European H&S Week Stalls

PCS are holding events on the major Fylde sites for European H&S Week. There will be information on the stalls on various workplace health and safety issues.

The stalls will be staffed by trained PCS H&S Representatives so you can feel free to pop along and discuss any issues you have in the workplace relating to health, safety and welfare.

The venues, dates and times are detailed below:

Norcross Canteen (Block 5)

Monday 19th October 2009

11.45 am to 1.30pm

Tomlinson House Canteen

Monday 19th October 2009

11.45 am to 1.30pm

Warbreck House (Outside Canteen)

Tuesday 20th October 2009

11.45 am to 1:30pm

Peel Park (Deli Bar Phase 2)

Thursday 22nd October 2009

11.45am to 1.30pm

We hope to see you at one of the events!

Attacks On The Civil Service Compensation Scheme 2

It’s Time To Write To Your MP!
Members will have seen the ridiculously entitled document from the Cabinet Office “Fairness for All, Proposals for reform of the Civil Service Compensation Scheme”. The word fairness is a gross misrepresentation of the true facts. The proposals include the following attacks:

• Slashed. The amount of compensation paid if you are made compulsory redundant.
• Chopped. The amount of money that may be offered on any exit scheme (including compulsory redundancy on voluntary basis)
• Axed. All the enhancements to any early retirement schemes that may be offered in the future.

And of course this does not bode well for the future of job security in the area. We have already witnessed well over one thousand five hundred jobs being lost in the Fylde area over the past 5 years. Once the worst of the bankers created recession is over then there will undoubtedly be a purge on Civil Service jobs. Cutting the compensation makes it cheaper to get rid of people.

Make them Bulge
You may wish to write to your MP about the proposals (the Branch has already done so however it’s best if MPs get many letters from their constituents). There is a template letter here if you wish to use one, alternatively you could draft your own views. There may still be time to also write to the Cabinet Office at pensionspr@cabinet-office.x.gsigov.uk. Please copy at the same time to cscs@pcs.org.uk.

If you require any further details then please contact your site Branch Office.

Time off for Branch Extraordinary Meeting

Time off for Branch Extraordinary Meetings to Nominate for General Secretary Post of PCS has been agreed by the DWP.

30 minutes plus reasonable travelling time for members to attend their branch meeting will be allowed.

This time off has also been agreed by CMEC/CSA management.

The Fylde Central Benefits and Services Branch meeting is scheduled for:

Wednesday 7th October

Warbreck House Canteen

10.00am to 10.30am

The agenda will be as follows:

• Announcements and apologies
• Nominations for the post of PCS General Secretary
• Motions to amend the Branch Constitution
• Motion about the attacks on the Civil Service Compensation Scheme.

The CSCS Motion is copied below:

This General Meeting rejects the attempts by the Government/ Cabinet Office to dramatically cut the amount of payment made to members through the Civil Service Compensation Scheme. We note that this is just a precursor to attacks on jobs; making it cheaper to make people redundant.

We note that the proposals, dressed up in disingenuous spin, contained in a document laughably entitled “Fairness for All” are not about fairness at all. What “Fairness for All” really does is to:

• Slash. The amount of compensation paid if you are made compulsory redundant.
• Chop. The amount of money that may be offered on any exit scheme (including compulsory redundancy on voluntary basis)
• Axe. All the enhancements to any early retirement schemes that may be offered in the future.

This General Meeting instructs the Branch Executive Committee to actively campaign, in line with the direction from the PCS National Executive Committee, to oppose the cuts.

Women's Introductory Course

PCS and the TUC Education unit in Preston are running a Women's Introductory Course on the 4th, 5th and 6th of November 2009.

The course is free for PCS members/activists to attend, further details can be obtained from Katya Lawder or Gloria Hodgkinson on Ext: 61186.

The course aims to:

• Encourage the involvement of women
• Build skills and confidence
• Familiarise you with the policies of PCS

Applications need to be completed and sent by Tuesday the 20th of October 2009.

DCPU Turrets PCS Policy And Achievements

The purpose of this post is to provide members with an update on the PCS policy (as democratically endorsed at the Annual General meeting) about the principles of Turrets working and the achievement to date of our policy objectives.

AGM Policy
The Branch Annual General Meeting on 26th February 2009 carried a motion by a large majority which was directed to the PCS DWP Group Executive Committee to carry out the following (the following text being the conclusion of the motion):

“Conference therefore instructs the incoming GEC to continue to work with the Branch concerned with an aim to campaign, if still required, for the following:

• That there is adequate staffing in the DCPU and that this increase in staffing is not by stripping other areas of their staffing
• That the terms of the pilot on preference and availability are honoured by the employer
• That there is removal of extensions of the Turrets working i.e. earlier than 10 am or later than 4 pm.
• That there is an agreed maximum number of hours per week/ month that anyone can work on the Turrets.”

Preference and Availability
The Branch has undertaken a further round of desk top ballots and the results of which have been forwarded to the negotiators to raise with the employer and have been published to the members. We intend to undertake another round of desk top ballots in September.

The latest round of members’ ballots in May 2009 showed that there had been a slide away from compliance with the Joint Statements on the Turrets, surrounding the Preference and Availability aspects.

Once again I would just like to reiterate the definitions of preference and availability. ‘Availability’ means the period of time you are in the office, and is clarified in the first agreed joint statement as “recognising the different working patterns of staff (some preferring to work early, others late and other patterns.” ‘Preference’ means the time you would prefer to work on turrets. The two terms are separate issues and should not be confused or blurred. Whereas preferences cannot always be met, availability should always be. This is also clarified in the agreed joint statement as it states that staff should “not feel coerced into working times which do not meet their stated availability.” Therefore, if a slot cannot be filled through availability (or preference), then it should be reported to Helpline as being ‘unfilled’. This has been agreed by Senior Management.

Return to the 80% to 20% split between Helpline and Ops.

Part of the agreed joint statements was the statement of intent from the employer to return to the previous percentage level of calls between Helpline and DCPU Ops. This is known as the 80/20 split. As explained at meetings this is important in terms of trying to resolve some of the other points above including the staffing levels in Helpline and also the 4pm to 5pm working and also the maximum number of hours per week/month that anyone can work on the Turrets.

We have been pressing for the 80/20 split to return and have monitored the figures supplied by the employer which indeed have been positive with this being achieved in every week since May 2009 except for one week in August when it hit 21%. Taken from where we began with around a third of calls, and up to half at some times, being taken by Turrets staff this is a significant achievement particularly given the jobs cuts around the Department.

We are still pressing for resolution on the 4pm to 5pm and the maximum number of hours.

There was a meeting on Wednesday 9th September 2009 to look at the items above and hopefully progress them. We considered the 4pm to 5pm slot and although Senior Management were reluctant to withdraw their requirement for cover at this time they did recognise that they wouldn’t always need as many staff as they do now and at some times they would not need any. With this in mind they are looking to reduce the present requirement of 44 staff to 22 staff with a view to reducing further if call traffic allows. They did say that it is unlikely they would be able to reduce from 44 staff on Mondays in recognition that this had the highest levels of call traffic. We welcomed this movement towards our stated aim.

We also discussed the maximum number of hours staff should work on Turrets. The employer’s experience suggests that staff don’t work more than 20% of their time available on the turrets except in periods of peak leave or other unexpected staff absences. Senior Management indicated that there will be some staff who are content to work more on the turrets and whilst Senior Management would not consider a maximum number of hours at this time we agreed that there was a prospect of an agreed joint statement reflecting the percentage of time spent on turrets during different times of the year.

If you have any issues surrounding the Turrets hours, the agreements and preference and availability then please contact Emma Haslehurst (Deputy Secretary) or Dean Rhodes (Assistant Secretary).

Say no to the fascist BNP on Question Time

The following has been supplied by UAF:

We are appalled by the BBC's decision to invite Nick Griffin, leader of the fascist British National Party, onto its flagship Question Time programme. Griffin is a noxious racist and neo-Nazi. He has a criminal conviction for incitement to racial hatred for publishing an antisemitic magazine that denied the Holocaust.

The BBC justifies its actions by claiming that the BNP should be treated just like any other party. But no other party has a "whites only" membership policy. No other party burns golliwogs at its "family festivals". No other party has a history of deep involvement in Nazi politics and supporters with a record of organising racist violence against minorities.

The BNP is not a democratic political party. It is a fascist organisation that should be shunned by wider civil society. As a publicly funded body, the BBC in particular has a duty to oppose racism. Black, Asian, Jewish and LGBT people pay the licence fee too. It is their rights to live free of hate that the BBC should be protecting, not those of BNP bigots.

Like all fascist organisations the BNP craves respectability and pretends to be democratic in order to further its real agenda of attacking democracy and spreading bigotry. By inviting Griffin onto Question Time the BBC is playing into the BNP's hands and thereby, however unintentionally, aiding the fascists.

We call on the BBC to stop rolling out the red carpet to racists and stop giving succour to the BNP by inviting its bigots on to our airwaves. The BBC should reverse its decision to invite Griffin onto Question Time – and start taking a robust stand against racism and fascism.

What Can You Do?

• Sign this statement by sending an email marked "Question Time" to unite@ucu.org.uk
• Complain to the BBC by phoning 03700 100 222 or online at http://bit.ly/bbccomplaints
• Join the Facebook group protesting at the BBC decision at http://bit.ly/0909uaffb
• Take the UAF petition round your workplace or community: http://bit.ly/0909uafqt
• Make a donation to Unite Against Fascism at http://bit.ly/uafdonate

Meeting between DCPU Management and PCS

The purpose of this post is to give feedback to members from a meeting on 26th August 2009 between the Grade 6 DCPU Managers and PCS.

Firstly we raised the welcome negotiated improvements to Conditions Of Service as agreed between DWP and PCS and published on 3rd August 2009. Amongst these was a commitment to improve Industrial Relations between all levels of Management and PCS and we expected DCPU Management to meet their responsibilities under these arrangements. Senior Management agreed that this was important and would always aim to do so.

Christmas Cover and Annual Leave
PCS noted Senior Management’s proposals about staffing levels for Christmas 2009 which represented a slight improvement in some areas on previous years. We have concerns about the fact that turret schedules are unlikely to be altered for these days meaning it is likely that turret staff working on those days will be on turrets. Senior Management want to provide a “seamless” service to claimants who contact by phone. However it was agreed that it was important that the spirit of the turrets working arrangements are still complied with.

As regards Annual Leave we welcomed the recent improvements agreed between DWP and PCS and noted the fact that the Department had returned to the position already agreed with DCPU Management that all staff are entitled to 2 weeks leave in the Summer. We also confirmed with the Grade 6’s that there should be no arbitrary levels set of numbers of staff allowed off ie 25%. This is not compliant with the Departmental Policy. If there are any instances of staff being refused time off solely on the basis of set numbers please let us know.

DM Targets
In response to a number of concerns raised by members we asked whether there were DM targets in DCPU. Senior Management assured us there were no DM targets in terms of each DM must do x amount of cases. However they would expect teams to have a level of productivity and accepted that this could be misinterpreted to individual DMs.

We are aware that some Line Managers seek to “challenge” their DMs about their productivity ie asking why they haven’t cleared enough in one day or asking DMs to justify why they have not cleared all their work. This is not acceptable if it is done in an intimidatory or harassing manner.

Attendance Management
We welcomed the improvements to the Attendance Management Policy in particular the abolition of the “must give a warning” clause. We asked Senior Management to ensure that all staff were aware of these improvements. Senior Management assured us that they had briefed their SEOs who should have told their staff. It is important that all members are aware of the improvements to the Policy and how it affects them. Let us know if you haven’t been told about this.

We discussed adjustments to trigger points if staff have a DDA condition. PCS were aware that many Line Managers, particularly in the Helpline, appear to have adopted a 4 days covers all conditions policy. This is not compliant with either the DWP Guidance or the legislation. If members have been affected by this erroneous application please contact Carl Erwin (Branch Executive Committee member at Warbreck) in Room C122A and we will raise with Senior Management.

We also discussed the interpretation of OHS reports as it is clear that OHS do not provide clear guidance or advice to Managers. Both PCS (and Senior Management) urge members (and Line Managers) to challenge OHS if they believe incorrect, poor or vague advice is given.

Turrets
We had been made aware that some Units were forcing staff to work 2 hour shifts at lunch time leading to members stating they were not available from 12 to 2pm. This has been resolved by insisting that staff should have access to a lunch break and that shifts should be managed accordingly. This was understood and agreed by Senior Management.

Promotion Boards
PCS pressed for an AA to AO promotion board particularly in light of the AO lateral transfer exercise that was ongoing. Senior Management argued that they wanted to allow staff on Helpline to transfer and whilst we understand this desire we believe there is no career progression path for AAs except into Helpline which means giving up flexible working which many members find difficult. Senior Management were not prepared to consider an Ops AA to AO promotion board at this time which is disappointing.

Overtime and ETM Machines
PCS raised this issue that some Line Managers had been insisting that staff working on overtime had to swipe in and out on the ETM machines. This has not been subject to consultation with PCS and had not been agreed with us. Senior Management were keen to introduce this but accepted that further thought needs to be given to it and agreed to consider their position before consulting PCS on any proposals. Until that consultation takes place they agreed that there was no obligation on members to use ETM machines for overtime. Members can still choose to use the old method of signing in sheets if they wish when working on overtime.

Hopefully the above is useful. If you require any further details about these or any other points then please do not hesitate to contact the Branch Office.

CSA Contract Breakers - Update

Following further legal opinion from PCS CMEC/CSA Management withdrew letters it was intending to send out to those staff who were unable to agree to change their hours to within the new CMEC/CSA business hours of 8am to 8pm.

PCS had agreed at earlier meetings that what management was proposing to do – imposing new contracts on staff was illegal, but it was their failure to consult under Section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) that stopped management from giving notice of dismissal.

Formal Consultation
Management have now written to PCS to open formal consultation under TULRCA and a meeting has been arranged for Tuesday 8th September.

TULRCA
Section 188 Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) places a duty on an employer to consult with recognised independent trade unions where it proposes to dismiss as redundant 20 or more employees at one establishment within a period of 90 days. “Dismiss as redundant” is widely defined to include any dismissals for a reason “not related to the individual concerned”. Dismissals in order to impose new terms and conditions are covered by this section.

Consultation should begin in good time and in any event 90 days before the date the first dismissals take effect where the employer is proposing to dismiss 100 or more employees.

TULRCA states that consultation shall include consultation about ways of:

• Avoiding Dismissals
• Reducing the number of employees to be dismissed
• Mitigating the consequences of the dismissal.

PCS Campaign
PCS is campaigning for staff not to be worse off as a result of management’s desire to change contracts. This can be achieved and the staff affected could then offer to change their hours without suffering detriment.

Members Meetings
PCS branches have been asked to organise all members meetings to discuss this unprecedented attack on our terms and conditions. It isn’t just a matter for those directly affected. If management get away with changing contracts without agreement for staff, what is to stop them changing your contract when it suits them. Ask your rep when your meeting is on Ext: 88209 or Ext: 88622.

CMEC has the opportunity to become an employer of choice a place where staff committed to lifting children out of poverty can be pleased to work. In threatening to rip up contracts CMEC has not made a good start.

PCS is continuing to raise the matter nationally within PCS and is asking for the matter to be raised by the PCS Parliamentary group.

PCS will update you further following the consultation meeting.

Fairness For All

he Branch has raised concerns with local MP's about the Cabinet Office Publication "Fairness for All, Proposals for reform of the Civil Service Compensation Scheme".

Below are two interim responses recieved from Ben Wallace MP and Joan Humble MP.

Ben Wallace Letter.

Joan Humble Letter.

Resolving Helpline Issues

Imposed Scheduled Breaks Dispute and Discussions about Dispute Resolution.

You may have seen the earlier circulars regarding the employer imposing fixed scheduled breaks from 26th May 2009. We indicated that we intended to continue to oppose this imposition and were considering what steps we need to take to try to persuade Senior Management to remove this imposition and especially in light of your views as established by ballot which was undertook on Thursday 30th April 2009 (which was a snapshot of the members’ views that were in work at that point).

The results of the ballot are as follows:

Questions:

a) Do you believe that imposed scheduled breaks are a good idea? Yes: 77 No: 185

b) Are scheduled breaks compatible with your Health, Safety and Welfare at work? Yes: 79 No: 174

As there was no change in the employer’s position when we lodged dispute (s) through the Health and Safety channels and the matter has been referred to Agency level. In the mean time to try and resolve matters before the next PDCS Safety Committee, an Informal meeting took place on 2nd September 2009.

At the meeting it was agreed that there would be a meeting following the review of the imposed scheduled breaks, which will likely take place in early October 2009. We advanced the need for individuals to have input and be consulted about the timing of their breaks, and also the potential for flexibility within when the breaks can be taken. We also reminded the employer that our recent experience suggests that we can work together to find acceptable ways forward given willingness on both sides. PCS has indicated we are willing to discuss further to try and resolve matters. If we cannot then we will continue with the dispute(s) and will keep members informed.

Hopefully the above is useful. If you require any further details about these or any other points then please do not hesitate to contact the Branch Office.

If you have not yet joined PCS then please complete the form here to do so.

Support The Campaign To Defend The Civil Service Compensation Scheme

Our union has agreed to campaign to fight against the Governments plans to sweep away the protection you get from the Civil Service Compensation Scheme (CSCS). The CSCS sets out the terms and levels of payment made to employees who are declared redundant. It is very important that PCS members in the DWP support our campaign.

Attack On Our Conditions
The key changes proposed by the Government would make things worse by

capping your redundancy payment entitlement at a maximum of two years pay.

removing your entitlement to additional or enhanced early payment of pension and lump sum from the Flexible Early Severance and Compulsory Early Severance schemes.

Allowing Departments to withdraw from the national scheme and set up their own voluntary redundancy schemes subject to a two year cap on the level of payments.

DWP Members Particularly Vulnerable To This Attack
Remember until the current recession DWP was at the forefront of attacks on jobs across the Civil Service. Some 30,000 full time equivalent posts in DWP were cut between 2004 and 2008. There is little doubt whichever party wins the next General Election that DWP will again be at the forefront of job cuts in Government Departments.

Against this background PCS members in DWP are particularly vulnerable to this attack on CSCS terms and conditions. If the Government force through the changes it will:

- slash the level of compensation payments in scheme and only encourage Ministers to drive forward with future plans to reduce staff numbers in DWP.

- reduce the numbers of staff who volunteer for redundancy when jobs are cut therefore increasing the likelihood that compulsory redundancy will be used to reduce staff numbers.

- make redundancy more likely for Fixed Term Contract staff making it harder for PCS to get them made permanent.

CMEC Members Affected
Members working in CSA/CMEC were faced with potential redundancy following the closure of a number of satellite processing centres. Most of these staff were re-deployed but some chose voluntary redundancy under the terms of the current scheme. They would have been much worse off under the proposed changes to the CSCS.

With the new maintenance scheme being put out to tender by private companies the threat of redundancy may again be an issue in CMEC. If the proposed government changes are brought in then compulsory redundancy may be a threat.

Getting Rid Of Staff Who Are Sick On The Cheap
Finally, if the Government gets its own way on the changes currently proposed, there is little doubt they will attack other parts of the Civil Service Compensation Scheme. Such as your right to compensation if you are one of the many staff in the DWP dismissed because of the Managing Attendance policy and performance targets.

Your Support Is Vital
Our national campaign includes pressing our case with Government Ministers and exploring options for a legal challenge. Your support is vital and you can help by:

Sending and email to – pensionspr@cabinet-office.x.gsi.gov.uk to insist that the government honours existing contracts and negotiates a good scheme for new entrants.

encouraging other members to do the same. Copy your emails to PCS at cscs@pcs.org.uk ensuring your Branch also raises concerns with Management at local level

Attend one of the union members’ meetings which will be organised between 25 September and the end of October. Ask your local PCS site office for details.

We Can Win This Campaign
The CSCS is at the very heart of our contractual terms and conditions. The scheme has provided important protection for thousands of union members. It has helped avoid the use of compulsory redundancies and has underpinned arrangements to help ensure that any job losses have been done on an orderly, fair basis and by agreement with our Union.

We cannot allow the government to impose changes that are a massive detriment to the vast majority of our members. If we don’t fight this attack it would give the government a green light to other key terms and conditions such as our pensions.

That is why it is important that we do everything we can to stop the changes proposed by the Government.

If we stick together we will win.

Put People First Campaigning Day

Friday 4 September 2009

10am-6pm, Central London

This autumn the G20 is back. On Friday 4 September, the G20 Finance Ministers are meeting in London to discuss the financial crisis, for the first time since April’s G20 summit. So far they’ve flunked the challenge of putting people first in response to the financial crisis, preferring instead to patch up the old system that has led to poverty, inequality and the threat of climate chaos.

Join us in central London to tell the G20: No More Business As Usual.

We’ll be demanding action on jobs, justice and climate, learning more about some of the key institutions behind the crisis, and discussing what’s next for Put People First campaigning.

10.30am-11.15am: A media stunt at which 20 powerful world leaders will carry a throne of money through the City of London. Campaigners will tell them that it’s time to put people before money. Location Lloyds Building, Leadenhall St.

11.15am-1pm: A walking tour of companies and institutions that have contributed to the economic crisis. Activists will meet at Liverpool Street (outside the rail station next to the McDonalds).

2pm-6pm: International speakers and a worker from the Vestas wind turbine plant will address a conference of activists from across the UK. The Woolfson Theatre, London School of Economics.

To register to attend, email events@jubileedebtcampaign.org.uk or phone 020 7324 4722.