COSOP transfers
Questions
I saw the details below in terms of the 2020/ 21 DWP Pay Offer.
Are PCS seeking legal advice on this?
4 years with no pay rise not even 0.25% employee deal is over and we now have 3 tier work force.
Some of COSOP members are now on minimum wage now.
https://www.pcs.org.uk/department-for-work-and-pensions/news/dwp-gec-rejects-the-2020-pay-offer
Answer (PCS DWP Pay Negotiators)
I think there may be scope to challenge tying in staff not on DWP terms and conditions with the opted out payscales as of course your members never opted out.
DWP’s response is just to say that the staff can choose to move onto DWP t’s and c’s if they want a pay rise
HEO Pay Progression
Question
I am an HEO who opted into the pay deal and have done more than my fair share of late finishes over the past 4 years.
I have noticed that I am not at the spot rate/ maximum and there doesn’t appear to be a mechanism to get me to the maximum.
Was this missed in 2016 and are the pay negotiators aware.
Answer
No, it wasn’t missed.
Please see the extract below from a Branch circular issued in May 2016:
“Pay Progression
This is measured in years and over the period of the offer for AA, AO and EO progression will be 4 years from minimum to maximum. As of 2019 there will be the “min-max” for AA to EOs.
For HEOs the pay progression is greater than 4 years. If the same system were to continue with changes to the HEO minimum and maximum replicated then pay progression for HEOs would be approximately 6 years.
Members who decide to opt out of the Employee Deal will have negative pay progression.”
There is little doubt from the details attached below from the Pay Negotiators that they understand that not everyone has reached the spot rate:
https://www.pcs.org.uk/department-for-work-and-pensions/news/dwp-gec-rejects-the-2020-pay-offer
Not having a business case means there is no money to address some of PCS’ main concerns. These include:
- Staff who have yet to reach the spot rate
- Progression and leapfrogging in higher grades
PCS Fylde 