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:

 An Employee Deal question, the agreement indicates:

“Where Saturday working is needed, DWP will agree regular 4-weekly working patterns (which will be repeated 6 times over the 6 months). Again, the management of this will begin with employees stating their preferences including their choice of a Saturday. In setting the 4-weekly pattern, managers will accommodate the choice of non-working day for Saturday workers in the preceding or following week.”

However the DWP has now published the following guidance, on the same subject:

“Will I be guaranteed the Monday off after working on a Saturday?

The Collective Agreement states that managers will accommodate the choice of non-working day for colleagues who work on a Saturday in the preceding or following week. DWP recognises that not all employees may wish to have a Monday off after their Saturday shift. Further guidance on Saturday working can be found in the How to: Manage Working Patterns guide paragraph 22.”

“Saturday Working

22. Employees who work Saturdays in their regular working pattern will be absent on another day during either the preceding or following week. Such colleagues will agree a 4-weekly regular working pattern (repeated six times over the six months) rather than the standard weekly preference (repeated 26 times in the plan). This will enable the team to foresee and plan effectively for the different non-working days. In accordance with the Employee Deal Collective Agreement 2016, managers will accommodate the employee’s choice of non-working day for Saturday workers in the preceding or following week.”

However there is also another paragraph 23 about the subject:

“23. It is foreseeable that Saturday workers will want to use particular days as their non-working day. Managers should use information about locally popular days to create effective staffing plans. Employees should also use information about locally popular absence days in their personal planning i.e. if they can avoid requesting absences on a locally popular absence day, they should helpfully do so. Generally employees should consider the fullest range of options and avoid concentrating their requests on the same days. Having a service provision on Saturday, should reduce customer demand on a Monday.”

Does this really just mean that if you are required to work a Saturday, you can choose to have the Monday off, but you will be labeled “unhelpful” and marked down on your appraisal?

Why should “generally employees consider the fullest range of options and avoid concentrating their requests on the same days”. If you want a 48 hour break i.e. Sunday and Monday then you shouldn’t be discouraged from doing so.

Doesn’t paragraph 23 above undermine the real meaning of choice and that managers will accommodate this choice?

Also:

 “What day off will I get if I work a Saturday?

We’ll ask you to include your choice of a Saturday when you submit your preferred working pattern, and agree a regular 4-weekly working pattern with you. You’ll then need to work with your manager to agree your non-working day in the preceding or following week. If you need to take the Saturday off at short notice, you’ll need to find someone to cover you, as you would for any other day.”

This appears to be contrary to the employee deal which does not mention ‘working with manager to agree”

This is from the BSD Factsheet Ways of working in Benefit Services:

 “Ways of working in Benefit Services

 What happens after October 2017?

 Will the definition of a late change?

We have no plans to require colleagues to do more than one late a week, unless you choose to do so. This agreement can be amended only by mutual agreement of the parties.

Collective Agreement 32

 What day off will I get if I work a Saturday?

We’ll ask you to include your choice of a Saturday when you submit your preferred working pattern, and agree a regular 4-weekly working pattern with you. You’ll then need to work with your manager to agree your non-working day in the preceding or following week.

If you need to take the Saturday off at short notice, you’ll need to find someone to cover you, as you would for any other day.

 Will I have to work a late finish and a Saturday in the same week?

You may, it depends on the team requirement for the week. We’ll ask you for your preferred working pattern, and will work with you to try to match your preference to the needs of the team.

 What about paid breaks?

You may take up to 30 minutes paid break daily, e.g. 2 x 15 minute breaks, but will have local flexibility to take them as suits business needs.”

 Answer

 I note your concern on the Monday after a Saturday. There are managers who are unwilling to agree to the Monday after the Saturday being accommodated in all cases and it is something we will have to continue to fight to ensure they stick to the agreement.