84 84 84.
Wales Smoking Helpline
If you live in Wales please call 0800 1690 169.
Isle of Man Smoking Helpline
If you live on the Isle of Man please call 01624 642 404.
NHS Stop Smoking Helpline –
If you live in England please call 0800 022 4332
But as this company that we work for has no help in this department I have set out a list of numbers for any drivers to get help.
http://smokefree.nhs.uk/ England
http://www.canstopsmoking.com/ Scotland
http://www.stopsmokingwales.com/ Wales
Northern Ireland Smoking Helpline
If you live in Northern Ireland please call 0800 85 85 85.
Scotland Smoking Helpline
If you live in Scotland please call 0800 84 84 84.
Wales Smoking Helpline
If you live in Wales please call 0800 1690 169.
Isle of Man Smoking Helpline
If you live on the Isle of Man please call 01624 642 404.
NHS Stop Smoking Helpline –
If you live in England please call 0800 022 4332
Tuesday
JOINT STATEMENT
JOINT STATEMENT
This is a Joint Statement issued following a meeting of GB Oils Ltd and UNITE, on 2nd February 2010.
The purpose of this meeting was to further discuss and agree the structure of the National Negotiating Committee (NNC) and Framework and also to discuss the recent correspondence between the Union and the Company and the Union’s intention to ballot members in regard to industrial action.
The Union confirmed that their members have requested and support the setting up of the NNC and a National Framework for bargaining, consultation and communication and requested that the Company take no further action in regard to any pay reviews for 2010 until the Framework is agreed and the Union have put forward a structured pay claim.
The Company agreed to this and in this regard a National Conference of union representatives will take place on 24th March 2010 in order that they may consult on the claim to be put to the Company. Attendees are yet to be agreed.
A meeting of the NNC will then be arranged towards the end of March/beginning of April to negotiate the award.
Following negotiation the Union will ballot their members in regard to the proposed award and the Company will liaise directly with all non-union members.
Once a decision has been reached, the Company will liaise with representatives of each of the individual Brand contracts to discuss how the award will be applied locally at their respective anniversary dates.
In order to continue the work on the National Framework, the Company have agreed to submit a proposed document in line with the issues raised at this meeting and a further meeting has been arranged to take place on 24th February 2010, where it is hoped that the final Framework will be agreed.
It should be noted that Terms and Conditions of employment do not form part of this Framework and neither the Company nor the Union have entered into any discussion on this matter.
As a result of the progression made at this meeting, the Union have agreed to suspend the proposed ballot of members regarding industrial action.
Issued on
DAVID POLLOCK DIANE FOOTE RON WEBB
UK Group Transport Manager Head of HR UNITE National Secretary
This is a Joint Statement issued following a meeting of GB Oils Ltd and UNITE, on 2nd February 2010.
The purpose of this meeting was to further discuss and agree the structure of the National Negotiating Committee (NNC) and Framework and also to discuss the recent correspondence between the Union and the Company and the Union’s intention to ballot members in regard to industrial action.
The Union confirmed that their members have requested and support the setting up of the NNC and a National Framework for bargaining, consultation and communication and requested that the Company take no further action in regard to any pay reviews for 2010 until the Framework is agreed and the Union have put forward a structured pay claim.
The Company agreed to this and in this regard a National Conference of union representatives will take place on 24th March 2010 in order that they may consult on the claim to be put to the Company. Attendees are yet to be agreed.
A meeting of the NNC will then be arranged towards the end of March/beginning of April to negotiate the award.
Following negotiation the Union will ballot their members in regard to the proposed award and the Company will liaise directly with all non-union members.
Once a decision has been reached, the Company will liaise with representatives of each of the individual Brand contracts to discuss how the award will be applied locally at their respective anniversary dates.
In order to continue the work on the National Framework, the Company have agreed to submit a proposed document in line with the issues raised at this meeting and a further meeting has been arranged to take place on 24th February 2010, where it is hoped that the final Framework will be agreed.
It should be noted that Terms and Conditions of employment do not form part of this Framework and neither the Company nor the Union have entered into any discussion on this matter.
As a result of the progression made at this meeting, the Union have agreed to suspend the proposed ballot of members regarding industrial action.
Issued on
DAVID POLLOCK DIANE FOOTE RON WEBB
UK Group Transport Manager Head of HR UNITE National Secretary
Saturday
News from up in Scotland
It is with sadness that i inform the blog that one of our colleagues, Andrew Raeside died when is tanker jack-knifed and hit a bridge.
Our condolences to all is Family,Friends and colleagues
Any one wishing to contribute to collection for Andys Family, please see a Shop Steward.
Thank You Frazer.
The collection for Andy from the drivers in Grangemouth ,is open to all companies not just G .B oils
Full story
http://news.bbc.co.uk/nolpda/ukfs_news/hi/newsid_8501000/8501188.stm
Our condolences to all is Family,Friends and colleagues
Any one wishing to contribute to collection for Andys Family, please see a Shop Steward.
Thank You Frazer.
The collection for Andy from the drivers in Grangemouth ,is open to all companies not just G .B oils
Full story
http://news.bbc.co.uk/nolpda/ukfs_news/hi/newsid_8501000/8501188.stm
Friday
Wage negotiations
Unite Leaflets and Posters
The Unite officials and senior representatives met the Company this week for formal discussions involving national bargaining and wage negotiations for the year 2010. From a boisterous start, the discussions concluded extremely constructively to a position where I am now awaiting further correspondence from GB Oils to take both the bargaining arrangements and discussions on wage negotiations forward.
Many points of confusion were clarified and corrected and unquestionably the union and Company left the meeting both amicably and satisfied.
Preparation of the Union leaflets was made before the discussions with GB Oils management took place and following the meeting of last week with GB Oils management, the National Stewards agreed with me that the said leaflets WOULD NOT BE DISTRIBUTED. Again this decision being made on the back of a successful meeting. I have therefore understandably received a complaint from GB Oils that apparently some shop stewards have released inadvertently for circulation these leaflets. Would you please immediately withdraw the Unite leaflets from circulation as clearly the Union is now in positive constructive discussions with the Company.
I thank all shop stewards for their consideration.
Best regards
Ron Webb
-o0o- -o0o- -o0o- -o0o-
Following our meeting with GB Oils management we are now in a good position to move things forward very positively. There will be a further meeting on 24th Feb when we hope to finalise an agreement for national bargaining. Following this we will hold a conference in London for stewards covering most contracts within GB Oils where we will formulate this years pay claim after consulting the members for their views. It is clear from the members feedback that the pay freeze for 2009 is far from forgotten. Rest assured that neither has it been forgotten by the stewards and it will be at the forefront of our minds during this years negotiations. We all understand the frustrations you feel but please bear with us and be patient - we are getting there. It is a complicated process and we have to be sure we are getting it absolutely right.
A Senior Steward
The Unite officials and senior representatives met the Company this week for formal discussions involving national bargaining and wage negotiations for the year 2010. From a boisterous start, the discussions concluded extremely constructively to a position where I am now awaiting further correspondence from GB Oils to take both the bargaining arrangements and discussions on wage negotiations forward.
Many points of confusion were clarified and corrected and unquestionably the union and Company left the meeting both amicably and satisfied.
Preparation of the Union leaflets was made before the discussions with GB Oils management took place and following the meeting of last week with GB Oils management, the National Stewards agreed with me that the said leaflets WOULD NOT BE DISTRIBUTED. Again this decision being made on the back of a successful meeting. I have therefore understandably received a complaint from GB Oils that apparently some shop stewards have released inadvertently for circulation these leaflets. Would you please immediately withdraw the Unite leaflets from circulation as clearly the Union is now in positive constructive discussions with the Company.
I thank all shop stewards for their consideration.
Best regards
Ron Webb
-o0o- -o0o- -o0o- -o0o-
Following our meeting with GB Oils management we are now in a good position to move things forward very positively. There will be a further meeting on 24th Feb when we hope to finalise an agreement for national bargaining. Following this we will hold a conference in London for stewards covering most contracts within GB Oils where we will formulate this years pay claim after consulting the members for their views. It is clear from the members feedback that the pay freeze for 2009 is far from forgotten. Rest assured that neither has it been forgotten by the stewards and it will be at the forefront of our minds during this years negotiations. We all understand the frustrations you feel but please bear with us and be patient - we are getting there. It is a complicated process and we have to be sure we are getting it absolutely right.
A Senior Steward
Wednesday
Revenue and operating profits grow at DCC
The company said operating profit and adjusted earnings per share for the year to March 31st, 2010, would be between 5 per cent to 10 per cent ahead of the previous year.
Friday
Reply to a unsigned letter from Ms Foote
Dear Ms Foote
I thank you and acknowledge receipt of your letter of 28th January.
I genuinely believe that at this stage that equally your correspondence has confused me. It is important for me to place on record that this Union does not move permitually or unprofessionally forward with any employer on the question of a consultative ballot for industrial action. Before this Union and indeed myself as the National Secretary moves to such measures, every item of detail is taken into consideration before we make such decisions.
I believe that it is important to remind the Company that the origins of our discussions of last year were bourn out of the fact that the Union at that time was giving serious consideration to balloting its members on the question of industrial action arising out of your Company’s decision to make no pay award whatsoever to any of our members.
Following meetings between ourselves, which I have to say that were both well intended and good spirited and unquestionably making progress with regard to the matter of national bargaining arrangements etc, you will know that constantly the trade union enquired as to the position with regard to any form of pay award to our members for the year 2009. Consistently the Company led myself, the Union representatives and therefore the Unite Union to believe that a decision would be made approximately around the October period. No such decision was forthcoming where we were advised at the meeting in December that a decision was imminent and this Union then requested to be notified of that before 1st January. We felt that it was important to stress the 1st January date as clearly my shop stewards and this Union were under pressure from our members wanting to know what the position was. Only then in January, and after I contacted you again, did you then advise this Union that no pay award would be forthcoming and at the same time and almost before this Union advising your employees of the decision.
The Unite Union has unquestionably demonstrated to you as the employer that some form of award was affordable. The Unite’s position with this has not changed. The communication that was sent to all your employees and indeed me quite frankly was both confusing, could have meant that members got something or absolutely zero. So unfortunately the communication to your employees was utterly confusing in my view and in the view of Union representatives. Neither at any time did the Company write to me quite clearly clarifying that where we had bargaining arrangements it would recognize these bargaining arrangements.
Equally, it also has to be noted that you have not concluded the national bargaining arrangements and therefore it would be obvious to consider that such a matter on conclusion of the new bargaining arrangements with the Unite Union would have been fully discussed before any such circular went live to your employees. Therefore, quite understandably, the Unite Union has seen a lack of respect for both proper process with the Union and a lack of respect and dignity on behalf of our members within this matter. You should therefore be not at all surprised at both the anger of shop stewards and your workers, not in just the decision you have made but to be equally frank, the manner in which you are progressing matters with that of the Unite Union.
The meeting on the 2nd February gives both the Company and the Union an opportunity to state both its position and endeavour to find a way forward. The Union would always prefer dialogue and agreement to conflict. However, in going forward, the views of Unite on behalf of its members must be given weighted consideration where evidently at this stage appears not to.
I conclusion, the meeting of the 2nd provides an opportunity for us to eradicate any confusion and clearly attempt to find a way forward.
I look forward to your response.
Yours sincerely
Ron Webb
National Secretary, Logistics
I thank you and acknowledge receipt of your letter of 28th January.
I genuinely believe that at this stage that equally your correspondence has confused me. It is important for me to place on record that this Union does not move permitually or unprofessionally forward with any employer on the question of a consultative ballot for industrial action. Before this Union and indeed myself as the National Secretary moves to such measures, every item of detail is taken into consideration before we make such decisions.
I believe that it is important to remind the Company that the origins of our discussions of last year were bourn out of the fact that the Union at that time was giving serious consideration to balloting its members on the question of industrial action arising out of your Company’s decision to make no pay award whatsoever to any of our members.
Following meetings between ourselves, which I have to say that were both well intended and good spirited and unquestionably making progress with regard to the matter of national bargaining arrangements etc, you will know that constantly the trade union enquired as to the position with regard to any form of pay award to our members for the year 2009. Consistently the Company led myself, the Union representatives and therefore the Unite Union to believe that a decision would be made approximately around the October period. No such decision was forthcoming where we were advised at the meeting in December that a decision was imminent and this Union then requested to be notified of that before 1st January. We felt that it was important to stress the 1st January date as clearly my shop stewards and this Union were under pressure from our members wanting to know what the position was. Only then in January, and after I contacted you again, did you then advise this Union that no pay award would be forthcoming and at the same time and almost before this Union advising your employees of the decision.
The Unite Union has unquestionably demonstrated to you as the employer that some form of award was affordable. The Unite’s position with this has not changed. The communication that was sent to all your employees and indeed me quite frankly was both confusing, could have meant that members got something or absolutely zero. So unfortunately the communication to your employees was utterly confusing in my view and in the view of Union representatives. Neither at any time did the Company write to me quite clearly clarifying that where we had bargaining arrangements it would recognize these bargaining arrangements.
Equally, it also has to be noted that you have not concluded the national bargaining arrangements and therefore it would be obvious to consider that such a matter on conclusion of the new bargaining arrangements with the Unite Union would have been fully discussed before any such circular went live to your employees. Therefore, quite understandably, the Unite Union has seen a lack of respect for both proper process with the Union and a lack of respect and dignity on behalf of our members within this matter. You should therefore be not at all surprised at both the anger of shop stewards and your workers, not in just the decision you have made but to be equally frank, the manner in which you are progressing matters with that of the Unite Union.
The meeting on the 2nd February gives both the Company and the Union an opportunity to state both its position and endeavour to find a way forward. The Union would always prefer dialogue and agreement to conflict. However, in going forward, the views of Unite on behalf of its members must be given weighted consideration where evidently at this stage appears not to.
I conclusion, the meeting of the 2nd provides an opportunity for us to eradicate any confusion and clearly attempt to find a way forward.
I look forward to your response.
Yours sincerely
Ron Webb
National Secretary, Logistics
Wednesday
Union
Dear Ms Foote
Unite Consultative Ballot for Industrial Action
Following the Company’s decision not to make any pay award to my members for the year 2009 and following your communication to me that clearly indicates a lack of respect and recognition of this Union’s bargaining arrangements with reference to pay claims for the 2010 period, this is to advise you that in conjunction with this Union’s shop stewards nationally, employed by you on those contracts where this Union has Union membership, this Union will be carrying out a consultative ballot on the question of our members taking industrial action in support of their pay claim and terms and conditions of employment and their current bargaining arrangements.
I have to say that from a position where both dialogue and communication was much improved and constructive, that it now appears the Company have moved considerably from both developing good industrial relations with this Union and at the same time not attempting to find agreement with this Union.
We are saddened that we have absolutely no choice now but to move in this direction. Of course, my office is always available for any further discussions that you feel might be helpful within this matter going forward.
Yours sincerely
Ron Webb
National Secretary, Logistics
Unite Consultative Ballot for Industrial Action
Following the Company’s decision not to make any pay award to my members for the year 2009 and following your communication to me that clearly indicates a lack of respect and recognition of this Union’s bargaining arrangements with reference to pay claims for the 2010 period, this is to advise you that in conjunction with this Union’s shop stewards nationally, employed by you on those contracts where this Union has Union membership, this Union will be carrying out a consultative ballot on the question of our members taking industrial action in support of their pay claim and terms and conditions of employment and their current bargaining arrangements.
I have to say that from a position where both dialogue and communication was much improved and constructive, that it now appears the Company have moved considerably from both developing good industrial relations with this Union and at the same time not attempting to find agreement with this Union.
We are saddened that we have absolutely no choice now but to move in this direction. Of course, my office is always available for any further discussions that you feel might be helpful within this matter going forward.
Yours sincerely
Ron Webb
National Secretary, Logistics
Attention all drivers!!!
Attention all drivers!!!
If you weren't already worried about what your employer is doing to your terms & conditions then read on.
New starters are being made to sign a contract that has been implemented with no knowledge or consultation from the Union. (sound familiar?) These are some of the terms of the contract.
DRIVER -Although your title is Driver the company can at any time during employment require you to undertake additional or different duties.
PLACE OF WORK - Whilst employees have a nominated base location, it is a condition of their employment that the company may require employees at any time during engagement to travel and work from any of our depots throughout the UK.
HOURS OF WORK - 40 hours per week. The company reserves the right to vary this pattern or to increase or decrease your hours. NOTE - It has been highlighted in several locations that if you work less than 8 hours one day it will be deducted from your weekly overtime. In other words if you worked 6 hours on Monday and 10 hours on Tuesday you would only be paid 8 hours for Tuesday because you owe them 2 hours from Monday!
OVERTIME WORKING - Monday to Friday - Basic rate only, Sat 1.5 Sun 2
LAY OFF - Where work is temporarily stopped for any reason beyond our control, the employee may be temporarily laid off without payment. Immediately work is available again the employee will be notified of the date on which work will be restarted.
SICK PAY - SO poor it's not even worth putting in.
Now do we have your attention? Unless we show this company that we mean business ( which means that we all stick together as one, ) any strength the Union had will collapse completely and then see how much time passes before you are all put on notice to change your terms and conditions for these!!!!!!! Are you confident that they wouldn't do it if they thought they could get away with it? I'm not!!!!
BACK YOUR UNION!!!!!
If you weren't already worried about what your employer is doing to your terms & conditions then read on.
New starters are being made to sign a contract that has been implemented with no knowledge or consultation from the Union. (sound familiar?) These are some of the terms of the contract.
DRIVER -Although your title is Driver the company can at any time during employment require you to undertake additional or different duties.
PLACE OF WORK - Whilst employees have a nominated base location, it is a condition of their employment that the company may require employees at any time during engagement to travel and work from any of our depots throughout the UK.
HOURS OF WORK - 40 hours per week. The company reserves the right to vary this pattern or to increase or decrease your hours. NOTE - It has been highlighted in several locations that if you work less than 8 hours one day it will be deducted from your weekly overtime. In other words if you worked 6 hours on Monday and 10 hours on Tuesday you would only be paid 8 hours for Tuesday because you owe them 2 hours from Monday!
OVERTIME WORKING - Monday to Friday - Basic rate only, Sat 1.5 Sun 2
LAY OFF - Where work is temporarily stopped for any reason beyond our control, the employee may be temporarily laid off without payment. Immediately work is available again the employee will be notified of the date on which work will be restarted.
SICK PAY - SO poor it's not even worth putting in.
Now do we have your attention? Unless we show this company that we mean business ( which means that we all stick together as one, ) any strength the Union had will collapse completely and then see how much time passes before you are all put on notice to change your terms and conditions for these!!!!!!! Are you confident that they wouldn't do it if they thought they could get away with it? I'm not!!!!
BACK YOUR UNION!!!!!
Tuesday
Industrial action
Industrial action has been averted after an agreement was reached between BP tanker drivers for Turners (Soham) who deliver fuel to Sainsbury's supermarkets and union Unite over its negotiating structures.
Monday
Greed or need
DCC , whose energy business will have benefited from the continuing cold snap, rose by 18 cent to €21.10.
Greed in psychology is an inordinate desire to acquire or possess more than one needs or deserves, especially with respect to material wealth.
Greed is i have it all but i want yours ?????????????????????
Greed in psychology is an inordinate desire to acquire or possess more than one needs or deserves, especially with respect to material wealth.
Greed is i have it all but i want yours ?????????????????????
No Wage Increase for the year 2009 - GB Oils/DCC Energy
Dear Diane
No Wage Increase for the year 2009 - GB Oils/DCC Energy
I acknowledge receipt of your communication of the 7th January which was both very concerning and disappointing to say the least. The communication that you have sent me clearly provides total confusion on the type of offer that would be applied to our members for the year 2010. It seems to imply that our members could get 3% but then again it could mean no more than some employees would get 3%, again providing total confusion.
Unfortunately, I am receiving a tremendous amount of disappointment from our Union Shop Stewards up and down the country, including that of Ireland, with reference to the Company’s decision for last year. May I equally take this professional opportunity to remind the Company that it clearly has in place quite a number of current bargaining arrangements where the Union reserves its right to submit a claim and for the Company to respond to that claim.
Again, I am receiving a tremendous amount of discontentment coming through to my office from our stewards and members and are being encouraged to consult our membership with regard to the Company’s position and quite frankly the manner in which it is conducting its business with the Trade Union. It is indeed extremely unfortunate when you consider that I personally believe that the Trade Union has been involved in constructive discussions with you on the question of clarifying and improving the bargaining arrangements which would in turn undoubtedly improve relationships and industrial relations going forward.
Therefore it is indeed disappointing that I find it necessary, but nevertheless extremely important, to now write to you on my members’ concern. I can assure you that in no way or manner am I overplaying the amount of emotion that is coming forward from your workforce through to my Union representatives. I believe that it would be short-sighted of the Company to underestimate both this emotion and concern and therefore felt at this stage it was appropriate to write to you on these fundamental issues.
I will be meeting my shop stewards shortly on these matters of where I am being encouraged by our shop stewards to respond in a positive fashion to the Company’s current position.
However, I would welcome any views by you that may find solutions to this or indeed would assist any process in going forward.
Yours sincerely
Ron Webb
No Wage Increase for the year 2009 - GB Oils/DCC Energy
I acknowledge receipt of your communication of the 7th January which was both very concerning and disappointing to say the least. The communication that you have sent me clearly provides total confusion on the type of offer that would be applied to our members for the year 2010. It seems to imply that our members could get 3% but then again it could mean no more than some employees would get 3%, again providing total confusion.
Unfortunately, I am receiving a tremendous amount of disappointment from our Union Shop Stewards up and down the country, including that of Ireland, with reference to the Company’s decision for last year. May I equally take this professional opportunity to remind the Company that it clearly has in place quite a number of current bargaining arrangements where the Union reserves its right to submit a claim and for the Company to respond to that claim.
Again, I am receiving a tremendous amount of discontentment coming through to my office from our stewards and members and are being encouraged to consult our membership with regard to the Company’s position and quite frankly the manner in which it is conducting its business with the Trade Union. It is indeed extremely unfortunate when you consider that I personally believe that the Trade Union has been involved in constructive discussions with you on the question of clarifying and improving the bargaining arrangements which would in turn undoubtedly improve relationships and industrial relations going forward.
Therefore it is indeed disappointing that I find it necessary, but nevertheless extremely important, to now write to you on my members’ concern. I can assure you that in no way or manner am I overplaying the amount of emotion that is coming forward from your workforce through to my Union representatives. I believe that it would be short-sighted of the Company to underestimate both this emotion and concern and therefore felt at this stage it was appropriate to write to you on these fundamental issues.
I will be meeting my shop stewards shortly on these matters of where I am being encouraged by our shop stewards to respond in a positive fashion to the Company’s current position.
However, I would welcome any views by you that may find solutions to this or indeed would assist any process in going forward.
Yours sincerely
Ron Webb
Wednesday
Need,Want,Greed.
Need is something that is necessary for humans to live a healthy life.
( I need a pay rise)
Want is something that is desired. It is said that people have unlimited wants, but limited resources. Each person has wants.You must look for the best alternatives which you can afford.
(I want more pay)
Greed in psychology is an inordinate desire to acquire or possess more than one needs or deserves, especially with respect to material wealth.
Greed is i have it all but i want yours ?????????????????????
The Union Steward
Who are these of lowly pay
With haggard look and hair of grey?
They get no rest by day or night.
They're always wrong. They're never right.
They do not have a law degree,
But go to bat for you and me.
Though seldom have they been to college,
They must possess the widest knowledge,
Of labor grades and when to grieve,
Vacation pay and sickness leave,
Of overtime and who's to do it,
Of coffeetime and who's to brew it,
The how and which and why and when,
And all the problems of women and men.
If, with forepersons they agree,
Then they're rats who've got weak knees.
If to the workers they try to cater,
They're branded as agitators.
Those who have to take this slop
Are called the STEWARDS of your shop.
- --Anonymous (from The Legal Rights of Union Stewards by Robert M. Schwartz, revised edition 1994)
A shop steward knocked at the heavenly gate
His face was scared and old
He stood before the weigher of his fate
For admission to the fold.
What have you done, Saint Peter said,
To gain admission here?
I've been a shop steward, Sir he said
For many and many a year.
The pearly gate swung open wide,
St. Peter touched the bell
Come in and choose your harp, he said
You've had your share of hell.
--Author Unknown
( I need a pay rise)
Want is something that is desired. It is said that people have unlimited wants, but limited resources. Each person has wants.You must look for the best alternatives which you can afford.
(I want more pay)
Greed in psychology is an inordinate desire to acquire or possess more than one needs or deserves, especially with respect to material wealth.
Greed is i have it all but i want yours ?????????????????????
The Union Steward
Who are these of lowly pay
With haggard look and hair of grey?
They get no rest by day or night.
They're always wrong. They're never right.
They do not have a law degree,
But go to bat for you and me.
Though seldom have they been to college,
They must possess the widest knowledge,
Of labor grades and when to grieve,
Vacation pay and sickness leave,
Of overtime and who's to do it,
Of coffeetime and who's to brew it,
The how and which and why and when,
And all the problems of women and men.
If, with forepersons they agree,
Then they're rats who've got weak knees.
If to the workers they try to cater,
They're branded as agitators.
Those who have to take this slop
Are called the STEWARDS of your shop.
- --Anonymous (from The Legal Rights of Union Stewards by Robert M. Schwartz, revised edition 1994)
A shop steward knocked at the heavenly gate
His face was scared and old
He stood before the weigher of his fate
For admission to the fold.
What have you done, Saint Peter said,
To gain admission here?
I've been a shop steward, Sir he said
For many and many a year.
The pearly gate swung open wide,
St. Peter touched the bell
Come in and choose your harp, he said
You've had your share of hell.
--Author Unknown
Tuesday
"DEAR DRIVER WHAT YOU ARE"
DEAR DRIVER WHAT YOU ARE
To Gb Oils you are the s**t on the bottom of their shoe, they will treat you as they see fit, and you WILL like it,you will work as many hours as they want, you will grow tired and make mistakes, then you vill be disiplined! you will go the extra mile , exceed the speed limit, work as many hours as possible, ignore health and safety as long as you have signed to say you have read the bullitens,
Dear Driver what you really are is very importnant to GB Oils because if you dont play ball Sam and the possey get hung out to dry by the share holders so start to look after your own intrests and stop looking after theirs, and those who have their noses in the trough "You all kmow who you are why dont you just F**K off
SIT BACK LADS TAKE A GOOD HARD LOOK AT THIS, IT IS NOW STAND OR IN THE WORK HOUSE YOU GO,
THINK HARD DONT JUST SEE OVERTIME BECAUSE THE AMOUNT YOU WILL HAVE TO WORK TO MAKE A DECENT WAGE IN THE FUTURE , WELL DONT GO THERE !!!
THINK WITHOUT YOU WHAT ARE GB OILS???
To Gb Oils you are the s**t on the bottom of their shoe, they will treat you as they see fit, and you WILL like it,you will work as many hours as they want, you will grow tired and make mistakes, then you vill be disiplined! you will go the extra mile , exceed the speed limit, work as many hours as possible, ignore health and safety as long as you have signed to say you have read the bullitens,
Dear Driver what you really are is very importnant to GB Oils because if you dont play ball Sam and the possey get hung out to dry by the share holders so start to look after your own intrests and stop looking after theirs, and those who have their noses in the trough "You all kmow who you are why dont you just F**K off
SIT BACK LADS TAKE A GOOD HARD LOOK AT THIS, IT IS NOW STAND OR IN THE WORK HOUSE YOU GO,
THINK HARD DONT JUST SEE OVERTIME BECAUSE THE AMOUNT YOU WILL HAVE TO WORK TO MAKE A DECENT WAGE IN THE FUTURE , WELL DONT GO THERE !!!
THINK WITHOUT YOU WHAT ARE GB OILS???
Monday
Letter
There are obviously a lot of drivers who have misunderstood the letter sent out by the company over the weekend.
It DOES NOT say that anyone is getting 3%.
It implies that if you are one of the high earners you will get very little and those few who are relatively low earners could get up to 3% but no more.
I don't see any guarentees there, do you? The company also use phrases like "we intend to". Note there that there is no mention of any negotiated compromise regarding your wage rises over the next few years.
They will do as they always do and implement it whether you like it or not and with total and utter contempt for you and your union.
The covering letter that was sent to the union mentions that some employees are due a wage review from January 1st and the company now need to calculate what actual percentage WILL be applied to their salaries in line with the above statement.
Again no mention of a negotiated settlement or any consultation with your union.
Just steam roll straight through all of us trying to represent you and arbitrarily implement what they see fit!
Also note the stock threat that always accompanies these letters. (If you don't roll over we may get rid of some of you).
Well let them!!!!!! They will anyway whenever they like and you taking action against them is going to make no difference at all.
It is now time to take a stand once and for all.
This is corporate bullying in it's most disgraceful and unpleasant guise.
You the membership need to think long and hard in the next few weeks and those that are scared need to hold their nerve because if you don't, the consequences could be absolutely catastrophic for all of us.
It DOES NOT say that anyone is getting 3%.
It implies that if you are one of the high earners you will get very little and those few who are relatively low earners could get up to 3% but no more.
I don't see any guarentees there, do you? The company also use phrases like "we intend to". Note there that there is no mention of any negotiated compromise regarding your wage rises over the next few years.
They will do as they always do and implement it whether you like it or not and with total and utter contempt for you and your union.
The covering letter that was sent to the union mentions that some employees are due a wage review from January 1st and the company now need to calculate what actual percentage WILL be applied to their salaries in line with the above statement.
Again no mention of a negotiated settlement or any consultation with your union.
Just steam roll straight through all of us trying to represent you and arbitrarily implement what they see fit!
Also note the stock threat that always accompanies these letters. (If you don't roll over we may get rid of some of you).
Well let them!!!!!! They will anyway whenever they like and you taking action against them is going to make no difference at all.
It is now time to take a stand once and for all.
This is corporate bullying in it's most disgraceful and unpleasant guise.
You the membership need to think long and hard in the next few weeks and those that are scared need to hold their nerve because if you don't, the consequences could be absolutely catastrophic for all of us.
Saturday
letter
Dear Frazer and the rest of the shop stewards
You must think we are Mad, if you and the rest of Gb oils dipsticks think that we are going to agree to this!!!!
letter This is how i see it
(1) Still suffering & Loyalty
For a company that has just spent near EUR89.9 million (from Blog) on three new company's and €47.2M (Cash) for one. Then God knows what will happen if we do have a bad year. Loyalty yes the Staff and the drivers see all the loyalty that we get a F**KING Xmas Card from Sam and the Boys do any of you see the loyalty!!!! when you are out working in the snow, when you can not get your car out of the drive. NO Sam and the Boys and Girls are sitting on there fat backsides counting all the extra money that they are making from this cold snap!!!! and as for the rest of the crew well just don't???
(2) Control costes
"WELL JUST SORT OUT THE TRANSPORT" tankers off the road, drivers doubled up,
Low margin
HAHAHA ask the customers no price on the tickets Hahaha
Business and payroll costs are 50%
Yes it will be, if you are paying the Directors €3,377 million in salary and fees and that only for fourteen yes fourteen members of the payroll. ps dosent include shares.
Others copmanys have exited
Yes you have bought the all out ???
(3) Pay pause
You are just taking the piss!!!!
(4)With this in mind
We are going to shaft you
(5)Wage reviews contact you
Yes we will get back to you after you have worked yours backsides off in this cold spell,Then we will shaft you.
(6) Disappointed.
We are going to pay some of you off after this winter any way so up you lot!!!!!
(7)Competitive.
We just dont care as we have the lot anyway BIG PPLs at Aberdeen,Dalston, Inverness.
So to all our hard working (Hahaha) Staff and Drivers sod you all.
Ps have a Happy New Year
The Management team
Frazer can you please post on the main blog
You must think we are Mad, if you and the rest of Gb oils dipsticks think that we are going to agree to this!!!!
letter This is how i see it
(1) Still suffering & Loyalty
For a company that has just spent near EUR89.9 million (from Blog) on three new company's and €47.2M (Cash) for one. Then God knows what will happen if we do have a bad year. Loyalty yes the Staff and the drivers see all the loyalty that we get a F**KING Xmas Card from Sam and the Boys do any of you see the loyalty!!!! when you are out working in the snow, when you can not get your car out of the drive. NO Sam and the Boys and Girls are sitting on there fat backsides counting all the extra money that they are making from this cold snap!!!! and as for the rest of the crew well just don't???
(2) Control costes
"WELL JUST SORT OUT THE TRANSPORT" tankers off the road, drivers doubled up,
Low margin
HAHAHA ask the customers no price on the tickets Hahaha
Business and payroll costs are 50%
Yes it will be, if you are paying the Directors €3,377 million in salary and fees and that only for fourteen yes fourteen members of the payroll. ps dosent include shares.
Others copmanys have exited
Yes you have bought the all out ???
(3) Pay pause
You are just taking the piss!!!!
(4)With this in mind
We are going to shaft you
(5)Wage reviews contact you
Yes we will get back to you after you have worked yours backsides off in this cold spell,Then we will shaft you.
(6) Disappointed.
We are going to pay some of you off after this winter any way so up you lot!!!!!
(7)Competitive.
We just dont care as we have the lot anyway BIG PPLs at Aberdeen,Dalston, Inverness.
So to all our hard working (Hahaha) Staff and Drivers sod you all.
Ps have a Happy New Year
The Management team
Frazer can you please post on the main blog
JOINT STATEMENT
This is a Joint Statement issued following a meeting of GB Oils Ltd and UNITE, on 17th December 2009.
The purpose of this meeting was to further discuss and agree the structure of the National Negotiating Committee (NNC) and Framework.
The parties agreed that the Committee would consist of elected representatives from each Region:-
Scotland - 2
Northern - 2
Southern -3
(Pending elections, an interim committee will continue to work on the framework. The interim committee representatives are Ian Gill, Uisdean Menzies, Simon Moran, Glyn Cox, Steve McGrath, Chris Pulling and Colin Hodgkins)
The NNC members will be supported by their Regional Industrial Organisers and a second tier of shop stewards. (see diagram attached).
The Company had produced a draft Framework for the Committee and the NNC members will meet on 22 January 2010 to review the suggested content.
The suggested Framework includes an agreement to hold 2 formal consultation meetings per year, but the Union have requested that the Company review this and consider holding 4 quarterly meetings. The Company will respond at the next meeting.
The Union have agreed to provide the Company with a list of all Shop Stewards and the locations that they will support for both this and all other industrial relation matters.
The Union will also provide the Company with details of potential training courses available so that the Company and the Union can agree a bespoke training programme for the NNC members.
All parties will reconvene on 2nd February 2010 in London.
On behalf of GB Oils: On behalf of UNITE:
DIANE FOOTE, DAVID POLLOCK, RON WEBB
Head of HR UK Group Transport Manager National Secretary
The purpose of this meeting was to further discuss and agree the structure of the National Negotiating Committee (NNC) and Framework.
The parties agreed that the Committee would consist of elected representatives from each Region:-
Scotland - 2
Northern - 2
Southern -3
(Pending elections, an interim committee will continue to work on the framework. The interim committee representatives are Ian Gill, Uisdean Menzies, Simon Moran, Glyn Cox, Steve McGrath, Chris Pulling and Colin Hodgkins)
The NNC members will be supported by their Regional Industrial Organisers and a second tier of shop stewards. (see diagram attached).
The Company had produced a draft Framework for the Committee and the NNC members will meet on 22 January 2010 to review the suggested content.
The suggested Framework includes an agreement to hold 2 formal consultation meetings per year, but the Union have requested that the Company review this and consider holding 4 quarterly meetings. The Company will respond at the next meeting.
The Union have agreed to provide the Company with a list of all Shop Stewards and the locations that they will support for both this and all other industrial relation matters.
The Union will also provide the Company with details of potential training courses available so that the Company and the Union can agree a bespoke training programme for the NNC members.
All parties will reconvene on 2nd February 2010 in London.
On behalf of GB Oils: On behalf of UNITE:
DIANE FOOTE, DAVID POLLOCK, RON WEBB
Head of HR UK Group Transport Manager National Secretary
Thursday
BACK BONE
Anonymous has left a new comment on your post "Union":
Now thats what we should be hearing ,BUT WILL YOU stand by your words? ther is no doubt that GB Oils are now testing you, take this insult of no wage increase , and i garantee you the next you face is , bye the way boys we are changing your terms and conditions ,WHY? well because we can so, f**k you as allways, sick pay is now 14 days max etc,etc etc, i had a driver say to me just the other day, if i vote for industrial action then They will find some way of getting me, Whimp! get out of the Union because you are wasting your time and money ,let GB OILS s**t all over you ,after all you have no back bone, so come on WORKMATES , FELLOW DRIVERS, PEOPLE THATS ARE STILL PROUD YOU ARE SEVERAL HUNDRED! FOR CHRIST SAKE i know we are not the only ones in this company who do a job , But we are the ones that get s**t on the most , so get on and do something about it NOW , show this S***E,so called management what you are made of , or be s**t on AGAIN,
let me know how you feel by leaving comments so we know where we stand , be proud LADS not whimps like i work with , lets see how many balls GB OILS DRIVERS HAVE?
FRAZER CAN YOU PUT THIS ON MAIN WALL LETS SEE IF WE HAVE ANY BACK BONE
Now thats what we should be hearing ,BUT WILL YOU stand by your words? ther is no doubt that GB Oils are now testing you, take this insult of no wage increase , and i garantee you the next you face is , bye the way boys we are changing your terms and conditions ,WHY? well because we can so, f**k you as allways, sick pay is now 14 days max etc,etc etc, i had a driver say to me just the other day, if i vote for industrial action then They will find some way of getting me, Whimp! get out of the Union because you are wasting your time and money ,let GB OILS s**t all over you ,after all you have no back bone, so come on WORKMATES , FELLOW DRIVERS, PEOPLE THATS ARE STILL PROUD YOU ARE SEVERAL HUNDRED! FOR CHRIST SAKE i know we are not the only ones in this company who do a job , But we are the ones that get s**t on the most , so get on and do something about it NOW , show this S***E,so called management what you are made of , or be s**t on AGAIN,
let me know how you feel by leaving comments so we know where we stand , be proud LADS not whimps like i work with , lets see how many balls GB OILS DRIVERS HAVE?
FRAZER CAN YOU PUT THIS ON MAIN WALL LETS SEE IF WE HAVE ANY BACK BONE
Friday
Union
Anonymous has left a new comment on your post "Union":
!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
What a surprise January has arrived with still no news of an offer, I respect all the time and effort of all the union representatives, but the company are treating both them and us with contempt and a total lack of respect.
A deadline is a deadline, time for them to put their cards on the table so we all know where we stand, and what. If any action we as employees are prepared to take.
TIME TO STAND AND BE COUNTED?
Well Drivers this poster is asking what are you the work force willing to do to get what you think you deserve. The Union knows what part it has to play
Let me ask you a few questions
Q (1) Are you one of these drivers willing to work up to fifteen hours a day.
Q (2) Are you one of these drivers that break the law speeding to get your load out.
Q (3) Are you one of these drivers that are willing to start early but get no extra for it
Q (4) Are you one of these drivers that will go the extra mile for the company for free
Q (5) Are you one of these drivers that think that if you don’t go the extra mile that you will get paid off.
Well if you have answered yes to any one of the above questions then that is why the company is treating you all with total DISRESPECT.
As in any big company if you don’t have to DON’T
So the company is playing the time game with us all, we just have to be as clever as them and work to the company’s safe practise, drive to the speed limit, don’t be greedy have a home life, if you are not getting paid for it don’t do it, as for going the extra mile look what have happened to the driver up in Scotland.
You not the Union have the power to get what you think you deserve.
But if the Union don’t go about it in the right way the company will run to their Lawyers and block any industrial action that you want if we don’t follow proper steps. Look what happened to B.A
Tuesday
Saturday
Townson Bros & Townson Thorber
Townson Bros & Townson Thorber If there are any Union Members from the above contract who read this Blog site then E-Mail Fraser Ross as the regional Shop Steward hasn't got any contact with you at these Depots. we have been informed by the Company to keep good communication with all contracts.
Union
As expected the news from Thursdays meeting concerning the pay review has not been received well by the members. Fraser is absolutely right, we have to give the company the amount of time that was agreed to give us a yes or a no. A yes we can all cope with. A no will have to managed in a measured and professional way and we as stewards are under no illusions, we know what we have to do and as we are democratic in our union we will be following the feelings and opinions of the majority. Rest assured!!!!!!
Other aspects of the meeting last Thursday were very positive indeed and we now have a structure in place which is a big step forward and a firm foundation from which to build. I will be able to tell you more once a joint statement has been issued which hopefully will be in the next few days.
I would also like to congratulate Fraser Ross for doing a fantastic job setting up and running this Blog site for all of our benefit. He has kept us informed and given us a few smiles as well. I wish Fraser and all of our members a very Merry Christmas
NNC steward
Other aspects of the meeting last Thursday were very positive indeed and we now have a structure in place which is a big step forward and a firm foundation from which to build. I will be able to tell you more once a joint statement has been issued which hopefully will be in the next few days.
I would also like to congratulate Fraser Ross for doing a fantastic job setting up and running this Blog site for all of our benefit. He has kept us informed and given us a few smiles as well. I wish Fraser and all of our members a very Merry Christmas
NNC steward
Thursday
Union
Dear Colleagues
2009 Wage Review
Our members would know that in the contents of a Joint Statement on behalf of the Company and Union, it was stated that the Company would be reviewing its economic position again and that it was expected that this review would be completed by the end of December. This in turn would enable the Company to be able to decide whether or not its economic and financial position could afford some form of wage offer.
The Trade Union met the Company today of which it requested the Company view and position on whether or not it was going to make some form of award to its employees.
The Company stated it was not in a position to respond today but expected to be in a position to advise the Union by the end of December.
The Trade Union took the opportunity the advise the Company’s senior management team of the importance of responding constructively in so far that they made some form of award. The Union and its representatives are fully aware of both the concern of its membership and the frustration with the time that this taking and have equally communicated this to the Company’s management team.
In conclusion, I am therefore expecting a response that will advise the Union one way or the other on whether or not the Company will make a wage offer of some description by the end of this month. Once I receive this information, I will immediately advise all union shop stewards who will advise our members as quickly as possible.
Yours sincerely
Ron Webb
National Secretary, Logistics
2009 Wage Review
Our members would know that in the contents of a Joint Statement on behalf of the Company and Union, it was stated that the Company would be reviewing its economic position again and that it was expected that this review would be completed by the end of December. This in turn would enable the Company to be able to decide whether or not its economic and financial position could afford some form of wage offer.
The Trade Union met the Company today of which it requested the Company view and position on whether or not it was going to make some form of award to its employees.
The Company stated it was not in a position to respond today but expected to be in a position to advise the Union by the end of December.
The Trade Union took the opportunity the advise the Company’s senior management team of the importance of responding constructively in so far that they made some form of award. The Union and its representatives are fully aware of both the concern of its membership and the frustration with the time that this taking and have equally communicated this to the Company’s management team.
In conclusion, I am therefore expecting a response that will advise the Union one way or the other on whether or not the Company will make a wage offer of some description by the end of this month. Once I receive this information, I will immediately advise all union shop stewards who will advise our members as quickly as possible.
Yours sincerely
Ron Webb
National Secretary, Logistics
Wednesday
Monopoly
http://www.hebridesnews.co.uk/scottish_fuels_western_isles_monopoly_161209.htmlad
http://www.pressandjournal.co.uk/Article.aspx/1527625?UserKey=#ixzz0Zsy2taY1
Thanks to our colleague in the North for this articles from their local papers.I only hope that all this new income will help with there PAY Talks in the New Year.
Monday
"Not so Poor a Company"
The acquisition of Brogan Holdings by DCC is expected to boost earnings immediately, and the stock bounced as high as €19.83 at one point, drifting back to close up 35 cent on the day at €19.60
The board said it has decided to increase the interim dividend by 5 per cent to 23.74 cent per share to its shareholders. This dividend will be paid on to shareholders this year.
Articles from www.irishtimes.com 2009
And this is the same company that have just spent !!!
Shell Austria Oil Distribution €18m (SDA)
Bayford UK €24.7M
Brogan Holdings Ltd UK €47.2M (Cash)
That is a total of EUR89.9 million in less than a year yes EUR89.9 million.
Then there is the savings that has been made by all the pay offs lets say 20+ Drivers paid off in the UK over the last 18 months say £50.000 a driver saving about one million pound.
Update around the UK and I think it's nearer to 100 yes thats 100 drivers redundant, left or sacked within the last 13 months. Apparently the cost of running 1 truck is averaged at £60,000 per year so I make that a £6,000,000 saving. Will we see any of it? Dare they say no again? We'll see.
So with this buy out of Brogens their will be more pay offs in England and Scotland regardless of whats happens at the next Union meeting with the company. And if we get a pay award or not the axe will fall on the work force.
So i say its about time for all of us to stand up and be counted get your mates in to the Union and tell all the Brogen drivers about this Blog so that you the driver will have a voice to the Company and the Union.
The board said it has decided to increase the interim dividend by 5 per cent to 23.74 cent per share to its shareholders. This dividend will be paid on to shareholders this year.
Articles from www.irishtimes.com 2009
At the start of the year the work force was forced in to a Pay Freeze within DCC-GB Oils.The Management quoted a down turn in predicated sales as one of the main reasons ? But after six months it has returned a operating profit at its energy division (yes thats the one that we work for), the company’s biggest business it,rose 22.9 per cent to €25.2 million.
And this is the same company that have just spent !!!
Shell Austria Oil Distribution €18m (SDA)
Bayford UK €24.7M
Brogan Holdings Ltd UK €47.2M (Cash)
That is a total of EUR89.9 million in less than a year yes EUR89.9 million.
Then there is the savings that has been made by all the pay offs lets say 20+ Drivers paid off in the UK over the last 18 months say £50.000 a driver saving about one million pound.
Update around the UK and I think it's nearer to 100 yes thats 100 drivers redundant, left or sacked within the last 13 months. Apparently the cost of running 1 truck is averaged at £60,000 per year so I make that a £6,000,000 saving. Will we see any of it? Dare they say no again? We'll see.
So with this buy out of Brogens their will be more pay offs in England and Scotland regardless of whats happens at the next Union meeting with the company. And if we get a pay award or not the axe will fall on the work force.
So i say its about time for all of us to stand up and be counted get your mates in to the Union and tell all the Brogen drivers about this Blog so that you the driver will have a voice to the Company and the Union.
DCC Buys Brogan Holdings
DCC PLC,the business support services group, said Monday it has agreed to acquire Brogan Holdings Ltd, a fuel distribution and fuel card business in Britain, for EUR47.2 million in cash.
FACTS:
Brogans, which is headquartered in Motherwell in Scotland, operates from 15 fuel distribution depots in Scotland and the north of England while its fuel card business also has an office in Canterbury in the south of England.
Brogans has a fleet of 87 road tankers and 279 employees.
Brogans have 15 fuel distribution depots.
Brogans sold 447 million liters of fuel in its financial year ended May. 31.
Brogans adjusted operating profit for the year ended May. 31, was EUR7.9 million on sales of EUR329 million.
MORE FACTS:
Drivers will be paid off
Depots will close
Mangers and office staff will be paid off
More crap vehicles in to the fleet
So is this good news for the men of Brogans no i dont think so. Its not good news for any one! but the FAT CAT BOSSES AT THE TOP
FACTS:
Brogans, which is headquartered in Motherwell in Scotland, operates from 15 fuel distribution depots in Scotland and the north of England while its fuel card business also has an office in Canterbury in the south of England.
Brogans has a fleet of 87 road tankers and 279 employees.
Brogans have 15 fuel distribution depots.
Brogans sold 447 million liters of fuel in its financial year ended May. 31.
Brogans adjusted operating profit for the year ended May. 31, was EUR7.9 million on sales of EUR329 million.
MORE FACTS:
Drivers will be paid off
Depots will close
Mangers and office staff will be paid off
More crap vehicles in to the fleet
So is this good news for the men of Brogans no i dont think so. Its not good news for any one! but the FAT CAT BOSSES AT THE TOP
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