ISSUE 13

Designed and Produced by: Lee Wallace-Dand

In this issue: Asbestos Attendance Management Equal Pay Ill Health Quiz results The Editors Quiz 2 Scamps Wade Says and much more....

HARD COPY

Editorial Howdy all. Looks like we are up to the May edition already! The year is flying by… That also means that the appraisal process will be over for most of you, I bet that was fun. We will have also had another one day strike on Pay by the time this goes out so thanks to those who supported. Let’s hope it gets sorted soon – no one wants to resort to Industrial Action at the end of the day. A few of the branch officers are busy preparing for the Annual Delegate Conference; hopefully we should have a report back in one of the next two issues of how it went, and some photos.

We have just re-launched our Branch web site in a more modern design (you may already have had a flyer from your distribution agent about this) which can be found here: http://pcs-fylde.blogspot.com

Constructive feedback on it will be gratefully received. That’s about it from me, on with the show…. Lee Wallace-Dand

I don’t know about global warming…This year is cold in the DWP, in fact so cold

the Pay is frozen!

In the DWP in 2008 that’s a zero percent pay rise for

every one.

We must all stick together and help to unfreeze the

pay…

Wade says

A view from the front, or “why does it always rain on me” The action on 24th April was part of the continuing campaign to secure a fair pay deal in the DWP. For once we were not alone, as other Departments of the Civil Service who are also in dispute were on strike on the same day as were teachers and further education lecturers.

The reason for the dispute is because the Department for Work and Pensions Pay levels are deteriorating with pay cuts in real terms. As far as the Pay Rise element is concerned there is a zero percent pay rise for this year and a one percent pay rise for next year. Last year there was a pay cut in real terms of two percent. The Government also has a policy to blend the Pay Rise and Pay Progression elements to try and inflate what really is on offer. We have seen through their position and we are not prepared to accept undermining of the Pay Rise to fund Pay Progression, nor should Pay Progression be used to fund the Pay Rise element.

Inflation has been running at/ above the 4 percent mark and therefore the Pay Rises are below Inflation and what is on offer are pay cuts in real terms, in the region of 4 percent this year and another three percent next year.

Due to this the Branch issued details to the members about the dispute and I stood at the main gate at Norcross. I left home at 6:15 am in the dry sunny conditions and it rained at 6:20 am as I set up and didn’t stop until 9:45 am, when Lee Wallace-Dand walked down from Robinson House Gate and we decided to call it a day as we, the placards and everything else was totally wet through.

Katya Lawder was stood with me but made the “school girl” error of accepting the cup of coffee from the MOD Branch Officer (they were not involved in the action). And as predicted there was then a logistical problem with toileting and Katya had to dash off early (9:15 am) to find relief.

Thanks to all the members who support the campaign and I hope that those who have let themselves down and in doing so let their colleagues down will reflect on their actions and support future events. Duncan Griffiths Branch Secretary

Duncan Griffiths Branch Secretary

Saturday… The hard core consisting of myself myself, Martin Jones and Graham Lyndhurst plus useful “reserves” of Grant McClure, Gloria Hodgkinson and Katya Lawder picketed the overtime, on Saturday 26th April 2008.

What is it about Saturday the last Saturday in the month that means that I am giving up my free time, not paid, and not paid overtime to picket outside of Warbreck. I thought that budgets were supposed to be tight this year for the employer.

We arrived at 7:30 am. The “watcher” from the employer didn’t arrive until 8 am which was soon after Gloria arrived as she thought that it was a 7:45 am start.

This time there was a stream of people queuing up to receive their pay freeze and undermine the campaign for better pay.

Despite the disappointment that people had let themselves down and their colleagues down by undermining the dispute the activists and the majority of the members are undoubtedly steadfastly behind the campaign.

Wanted Dead or Alive, (preferably alive) The Branch Annual General Meeting (AGM) referred vacancies that hadn’t been filled at the meeting to the Branch Executive Committee to try and fill.

The good news is that some of the posts have been filled however there are still several vacancies that need filling and if you are interested in getting involved in any of the following then please contact me for further details.

Branch Officer Vacancy One post, Assistant Secretary must be from Job Centre Plus.

Branch Executive Committee members vacancies Norcross = 3 vacancies Peel Park = 7 vacancies Private Sector = 2 vacancies

Local Representatives not on the BEC Norcross = 5 vacancies Warbreck = 6 vacancies

Warning on new incapacity test Vulnerable workers could lose out as a result of changes to the current incapacity test, the government has been warned. The union GMB and safety professionals' organisation IOSH issued separate alerts after chancellor Alastair Darling announced the new rules in last week's Budget. GMB said the changes will mean over 2.5 million people currently on incapacity benefit in UK will be required to attend work capability assessments, after the chancellor said the requirement for new incapacity benefit claimants to undergo a tough new eligibility test was to be extended to existing claimants from 2010. GMB general secretary Paul Kenny commented: 'The government needs to face up to the fact that in today's labour market able bodied and fully fit workers get jobs ahead of those who are disabled and those not fully fit.' He added that the government 'should desist from threatening to penalise' workers unable to secure a job. Richard Jones, IOSH policy and technical director, said he organisation believed 'this initiative may mean potentially vulnerable workers entering the workplace and resource needs to be available to support them in the long-term and to make sure their return to work is both safe and sustainable. We advocate a team approach to this, involving employers, workers, HR officers, doctors, nurses and health and safety practitioners, helping ensure any necessary reasonable adjustments are made to the workplace and working arrangements.

Peel Park = 10 Private Sector = 4

There are also the following vacancies:

Branch Black Members Committee = 11 Branch Young Members Committee = 6

Sick leave policy takes a turn for the worse Government proposals to dramatically revamp the sick note system have been labelled a 'missed opportunity' by the medical profession and trade unions. TUC general secretary Brendan Barber said the proposals announced this week by health secretary Alan Johnson 'rather than address the real problems, make things worse. By focusing on information to the employer rather than the employee, they may serve to undermine the relationship between the GP and the patient, and lead to accusations that doctors are being asked to police the benefits system.' He added: 'Rather than focus on sick notes, the government should be looking at how to give people who have been off for some time the right to return to work on a phased or reduced basis without losing all their benefits straight away, improve access to rehabilitation services, and invest more in preventing people from becoming ill at work in the first place.' Dr Peter Holden, a lead negotiator for the BMA's General Practitioners Committee, said: 'Confirming that a patient is unwell is very different from making a judgment on whether someone is well enough to do their job. This may be determined by a host of other non-medical factors concerning the equipment they are using or the physical environment in which they work. GPs should not be there to police the system.'

Unions make unsafe employers pay Trade union legal services continues to provide crucial support for injured workers. Lorry driver Kevin Reed received £115,477.51 in compensation after he suffered an injury to his neck and back in a career-ending road accident. The Unite member was working for Scottish and Courage Brewery when his vehicle turned into a ditch as a result of a defect on the road surface. The local authority had not applied hard core beneath the tarmac surface of the road. GMB member Maureen Deighan, a home carer with the London Borough of Hillingdon, received £4,000 compensation after she slipped on a wet bathroom floor in a client's home, sustaining injuries to her hand, arm and back. Complaints had previously been made about safety in the house - a blocked drain caused the build up of water on the floor. Kent panel beater Michael Homan, 62, who suffered a serious wrist injury repairing a fire engine, was awarded £135,000 in an out-of-court settlement with his former employer, Kent County Council. The Unite member was repairing a fire engine shutter when his left hand was pulled into the shutter and crushed. He had to undergo surgery to fuse his wrist, leaving him with permanent loss of movement. EXEL Logistics warehouse worker John Scullion, 46, slipped on a tomato that had been left on the floor and suffered leg and groin injuries. The Unite member received a £2,500 payout. RAF aircraft technician Luke Morgan, 29, received a £6,000 payout from his former employer, the Defence Aviation Repair Agency (DARA). The Unite member suffered a hernia when carrying out maintenance work on a Tornado ZA547 aircraft. He was required to enter the fuel tank head first and then twist his body, a manoeuvre that his solicitor said 'probably required the skill of a contortionist' and that caused the injury. Safety's not first for many bosses Many employers put other business concerns ahead of worker safety, a major employee survey has found. When asked to rank their boss's business priorities, 31 per cent felt that keeping customers and clients happy was their boss's top concern. A further 26 per cent believed their boss sees getting work done on time as most important, while another 23 per cent said making money is the main goal of their employer. Only seven per cent said that making sure employees are not hurt or made ill by their work was their boss's main priority. The YouGov survey commissioned by safety professionals' organisation IOSH found that 56 per cent of employees felt health and safety was important to their boss, although 14 per cent felt it was not. The survey, based on responses from a sample of 2,623 employed adults, found over two-thirds (67 per cent) of employees felt health and safety either saved lives or meant people didn't get ill or hurt at work. IOSH said the findings suggested the majority don't think it's about red tape, silly European laws or stopping people getting on with their lives. Ray Hurst, the president of IOSH, commented: 'These workers' views suggest that there's still a minority of employers out there who simply don't give a damn about their staff. There are some who still think it's okay to cut corners and put their staff at risk, and that's not acceptable. While the vast majority of bosses do take health and safety seriously, workers feel some do not.' He added: 'Most people questioned in these surveys are quite clear that health and safety is important to them.'

Work deaths fall out continues Work fatality figures released recently and described by TUC as 'dreadful' have led to more calls for extra resources for the beleaguered Health and Safety Executive. HSE inspectors' union Prospect said the 11 per cent rise in the number of workplace fatalities over the last year is a confirmation the safety watchdog is under-resourced. Prospect negotiations officer Mike Macdonald said: 'HSE's policy is often a matter of intense debate but this is simple; unless HSE is properly funded it cannot function. It cannot meet its public expectations to advise, inspect and enforce workplace health and safety so that Britain's 28 million workers have confidence they will not be injured or killed at work.' HSE has already lost over 250 jobs since April 2006 and faces a further 100 job losses in the remaining half of this financial year. It then faces a 15 per cent budget cut by 2011 to meet Treasury efficiency targets. Since 2002, HSE has lost over 1,000 posts as a result of government spending cuts; the organisation now employs fewer than 3,250 staff. 'Better funding for the HSE would be good for workers concerned about their safety, employers seeking advice and the taxpayer who meets the costs of higher benefit and insurance because of rising accident rates,' said Prospect's Mike Macdonald. The calls were echoed by safety specialists from the union Unite's Amicus section. Bud Hudspith, commenting on the figures and the new corporate killing law, said: 'These deaths are a travesty, and yes the new legislation will help, but we will push for individual duties on directors to be included, only then

will real improvements be made to ensure these deaths are averted.' Unite's Rob Miguel added the union would not be satisfied 'until HSE fulfil their role as enforcers and industry accepts full accountability for their actions, only then are real improvements possible leading to a substantial reduction in loss of life.'

Safety crimes 'Safety crimes', produced by top UK corporate crime academics Steve Tombs and Dave Whyte, warns workplace deaths fail on the whole 'to attract the interest if the politicians, the media or - least forgivably of all - the knowledge industry of criminology.' The book is concerned with the nature of production and how this impacts on the decisions made in boardrooms. It also deals with how infrequently these decisions, however deadly, lead from the boardroom to the courtroom. It is not filled with stories of comic book villains with no concern for the consequences of their actions, portraying safety crimes as bad deeds by bad people. But boardroom decisions made with a key objective of maximising profit have consequences, and safety can be a casualty. Nice guys can kill you. The book is critical of the drive towards greater 'self-regulation', where firms are exhorted to behave better and safer - an approach that assumes safety is a concern of equal importance throughout the organisation, from mailroom to boardroom. Instead it demonstrates that safety crimes are the product of profit seeking; they do not represent a breakdown of the production system but are themselves a product of it. Firms are not learning long hours lesson The average British manager works the equivalent of 40 days a year in unpaid overtime, a survey

has revealed. The Chartered Management Institute's (CMI) survey of 1,511 managers found 89 per cent regularly worked more than their contracted hours. The proportion is almost the same as eight years ago. CMI found the average manager worked one hour and 18 minutes over contract each day. The benefit to industry and commerce was 184 million extra days of unpaid effort, but the downside was lower morale, poor health and declining productivity. About 40 per cent said it reduced morale. On a personal level, 68 per cent said working over their contracted hours limited time for exercise and 48 per cent said it stopped them developing new skills. The institute said the survey showed that efforts to reduce working hours in recent years had failed. Jo Causon, CMI's marketing director, said: 'Many organisations focus on the cost of absence to their organisations, yet are not addressing the root causes of absenteeism. Two questions need to be answered: why are employers ignoring the impact of long hours on the health and performance of their employees, and what responsibility are employees taking for how they manage themselves? Most organisations are driven to use their assets, particularly their people, more intensively. Yet it is clearly having a negative effect and will create longer-term problems for organisations unless the UK's long-hours culture is kept in check.'

Attendance Management Advice (Feb 2008) on Formal Action and Consideration Points for Disability / Underlying Health Conditions

The PCS DWP Group Executive Committee have provided the following information: No Policy Change DWP Policy to make reasonable adjustments to support underlying health condition or disability related sickness absence remains unchanged (Policy para 6/Procedures para 2.2). The Consideration Point for unsatisfactory attendance may be increased to take account of additional absences linked directly to a disability or underlying medical condition. However, DWP advice on how to do so has changed. DWP Advice Changes Managers are required to comply with DWP Policy and Procedures but Advice does not always provide hard and fast rules. Until 2007 the normal practice for consideration point increases was to inform the employee that, for example, in the case of a full time employee, “your consideration point has been increased to 16 days. This comprises the usual 8 day consideration point plus an additional 8 days for your disability related absence. The usual 8 days will apply for absences that are not related to disability related absence and may also be used for disability related absence. However, the additional 8 days may only be used for disability related absence.” Revised Advice ( Q&A 12 ) was first published by DWP in November 2007 but revised in February 2008. Revised Advice Q&A 12 Current DWP Attendance Management Advice from February 2008 (Q&A 12) puts an emphasis on the usual consideration point and a disability/underlying health consideration point being entirely separate. This approach is not necessarily wrong provided the policy intention to provide a reasonable increase on the usual consideration point, to support disability/underlying health condition related absence, is actually achieved.

The concluding bullet points of Advice Q&A 12 are an inadequate, contradictory and misleading summary of the appropriate answer to the question of formal action when an employee has an increased consideration point. PCS Advice in such cases is that a manager should not take formal action : • Simply because there has been no change

in the employee’s health condition but their increased consideration point has been reached or exceeded ( Deciding an increased level of support is “not an exact science”.Absences may vary from year to year so a flexible approach is essential.) and/or

• Without OHS advice that absences are in excess of what may be expected due to the nature of the disability/health condition, or

• Simply because, together with any other absences in the rolling 12 month period, the absence level exceeds the usual consideration point. ( There is an expectation under DWP Policy for a consideration point to be increased to support disability/health condition related absence. DWP also has a positive duty to do so under the DDA. ) or,

• Unless there is transparent, objective evidence that “ the sum total of DWP’s resources “ are unable to support the level of absence in question and there is no scope for any other reasonable adjustment to do so.

DDA Positive Duty The House of Lords judgement in Archibald v Fife Council (2004) considered what should be done to safeguard or promote the integration of disabled people in the working environment and concluded that, “to the extent that the duty to make reasonable adjustments requires it, the employer is not only permitted but obliged to treat a disabled person more favourably than others”. In this judgement the House of Lords held that the Disability Discrimination Act (DDA) imposes a positive duty to make reasonable adjustments and obliges an employer to positively discriminate in favour of disabled employees ie treat them differently and more favourably than non-disabled employees where a ‘provision, criterion or practice ‘ places the disabled person

- - Attendance Management - -

at a substantial disadvantage in comparison with non disabled employees. Support Not Warnings Employees may have a raised consideration point which has been notified on the basis that the usual consideration point is also available to support disability/underlying health related absences. Such employees are entitled to use their raised consideration points as defined when it was given subject to any review which must be discussed with them. When considering or reviewing an increased consideration point the same principles apply as for any other reasonable adjustments. DWP guidance on reasonable adjustments provided for line managers under Diversity and Equality (How do I know what is reasonable?) states: “Managers must bear in mind that DWP is a large public sector employer and is expected to have a degree of flexibility. The sum total of DWP’s resources would be taken into account if a legal challenge was made.” DWP policy for attendance management is to consider reasonable adjustments whether or not the Disability Discrimination Act (DDA) applies (Attendance Advice Q&A 6). The sum total of DWP resources should therefore also be taken into account when considering internal challenges under the grievance procedures on reasonable adjustments for both disability and underlying health cases. Disability and the DWP

The PCS DWP North West Regional Committee have provided the following information:

It appears that the DWP, the Department responsible for Disability and Carers is refusing to accept that any of its staff are covered by the Disability Discrimination Act (DDA) until they are challenged at employment tribunal. In recent cases at this level, the department is arguing that staff do not have disabilities which are covered by the DDA, even where the disability is obvious to the individual and sometimes to others around them. The DDA Definition The DDA defines a disability as “a physical or mental impairment” which “has affected or will affect” your “day to day activities” for 12 months. “Day to day activities” are further

defined in the Act, but the affects of the condition should not just be work related. Cancer, HIV infection and multiple sclerosis are covered automatically. Reasonable Adjustments If you are covered by the DDA, your employer has a legal responsibility not to discriminate against you and to make “reasonable adjustments” for you. These can be physical adjustments such as furniture or equipment, but can also be adjustments to the way management implement the attendance management procedures. The Department argues that it makes reasonable adjustments even if you have an underlying health problem. While this is helpful for some members, it can encourage a culture in which members do not disclose their disability. Underlying health conditions If you have a condition which does not appear to be covered by the DDA, management still have a duty of care towards you and you can still argue that the condition should be taken in to account for attendance management purposes. Disclosing Disability PCS understands that there can be sensitivities around disclosing some disabilities to your employer, particularly where the disability is “hidden” and where it does not affect your work. However, in the present attendance management climate, our advice has to be that it is best to tell management about any disabilities you have and get a statement from management to say whether they accept you are covered by the DDA. For many members this is only a precautionary measure but can avoid arguments if you are unlucky enough to have to take sick leave related to your disability. A number of factors can assist in arguing that you are covered by the DDA such as the position of a “green card” under the old disability registration scheme, the fact that you get DLA or IIDB or the fact that a previous employer has accepted you are covered by the DDA. However, none of these will be accepted on their own and you should always get advice from a PCS rep to help you argue your case with management if necessary.

PCS DWP Black Members Seminar 2008

Proud to “B” Me

23 & 24 June 2008

Wortley Hall, Wortley, Sheffield

Sessions to include:

• My Union and Me • Know your Rights • Equality/impact Assessments

Speakers from PCS including DWP Group President Jane Aitchison

Are you interested in shaping the union within the DWP?

Do you want to have your say?

THEN APPLY TODAY

All black or Asian members of PCS in the DWP will be eligible to apply.

For an application form, please ring PCS on 0113 200 5300.

If you want more information please ring:

Yvonne Washbourne 0121 766 4396 or Bashir Chilwan 0116 248 1278

LEAN – A Device to Cut Jobs The PCS DWP Group Executive Committee have provided the following information:

With the announcement of 12,000 further job cuts and 200 more offices closures within the next 3 years, it is becoming increasingly clear that DWP intend to rely heavily on LEAN to create the efficiencies to help DWP live within its reduced budgets and cut the 12,000 jobs. Lean is a management tool that was developed in the motor industry to create efficiency and save money. DWP are determined to introduce it across DWP as they seek to cut jobs and reduce expenditure. As part of these job cuts, Jobcentre Plus has announced their intention to greatly reduce the number of AA staff working in JCP Contact Centres and also to close several Job Centres in the South west, North West and London. These cuts to the AA grade in JCP Contact Centres have come about as a direct consequence of recommendations from the LEAN project. Management believe that the changes produced by Lean mean that as many as 80% of AA staff in Contact Centres will no longer be required - with around 2 AA staff per Contact Centre remaining. There are over 220 AA’s working in JCP Contact Centres now and these cuts are yet another attack on the AA grade in DWP. More Investment Not Cheap Gimmicks PCS members know that further job cuts and office closures are not the answer to ensure the long-term stability of DWP’s service delivery. In fact more staffing is required and further investment in the service as a whole is what is desperately needed. DWP should be targeting the real waste of resources in DWP rather than cutting staff. The billions being spent on private contracts and consultants are where savings should be aimed. Lean Means Job Cuts DWP management has made it clear that Lean is to be used to cut jobs. In their recently published DWP 3 Year Business Plan it states, “embedding continuous improvements through implementing Lean techniques…..are likely to mean a reduction in our workforce of 12,000...” It couldn’t be any clearer. If management gets their way staff are going to lose their jobs directly from Lean projects. DWP propaganda says that Lean will involve staff by using their ideas to improve their jobs. However the reality now emerging is that Lean is being used to ask staff for ideas on how DWP can lose more jobs.

The following details have been supplied by the PCS DWP Group: Occupational Health Service The Occupational Health Service (OHS), provided to DWP by Atos Healthcare is delivered by specialised qualified doctors and nurses acting independently of the Department. The OHS provides an employer with a source of independent expert guidance in interpreting the available medical evidence and its employment related impact. The DWP decided that the OHS would determine, on clinical grounds, whether an employee is invited to a consultation, and if that takes place over the telephone or face to face, when a new OHS contract was introduced from 30 April 2007. Subsequently, the OHS provider changed from Capita back to Atos Healthcare but the decision on occupational health appointment options continues to be a clinical decision of the OHS. The OHS Policy, Procedures and Advice are published on the DWP HR Intranet site. The Advice provides a 25 item Q&A to address the most frequently asked questions from employees.

Telephone Consultation Arrangements

OHS Telephone and Face to Face Consultations : Informed Consent, Confidentiality and Scope of the Service

Under the OHS procedures (para 11.3) telephone consultations are the standard approach for dealing with referrals where face to face consultation is not required for clinical reasons. They will be conducted by Occupational Health nurses who are specifically trained for this purpose. Telephone consultations can take place at home when the employee agrees to do so. The arrangements for a telephone consultation are subject to

• contact with the employee to agree a suitable date

and time for the consultation ( Procedures para 11.1 )

• access to a private room and telephone line (

Procedures para 11.13 ) • being accompanied by a friend or Trade Union

Representative ( Policy para 3 ) when the employee so chooses.

Managers are expected to assist their employees as much as possible (Para 11.13). A speaker phone should be provided (when accompanied) and a private room arranged with time off during normal working hours. Atos Healthcare will make three attempts to contact the employee by telephone to arrange a suitable date and time for the consultation.

Face to Face Consultations When Atos Healthcare decides that a face to face consultation is necessary on medical grounds this will be arranged at a suitable date and location taking account of dates when the employee is not available (Procedures 11.7). The cases that are likely to be addressed through a face to face consultation are outlined in the OHS Procedures (Para 11.8) as those: • which have been on going for more than six

months • where there may be potential disciplinary,

litigation or compensation aspects • with complex medical or pharmaceutical

treatments • where there is a clear indication or need for a

medical examination • with a need to assess physical limitations against

job role requirements • where there is physical difficulty in speaking to

the employee by telephone because of communication issues or

• where there are behavioural issues – need to assess behaviour traits, responses, and interactions.

Managers are expected to assist employees as much as possible and ensure they have transport arranged to take them to a face to face appointment (Procedures11.13) Atos will consider alternatives if the travel distance is unreasonable or complex. (Procedures 11.2) Fast Tracking Procedure Atos has a Fast Tracking procedure for musculoskeletal and mental health cases (Procedures Para 13) to make medical assessment of the best route (ie telephone or face to face consultation) for such cases to take and fast track them through the process. Home Visits There are instances where a home visit is the most appropriate method of giving a face to face consultation. (Procedures Para 11.9) This is where it is identified during the referral process that the employee’s disability or medical condition is so severe that it prevents them travelling and it is inappropriate to provide the service by telephone. This will only be arranged where it is justifiable on medical grounds and not just because the employee does not feel inclined to travel to an examination centre. If the employee’s request for a home visit is refused Atos Healthcare will, as outlined in OHS Procedures 11.11:

• discuss the case with a referrer • give the employee opportunity to submit further

evidence from their GP if they wish, and • reconsider the request. Informed Consent and Confidentiality DWP employees have the right to expect to be treated fairly and sensitively when they have a health problem. Informed consent (Policy Paras 17 and 18) means that the manager must under the OHS Procedures (Para 4.2): • explain why they wish to make a referral; • explain what might be done with the information

obtained, as far as this can be predicted; • enable the employee to read the OH guidance so

that they know what a referral involves; • inform the employee of what information they will

put on the referral form; • inform the employee that they may be invited to

a telephone or face to face consultation, which they must keep;

• inform the employee that Atos Healthcare may

wish to contact their GP or Specialist • inform the employee that they may withdraw

consent for an OH referral and stop the process at any time, but that withholding or withdrawing consent will mean decisions will be made without the benefit of OH advice.

• advise the employee that they may consult a colleague or trade union representative, and have a work colleague, TU rep or friend at any consultation.

Employees must be given reasonable time to reflect before giving consent (Policy Para 3). This allows the employee to take advice and ensure that the referral is correct and complete. Confidentiality is an important assurance under OHS Policy Para 22. Managers will not be given access to clinical information about employees or be allowed to see copies of their medical records. The OHS adviser will provide the manager with an Outcome Summary Report. A copy of this report will be issued to the employee. OHS Scope and Complaints The scope of OHS Advice is outlined under OHS Procedures Para 3. What the OHS Cannot Do is outlined under OHS Policy Para 14. A Complaints Procedure is established under Policy Para 23, and Procedures Para 17, for use when an employee is dissatisfied with any aspect of the service provided by Atos Healthcare. The DWP Grievance Procedures should be used when concerns about management actions / decisions can not be resolved informally. The OHS continues to experience a high level of demand which can result in performance targets not being met .

TUC dismay at rise in workplace ill-health The TUC has expressed dismay at new official figures showing a dramatic rise in work-related ill-health. Commenting on statistics released this week by the Health and Safety Commission (HSC) which showed a 10 per cent upturn in health problems related to work, TUC general secretary Brendan Barber said the figures were 'very disappointing.' He said: '36 million days lost to ill-health at work is unacceptably high and this number has risen in the last year. This is bad news for everyone. Too many employers are getting off the hook because the Health and Safety Executive (HSE) does not have the tools to deal with the massive workplace health problems we face.' Mr Barber added: 'We share the HSE's recognition that more needs to be done on enforcement and welcome the steps that have been taken. But the HSE cannot meet their targets for reducing occupational ill-health by 2010 without a significant increase in the resources available. Instead, the HSC has had its workforce reduced and faces further cuts of up to 5 per cent for the next three years as a result of the current spending review. These spending trends must be reversed. Otherwise, employers will continue to get away with playing fast and loose with their staff's heath.' Commenting on the statistics, which showed last year over 140,000 reported workplace accidents took place resulting in employees suffering injuries such as amputations, chemical burns and fractures, new HSE chair Judith Hackitt said: 'Never mind banning conkers or Christmas decorations look at these figures, this is what real health and safety is all about.' HSE chief executive Geoffrey Podger said: 'The statistics indicate that last year alone in Great Britain 2.2 million people suffered from work related illnesses and 241 people were killed at work. While workplace injuries have reduced, we lost 30 million working days due to ill-health.' Over the last two years, 2005/06 and 2006/07, HSE notices issued and prosecutions taken have been at the lowest levels for a decade, although the latest figures for both are slightly up on the preceding year. HSE said the new statistics suggested it was on track to meet its targets on fatal and major injury reductions, but was set to miss targets on work-related ill-health and on a reduction in day's lost as a result of work-related illnesses and injuries. Deaths from the asbestos cancer mesothelioma hit a record 2037 cases in 2005, the most recent year for which statistics are available. Rethink urged over work and health There is a need for an urgent and comprehensive reform of Britain's approach to health and work, a government-initiated review has concluded. Launching 'Working for a healthier tomorrow' this week, national director for health and work Dame Carol Black said the report's proposals focus on keeping people healthy at work, and also on helping them return to work if they get ill. It concluded ill-health was costing the country £100 billion a year - enough to run the entire NHS. But Dame Carol emphasised that although the economic cost was substantial, the human cost to families was immeasurable. 'For most people their work is a key factor in their self-worth, family esteem and identity,' she said. 'So if they become sick and are not helped quickly enough, they can all too easily find themselves on a downward spiral into long-term sickness and a life on benefits.' She added: 'The aim of my review is not to offer a utopian solution for improved health in working life, but to identify factors that stand in the way and offer potential solutions.' The review found there was insufficient access to good work-related health support, with provision concentrated among a few large employers, leaving 'the vast majority' of small employers without support. Key recommendations include: a new Fit for Work service, to be piloted for patients in early stages of sickness; the replacement of sick notes with electronic 'fit notes' stating what people can do, not what they can't; and bringing occupational health into the mainstream of healthcare provision.

Work plan won't work without resources There are concerns about the ability of a resource-challenged NHS to take on the new role outlined in this week's 'Working for a healthier tomorrow' blueprint. David Coats, associate director of policy at The Work Foundation, said: 'Most GPs have little understanding of the relationship between work and health and limited expertise in occupational health. GPs may be under-resourced and ill-equipped to take on the responsibilities envisaged in Dame Carol's proposals. There is a huge gap in GP training that needs to be addressed before these policies can succeed.' The British Medical Association's Dr Hamish Meldrum said the success of Fit for Work 'will undoubtedly depend on the government providing adequate resources' and added the fit note proposal needed scrutiny, 'including the workload implications and the avoidance of any conflict of interest. The GP must continue to act as the patient's advocate, not a policing arm of the Department for Work and Pensions.' He added: 'Employers must also take more responsibility for promoting the health and well-being of their staff including much wider provision of proper occupational health services that specialise in health at work, rather than the patchy occupational illness services that we have at present.' Judith Hackitt, chair of the Health and Safety Commission (HSC), said: 'The challenge now lies in not only deciding what should be done in response but who is best placed to deliver on the various elements. HSE will be keen to underline the role it plays in prevention of injury and ill health due to work.'

Healthy work requires good work Unions have said all workers need good jobs as well as comprehensive occupational health support if the workforce is to become healthier. Commenting on the publication this week of Dame Carol Black's review of health and work, TUC general secretary Brendan Barber said: 'There is currently insufficient support for people who are off work because they are ill or injured and the TUC agrees with Dame Carol that more needs to be done to encourage those on long term benefits back into the labour market. This is best done by doing more to prevent workplace accidents and illnesses, and by giving ill or injured workers early access to rehabilitation.' He added: 'Ministers need to come up with practical solutions based on prevention, early access to rehabilitation, and universal occupational health coverage. The government must also look at how it can transform work into a more rewarding and less harmful experience, especially for the 2.2 million people who are currently suffering from an illness that was caused or made worse by their work.' TUC welcomed the recognition in the report of the need for 'good work'. 'But this will only happen if the government clamps down hard on employers who exploit their staff through bad conditions, long hours, or stressful workloads,' said Mr Barber. 'That means more resources for the Health and Safety Executive, local authorities and other enforcement agencies, and stronger legal protection for agency, temporary and other vulnerable workers.' He added that the TUC was pleased to see the report recognising the importance of union safety representatives in delivering on occupational health in the workplace. Physios' union CSP called on the government to move quickly to establish a UK-wide NHS-based 'Fit for work' service, with 'physiotherapy services at the heart.' Construction union UCATT said the report had not taken into account the realities of many jobs, with too little done to recognise the needs of non-employees. UCATT also said it had reservations about the 'fit note' proposals. 'Unless GPs receive far more training in what workers can and cannot do, there is a real danger that workers could be sent back to work and asked to perform tasks, of which they are not capable,' the building union warned.

QUIZ RESULTS

The REAL Maze This one was harder than the “Avoid Mick” maze, more peril, more danger, mildly more time consuming, but with a much better degree of satisfaction once completed. Hopefully two individuals equally as satisfied with their Easter egg winnings were 1st place Alison Pomphret from Norcross and J. Bowkett from Warbreck.

Grant’s Easter Eggstravaganza

Did you find it, the egg that I had sneakily hidden in the edition of Hard Copy? Dave Franklin from Norcross did, and so did runner up Brenda Worrall from Peel Park. They both won the Easter egg. Well done! I never get to have any of the eggs. Mick Daniels pinched all of mine again this year.

Grant

King Jones Easter Quiz, Real Easter that is.

This is not a real Easter. Due to the real and not real Easter I had to take two holidays this Easter to make up. I decree that there shall only be one Easter next year. Here are the answers to my real Easter quiz: Answer 1: Pancakes are what people traditionally eat on Shrove Tuesday. Answer 2: Thursday is the day on which of the week that Monarch’s traditionally hand out money at Easter. Answer 3: Ash Wednesday comes after Shrove Tuesday. Answer 4: Piers Brosnan was in the film the Long Good Friday. Answer 5: Mothers Day is during Lent. Answer 6: Nick Easter has played at Rugby Union for England The winner is Gareth Green from Warbreck winning a £20 voucher, Runner up, Cathy Griffiths from Norcross getting an Easter egg.

“Avoid Mick Daniels” Maze The maze was tricky, fraught with danger at every turn. Fortunately Linda Franklin from Faraday Way managed to skilfully negotiate it to win an Easter egg, with Lesley Tague from Warbreck coming a close second. Splendid!

Jacqui’s Easter Riddler Did you like the riddle? Did you guess who it was hiding behind the egg? It was Martin “King” Jones And the winner was Dave Bevan who won an Easter egg; runner up was Joy Hyde, both from Warbreck. Well done. I’m off to try and fathom out the mysteries of life! Jacqui

Gunner Graham’s Army Game Quiz II Gunner Graham back with the results to my army Game Quiz. If it was up to me they would put the “drill” back in the Fire drill. Here are the answers: Answer 1 “In the army now” was a hit record for Status Quo Answer 2 Phil Silvers was the star of Bilko Answer 3 In the Boer War there were there Hands Uppers and Bitter Enders Answer 4 Boot “camp” is where new Army inductees go to, particularly in the USA. Answer 5 The Treaty of Versailles concluded the Great War Answer 6 Richard Duke of York died at Wakefield And the winner is Anna Wylie, runner up Nevin, both from Warbreck House. They (unsurprisingly) received an Easter egg each. Well done! Stand at ease and fall out!

Gunner Graham

MoD ignored work injury warnings A Ministry of Defence (MoD) stores assistant who suffered a serious back injury due to continuous heavy lifting and whose employer then failed to shift her to lighter work has received £60,000 in compensation. GMB member Karen Coulthard, 45, from Carlisle, injured her back at work in May 2002, requiring several weeks off sick. On returning to work, Ms Coulthard's GP provided a letter to her employer advising she should be placed on light duties as heavy lifting would aggravate her back injury. This advice was supported by the MoD's own occupational health physician. Nevertheless, Ms Coulthard was returned to heavy lifting duties by her employer. She continued to do the same job and was eventually put on light duties in October 2004. In January 2006, Ms Coulthard was again put back on heavy lifting duties and, again, another letter from her GP advised against this type of work. In May 2006, Ms Coulthard fell sick and she never returned. She was medically retired in 2007. Helen Marshall, GMB Northern senior organiser, said: 'It doesn't matter if you're injured in work or outside of it, if your employer is aware that you have a medical condition they need to take responsibility to ensure that you are not in any danger of making things worse. In this case Ms Coulthard did everything she could to alert her employer, but clearly her cries for help were falling on deaf ears.' Linda Redhead of Thompsons Solicitors, who acted for Ms Coulthard, said: 'Ms Coulthard's employer produced no evidence of any safe system of manual handling operations. She spent each day lifting very heavy boxes - often between 480-600, containing items such as spent munitions and other pieces of heavy metal. It was clearly an unsafe system of work, made worse by the fact that the MoD appeared to ignore the medical advice of her GP on more than one occasion.'

TUC slams CBI's sick response The CBI should quit its bellyaching about sickness levels and do something to make work less sickening, the TUC has said. Commenting after the publication of employers' organisation's annual absence survey, TUC said the CBI should acknowledge sickness rates are falling and instead of making claims about the cost of 'sickies', should instead encourage employers to address the unhealthy workplaces and work practices that are making workers sick. The CBI report said sick leave cost UK businesses £13.2 billion last year, with workers taking an average of 6.7 days absence for illness. CBI said about one absence in ten is believed to be a sickie - days taken without a legitimate reason - costing the UK economy £1.6bn a year. However, TUC general secretary Brendan Barber said: 'This survey shows that sickness absence in the UK has fallen once again and is now at one of the lowest levels in recent years. The figures smash the myth that Britain is a nation of shirkers, with workers always on the lookout for an excuse to pull a 'sickie'. In fact the reverse is true and many people still struggle into work when they are far too ill to do so.' Mr Barber added: 'It is not surprising that the areas with the highest sickness absence figures are also those with the highest injury or work related ill-health rates such as construction and health care. It's time employers stopped blaming workers for taking time off sick and instead tried working with unions to see how their workplaces can be made more healthy.'

More white collar asbestos victims A former benefits officer and a nurse are the latest workplace victims of mesothelioma, the incurable asbestos cancer. The ex-benefits officer, who does not want to be named, has received almost £170,000 in damages after being exposed to asbestos in his office. The man, from Bury, was exposed while working at Prestwich Unemployment Benefit Office during the late 70s and early 80s. He worked for the Department for Work and Pensions for 30 years before retiring in 2000. The claimant was given a letter from his department in 1984 saying asbestos had been found throughout his office. He had kept the letter and it became crucial in his securing a payout. Tony Whitston from the Greater Manchester Asbestos Victims Support Group said: 'This case demonstrates the shocking fact that office workers are vulnerable to asbestos exposure if asbestos is not properly managed in buildings.' Former nurse Margaret Forster, 68, is another mesothelioma victim and is appealing to her one-time colleagues for help in pursuing a claim against her former employers. Margaret believes she developed the condition after being exposed to asbestos dust at hospitals in Sunderland. She said: 'I feel disgruntled because I've worked all those years in the NHS helping patients to get better and now I've been the victim. I loved nursing.' She believes she came into contact with asbestos dust in basements while at the old Sunderland Royal Infirmary, Monkwearmouth Hospital and Sunderland Eye Infirmary.

The PCS DWP Group Executive Committee have provided the following information:

Flexible New Deal No New Deal Staff to be Privatised

On 6 May Jobcentre Plus informed PCS that no New Deal staff will transfer to the private sector as part of the Flexible New Deal privatisation. PCS has received a clear assurance that any individual currently working within the New Deal will be redeployed to other duties in Jobcentre Plus rather than be transferred into the private sector. The Flexible New Deal involves Jobcentre Plus contracting out the provision of employment services for all customers who have been unemployed for 12 months or more. Invitations to private and voluntary sector companies to run these contacts have already been issued. PCS Campaigning Works The announcement that New Deal staff will not be transferred, under the TUPE regulations, into the private/voluntary sector is very welcome news for our members in Job Centres. Since the Flexible New Deal was announced they have had the threat of the privatisation of their jobs hanging over their heads. PCS has campaigned strongly against the privatisation proposals of Flexible New Deal and has specifically made the case that none of our members’ jobs should be privatised as a result. The announcement today shows that the campaigning work of PCS delivers real results for PCS members. Results that provide real safeguards for our jobs and our futures. Danger of privatisation Past privatisations in DWP have led to members quickly being made compulsorily redundant, worse pensions and worse terms and conditions of service. The Flexible New Deal could have led to hundreds of our members being transferred to private companies. This will now not happen. PCS will continue to argue against any functions of Jobcentre Plus being privatised and will continue to fight to protect the future of our members as public servants.

Recovery of Overpayment of Pay DWP Policy Changes May 2008 Policy Change from 1 May 2008 PCS has negotiated the introduction of a policy change for the recovery of overpayment of pay. With effect from 01 May 2008 the policy and processes for dealing with overpayments linked to late or inaccurate input of absence will be changed so that overpayments of this type are treated in the same way as all other salary overpayments and will no longer be automatically recovered from salary.

This means that if an absence related overpayment spans more than one pay period, or was paid more than one pay period ago DWP will not recover the overpayment automatically. Instead the Employee Service Centre will write to the individual and advise them that they have been overpaid and set out proposals for recovery. The individuals affected will have the right to renegotiate alternative repayment, or if they consider it appropriate to appeal against the overpayment. The Policy change is published on the DWP Intranet under Salary Policy/Recoveries from Pay Policy (para 3). The only exemptions to the revised policy are:

• where the overpayment occurs because of late input of an unauthorised absence, or

• the overpayment is caused by late input of absence and the employee is leaving the Department

In these circumstances the overpayment will be recovered in full from the next payment of salary. There will be a message on the payslip when this happens. Arrangements for Cases Prior to May 2008 The Employee Service (ES) Centre Communications Team has issued guidance in a weekly communications update (w/c 21 April 2008) to all ES Contact Centre staff that: For salary payments made prior to 01 May 2008, when the individual contacts us and advises that the recovery has placed them in financial difficulty, we must offer them a hardship advance with recovery staggered over a number of months to be agreed with the individual when the overpayment spans more than one pay period or was paid more than one pay period ago. Recovery Procedure Changes Recoveries from Pay Procedure (Para 2) has been amended from 1 May 2008. This procedure applies when automatic recovery policy (see below) does not apply. The employee will be sent a letter to notify when the overpayment will be recovered. If the employee does not respond, the recovery will be made in full from the first available pay run, unless the employee wishes to negotiate reasonable instalments. As a guide the following are deemed reasonable:

• overpayments are recovered over the same period as the overpayment occurred, but not normally exceeding twelve months. Or

• at a rate of 10% of gross salary – this is more beneficial than net as Income Tax and National Insurance Contributions will then reduce the amount.

Recovery will not commence where an employee appeals, until that process has been completed.

EQUAL PAY The Equal Pay Act 1970 makes it unlawful for employers to discriminate between men and women in terms of their pay and conditions where they are doing the same or similar work; work rated as equivalent; or work of equal value. The Act applies to both men and women but does not give anyone the right to claim equal pay with a person of the same sex. In other words, any comparison must be with a person of the opposite sex. The Equal Pay Act was passed in 1970, when the pay gap between men and women stood at 37%. By the time the Act came into force in 1975, it had closed to 30%. The Equal Pay Act addresses one aspect of the gender pay gap — that of unequal pay. The Government is helping to tackle wider causes of the pay gap such as job segregation and differences in work experience. What the law says The purpose of the Equal Pay Act 1970 is to eliminate discrimination between men and women in terms of their pay and contracts of employment where they are doing: • work that is the same or broadly similar; • work rated as equivalent under a job evaluation study; • work of equal value in terms of the demands made on them under headings such as effort, skill and decision-making. What is covered under equal pay? The Equal Pay Act gives men and women the right to equality in the terms of their contract of employment. It covers both pay and other terms and conditions such as piecework, output and bonus payments, holidays and sick leave. European law has extended the concept of equal pay to include redundancy payments, travel concessions, employers’ pension contributions and occupational pension benefits. This means that even though a man and a woman are receiving the same basic rate of pay there may still be a breach of the principle of equal pay because other benefits (such as a company car, private health care etc) are not provided on an equal basis.

The Equal Pay Act applies to pay or benefits provided by the contract of employment. The Sex Discrimination Act covers non-contractual arrangements including benefits such as access to a workplace nursery or travel concessions. Who is comparable? In order to bring a claim, a person must compare themselves with an actual person of the opposite sex who is treated more favourably and is shown to be employed on equal work. This person is their "comparator". They can compare themselves with a predecessor or successor in their job. The comparator must be in the same employment as the person making the equal pay complaint. Under the Equal Pay Act the term "same employment" broadly means that the comparator should be employed by the same or an associated employer. However, the term has to be interpreted in the light of European Community law and the decisions of domestic courts and European Court of Justice. The employer’s defence for differences in pay. Employers do not have to provide the same pay and benefits for equal work, if they can prove that the difference in pay is genuinely due to a factor other than the difference in sex. It is for the employer to show that such a factor exists and that it is the real reason for the difference. For example, in some circumstances different geographic locations may justify a difference in pay, or the operation of market forces, such as the need to recruit for particular jobs or the need to retain employees occupying particular jobs. The employer must be able to show that all of the difference of pay is genuinely attributable to that factor. The employer must also show that the factor is “objectively justified” if he or she relies upon a factor that could be indirectly discriminatory because it affects a greater proportion of workers of one sex than the other. For example, rewarding workers for being prepared to work longer hours at short notice may indirectly discriminate against women workers with childcare responsibilities. To show objective justification the employer must show that the difference in pay corresponds to a real need of his or her business, is necessary to achieve that business objective, and that it is not out of proportion to the objective.

Making a complaint In the first instance it is likely to be in everyone’s interest to try and resolve any problems within the workplace. If a person has an equal pay complaint they can use the equal pay questionnaire (found here: http://www.womenandequalityunit.gov.uk/pay/update_question.htm) to find out whether they have received equal pay. Anyone who considers that they have been discriminated against under the Equal Pay Act can make a claim to an employment tribunal. There is no age or length of service requirement to present a claim, and the applicant does not have to work any specified number of hours. There are strict time limits within which a claim must be brought. An application can be made: • at any time while the applicant is doing the job to which the claim relates; or • within 6 months of leaving that job. • The time limit for bringing an equal pay claim can be extended in cases where the employer has deliberately concealed information or the applicant has been under a disability. Sources of information and advice The Equal Opportunities Commission’s (EOC) website includes advice specifically for complainants. Advice for employers on good equal pay practice is provided in the EOC’s Code of Practice on Equal Pay. The EOC has also produced an Equal Pay Kit that will make it easier for employers who want to undertake a pay review to ensure that their pay system is fair. Information can be obtained through their website: www.eoc.org.uk ACAS can help both parties to try to resolve disputed claims and is willing to help in situations where a worker feels they have grounds to complain either before or after an application has been made to an Employment Tribunal. ACAS offices are listed in Yellow Pages or can be found at www.ACAS.org.uk For further information on employment tribunals go to their website on www.employmenttribunals.gov.uk Employers can obtain information on equal pay go to their website www.equalitydirect.org.uk

• Travel patterns: on average, women spend less time commuting than men. This may be because of time constraints due to balancing work and caring responsibilities. This can impact on women's pay in two ways: smaller pool of jobs to choose from and /or lots of women wanting work in the same location (i.e. near to where they live) which leading to lower wages for those jobs.

• Occupational segregation: women's employment is highly concentrated in certain occupations (60 per cent of working women work in just 10 occupations). And those occupations which are female-dominated are often the lowest paid. In addition, women are still under-represented in the higher paid jobs within occupations - the "glass ceiling" effect.

• Workplace segregation: at the level of individual workplaces, high concentrations of female employees are associated with relatively low rates of pay. And higher levels of part-time working are associated with lower rates of pay, even after other factors have been taken into account.

Women's Work and Pay Pay and Income The Women and Equality Unit is seeking to identify the barriers to women's economic participation and to address the barriers that act as a deterrent to equality of opportunity in the workplace. The full-time gender pay gap currently stands at 12.6 per cent using the median and 17.2 per cent using the mean, which means that women who work full time are paid on average just 86.4 per cent of men's hourly earnings using the median and 82.8 per cent using the mean. The gender pay gap isn't just bad news for women. It means that women's abilities and skills are not being fully utilised in businesses and in the economy. The Government is committed to reducing the gap between men's and women's earnings, and making sure that women's talents are properly used and rewarded. What is the Pay Gap? The gender pay gap refers to the difference in average hourly earnings of men and women. What are the causes of the pay gap? The reasons for the pay gap are complex and interconnected. Key factors include:

• Human capital differences: i.e. differences in educational levels and work experience. Historical differences in the levels of qualifications held by men and women have contributed to the pay gap. However, women are still more likely than men to have breaks from paid work to care for children and other dependants. These breaks impact on women's level of work experience, which in turn impacts on their pay rates.

• Part-time working: the pay gap between men and women's part time hourly

earnings and men's full time hourly earnings is particularly large and, because so many women work part-time, this is a major contributor to the gender pay gap. Some of this gap is due to part-time workers having lower levels of qualifications and less work experience.

• However, it is also due to part-time work being concentrated in less well-paid

occupations.

Other factors which affect the gender pay gap include: job grading practices, appraisal systems, reward systems and retention measures, wage-setting practices and discrimination.

DAMPNESS and MOULD

Is the room you work in damp? Does it have condensation? Does it have MOULD growing around the windows or on the walls? If yes then there are steps that your employer can take to alleviate this problem. First steps against condensation. Your employer should take proper steps to deal with the condensation, wiping down the windows and sills every morning. Wring out the cloth rather than drying it on a radiator is a first step. Condensation channels and sponge strips can be bought at DIY shops. They are fitted to windows to collect the condensation and thus help prevent window frames from rotting and avoid damp forming under sills. Care must be taken to fit these devices properly. Steps against mould. The Mould should be treated, If this is dealt with properly then the mould should not reappear. To kill and remove mould the walls and window frames should be washed down with a fungicidal wash which carries a Health and Safety Executive 'approval number'. Follow the manufacturer's instructions precisely. Dry-clean mildewed clothes, and shampoo carpets. Disturbing mould by brushing or vacuum cleaning can increase the risk of respiratory problems. If there is a need to redecorate after treatment redecorate using a good quality fungicidal paint to help prevent mould. Note that this paint is not effective if overlaid with ordinary paints or wallpaper. The only lasting way of avoiding severe mould is to eliminate dampness. Mould Spores. Moulds are a type of fungus. Moulds spread by releasing millions of tiny spores into the air. They need moisture to grow and are usually found in damp, poorly ventilated areas of homes, such as bathrooms. You cannot see the spores but you may be able to see moulds, grey, green or black in colour, growing on damp surfaces. Mould spores are a source of indoor air pollution. Airborne mould spores can produce allergic reactions in sensitive people similar to hay fever. People who experience allergic reaction to mould spores are also more likely to suffer from asthma. Mould spores can be reduced by improving ventilation in the environment, and by limiting sources of moisture and condensation. Please note that PCS does not in any way condone or recommend individuals cleaning mould in the workplace, that should be done by the contracted cleaners. The above information is general advice.

Who is it ?

We have a small soft toy lying in the office, it’s a bear, it’s new and unused, we aren’t sure where it came from (probably PCS HQ as a promotional item some time ago), but in a bid to get rid of it to a better home we thought we’d do a small competition for it. Please don’t give the prize should you win it to an infant or even an adult that could choke on it. To win this stunning prize simply look at the photo below (the guy in the brown jacket...sorry grey jacket, the magazine is printed greyscale) and tell us who you think it is from the list of possibilities. Even if you don’t know, you have a 1 in 4 chance of getting it right anyway, that’s 25% or a quarter of a whole one. Good luck….oh, it was taken some time ago too just to make it ludicrously more difficult. Is it? A) Charles Hancock B) Grant McClure C) Jon Colgan D) Dave Kearsley Send your answers to Jacqui “my Christmas decorations look better than that” Dunkerley, Room 7233, Norcross; To arrive no later than 27th of June 2008. The winner will receive a mystery prize. Please remember that only members of the Fylde Central Benefits and Services Branch, excluding Branch Executive Committee can enter the quiz. The DDA

Definition The Disability Discrimination Act (DDA) defines a disability as “a physical or mental impairment” which “has affected or will affect” your “day to day activities” for 12 months. “Day to day activities” are further defined in the Act, but the affects of the condition should not just be work related. Cancer, HIV infection and multiple sclerosis are covered automatically. Reasonable Adjustments If you are covered by the DDA, your employer has a legal responsibility not to discriminate against you and to make “reasonable adjustments” for you. These can be physical adjustments such as furniture or equipment, but can also be adjustments to the way management implement the attendance management procedures. Underlying health conditions If you have a condition which does not appear to be covered by the DDA, management still have a duty of care towards you and you can still argue that the condition should be taken in to account for attendance management purposes.

http://pcs-fylde.blogspot.com/2008/04/workers-memorial-day.htmlSOS - “Save Our Scamps” The purpose of this article is to advise members of the threat by the employer to cease the subsidy to the DWP places on the SCAMPS Holiday Play scheme at Lytham and update people as to the campaign. Background Scamps Holiday Play scheme has been subsidised by the employer over a number of years, and members find this an invaluable option. The employer has unsuccessfully attempted to cease the subsidy previously. Unfortunately I have to report that once again they have stopped the subsidy. Not all members are well paid and this year the DWP is offering a zero percent pay rise. At present inflation, according to the RPI, is running at 4%. To add insult to injury and make it even more difficult to balance work and domestic commitments the employer is now ceasing the subsidy for the Scamps Holiday Play scheme. The Branch has been asking that members write to the employer to oppose the withdrawal the Play scheme subsidy. Many members have done so. Update At least two of the local MPs have raised the issue with the Minister/ Secretary of State. We will circulate any replies.

Unions make work safer Trade unions are by far the best vehicle to win better safety at work, transport union RMT has said. The union's comments came on Workers' Memorial Day, 28 April, which saw the biggest ever list of commemorative events in the UK and worldwide. RMT general secretary Bob Crow said 'The message has to be: if you want to be safer at work, join the union and fight alongside your workmates to make your boss take safety seriously.' Unite called for more rights for union health and safety representatives to maximise this union safety effect. Health and safety officer Rob Miguel said the high injury rates on construction sites showed 'we need greater powers for union health and safety representatives to inspect these sites. Increasing their power means reducing the chances of injuries and fatalities in the future.'

The Branch also got involved with our sister Branch from the MOD locally we held members’ information stalls on all the major sites and also desk dropped the Union Effect which explains the benefits in Health and Safety terms of having a Trade Union organised on your site.

Finally, we also had a delegation at the Preston Worker Memorial Day event, a short report of which can be found here: http://pcs-fylde.blogspot.com/2008/04/workers-memorial-day.html

The Editors Quiz II They say that the 70’s are back, so we have been dusted off for another airing. Yes it’s the Editors, the fake hip 1970’s boy/ girl band… groovy baby yeah! We are here to lighten the mood with some truly awesome sounds. Here are the questions to our quiz. You dig.

Question 1 Anni-Frid Lyngstad was a member of which band. Was it :

a) The Dooleys b) Brotherhood of Man c) ABBA d) Earth Wind and Fire e) Isle of Man

Question 2 In what year did Brotherhood of Man win the Eurovision song contest with the classic “Save All Your Kisses for Me”?

a) 1972 b) 1973 c) 1974 d) 1975 e) 1976

Question 3 According to the much under rated Dooleys 1978 hit what has to “die”

a) A Rose b) The Music c) A Kiss d) The Pet e) My Love

Question 4 Dana won the Eurovision song contest in 1970 with all kinds of what. Is it?

a) Nothing b) Animals c) Love makes the world go round d) Everything e) Flowers

Question 5 Knowing me knowing you, was an ABBA song, and probably the greatest band ever, but was also an unfunny modern comedians TV series. But who was it, Alan?

a) Duck

b) Partridge c) Grouse d) Pheasant e) Partridge Family (now there was a good show)

Question 6 David Cassidy was in the classic series the Partridge family but what was his first number one single in the UK. Was it

a) Daydreamer b) I think I love you c) How can I be sure d) Cherish e) I write the songs

Please send your answers together with your name and details to Jacqui “I used to be at the cutting edge of fashion in Ossett in the 70’s, I’ll have you know” Dunkerley to arrive no later than 27th of June 2008. The winner will receive a mystery prize. Please remember that only members of the Fylde Central Benefits and Services Branch, excluding Branch Executive Committee can enter the quiz. Will you Take a Chance on us!

The Editors