New Flexible Working Hours Agreement for DWP Operations
– Benefits Directorate –
from 3 December 2012
New agreement with PCS
A new agreement with PCS sets out the Flexible Working Hours (FWH) arrangements in DWP Operations - Benefits Directorate from 3rd December 2012. The agreement covers all staff in the Benefits Directorate, and all staff are invited to participate under the terms of these agreed arrangements, with the only agreed exception being those staff who are employed within the (Disability) Contact Centre Helpline team and only those who have non standard contracted working hours.
There will be further consultation with the Operations TUS with the aim of reaching a separate agreement for this Team.
The agreement recognises that FWH enables employees to play their full part at work and at the same time to arrange their working hours so that they get the most from their social and domestic life to maintain an appropriate work/life balance.
The agreement affirms that the needs and wishes of individuals must always be balanced with the needs of the business, in particular ensuring appropriate levels of service to customers which are proportionate to business needs. In doing so, all reasonable efforts will be made to meet the requirements of individual members of staff under the terms of this agreement, and every effort will be made to arrive at mutually acceptable arrangements.
Headline terms of agreement
The “headline” terms of the agreement include:
Minimum Levels of Cover
The aim is agreement with staff and managers where possible, but managers will need to make decisions where this is not possible. (3)
Nil core time
Nil core time means that there is no part of the bandwidth when it is essential for all employees to be at work. Under nil core time staff should agree with their manager to organise their hours of attendance having regard to provision of service to customers and staff needs and preferences. (6)
Bandwidth
The bandwidth for opening times will normally be 12 hours from 7.00 to 19.00 or the opening hours of the site/building if these are different.(7)
Credit carry over
At the end of the 4 week Accounting Period, employees may carry forward a maximum of 4 days credit to the next accounting period. An equivalent pro rata carry over will be permitted for part time employees. (10)
Deficit carry over
At the end of the 4 week accounting period, employees may carry forward a maximum of 3 days deficit to the next accounting period. An equivalent pro rata carry over will be permitted for part time employees. (12)
Credits for absences
If an employee has to attend medical appointments (e.g. GP, consultant or therapist), or the Dentist, the credit arrangements are provided under paragraph 14.2.
Training credits
The arrangements for training credits are provided under paragraph 14.7.
Other breaks
One paid 15 minute break (away from the desk where possible) in the morning and one in the afternoon will be given to all employees working the equivalent of or more than, the 7.24 working day (7.12 in London).
One paid break of 15 minutes will be given to employees working between 3 ½ and up to but below the full working day.
These breaks must be taken at the allocated times as far as practicable. (16.1)
Where part time employees wish to take their 15 minute break in the defined lunch period (11.30am – 2.30 pm), they should be allowed to do so wherever possible. Having this flexible approach for part time employees will allow the spacing of their breaks appropriately within their working day. (16.2)
Religious observance
Time away from the workstation for religious observance may also be required by some staff, and there is provision under paragraph 16.4.
Ad-hoc breaks
In addition, reasonable ad hoc breaks will be allowed for refreshments, toilet breaks, medication etc. These will not be rota’d breaks but we would expect the normal courtesies between individuals and team leaders to apply. (16.5)
Smoking
The smoking break arrangements are under paragraph 17.
Flexi-leave
Staff can apply to their line manager to take full or half day’s flexi leave, up to a maximum of 4 standard days in any 4 calendar week accounting period. Part time staff can apply for an equivalent pro-rata amount of flexi leave. (18.1) NB: This limit does not apply when a compressed hours working pattern has been agreed (refer also to para 8.2).
Application of pro-rata principle
The provision for the application of the pro-rata principle under paragraph 18.4 is adopted from the Q&A guidance issued for the BFD Agreement so that nobody is losing out or being unfairly advantaged because everyone’s hours will balance out at some point. You can be flexible in these situations, and “light touch”.
The following details have been added by the Branch:
At Warbreck there have been early discussions with Senior Management regarding the above new FWH agreement including the issue of breaks. Further details will follow.
