FBU SCOTLAND. 45m The SFRS share of UK Austerity. November Contents. Officer Members issues. Control Members issues. Austerity, Cuts & SFRS

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1 Newsletter FBU SCOTLAND 45m The SFRS share of UK Austerity Contents Officer Members issues 2 Control Members issues 4 Austerity, Cuts & SFRS We are now six months into the single Scottish Fire & Rescue Service and it is probably worth a recap of why we are here. The austerity measures instigated by the UK Govt. have resulted in a considerable reduction in the Scottish Block Grant, the money used to pay for public spending in Scotland. The result is that all public services are facing cuts to their budgets and the SFRS is no exception. Around 45m will be removed from the budget over the three year spending period. When the options to deal with this budget cut were considered the leading proposal came from the incumbent Fire Board Conveners and they suggested four years of cuts followed by merging what was left of the service. Their proposals would have led to massive cuts to uniformed posts and to reductions in fire stations and pumps. 5 Pensions Dispute 7 The CFO s at the time were actively looking at shared services and closures, in fact pretty much what is currently being rolled out across England. The FBU priority remains the jobs of our members and that is what we have been doing. Change in a reducing budget is unavoidable, but mitigating the worst of the austerity economy is our focus and a glance south shows us a frightening alternative.

2 Newsletter Officer Members Flexi Duty System Meetings with SFRS to discuss the monitoring and review process for the recently introduced FDM Duty system across Scotland have been arranged. At the first of these meetings we have expressed our concerns over the varying interpretations being placed on different sections of the policy notably the need to clarify that all officers can apply for Annual leave without restriction during particular periods in the 8 week cycle. Other elements of the policy where uncertainty has also been expressed by members were discussed including: the number of Officers allocated to each of the 4 Groups, the optimum number that should be on duty in each group and the minimum number of Officers on duty in each group and the arrangements for maintaining this number, Use of Scale A leave being restricted to 7 day blocks, arrangements for Public Holidays on managerial days, flexibility for earlier start times on Managerial days, the restrictions on carrying hours over on the Additional hours scheme, the potential for consecutive standby day working at various points in the 8 week cycle to lead to unacceptable burdens being placed on individual Officers. We have also communicated formally with the SFRS listing our concerns over these matters and also proposing amendments to the policy to address these. A number of the matters listed above clearly need to be measured as part of the agreed ongoing monitoring process to identify any other components of the policy that may need to be amended in the light of experience of working this new duty system and we have proposed that these are agreed also. A number of topics are currently being discussed and progressed that effect our officer members. The FBU urges members to use our structures and get involved in the process Strategic Mobilising Locations Discussions have taken place and work is ongoing in relation to developing a range of bespoke measures to provide an Incident Command response to all areas of Scotland primarily dependent on the level of risk (i.e. High, Medium or Low). It is recognised that due to the remote and rural nature of much of Scotland and the relatively low level of risk (although this can fluctuate dependent on time of year and weather conditions) a response from the nearest FDM needs to be combined with a number of other IC support measures to achieve safe systems of work on the fireground within each of the identified 24 SML s. At the conclusion of this work (that shall also take account of the home addresses of all FDM s) it may be determined that the number of SML s that require camping out is very limited. Consultation with members on the proposed policies to implement SML s and the impact of any required support measures will take place when these have been developed. 2

3 Newsletter Officer Members Cont SFRS Structure Discussions are ongoing with all SFRS Directorates over their proposed structure and the numbers and roles of Officer Members within each. Work on these structures appeared to be well developed and draft structures were produced by SFRS that indicated the minimum number of Officers on each group on the Incident Command System (60) that the SFRS had agreed to provide would be easily achievable. It was apparent that this number would be supplemented by the need to establish the agreed number of functional posts to meet the needs of each directorate and that would also ensure the SFRS are able to fulfill their statutory duties under the framework and Fire Scotland Act. This draft structure has not yet been progressed and the SFRS have yet to explain the status of the draft and their reasons for the delay. It would appear that financial considerations may be a factor, if it becomes evident that the numbers of FDM (and by implication placing unacceptable workloads on FDM s) are being restricted primarily for this reason then this shall clearly need to be robustly challenged. Evidence of unacceptable workloads currently being placed on FDM s throughout Scotland and particularly where remits appear to have radically changed since the introduction of the FDM duty system are urgently required from members in order that we can challenge this from an informed position. Regional Officers Representative Car Leasing Scheme Both the Scottish Officers Secretary (who was also the Regional Officers Rep) and Chair resigned following the negotiations to agree the introduction of a FDM Duty System for Scotland. A Scottish Officers Sub- Committee Meeting is being arranged to seek their replacement. It is vital that Officers have their appointed representative available to advise elected officials on Officer matters at this time when so much has yet to be agreed and any changes that have occurred or may happen need to be robustly monitored. I would urge you to assist by ensuring your Officers section is meeting regularly and that your Officer Rep attends the Sub- Committee meeting to recommend appointment of a Scottish Officer s representative. The service has begun work on a car lease policy to create a single policy for all eligible staff. We have submitted a response to the initial early draft to start the process and have recently met with the management team on the way forward on this policy. As such a series of dates have been issued for meetings with management and the Scottish FBU Officers section to work together to provide the best possible outcome for our members, the officers EC member will also be fully involved in these discussions to provide valuable knowledge and experience, you should be aware that your sectional reps will be calling meetings shortly to update you on the process and allow time for feedback on any concerns to be collated and passed back for comment. 3

4 Newsletter Control Members Control Update A workgroup on the future of Fire Controls in the single service was set up in 2012 and included FBU Scottish Control Rep. Stephen Reid. This workgroup has been considering a number of options including maintaining the status quo and also reducing the numbers of emergency Fire Control rooms. It was understood that this would lead to a final business case that would then be the subject of formal consultation with the FBU prior to any decisions being taken. Therefore when the strategic intent document appeared just before the last Board meeting and this included a recommendation from the SFRS for the Board to agree to just 2 Emergency Fire Control Rooms in Scotland (since amended by the Board to 3) we were both shocked and dismayed. It appears that a decision on the future of control rooms was dictated by an asset management paper, ignoring the workgroup on Controls who had decided on no firm outcomes and without providing any opportunity to consult our members over their intentions and respond to the final business case. This is putting property before people and is not just clumsy and crass but callous. They have appeared, by their actions, to demonstrate a casual disregard for the impact of their recommendations on our members jobs and workplaces and service delivery. It is evident that the change management policies for support staff aimed at providing alternative options for displaced Control Firefighters have not been agreed for uniformed staff, yet Principal Managers sent to brief staff after the Board decision were totally unaware of this! Quite incredible! The FBU is opposed to any cuts to the frontline and as such we have responded by insisting to the SFRS and the Board, that the Board decision be revisited once we had been furnished with the business case, had the chance to scrutinise this and consult properly with our members and provide alternative proposals. It is apparent that we shall have to campaign and gain the support of key politicians and decision makers if we are to achieve our aims. Meetings with Members and Officials are ongoing and a campaign team that shall meet weekly has been appointed to ensure a collective response across Scotland to the Board decision and to co- ordinate activities locally. Control Members are urged to attend all meetings and assist with the campaign in any way possible. Please contact your FBU Rep for details. We fully appreciate how difficult a time this is for our Control members and wish to reassure you that we shall do everything we can to provide the best outcome possible. 4 Control update The Scottish Control Sub-Committee has met regularly over recent weeks, including meeting with senior management. Key decisions will be on the long term location of fire control rooms and on the options available to members for their futures. FBU officials are meeting with SLT to discuss the change management policies that will be available to members.

5 1 2 Newsletter Austerity, Cuts and the Single Fire and Rescue Service Austerity, Cuts and the Single Fire and Rescue Service As we witness the wholesale destruction that is planned for the FRS elsewhere in these isles, one FRS with a 30m budget making 8.5m in one year of cuts, planned multiple station closures in London, further planned cuts to firefighter posts threatening thousands of jobs with the introduction of glorified vans with 3 of a crew replacing Fire appliances and Dickensian 96 hour shift patterns replacing 4 watches with 2 in some stations. There are also Plans in place to create joint controls with other emergency services we have also had the forcible mergers of control rooms that don t even share a common border., Clearly the impact of austerity cuts to fire service budgets is also being experienced in Scotland. The economies of scale being demanded by the Scottish Government to meet the cuts in Scotland and help protect front line services has seen the reduction from the previous 8 service structures to 1 this has consequently led to a reduction in overall officer numbers, the planned reductions in Control Rooms and a review of training establishments. The officer s section are assisting in providing robust arguments to retain posts and ensure they are matched to the correct role map. Officer members need to be as active as possible in the structures and help give support and professional advice to assist with the complex negotiations on our members jobs and conditions to ensure we retain a fit for purpose Incident Command System with Community and Firefighter safety as an overriding priority and have appropriate numbers of Officers to devote to functional posts to meet the statutory duties of the SFRS while also maintaining manageable workloads for Officers in all posts. Emergency Fire Controls: we are currently consulting with the members affected and have made the feelings of the membership known as to the way the announcement and decision was made. Training Establishments: We have just begun negotiations over any changes to the delivery of training and we do know that the SFRS are currently reviewing training provision across Scotland. They have introduced what they claim is an internal discussion document with a view to developing a revised training structure. We will arrange meetings at all SFRS training establishments when we have received any proposals. We again shall need the assistance of members at these establishments in ensuring any new structure is fit for purpose and based on maintaining and enhancing Firefighter safety and is not simply a budget based cuts agenda. Continued.. 5

6 Newsletter Continued.. The service has currently to make a saving of 19m in the first year and subsequent savings of 13M in year 2 and a further 13M in year 3 to meet the huge cuts of more than 25% to public service budgets being implemented by the Tory Led coalition at Westminster that are also reducing the Scottish block grant leading to the Scottish government demanding these cuts. It is the view of the FBU that these reductions are entirely disproportionate and cannot be met simply by achieving economies of scale and doing things more efficiently. They are cuts to the service that cannot be tolerated and we must campaign to get the support of every Scottish political party to demand that the budget for the SFRS is not reduced as planned. Unless we can successfully argue for a budget that is based on robustly meeting the full range of identified risks and maintaining Community and Firefighter safety then these cuts will continue and will inevitably be visiting a station near you! This campaign if it is to be successful shall need all the members to become involved, elect branch officials if you have none, take on the role, sign up for the FBU training for being a rep. It is only with a strong branch structure that we will be able to have any real effect in overturning these cuts and protecting our members jobs, pay and conditions, our roots are strong but we must make them stronger. Payroll Alignment You may be aware that SFRS recently submitted a paper to the Scottish fire Board entitled HR/Payroll business case, this has been submitted to allow the project to look at payroll harmonisation across the service. The paper came with seven options one of which is to move all personnel to a single monthly payroll, some quarters would have you believe that this proposal was agreed some time ago by the FBU and the Service, this is not the case. The paper to the board is a business case to allow the project to be initiated, once this work begins we will work closely with our local officials to seek the views of our members on which of the options, if any, is acceptable to them and raise any concerns we may have on agreeing a way forward, we will update officials as the discussions progress. Fire Investigation Following the decision to form a Scottish Fire & Rescue Service, service management immediately recognised the benefits of having dedicated fire investigation (FI) teams. In certain former service areas, staff had delivered success largely due to attaining a higher level of expertise than before and were also allowed to concentrate on the duty free from the distraction of other remits. Apart from the positive contribution towards wider service prevention drives, it also released flexi duty officers to the various other duties within their roles. However, to serve all service areas across Scotland, each team s previous terms and conditions needed to be reviewed in order that FI teams are available throughout whilst finding a healthy work life balance for each team member. Although interim arrangements were formed which proved successful enough, the Fire Brigades Union will continue to be involved in negotiations that will hopefully form a suitable duty system and with it an appropriate remuneration unique to the posts within the department. The FBU will continue to consult with its members within Yorkhill, Livingston and Aberdeen and are keen to arrive at a collective position that will eventually allow a formal agreement with the service leads. 6

7 Newsletter Pensions Dispute Pensions Update The proposals from the Scottish Government that were received on the day our Strike ballot outcome was announced represented in the view of our Executive Council and negotiators such a significant change strike action in Scotland should be delayed. This was to allow further negotiations aimed at clarifying and getting the signed agreement of the Scottish Fire and Rescue Service, The Scottish Fire Board and the Scottish Govt. to FBU amendments aimed at improving the proposals. Following their agreement to this it was decided by our EC that members in Scotland should be consulted over the proposals. By this point our strike mandate was in danger of expiring therefore to protect this in the event of the proposals being rejected we required a relatively short ballot period. Clearly FBU Members in Scotland had a hugely difficult decision to make in the consultative ballot and that has ultimately meant we shall not be taking strike action in Scotland at this time. At the numerous face to face meetings conducted by Sean Starbuck and other FBU Officials at this time it was clear that tactically some members believed it would assist our comrades in England and Wales for the Scottish proposals to be accepted as it would provide increased leverage to our negotiators, others believed the proposals did not go far enough and should be rejected. The majority of members who took part in the ballot made the decision that the proposals were sufficient to avoid strike action at this time. The proposals have not been accepted and the trade dispute is not settled. It is worth reflecting on what has been agreed. Enhanced transitional and tapered protection similar to that provided to the police i.e. all those on 1/4/2012 aged 40 and over with 20 years or more service are now covered by the transitional protection and all those with 16 years or more service are included in the tapered protection. Our negotiators did of course seek protection for all FBU members but the Scottish Govt's would not agree to this. This enhanced protection now means that all pensionable service including transferred occupational pensions from other schemes now counts towards the protection. This nevertheless, improved protection, limited though it is, is welcome and protects a further number of additional FBU members but clearly it also leaves a significant number unprotected which is why the proposal for removing the nightmare no job, no pension scenario is such a significant step forward. Work will now need to be done to build these principles into a robust system that protects members. The union s national officials have been taking legal advice on the best way to do this. SFRS is committed to work with and agree with the FBU an appropriate operational fitness standard and also provides a range of options for firefighters who due to their genetic disposition and/or their age are unable to maintain the agreed fitness standard. These are redeployment and retraining within the role map and also to grant authority initiated early retirement from age 55 (the previous UK Govt. passed legislation making it unlawful to retire before the age of 55 but ring fenced the existing 1992 scheme which allowed for an ordinary pension age of 50) where the other options are not possible. In other words such members should have the right to an unreduced pension. This can be written in the regulations for the 2015 scheme and means all FBU Members are now protected from being left in this nightmare position. The Scottish Government have also made a commitment to match any further improvements to the remaining points in our Trade dispute that the FBU make elsewhere in the UK as a result of our ongoing pensions campaign. This means if we can move the UK Govt on the outstanding aspects of our trade dispute or Continued.. 7

8 Newsletter if any other devolved Govt. betters the Scottish offer we will achieve this also in Scotland. To build pressure may require Scottish members taking further industrial action and that is now under consideration. The outstanding parts of our Trade Dispute are: 1. No further contribution increases (although I it is apparent that the UK Govt. will again seek to impose the full increase they have indicated for 2014 i.e. at least a further 1.3% for the FPS and a further 0.6% for the NFPS) 2. A fairer contribution ratio between employers and employee. 3. An Improved commutation rate 4. A higher cost ceiling It is worth noting that the Welsh Govt. are now in discussion with the FBU to consider if they can provide similar proposals over the aspects of the trade dispute they have ownership of. The UK Government has also now at last conceded that the no job, no pension scenario is a very live threat and also now signaled their willingness to discuss with the FBU how this can be avoided.. The employers and the Government are playing a game of blame and clearly need to get on with what they are elected to do, govern, manage and represent the people who elect them. Of course the campaign goes on and we now need to focus on consulting our members on how we proceed with the campaign in Scotland this may include a further ballot for industrial action as well as engaging politically with MP's and MSP's and considering donating financially to support our members in England and Wales who will be on strike again on Friday 1 st November for 5 hours and also on 3 rd Nov for 2 hours. A statement on the FBU Scotland website gives guidance over these matters link It is vitally important all FBU branches meet to discuss how we now progress our pension dispute and invite Brigade and/or Regional Officials to attend. We must all also appreciate that putting an x in a box should not be the only action we engage in to defend our pensions from the vicious attacks of the UK Government. We are experiencing a period of unprecedented change but that is being done against a backdrop of a Framework that looks to protect the frontline and develop the specialist services provided. There is no threat of mutualisation or privatisation and the FBU is using it s influence to mitigate the impact of UK Govt austerity measures. However the apprehension around change is a breeding ground for rumour and speculation. There is a considerable amount of inaccurate and misleading information being circulated, some misguided, some mischievous. The best way to ensure you have the real facts is by using the FBU structures and making sure your branch is represented in decision- making. Make sure you are represented. Your branch rep should be attending local meeting and both reporting back and putting forward the views of FBU Scotland 52 St Enoch Square Glasgow G1 4AA Region01@fbu.org.uk Twitter FBU Scotland Local Contacts members. We are stronger when we use our structures.