The following has been supplied by PCS DWP Group:
Members working in CMEC/CSA will by now have been informed of the plans to break up contracts and impose new working patterns on individuals. This, as always, is being dressed up as ‘improving client service’.
Working Day Project
We have kept members up to date on this issue with management claiming the benchmarking exercise confirmed they had insufficient staff to cover after 5pm weekdays and on Saturdays. Recruitment exercises have not been successful in filling the gaps, particularly in the evening.
Proposal
Under the title ‘Proposed Business Change’ management want to impose changes on those members who have contracts outwith the management’s definition of the working day. This equates to roughly 1400 staff. They state they will “review” the contracts of people who are currently contracted to work outwith 8am – 8pm (Monday – Friday) and 8.36am to 5pm (Saturday) and then following this ‘review’ they propose to change contracts by 14 December 2009.
Under the title ‘Proposed Business Change’ management want to impose changes on those members who have contracts outwith the management’s definition of the working day. This equates to roughly 1400 staff. They state they will “review” the contracts of people who are currently contracted to work outwith 8am – 8pm (Monday – Friday) and 8.36am to 5pm (Saturday) and then following this ‘review’ they propose to change contracts by 14 December 2009.
The Process
If your contract falls outside the ‘working day’ you are being offered continuous employment but on new terms. When PCS asked what if members failed to comply would they be sacked? We were informed CMEC didn’t want to get into that space.
If your contract falls outside the ‘working day’ you are being offered continuous employment but on new terms. When PCS asked what if members failed to comply would they be sacked? We were informed CMEC didn’t want to get into that space.
That statement is an absolute outrage and must be treated with the contempt it deserves.
You will be invited to a 1:1 consultation where potentially pressure will be applied to members to change their contracts. Under no circumstances agree to consultation without a trade union representative and under no circumstances agree to any changes until further advice is given.
To our members who are managers involved in this process the same advice applies and that is that you should not be pressured to force members to agree to changes.
PCS Response
PCS has urged management not to follow this path. There are implications for members who receive Extended Working Hours Allowance which could result in a loss of pay. There are potential pension implications if members lose some hours and this also extends to EWHA which is pensionable. Many members work their current hours due to management request and/or round their domestic circumstances and this could lead to extra care costs and again potential loss of hours/salary.
PCS has urged management not to follow this path. There are implications for members who receive Extended Working Hours Allowance which could result in a loss of pay. There are potential pension implications if members lose some hours and this also extends to EWHA which is pensionable. Many members work their current hours due to management request and/or round their domestic circumstances and this could lead to extra care costs and again potential loss of hours/salary.
Our initial legal advice is that contract changes must be agreed, either by the employee and employer or through collective bargaining. PCS has not reached a collective agreement. Further legal advice is being sought.
Once again CMEC/CSA management are trying to change terms and conditions with little thought for the impact this has on our members.
It will also raise a concern for many other members that CMEC may look to change contracts whenever they dream up a new business requirement.
As stated earlier members are advised to agree nothing until further advice is produced. This affects members in Corporate Services and CSA.
