CMG Leicester Meeting

PCS met with the Leicester Centre manager on 27 November 2014.  This is a brief overview of what we felt was a helpful and constructive meeting with

Staff Survey

This was only released earlier in the day and would cross over many of the issues. Management to examine results and meet again later.

 Annual Leave

We reported a few problems. The manager was surprised and will put a reminder out to apply some consistency  to decisions, for example, allowing two consecutive weeks in the summer except one Wednesday because the team was over its “ tolerance”. She was disappointed to hear this.

8-8 Saturdays

We had submitted questions as they wish to issue the letter announcing the start date. However, this will create a number of questions for Line Managers  who will not be able to respond until decisions are made . A separate meeting will be held with TUS in w/c 1 December to discuss the detail.

Safety Committee

No opposition and it was agreed that we would , for expediency, draft a constitution and send in some draft agenda items (already circulated to H&S leads). We wish to meet quickly . A meeting had been arranged with Cofely and requested that a PCS rep attend .

Attendance Management

Stress - We said we were disappointed that the stress awareness sessions agreed in September had not been delivered to EO & Line Managers. We said many absences could be avoided by early intervention and if a member of staff has the courage to say that they need help they should get it and complete the Stress Reduction Plan at the earliest opportunity.

Deep dive visit - No consultation locally , Regionally or Nationally , though the manager believed that there was agreement. Already escalated to each tier. We expressed concerns about the purpose of the visit saying it was outside the DWP policy, potentially outside the Data Protection Act and a DP Commissioner’s decision, and that it may breach trust between line managers and their team members. We supported her raising  managers’ awareness and helping to get the process right, but not necessarily delving into cases, particularly stressful ones, where members may be asked to revisit sensitive issues. We suggested if there was an issue it should be resolved locally.

Plan, Commit, Deliver

Already started on New Claims. We asked what value it added to the business and when staff are already stressed it may add to their concerns it not hitting their “PLEDGE”. TUS were invited to a delivery session.

TDA advert

TUS said it was run over too short a period that would exclude many off for half term, breaching Equality aims. Indeed there was no equality statement with the advert. We stated that training and support would be needed to deal with the many HR aspects. It would be sensible to avoid using TDA staff to cover on the more challenging teams. It was not considered to be a one off exercise and will be repeated in the future.

Playscheme

Letter still not issued despite being told it would be issued by 15/11/14. We pushed for this to be pursued.

Use of TU room

Work Services still “booking “the room. Possible room can be locked and keys available for TUS reps only? Further discussions to follow.

Reasonable Adjustment Passport

TUS recommended all staff with adjustments complete as a personal record and saving of business time . We agreed to forward to Management to discuss and consider. the link is attached . it was only issued via the Equality and Diversity site on the DWP intranet.

TUS requested the Equality and Diversity data for last year (2013-14) - performance ratings broken down by gender , working pattern , ethnicity , disability , age and grade.

Organisational changes announcement

We thanked the manager for taking our suggestions up and for the way she conducted the floor meetings. Members had fed back to reps that  the news was welcome and it had lifted some of the frustration around everything having arrears linked.

Disclosure of individuals’ working patterns via the template

TUS had received complaints that there was no need for that.