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.

DCPU Turret Pilot Update - Units 1 and 4

Result of the Members Ballot.
The purpose of this post is to provide an update from the desk top ballot of members’ who work on the Turrets in Units 1 and 4 on Tuesday 25th November 2008. Thanks to all the members who participated and gave their views.

Due to the roll out of LEAN in parts of the DCPU and also as it had been over a month since we did the walk round audits in Units 1 and 4 we thought that it would be beneficial to obtain up to date feedback (we had previously also held members’ meetings and ballot during the pilot stage).

The results of the questions put to the members on 25th November 2008 were as follows:

a) Do you think that the roll out of the pilot on the Turrets has delivered its stated aims set out in the joint statement about availability on starting/ finishing times?
Yes: 93 No: 40

b) Do you think that the roll out of the pilot on the Turrets has delivered its stated aims set out in the joint statement about being able to state your preference without coercion?
Yes: 85 No: 48

The results varied dependant upon the unit/room/section/area.

The next stage is for the details of the desk top ballot (broken down into rooms) to be raised with Senior DCPU Management.

A feedback circular will hopefully be issued providing an update.

Second Reminder....

- Updating Membership Records -

The Best Way to Ensure The Best Service

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 Website here (they will require their Membership No)or contact Membership records on 020 7801 2601 in order to confirm their current details.

Please check your Ballot Address details and that you are in the correct Branch (Fylde Central Benefits and Services Branch – Code 047139).

The Fylde Central Benefits and Services Branch recommends that you use your workplace address for balloting purposes (as this is where you will recive most of the information from the Branch) but you may use any address you wish.

If you had used your previous workplace address as your requested Ballot address and require your Membership No. please contact Mick Daniels on Ext: 62881 or email him.

Ex or Non Members who wish to join PCS please complete the application form found here and return to Room 7233, Norcross.

Many thanks for your co-operation and please remember to notify this office of any changes in your personal details.

Are You Registered ?

We are currently urging all members to ensure their details are up to date and request that they visit the PCS site to confirm/update the information held.

If you have not registered on the Site before please click here to be directed to the correct area of the PCS HQ website in a new window.

Please follow the registration instructions.

Once registered confirm the details are correct (you can change them whilst online) or alternatively contact Membership records on 0207 801 2601 (select option 1 when prompted).

The Fylde Central Benefits and Services Branch recommends that you use your workplace address for balloting purposes but you may use any address you wish.

Please ensure you are in the correct Branch which is designated as 047139.

Many thanks for your co-operation and please remember to notify the Branch office of any changes in your personal details on Ext: 62881.

DWP Pay Talks Continue

Talks aimed at reaching an agreement to end the dispute in DWP over pay and conditions have continued this week. The GEC has arranged to meet on Friday 28 November to receive a full report of these discussions and the positive improvements which have been discussed.

The GEC will consider reports from the negotiators on pay, managing attendance, a replacement appraisal scheme to PDS, improvements in family friendly policies and procedures, avoidance of compulsory redundancies and improving industrial relations.

A full report of the GEC discussion and decisions will be issued after the meeting.

Unemployment at Record High

The number of people out of work in the UK in the three months to September jumped by 140,000 to 1.82 million - the highest in 11 years.

Unemployment rate rose to 5.8%, up from 5.4% in the previous quarter, according to official figures. The number of people claiming JSA rose by 36,500 to 980,900 in October - the highest monthly increase since 1992.

Experts say unemployment could top two million within months.

The GEC will be pressing DWP management to ensure that enough, well trained, properly rewarded and highly motivated DWP staff are available to cope with this major increase.

Increase Our Pay to Match

The GEC has written to DWP management complaining that these increases have been agreed whilst pay increases for many of us in DWP this year are 0%, the governments public sector pay cap is 2%, and their target for inflation remain 2% or lower.

If canteen prices are to rise so sharply our pay should rise at least at a level to match it.