Branch AGM Nominations

The Agenda for the AGM will be sent out to members nearer the time, we have to work out the finer details of the time allocations first but, you should know from previous posts, A 2 hour flexi credit (plus travelling time) used to be granted for members to attend the AGM. This may be reduced due to the employer’s attacks on facility time.

I hope you will attend, not only to elect those who will represent you in 2009, but also to vote on making Union policy. This meeting is your opportunity to vote on issues which affect YOU.

A full list of valid nominations for Branch appointments is shown below.

Chair: Martin Jones, Dave Kearsley

Deputy Chair: Vic Carman, Grant McClure

Vice Chair: Fred Claber

Vice Chair: Charlie Kingston

Banch Secretary: Julie Dare, Duncan Griffiths

Branch Deputy Secretary(1): Emma Haslehurst
Branch Deputy Secretary(2): Trisha Spencer
Branch Deputy Secretary(3): Lee Wallace-Dand

Asst Branch Secretary (DCS): Dean Rhodes
Asst Branch Secretary (Departmental Directorates): Charles Hancock
Asst Branch Secretary (Jobcentre Plus): No Nomination
Asst Branch Secretary (CSA): Bill Robison

Treasurer: Jacqui Dunkerley
Assistant Treasurer: Chris Wade

Organiser: Michelle Kenyon

Deputy Organiser (three posts): Jon Colgan*, Janice Gibbons*, Katya Lawder, Malcolm Phair (* is elected unopposed in accordance with the provisions of Rule 15)

Membership Officer: Mick Daniels, Denise McCallum

Equal Opportunities Officer: Julie Dare, Gloria Hodgkinson

Branch Auditors (2): No Nominations

National Conference Delegates (5 to be elected): Clare Bat Or, Emma Haslehurst, Martin Jones, Dave Kearsley, Michelle Kenyon, Grant McClure, Chris Wade

DWP Group Conference Delegates(5 to be elected): Clare Bat Or, Emma Haslehurst, Gloria Hodgkinson, Dave Kearsely, Michelle Kenyon, Grant McClure, Chris Wade

Where the prescribed number of nominations were received the officers above have been duly elected unopposed. There will be an election for Chair, Deputy Chair, Secretary, Deputy Organiser, Membership Officer, and Equal Opportunities Officer; details will be issued in due course.

Branch Women’s Committee (12 to be elected): Clare Bat Or, Julie Dare, Emma Haslehurst, Gloria Hodgkinson, Michelle Kenyon, Trisha Spencer

Branch Black Members’ Committee (12 to be elected): No nominations received

Branch Young Members’ Committee (8 to be elected): Emma Haslehurst

The following vacancies can be filled by candidates nominated at the AGM:

Branch Officers (see list with no nominations), Branch Auditors (2 posts), Branch Women’s Committee (6 posts), Branch Black Members’ Committee (12 posts), Branch Young Members’ Committee (7 posts).

Please attend the AGM and exercise your democratic rights as a member.

Don't be left behind - Don't Miss the Bus

The purpose of this post is to advise members about the Annual General Meeting transport arrangements, a FREE bus has been laid on for members’ convenience.

Thanks to all the members who have indicated that they are coming and need transport.

The meeting details are as follows:

Thursday, 26th February 2009
The Cliffs Hotel, Blackpool
10.15 am

The pick-up points and times are as follows:

Norcross/Warbreck.

DWP Site, Norcross, Norcross Lane, Blackpool (Main Entrance)

Arrive - 9:30am
Depart - 9:35am

Warbreck House, Warbreck Hill Road, Blackpool (Main Entrance)

Arrive - 9:55am
Depart - 10:00am

Arrive Cliffs Hotel, Blackpool - 10:05am

Depart Cliffs Hotel for return trip (as above, in reverse order) - 1:00pm approx

Peel Park
Pick up at main entrance - 9:50am

Arrive at Cliffs Hotel, Blackpool - 10:10am

Depart Cliffs Hotel (for return trip as above) - 1:00pm approx

A free buffet and refreshments will be served at circa 12.20pm.

Most areas will get at least 2 hours time plus reasonable travelling time to attend the AGM. In the DCS DCPU Helpline where people are on contracted hours you should not lose out as a result of attending the AGM as we have held discussions with the employer to try and ensure that there is sufficient time for you to attend the meeting and get back to work, if needs be (as an additional 30 minutes on a flexible basis has been secured).

Please make every effort to attend the meeting. If you need any further details, please do not hesitate to contact Michelle Kenyon, Ext 61186.

Holocaust Memorial Day

Holocaust Memorial Day (HMD) is commemorated on 27th January each year.

This marks the anniversary of the liberation of the Nazi concentration camp Auschwitz-Birkenau.

HMD aims to commemorate, to educate and to prompt action in the UK. HMD commemorates the lives of those lost in the Holocaust; as a result of Nazi persecution and in more recent genocides.

• It educates about the Holocaust and its lessons for the present day
• It prompts action in the UK highlighting the continuing dangers of racism, anti-Semitism and all forms of discrimination.

For more information on the day please see the website here.

PCS Pay Petition - Reminder

Just a reminder about the closing date for the PCS on-line pay petition that is still running until the 28th of February 2009, you can sign up to this here.

There is also a list of current signatories.

LEAN Roll out in DCPU

This circular is to update members with feedback from a meeting between PCS and DCPU Management on 21st January 2009.

Senior Management informed us that the roll out was commencing as planned. They had taken steps to introduce a Summer Break to the roll out schedule therefore no team will be Leaned during July and August. We welcomed this positive application of planning and forethought which will hopefully ensure that Summer doesn’t come as a surprise!

Senior Management have now issued new turret allocations that should ensure a fair and equitable allocation of resources to the turrets bearing in mind the reductions that have taken place in some of the Lean teams – our view remains that if staffing is reduced by 20% at AO level then the turret schedule for that area should also be reduced by 20%. It would be useful for these reductions to be in place before the staff cuts rather than at some indeterminate time afterwards. Please let us know if you still have issues regarding turret allocations.

It is worth reiterating that members should not be pressured into making decisions on cases without the file being available. Senior Management have agreed that this should not be happening at all and that it was not acceptable. Any instances where staff are being told to make decisions without files when the files are needed should be reported to us immediately.

Finally, members will remember the ridiculous stories about active and inactive banana’s and black tape on desks showing where staff should put pens, staplers, keyboards etc. Sadly rumours have reached us that staff are being told that they will not be able to have personal items on desks and that desk tops will be standardised. There is no foundation to these rumours – Management at the highest levels of PDCS and DWP have given us assurances there is no intention to move towards depersonalising desk tops.

PCS will continue to speak to members in the areas that have rolled out to establish your views. Please also let Dean Rhodes, Jim Marsh or Grant McClure have any concerns as they arise.

TUC 2009 Black Workers Conference

Date & Times
This year's TUC Black Workers Conference will take place from Friday 24 April to Sunday, 26 April 2009 in the Spa Complex, South Bay, Scarborough, Y011 2HD. The Conference sessions timings are as follows.


Friday 24th of April, 2.00pm to 5.30pm.
Saturday 25th of April, 9.30am to 5.30pm.
Sunday 26th of April 9.15am to 1.00pm.

A full report of the 2008 conference can be found here for those interested.

PCS Delegation
The National Executive Committee has agreed that the union will send a delegation of 10 PCS representatives to the Conference. The PCS delegation will comprise of people from African, Asian, Chinese, Caribbean, etc, black backgrounds.

Composition
The delegation will made up of a complement of PCS, NEC members, Full Time Officer(s) and branch delegates. The delegation will include PCS nominees to the TUC Race Committee.

Branch Nominations
Please note the total delegation will be limited to 10 people. Branch Secretaries are requested to canvass eligible members (see paragraph 2 above). Each branch is entitled to make one nomination.

Delegation Meeting
There will be a pre conference PCS delegation meeting on the morning of Friday 24th of April 2009. The meeting will be used to support delegates prepare contributions to debates, advise on any developments and answer any queries relating to the conference.

There is an expectation that members of the delegation will travel to Scarborough on the evening Thursday 23 April to be in time for pre-conference PCS delegation meeting. All delegates will be required to speak on one motion. All delegation members must attend for the duration of the conference.

Travel & Subsistence
All reasonable travel and subsistence (including hotel accommodation) will be met by Headquarters.

Nomination Forms & Closing Date
A nomination form can be found here. The closing date for prospective candidates is Monday 16 February 2009 [midday].

Please ensure that nominations are sent to Lorna Campbell by either post, fax or email.

Post & Fax: Equality Department, 160 Falcon Road, London, SW11 2LN Fax: 020 7223 8363.

Email: equality@pcs.orq.uk - Successful nominees will be notified in writing by 10 March 2009.

DSE Risk Assessments and Lighting

Over the years we have witnessed problems with lighting in the Office. The employer often indicates that the Display Screen Equipment Risk Assessment (DSE RA) process should address the issues.

Unfortunately the DSE RA process only has a limited amount of details on lighting.

However there is a question that would allow people with problems with the lighting to flag up their concerns. This is “is the lighting suitable …..”.

This is followed by examples but they should only be seen as that; examples and then there are some basic suggestions that could be considered.

The point is how do you know if the lighting is suitable? We have previously circulated details from CIBSE and the HSE. Perhaps we should also look at the Building Regulations 2000, Approved Document L2B Conservation of fuel and power in existing buildings which actually has the following on lighting:

“59. Lighting controls should be provided so as to avoid unnecessary lighting during the times when daylight levels are adequate or when spaces are unoccupied. However, the operation of automatically switched lighting systems should be the subject of a risk assessment for safety and suitability.

60. Reasonable provision would be local switches in easily accessible positions within each working area or at boundaries between working areas and general circulation routes that are operated by the deliberate action of the occupants (referred to as occupant control), either manually or remotely.

Manual switches include rocker switches, push buttons and pull cords. Remote switches include wireless transmitters and telephone handset controls……

61. The distance on plan from any local switch to any luminaire it controls should generally be not more than six metres, or twice the height of the light fitting above the floor if this is greater. Where a space is a daylit space served by side windows, the perimeter row of lighting should in general be separately switched”.

Therefore if you do not have control over your lighting, if the light switch is more than 6 metres away from the light, and if there aren’t separate switches along the perimeter row of lighting along the windows then the lighting may well be unsuitable. If this is the case and you suffer any potential lighting associated problems then it would be advisable for you to indicate on the DSE RA that the lighting is not suitable.

All these points have been raised with the employer.

If you have already completed a DSE RA and are unhappy with the lighting then ask for the DSE RA to be reviewed.

If you have any problems with the lighting please contact your site Branch Office.

Union Membership

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 site here (you will require your Membership No) or contact Membership records on 020 7801 2601 in order to confirm your current details.
Please check your Ballot Address details and check that you are in the correct Branch (Code 047139).Complete and return the tear off section of this form if details require amendment.

The Branch offices continue to receive requests from potential members to join the union and to have their personal cases immediately taken up effectively backdating membership cover from 1st January 2004 we have followed Public and Commercial Services Union National policy and no longer backdating cover in any circumstances. Unfortunately this is not always fully understood, as there is a periodic trickle of non-members wanting advice/guidance or backdated representation.

The Branch has a high success rate in dealing with personal cases and supports members by a range of methods including providing assistance with Grievances and representation at hearings. In 2008 we were successful with scores and scores of personal cases including support and direction/ representation in the meetings.

We also have a high success rate with other types of personal cases such as Harassment and Bullying cases and representation at Attendance Management meetings including drafting appeals and appropriate representation at various Grievance/Appeal meetings.

Whatever the reason is for non-members wanting advice/ guidance or backdated representation, we believe that a reminder is needed. You can print off a membership form here.

Remember:

NO MEMBERSHIP = NO BACKDATED REPRESENTATION OR ADVICE

First Class and Flexible and other Helpline Issues

The purpose of this circular is to provide an update from the members meetings held on the 15th January 2009 and to let members know the present position regarding a couple of other issues ongoing in Helpline at the moment.

First Class and Flexible
Firstly we want to thank those members involved in the First Class & Flexible Pilot for attending the meetings and contributing such constructive and valuable comments. PCS locally understands the critical nature of actually engaging with members and seeking their views to ensure our resources are focussed on what members actually want us to achieve.

Members will know from previous circulars that Senior Helpline Management have started a consultation exercise with us with regard to their proposal that Helpline staff will be invited to voluntarily change their working patterns to the proposed “First Class and Flexible” scheme. We welcome any move that would enhance flexibility for our members but we had concerns as to whether the scheme delivers what it says it does since the “flexibility” could seem to reflect the employer’s needs rather than that of members.

On the whole members were supportive of the new First Class & Flexible way of working and would like to retain access to those arrangements. They had found the degree of flexibility offered, whilst sometimes limited, to be welcome in helping them balance their work and life needs. There were a few areas of concern highlighted particularly around potential different practises in different rooms and also late lunch times. Members also thought it important that the terms of the scheme and its implications with regards to individuals’ contracts need to be made absolutely crystal clear so that staff can understand exactly what First Class & Flexible meant to them as individuals.

We will now be looking to meet with Senior Helpline Management to take the issue forward with the safeguards members have raised with us. If we need to meet members again to discuss further then we will do so.

Scheduled Breaks
We have previously informed you that Senior Management were looking at imposing scheduled breaks rather than letting staff have the flexibility to choose when they have a break. They suggest that because staff can take breaks according to their individual needs they may be losing a few calls for very short periods of time. We believe these restrictions on your flexibility are unnecessary and we have asked Senior Management to provide more substantial information detailing any problem, if indeed there is one, so we can take forward discussions with them. We did also say that Senior Management could suggest to staff when they would like them to take breaks but that there would be no obligation for staff to take the breaks at the suggested time. This was made clear to Senior Management on the understanding that further discussions would take place with us.

Unfortunately it is clear from feedback from members that Senior Management seem to have adopted a macho attitude and are telling members they must take breaks when they are scheduled to do so. This is against the spirit of what Helpline Management agreed to; therefore we have to spell out to members what has actually been agreed with us. Until our discussions with Senior Management are concluded the position is that line management may suggest to you when they would prefer you to take your break, however you are under no obligation to take your break at that time.

Any instances of coercion or bullying should be reported to us.

Once discussions are concluded we will meet members if it is necessary to discuss further.

Annual Leave
PCS has had discussions with Helpline Management previously about trying to set up as fair and equitable system of allocating Annual Leave as possible. It has been suggested to us that some members are being denied days leave because a 15 or 30 minute slot of time during the day could be over the Helpline Annual Leave allocation and that some members have been asked to come into work for 15 minutes in order to get their days leave. This is clearly nonsense. If members are refused leave because of these types of poor management then please let us know.

Our Conditions
PCS are prepared to work with Helpline Management to improve members’ conditions and jobs and working life. We are not prepared to sacrifice hard won flexibilities and conditions. We will keep you up to date with developments.

If you are not a member please consider joining your colleagues protecting your conditions of service by filling in the form found here.

Lytham/Peel Park Shuttle Bus Review

The purpose of this post is to inform members of the discussions with Senior Management to review the usage and running of the shuttle bus from Lytham to Peel Park. This ongoing review with the employer was agreed as part of the negotiations surrounding the DWP Lytham Moorland Road Site closure.

The second review meeting took place on Wednesday 14th January 2009. The employer indicated that there had only been four occasions over the past year when there had been a problem with the service due to the bus operator. We are pleased to say that the bus is going to continue to run and the next review is in July 2009.

The meeting also discussed the usage of the bus and the running times (we asked in July 2008 for a tweak in the running times in order that the 15:00 from Peel could be changed to 15:05 to accommodate the members in the CSA who use the bus and have a FWH core time of 3 Pm, and the employer has now agreed to look at this and obtain soundings from users as the subsequent times of the bus would also change by five minutes).

We also discussed the potential of additional (or an additional) pick up points for the service (we had discussed this previously and the employer). The employer indicated that they would consider what demand there would be for additional pick up points, prior to taking any further soundings such as cost or timings etc.

The potential of additional services in terms of extending existing bus routes was raised and the employer agreed to continue take this forward with the relevant people, however this is looking unlikely at present.

The meeting also addressed the issue of access from the bus stop at Peel Park to the site for staff in wheelchairs and other matters.

Launch Meeting of Justice for Colombia North West

Justice for Colombia wish us to let you know that they are shortly to launch a Justice for Colombia North West. This will be run and supported by trade unionists in the region in an effort to increase solidarity for trade unionists in Colombia.

2008 saw a big increase in the numbers of our colleagues killed there and Colombia remains the most dangerous place in the world for union members.

The launch is at the UNISON regional office in Manchester on Friday 23rd January at 12.30pm.

I have attached a flyer for the event here and you can also see details on the JFC website here.

There is more information in the attached flyer, hopefully we will see you there.

The Disability Discrimination Act (DDA) and Attendance Management In The DCS Area

The Disability Discrimination Act (DDA) is a very important piece of legislation. It is something that all in society need to be aware of, and employers also should be acutely aware of their responsibilities.

Attendance Management Attacks
Over the past few years we have witnessed a ramp up of the Department’s attacks on those who have been unfortunate to be ill. This has included action up to and including dismissal for both short term (when the 8 day trigger point has been reached) and long term absences. The employer has in essence an 18 month warning period for sick absence warnings (due to the 6 month review and then additional 12 month review {euphemistically known as the backsliding period}).The Department has acknowledged that there has been a need for reasonable adjustments under the DDA, for those covered by the DDA, on its Attendance Management (AM) policy. There is nothing at all new about this. This reasonable adjustment was, often, a raised trigger point for sickness absences due to the “disability”. Members should have been aware of what their increased trigger point was, due to the reasonable adjustment.

DDA Reasonable Adjustments to AM Trigger Points
The DCS area of the DWP appeared to move away from the Departmental procedure and declined to inform members covered by the DDA if they had an increased AM Trigger point. Indeed it appeared that members with already conceded reasonable adjustments for AM Trigger points had these withdrawn.

This should NOT have been the case, and it has now been proven thus.

Advice to Members who are/ potentially are covered by the DDA
If you are, or potentially are or believe that you maybe covered by the DDA then it is important that you raise with your line manager the issue of AM Trigger Points and your reasonable adjustments. This is particularly important if you have received a warning and or are in the 18 month review period as the DDA may not have been properly taken into account.

Now is the Time to Get Involved with PCS

The Branch wants all union members to get involved in the union. Especially now to help win the campaign to improve our pay, the first steps in the right direction have been made, but it is vital that members support the campaign.

There are many ways that you can get involved and it doesn’t have to take up a lot of your time. Please take a few minutes to read this information and find out more.

HELP PCS BE MORE REPRESENTATIVE
It is PCS policy to positively encourage more young members, women, members from ethnic minorities, members with disabilities and gay and lesbian members to get involved. This is because these members are under represented. For example – 70% of PCS members are women but only 33% of PCS reps are women. PCS wants to be a union where the union reps are fully representative of our membership.

HOW CAN I GET MORE INVOLVED
All you need to do is to put your name forward by getting two other union members to propose and second you as a local rep. or Branch Executive Committee member. The form to apply has been circulated. There may not be any need for a contested election, so don’t be put off or worried about formality, the Branch will be pleased that you want to get involved. The Branch Annual General Meeting details have been circulated and there are posters up on the Union notice boards.

WHAT ABOUT MANAGEMENT
It is official government and DWP management policy to encourage all staff to join “the union and to play an active role in it” Union reps get an allowance of time off work to do the union role - and there are lots of ways that you can get involved!

AS A LOCAL REPRESENTATIVE
Being a PCS Local rep in your workplace is not as complicated as you might think. The main jobs of a rep are to listen to members and make sure that their views are represented, to keep members informed and to tell new staff about the union and ask them to join.

As you gain experience and confidence you can get more involved in dealing with management and helping members with problems if you want to. You would get time off work and full support and training from PCS. The Branch will also ensure that you receive the assistance and guidance that you need.

AS A CONTACT OR A DISTRIBUTOR
You don’t have to give up too much time. You can help, get involved and keep yourself up to date about what is going on by just being a contact point or a distributor and giving out some union circulars in your work area. You will get time off away from your desk to do this.

AS A YOUNG MEMBERS REP
PCS has a young member’s network. The Branch has established a Young Members’ lead activist (Emma Haslehurst) however young members’ representatives are needed to take forward the Young Members’ issues and agenda. If you are 27 or under and have ideas about building a better union this could be for you.

AS AN EQUALITY REP
PCS campaigns on a wide range of equality issues. If you are interested ask about getting involved as a Branch equality rep or helping on equality issues.

In the DWP there are Equality committees for Women, Black members, Gay, Lesbian Bisexual and Transgender members to advise the union on policy. If you want to get involved in one of these all you need to do is get a nomination at the Branch AGM. Details of how to put forward any motions and nominations have been issued. Usually there are not enough nominations and PCS will be pleased that you want to use your experience to help on these issues. The Branch also has Equality Committees and again details as to how to apply for any Equal Opportunities Committees have been issued. It will be a priority for the Branch in 2009 to get the Equal Opportunities Committees functioning in order that the Branch can take forward the work effectively.

AS A HEALTH AND SAFETY REP
Trade Union Heath and Safety reps do a really important job. Carrying out workplace inspections and inspecting/ commenting on risk assessments. You would need to be trained. You get time off for training. The Branch has a network of Health and Safety representatives, if you want to get involved then please do not hesitate to contact me.

AS A UNION LEARNING REP
Union learning reps get time off to help staff develop and take up learning opportunities.
ULR’s cover everything from basic skills to computer skills and CV writing. They also help to recruit non members to join PCS. It’s a really interesting part of the work done by PCS.

BY BEING AN ACTIVE MEMBER
Maybe you don’t want to get too involved. You can still play a really important part in your union by just being an active member. We want you to – attend union meetings and have your say, tell your local representatives about problems in your office and ask what you can do to help.

If you require any further details about the Branch AGM, or any of the procedures for nominations and motions etc then please do not hesitate to contact the Branch Secretary by email or on ext: 63484.

“First Class and Flexible” on the Helpline

Members’ Meetings, Warbreck Canteen
on
Thursday 15th January 2009
10 am and 2.15pm

DCPU Management have notified the Branch that they very soon wish to invite members working on Helpline to voluntarily change their present working patterns to one within the band offered by the “First Class and Flexible” programme . The Employer’s stated aim is to provide some flexibility to those already on the Helpline with fixed hour contracts.

Senior Management have agreed to afford us time to consult with those PCS members already on the pilot to gauge your views from your experience of the project so that we can feed back to Senior Management if there are any issues which may need resolution.

If you are a member of PCS and you are currently involved in the First Class and Flexible pilot we would like you to attend one of the two scheduled meetings above. Please try to attend one of the meetings as your views will be useful to us.

Hopefully we will see you there.

If you have not already joined PCS then please complete the form found here to join. Only members can attend a meeting.

PDS Abolition

A New Approach for Performance Management from April 2009

End of PDS
DWP will introduce a new approach to performance management, called People Performance, which will come into effect from April 2009. Relative assessment and the application of distribution levels, whether fixed or guided, will be abolished. DWP must now consult, with the aim of reaching agreement, on fair and reasonable procedures for the new People Performance process with the Departmental Trade Union Side (DTUS).

People Performance
The new approach will keep objectives and competencies but they should be clearer and more relevant to the individual. More frequent discussions (at least quarterly) for staff and line managers will be introduced. This will keep objectives and competencies up to date and support feedback on performance and discussion of work issues and development needs. There will be three performance levels which are:

Wholly Exceptional
Consistently Good
Unsatisfactory

The end of year assessment, in 2010, will be of the evidence of the individuals achievement of their own objectives and competencies not relative to their colleagues. DWP intends both the Wholly Exceptional and Unsatisfactory levels to be very small in 2010 - and they will not be based on guided distribution.

People Performance Principles
PCS will agree abolition of relative assessment, and guided distribution, and will continue to consult and negotiate to achieve improvements for 2009 - 2010 including:

- Equality of opportunity
- Transparency of decision making
- Fair, reasonable, justified decisions

Views and ConsultationMembers may send their views on the DWP People Performance proposals directly to PCS using a dedicated e-mail address.

Our key objective remains to achieve an appraisal system in which everyone is awarded the performance level which they have achieved.

Heating Problems - Don't Sit in Silence

The purpose of this post is to advise members as to their rights during heating problems.

You are undoubtedly aware that the DWP Estate together with certain functions has been sold off to LS Trillium.

This does not have a bearing upon your rights, and delays in contacting Trillium to restore the heating should not be used as an excuse for inactivity. The employer during several heating failures at Warbreck and other sites has used the cover of the “contract” and sorting out the heating/ boilers as a smoke screen for not taking any action regarding the staff sitting in very cold rooms. At the Norcross Safety Committee meeting on 2nd April 2008 we asked the various Business Units what action they had taken during the winter months due to heating problems. Their answer was none as staff hadn’t reported any problems.

Agreements

Warbreck: The agreement on heating used to be in Local Agreement 5 ‘ventilation and heating at Warbreck House’.

Other Sites: All the other sites will have had their own similar Agreements, however the employer tends to fall back on the Departmental Guidance, or its own made up one.

The Employer's Advice
During the heating failures in previous winters the employer’s advice has included staff wearing coats in the Office due to the heating failures, rather than taking the harder decisions that impact on the clearance of the files and the answering of the phones, i.e. to send the staff to warmer areas such as the canteen whilst the heating is being repaired, or send them home with full flexi credit.

Our Advice
Despite acknowledged difficulties with Trillium we are not of the opinion that any such problems should mean that members’ conditions of service are undermined.

The workplace (Health, Safety and Welfare) Regulations 1992 lay down a statutory minimum of 16C (60.8F). As far as DCS is concerned this temperature should be achieved by 8.00 am. The same will apply to other areas of the DWP who have a 7.00 am start time of their FWH bandwidth.

There were also local agreements, which specify that temperature should be 18.5C (65F) by 8.00 am (as far as DCS and most areas of the DWP were concerned).

If this situation were not met we would, depending on the time and temperature, look to have (i) staff provided with free drinks (ii) sent to a warm area i.e. the canteen (iii) re-housed into warm areas provided that this did not lead to overcrowding or (iv) sent home with relevant flexi-credits.

DO NOT SIT IN SILENCE IF
THERE IS A HEATING PROBLEM

If the office is chilly in general ask if the temperature can be boosted.

If the situation isn’t timeously remedied contact the H&S Senior or Deputy Senior Site Representatives for your site (numbers below).

If the temperature is below 65F please inform your line manager (or an alternative manager in your line management chain if they aren’t in) and inform your Trade Union Health and Safety representative.

Norcross:
Martin Jones, Ext: 63505
Rachel Wallace-Dand, Ext: 60724/62858

Lee Wallace-Dand, Ext: 62796

Warbreck:
Michelle Kenyon, Ext: 61186

Duncan Griffiths, Ext: 63484

Peel Park:
Janice Gibbons, Ext: 88622

NB: It may be better to ring an alternative Branch number (available on the notice boards around site) rather than leaving a message on an answer phone as any one of the individuals may be out of the office for the day. Only leave a message if no one else is available.

We hope that the above information is useful; if you require any further details, please contact your site PCS Office.