Stress at work | PCS Facebook (View at home)
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Covid office closure highlights concerns over jobcentres reopening
PCS members have raised serious concerns about DWP’s insistence on full reopening of jobcentres after 17 Covid cases were confirmed at the Wigan office.
The site was closed for a deep clean but had reopened on Monday (17 May).
But staff are still extremely concerned about the outbreak and the increasing worries of a third wave of Coronavirus following reports of the so-called Indian variant of the virus being present the North West.
Following the 10-day circuit breaker the jobcentre was meant to open to vulnerable customers only, with a skeleton staff, but local reps say at least 5 non vulnerable JSA claimants attended the office on Monday for face to face interviews.
PCS is conducting a group wide consultative ballot on the imposed changes by DWP in having a full reopening of job centres despite the vaccine not being fully rolled out and new Covid variants causing alarm in communities around the UK.
The ballot will close on 2 June.
PCS industrial officer Mark Page said: “Jobcentres should not be fully reopening for staff and claimants as to do so would risk further infections, like what we have seen in Wigan.
“The fact that this outbreak occurred when the jobcentres were not fully reopened and Covid safety measures are supposedly in place, shows the high risks DWP are taking with members and claimants health and safety.
“DWP needs to pause the reopening and engage in constructive discussions with the union to resolve the issues at Wigan and elsewhere across the jobcentre estate.”
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No need for return to offices
More staff and customers are being asked to return to jobcentres for face to face interviews despite working successfully from home for a year
PCS has opposed DWP’s plans to extend services in jobcentres as we do not believe it is safe due to Covid or that the necessary risk assessments and safety measures have been put in place.
Many jobcentre staff have been successfully working from home for a year now and PCS members have been telling us that they are not convinced by DWP’s arguments that a return to offices, and face to face interviews, is necessary now or safe.
Last autumn after a PCS campaign, DWP signed up to “empowering” work coaches, enabling them to decide how best to progress their own caseload and decide who to meet for face to face appointments. However, many PCS members who are work coaches are telling us that their line managers are putting pressure on them to return to the office and to change phone appointments to face to face appointments.
An email sent to staff by management at one jobcentre has requested that “any claimants that are currently booked as a phone but are in a face to face slot, can they be rebooked for a face to face appointment”.
A work coach in Wales told us: “We have been told that all work coaches have to be in the office 60% of their time, regardless of whether they have face to face meetings or not. 60% in the office won’t be Covid safe.”
Another member said: “I have not been in my jobcentre office for over a year. My manager wants me back in the office 2 out of my 3 days per week. I do not deal with 18-24 year olds, the self-employed or Job Seeker’s Allowance at present. I have successfully completed new claims over the telephone.”
Members are also considering how customers will feel about being asked to attend appointments in person. One member said: “I personally don't feel that staff and customers should be forced to attend the office until the pandemic is fully under control, and don't feel that I could justify the decision to my customers.”
PCS is running a consultative ballot of members working in jobcentres, which closes on 21 May..
Need help at work? Find your rep’s details on PCS Digital.
Not yet a member? Join online now.
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DWP safety ballot extended to 2 June
The DWP has imposed a further increase to the number of staff required to attend jobcentres
Since 12 April, DWP has been asking considerably more staff to return to jobcentres to carry out face to face interviews with customers. On 17 May this increased again, despite PCS’s opposition on safety grounds.
DWP claimed that the increase in face to face activity would be slow, steady and safe, but since then has imposed these instructions for more staff to go into work and carry out face to face interviews with customers.
There is growing anger and fear amongst members because of the DWP’s apparent lack of concern for their safety.
The consultative ballot over safety was due to close this Friday 21 but PCS has decided to extend the deadline to Tuesday 2 June to enable more members to vote.
How to vote
The ballot is conducted by electronic voting. Members will have received an e-mail to their personal e-mail address from pcs@cesvotes.com.
If you haven’t had the email, you can apply for a replacement by e-mailing balloting@pcs.org.uk. The e-mail must contain your membership or national insurance number and your personal e-mail address. Please check your spam/junk e-mail before requesting a replacement.
The cut-off date for requesting replacement ballot notices is 12 noon on Wednesday 26 May.
New members who join by no later than 12 noon on Monday 24 May will be included in the ballot.
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12 May 2021
Everyone does not have to work on a Saturday or beyond 17:00!
Collective Agreement assurances and safeguards must be applied in individual cases
Collective Agreement for the Employee Deal
This Briefing supports the proper application of the assurances and safeguards in the Collective Agreement https://intranet.dwp.gov.uk/policy/collective-agreement-employee-deal for working on a Saturday or to a specific time beyond 17:00. Key assurances under Collective Agreement 13(c) include:
(ii) not to fix more than one in five consecutive working days beyond 17:00, unless the employee chooses to do so;
(iii) not to fix more than one Saturday in four consecutive Saturdays, unless the employee chooses to do so;
These are safeguards not minimum requirements. Working Patterns Advice Q3 confirms that there is no requirement for every individual to do a minimum number of evening shifts per week or one in four Saturdays. This is because working pattern planning is about meeting staffing requirements at team level as explained under Working Patterns Advice Q4.The focus on team level accepts individual contributions might differ due to personal preferences and /or circumstances. There are two other key assurances under Collective Agreement 13 (h) &13 (i):
(h) In managing regular working patterns, managers will be fully aware of and comply with the requirements of the Equality Act 2010 in respect of employees with protected characteristics (e.g. disability, religion/beliefs, age, pregnancy/maternity).
(i) Whether or not they are covered by the Equality Act 2010, for various reasons some employees may not be in a position to work certain hours or days over the six months. In these cases, managers must work constructively with colleagues to find alternative arrangements which enable the individual to combine meeting their personal or caring responsibilities with making a contribution to the team requirements. Such alternatives will be reviewed every six months.
DWP’s objective is to meet its staffing requirements at team level, accepting individual contributions can differ one from another; and in that context, DWP has agreed for various reasons some employees may not be in a position to work certain hours or days. In these cases, when individual employees have a reasonable case not to work to a specific time such as 8pm or work on a Saturday they should not be required to do so.
Treating everyone equally may be unfair
Acas guidance warns against requiring all employees to work late and this warning also apples to requiring all employees to work on Saturday. Treating everyone equally may be unfair and, in some cases, unlawful. The Acas guide, “Sex discrimination: key points for the workplace”, on Part-time working and flexible working states, on page 22, that:
Employers and managers should avoid making assumptions when assessing requests and consider each one individually with regard to the business circumstances. This is to meet flexible working regulations and avoid sex discrimination claims. So, while female employees are often the main child carers, an employer should not assume a male employee is less likely to want flexibility for child care. For example, an employer which thinks that requests from men may be easier to turn down, or which prioritises requests from women, is likely to be discriminating against men. Instead, employers should look to handle requests consistently.
At the same time, working hours or patterns which clash with an employee’s child care responsibilities are more likely to affect women. For example, an employer’s requirement that all employees work until 6pm at least once a week could indirectly discriminate against female employees. If an employer believes there is a genuine business need for all employees to do this, it would have to be able to justify the rule as what the law terms ‘a proportionate means of achieving a legitimate aim’. An employer would also have to look at and introduce a way or ways to reduce or remove the discriminatory effect – for example, by providing child care support.
Independent Panels safeguard agreed assurances
The Collective Agreement introduced Independent Panels as a safeguard against perverse decisions. Failure to apply the assurances for working patterns, including part-year contracts, as intended under the Collective Agreement, which are not corrected under normal grievance and appeal procedures, can be submitted to an Independent Panel under paragraph 30 of the Collective Agreement by your local PCS Representative.
PCS advice for members
If you are unable to work on a Saturday, or beyond 17:00, because of your caring responsibilities, or for any other reason covered by Collective Agreement 13(h) or 13(i) as detailed above, you should first discuss with your colleagues to find a team solution. If not resolved discuss the application of the Collective Agreement assurances, in your personal case, with your line manager. Line Managers are expected to recognise that everyone is not required to work on a Saturday, or to “certain hours” such as 6:30pm or 8pm, and to apply the assurances in the Collective Agreement for employees unable to do so.
Use the DWP Grievance and Appeal Procedure to resolve a disputed decision about your working hours or pattern: https://intranet.dwp.gov.uk/policy/grievance-and-issue-resolution-procedure A perverse Appeal decision can be submitted by your local PCS Representative for correction by the Independent Panel. Contact your local PCS Representative for advice, support and representation when you have a disagreement about the application of Collective Agreement assurances in your personal case.
David Burke
Group Assistant Secretary
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11 May 2021
PCS raise concerns with DWP handling of Rotation 9 and Saturday opening in Jobcentres
Group Executive Committee (GEC) negotiators met with senior DWP management on 7 May 2021 to discuss Rotation 9 as well as Saturday opening in Jobcentres and Universal Credit Service Centres. PCS were advised by management that no concerns had been raised with them and that the communications issued by them had landed well. In reality, PCS are hearing a different version of events as the GEC have been inundated by concerned members across DWP.
One-to-Ones
Many members have contacted the GEC with regards the one-to-ones that are currently taking place. Worryingly, this includes managers who are conducting the one-to-ones and feel that they are not prepared to speak with their staff. Many have told the GEC that they feel that they are under pressure to coerce their staff into accepting a working pattern that they cannot adhere to or desire. This is a worrying development that cannot be allowed to continue as any discussions on working patterns must be done within the terms of the Employee Deal Collective Agreement. Senior DWP management have responded to this by stating that it is not acceptable and that leaders must be prepared for the one-to-ones and that they will be going out from today to reinforce this message.
Who is in scope for Saturday working?
There has been some confusion around who is in scope to work on a Saturday from September. The recruitment of new Work Coaches and existing DWP staff being promoted has meant that many of those staff are currently working in offices such as Corporate Centre Hubs as there is no space at the moment in Jobcentres. DWP have confirmed that Work Coaches currently based in an office out with a Jobcentre, will be in scope to work on Saturday’s from September as they will be transferred to a Rapid Estate Expansion Programme (REEP) site by then.
Coverage Requirements
Senior DWP management have advised that the coverage requirement percentages in Universal Credit Service Centres and Jobcentres will remain as they were in Rotation 7 as they don’t possess enough data, due to the pandemic, to forecast demand for Rotation 9. GEC negotiators pressed on whether local flexibilities remained in place with sites being given the autonomy to go below the percentages if they could manage this. Management confirmed that Jobcentre managers have the autonomy to go below the coverage requirement percentages as is the case for non-telephony work in Service Centres.
The GEC received reports of Jobcentres having a 20% coverage requirement on Saturday’s in the North East and the Midlands. Senior DWP management confirmed that this should not be the case and that this figure did appear high for a Saturday. As they cannot forecast demand for September 2021, management are not in a position to say how many staff will be required in Jobcentres. However, they expect to go above the minimum allowed safe number in a Jobcentre as the Job Retention Scheme comes to an end on 30 September 2021.
Saturday opening in REEP sites
DWP have confirmed that the REEP sites will open on Saturday’s from September, but only if there are 30 FTE or more staff at the office. As the REEP sites will continue to open at various times in the near future, they will begin working on Saturday’s on different dates. Members working at REEP sites will still be given three months’ notice of working on Saturday’s, but will have a shorter rotation period as a result. Their rotation will still end on 6 March 2022, in line with everyone else.
PCS still in dispute with DWP over Saturday working
PCS have reinforced our opposition to extending Saturday working during the pandemic. PCS do not accept that it is safe to open on Saturday’s on safety grounds. We are already seeing on a daily basis an increased number of Jobcentres close due to COVID-19 since the extension face to face activity. In fact, Wigan Jobcentre closed on Friday for a “circuit break” as a result of a number of staff testing positive for the virus. With scientists forecasting a third wave of COVID-19, PCS feel it is irresponsible to be opening up face-to-face services in Jobcentres and opening further sites for even longer from September 2021. PCS have called for a “circuit break” in all DWP buildings over the weekends, in order that every site has the chance to be cleaned and made safe for members coming in from Monday to Friday. Unfortunately, DWP do not agree with this as they state the department provides a six-day service and maintain the mantra that DWP offices are "Covid secure".
Vote YES in the consultative ballot on safety
PCS are currently running a consultative ballot on safety in Jobcentres and would urge every member to vote yes. A large yes vote will enable GEC negotiators to go back to DWP management and secure a safe working environment for our members. The closing date for voting is Friday 21 May 2021.
Future consultation
DWP have agreed to meet with PCS the week before letters are issued to staff on 5 June 2021. Any member who has concerns regarding how their one-to-one was conducted should email leeds@pcs.org.uk
Advice to members
For this round of one to one meetings members are reminded that they Employee Deal Collective Agreement should be used for planning. This means that you should be asked for your preferences, including a Saturday where your office is due to open on that day, before any working patterns are suggested or confirmed. Staff should not be mandated to work a Saturday.
Where staff have personal reasons why they cannot commit to working a Saturday or any other specific day or time, then the safeguards PCS negotiated as part of the Collective Agreement at paragraphs 13(h)(i) should be highlighted in your discussions with your manager. If you are unable to agree the pattern with your line manager and you cannot commit to the pattern they propose you should challenge this through the grievance process and ultimately the Independent Panel of required.
Member are also reminded that where Saturday working is agreed paragraph 13(g) of the agreement states "...managers will accommodate the choice of non-working day for Saturday workers in the preceding or following week."
Martin Cavanagh
Group President
Ian Pope
Group Assistant Secretary
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There’s no reason why this activity needs to be confined to just PCS reps and activists. If you know someone who isn’t a member of PCS, we’d like you to ask them to become a PCS member. The link to the website at which they can join is at the bottom of this briefing.
There are many reasons staff may want to join PCS:
· To be a part of an organised, campaigning union
· To get involved in our campaign work
· To have a voice within workplace negotiation, collectively with other members
· To be consulted over issues which affect DWP workers such as pay, terms and conditions
· To get involved in our equality groups
· To be able to vote in PCS elections and stand for position
· To help shape PCS policy about issues which affect those working for DWP and the wider civil service
· To receive advice about work issues
· To receive one-to-one support about HR issues where necessary
· To receive legal support relating to employment tribunals and personal injury claims
Please help build your union and ask your colleagues to join PCS today.
Matt
Cunningham
Marie McDonough
Group
Organiser
Vice President
He worked really hard to help a lot of our members both in our Branch and also when he worked in Manchester. He was one of our most effective reps and was the kind of smashing guy that even management liked when he was winning personal cases against them. He will be very deeply missed by Branch members.
Pete's friends can make a donation to The Christie here: https://peterentwistle.muchloved.com
Many PCS members will be very angry about the possibility that reduced pension contributions of at least 2% and improved benefits could be snatched away at the same time that many of them face a further pay freeze, also imposed by this government.
PCS will be urging members to support our campaign against these outrageous acts in the months ahead.
There has been outrageous and unjustifiable government interference in the pension valuation and cost cap processes in recent years. The original outcome of the 2016 valuation was declared over 2 years ago, and was a cost cap downward breach of 5.4%. This produced recommendations that members’ contributions should be reduced by at least 2%, plus improvements in pension benefits.
The first outrageous act by the government was to stop the valuation process, using the judgment of unlawful age discrimination (the McCloud case) as an excuse. Then, when they restarted the valuation, the second outrageous act by the government was to insist that the full remedy costs for McCloud would be included in the revised valuation. PCS and other unions protested vigorously at this “make the victims pay” approach, and we have prepared for legal action to stop it happening.
Potential outcome and judicial review
In the last few weeks, the potential outcome of the revised valuation
has taken shape, and it now seems likely that the Treasury`s revisions,
to include McCloud costs, mean that the cost cap outcome will reduce
from 5.4% to less than 1%. This is because a breach has to be a minimum
of 2% and no breach means no reduced contribution and no improved
benefits.
It is clear that this outcome is due to the Treasury’s deliberate and diabolical loading of the full remedy cost into a single 4 year valuation period. Given a 7-year remedy period and the reality that payment of remedy costs at retirement are spread over many years ahead (30 years or more in some cases), there is a strong argument that if these costs are imposed within the calculations then they should be spread over more than one valuation period.
While work is now being done to avoid this “no breach” outcome, our legal case for judicial review to strike out the remedy costs from the valuation entirely is being prepared in final form. We are working closely with other unions on this, and will be pressing for a hearing of our case in the summer.
23 Apr 2021
PCS national and group conferences are taking place online this year and we would like all members to get involved, either by watching online or by talking to their branch about being a delegate.
Registration is now live and we want to see more members and branches than ever signing up.
There is no limit on the number of people who can represent their branch at group and national conference this year so if you’re interested please talk to you branch today.
The first step is to set up a PCS Digital account, which you will need to register for conference, this only takes a matter of minutes. Read the guide on getting started. By registering a personal email address, home address and phone number you will also be able to keep up to date with what PCS is doing for you where you work and across your union nationally.
Currently, 60% of our members are women but only 33.2% of delegates to our last annual delegate conference in 2019 were women.
We want at least 50/50 gender balance on conference delegations, and we would like black, disabled and young members in particular to sign up.
Our conferences set the agenda for PCS for the next 12 month so even if you can only spare a couple of hours it will be worthwhile to see how your union works and debates, so contact your branch – find their details in PCS Digital – to find our more. And you won’t be under pressure to speak in debates unless you want to.
National conference takes place on Sunday 13 and Monday 14 June, and group conferences are in the weeks running up to this, starting on 24 May, so please talk to your branch as soon as possible if you are interested.
It is of the greatest importance that you are involved in our democratic processes. ADC national and group conferences are vital for the union’s democracy, shaping deciding the union’s national and group policies so please get involved.
We look forward to seeing you online.
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29 Apr 2021
The deadline for requesting a replacement ballot paper to vote in the PCS NEC elections is 4 May. Make sure you take your opportunity to vote in the elections to say who runs your union.
Elections for the national executive committee (NEC), the union’s governing body, opened on 16 April and close at noon on 13 May.
The NEC elections are statutory elections and by law required to be postal only. If you haven’t yet received your voting papers, please email balloting@pcs.org.uk to request a replacement pack.
The subject line of your email should read NEC Ballot Paper Request, and should contain the following information:
- Full name
- Either your membership or NI number
- Ballot address including postcode
- Personal e-mail address.
The cut-off date for requests is 5pm on Tuesday 4 May.
Completed ballot papers must be received by the independent scrutineer by no later than 12 noon on Thursday 13 May.
Read more about PCS conference and elections.
.................................................................................................................................................................Register for PCS Digital to make voting easy
DWP members should ensure they are registered with a personal email address so we can send electronic ballot instructions
We are balloting PCS members working in jobcentres to ask if they would be prepared to take industrial action over DWP's decision to make staff and customers return to jobcentres for face to face services.
The ballot is consultative and a further ballot of members would be required before strike action could take place.
The ballot is from Wednesday 5 May to Friday 21 May 2021 and is being run electronically. If you are included in the ballot you will receive an email from pcs@cesvotes.com to the personal email address that we have registered for you.
If you are not already registered on PCS Digital, please do so, as voting by email is much quicker and easier, and also saves money for the union.
On PCS Digital you can also access and update your membership profile, including your personal and workplace details, and you can also access details of your branch, to find your local rep and branch secretary.
Not yet a member? Join online now.
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If you work in UK government are you taking advantage of
our powerful professional network? The one that looks after your
interests when you’re in your job?
PCS protects your career from the inside, at your place of work. It links you to other people with the same ambitions for a rewarding working life. It links you to a support network that means you don’t need to face tough challenges alone.
Is a union for me?
There are more than five and a half million trade union members in
the UK: from professional footballers to actors, from nurses to
teachers, drivers to care workers, builders to office workers... there
is a union for everyone.
PCS is the union for civil servants.
Whether you work in a local
jobcentre, Revenue and Customs office, at our borders or a department in
Westminster, whether you are in your first job or your fifth, a manager
or just starting out, full-time or part-time – PCS is your union.
Why is it important to join a union?
Right now, the world of work is changing rapidly with new
technologies, new priorities and changing work patterns. In the post
Covid-19 workplace, these changes will accelerate and throw up new
challenges for you.
Your union supports you, talks to your employer and helps resolve any issues that crop up for you at work. Your union helps ensure you work in a safe and healthy environment. It campaigns to prevent discrimination based on gender, race and sexuality.
Your union negotiates with your employer to protect and improve your pay, and important benefits like your holiday and pension rights. It connects you to other people with similar interests at work.
Your union is a valuable network that you can’t afford not to be a part of.
PCS. Your trade union. Your in-work network. Join today.
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Voting papers are being sent out for PCS elections. Choose who represents you and influence future policies and priorities
PCS is a democratic, lay-led union. As a member you can decide who represents you, who leads the union and what policies it adopts. You can influence PCS by taking part in nominating members who want to stand in elections, and then voting at all levels – from branch and group committees to national structures.
You can influence union activities by voting in the elections for national executive committee (NEC) members. Between conferences decisions on policies and actions are taken by the NEC, such as Covid health and safety demands or next steps in the pay campaign.
Voting at all levels, whether it is your branch AGM, group elections or nationally, gives you the opportunity to ensure a diverse group of people is representing members, making sure our commitment to equality goes right through the union.
When voting turnouts are high this bolsters the union and its democracy. It shows members are involved and invested. Employers notice that members are engaged in PCS and that strengthens our hand in negotiations on issues like pay and pensions.
National executive committee (NEC)
The NEC elections are statutory elections and by law required to be postal only. You should allow until Wednesday 28 April to receive a ballot paper, and then request a replacement as soon as possible by e-mailing balloting@pcs.org.uk. The cut-off date for requests is 5pm on Tuesday 4 May.
Completed ballot papers must be received by the independent scrutineer by no later than 12 noon on Thursday 13 May.
Group executive committee (GEC)
GEC elections are held by electronic voting. You will receive an e-mail to your personal e-mail address held by PCS from pcs@cesvotes.com, the independent scrutineers.
Emails will be sent out on Thursday 29 April and Friday 30 April. Check your junk or spam folder before contacting balloting@pcs.org.uk for a replacement.
Members that have not provided PCS with a personal e-mail address will be sent a ballot paper to their postal address.
Completed ballot papers and online votes must be received by the independent scrutineer by no later than 12 noon on Tuesday 18 May.
.................................................................................................................................................................Only a fifth of DWP staff feel safe going into jobcentres, PCS survey finds
Nearly 80% of members don’t feel safe going into work, following the full reopening of job centres last week.
The shocking stats obtained from a survey of over 1,000 members in DWP, found that 58% felt 'unsafe' going into work while another 21% said they were 'unsure.'
Only 21% of staff could say for certain that they 'felt safe' dealing with dozens of face-to-face claimant appointments in job centres up and down the country.
PCS is clear that the vast bulk of the in-person interviews, carried out on Universal Credit and other benefits, can and should be done remotely.
However, the union strongly suspects DWP is pursuing a policy of full re-opening in order to make it easier for JSA claimants to be sanctioned.
DWP ordered jobcentres to be fully reopened last Monday despite opposition from PCS.
Reacting to the survey, general secretary Mark Serwotka said: “These results reflect the anger and frustration our members feel every day.
“Thousands of DWP staff have been providing support to claimants safely from home throughout the pandemic.
“The only logical reason they would insist on fully reopening is because management’s obsession with sanctioning vulnerable claimants.
“These stats show how staff feel and should send a strong signal to ministers that they need to urgently meet with the union to avoid potential industrial action.”
The survey details are as follows:
As of 13 April we have had 1,299 responses to our survey of Jobcentre PCS members with the following results:
- 759 said they ‘felt unsafe’ (58%)
- 266 said they felt ‘unsure’ (21%)
- Only 274 said they ‘feel safe’ (21%)
PCS condemns the Sewell report
The government report from the Commission on Race and Ethnic Disparities (the Sewell Report) has been condemned by PCS and many other trade unions.
PCS General Secretary, Mark Serwotka has signed a TUC letter to the prime minister Boris Johnson that firmly rejects any narrative that seeks to minimise or deny institutional or structural racism, or dismiss the lived experiences of black people in the UK.
#BlackLivesMatter
#SewellReport
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16 Apr 2021
The annual PCS finance report is online now and provides a comprehensive breakdown on all aspects of PCS finances including financial performance in 2020, a breakdown of the 2021 budget and analysis on future prospects.
Our finances are subject to independent audit and the report has been verified by our auditors.
PCS finances strengthened in 2020 due to a substantial reduction in our expenditure on a range of normal activities linked to the impact of the Covid pandemic. At the same time, union membership and subscription income held up and modest growth was achieved.
The management of union finances is overseen by the finance committee, a subcommittee of the NEC. The committee has maintained a strong emphasis on strengthening the union’s financial position going forward and rebuilding the union’s reserves.
.................................................................................................................................................................DWP staff ‘angry’ over pandemic safety at Jobcentres
13 Apr 2021: By Jim Dunton (CIVIL SERVICE WORLD article here)
The PCS trade union has blasted ministers as “reckless” for stepping up face-to-face services for benefit claimants at jobcentres and warned that strike action could result from staff anger over the move.
PCS said the decision to resume pre-lockdown opening hours at jobcentres this week would increase the likelihood of avoidable Covid-19 infections among staff and was unnecessary because services were successfully being delivered by staff working from home.
The union, which last week staged a four-day strike at the Driver and Vehicle Licensing Agency over Covid safety fears, said stepping up face-to-face services at jobcentres was at odds with government advice that civil servants should continue to work from home if they could.
It said it believed the “real driver” for requiring 18-24-year-old Universal Credit claimants and service users on jobskeeker’s allowance back to attend face-to-face interviews was to reinstate the previous sanctions regime that enabled benefits to be stopped more easily.
PCS general secretary Mark Serwotka said Department for Work and Pensions management had ignored the union’s concerns over potential Covid outbreaks and strike action would be among the options under consideration.
“This reckless move by ministers is wholly unnecessary and risks putting both claimants and jobcentre staff in harm's way,” he said.
“DWP staff have been doing an incredible job delivering key services such as Universal Credit and helping those most in need, access the assistance they require, throughout the pandemic.
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1 April 2021To: All Members and GEC PCS Department for Work & Pensions Group
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