DCS Flexible Working Hours Agreement – Update

In Mid-2006, PCS negotiated in DCS a new Flexible Working Hours Agreement. This Agreement protected the longstanding flexibilities previously available to members.

It has however proved necessary to improve the wording in certain paragraphs in order to ensure that the provisions of the Agreement are clear to members, including those who are line managers. PCS is determined to ensure that the Employer abides by the Agreement. Some changes have already been Agreed. Discussion on other changes has regrettably been deferred as a result of the formation of the new PDCS Agency.

New Changes

For staff who prefer to work fixed hours in preference to FWH, or staff who find themselves on fixed hours in rare cases of an FWH infraction, the standard definition of fixed hours now features in the Agreement. (Clause 1.3).

Lunch breaks. Initially a cause of some difficulty, the right to a lunch break beyond statutory minimum rights was secured in the Agreement.

Upon revision we have now secured: For full time staff, a minimum lunch break of 30 minutes; an entitlement to a lunch break of 1 hour, and provision for staff to take longer lunch breaks under the terms of the Agreement. For part time staff working less than a standard day, a right to take a lunch break if they wish (clauses 6.3,6.4)

A Right to accrue an FWH credit or debit by working more or less than daily standard hours. This is subject to work requirements. Further clarity is needed in this area. Much of this may seem obvious to members, however we are having to deal with a Department that has allowed consultants to “dumb down” procedures, and restoring the use of proper English in order to defend and improve Conditions of service for members is unfortunately time consuming.

FWH leave. We have secured a statement of intent from Senior Management that staff will be able to take FWH leave as detailed in the Agreement. (Clause 10.3)

What is half a day? In FWH terms, the 2006 Agreement left this blank, following the abolition of core-time.

We have now secured Agreement to minimum and maximum time that can be worked in the “other” half of the day, when members take a half day’s leave (whether Annual, Flexi or other).

These are: minimum time: 30 minutes; maximum time: 6 hours. (Clause 10.4).

Points still awaiting further clarifications include those relating to credits for absences such as Doctors, dentists, Access to monthly salary etc.

There are as yet no further changes here, however there are some inaccurate papers doing the rounds in parts of DCS. Members have continued rights to credits for urgent private business such as doctors, dentists, access to salary et al;

It is our hope that problems with the new Agreement are few. For the purpose of clarity, however, some reminders as to how the FWH Agreement should operate are here repeated, along with some advice on what to do if it doesn’t.

Q1: I’ve been told I have to agree the hours I wish to work with my line manager in advance. Is this correct?

A1: No. But if you unexpectedly change previously regular hours significantly, there are Health & Safety reasons why you should let your manager know this. It also assists a good working environment.

Q2: I’ve been allocated to a Turret or other phone cover and been told I can’t leave until a specified time. Is this correct?

A2: No, at least not in isolation. We have agreed we will provide cover collectively. Volunteers must be sought and Managers must make use of staff who regularly start early/stay late. Not unless all this has been exhausted should this question even arise. In fairness to your manager, if it has been assumed that you would be working late, but in fact you intend to leave early, let your manager know in good time so that they can make suitable arrangements. For Warbreck Turrets, Agreement has been reached on a separate pilot, however in broad terms, the principles are similar.

Q3: I’ve been told to go to the doctor in my own time. Is this correct?

A3: No. If you can make appointments outside of your normal working hours you may be expected to. In practice, given the available opening times of Doctors surgeries et al and the pressures they face, you will probably have to take whatever appointment you can get. If that is within your normal working hours, then it is not in your own time, and a credit will normally be given.

Q4: Does “Urgent Private Business” mean that only urgent medical appointments are covered?

A4: No. All Doctors appointments are covered by the term “Urgent Private Business” and always have been. This is not a new term, but one which has been in use for over 30 years, and which should be universally understood.

If members encounter difficulties with any of the above, you should consult your PCS representative. Some issues may be resolvable through collective discussion where this exists, or your reps will suggest ways of resolving the issue.

Members are invited to send any feedback on this circular either to Group Office in Leeds or to Martin Jones in Room 7130A, Norcross, Blackpool.

Update your membership records

Due to the continual movement of Staff between various sites and/or between rooms your details held by Membership records may require updating.

Members may wish to visit the PCS HQ website here (they will require their Membership No)
or contact Membership records on 020 7801 2601 in order to confirm their current details.

Please check your Ballot Address details and that you are in the correct Branch which is Fylde Central Benefits and Services Branch – Branch Code 047139.

The Fylde Central Benefits and Services Branch recommends that you use your workplace address for balloting purposes as most information from PCS is sent through the workplace, but you may use any address you wish.

If you had used your previous workplace address as your requested Ballot address and require your membership number please email Mick Daniels with the following details:

Name
Either Staff No. or NiNo
Previous Ballot Address
New Ballot Addresss

Ex or Non Members who wish to join PCS please complete the application form found here and return it through the internal post to Room 7233 Norcross.

Many thanks for your co-operation and please remember to notify the office of any changes in your personal details.

Staffing Levels In the DCPU

The purpose of this circular is to provide an overview of the current Staffing Position in the DCPUs and how it relates to the recent activity that has been going on to resolve the potential Turrets dispute. Members will know that the methods of working trialled in the Turrets pilot will now be rolled out to the rest of the DCPUs. However, central to this is the commitment from Senior Management to move towards more acceptable staffing levels in Helpline to reduce the reliance on turrets working.

Focus will now turn to how the staffing issues, not only in Helpline but, across the DCPUs can be resolved. Over the Summer period work on hand levels increased by a third from around 75,000 cases on hand at the end of March to more than 100,000 by the height of the Summer. Whilst Summer leave and part year contracts accounted for some of this, PCS believes this is more than a temporary blip and is indicative of chronic shortages of staff in all areas. Members at the recent Turrets pilot meetings spoke overwhelmingly about the lack of staffing that was leading to most of the problems they encounter.

PCS believes that staffing levels in the DCPUs are not sufficient at this present time. Overtime is being used on a massive scale to mask these deficiencies in staffing with a staggering £568,000 and £760,000 spent on overtime in July and August alone – this is an enormous figure by anyone’s calculation and amounts to around 3 extra AOs per Command for the whole year. If we recognise that at the moment the equivalent of approximately 130 Operations staff are permanently deployed answering calls this gives us an idea of how many staff the enormous amounts spent on overtime is actually masking.

The staffing shortages manifests itself in many other ways as well. Members feel much more under pressure to deliver work which is often exacerbated by the requirement for AOs to also work on the turrets. Many members have complained about post piling up and no action being taken and this has been a recurring theme over the Summer. Stress in the workplace rises leading to issues with Attendance Management and warnings. Access to part time working arrangements and FWH can be severely restricted and members are often asked to work out of grade. Functionalisation of jobs leads to boring and monotonous work.

Senior Management are pinning their hopes on the roll out of Lean delivering enough extra capacity to deal with the shortfall between how many staff they have and how much work they have got coming in. PCS has serious reservations that Lean will actually deliver this and there is little evidence to support the employer’s view. What is clear is that DLA Claims are forecast to increase by up to 20%, Mota Claims are forecast to increase by 10% yet staffing levels are still being cut.

No one underestimates the difficulties there will be in securing staffing levels given the Ministerial pressures to cut jobs almost without regard for the impact. However PCS remains committed to campaigning for proper staffing in the DCPUs.

Campaigning Against Office Closures

Members will recall from the DWP 3 Year Business Plan that management plan to close upwards of 200 offices by 2011. PCS has been pressing management for fuller details of these proposed closures since its publication. To date, detailed information on the location of office closures has not been shared with PCS, except for those currently under local consultation.

PCS are currently awaiting a meeting on Estates with management and have a meeting scheduled with Works and Pensions Minister, James Purnell at the end of October to pursue our position that further office closures at a time of rising unemployment is not the answer.

Increasing Need for Services
The Office for National Statistics recently announced figures showing that the benefit claimant count for August has increased by 32,500 to reach 904,900. This figure is the largest jump in people claiming JSA since 1992 – a sixteen year high. The same report also shows that joblessness rose by 81,000 to 1.72 million between May and July, which is the largest increase since 1999. It was also reported that the jobless rate in Britain rose by 0.2% to 5.5% in the three months to July, again the worst level since 1992.

With more companies announcing redundancies on an almost daily basis PCS believes, as the economy worsens it is likely that these figures will continue to rise, which will require a far greater need for locally delivered services from DWP.

Advice to Branches
PCS is campaigning vigorously to protect offices from closure. A variety of campaigning materials are already available from PCS for use by Branches dealing with proposed office closures. Any Branch requiring these should contact Group office.

PCS are pressing for DWP to share details with DTUS and/or Business Unit TUS’ of all office closures. In the meantime, reps are encouraged to advise Group office of all public consultations beginning on potential closures.

DWP Pay Campaign Update

In a week which saw increasing financial uncertainty and an increase in the jobless figures of 81,000 with predictions that unemployment could reach 2 million by the end of 2008, it is becoming increasingly clear that DWP needs to ensure it has sufficient, properly rewarded, motivated and experienced staff to deal with the growing economic crisis. The GEC met this week and considered reports from the ongoing departmental talks, feedback from the NEC on the national pay dispute. A report of the GEC meeting and decisions will be issued soon.

VOTE YES FOR FAIR PAY
PCS is balloting all civil service members over potential strike action from next week. We are calling for pay increases that at least match the rate of inflation. We also want a fair deal on progression. Our members face a double disadvantage compared to the rest of the public sector. For us the pay cap includes the cost of progression up the pay range. So there is less money available to fund basic pay awards.

We are negotiating with Ministers. We want a fair settlement. In the past we have successfully done that on pensions and jobs. But so far they are not responding positively on pay. So we must build up our campaign, including balloting members on industrial action. The aim will be to make the greatest possible impact and show the crucial roles PCS members play in society.

We want members to support a programme of industrial action, including a one day national strike followed by several separate weeks of campaigning by members working in different sectors such as education, defence, finance, health and welfare and law and justice. We will take action with other trade unions facing the government’s pay cap wherever possible.

We want a fair negotiated settlement for PCS members. Every member matters – make sure you return your ballot paper.

Vote YES to defend pay and conditions, together we will win!

DCPU Meeting with the Employer on LEAN

First of all thanks to the members in the LEAN pilot areas who attended the meeting on Monday 1st September 2008 and provided their views on the LEAN pilot.

As agreed at the meeting the issues would be raised with Senior DCPU Management as part of the ongoing discussions about LEAN and the employer’s proposals to roll it out across Warbreck.

On Wednesday 17th September 2008 myself and Dean Rhodes (DCS Industrial Relations lead) met with Senior DCPU Management to discuss the LEAN pilot and the potential roll out.

We were asked to summarise our views and the following are the details:

“At the meeting this morning I said I would let you have a summary of the points that had been raised at our members meeting on Lean on 1 September 2008.

We asked staff whether they find the work better, worse or about the same as before. They said that it was hard to judge given the fact one area had work at the start and the other didn’t. Both areas felt lean was badly organised and that work levels were in chaos. Staff also felt that the concentration on turrets and the lack of staffing meant they were not able to fully judge the new work processes and there experience was that post was being left resulting in increased chase ups, duplicates etc.

We asked whether staff had more, less or about the same input as before. Members told us that they were asked about the processes but felt that there comments were ignored and that concern strips were also ignored. They felt the lean team were not helpful or adaptable and that staff who voiced concerns were labelled as being negative.

We asked whether lean helped or hindered the work flow of work. Staff in one area said they could see some benefits with the new processes but that these were not being realised or implemented because of the lack of staff and the focus on turrets.

However there were many members who felt Lean hugely hindered the way they work.

In general staff were more concerned about the impact of turrets and staffing reductions and felt both these contributed to their view that Lean wasn’t working. This was a recurring theme. Staff were also concerned about the apparent manipulation of counts, targets etc and post building up. Also, we were made aware that payability cases were being suspended but no further action was taking place, files were going missing and on hand levels were being manipulated”.

We raised issues about staff putting their hours of attendance on the information centre and I will be looking to speak directly to members shortly to discuss this further.

Management are also looking at taking forward work on the Role of a Leader which we cautiously welcomed. We believe it is essential that our managers are given the tools to do their job of actually managing staff rather than just collating stats.

If you require any further details about these or any other points then please do not hesitate to contact the Branch Office on Ext: 61186.

DCPU Turret Pilot Update

Result of the Members Ballot.

The purpose of this circular is to provide an update from the members’ meeting on Wednesday 17th September 2008 to discuss the Turret pilot. Thanks to all the members who attended the meeting and gave their views.

As a ballot of the members had taken place at the start of the Turret pilot the Branch Executive Committee agreed that it would be best if one did so at the end as well to ascertain membership feedback.

The results of the questions put to the members at the meeting on 17th September 2008 were as follows:

a) Do you think that the pilot on the Turrets has delivered its stated aims set out in the joint statement about preference on starting times?

Yes: 48 (65%*) No: 26 (35%).

b) Do you think that the pilot on the Turrets has delivered its stated aims set out in the joint statement about being able to state your availability without coercion?

Yes: 45 (58%) No: 27 (35%).

c) Do you agree that members should have the ability to state their availability without coercion?

Yes: 75 (99%) No: 1 (1%).

d) Do you believe that this aspect of the joint statement is worth continuing with and should be rolled out (with any tweaks necessary)?

Yes: 59 (78%) No: 16 (21%).

e) Would you prefer to return to line managers issuing Turrets rotas?

Yes: 10 (13%) No: 64 (84%).

* (Note, percentages do not include spoilt or partial answers). Partial answers will however be provided for the negotiators in advance of the full review meeting.

The next stage is for there to be a formal review of the full pilot and staffing issues in the DCPU on Thursday 18th September 2008.

A feedback circular will hopefully be issued from the meeting in advance of the full round of members’ meetings on Wednesday 1st October 2008.

If you have read this information and are not a member then please complete the membership form found at the "join us" link on the top right hand of this site.

LGBT Seminar - 14 to 16 November 2008

The above seminar is aimed at all LGBT (Lesbian, Gay, Bi-Sexual and Transgender) members. It is a residential seminar and travel and accommodation costs are met centrally by PCS HQ.

There will be workshops and discussion groups as well as some interesting fringe events to ensure a lively and stimulating event.

The evenings provide an opportunity to meet and socialise with LGBT members from across the country and from many different departments.

The seminar helps encourage LGBT members to get active with PCS interests and campaigns.

The Proud seminar gathers together about 100 PCS LGBT members and it is their chance to meet the National Committee, hear speakers and discuss the issues which affect them. The 2008 Seminar is being held at the Queens Hotel in Leeds, 14 - 16 November and the 'theme' is celebrating past successes and identifying issues for the future.

The event is residential with all meals provided. Travel costs are met by PCS nationally via the booking agent Baxter Hoare.

Applications need to be received by PCS Equality by Friday 17th October. Letters will be issued by Monday the 27th October advising applicants as to whether they have been selected as a delegate or not.

For further information contact: Jeff Grist (Chair) 0776 974 1819 or Jan Baxter (Secretary) 07976 017 654.

You can also visit the LGBT website for an application form here. The main Proud website is here.

Remember - Application forms must be returned by, 17 OCTOBER to the PCS, Equality Department, 160 Falcon Road, London SW 11 2LN.

Young Members in PCS

PCS have launched a young members section on the HQ website.

We have placed a permanent link on the right hand side of this site for ease of access in the future.

The young members area currently features several circulars, one on supporting young members which can be found here; two newsletters that can be found here and here, and details of a DWP specific one day training event in Liverpool for young member activists here, with the application form for the event here in an MS Word format. The event is to be held on October 31st 2008.

If you are a young member (27 or under) go and have a look!

If you are not yet a member of PCS and wish to join to become an active young member, please fill in the application form that can be found on the join us link available at the top right hand of this page.

Women and Unions Conference

Equality - What Next?

The North West TUC Women’s tutor group cordially invites women activists from the North West to a one day Conference to be held on:

Friday 14th November 2008

10.00am to 3.00pm

At:

The Mechanics Centre
103 Princess Street (Major St. entrance)
Manchester
M1 6DD

Following last year’s extremely successful conference, this event is designed to build on that work by encouraging women to become more proactive in the TUC and their own union. The theme of this year’s conference will be “Equality – what next?” and it will give you the opportunity to discuss:

• Equality law – where are we now?
• The Equality Rep and their role in the union

You will be able to:

• Network with others
• Exchange good practice
• Receive information regarding opportunities
• Structure future conference contents

The day will comprise of a number of guest speakers and workshop activities on:

• Equality Law – Where are We?
• Employment flexibility – Hindering or Helping?
• The role of the Equality Rep in their Union.

R.S.V.P, on the return slip (available later today) here to:

Kath Wood – 520 Cotton Exchange, Bixteth Street, Liverpool, L3 9LQ. or Telephone 0151 237 2750 or email Kath directly.

Pay Up For Public Servants

PCS have released a video to help explain to members what the pay campaign and dispute is all about. The video should be embedded below this text, if it will not play on a DOI PC, please try one of the other links below or try and access from a non-DWP computer if you can.



The video has been distributed on "You Tube" here for ease of access for all. PCS realise that the site isn't accessible for all members from their workplace and have duplicated the video on their own website here.

A full transcript of the video is available here.

PCS have also launched an on line petition that runs from the 4th to the 28th of September 2008, you can sign up to this here.

A full members briefing is available here.

Time to Improve Your Pay

After years of talks about pay coherence the PCS National Executive Committee want to step up our campaigning on pay to apply more pressure on the government to take action to bring an end to the current chaos and unfairness of Civil Service pay.

Between 24th September 2008 and 17th October 2008 members will receive a ballot paper, which will ask if you are prepared to take discontinuous strike action, together with action short of a strike, in support of the National Campaign to restore Civil Service Pay Bargaining and a Civil Service Pay structure. Since these were taken away in the 1990’s pay has fallen behind in real terms and in many areas Pay Rise (sometimes called the cost of living increase) and Pay progression elements (time to move from scale minima to scale maxima) have been blended to artificially inflate pay rises, whilst lengthening Pay Progression to a century or more.

Overall Objectives of the Campaign
We are aiming for the widest possible support from members for our pay objectives based on gaining their agreement that;

• All members in the civil service should be paid the same "going rate" for the job (i.e. the higher pay rates now existing in some civil service organisations)


• The principle of "equal pay for work of equal value" applies across all parts of the civil service and related organisations, for all grades/pay bands, by raising the lower pay rates up to the same as the higher ones


• Speedy pay progression to maximum rates for all i.e. no more than 5 years


• Separately funded pay progression and pay rise elements


• There must be protection of pay values in "higher paying" organisations and improved pay progression for all members in all areas.

What you can do to support the campaign
If you are a member then please participate in the Ballot and vote for action to support the campaign, if you have not yet joined PCS then please complete the application form found at the "join us" link on the top right hand side of this page.

Strike Ballot Over Pay

The Public and Commercial Services Union (PCS)has announced that it will be balloting 270,000 members across civil and public services on a programme of national industrial action over the government's policy to cap public sector pay to below inflation.

Anger has grown over the government’s policy which is disproportionately hitting some of the lowest paid in the public sector and has already led to a number of pay strikes by coastguards, immigration officers, passport staff, driving examiners and jobcentre staff.

This year has also seen PCS members co-ordinating their industrial action over pay with other public sector unions, including NUT, UCU and Unison.

In the strike ballot running from 24 September to 17 October, members will be asked to back plans for a national civil service wide strike followed by a rolling programme of targeted industrial action that will extend into the new year.

The union will also step up its work with other unions in co-ordinating campaigning and industrial action where appropriate.

With a quarter of the civil service earning less than £16,500 and thousands earning just above the minimum wage, the government’s policy of capping public sector pay has hit some of the lowest paid in the public sector the hardest and led to pay cuts and pay freezes.

Forty percent of staff in the Department for Work and Pensions, which includes Jobcentres will have no pay rise whatsoever this year, 30% of staff in the Identity and Passport Service are in the same situation, whilst coastguard watch assistants received a special pay rise to keep their pay above the minimum wage.

Pay in the civil service is worse than other parts of the public sector because ‘progression’ (moving from the minimum to the maximum of the pay range) is included in the government’s pay cap. Hence there is less money available to fund basic pay awards.

Mark Serwotka, PCS general secretary, said:

"The government says it is on the side of hard pressed families, yet compound the financial misery for hundreds of thousands of hard working people by pursuing an unjust pay policy. The government is out of touch with the people who keep this country running and who deliver the everyday things we take for granted. Our members have grown increasingly frustrated by the government peddling the myth that they are the causes of inflation when they see their food, fuel and housing costs soar".

"Faced with pay cuts, pay freezes and increasing financial hardship, civil and public servants will not tolerate the government’s approach to pay which is disproportionately hitting some of the lowest paid in the economy".

"There is still a window of opportunity though, for the government to recognise the hardship it is causing, by reviewing its unjust and unfair policy of below inflation pay."

To take advantage of the protection PCS can afford you during strike action, please ensure you are a member. If you are not a member, please fill in and send back the membership application form found under the "join us" link located on the top right hand side of this site.