Members have raised questions with the Branch on specific points. We have raised these with PCS DWP Group and have received answers, the details are published below:

Question 1:

What is the impact on non-contractual days for people who might opt in, do they remain non-contracted, what would the impact be in terms of working Saturday or being asked to work on non-working day.

Answer 1:

Members could be asked to work on their previously non-contractual day but the manager would have to ensure the member can do this and balance any caring or personal responsibilities

Question 2:

If people work part time, a set number of hours a day, or different hours per day but set can they be compelled to work more hours per day (but the same number of hours per week) if they opt in

Answer 2:

Yes,  but the safeguard above would still apply

Question 3:

Is Saturday the start of the week or the end of the week for the number of hours you may be required to work (if working a Saturday) and for the  2 days off in 7 calculations

Answer 3:

The Monday preceding the Saturday is the start of the week for these purposes

Question 4:

The independent panels, do they exit until members decide to opt in or opt out, of the duration of the pay award/ employee deal

Answer 4:

The panel will initially be for 12 months from when it is set up but this period can be extended

Question 5:

The briefing mentions term time working being reviewed within 1 to 5 years “Members with part year working patterns will have to agree an end date with their manager between 1 and 5 years from now. This end date can be extended if required”. Does this include part-time/ term time and part time?

Answer 5:

This only refers to part year working not part time working

Question 6:

What about Saturday working and bank holidays (particularly Easter), will the requirement to offer the Monday off if working Saturday transfer to Tuesday

Answer 6:

Yes, the member can choose which day to take off