Memorandum submitted by CSA Service Group (GLOB 50)

GENERAL

1. CSA Service Group (CSA) is a specialist resource provider with a proven track record of supplying effective managed workforce solutions to businesses and industry in Wales.

2. At CSA we specialise in providing workforce solutions. We are an ethically and socially responsible employer evidenced through our Gangmasters Licensing Authority (GLA) License. We were the first company in Wales to be so licensed and registered. We also work closely with the Association of Labour Providers (ALP) and the Temporary Labour Working Group (TLWG) ensuring that the required standards are met and exceeded where possible.

3. CSA was established in 1992 and prior to May 2004 was experiencing the difficulty of supplying a quality service to its clients which in turn made our clients experience instability etc. We then looked to resource from Eastern Europe which was predominantly and continues to be from Poland.

ACCOMMODATION AND RELOCATION

4. As there are difficulties in relocating from an Eastern European economy to a Western one. CSA offers accommodation for all of its managed workforce if required. Accommodation is provided in strict accordance with guidelines as set down in GLA regulations.

5. Accommodation charges are applied to a maximum of £29.05 per week, excluding bills. We at CSA are in a minority of workforce providers who accommodate their employees.

6 It should be noted by the Committee that private sector landlords may charge migrant worker tenants at any rate and are not required to adhere to the regulations outlined in para 5.

7. The weekly accommodation offset (see para 5), which in our case is just sufficient to cover the basic cost, could be better served by being set by each local authority who have the knowledge of their local market rents and category elements. At present standards are not taken into account.

8. In terms of WRS Registration problems in administration have arisen by the raising of costs from £50 to £70 and now £90 without notice and consultation. We are aware that the ALP have raised this issue with the Home Office but further representation is essential. There continues to be no facility within the WRS Regulatory Department to keep track of the change in employer.

9. Opening of bank accounts, doctor registration and translation per se continue to be issues but due to local negotiation, the good offices of organisations such as the Welsh Polish Association and good will we are able to overcome these difficulties.

TRANSPORT

10. As with accommodation transport is an essential element in the initial stages of employment. This is provided as the local services are not available at the times or to the locations that people are required. All transport adheres to national legal standards both in terms of vehicles and drivers. (20% require transport, 80% under own means). However, where employees do purchase we try and monitor this and maintain liaison with local police.

11. At CSA employees are provided with transport in order that:

a. Efficiency in time keeping is maintained.

b. There is a reduction in carbon footprint. [1]

c. Employees are not compelled to purchase cheap and possibly unroadworthy vehicles.

d. Local public transport services are not provided at convenient times and in areas where needed.

12. It is important to note that as with accommodation transport is available to to any employee of whatever nationality.

LANGUAGE

13. Language continues to be an issue although it should be noted that the skill and ability in the use of the English language is becoming increasingly prevalent within the younger Polish immigrant community. We ensure that 70% of our management and administration staff in Wales and Poland are bilingual to ensure that communication is good.

14. At CSA every effort is made to translate all key documentation in the employee's native tongue. Translation services are also provided to client companies.

15. It is company policy that employees should only sign documentation written in their native language.

16. Although as a company CSA does not provide language training employees are encouraged to take every opportunity to increase their knowledge of English and are directed to suitable training facilities.

ECONOMIC IMPACT

17. At CSA we believe that we are strong supporter of the local economy. Situations that we are asked to fill are open to local candidates, under the same terms and conditions, as well as those from Poland and a number of our employees are local. However, a more fundamental point is as follows: it is clear that a number of client companies are unable to find enough local candidates in possession of the right skills and competence. At CSA we are in a position to augment these workforces with personnel and are thereby safeguarding the businesses in question and their continued presence in South Wales.

CONCLUSION

18. At the two and half year point it now appears, in our own experience, that the local authority, in its various forms, is now accepting of the general situation of immigrant labour. However, we feel that there is a negative impact caused by unwelcome intrusion, in the form of disinformation. This greatly increases the general difficulties encountered by businesses operating in this area.

19. In general authority continues to promote awareness along with encouraging co-operation at all levels. This has required a considerable amount of effort by all parties and, even though there continues to be opposition in certain quarters, most now recognise the benefits to be gained by the presence of quality immigrant labour.

3 July 2007

[1] We would be greatly interested in further reducing our carbon footprint by providing additional centralised transport on a subsidised basis.