Heathrow PCP 

On 8 August the Chief Operating Officer announced the “Heathrow Change Project” to the staff at Heathrow. This is a 2 Phase project and a direct attack on those staff on AAA (Annual Attendance Allowance) and SDA (shift disturbance allowance) employed at the PCP (Primary Control Point – passport control). Members will not be surprised to know that this has resulted in a strong reaction from those on legacy terms and those on AHW (Annualised Hours Working) with Flexible Working Requests and Reasonable adjustments.

Phase 1

Border Force have stated that after the 17 March 2024 no one employed on the PCP will be on legacy Allowance (SDA or AAA).

There are 235 Officers retaining Legacy Allowances currently employed on the PCP. The proposal is to give these Officers 3 choices, with the individuals having to make their choice by 6 October.

Phase 2

This phase of the project will see the production of a new roster based on team working and all staff (AHW, SDA and AAA) having any current reasonable adjustments or flexible working requests reassessed. All of which needs to be completed prior to the 6 October opt in date in order for Legacy staff to make an informed decision.

Currently there has been no engagement with PCS regarding the new roster or team structure, yet members are being asked to make decisions by 6 October. Currently members are unaware if their current reasonable adjustments or Flexible working requests will continue or if and how they can be accommodated on a roster that does not exist.

VES is being offered however there is little information and what does exist appears confusing and contradictory.

We have been told we will be provided with early thinking of the new roster shortly, giving an example detailing a 3-month period. But until staff have sight of this, and consultation begins around the detail of a new roster then staff remain in the dark as to how this could impact them individually.

PCS have continued to request the information we believe members need in order to make an informed decision prior to 6 October and that this deadline is totally unrealistic given the lack of detail available we have also demanded additional time for Occupational Health Reports.

PCS views these arbitrary timetables as erroneous and totally unnecessary. Policy already exists for dealing with formal restructuring, reorganisation and redundancies (3R’s) and only those who wish to take VES immediately need to consider following these proposals.

While the Management have indicated to staff if they do not choose an option then it will be assumed that they have opted for re-deployment. PCS have objected and pressed the Department further on this. In their last response they have stated staff are not “at risk” and neither are we currently in a redundancy situation which is when the RRR policy will come into play.

PCS remain of the view that following 6 October arbitrary deadline the three options on the table should still be in play for anyone if a formal 3R’s process is carried out. It is unreasonable for staff to make a definite decision when they don’t have details of any proposed new roster yet or how flexible working arrangements will be accommodated.

PCS are in regular dialog with Management and are keeping the local members fully briefed as to developments.

There are currently no plans to move staff on Legacy Allowances outside of the Heathrow PCP onto new allowances, and there are currently no plans to change the Allowances for those members outside of Heathrow.

In essence if management looked to force staff onto a new contract PCS see this as ‘Fire and Rehire’ and while it currently only impacts on those employed on the PCP at Heathrow, we are concerned that it could be used in future to force changes to members’ Terms and Conditions elsewhere.

PCS will continue to engage with management to seek the best options for members. We will also continue to press for details of a new roster to allow members to make informed choices.

Heathrow management attempted to impose new roster changes without proper consultation and agreement a couple of years ago. Then PCS mounted a successful campaign involving members to challenge this and ultimately got significant changes that members voted to accept. We are absolutely clear that we will mount a similar robust campaign should management fail to listen to members or try to push through changes without agreement again.

PCS will continue to keep members informed as the situation develops.

Kevin Mills (AGS Border Force), Stephen Taylor (Assistant Group Secretary)