Register to vote: Make your vote count

The European Parliament is the only multinational parliamentary assembly in the world that is elected by universal suffrage and the next election to decide who will govern Europe will take place in the UK on Thursday 4 June 2009.

All in all, 27 member states will take part in these elections and some 500 million EU citizens will choose 736 Members of the European Parliament (MEPs). The UK is divided into twelve regions for the European elections. This election will also include some unitary and county elections in different parts of the UK meaning that everyone has at least one vote on election day. The first task we face is to encourage every member of our union, as well as our friends and families, to register to vote and to take part. This is the only way we can stop the growth in electoral support for the far right.

The British National Party (BNP) and other far right parties already have an unprecedented number of elected representatives across the UK. Now their sights are set on winning a seat in Europe.

The BNP want to push forward their own politics of hate and they pose a real threat to all of us.
Our movement should always be proud to have taken part in defeating the fascists in the past and we are still committed and able to defeat them again now. But to be successful – people have to vote against the BNP and we all have to play our part in organising the campaign to mobilise the majority who agree that fascism is wrong and should have no place in our society.

Register to vote so we can defeat the BNP at the ballot box. The voter registration deadline is 19 May.

If you need to register or want to apply for a postal vote visit: http://www.aboutmyvote.co.uk/

For more information about our campaign visit: www.pcs.org.uk/myvc

Unacceptable Workplace Behaviour Survey

PCS has issued information and a request for members to assist in completing an on-line violence and bullying in the workplace survey.

The survey can be found here: Violence Survey Phase 2 and should take about 20 minutes to complete.

The closing date for the survey is Sunday 14th of March 2009.

Please ensure you spread the word of the survey to all members so they can consider completing it – the more input there is, the better the picture that will be gained of our members’ experiences of unacceptable behaviour in the workplace.

Please note you can start the survey and go back to it at any time, but only if you do not close the survey screen.

Any questions about the survey can be directed to Phil Madelin, PCS National H&S Officer, by email or telephone on: 020 7801 2683.

Turret Pilot Update – Results of the Members Ballot

The purpose of this post is to provide an update from the members’ meetings on Thursday 12th February 2009 to discuss the outcome of the roll out of the Turret pilot and the staffing levels at Warbreck.

Thanks to all the members who attended the meeting and gave their views.

As ballots of the members had taken place at the start and during the Turret pilot it was considered to be best practise if one did so at the conclusion of the roll out of the pilot stage to ascertain membership feedback.

The results of the questions put to the members at the meeting on 12th February 2009 were close (however there was a majority in favour) on the question of whether or not members were (at present) able to state their preference as to starting/ finishing times and availability to work the Turrets without coercion. This was explained in the meetings that in certain areas people being asked and then re-asked repeatedly if they could undertake additional turrets slots even though they had not stated that slot within their preferences (although the slots were within their availability). We Agreed to re-iterate to the employer that the word coercion is very important in the agreed joint statements i.e. members are not to be subjected to coercion when it comes to covering the turrets slots.

As far as the second question was concerned members overwhelmingly agreed that PCS should continue negotiations, to reduce the amount of time spent on Turrets, and secure additional resources in the DCPU. This is particularly pertinent due to the latest agreed Joint statement.

The next stage is to continue the ongoing negotiations to try and reduce to a minimum (if not eliminate) the 4 Pm to 5 Pm Turret slot; to ensure that there is a reasonable maximum numbers of hours that someone can work on the Turrets (pro rata for part time staff) and to ensure that the commitment to increase Helpline staffing levels is honoured.

As ever; if you are aware of any breaches to the agreed Joint statements (in word and spirit) then please do not hesitate to contact Dean Rhodes, Emma Haslehurst or Duncan Griffiths.

Election for the Posts of Delegates to DWP and National Conference

The purpose of this post is to advise members of the details of procedures under Rules 8 and 9 to elect conference delegates for the 2009/2010 period.

The following valid nominations were received by the cut-off point on 29th January 2009:

Clare Bat Or, Emma Haslehurst, Gloria Hodgkinson (Group Conference only), Martin Jones (National Conference only), Dave Kearsley, Michelle Kenyon, Grant McClure, Chris Wade.

The ballot will be held at the Annual General Meeting on 26th February 2009.

In order to vote you need to attend the AGM as the ballot papers will ONLY be available at the meeting on Thursday, 26th February 2009, commencing at 10:15am at The Cliffs Hotel, Blackpool.

The election address received for the candidates can be found here. It would be beneficial if members read them before the AGM.

If you require any further details do not hesitate to contact the Branch Secretary.

Election for the Posts of BEC Members At Warbreck

The purpose of this post is to advise of the details of procedures under Rules 27 and 28 to elect BEC members at Warbreck for the 2009/2010 period.

The following valid nominations were received by the cut-off point on 4th February 2009:

Craig Barrett, Bridget Bottomley, Victor Carman, Mick Daniels, Julie Dare, Carl Erwin, Deborah Jones, Dave Kearsley, Katya Lawder, Graham Lyndhurst, Denise MacCullum, Grant McClure, Alistair Mitchell, Clark Nuttall, Malcolm Phair, Tracey Pierce, Dave Ray, Sally Taylor-Hughes, Peter Windle.

The election addresses submitted by the candidates can be found here.

The ballot opens on 18th February 2009 and closes at a specified time at the Annual General Meeting on 26th February 2009.

There are several ways to vote in the election:

• ballot papers will be available at the AGM on Thursday, 26th February 2009, commencing at 10:15 am at The Cliffs Hotel;
• by a postal vote; please complete the request form found here and return it as specified.

If you require any further details do not hesitate to contact the Branch Secretary, Duncan Griffiths on Ext: 63484.

Thank you.

Work Your Proper Hours Day

More than five million people worked unpaid overtime in 2008, bringing its total value across the UK to a record £26.9 billion, according to a new analysis of official statistics published by the TUC.

The union body warned a recent trend to shorter hours has been reversed and says the economic downturn could increase the pressure to work for free.

TUC has calculated that 5.24 million people worked unpaid overtime in 2008 - the highest number since records began in 1992. The previous record was five million in 2001. Employees who work unpaid would receive an extra £5,139 a year if they were paid for the additional hours they are putting in, the TUC calculated.

The average amount of unpaid overtime is seven hours and six minutes - the same amount as last year. TUC's figures show if everyone who works unpaid overtime did all their unpaid work at the start of the year, the first day they would get paid would be Friday 27 February.

The TUC traditionally declares this 'Work Your Proper Hours Day' and makes a light-hearted call for staff to work their proper hours for at least one day a year and for employers to thank their staff for regularly putting in the extra hours at work.

TUC general secretary Brendan Barber said: 'After years of progress, the numbers doing unpaid overtime has increased for the second year in a row. This is disappointing. But while some of this is due to the longs-hours culture that still dogs too many British workplaces, the recession will now be making many people scared of losing their job in the year ahead and joining the ever-growing dole queue.

Inevitably people will be putting in extra hours if they think it can help protect against redundancy or keep their employer in business.' He added: 'This is not the year therefore for our usual light-hearted 'Work Your Proper Hours Day'.

But this does not mean people should ignore excessive working. Friday 27 February should still be used to think through working hours. Long hours are bad for people's health, and employers should never forget that each extra hour worked makes people less productive once they are over a sensible working week. The recession should instead provide a spur to make workplaces more productive, and for managers to get staff to work together, not compete for who can stay the latest.'

There is more information and some interactive applications available on the worksmart website here.

This information has been supplied by the TUC.

Adult Learning

The BBC have just launched a new website designed to assist adults to learn skills for everyday life.

The site can be found here.

Update from Meeting between Senior DCPU Management and PCS

The purpose of this post is to provide a brief update on some of the issues discussed at a meeting held with Senior DCPU Management on 21st January 2009.

Firstly we welcomed the new (old) managers and congratulated them on their promotions. We asked when promotions would be available for the many, many staff rather than the few. Senior Management declined to answer.

Staffing and Workloads
We asked the employer for their intentions with regard to the shortfalls of staff in terms of headcount across Operations and Helpline, particularly whether those shortfalls would be replaced by any further recruitment to address what we see as increasing workloads and pressures on members. We called upon the employer to look to recruitment and promotion for staff. The response was that there were no recruitment exercises planned but that this may change as a result of the new financial allocations expected shortly.

We reiterated our desire for an increase in staff across the units to address what we see as a lack of capacity and an ongoing reliance on overtime, hit squads and moving work around to address work build up combined with the longstanding closed career paths where promotion boards and advancement appear to be a thing of the past for almost all but a few.

Exportability
The update so far is that there is no further update but one is expected soon, as we have reported previously. Senior Management say there is potential for the creation of a dedicated section with up to 40 to 50 members of staff depending upon how the changes to the law (as to entitlement for those living abroad) is interpreted and implemented. Our concern is that there is a potential for these staff to come from existing units across the unit without being replaced and further stretching an already pressured membership unrealistically which means, again, more work with less staff.

LEAN
We continue to closely monitor Lean and have issued several circulars already. PCS’s view is that Lean means Job Cuts and continues to do so. Anyone who says otherwise should remember that a Team going into Lean with 70 staff will come out with 63 – a 10% cut. Whilst there may be “other” work for these to do at the moment there is no indication just what that work will be.

Attendance Management
In a recent circular we informed members of our success in forcing ex DCS Management to recognise they had been incorrectly implementing important parts of the DWP Attendance Management policy, specifically with regard to the Attendance Management Consideration point and adjustments under the Disability Discrimination act (DDA).

We requested that they should now review all Attendance Management warnings and dismissals between the end of 2007 and the start of this year where there has been an underlying Health issue or where it falls under the DDA criteria due to incorrect guidance that line managers had been given during this period. They declined to do this. This is disappointing as not only will members have been disadvantaged by the incorrect advice given, Senior Management accept no responsibility for putting their errors right.

However, we were given assurances that where we have cases where this may have occurred they will review the cases on an individual basis. PCS invites anyone with an underlying condition or who met the DDA criteria who has been given an Attendance Management warning without an adjustment of their consideration point to contact the Branch Office. Likewise anyone who has had their DDA adjustment to the consideration point removed by their line managers should ask for them to be reinstated.

Finally
We hope you have found this update useful. The Branch is committed to, not only taking your views forward, ensuring you are kept up to date with local issues that affect you in the workplace. It is clear to us, and probably to yourselves, that the DCPUs are straining under the weight of work around and continuing to come in. Our view remains that there are not enough staff to do the job. If you would like further details please let us know.

If you are not a member please consider joining your colleagues protecting your conditions of service.

If you have not yet joined PCS then please consider completing the application form here.

BEC and Local Representative Elections 2009

The purpose of this post is to inform members of the details of the nominations received by the closing date of 4th February 2009 in the Norcross, Peel Park and Warbreck House Constituencies.

As you can see the number of vacancies in ome areas has outweighed the number of BEC members and/or local representatives needed. All those nominated without opposition have now been duly elected under Rule 28 of the Branch Constitution.

We will attempt to fill any vacancies at the Annual General Meeting on Thursday, 26th February 2009 at the Cliffs Hotel, Blackpool commencing at 10.15 am.

The details of the nominations for BEC members and local representatives are as follows:

Norcross Constituency
BEC Members
Sub Constituencies Reservations, where possible, DCS (2), Departmental Directorates (2), Float (1).

Potential maximum number = 5

Those Nominated: Scott Burrows, Duncan Griffiths, Paul King, Martin Jones.

Vacancies = 1

Local representatives
Potential maximum number = 5

Those Nominated: nil

Vacancies = 5

Peel Park Constituency
BEC Members

Shared Services (1), Corporate Centre (1), Job Centre Plus (1), Child Support Agency (5), Float (2)

Potential maximum number = 10

Those Nominated: Clare Bat Or, Andy Bates, Peter Hitchen, Ian Powell.

Vacancies = 6

Local representatives
Potential maximum number = 10

Those Nominated: nil

Vacancies = 10

Warbreck House Constituency
BEC Members

Potential maximum number = 12

Those Nominated: Craig Barrett, Bridget Bottomley, Victor Carman, Mick Daniels, Julie Dare, Carl Erwin, Deborah Jones, Dave Kearsley, Katya Lawder, Graham Lyndhurst, Denise MacCallum, Grant McClure, Alistair Mitchell, Clark Nuttall, Malcolm Phair, Tracey Pierce, Dave Ray, Sally Taylor–Hughes, Peter Windle.

Vacancies = 0

Local representatives
Potential maximum number = 12

Those Nominated: Craig Barrett, Bridget Bottomley, Victor Carman, Simon Clapham, Julie Dare, Carl Erwin, Greg Fothergill, Deborah Jones, Katya Lawder, Graham Lyndhurst, Denise MacCallum, Tony Manning, Jim Marsh, Joyce Mellor, Alistair Mitchell, Clark Nuttall, David Nutter, Malcolm Phair, Tracey Pierce, Dave Ray, Margaret Sykes, Sally Taylor-Hughes.

Vacancies = 1*

*this could increase dependant upon the outcome of the Officer elections

Election for Officers Posts

Election for the posts of chair, deputy chair, secretary, deputy organiser, membership officer and equal opportunities officer.

The purpose of this post is to advise of the details of procedures under Rules 7 and 15 to elect for the 2009/2010 period.

The following valid nominations were received by the cut-off point on 29th January 2009.

• Chair: Martin Jones, Dave Kearsley
• Deputy Chair: Victor Carman, Grant McClure
• Secretary: Julie Dare, Duncan Griffiths
• Deputy Organiser: Katya Lawder, Malcolm Phair Membership Officer: Mick Daniels, Denise MacCallum
• Equal Opportunities Officer: Julie Dare, Gloria Hodgkinson

The election addresses submitted by the candidates can be found here.

The ballot opens on 5th February 2009 and closes at a specified time at the Annual General Meeting on 26th February 2009.

In order to vote in the election there are two ways to do so:

1. ballot papers will be available at the AGM on Thursday, 26th February 2009, commencing at 10:15 am at The Cliffs Hotel;
2. by a postal vote by completing and returning the tear-off found here, or email us and we'll send you one.

If you require any further details do not hesitate to contact me (Duncan Griffiths).

Yours sincerely

DUNCAN GRIFFITHS
Branch Secretary

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.

DWP Pay Bulletin 48

Please see info below from PCS DWP Group:

Merry Christmas and a more prosperous New Year
PCS wishes all its members in DWP a very merry Christmas and a prosperous New Year. We would like to thank all reps and members for the support they have given to PCS in 2008, particularly the fantastic backing shown for the pay campaign. This has undoubtedly put us in a much stronger position to get the improvements we need to pay in DWP. We hope members will enjoy their well earned festive break.

Record Unemployment
The latest unemployment figures out this week show another steep rise in the numbers claiming Jobseekers Allowance -now topping 1 million.

Members will be only too aware of the pressure that these increases in unemployment place on them. Recent agreements on extra staff are welcome but we need this to be combined with real improvements to our pay as well.

At a time when DWP is relying on its staff not just to cope with unprecedented increases in workloads, but also to find jobs for all these people in such difficult circumstances, it is imperative that they reward their staff properly as well.

DWP talks to continue in 2009
The DWP pay team will continue to have talks with DWP management early in the New Year, confident that we can build on the progress that has been made so far on the issues of key concern to members. In addition to the talks we have already had on Managing attendance, flexi and family friendly working, job security, PDS and improving employee relations, the agreement now reached at national level means that it is now possible to talk substantively about pay.

The agreement states that efficiency savings can now be used to improve our members pay, under rules now being developed in talks with the Treasury, and that the 2% pay cap on basic pay rises is removed. This means our further talks with DWP based on the new national pay agreement can and should put more money on the negotiating table and then into members pockets.

This is our number one priority for the New Year.

Wishing you all a happy peaceful and prosperous 2009

Update on Turrets - DCPU

New Way of Working in Unit’s 2 & 3 (and other issues such as Christmas/New Year Turret Cover).
The purpose of this post is to provide an update on the progress of the turrets new way of working in Units 2 & 3. As you will be aware we held a members’ meeting and a ballot on 26th November; there have also been a number of activists visiting Units 2 & 3 on 2nd December to speak to the members and potential who work on turrets to gauge feedback on how they feel the new way of working has been implemented in these areas. A desktop ballot also took place on 16th December to check that the principles of the Joint Statements were being adhered to. In addition we have also had regular meetings with Senior Management so that we can monitor the progress of the roll-out into Units 2 & 3, and also to escalate to them any concerns or problems.

Given the feedback received from members it is clear that there has been considerable improvement in relation to the principles of the Joint Statements being adhered to. The roll-out into Unit 2 has been particularly positive, though there is still room for improvement. The roll-out in Unit 3 gave cause for concern with a high number of members’ feeling that the principles of preference, availability and coercion were being not met. These results and concerns were raised with the respective Grade 7’s who gave assurances that they would be addressed. The subsequent ballot on 16th December showed a considerable improvement in Unit 3, though clearly more needs to be done in this Unit before it meets the objectives. However, overall, feedback was more positive than negative and we will continue to monitor its progress.

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.” However, staff also need to understand that we also have a requirement from the Joint Statement to fully fill the slots, but of course without coercion.

The issue of the 100% turret requirement, despite there being only 40% cover required on Helpline and Ops over the Christmas/ New Year period, was raised with Senior Management. It was explained that it would seem unfair to expect 100% turret cover when there was only 40% Helpline cover. We also explained that it would show goodwill to staff if the turret requirement could be reduced, particularly as it is inevitable that the cover will be reduced over the Christmas/New Year period anyway. Senior Management agreed to go away and consider if there was any scope for a reduction in the requirement.

If anyone experiences any problems or has any concerns about the pilot, please contact Emma Haslehurst or Dean Rhodes. It is important that issues are raised now so that we can try and address them quickly.

Meeting with Senior DCPU Management on 18th December 2008

This post is to update members with feedback from a meeting between PCS and DCPU Management on 18th December 2008.

We clarified the assurance we received at the last meeting that Lean would not impact on normal access to FWH, Annual Leave, Special Leave etc and Senior Management agreed and clarified that there should be no restrictions imposed on staff because of the introduction of Lean over and above the normal DWP Policies and Procedures. In some instances this means that managers should adopt a common sense approach and look across the whole Command rather than individual teams when considering these requests.

Senior Management also assured us that Lean will not impact on the revised working arrangements we recently introduced for Turrets. This means that in effect turret schedules for those Lean areas should be reduced – our view is that if the staffing is reduced by 20% as it is for AOs then the turret schedule for that area should also be reduced by 20%. Senior Management would clarify whether this is the case - please let us know if this is different.

We raised a number of concerns that members from B207 and B209 highlighted at our members, in B207 and B209, meeting on 17th December 2008.

Members felt there were problems with the numbers of trays. Senior Management agreed to look at this issue. A common theme was that the removal of racking was causing problems and we will be looking at this closely with the employer. It is our intention to review Lean jointly with the employer and the roll out early in the New Year where we will look at these issues in more detail.

We wanted to ensure that there was a balance between the needs of the Lean process and the individual control that members have over their day to day work to ensure that staff are able, as much as possible, to determine their working day. Senior Management accepted that the balance does need to be looked at and we will continue to pursue.

Members raised the issue of being pressured into making decisions on cases without the file being available. Senior Management agreed that this should not be happening at all and that it was not acceptable. Also Senior Management said decisions shouldn’t be made purely to ensure targets are not missed. Please let us know if this is happening in your area. Senior Management also stated that they do not routinely trawl for cases near to the target date in order to make decisions although they will do so to ensure the correct actions have been taken on cases. It is quite easy to perceive this as Bucket Management but Senior Management say this is not the case.

Senior Management also said they were looking at reducing the 2,500 cases head of work for the Lean areas and were considering ways they could do this to ease the pressure on newly Leaned areas.

Members also felt the 10 minute daily meetings were a complete waste of time. This view reflects the view of the Carers Allowance experience where the daily meetings were scrapped. We hope DCPU Management learn the lessons of Carers and listen to what staff are saying. They Agreed to consider this.

The universal theme of our members’ consultation was that there are not enough staff. It is clear to us that any process can work if there are enough staff. Many members in B207 and B209 did express favourable views on certain aspects of Lean but felt it would not and could not work without the staff to do it. However we also reflected concerns that the way work was allocated lacked job satisfaction. We believe the arbitrary 10% cut in staffing in the Lean areas is wrong and will be pressing for a suspension of the Job Cuts in the upcoming Review meeting.

We have always said that Lean means job cuts. Senior Management refute this and have stated that Lean will not lead to job cuts but is about increasing capacity. The simple test remains: a Command with 70 staff when they commence Lean training will have 63 staff at the end. Whichever way you look at it this is a job cut.

Finally we raised the question of stationery shortages.

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

Branch Nominations and Motions for AGM

Annual General Meeting (AGM)
The Branch Annual General Meeting next year will be held at the Cliffs Hotel Blackpool on Thursday 26th February 2009 commencing at 10:15 Am. A flexi credit was 2 hours for those members in DWP attending the meeting plus reasonable travelling time has been agreed. The same time for members in CMEC should be available. Details for privatised members are being checked.

If any members desire assistance with transport, please contact Michelle Kenyon, Branch Organiser, Room C122A, Warbreck, Extension 61186.

Motions for AGM
Motions for the AGM (to formulate Branch policy) must be forwarded to the Branch Secretary to arrive no later than 3 pm on 29th January 2009.

Motions must include the names of the proposer and seconder, signed by both and dated. Assistance in writing motions can be obtained by contacting the Branch Secretary on Extension 63484.

If you wish to have the motion adopted by the BEC (ie, go in the BEC's name) then they should be forwarded to the Branch Secretary to arrive no later than 26th January 2009. If the motion is not adopted then it will be up to the individuals to propose and second the motion at the AGM.

Branch Nominations
Nominations are required under Rules 6 and 15 of the Branch Constitution for the following posts:

Section A:

• Chair
• Deputy Chair
• Two Vice Chairs
• Branch Secretary
• Three Deputy Secretaries
• Four Assistant Secretaries (1x DCS, 1x Departmental Directorates, 1x Jobcentre Plus, 1x CSA).
• Treasurer
• Assistant Treasurer
• Organiser
• Three Deputy Organisers
• Membership Officer
• Equal Opportunities Officer
• Two Auditors (not members of the BEC)

Section B:

• Five Delegates to the DWP Group Conference (can be same as National)
• Five Delegates to National Conference (can be same as group)
• Twelve Delegates to the Branch Women's Committee
• Twelve Delegates to the Branch Black Members Committee
• Eight Delegates to the Branch Young Members Committee

Members nominated under section A may also be nominated for section B. A form for submitting nominations can be found here. All nominations must be signed by 2 fully paid up members of the Branch. (Please see Rule 15 of the Branch Constitution for limitations and arrangements for the posts.)

In the event of more nominations for the Branch officer post(s) than the number of posts there will be an election held by ballot as described in Rules 7 and 15 of the Branch Constitution. If elections are needed for other posts a ballot will be held at the AGM.

Nominations must reach the Branch Secretary, Room 7233, Norcross by 3 pm on 29th January 2009.

Nominations
Nominations for posts within the higher tiers of PCS elected at PCS Conferences may be taken at the AGM. Nominations for the DWP Group and National Executive Committee Elections will also be taken at the meeting. Nominations must reach the Branch Secretary, Room 7233, Norcross by 3 pm on 29th January 2009.

AGM Papers
The Branch Annual Report and the Branch Financial Statement will be distributed from the Union Office by 13th January 2009.

It would be helpful if any questions on the Financial Statements and/or Annual Report could be submitted to the Treasurer or Branch Secretary 48 hours prior to the AGM.

National Agreement on Pay

PCS North West Regional Office have provided the following information in the form of a Question and Answer briefing:

“Does the agreement mean more money for pay?
Yes. It means that when efficiency savings have been identified, they can now be used for improving pay. That’s a change in policy. In the past the Treasury would not allow departments and non-departmental public bodies to use that money. The government has not agreed to find additional money on top of existing budgets, but now there is access to new money from these savings, which could amount to many millions of pounds.

Will members in areas where pay offers have been imposed gain any benefit from this agreement?
Yes. In the talks, the employer’s side was not prepared to state formally that existing pay settlements should be re-opened. But they went on to make clear that money from efficiency savings should be used to improve pay in all areas, including where there have been pay disputes or agreed settlements.

The letter from Sir Gus O’Donnell is not as clear as we would have liked because of the limits on what the employers could say at the present time, but there is no doubt that discussions can now take place on improvements to members pay in areas where there have been imposed offers for 2008, including where multi-year offers were imposed.

Does the use of ‘efficiency savings’ mean accepting job cuts?
No. We will continue to oppose and campaign against job cuts, and cuts in public services. The biggest area of efficiency savings discussed in the talks was the use of contractors and consultants. We must now maximise the money available and make sure it comes from the sources we want it to come from.

What’s happened to the public sector pay cap?
The Treasury said in September that there is no “specific number that is the target for pay settlements”. But the Treasury’s pay remit guidance for 2008-9 stated that consolidated pay awards could be no more than 2%. Other public sector unions have had similar problems. The agreement we have now reached states clearly that there is no such pay cap and the new Pay Remit Guidance should reflect this.

Why couldn’t we negotiate a pay rise centrally?
We could not agree an across the board pay rise for all staff because we still operate within the delegated pay bargaining system. The extra money now available for pay will be negotiated in each pay bargaining unit. Our aim is to achieve a situation where central pay bargaining does take place.

We believe that would be in the interests of members and of the civil service as a whole. But even within the delegated bargaining system, we have achieved an agreement on pay issues for the first time in many years.

Are we now leaving each department/NDPB on their own?
No. Delegated pay bargaining will take place in each area but we will be monitoring progress and testing it against the agreement we have reached. Guidance will be given to all pay negotiators. We are clear that members everywhere should benefit from the changed situation.

Will some organisations find more efficiency savings than others?

Yes, some large departments will be able to find more efficiency savings than smaller organisations. But those smaller organisations have fewer staff and a smaller paybill. It is a matter of scale. Moreover, the previous refusal to allow savings to be used for pay acted to hold down pay generally. Now we can begin to change that.

What about our other demands on pay?

The agreement will mean that we now enter into discussions with the Cabinet Office and Treasury on our other demands - on pay progression, regional pay, cutting the number of bargaining units, performance pay and equal pay.

These will take place over the next few months. On funding for pay progression, where we have been calling for a level playing field with other parts of the public sector, there was a great deal of discussion during the negotiations.

The government did not agree to make new money available for this, but the employer side has indicated that they are prepared to consider change as the talks proceed. Money from efficiency savings can be used to fund scale shortening and progression.

Could we have achieved more if we had taken strike action?

We are confident that the strike on November 10 and the action short of a strike that had been planned as part of the campaign would have been well supported. But if we had taken that action we would not have been able to test out the agreement that was on offer. We believed that members would want us to accept that offer and see if we could achieve better pay before calling a strike.

Is the national pay campaign over?

No. The progress we have made on improving pay will be tested out in the delegated bargaining process. If necessary, our national executive will consider stepping up the campaign to ensure that members gain a real benefit from the agreement. If we are successful we will then be in a stronger position to move onto our other national pay objectives.”

If you still have not joined your Union then please complete the form found at the "join us" link on the top right hand side of this page. Only by having a dynamic campaigning Union can we defend and improve our pay and conditions of service.

If anyone requires any further information then please contact your local Branch Office.

Norcross - Mobile phone mast coming to you!

We have been advised that there are plans to install a mobile phone mast on public land at the front of Block 1 Norcross, in essence directly outside the building. If you do not currently work in Block 1, please bear in mind that you might do at some future point.

LST has lodged an objection on behalf of the Departments, which we welcome, however thus far, Wyre Borough Council has not shifted its position.

When mobile phones were first introduced, it was originally thought that microwave radiation was harmless, being at the opposite end of the electro-magnetic spectrum to known dangerous emitters such as x and y rays. However, subsequent brain cancer cases showed that, depending on the strength and proximity of the signal, microwave radiation could indeed be harmful. Since then government has allowed a massive proliferation of masts as a revenue earner without any real analysis of the dangers.

Our view is to adhere to the cautionary principle.

We have requested advice as to when objections need to be lodged by. At present, we do not have this information, but we would encourage members and potential members to write lodging objections urgently. Particularly members in Block 1.

Details of the proposal can be found on the council web site here.

Objections should be lodged with:

The Planning Department
Wyre Borough Council
Breck Road
Poulton-le-Fylde
FY6 7PU

In order to exert effective pressure, please ensure that you copy your objection to the Council leader, Coun. Russell Forsyth, and the Councillors for the ward. We are advised by the Council that this is Norcross ward, and the Councillors are Coun. Ron Greenhough and Coun. Anne Turner. We are advised that the Breck Road address is suitable for all recipients.

It is best to write in your own words, however, if members prefer to use a model objection statement, please contact us and one can be supplied.

PCS Reaches Agreement with Government over Pay

We have reached a national agreement with the Government over pay.

More money will now be released for pay bargaining in individual departments and related public bodies.

The Government has also said that there is no 2% pay cap on staff pay increases.

We have been campaigning against the unfair pay limit on public sector pay increases and we have demanded fair pay for PCS members.

Many members have been in dispute with their management over the 2008 pay round.

In September members voted in a national ballot for a programme of industrial action. Strike action was planned for 10 November.

We were then told by Sir Gus O’Donnell, head of the civil service, that talks could take place that would address our concerns in this national pay dispute.

Those talks have taken place and the agreement reached. A letter sent by Sir Gus O’Donnell to our General Secretary which sets out the terms of the agreement is available here.

More money to be made available for pay
The letter says that "efficiency savings" can be put to good use in improving pay. This policy change, involving cutting the use of consultants, for example, should release many millions of pounds.

The Employer has not been able to use this money for pay previously.

The letter also says that there is no 2% pay cap on staff pay increases so there is no necessity for people on the maximum of their pay scale to have zero increases.

Campaign continues
The agreement does not mean the end of our campaign for fair pay. It is now necessary for departmental PCS pay bargainers to go to management and talk to them about using this money for staff pay.

Where there have been disputes, management must come back to the negotiating table. The agreement must be tested.

There will not now be national industrial action organised under the authority of the September ballot.

But our national campaign will not end until we are sure that members’ pay has been improved. If necessary, we will step the campaign up again.

Members standing together, being prepared to take action, have opened the door to more money.

Now we must make sure the agreement produces better pay for members.

Our other demands – on pay progression, regional pay, cutting the number of bargaining units, performance pay and equal pay – will be taken up in a process of discussions in the coming months.

Joint action with other unions
We have been working with other public sector unions to campaign against the pay cap. We have said that joint action is the best way to oppose an unfair government policy.

But, in the absence of that joint action, and at a time of economic recession, the agreement we have reached is an important one.

This is the first time in many years that we have achieved a national agreement on pay issues in the civil service and related areas.

Breakthrough
Since 2004 we have protected pensions, won agreements on avoiding compulsory redundancies and on privatisation, and stopped attacks on sick pay.

Members should feel proud that we have now made this breakthrough on pay.