Public and Commercial Services Union

1. Joint statement on learning

2. Responsibilities

3. Scope of the agreement

4. Role of union learning representatives (ULRs)

5. Facilities for learning representatives

6. Access to learning for employees

7. Fair and appropriate access

Appendix 1

Appendix 2

1. Joint statement on learning

Balfour Beatty WorkPlace (BBW) and PCS recognise the benefits of lifelong learning. Both parties are committed to working together to promote and support lifelong learning and to ensure fair and equal access to learning opportunities. They will encourage employees to take up learning activities, build upon company and governmental learning initiatives, and share responsibility for developing and maintaining a learning agenda within BBW. BBW recognises that Union Learning Representatives (ULRs) can play an important role developing learning in the workplace.

2. Responsibilities

Joint responsibilities

BBW and PCS will work together to encourage and support learning. To achieve this it is important that there is clarity regarding the role of the ULR.

BBWs’ responsibilities

BBW will offer learning and training opportunities to support its business delivery objectives and individual development.

Managers have a responsibility for the learning and development of their employees. BBW will ensure that they are aware of the role of the ULR and of the provisions of this Learning Agreement.

PCS’ responsibilities

The PCS will develop and support a network of ULRs, co-ordinated by a Learning Co-ordinator. They will ensure that the work of ULRs is supportive of BBWs’ learning and development team.

3. Scope of the agreement

This agreement covers all BBW employees working on the DWP contract.

The Agreement and associated arrangements for ULRs will be reviewed after the first 12 months. The review will be a joint BBW and PCS exercise.

4. Role of ULRs

The Learning Co-ordinator will have overall responsibility for the ULR network and will be the primary link with BBW’s Organisational and Personal Development team (OPD) and the HR team.

The Branch Co-ordinator will:

• Recruit and support ULRs.
• Organise networking meetings of ULRs, in agreement with BBW
• Liaise with BBW’s OPD & HR teams to develop and co-ordinate activities.
• Organise awareness events.

Local ULRs will, in consultation with the OPD team:

• Provide information and advice about training and learning.
• Participate in and organise events.
• Promote, arrange and support training and learning
• Inform members about learning initiatives.
• Advise employees on where to find courses and sources of funding
• Work with the branch to help employees receive support for learning from their employer
• Refer employees for professional careers guidance where appropriate
• Act as a link between employees and PCS Organising and Learning Services

The ULR Learning Co-ordinator will report back on Union Learning activity at each JNC meeting.

PCS will ensure that ULRs are sufficiently trained in line with the Employment Act 2002 and ACAS Code of Practice. The five-day TUC learning representative course, or the equivalent accredited courses delivered by the various CCSU unions, will be regarded as the only appropriate initial training. ULRs will get paid time off to attend this training.

BBW will support the training of ULRs as appropriate to the company’s objectives and that of the Learning Agreement. It is recommended that the TUC learning representative course, or the equivalent accredited courses delivered by the various CCSU unions, will be regarded as the appropriate initial training. ULRs will get paid time off to attend this training

5. Facilities for learning representatives 
 

BBW will give reasonable time off with pay to ULRs to perform their role. Such time off is additional to any arrangements for time off with pay for other PCS duties. Guidance on determining the reasonableness of requests for time off is at Appendix 1.

ULRs will give management sufficient notice of intended time off on learning activities and this will be supported if it fits business requirements.

BBW will provide ULRs with the necessary accommodation and equipment/facilities to perform their duties. This will include:

• Access to a telephone, desk and PC.
• Access to internal and external e-mail.
• Access to the employer’s intranet and the internet (including appropriate software packages).
• Secure filing facilities.
• Access to a BBW notice board.
• Access to a private room for discussions with employees, booked in accordance with normal procedures.
• Access to such other facilities as may be available to assist the work.

6. Access to learning for employees

BBW and PCS agree to encourage and support employees to participate in relevant learning, whether provided by the employer, the PCS, or local providers.

All employees will be allowed reasonable paid time off during working hours to meet with ULRs. This will include time for undertaking a learning needs analysis as well as subsequent meetings for information and advice on learning. This is in addition to any time off with pay granted to employees to undergo training and learning opportunities. Part-time employees will receive paid time off to attend work related learning for all of the time spent learning including where this falls outside of their normal working pattern.

The amount and timing of meetings must be agreed with line management and fit with business requirements.

BBW provide a range of job related training courses. ULRs will be kept updated on courses available to identify learning needs.

ULRs will aim to arrange learning outside of normal working hours. Where this is not possible BBW will consider applications for time off with pay to attend learning subject to satisfying the needs of the business.

BBW is committed to the principles of the Joint Statement on Skills and Contracting Out and employees will be provided with training to ensure the appropriate standard of skills for the delivery of government contracted work where necessary.

In addition employees will get paid time off to attend skills for life screening. Where a development need has been identified a learning proposal should be submitted for consideration together with time and costs. Where appropriate and subject to business needs BBW will support the request. Employees will get paid time off to attend learning to meet the level 2 standard in numeracy, literacy and ITQ. Where employees are required to undertake this learning outside of work travel costs will be met by BBW.

7. Fair and appropriate access

BBW and PCS will ensure that learning and development is provided to all employees. BBW will work to tackle barriers and ensure that everyone can access learning which meets their needs and that of the company. It will work with the PCS to help identify and address barriers to fair access to learning including accessible learning materials, flexible methods of delivery and equality monitoring.

Although participation in learning will be on a voluntary basis, other than any company mandatory training relevant to their role, PCS and BBW will encourage employees to participate in all learning initiatives and opportunities.

Appendix 1
Guidance on considering requests for time off for ULR functions

PCS members are entitled to reasonable time off to undertake the functions of a ULR provided they are sufficiently trained and accredited to carry out the role. They are also entitled to reasonable time off to undertake any training necessary to carry out these functions. Any such time off is additional to any arrangements for time off with pay/facility time for other union duties or other union positions held.

Managers will be expected to support reasonable time off for ULR activities. ULRs must ensure this is requested to their manager and fits agreed business needs.

Similarly, employees may wish to access ULR services and should seek permission to take time off to do so in the usual way. BBW supports the work of ULRs and is committed to the learning and development of its employees. Any requests to access ULR services should be considered with this in mind.

In both cases requests for reasonable time off have to be determined on their merits. Key considerations include:

• The purpose of the request – what will it achieves and how this relates to the individual’s personal development and BBW needs.

• Requests made will be considered positively on the basis that the ULR will:

-Be supportive of the business by developing employee skills
-Be mindful of the need to ensure proper and effective use of facility time and be ready to report on the support given

• Impact on the business and local teams, to ensure that it will not adversely affect delivery of service.

• Amount of time off requested.

• Previous time off for learning activity.

• Reasonableness of cost of learning activities

Appendix 2

Learning At Work Day Events

BBW and PCS will promote lifelong learning by hosting Learning at Work Day events as part of Adult Learner’s week.

These days will be organised by the local Learning at Work Day planning groups. Plans should be discussed with OPD department.
ULRs and employees will be allowed paid time off to participate as part of the planning groups.

Subject to advanced planning and fitting around business requirements, eEmployees will have paid time off to attend up to 2 two learning sessions at each learning at work day event with paid travel costs and travel time where this is appropriate to support these days.

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