Letter from BNFL Commercial
With reference to your request for evidence
in relation to the European Union Working Time Directive, I would
like to offer the following points on behalf of BNFL.
— The reference periods used for determining
the working week
BNFL see no advantage in either shortening or
lengthening the reference periods. These are accepted both management
and Unions as a sensible time period.
— Use of the individual opt-out clause
BNFL, along with most Companies, have a system
in place which was agreed with our Trade Unions. It is used on
a voluntary basis and we do not wish this to change as it is operating
well. We monitor those who have opted out on a regular basis and
it has always been at a very low level.
— On-call requirements as part of the
Working Time Regulations
Clarification is required as to the conditions
that apply for "on-call" to be included in the Working
Time Regulations. Currently BNFL do not include the time that
an employee is on call unless they are actually in work or travelling
to work.
— Compatibility between work and family
life
BNFL can only comment on their own policies,
but we have numerous "family friendly" policies in place
including:
— maternity and paternity benefits
well in excess of the State minimum requirements;
— 35 hour working week with up to 32.5
days annual leave per year;
— part time working for those who request
this alternative;
— flexible start/finish times;
— career breaks where feasible.
Back up evidence to support the above statements
are available to demonstrate that BNFL meet the current Working
Time Regulation requirements (our time booking system, family
friendly policy statements etc).
BNFL would be happy to participate in the provision
of oral evidence to the Sub-Committee if required.
19 February 2004
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