Solidarity With GMB Union Members At G4S Security - Michala Lafferty
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Dear Colleagues,
As the Head of property services for UNI Global Union, I am writing to express my unwavering solidarity with the members of the GMB union as you prepare for strike action against G4S Security this month.
We stand with you in your fight for safer work and better wages, for improved working conditions, and respect for your rights as workers. It is clear that G4S Security has failed to address the legitimate demands raised by GMB Members and we commend the GMB union for taking this stand to fight for good and safe jobs.
The decision to strike is never an easy one, but it is often necessary to bring about meaningful change. Your willingness to take collective action sends a powerful message to G4S Security and to employers everywhere: workers will not accept exploitation or injustice in the workplace, but your action inspires workers everywhere that when we fight, we win.
We urge G4S Security to re-engage in good-faith negotiations with the GMB union and to work towards a fair and equitable resolution to the issues at hand.
In the meantime, know that you do not stand alone. The international labour movement stands with you in solidarity, you may need as you continue your struggle for justice and equality in the workplace.
In solidarity,
Michala Lafferty
UNI Property Services
Solidarity with GMB Union Members at G4S Security
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Dear Member,
The UNI-APRO Property Services Sector recently learned from our Head of UNI Global Union Property Services about your industrial action and strikes against G4S Security this month. We are also following your media and handle at https://www.gmb.org.uk/news/more-than-1,000-job-centre-security-guards-to-strike . On behalf of the sector, I want to express our unwavering solidarity with the GMB union members in your fight. We stand with you in your demands for a safer work environment, improved wages and working conditions, and respect for your rights as workers. It's clear that G4S Security hasn't addressed your legitimate concerns. We commend the GMB union for taking a strong stance to secure good and safe jobs for its members. The decision to strike is a difficult one, but often necessary for meaningful change. Your collective action sends a powerful message to G4S Security and employers everywhere: workers will not tolerate exploitation or injustice. It also inspires others, demonstrating that united action leads to progress.
We urge G4S Security to return to the negotiation table with the GMB union in good faith and work towards a fair and equitable resolution. In the meantime, please know you are not alone. The international labour movement stands firmly in solidarity with you as you continue your struggle for workplace justice and equality. I also would like to inform you that our affiliates in the APRO region from Property services are preparing their solidarity message and they will send to you to support your action from today.
In solidarity,
Tilak Jang Khadka
UNI Global Union
G4S DWP Strike - Letters to Security Agencies
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Dear Members,
We hope you are all well.
We know that G4S is doing everything it can to undermine your
action, and we are getting reports that Agency staff are being trained at a
handful of locations.
Do not be worried, this is merely for show and to try to
intimidate members.
G4S knows, and has acknowledged in writing to GMB that the use
of Agency Staff to break strikes is not lawful.
This has also been recognised and communicated by DWP too in its
own communications to SRO’s a few days ago:
We have now also written
to a number of Agencies (2012, Anubis, Black Star, City Group Security, Leon,
Static Security and Uni Guard) today to remind them that the supply of Agency
staff is illegal. Please see an example letter here:
We have also formally
advised the SIA of this, as we believe that should an Agency supply staff under
these circumstances it should jeopardise their SIA licence.
The SIA have acknowledged receipt of the notices too.
Finally, we are aware that managers have been approaching
members about participating in the strike.
We warned G4S that this was not the correct approach, and that
there should have been a simple notice to all guards. However
they chose to take a different approach and we all know why they did that.
If you are aware that only GMB members have been asked
about participating in the action, can you please alert your local Rep or
Officer.
Lastly, we would have wanted to be able to recommend to
members a pay offer that addressed the cost-of-living crisis you experienced in
2022/23, and taking action is the last resort.
Please ensure you send a strong and powerful message to those
that doubt you and would seek to undermine your strength and solidarity.
You are the first GMB members in G4S Secure Solutions to ever
take industrial action, which in itself tells you how important this campaign
is.
We wish you all the best for the action next week.
Yours in Union,
GMB DWP LNC Reps and GMB National Officer
G4S HAS RECEIVED OVER £211M IN PAYMENTS FROM DWP SINCE DEC 2022
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Dear Members,
On Tuesday your LNC met the Company in our ongoing efforts to find a solution to the pay dispute.
Once again the Company referred to affordability limits but this argument does not stand scrutiny now, or at any stage.
According to these reports since December 2022 G4S has received over £211M in direct payments from DWP for guarding and related services/equipment – but not including facility management.
To then claim that they cannot afford a payment to members to address the cost-of-living crisis, a crisis that they acknowledged was impacting on members in 2022, does not stand up at all.
They again tabled an offer that contained no additional funds to address their ‘disappointing’ offer for 2022/2023.
Again for this offer to actually work, members would have to self-fund a pay increase by delaying pay increases in this pay year.
We have calculated that based on information provided at ACAS, it would cost DWP and G4S appr £3M each to resolve this dispute, which is entirely affordable when the scale of payments is taken into account.
The Company also stated that the UK&I Leadership had determined that your back pay would be spent on mitigating the strikes – we took this to mean that they would use Government funding for your wages to pay any sanctions that they incurred from DWP.
When asked to confirm this position in writing they backtracked and claimed not to have made any statement.
We believe that this could constitute a potential misuse of public funds, and immediately reported this, which has been passed to the Chair of the DWP Select Committee.
Lastly we again offered to meet however the Company is now refusing to meet any further, something we believe is not appropriate. We have approached ACAS for their support and will ask them to assist in convening meetings to continue the negotiations.
Thank you again to members for your strength and solidarity,
Yours in union,
GMB DWP LNC REPS and GMB NATIONAL OFFICER
G4S – PAY FOR YOUR OWN PAY ‘RISE’
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Dear members,
In yesterday’s email from G4S you can now see for yourselves the pressure G4S have been putting your GMB Reps under in negotiations.
G4S claims to care about you, yet at the same time are also proposing to withhold backpay unless you do what they want.
G4S has already admitted that the original one-year offer was ‘disappointing’, yet the two-year proposal is only ‘affordable’ because it combines that 'disappointing'
offer and uses members backpay to fund the second year 'rate'.
Members can see for themselves the significant reduction in backpay in the table below when you compare the offer rejected in December and the two-year proposal.
That offer is only ‘affordable’ because by staggering the increases over the two years G4S save on backpay, but it still leaves members just £0.23p above the minimum wage, down from £0.30p, meaning G4S still expect members to go backwards.
The offer also does nothing to address the cost-of-living crisis that G4S admitted they knew members were experiencing in 2022/23.
Your LNC were unanimous that it was not appropriate to expect members to forgo money just to fund a 'rise' that DWP and G4S should be paying for.
We remain committed to negotiations and are expecting G4S to return next Tuesday with a response to our position.
At the end of the day, G4S is clearly worried about the impact of your strike action, if it wasn't it wouldn't be acting in a manner that smacks of desperation.
Once again thank you for your continued support.
Yours in union,
GMB LNC Reps and GMB National Officer
COMPARISON BETWEEN DECEMBER 2023 AND APRIL 2024 OFFER
PLEASE SEE THE SIGNIFICANT DIFFERENCE IN BACK PAY
INDUSTRIAL ACTION DATES SERVED ON G4S
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Dear GMB Members,
We hope this newsletter finds you well and we want to reiterate again our thanks to members for your patience.
We have now served the formal legal notice of the following strike dates in May:
From 00.00 on Tuesday 7th May 2024 to 23.59 on Wednesday 8th May 2024
From 00.00 on Monday 13th May 2024 to 23.59 on Monday 13th May 2024
From 00.00 on Monday 20th May 2024 to 23.59 on Monday 20th May 2024
From 00.00 on Tuesday 28th May 2024 to 23.39 on Wednesday 29th May 2024
These dates have been identified by your GMB LNC as looking to have maximum impact on operations in May.
As previously discussed members who participate in the strike action will be eligible for support, and it has been agreed that this will be £70 each day. Each Region will determine the eligibility for this support and they will also lead on the location and operation of pickets in your GMB Regions.
To support this, on Wednesday 1st May a number of GMB Regions will look to host online meetings with GMB members to discuss and outline their regional plans – you will receive specific invites to each meeting direct from your Region.
It is also important to note that it is not appropriate for Company representatives to question members on whether they are participating in the strike action – you are not obliged to answer any questions and if you are asked please ensure you notify your local LNC Rep and/or GMB Officer.
As you can see below, in October 2022 the Company described their pay offer as “disappointing” and actually sought additional funds from the DWP, however when that was rejected, the Company began to describe the offer as ‘great’.
Since then almost nothing has changed, with the Company refusing to contribute any meaningful additional funds to secure a settlement, and instead constantly using virtually the same pot of money in different ways.
Both DWP and G4S now need to come back to the table with a proper offer that addresses the cost of living crisis that members experienced and was acknowledged at the start of the talks, and this must involve additional funds.
We also need to reinforce that only GMB members will have a say in resolving this dispute and securing a settlement. If you have colleagues who are not in GMB – regardless if they are members of another union – ultimately they will not have a say in this dispute – if they want a say then they need to join GMB here:https://www.gmb.org.uk/join-gm...
In solidarity,
GMB DWP LNC and GMB National Officer
FORMAL NOTICE OF STRIKE DATES SERVED – AGREEMENT TO PAY STRIKE PAY
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Dear members,
Today we served another formal legal notice, advising G4S of the dates that we intend to take strike action, as required under law.
The proposed strike dates are as follows:
From 00.00 on Tuesday 7th May 2024 to 23.59 on Wednesday 8th May 2024
From 00.00 on Monday 13th May 2024 to 23.59 on Monday 13th May 2024
From 00.00 on Monday 20th May 2024 to 23.59 on Monday 20th May 2024
From 00.00 on Tuesday 28th May 2024 to 23.39 on Wednesday 29th May 2024
We’ll circulate a bulletin shortly as well as link to the next online members meeting for this Wednesday 23rd, 9-10 am.
I can also confirm that £70 strike pay will be paid to members who take part in the strike action. These details will be determined by GMB Regions over the course of the next fortnight.
On Wednesday 30th, GMB Regions will look to host online Regional meetings for members to outline specific Regional arrangements.
Many thanks again to members for your patience and support as we seek to resolve this dispute.
Yours in union,
GMB DWP LNC and GMB National Officer
INDUSTRIAL ACTION BALLOT RESULT
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Dear members,
Please see below details of the recent ballot.
TRADE UNION AND LABOUR RELATIONS (CONSOLIDATION) ACT 1992 SECTION 231
Industrial Action Ballot at G4S Secure Solutions (UK) Limited
The results of this ballot for industrial action are:
NUMBER OF INDIVIDUALS ENTITLED TO VOTE IN THE BALLOT – 915
NUMBER OF VOTES CAST – 533
VOTES CAST IN THE BALLOT AS A % OF INDIVIDUALS WHO WERE ENTITLED TO VOTE – 58.25%
NUMBER OF “YES” VOTES – 503 (94.37%)
NUMBER OF “NO” VOTES – 30 (5.63%)
NUMBER OF SPOILED OR OTHERWISE INVALID VOTING PAPERS – 0
Thank you to all members who voted in the ballot – your GMB LNC will now convene to agree next steps.
Yours in union,
GMB National Officer
G4S DWP Industrial Action
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Dear Members,
The industrial action ballot for GMB members at G4S DWP is taking place from Wednesday 20th March 2024 till 12:00 noon on Friday 5th April 2024.
CIVICA, an independent balloting service, are conducting the ballot for us.
Your ballot paper will arrive by post in an orange envelope, from Thursday 21st March onwards.
Here is a picture of the envelope below so you know what to look out for.
Please make sure that you complete the ballot paper, ticking yes to strike action, and return your ballot as soon as possible, and encourage your colleagues to do the same.
Please do not take your ballot into work, it needs to be completed and returned by post away from your workplace.
If you have not received your ballot by Monday 25th March please contact GMB urgently either via your local Rep, Regional Office or via info@gmb.org.uk FAO G4S Ballot – so that we can request a new ballot for you from Civica.
The last date Civica can realistically issue a replacement ballot will be Tuesday 2nd April – as anything later will unable to be received/returned in time.
Non-members who want to join so they can vote, can do so up to midday Monday 1st April, so that a ballot can be issued the following day.
Please remember that this it is crucial that you vote in support of securing an enhanced wage offer for 2022/23.
Yours in union,
GMB DWP LNC and GMB NATIONAL OFFICER
Online Members Meeting - 13th March 2024
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Q. Why is it taking GMB nearly 18 months to get this sorted?
A. GMB offered to fast track the talks but G4S refused. They have then tried to drag out negotiations to wear members down over the last 18 months. This is the first time we have ever balloted for action, and there is a very thorough legal process we have to follow which has legal timeframes we have to adhere to.
Q. Why do we keep having meetings when G4S have already played their hand it’s just going round in circles?
A. The meetings are being held to keep members updated as best we can, the work required to meet the legal requirements regarding industrial action has been ongoing. As described in the meeting, the legal paperwork is 32 pages long so it takes time to prepare.
Q. Why don't GMB say to G4S were not doing any more courses online until we get this sorted once and for all?
A. If GMB were to advise members to refuse to participate, it could be characterised as taking ‘industrial action’ and without the protection from a legal ballot, members could be disciplined for refusing to participate. That is why a legal ballot is required before any action can take place.
Q. Why is GMB taking so long ? Seems like you guys don’t want to strike? You want a deal with G4S
A. As per a previous answer, G4S refused our offer to fast track talks in order to try and delay, and wear down members. We have moved as quickly as possible, and as described, the legal process has minimum time lines built in that we have to comply with. Ultimately it will be members who decide what offer they accept from G4S, not GMB Officials.
Q. Is the G4S intentionally delaying the contract renewal, considering the uncertainty surrounding it, especially since the guards, who constitute the main income stream, are being treated poorly?
A. This is a good question and while we’re not certain of the status of the renewal, the process is driven by DWP, who may be waiting to see how this is resolved.
Q. Do we need to contact the AUS control room to inform them that we will be in for duty - due to being on strike?
A. No. If members vote to take action, you are not required to inform G4S or AUS of your intention to take action, that is for G4S to address.
Q. The main question we have is we did not agree to get paid our back pay on a monthly payment, when the deal is done this is money owed. Can we request full payment? I have checked this and found out we can request full payment. If not can we take it to a tribunal for £70 to get it?
A. At this stage it’s our expectation that any back pay is paid as a lump sum as per usual practice, not via monthly instalments.
Q. If we did strike, can AUS management invite us in for disciplinary action.?
A. No. If members vote to take strike action in the legal ballot, you are protected when you do strike.
Q. How long do we Protest "Picket" for?
A. If members vote to take strike action then the LNC will in conjunction with GMB Offcials look to agree the number and timing of strike dates, picket lines and expectations for members participating.
Q. Will GMB provide banners?
A. Yes, where we establish picket lines there will be a very visible and strong GMB presence like banners, placards etc
Q. Is there the possibility of more strikes going forward?
A. Firstly it is crucial that all members vote to take strike action, this enhances our bargaining position and gives us the flexibility to call strikes when needed.
Q. If we get any Press engagements are we allowed to speak to them, if so should AUS invite us in for disciplinary action?
A. Our advice is to pass any press queries to your GMB Officer or GMB nationally to ensure that members are protected from any retaliation if they speak on the matter. We don’t want to give G4S or AUS any reason to try and target members.
Q. What is GMB’s target date for first strike date should G4S continue to show disregard for its employees
A. Members have to vote for strike action first, so that is our focus and priority. Following a successful ballot result we can then determine dates for potential strike action, bearing in mind that legally we are required to give G4S over two weeks’ notice of the strike dates.
Q. How many processes and ballots do you need ? This has been going on over 18 months
A. GMB has been following its industrial policy of balloting members directly on offers, and on the previous ballot we asked members – for the first time – whether they would be prepared to take industrial action. Once members gave GMB a mandate we have been able to follow the legal industrial action process which we do not control, and is governed by strict laws that GMB must comply with.
Q. We are 1 month out from the NMW going to £11.44 what happens after this and do TL go up scaled or do they remain on NMW?
A. The rise in the NMW must be paid, and the TL rate will be almost swallowed up; G4S are aware of this and as per their inaction over the years, they appear to be comfortable with the erosion of the differentials with the NMW.
Q. Will the ballot papers be emailed or posted? Posting has the risk of papers being lost when returned or not received at all. Post is also a very long winded way of doing things
A. Legally ballot papers have to be posted. They are not posted by GMB, legally they are posted by an Election Company who runs the election. We agree that it is risky which is why we are being very clear about members making sure they vote and contacting us if they don’t receive a ballot.
Q. Can you strike if you’re not in GMB?
A. Yes. However if you support strike action, then without joining GMB you won’t have any say in the actual legal ballot.
Q. Who do we contact to update our membership details too because I don't know who my rep is because the GMB hasn't sent information to my site because i've not seen a rep in years?
A. If you want to confirm your details, please email info@gmb.org.uk with your details and membership number and it will be directed to the relevant GMB Region for action.
Q. Can we have this meeting once every month to let the company know that we are strong than what they think?
A. The LNC are agreed that we should make greater use of this timeslot to establish regular contact with members outside of this process, and into the future.
Q. Will G4S drag this to April then try to say the government enforced pay rise is our pay rise again like they did before?
A. We would not be surprised if they tried that as they have done in the past, however we have made clear that we specifically focussed on the rise in wages for the 2022/23 year, including back pay for members.
Q. Can PCS guards vote too?
A. No they cannot vote. Only GMB members are entitled to vote. They can – and should join GMB as the recognised Union who are taking action – join at any time before the last ballots are issued in order to vote in favour of strike action.
Q. Is this strike regarding solely Dec 2022-Dec2023 or is it now Dec 2022 - present?
A. No the trade dispute – which is a legal requirement – and any strike action is related to the 2022/23 pay year.
Q. What happens if I leave G4S before any back money is paid?
A. Previous advice and cases have resulted in no legal requirement to pay anyone who has left the Company. However as discussed at a previous meeting, we will definitely seek to have those members covered.
Q. Are GMB planning on a one day or a multi-day?
A. At this stage we just want to focus on securing a successful ballot result, but initial thinking is multi-day, though this will be confirmed in due course.
GMB DWP LNC GMB National Officer
Legal Paperwork Submitted
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Dear members,
Today we submitted the legal paperwork that allows us to proceed to a legal industrial action ballot. Apologies for the short notice but we are having a brief meeting tomorrow to update and also outline timelines going forward. I hope you can join the meeting using the link here:
Q: How long before strike day does a non-member have to join. Eg can they join the week /day before
A: Non-members can join up until the day before a strike – however if they join prior to/during balloting, they can then also help to ensure that there is a mandate for strike action.
Q: This is over December 2022 pay rise. When is the December 2023 pay rise talks. We are gonna get April 2024 government enforced minimum wage rise before any of this. This is a joke
A: We agree – the Company has delayed the process in order to try and wear members down into accepting a sub-standard offer.
Q: So are non-union members not protected if they do not work on the day if any action taken as it says different online. I have 4 staff who are not members who said they would not work if we strike.
A: If any non-members encounter any issues during the process, including during any potential strikes, as non-members they will not receive any support from GMB; and as per the reply to Lee, if they don’t join *and vote* before the ballot closes they won’t be able to have a say in the ballot outcome. Also bear in mind non-members will not be eligible for any strike pay if members ultimately take action.
Q: Do we know if G4S has got the new contract
A: We’re not aware that the new contract has been awarded.
Q: if you go for a strike, what about G4S employees no strike policy?
A: There is nothing preventing members taking action on pay and other conditions, please see separate bulletin that will be posted on the web board.
Q: What about back pay if you were made redundant due to a DWP site closing?
A: There is no legal requirement to honour any backpay to members who are made redundant, however we will attempt to negotiate that in any final agreement.
Q: What has happened to back pay when is it calculated from and when come.
A: We are seeking back payment to 1st
December 2022, something the Company refused to offer, to date of implementation.
Q: But in April if the rate is going to 11.44 what rate will we be going for. How many % from 11.44
A: We expect that over 90% of the contract will be on the new minimum wage from April, and our original claim is for RPI at December 2022, which was 13.4%.
Q: Why are we only negotiating pay rate. Our holiday allowance is piss poor, not my choice to not work on a bank holiday
A: That is what was in our original claim, but as described at the meeting, this needs to be the first step in seeking to improve working conditions across the DWP contract and Secure Solutions more widely.
Q: according with the last discussion we are unskilled workers as we have part of government contract can this to be added as skilled workers.
A: We consider DWP Guards to be skilled professionals, and as such should be treated and paid respectfully.
Q: There’s a guard here that's on this for the free ride... he is waiting for the union to fight for his pay so he don’t have to get his hands dirty or pay the membership ????
A: Bear in mind non-members will not be eligible for any strike pay if members ultimately take action.
Q: Do we get paid when we are on strike?
A: GMB Rule Book provides for payments to members who take action, though more detail, like attending picket lines etc. will be distributed following a successful ballot.
Q: We was told as a small JC that only take about 100+ customers can't strike, only bigger main JCs can... is that right?
A: No, if our ballot is successful then all members will have the right to strike, regardless of the size of their site.
Q: What happens if G4S lost the contact and we TUPE to another company do we lose the back date pay?????
A: No, any back pay that is Government funded would be payable.
Q: We should strike like the buses did and get things sorted.
A: We agree, that is why we are going to initiate the legal Industrial Action ballot process.
Q: How many votes do we need to do to get this sorted I've voted for the last 2years nothing has been sorted.
A: The legal Industrial Action Ballot process is a legal one, GMB don’t set the rules, and we have to secure the highest number of votes in favour of striking as possible.
Q: When the Ballot goes through for strike action, would guards that are not a member are they able to become members and strike, even if just a couple of days before?
A: Yes, though they will miss the chance to join and actually vote to ensure we have a strong mandate for industrial action.
Q: Do you think Allied Universal has put pressure on G4S not to do anything?
A: At the moment G4S does not actually have a ‘problem’ so they are probably happy to sit back and wait until we have balloted.
Q: Are you dragging this out so that when April comes you'll throw everything else out of the table?
A: No, we have always wanted to resolve this as quickly as possible, which is why we originally wanted to fast-track negotiations at ACAS; and the LNC have always made themselves available to meet for negotiations, it has been the Company who have delayed the process.
GMB to Begin Process for Legal Strike Ballot
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Dear Members,
The recent GMB ballot returned a resounding rejection of the pay offer and a strong endorsement for industrial action.
This is an unprecedented result and we want to thank members for their continuing support, and means we are now able to proceed with a Legal Industrial Action Ballot.
By law, this is separate ballot that must be conducted independently by an election services company, before members can take any industrial action.
The Legal Industrial Action Ballot process is governed by very strict legislation which means GMB has to jump through a number of hoops in order to proceed.
We are now in the process of drafting a legal notice to the Company, where we are required to detail a huge amount of information on every DWP workplace, which we need to get correct before we can proceed.
Can members please ensure that your personal home address, email and mobile contact details are up to date – this can be done using the GMB website, by contacting your local Rep, emailing your GMB Region or info@gmb.org.uk
We have arranged an online members meeting for Wednesday 28th Feb, 9-10, please use the link below to join:
We will look to do these regularly over the course of the balloting process, and will be developing further support and advice for members with questions.
If any members are interested in getting more involved then please let us know also via info@gmb.org.uk
Yours in Union,
GMB DWP LNC and GMB National Officer
GMB Pay Ballot Results - Over 80% Vote for Industrial Action
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Dear Members,
Thank you to everyone who has voted in the pay ballot.
Members have returned a resounding rejection, with over 80% rejecting the offer *and* being prepared to take industrial action.
This is a momentous result and want to thank reps, members and GMB colleagues for all their efforts.
This dispute over pay is about the dignity and respect that members deserve for doing a professional job and ensuring that your wages keep pace with the cost of living.
We will communicate the result to the Company later today and have already ensured that a meeting has been scheduled with the Company for tomorrow to discuss the result.
We hope that the Company recognises and respects the result members have delivered, the first one of this nature for many years, and is prepared to table an improved offer that we can recommend to members.
We will update members as soon as possible following the meeting.
Please share this update with any GMB members colleagues who have not received this mobile communication.
Once again, many thanks for your continued support in seeking to secure the pay rise that you deserve.
First and foremost, we want to express our gratitude for your ongoing support in these endeavours and recognise the frustration you may be experiencing. We appreciate the significant turnout at our online meeting to discuss the 2022/23 pay negotiations, with many of you posing excellent questions.
Understanding that some members couldn't participate, we thought it was important to create a Q & A sheet. This aims to provide an overview of the discussed matters and address questions raised by members, ensuring transparency and inclusivity.
1. Q. What happens if G4S are unsuccessful and do not retain the DWP contract, have the union approached other possible contractors about pay?
A. At this stage GMB’s Head of Research and Policy has advised that the DWP contract renewal notice has not yet been published, so we have not yet made any approaches to any other potential contractors.
We have written to the DWP seeking to have an input into the re-tender process on behalf of members who perform a crucial function for DWP.
Once the tender is published we’ll certainly consider approaching potential contractors as a valid action.
2. Q. Is there any truth in the rumour that G4S are not going for the contract and just kicking this around till April?
A. G4S have not given any indication that they were walking away from the DWP contract and have always stated how important the contract is to the Secure Solutions business.
3. Q. Now that ACAS have confirmed that they are unwilling to arbitrate unless the TOR is agreed, is our only option to strike?
A. No, we are presently balloting on an offer, which might be accepted. If it isn’t we will approach the Company about an enhanced offer. At that point we can consider industrial action as an option.
4. Q. How much time must someone be a union member before being eligible to participate in a strike?
A. Someone who wants to participate in strike action needs to be a union member, there is no minimum length of membership. However, if someone is not a member when the legal balloting is underway, then they will not have a say in the outcome.
5. Q. When will we start pay negotiations for 23/24 year?
A. We want to commence these as soon as possible once we conclude the current dispute.
6. Q. How did G4S Cash and Transit manage to finalise a deal within three months of the initial offer, while it appears that we are still far from reaching a resolution in our situation?
A. G4S Cash have a history of being organised and prepared to take industrial action. We have not got the same history in Secure Solutions, in part because we have believed we were constrained by a no strike clause, which is not the case.
7. Q. Is the company intentionally delaying the contract renewal, considering the uncertainty surrounding it, especially since the guards, who constitute the main income stream, are being treated poorly?
A. That is a distinct possibility; this is one of the reasons we are seeking to meet with DWP on your behalf regarding the contract renewal process.
8. Q. Are the company intentionally delaying the pay process due to possibly losing the contract?
A. Again that could be a possibility, however that tactic would be very apparent and likely to have significant reputational damage to G4S, something that we believe they would want to avoid, particularly with Government contracts.
9. Q. If we go on strike what arrangements would be put in place to reduce the burden of financial pressure on guards who take action?
A. GMB Rule Book provides for a minimum payment for members who ultimately take action, but every industrial action is considered on its merits to identify if this is appropriate.
10. Q. Where do we go from here?
A. The ballot closes on the 9th, and we have sought a meeting date with the Company in the following week to discuss the results. This meeting will likely determine our next steps. We are also going to schedule another online meeting for the w/c 19th to update members.
11. Q. Might the company take the position, once the minimum wage takes effect, that it serves as your salary increase without providing any back pay?
A. This is effectively what they have already offered by refusing to offer any increase/backpay to Dec 2022 – April 2023. This is a period of only 3 months, so represents very little cost to the Company, and we believe their refusal to make an offer reflects their view of the membership.
12. Q. Surely we are the main income stream for the contract and should receive a fair pay award accordingly?
A. Absolutely! GMB members play a crucial role in the smooth functioning and maintain the safety of DWP sites. It is a skilled role, performed by professionals with a qualified background. It is worth far more than the National Living Wage, which the majority of guards are now on.
13. Q. What happens if you leave the company before the pay claim is settled, will you still be entitled to the back pay as you would have worked through that period?
A. Legally you are not entitled to the back pay – this has been determined previously at tribunal – however we will seek to ensure that as part of any settlement that anyone who has left is paid their back pay.
14. Q. How can we preserve and enhance the pay differentials between team leaders and guards, especially considering that the current 6p per hour gap will vanish with the National Minimum Wage increase in April?
A. This is a crucial issue and why we believe that we cannot allow the erosion of the differentials to continue. G4S has the money to maintain, and even enhance the rates, and we need to ensure that we can bring enough pressure to bear to secure that outcome. At present G4S have no reason to maintain, let alone enhance rates, as they don’t believe there is an issue.
In conclusion, it is evident that sustaining the momentum is crucial as we navigate through this process.
The LNC committee urges members to engage in conversations with colleagues and encourage them to join our cause.
Our strength lies in unity, and it is in our collective best interests to persist in the struggle for equitable wages across the DWP contract.
GMB DWP LNC & GMB National Officer
Please ensure you share this update with non-members and encourage them to voice their opinions on pay by joining GMB: https://www.gmb.org.uk/join-gm...
G4S DWP Members Meeting
Posted on:
Dear member,
Thank you to those who have voted in the ballot to date, your voice and feedback is crucial.
We are hosting an online members meeting next Wednesday, 31st Jan, from 9-10 to provide a brief update on progress.
Please feel free to drop in if you are able to.
If you haven’t yet had the chance to vote please ensure that you contact your relevant LNC Rep or GMB Officer.
This message may contain confidential information and is intended only for the use of the named addressee. If you are not the named addressee , disclosure, copying, use or distribution of the information included in this email is prohibited.
Please ignore any Company messaging from Managers, letters or notices that are trying to speak for GMB.
Not only is this a desperate act but it is totally inaccurate.
GMB is clear that members are entitled to pursue industrial action on matters like pay that are covered by the dispute resolution clause.
We are not looking to pre-empt the vote of members but we want you to vote in full knowledge of your rights.
Please ensure you have your say on pay this year and encourage any other colleagues who aren’t in GMB to have their say too.
GMB LNC GMB National Officer
GMB G4S DWP - ACAS Won't Arbitrate - Company Offer 'Disrespectful' - 9 January 2024
Posted on:
ACAS WON’T ARBITRATE – COMPANY OFFER ‘DISRESPECTFUL’
Dear GMB Members,
We again want to thank members for your resolve and patience regarding 2022 pay.
In April we called on the Company to move straight to arbitration, but it refused. Instead, it drew out the pay talks and even sought to limit the independence of the arbitrator by claiming it could only afford the following:
5.15% consolidated increase from 1st Dec 22 to 31st March 2023 rising to;
7% consolidated from April 1st
2023 until 30th Nov 2023.
On November 30th ACAS formally advised that it wouldn’t arbitrate your 2022 pay dispute if the terms of reference weren’t agreed. Then on the 7th December the LNC met and offered to ballot members on their ‘affordable’ position above. However, on the 20th
December the Company tabled an offer that is less than what they have claimed is affordable, and making it conditional on the LNC recommending it for acceptance:
5.15% with effect from 1 December 2022 and;
6.5% from 1st
April 2023
YOUR LNC CANNOT RECOMMEND THE OFFER
Whilst this is technically the best outcome that can be achieved by negotiation, the LNC has agreed that it cannot recommend this offer to members because it falls far too short of your claim. Put simply, tabling an offer less than what they have claimed is the limit of their affordability is utterly disrespectful to members on the DWP contract.
As such the LNC has agreed to also ask members that if they reject the offer are they prepared to take industrial action in pursuit of a better offer.
To be clear the ‘no strike’ clause in your agreement does not apply to disputes under Clause F of the agreement, which covers issues such as pay, terms and conditions etc.
Workplace balloting will now be conducted during January closing on 9th February.
It is now important that members ensure their contact details are up to date, and during the balloting process we will be looking to confirm these with members. Make sure you check in with your local GMB shop steward.
We do not expect the Company will be happy with our position on their offer, and may well table something even worse, which would be a poor reflection on them and their attitude to members.
Please ensure you share this update with non-members and encourage them to vote on pay this year by joining GMB: https://www.gmb.org.uk/join-gmb
Yours in union,
GMB DWP LNC GMB National Officer
G4S DWP - Update on Arbitration of 2022 Pay Dispute - 13-12-2023
Posted on:
Dear GMB Members,
We know that your 2022 pay dispute is still unresolved and we want to thank you for your patience. We are exceptionally disappointed at the time it has taken.
We have in part been waiting for ACAS to seek internal advice on whether it could (or would) arbitrate your 2022 pay dispute if the parties could not agree the terms of reference.
As a reminder the clause 6 of the disputes process in your Agreement states:
6. …The arbitration procedure shall be as agreed between the parties or, failing agreement, in accordance with the procedure decided upon by ACASand the outcome will be binding on both parties.
However last Friday ACAS formally confirmed that it would not arbitrate your 2022 pay dispute if the terms of reference weren’t agreed, despite the clause in your agreement above.
GMB is bitterly disappointed with this decision because as we reported, we were prepared to let ACAS arbitrate without any limitations, whilst the Company sought to limit the amount that it would agree to pay despite what ACAS determined.
As a result last Friday after receiving the advice from ACAS we informed the Company we would ballot on the Company’s position if it tabled an offer.
As of today we are still waiting.
Once an offer is received we will proceed to ballot members.
As we have said above, we know this has taken far too long, though we now have clear evidence that the arbitration provision of our Agreement is not fit for purpose, and we believe needs reviewing.
Yous in union,
GMB DWP LNC, GMB NATIONAL OFFICER
G4S DWP - Trying to Limit ACAS Independence
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Dear GMB Members,
We hope everyone is well.
G4S have proposed arbitration terms that would limit the independence of ACAS in settling the 2022 pay dispute, by proposing to limit the amount of any award to less than 7%, and that it cannot be backdated to December 2022, only from April 2023.
The proposal directly conflicts with earlier advice from ACAS, and misses, perhaps deliberately, the whole point of arbitration, which is for an independent umpire, ACAS, to determine the pay award for 2022 without restrictions imposed by one party.
We have sought intervention from ACAS and have proposed the following:
The parties agree to pursue conventional arbitration.
The arbitrator is asked to make a determination on the pay award, at a point between the final positions each of the parties reached in conciliation:
9.2% for GMB and;
5.15% (+0.25% payable April 2023 and 0.25% payable August 2023) for the Company.
For staff covered by the G4S DWP contract for the 2022/23 annual pay period (anniversary 1st December 2022) as outlined in Company information.
The award is backdated to the start of the pay year for 2022/2023 ie December 2022.
We will update members once we receive feedback from ACAS and/or the Company.
The DWP contract is also now out for re-tender and we will be contacting the DWP to make a contribution on behalf of members, particularly in respect of the expectations of any successful service provider and their responsibilities regarding pay and conditions.
Please ensure you share this update with non-members and encourage them to voice their opinions on pay by joining GMB: https://www.gmb.org.uk/join-gm...
In solidarity,
GMB DWP LNC GMB National Officer
G4S DWP - GMB Submits Arbitration Terms to G4S - 16 October 2023
Posted on:
Dear GMB Members,
We hope this newsletter finds you well and we want to reiterate again our thanks to members for your patience.
As we reported previously the Company has suggested that it would take time a long time to agree the terms of reference, and who should arbitrate the dispute.
When GMB had previously agreed terms of reference etc with G4S in another business unit, it was completed quickly and simply via email.
So, on 3rd
October GMB sent an initial proposal for terms and nominating ACAS to arbitrate, and on 12th October the Company responded, though without any suggested terms, so on the 13th GMB proposed the terms below:
“The arbitrator is asked to make a determination on the pay award, at a point between the final positions each of the parties reached in conciliation, for the staff covered by the G4S DWP contract for the 2022/23 annual pay period (anniversary 1st December 2022).”
We are now waiting for a response from the Company and will advise one we receive something.
Separately we have written to Tim Kendall, G4S Secure Solutions Managing Director, out of courtesy advising that we would be looking to convene meetings with DWP, and Shadow Labour Ministers to discuss issues impacting the DWP contract, and also wider security related matters.
There is a strong chance that there will be a new UK Government so now is an appropriate time to flag to them our members’ views on a wide range of issues. We will update members following these meetings.
Please ensure you share this update with non-members and encourage them to voice their opinions on pay by joining GMB: https://www.gmb.org.uk/join-gm...
In solidarity,
GMB DWP LNC GMB National Officer
G4S DWP - GMB Union Update - Time for Arbitration 26-09-23
Posted on:
Dear GMB Members,
We hope this newsletter finds you well and we want to thank you once again for your patience. As reported in the last update, ACAS have agreed to arbitrate but the Company were still insisting that negotiations continue, and they requested a further meeting this week.
In order not to further delay the process we proposed a virtual meeting so that it could be done as soon as possible, where the Company offered, on top of the 5.15%:
An extra 3p an hour (0.25%) from April 2023 and;
Another 3p an hour (0.25%) from August 2023.
This offer proves that despite repeated denials over the years, G4S can dip its hand into its own pocket to pay Officers more than it receives from DWP.
Now when the Company claims that “9.2% is simply not a viable option and risks the entire future of the DWP contract.” members have every right to be sceptical that the Company paying an extra 3-4% from its own pocket is somehow going to risk a multimillion pound contract.
Since talks have commenced your LNC have adjusted your claim to the lowest measure of inflation in December 2022, CPIH 9.2%, down from RPI 13.5%, in an effort to ensure that members do not fall behind the increased cost of living and to reach agreement.
The LNC holds the view that this offer is still substantially below any cost of living measurement and falls well below members expectations as expressed in your claim, so we are once again calling on the Company to move urgently to arbitration.
It has previously only taken a few emails to agree the terms of arbitration so unlike the Company we don’t see that taking up too much time or resources.
Please ensure you share this update with non-members and encourage them to voice their opinions on pay by joining GMB: https://www.gmb.org.uk/join-gm...
In solidarity,
GMB DWP LNC GMB National Officer
GMB Union Update - ACAS Agree to Arbitration - 13/09/2023
Posted on:
Date: 13/09/2023
GMB Union Update – ACAS Agree to Arbitration
Dear GMB Members,
We hope this newsletter finds you well and we want to thank you once again for your patience.
Like you, the LNC are exceptionally frustrated by the continual delays, the Company are obviously doing everything they can to avoid participating in arbitration.
Your LNC can only guess that the Company are scared about potentially having to pay members any additional money that comes from their own pocket, not just what DWP have funded them.
However we can report some good news.
ACAS have advised that they are prepared to arbitrate on the pay for 2022/23.
But this won’t come as a surprise to members now, the Company are still trying to avoid arbitration and are seeking another meeting (18th September) to table another offer.
We cannot emphasise this enough that the Company is deliberately doing this to try and undermine your collective strength and position.
Your support is invaluable in these negotiations, and we thank you for standing together in solidarity.
If you require further information, please contact your local GMB Representative or GMB Office.
Please ensure you share this update with non-members and encourage them to voice their opinions on pay by joining GMB: https://www.gmb.org.uk/join-gm...
In solidarity,
GMB DWP LNC GMB National Officer
GMB Union Update on DWP Pay Increase 2022/23
Posted on:
Dear GMB Members,
We hope this newsletter finds you in good spirits, despite the ongoing challenges we face in our negotiations with G4S. We want to keep you informed about recent developments and reaffirm our unwavering commitment to achieving fair terms for all our members.
We understand and share your frustration with the company's delay tactics. It's evident that they are attempting to prolong the negotiations in hopes of undermining our collective strength. However, we want to assure you that the GMB stands strong, and we won't be deterred by these tactics.
We must address G4S's offers, which fell short of our members' expectations. During the stage one negotiations, a 5.15% increase was proposed, but it did not align with members' feedback and was unanimously rejected. G4S then presented the same offer of 5.15% during stage two negotiations which was rejected by 95%of GMB members by ballot, clearly reflecting the sentiment of our members. Furthermore, during the second ACAS meeting, the company then proposed a one-off payment of £125, which our members felt was an insult given their hard work and dedication during the cost-of-living crisis.
Now, yesterday, G4S presented a two-year deal that raises serious concerns for our members. In the first year, the proposed 5.15% increase without any improved percentage or additional benefits to the offer that was rejected by GMB Members and is simply not enough to reflect your hard work and dedication. The second-year offer 4% for premium sites and 7% for standard & enhanced sites with percentages even lower than the current Average Weekly Earnings (AWE) March to May average (7.4%) is disappointing, to say the least. GMB representatives closely analysed the proposed deal and the potential impact on GMB members. We share your belief that this offer would leave many worse off, rather than improving our members' collective situation.
Low Pay Commission (LPC) estimate the National Living Wage (NLW) will need to rise next year to between £10.90 and £11.43 to reach the government’s target. LPC central estimate of the on-course rate of the NLW for 2024 is £11.16
Having analysed the company's two-year offer, your LNC (Local Negotiating Committee) representatives are actively working to relay your feedback. We are open to a further meeting with G4S at ACAS (Advisory, Conciliation, and Arbitration Service) to once again reaffirm what our hardworking members believe constitutes a fair wage.
Our resolve remains firm: we firmly believe that our members deserve a living wage that reflects their contributions. We have communicated our strong stance to the company and have made it clear that arbitration remains a viable path forward.
As your union, we stand united in our commitment to achieving a fair resolution that benefits all members. Your support is invaluable in these negotiations, and we thank you for standing together in solidarity.
We will continue to push for what is right and just, and we won't back down until we achieve an outcome that uplifts our members and respects their hard work. Stay united, and let's face these challenges together.
If you require further information, please contact your local GMB Representative or GMB Office
In solidarity,
GMB DWP LNC
GMB National Officer
Please ensure you share this update with non-members and encourage them to voice their opinions on pay by joining GMB: Join GMB
GMB Union Update on DWP – ACAS the way forward
Posted on:
Dear GMB Members,
We want to challenge the misinformation contained in the recent “Salary Increase Update” sent by the Company to all staff working on the DWP Contract.
DELAYS
It took them two full days of talks at ACAS, spread from May to June just to table an additional lump sum payment of £125. This ‘offer’ could have been tabled on May 15th, but they insisted the extra meeting as their ‘offer’ had to be ‘explained’ in person.
BACKPAY
At no stage did the Company offer to pay the backpay element and continue to negotiate – if they had, its highly likely this element would have been accepted, and we would have continued to arbitration.
BALLOTING
The Company is also misleading members about an ‘expectation’ for GMB to ballot members under your Agreement:
6. If the Company and the GMB fail to reach an agreement at Stage 2* then they will refer the matter to ACAS and seek their involvement in securing a negotiated agreement.
If the parties are still unable to reach agreement then they agree to use ACAS for arbitration. The arbitration procedure shall be as agreed between the parties or, failing agreement, in accordance with the procedure decided upon by ACAS and the outcome will be binding on both parties.
*We balloted members at Stage 2, and members overwhelmingly rejected the offer and endorsed a move to conciliation and arbitration. If we had received a substantially improved offer at Conciliation, we would have balloted, but a £125 lump sum does not come close, and falls well below the £1,500 lump sum DWP civil servants will receive.
ABILITY TO PAY
The Company also admitted in Conciliation that it chooses not to contribute any money towards the pay of Officers, with the Government funding the entire pay bill – this is why we are calling on G4S Secure Solutions to put its hand in its own pocket for once.
We are now seeking to initiate the binding arbitration process and are actively pursuing a suitable date to ensure that unnecessary delays are avoided.
If you have any further questions or concerns, please do not hesitate to reach out to us. We remain committed to representing your best interests and will provide updates as soon as they become available.
In solidarity,
GMB DWP LNC GMB National Officer
Please ensure you share this update with non-members and encourage them to voice their opinions on pay by joining GMB: Join GMB
ACAS CONCILIATION MEETING
Posted on:
Dear GMB Members,
We are writing to provide you with an update on the ACAS conciliation meeting that took place on 22June 2023. The purpose of this meeting was to address the ongoing dispute over pay and explore potential resolutions.
During the meeting, the company provided additional information, and clarified that the DWP fully fund Officer pay, with the company not contributing any money at all.
Your claim was that members’ wages should not fall behind the cost of living, particularly during this crisis, and that was the position we took into the talks.
In order to secure a deal, your Committee offered compromise where we would recommend a wage offer of 9.2% to members, which would have matched the Government’s lowest inflation measure.
This would mean members would not lose ground, and would directly benefit the 60% of frontline members who are now being paid the national minimum wage.
We also highlighted the fact that until now DWP frontline staff have always been paid above the minimum wage throughout the duration of the contract and it does not reflect the exceptional professionalism and the excellent service they provide.
Our compromise offer would have meant the company directly funding ~3.5% itself, basically costing them a few million pounds, which in the context of the entire DWP contract is hardly anything, but the company rejected this, saying they weren’t prepared to fund any pay rise themselves.
Despite our dedicated efforts throughout the entire day to secure a better deal for our members, we have determined that it is necessary to proceed to the next stage of the process, which involves binding arbitration.
We appreciate your understanding and ongoing support as we navigate through this process. Rest assured, we remain committed to representing your interests and advocating for a fair and just resolution. We will keep you informed of any further developments.
Thank you for your continued trust in the GMB.
In solidarity,
GMB DWP LNC GMB National Officer
CONCILIATION / NEGOTIATION COMMENCES AT ACAS
Posted on:
Dear Member
Yesterday GMB DWP LNC Reps from across the country commenced conciliation i.e. further negotiations at ACAS, supported by an ACAS Conciliator, who worked with both parties throughout the day.
The Company did not table any revised and/or enhanced offer during the talks, and we expect them to claim that they cannot afford a pay increase beyond what DWP are paying them for wage rises under the contract i.e. the 5.15% average.
GMB has always believed that G4S can afford to award a decent pay rise to Officers, and ‘should dip it’s hand into its own pocket’ to pay Officers more.
That’s why we requested a wide range of Company financial information to support our claim such as:
How much profit has the Company made on DWP contract?
Have the Company had to pay penalties to DWP?
What is the Company wage bill just for Officers i.e. not Agency?
How much would our pay claim actually cost the Company in ‘pounds and pence’?
We have yet to receive the information but once we do, in order to save time, we’ll convene an online meeting with Reps to consider the information and explore any potential alternatives to our claim.
We’ll advise members when this is likely to be so that you are aware that progress is still ongoing.
Please feel free to share this bulletin or post it onto your local noticeboard.
Yours in union
GMB LNC GMB National Officer
GMB MEMBERS ON G4S DWP CONTRACT 2022 PAY AWARD – ‘DISPUTE’ UPDATE
Posted on:
Dear Member
Just to give you a brief update on the G4S DWP 2022 pay talks.
Following our advice to the Company that members have rejected the Company offer, G4S management have asked us to contact ACAS to commence the next stage of conciliation and/or arbitration.
GMB’s offer to fast track the ACAS process and go straight to arbitration has not yet been accepted by the Company.
We have now contacted ACAS requesting we commence the collective conciliation stage, and they are also now contacting the Company too.
We are currently awaiting a response and suitable dates to meet in person from ACAS.
If we are unable to negotiate an improvement, we will move to the final stage of binding arbitration.
We will of course continue to keep you updated on progress.
Please make sure you share this bulletin at your workplace and encourage anyone not in GMB to have their say on pay by joining GMB: https://www.gmb.org.uk/join-gmb
Yours in union
GMB LNC GMB National Officer
GMB MEMBERS ON G4S DWP CONTRACT PAY BALLOT RESULT
Posted on:
Dear Member
Thank you for participating in the recent ballot for the G4S DWP pay offer 2022 and supporting the recommendation made by the LNC committee to reject the Company offer.
TO REJECT: 95%
TO ACCEPT: 5%
We have formally notified the Company of the outcome of the ballot.
In order to speed up resolution of the pay dispute, we have proposed to the Company that we move straight to binding arbitration with ACAS – we will update members when we receive a response.
It is clear that the Company offer fell short of a realistic offer, particularly in light of the fantastic contribution members make to ensure the safety and security of all who work and visit the JCP’S and the excessive increases to the cost of living experienced last year.
The next and final stage of the process is to meet with G4S at ACAS. If the Company reject our proposal to go straight to arbitration, then we will have further negotiations or ‘conciliation’ with a view to securing an improved offer from Company.
If there is no improvement then we will seek to move to the final stage, binding arbitration.
We will keep members updated as we move forward and encourage everyone to ensure that all colleagues are GMB members.
Yours in union
GMB LNC GMB National Officer
GMB MEMBERS 2022 PAY UPDATE
Posted on:
GMB LNC RECOMMENDING REJECTION
Dear members,
Thank you for your patience to date with the pay talks for 2022.
Yesterday we attended a Stage 2 Dispute meeting to discuss the pay offer that was rejected by your LNC.
We were hopeful that the Company had managed to secure more funds from DWP to enhance the original offer of 5.15%.
Unfortunately, the Treasury rejected the request for additional funds so the Company tabled it’s full and final offer:
The pay offer will be backdated to the 1st December 2022.
All pay rates will increase by an average of 5.15%
For the period 1st December 2022 to 31st March 2023 all pay rates will increase as follows:
From 1st April 2023, all pay rates will remain the same except for ASO Standard, ASO Enhanced and Reception Standard which will further increase by:
What is clear is that this offer reflects the basic contractual requirements agreed with DWP and the legal requirements relating to the April increase in the National Living Wage.
What is disappointing is that amidst the greatest cost of living crisis in recent memory, the Company has not offered to contribute any additional funds to support a wage increase beyond the contract and legal minimums.
Your LNC are unanimous that they don’t believe the offer is anywhere near sufficient for members, particularly following the feedback you gave regarding the impact of the cost of living on you and your families.
On that basis the LNC is recommending that members reject the offer and give authority to pursue this dispute to conciliation and then arbitration.
We will commence balloting shortly so please ensure that you return your vote to your local Rep by midday 17th March.
We will update members on the results shortly afterwards.
Please also ensure that you share this bulletin at your workplace and encourage anyone not in GMB to have their say on pay by joining GMB: https://www.gmb.org.uk/join-gm...
Yours in union,
GMB DWP LNC GMB National Officer
Bulletins
G4S DWP 2021 PAY AWARD - BALLOT RESULTS
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Dear GMB member,
The GMB ballot on the 2021 pay offer has now closed.
GMB members have voted to accept the pay offer as follows:
To Accept: 65%
To Reject: 35%
We have informed the company and requested the uplift in pay be implemented as soon as possible.
Kind regards
Roger Jenkins
GMB National Officer
FAO ALL GMB MEMBERS
Posted on:
GMB CONSULTATIVE BALLOT - G4S DWP 2021 PAY AWARD
You will shortly be receiving your ballot paper for the 2021 pay award. The final offer is set out on the ballot paper and GMB members will vote on this offer.
Firstly thankyou for your patience during the pay negotiations. The delay in reaching this stage was mainly down to the wait for ministerial sign off from the government. Once this had been received the offer was made to GMB which was rejected by your negotiating committee.
Further discussions were held resulting in an improved offer and what we believe is the best that can be achieved through negotiation.
If accepted by GMB members the pay offer will be backdated to the 1st December 2021. The following pay increases will be implemented from the 1st December 2021 bringing the minimum Security Officer rate up to £9.80 Per Hour
Premium
Enhanced
Standard
ASO
5.10%
4.14%
7.10%
ASO TL
5.10%
4.51%
7.08%
Reception
5.08%
n/a
7.10%
ASO Ass Manager
5.08%
5.08%
7.12%
With a further increase for the enhanced rates in April 2022 which will bring this group in line with the premium increases of 5.1%
Enhanced 1st April
ASO
0.96%
ASO TL
0.60%
All ballot papers must be received by the GMB by no later than Midday on the 25th February 2022. If you have not received your ballot paper please contact your GMB representative immediately.
Roger Jenkins
GMB National Officer
Date: 17.12.2021
Dear GMB Member
IMPLEMENTATION OF SAFE MINIMUM LEVELS
GMB have today been informed that due to the spread of the new covid strain, safe minimum levels will be introduced with immediate effect.
New schedules are now being put together and members will be informed of their new working schedules over the next few days.
Any days that members are not required to work will still be paid at full contractual hours. G4S have requested that where officers are stood down at least part of this time can be used to complete any outstanding online training
As previously agreed any Covid absence will attract full Covid Sick Pay.
2021 PAY TALKS
Your GMB negotiating committee met again with G4S to discuss the 2021 pay uplift. We have been informed that ministerial sign off has still not been given and therefore the company are unable to give a final offer at this time. It is possible that the government department will give the OK at some point next week and GMB negotiators have agreed to make themselves available should this be achieved.
NEW STARTER RATES
We are all aware of new starters being offered an hourly rate of £9.80, this was never agreed or supported by GMB, these Officers have been employed on this rate from November 2021 and in many locations is above the rates of current employees.
GMB have been clear with G4S that this is unacceptable and throughout this time have been clear that any pay increase would need to be backdated to the 1st November 2021 to put right this injustice.
We have today been informed that the DWP will not agree to the backdating, and we have informed G4S that whatever the final pay offer, without the backdating, we will be recommending rejection of that offer and registering a formal dispute.
Roger Jenkins
GMB National Officer
Noticeboard Bulletin - 24-09-2021
Posted on:
Dear GMB Member
There will shortly be a communication by G4S in relation to the pay talks for this year.
Pay negotiations with G4S have started, however G4S have informed us that due to a lack of interest in the previously advertised positions, new positions will be advertised at the rate of £9.80 per hour in Standard and Enhanced areas.
GMB has been campaigning hard for a real living wage for our members on the DWP contract and our position is clear, that our members should be paid a proper living wage.
Further pay talks are planned in the coming weeks and we will be negotiating hard on behalf of GMB members to ensure that we get the best possible deal before bringing the G4S offer to ballot. We of course will keep you updated on progress.
Any offer we receive from G4S will be subject to a full ballot of GMB members.
For further information, please contact your local GMB representative or GMB office.
Please share this bulletin with any of your colleagues not yet in the GMB. Those wishing to join can do so following this link JOIN.
In Solidarity
Nadine Houghton, GMB National Security Officer
Dave Gigg, National GMB convenor, Secure Solutions
Derek Rawlings, National GMB Convenor, Secure Solutions
Noticeboard Bulletin - 29-07-2021
Posted on:
Dear GMB member,
As you will know, the GMB is campaigning for a decent pay rise for G4S's DWP guards. We want the DWP to fund the contract to ensure all guards are paid Foundation Living Wage rates as a minimum. The current living wage rates are currently £9:50ph and £10:85 in Greater London. These rates rise every year.
The current average rates of pay on the contract are £9:15 and £10:40 in Greater London.
GMB members across the DWP contract have been completing our survey, many of you have told us you have had to use food banks or rely on in-work benefits. This should be a source of shame for the DWP - the government department that seeks to help people into a job that gives them a decent standard of living. Based on our members feedback, they are failing on their own doorstep and now need to get their own house in order.
GMB representatives have recently met with MP's Jess Phillips and Jon Reynolds to talk about their concerns. Now we need you, our members, to do the same.
I attach a letter which you can edit and / or copy and paste to email to your MP to request a meeting and / or to ask them to support your campaign for a decent pay rise this year.
If you need any support with this you can contact one of your Local Negotiating Committee reps or your G4S convenors Dave Gigg 07786 255571 or Derek Rawlings 07848 108007.
Please do share with us any responses you receive by emailing nadine.houghton@gmb.org.uk
As always, if you are interested in getting more involved with your union, please let either Dave or Derek know by sending a WhatsApp or text to the numbers above.
Many thanks,
Nadine Houghton and your G4S DWP reps
LETTER TO THE SECRETARY OF STATE
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Dear GMB member,
First of all, I would like to say welcome to all our new members, it’s good to have you on board!
I also wanted to update you on the GMB's campaign for improved rates of pay for G4S guards in the DWP. Attached below is a copy of a letter I have sent on behalf of GMB members to request a meeting with Thérèse Coffey, the Secretary of State for Work and Pensions. I want Thérèse to meet GMB members working on the DWP contract, so she can understand the realities of our members’ working lives and the challenges you face.
Your representatives also have some action planned for the Autumn, to raise the profile of the campaign and put pressure on the Department to step up and improve wages and conditions.
Thank you to all of you who have completed our living wage survey. That G4S guards are being forced to use food banks and claim in work benefits should be a source of shame for the DWP and G4S. Once the survey has closed and we have all the responses we will be highlighting these issues to the press.
But most importantly, we cannot do this without you, the members. If you are interested in becoming more active in the GMB, either as a rep or a workplace contact, please WhatsApp Nadine on 07714239227 with your name and workplace.
On the 16th March, North American based, private equity backed security company Allied Universal received the required backing from G4S shareholders to proceed with the takeover of G4S. The takeover will mean that G4S will no longer be a company listed on the stock exchange but will instead become the largest private equity backed employer in the world. On the 6th April it was confirmed that Allied and G4S are now one company with all conditions to complete the sale having been met.
But what does this mean for G4S staff?
The GMB remains concerned about the impact of the takeover on G4S staff. Because the takeover is a 'Share' sale, as opposed to an 'Asset' sale, the protection normally available to workers in the UK under legislation called TUPE (Transfer of Undertakings and Protection of Employment) does not apply. TUPE normally provides some protections when staff see their employment transfer from one employer to the other, meaning the new employer cannot simply make changes just because they have taken over. But TUPE does not apply in the G4S sale and therefore protection for G4S staff is more limited.
Without the protection of TUPE it is more important than ever that G4S workers are members of the GMB.
Even without the protection offered under TUPE, your employer must still collectively consult with the recognised trade union if they want to make changes and therefore it's imperative you and your colleagues are all in the GMB to ensure your views are represented.
In their 'offer' document to shareholders Allied indicated they may 'divest' the care and justice sector of G4S. The GMB has written to the Director of Prisons Phil Copple to begin discussions on the future for these workplaces and will be meeting members of his team this month. TUPE would apply in this scenario and we would expect members' terms and conditions to be protected.
Cash is now a small part of the G4S estate following its sale to Brinks. The whole cash industry has suffered more than most during the Covid pandemic and has still not recovered. The GMB is asking for assurances from Allied that they will continue to invest in G4S Cash UK to protect jobs until the use of cash recovers and profitability of this sector returns.
What happens next?
The GMB wrote to the Chief Executive of Allied, Steven Jones, on the 2nd February to request an urgent meeting to better understand how the takeover will impact on our members. Steve confirmed he would be happy to meet us if the sale went ahead. Now it has completed, we will be writing to Steve to get this set up.
In their offer document, Allied have said they will carry out a 'Post Completion Review' where they will look at their strategy and operations moving forward. This review could have implications for our members, and we will be seeking more information on what this might involve.
The GMB will continue to keep you updated as the situation progresses.
Nadine Houghton
GMB National Officer
Noticeboard Bulletin - 22-03-2021
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The GMB is the union for Security Workers. We want to let you know about changes being made to the training you need to obtain or renew your SIA licence. It is important you are aware of these changes as failure to comply with them could leave your licence invalid and therefore unable to work.
The SIA say they are making these changes because they want to make sure people working in the industry can; keep the public safe, follow new working practices, understand changes to the law, make the best use of new technology.
The GMB believes these changes can be positive if they are not achieved at the detriment to our members. The GMB says:
Security workers should have paid time off to undertake the new training.
Employers should provide or pay for the required courses - security workers should not bear this burden themselves.
Security workers should be supported by their employers to complete the training, particularly where there are any English as a second language / barriers to learning issues.
The changes are:
'Emergency First Aid at Work' training for all new SIA applicants from the 1st April and for any licence renewals from the 1st October.
Updated 'top-up' training for licence renewals from the 1st October and from the 1st April for new applicants - this includes a classroom-based physical intervention assessment.
The GMB has concerns about this which are shared by many security employers. The concerns are:
That the requirement for classroom-based training for so many security workers is logistically challenging due to the extenuating year we have just had and from which we are still emerging.
Due to this, many security workers may not be able to access the training in time and their licences could be invalid as a result.
That physical intervention assessments are not yet appropriate in the current circumstances and could prove a Health and Safety risk to a workforce that has been one of the hardest hit by Covid.
It is for these reasons that we have written to Michelle Russell, the CEO of the SIA to request a re-think from her department and allow more time for the training to be rolled out. We will keep you updated on any progress we make with this issue.
If you have any queries, please contact your local GMB representative or local GMB office.
Many thanks,
Nadine Houghton
GMB National Officer
Noticeboard Bulletin - 10-03-2021
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Dear GMB member,
The GMB ballot on the 2020/21 pay deal has now closed.
We know that the 1.63% offer from G4S was disappointing.
The GMB did all we could politically to push the DWP on this issue but in the end the Chancellor’s comprehensive spending review meant that government department’s budgets were being restricted.
This is why the GMB LNC decided to recommend acceptance of the deal. Ultimately we felt we had done all we could to engage the DWP on this issue but eventually had to accept they were only going to offer the contractual minimum they were obliged to offer – 1.63%.
I am pleased to announce that GMB members have accepted the offer, albeit by a narrow margin; 45% to reject, 55% to accept. This shows the strength of feeling from our members and how they feel let down by G4S and the DWP on pay.
Whilst the deal on pay is a disappointing one I think it is important to remember that we have also won concessions this year, namely on the issue of sick pay for Covid absences and now also for those testing positive with a lateral flow workplace test.
Kind regards
Nadine Houghton, GMB National Officer
Dave Gigg, G4S GMB National Convenor
Derek Rawlins, G4S GMB National Convenor
And your DWP Local Negotiating Committee
Noticeboard Bulletin - 09-12-2020
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Dear GMB member,
The GMB is inviting you to a mass virtual workplace meeting with the Shadow Secretary for Work and Pensions Jonathan Reynolds.
The meeting will take place 9.00 am - 9.50 am on Wednesday 16th December. You can register here:
We want you to take your case to parliament and tell Therese Coffey (the Secretary of State for Work and Pensions) that the treatment of G4S guards at the hands of the DWP is unacceptable.
This is your chance to send a message to the government about your workplace issues - low pay, extended opening hours and poor sick pay.
Please do all you can to attend; it's only for an hour and you can attend anonymously. You are the union and we need you to play your part in fighting for improvements at work.
Nadine Houghton
GMB National Officer
WEBINAR: WEDNESDAY 2ND DECEMBER 9-9:30AM & THURSDAY 3RD DECEMBER 7-7:30pm
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Dear GMB member
There is a lot going on in the DWP contract; extended opening hours, changes to start and finish times and pay talks. We know there is a lot of confusion.
On Wednesday 2nd December 9-9:30 and Thursday 3rd December at 7-7:30pm we are hosting a webinar to support and update all our G4S DWP members on the current situation.
This will also be a good opportunity for you to ask any questions and share any campaign ideas you have with your team.
You can join the webinar on your phone or laptop, you just register with your name and email. It is completely anonymous, but you can ask questions which we can respond to directly.
We know how many of you are feeling about the imposition of Saturday (and eventually) evening working.
The GMB is opposing these changes as strongly as possible.
We have asked for the status quo to be maintained while we escalate the issue through the Disputes Resolution Procedure as per the terms of the Recognition Agreement. G4S are refusing to do this and are pressing ahead with the changes, at the request of the DWP.
When Civil Servants agreed their 'Employee New Deal' in 2016 they had many years to reach agreement on a deal that meant Civil Servants would work the extended opening hours. GMB members have been given just 90 days.
As G4S are not complying with the terms of the recognition agreement we now have no choice but to ask our members what next steps they want the GMB to take, this means holding an indicative ballot for industrial action to seek those views.
None of us want to take this course of action but we are being left with very little choice. We know the strength of feeling amongst our members on this issue and we must represent your views.
We genuinely hope we can reach a deal with G4S which incentivises volunteers to work these hours and although we believe that is still achievable, we are deeply concerned that we are less than two weeks away from the changes being imposed with very little time to negotiate.
We have also been made aware of changes to the start and finish time for some of you which is a pay cut. This is not something we have been consulted on and something we have attempted to raise with G4S.
We urge G4S to get around the table as soon as possible.
The GMB will keep you updated on any progress in talks and will share with you a letter that will be going to the Secretary of state for Work and Pensions on the issue.
Can I please remind you that if you have genuine and immediate reasons as to why you cannot work on Saturdays please raise these in writing, by grievance if necessary.
Kind regards,
Nadine Houghton
GMB National Officer
Noticeboard Bulletin - 05-11-2020
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Dear GMB member,
The GMB has seen correspondence sent to staff by Alan Thresher, the G4S accounts manager, threatening dismissal of staff coming to work with Covid symptoms. The communication is deeply inflammatory, and we condemn it in the strongest possible terms.
The GMB has campaigned, since the start of the pandemic, for G4S to implement adequate Covid absence arrangements. We succeeded in pushing G4S to negotiate an agreement with the DWP that full pay would apply when someone is contacted via test, track, trace or has a positive Covid test, but we were very clear that this agreement did not go far enough; full pay for self-isolation must apply when someone has symptoms or has been in contact with someone that has symptoms / has tested positive. Applying full pay only in circumstances where someone has a positive test or contacted via test, track, trace is too little too late.
It is completely unacceptable to threaten staff with dismissal when G4S is not putting adequate policies in place to allow staff to self-isolate, i.e to pay them to do so. We will be raising this with the Minister for Work and Pensions and will continue to campaign for an improved Covid Absence Policy.
In yet another kick in the teeth for DWP guards, G4S is now intent on imposing Saturday working. The GMB have been clear; Saturday working should be voluntary and incentivised with enhanced unsocial hours payments and there should be a guarantee of consecutive days off in the week. None of these demands have been met by G4S and we will now consider our next steps, all options are on the table and the first step is now referring the issue through the Disputes Resolution Procedure (we have made a formal request for this process to start). LNC reps will be talking to our members on the DWP contract over the coming weeks. We have also raised this issue with the Secretary of State.
If you are opposed to working Saturdays and Evenings because of family / caring commitments, because of health / disability concerns or for any other reason please make sure you put this in writing to G4S. You are entitled to raise a grievance on this and your LNC rep or officer can assist you in writing and submitting this. Please copy your rep or officer into any grievances submitted so that we can understand how many are being submitted.
We will keep you updated on all of the above, however, we expect some changes to current working arrangements in light of the ever-changing lockdown rules.
Nadine Houghton
GMB National Officer
MOJ cleaners and security guards win full sick pay - now it's time DWP security guards got the same!
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Last night the Guardian reported that security and cleaning staff working in the Ministry of Justice for private contractor OCS would receive full sick pay if their staff are self-isolating or off sick with a Covid absence backdated to the 1st April.
The GMB have been campaigning for the same arrangement for our members working for G4S on the DWP Contract. We have written to Jonathan Reynolds (the Shadow Work and Pensions Secretary) to raise the issue with him. He has offered to meet GMB members working on the DWP Contract and we will be taking him up on that offer in a bid to keep up the pressure on the department to do the right thing by its outsourced workers.
We will keep you updated as the campaign progresses.
In addition we have requested that G4S conduct a BAME Specific Risk Assessment. As many of you will know, our BAME members are more at risk from Covid and therefore we believe a specific risk assessment needs to be conducted for them with added safe guards in place. We know the DWP has done this for their directly employed staff so there is no reason this can't be done for G4S staff.
We have asked G4S to do this and we are waiting for feedback from them on this.
You will also know that we have been in ongoing discussions with G4S concerning the return to work of our members. We continue to meet weekly, however, if you have any issues you want us to raise please feed this back to your reps and regional officials.
I hope you are keeping safe and well and thank you for all you are doing as we continue to adapt to the 'new normal'.
Nadine Houghton
GMB National Officer
GMB MEMBERS ON G4S DWP CONTRACT PPE
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Dear GMB member,
We have already let you know our position on sick pay and what we are doing with regards to this.
On the issue of PPE and sites reopening to the public;
We know a number of you have raised concerns regarding the face masks you have been provided with by G4S / DWP. We understand your concerns and as you would expect, this is something we have raised with G4S. To be very clear though, the face masks you have already been given are to be used in conjunction with full face visors. The face visors will be provided to you by DWP and you should keep them and reuse them.
But to be absolutely crystal clear; if you are not provided with a visor and you are being asked to carry out your duties then you are being asked to do this outside of the guidance in the risk assessment and this is clearly not acceptable to the GMB or you.
If you are not provided with a visor you must escalate this with your line manager immediately and keep yourself safe whilst you do this.
At all times you are expected to do all you can to socially distance.
We have now received the below response from G4S on specific BAME and Vulnerable Risk Assessments
“The health and safety of all G4S employees remains paramount to us and we are confident that we have robust risk assessments in place to cover all our employees.
We recognise and acknowledge the concerns all our employees have relating to Covid-19 and channels are in place for our employees to inform us if they fall into a vulnerable group.
G4S will continue to review all of our processes and procedures in line with evolving Government guidance and where necessary, communicate revised procedures to all stakeholders”
GMB will be responding to G4S's points with regards to BAME and Vulnerable specific risk assessments and we also hope to be in a position to update you on sick pay by early next week, however if you have any issues you want us to raise, please contact your local rep or regional officials.
Nadine Houghton
GMB National Officer
GMB MEMBERS ON G4S DWP CONTRACT
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Dear GMB member,
You will be aware that GMB has been seeking assurances that members do not suffer any detriment for COVID-19 related absence. Further to that, we have been in contact with Jonathan Reynolds (Shadow Work and Pensions Secretary) and he has tabled the following written questions to Therese Coffey, Secretary of State for Work and Pensions.
To ask the Secretary of State for Work and Pensions what assessment have been made of the Coronavirus sick pay policies implemented by G4S in their contracts with the DWP including with regard to i) fair treatment of staff across the DWP estate in England and Wales ii) the public health necessity of self-isolation and household isolation for Coronavirus symptoms within the Government guidance, and iii) the impact on staff health, welfare and efficiency of work if staff members who have suffered from COVID-19 symptoms return to work before they are fit to do so.
If she will make an assessment of the Coronavirus sick pay policies implemented by G4S in their contracts with the DWP including with regard to i) fair treatment of staff across the DWP estate in England and Wales ii) the public health necessity of self-isolation and household isolation for Coronavirus symptoms within the Government guidance, and iii) the impact on staff health, welfare and efficiency of work if staff members who have suffered from COVID-19 symptoms return to work before they are fit to do so.
I will of course keep you updated on any feedback we receive on this and any information on extended opening hours, however if you have any issues you want us to raise, please contact your local rep or regional officials.
Nadine Houghton
GMB National Officer
GMB MEMBERS ON G4S DWP CONTRACT
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Dear GMB member,
Following months of GMB campaigning we are pleased to confirm that G4S has now reached an agreement with the DWP which will allow them to pay full pay for ten working days to staff who are identified via test, track and trace or who test positive for Covid.
G4S have now confirmed that employees who test positive for COVID-19 will continue to be paid their daily contractual hours as per their terms and conditions of employment for the 14 days of isolation up to a maximum of 10 working days on provision of confirmation of a positive test result (usually an email or text from the testing service).
G4S employees who are self-isolating as a result of being in close contact with someone who has tested positive for COVID-19 (confirmed through test and trace contact) will continue to be paid their daily contractual hours as per their terms and conditions of employment for the 14 days of isolation up to a maximum of 10 working days but only on provision of a copy of the confirmed case notification.
The GMB welcomes the improvements for sick pay arrangements but believes they are limited in scope and require improvement. The complete breakdown in both the government’s test and tracing programmes will mean positive cases and those in contact with positive cases are less likely to be identified in a timely manner. The breakdown in the system clearly poses issues for staff who are required to provide evidence of a positive result in order to receive full pay.
G4S employees subject to national or local lockdown measures who have been asked by the Government or medical practitioner to self-isolate or G4S employees who have been directly instructed by DWP staff not to come to work for any other reason
related to COVID-19 will continue to be paid their daily contractual hours as per their terms and conditions of employment for the whole period of self-isolation.
Extended Working Hours:
You will be aware the extended working hours project has been in discussion as far back as 2016 and since 2018 DWP staff had their contracted work hours changed. DWP staff are now contracted to work between 0800-2000 Mon-Fri & 0845-1700 Sat.
This is now being rolled out nationally under the Extended Hours programme of work. 300 buildings across the DWP portfolio fall within in the scope of the project and are due to go live week commencing 30th November.
GMB is currently in discussions with G4S and have further meetings this week, we will keep you updated on these ongoing discussions but GMB has sought assurances that members will only be required to work beyond their contractual hours on a voluntary basis and that any hours worked above contractual hours will be paid at an enhanced rate.
Nadine Houghton
GMB National Officer
GMB MEMBERS ON G4S DWP CONTRACT
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I'm writing to update you on the consultation between GMB and G4S regarding extended opening hours for Job Centre's. G4S have confirmed DWP are currently looking to open around 300 buildings for additional hours on a Saturday only, the extended evening opening times have been paused until March 2021.
GMB first asked G4S to focus on incentivising staff to work additional hours and seeking volunteers in the first instance.
Secondly, that unsocial hours should be paid and rewarded as unsocial hours, i.e. they should attract an additional payment. If you are being asked to spend extra time away from family or having to spend more of your leisure time in work, this needs to be properly compensated.
However, G4S are, at present, not willing to offer enhancements for unsocial hours (i.e. evenings, weekends or overtime).
This isn't acceptable to GMB and we are calling on G4S to renegotiate a better deal for our members with the DWP.
DWP staff agreed to work extended opening hours as part of previous pay negotiations in return for a pay rise above the public sector pay restraints at that time. DWP staff would also receive enhanced rates for working overtime hours.
GMB believe G4S staff should be appropriately compensated too.
Third, when rostering staff to work extended hours, due consideration must be given to any protected characteristics under the Equality Act (e.g. disability / religious beliefs / age).
We will also be calling on G4S to ensure a fair working pattern where staff are not excessively / repeatedly being rostered a Saturday (unless they volunteer to do so).
We will keep you updated on these ongoing negotiations and members of your local negotiating team will be visiting workplaces over the coming weeks to discuss with members in more detail.
Nadine Houghton
GMB National Officer
GMB MEMBERS ON G4S DWP CONTRACT - JOB CENTRE REOPENING UPDATE
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GMB has been campaigning hard in G4S since the outbreak of the Covid-19 virus to ensure the health and welfare of all our members on the DWP contract has been maintained
Since the announcement by Government to reopen Job Centres, GMB has been involved with G4S in the Risk Assessment process and have agreed the following actions:
Public entrance doors will remain open, but the DWP will only be seeing a limited number of customers to maintain social distancing. However, if for any reason the local JCP Manager and the security team feel that there are not adequate controls in place, then a dynamic risk assessment will be undertaken. Local JCP Managers and G4S Officers are empowered to close and secure the doors if they believe this is necessary.
G4S officers will welcome and advise customers to wear face masks, use hand sanitiser and to make their way to the DWP triage area. The DWP will assume responsibility from thereon.
PPE - All sites will have access to PPE, face masks and visors will be available for all employees. Officers are also able to wear reusable or disposable face masks which will also be provided. Additional supplies of sanitiser and wipes are also being supplied by DWP for front of house space for use of both DWP and G4S colleagues.
The GMB will continue to seek further assurances that members do not suffer any detriment for COVID-19 related absence and that separate Risk assessments are undertaken for vulnerable, BAME and pregnant members.
