Crucial decision imminent on Alpha pension switch

PCS members in the civil service in the 'Options' pensions group are being asked to make a choice about when to move to the new Alpha scheme in 2015.

These members have been receiving letters relating to the pensions scheme over the past few weeks over whether to move by April or on a later date, depending on which scheme they are in and their date of birth.  

PCS cannot give financial advice, but members should read all the material sent to them and use the online resources as the deadline for a decision is fast approaching.

The employer’s calculator will help you make a decision but in the 'Assumptions used,' salary is expected to grow by 4.75% every year. Many civil servants do not expect such increases in salary so members should check the box indicated to change that figure to something more realistic.

It is noticeable how projected pension changes significantly when pay assumptions are revised. After putting in your details you will see there is a box that says ‘Assumptions used,’ after clicking on that, there is another box to click to change the assumptions.

Changing pensions age

Another issue you will want to consider is the implications of changing pension age in any future early retirement/early exits schemes. If you're a member of the Classic or Premium schemes you may be eligible for early retirement after the age of 50, once in Alpha that eligibility will be at a later age. The earliest an Alpha pension can be taken is at 55. This would also apply to partial retirement. 

You need to make your choice on your own plans and if you need financial advice PCS membership services provider is Lighthouse Financial Advice. 

For an initial consultation you can contact them on 08000 858 590 and quote your PCS membership number.

Read our Alpha pensions leaflet.









 

PCS 2015 diary

The PCS diary will be mailed out with the December edition of PCS People magazine

PCS People is due to arrive with members in the week beginning 15 December.
 
The diary, which was withdrawn at the end of last year, has been reinstated following motion A55 to PCS annual delegate conference, which was supported by the national executive committee (NEC).
 
The motion recognised the financial restraints placed upon PCS because of falling membership numbers and acknowledged that difficult decisions need to be made. But it said that the withdrawal of the diary has led to a significant number of complaints being received at local, regional and national levels.
 
The motion said members rely on their PCS diary which they carry with them at all times.
 
There will be a limited supply of diaries at headquarters for members who join after December.
 
Not a PCS member? Join today for security at work.
 
Register to pay your PCS subs by direct debit and you could win £1,200.

DWP will end check off by February 2015 or earlier

The Group Executive Committee met DWP management again last week about the government’s political attack on check off for PCS members. The DWP have now formally stated, “we intend to remove check off with appropriate notice”. The GEC will continue to fully oppose the ending of check off.

Hypocrisy

Management argue that check off is old fashioned and not appropriate in a modern workplace. Yet when questioned by the GEC they have confirmed that they are not stopping check off for any other organisations. They will continue to operate check off for HASSRA. So what they really mean is that the government hate PCS because our union has challenged their failed austerity programme and they are ending check off in a political attack on our union’s finances. They have even approached PCS to ask if they can promote our credit union and allow staff to pay into it by check off. The government’s hypocrisy is breathtaking.

Waste of Money

Following the privatisation of Shared Services DWP check off is now done by the private company SSCL. SSCL will charge the DWP to end check off. We know that it will cost much more to end check off than it would to carry on with check off. This is what happens when you sell our work to a private company. Naturally they want a profit for implementing a change. The GEC has made clear that this is a misuse of taxpayer’s money on a political whim.

In line with national union bargaining policy the GEC has offered to pay to keep check off. This charging option has in fact always been in the national civil service code. DWP have agreed that they will include this offer in their final report to the DWP Ministers.

Pension changes risk

SSCL also have to implement the 2015 civil service pension changes next spring. The DWP say they believe that SSCL can cope with both jobs; administering the end of check off and the civil service pension changes, at the same time. Whilst PCS is opposed to many of the civil service pension changes the GEC have nevertheless told DWP management that it is wrong to force SSCL to do both jobs at the same time and they should be allowed to focus on the changes to the civil service pension scheme. The GEC have told DWP management that it is wrong to take any risk with the civil service pension changes by asking SSCL to do this extra job.

Equality impact

Some reps have raised concerns with the GEC that some BME members are expressing worries about paying by Direct Debit. The GEC have pressed the DWP for an equality impact assessment and they have agreed to let us have a copy.

Appropriate notice

The final meeting with the DWP is on Wednesday 26 November. In the meantime the GEC have written to management again repeating in full all of our opposition to the ending of check off. The DWP have agreed to include the full wording of our opposition to the end of check off in the report that goes to DWP ministers for a final decision.

In terms of “appropriate notice”, PCS would expect the DWP to give 90 days’ notice for such a fundamental change but no specific commitment has been given. However, we anticipate that the last check off in the DWP will be at the end of February. The GEC is continuing to argue for a later date or for check off to carry on.

PCS advice on holiday pay claims

Following a landmark ruling on holiday pay the PCS legal team has put together advice for members and reps.

Earlier this month Unite union members won a groundbreaking employment appeal tribunal (EAT) which could mean all UK employers now need to include non-guaranteed compulsory overtime when calculating workers’ holiday pay, potentially increasing the holiday pay of 5 million workers.

If you’re contracted to work 20 hours a week, at the moment you’ll get 20 hours’ holiday pay for each week you’re on holiday – even if you regularly work 15 extra hours of overtime. Because of this ruling your employer could now have to pay you 35 hours’ weekly holiday pay to reflect the reality of your working hours, rather than what it says in your contract. It effectively means employees working lots of overtime aren’t penalised with a temporary pay cut for taking paid leave.

Where members are required to work overtime when offered and it is offered on a regular basis, then the judgement is likely to mean that the rate for holiday pay should be based on the normal take home pay for members, including their regular overtime payments. This is clearly intended, from the judgement, to apply to the core 20 days of leave under the European Working Time Directive (Article 7). 

Generally, if a worker receives the same pay every week or month then that is the pay that they should expect when on annual leave. Recent Court of Justice of the European Union (CJEU) rulings and the EAT decision mean that this might not always be the same as ‘basic pay’ – certain regular payments, such as shift allowances, commission and, in certain cases regular and required overtime, should also be included in the calculation of pay for annual leave periods. 

Depending on when the last payment of holiday pay omitting these elements was made, members may also be able to make a claim for back money - although the law has been tightened up in that respect.

The recent EAT judgement in Bear, Hertel and Amec v Fulton and others confirms, subject to any appeal, that employers need to consider carefully what is classed as ‘normal pay’ and that regular overtime and pay supplements such as shift allowances, bonus and commission should be included. 

Previously only basic pay counted when calculating holiday pay.

What it means for you

If you only work voluntary overtime on a sporadic basis, it is unlikely that this judgement would help you. Where you are required to work overtime when offered and it is offered on a regular basis, then the judgement is likely to mean that the rate for holiday pay should be based on the normal take home pay for members, including their regular overtime payments.  

Any future annual leave within the Article 7 entitlement (first 20 days of leave) and any further leave for which matching arrangements are agreed should be paid at this revised rate. 

Claiming for past holiday periods: the EAT judgement opens the door to historic claims for unlawful deduction from wages, under the Employment Rights Act. But because of the potential impact of the differential between the 20 statutory days and the remainder of any leave allowance, this is complex.

Reps should ask their employer to confirm if their employer includes these types of additional payments when calculating salary for annual leave periods, and if it does not, what will be done to rectify this. They should also ask their employer to detail how it has identified those staff whose pay will be affected by the judgements and how that has been included in holiday pay.

Any claim for an unlawful deduction has to be lodged with the ET within 3 months of the date on which the payment was received from which the deduction was made –that is usually the pay for the month in which the holiday 

was taken. However, it is possible to take a claim if it is lodged within 3 months of the last payment date, where there are a series of such deductions.

If you believe you may have a claim you should contact your PCS branch in the first instance.  

Problems at work? Read our guide for members

Not a member? Join PCS for protection at work.

Register to pay your PCS subs by direct debit and you could win £1,200.


 

PCS steps up pressure against HMRC anti-union plot

PCS is stepping up the pressure on HMRC over senior management's anti-union plot by involving Europe's largest federation of public service unions, the TUC and our parliamentary group.

While we were trying to negotiate in good faith with the chief executive Lin Homer over our jobs and staffing campaign, a secret management document was brought to our attention which shows a plan to undermine and marginalise PCS. 

HMRC unilaterally walked away from talks aimed at resolving our ongoing dispute, and removed facility time from some of our most senior reps.

On Friday we wrote to PCS members in HMRC and published a transcript of the secret paper we have seen outlining the anti-union plot by their employer.

Now Jan Willem Goudriaan, general secretary of the 8million-strong European Federation of Public Service Unions, has offered to intervene on behalf of PCS and write to Ms Homer and there is a growing alliance willing to act for us, including TUC general secretary Frances O'Grady and our cross-party parliamentary group, chaired by Labour MP John McDonnell. This will include raising questions in the House of Commons.

We remain ready to discuss jobs, performance management and privatisation but we will not be bullied into signing up to damaging cuts. We are still prepared to go to the conciliation service Acas to try to resolve the dispute, something that Ms Homer has previously rejected.

Not a member? Join PCS for protection at work.

Register to pay your PCS subs by direct debit.

Defend PCS in HMRC from an anti-union plot

We have sent a letter to our members working in HMRC and published a transcript of a secret management paper seen by PCS outlining an anti-union plot.

We have taken the unusual step of writing a letter to these members to draw their attention to disturbing recent developments in the department. 

We have been in dispute with HM Revenue and Customs over our jobs and staffing campaign. While we have been trying to negotiate in good faith with the chief executive Lin Homer, a secret management document has been brought to our attention which shows a plan to undermine and marginalise PCS. 

Read the full story behind this plot.

Get involved 

We are urging members in HMRC to support our union in the days and weeks ahead, attend any local meetings that are held in your workplace and join with us to defend your right to be a member of an independent trade union. 

If you're a member show your support by registering to pay your PCS subs by direct debit as we are aware that HMRC management is now moving towards ending the check-off facility of collecting subs direct from salaries.

Defend your rights, support our union.

Read a transcript of the secret management document.

Share our letter.

Not a member? Join PCS for protection at work.

Manchester May Day 2015

Come to this next May if you can folks and please share this with any unions, campaigns, organisations and anyone else who supports the trade union movement and who might want to be involved.

On Saturday 2nd May 2015 Manchester Trades Council
will host a celebration of trade unionism at the Mechanics Institute Manchester, the birthplace of the TUC.

International Workers Day is celebrated around the world. We want Manchester to play its part, with a day of events for trade unionists, our families and everyone who is supportive of our movement.

The Manchester Mechanics will be open all day and evening with a packed programme of events.

There will be live bands, films, theatre, debates, discussions, comedians, poets, art and a bar.

We are inviting all trade unions, and all groups who support trade unions, to get involved.

+ We need sponsors to help fund the event. We'll use your logo on all publicity and give you space for a stall.

+ We can offer rooms to hold meetings or events which celebrate trade union and labour history, or which demonstrate trade union values. The rooms hold from 15 to 100 people and events can last from 30 minutes to two hours.

+ We are looking for bands and acts for the evenings entertainment, especially those with trade union links.

If you want to get involved, let us know.

https://www.facebook.com/events/714294481979815/?ref_dashboard_filter=hosting

Register for direct debit and you could win £1,200

We are asking all PCS members to change the way they pay their union subscriptions to direct debit.

The government is trying to cut off our funding by ending arrangements to collect PCS subs direct from your salary.

With many government departments consulting PCS on the possible withdrawal of check-off, the decades-old system of paying your union subscriptions direct from your salary, our reps have stepped up the pace ofswitching members to direct debit. 

There is particular urgency in the Home Office, Department for Indernational Development and environment, food and rural affairs group. Management of these employers has informed PCS formally of their intention to withdraw check-off over the next few months.

The Home Office decision to end check-off served as an urgent prompt to branches and workplaces and the rate of collecting direct debit details from members increased fourfold when formal notice was given by the employer.

Campaign growing

Our goal is to have all members ready to pay by direct by the end of April. Your details will be held securely on our systems, which are compliant with data security procedures.

And with 600 new members joining PCS in the last 2 weeks of September alone, the campaign is clearly getting the message across to non-members and members alike about the importance of having the protection of an independent union voice against a hostile employer.

You can help secure our future and stay protected at work with an indepdendent voice against a hostile emnployer and you could win a big cash prize in the new year by taking 3 minutes to register online to pay your PCS subs by direct debit.

PCS general secretary Mark Serwotka said: "This is an unnecessary political move by the Tories but we’ll not let them undermine us. Please sign up today to help us remain strong and independent."

Here are the prizes:

• 1st £1,200
• 2nd £200
• 3rd £100.

The prize fund has been donated by Thompson solicitors and is open to all who have registered by 1 January, 2015. 

Register your details now and ask the colleague sitting next to you to sign up. 

What you will need
 

• Your PCS membership or National Insurance numbers - your union rep can provide you with your membership number
• Your bank card.

Voluntary Exit Scheme in Work Services 3,600 Job Cuts Announced

DWP have announced a large scale voluntary exit scheme across the whole of the Job Centre network. This exercise is aimed at cutting up to 3,600 jobs. The staff will leave DWP in June 2015.

Who is eligible to apply?

1. All AO’s in WSD (excluding Visits, Access to Work and National Partnership Team and the staff recently allocated to Contact Centre satellite sites)
2. All EO’s in WSD (excluding most Work Coaches, Visits, Access to Work and National Partnership Team).
3. EO Work Coaches are eligible to apply in the following Districts only

• Surrey and Sussex
• Devon Cornwall & Somerset
• Thames Valley
• Cumbria and Lancashire
• East Anglia
• Midland Shires

 4.  All HEO, SEO and Grade 7 staff in WSD (excluding Visits, Access to Work and National Partnership Team).

How many in each grade?

Management are anticipating that staff will be allowed to leave by grade as follows:

• AO’s - up to 2,100
• EO’s - up to 1,100
• HEO to Grade 7 - up to 350

In addition small scale voluntary exit schemes will be run in BD, NSD and UC aimed only at AA’s and a handful of senior managers in NSD. AA’s who have already applied to earlier exit scheme are not able to apply to this scheme Also AA’s in PIP and DLA are not eligible to apply.

Why are DWP doing this?

DWP claim that in 2015/16 they will have 7,000 more staff in WSD than they will need. This is mainly as a result of year on year cuts to departmental budgets and also to the ongoing falls in the JSA register. DWP would have preferred to allow more staff to leave WSD but 3,500 exits is the most that MyCSP is able to handle at any one time.

PCS says DWP needs more staff not less

At a time when DWP is actually recruiting new staff and even resorting to bringing in temps from the Brook Street Bureau, it is madness for DWP to say it needs to run such a massive exit scheme. All over DWP members are under enormous pressure to deliver more with less. They are routinely threatened with PIP’s and face ever-increasing targets and benchmarks.

Can WSD cope?

PCS does not accept that WSD can cope with losing over 3,000 staff overnight. This will put even more pressure on the staff remaining and will degrade the service we can deliver to customers. Earlier this year DWP allowed too many staff to leave on Voluntary Exit schemes and then had to recruit staff to replace those they had allowed to leave. It is only too likely that they will end up doing the same again

Falling unemployment

It is true that unemployment has been reducing recently but any staff that may be saved as a result could be redeployed into other parts of DWP to relieve the pressure elsewhere and remove the need for unwelcome measures like agency temps and increased privatisation of our work. Also unemployment can go up as well as down and it makes no sense in the long term to lose so many experienced and skilled staff in such a volatile economic climate.

Government budget cuts

Falling unemployment is only one reason behind this exit scheme. The main reason is that year on year since 2010 DWP has faced savage cuts to its staffing budgets. DWP now employs 30,000 staff less than it did in 2010. This reduction is almost exclusively the fault of the government’s cuts to DWP budgets. Once again it is staff in the public sector who have to pay the price of the economic crash in the private sector.

Terms of the Exit Scheme

The terms of the exit schemes will be the standard terms as used in all other recent voluntary exit schemes. Any individual exit that is estimated to cost over £100,000 will be subject to a specific review by the Treasury. Not all staff who apply will be allowed to leave and some staff are likely to be deemed business critical, particularly those in Job centres close to areas where DWP is expanding.

Pay 2015

The last day of service for staff leaving under this scheme will be 30 June 2015. Under DWP rules, this will mean that they will not be eligible to receive any of the 2015 DWP pay award including the non-consolidated payment relating to the current performance year.

It's TUC Young Workers Month!

#YWM14

Today is the start of TUC Young Workers Month (YWM). The main purpose of YWM is to promote trade unions to young workers and to highlight the issues faced by young workers. 

This years activities, organised by the TUC and our affiliated unions are focused on key issues; jobs, pay, homes and voice inside and outside the workplace.

Unions have organised a series of events and activities which will be taking place throughout November. TUC regions will also be running joint activity across the country. The National TUC office have organised the Big TUC Youth Debate  a Young Leaders training weekend and a new young workers recruitment video! 

Help us promote the month and show your support by uploading the Young Workers Month twibbon and by tweeting using the hashtag #YWM14 

More information on Young Workers Month and the TUC Young Workers Forum can be found on the TUC website. 

This is an important event designed to give debate to issues that affect young people most: JOBS, HOMES and VOICE.

We want to make sure this event reaches as many young people as possible, so please download and share with your networks!

Register for The Big TUC Youth Debate

Download TUC Youth Debate flyer from the links below.

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