Remuneration
No negotiations on rates of pay commonly results in a lack of pay transparency amongst grades of workers. This can lead to situations where colleagues working side by side carrying out the same role and duties are paid a different rate of pay creating an inequitable environment which leads to job dissatisfaction and fractured workplace relationships. The direct engagement model does not provide for an opportunity to discuss terms and conditions of employment. In addition, the screening process of the employee forum questions in advance of meetings removes any queries of this nature.
Communication
The ideology behind the direct engagement model relies heavily on an open and honest two-way communication process, a strong emphasis is placed on partnership whereby workers are involved in discussion and the decision-making process with a view to creating a sense of job satisfaction and a positive workplace culture. However, when carried out badly the outcome is detrimental for workers and workplace satisfaction. Lilly management do not respect the direct engagement model and unconditional necessity for honest communication. For example, Lilly unilaterally changed Healthcare Provider and did not even consult with the workforce or inform them that the move was taking place.
Another blatant example of Lilly acting unilaterally is evidenced by the recent changes to the bonus structure whereby workers are now learning that absences in 2023 and 2024 will now impact the level of bonus received in 2025. This information was not explained to workers during the roadshow. More alarmingly, workers have been disincentivised from availing of Parental Leave as it will be counted as an absence and will impact the calculation of their bonus. This type of management action regarding statutory leave is considered as discriminatory, changes to this bonus scheme will negatively impact some workers.
A current developing concern is the application of a new non negotiated badge system, workers are receiving badges for a myriad of reasons for example, not carrying out overtime or for taking “C” time. This means that workers are being penalised for taking leave which has been pre-approved by Lilly management. The application of this degenerative practice is creating an environment of fear as workers are apprehensive that Lilly management will use this system to reduce the end of year financial bonus which is akin to applying a monetary disciplinary sanction.
Trade union recognition in other countries
SIPTU members were successful at the Labour Court. It recommended that Lilly recognise SIPTU as its employees’ representative. SIPTU wrote to management, however you will know from the subsequent townhall meetings that Lilly are refusing to engage with SIPTU and are using Union Busting Tactics to frighten workers by spreading misinformation, threats of reputational damage and raising false concerns for the future of the site. Recently Lilly management have created an intimidating space by bringing groups of workers together to show material which acts to deter workers from organising themselves into a union.
This behaviour flies in the face of Lilly’s Support of Workers Rights whereby they work productively with Unions in several countries according to the Lilly sustainability report.