Seaforth Update

Border Force proposals to change shift patterns at Seaforth

As published to members on 25 November the branch were informed by Border Force management on Friday 20 November that due to the end of UK Transition arrangements on 1 January 2021 there is now an urgent business need to align the West Coast Ports (WCP) shift patterns with the International Trade (IT) team patterns at Seaforth with any resulting change to rosters starting on 1 January.

Given the short notice of the proposed implementation of the Roster to start on 1 January 2021, the branch escalated the issue to the PCS Home Office Group Executive Committee (GEC) who were due to meet that week for advice.

The late notification of the change of roster, which prevented due consultation with PCS, stemmed from the Port Operators decision to offer new customs services. Senior management informed PCS once they became aware of this as the expected period of consultation prior to implementation of a new roster could not take place.

PCS can confirm that prior to this announcement it had already been agreed to set up a working group in early 2021 to look at potential roster changes for later in the year to examine the impact of the end of the UK Transition arrangements which would allow members covered by any such changes to be consulted with a view to agreeing and acceptable roster for all concerned.

We are unprecedented times due to the decision to leave the European Union and the impact that the end of the Brexit transitional arrangements will have on our members. However, the implementation of any new roster must still adhere to all relevant departmental policy.

PCS and members were apprised of the proposed changes to the roster and a number of members contacted the branch to highlight issues which were:

• The proposed introduction of 05:00 starts. The AHW policy is clear that pre-06:00 starts should be avoided unless there is a business need.

• Is the roster compliant with AHW policy to adhere to 1 weekend off every month.

PCS contacted senior management and it was agreed drop-in Skype sessions would be set-up to enable members to express their views and to make management aware of what issues the changes would generate. Those sessions have started and are scheduled to continue up to 22 December.

The queries raised by members with PCS were answered in written communications sent to staff from management in the form of FAQs.

PCS have had written confirmation that the roster is compliant in terms of the one weekend off per month although this is not clearly shown on the rota. PCS have asked that members be told in good time which weekend they would be stood down to show the department's commitment to the work/life balance of its' staff. Management have confirmed that members will be informed before Christmas. Members should let us know if they do not receive confirmation of their weekend off as agreed.

PCS have received written confirmation that the proposed working group to look at longer term arrangements will start in January and management have asked for volunteers to join. PCS would encourage members to get involved. The priority issue the working group should focus on initially is the 05:00 starts. Once the roster is in action evidence should become available that will justify continuation, suggest adjustments or see the removal of the need for 05:00 start times.

Members have told PCS that they have concerns that by commencing the unagreed roster, including the 05:00 starts, that it would become a permanent part of their contract if worked for 3 months or more and could never be changed. Management have offered assurances to PCS that this is not the case and that it is a temporary roster that is subject to review.

Any further questions or issues should be directed immediately through members direct management chain in the first instance. Any evidence of non-compliance with the AHW policies or discriminatory or unsafe practices should be escalated to the branch for further investigation.

As we no longer have any PCS reps based at Seaforth, or in Border Force in Liverpool, we would ask members to consider becoming a rep to liaise directly with members and management. Good industrial relations with reps who work in the area they represent is always beneficial and given the likely constant changes to port work next year once Brexit kicks in this will be a good time to get involved. Look out for the call for nominations to become a rep in the New Year.