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:

Given the proposed changes to Saturday contracted hours under the employee deal (which would have the effect of shortening  the working of the hours that some work contractually on a Saturday currently  e.g. 8.36-17.30 (7.54 hr working day taking 1hr lunch break, 8.24 hr day taking ½ hr lunch break 8.54 hr day no lunch break – a number of Saturday workers work only Saturday or Saturday + one other day), if/when I/we opt out of the employee deal, what will the implications be?

To expand, would I/we be compelled to change an aspect of my/our contracts to reflect these new Saturday contracted hours, or could we persist on our existing contracted hours?  And, if we were compelled to change our Saturday contracted (having opted out of the employee deal) would this have a knock-on effect in the matter of this being perceived/treated by management as a de facto acceptance of the employee deal?

Answer 1:

Flexi would still apply on a Saturday to enable staff to work longer than the operating hours quoted in the agreement.

Question 2:

With regard to the administration of the DWP employee deal ballot. Why is the ballot being operated internally by DWP group office in Leeds and not as is the case with other ballots administered by an independent Electoral Reform Society.

Answer 2:

PCS can choose how to operate internal, non-statutory ballots such as the DWP pay ballot. Using ERS is significantly more expensive for PCS and so it was decided to administer the ballot internally.