Category Archives: Newsletter

Dunnes worker’s want pay equality and fairer allocation of hours, according to survey

The Dunnes worker’s survey results are in and 1,600 workers have had their say. Of those who completed the survey, 60% were members of Mandate Trade Union and 40% non-members.

Some of the key results include:

  • 92% said if hours become available they should be offered to existing staff first.
  • 87% said understaffing is an issue in their store.
  • 79% say all workers should have access to the same incremental pay scale.
  • 51% of post-2007 staff said they want to work additional hours.

The results of this survey will help the Dunnes National Committee formulate Mandate’s 2022 pay claim on behalf of members of the union.

Pay & Annual Leave

The average pay rate for a Dunnes worker is €14.49. However, pay fluctuated significantly with Mandate members (€15.60) earning 22% more than non-members (€12.79) on average. The vast majority of workers are supportive of a pay equality claim with four out of five saying they want all workers to move to the highest pay scale.

Nine out of ten workers agreed that additional annual leave should be provided.

Secure hour contracts

Dunnes workers are more likely to have secure hours if they are a member of Mandate with 57% of members on a banded hour contract compared to only 24% of non-members. Interestingly, it seems the company is more likely to respond to members of the union who apply for secure hours.

Only 2.8% of Mandate members said they had requested a banded hour contract but had not had a response from management, but that figure was more than double (6%) for non-members, again, showing that you’re better off in a union.

Roster notice

There are huge fluctuations in roster notice with:

  • 38% receiving 4 weeks’ notice;
  • 32% receiving 3 weeks’ notice;
  • 22% receiving 2 weeks notice; and
  • 8% receiving 1 weeks’ notice.

While 59% of respondents said they are satisfied with their rostering notice overall, 86% of those with only one weeks’ notice said they were unsatisfied.

Respect

When asked whether they felt they were being treated with the dignity and respect they deserve, two thirds said no, and only one in five said yes.

Other results

When asked if there was one thing Dunnes workers would change, the largest response was “management” followed by “work/life balance” and “improved pay”. Other priorities for workers included being treated fairly and with respect.

Furthermore:

  • 95% agreed or strongly agreed that staff should be provided with the opportunity to receive full-time jobs.
  • 92% agreed or strongly agreed that hours should be allocated fairly among all staff.
  • 90% agreed or strongly agreed that Dunnes should provide more flexibility on day off requests.
  • 90% agreed or strongly agreed that Dunnes should establish fully paid maternity and paternity leave.
  • 89% agreed or strongly agreed that additional annual leave days should be provided.

Next Steps

It is the intention of the Dunnes National Committee to lodge a pay claim in the coming weeks which will address the issues identified through the survey. The only way we will achieve success is if the Union increases density levels within Dunnes. If you would like to become active in the campaign, please contact your local shop steward.

Last chance to complete Dunnes Stores Workers’ Survey

Almost 1,300 Dunnes Stores workers have completed the 2022 Dunnes Workers’ Survey with just over one week until it closes.

The Dunnes National Committee is calling on all Dunnes workers who haven’t completed it to do so as a matter of urgency:

“We need to produce a pay and benefits claim that’s reflective of what our members in Dunnes Stores want,” said Cathy from Dunnes Stores in Dundalk. “If we are to do that, we need to hear from as many Dunnes workers as possible.”

Members of the Dunnes National Committee encourage all Dunnes workers to complete the survey

Alex, another Dunnes worker from Dublin said:

“1,300 completed surveys will obviously help us to determine what the key issues are for Dunnes workers, but the company employs almost 10,000 staff. We don’t want any gaps and it’s really important that young workers in particular fill this survey in.”

The Survey will close on Saturday, 4th June and anyone who hasn’t already completed it can do so by clicking here.

Advice for Mandate members on grievances, complaints, investigations and disciplinaries

Grievance or Complaint

Advice for Dunnes Stores members if raising a grievance or making a complaint at work:

  • Ensure that the grievance has been lodged in writing to management and keep a copy for your own records.
  • Make sure to ask questions and know the facts before meeting management.
  • Always ensure that a copy of the Dunnes Stores Grievance Procedure is to hand.
  • Collect any paperwork or agreements relating to the issue.
  • Advise members not to attend a meeting alone, bring your shop-steward or a colleague you trust.
  • Always record the date, the venue, who was present, the time that the meeting started and the time it finished, what was discussed and what the outcome was.
  • If you need to take a break request this, if this is refused note the refusal.
  • Keep information that is disclosed confidential.
  • Keep your Mandate Official updated on any developments. Always Keep any records you have in a safe secure place.

Investigation/Disciplinary Meetings

What to do if you are notified that you are to attend a meeting with your employer:

  • Always find out what the meeting is about.
  • ls it an Investigatory or a Disciplinary Meeting?
  • Make sure you have a Shop Steward or a Witness with you.
  • If there is no one available try to have the meeting rescheduled.
  • Make sure you have a colleague/witness that will take notes of the meeting (in a third-party case these notes are equally as relevant as managements notes)
  • Make sure you understand exactly what allegations are being made or what is being investigated before giving any response.
  • Request copies of any statements or other evidence (e.g., CCTV) that the company are relying on.
  • Request a copy of the company policy and the relevant section the company are referring to.
  • Request a copy of all the notes the company have taken at a meeting.

If as a result of an investigation meeting you are then invited to attend a disciplinary hearing all of the above will apply.

Make sure your Union Official is made aware of the meeting and the outcome.

Remember It is important to use the internal appeal process following the outcome of the Disciplinary hearing if you are not satisfied with the outcome, or feel the sanction is unfair or too severe.

Your Mandate Official will advise on Third Party Referral should this avenue be available and beneficial to the member.

Mandate contact details are available here.