GP ScenariosResponse to some questions raised by employees

regarding Global Point

• 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

• 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

• 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

• 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

• 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.

• 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