23.6.08
More Anti-Facist Leafletting
Blackpool Trades Club is proposing to distribute anti-BNP leaflets in the Grange park area where there is candidate running.
There is an open invite for assistance in dropping leaflets through the doors of the area:
Details:
Monday 23rd June 2008, 7pm, meeting at the Newton Arms Public House Car Park.
12.6.08
Anti-Facist Leafleting
The Branch has been contacted by local anti-BNP activists to ask if anyone locally would like to assist them in leafleting in the Park Ward area.
It is likely that it will be from 2pm on Saturday the 14th and Tuesday the 17th from 7pm.
If anyone is interested in helping out in this worthy cause please contact the Branch office for contact details of the local organisers.
11.6.08
DWP PAY 2008 UPDATE
Talks resume but will the employer have anything to offer?
The PCS DWP Group Executive Committee (GEC) has supplied the following
information:
“ Departmental Management have now confirmed that they will meet PCS week commencing 9th June 2008 following their approach to Treasury for authority to improve the imposed below inflation pay offer. As yet Senior management have not shared with PCS what they have asked for or what the Treasury response has been.
With inflation currently at 4.2% and food and fuel prices rocketing PCS will be pressing management to ensure that all members receive increases which at least match the increases in the cost of living. The PCS DWP GEC will reconvene once these talks have concluded to receive a report and decide on the next steps of the campaign”.
Lobby of Parliament
Civil servants, teachers, fire fighters, health service workers and probation officers were amongst the 26 unions representing 6 million public sector workers at a rally and lobby of Parliament on Monday 9th June 2008. The earlier lobby PCS held on 11th March 2008 was a massive success with well over 100 MPs attending and lobbied. We have built on that success again and hopefully this will increase the pressure on the Government. Gloria Hodgkinson (Deputy Secretary) attended the lobby on behalf of the Branch.
National Campaign
The PCS National Executive Committee is to launch a campaign the key focus of which will be the restoration of a Civil Service Pay structure and Civil Service Pay bargaining. This is to be welcomed, however there may be a need for further campaigning activities in the meantime to ensure that there is a fair settlement in the DWP.
If you have not joined PCS and are reading this information, please join by completing the form found at the "Join Us " link on the right hand side of this page.
The PCS DWP Group Executive Committee (GEC) has supplied the following
information:“ Departmental Management have now confirmed that they will meet PCS week commencing 9th June 2008 following their approach to Treasury for authority to improve the imposed below inflation pay offer. As yet Senior management have not shared with PCS what they have asked for or what the Treasury response has been.
With inflation currently at 4.2% and food and fuel prices rocketing PCS will be pressing management to ensure that all members receive increases which at least match the increases in the cost of living. The PCS DWP GEC will reconvene once these talks have concluded to receive a report and decide on the next steps of the campaign”.
Lobby of Parliament
Civil servants, teachers, fire fighters, health service workers and probation officers were amongst the 26 unions representing 6 million public sector workers at a rally and lobby of Parliament on Monday 9th June 2008. The earlier lobby PCS held on 11th March 2008 was a massive success with well over 100 MPs attending and lobbied. We have built on that success again and hopefully this will increase the pressure on the Government. Gloria Hodgkinson (Deputy Secretary) attended the lobby on behalf of the Branch.
National Campaign
The PCS National Executive Committee is to launch a campaign the key focus of which will be the restoration of a Civil Service Pay structure and Civil Service Pay bargaining. This is to be welcomed, however there may be a need for further campaigning activities in the meantime to ensure that there is a fair settlement in the DWP.
If you have not joined PCS and are reading this information, please join by completing the form found at the "Join Us " link on the right hand side of this page.
10.6.08
DCPU - TURRETS CONSULTATIVE BALLOT RESULTS.
Firstly thanks to all the members who participated in the consultative ballot about the imposition of the extension of Turrets working times at Warbreck, the results of which are as follows:
Option A: Action outside of 10 am to 3 pm on certain days:
Yes = 58
No = 79
Option B: Mondays discontinuous:
Yes = 105
No = 37
Option C: Monday and Tuesday:
Yes = 106
No = 38
Option D: 5 Days Strike Action:
Yes = 108
No = 31
Option E: None (i.e. no action):
Yes = 6
No = 105
The likelihood is that the next steps will be that members will be formally balloted.
If you require any further details about these or any other points then please do not hesitate to contact the Branch Office.
If you are reading this circular and haven’t yet joined PCS please complete a membership application form ("join us" link on right hand side of this page).
Option A: Action outside of 10 am to 3 pm on certain days:
Yes = 58
No = 79
Option B: Mondays discontinuous:
Yes = 105
No = 37
Option C: Monday and Tuesday:
Yes = 106
No = 38
Option D: 5 Days Strike Action:
Yes = 108
No = 31
Option E: None (i.e. no action):
Yes = 6
No = 105
The likelihood is that the next steps will be that members will be formally balloted.
If you require any further details about these or any other points then please do not hesitate to contact the Branch Office.
If you are reading this circular and haven’t yet joined PCS please complete a membership application form ("join us" link on right hand side of this page).
3.6.08
DCPU - Imposed Extension of Turret Times
**************************
*** Members Meetings ***
**************************
Dear Colleagues
Following a meeting between PCS and Disability and Carers Processing Unit Senior Management on Monday 12th May 2008 regarding the extension of Turrets times we have arranged meetings to consult with members of PCS members working on turrets at Warbreck House about the next stages of the campaign and to feedback from the meeting.
We have always been concerned that the Turrets mean the Terms and Conditions of the members may be in danger of being eroded as the employer attempts to deliver a standard of service whilst at the same time cutting the number of jobs in comparison to the workloads.
Please note that only PCS members who work on the Turrets can attend the meetings. Separate meetings may be arranged for other post holders in the near future.
Following a meeting between PCS and Disability and Carers Processing Unit Senior Management on Monday 12th May 2008 regarding the extension of Turrets times we have arranged meetings to consult with members of PCS members working on turrets at Warbreck House about the next stages of the campaign and to feedback from the meeting.
We have always been concerned that the Turrets mean the Terms and Conditions of the members may be in danger of being eroded as the employer attempts to deliver a standard of service whilst at the same time cutting the number of jobs in comparison to the workloads.
Please note that only PCS members who work on the Turrets can attend the meetings. Separate meetings may be arranged for other post holders in the near future.
Friday 6th June 2008
Warbreck House Canteen
10.00am & 2.00pm
Warbreck House Canteen
10.00am & 2.00pm
We would encourage all members concerned to attend one of the meetings.
If you have not yet joined PCS and want to attend the meeting then please complete the membership form that can be found on the "Join us" link on the right -->
Please remember that only members who work on the Turrets can attend the meetings.
2.6.08
Special Leave with pay for Disability related abscences.
The PCS DWP North West Regional Committee have provided the following information:
“Staff who have had to have time off work for reasons relating to a disability are entitled to have this time as Special Leave with pay.
These periods should not be counted as sick days for Attendance Management purposes. The Guidance states:
“A reasonable amount of time off could be given to enable employees who….have other health or disability related needs (to be) dealt with. Paid leave includes:
When a Reasonable Adjustment has been identified and not put in place then Special Leave must also be considered.
The Guidance states that Special Leave with pay can also be granted in:
“Situations when employment related reasonable adjustments are not yet in place (e.g. awaiting provision or repair of specialist support or equipment; awaiting provision of a guide dog; awaiting provision of a work related reasonable adjustment).”
For an explaination of Reasonable Adjustments and specific disabilities recognised under the Disability Discrimination Act click here.
Staff waiting for an Occupational Health Referral
Excessively long waiting periods for OHS Referrals mean that staff cannot access the Special Leave provision because Reasonable Adjustments have not been identified by the OHS practitioner.
This is compounded by the fact that in some cases it is patently obvious that Reasonable Adjustments will be needed (i.e. after diagnoisis of a condition by a doctor/specialist).
If you are in this position and feel it will take an unreasoanable amount of time to implement a Reasonable Adjustment then your Region reccomends that you apply for Special Leave with pay.
If Special Leave is refused a grievance can be raised highlighting the Decision Makers Responsibilities under the Health and Safety at Work Act and Disability Discrimination Act.
“Staff who have had to have time off work for reasons relating to a disability are entitled to have this time as Special Leave with pay.
These periods should not be counted as sick days for Attendance Management purposes. The Guidance states:
“A reasonable amount of time off could be given to enable employees who….have other health or disability related needs (to be) dealt with. Paid leave includes:
- Appointments/treatments (e.g. Kidney dialysis, infertility treatment, therapeutic appointments)
- Situations where employees are required to refrain from work based on professional/ specialist advice (e.g. Contact with modifiable communicable diseases)
When a Reasonable Adjustment has been identified and not put in place then Special Leave must also be considered.
The Guidance states that Special Leave with pay can also be granted in:
“Situations when employment related reasonable adjustments are not yet in place (e.g. awaiting provision or repair of specialist support or equipment; awaiting provision of a guide dog; awaiting provision of a work related reasonable adjustment).”
For an explaination of Reasonable Adjustments and specific disabilities recognised under the Disability Discrimination Act click here.
Staff waiting for an Occupational Health Referral
Excessively long waiting periods for OHS Referrals mean that staff cannot access the Special Leave provision because Reasonable Adjustments have not been identified by the OHS practitioner.
This is compounded by the fact that in some cases it is patently obvious that Reasonable Adjustments will be needed (i.e. after diagnoisis of a condition by a doctor/specialist).
If you are in this position and feel it will take an unreasoanable amount of time to implement a Reasonable Adjustment then your Region reccomends that you apply for Special Leave with pay.
If Special Leave is refused a grievance can be raised highlighting the Decision Makers Responsibilities under the Health and Safety at Work Act and Disability Discrimination Act.
For Help and Guidance when applying for Special Leave contact the Branch Office
PDS And Disabled Staff
The PCS DWP North West Regional Committee have provided the following information:
“PDS is a discriminatory system and particularly so for staff from minority, disadvantaged and under represented groups.
Year on year since its inception markings have evidenced that disabled staff are unfairly treated and it is acknowledged by Management and PCS that there is an over representation of disabled staff in lower box markings and an under representation in Top and Higher box markings.
Management identify this each year when they produce their Headline DWP Figures (below).
Equality for All
Each equality analysis of PDS Performance Level results shows that ethnic minority, disabled, female and part time employees receive proportionately fewer Top or Higher performance levels than ethnic majority, non disabled, male and full time employees.
Management recognise the problem but do nothing to rectify it.
What policies and procedures are in place to redress the imbalance and get more disabled staff into top and higher markings and out of lower box markings?….NONE
Request Achievable objectives
If you have a disability that you feel puts you at a substantial disadvantage to your work colleagues and you feel that the generic work objectives are unachievable you MUST bring it to the attention of your Team Leader at your appraisal.
If you feel your disability has not been adequately considered when your Objectives were set DO NOT AGREE THEM. You have the right to challenge the decision and, if necessary, raise a grievance through the DWP Grievance Policy.
PDS Guidance states:
Adjustments to policy, procedure or practice need to be considered in the following:
Where appropriate, take into account an employee’s disability or working pattern (see Question 3 and Question 6 in Advice) “Objectives should give the employee the same opportunity to meet or exceed their objectives as any other employee, taking into account their disability”.
“If a generic framework of objectives is used, managers should ensure that they make reasonable adjustments for employees with a disability. This is so they have equal opportunity to achieve all performance levels”.
Reasonable Adjustments
A request to revise Objectives to reflect an individual disability is a request for a reasonable adjustment. , which is a requirement under PDS guidance and the DDA. A refusal to do so can be regarded as discriminatory.
Attendance and Objectives
Disabled staff should not be disadvantaged if their attendance suffers because they are ill. Managers are advised that poor attendance (i.e. numbers of days off) must not be used as criteria to influence a PDS marking.
“If an attendance objective is used, we recommend one that expects the employee to comply with attendance management processes, for example Keeping in Touch, but not one that includes a numerical target for attendance”.
Your Rights
The Department has legal obligations to its disabled staff which include adherence to the Disability Discrimination Act (DDA), Disability Equality Duty and specific guidance regarding staff with disabilities.
If you feel you have been treated unfairly and you cannot agree your Objectives with your Manager you have the right to raise a grievance.
“PDS is a discriminatory system and particularly so for staff from minority, disadvantaged and under represented groups.
Year on year since its inception markings have evidenced that disabled staff are unfairly treated and it is acknowledged by Management and PCS that there is an over representation of disabled staff in lower box markings and an under representation in Top and Higher box markings.
Management identify this each year when they produce their Headline DWP Figures (below).
Equality for All
Each equality analysis of PDS Performance Level results shows that ethnic minority, disabled, female and part time employees receive proportionately fewer Top or Higher performance levels than ethnic majority, non disabled, male and full time employees.
Management recognise the problem but do nothing to rectify it.
What policies and procedures are in place to redress the imbalance and get more disabled staff into top and higher markings and out of lower box markings?….NONE
Request Achievable objectives
If you have a disability that you feel puts you at a substantial disadvantage to your work colleagues and you feel that the generic work objectives are unachievable you MUST bring it to the attention of your Team Leader at your appraisal.
If you feel your disability has not been adequately considered when your Objectives were set DO NOT AGREE THEM. You have the right to challenge the decision and, if necessary, raise a grievance through the DWP Grievance Policy.
PDS Guidance states:
Adjustments to policy, procedure or practice need to be considered in the following:
- Recruitment and selection.
- Appraisal and Promotion.
Where appropriate, take into account an employee’s disability or working pattern (see Question 3 and Question 6 in Advice) “Objectives should give the employee the same opportunity to meet or exceed their objectives as any other employee, taking into account their disability”.
“If a generic framework of objectives is used, managers should ensure that they make reasonable adjustments for employees with a disability. This is so they have equal opportunity to achieve all performance levels”.
Reasonable Adjustments
A request to revise Objectives to reflect an individual disability is a request for a reasonable adjustment. , which is a requirement under PDS guidance and the DDA. A refusal to do so can be regarded as discriminatory.
Attendance and Objectives
Disabled staff should not be disadvantaged if their attendance suffers because they are ill. Managers are advised that poor attendance (i.e. numbers of days off) must not be used as criteria to influence a PDS marking.
“If an attendance objective is used, we recommend one that expects the employee to comply with attendance management processes, for example Keeping in Touch, but not one that includes a numerical target for attendance”.
Your Rights
The Department has legal obligations to its disabled staff which include adherence to the Disability Discrimination Act (DDA), Disability Equality Duty and specific guidance regarding staff with disabilities.
If you feel you have been treated unfairly and you cannot agree your Objectives with your Manager you have the right to raise a grievance.
1.6.08
Health and Safety Executive Petition
Sign the PCS petition to make HSE management ‘think again’.Members in HSE are campaigning to urge their management to ‘think again’ about the decision to close their
A parliamentary select committee report recently echoed PCS concerns that the move will lead to a significant loss of experienced staff.
Management’s original business case worked on the assumption that 40% of staff would be willing or able to make the move to the North-West. In fact less than 4% have so far expressed a firm interest in relocating.
These moves follow a 25% reduction of staff in post across HSE since 2002. PCS are arguing that a smaller, less efficient HSE will be to the detriment of all workers’ health and safety.
To make matters worse for members they have been threatened by HSE’s Chief Executive with disciplinary action if they fail to actively look for work elsewhere.
Please support the campaign to make HSE ‘think again’ by signing the petition.
Download the petition here and ask your colleagues to sign it.
Return completed petitions to Mick Daniels, Room 7233, Norcross and we will forward them to PCS HQ.
DWP Black Members Seminar 2008
The DWP PCS Black Members Seminar Details have been released by the DWP Group.The Seminar theme is "PROUD TO “B” ME" and will be held over two days, the 23rd & 24th of June 2008.
The Venue is Wortley Hall, Wortley,
- My
- Know your Rights
- Equality/impact Assessments
Speakers from PCS will include DWP Group President Jane Aitchison.
Are you interested in shaping the union within the DWP? Do you want to have your say?
THEN APPLY TODAY
For an application form, please ring PCS on 0113 200 5300.
If you want more information please ring
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