Forestry Commission Trade Unions - www.fctu.org.uk

Support the Day of Action - 10th November

Pay in the public sector has been capped at 2%, and with the rate of inflation running much higher than this PCS members - including those of us in the FC - have voted to take action to protect low earners and our standard of living.

We have all had an opportunity to take part in a democratic ballot (click here to see the ballot result) and it is now important that all members show their support for the days of action being considered. It is likely that the first day of action will be a national strike of all PCS members on the 10th November 2008. This allows the Government a three week period in which to return to the negotiating table and engage in a meaningful dialogue about scrapping the 2% pay cap.

Government Pay Policy

Due to the policies of the current Government, pay rises across the Civil Service - including those for us in the Forestry Commission - are being capped at 2.0%.

This is at a time when official inflation is running at more than twice this figure - 5.0% (RPI in July '08); and many household bills are rising much faster than this.

Over the last year the average price of food has risen by 10.6% and petrol prices are up by 24%. (source: BBC News)

Impact on FC Staff

We are currently waiting for news on the FC's pay offer for 2008, but if it is in-line with the Government's policy - which we fully expect it to be - then it will have a serious impact on our pay.

The table to the right show how the real value of our pay will fall if the 2.0% cap is imposed on FC staff. For example long serving staff in pay band 6b earning £18,271 will need a pay rise of £914 just to keep pace with inflation. However under the government's policy they will receive just £365 - a loss of £549.

Loses on this scale will cause real hardship and difficulty for some FC staff and that is why we believe that all union members in the FC should join colleagues right across the Civil Service and campaign for a YES vote to support action in defence of our pay.

As public servants we deserve to be treated better than this - we are the victims not the cause of inflation.

Campaigning Works

Thanks to our hard work to date we can demonstrate that standing together against unfair policy DOES WORK and it is important that you support the campaign even if you are in a small or rural location. Since 2004 we in PCS have been successful in:

• protecting our pension scheme,
• securing a protocol to avoid compulsory redundancies,
• stopping attacks on our sick pay, and
• winning agreements on privatisation.

By acting together we have shown that campaigning works and we now need to stand together on pay.

PCS is campaigning for a pay rise at least in line with inflation.

Message from Allan Mackenzie

It is vitally important that we all support the action on the 10th November if it is necessary to protect our standard of living and to support of our colleagues throughout the Civil Service.

Many people will be reluctant at this time of financial uncertainty to forego a days pay. However if we allow this Government to continue with this 2% pay cap over the next three years then you will be locked into pay cuts in real terms for that period. Also the value of your eventual pension will be devalued as a result of this policy. If we look beyond the next three years what bargaining power will we have if the Government of the day look back and see that we stood by and let this policy of capping wages continue and we did nothing about it?

At the National level the union is continuing to talk to the Government to try and find a fair solution for members. However you can only ask so many times for talks and when these requests fail, the resort to industrial action is inevitable.  It is important to remember that the employer for Civil Servants is the Government and that the current campaign is directed at the Cabinet Office and Her Majesty’s Treasury. The various departments that make up the machinery of Government include the Forestry Commission and they are instructed by Government to apply their policies and that includes capping our pay at 2%.

On behalf of the GEC I urge you to take time to consider the arguments, look to the future, consider what value the Government places on your contribution in providing a public service and support your fellow union members by taking strike action in support of achieving fair pay for all Civil Servants.

By negotiating campaigning and taking action only when necessary, we have defended civil service pensions, protected our sick pay arrangements and won an important new agreement on protection from compulsory redundancy — Now we must do the same on pay.

National pay dispute: supporting the action - Guidance for PCS Reps and Contacts

Guidance on Action Short of a Strike | Guidance on The National Overtime Ban

Creating a dialogue with members and potential members to support the strike action and action short of a strike is essential to win support. Members themselves need to be able to air their concerns and raise questions around the issues in order to make informed and positive decisions to support the action and become active in the campaign. Below are some of the common queries members might raise and some suggested responses. The list is not exhaustive and covers general points relating to the wider campaign. PCS representatives and activists should also consider other issues that are likely to be raised by staff and members specific to their own department, workplace or employer.

The individual legal and contractual rights information in this guidance generally applies to all employees. But only those who have joined the union can get help from PCS if there are any problems.

It is important to remember that strike action and action short of a strike is collective action. The more people who join PCS and take part in the necessary action, the stronger and better our chances of achieving our demands.

Questions and Answers

What are the demands of the campaign?

• Consolidated basic pay increases at least equal to the Retail Price Index;
• Remove pay progression costs from budgets for increases;
• Fewer separate pay negotiations;
• Funding to remedy equal pay problems;
• No link between pay and performance appraisal;
• An end to pressure for regional pay.

Shouldn’t we be trying to sort things out by talks and negotiations rather than taking action?

As ever, PCS will do all it can to proceed by discussion and negotiation. Strike action is very much a last resort. We want to reach a negotiated settlement. We are talking to Ministers and officials. With the ballot result we will continue to press the employer to come to an agreement over our demands in order to avoid strike action. But in the absence of a positive response it is vital that the programme of industrial action is well supported because as we have learnt by experience – the employer does take notice!

What will taking national action achieve?

By taking action previously we have prevented threatened large scale compulsory redundancies, protected paid sick leave, and secured the best pension terms in the public sector, all through being prepared to take action.

Why now?

We have reached a critical stage in our campaign. Members cannot live with pay that falls well short of inflation. We are hearing from members who are having to take on second jobs just to afford necessities like food and clothing; that are struggling to keep up with fuel bills; have had to sell their car because they cannot afford to keep it on the road; cannot afford a family holiday; can’t afford to get on the housing ladder or have even had their homes repossessed because they have not been able to keep up with their mortgage repayments.

Members are being told by the government that we need to tighten our belts. But in reality for many of us there is simply nothing left to tighten.

What is our argument about pay progression?

We want a level playing field. Pay progression costs should be funded separately, as is the case elsewhere in the public sector, so that more money is available for basic pay increases.

In other parts of the public sector, progression is accepted as an existing commitment, not part of the cost of living increase. Separating these matters could be agreed without tearing up the government’s overall pay policy. We estimate that funding pay progression separately from cost of living increases in the civil service and related organisations would cost not more than £300 million. A drop in the ocean compared to the billions being spent in bankrolling the bankers.

Are we asking for too much in these times of economic crisis?

We simply want to protect the living standards of our members with inflation level basic pay increases and fair pay progression arrangements.

This can easily be afforded and is a drop in the ocean compared to the billions being spent in bankrolling the bankers.

The financial crisis is not of our making, but we are being asked to pay for it, while those who have benefited are being bailed out.

What is the NEC strategy?

Members have voted for a programme of action. This will begin with a national one day strike on 10 November. Following this, there will be an on-going national overtime ban. Then, unless there is positive progress by the government towards a settlement, there will be a series of separate weeks of sectoral campaigning by all members affected by the government’s pay policy. The NEC will meet after November 10 to review the situation and determine the dates for sectoral action if it’s needed. These sectors are divided into the following:

• Finance, tax and borders
• Culture and Media
• Law and justice
• Health and welfare
• Defence, trade and foreign affairs
• Transport, environment and local government
• Education and skills
• Devolved administrations.

Each area is also looking at organising the equivalent of a one day strike. In some areas this may be spilt up into lunchtime and half day walkouts. These special weeks will allow us to organise highly effective, well timed action which will have the maximum impact on our employers and the government. By targeting specific areas, they will be designed to highlight the vital services that our members deliver.

In the run up to 10 November, and during the following overtime ban and targeted action, we will be explaining our case through the media, advertising, leafleting and parliamentary campaigning.

Will meeting our demands mean rises in inflation?

The government has capped our pay increases at 2%, less than double the current rate of inflation, because they say rises above this rate would be inflationary. But our wages don’t cause price rises. We are the victims of inflation – not the cause of it.

No serious economist has suggested that giving public sector workers pay increases that at least keep up with the cost of living would be lead to rises in inflation. Rising inflation is due to rising costs in food, energy and fuel.

Without a decent pay rise, public servants cannot save, and are cutting back on what they spend – far from helping the economy, this damages it.

Is a turnout of 35% not very high?

The turnout compares favourably to other industrial action ballots, particularly as it is a national one. It also compares well with elections such as local authority ballots. If we were allowed to ballot in the workplace rather than just by postal ballot the turnout would likely have been higher but government legislation prevents us from doing so. 35% is actually a very respectable turnout.

Isn’t the Yes vote of 54% for strike action quite a small majority?

We were asking members to support a programme of industrial action not just a one strike day, if the employer fails to meet our demands. This is more than has been asked of members before. Members are understandably concerned about losing pay in this difficult economic climate which hit the headlines during the ballot period. The fact that members voted 80% in favour of action short of a strike shows that there is definitely support for the campaign. Experience shows that many more members go on strike than vote for the action. The vote for strike action was by a majority and the democratic decision should be respected by all members.

Will I lose pay if I strike?

If you go on strike for one day your employer will deduct one day’s pay. If you take action short of a strike it is possible that the employer will threaten to deduct some or all of your pay. The legal position on this is complex, and PCS will examine the legal position closely and resist any such deductions. Management never give workers something for nothing. We need to make sacrifices now to prevent greater losses in the future.

I can’t afford to lose my pay.

The question really should be ‘can we afford not to strike?’ It is clear that the detriment of accepting the governments below inflation pay limit would be far greater than any loss of wages involved in the strategy we are following.

For example if you are earning £22,000 per annum a 2% pay rise would amount to £440. With the cost of living at 5% this would amount to a real terms loss of £660. This is illustrated in the table below.

 

2007 pay	£16,000	£22,000	£28,000
Pay rise Based on 2% pay cap	£320	£440	£560
Pay rise needed to maintain last year’s standard of living Based on current retail price index at 5%	£800	£1,100	£1,400
You could lose Real terms reduction in standard of living due to 2% pay cap	£480	£660	£840

 

If we allow these below inflation pay rises to continue our standards of living will suffer for years to come and could also effect our pension entitlement.

Why are we organising action across all areas around the UK? Why not just focus on the areas worst affected?

All members involved in the dispute are affected by the government’s pay policy. While there are separate pay disputes on-going it is The Treasury’s policy of limiting pay increases to 2% which is the sticking point. It prevents the separate bargaining units from being able to give members acceptable pay offers in line with inflation.

We also need to separate pay progression from pay increases and this is an issue that affects us all.

As these are national issues it clearly makes sense to tackle it by taking national action together rather than just relying on separate pay disputes.

Are other unions and their members involved in the campaign?

There are plans for the Law and Justice sectoral action to be coordinated with their sister unions.

The National Union of Teachers (NUT) are currently balloting their members on taking strike action over pay. This follows a very successfully supported one day national strike back earlier this year, when members of the NUT were joined by PCS members in the DWP uniting over the issue of pay.

Clearly we will look to coordinate action with other unions when it can strengthen our message and industrial impact. However, we cannot afford to rely on other unions taking action. While all public sector workers are suffering under the government’s pay policy, we do have the added misery of having our pay progression costs linked to budgets for increases. This is not the case for other public sector workers.

I have joined the union so when does my membership start?

Your membership begins from the moment you complete the application form, which could include signing up before, during or after the ballot or even on the picket line! We advise you to keep a copy of your application form. You are making the right choice by joining the union, because not only can we help you if needed, but you are adding to our collective strength which will help to get the dispute resolved.

Who was included in the ballot?

All members who are employed by a government department or a non departmental public body or agency covered by the Treasury’s public sector pay policy. This will not include members in some areas such as the PCS Commercial Sector because their pay policy is not directly controlled by The Treasury.

I’m on a fixed term contract/casual contract. Can I take part? What are my rights?

Your rights are the same as permanent employees. The law says that employees on fixed term contracts (which include so-called ‘casuals’) must be treated no less favourably than permanent employees.

I work part-time/job share/term time only so how much pay will I lose?

Pay deductions for part-time and job share workers is a complicated issue and how exactly it is calculated depends on your department.

The employer is entitled to recover salary to the value of hours not worked during industrial action. A day’s pay for full-timers, and term time workers working full-time in the weeks they are scheduled to work, is usually calculated by either taking one 31st of a month’s salary, or one 365th of an annual salary. We would argue that this method should also be used for part-time workers, although it is not ideal, because part-time staff can often lose a larger proportion of their salary than their full-time colleagues.

If something different is being done in your area or if you have concerns please contact PCS HQ.

Can I be sacked for going on strike?

No. It would be an automatically unfair dismissal if you are sacked for going on strike in a properly organised and legal dispute. This right applies from day one in the job.

Will it go on my employment record if I support the strike action and action short of a strike?
Because a one-day strike affects your pension and your pay it will have to be recorded.

I am on probation so can I take part?

Yes, because your rights as an employee and as a trade union member are the same as a permanent employee and are in place from day one in the job.

I am an agency worker so can I take part?

In order to take part in the ballot you have to have the same employer as permanent colleagues. As an agency worker you would usually be the employee of the agency, but this is sometimes not clear and there are cases which have been taken to employment tribunal to prove that agency workers are employees of the employer where they are placed. If you think this applies to you, please raise this with PCS HQ. Even if you are not taking part in the ballot, there are plenty of ways you can get involved in the campaign.

Where can I get more information?

Other local PCS representatives in your branch, other PCS branches in your area, your regional office and officials as well as PCS HQ.

I am a member of another union so can I take part?

Each union has to ballot separately on the industrial dispute it has with its members’ employer. If your union is not involved in the ballot/action then you would have to be careful about joining in because you could put your job at risk. There are lots of ways you can support the campaign by attending local PCS rallies, visiting picket lines, sending messages of support, writing to your MP or local newspaper or taking part in on-line opinion polls stating your support.

To be safe you should be a PCS member. You can join PCS or apply for dual membership if you work for an employer that has been balloted. This would then allow you to take part.

If you have any further queries please contact your group or regional office or the Protect Public Service Unit at PCS HQ on 020 7801 2771 or ppsu@pcs.org.uk.

Copyright © 2008 Forestry Commission Trade Unions, 231 Corstorphine Road, Edinburgh, EH12 7AT. The FCTU Website is intended to inform FCTU members about the activities of the FCTU and its constituent unions (PCS, Unite, Prospect, GMB, FDA). Any views expressed within this website are not necessarily those of the FCTU, its constituent unions, the Forestry Commission or of any individual member. Whilst we attempt to keep the information on this website accurate and up-to-date, neither the FCTU nor any of the above organisations accept any liability for any errors or omissions and as such cannot accept any liability for actions arising from its use. M