HARD COPY

Issue: 12

In this issue:

Quiz Results Migrants Spring Maundy Thursday Wade Says Grant’s Easter Eggstraveganza Stress RSI Easter AGM Results Gunner Graham’s Army Quiz 2

Designed and Produced by: Lee Wallace-Dand

Editorial or… “Grant’s Easter Eggstravaganza”

Oh Boy do I feel stupid as this pesky rabbit again. Lee has (at Duncan’s suggestion) made me into the Easter Bunny, and I have hidden an easter egg in this edition. To win an Easter egg all you have to do is write to Jacqui Dunkerley and say on which page (by what article)I have hidden the egg.

I never get to have any of the eggs. Mick Daniels pinched all of mine last year – probably will this year.

Please send your answers together with your name and details to Jacqui “I always get lots of eggs at Easter, all my mates send me an egg, I’ll have you know” Dunkerley Room 7233 Norcross to arrive no later than Friday the 25th of April 2008. Please remember that only members of the Fylde Central Benefits and Services Branch, excluding Branch Executive Committee can enter the quiz.

- the results “Party on Wade!” “Party on Grant.!” Party time most excellent! You all got the questions correct. Not! Answer 1 James Wade is a famous Darts player

Answer 2 Mike Myers wrote the film Wayne’s world Answer 3 Waders are sometimes worn by anglers Answer 4 General Wade presented a report to the King George I on the 10th of December 1724.

Answer 5 Wayne’s World first appeared as a sketch on Saturday Night Live Answer 6 “Everything about you” is by Ugly Kid Joe The winner was Dave Bevan from Warbreck House who received a box of chocs. That’s the last thing that you will hear from me! Not!!! Chris Wade

Springtime

Here we go again, winter is fast passing us by and spring is marching towards us, but what is “spring” and why does it happen?. Well, what happens is that the axis of the Earth tilts toward the Sun, this in turn increases the length of daylight hours as the latitude increases. The hemisphere (northern in our case) begins to warm significantly and it is this that is the cause of new plant growth, to "spring forth" as they say. It is this “springing forth” that gives the season its name.

As the snow begins to melt, rivers and streams swell with the runoff water and the spring rains. Most flowering plants start to bloom at this time of year, in a long succession beginning even when snow is still on the ground, and continuing into early summer. In normally snowless areas, "spring" may begin as early as February during warmer years, with subtropical areas having very subtle differences, and tropical ones none at all. Sub arctic areas may not see "spring" at all until May or even June, or December in the outer Antarctic. In fact, the common Old English word naming the season following winter was "lencten", "lengten" or "lenten". This word is related to our word "long", perhaps coming from a Germanic form something like "langiton" used about two thousand (2000) years ago. Possibly, the word was used for the season following Winter because this was the time when the Sun's path was noticeably higher in the sky and the time of daylight lengthened--you can see how similar the modern English word "lengthen" is to the Old English word "lengten"! This word survives in our Modern English "Lenten" or "Lent". This word is now most commonly associated with the Christian Lent holidays which take place in the Spring. Lenten originally was just the season name, however, and only began acquiring its Christian associations after the Anglo-Saxons (which is the name we give to the Germanic inhabitants of England who spoke Old English between about 600 and 1100 CE) were converted to Christianity. In fact,

the earliest use of it in a Christian context is from around 1020 CE. Spring Flowers While some gardeners can enjoy year-round blooms, this list of spring flowers is the very beginning of spring in most areas. Winter Aconite: These pale yellow blooms might be considered insignificant later in the year, but they are a joyous sight when they push through the snow! Witch Hazel: These shrubs are a wonderful yellow in the early spring garden. Some cultivars bloom red. Crocus: The earliest varieties, such as Crocus chrysanthus, Crocus sieberi, and Crocus tommasinianus, bloom through the snow. These are the small crocus, usually flowering in shades of purple or yellow. Hellebore: These are often known by common names such as Christmas Rose and Lenten Rose in areas with mild winters. Camellia: These beautiful shrubs have lovely blossoms in winter in mild climates or early spring in slightly harsher areas. Snowdrop: This is another early bulb that sometimes blooms even through the snow. Chionodoxa: This is commonly called Glory of the Snow. These pale blue flowers bloom as the snow melts.

A List of Spring Flowers for Early Spring Bloom Early spring brings rain, mud, and more flowers. Look for these favorites. Daffodil: The earliest Narcissi appear now, especially small cultivars like Tete-a-Tete. Iris Reticulata: The large iris are a summer pleasure, but this small beauty is an early spring treasure. Forsythia: This is a shrub that screams "Springtime!" Scilla: These small bulbs produce wonderful blue and purple blossoms. Anemone: The blanda species produces pale blue and white starry blossoms for the spring garden. Pussy Willow: Salix discolor and Salix caprea were standards in grandmother's garden, but new varieties have larger and more strongly-colored catkins to delight today's gardeners. A List of Mid-Spring Flowers Daffodil: These are the glory of the mid-spring blossoms. Large, late varieties like King Alfred and Mount Hood are brilliant even on rainy days. Tulip: On everyone's list of spring flowers, these are starting their long period of bloom in mid-spring. Rhododendron and azaleas: Both are just starting their springtime display.

Muscari: Often planted with daffodils and tulips, they hug the ground beneath those taller flowers. Redbud trees: Their branches are outlined with wonderful pinky blooms before their leaves appear. Dogwood trees: These are breathtaking in the spring garden. Magnolia Tree: The star magnolia, Magnolia stellata, is the first to bloom. Trillium: Just one of the many wildflowers that bloom before the large trees are fully leafed out. Ornamental forms of Cherry and Crabapple trees are beautiful in mid-spring. Hyacinths: These spring flowers bring scent as well as colour to the spring garden. Primrose: Jewels in the spring garden, Primula veris (Cowslip) and Primula vulgare (Common primrose) are the best known, but you will find many varieties are available in garden centers. A List of Late Spring Flowers Tulip: They will bloom all through spring. Full-blossomed forms like parrot tulips and peony tulips are usually the last to bloom. Magnolia Tree: Magnolia x soulangiana, the saucer magnolia, is a beautiful late spring bloomer.

Lilac: These shrubs fill the late spring garden with scent and color. Spiraea: These shrubs are an old-fashioned favorite. Peonies: These shrubs carry the garden from late spring into summer. Allium: Somewhat prosaically called 'flowering onion', their bloom is spectacular. Wood Anemone: Always lovely in the wilderness garden. Jack in the Pulpit: This wildflower is a favourite in spring.

Grant’s A”maze”ing “Egg”scape

Hi There <hoppity hoppity hoppity>

Those of you <wrinkles nose a couple of times> who tuned into our fab mag last year may remember me reporting that the dastardly Mick Daniels tends to steal all my Easter eggs – boo hoo!

See if you can help me locate my eggs by guiding me through the maze, I’m not very good with directions, but don’t let me get caught by that nasty fella, he’ll take them all again!!

Should I take route “A”, “B”, or “C” ? Answers should be sent to Jacqui “I’m quite good at avoiding Mick too I’ll have you know” Dunkerley, in room 7233, Norcross no later than Friday the 25th of April 2008. The winner drawn from a hat (like a rabbit) will receive a mystery prize.

A B C

I’ll have those eggs if you don’t mind!

Attendance Management Policy: Procedures and Advice Changes from February 2008 The PCS DWP Group Executive Committee have provided the following information: DWP Imposes Changes Changes were introduced to Attendance Management Policy, Procedures and Advice from 4 February 2008. These changes were not agreed by PCS as the changes to the continuous absence procedure, advice on consideration points and OHS report timescales reinforce a detrimental and dysfunctional system for warnings and dismissals. Continuous Absence Procedures The DWP Executive Team has decided to require monthly reviews under the continuous absence procedures. DWP claims that the purpose of this change is to “improve the support available to employees who are on long term sickness absence.” However there is no additional support provided by the change which simply requires more frequent meetings under stage 3 of a process which is the penultimate stage to dismissal/demotion. If the only reason for this change was supportive it would have been made under sickness absence, keeping in touch, procedures, rather than the dismissal process under attendance management. However, the proper purpose of attendance management is to support those employees unable to work due to serious illness with a likely prospect of return. The aim should be to welcome people back not to dismiss them. The top three reasons for long term absence in the Civil Service are neoplasms (cancer), mental disorders (including stress) and the circulatory system (including heart attacks). The DWP should be proud to support employees suffering from such causes of absence and continuously improve support available rather than focus on the dismissal process. Application of Special Circumstances PCS have been arguing for improved clarity about the application of the special circumstances which provide exceptions from warnings and should also be applied as reasons against dismissal or demotion. The amendment of Attendance Procedures paragraphs 6.2 and 6.6 reinforce the intention that the special circumstances must be considered at each stage of the formal attendance management process. However, the necessary clarity remains to be achieved. Consideration of Ill Health Retirement The amendment of paragraphs 4.14, 4.19, 6.4 and 6.6 to instruct managers that they must consider ill health retirement before dismissal reflects a recent Employment Appeal Tribunal (EAT) decision. The judgment was made in the case of First Leeds v Haigh at the EAT on 20 November 2007 that “where an employee is on long term absence on grounds of ill health and his pension scheme contains provisions entitling him to an ill health pension on grounds of permanent incapacity, an employer will generally be expected to give consideration to ill health retirement before dismissing for incapacity.” Consideration Points Confusion DWP has made some amendments to Q12 of the Attendance Advice which PCS believes are inconsistent with the long established application of DWP policy and common sense. The Attendance Management Policy Team is continuing to advise that an increased consideration point to support a disability or underlying health condition should be considered as separate from the usual consideration point. DWP has reaffirmed that a warning is not appropriate unless the absence level reaches or exceeds the usual consideration point.

However, this may result in a lack of common sense under a separate consideration point system when a warning is given when one consideration point has been reached and the other, for non disability/underlying health related absences has not. Further PCS guidance will be issued on this aspect of the Attendance Management Procedures. Medical Certificate Retention Period The retention period for both medical certificates and self certificates has been amended from 6 months to 3 years. This was done due to legal advice. OHS Referrals and Reports The amendment of paragraphs 6.4 and 6.6 of the Attendance Management Procedures and Advice Q17 so that OHS advice should be “usually within the last 6 months.” may result in grounds arising for unfair dismissal where a medical condition has changed or improved since the last report. The CSAB has considered a dismissal unfair when an employee had provided new information to the Decision Maker and had shown improvement in attendance. In the absence of an OHS referral the impact of these factors had not been tested or taken into account when the decision to dismiss was made. (CSAB report 2006/07 Appendix 4/32). Managers tend to rely on OHS advice but the decisive issue is whether or not the necessary reasonable adjustments have in fact been made. It is always good practice to carry out an assessment of a disabled person’s situation whether by consultation or obtaining a medical report. The failure to consult may have a consequence of rendering an otherwise potentially fair dismissal unfair. Timescales for Grievance The timescales for grievance in the Appendix 2 and Appendix 7 letter are clarified as “within 15 working days of the date of this letter.” PCS Demands Changes PCS is demanding more significant and substantial changes to the Attendance Management Policy, Procedures and Advice to meet PCS Policy Objectives. Abolition of the “must give a warning” policy was included as a demand in the membership ballot held in November 2007 and is a current campaign and negotiations objective. Further PCS update will be available first on the DWP Group website: www.pcs.org.uk/dwp.

Ground Floor, 34 Lisbon Street, Leeds LS1 4LX Tel: 0113 200 5300 Fax: 0113 200 5301

Email: leeds@pcs.org.uk

WADE SAYS…

“I had a great fall from this wall once.

Remember if you have an accident or a near miss accident then get it reported”

Attendance Management Consideration Points The PCS DWP North West Regional Committee have provided the following information: The DWP Attendance Management guidance changed again on 4 February 2008. PCS is opposed to the changes. However, all members who are given a raised “consideration point” need to be aware of the changes that have been made and how they might affect you. The consideration point is the number of days of absence after which formal attendance management action will be considered. A change to the guidance, first made from 22 November 2007, means that members with new or revised raised consideration points may now in effect, have two separate consideration points. The first will be for “the normal everyday illnesses that everyone is susceptible to” and “common illnesses that we are all prone to” This is 8 days for a full time member of staff. The second will be for your disability or underlying health condition. Members who receive a raised consideration point using this new advice must understand that illnesses should be recorded accurately. You should not be penalised for taking time off for illnesses which “everyone is susceptible and prone to” getting, as long as you do not exceed the consideration point for these illnesses. However, you could now be penalised if you have more days off with your disability or underlying health condition if your general health is better than your average colleague. Members who already have a raised consideration point before these changes may have had it defined differently. You are entitled to use your raised consideration point as defined when it was given subject to any review which must be discussed with you. If your manager wants to discuss your consideration point, always seek advice from PCS and always take a rep with you. Some members may have grounds for a case of unlawful disability discrimination. Also, if you have had more sick days than the usual consideration point of 8 days for a full timer and management have not taken formal action against you, you should have been notified of what your own, raised, consideration point is.

Know Your

Rights

Ok, so Grant’s egg maze was pretty rubbish. Here’s a real one for you, or your kid(s). There will be a mystery prize for the first one drawn after the 25th of April. Send your completed (correctly) mazes to: Jacqui “I have trouble with mazes isn’t that amazing?” Dunkerely, Room 7233 Norcross – Remember only members of PCS (excluding Officers and the BEC) can enter…

Name: Location: Extension:

Infectious/ Contagious Diseases The PCS DWP North West Regional Committee have provided the following information: “With an ever increasing number of warnings being issued to our members as a result of the attendance management policy we as a Regional Committee have been meeting regularly in an attempt to tackle the problem. We want to draw your attention to the policy on infectious/ contagious diseases. The part of the policy which we want to highlight is the part that states that: If an employee has a communicable disease that does not require them to take sick leave they should discuss this with their line manager. The line manager should consider what action, if any is required.

This could involve:

• Contacting the Atos Healthcare Helpline on 0141 228 8844 • Referral to the Occupational Health Service • Considering whether the employee’s health problem falls within the

definition of a disability.

Take for example staff who recently contracted the winter flu bug (Norovirus). With this virus the symptoms lasted approximately 24 hours, however having had the virus you were contagious for a further 48 hours following the cessation of the immediate effects.

Therefore, after the symptoms have elapsed the person is no longer sick. However, advice was to stay away from the workplace for 48 hours in this instance. In such a circumstance we would advise that you contact your line manager and explain that you are fit for work, however you are possibly contagious. Explain that unless told other wise by the employer that you will be coming in to work. If the advice your manager gives you, when considering what action to take, is that you refrain from coming into work, then request special leave as per policy and procedure.

A reasonable amount of time off can be given to enable employees who are medically fit for work to rehabilitate (not recuperate, which means to recover from sickness) or to have other health or disability related needs dealt with. Paid leave includes situations where employees are required to refrain from work based on professional/ specialist advice.

Gunner Grahams Army Game Quiz

2

“Left wheel I said left wheel not right wheel. Do you not know the difference between your left and your right!”

Sorry just practising my drill instructions with Jacqui but she doesn’t appear to know the difference between her left and her right.

Here are the questions to my army game quiz you dozy little men and women.

Question 1 “In the army now” was a hit record for which of the following:

a) Wet Wet Wet b) Duran Duran c) Bon Jovi d) Status Quo e) A Flock of Seagulls

Question 2 What metal was the star of Bilko? Was it Phil?

a) Gold b) Silvers c) Tin d) Copper e) Mercury

Question 3 In what War were there Hands Uppers and Bitter Enders

a) American War of Independence b) British Civil c) Roses d) Crimea e) Boer

Question 4 What sort of “camp” do new Army inductees go to, particularly a phrase used in the USA. Is it?

a) David b) New c) Scouting d) Boot e) Picnic

Question 5 What war concluded with the Treaty of Versailles. Was it

a) The Great War b) Boer War c) Crimean d) War of the Roses e) 100 Years War

Question 6 Which of the following battles were part of the Wars of the Roses? :- Clue Richard the Duke of York died? Was it

a) Huddersfield b) Warrington c) St. Helens d) Bradford e) Wakefield

Please send your answers together with your name and details to Jacqui “I think that they should bring back National Service, I’ll have you know” Dunkerley in room 7233, Norcross, to arrive no later than Friday the 25th of April 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.

Stand at ease and fall out!

Gunner Graham

Millions of workers face monitoring stress Millions of UK employers are reporting exhaustion, work-related anxiety and a deteriorating family life, according to extensive surveys of both employers and employees funded by the Economic and Social Research Council. The researchers say rising work strain is being caused by the use of information and communications technology (ICT) to monitor and check work continuously.

'ICT surveillance can seriously damage employees' well-being,' said Michael White of Policy Studies Institute, one of the authors of the research. Over half (52 per cent) of all British employees report a computerised system keeps a log or record of their work. Nearly one quarter (23 per cent) say that this information is used to check their performance. 'For me that was the most staggering finding,' he said, adding 'when you think about it, anyone working at a supermarket checkout, along with order-fillers and shelf-stackers - these all have their work picked up by computer systems. So do people processing paperwork for entry to computer databases, so do lorry and delivery drivers whose work can be tracked by satellite navigation, others involved in distribution, as well as city traders, and people on production lines where progress is computer monitored.

' The report concludes the main consequence of ICT surveillance has been a sharp increase in work strain, involving feelings of exhaustion, anxiety and worry related to work. Overall there is a 7.5 per cent increase in work strain for employees whose work is checked by ICT systems, compared with those in similar jobs but controlled by more traditional methods. ICT surveillance increased work strain on administrative and white-collar employees by 10 per cent. For semi-skilled and routine workers concentrated in manufacturing and distribution the increase was eight per cent when under ICT surveillance. A series of reports by Hazards magazine have linked increase surveillance to reduced productivity and increases in stress, RSI and workplace injuries.

TUC head of health and safety, Hugh Robertson, commented that many of these surveillance systems were in breach of guidelines from the information commissioner and that surveillance systems should only be introduced where they were agreed with the union and workers were fully aware of how they worked and what was and was not permitted.

AGM RESULTS 2008

AGM Election Ballot Results

Thanks to all the members who attended the AGM on 28th February and all those who couldn’t attend and submitted a postal vote. Here are the election results from the AGM, if you weren’t there or didn’t quite catch them. Branch Deputy Secretary (2 Posts) Gloria Hodgkinson = 132 Votes (Elected) Grant McClure = 123 Votes (Elected) Clark Nuttall 43 Votes (Not Elected) Assistant Treasurer Chris Wade = 113 Votes (Elected) Clark Nuttall = 61 Votes (Not Elected) National and DWP Group Conference Delegates Election Results National Election Results Elected Grant McClure = 94 Votes Martin Jones = 91 Votes Chris Wade = 84 Votes Michelle Kenyon = 64 Votes Dean Rhodes = 61 Votes Not Elected

Julie Dare = 52 Votes Lee Wallace-Dand = 41 Votes Clare Bat Or = 30 Votes

DWP Group Election Results Elected Grant McClure = 95 Votes Chris Wade = 92 Votes Michelle Kenyon = 76 Votes Dean Rhodes = 67 Votes Jacqui Dunkerley = 61 Votes Not Elected Julie Dare = 56 Votes Lee Wallace-Dand = 47 Votes Clare Bat Or = 35 Votes

Warbreck Branch Executive Committee Election Results Elected Craig Barrett = 72 Votes Dean Rhodes = 69 Votes Graham Lyndhurst= 63 Votes Clark Nuttall = 52 Votes Tracey Pierce = 51 Votes Malcolm Phair = 46 Votes Denise MacCallum = 46 Votes Emma Haslehurst = 45 Votes Alistair Mitchell = 41 Votes Danny Sullivan = 39 Votes Bridget Bottomley = 36 Votes Pete Childs = 36 Votes Not Elected Peter Windle = 30 Votes Tony Manning = 27 Votes Margaret Sykes = 25 Votes Elected as Branch Officer in previous Ballot Grant McClure = 109 Votes Chris Wade = 88 Votes Gloria Hodgkinson = 86 Votes I hope that these details are useful.

Duncan Griffiths

Jacqui’s Easter Riddler Just a quick riddler for Easter! I like a puzzle, I often say to myself “Oh why oh why did I do that”!! The riddle is though which of the Branch Officers is hiding behind the egg? Is it?

a) Me b) Martin “King” Jones c) Charlie Kingston d) Fred Claber e) Mick Daniels

Please send your answers together with your name and details to Jacqui “I think that there may be a clue in the picture, I’ll have you know” Dunkerley Room 7233 Norcross to arrive no later than Friday the 25th of April 2008. The winner will receive a mystery prize, probably an egg. Please remember that only members of the Fylde Central Benefits and Services Branch, excluding Branch Executive Committee can enter the quiz.

Jacqui

Another QUIZ

And Some

RESULT

Mick and Grant’s Valentines Quiz - the results We feel it in our fingers we feel it in our toes. Love is all around. Yes its Mick a Dee and Grantingtons back once again, with the results of our quiz.. Answer 1: “Love is all around” was a hit record for Wet Wet Wet

Answer 2: Herbie was the name of the car in the film “The Love Bug” Answer 3: “Love me do” by the Beatles was released in 1962 in the UK. Answer 4: Lee and Rachel got married to each other in 2007. Answer 5: “Desert loving in your eyes all the way” is the opening line to Culture Club single Karma Chameleon Answer 6: Ryan O'Neal and Ali MacGraw were the leading actor and actress in the 1970 film Love Story The winner was Lesley Tague from Warbreck house who received a mystery prize of a box of chocs.

Mick a Dee and Grantingtons

TUC calls for more from HSE Asbestos is a white collar killer Building workers may now be in the asbestos disease front line, but workers in asbestos containing buildings can also face a deadly risk. Law firm Leigh Day & Co has recovered over £170,000 in damages for former hospital manager Luc Nadal who developed mesothelioma, an asbestos‐related cancer, following his exposure at a hospital during the 1970s and 1980s. He worked as a charge nurse at Woodhurst Hospital near Crawley in Sussex. This meant he had to go into the basement area, which contained a boiler, and extensive pipework, which was lagged with suspected asbestos insulation. Documents obtained during the course of Mr Nadal's claim revealed extensive asbestos removal works took place at the hospital, but not until the mid‐1990s. The family of a Northumberland teacher who died after being exposed to asbestos at the school has also received a settlement. Patricia Cameron taught at Otterburn First School for five years from 1974 and developed mesothelioma as a result of exposure to asbestos lagging in the school's boiler room, which she used to visit regularly to hang children's clothes to dry. The case was recently settled without an admission of liability from Northumberland County Council, which nevertheless agreed an undisclosed compensation package. Evidence at her inquest revealed that Mrs Cameron's asbestos exposure was at levels associated with people who had worked in industry. There was no indication she had been exposed to asbestos dust other than during her employment as a teacher.  Rigorous enforcement of safety laws by a properly resourced safety watchdog must be a top priority, TUC has told MPs. The call comes in 

a TUC written submission to parliament's Work and Pensions Select Committee hearing on the work of the Health and Safety Executive (HSE) and Health and Safety Commission (HSC). The TUC says safety law is 'generally robust, but is undermined by a lack of enforcement.' It adds that staff cuts, a lack of funding and reorganisation have led to the watchdog's work being 'considerably curtailed.' Enforcement must be improved and must also address health issues, it says, 'with greater, more imaginative penalties'. TUC adds 'HSE/C needs to put worker involvement and safety representatives at the heart of its work.' TUC general secretary Brendan Barber commented: 'We are confident that the select committee will look at the real issues facing the HSE which relate to a lack of resources and a need for more priority to be given to enforcement.' He added: 'The recent occupational ill‐health figures are a stark reminder that the HSE must concentrate on developing a strong regulatory regime and that silly notions of overregulation and risk aversion are nonsense'. HSE statistics released in November 2007 showed occupational ill‐health was up 10 per cent on the preceding year, with the watchdog now 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.  Weakened HSE has  'dumbed down' role A 'serious weakening' of the Health and Safety Executive (HSE) and a 'dumbing down' of its strategy is leaving workers without adequate protection and at risk of deadly diseases, MPs have been told. In its submission to the Work and Pensions Select Committee inquiry into the 

operations and work of the Health and Safety Commission (HSC) and HSE, which heard evidence this week, the Institute of Occupational Medicine (IOM) questioned the watchdog's strategy and called for more emphasis on prevention and enforcement. IOM's written evidence to the select committee notes that budget cuts combined with a 'serious weakening of HSE's specialist expertise' and 'an increased focus on sickness absence and incapacity, at the expense of the control of risks at work and the protection of workers from exposure to hazards... means that HSE is under‐resourced to meet its core responsibilities.' IOM adds it has particular concerns in relation to occupational diseases, such as chronic lung diseases caused by dust and chemicals and occupational cancer. The submission is also scathing about HSE's strategy. 'The shift in emphasis towards the management of sickness absence, the weakening of HSE's specialist expertise and enforcement capability, the move towards subjective risk assessments and away from data gathering, and the low public and political profile of occupational health have, we believe contributed to a 'dumbing down' of occupational health and safety particularly health,' it says. IOM also warns 'HSE seems to be trying to do too much by cooperation and persuasion, at the expense of its role in giving strong and clear direction, and in strong enforcement.' The reduced enforcement threat means 'many companies think HSE is without teeth,' the submission notes.  Call to protect workers from RSI More needs to be done to protect workers from repetitive strain injury (RSI), physios' union CSP has warned. It says RSI rates have been rising in 

recent years and the problem now costs the UK economy £300m a year in lost working time, sick pay and administration. Health and Safety Executive statistics cited by the union show that there were 115,000 new cases last year ‐ up from 86,000 on the year before. The figures, released ahead of the 29 February International RSI Action Day, revealed that rather than being a problem just for office staff using computers constantly, construction workers such as carpenters and painters were also at high risk. CSP is calling on the government to promote the use of occupational health therapists in the workplace, adding that businesses need to make sure staff have regular breaks and risk assessments are carried out. It says workers should take measures including avoiding prolonged or repetitive tasks, using both hands for tasks and keeping warm to avoid strains. CSP spokesperson Bronwyn Clifford said: 'Why do we let this situation continue? Many thousands of people are suffering and employers are losing hundreds of millions of pounds every year through RSI. This is totally unnecessary as RSI can often be avoided with advice on appropriate equipment and safe working practices from occupational health physiotherapists.' She added: 'Government and employers must do more to protect the health of employees and prevent a further increase in RSI. We urge the government to promote the use of occupational health physiotherapists more widely and to work with the HSE to ensure that current legislation is adhered to by all employers.   Warning on work‐related suicides  Work‐related suicides could be killing over 250 workers in the UK each year, according to a new report ‐ more than die in workplace accidents. The news comes as a union‐backed case at the 

House of Lords confirmed the widow of a worker depressed after a workplace injury and who subsequently killed himself should receive compensation. 'Crying shame', the report published this week in the union‐backed Hazards magazine, said there are about 5,000 suicides every year in the UK in people of working age.  Japan ‐ where work‐related suicide or 'karojisatsu' in an officially recognised and compensated occupational condition ‐ estimates five per cent of all suicides are 'company related', equating to over 250 deaths a year in the UK. The problem could be getting worse, the report said. Figures released by the Health and Safety Executive (HSE) in November 2007, showed a sharp upturn in cases of work‐related 'stress, depression or anxiety,' with the total affected up to 530,000 in 2006/07 from 420,000 the previous year. The number of new cases reported in HSE's Labour Force Survey (LFS) analysis was up by 1,000 cases a week, to 242,000. A Hazards dossier included in the report highlights work‐related suicide cases in sectors including education, manufacturing, the health service and fast food. The House of Lords this week upheld a March 2006 Court of Appeal ruling that IBC Vehicles was liable for the suicide of Thomas Corr, 31, who became depressed after a work accident which left him suffering headaches, tinnitus and severe depression. Mr Corr's widow, Eileen, received legal support from his union, Unite. Confirming the company was liable, Law Lord Lord Bingham said: 'In the present case Mr Corr's suicide was not a voluntary, informed decision taken by him as an adult of sound mind, making and giving effect to a personal decision about his future. It was the response of a man suffering from a severe depressive illness which impaired his capacity to make reasoned and 

informed judgments about his future, such illness being, as is accepted, a consequence of the employer's [actions].' He added: 'It is in no way unfair to hold the employer responsible for this dire consequence of its breach of duty, although it could well be thought unfair to the victim not to do so.' Suspend the board after work deaths Sanctions including far‐reaching improvement orders, substantial fines, court‐ordered publicity and in the worst of cases, suspension of all or part of the board of directors, should all be at the court's disposal when sentencing for corporate manslaughter or homicide, under the new law to take effect next month. Ray Hurst, president of the Institution of Occupational Safety and Health (IOSH) said: 'We're keen that those organisations found guilty of this grave offence are required to make the fundamental changes needed to improve their leadership, systems and cultures.' He explained: 'Poor practices and behaviour patterns may have developed over several years and long‐term commitment is required to bring about a reversal in this. Some fairly radical measures may be needed, for example, where there have been extreme cases of collective senior management failure, the courts may consider it's in the best interest of public and employee health and safety for all or part of the board to be suspended. In such situations, alternative governance arrangements will be needed to ensure the safe operation of the organisation.' He said where failings of senior management led to deaths, 'we must all look very closely at what went wrong and learn lessons. Sentencing can be a useful tool for achieving improvements far wider than in just the convicted organisation itself.' 

King Jones Easter Quiz,

Real Easter that is.

This is not a real Easter. Can you believe it they have “modernised” the school’s Easter Holiday so that we have “Easter” and “Not Easter” holidays resepectively. Modernisation is just another name for change and as a wise man once said “All change is bad”! Question 1 What cakes do people traditionally eat on Shrove Tuesday? Is it? :

a) Cup b) Pan c) Date and Walnut d) Potato e) Carrot

Question 2 On which day of the week do Monarch’s like myself traditionally hand out money at Easter? Is it?

a) Monday b) Tuesday c) Wednesday d) Thursday e) Friday

Question 3 What Wednesday comes after Shrove Tuesday? Is it?

a) Birch b) Oak c) Palm d) Willow e) Ash

Question 4 Which of the following Bond actors were in the film the Long Good Friday. Was it?

a) Piers Brosnan b) Roger Moore c) Timothy Dalton d) Sean Connery e) George Lazenby

Question 5 Which of the following days is during Lent? Is it:

a) Mothers Day b) Fathers Day c) Grand Parents Day d) Children’s Day e) Christmas Day

Question 6 Nick Easter has played at Rugby Union for which of the following International teams. Is it?

a) New Zealand b) Wales c) Ireland d) Scotland e) England

Please send your answers together with your name and details to Jacqui “I really like Easter Eggs I get dozens sent to me every year, I’ll have you know” Dunkerley Room 7233 Norcross to arrive no later than Friday the 25th of April 2008. The winner will receive a £20 voucher. Please remember that only members of the Fylde Central Benefits and Services Branch, excluding Branch Executive Committee can enter the quiz. I’m off to campaign for the restoration of the real school Easter Holidays.

King Jones

Sick Absence Management Isn’t Working……

Easter Easter commemorates the resurrection of Jesus Christ. It is the most important Christian festival, and the one celebrated with the greatest joy. The date of Easter changes each year, and several other Christian festivals fix their dates by reference to Easter. Churches are filled with flowers, and there are special hymns and songs. But not all Easter customs are Christian; some, such as the Easter Bunny, are Pagan in origin.

The Easter story is at the heart of Christianity On Good Friday, Jesus Christ was executed by crucifixion. His body was taken down from the cross, and buried in a cave. The tomb was guarded and an enormous stone was put over the entrance, so that no-one could steal the body. On the following Sunday, some women visited the grave and found that the stone had been moved, and that the tomb was empty. Jesus himself was seen that day, and for days afterwards by many people. His followers realised that God had raised Jesus from the dead

This is the hidden Easter egg

Notice of the 2008 Branch General Meeting to Mandate

Delegates to PCS Group & National Conference

The details of the meeting are as follows: Date: Wednesday 14th May 2008 Venue: Warbreck House Canteen Time: 2.00pm

For further details please contact:

Duncan Griffiths Branch Secretary R7233, Norcross

Ext: 63484

DWP GROUP ELECTIONS – 2008 YOUR CHANCE TO INFLUENCE YOUR PAY AND YOUR TERMS AND CONDITIONS

If your ballot paper goes to your home address, please take these pages home with you!

The purpose of this article is to inform members that from Thursday 24th April 2008 onwards you should receive your DWP Group Executive Committee Election ballot paper. The DWP Group Executive is an important body within PCS negotiating and campaigning on items such as: a. Departmental Pay b. Conditions of Service, Annual Leave, etc c. Health and Safety matters such as screens, risk assessments across the Department. The Branch Executive Committee and the Annual General Meetings support the following list of candidates: Group President: Jane Aitchison Vice Presidents: (5) Alan Brown Martin Cavanagh Martin John John McInally Laura Martin Assistant Secretaries: (7) David Burke Christine Cuthbert Stewart Dalley Sam Hall Tom Penn Dave Richards Rob Williams Organiser: Fran Heathcote Treasurer: Bashir Chilwan Group Journal Editor: Alan Smith Committee: (21) Dave Alston Carol Revell Paul Barton Sian Ruddick Alison Carass Jagdeep Sandhu Jason Ferraby Nigel Sheahan Helen Flanagan Melanie Sinclair Janice Godrich Derek Thomson Gavin Hartley Yvonne Washbourne Melissa Howe Steve West Martin Jones Katrine Williams Adam Khalif Carol Worthington Dave Owens The above candidates, if elected, will campaign for the issues on the following page (not exhaustive):

PAY – A return to national pay bargaining, a minimum wage in line with the European Decency Threshold and all staff to reach their maximum within 5 years. Opposition to Performance Pay. All pay awards must be equality roofed to ensure that they are not discriminatory. p

HEALTH AND SAFETY – Full support for members’ Health and Safety rights of work. The above candidates support the Branches in ensuring safety in a key issue- issues such as windows falling out at Preston, ensuring the employer conducts proper Risk Assessments across a range of working environment issues and procedures, lighting (the ability of members to have some control over their environment) and for proper local consultation our Health and

afety issues. S CONDITIONS OF SERVICE – The harmonisation of pay, grading and all conditions of service for all DWP members on the basis of the best terms from each Agency. For improved policies on Equal Opportunities and Domestic Violence, improved procedures on promotion vacancy filling and transfers and improvements to sick absence rocedures. p

Although there is a long way still to go these candidates have already succeeded in preventing the Department’s sick absence procedures from becoming even worse and are seeking to curtail the procedure of semi automatic warnings after only 8 days absence. A degree of common sense is now expected. For the abolition of the PDS Appraisal ystem. s

S TAFFING – Against casualisation and for more permanent staff. INDUSTRIAL RELATIONS – A cautious approach to any Partnership initiatives from senior management. For improved industrial relations, adequate time off for PCS representatives and an insistence that PCS must remain an independent Trade Union with the explicit right to actively campaign against and fully oppose any of the employer’s roposals. In favour of fully open negotiations. p

PRIVATISATION – A high profile campaign to oppose any further privatisation of work and for the return of work lready privatised back into the public sector. a

W IDER ISSUES – For a better and fairer benefits system which alleviates and not perpetuates poverty. We would encourage members to vote in the forthcoming elections and we hope that you will consider voting for the bove candidates. a

If your ballot paper goes to your home address, please take these pages home with you. If you have any further questions please do not hesitate to contact your Branch office.

'Serious risk' of new migrant tragedies

Many migrant workers are being put at 'serious risk' by cost-cutting employers who aren't providing sufficient training or suitable supervision to new recruits, safety professionals' organisation IOSH has said. IOSH president Ray Hurst, speaking ahead of the fourth anniversary of the death of the Morecambe Bay cocklers, said: 'We know that between 2002 and 2004 in the agriculture sector another 11 migrant workers were killed in addition to those who perished at Morecambe Bay. What we don't know is how many were killed in other industries.' He added: 'Migrant workers are entitled to the same protection of health and safety legislation as other workers regardless of whether or not they work illegally. But the reality is that with many migrant workers keen to earn as much in as short a time as possible, taking on jobs with existing safety concerns and their lack of understanding of the UK health and safety system, they are a vulnerable group and at greater risk.' Half of the respondents to a survey by IOSH's food and drink group said their organisation's health and safety policy did not address how non-English speaking employees were informed, instructed or trained in health and safety. Almost half (46 per cent) of companies provided the same health and safety training packages to non-English speaking employees as to English speakers, while 42 per cent offered English lessons to staff, although these were general and not specific to the company or industry. 'We might not suffer another disaster on the scale of Morecambe Bay again, but with 5 million migrant workers in the UK and the apparent lack of action by employers we could be inviting tragedy to the door of our workplaces again,' Ray Hurst said. 'I hope the Gangmasters Licensing Agency (GLA) and the Health and Safety Executive (HSE) will heed our warning, and seek to better protect migrant workers in the workplace.'

Some information about…

…Lytham St Annes

The twin towns of Lytham and Saint Annes are nowadays jointly referred to as Lytham St Annes as their separate boundaries are virtually indistinguishable, although residents may beg to differ, for old loyalties die hard. Lytham is a quieter, less commercially developed resort when compared to its immediate northern neighbour, Blackpool, and for this reason it is much favoured by older people and those who seek a more peaceful seaside experience. It has extensive golden sands, and because the sea lies a good way out, and the tidal race is slow and gentle, it is an ideal place for small children, and its shoreside facilities reflect this. There is a well established with a main promenade near the central pier, where visitors may walk amongst the ornamental gardens overlooking the sea. The old Victorian pier, which lies centrally on the beach has been totally renovated in recent years, and its former elegance has been enhanced by new facilities for refreshments, ice cream kiosk, toilet facilities and an amusement arcade for small children. On the beach one may find the traditional donkey rides which seem to have suffered very little by the march of time.

Close to the promenade is the famous Lytham Green and Windmill. Lytham has an excellent shopping centre, with many quaint shops as well as the larger stores. There are facilities for tennis and bowls at Lowther Gardens and at Fairhaven Lake, there are sailing dinghies, rowing boats, motor boats and water skiing. St. Anne's is famous for its golf links, there are four championship courses, the Royal Lytham and St. Anne's, St.Anne's Old Links, Fairhaven and Lytham Green Drive. Lytham is also a good winter venue with its games arcade on the pier with good basic café facilities on-site.

Charity warning on bullying at work Bullying in the workplace is 'endemic' in the UK, affecting 80 per cent of employees, the Samaritans has warned. The charity said a third of those it surveyed were so unhappy they had considered leaving their job. Its research identified young employees as the group most vulnerable to stress, and the least able to discuss concerns with managers or colleagues. The findings are published as part of the charity's campaign to highlight the importance of mental health at work. 'Job-related stress has a serious and unrecognised impact on the health of the nation and the economy, affecting concentration and efficiency,' said Samaritans spokesperson Joe Ferns. Half of those questioned admitted they were worried about the impact stress was having on their health - and the same proportion said they had seen a colleague reduced to tears at work. A third felt employers ignored the problem, while just under half felt their bosses were prepared to put them under pressure to get as much work out of them as possible, regardless of the consequences. The charity has designated 1 February as 'Stress Down Day', a celebrity backed initiative forming part of its efforts to encourage a greater awareness of the importance of good mental health at work. TUC has backed the findings. 'Workplace bullying can take many forms but it always causes stress and anxiety for victims,' said TUC general secretary Brendan Barber. 'If bullies are allowed to dominate a workplace, staff morale and productivity will suffer, so employers have a clear incentive to stop bullying.' Confused policy leads to fines mess The government is 'schizophrenic' on workplace health and safety enforcement, setting improvement targets and talking tough in the aftermath of major accidents but then espousing deregulation and less enforcement by a pared back Health and Safety Executive (HSE), according to a new report. 'True, average fines continue to rise, and the level at which fines were once deemed 'extraordinary' - £100,000 and above - is looking less unusual every month. But underlying this, most fines - particularly those imposed on larger companies - are unlikely to make much of a dent in their directors' annual bonuses, let alone the company's profits,' writes Health and Safety Bulletin editor Howard Fidderman. He adds: 'To an extent, the sentencing mess that engulfs health and safety has to be seen against a government approach to enforcement that might charitably be described as schizophrenic: the early years of the first Blair government saw additional funding for the HSE, the Revitalising health and safety strategy and its 44-point action plan for reducing injuries and ill-health, and encouragement from ministers to 'get tough' in the immediate aftermath of successive major accidents. This has given way in recent years to cuts in the HSE's budget (5 per cent year-on-year over the next three years), knee-jerk reactions to a 'compensation culture' that the government knows barely exists and, most importantly, a 'better regulation' agenda striving to remove 'burdens' on employers that is generally perceived as stemming from a deregulatory agenda. Amidst such messages, it is no surprise that judges and magistrates are getting it so wrong so often.'

Work stress causes heart disease Stressed workers suffer a greatly increased risk of heart disease, a study of UK civil servants has found. Stressful jobs have a direct biological impact on the body, the research indicated. The study reported online by the European Heart Journal focused on more than 10,000 British civil servants, part of the ongoing Whitehall II study. Those under 50 who said their work was stressful were 68 per cent more likely to develop heart disease than the stress-free. Between 5 and 10 per cent of the group were chronically stressed. Physical effects were more pronounced on weekdays, pointing to a work link. The stressed had less time to exercise and eat well - but they also showed signs of important biochemical changes. As well as documenting how workers felt about their job, researchers monitored heart rate variability, blood pressure, and the amount of the stress hormone cortisol in the blood. They also took notes about diet, exercise, smoking and drinking. They then found out how many people had developed coronary heart disease (CHD) or suffered a heart attack and how many had died of it. Lead researcher Dr Tarani Chandola, of University College London, said: 'During 12 years of follow up, we found that chronic work stress was associated with CHD and this association was stronger both among men and women aged under 50.' While these younger workers seemed to be more at risk, the findings were the same regardless of the status of the worker. Previous studies had suggested those in lower employment grades may be more at risk. 'We did not find strong evidence that the effect of work stress on heart disease is worse for those in lower grades - the effect of stress was pretty much the same across different grades,' said Dr Chandola. 'However, later on in the study, some parts of the civil service underwent considerable change in their working environments, including privatisation. We are currently exploring whether the effects of these changed work stress levels, partly brought about by privatisation, are particularly deleterious for those in the low grades of the civil service'. TUC general secretary Brendan Barber commented: 'This provides further evidence that stress is not just a major cause of mental health problems but is also often behind serious, and sometimes fatal, physical diseases.' The Whitehall II researchers have previously identified lack of control as the most important factor raising stress at work, with those in low-status jobs who were required to follow the orders of their bosses more stressed and likely to die sooner.

Maundy

Thursday Maundy Thursday is the Thursday of Holy Week (the Thursday before Easter). It was the day on which Jesus celebrated the Passover with his disciples, sharing a meal with them which we call the Last Supper. In those days it was usual for a servant to wash the guest’s feet on arrival. On this occasion there was no servant present and none of the disciples volunteered to do the menial task. Instead, Jesus got up and washed his disciples feet, giving them an object lesson in humility and service. In some churches priests carry out a ceremonial washing of the feet of twelve men on Maundy Thursday as a commemoration of Christ's act. In Britain it is still customary for the sovereign to give 'Maundy Money' to a number of male and female pensioners - one man and one woman for each year of the sovereign's age. The money is contained in two purses: one red and one white. The white purse contains specially minted coins - one for each year of the sovereign's life. The red purse now also contains money, in lieu of gifts which used to be offered to the poor. Up to the time of James II the sovereign also washed the feet of selected poor men. The word "Maundy" comes from the Latin for 'command' (mandatum). It refers to the command given by Jesus at the Last Supper, that his disciples should love one another.

Life in the freezer by Duncan Griffiths

No it’s not an Attenborough programme about the struggle to survive in the extreme cold but it’s about the strike action on 17th and 18th March 2008. Background to the dispute In the Civil Service there are two key elements to any pay offer to consider. First is the Pay Rise element. This is how much the pay scale increases by; it is sometimes also called the “cost of living rise”. It is distinct from Pay Progression, which is the time that it takes to move from scale Minima to scale Maxima. This used to be as little as 4 to 8 years in the 1980’s. Pay Progression used to be a separate issue from Pay Rise and was something that members received annually. This was deliberately blended by the employer in the early 1990’s to try and confuse staff into believing that they were getting a higher pay increase than they were.

As far as the Pay rise element is concerned in the 2007/ 08/ 09 DWP pay offer there was a two percent pay rise for all staff in the first year, there is a zero percent pay rise for year two and a one percent pay rise for year three. As far as Pay Progression is concerned for the AA Grade it will take 4 years to move from scale minima to scale maxima, and for the AO, EO and HEO grades it will take 6 if the Pay Progression system in the 2007/ 08/ 09 DWP Pay offer were to be replicated for future years.

However one of the reasons why the Pay progression rate has improved is due to the fact that the Maximas are being artificially restrained and in essence members are moving up a scale that is falling down in real terms. The fundamental principle at stake is that it is unacceptable that the pay rise element is suppressed to increase pay progression (as it has been in this pay offer) however it is equally unacceptable that the pay progression monies are used to fund pay rise elements, which has been the case for the past 14 years. It must also be recognised that All members of staff are entitled to a Pay Rise which at least compensates for the effects of inflation, AND those not on the max are also entitled to Pay Progression to get them to max in a reasonable period of time.

If this does not happen the following will take place. Option 1 No one gets a pay rise and people move up a scale that is falling down in real terms, or Option 2 The scale moves up i.e. there is a pay rise but staff cannot attain the rate for the job and are paid thousands of pounds less than colleagues are, in perpetuity. Campaigning action This is the reason why we took action on 5/ 6 December and again on 17/ 18 March 2008. We do not take action lightly, but realise that when the employer is cutting our wages in real terms of circa 10% over three years then you have to do something about it. The Pay Freeze No one gets a pay rise in 2008. Some people may get a pay progression if they are below scale maximum. The Real Freeze On 17th and 18th March 2008 it was cold. Real cold. I arrived at the Norcross Main gate at 6:30 am to see the first of the many people sneaking in to try and live with their conscience. The weather looked nice but it was deceptively chilly. Funny how many people work for SPVA at Norcross who come in that way. Lee Wallace-Dand and I staffed the main gate, whilst my colleagues Mick Daniels and Grant McClure took Robinson House gate. Funny I thought it was cold, however Mick and Grant opted for the shades and summer approach (see picture ). The cool obviously don’t suffer

from the cold. The Big Freeze Day two. Lee changed into Gloria Hodgkinson. And it was no warmer in fact it was colder. I continued to look like ET ( see picture). Thanks for all the people who have supported the campaign. For those who didn’t, then please think about the issues and the importance of what we are all campaigning for.

Duncan

Fylde Central Benefits & Services Branch

More Maundy Thursday

Maundy Thursday is the Thursday before Easter. Christians remember it as the day of the Last Supper, when Jesus washed the feet of his disciples and established the ceremony known as the Eucharist.

The night of Maundy Thursday is the night on which Jesus was betrayed by Judas in the Garden of Gethsemane.

The word "maundy" comes from the command given by Christ at the Last Supper, that we should love one another.

In Roman Catholic churches the anthem “Mandatum novum do vobis” (“a new commandment I give to you”) would be sung on Maundy Thursday.

In many other countries this day is known as Holy Thursday. Maundy Thursday ceremonies In Britain, the sovereign takes part in the Ceremony of the Royal Maundy. This ceremony, held at a great cathedral, involves the distribution of Maundy Money to deserving senior citizens (one man and one woman for each year of the sovereign's age), usually chosen for having done service to their community. They receive ceremonial red and white purses which contain coins made especially for the occasion. The white purse contains one coin for each year of the monarch's reign. The red purse contains money in place of other gifts that used to be given to the poor. In the 17th century, and earlier, the King or Queen would wash the feet of the selected poor people as a gesture of humility, and in remembrance of Jesus's washing the feet of the disciples. The last monarch to do this was James 2. The ceremony of the monarch giving money to the poor on this day dates back to Edward 1. Pedilavium: the washing of the feet Roman Catholic Church services feature a ceremony in which the priest washes the feet of 12 people to commemorate Jesus's washing the feet of his disciples. It was common in monasteries throughout history for the Abbot to wash the feet of the monks in a similar gesture. Some other churches nowadays also have foot-washing ceremonies as part of their Maundy Thursday services. The consecration of holy oil In Roman Catholic churches, Maundy Thursday is the day on which the supply of anointing oil to be used in ceremonies during the year is "consecrated". This is done at a special "Chrism Mass".