2. • Employee lives near GP and wants to transfer there-
expects to be able to move without going through any
process
• Employees will need to apply for positions when they are
advertised and participate in that process in the same way as
external candidates
• We need to manage it this way in order to protect and balance
the skill base across both facilities
• We move an employee to Moog due to skill set but
that employee does not want to move to GP-can they
stay at LL?
• Yes, but once they move to GP to come back to LL they will
need to apply and be successful in an open vacancy and go
through that process
3. • Employee works in UTAS and does not want to move
with the work
• Employees will not be forced to move to GP
• We will do our best to find suitable alternative work for
individuals at LL however there is no guarantee that this will be
feasible
• We will seek to engage with employees at as early a stage as
possible
• Employee moves to GP but wants to move back to LL
• Employees will need to apply for positions when they are
advertised and participate in that process in the same way as
external candidates
• We need to manage it this way in order to protect and balance
the skill base across both facilities
4. • We need a person with specific skills to be seconded
to GP?
• We need to be able to do this from a business
perspective and will consult with any employee who
falls into this category
• We want to permanently move a person to GP
because of their skills?
• We need to be able to do this from a business
perspective and will consult with any employee who
falls into this category
5. • Nobody seems to know who’s going to GP and when.
So when will we be told?
• We are working through the transfer of the products to GP and the
timing of those moves hasn’t been confirmed nor has how the
moves will happen eg will the move be in stages or all at once. As
soon as we are in a position to advise employees of the plans we
will and with as much notice as possible.
• If not and we decide to stay, have the company got
enough work at the moment to keep us? If not are
they trying to get more work?
• We will have to re-balance headcount across both sites and we
have enough work as things stand and are always trying to win
new work but there are no guarantees that we will be able to
accommodate everyone-it will very much depend on the numbers
involved
6. • Will the Union be in GP?
• This would not happen automatically. The workforce needs to
established at GP and then address whether the union will be
recognised
• What are the shift patterns in GP?
• TBD. Operational requirements will heavily influence the shift
patterns needed and we will need input from the GP workforce.
• Will terms and conditions be the same?
• In the main yes terms and conditions will be the same across both
sites. There may be variations in roles that drives different levels of
pay but those areas are not confirmed as yet.
7. • Will mileage still be paid?
• Mileage will be paid where employees are travelling to and from
each facility on company business
• In terms of the Travel to Work Allowance: It was introduced at LL
when transportation to work was removed.GP is in a more central
location. Very few companies if any still pay a travel to work
allowance so we will treat TTWA as follows:
• Employees employed at LL and transferring to GP through
internal vacancy or Business Unit movement will retain the
TTWA
• External hires for GP will not receive the TTWA
