NEC confirms industrial action ballot on Compensation Scheme proposals

Your National Executive Committee (NEC) met today to review progress in discussions with the Cabinet Office on the civil service compensation scheme.

While they recognised there had been some movement they felt it still did not go far enough in protecting a significant proportion of PCS members’ existing rights and produce the best possible redundancy protection and compensation for all members, now and in the future.

The NEC confirmed that in the absence of an acceptable offer they would proceed with the ballot, due to begin on 4 February. Additionally, PCS will commence legal proceedings to confirm members’ rights under the civil service compensation scheme.

The NEC stressed that it will continue to seek negotiations with ministers and senior government officials to find an acceptable settlement and urged all members to vote “Yes” in the ballot.

PCS Campaigns Update - January 2010

Civil Service Compensation Scheme - Campaign for a Yes Vote
Some progress has been made in recent compensation scheme talks but there is still a considerable distance between us and the employer. Branches are urged to campaign among their membership for a 'yes' vote in the industrial action ballot: www.pcs.org.uk/cscs

Save Our Welfare
Welfare services are under threat as management moves away from face-to-face provision of these services and towards automated telephone helplines. Please support our campaign and let your MP know that you believe civil and public servants need to be properly supported by personal welfare services in their workplace: www.pcs.org.uk/soweaction

PCS Communication Awards 2010
PCS is recognising the vital role our communications play in helping members stay informed with our second annual awards for branch and group communications. See how you can enter the awards: www.pcs.org.uk/awards2010

Consultation on Political Campaigning
We are asking branches for their views on the principle of standing trade union candidates in elections. Tell us what you think: www.pcs.org.uk/a72

National Gallery at PCS site launched
A new section of the website for PCS members working in the National Gallery has been launched. These pages provide members with the latest news, information and ways to get involved: www.pcs.org.uk/ng

Trade Union Appeal and Benefit Concert - Haiti Earthquake
TUC Aid, the trade union charity for working people in need throughout the world, has launched an emergency appeal in response to the earthquake in Haiti. See how you can support the appeal by donating, and attending a fundraising benefit concert featuring Billy Bragg and many other performers: www.pcs.org.uk/haiti

Rally for Public Services
Protect public services, join the march and rally: 30 January, Pier Head Liverpool: www.pcs.org.uk/psrally

PCS Campaigns and Social Networking

A busy year lies ahead and your support is crucial in ensuring we make our voices heard. Please take a few minutes to support our campaigns and don’t forget to ask friends and colleagues to join us.

You can also join the PCS FaceBook group at www.pcs.org.uk/facebook, and follow PCS on twitter, www.twitter.com/pcs_union.

Please do not try and access FaceBook or Twitter from your work PC.

Don't Miss the Bus

The post is to advise members about the Annual General Meeting transport arrangements.

A FREE bus has been laid on for members’ convenience, thank you to all the members who have indicated that they are coming and need transport.

The meeting details are as follows:

Date: Thursday, 25th February 2010
Venue: The Cliffs Hotel, Blackpool
Time: 10.15 am

The pick-up points and times are as follows:

Norcross/Warbreck (Jackson’s Bus/Coach)
Arrive DWP Site, Norcross, Norcross Lane, Blackpool (Main Entrance) 9:30 am
Depart: 9:35 am

Arrive DWP Site, Warbreck House, Warbreck Hill Road, Blackpool (Main Entrance) 9:55 am
Depart: 10:00 am

Arrive Cliffs Hotel, Blackpool: 10:05 am

Depart Cliffs Hotel for return trip (as above, in reverse order) 13:00 pm approx

Peel Park (Jackson’s Bus/Coach)

Pick up at main entrance, Government Buildings, Blackpool Industrial Estate, Brunel Way, Blackpool 9:50 am

Arrive at Cliffs Hotel, Blackpool 10:10 am

Depart Cliffs Hotel (for return trip as above) 13:00 pm approx

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

The transport will depart from the venue after the meeting at approximately 1.00 pm.

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.

PCS Local LGBT Awareness Event

Fylde Central Benefits and Services Branch are holding an Lesbian, Gay, Bisexual and Transgender (LGBT) awareness event as February is LGBT History Month.

The event will take the form of a road-show/stall on Tuesday 23rd February at 11.45 - 2.00 in C118N at Warbreck House.

There will be plenty of information available and also reps to talk to if you wish to about any of the issues surrounding LGBT issues in the workplace.

We hope to see you there.

Lesbian Gay Bisexual Trans History Month

Lesbian Gay Bisexual Trans History Month takes place every year in February. It celebrates the lives and achievements of the LGBT community. We are committed to celebrate its diversity and that of the society as a whole. We encourage everyone to see diversity and cultural pluralism as the positive forces that they are and endeavour to reflect this in all we do.

Lesbians, gay men and bisexuals are found in all occupations and professions, all cultural groups, all social classes, can be of any age and live in all areas of the country.

It is estimated that one in 10 of the population are lesbian or gay. But society assumes heterosexuality is the only natural and acceptable lifestyle.

Many lesbians, gay, bisexual and trans people are forced to hide their identity at work because by openly coming out they risk isolation, victimisation or even dismissal.

Challenging Homophobia & Transphobia
Very often stigma is attached to homosexuality, which results in gay people experiencing a variety of social and economic sanctions. These range from hurtful anti-gay jokes, to outright physical attack or loss of a job. Homophobia is the term used to describe a fear of same sex relationships, or a fear of those who love the same sex. Homophobia at its worst results in violence against lesbians, gay men and bisexuals.

Transphobia is the negative valuing, stereotyping and discriminatory treatment of individuals who do not conform in appearance and/or identity, to conventional conceptions of gender. Trans-identified (transgendered) individuals, lesbians, gay men, bisexuals and their supporters are typically the targets of transphobia. Every day, trans people across the world face violence, abuse, rape, torture and hate crime, inside and outside their homes.

PCS Proud
PCS Proud is the equality group representing lesbian, gay, bisexual and trans (LGBT) members within PCS.

Proud aims to support all LGBT members in the workplace and offer support and training to help those members tackle any problems they may face linked to their sexuality and trans status.
PCS as a union is firmly committed to equality and diversity and actively campaigns on behalf of members in minority groups and communities, including LGBT people. PCS Proud has a national committee organising in every region/county of the UK.

For more information have a look at the website at http://www.pcsproud.org.uk/.

2010 Annual General Meeting

Fylde Central Benefits and Services Branch Proudly Present:

The 2010 Annual General Meeting

Thursday 25th February 2010.
The Cliffs Hotel, Blackpool.
10.15am.

Free transport and free buffet provided.

For further details contact:

Michelle Kenyon
Fylde Central Benefits and Services Branch Organiser
Room C122A, Warbreck House
Ext: 61186

Trade Union Appeal & Benefit Concert: Haiti Earthquake

TUC Aid, the trade union charity for working people in need throughout the world, has launched an emergency appeal in response to the earthquake in Haiti.

Proceeds from the Appeal will be used by the trade union movement in Haiti for emergency relief and long-term rehabilitation of victims in collaboration with the International Trade Union Confederation (ITUC), which represents 175 million workers across the world and has 311 national affiliates.

Please visit the TUC website to find out more about the appeal and how to donate.

Benefit Concert
The Cuba Solidarity Campaign and the TUC have organised a benefit concert at TUC Congress House, London on Wednesday 3 February, featuring Billy Bragg and many other performers. For more information and booking details go to Concert for Haiti.

PCS is supporting this event.

HP Enterprise Services campaign

Encourage anyone you know in HPe (formerly EDS) to join his colleagues and support the campaign

PCS members in HP Enterprise Services are angry that public money is being spent on large CEO salaries and expenses, rather than rewarding hard working employees who consistently deliver high quality IT services to both the DWP and other clients.

Mark Hurd, the HP CEO received a total compensation package of $42,514,524 (US) for the year end 31 October 2008. In the same year, he spent $135,734 (US) on his personal use of the HP corporate jet!

Is this fair when the members jobs are not secure and they've been asked to take pay cuts?

Encourage members to support the campaign and tell Mark Hurd and HP Enterprise Services that enough is enough!

Our union at HP Enterprise Services PCS is campaigning for:

- Improved job security for all PCS members in the North West and North East – no compulsory redundancies
- Improved pay for those covered by collective bargaining
- An annual pay review for all staff

Below are some suggestions about how our HPe PCS colleagues can support the campaign for fairness at work:

• Send an email to your local MP outlining your concerns (guidance here).
  Invite your colleagues to go to PCS events and meetings and to join PCS if they are not a member.
• Participate in the ballot, which closes on 30 November.

Civil Service Compensation Scheme Campaign

The Civil Service (particularly the Department for Work and Pensions) is one of (if not the) largest employers on the Fylde Coast, however recent Ministerial figures indicate that there are now circa 5,000 DWP staff on the Fylde Coast. There used to be thousands more.

Job Cuts in the Fylde and the attacks on the Civil Service Compensation Scheme.

In the Department for Work and Pensions it has been established that over two thousand one hundred jobs have already been cut on the Fylde. Once the worst of the bankers created recession is over then there could be attempts at a purge on Civil Service jobs.
Following from the recent unilateral attempt to impose changes to civil servants’ redundancy terms, it is clear that the government are preparing to cut more jobs on the cheap. The published proposals have not been agreed with the PCS.

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 will be axed.

It is clear that the Government are preparing to cut more jobs on the cheap. Cutting the compensation makes it cheaper to get rid of people. (There is also concern about the standard of the jobs for those left after the job cuts. Due to attacks on Conditions of Service following the job cuts many of the posts are now of the call centre type).

Membership support for the Campaign
The reaction of members to the Government’s proposals was tested in a series of workplace meetings held in September and October 2009. Over 35,000 members came to 1000 meetings making it the largest such exercise the union has carried out. The overwhelming majority made it very clear that they supported the union’s objectives to protect members’ existing entitlements. More than 80% said that they would support campaigning action if negotiations do not produce the result we need.

The views of members were also made clear in the responses to the Government’s consultation. 18,000 comments were sent to the Cabinet Office, the overwhelming majority of which clearly opposed the proposed cuts to the scheme. This was a marvellous response which communicated effectively the depth of feeling on the issue to the employer.

Legal action
The National Executive Committee has agreed to instigate a judicial review to halt the process by which the Government seems intent of removing members’ accrued rights under the CSCS.
Lobbying of MPs

115 MPs have signed up to an early day motion on the CSCS. Over 100 signatures for an EDM on an industrial issue is a tremendous level of support. This reflects effective lobbying by many members in constituencies, and MPs’ increased receptiveness to that in the run-up to a General Election. The Branch has written to all four local MPs who represent the Fylde area asking for the support.

Further negotiations
Previously the Government has announced that it has come to its ‘final decision’ on the matter. Nevertheless, the Cabinet Office has now agreed to meet the unions to discuss the proposals. The unions have agreed to further discussions in order to make one last effort at finding a way forward without the need for legal or other campaigning action. At the time of writing, however, there was no indication that progress at the meeting towards addressing our substantive concerns is imminent.

Conclusion
In 2010 there will be a General Election and the Branch will be contacting the candidates to ask where they all stand on all the above issues and will provide assistance to members who may also wish to ask the candidates about such matters.

The Branch will ensure that we play our full role in the Campaigning Action that may be needed. Further details will be issued in due course.

Holocaust Memorial Day

On 27th January 1945, Auschwitz-Birkenau was liberated by Soviet troops.

Holocaust Memorial Day is the international day of remembrance for the victims and survivors of the Holocaust and subsequent genocides.

The millions of victims of the Holocaust included Jews, gypsies, disabled people, lesbian, gay, bisexual and trans people, as well as political dissidents and trade unionists.

Despite the harsh lessons of the Holocaust, prejudice and discrimination are still widespread.

Around the world minority groups and political activists still face persecution.

While the grotesque industrialised genocide of the Holocaust has not since been repeated, genocide still occurs, and all too often the world stands by and does nothing. PCS and our sister trade unions around the world are committed to challenging prejudice and combating discrimination.

Yorkshire and Humber are currently piloting a Holocaust Awareness training session for reps.

Holocaust Memorial Day: 27 January 2010 is an opportunity for us to think about what we can do to challenge prejudice together, as a union and as individuals.

We can all make a difference by challenging racism, homophobia and all other forms of prejudice, and supporting campaigns for equality and fairness.

For further information:

http://www.hmd.org.uk/
http://www.het.org.uk/
http://www.annefrank.org.uk/

PCS National Industrial Action Ballot

PCS HQ has supplied the following information:

The National Executive Committee (NEC) has agreed to proceed to ballot members on a campaign of national industrial action, with the aim of securing an agreement that would protect members’ entitlements under the Civil Service Compensation Scheme (CSCS) and provide for acceptable protection for members in the Nuvos pension scheme not covered by the CSCS. The ballot will run from February 4 to February 25.

The Government’s proposed changes to the CSCS threaten to tear up members’ accrued contractual rights and drastically cut compensation payments in the event of redundancy, whether compulsory or voluntary. They would make job cuts cheaper at a time when we know that all the main political parties are planning huge public spending cuts. All members would be at greater risk of redundancy.

Meetings have taken place with government Ministers to make clear our objections and seek new proposals. We have worked hard in an attempt to secure an acceptable settlement. But, so far, the employer has refused to come to an agreement with us.

Membership Support for Action
The reaction of members to the Government’s proposals was tested in a series of workplace meetings held in September and October. Over 35,000 members came to 1000 meetings making it the largest such exercise the union has carried out. The overwhelming majority made it very clear that they supported the union’s objectives to protect members’ existing entitlements. More than 80% said that industrial action should be considered if negotiations do not produce the result we need.

The views of members were also made clear in the responses to the government’s consultation. 18,000 comments were sent to the Cabinet Office, the overwhelming majority of which clearly opposed the proposed cuts to the scheme. This was a marvellous response which communicated effectively the depth of feeling on the issue to the employer.

Legal Action
The NEC has agreed to instigate a judicial review to halt the process by which the Government seems intent of removing members’ accrued rights under the CSCS.

Industrial Action
Feedback from the membership meetings has highlighted the necessity for action to be at a level that will exert sufficient pressure on the employer to bring about an agreement to withdraw the order in Parliament that will have been laid to amend the scheme, which is planned to take effect from 1 April. March will be the key period to build pressure.

The NEC has therefore agreed that members are balloted on a programme of discontinuous industrial action, aimed at maximising disruption to the employer, to include a combination of national strike action, rolling action (i.e. across different departments, or other employers, over different days) and targeted action (i.e. specific areas which are particularly effective at causing disruption). It will be emphasised to members that our intention would be to call effective action at the same time as minimising the financial loss to members as far as possible.

The nature of the action will be subject to consultation with the national campaigns liaison group which meets on Friday 15 January. The NEC will then meet to consider the ballot result and to agree the precise form of action to be notified to the employer.

Lobbying of MPs
115 MPs have signed up to an early day motion on the CSCS. Over 100 signatures for an EDM on an industrial issue is a tremendous level of support. This reflects effective lobbying by many members in constituencies, and MPs’ increased receptiveness to that in the run-up to a General Election.

Further Negotiations
Previously the government has announced that it has come to its ‘final decision’ on the matter. Nevertheless, the Cabinet Office has now agreed to meet the unions to discuss the proposals. The unions have agreed to further discussions in order to make one last effort at finding a way forward without the need for industrial and legal action. At the time of writing, however, there was no indication that progress at the meeting towards addressing our substantive concerns is imminent. It is vital that we keep up the pressure and the NEC has agreed to proceed with the ballot.

What to do if you have been discriminated against at work

The following has been supplied by Stonewall.

The advice given is general advice about the workplace and applies to any workplace. If you think you are being discriminated against at work and are a PCS member, please speak to a local PCS rep on your site.

All employees are now protected by the Employment Equality (Sexual Orientation) Regulations 2003. If you feel that you have been discriminated against or bullied at work because of your actual or perceived sexual orientation, then these regulations might well be relevant to you.

How you are protected
The legislation defines three types of discrimination at work:

Direct Discrimination: According to the new Regulations, treating people less favourably than others on grounds of sexual orientation constitutes direct discrimination.

Indirect discrimination: This means applying a provision, criterion or practice which disadvantages people of a particular sexual orientation. For example, this could apply if an employer only offers benefits to the heterosexual partners of their employees and not to same-sex partners.

Harassment: The legislation defines harassment as unwanted conduct that violates people’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
The legislation provides protection to lesbian, gay and bisexual workers throughout the entire employment relationship – from recruitment to dismissal. The ban on sexual orientation discrimination applies to terms and conditions, pay, promotions, transfers, training and dismissal.

How you could take action
If you feel that you are experiencing harassment or discrimination, here are some steps you could take:

Tell someone at work: Firstly, speak informally to your manager, senior manager, or someone in HR. Tell them what has happened and ask that they take action to help resolve the matter.
If the incidents of discrimination or harassment are ongoing, try to keep a diary, as this could be used as evidence.

Also consider talking to your trade union if you are a member of one. Some unions have specific forums or groups for their lesbian, gay and bisexual members.

If the situation is not resolved, then you could submit a formal grievance to your employer. If you are not happy with how your employer handles your grievance, you can submit an appeal.
Once you have been through these stages, if you are not satisfied that your situation has been resolved, then you could consider seeking legal advice with a view to taking your employer to an employment tribunal. Find out more about employment tribunals here.

The grievance process
Employees may need to use the formal grievance process to resolve the discrimination or harassment they are experiencing at work. Click here to see our guide to the process, which also details some alternative courses of action employees can take.

Statutory questionnaires
If someone feels they have been discriminated against, for example during a job application process, then they could get the employer to fill in a statutory questionnaire. This is a document which can be used as evidence in any future tribunal cases. The employer does not have to respond but if they do not the court can take this into account in any future case.
You can download the statutory questionnaire for sexual orientation discrimination cases from:

http://www.berr.gov.uk/files/file25460.pdf

Discrimination at Work? It’s so over. Stonewalls' plain language guide for employees. Please click on a link below for your free copy here.

Defending the Welfare State

The NPC is co-ordinating a major demonstration along with a number of trade unions, the BMA, RADAR (the disability group) and others in defence of the welfare state and public services on Saturday 10 April 2010 in central London.

Whilst there is still a considerable amount of organising to be done, it is vital that NPC regions and EC representatives begin to encourage large numbers of people to take part.To help, there are a number of resources we have produced:

1. An A5 flyer advertising the event is attached. 100,000 copies are being printed and will be available on request from next week.
2. A special website has been set up at www.10410demo.co.uk. In time this will contain all the information about the event, how to get there etc that people will need.
3. An online petition on the Number 10 website. This can be accessed here.

Please encourage as many supporters as possible to sign it in advance of the demo.

If you require any further information, don't hesitate to get in touch.

In the meantime, we must get the message across that this is THE opportunity for every pensioner to demonstrate on the key issues of pensions and care.

A copy of the flyer advertising the event can be seen here.

Hope Not Hate Strategy

The following has been recieved from Hope Not Hate.

"In the next few months the British National Party will be seeking to win control of its first council, gain dozens of new councillors and even its first Member of Parliament. If we’re going to stop them we’ll need to roll out our largest and most sophisticated campaign yet.

We’ll need to will mobilise thousands of people, raise money, distribute millions of pieces of literature, talk directly to voters in our key wards and harness new technology. It is going to be a tough fight but one, with your support, that we can win.

The BNP threat

The BNP is likely to contest over 200 parliamentary seats in the General Election and up to 1,000 council seats. The main threat is in Barking & Dagenham, where they could take overall control of the council, and Stoke-on-Trent, where they could become the largest single party – and we fear that Nick Griffin could win the parliamentary seat in Barking.

The HOPE not hate campaign has identified 102 council wards in 31 local authority areas that are at risk from the BNP. Just over half of these risk wards are in just 10 local authority areas. The concentration is even starker when one counts the most at risk wards. All but three of the 25 most at risk wards fall in 10 local authority areas, as do 38 of the 50 most at risk wards.The high risk local authorities, where the BNP pose a threat in multiple wards, are Barking & Dagenham, Stoke-on-Trent, Thurrock, Nuneaton, Sandwell, Amber Valley, Burnley, Barnsley, Rotherham and Leeds. But there are other areas, such as Wigan, Tameside and Bexley, where the BNP will be pushing strongly for the first time.

However, amidst the BNP threat we have an opportunity to roll them back. Over half of BNP councillors are up for re-election this May. That means that if we can run an effective campaign we can actually remove a large swathe of BNP representation in local government. It is going to be a hard fight but it is one that we can win.

Barking & Dagenham will be our national priority. We simply cannot allow the election of a BNP MP or for them to take control of the council. While we are massively increasing capacity in the local area we will be giving our supporters ways they can help.

To defeat the BNP we have devised our largest and most sophisticated campaign plan to date."

As you can see, Hope Not Hate are setting out their strategy for the forthcoming period and would like feedback from people as to what they are willing to do to support the campaign. They have prepared a short on-line survey for the collection of this information which can be accessed here.

Please take a moment or two to fill it in.

Adverse Weather and Flexi-time Credits

The following details have been supplied by the PCS DWP Group:

“DWP and CMEC Guidance

DWP and CMEC have basic guidance for serious disruption to public transport and extreme weather conditions under Standards of Behaviour and Flexible Working Hours Procedure.

Standards of Behaviour:

DWP Standards of Behaviour Procedures, Paragraph 38, states:

“38. In the case of travel disruptions or bad weather, you are expected to consider alternative transport options including walking if less than one hour’s walking distance, or secondly, to consider working from an office location closer to home, or from home if practicable. Consideration will be made for issues of diversity and equality, and for your health, safety and welfare.”

CMEC Standards of Behaviour Policy, Paragraph 31, states:

“31. In the case of travel disruptions or bad weather, you are expected to consider alternative transport options including walking if less than one hour’s walking distance or secondly, to consider working from an alternative Commission office closer to home, or from home if practicable. Consideration will be made for issues of diversity and equality, and for your health, safety and welfare.”

Flexible Working Hours Procedures
Both DWP and CMEC Flexible Working Hours Procedures have guidance under Paragraph 3.1 which tells managers to:

“Use discretion about requests for FWH credits for reasons such as serious disruption to public transport and extreme weather conditions”

Health, Safety and Welfare
Managers should give due regard to staffs’ health, safety and welfare, particularly those staff who, as a result of transport disruption, are walking long distances outside of daylight hours in order to attend for work. Managers will need to make use of local knowledge when making decisions regarding what is a reasonable time for staff to start their journey home. Relevant factors to take into account include the route to be taken and weather conditions.

Managers should also consider sympathetically requests for special leave which result from the possible wider effects of transport disruption, for example closure of schools or the breakdown of childcare arrangements.

All decisions must take full account of equal opportunities, family friendly policies and staff health, safety and welfare.”

Local Issues
Through out the holiday period and the cold weather the Branch has raised issues with the employer on the Norcross, Peel Park and Warbreck sites. We have undertaken Health and Safety inspections and have been concerned about the state of the footpaths, the site roads, car park and access and egress routes.

We had provided support and guidance to many members who have been in contact.

Unfortunately there have been serious accidents including fractured bones/ limbs. In these circumstances we have directed the member to the PCS Accident Claim procedures to take forward any appropriate compensation claims.

Although many line managers may have taken a sensible approach there have been occasions of frankly ludicrous and dangerous advice being given by the employer (such as abandoning young children to get into work, or driving 20 miles in the treacherous conditions to attend the Office).

We will continue to counter any nonsense of this kind.

Just Ageing Partners Report

‘Just ageing?’ outlines recommendations for tackling disadvantage in later life, please see the full article here on the Equality and Human Rights Commission website.