Correct as at 1130hrs on Thursday 23 July 2020
Recently added questions and answers will be marked with **
Please note that questions marked with **CUK Q&A** are questions that have been taken from Carnival UK’s Q&A section and are applicable to UK Corporate Shipbuilding colleagues.
Please use the headings in the table below to move quickly between sections. Remember that if you’re looking for a certain question, you can use Ctrl+F key to search for a particular keyword.
| Consultation | Redundancy | Terms and condition changes | Employee reps and support for you |
- **NEW 18/06** Can you provide a monthly financial update on the Corporation? And as part of that update provide insight into whether another wave of redundancies and/or pay cuts will be required?
We recognise the desire to remain informed on the financial position of the organisation, and will look to include related content at future Town Hall meetings. However, please take note, we are a publicly listed company which means certain information cannot be shared until it is made public by the company. The best way to stay informed is to sign up for news updates from Carnival Corporation at https://www.carnivalcorp.com/index. Should the company not be able to enter its ships into service within a reasonable time frame then further actions will be required to conserve cash, and that is likely to have further impact on the organisational structure. In this event we would consult with you accordingly.
- Why are we going into collective consultation?
Whilst we hope to see our ships return to service later this year, we have to be realistic in that operations will likely resume at a slow pace and will vary by brand. The impact of COVID-19 will be felt for years to come and as a result, we believe it necessary to anticipate that there will be no new additions to Carnival’s order book for some time.We need to right-size our organisation now to secure our future and as such, we have identified a number of roles within Corporate Shipbuilding that we feel will no longer be required and for those that remain, we have a proposal for a reduction in pay, and consequently working hours. Due to the number of potential roles impacted, we are legally obliged to enter a period of collective consultation. - What are we going into collective consultation about?
We will be consulting you specifically about a new organisation structure, which includes a number of proposed redundancies, and a reduction in pay and consequently working hours for those that remain. - How many roles are at risk?
Approximately 17 roles will be at risk of redundancy as a consequence of our proposed organisational structure. - What does the consultation process look like?
28 May: Announce intention to consult and request Employee Representatives
2 June: Employee representatives confirmed
28 May – 12 June: Invitation for voluntary redundancy applications
8 June: Consultation starts: briefings to all those impacted, 1st meeting with Employee Representatives, letters issued
8 June – 13 July: Formal Consultation Meetings with Employee Representatives- 1st meeting, 8 June
- 2nd meeting w/c 15 June
- 3rd meeting w/c 29 June
- 4th Meeting w/c 13 July
w/c 15 July: 1st formal individual consultation meetings with Exec/ LT member and line managers with impacted employees to discuss proposed outcome
22 July: Outcome conversations with impacted individuals
27 July: Outcomes confirmed in writing - If I have been placed at risk of redundancy, does that mean I have been served my notice?
No. Notice will not be served until we have collectively consulted and you have had your individual consultations with your line manager, and only then if your role has been confirmed as redundant. - If I have been placed at risk of redundancy, does that mean I will definitely be made redundant?
No. If you are placed at risk of redundancy, it means that your role has currently been identified as one that is deemed no longer required within the new structure. However the purpose of a collective consultation is to listen to feedback, views and ways in which a potential redundancy could be mitigated. In addition, your role may have been placed at risk as you sit in a pool of people undertaking the same role. For example you may be part of a team of six and we may be looking to reduce that team to three. In this case, selection criteria will be agreed with the Employee Representatives and applied accordingly. - Can I have time off during the consultation to go to job interviews?
We know that during the next few weeks, you’ll want to explore your options if you have been placed at risk of redundancy. You’re entitled to take reasonable time off to look for new employment or to make arrangements for training for future employment. This will include time off to attend job interviews or visit an employment agency or a job centre. You will not be required to make up any time off taken. - **CUK Q&A** As the consultation period progresses, will our suggestions and proposals be considered?
We want to have a meaningful consultation period allowing for anyone to bring forward, and for the business to consider any alternatives to redundancy. No decisions have been made at this stage. - **CUK Q&A** Am I entitled to any legal representation?
The employee representatives are acting on behalf of the group being collectively consulted with. At the 121 consultation meetings (should they be needed), you are entitled to be accompanied by a workplace colleague or union member (if you are a member of a union). If any member of the group wishes to seek legal representation this would be at their own cost, and they are not permitted to have legal representation at any meetings. - **CUK Q&A** Is the proposed structure solely for the operational pause or is this intended as the long term structure of the organisation?
As we are making decisions to plan for the long-term future, the proposed organisation structure is set to reflect the foreseeable future. - **CUK Q&A** If I am unhappy with the process, can I appeal?
Yes, please see the Appeals policy which is located on ASK HR
- **NEW 23/07** What is happening to my Company pension contributions? Can I pay any of my redundancy into my pension?
Your ordinary employer and employee pension contributions into the Carnival UK scheme will end on your last day of employment. During August, a lump sum contribution will be made directly into the Company Pension scheme for anyone who will be departing the business at the end of July due to redundancy. This will be equivalent to the amount of Company pension contributions that would have been made during your notice period.If you wish to make any additional lump sum contributions to your pension scheme you can do this, but you will need to make contact directly with Legal & General to make any such personal arrangements. The link to Legal & General is included below, if required.
https://www.legalandgeneral.com/workplace/c/carnival/
- **NEW 20/07** Am I able to keep the telephone number for my company mobile phone?
If you have a work mobile device you may keep the handset. However, you won’t be able to retain the phone number due to contractual terms with the network provider. All other equipment (IT and DSE) must be returned. - **NEW 08/07** Private healthcare including dental, this was renewed on the 01.06.2020, will this be maintained for the year and if not is there a provision to continue with the medical cover at a reduced rate? For those individuals whose outcome from the consultation process is redundancy eligibility to the medical scheme will end on the 31 July 2020. There is an opportunity to continue the medical scheme paid for by the individual. Please contact Lucy Davis if you would like to take this forward.
- **NEW 26/06** A role is currently “at risk”, as such the impacted individual has been looking for opportunities elsewhere. Should they find alternative employment, should they: submit notice of resignation? What impact does this have on redundancy pay? do nothing? as the role has been identified as being at risk anyway, does this therefore better secure the redundancy pay? what happens if during the consultation the role is reinstated? what happens if they have indicated they could start a new role from beginning of August? if they would prefer the other job, would they still be required to work full notice period (which could be problematic if they have indicated to new employer they could start on 1st Aug) Further to this, can you confirm where individuals might stand in confirming start dates with new employers (should they be offered a new role)? In the case of redundancy, an individual’s last working day with the company will be the 31st July. The individual will then receive a final payment on 30th August, which will include payment in lieu of notice (i.e. you will not be required to work your notice period). If you find alternative work externally to commence prior to the end of July, your redundancy payment would still be applicable and normal notice periods would normally still apply, however we can work with you on arrangements for your departure should it be necessary. Please speak to your line manager to keep them informed of any offers you are considering accepting, so that a release date can be agreed on a case by case basis.
- **NEW 19/06** What happens to the people currently on furlough if they are at risk as part of the consultancy? Do they stay on furlough past June until the end of the consultancy or do they come back to work?
The decision to furlough individuals will be reviewed shortly. As with all previous furlough discussions, any intention to furlough an individual in the future would be discussed directly with them before it is communicated more broadly. - **NEW 19/06** Can you confirm if individuals can take 1, 2 or 3 days off to attend training courses for professional qualifications?
We support and recognise the need for individuals to gain personal and professional development opportunities. Anyone who wishes to attend external training courses for professional development and/or qualifications should speak to their line manager in the first instance and discuss the time off required. Please be reminded that, in light of the current situation, only legally required training will be funded by the company. - **NEW 19/06** Are there any consultants (ie not salaried) or contract staff (full or part time, or retained) still in the Corporate Shipbuilding workforce? If so, has any different consideration been given to their continued employment?
We have considered all resources as part of this review, and undertaken every measure possible for cash conservation.
- **NEW 19/06** If there are further redundancies that occur, will redundancy payments be calculated on the reduction of 20% salary?
Should there be further redundancies within Corporate Shipbuilding at a later stage, any payments in lieu of notice will be calculated on the individual’s substantive salary (original salary) - **NEW 18/06** As a department we are continuously challenged by the operators looking to build up their new build teams and challenge our existence. The value of centralising all new build expertise in one place to provide a consistent and efficient service is clear. What is not clear is why we don’t follow this logic with auxiliary services that could more efficiently be provided by the local operating companies.
Whilst there are centralised Services that could support some of our employing entities, this is not true for all. In addition, the support would be limited to only transactional services, meaning we would not benefit from the trusted expertise of our own in-house professionals working with us on bespoke solutions for our global needs.
- **NEW 18/06** Services Team: In the past this was a seconded team. This was clearly not essential, is not HESS critical and not a core Corporate Shipbuilding activity. This could easily revert back to being an out sourced activity.
In the past, Corporate Shipbuilding comprised of far fewer members of staff, spanned fewer legal entities and had a narrower remit than it does today. The increases in our workforce, coupled with the rise in number and complexity of our employing entities has driven the requirement for our own dedicated Services team. The challenges of COVID-19 has demonstrated the value this can bring, as we work through the implications and appropriate next steps together.
- **NEW 18/06** Everything the technical team does is HESS focused. To reduce the size of the technical teams will have an impact & reduce the focus on HESS.
We all have a joint accountability to ensure that HESS is central to what we deliver; it is one of our overarching goals in Corporate Shipbuilding. Compliance and commitment to HESS remains critical for all of us, in all that we do. - **NEW 18/06**Carnival UK have had a dramatic reduction in work load but foresee this increasing slowly as they return to operations. Corporate Shipbuilding is just over its all-time peak workload and facing a 5 year reduction in work load. Please clarify how these two business units have got to the same conclusion of reduction in numbers and a temporary reduction in hours of those that remain?
The proposal to reduce working hours and pay by 20% is commensurate with requests being made across Carnival UK and other Carnival employing entities. Collectively, and globally, all staff where it is identified that there is a need to retain their posts, are being asked to consider a temporary reduction in hours and pay of 20% or more. The overall cost savings however will support the organisation’s objective of survival, and being in a position to return to sailing when that becomes possible.The impact of COVID-19 will be felt for years to come and as a result, we believe it necessary to anticipate that there will be no new additions to Carnival’s order book for some time. - **NEW 18/06** My role is currently at risk, do I still need to have taken 10 days annual leave by the end of June 2020?
We have agreed with the Employee Representatives that for those individuals currently at risk of redundancy, it will not be necessary to fulfil the requirement to take a minimum of 10 days of 2020 annual leave entitlement, TOIL or any 2019 leave that was carried over, by the end of June.Those individuals who remain in the business at the end of the consultation period will be expected to have used a minimum of 10 days of 2020 annual leave entitlement, any outstanding TOIL as well as any 2019 leave that was carried over, by the end of August 2020. - **NEW 18/06** How can I ensure that all my skills and experience are known by the manager doing the scoring?
Across the pools we will ensure that all individuals within each pool are assessed by their current line manager. If it is determined that the views of an additional manager (for example, a previous line manager) will be useful, we will consider including these individuals in the assessment.If there are no internal sources of information to appropriately score a specific element of the selection criteria, then in conjunction with the HR Business Partner, a line manager may undertake a dialogue with an individual on the specific element(s). - **NEW 18/06** What changes will be made to CCS2021 due to the current Covid situation, and in particular the UK consultation and availability of staff to take on this work?
We remain committed to the strategy of CCS2021, but recognise we need to review the deliverables and their timescales in light of COVID-19. We will commit to undertake this review in the coming weeks and update you accordingly. In the meantime, we appreciate all of you efforts to continue this work, and help secure a strong future for Corporate Shipbuilding. - **NEW 18/06** Is there the possibility of me going back to a sea going role short term to protect my 17 years continuous service with the company?
All employees are entitled to apply for any vacant roles across the whole organisation. If an individual moves to a role under the Carnival Corporation umbrella their continuous service will be honoured. - **NEW 16/06** Can I retain any of my company equipment i.e. laptop, phone etc. as part of my redundancy settlement?
Employees are able to purchase their company phone. All other equipment provided to employees for the purpose of conducting their role unfortunately cannot be purchased. - **NEW 16/06** If applying for the voluntary redundancy scheme, the information provided states that we would hear the outcome on the 26 June 2020. How soon after that date is the actual redundancy likely to happen?
All outcomes from the voluntary redundancy applications will be communicated by the 26 June 2020. Voluntary redundancy will become effective from 31 July 2020. - **NEW 16/06** If your role is confirmed as redundant, would the last working day be 31 July 2020? Would your final pay packet be on 30 August 2020 and is that pay one full months pay + your notice entitlement (e.g., 2 months worth of salary if your notice period per contract is 1 month)?
In the case of redundancy, an individual’s last working day with the company will be the 31 July 2020. The individual will then receive a final payment on 30 August 2020. This final payment will include the following elements:- Payment in lieu of notice
- Payment for any outstanding annual leave (pro rata)
- Payment for any TOIL
- Where applicable, your statutory redundancy payment (please be aware that weekly pay is capped at £538 and length of service at 20 years):
– 0.5 week’s pay for each full year worked when you’re under 22
– 1 week’s pay for each full year worked when you’re between 22 and 41
– 1.5 week’s pay for each full year worked when you’re 41 or older
- **NEW 16/06** Looking at the Carnival UK proposed organisation charts, they have stated the principles that they have used. Why is there nothing similar on ours?
The Corporate Shipbuilding principals have been provided to you in our town hall on 28 May 2020, and again more recently by the employee reps. Please view the 1st Consultation Meeting minutes summary and refer to point 3. - **NEW 16/06** If an individual in a role not at risk applies for voluntary redundancy, would this save other roles at risk?
If an employee who is not in the ‘at risk’ category applies for voluntary redundancy and their application for this is accepted, the next steps regarding the implications will be considered. For example, the outcome could be that this creates a vacant role, which becomes available for individuals within Corporate Shipbuilding and Carnival UK to apply for. - **NEW 16/06** Can you extend the window for voluntary redundancy applications?
The period for applying for voluntary redundancy cannot be extended. The Leadership Team and Exec Team require time in order to assess all applications and come to a decision on acceptance. There is the potential that voluntary redundancy applications will impact on selection pools and next steps; we therefore need clarity on this as swiftly as possible. - **NEW 16/06** Can we agree to no travel for 1 year unless crucial (i.e. Sea Trial)? Travel should not be allowed for meetings anymore.
Travel and expenses are a key area where cost reduction is possible and we have already implemented essential travel only. We expect this approach to continue for the foreseeable future, with travel continuing to be considered on a case by case basis. In addition the decision has been made that even when travel can commence, we will still utilise services such as Zoom and Webex to keep it to a minimum. A new travel policy will be issued shortly, which will further guide travel-related spend.All areas of our budgets have been assessed for cost savings and all avenues have been taken to reduce spend. Unfortunately the main driver of our costs are people costs. All other costs to Corporate Shipbuilding are very low in comparison, but please know that we are making all savings possible across all areas. - **NEW 16/06** Will reducing our occupancy within Carnival House help to reduce costs?
The costs charged to us based on our occupancy covers the building, and also the support functions we utilise (for example, IT, facilities, security, people services etc.). The charges are made based on our headcount plan number for 2020. The charges therefore would not fluctuate if we used the office one day a week, nor will it change for the remainder of this financial year. Due to the proposed reductions across all staff based in Carnival House, we are not expecting our charges to significantly change for the next financial year. As you have rightly pointed out, any reductions will be of little benefit to Carnival overall as the costs for the building continue regardless. - **NEW 16/06** What level of detail will be scored within the skills and knowledge criteria?
The proposal is for the core requirements for roles to be considered in terms of the agreed headline selection criteria as opposed to an exhaustive list. The role-specific scoring criteria will be shared with the Employee Reps once they have been created. - **NEW 16/06** How will you ensure that the scoring of individuals against the selection criteria is fair and unbiased?
The proposed process for selection pools is as follows:- Through consultation with the Employee Representatives for Corporate Shipbuilding, the headline selection criteria will be finalised, along with any weightings that should be applied across all selection pools in Corporate Shipbuilding
- The Line Manager/Leadership Team member for the role remaining in the structure creates the specific criteria under each of the proposed headings relevant to the role, as well as the weighting. The Employee Reps can then be informed on each resulting role-specific selection criteria.
- The role-specific selection criteria is then completed by the individual’s current line manager and then shared with the relevant LT member and Corporate Shipbuilding HR for review to ensure consistency across each selection pool.
- The Exec will then review all selection outcomes to ensure consistency across all selection pools.
- The employee concerned would have the opportunity to understand their scores at their individual consultation meeting, currently planned for w/c 15 July 2020.This approach will ensure fairness and consistency across all scoring activities, whilst also maintaining confidentiality of personal employee data.
- **NEW 16/06** Will the employees that have been made redundant be given preference when it comes to team expansion once the workload increases again?
Carnival UK has issued an Alumni Policy, which we will also work to. The details of this policy are available here. - **NEW 16/06** What is the time scale for release of the job descriptions of the new roles on the organisational chart, and when will the adverts to apply go live?
Our intention is to advertise these roles w/c 22 June 2020. These roles will become available to all Corporate Shipbuilding employees as well as all individuals employed by Carnival UK to apply for. - **NEW 16/06** Under what circumstances could people, who were told they were not being placed at risk on 8 June 2020, be placed at risk during the remaining time left in the consultation?
The proposal for the collective consultation is reflective of views at this current point in time. The consultation process enables individuals to suggest changes to this proposal, meaning that, whether an employee is or is not as risk could be subject to change if any agreed changes to the original proposal require this. - **NEW 16/06** Should there be a need to make more people redundant at a later stage, would the redundancy payment be calculated on the temporary 80% or 100% pay?
Should there be further redundancies within Corporate Shipbuilding at a later stage, the redundancy payment will be calculated on the individual’s substantive salary (original salary prior to the proposed temporary reduction). - **NEW 12/06**Please confirm that the voluntary redundancy package is identical to the compulsory redundancy package, including contractual notice payment plus the statutory redundancy package calculated in the same way?**
Yes – the redundancy package for those individuals who volunteer for voluntary redundancy will be the same as the compulsory redundancy package.The redundancy package for both compulsory redundancy and voluntary redundancy is as follows:· If you are made redundant, you will receive your contractual notice pay or statutory notice pay – whichever is greater, plus a statutory redundancy payment if you meet the eligibility criteria. You are entitled to payment for any holiday that you have accrued but not yet taken up to your employment end date. However, if you have used more leave than you would have accrued up to your termination date then this will need to be reclaimed.· Statutory redundancy pay is based on your age, your weekly pay and number of years of continuous service at the date of termination. Weekly pay is capped at £538 and your length of service is capped at 20 years.You will receive:
– 0.5 week’s pay for each full year worked when you’re under 22
– 1 week’s pay for each full year worked when you’re between 22 and 41
– 1.5 week’s pay for each full year worked when you’re 41 or older· Carnival plc Compensation Committee of the Board of Directors has confirmed that colleagues with unvested shares will be able to retain these as part of any redundancy agreement. The RSUs will continue to vest according to their original terms, except the requirement of continued employment. All releases will be processed via the EquatePlus system. Please be sure to keep your personal contact information updated in EquatePlus. This is how RSU related information will be communicated. Your final vesting date will be in January 2023. After all of your RSUs are released, you will have six months to sell the shares or to move any accumulated shares to a personal brokerage account. There is no cost to you to transfer shares to a personal brokerage account.· Individuals should contact their pension provider directly to understand the impact an application may have on their personal pension. - **NEW 12/06** What is the time scales for release of the job descriptions of the new roles on the organisational chart, and when will the adverts to apply go live?
Our intention is to advertise these roles w/c 22 June 2020. These roles will become available to all Corporate Shipbuilding employees, as well as all individuals employed by Carnival UK, to apply for. - **NEW 12/06** Should there be a need to make more people redundant at a later stage, would the redundancy payment be calculated on the temporary 80% or 100% pay?
Should there be further redundancies within Corporate Shipbuilding at a later stage, the redundancy payment will be calculated on the individual’s substantive salary (original salary prior to the proposed temporary reduction). - Can we use the Furlough Scheme for roles that are at risk of redundancy?
The Furlough scheme provides temporary support for individuals and businesses that cannot effectively operate during the Covid-19 lockdown. Unfortunately for us, the ease of lockdown will not signal the immediate restart of our operations and, as with other businesses in the tourism sector, our recovery will take much longer. We know that, up to and beyond our extended operational pause, there are roles in the business that are no longer required as we re-evaluate the resources required to deliver our decreasing order book.Continuing the use of Furlough cannot delay the inevitable need we have to right-size our business, in order to sustain and protect it for the future. The Government has been clear that Furlough shouldn’t be used to disingenuously keep people employed where the longer term prospect is a required redundancy. Therefore, we will not be using Furlough to delay the termination date for roles at risk of redundancy.As such, all individuals to be placed on furlough have already been advised and communicated to. We do not plan on commencing discussions with any further members of Corporate Shipbuilding to propose the use of the furlough scheme. - **What is the rationale for choosing the roles that are currently at risk?**
The proposed roles placed at risk were not identified against a monetary target. Your Executive Team considered how far we can reduce costs down to give us the best chance of survival, whilst recognising the need for a certain number and level of skill set to be retained to ensure we continue to deliver for the Corporation. - Why are you making people redundant when there is a Furlough scheme which could fund our salaries?
In a world where we need to plan for the impact of COVID-19 to last for many years, we have to face into the necessity to reshape our organisation and ways of working now to make us sustainable. The UK Government has announced planned changes to the current Furlough scheme and we’re looking at the impacts of those changes on our ability to continue to utilise the scheme beyond 30 June 2020. - Will I be entitled to any redundancy payment?
Yes – if you satisfy the eligibility criteria to receive a statutory redundancy payment. - What package is being offered to those who are made redundant?
If you are made redundant, you will receive your contractual notice pay or statutory notice pay – whichever is greater, plus a statutory redundancy payment if you meet the eligibility criteria. You are entitled to payment for any holiday that you have accrued but not yet taken up to your employment end date. However, if you have used more leave than you would have accrued up to your termination date then this will need to be reclaimed.Statutory redundancy pay is based on your age, your weekly pay and number of years of continuous service at the date of termination. Weekly pay is capped at £538 and your length of service is capped at 20 years. You will receive:- 0.5 week’s pay for each full year worked when you’re under 22
- 1 week’s pay for each full year worked when you’re between 22 and 41
- 1.5 week’s pay for each full year worked when you’re 41 or older
Individuals should contact their pension provider directly to understand the impact on their personal pension.
- Is voluntary redundancy an option?
Yes, applications for voluntary redundancy opened on 28 May 2020 and will close at 5pm on 12 June 2020. All applications will be reviewed. If you choose to apply for voluntary redundancy, acceptance of the application is not guaranteed.Corporate Shipbuilding has absolute discretion to decide whether or not to accept any individual application for redundancy. Decisions about application acceptance will be based on the types of knowledge and skills we believe will be necessary to meet the future needs of the business and our overall situation at this time; we need to retain a balance of skills. The company’s decision about whether to accept or reject an application is final. Further details can be found here. - If my role is confirmed as redundant at the end of the consultation period, when would my last day of employment be?
The collective consultation period is scheduled to finish on the 23 July 2020. If your role is confirmed as redundant, details will be provided to you by your manager on an individual basis. It is anticipated that you will be paid in lieu of your notice period. - Will there be any vacancies I can apply for in the new organisation structure?
If any vacancies are identified through the consultation period, they will be posted within myHR portal. - What if I want to make a proposal for alternative ways of working to avoid redundancy?
If you would like to make a proposal please download and complete this form and send it to your Employee Representatives and Lucy Davis. - If my role has been confirmed as redundant, does that mean I cannot work for Carnival in the future?
If your role is confirmed as redundant, that will not prevent you from applying for other roles that may be advertised in the future, even if they arise within the next six months. - What will happen to my personal belongings in the office if I am made redundant, will I have the opportunity to collect them?
Arrangements will be made for their collection once government restrictions have been lifted regarding social distancing and we are able to return to the workplace. - If I am made redundant, how do I return my laptop, phone etc?
Your equipment will be remotely disabled on your last date of employment. When the lockdown is lifted and we are able to return to the office, we’ll be in contact with you to make the appropriate arrangements. - What are my obligations regarding confidential information?
Your contract of employment clearly lays out your obligations as regards to confidential information. You should remind yourself of those and ensure that you continue to fulfil your obligations. Failure to do so could result in disciplinary action. - What will happen to my Perks at Work account if I am made redundant?
Eligibility for the Perks at Work account will cease on your last day of employment. Therefore you should exchange all of your WOW points into vouchers or e-codes before this date. After your last day of employment, you will be able to use the vouchers or codes within the dates of expiry that will be detailed on the voucher/receipt itself. - What will happen to credit on my Mifare card if I am made redundant?
Leavers that have balances on their Mifare cards will receive this refunded as part of the final payment made to them. - I have TBS Restricted Stock Units (RSUs) granted to me through the Carnival plc 2014 Employee Share Plan – will I lose them if I am made redundant?
No, while this would normally be the case under the scheme rules, we’ve sought and gained approval from the Carnival plc Compensation Committee of the Board of Directors that colleagues with unvested shares will be able to retain these as part of any redundancy agreement. The RSUs will continue to vest according to their original terms, except the requirement of continued employment.All releases will be processed via the EquatePlus system. Please be sure to keep your personal contact information updated in EquatePlus. This is how RSU related information will be communicated.Your final vesting date will be in January 2023. After all of your RSUs are released, you will have six months to sell the shares or to move any accumulated shares to a personal brokerage account. There is no cost to you to transfer shares to a personal brokerage account. - I have a concessionary cruise booked for next year? Can I still take it if I am made redundant?
We hope that regardless of the consultation outcomes, you’ll remain an advocate of our brands and if you’d still like to take your holiday, we’ll honour the booking at the concessionary rate. If however you’d like to cancel and get a full refund, you can do that. If you have had a cruise cancelled during the Operational Pause period and have been given Future Cruise Credit (FCC), you can either keep the credit or request a refund of your original payments. All refunds will be processed within 14 days. - **CUK Q&A** How can I check my continuous service date is correct in myHR?
To find the date that is held on your record, please log into the Portal and follow this path: Personal Information > Employment Information > Actions (in the top right corner) > Seniority Dates The date that will display on this page is your recorded seniority date. Please note that the length of service information will be based on the point when the date was last calculated, so it may not display today’s length of service accurately.
- **CUK Q&A** Where can I find confirmation of my annual salary?
You can view your annual salary via myHR portal by following this path: Personal Information > My Compensation. If you are in receipt of car allowance, this is recorded separately to your base salary and you can view it via Benefits > View your benefits > Carnival UK Program
- **CUK Q&A** Will those who are made redundant be considered for future employment as the business picks back up. What would the recruiting process be, would the COVID 19 pandemic be used as way of re-recruiting those affected without going through the more formal processes and how will this be communicated and managed?
As recruitment resumes, anyone who is made redundant will absolutely be permitted to apply to work for Carnival UK again. The recruitment process will depend on the role that is being recruited for and how an individual’s skills and experience match with the needs of the role. All roles will be advertised on our recruitment website. Please also refer to the Alumni Policy. - **CUK Q&A** Will payment of our notice period be treated as redundancy pay i.e. not taxed and NI?
Legally pay in lieu of notice has to be subject to tax and NI deductions and cannot be treated as a redundancy payment and be tax free. - **CUK Q&A** What is the Company situation regarding employment references?
Employment references are provided to prospective employers as and when requested, these are not provided to individuals at the point in which they may leave the business. The standard employment references provides dates of employment and job title. Should you wish to, you can ask your line manager to provide a character reference, but employment references would only come from the Shore Employee Admin team. Please provide the prospective employer with People Support email address (peoplesupport@carnivalukgroup.com) to request the reference. - **CUK Q&A** Can someone post on Linkedin that they are at risk and looking for work?
Yes, this is fine- but please consider the rules of the Social media policy - **CUK Q&A** If I was to be made redundant , how does the redundancy pay work if I have been working for the company a mixture of full time and part time. 5 years have been full time and 2 years part time.
Statutory redundancy pay is based on length of service, weekly earnings and age. It will be calculated using your salary at the time you are made redundant. If you are made redundant, you will receive your statement during your final consultation which will include the breakdown of payment due. - **CUK Q&A** Can I collect my personal belongings from Carnival House?
In line with Government guidance, work has begun on creating a ‘COVID-19 secure’ working environment at Carnival House. As this will take time to complete, for the moment, and for your safety, we are still restricting entry to the building to critical access only. We do however understand that you may want to collect some items from the office as soon as you can, whether this is a notebook from your desk drawer or your running trainers from your locker.Keeping you safe and well remains our number one priority which is why we have created a process that enables you to collect your personal belongings from Carnival House without the need to enter the building. The new ‘drive through’ system in the undercroft ensures a convenient collection point (as most colleagues will be travelling by car), and enables a one way system to be set up to maintain social distancing. As part of the process, your belongings will be carefully collected, on your behalf, and brought to the drive through collection point in the undercroft. Please use these links to complete the collection form and booking spreadsheet.If you feel this new process does not meet your needs or you have an exception outside of this process, please contact the Facilities team by emailing reception@carnivalukgroup.comWe will introduce an alternative process to support those that will be made redundant so they can enter the office and collect their belongings – further details will follow shortly. - **CUK Q&A**For the selection criteria, am I allowed to ask questions about my score?
Yes, you will be able to view your score and have the opportunity to discuss and ask questions at your individual consultation meeting. - **CUK Q&A** I have a sponsored learning agreement, will I have to pay any costs back if I am made redundant?
As per your training agreement, you will not be expected to repay any costs if you are made redundant - **CUK Q&A** What will happen to tickets purchased through Shipmate’s if I am made redundant?
Due to the ongoing lockdown, it is likely that many events you bought a ticket/space for will be cancelled. Please contact Shipmates if you are due a refund. Any events that go ahead that you have already purchased tickets, you will be able to redeem. - **CUK Q&A** Can a redundancy be stopped or recalled by the company once you have received notice?
If you are served notice of redundancy, you will receive pay in lieu of notice and therefore your employment would end on the same day you are served notice, so we woould not withdraw the notice. - **CUK Q&A** If you have F&F who booked on the Iona Shakedown and you are made redundant prior to Iona coming into service would it affect them still sailing onboard having already paid and booking confirmed?
We do not have a confirmed date of when we will be able to hold the Iona shakedown. We hope that we will be able to update those who have a confirmed booking soon. We will confirm details on the Iona shakedown once we have more information. - **CUK Q&A** Why can’t the business consider offering enhanced redundancy packages?
Whilst we appreciate this is a difficult time for everyone, the business is having to do what it can at this time to sustain a future, that includes looking at ways in which it can preserve funds. We know that these proposals have an impact on individual’s and their financial status and we want to do what we can to try and support you at this time. Unfortunately, being able to offer enhanced payments is not a possibility, and we need to look at cost savings across all areas of the business. - **CUK Q&A** I haven’t yet booked an employee discounted cruise, would my discount be honoured if I book a cruise and then made redundant?
Prior to termination date, any discounted booked cruise would be honoured. - **CUK Q&A** Would my continuous service be maintained if they leave and are rehired?
If someone is made redundant and rehired, within six months you will maintain your continuous service and will need to pay back your redundancy pay. - **CUK Q&A** What will the handover process look like?
We want to ensure that everyone feels supported and that there is a smooth handover in place. We cannot share details of what tis looks like for individuals and teams until decisions have been made. A smooth handover is important to ensure everyone is supported whether they are leaving or remaining with the business. This will be co-ordinated individually within teams. - **CUK Q&A** Am I able to see who is in a selection pool?
Yes, please speak to your employee representative or line manager
- **CUK Q&A** What are the selection criteria?
The selection criteria we’ve used will be shared by your Employee Representative but can be found below:Disciplinary record
Performance rating
Knowledge
Skills
Versatility
Qualifications/certified training
- **NEW 14/07** In answer to a previous question, it was stated that TOIL accrued for working a non-working Friday (under reduced hrs regime) would have to be taken within 1 month. This seems an arbitrary deadline, why has that been proposed? It seems very likely that we will have extended periods where full or half Fridays will need to be worked, and in these cases the TOIL would be lost according to this rule. If TOIL is accrued then it should be standard TOIL that can be taken without restriction.
We ask that TOIL is taken within one month of it’s accrual to ensure that it is appropriately managed. If there are concerns with regards to taking TOIL within this window, then please speak to your line manager in the first instance.
- **NEW 14/07** In the recent Weekly Round Up email, the following has been noted: “23 July – Annual Leave will be removed and will need to be re-booked to align with your new working week.” Can you please clarify: 1. Our annual leave remains untouched during the 20% pay/hour reduction (see our Q&A on the Insider, ID14 “Is my holiday entitlement affected by the hours and pay reduction?”) 2. What does CUK”s message mean by “to align with your new working week”? 3. Does CUK’s notification apply to us although our consultation period has not ended and if not, when would this take effect for our staff?
Please rest assured that your holiday entitlement remains the same and will not be reduced as part of the proposed changes to terms & conditions. The information issued by Carnival UK relates to guidance on the process of booking leave in myHR portal to align with the new working pattern of Monday-Thursday. For example, if you currently have a five day working week booked off in myHR portal which includes a Friday, the Friday will no longer need to be booked as holiday for any leave taken from 1 August through to 31 December. The decision has been made, for simplicity, to centrally remove all leave and ask individuals to rebook to ensure the correct amount of leave entitlement is utilised once we are in the new working pattern. We will be releasing a more detailed guide soon after 1 August to explain what actions are required in UK Corporate Shipbuilding. - **NEW 26/06** The impact of the 20% pay reduction on employee household incomes will be significant. The proposed restructure reduces the workforce to the absolute minimum, and over the remainder of the year other parts of the economy are likely to pick up, thereby providing alternative employment opportunities for remaining employees. There is a risk of losing significant core capability in this manner. Have the ELT considered any measures to mitigate this risk, and to avoid adding additional pressures on those who remain. Our collective ability to deliver unforgettable holiday happiness starts in Corporate Shipbuilding, with the concepts we design and the vessels that we build and deliver to our iconic brands. Whilst our ability to deliver to guests is temporarily paused, we are focused on navigating our business through this crisis to emerge stronger and more resilient than ever. We recognise the challenges for everyone in supporting the Company through this crisis, but hope that in taking these steps we will have a brighter future together. We absolutely want to retain our people, and encourage open dialogues with line managers in the event that anyone is considering alternative employment, so we may understand options at our disposal to avoid this from happening. We also encourage you to continue liaising with your line manager to address any specific concerns that people may have regarding priorities and workload for the remainder of the year. We hope you continue to want to be a part of Corporate Shipbuilding, and the Carnival family, as we re-emerge from this crisis and return to providing unforgettable holiday happiness to all our guests.
- **NEW 26/06** How will the salary reduction be implemented, e.g. reduction in gross pay or via deduction? How will this affect pension contributions? The salary deduction will be implemented with a 20% reduction in gross pay and 20% reduction in hours. Your employer pension contributions will continue based on 5% of your revised salary. You may, if you wish, adjust your own contribution through myHR portal.
- **NEW 18/06** When we move to a reduced working week, will Time Off in Lieu (TOIL) be accepted for additional hours worked? And in the event of further redundancies, will any accrued TOIL not taken be paid out?
We recognise that the proposed temporary change to terms and conditions in the form of a reduction in hours and associated salary of 20% will be challenging. Our proposal for this reduction is to support the business in its efforts to conserve cash and thereby hope to avoid potential additional redundancies. Please work with your line manager to address any specific concerns you may have regarding priorities and workload for the remainder of the year. You may find it helpful to refer to your performance goals, and work with your line manager to review, and potentially reposition them accordingly. We will be providing more detailed guidelines on this activity in the coming weeks.
The contract indeed provides flexibility in terms of working time, however, the company expects the employees to continue to work as before except for that one day less per week. Time off in lieu (TOIL) or time compensation should be the exception and taken when a non-working day is worked and has been pre-agreed by your LT member. TOIL will be considered for complete half/full days worked, and entered into myHR portal by your line manager allowing you to book this off in the normal way. TOIL should be taken within 1 month of it being accrued.In a redundancy situation, as long as you have logged your TOIL and it is approved by your manager on myHR portal, any hours owed will be calculated and paid as part of your final severance payment. - **NEW 18/06** Do we have to sign and return anything relating to the changes in terms and conditions at the moment?
There is no need to sign any documentation at present; the intention will be to hold an individual consultation meeting with each of you regarding the proposed temporary change to your terms and conditions. At this point we intend to talk through the next steps. We are anticipating these meetings taking place week commencing 13 July 2020. - **NEW 15/06** How will bank holiday adjustments will be calculated between 1 August and 31 December?
Between 1 August and 31 December a bank holiday falls on 31 August which is Monday. All the colleagues who change their working hours on a Monday i.e. increase/decrease their hours or change Monday from non-working day to working day or vice versa will be eligible for different Bank holiday adjustment. Please see these scenarios which explain this calculation in detail. - Why are we looking at reduced pay and hours?
Whilst we hope to see our ships return to service later this year, we have to be realistic in that operations will likely resume at a slow pace and will vary by brand. The impact of COVID-19 will be felt for years to come and as a result, we believe it necessary to anticipate that there will be no new additions to Carnival’s order book for some time. Our focus has very much been about conserving cash for the longevity of the Corporation and minimising unnecessary costs. That focus must continue and the need to conserve cash to secure the future of the Corporation is absolutely paramount.The reduction in hours is part of our approach to minimise the volume of redundancies where possible, and be realistic about the workload that we’ll all have as shipyard construction schedules are pushed back. While this is a short-term financial sacrifice, we truly hope that the increased time off work will give you much-needed space to decompress and look after your own mental health and wellbeing. - When will the reduction in pay start?
It is proposed that people’s pay (and consequently hours) will reduce between 1 August and 31 December 2020. - What is the proposed pay and hours reduction?
We’re asking that everyone remaining in the business reduce their pay by 20% along with a corresponding 20% reduction in work hours. - How will a 20% reduction of hours impact the standard working week?
We’re proposing the baseline work pattern for the business becomes Monday – Thursday, using TOIL to meet with the peaks in demand of cyclical activity. Establishing that as a general rhythm will ensure as many people as possible are genuinely able to reduce their working hours. However, we want to continue to follow the principles we’ve set out previously around flexible working and alternative patterns may be discussed with line managers. - I am part-time; how will the reduction in hours and pay impact me?
We are proposing a 20% hours and pay reduction across the board. Therefore, someone on a 35 hours a week contract would drop down to 28 hours a week. Someone on a 32 hours a week contract, would drop down to 26 (rounded up to the nearest full hour). - I have a non-standard working arrangement – how will that work with the hours reduction?
We’re reviewing our organisation structures and ways of working holistically. With everyone in the organisation on reduced pay and hours, anyone with a non-standard working pattern will need to have a new conversation with their line manager about their work patterns and what’s going to work for the individual and the business going forward. The principles will remain that everyone will take a 20% reduction in hours and pay regardless of how those hours are currently distributed. - Will I automatically revert back to my current working hours and pattern from 1 January 2021?
We will review business needs as we get into Autumn and provide a further update nearer the time.Where flexible working arrangements are in place, individuals will need to have new conversations with their line managers about their work patterns and agree what’s going to work for the individual and the business going forward.The level of uncertainty worldwide right now means there is no guarantee that the business will recover as planned; whilst we hope that things will improve by then, we may be faced with a need to make further changes to our organisation if they haven’t. We will consult with you as required if that’s the case. - If my pay is reducing, how will that impact my end of year bonus?
Due to the current situation there can be no guarantee that bonuses will be paid, or will follow the calculation principles that have governed our bonuses in the past. The company will continue to review its bonus policy and make a determination on how any bonuses will be structured at a later date. - Is my holiday entitlement affected by the hours and pay reduction?
No, we are proposing to leave holiday entitlements as they are, based on your normal working hours. Taking time to rest and recover is important and we want to preserve that for you. For those who are already part-time and taking a further hours reduction, we’re proposing to leave their current holiday entitlement as it is. - The reduction in working hours means I’m going to get less pay. What else does it mean?
Please refer to our Benefits impact page on The Insider to see how we’re proposing your benefits are impacted in different scenarios. - Are we offering, job shares and other flexible working options?
We are exploring a wide range of options to mitigate compulsory redundancies and an important element of the consultation is to work with you to come up with alternative solutions to compulsory redundancy. - **CUK Q&A** As my hours are reducing, can I take up a second job?
Any additional employment should not create a conflict of interest and you should advise us prior to taking up another job. We currently expect to return to a five-day week from December so you should ensure that are available to return to your full hours. - **CUK Q&A** How much notice will be given if the pay and hours reduction needs to continue after 31 December?
We anticipate that we will be able to return to a 5 day working week, if we are unable to we will consult with you accordingly and will provide as much notice as possible, at least 30 days notice.
- **CUK Q&A** The Corporate Executive team have taken equity rather than cash, have other forms of compensation been considered to keep our salary at 100%?
Yes, and to ensure we are cost saving we need to reduce salary for those remaining in the business - **CUK Q&A** What if I don’t accept the temporary changes to terms and conditions?
If you decline the change to terms and conditions you will be served notice of dismissal and re-engaged on the new terms (this will not affect your continuous service). If you decline the re-engagement on the new terms we will treat your employment as ended. You will be provided with further information if this is the case.
EMPLOYEE REPRESENTATIVES AND SUPPORT FOR YOU
- How do I know who my elected Employee Representative is?
You will have received an email advising the details of your Employee Representatives and a list of names has also be published on The Insider. - How can I contact the Employee Representatives?
A shared mailbox has been set up which all of the Employee Representatives have access to, please use employeereps@carnivalshipbuilding.com to contact them. - Am I able to be accompanied at my 1:1 consultation meeting?
You can be accompanied by a work colleague, or Trade Union representative, at your individual consultation meetings. The first one of these is planned between 15-17 July 2020 – this date is subject to change based on progress made during the consultation process. - What support is available to help me through this period?
We know that this is a very worrying time for many people and we have lots of tools and resources in place to help you. As well as talking to your line manager, you can search The Insider and The Cove for information and training resources on mental health, financial planning and resilience. Our Employee Assistance Programme also offers confidential employee support on a wide range of topics:Call: 0800 3 58 48 58 (outside the UK +44 141 271 7179)
For online support join: Validium.com/vClub
Username: Carnival
Password: Harbour - During the consultation period, will I still have access to systems?
Yes you remain an employee of Carnival UK therefore access will not be disabled. - Will I still have access to payslips?
Yes – you will still have access to payslips for a period of 40 days following a leaving date of any kind. There are no changes to this following a termination due to redundancy. - Will I still be able to access any Private Medical Health Benefit that I am entitled to during the consultation?
Yes however please bear in mind any impact that COVID-19 may have on your access. - Where should I direct any questions I might have during the consultation period?
If you have any queries during the consultation period, please direct these to your Employee Representative in the first instance, who will liaise with the appropriate business area to address your questions and feedback accordingly. - **CUK Q&A** Will the company provide CV writing and interview preparation assistance?
We will be exploring this with our outplacement support provider and will confirm details in due course. We will contact jobcentre plus and will provide more detail shortly. - **CUK Q&A** An organisation has been in contact with me to highlight that they are recruiting, what should I do?
If an organisation has been in contact with you to share that they are recruiting and potentially may have opportunities for employees at Carnival UK, please ask them to share their details with Lucy Davis. - **CUK Q&A** What support will I receive from my Director and VP?
To ensure a consistent and fair process, and to ensure any questions you have are answered efficiently, please speak to your Employee representative with any issues or concerns. The leaders from the different business areas will continue to work with the teams to ensure everyone is feeling supported and everyone’s questions are answered.