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:

I work in UC and I am concerned that I may be forced to undertake the terms in the Employee Deal. I have heard things like “There is only 1 person in the UC at Ryscar who’s contract is exempt from the employee deal changes apparently” and “we were told that unless we could produce a contract which stated our actual working hours then it’s possible we would be expected to work until 6.30pm?”

Do I stay on my transferred in terms, until I choose to move?

Answer

Members retain their HMRC terms and conditions until such time as they choose to move onto DWP terms and conditions, at which point they would qualify for the employee deal pay rises and the employee deal contractual changes.

The following from the employee deal applies:

“Colleagues who are not on DWP terms and conditions following a TUPE/COSoP transfer are not automatically in scope for the Employee Deal. They will retain their current protected terms and conditions and pay arrangements as specified in their measures letter.

 It is DWP’s usual practice to periodically invite colleagues on TUPE/COSoP protected terms to transfer to DWP’s current terms. DWP’s current offering includes the Employee Deal terms covering pay, working hours, mobility, notice of change and part-year or compressed hours working. This is a practice aimed at minimizing differences between employees’ terms and conditions and not a contractual or legal obligation.”

http://intralink/home/employee-deal/employees-not-on-DWP-Terms-and-Conditions.asp

The following also applies:

“If I choose to retain my terms and conditions and I am successful in applying for a new job after the Collective Agreement is implemented, will I take on the new DWP Employee Deal terms and conditions?

Where individuals are successful in applying for a new job in DWP they will move on to the DWP terms and conditions in place at that time.

If I am on protected terms and conditions, how will the changes to the way we work impact on me?

All those not included in the Collective Agreement, which includes those on protected terms and conditions, need to demonstrate flexibility in meeting their team’s staffing plan, cooperating with colleagues to balance individual needs with business demand. Where a manager has to decide an individual’s times of attendance because employee preferences and negotiation between colleagues in teams has not resolved a resourcing shortfall, their protected terms and conditions will apply.”