Free Text Service for PCS DWP Members

The GEC offer a free text service to PCS representatives and members.

DWP Group will send out text messages on key Group issues, campaigns, negotiations and about any industrial action or events in the Group. They may also send you information about PCS wide issues.

They can now also direct specific texts to Branch Secretaries, Organisers and Union Learning Reps.

To Subscribe:

Just email your name, your mobile phone number, your membership number and the name of your branch to the Leeds office (leeds@pcs.org.uk) and the PCS Group will add you to their system.

PCS do not charge your mobile phone to receive these texts, this service is absolutely free to PCS members !!!

To Unsubscribe:

If you wish to be removed from our texting system just email to the same address with unsubscribe in the subject box and give us your mobile number and your membership number.

Problems at Work - A Guide for Members

PCS have released a guide to representation for members.

The guide will stay on a permanent link on the right hand side of this site, but can also be found here in an Adobe .pdf format.

PCS welcomes the end of PDS

New Appraisal System to be Introduced.

DWP are announcing today their proposals for a new appraisal system in DWP. These proposals spell the end of the discredited PDS system and go a very long way to addressing many of the serious concerns that PCS members have had with PDS.

The key changes:

• Abolition of relative assessment
• Abolition of the distribution quotas for Box marks
• Performance to be assessed against the achievement of objectives and competencies, not against your peers
• A three box system: 1-‘Exceptional’, 2-‘Making a Difference’ and 3-‘Unsatisfactory’. Management expect that the overwhelming majority of staff would be in the ‘Making a Difference’ level with the top level being only for those who are seen as genuinely exceptional performers.
• Level 3 to be restricted to the very small numbers of staff in formal unsatisfactory performance procedures
• Equal Performance Bonuses for Level 1 and 2 performers
• Greater emphasis on staff development and on in-year performance recognition and reward, including more emphasis on Special Bonuses

End of PDS
There is no doubt that these are fundamental changes. The abolition of relative assessment and the quota system for box marks has been a key PCS demand since PDS was introduced in 2003. The years of campaigning by PCS, and the unrelenting pressure for change from members, have finally persuaded management that PDS had to go. PCS wants to reach a position where appraisal ceases to be a source of conflict between our members and management and we believe that the changes announced today are an opportunity to achieve this.

The new appraisal system
The details of management’s new appraisal system have not yet been fully developed. There is no reason why the introduction of a 3 box system should not be an improvement though it is essential that it is subject to detailed consultation with PCS to ensure that it operates reasonably and decisions are transparent, justified and fair.

PCS does have some concerns with the new proposals particularly any increase in the use of the Special Bonus scheme to reward performance. The Special Bonus scheme has proven to be an unfair and unpopular method of rewarding staff. It is completely reliant on the discretion of individual managers as to when it is used and staff have little idea what they may need to do in order to be awarded the bonus. PCS firmly believes that any money set aside for Special Bonuses should be spent on improving basic pay.

Management’s proposal to make the top performance level difficult to achieve is also a cause for concern. The definition of “exceptional performance” must be consistent with “SMART” criteria and open for all staff to achieve. However the proposal to pay the same performance bonus to both level 1 and level 2 performers does make this much less contentious. In fact the introduction of flat rate bonuses effectively removes the main link between performance and pay in DWP - another longstanding PCS goal.

Consultation with staff
Management are embarking on a process of consultation with staff on their proposals. They will be ensuring that discussions are held during team meetings and a questionnaire is being sent to 10,000 staff as well. This will give members a final opportunity to once again tell DWP that relative assessment and quotas must be abolished. PCS will be fully involved and the final proposals must be subject to detailed consultation with PCS as required under the Corporate Employee Relations Framework.

Conclusion
PCS believes that members will welcome DWP’s proposals to abolish relative assessment and distribution quotas. While any new appraisal system can bring problems with it, the removal of the worst features of PDS, that for so long have been so deeply unpopular, is something to celebrate. Members are bound to have views on the new arrangements being proposed. PCS will set up a dedicated email address to receive views and concerns from members. Members may also pass their views to their branch reps. Branches should feed their views through to the DWP Group Office. PCS will keep members fully informed as more detail becomes clear about the new scheme.

Turret Pilot Update

Flexibility Is Vital But So Are Staffing Levels !

The purpose of this circular is to provide an update from the second week of the Turret pilot. There are a few problems reported but overall it is generally positive feedback from both members who work on turrets and Senior Management. Some issues that did arise were regarding lunches, afternoons and flexibility.

Lunches – Part-time staff that would normally eat at their desk are unable to do so whilst on a 2 hour lunchtime turret slot. Suggestions made were to split the lunchtime slots, or alternatively have longer slots which last 3 – 3½ hours, as this would include a 20 minute screen break. We will update you with progress on the issue.

Afternoons – These slots are still proving most difficult to fill, particularly 4-5pm (which is not surprising), but on the whole these were being filled by those staff preferring to work late. Suggestions were made that if the pilot were rolled-out, to consider opening up the 4-5pm slots to staff outside the individual HEO commands. As this would increase the chance of them being filled by staff who would normally work until that time.

Flexibility – As we said in the last circular on the pilot; PCS and Senior Management are committed to making the pilot a success. In order to make turret working as trouble-free as possible we need to continue to work together; with both line management and staff being flexible. However this flexibility has to also recognise Work/ Life Balance and flexible Working Hours.

The next stage has to be the discussions about the staffing levels. These are vital because if there aren’t sufficient staff to answer the calls and progress the cases then there will always be pressures on members to try and do more than one job in a day.

For clarity we would like to reaffirm some points - ‘Availability’ means the period of time you are in the office. ‘Preference’ means the period of time you would prefer to work on turrets. Senior Management and PCS’s Joint Statement clarifies these points by confirming that ‘availability’ means “recognising the different working patterns of staff (some preferring to work early, others late and other patterns).” And furthermore that staff should “not feel coerced into working times which do not meet their stated availability.”

If anyone experiences any problems or has any concerns about the pilot, please contact Emma Haslehurst, Dean Rhodes, Grant McClure or Clark Nuttall; so that we can try and address any issues on Ext: 61186.

DCPU Turrets Members Meetings

DCPU members will be aware that following the ballot on Thursday 31st July 2008 at the members’ meetings that a pilot has taken place to test the Turrets Joint Statement and new way of working.

We have kept members informed as to the latest position from meetings with the employer in a series of circulars to the area directly concerned, however as the Pilot is now over and the review has taken place we thought that it was time to hold meetings for all the members as the Joint Statement set out the fact that there were not sufficient staff to do the work at Warbreck and that there would be initiatives to improve the staffing situation.

Due to this we have arranged members’ meetings as follows:

Wednesday 1st October 2008
10:30 am - Warbreck Canteen

2:15 pm - Warbreck Canteen

45 minutes has been granted by the Employer for you to attend one of these meetings.

If you have read this page and are not a member; then please complete the application form available at the link on the top right hand side of this site.

Attendance Management - What to do when you have to Ring in Sick

The following details have been supplied by the PCS DWP North West Regional Committee:

A number of Business Units have now introduced a policy whereby when members ring in to report they will be off sick, they are expected to speak to a manager of at least HEO level.

We are aware, that some of you have expressed concerns about this. For AA and AO members it can be intimidating to have to speak to someone two or three grades higher than you. For EO team leader members it means you are being cut out of the proper role of a line manager under the Managing Attendance procedures.

These changes have not been agreed by PCS and we have argued against them on the grounds that people may feel uncomfortable talking to a senior manager, confidentiality is being breached and that the changes go against the procedures as set out nationally.

Fortunately, there is provision in the national procedures for people to notify a manager of their choice "if the illness is of a personal or distressing nature". There may be times when you only want to discuss your illness with someone of the same gender or discuss the absence with someone other than your line manager if you are off sick with stress and you feel a line manager is the cause of that stress.

Our advice therefore is that if you do not wish to go into detail as to why you are going to be off with a particular line manager, you simply state that and ask to speak to someone with whom you do feel comfortable discussing the absence.

Guidance is in the Intranet Department and You site under "Health" then "Sick Leave" then "Advice" and its Question 2.

Pay Campaign Update

The DWP GEC met on 13 August and received a full report of the negotiations taking place with DWP management on pay and pay related issues. The GEC heard that positive meetings had taken place on pay, managing attendance, family friendly policies and that further meetings on PDS, job security and employee relations were planned. The GEC are keen to see early progress on these important issues and are pressing management for improvements on all of them. The GEC have also asked management to suspend payments through the special bonus scheme until negotiations have taken place where PCS are pressing for the use of the £7 million bonus pot on basic pay. A meeting to discuss the bonus pot has been agreed for next week.

Acas Members ballot over pay cut
This week PCS members working for the conciliation service ACAS have begun a ballot for strike action and action short of a strike in a dispute over pay.

The ballot, which runs until August 27 follows delays in settling this year’s pay and a pay remit submitted to Treasury by ACAS, which the union believes will result in real term pay cuts.

Water Rates to Soar
Water companies also announced this week a 26% increase in water bills or over £40 a year for most households adding to the misery of millions of low paid workers already facing massive increases in electricity and gas bills.

Inflation hits all time high
Inflation figures for July were announced this week showing the highest levels of inflation since 1997 with RPI at 5% and the governments favoured inflation measure CPI at 4.4%. Food prices soared by a record 13.7% over the year mainly as a result of surging meat prices - particularly bacon, pork and poultry at a time when the government insists on limiting public sector pay increases to 2%.

It is clear that the most effective way to challenge the pay restraints placed on departments by the government is through our national pay campaign.

Supporting the National Pay Campaign
PCS is seeking national solutions on pay, and meetings with the Cabinet Office, Treasury and Ministers are taking place. We want a negotiated solution. Nevertheless plans are being put in place for a national industrial action ballot on pay in September/October across the Civil Service and public sector organisations.

These plans will also link to action being taken by other public sector unions whenever it is practical to do so. Action across our public sector membership has already achieved success on pensions, and job security measures.

DWP Women's Seminar 2008

- ORGANISING FOR WOMEN -
9th October 2008
Edinburgh

(Venue tbc)

The DWP Group of PCS have organised a women’s seminar on 9 October 2008 in Edinburgh (venue to be confirmed). All women members who work in the DWP are eligible to attend.

Special leave is available and expenses will be met by PCS.

The theme of the seminar is “Organising for Women” and sessions will include:

- Organising
- Changing policy
- Charter for Women
- Confidence building

Aims
The seminar provides an opportunity for discussion and debate amongst women members. Members are encouraged to become more involved in PCS and the views of the seminar help to shape DWP Group Policy.


Applications
Please contact the Branch Office for an application form.

Applications from women members who are black minority ethnic, lesbian, bisexual or transgender, disabled or women members from Scotland and the North of England are particularly welcome.

For further information ring: Yvonne Washbourne on 0121 766 4396.

The employer acknowledges that there aren’t sufficient staff.

PCS have been campaigning for improvements to staffing levels and conditions of service in the Disability Benefits area for many years. One of the main obstacles to a successful resolution to the problems has been reluctance by the employer to acknowledge that there is a staffing shortage.

The lack of staffing has manifested itself in several ways, the most notable one being the Turret working by members in DCPU Ops and telephone coverage by all and sundry to try and maintain a service to the public. This underlying lack of staffing undoubtedly resulted in the outcome of the members’ meetings with members rejecting the extension of the Turrets and voting in a consultative ballot to back up this stance. This willingness to defend conditions of service resulted in the agreed joint statement and the pilot on the Turrets working.

Without PCS campaigning there would not have been this movement from the employer, and there would not have been an agreed joint statement and pilot on Turrets working.

So what does this mean for you?
For all members the statement indicates that the employer acknowledges and gives a commitment to addressing the staffing levels in the Helpline. They acknowledge that the level of staff on the Turrets was higher than it should be and give a commitment to return this to a more acceptable level. We intend to ensure that the employer honours these commitments.

As far as the pilot on the Turrets is concerned there is a clear acknowledgement from Senior Management that some people prefer to work early, others late and that there are other patterns. This is an important acknowledgment in terms of members’ rights to access Flexible Working Hours (for those on FWH). There is also the key statement that members will not feel coerced into working times which do not meet their stated availability. The interim review of the pilot takes place shortly (22nd August 2008) and we will raise members’ concerns at the review. We also intend to hold further rounds of members’ meetings to discuss the pilot and the work situation.

What do you do if you are not a member?
If you are not a member then you cannot attend members’ meetings or receive support from PCS unless you join first. Joining PCS also shows your commitment to defend your conditions of service. PCS have demonstrated that we can successfully campaign to secure commitments for improvements from the employer.

Unions charge a subscription to fund them. In the PCS, subs are based on 0.6% of your salary. Casual Staff get 6 months free membership.

Without your Union, you’ll be left behind to face these changes or problems on your own.

Now, more than ever we need the strength, solidarity and bargaining power of a Union! We need to make sure that we are represented in whatever happens………

Join PCS today (if you haven't already) by printing, filling in and returning the membership form located here.

DCPU Turret Pilot Commences

Preference and Availability are not the same thing!

As most of you will be aware the turret pilot in Units 1 and 4 begins on the 11th August 2008. PCS and Senior Management met on 6th August 2008 to discuss the scheduling pro-forma and get feedback from line managers in the pilot on its progress so far.

Senior Management reported positive feedback in respect of people volunteering for slots; although some teething problems seem to have arisen regarding a misunderstanding over what ‘availability’ and ‘preference’ actually means. Essentially, ‘availability’ is the period of time you are in the office and ‘preference’ is the period of time you would prefer to work on turrets.

PCS and Senior Management are committed to making the pilot a success, and that this success is dependant on line managers and turret staff recognising the need to work together. We therefore agreed to reiterate the understanding between Senior Management and PCS’s Joint Statement, in clarifying that ‘availability’ means “recognising the different working patterns of staff (some preferring to work early, others late and other patterns.” And furthermore, that staff should “not feel coerced into working times which do not meet their stated availability.”

We will continue to meet with Senior Management to assess the pilot’s progress.

National Member survey on Violence & Bullying

The following has been released from the PCS Equality Health & Safety Department.

PCS is working with the University of Sheffield as part of an important UK-wide, multi-sector project, supported by the Institution of Occupational Safety & Health (IOSH), that aims to identify ways to reduce the risks to employees of unacceptable behaviour at work. The findings from the project are expected to help to frame national policy on tackling unacceptable behaviour at work and it is important that we encourage as many members as possible to take part.

In addition, PCS will receive our own analysis of our members' responses, which we will be able to use in discussions with our members' employers as part of wider negotiations on improving the working environment for members.

Attached to this circular is a short note about the project, including details of how members can participate by completing a short online survey. We will then be asking for a further survey to be completed in about 6 months time. Please ensure that all members are asked to consider completing the survey - the more input there is, the better picture can be gained of our members' experiences of unacceptable behaviour in the workplace.

The deadline for the first survey is Sunday 7th September.

If you have any queries, please do not hesitate to contact Phil Madelin on 020 7801 2683. Alternatively, he can be e-mailed here.

The survey information is as follows:

To: All Public and Commercial Services Union members,

Have you been subjected to or witnessed unacceptable behaviour at work, either from a client or a colleague? Or is unacceptable behaviour simply not part of your daily work life?

We are an independent research team from the University of Sheffield. We are approaching all PCS members to ask you to be part of an important UK-wide, multi-sector project that aims to identify ways to reduce the risks to employees of unacceptable behaviour at work. This project is funded by the Institution of Occupational Safety and Health (IOSH), and is supported by PCS.

It is crucial that we gain representation from the large and diverse membership of the PCS in our project, as the findings from this research will help shape national policy concerning unacceptable behaviour in the workplace.

To be part of this project, you need to complete our anonymous and confidential survey. We need to hear from everyone, whether or not you have been subjected to unacceptable behaviour, in order to get a representative idea of the demands you face at work. The results from the research will be fed back to the PCS.

The survey should take you around 20 minutes to complete (Branch note: it could actually take about 30 minutes). You can start the survey and go back to it at any time, but only if you do not close the survey screen. The deadline for completing this survey is midnight on 7th September. You can access the survey by clicking here or via the link on the PCS web site.

Further information about completing the survey, and the project as a whole can be found here.

Yours sincerely,

Karen Niven, Christine Sprigg and Chris Armitage
Violence Research Team
Institute of Work Psychology and Department of Psychology
University of Sheffield
Sheffield
S10 2TN

Email
Tel: 0114-2223268

To: All Members working in the DWP at Warbreck Hill

Debunking the Myths – No. 3A

(Sick Absence, Flexible Working Hours & Other Issues)

Sick Absences Issues
It has come to our attention that some inaccurate ‘procedures’ are doing the rounds. This no doubt follows a recent meeting of our old friend the ‘Make-it-up-as-we-go-along’ committee.

Material that has come our way begins by complaining that the sick absence average target of 8.2 days is not being met. As if somehow its authority derived from revolutionary doctors with a cure for influenza. Or for those much more serious illnesses, which unfortunately occur, and which in reality dominate the absence stats. Instead of recognizing this, the Employer tries to penalise staff for being ill, adding pressure with lurid stories of the cost of sick absence.

This material then contains the following misinformation:

Myth No. 1 You must ensure up to date contact details are on RM.

WRONG. ‘RM’ does not determine your conditions of service. It used to be the case that you were required to let the Employer know your address, but not your phone number.

The conditions of service have now been re-written by highly paid consultants, whose dumbed-down version is of limited value as most of what you need to know is now missing. The section on providing details is one of those that appears to be now missing.

So, either there is no requirement to advise the Employer of your personal details at all, or, more probably, in the absence of this section being re-written, the existing conditions apply.

Either way, you are not required to let the Employer know your phone number. Its worthwhile having a look on RM to see if your phone number is there, and if it is, to remove it! Its relatively easy to do.

Myth No. 2 If you are off sick you must ring in personally to your line manager.

WRONG. This is NOT what the procedures say. It is perfectly acceptable for someone else to ring in on your behalf, or for you to contact someone at work other than your manager. The reasons for this are so obvious they do not need setting down here. Members should ignore any such erroneous advice.

Unfortunately we received no consultation over it – and this is what then happens.

Myth No. 3 Agree Keep in Touch (KIT) arrangement with Manager. This is a contractual obligation

Not so much myth, as spin in this case.

Whilst individual managers will see KIT as being supportive the system is there to get you back or get you sacked. We doubt that KIT arrangements are contractual, and will check on this, however, the point is, they have to be agreed i.e. you have to agree them. You should not agree any proposals that you find to be harassing.

Myth No. 4 Failure to KIT could result in disciplinary action

Again more spin then Myth. Sending in a Doctor’s note is a form of KIT. Certainly if you didn’t do that when required, disciplinary action could follow. See 3, above.

Myth No. 5 There is a list of when members can be expected to be ‘busted’ or not, for being ill.

True there is such a list – but it isn’t the one in the paper. The correct list is set out in conditions of service.

Myth No. 6 ‘Long Term Absence’ - They mean 14 days. It’s no wonder everything is such a mess if our Employer regards a fortnight as ‘Long Term’. However, if you are not well enough to attend a 14 day sick absence review, then you are not well enough. The procedures simply do not cover this, but we believe the Department would be on very unsafe ground trying to enforce this, and in practice all good managers will seek to establish how you are before either dragging you into the office when you are not well enough to come in, or entering your home without agreement.

In this case, the Department has written a procedure that no manager would attempt to implement!

Myth No. 7 The above issues all come to us in a paper circulating in a part of the DCPU

Quite separately, we have been advised that members in part of DCPU have told to fill in a sheet/verbally indicate what times they will be in work and agree them with the line manager.

Other than in relation to the recent Agreement regarding the turrets pilot, Members should on no account supply managers with such details.

This is NOT a feature of the FWH Agreement. It did appear in an initial draft, but following negotiations which led to the current FWH Agreement, the proposals for this kind of individual control and monitoring of time to be worked were withdrawn.

In relation to the pressures being brought on staff who are ill, the truth is, 30,000 jobs have been cut from the DWP, with another 12,000 to go, whereas, in reality an extra 20,000 staff (at least) are needed. In smaller scale, the same applies to Warbreck.

There aren’t enough staff to do the job, so the Employer blames…..the staff!!

Finally we call on the Department to move forward with us into the 21st Century, and to have a modern approach to both Sick Absence Management and Flexible Working, rather than go backwards into conditions more analogous to those pertaining in the 19th century.

Will keep you informed as to developments.

2008 Pay Increases Paid On 31st July 2008

Members will have received their annual pay rise for this year paid into their bank accounts on 31st July 2008. While we welcome receiving our increase on time it would be far more welcome if they were all consolidated and increased in line with inflation.

Some members have seen a reasonable amount of progression however no one has received an inflation proof pay rise. While the extra money paid to members on the max is welcome, PCS are eager to secure additional money for everyone. To that end we have asked DWP management to discuss with us using the millions set aside for various bonus schemes to fairly reward everybody in such a difficult financial climate.

While we are discussing this we have asked management to stop spending the money and suspend the use of these divisive and expensive bonus payments. We will report the progress made to members.

DWP Capability Review

Sir Gus O’Donnell (Cabinet Office) recently took the unusual step of writing to Leigh Lewis (DWP Chief Executive) thanking him for the contribution made by DWP staff to the efficiencies and improvement made in the Department. Helpfully commenting that he has seen for himself “the quality and passion of DWP staff” underlining the significance of members contribution to the success of the Department.

PCS will be arguing strongly that this quality and passion should be properly rewarded. Yesterday we asked management to use the £8million bonus pot to properly reward staff for “their contribution to making these improvements.”

Branch’s View and Conclusion.
The Branch will continue to press for a fair resolution on pay for ALL the members in the DWP. We have continued to meet MPs locally and have pressed for a proper resolution to the dispute.

If you have not joined PCS and are reading this information please join by completing the membership form available at the link on the top right hand side of this site.

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

DCPU Turrets Members Meeting - Result of Ballot.

You will be aware that there have been members’ meetings to discuss the offer of a pilot on the arrangements for Turrets working.

You will have seen on the reverse of the circular advertising the meetings the joint statement on the pilot of revised working arrangements for those staff who work on the Turrets and the employer has also circulated the details. The joint statement was also available at the stalls outside of the Warbreck Canteen week commencing 28th July 2008.

Can I take this opportunity to thank all the members who attended the meetings and who supported the Branch throughout the campaign.

At the meetings the following question was formally put to members:

Are you in agreement that the Industrial Action ballot process should be SUSPENDED and that PCS should accept that we should participate in the pilot on the Turrets on a basis as set out in the joint statement?

Those in favour: 111
Those against: 36

What happens now?
Due to the results above we will continue to work through the pilot to ensure that there are tangible improvements in staffing levels, flexibility and job satisfaction for the members concerned. Members should report any instances of non compliance with preferred availability and any forms of coercion or compulsion. We will continue to work hard to ensure the success of the pilot both in terms of the flexibility we have achieved for staff and commitments on addressing the helpline staffing issues and levels of turret cover employed.

We will keep members informed of the review of the pilot at the various stages.

Conclusion
We believe that the support of the members has shown that there can be improvements in conditions of service, despite the staffing cuts and the pressure to meet targets if members stand together to achieve them.

If you have read this information and are not a member, please complete the membership form available on the link at the top right hand side of this site.

DCPU TURRETS MEMBERS’ MEETINGS – 31st July 2008

You will be aware that following the straw poll and then consultative ballot that talks have taken place regarding a potential settlement to the dispute.

We have kept members informed as to the latest position in a series of circulars, however as there has now been a substantive offer from the employer with proposals to resolve the dispute then the Branch Executive Committee believe that you, the members need to consider the proposals. Due to this we have arranged members’ meetings as follows:

Thursday 31st July 2008:
10:15am Warbreck Canteen or
2:15pm Warbreck Canteen

We have requested time for you to attend a meeting.

Details of the employer’s offer will be discussed at the meetings and a collective view will be taken.

If you have read this page and are not a member; then please complete the membership form found at the link above (top right) of this site.

National Black Members Seminar

National Black Members Seminar
21st Century Challenges & Opportunities

17-19 October 2008
Ashford International
Ashford, Kent

Venue/Date
The annual residential Seminar organized for African, Asian, Chinese, Caribbean, etc, PCS black members will be held from Friday 17 October to Sunday 19 October in the Ashford International, Ashford, Kent. The seminar will commence approximately at 1.30 pm on the Friday, ending no later than 1 p.m. on Sunday 19 October 2008.

Please note that at national level PCS uses the term 'black' in the political context to encompass people who have the potential to experience discrimination based on skin colour.

Theme
This year's seminar theme is 'Equality, Freedom & Justice' Contemporary Challenges & Opportunities.

The overall aim is to increase the participation levels of black members in union activities and involve participants in a consultation about how they wish to organize and function in the union's democratic structures.

Target Audience
The primary target groups include black members who hold any of the following positions:

· Branch Secretaries
· Branch Organizers
· Departmental Trade Union reps
· Regional Network Co-ordinators
· GEC members
· Group Black Members sub/advisory committee/Network Co­ordinators/Chairs
· Branch/workplace reps.
· Equality reps
· Branch Women's reps
· Union Learning Rep Applicants are also invited from
· New members who would like to become active.
· Members with experience of community campaigns

Under- represented Groups
Applicants are particularly welcomed from young members [i.e. people aged 27 or under], women, disabled people, as well as lesbian, gay, bisexual and trans people as these groups of members are also under represented in the union structures.

Confidentiality
PCS fully appreciates there are special sensitivities pertaining to disability, sexuality and trans issues and gives an assurance that all applications will be treated confidentially.

Participant Numbers
Although the Seminar is organized on a residential basis, members who can travel daily will be expected to do so. The Seminar will be limited to 150 residential participants.

Selection Criteria
Members matching the criteria set out in paragraphs above are invited to self nominate. There is no need to seek endorsement from any branch official.

Completed application forms should be returned to PCS by Monday 15 September 2008. This seminar is popular and is always over subscribed.

It is strongly recommended that all members provide a supporting statement with applications.

Child/Youth Care Facilities
Childcare facilities will be provided at the seminar for children aged between 6 months and 14 years of age. However, places may be limited. Delegates are encouraged to make alternative care arrangements where possible. PCS will provide financial assistance to meet the reasonable costs of additional childcare claims on production of a receipt from a carer.

Travel & Subsistence
The union will meet all reasonable travel, subsistence claims. The hotel accommodation expenses will be paid from central union funds. All participants (including non residential) will be provided with refreshments during the day and lunch on Saturday/Sunday. Anyone staying on residential basis will be provided with an evening meal on the Friday evening; breakfast, lunch and an evening meal on Saturday and breakfast and lunch on Sunday. All participants will be expected to attend for the duration of the Seminar.

Application Forms
Application Forms are attached to this circular. Please duplicate as necessary and pass them on to members who are eligible to attend and you think may be interested in attending the Seminar. Copies may also be obtained by:

- Downloading a copy from the PCS Website here.
- Contacting the Equality Health & Safety Department on: 020 7801 2683
- E-mailing here.

Application Deadline
The deadline for receipt of applications by the Equality Health and Safety Department is Monday 15 September 2008. Successful applicants will be notified by Friday 3 October 2008.

Special Leave
The seminar is a training event organised by the union. Applicants are advised to make early applications for special leave to attend the Seminar as it will be easier to cancel leave arrangements rather than apply for special leave at short notice.

Further Information
Queries or requests for further information about the seminar should be made directly to Lorna Campbell on 020 7801 2683 or by email.

Attendance Management Survey

Thanks to the hundreds of members who have responded to the survey. Thanks also to those members who added their own comments, making us aware of yet more horror stories, but also highlighting the fact that PCS is regularly winning cases for members.

The survey closes on 15th August. The more members who reply, the more significant the results will be. The survey does not take long to complete, but will provide us with valuable information which can be used in our discussions with management and our wider campaign to improve the attendance management procedures and stop discrimination against our disabled members. We are not just looking for negative experiences. We are sure that some managers continue to use their discretion and treat members fairly and we want to hear from you whatever your experience, good or bad.

The survey can be accessed on the regional website here. Just click on the appropriate box and click “vote” each time.

Alternatively you can fill in your answers on a MS Word template found here, and email it to Annette Wright or even print it out and fil it in by hand and send it to:

Annette Wright
Pensions Local Service
Longsight Jobcentreplus
123 Clarence Road
Longsight
Manchester
M13 0ZL

Please tell us your views by 15th August. The survey results will be published after this date and will be used to further the campaign.

Thanks for your help.

Southall Black Sisters Victory: Race Relations Act

The information below is an outline of the victory secured by Southall Black Sisters in relation to a challenge to Ealing Council threat to withdraw funding.

As you will see the High Court case concerned the Race Relations Act, in particular s.70 i.e. the legal obligation for public authorities to comply with the general duty to have due regard to

(i) eliminate unlawful discrimination
(ii) promote equality of opportunity and
(iii) promote good relations

as well as the specific duties, to conduct competent race equality impact assessments at the development stages of policy making. The outline judgement indicates that positive action is an appropriate tool to use to redress economic and social disparities.

The outline explanation of the judgement is largely self explanatory and makes informative and interesting reading. It is a good victory for Southall Black Sisters and provides guidance to all those involved in negotiating on equality impact assessments.

Supplied by: Jagdeep Sandhu, DWP Black Members Committee


Southall Black Sisters v Ealing Council

Background
Southall Black Sisters (SBS) is a community based organization that provides advice, advocacy, counselling and support services to black and minority women in Ealing who experience violence and abuse. Since mid 1980’s Ealing council has provided core funding to Southall Black Sisters

The experience and insights gained through SBS work has led to the organization becoming strategically important in providing advice on policy to local, national, government and international professionals. Earlier this year, Ealing Council threatened to withdraw £100,000 funding grant from SBS, unless it reorganised its services to mainstream its work to cover all women. Ealing was of the view that there was no need to offer specialist services to black and minority women and the services offered should be mainstreamed. Ealing made it quite clear that if SBS wished to continue to offer specialized services to cover the needs of black and minority women, it would withdraw its funding. Without securing additional funding this would have had the effect of closing down SBS.

Ealing’s view failed to take account of the unequal social, economic and cultural context which makes it difficult, if not impossible, for black and minority women to access outside help or seek information about their rights. Neither did Ealing take into account that SBS has helped any woman irrespective of ethnicity when approached.

SBS campaigns in such critical areas of work as forced marriage, honour killings, suicides and self harm, religious fundamentalism and immigration difficulties, especially the ‘no recourse to public funds’ would have been drastically cut back .

The suicide rates of Asian women for example, are already three times the national average and homicides - where abusive men and families kill their wives, daughters or daughters-in-law - are also high within some black and minority communities. In all likelihood, any reduction in services would have seen a rise in suicide and homicide rates amongst black and minority women.

Had Ealing Council been successful, the disparate impact on black women would have been devastating. It would have meant that abused black and minority women, who already face considerable racism, discrimination and cultural pressures would no longer have access to a specialist service.

Southall Black Sisters’ Victory against Ealing Council
‘There is no dichotomy between funding specialist services and cohesion; equality is necessary for cohesion to be achieved.’ Lord Justice Moses

On 18 July at the High Court, in a dramatic turn of events, Ealing Council withdrew their case after one and a half days of a hearing which saw their defence rapidly unravelling. From the outset, it became apparent to the presiding judge, Lord Justice Moses and to all those present in the courtroom including the packed public gallery, that Ealing Council was skating on really thin ice in attempting to justify its decision to cut funding to SBS and to commission instead one generic borough wide service on domestic violence on the grounds of ‘equality’ and ‘cohesion’.

Amongst other things, Ealing Council was charged with the failure to:

Have proper regard to the race equality legislation and other equalities duties or its own policies when it made its decision to end funding to SBS. It failed to carry out a full and proper equality impact assessment and when it did, it was only to justify its decision;
Interpret correctly the race equality legislation by deciding that our very name and constitution (to meet the needs of Asian and African-Caribbean women) was in breach of the Race Relations Act because it ‘excluded’ white women;
Interpret correctly the cohesion agenda by assuming that it was contrary to the race equality legislation.

As the two days wore on, Ealing Council found it difficult to maintain its defence in the light of extensive evidence which showed that it had committed a series of fundamental errors and was in fact close to being regarded as having conducted the matter in ‘bad faith’ – a very serious allegation. The judge was disturbed by the way in which the Council had behaved and was demanding that it account for aspects of its actions which he found ‘blood curdling’. The Council had misinterpreted statistics which showed that black and minority women have rates of reporting domestic violence in Ealing that are disproportionate to their size of population and a crucial letter from the author of a report on gaps in domestic violence services in Ealing was not taken into account by the Council when deciding to provide a generic service, leading her to make a formal complaint.

The Council eventually decided to withdraw its case thereby denying SBS the opportunity of having a full judgement setting out the facts of the case and the litany of failures on the part of the Council – which would have been devastating for the Council and in particular for its leader. But we were able to secure a shorter judgement (pending) – which will take the form of guidance to Ealing and hopefully to all other local authorities so that in future they comply properly with the racial and other equalities legislation. Essentially the principles that will be reiterated are:

Local authorities must have proper regard to the Race Relations Act which also means undertaking proper equality impact assessments at the formative stage of the decision making process;
Cohesion does not mean disregarding the need for equality. Local authorities cannot hide behind cohesion arguments to cut specialist service provision;
Positive action is an essential part of the duty to promote racial equality. Special services run for and by BME groups (whatever their name) are not contrary to the Race Relations Act.

This result of all this is that Ealing Council must now go back to the drawing board and although the outcome could be the same again, hopefully, our victory will make it more difficult for it to ignore the guidance and therefore SBS. The Council has agreed to continue to fund SBS at the previous level until it completes the process of commissioning based on any new decision on domestic violence services.

Ealing Council also agreed to pay the costs of our legal representation and unusually the costs of the Equality and Human Rights Commission which intervened in the case as an interested third party. The total costs are likely to amount to about £100,000 – the amount that the Council previously gave SBS on an annual basis!

Victory for the entire voluntary sector
This case has raised important questions about the meaning of equality and cohesion and reminded us of the need to maintain solidarity between white and black women in the face of ‘divide and rule’ tactics. We hope that our victory will encourage other grassroots groups to fight back. We believe this case has set a precedent and that the guidance that will be available should enable all specialist groups to fight for the right to exist as autonomous groups.

When we began the process of challenging Ealing Council exactly one year ago, we were not sure where our journey would lead us. We received tremendous support from our users and many, many other individuals and organisations along the way. It is impossible to list everyone who supported us but we really would not have come this far without such encouragement and support. Above all, the support that we received reminded us of our responsibility in building a civil society based on the principles of justice, equality and humanity.

We thank you all for making this victory possible.

Southall Black Sisters – Our tradition: Struggle Not Submission.

Letter to Gordon Brown

At Prime Minister's Question Time, Gordon Brown referred to pay in the Civil Service and related areas, including his desire to see solutions to disputes. PCS General Secretary Mark Serwotka has written to the PM setting out the issues and clarifying certain matters raised by the PM in his statement:




I am writing to clarify matters relating to your response to a question by Alistair Carmichael MP at Prime Minister's Questions yesterday on the need for fair pay for our members in the Maritime and Coastguard Agency (MCA).

You spoke of the need to get together to reach solutions to the disputes which are unfortunately occurring across the Civil Service and NDPBs, and indeed the wider public sector. I agree with that but, as PCS has repeatedly made clear, such discussions will only be fruitful if the rigid cap on pay settlements that your Government has imposed is removed.

Our members do not take industrial action lightly. It is a very difficult decision for low paid public servants to take. PCS members across the Civil Service and related bodies have been driven to take action because their management cannot breach the centralised pay cap and staff are expected to accept below inflation pay offers at a time of rapidly increasing prices. Indeed, disputes are breaking out across the public sector for the same reason.

In the civil service there is double discrimination. First, like the rest of the public sector we suffer from the public sector pay cap but, secondly, and uniquely to Civil Servants, within the pay cap there is less money available for basic cost of living pay increases as the cost of incremental pay progression has to be funded from within the pay award. For the rest of the public sector, the recorded pay award is only the cost of the basic pay increase, and the cost of incremental pay progression is not costed from within any pay cap.

Staff in the MCA are dedicated to the provision of a vital emergency service. Yet coastguard watch assistants, who actively participate in search planning and other duties in response to 999 calls, only earn the equivalent of the national minimum wage. Moreover, because of the government's pay cap, management cannot implement the results of a comparability study which recommended parity of pay with other emergency services.

You also spoke of long-term pay agreements. You mentioned both the DWP and HMRC as having three year agreements on pay. This is not true in both cases.

There is no settlement in the DWP. Our members in the DWP had imposed on them a three year pay package that can neither be described as an increase (this year 40% of them receive no increase on their pay scales) nor an agreement. Our members rejected the average increase of 1% per year imposed by departmental management. This remains the case, and we are still pursuing an increase which gives members at least the rate of inflation consolidated on their pay scales. The dispute in the DWP, as elsewhere across the Civil Service and related bodies, continues.

Meanwhile, the last three year agreement in HMRC came to an end on 31 May 2008. We understand that the parameters set by management for an offer this year will mean basic pay increases of no more than 2.4% for the vast majority of staff. With RPI increasing at 4.6% per annum, this is completely unacceptable.

Our members in these three areas are suffering cuts in their living standards because of your government's policy. On 15`'' July, I and colleagues from the Council of Civil Service Unions met Yvette Cooper to press her on the need for a settlement on pay which was fair to all of our members. I hope she is able to come back to us with solutions which address the erosion of pay by inflation, and the unfairness of the pay system in the Civil Service, so that we can avoid further industrial action right across our public sector membership.

Liverpool Fringe Festival 2008 - Supported by TUC

August 2008 will see the beginning of a new annual Festival for Liverpool, providing the city with a platform for its amazingly diverse range of talent and creativity. We will see pubs, clubs and Community Centres, as well as more established and less orthodox venues, open their doors to our performers, dancers, musicians and comedians allowing the city to show off its true creative character, not only in the city centre, but also in the suburbs and outer reaches. Liverpool, with its own brand of unique character and culture can benefit in the same way that both Edinburgh and Dublin have over the last 20 years.

We intend to make use of public spaces such as streets, boulevards and parks. With our partners we will encourage, mentor and support the involvement of not only businesses but also their employees. We will provide assistance if they want to try something new, even if they have never organised an event before. We will train local volunteers to do this, people who know their own neighbourhoods and their own communities.

Most importantly, to enable the development of the creative sector in Liverpool, providing a significant economic driver for other commercial and retail sectors.

Training, education and qualification pathways will be constructed through schools, higher education institutions and universities enabling people to grow using abilities they had not been previously aware of.

The potential for innovation and achievement is in your hands.

The Fringe Festival has already been kindly supported by the TUC and now we are asking union members to support us on an individual level. To create events we need venues, of any and every type and performers, of almost every description and style. Once we have the registration forms from both we can help set up the events and promote them to the audiences.

Please contact the Fringe Festival at liverpoolfringefestival@yahoo.com or call us on 0752 829 5012.