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Industrial action information for MoD guard service (MGS) members

Over the last few days we have had a lot of queries from MGS members asking what the industrial action will mean for them. Hopefully this circular will answer those questions.

Future of the MGS

Although we have seen some progress with MGS management in recent times, the decision by the defence management board on 28 January not to accept the recommendations of the Hutchinson report once again leave the guard service open for either mass job cuts or privatisation.

If the recommendations in the Hutchinson had been taken forward, it would have provided some long-term job security for guard service members who have been under almost continuous threat for many years now.

Unfortunately, it looks as if the department would rather undertake yet another study; this time in the hope they get the answer they are looking for – get rid of the guard service one way or another. Already some TLB’s are looking to get rid of the guard service in favour of the military provost guard service (MPGS) as they believe our terms and conditions are too favourable, despite the fact MPGS salaries start at £17,145, approximately £2k more than E2/CS05 salaries.

However, PCS MGS members can be assured that our union will not turn away from aggressively defending members and their rights should that become necessary.

Civil service compensation scheme (CSCS) and the MGS

Any threatened job cuts or privatisation therefore put the proposed changes to the civil service compensation scheme (CSCS) into a very real perspective for guard service members.

Privatisation of the MGS would be a much more attractive proposition to any profit orientated, private sector organisation should our entitlements such as those under CSCS be slashed. Any job cuts would be job cuts on the cheap as our current entitlements are in shreds.

The current offer on the table is the sixth ‘final’ offer, and so far our union has won some improvements to the original offer, but it is worth noting that in March of last year, our union had virtually secured a deal which would have ensured there is no detriment to existing staff. In essence, it would have been the same as what happened with pensions in 2005, existing staff keep their rights, and our union would then negotiate the best possible deal for new members.

The improvements so far have seen the cap on compensation payments rise from £45,000 to £50,000 to the current figure of £60,000. many PCS members, particularly low paid MGS members have been asking about the Cabinet Office advice/myth that, “A long-serving civil servant earning £20,000 or less can get up to £60,000 – the same as now” In reality, all staff currently aged under 50 will lose the entitlement to enhanced pension under FER/CER terms once they reach the age of 50. So under this scheme, future long-serving civil servants will actually be worse off than now!!

Security at MoD Sites

MGS members, quite rightly take huge pride in the work that they do. Although, they have a visible presence, on most occasions, they are taken for granted. Guarding MoD sites in rain, snow, sleet wind and sunshine, MGS members do a vital job for the department and the country.

However, rather than showing their appreciation through long-term job security, decent pay or fair and equitable entitlements, our employer would rather attack all of these. As described earlier job security is threatened, all the mainstream parties are promising pay freezes or pay curbs and the threat to your redundancy entitlements are in danger in this current dispute.

Impact of PCS action

If MGS members fully support the democratically called industrial action, there is no doubt that it will have a massive impact on the Ministry of Defence. Sites can and possibly will close. The MoD does have the power to ask the military to guard sites, but as our military colleagues are paid much more than MGS members, this will have a huge financial impact on the department. It will also mean that the work that any military staff would normally do will not be done if they are undertaking guard duties.

The PRG that covers industrial action states, “industrial action covers any form of concerted action taken by employees to disrupt their employer’s business and so pressurise their employer to concede to a demand made in an industrial context.”

Our union makes no apology for the fact that we are trying to “disrupt their employer’s business”. Our employer has made no apology to our union our union members for trying to slash our entitlements. Every guard in the Ministry of Defence is affected by the proposed changes to the compensation scheme. Whether you are a CS05 guarding a gate at Faslane, Abbeywood, Shrivenham, or any of the other 300+ sites our guards look after, or whether you are a CS01 behind a desk managing MGS members; these proposals affect you.

Agreement with Unite

Our union recognises that there are many members of the Unite union working in the MGS. Although Unite members are not taking part in this action, our union welcomes the circular Unite have now issued stating 'Unite members may be requested to cover posts not covered by PCS members on strike. In a show of solidarity we would ask you to consider not covering these posts on overtime, but if, and only if, this is not in breach of contract of your employment and that refusal to do so would put you in jeopardy'.

Our union welcomes this show of solidarity from our sister union, and looks forward to working with UNITE in the future on MGS issues.

Strike timetable

This industrial action is slightly different from any other action we have taken. To ensure the action is done correctly, no industrial action should be taken until the time you are due to start work on a strike day. However, members should also ensure they are on strike for the full period of their shift.

Therefore, if you are due to start at 7.00pm on Tuesday 9 March, you should be on strike until 7.00am on Wednesday 10 March.

Most MGS members are on a 7.00am to 7.00pm and 7.00pm to 7.00am shift rotation pattern. For this industrial action period, we ask that members do the following –

  • If your shift starts at 7.00pm on 7 March, please continue working until your normal finish time of 7.00am on 8 March.
  • If your shift starts at 7.00am on 8 March, please do not attend your work.
  • If your shift starts at 7.00pm on 8 March, please do not attend your work.
  • If your shift starts at 7.00am on 9 March, please do not attend your work.
  • If your shift starts at 7.00pm on 9 March, please do not attend your work. Please note you should be on strike until 7.00am on 10 March.

Members on different shift working patterns should alter these times accordingly but should follow the same principles by ensuring they do not work their schedules shifts on 8 or 9 March.

If you are not rostered to work at any time during 8 or 9 March, you can still support the strike in other ways. Please contact your local branch reps for details of how you can help on the picket line or details of the group hardship fund.

Our union is also aware that several MGS and shift-working members have been asked whether or not they intend to strike on 8 or 9 March. The PRG on this is quite clear inasmuch that your line manager may ask you if you will be taking part in industrial action, but you do not have to respond.

Therefore members are under no compulsion to let their line management chain that they plan to take strike action. Nor do you have to answer any questions that management might pose to assist them run a normal service on the strike day.

If there are any attempts at coercion by management to either intimidate you into not supporting the strike, or any attempts to compel you into telling management whether or not you intend to take action, please report this immediately to our union via your local rep or to the union nationally (please email the PCS national officer Bob Rollings at bob@pcs.org.uk) briefly describing the incident and location, managers name and your contact details (although we will keep your details anonymous).

We will be taking up every instance with senior MOD management via the MOD employment framework team. The MOD as an employer states that bullying and harassment is not acceptable in the MOD, and that includes during periods of industrial action

Summary

The MoD and the government will give you pithy, empty words about how they appreciate you, but when it comes to important issues such as job security, pay and your terms and conditions, these words are meaningless.

If these proposals go through, it will leave all MGS members in a much weaker position. After a democratic ballot, our union has now called national industrial action to save your entitlements. It has never been more important to support our union and to fight for our entitlements.

ALL OUT ON 8 AND 9 MARCH – NO JOB CUTS ON THE CHEAP


 

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