FBU NEWS LETTER

Date Posted: 22.11.2010

On behalf of South Yorkshire Brigade Officials JOHN GILLIVER GRAHAM WILKINSON SARAH ERATT Second Full Time Official It was confirmed at a meeting of the Fire Authority Chairs group and the CFO on 15 November 2010 that the second full time FBU Official will from this date be a permanent position. Brigade Officials: John Gilliver Ð Brigade Secretary Ð Full time Graham Wilkinson Ð Brigade Chair Ð Full time Sarah Eratt Ð Membership Secretary In light of this welcomed development Brigade Officials will now be looking closely at how they conduct their time and workload to achieve the most effective working practice therefore enhancing the provision of service to FBU members. Annual Conference 2011 Resolutions for annual conference 2011 need to be brought from BranchÕs to the BCM 1 December 2010. If you would like a Brigade Official to attend Branch meetings prior to the BCM to assist with the resolutions process please contact John Gilliver or Graham Wilkinson. Lobbies and DemoÕs To ensure that the FBU banner gets to as many of these important lobbies and demoÕs as possible, Brigade Officials would like to create a list of willing volunteers to be added as contacts for such events. This contact list can contain any FBU member and is not restricted to Branch Officials. Anyone interested in being placed on this list please contact Sarah Eratt at sarah.eratt@fbu.org.uk. London Dispute A letter has been distributed from South Yorkshire FBU sending its continuing support and confirming a donation agreed by the Brigade Committee to be presented to the London FBU at the lobby to be held in London 17 November 2010. As Christmas is now fast approaching please can all FBU members take a minute to reflect on the situation our fellow London FBU members find themselves in. Anyone that would like to send in a donation please contact your FBU Branch official for details on how to do so.

SWRT NIGHT TIME TRAINING!

Date Posted: 12.11.2010

South Yorkshire Brigade Officials Statement: ÔAt a disputes meeting held on Thursday 14 October 2010 the matter of Swift Water Rescue Training at Night Time was an agenda item. Points were argued by both sides however no movement was made and therefore no agreement was reached. This matter has now been referred to stage 2 of the Disputes Procedure. The FBU Brigade Officials have requested that SYFR do not take the unilateral action of imposing the progression of this training until the dispute has been resolvedÔ

SELF ROSTERING POLICY

Date Posted: 12.11.2010

South Yorkshire Brigade Officials Statement: ÔThe FBU have NOT taken a position on this policy. Brigade Officials have agreed for management to attend stations to liaise with staff on their feelings surrounding the Self Rostering Policy. Once management liaison is complete, the FBU will then attend Branches to carry out their own liaison with the membership on this policy. Only then will the FBU take a position.Õ

South Yorkshire FBU Bulletin

Date Posted: 22.06.2010

Memo regarding Detached Duty & Acting Up Arrangements. Over the weekend we have received numerous calls regarding the memo to all station personnel on 16th June 2010. Because of these calls we felt the position of the FBU needed to be clarified to our members. On 17th June 2010 Mark Topham put out a second memo regarding the above, this is as follows: Dear colleagues Unfortunately, a number of people have understood this memo to describe an agreed position on both issues. Please be advised that the memo describes the SYFR position and not that of the FBU. Regards Mark Topham Head of Human Resources South Yorkshire Fire & Rescue For some reason not everybody seems to have been made aware of this second memo. We can assure you that the FBU have not agreed to these changes. A dispute has gone in to the Chief Fire Officer today referring to SYFR stating that Crew Managers are not required to Act Up on single pump stations. We believe this is wrong and a Crew Manager takes on a more senior managerial responsibility when he/she is in charge of the station. -------------------------------------------------------------------------------------------------------- To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

Firefighters vote to accept changes in shift system

Date Posted: 05.03.2010

South Yorkshire firefighters have voted to accept a newly-negotiated compromise designed to end the long-running dispute between the Fire Brigades Union (FBU) and South Yorkshire Fire & Rescue Authority (SYFRA). The package would mean that the shift system changes from the present 15 hour night shifts and 9 hour day shifts to a new system of 13 hour night shifts and 11 hour day shifts. The SYFRA originally wanted 12 hour day and 12 hour night shifts. There is also a newly negotiated package of benefits to FBU members. SYFRA recognised that there was overwhelming opposition to their proposed 12 hour shift system and now South Yorkshire FBU members have accepted in a ballot that that this compromise position reached is the best opportunity to resolve this long running dispute. The deal follows 14 hours of discussions on 8th February 2010 facilitated by the National Joint Council Joint Secretaries, and an emergency meeting of the South Yorkshire FBU Brigade Committee. This meeting decided that the terms would be put to South Yorkshire FBU members to decide if they were acceptable. FURTHER INFORMATION: Jeremy Pagan 07977 931086

South Yorkshire FBu Bulletin - 53

Date Posted: 28.02.2010

Make sure you make your vote count The consultative ballot on the 11/13 shift package proposal is currently underway and closes Thursday 4th March 2010. It is important that you take part in this process to ensure that the outcome is determined by the majority of the FBU membership of South Yorkshire. The result of this consultative ballot will be announced as soon as confirmation is received from the independent scrutineer following the ballot closing. Anyone who has not received a ballot paper should immediately contact South Yorkshire FBU Membership Secretary Richard Mallinder on 07973666086 or email Richard.mallinder@fbu.org.uk RTC Rapid Response Operative Ð Expressions of interest Recently SYFR have advertised for expressions of interest from firefighters to carry out a role of an RTC Rapid response Operative. Included within the details of this role are duties that include Co-responding with Yorkshire Ambulance Service and undertaking Co-responding Training by Yorkshire Ambulance service. FBU members need to be aware that the FBU have a National Conference Policy opposing their members taking part in First and Co-responding duties. Anyone who does volunteer to participate in any such schemes may find themselves subject to an Internal Union Discipline investigation that may result in them being expelled from the FBU. ______________________________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

NJC Proposal in Full

Date Posted: 21.02.2010

South Yorkshire Fire and Rescue Service Proposal at NJC Joint Secretaries Conciliation Subject to agreement- without prejudice ¥ Implementation of revised working hours consisting of 11 hour day shifts and 13 hour night shifts with effect from 08:00 on 1 April 2010. Consequently, the night shift commencing on 31st March will be of 14 hours duration although pay will not be affected. ¥ Working times on day shifts will be 08:00 to 19:00, with working times on night shifts being 19:00 to 08:00. The 2-2-4 shift system will remain as at present. ¥ The impact of the new start and finish times will be managed through the application of the agreed ÔFlexible WorkingÕ policy. ¥ There will be no proposed changes to the 2-2-4 shift pattern and core hours made in this agreement for at least five years from the 1 April 2010. This does not preclude the implementation of any proposals that have been jointly agreed between SYFR and the FBU. ¥ The management of meal breaks and rest periods will be in accordance with the guidance set out within the Ôgrey bookÕ at Section 4, Part A, Paragraph 7 (6) and the ÔExplanatory NotesÕ at Appendix C ¥ Individuals previously holding the rank of ÔStation OfficerÕ / ÔFire Control OfficerÕ will be afforded Ôpay protectionÕ in line with their previous rank indexed by nationally agreed pay awards from 2007 and onwards up until the date of retirement or promotion to a higher role than ÔWatch Manager BÕ whichever comes first. These pay levels will be pensionable (Subject to receiving confirmation / approval from CLG). This will not apply in the event of either a voluntary or disciplinary reduction to a role lower than ÔWatch Manager BÕ. ¥ There is a joint commitment to work towards improved industrial relations which will be assisted by the national joint secretaries. Incorporated into this will be a new agreement on a local Industrial Relations Policy based on the NJC Industrial Relations Protocol (NJC Circular 08/07). The Protocol covers areas such as the principles and commitments that underpin an effective industrial relations policy, definitions of consultation and negotiation etc. This work to be concluded within six months. This will also make provision for effective joint working on future issues including but not limited to Integrated Risk Management Plans and general Service Development / Business Plans. ¥ Initiation of a joint project to evaluate the options with a view to reaching agreement for the way forward in order to improve crewing confidence levels and annual leave / absence management from within the constraints of the approved establishment as per the Integrated Risk Management Plan and the financial constraints of the Authority. The aim will be for this project to be completed within 6 months from the date of settlement of this dispute in order to enable any agreed improvements to be implemented from April 2011. ¥ There is a joint commitment towards improved working on equality, diversity and fairness at work issues which recognises that both sides will initially have to identify areas of concern. ¥ In respect of the additional workload arising from the three previous points, SYFR will give its full consideration to any business case put forward by the FBU in support of an additional full-time post allocated to trade union duties. ¥ There will be a commitment from both sides to engage in joint training in support of the local resolution and management of disciplinary, grievance and conflict matters. In sourcing a suitable independent training provider the parties may wish to consider using the services of ACAS. The Discipline and Grievance procedures within SYFRS shall be those within the Grey Book unless an alternative is agreed at local level. Both parties reserve the right to seek advice from their respective national joint secretary should there be disagreement concerning the interpretation of Section 6 of the Grey Book. ¥ All staff with a substantive posting that is conditioned to the 2-2-4 duty system (excluding Fire Control) on 31st March 2010 will receive a Ôone-offÕ compensatory payment, payable in full on the first available pay date following 1st April 2010. The South Yorkshire Fire and Rescue Authority is mindful of the difficult economic climate and the need to ensure the fire and rescue service is future-proofed against likely reductions to service budgets from central government. The FRA is also mindful that it will not be achieving its initial proposed start and finish times. This one-off payment will therefore amount to £750. GILL GITTINS ANDY DARK EMPLOYERSÕ SECRETARIAT EMPLOYEESÕ SECRETARIAT 12 FEBRUARY 2010

South Yorkshire FBU Bulletin - 52

Date Posted: 21.02.2010

South Yorkshire FBU members to consider ÔtermsÕ that could resolve dispute Consultative Ballot FBU Members will shortly receive a consultative ballot paper, delivered to their home address, asking them to indicate if the terms of a paper that came as a result of a meeting involving the NJC Joint Secretaries, could form the basis of a collective agreement to resolve the current trade disputes. The ÔtermsÕ members are being asked to consider are attached in their entirety to this bulletin. Brigade officials plan to hold branch meetings as soon as possible where members will have the opportunity to ask any questions regarding the current position of the dispute. This will also give the opportunity for FBU members to seek any clarifications / explanations on the terms that are detailed on the paper. Any FBU members who have not received a ballot form by Friday 26 February should contact FBU Membership Secretary Rich Mallinder on 07973 666086 or email richard.mallinder@fbu.org.uk - who will make the necessary arrangements to get you a ballot form to ensure you have your vote. RTC Rapid Response Operative Ð Expressions of interest Recently SYFR have advertised for expressions of interest from firefighters to carry out a role of an RTC Rapid response Operative. Included within the details of this role are duties that include Co-responding with Yorkshire Ambulance Service and undertaking Co-responding Training by Yorkshire Ambulance service. FBU members need to be aware that the FBU have a National Conference Policy opposing their members taking part in First and Co-responding duties. Anyone who does volunteer to participate in any such schemes may find themselves subject to an Internal Union Discipline investigation that may result in them being expelled from the FBU. ------------------------------------------------------------------------------------------ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

TO: ALL MEMBERS SOUTH YORKSHIRE

Date Posted: 22.01.2010

Dear Brother/Sister, I have been informed that the South Yorkshire FBU Campaign Committee has considered reports from local officials regarding the current dispute. As a result of correspondence received from SYFR it is now agreed that the Fire and Rescue Authority will give full consideration to the most recent proposal from the FBU at its meeting on Monday 25th January. The FBU proposal is that the disputed matters should be referred immediately to the NJC Joint Secretaries. As a result of this agreement and the further agreement by SYFR that the process of dismissal/re-engagement be suspended pending this meeting of the FRA, it has been agreed that the strike action planned to commence from 09.00 Sunday 24th January is cancelled. The other strike action notified remains in place at this time. Further information will be circulated once officials have been able to give consideration of the outcome of the Authority meeting on Monday 25th. In addition, the industrial action short of strike shall be temporarily suspended pending the outcome of the Fire Authority meeting on Monday. Please contact local officials for further advice and information: Ian Murray Ð Regional Secretary Ð 07967 103 345 Brigade official - John Gilliver 07974 083 381 Yours in Unity, MATT WRACK General Secretary

South Yorkshire FBU Bulletin - 51

Date Posted: 20.01.2010

FBU Proposal to End Dispute Ð only 46 reply to accept contractual changes FBU officials meet with Fire Authority members Following the invitation by SYFRA chair the FBU met on 19 January 2010 with members of SYFRA, Chief Fire Officer and Deputy. At this meeting, following lengthy discussions, the Fire Brigades Union tabled a proposal that we believe could bring about a speedy end to the dispute over shifts. The FBU proposed that the shift duration and related issues, including meal breaks, stand-down, work routines etc should be referred to the National Joint Council Joint Secretaries. The position the Fire Authority maintained was that they wanted the issue of Shift duration to be still determined by binding arbitration at ACAS and any resulting issues resolved via local negotiating procedures as laid down in the Grey Book and ultimately, failing reaching an agreement, referral to the Joint Secretaries to determine. The FBU still maintain that they will enter the Joint Secretary process with the contractual position of 9 hour day shifts & 15 hour night shifts but would propose their 10/14 system as supported by the business case previously presented to the Fire Authority. The Business case for the 10-14 proposal contains the related issues detailed above and is therefore fundamental to the proposal as is the case for SYFRÕs 12 Ð 12 proposal. The FBUÕs opinion is that the Fire AuthorityÕs position to separate the issues and take shift duration to ACAS and related issues to the Joint Secretaries is merely a fudge and could leave areas unresolved. ManagementÕs email to stations following this meeting stated that the only alternative remaining is ACAS for binding arbitration, this is simply not true. The fact is that SYFRA do not appear willing to refer this dispute to the Joint Secretaries. Their position is extremely confusing and concerning when considering that all UK Fire Authorities are represented by the National Joint Council, the body that determines national conditions of service, yet SYFRA do not appear to have faith in this process. This obstinate and irresponsible stance by SY managers supported by SYFRA continues to put the public of South Yorkshire at risk of further strike action; action the FBU and its members are being forced to take to oppose our members being sacked. Dismissal & Re-engagement process At this time, SYFRA are continuing their dismissal & re-engagement process and after extending the individual consultation period by 1 day have confirmed that they have received only 46 responses from employees who would individually accept the new contracts. Therefore the fire authority potentially face 698 employment tribunal claims for unfair dismissal from those firefighters who will not voluntarily accept these changes. Management response to FBU Bulletin 49 Management responded to FBU Bulletin 49 on Monday 18 January. In that response, the claim by Sheffield Labour Councillors who sit on the Fire Authority, that the Resolution passed by Sheffield District Labour Party is Òcompletely in keeping with the decisions and actions of the Fire & Rescue Authority in recent weeksÓ, the FBU believe to be inaccurate. Judge For Yourselves - Please note that from line 7 onwards this resolution very clearly Òcalls on both sides to agree to refer all relevant matters immediately, and without preconditions to the Joint Secretaries with the SYFA withdrawing its dismissal notices and the FBU withdrawing all threat of strike action to allow the Joint Secretaries to reach agreement but ultimately if no resolve is found, to ACAS to consider the matters in the most appropriate way with a binding settlement to both parties.Ó For clarity the resolution is again reproduced in full below! ÒThis District Labour Party recognises the work done by Board members but expresses great concern at the current dispute between the SYFA and the FBU which can only put the public of South Yorkshire at risk and be detrimental to both parties in the dispute. Whereas we believe that there will ultimately be benefit to a change in the existing shift patterns this will now best be achieved by an agreement which also recognises the concerns and potential disruption to the personal lives of the firefighters concerned and therefore calls on both sides to agree to refer all relevant matters immediately, and without preconditions to the Joint Secretaries with the SYFA withdrawing its dismissal notices and the FBU withdrawing all threat of strike action to allow the Joint Secretaries to reach agreement but ultimately if no resolve is found, to ACAS to consider the matters in the most appropriate way with a binding settlement to both parties.Ó Campaign Committee Meeting Please make every effort that your watch / station / workplace is represented at this weeks Campaign committee Meeting to be held Friday 22nd January at Wortley Mens Club, Wortley Village. 10.00am start (please note venue!!!!) ________________________________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

SOUTH YORKSHIRE FBU BULLETIN - 50

Date Posted: 19.01.2010

FBU listens to members calls for further Industrial Action South Yorkshire Firefighters and the Fire Brigades Union has been both patient and honourable in seeking to find a way to resolve the dispute by agreement, but that patience is running out. The FBU had requested that SYFR respond by 16:00hrs today (18th January 2010) to inform us whether or not they intended abide by agreement of November 4th 2009 and cancel their return to the sacking of 744 firefighters by halting the dismissal & re-engagement process. Also that they will not seek to impose pre-conditions on any third party assistance. However as that deadline passed, no response was received and so in accordance with the calls from members the FBU has announced that further strike action will take place consisting of 8 days 9 hours beginning Wednesday 27 January 2010 at 09:00hrs. The FBU have been advised by our members that this is the type of strike action they wish to take and we have listened. The disgraceful position adopted by this FRA to choose confrontation over negotiation has been recognised by politicians both locally and nationally. The advisors to SYFRA should also be held to account for what appears to be a deliberate attempt to raise expectations of an agreement then pull the rug from under at the last minute. This was clearly the intention of the pre-emptive email circulated on the 15th January via the spin machine otherwise known as Corporate Communications & Administration. SYFR, it appears, have always been ready to sign the Ôterms of referenceÕ AS LONG AS THEY ARE THOSE THEY SEEK TO DICTATE. Members should ask managers:- 1. Why have SYFRA backtracked on the November 4th agreement and restarted the dismissal & re-engagement process? 2. Why the Fire Authority met on the 21 December 2009 but the FBU were not informed of the decision to restart the dismissal & re-engagement process until 9 days later on the 30 December2009? 3. Why was the FBU only allowed 2 days to respond to SYFRA ultimatum to avoid the restart of the dismissal & re-engagement process, those being New Years Eve & New Years Day? 4. Why when the FBU wrote to SYFR on the 4th January 2010 seeking clarification from SYFR did they not respond until 10 days later on 14th January 2010? 5. Are these the actions of a reasonable employer? To use a recent quote South Yorkshire Fire and Rescue Principal managers should Òget into the real worldÓ and recognise that they are becoming increasingly isolated in their confrontational position and genuinely seek to find a way forward via third party assistance, but this means acting in accordance with the Joint Protocol for Good Industrial relation in the Fire Service by utilising the National Joint Council Joint Secretaries! This would be fully in accordance with the December meeting between the FBU and DCFO where the DCFO supported using the Joint Secretaries as a way to resolve this dispute. What changed between then and the Fire Authority meeting? Hardship Fund All claims from previous periods of industrial action have now been paid and the fund still has a very healthy balance as donations continue to be paid into the bank account. Many other Trade Unions have recently pledged financial support and all regions of the Fire Brigades continue with their efforts. Anyone who suffers hardship through loss of earnings during this dispute should not delay in informing the administrators of the fund so that financial assistance can be made. Campaign Committee Meeting Please make every effort that your watch / station / workplace is represented at this weeks Campaign committee Meeting to be held Friday 22nd January at Wortley Mens Club, Wortley Village. 10.00am start (please note venue!!!!) ________________________________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

SOUTH YORKSHIRE FBU BULLETIN - 49

Date Posted: 19.01.2010

FBU Forced to cancel the suspension of Industrial Action Following SYFR reneging on the 4th November agreement by restarting the dismissal / re-engagement process, the FBU have been forced to cancel their suspension of all industrial action. The FBU proposal which formed the agreement that suspended both the current industrial action and SYFRÕs dismissal and re-engagement process contained the following; Acceptance based upon the following SYFR Written confirmation provided to the FBU that the dismissal/re-engagement process initiated with the issue of the HR1 notice dated 29th June 2009 is now considered to be null and void and that the authority will not seek to impose contractual changes in relation to the issues at stake within the current trade disputes of working hours. FBU Immediate cessation of all related industrial action (including but not restricted to discontinuous strike action, pre Ð arranged overtime ban, travelling to and from detached duty locations outside of normal working hours, temporary promotions and Ôacting-up.Õ) The FBU were informed at a meeting on the 30th December 2009 (and presented with a letter) that the Fire Authority had once again decided to proceed with the dismissal /re-engagement process due to there being no agreement as yet on the terms of reference and also members rejecting the latest 11-13 offer from SYFR. At this meeting the FBU were also informed that SYFR would be progressing with individual consultation which would start on the 4th January 2010 and conclude 18th January 2010. The FBU were also given two options as a final opportunity at this meeting as an alternative. These were; ¥ Accept the 11-13 offer that members had just overwhelmingly rejected ¥ To agree to go to ACAS for binding arbitration with a starting position of 10-14 and NOT the current 9-15 SYFR showed their contempt by demanding a response by 17.00 hrs 1st January 2010 otherwise they would commence their individual consultation with staff. This was not a position the FBU could agree to as members had made it clear previously that both options were not acceptable. By making these decisions and taking the actions they did, SYFR HAD broken the agreement reached on the 4th November and as such the FBU would have been quite justified in cancelling their suspension of Industrial Action. The FBU decided not to act hastily and wrote to SYFR on four occasions requesting that they return to the agreed position of the 4th November Ð which would require SYFR confirming that they would cease the dismissal / re-engagement process and also clarify issues surrounding the ACAS Terms of Reference. The FBU have still not received this confirmation. SYFR did respond to the FBU with their interpretation on what they considered the ACAS terms of reference should be, but tried to dictate what the FBU could and could not make reference to, in any future submissions to an arbitrator. This was not acceptable to the FBU, as we were of the opinion either side can submit what ever it deems relevant to the arbitrator to support its proposal, a view supported by the ACAS facilitator. SYFR went on to try to dictate limits on what the arbitrator could actually make a binding decision on. SYFR would only agree that the ACAS arbitrator can give a binding decision on the actual shift duration, make no reference to other associated factors such as work routines, meal breaks, breaks and stand down etc. All these associated factors play a fundamental part of our proposal and were contained in their business case in which they claimed a need for change. SYFR were once again demonstrating that they would only enter the process with their pre-conditions, again in breach of the 4th November agreement that states; ÔThis demonstrates both parties commitment to engage further 3rd party assistance with no pre-conditionsÕ The FBU have been consistent throughout this dispute and outlined in correspondence to SYFR that the associated factors, including work routines, breaks, stand down and any financial incentives would need to form part of the binding decision, a position that has also been clarified this to the ACAS facilitator throughout. Following these developments the FBU received a letter from SYFR, dated 14th January, outlining their pre-condition conditional position once again without giving any confirmation that the dismissal / re-engagement process had ceased. This letter left the FBU with little choice but to cancel the suspension of their industrial action and return to the position prior to the 4th November. Yesterday (Friday), the FBU campaign committee voted to request that the General Secretary give notice of a 48 hours strike, starting 09.00hrs 24th January until 09.00 hrs 26th January. In addition to this Officials were told to write to SYFR demanding the withdrawal of the dismissal / re-engagement process and confirmation of this in writing by 16.00hrs Monday 18th January. If this written confirmation is not received the FBU will contact the General Secretary to request he calls further strikes. It is absolutely crystal clear that SYFR are ONLY willing to go to external assistance for arbitration with agreement to their pre-conditions but not as they agreed to in the 4th November proposal. They FBU have been informed that the Sheffield District Labour Party unanimously supported a motion regarding our current dispute at their meeting held on Tuesday 12th January. The attendees including 3 members of the Fire Authority Ð Joan Barton, Jane Bird & Peter Rippon, made the decision to lead by example and to actively seek a sensible resolution to this dispute and that should be applauded. The motion (copied in full below) is a position that the FBU believe could finally settle the current trade dispute regarding duty systems and would urge all FBU members to contact their local councillors, MPÕs and the other District Labour Party groups in Rotherham, Doncaster and Barnsley to encourage them to support the this motion. ÒThis District Labour Party recognises the work done by Board members but expresses great concern at the current dispute between the SYFA and the FBU which can only put the public of South Yorkshire at risk and be detrimental to both parties in the dispute. Whereas we believe that there will ultimately be benefit to a change in the existing shift patterns this will now best be achieved by an agreement which also recognises the concerns and potential disruption to the personal lives of the firefighters concerned and therefore calls on both sides to agree to refer all relevant matters immediately, and without preconditions to the Joint Secretaries with the SYFA withdrawing its dismissal notices and the FBU withdrawing all threat of strike action to allow the Joint Secretaries to reach agreement but ultimately if no resolve is found, to ACAS to consider the matters in the most appropriate way with a binding settlement to both parties.Ó Campaign Committee Meeting Please make every effort that your watch / station / workplace is represented at this weeks Campaign committee Meeting to be held Friday 22nd January at Wortley Mens Club, Wortley Village. 10.00am start (please note venue!!!!) ________________________________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

FIRE BRIGADES UNION MEDIA RELEASE: 5 January

Date Posted: 07.01.2010

SOUTH YORKSHIRE FIRE DISPUTE: FORMAL LETTERS SENT THREATENING TO SACK FIREFIGHTERS IF THEY WILL NOT ACCEPT SHIFT CHANGES SouthYorkshire fire authority has today sent letters to over 700 firefighters saying they will be sacked if they do not accept the changes to their contract of employment. Fire crews have been given until 18 January to respond. The Fire Brigades Union accused the authority of bringing the tactics of Victorian pit owners to the fire service for the first time. It says firefighters are angered at the move and will consider their response at a meeting this Friday. The move flies in the face of an agreement reached on 4 November to declare the previous threat to sack firefighters as Ônull and voidÕ and instead to take the dispute over shifts to binding arbitration at ACAS once the terms of reference had been finalised. The Fire Brigades Union has given the fire authority until 9am on Friday to honour its agreement to seek binding arbitration at ACAS. The unionÕs campaign committee, representing fire crews from all stations and workplaces in South Yorkshire, meets at 10am to consider any response from the fire authority. The letters, which started arriving with firefighters today makes clear firefighters who do not accept the changes will be sacked and only re-engaged on the basis of new contracts which include the changes. Those who are not re-engaged on those terms including the changes will remain sacked. The letter outlines a move to new interim shift arrangements on 1 May with a full move to 12 hour day shifts on 1 August. It includes a £500 one-off payment, withdrawn if the individual takes part in any industrial action including strike action. The letter also makes clear the fire authority has broken off talks, saying simply that they Òhave now concluded without success.Ó The letter states: Òif you decline to accept the changes as specified above then...you will shortly thereafter receive formal correspondence providing you with notice of the termination of your existing contract of employment and, at the same time, offering you re-engagement on a new contract of employment with the revised start and finish times incorporated.Ó Fire Brigade Union Regional Secretary Ian Murray said: ÒThe voters of South Yorkshire will be disgusted at the way the fire authority is treating firefighters. These are the worst kind of bully-boy tactics from the worst kind of Victorian pit owner. ÒAt every stage managers have wanted to impose change by dictat rather than by agreement. This latest move shows they have sunk to a new low even for them. ÒThe fire authority has once again taken the path of confrontation. They have ripped up an agreement to take the issue to binding arbitration and withdraw the threat to sack firefighters to force through changes. ÒThe FBU sent a letter to SYFR confirming its commitment to binding arbitration and they responded by sending letters threatening our members with the sack. ÒThere is real anger among fire crews and I would expect a public backlash against the fire authority. What they have done is a disgrace and has no place in modern industrial relations.Ó At every stage they have sought to impose changes rather than negotiate, tactics which went down badly with firefighters. The FBU is still hopeful that SYFR come to their senses and recall these threatening letters and honour the agreement both sides made on 4 November 2009. Regional and local media contacts Ian Murray 07967 103345 Jeremy Pagan 07977 931086

South Yorkshire FBU Bulletin- 47

Date Posted: 06.01.2010

The FBU Commit to the agreement reached on the 4th November - Will SYFR ? At a meeting yesterday (4th January 2010) South Yorkshire FBU members reaffirmed their commitment to the agreement reached on the 4th November 2010 that suspended the dismissal / re-engagement process being proposed by SYFR. The big question is will SYFR honour the agreement? Members today may have received a letter outlining SYFR's intentions regarding their proposed changes to working hours. Members are STRONGLY advised not to respond to this letter until they have been given advice from the FBU that will be issued imminently. The FBU have sent this letter to their legal team and advice will be passed onto members this week. The FBU solicitors have a proven track record for providing accurate legal advice and it is important that you wait until we have advised you what to do next, on the basis of that legal advice. Yesterday the FBU wrote to SYFR management outlining their commitment to the agreement that was reached on the 4th November, an agreement that was proposed by the FBU and was accepted on behalf of the Fire Authority by CFO Mark Smitherman and the DCFO Steve Swarbrick. We have a requested a written response from SYFR by 09.00 hours Friday 8th January 2009. FBU members have recently been expressing their views that they don't trust the senior managers of SYFR and unfortunately these concerns now appear to have been well founded. The FBU's campaign committee will be re-convened on Friday 8th January at 10.00 am (venue to be confirmed) to discuss any response received from SYFR and to determine any future actions. Please make sure your Watch / station / workplace is represented at this campaign meeting. It is vitally important for members to keep active and continue playing their part in assisting in the dispute by writing to their local councillors / MP's. It needs highlighting to these people you have elected that SYFR management have reneged on the 4th November agreement, that temporarily suspended industrial action. Their latest action have now potentially jeopardised this agreement, the FBU wrote a letter to confirm its commitment to ACAS or the NJC Joint Secretaries and they responded by sending out letters threatening you with the sack. Their letter clearly highlights that, should there be any future need for the industrial action to continue, the sole responsibility for it would lie at the door of SYFR service and not the FBU. When you write to your MP, FBU members should also include copies of the recent correspondence distributed, including the letter from SYFR 30th December 2009, the FBU's response dated 31st December 2009 and also the agreement reached on the 4th November that temporarily suspended the industrial action, as this clearly outlines how the FBU are abiding by the agreement yet SYFR have now reneged on it. It is extremely important that FBU members; DO NOT RESPOND TO SYFR's LATEST LETTER UNTIL YOU HAVE RECEIVED ADVICE FROM THE FBU - If you agree to the terms as laid out in their letter you will lose your right to lodge an unfair dismissal claim against SYFR. Ian Murray Regional Secretary Yorkshire & Humberside Fire Brigades Union

FBU Responce

Date Posted: 31.12.2009

Deputy Chief Fire Officer South Yorkshire Fire & Rescue Service 197 Eyre Street Sheffield S1 3FG 31st December 2009 Dear Steve FBU RESPONSE TO LETTER FROM SOUTH YORKSHIRE FIRE AND RESCUE SERVICE TO FBU PROVIDED ON 30th DECEMBER 2009 AND FBU COMMENT ON LETTER SENT TO STAFF BY THEIR EMPLOYER ON SAME DATE. Following the meeting between the FBU and South Yorkshire Fire and Rescue Service senior managers (SYFRS) on 30th December 2009 I am writing to respond to the letter distributed for the first time to FBU representatives at the meeting and the ÔIndustrial Relations UpdateÕ staff notice sent to personnel that afternoon (30th December 2009). Clarification I should like to start by clarifying some issues that you raised at the meeting to ensure that you are not confused by the outcome of the discussions that took place. You indicated that the FBU had no confidence in the ACAS process following the meeting we held in November and December 2009 which I can confirm is definitely not the case. I sincerely hope that many of the remarks which SYFRS have made are based upon a misunderstanding on your part of what we have said and done over recent weeks, rather than them being a result of something more sinister and worrying. At the meeting as previously, the FBU did state that their preferred position was to utilise the National Joint Council Joint SecretariesÕ (NJC JS) services instead of that provided by ACAS because of the in-depth knowledge of the fire service that the NJC JS have, a position which I recall that that you agreed with. To assist in clarifying this point I have attached a section of an email sent by the FBU to members of the Fire Authority on 19th December 2009 which confirms that whilst the FBU felt that the Joint Secretaries route would be more productive we certainly did not criticise ACAS nor say or imply that the FBU had no confidence in the ACAS process. Following this consultation a further meeting was arranged on the 17th December between your managers and the FBUÕs negotiating team, during this meeting both sides discussed the previous meeting and the process encountered when the ACAS facilitators were involved. The FBU believe that following that experience, the most productive route for both sides would be to still seek 3rd party binding arbitration to settle the current trade dispute over duty systems, but utilise the services of the NJC Joint Secretaries as opposed to ACAS, a view that also appeared to be shared by your managers. We believe that their in depth knowledge of the Fire Service, its mechanisms and daily working routines would make any further negotiations run a lot more smoothly. I should also like to take this opportunity to highlight some other key points which need to be addressed that arise from; a. the letter provided to the FBU on 30th December 2009 and, b. the staff notice sent by SYFRS to personnel on 30th December 2009 Letter dated 29th December 2009, provided to FBU on 30th December 2009 Your letter contains an important error that, if not addressed, may affect future progress on the substantive matter. This mistake is to be found on page 2 where the options for the FBU are highlighted. The first bullet point incorrectly indicates that the full package that came out of the ACAS process on 1st December 2009 was agreed between the respective FBU and SYFRS negotiating teams. An accurate reflection of what transpired would have been to say that the FBU negotiators agreed to recommend the package to members but stressed that they could not agree any position without first consulting members. Staff Notice sent by SYFRS to personnel on 30th December 2009 In this document sent to staff, you repeat the error. You indicate again that an agreement including a change to an 11- hour day 13- hour night was reached. Again I must correct you and reiterate that this was an agreement to recommend the package to members but the FBU officials present stressed that they could not agree any position without first consulting members. A further inaccuracy in this letter to staff occurs under point 2) of the available options. In the letter to staff it says; ÔAccept terms of reference to move to binding ACAS arbitration from a 10/14 v 12/12 position, which is consistent with the position reached on November 4thÕ This mis-represents what was agreed. You will remember that the position reached by joint agreement on 4th November 2009, which resulted in the suspension of all related industrial action and rendered the dismissal/re-engagement process initiated with the issuing of the HR1 on the 29th June 2009 as null and void was as follows: FBU proposal to end the current disputes relating to working hours within SYFR ¥ Both sides committing to immediate referral to Fire Service National Joint Council (NJC) Joint Secretaries or to ACAS (for binding arbitration). The current dispute arises from the stated aim of the Fire Authority to make changes to current contractual arrangements regarding shifts and the dispute centres on this issue and on the intention to sack and re-engage affected employees. The FBU will enter into these negotiations without any contractual amendments to the current duty system - based upon 9 hour days and 15 hour nights. ¥ FBU to base their submission on the proposal for 10 hour day and 14 hour night. ¥ SYFR submission to be based upon their intention to introduce duty system based on shifts of equal lengths (i.e 12 hour shift duration) (This demonstrates both parties commitment to engage further 3rd party assistance with no pre-conditions). Acceptance based upon the following SYFR Written confirmation provided to the FBU that the dismissal/re-engagement process initiated with the issue of the HR1 notice dated 29th June 2009 is now considered to be null and void and that the authority will not seek to impose contractual changes in relation to the issues at stake within the current trade disputes of working hours. FBU Immediate cessation of all related industrial action (including but not restricted to discontinuous strike action, pre Ð arranged overtime ban, travelling to and from detached duty locations outside of normal working hours, temporary promotions and Ôacting-up.Õ) I am sure that you will recognise that point 2) of your letter to staff is not consistent with the position reached on 4th November 2009 where the Chief Officer and yourself made this agreement in person on behalf of the employer. Further, you confirmed this agreement in an email to Sean Starbuck at 15:12 on the 4th November after you had discussed it with members of the Fire Authority. That email said: Hello Sean Please accept this as confirmation of the Authority's agreement to the FBU proposal subject to our agreement of ACAS 'terms of engagement'. I also confirm that whilst these terms are being agreed then there will be no progress with anything connected to dismissal / re-engagement on the understanding that all industrial action will be suspended from 1600 hours on 4th November 2009. Once the terms have been agreed then the Authority will provide written confirmation that the process referred to above has been abandoned and this is on the understanding that the FBU will, at the same time, do likewise with regard to all of the related industrial action. Please confirm that this is acceptable by return. Kind Regards Steve The content of that email was further confirmed in a letter from you dated 5th November 2009 in which you state Ôplease take this letter as formal confirmation of the acceptance of the FBU proposal which is to seek Ôbinding arbitrationÕ via ACASÕ. (The FBU confirmed this by return and in a letter dated 9th November 2009) I am confident that the clarification that I have outlined in this response makes it clear that SYFRS did agree to the FBU proposal and that the option you have suggested to staff is not consistent with this and that the only outstanding issue is to agree the terms of reference. I would ask that SYFRS act in an honourable way and correct the position with personnel. Clarification on matters agreed at ACAS- locally agreed solution In both letters of 30th December referred to above, SYFRS states that the whole 3 days spent at ACAS failed to reach agreement on the terms of reference. An accurate description is that one day was spent on this task and the two subsequent days were spent discussing a possible local settlement. This was a precursor to the opportunity for a settlement without recourse to ACAS which was made known in the letter dated 24th November 2009 that offered the FBU another opportunity to progress the matter through local negotiations, an opportunity which of course the FBU took. Whilst the potential settlement reached at the meeting on 1st December 2009 was not found acceptable by FBU members it was understood by both parties that such an outcome meant that both parties would return to ACAS Other matters discussed at ACAS- terms of reference The outstanding item to overcome was the terms of reference and in your letter of 29th December 2009 you propose the following The Arbitrator is asked to adopt the ÔopenÕ arbitration approach to determine the day and night shift durations of Whole-time Duty Staff. The EmployeesÕ agreed starting point will be a 10hour day shift/14 hour night shift, with the Arbitrator giving consideration to shift durations up to and including the EmployerÕs preferred 12 hour day/night shifts. Should the avenue of assistance from the NJC Joint Secretaries not be agreed, the FBU is still prepared to put the matter before ACAS and the FBU could accept these terms of reference as amended below; The Arbitrator is asked to adopt the ÔopenÕ arbitration approach to determine the day and night shift durations of Whole-time Duty Staff. The EmployeesÕ agree to base their proposal on a 10hour day shift/14 hour night shift, while the EmployerÕs will propose a 12 hour day/night shifts. The Arbitrator will give a decision which will be binding on both parties. Until the Arbitrator gives his/her binding decision employees affected by this decision will remain on the current 9-hour day/15- hour night shift. And subject to confirmation by SYFRS that: 1) SYFRA is still prepared to agree the following elements in return for a change to start and finish times: a. all elements of the package that came out of the meeting of 1st December 2009 b. all elements in the agreement reached on 4th November 2009. 2) Confirmation that the FBU proposed terms of reference outlined above are acceptable and agreed. At the meeting on 30th December, SYFRS demanded that a response be provided by the FBU by 1st January 2010. In any circumstances, to expect, let alone demand, an answer within a few days is unreasonable. However it is only courteous to inform you that I will be reporting and discussing the matters raised by you through our structures and will endeavour to reply as soon as possible. Similarly, I will share some initial points for you to consider: ¥ The FBU will be holding a meeting on 4th January 2010 to consider options and will respond in writing following that meeting. ¥ FBU members will be advised on how to deal with any individual consultation (should this be necessary). ¥ FBU members have already been consulted on the 12/12 proposal with compensation and the interim 10.5/13.5 proposal and the FBU has reported the position. ¥ FBU members have already been consulted on the 13/11 package and the FBU has reported the position. ¥ The FBU has an agreement with SYFRS to immediately refer this issue to the Fire Service National Joint Council (NJC) Joint Secretaries or ACAS (for binding arbitration) based upon a proposal jointly agreed on 4th November 2009. The FBU reiterates that it remains committed to this agreement and expects that this is also the position of SYFRS. ¥ The FBU expects that SYFRS, in line with the agreement made on 4th November 2009, does not seek to reintroduce any matter connected with the dismissal/ re-engagement process (this includes the proposal to commence with individual consultation on 4 January as outlined in the letter of 29 December 2009) ¥ The FBU is available for further meetings (to agree terms of reference) with ACAS or the NJC Joint Secretaries in line with the agreement of 4th November 2009. To this end the FBU will be immediately contacting Chris Ablott with a list of available dates to enable these meetings to be progressed. I do feel it is incumbent upon me to inform you that by far the most widespread comment that FBU members expressed during the recent consultation was that members had little confidence or trust in SYFRS or the Authority itself that any agreement would be honoured. Despite the insistence of myself and other lead officials to the contrary it seems that from the stance you took at the meeting on the 30th December 2009 and the comments made in your letters, unfortunately it appears that the fears of members may be well-founded. Yours Sincerely John Gilliver Acting Brigade Secretary South Yorkshire Fire Brigades Union

FBU Staff Update

Date Posted: 31.12.2009

Industrial Relations Update Staff will be aware that strike action by Fire Brigades Union members was suspended on November 4th after managers and union officials agreed to seek binding ACAS arbitration, subject to the agreement of terms of reference. Managers and union officials met for one day later in November, and then for a further two days on November 30th and December 1st. All three meetings were facilitated by ACAS. Although terms of reference for binding arbitration could not be agreed, following a request made by the FBU, the latter two days of the meetings were used to try and obtain a local agreement. At the end of December 1st, an agreed position was reached which included a change to an 11-hour day shift and 13-hour night shift arrangement (as per a number of other services) to be implemented from 1st January 2010, with a payment of £650 available to every member of staff directly affected by the change. To date no other FRS has offered any form of compensatory payment in connection with changes to working hours. All of the FBU officials present indicated this was a deal that they could support and that they would therefore recommend its acceptance. Managers were therefore surprised and dismayed to find that what was agreed as being acceptable during the ACAS facilitated negotiating process has now been rejected. After giving the matter further consideration the Authority instructed managers to meet with the FBU this morning (December 30th) and provide the unionÕs negotiators with a further opportunity to: 1) Accept the 11/13 & £650 agreement made on December 1st, or 2) Accept terms of reference to move to binding ACAS arbitration from a 10/14 v 12/12 position, which is consistent with the position reached on November 4th The FBU has been asked to formally reply by no later than 1700 hours on 1st January. If neither of these options is acceptable to the FBU, managers, as instructed by the Authority, will begin a 14-day process of individual consultation with staff regarding a proposed initial change to 10.5/13.5, followed by a further move to 12/12. Individuals who are willing to accept the proposed changes voluntarily would not have to undergo any form of imposed contractual change in relation to this issue and furthermore, subject to the fulfilment of certain criteria, would be eligible to receive a compensatory payment once the changes are in place. In the meantime, obviously, the current 9/15 arrangements will remain in place until any changes are agreed or implemented.

Proposal

Date Posted: 31.12.2009

FBU proposal to end the current disputes relating to working hours within SYFR ¥ Both sides committing to immediate referral to Fire Service National Joint Council (NJC) Joint Secretaries or to ACAS (for binding arbitration). The current dispute arises from the stated aim of the Fire Authority to make changes to current contractual arrangements regarding shifts and the dispute centres on this issue and on the intention to sack and re-engage affected employees. The FBU will enter into these negotiations without any contractual amendments to the current duty system - based upon 9 hour days and 15 hour nights. ¥ FBU to base their submission on the proposal for 10 hour day and 14 hour night. ¥ SYFR submission to be based upon their intention to introduce duty system based on shifts of equal lengths (i.e 12 hour shift duration) (This demonstrates both parties commitment to engage further 3rd party assistance with no pre-conditions). Acceptance based upon the following SYFR Written confirmation provided to the FBU that the dismissal/re-engagement process initiated with the issue of the HR1 notice dated 29th June 2009 is now considered to be null and void and that the authority will not seek to impose contractual changes in relation to the issues at stake within the current trade disputes of working hours. FBU Immediate cessation of all related industrial action (including but not restricted to discontinuous strike action, pre Ð arranged overtime ban, travelling to and from detached duty locations outside of normal working hours, temporary promotions and Ôacting-up.Õ)

South Yorkshire FBU Bulletin 45

Date Posted: 29.12.2009

Talks Ongoing Following the agreement of SYFR management to the FBUÕs proposal put forward on the 4th November (attached), the industrial action that members were called to take by the General Secretary was suspended. The FBU proposal called for the current dispute to be immediately referred to external assistance by way of the Joint Secretaries / ACAS but importantly with NO preconditions. The FBU would be taking their contracted 9 Ð 15 hours currently worked and SYFR would be taking their 12 hour shift proposal to the Joint Secretaries / ACAS. Two meetings have taken place so far facilitated by ACAS and during the second meeting SYFR then came forward with another offer for members to consider based around an 11-13 duty system and with a compensatory offer included. This latest offer was subsequently rejected by members and a further meeting was arranged with management to report this position back. At this meeting the FBU outlined their preference to take the whole issue of the duty system changes to the NJC Joint Secretaries for binding arbitration as opposed to ACAS as SYFR wanted to separate the issue of stand down and refer that to the NJC with Shift duration and start / finish being dealt with at ACAS. At the conclusion of this meeting with management, the FBU were informed by DCFO Swarbrick that he would now take this matter back to the members of the Fire Authority at their meeting on the 21st December to decide if they wanted to progress with the third party assistance or to once again reactivate the dismissal / re-engagement process. The FBU, as of yet, have not heard any outcomes from this Fire Authority meeting. A further meeting has now been arranged to take place between the FBU and management on the 30th December 2009, it is expected that the FBU will then formally be informed of the Fire Authorities decision. This decision will of course determine if the campaign committee need to urgently reconvene and this will be conveyed to members as soon that information is known. South Yorkshire FBU Hardship Fund Below is a list of the Hardship Fund Trustees, these have been appointed by the campaign committee to manage the fund on your behalf. A circular now sent to all stations / workplaces explaining the fund and how to make a claim. The committee determined that monies deducted from pay by SYFR for refusing to go detached duties outside of the normal contracted hours will be reimbursed to FBU members from the fund. Members can also submit individual applications to the fund for cases of hardship. It is requested that members only make hardship applications when they are suffering ÔgenuineÕ financial hardship and not just because they have heard of others making applications. All applications will be dealt with by the trustees in a totally confidential manner. Members should also bear in mind the current dispute is not yet resolved and the fund maybe needed for future applications for hardship, should the need for the current suspension of the industrial action be withdrawn. South Yorkshire FBU Hardship Fund Trustees John Gratton 07804974080 j.gratton1@homecall.co.uk Mark Brown 07983796106 hyundia_333@fsmail.net Nikki Brown 07908800655 nicola.brown563@ntlworld.com Pat Renshaw 07853274254 patrickrenshaw04@aol.com Dave Morgan 07780990245 morgan67@fsmail.net Your Cooperation and understanding is requested regarding the hardship fund Training at TDC Management have been sending out joining instructions for courses at TDC with a start time of 0900. This has NEVER been agreed with the FBU. Members are reminded that they have to be at their base station for 0900 to collect their PPE and then travel to TDC. FBU Notice Boards It has been brought to the FBUÕs attention that some managers are trying to decide what does and does not go on FBU notice boards. The FBU notice boards are for anything related to the Fire Brigades Union and are not for sharing with other organisations. If anyone is concerned about what is on an FBU notice board then they should first approach the Branch rep or Brigade official. Branch officials must ensure any materials displayed on notice boards are not offensive. Finally from all FBU Officials, could we wish you all a very Merry Christmas and a Happy New Year. Hopefully 2010 will see the improvements in industrial relations that we all want to see. ________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk FBU proposal to end the current disputes relating to working hours within SYFR ¥ Both sides committing to immediate referral to Fire Service National Joint Council (NJC) Joint Secretaries or to ACAS (for binding arbitration). The current dispute arises from the stated aim of the Fire Authority to make changes to current contractual arrangements regarding shifts and the dispute centres on this issue and on the intention to sack and re-engage affected employees. The FBU will enter into these negotiations without any contractual amendments to the current duty system - based upon 9 hour days and 15 hour nights. ¥ FBU to base their submission on the proposal for 10 hour day and 14 hour night. ¥ SYFR submission to be based upon their intention to introduce duty system based on shifts of equal lengths (i.e 12 hour shift duration) (This demonstrates both parties commitment to engage further 3rd party assistance with no pre-conditions). Acceptance based upon the following SYFR Written confirmation provided to the FBU that the dismissal/re-engagement process initiated with the issue of the HR1 notice dated 29th June 2009 is now considered to be null and void and that the authority will not seek to impose contractual changes in relation to the issues at stake within the current trade disputes of working hours. FBU Immediate cessation of all related industrial action (including but not restricted to discontinuous strike action, pre Ð arranged overtime ban, travelling to and from detached duty locations outside of normal working hours, temporary promotions and Ôacting-up.Õ)

South Yorkshire FBU - Bulletin 44

Date Posted: 22.11.2009

Talks Ongoing Following the agreement of SYFR management to the FBUÕs proposal put forward on the 4th November, the industrial action that members were called to take by the General Secretary was suspended. The FBU proposal (attached in its entirety) called for the current dispute to be immediately referred to external assistance by way of the Joint Secretaries / ACAS but importantly with NO preconditions. The FBU would be taking their contracted 9 Ð 15 hours currently worked and SYFR would be taking their 12 hour shift proposal to the Joint Secretaries / ACAS. The FBU will be submitting their 10 Ð 14 proposal as a viable alternative, as we are of the opinion it gives SYFR all of what they seek to achieve within their proposal. Members can be assured that we will making it absolutely clear to the arbitrator that in doing so, it would already entail members making some considerable concession from their current duty system of 9 Ð 15 hours. On Thursday 12th November, the first joint meeting was facilitated by representatives of ACAS to draw up the terms of reference that the arbitrator would consider and be asked to make a decision upon. The meeting adjourned with no agreement reached on the terms of reference and with an issue being referred back to the NJC Joint Secretaries. As soon as there are further developments these will be reported to members. Please ensure your Branch is represented at the Campaign Meetings held every Friday at Wortley Mens Club, Wortley village (next to the Wortley Arms Pub) 10.00 am. South Yorkshire FBU Hardship Fund Below is a list of the Hardship Fund Trustees, these have been appointed by the campaign committee to manage the fund on your behalf. A circular now sent to all stations / workplaces explaining the fund and how to make a claim. The committee determined that monies deducted from pay by SYFR for refusing to go detached duties outside of the normal contracted hours will be reimbursed to FBU members from the fund. Members can also submit individual applications to the fund for cases of hardship. It is requested that members only make hardship applications when they are suffering ÔgenuineÕ financial hardship and not just because they have heard of others making applications. All applications will be dealt with by the trustees in a totally confidential manner. Members should also bear in mind the current dispute is not yet resolved and the fund maybe needed for future applications for hardship, should the need for the current suspension of the industrial action be withdrawn. South Yorkshire FBU Hardship Fund Trustees John Gratton 07804974080 j.gratton1@homecall.co.uk Mark Brown 07983796106 hyundia_333@fsmail.net Nikki Brown 07908800655 nicola.brown563@ntlworld.com Pat Renshaw 07853274254 patrickrenshaw04@aol.com Dave Morgan 07780990245 morgan67@fsmail.net Your Cooperation and understanding is requested regarding the hardship fund Training at TDC Management have been sending out joining instructions for courses at TDC with a start time of 0900. This has NEVER been agreed with the FBU. Members have to be at their base station for 0900 to collect their PPE and then travel to TDC. FBU Notice Boards It has been brought to our attention that some managers are trying to decide what does and does not go on OUR notice boards. The FBU notice boards are for anything related to the Fire Brigades Union and are not for sharing with other organisations. If anyone is concerned about what is on the FBU notice board then they should first approach the Branch rep or Brigade official. No one should be removing any material off the board without the approval of the Branch Rep, especially a non FBU member. ________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk FBU proposal to end the current disputes relating to working hours within SYFR ¥ Both sides committing to immediate referral to Fire Service National Joint Council (NJC) Joint Secretaries or to ACAS (for binding arbitration). The current dispute arises from the stated aim of the Fire Authority to make changes to current contractual arrangements regarding shifts and the dispute centres on this issue and on the intention to sack and re-engage affected employees. The FBU will enter into these negotiations without any contractual amendments to the current duty system - based upon 9 hour days and 15 hour nights. ¥ FBU to base their submission on the proposal for 10 hour day and 14 hour night. ¥ SYFR submission to be based upon their intention to introduce duty system based on shifts of equal lengths (i.e 12 hour shift duration) (This demonstrates both parties commitment to engage further 3rd party assistance with no pre-conditions). Acceptance based upon the following SYFR Written confirmation provided to the FBU that the dismissal/re-engagement process initiated with the issue of the HR1 notice dated 29th June 2009 is now considered to be null and void and that the authority will not seek to impose contractual changes in relation to the issues at stake within the current trade disputes of working hours. FBU Immediate cessation of all related industrial action (including but not restricted to discontinuous strike action, pre Ð arranged overtime ban, travelling to and from detached duty locations outside of normal working hours, temporary promotions and Ôacting-up.Õ)

Hardship Fund

Date Posted: 18.11.2009

HARDSHIP FUND COMMITTEE JOHN GRATTON 07804974080 j.gratton1@homecall.co.uk MARK BROWN 07983796106 hyundia_333@fsmail.net NIKKI BROWN 07908800655 nicola.brown563@ntlworld.com DAVE MORGAN 07780990245 morgan67@fsmail.net PAT RENSHAW 07853274254 patrickrenshaw04@aol.com THE MERITS OF EACH CASE WILL BE DISCUSSED IN DEPTH AT A HARDSHIP FUND COMMITTEE MEETING AND A DECISION WILL BE MADE BY THE MEMBERS OF THAT COMMITTEE. ALL THE DETAILS OF A CLAIM WILL BE FULLY CONFIDENTIAL. HARDSHIP FUND CLAIM FORMS CAN BE ACCESSED VIA THE SOUTH YORKSHIRE FBU WEBSITE

South Yorkshire FBU Hardship Fund

Date Posted: 18.11.2009

Please find attached a copy of the contact details for the five members of the South Yorkshire FBU ÔHardship Fund CommitteeÕ. Could all branch officials please make sure that a copy of these details along with a copy of this circular are placed on the FBU notice board on each branch. The campaign committee meeting, held at Wortley MenÕs Club on Friday 13th November 2009, agreed that the money contained within the hardship fund be used initially in the following way Ð 1. Reimbursement of Ômonies stopped through taking part in industrial action short of strike action, including not undertaking detached duties outside normal working hoursÕ. Any member that has had money deducted from their wages due to them not undergoing detached duties outside of normal working hours can, should they wish to do so, apply for a reimbursement. This will be paid in the form of a cheque and will be forwarded to you as soon as is feasibly possible. Send your details along with the amount deducted to John Gratton, White Watch, Mexborough Fire Station. 2. As a Ôgenuine hardship fundÕ. Any member that took part in and suffered genuine financial hardship during the recent strike action can apply for a Ôhardship fund claim formÕ either by contacting one of the members of the Ôhardship fund committeeÕ or by downloading one from the FBU website Ð www.fbu.org.uk To find the form look under sub-heading About Us - Regions - Region 4 - South Yorkshire FBU - Download claim form All details of the claim will be fully confidential. WE WOULD ASK THAT AT THIS STAGE ONLY MEMBERS WITH GENUINE CLAIMS APPLY. The campaign committee is NOT currently considering sharing the fund out on a pro-rata basis in line with the number of hours lost. This dispute is not yet over and a definitive decision on what to do with the money in the fund cannot yet be made. However once the dispute has been settled and payments/hardship claims have been finalised a democratic decision on the action to be taken with any money remaining in the fund will be taken.

Letter from the FBU to Fire Authority Members 27/10/09

Date Posted: 27.10.2009

Dear Councillor Officials of the Fire Brigades Union (FBU) along with some South Yorkshire firefighters attended the Fire Authority meeting yesterday (26th October 2009) and listened to questions raised by members on the ongoing dispute. After receiving answers from the principal managers we were astounded when both elected members and principal managers declared their confusion regarding the position of the FBU. Following this admission, I feel it is appropriate to clarify the FBU’s position, and to explain the reasoning behind the unanimous rejection of the latest offer made by SYFR at Friday’s campaign committee meeting. This is a meeting which is open to FBU members from all sections and branches throughout South Yorkshire During the Fire Authority discussion, DCFO Steve Swarbrick was asked for an update of negotiations between the principal management of SYFR and the FBU. Steve explained that a meeting had taken place last Thursday (22nd Oct 2009) and that SYFR had made an offer to the FBU (this is attached in its entirety).Steve explained that in his opinion this proposal addressed the three main areas of concern to the FBU and that he was surprised that it was not accepted. He then went on to add that the FBU had then put forward their own proposals during this meeting. Steve however did not explain the 4 options that the FBU had put forward. These four considerations were; 1. To immediately refer this dispute to ACAS 2. To immediately refer this dispute to NJC joint secretaries 3. For management to agree to the RAP recommendations without their own pre-conditions attached to it for FBU members to consider. 4. For management to negotiate around the 10/14 proposals. The FBU made it quite clear that commitment to any of these and the complete withdrawal of the notice to dismiss and re-engage could end the dispute and prevent further strike action. He did not report to you, that all four of these proposals were dismissed out of hand at that meeting. It is important that you have a full explanation and understand why, after looking at the proposal in detail it was not acceptable to FBU members. Firstly, it is important that the threat of dismissal and re-engagement, which is the reason why the South Yorkshire FBU lodged their second trade dispute that included a ballot for strike action, is considered. The proposal from SYFR DID NOT withdraw this threat of dismissal and re-engagement, as was intimated by Steve Swarbrick, it merely suspended it until either negotiations were completed or they were agreed, in which case it would then not be required. FBU members believe this is like holding a gun to their negotiator’s head and prevents meaningful discussions taking place. A commitment to negotiations with a view to reaching agreement would render a threat of dismissal and re engagement unnecessary. To clarify this point the Proposal, which is attached, states; Preconditions Immediate suspension of all activities being undertaken in support of implementing contractual changes via a dismissal / re-engagement process as initiated by the issue of the HR1 notice dated 29th June 2009. (This is without prejudice to the statutory 90 day process that has been conducted in accordance with the legal obligations within S.188 of TULR(C)A 1992, which for the purposes of the matter in dispute has now been fulfilled. Fire Authority members asked Steve Swarbrick at the meeting if the dismissal / re-engagement process had been removed and they were told it had, as long as negotiations were ongoing. In fact the real position is that the notice is still live, but merely suspended and still there ready to be enacted should negotiations break down. The formal trade dispute lodged with the Fire Authority clearly states that the FBU require the complete withdrawal of the notice of dismissal under Section 188 of TULR(C)A The SYFR proposal also states; • Implement the recommendation of RAP (10.5 hour days and 13.5 hour nights with the start and finish times of 09.00hrs – 19.30hrs) from 2nd December 2009 with further negotiations to attempt to reach agreement on 12 hour shifts to be conducted by 31 March 2010 • In the absence of an agreement to make further changes beyond 10.5 / 13.5 by the 31st March 2010, to jointly refer the matter to ACAS To understand what this means it is vital that these two items are looked at in more detail. Firstly, this would involve FBU members agreeing to change their current duty system of 9 - 15 to that put forward by RAP, and then agreeing to a further commitment of reaching an agreement on the introduction of 12 hour shifts by the 31st March 2010. It is inconceivable, bearing in mind the issue of 12 hour shifts is a position that FBU members have repeatedly shown that they are vehemently opposed to, that SYFR could expect an agreement on an offer to move to a half way stepping stage for 4 months and then negotiate agreement to move over to the 12 hour position. The second part of the offer states, SYFR are willing to jointly refer the issue to ACAS if there is no agreement on the move to make further changes to the 10.5 / 13.5 by the 31st March 2010. SYFR have tried to claim that this demonstrates a commitment to using ACAS whilst FBU members have made it quite clear to officials that this is also not an acceptable position. Any benefit from utilising ACAS would be severely undermined by compromising now and agreeing a move half way from the original starting position of the 9 – 15 shift system. If the FBU did this a further compromise would be somewhere midpoint between the 10.5 / 13.5 and the 12 hour shift system that SYFR seek. FBU members felt that this was an insult and felt that should ACAS be the solution it must be utilised immediately. In short the utilisation of ACAS that was proposed to be used by SYFR was with a precondition that was unacceptable to the FBU members of South Yorkshire and was overwhelmingly rejected at the campaign committee meeting held on the 23rd October. A committee that, as previously explained, is open to representatives from South Yorkshire fire stations and workplaces. The FBU is totally committed to a negotiated settlement and this was illustrated during this meeting of the 22nd October 2009. The FBU made some proposals to be considered by the authority’s negotiators which could be discussed with a view to reaching agreement and averting future strike action. These included; • Immediate 3rd party assistance from the National Joint Secretaries with no preconditions – that both the employees and employers joint secretaries are willing to undertake • Immediate referral to ACAS with no preconditions for them to try to resolve the current trade dispute • The 10 – 14 proposal previously put forward by the FBU • The possibility of implementing the RAP recommendation, as written by the independent chair, as a collective agreement but with no SYFR preconditions attached to it. As previously outlined these proposals were rejected outright by Steve Swarbrick and therefore the strike action planned for Friday 23rd – 24th October 2009 still went ahead. FBU members attending the campaign committee meeting, held on the 23rd October, were extremely disappointed with the proposal from SYFR and that the 4 options proposed had been rejected in such a manner and immediately agreed upon a further set of strike dates to demonstrate their anger at what they saw as nothing more than a publicity stunt. FBU members have offered an olive branch which shows that should members of the Fire Authority really want to stop further strike action taking place and are serious about wanting to find a negotiated settlement to the current dispute, this can be achieved by taking two simple steps; The first and most important is to completely withdraw the notice of the threat of dismissal and re-engagement imposed on South Yorkshire firefighters. Simply suspending this notice does not have the same impact. The second is to immediately, jointly refer the issues to either • the national Joint Secretaries to seek a resolution, or • to immediately refer the issue to ACAS for its assistance, or • to look at offering the RAP recommendation but with no further SYFR preconditions attached to it. The FBU could then take this proposal to members. SYFR are being unreasonable by dismissing these proposals which could prevent future strike action. The FBU position is supported by an early day motion before parliament regarding the South Yorkshire Fire & Rescue dispute which calls for both the FBU and SYFR to refer the issue to the National Joint Secretaries without any preconditions. The FBU have committed to this but it is being refused by the principal management team of SYFR. A similar dispute in Lincolnshire has just been resolved by both parties reaching agreement at the National Joint Secretaries. During the Fire Authority meeting ACO Jamie Courtney gave an update on the performance of the contingency arrangements and detailed the work undertaken by the Cat 2 vehicles and small fire units. The FBU have received some information from a concerned fire service officer, which will be followed up via a freedom of information request. Fire Authority members may wish to have an initial insight into this very concerning data. The information illustrates that a member of the public rang the fire service to report a fire and it was 1 hour 38 minutes before a response was actually mobilised to that fire (see table below). The fire was not actually dealt with but an appliance simply mobilised. The FBU has also been informed that calls for the small fire units are being stacked and if the times given below are true, it is alarming that it appears that SYFR is allowing fires to actually burn out rather then sending an attendance. The FBU have been made aware by firefighters that they have actually driven by fires on an available appliance, told not to extinguish the fires and to leave it to the small fire units. Again all of these details are being collated and will be formally raised with authority members in the not too distant future. I would urge you as a matter of urgency to raise this matter with the principal management team of SYFR to seek their views on the information we have been provided with and to get an explanation, if what the FBU has been told is accurate. Call Received at Mobilised To Stop Code 18:02 18:57 43A 18:09 18:46 33A 18:10 19:48 34A 18:39 19:13 34B 19:15 20:11 43A 19:22 20:36 43A (Poss burnt out) Incidents attended by small fire unit - Red watch 17/10/09 after 18:00. A separate issue raised at the Fire Authority meeting was concerning the question of the accuracy of an email received by an Authority member explaining that firefighters have to travel on public transport to get from one station to another to go to detached duties. It was confirmed by a principal manager that this was necessary because the station vans were now being utilised as part of the contingency plans. The FBU can confirm that firefighters are being ordered to use public transport and are being told that they must carry with them, their full firefighting kit, their clothing for the day including shirts and other working clothes, their physical training kit as well as their packed lunches. As you can imagine this is quite a haul and causes disbelief from the public when this is explained. In one instance last week, a firefighter was informed that there was no money in the petty cash to pay for their bus fare and therefore they would have to walk from their station to Sheffield to where they were required. As it was, some money was found but the instruction that they had to walk was done in a serious context and not as a flippant remark. Support staff who had SYFR vehicles available to them, have offered to transport firefighters but have since been told that this is not allowed and have been threatened with disciplinary action should it be found that they have transported detached duty firefighters. SYFR have ordered firefighters to use their own cars but you should realise that many do not have the free use of their cars whilst they are at work and SYFR had previously encouraged its staff not to use their cars to travel to work. You should also consider that some firefighters do not have the appropriate level of legal cover under their own ‘private use’ insurance policy. In addition some firefighters are dropped off by partners at the start of their shifts and collected at the end. Some firefighters take the advice of SYFR and cycle to work or use public transport. They are then faced with this order to utilise public transport thus extending the length of time an appliance is unavailable. It was refreshing to hear the authority acknowledge that the practice of sending firefighters on public transport to go detached duties would get ‘sorted out’ by the Chair of the Authority. I hope that this letter has assisted in clearing up any confusion that members had regarding the FBU’s position in relationship to the latest offer from SYFR. As stated above, the FBU are committed in finding a negotiated settlement and are available at any time to meet to resolve the current dispute. Please do not hesitate to contact me if you wish to discuss any of the issues raised further. Kindest Regards Ian Murray Regional Secretary Fire Brigades Union Yorkshire & Humberside

South Yorkshire FBU Bulletin - 43

Date Posted: 27.10.2009

FBU WANT TO TRY TO RESOLVE DISPUTE BUT SYFR STILL PLAY GAMES FBU officials met with management on 22nd October 2009 in an attempt to reach agreement and avoid strike action. Unfortunately SYFR repackaged an old deal and made hollow promises that they thought you would fall for. In a nutshell SYFR offered to; • Move to 13.5/ 10.5 from December 2009. • Immediately commence negotiations designed to reach agreement on a 12 hour duty system to be concluded by 31st March 2010. • Progress to ACAS if no agreement is reached by 31st March 2010. • Suspend the activities associated with the dismissal and re engagement of 744 firefighters.(This is without prejudice to the statutory 90 day process that has been conducted in accordance with the legal obligations within S.188 of TULR(C)A 1992, which for the purpose of the matter in dispute has now been fulfilled). The SYFR proposal is attached to this bulletin in full. In return the FBU had to cease all industrial action as outlined in both trade disputes (discontinuous strike action and the action short of strike). When you consider the SYFR offer you will see; • It omits a very important part which members will have a view on. During the talks Steve Swarbrick was asked about the rest periods as he had indicated in the last offer that 1 hour of rest period would be removed with the introduction of 10.5/13.5. His response was that they would take this to joint secs, just on this one issue. • SYFR have offered a ‘partial shift change’ to 10.5/13.5 from 2nd Dec 09. As soon as this starts the FBU must commit to negotiations to try and agree 12’s. These must be concluded by 31st March 2010. SYFR are claiming that this satisfies the 3rd party assistance. What SYFR is not telling you is that the 3rd party assistance recommended 10.5/13.5 with a joint review after 9 months. No mention of a commitment to immediately try and introduce 12’s in the RAP proposal. • SYFR then go on to say that if the negotiations fail to agree both sides commit to ACAS. This is a very important element. Consider that no agreement is made and both sides have agreed a 10.5/13.5 that is what will go to ACAS. SYFR will probably want a binding commitment to ACAS but even if they didn’t get their way there they have another option. • If the FBU commit to go to ACAS after agreeing to go on 10.5/13.5 ACAS would have a very small range to look at i.e the difference between 10.5 hour days and 12 hour days. They will argue we are only arguing over 1.5 hours. If ACAS give a compromise deal then the gap will be even less. • The real clincher however is that SYFR have not actually removed their dismissal and re engage threat so if at this point the FBU refused to go to binding arbitration or the negotiations didn’t go their way they could issue the individual dismissal notices. (They have only suspended their activities and say that they have fulfilled their obligation re the legal 90 day notice). The FBU are committed to resolving this dispute and put forward 4 ideas for SYFR to consider. These were; • Progress the 10/14 option that does give better savings. Steve Swarbrick flatly refused. • Any involvement of ACAS should be done now. The FBU would take 15/9 and management would take 12’s. No preconditions –conciliation or arbitration. Steve Swarbrick refused. • Utilise the NJC national joint secretaries now – the FBU would take 15/9 management would take 12’s no preconditions from either side. Steve Swarbrick refused. • SYFR to offer the RAP 10.5/13.5 as recommended by professor Willie Brown. This was with no stepping stone to 12’s, no immediate negotiations to introduce 12’s, no removal of rest periods and a joint review on how it was working after 9 months. FBU offered to take this back to members as a real option to settling the deal. Steve Swarbrick refused. As you can see the FBU have put forward 4 real options that could end this dispute now without any more strike action or any delay and possible sackings later. SYFR refused every approach. On Friday 23rd October 2009 the FBU campaign committee voted unanimously to reject the regurgitated offer from SYFR and decided upon the next strike action. The committee decided to take 8 hours action over a five day period from 4pm till midnight from 31st October until 4th November so that Bonfire night is not affected. ACTION SO FAR FBU members walked out together in 2 periods of 24 hour strike and this tremendous show of solidarity shows the resolve and strength of feeling against the proposals from SYFR. FBU members have been accused of putting lives at risk and taking unnecessary action by Mark Smitherman on the radio, television and whoever else will listen to his rhetoric. The message from the FBU is still the same – we can resolve the dispute we have put forward options that can resolve the dispute immediately – and it is the intransigence of the FA that is putting lives at risk. The FBU challenge SYFR to go to either the Joint Secretaries or ACAS now – we know what they are they scared of. They are scared of real negotiations that they cannot completely dictate and scared of not getting exactly what they want. The FBU are ready to resolve this issue through negotiation but not with their preconditions. Campaign Committee Meeting The next campaign committee meeting will be held at; Wortley Mens Club, Wortley Village (access to car park in between the Wortley Arms and the Post Office) S35 7DB, at the earlier time of 10.00am on Friday 30th October. Make sure your branch is represented. This is where decisions are taken and the most up to date information is explained, so make sure your branch has a say and is kept up to speed _________________________________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

Now ACAS Offers to Help in South Yorkshire Fire Dispute

Date Posted: 20.10.2009

The conciliation and mediation service ACAS has contacted both sides in the South Yorkshire fire dispute offering to help as the first day of strike action came to a close. The Fire Brigades Union has welcomed the move, but does not know the view of the fire authority, which has previously turned down offers of assistance to help resolve the dispute. Ian Murray, FBU regional secretary said: "We have no problem with offers of help which may resolve this dispute and we welcome the offer from ACAS. The fire authority will have some explaining to do if it continues to reject offers of help while claiming it wants to meet the union. "We hope the authority can withdraw the dismissal notices, then we can call off the next strike which is set to start on Friday at 6pm. If 744 South Yorkshire firefighters are still being threatened with dismissal then the strike will go ahead. "We have been heartened by the public support who clearly understand why we are taking strike action and that we are reluctant to do so. They understand that the authority can't threaten to sack firefighters and expect them not to respond." Earlier today South Yorkshire fire crews welcomed an intervention by local MPs in their dispute with the local fire authority. The MPs called for immediate moves to resume talks, withdraw dismissal notices and for the union to call off its strike action. The MPs called for the assistance of national negotiators from the employers and union and no preconditions being set by either side before the talks start. Changes, they said, are best achieved through agreement. National employer and union negotiators – known as the Joint Secretaries - are regularly brought in to assist in local disputes. They have recently been brought into Lincolnshire – a neighbouring fire service - to help broker agreement in a dispute over shifts. Ian Murray, FBU regional secretary said: "The MPs don't let either side in this dispute off lightly, so this is not the MPs intervening on behalf of one side or the other. This is a welcome intervention by MPs who are rightly concerned. "South Yorkshire fire crews would be happy to enter talks without the fire authority demanding we agree the outcome before they start. If the threat of mass sackings is lifted then the strike action will be halted. "The chief officer keeps claiming the dismissals are some sort of technical move of little importance or impact. If that is so then that is even more reason to drop the threat and we can call off the strike. "It's now down to the fire authority if it wants to enter genuine negotiations to reach an agreement. The ball is now on their side of the court and we hope to know their view of this by the end of the day." EDM 2091 was first put down on 19th October 2009 by Clive Betts It has been signed by 5 people. That this House expresses great concern at the current dispute between South Yorkshire Fire Authority (SYFA) and the Fire Brigades Union (FBU) which can only put the public of South Yorkshire at risk and cause damage to both parties in the dispute; believes that while ultimately there will be benefits to the public from a change to existing shift patterns this will best be achieved by an agreement which also recognises the potential disruption to the personal lives of firefighters concerned; and therefore calls on both sides to agree to refer all relevant matters immediately and without preconditions to the Joint Secretaries with the SYFA withdrawing its dismissal notices and the FBU withdrawing its threat of strike action to allow the Joint Secretaries to consider the matters in the most appropriate way. On 19/10/09 it was signed by: Mr Clive Betts Mr David Blunkett Ms Angela C. Smith (Sheffield, Hillsborough) Mr Kevin Barron Mr Eric Illsley

All Members South Yorkshire

Date Posted: 19.10.2009

Call for Industrial Action Members have been notified of the industrial action short of a strike following the ballot. As the person authorised to make the call for industrial action, I confirm that continues to be the position but, in addition, from 09.00 am on 23rd October 2009 the following will also apply: • A refusal to act up. • A refusal to work any new temporary promotion, i.e. any temporary promotion commencing at or after 09.00 am on 23rd October 2009. As previously, this action is to be taken only by wholetime South Yorkshire members up to and including Watch Manager/Watch Manager (Control). For these purposes please note that a member who is at any particular time during this industrial action temporarily promoted to a higher role than this will be regarded as being in that higher role only at that time. This is the action which has been determined upon. We hope the matter will be resolved shortly. If not, any further forms of action to be called in respect of this ongoing industrial action will be notified once determined. Wholetime members up to and including Watch Manager/Watch Manager (Control) are now instructed to take continuous industrial action as specified above and any further action to be so notified. In the case of acting up and temporary promotion, this action is to be from and not earlier than the date and time specified above. Best wishes. Yours fraternally, Matt Wrack General Secretary

South Yorkshire FBU Bulletin - 42

Date Posted: 16.10.2009

Disappointing meeting leads to strike dates FBU officials met with management on Monday 12th October 2009 to discuss the current situation in South Yorkshire. The FBU were hoping to hear that the Fire Authority were willing to go to the National Joint Council Joint Secretaries to try and broker an agreement and that they would agree not to progress the process to dismiss 744 firefighters while this was ongoing. Disappointingly the FBU were told that the Fire Authority would not be progressing with the 10/14 option and that they saw no benefit from using the Joint Secretaries. When they were asked if they would withdraw the dismissal notices their response was that they didn’t need to if people just accepted the 12’s. Management seemed more interested in the fact that officials were wearing the United Against Bullying badges. The meeting didn’t even last half an hour and SYFR made their position quite clear. The FBU were left with no alternative other than to announce the strike dates that were unanimously decided at the campaign committee the previous Friday. Members may have received or will shortly be receiving a call for action circular from the General Secretary and officially informed of the strike dates. This is a very disappointing position and members will recognise the importance of the situation. The Fire Authority will say that; • communities will be at risk • the action is unnecessary They would be right – communities will be at risk – the action is unnecessary. It can be avoided if the Fire Authority agrees to remove the threat of dismissal and to agree to go to the Joint Secretaries to try and reach agreement. Individual Consultation The FBU are currently in the process of arranging training for a representative from every station in order that they can accompany FBU members when they are requested to undertake ‘Individual Consultation’ with managers. It is vitally important that members DO NOT undertake this individual consultation without having a ‘trained rep’ accompanying them. FBU members need to be aware of the responses they should give to management in order not to compromise any future unfair dismissal claims that they may lodge against the Fire Authority THE DANGER OF RUMOURS You can expect to hear rumours and accusations in the time leading up to strike action as people will be told of possible contingency plans and the fact that this is unnecessary action that will put communities at risk. Forget the rumours here are the facts; FACT - This is a campaign initiated by FBU members, controlled by FBU members and all decisions will be made at the campaign committee by FBU members and referred to the General Secretary for endorsement where required. FACT – 83% of FBU members who returned ballot forms indicated that they would support a call for industrial action consisting of discontinuous strike action in accordance with the trade dispute. FACT – The FBU have offered to take this issue to the National Joint Council Joint Secretaries in an attempt to reach agreement and avoid industrial action. The Fire Authority refused this. FACT – The FBU requested that the dismissal process is stopped whilst an attempt is made to reach agreement. The Fire Authority refused this. FACT – The FBU have made alternative proposals all of which have been rejected by the Fire Authority. FACT – The FBU is keen to reach agreement on the issue – The Fire Authority will only discuss 12’s FACT – The FBU is not vetoing change – we have put options forward that offer compromise, SYFR has not changed their proposal at all. FACT – FBU members have overwhelmingly voted that they do not want to accept the £1500.00 compensation payment in return for accepting the 12 hour shift proposal. FACT – SYFR still propose to dismiss 744 firefighters and only to re employ on the basis of imposing the changes. Whatever they say this is a dismissal – it is not a technicality it is a dismissal. Campaign Committee Meeting The next campaign committee meeting will be held at; Wortley Mens Club, Wortley Village (access to car park in between the Wortley Arms and the Post Office) S35 7DB, at 10.30am on Friday 16th October. Make sure your branch is represented. This is where decisions are taken and the most up to date information is explained, so make sure your branch has a say and is kept up to speed _________________________________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU Bulletin - 41

Date Posted: 13.10.2009

‘What a Sham’ South Yorkshire Fire Authority held a meeting on Saturday 10th October 2009 to consider the 10/14 proposal put forward by the FBU on behalf of its members. The meeting was filmed for webcast and boy did they have a good time. Fire Authority members took great joy in asking for clarification on the Fire Brigades Union 10/14 proposal that was answered with great enthusiasm by principal managers – it is a pity that they didn’t ask the questions when the FBU were giving their presentation. Surprisingly there was no mention of any sackings and FA members made a great play about it only being about family friendly and 3 hours being moved from the night shift to the day shift. Members will be interested to compare the performance of the webcasts from 5th October when the FBU gave their presentation and answered questions and the 10th October when the principal managers answered questions on the FBU proposal, after a Fire Authority briefing of course. You couldn’t make it up. FBU officials and members left the meeting feeling angry and frustrated that they were treated to a sham when they thought their proposals were going to be taken seriously. The FBU is meeting management on 12th October in the next consultation meeting and will be asking management to remove the threat of 744 dismissals and to refer this dispute to the NJC joint secretaries but if not they have been instructed to announce strike dates. Individual Consultation The FBU will today request that SYFR hold off carrying out individual consultation with members regarding their 90 day notice. This request will be so that the FBU can carry out training of their reps who can then sit in with members whilst they are being ‘individually consulted’. YOU ARE entitled to have representation during this process and would advise any FBU members NOT to agree to take part in this process until a trained rep is available to sit in with them. FBU United Against Bullying By now you will have received your United against Bullying badge and the accompanying letter. Unsurprisingly a knee jerk reaction from SYFR brought a threat of discipline to anyone wearing the badges even though their own policy states; ‘personnel must not wear any form of badge or sticker that does not relate to British Fire Service organisations on any mode of dress’ In case they forgot the Fire Brigades Union is an organisation related to the British Fire Service – the clues in the name. What it really means is that despite the employees being told to challenge bullying – when you do you will be investigated. We rather hoped that we could all be united against bullying and work together. Don’t be intimidated - UNITY IS STRENGTH Campaign Committee Meeting The next campaign committee meeting will be held at; Wortley Mens Club, Wortley Village (access to car park in between the Wortley Arms and the Post Office) S35 7DB, at 10.30am on Friday 16th October. Make sure your branch is represented. This is where decisions are taken and the most up to date information is explained, so make sure your branch has a say and is kept up to speed _________________________________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU - Bulletin 40

Date Posted: 12.10.2009

FBU present 10/14 option to FA and dispel the myths On Monday 5th October the FBU presented the 10/14 option to the Fire Authority. The presentation was given by Matt Wrack and Ian Murray and was filmed for broadcast on the webcasting facility. Members should take the time to look at broadcast using the link http://www.southyorks.gov.uk/index.asp?id=137 as it explains the proposal in detail and allows the FBU to reply to questions posed by FA members. The FBU also introduced an employment law specialist from Thompsons who clearly outlined the fact that should the planned proposal from the FA, to impose contractual changes be implemented there would be 744 dismissals and he then highlighted the seriousness of this action. The FBU concluded the presentation by asking the FA to remove the threat to sack 744 firefighters and confirmed our willingness to use the NJC Joint Secretaries as a way to resolve the issue The Fire Authority have called an extraordinary meeting on Saturday morning to further discuss the 10/14 option and the offer made by the FBU to progress the dispute to the NJC joint secretaries for external assistance. The FBU will be meeting with the DCO on Monday to discuss the current situation. CONSULTATION WITH MEMBERS RE THE OPTION – RESULTS SO FAR FBU officials have been consulting with members re the one off compensation payment for accepting the SYFR 12/12 shift system and the FBU 10/14 option. So far 386 members have said that they would want the FBU to progress the 10/14 option whilst only 21 have indicated the willingness to accept the compensation payment in return for accepting the 12/12 shift system. The FBU will be reporting these figures to SYFR at the meeting on Monday 12th October 2009. UNITED AGAINST BULLYING CAMPAIGN Members will also be receiving letters about the FBU’s United against Bullying’ campaign. This is the first step to show that FBU members will not accept a workplace where they feel intimidated and bullied. Please wear the badge provided to support colleagues who feel that they are being bullied, even if you are not being bullied wear the badge to show members who feel intimidated that you are united against it. Similar letters have been sent to FA members and local MPs to ask them for support and to recognise our campaign. The FBU have been accused of being linked with a website that reports on issues within SYFR. The accusation is totally unfounded and the FBU can categorically state that the website is not connected in any way to South Yorkshire Fire Brigades Union and the views expressed on it do not reflect the views of the FBU. Campaign Committee Meeting The next campaign committee meeting will be held at; Wortley Mens Club, Wortley Village (access to car park in between the Wortley Arms and the Post Office) S35 7DB, at 10.30am on Friday 16th October. Make sure your branch is represented. This is where decisions are taken and the most up to date information is explained, so make sure your branch has a say and is kept up to speed _________________________________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU - Bulletin 39

Date Posted: 03.10.2009

‘Successful Ballot & Rally but more intimidation on the way’ On Monday there was a tremendous turnout in Barnsley from FBU members from all parts of the UK to show their support for colleagues in South Yorkshire. The rally emphasised the massive 83% strike vote and has hopefully sent a message to Fire Authority Members and principal managers that you are serious about stopping the sacking of 744 firefighters. Thanks must be sent to all who attended from South Yorkshire and beyond not forgetting the other Unions who spoke or sent messages of support. Local MP Mick Clapham sent the following message of support; ‘Firefighters in South Yorkshire do a tremendous job of work in our area, for which all people in South Yorkshire are incredibly grateful. Their response to the floods of 2007 was nothing short of heroic, and they continue to serve the area with dedication and loyalty. Threatening every one of these firefighters with the sack on pain of imposing a new shift system is no way to treat this group of loyal public servants. I send a message of solidarity to firefighters here today and call on the South Yorkshire Fire and Rescue Authority to withdraw these proposals and negotiate with the union’. Another attempt to intimidate FBU members Members in Merseyside have been receiving letters giving them guidance on what they can expect in the event of strike action. It has come as no surprise that South Yorkshire have regurgitated Merseyside ideas and presented them as their own. South Yorkshire FBU members are now being told that; • The Fire Authority has agreed to deduct pay from staff for the periods when they are on strike. • The Fire Authority have agreed to recover from you an equal portion of the additional costs to the Authority attributable to providing a substitute to cover your absence due to strike action. Therefore the costs of providing contingency arrangements will be divided equally between you and all other staff participating in strike action. The Authority will try to keep such costs as low as is reasonably practicable. • The Authority has also decided that they will take an appropriate deduction from pay for instances of partial performance The FBU have taken legal advice on the situation and you should be aware of the following; The Authority is saying they would recover from members an equal portion of the additional costs to the Authority attributable to providing a substitute to cover absence due to strike action, ie, that the costs of providing contingency arrangements will be divided equally between all staff participating in strike action. It is notable they are not saying they would deduct that from wages because they cannot do this. What they could do is they could theoretically sue individual members for the stipulated amount but employers never do. The employers cannot lawfully deduct wages for any longer period than the days members are on strike for and that any other deductions threatened may be seen as part of a campaign of bullying and intimidation. The FBU will also be obtaining legal advice on the detached duties situation and other issues within the letter and members will be kept informed of the developments Members should not be surprised that SYFR principal managers and their counterparts in Merseyside have taken the same action. This is clearly just another attempt to try and bully and intimidate FBU members in South Yorkshire. Don’t be intimidated into sending back the letter UNITY IS STRENGTH Campaign Committee Meeting The next campaign committee meeting will be held at; Wortley Mens Club, Wortley Village (access to car park in between the Wortley Arms and the Post Office) S35 7DB, at 10.30am on Friday 9th October. Make sure your branch is represented. This is where decisions are taken and the most up to date information is explained, so make sure your branch has a say and is kept up to speed _________________________________________________________________________ To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU - Bulletin 38

Date Posted: 03.10.2009

FBU Consultation with members Following the meeting last week (16th Sept) the FBU were presented with a formal offer from SYFR, of a compensatory ‘one off’ gross payment for accepting 12 hours shifts. A series of meetings has now been arranged (with the full agreement and assistance to facilitate from management) for the FBU to consult with its members. These meetings will take place over the next 3 weeks while members are on duty. The first set of these meetings are listed below, it is important that as many members as possible attend these meetings in order to take part in this process, if you are off duty and want to attend please come along. Also at the meeting on the 16th September, the FBU informed SYFR management that they would be putting an alternative option forward for them to consider in accordance with TULR(C)A in an effort to mitigate the threat of dismissal / re-engagement. This has now been presented to management and members of the Fire Authority to consider. The FBU have circulated this alternative option to members and this will also be discussed at the meetings that have been arranged. Although consultation is continuing the threat by SYFR to dismiss and re-engage operational personnel is still present. FBU members must bear this in mind and ensure they return their ballot paper. The higher the return in this ballot and the higher the YES vote will show the management of SYFR that you are up for the fight to oppose their threat to sack you to force through their imposed contractual changes. Lobby / Rally 28th September Barnsley The lobby of the Fire Authority and subsequent march around Barnsley is gaining support from all over the UK. It is vitally important that EVERY off duty South Yorkshire FBU member attends. We will be assembling on Regent Street from 09.15 onwards. The march will then leave ‘Churchfields’ around 11.00 hrs and assemble in Mayday Green for speakers to address those gathered at around 12.00. MAKE EVERY EFFORT TO ATTEND – LET US SHOW THE FIRE AUTHORITY THE LEVEL OF OPPOSITION TO THEIR PROPOSALS Make your Vote count – Return your ballot paper – Vote YES If you have not received your ballot paper it is imperative you send an email to graham.wilkinson@fbu.org.uk to inform him. He will then contact the relevant bodies to ensure you receive one. To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

83% Yes to Strike

Date Posted: 24.09.2009

The Fire Brigades Union was notified of the mass sackings of all 744 firefighters by fax on 30 June. It accused the Labour controlled fire authority of bully boy tactics and trampling on the basic standards of decency the labour and trade union movement expected. Number of votes cast: 683 Number answering 'yes' 565 Number answering 'no' 116 Number of spoiled voting paper 2 The turn out was also very high at 79%. An overtime ban is already in place in a dispute over efforts to force firefighters to work 12-hour day shifts, rather than the current nine-hour duties, under their current contracts. Firefighters say the change in working hours are a prelude to cutting emergency cover during the night, a step they believe threatens public safety. The proposed shifts would also would damage family life and make it impossible for many to arrange childcare provision. The union has put forward new proposals in an attempt to resolve the dispute. It says a ten hour day shift would secure more savings and be less disruptive to the family life of firefighters. Fire Brigades Union regional secretary Ian Murray said: "South Yorkshire firefighters and officers have sent a clear message they will not be bullied. If we gave in to these tactics our employment contracts, pay and conditions become worthless. "The last thing firefighters want is to take industrial action. But we will not accept mass sackings as a way of forcing through changes to our contracts. "Strike dates have not yet been set to allow some further opportunity to reach agreement. The fire authority needs to decide if they are serious about an agreement or if they want a strike." FBU General secretary Matt Wrack said: "This a magnificent show of determination by our South Yorkshire members to stick together to defend their rights and to protect the fire service. The fire authority has tried bully boy tactics and they have backfired. "They have trampled on the basic standards of decency the labour and trade union movement expects. This dispute can be settled by negotiation but the Fire Authority must immediately withdraw the threat of dismissal. For more information, please contact Regional and local media contacts: Ian Murray 07967 103345 or Jeremy Pagan 07977 931086

83% YES VOTE

Date Posted: 24.09.2009

This should now demonstrate to politicians and senior managers from around the UK (who are all watching the events and how they are unfolding) that the FBU nationally are also not going to stand by and let them get away with these continuing attacks on our conditions of service. Well done to all the firefighters and officers taking part in this process your voices have been heard.

OFFER OF COMPENSATORY PAYMENT

Date Posted: 18.09.2009

Mr J. Gilliver FBU Brigade Chair 5 Burghwallis Lane Sutton Doncaster DN6 9JU Dear John Offer of Compensatory Payment Following our meeting of 16th September 2009 I wish to confirm with you the exact terms of the ‘without prejudice’ offer made in our attempt to secure a collective agreement for the change to 12 hour shifts and in the process bring an end to the current related trade disputes. The offer made is as follows: • ‘One-off’ gross payment of £1500 to each individual directly affected by the change, i.e. those employees whose substantive position is watch-based on the actual date of implementation. • Agreement on exact start and finish times within the previously stated parameters of 07.00/19.00 to 08.30/20.30 hours. Chosen time based upon the results of an independent staff survey. • Provision of reasonable support to individuals able to demonstrate genuine personal difficulties in making the changeover to 12 hour shifts. • Offer to be made available until 23.59 hours on 7th October 2009 to enable the FBU to consult fully with its membership via facilitated branch meetings and communications forums. The agreed conditions of the offer are: • That there is no announcement by the FBU of any discontinuous strike action during the period between 24th September 2009 and 8th October 2009. • That the FBU agrees to consult fully with its membership within South Yorkshire between the date of this offer and 23.59 hours on the 7th October 2009. This in order to ascertain the membership’s willingness to accept the offer to enable agreement to be reached for 12 hour shifts. • In the absence of an agreement during the 90 day consultation period ending 26th September 2009, SYFR agrees not to proceed with the issue of any notices for dismissal / re-engagement at any time during period between 26th September and the 8th October 2009. Further Negotiations Relating to Offer As raised by SYFR management representatives, further discussions and negotiations on the terms of this offer would be welcomed. However, any matters relating to any further negotiations around the ‘compensatory payment’ element will only be possible if any industrial action taking place as a consequence of the ballot for ‘action short of a strike’ is suspended prior to those discussions taking place. The above offer is made ‘without prejudice’ to SYFR’s commitment to secure a negotiated agreement for the proposed changes and in doing so avoid the necessity to progress with a contractual change procedure. Yours sincerely Steve Swarbrick Deputy Chief Fire Officer & Chief Operating Officer

South Yorkshire FBU Bulletin - 37

Date Posted: 18.09.2009

Consultation Talks Update Consultation talks took place on the 16th September 2009 between the FBU and Senior Management to try and avoid the dismissal and re engagement of 744 firefighters on 1st January 2010. You will be aware that the FBU have been informing members that there was a potential offer, from a pot of £1 million pound, which emanated from the consultation meeting held on 3rd September 2009. The FBU has been accused of not being accurate in the reporting of the figures and circumstances of the offer, so we have tried to clarify this in the best way possible. We were direct, and asked for any offer to be put in writing. The offer was supplied to the FBU and is attached to this bulletin issued in its entirety, so there can be no confusion. The FBU will also be putting forward an ‘Alternative Option’ to management for them to consider. This alternative option is also attached to this bulletin. We believe this alternative option meets all of the desired increases in Training and Community Safety ‘productive working’ times and also realises more non cashable efficiency savings than the proposed 12 hour shift system. Members can be assured that the FBU are trying to avoid any dismissals and have tried to create an environment where agreement can be reached, hence the offer not to issue any strike dates until 8th October 2009 to allow consultation with members to take place, should the ballot result show members are willing to take this action. This also allows the FBU to consult with its members on the two proposals that they now need to consider. The FBU’s alternative option and the one off compensatory cash offer from SYFR are attached to this bulletin. They can also be viewed on the South Yorkshire FBU website www.southyorkshirefbu.co.uk During the meeting on the 16th September it was agreed that the FBU would be given the opportunity to discuss both the financial offer and the alternative option with members in a series of FBU meetings. SYFR management have agreed to assist to facilitate these meetings during working hours over the next 3 weeks. Please make every attempt to attend these meetings ask questions, have your say and give your opinion. The FBU are under no illusion that this dispute is over and you are still encouraged to take part in the ongoing ballot. Take part in the ballot and vote Yes to prevent the sacking of 744 firefighters, vote Yes to stop your contract being changed without your consent. Mass Lobby / Rally 28th September 2009 – 09.30 hrs National Interest and Support Grows! The FBU are now being made aware that more and more Regions / Brigades from around the UK are mobilising firefighters to attend the mass rally / lobby due to take place on the 28th September. It’s imperative that every available ‘off Duty’ South Yorkshire Firefighter attends the lobby of the Fire Authority at 09.30 hours, Regent Street, Barnsley. The majority of attendees from around the UK will not be able to make this early start but are committing to get to Barnsley for the March Starting at 11.00 hours –assemble Churchfields, Barnsley 10.45. There will be a 30 minute march around Barnsley Town Centre so bring the family / kids along. Other Unions are also being invited. Guest Speakers will address the gathered masses in Peel Square at 12.00 hours. COME ALONG AND SEE THE SUPPORT FROM AROUND THE UK FOR YOUR CAMPAIGN REMEMBER YOUR VOTE COUNTS – RETURN YOUR BALLOT PAPERS – SEND THE MESSAGE OUT THAT ENOUGH IS ENOUGH – MASS DISMISSALS TO FORCE THROUGH NEW CONTRACTS IS NOT HOW TO RUN A FIRE SERVICE IN YOUR COMMUNITY – VOTE YES If you have not received your ballot paper it is imperative you send an email to graham.wilkinson@fbu.org.uk to inform him. He will then contact the relevant bodies to ensure you receive one. To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU - Bulletin 36

Date Posted: 16.09.2009

South Yorkshire management still playing games with your future! FBU DISMAYED AT LATEST WEEKLY BULLETIN The FBU are now firmly of the opinion that principal management in SYFR are merely playing games and just going through the motions to tick the required boxes during the 90 day consultation period. This follows the latest weekly bulletin sent out by management where it claims there is no monetary offer on the table and whatever the FBU are claiming ‘is purely conjecture on their part’ and are refusing to send information the FBU are requesting under TULR(C)A. CONJECTURE OR COMEDY At the meeting on the 3rd September there were lots of discussions including the possibility of a monetary offer being made to encourage people to accept a 12 hour duty system. This came as result of the FBU being informed that senior officers and the Chief Fire Officer Mark Smitherman had raised this possibility during watch meetings and staff forum visits. However when this was raised by the FBU at the 3rd September meeting the Deputy Chief claimed the Chief had no recollection of this. The FBU had already written to the Chief to ascertain if this was in fact true and if there is a monetary offer available. The discussion was clouded by the Deputy Chief informing the FBU that there was no offer - unless the FBU asked for an offer, but if the FBU asked for an offer there may be one available. Confused – You will be…. The FBU negotiators tried to get a figure for this offer, so that we could ask you, if the offer could form an agreement. This offer, that is only an offer if you want it to be an offer, is based upon the following; • A one off payment as compensation to move over to 12 hour shifts. • Any figure is subject to normal tax and National Insurance deductions • From within a pot with a maximum of £1million to be shared out (We even produced a calculator to work out a ballpark figure if it was shared out amongst the 744 firefighters. The FBU loosely calculated that this £1m divided by the 744 members affected works out around £1345 per person or around £950 after deductions). • The offer that wasn’t an offer is to be discussed with members to gauge their views and Dave Kiddy would inform line managers that the FBU be allowed unlimited access to discuss this ‘offer that there now saying is not an offer’ with their members. The Deputy then asked that this ‘non offer’, that we were given unlimited access to members to gauge their views on, must be kept confidential within those people within the room. We had to ask how this was going to be done as it would be quite difficult to consult with members especially if we couldn’t tell them of the offer (that isn’t now an offer) that we were consulting them on. Imagine the FBU meetings that would have followed – You would be asked to let us know how you felt about - No offer unless we ask for one, if we ask, there is an offer based on a pot of £1million. We have then got to ask you if you would want us to ask for it, but we cannot mention it as it is strictly confidential. You simply couldn’t make it up……. and they called us donkeys! On the other points raised in the Hot Spot, members need to be clear. SYFRA must be trying to save money on printing costs because they only printed three out of the twelve requests we made. The FBU have requested further information in accordance with section 188 of TULR(C)A following the meeting on the 3rd September (attached onto this newsletter) this information has not as yet been supplied. The FBU had arranged to meet SYFRS on the 10th September but had to postpone this meeting as no information had been forthcoming. The FBU will be arranging a meeting this week to attempt to reach an agreed settlement to end this dispute and will represent your views when doing so. The FBU will not be agreeing to be filmed during this process as both sides have agreed that independent minutes taken by Len Cooksey will be agreed and distributed to staff. These minutes however have not yet been sent to the FBU for amendments or agreement yet, which again is very frustrating. Members can be absolutely sure that any offers that management put to the FBU either formally, informally or by conjecture will be brought back to you for views to be taken into consideration. YOUR VOTE IS IMPORTANT – HAVE YOUR SAY As we now move into the second week of the ballot process, it is now more important than ever that you return your ballot paper to the independent scrutineer. If you are unhappy at the way that SYFR is being run, with particular reference to the failure to resolve the trade dispute you can make your position clear by VOTING YES. All FBU members are being balloted for discontinuous strike action and as such will be expected to comply with the action that is called to take should it be necessary. For clarification, if you are an FBU member (even if you are not directly affected by the proposed dismissal / re-engagement notice), you are still part of this current trade dispute. You will have taken part in a lawful ballot and as such are afforded the same protection as all other FBU members. Interference in the ballot process If you are asked which way you have or intend to vote by management, please report this occurrence to the FBU immediately. The Trade Union Labour Relations (Consolidation ) Act TULR(C)A is quite clear that the ballot process should be a secret ballot and that those taking part should be able to vote without interference. If you are asked, politely decline to answer the question, inform the person asking that they may be in breach of the act and immediately report the occurrence to the FBU. If you have not received your ballot paper it is imperative you send an email to graham.wilkinson@fbu.org.uk to inform him. He will then contact the relevant bodies to ensure you receive one. To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk FIRE BRIGADES UNION SOUTH YORKSHIRE Mr. N. Hodges Brigade Sec. 98 Grange Avenue, Hatfield, Doncaster, DN7 6RD H 01302 842138 M 07980 644742 Mr. J. Gilliver Brigade Chair. 5.Burghwallis Lane, Sutton. Doncaster. DN6 9JU M 07974 083381 Mr. G. Wilkinson Membership Sec. 17 Ansten Crescent, Cantley, Doncaster, DN4 6EZ M 07977 931225 OFFICE 0114 2532242 -------------------------------------------------------------------------------------------------------------------------------------------------------------------- Deputy Chief Fire Officer South Yorkshire Fire & Rescue Service 197 Eyre Street Sheffield S1 3FG Date: 8th September 2009 Dear Steve Consultation meeting 3rd September 2009 In respect of the meeting between the Fire Brigades Union and SYFRS the following are points that reflect the issues discussed and the agreed action points. 1. SYFRS to provide the FBU with a copy of a sample letter that will be sent to the 744 individuals to amend their contract following their dismissal and re engagement. This will outline the change of the start finish time and the amended length of day and night shifts. SYFRA to confirm that this will be the only change to the current contract of employment of the individuals concerned. 2. SYFRS to provide the FBU with the reasons for changing the current duty system to a system consisting of days and nights of 12 hour duration. 3. SYFRS to provide the FBU with a comprehensive explanation of the non cashable savings of £4 million with the evidence that this is only achievable utilising the 12 hour duty system option. During the meeting SYFRS highlighted that this evidence included a market test and a data analysis which highlighted that these saving are only realised using the 12 hour duty system. 4. SYFRS to provide the FBU with a detailed report of the systems of support mechanisms available to individuals who had highlighted their problems with working a 12 hour duty system. This report should include the confirmation that this support mechanism resulted in a satisfactory outcome for the individual concerned. 5. SYFRA to ensure that copies of minutes of the meetings are available for comment and agreement immediately or as soon as practicable after the meeting has finished. To date I have not received these. It was recognised that this information should be sent to the FBU as soon as possible due to the timescales. In addition to the points raised above I would also clarify that; 6. SYFRS informed the FBU that, should there be a request for a compensation package for individuals in return for them accepting the proposed 12 hour duty system, this could be available. The maximum amount available to be divided amongst the individuals concerned is £1 million. This compensation payment would be a one off payment and would be subject to tax and national insurance deductions. The estimated amount if divided between the 744 individuals subject to an amended duty system would amount to approximately £1,344 gross. SYFRA to clarify in writing the full details of this proposal and confirm that the maximum available is 1 million and whether or not this is separate from the monies identified for the previous ‘phase B’ proposal. 7. The FBU requested the future intention of SYFRS with reference to the current rest period provision (Grey Book Appendix C explanatory note A) and were informed that SYFRS will continue to abide by the Grey Book Appendix C. The FBU highlighted that this was not contained in the proposed amendments to the duty system and SYFRS requested that this issue should be dealt with in separate negotiations if changes are required. The FBU expressed the position that in the absence of any negotiated settlement the current practice of taking the rest period continues. 8. SYFRS informed the FBU that the option for continued collective consultation would be available throughout the period identified for individual consultation. 9. The FBU clarified that details of the compensation package would be communicated to members and a response would be communicated to SYFRS. To facilitate this objective SYFRS would allow FBU officials unrestricted access to members whilst at work. This was to be immediately communicated to the relevant line managers. 10. That SYFRS refused to lift the proposed dismissal and re engagement notice affecting the 744 staff currently operating the operational shift duty system despite an assurance that the FBU would continue to work towards an agreeable solution. During the meeting the following issues were discussed. 11.The FBU suggested that there are potential redundancies as a result of the dismissal and re engagement notices. One example suggested was that the alternative work offered may be unsuitable due to individual personal circumstances rendering them unable to perform the proposed additional 3 hours on the day shift. I must stress that this alternative work must be the same as, or not substantially different from the previous work and must be suitable for the employee. The FBU highlighted that potentially the suggested alternative work may not be suitable for individuals who had to consider issues such as caring responsibilities etc and that they may reasonably refuse to take up the offer of the alternative work. SYFRS dismissed this suggestion and suggested that an individual must make their own choice and take their own counsel. I must request that SYFRS revisit their position and recognise the merit in the FBU’s concerns and deal with this issue in line with the relevant legislation. This could include circumstances where a trial period of alternative work is offered and eligible employees under redundancy notices are given paid time off to look for alternative work. To assist in the consultation and to allow the individuals to consider all the options available to them I must ask that you provide details of any changes to their contractual hours, details of the alternative work offered and details of any redundancy options available to them. 12.The FBU raised concern with SYFRS decision to implement the 12 hour duty system following an interim period consisting of day shifts of 10.5 hours length and night shifts 13.5 hours length. SYFRS have made it clear from the onset that their intention is to insist upon a 12 hour shift system. This was further exacerbated by the fact that the FBU proposal to look at a 10 hour day 14 hour night duty system as a further alternative to the current 15 hour night 9 hour day shift was dismissed out of hand by SYFRS as not suitable. Please confirm whether you are prepared to consult further with the FBU on any options other than the 12 hour duty system; or whether SYFRS has decided that the 12 hour duty system is the only option it is prepared to consult about. The FBU are very keen to continue consultation with a view to reducing the requirement for redundancies. It is very important that we receive the information requested in reasonable time to allow further meetings to be arranged. Please respond by return of post, to my home address, if possible outlining your acceptance of the points raised within this letter or alternatively respond outlining the areas of dispute and enclosing the information requested. Kindest Regards John Gilliver FBU Brigade Chair

South Yorkshire FBU Bulletin - 35

Date Posted: 11.09.2009

Vote YES!!!! YOUR Vote is more important then ever The FBU have been made aware that management are interfering with those taking part in the current trade dispute ballot process. We have written to the CFO informing him that this is unacceptable. Please be absolutely clear YOU DO NOT have to tell any manager how you have or intend to vote. DO NOT be intimidated by these tactics, tell them it is a secret ballot and that they may be in breach of the Trade Union Labour Relations (Consolidation) Act by their actions. If you have been intimidated in this way please let us know and we will raise the issue. The ballot process has been running for 1 week and there is another two weeks before the closing date. We have not taken the decision to ballot lightly and it is important that you have your say in this process. ‘Every one has been balloted because everyone is affected and will be called on to take action‘ PLEASE RETURN YOUR BALLOT PAPERS – SHOW CHIEF FIRE OFFICER MARK SMITHERMAN THAT YOU HAVE HAD ENOUGH OF HOW SYFR IS BEING RUN If you think your vote is not important – Think again Your vote counts, your opinion matters. Voting yes will send a clear message to the Chief and the Fire Authority that YOU are not happy with their actions The more yes votes the stronger the message Campaign Meetings Continue Please ensure your station/ watch / section is represented at the now weekly campaign committee meeting. Come and get the latest up to date information regarding the ongoing consultation meetings that are taking place with management. Give FBU Officials YOUR feedback from YOUR workplace. This is South Yorkshire FBU member’s dispute and YOU will control it. The next two meetings are; • Friday 18th September 10.30 – Wortley Hall • Friday 25th September 10.30 – NUM Offices, Barnsley Consultation with members continues The consultation process will continue with the FBU attempting to engage with as many members as possible to discuss the finer details of the consultation talks. FBU Officials need your feedback on what members think of a financial payment that may be available, as compensation for accepting shift changes. If you want to discuss this let us know. If your workplace / watch need a visit please contact a Brigade Official who will arrange one as soon as possible. Mass Lobby / Rally 28th September 2009 – 09.30 hrs National Interest and Support Grows! The FBU are now being made aware that more and more Regions / Brigades from around the UK are mobilising firefighters to attend the mass rally / lobby due to take place on the 28th September. It’s imperative that every available ‘off Duty’ South Yorkshire Firefighter attends the lobby of the Fire Authority at 09.30 hours, Regent Street, Barnsley. The majority of attendees from around the UK will not be able to make this early start but are committing to get to Barnsley for the March Starting at 11.00 hours –assemble Churchfields, Barnsley 10.45. There will be a 30 minute march around Barnsley Town Centre so bring the family / kids along. Other Unions are also being invited. Guest Speakers will address the gathered masses in Peel Square at 12.00 hours. COME ALONG AND SEE THE SUPPORT FROM AROUND THE UK FOR YOUR CAMPAIGN REMEMBER YOUR VOTE COUNTS – RETURN YOUR BALLOT PAPERS – SEND THE MESSAGE OUT THAT ENOUGH IS ENOUGH – THIS IS NOT HOW TO RUN A FIRE SERVICE IN YOUR COMMUNITY – VOTE YES If you have not received your ballot paper it is imperative you send an email to graham.wilkinson@fbu.org.uk to inform him. He will then contact the relevant bodies to ensure you receive one. To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU Bulletin - 34

Date Posted: 10.09.2009

VOTE YES!!! The Ballot Process Begins and management try to interfere FBU members should by now have received a ballot paper to cast their vote on whether or not to support the call for discontinuous strike action. It’s imperative that as many FBU members take part in this ballot process as is physically possible so please follow the instructions to cast your vote and return the ballot paper when you receive it. The FBU have also been made aware that some managers are asking FBU members, on an individual basis, which way they have or intend to vote. This is clearly not in accordance with the Trade Union Labour Relations (Consolidation) Act (TULRA) and we have written to the Chief Fire Officer Mark Smitherman to demand this practice ceases immediately. If any members are asked by management on the way they have or intend to vote, please respond by stating you are taking part in a lawful ballot and as such it is a secret ballot. Under TULRA, you do not have to declare your voting preference to them and that they may be breaching the Act by their actions. If you are asked you should also inform a Brigade Official. More Management Misinformation All FBU members are being balloted in SYFR and as such can and will be expected to abide by the ballot result. We are being informed that some sections of the workforce are being told by managers that they cannot take part in industrial action should it be called. This IS NOT the case, this ballot applies to all FBU members in SYFR, including taking any industrial action you maybe called to take. Why Voting YES Will Defend Fire Cover The message we are getting loud and clear from firefighters across South Yorkshire is; • The only reason Chief Fire Officer Mark Smitherman is so hell bent on 12 hour shifts is so that in the not too distant future he can put forward proposals to reduce fire cover on an evening. It would certainly be a lot easier for him to take pumps off the run during the night shifts if two 12 hour shifts were in place. By voting YES in this ballot, you will be demonstrating that you do not support changes to terms and conditions which could pave the way for any such proposals of reducing fire cover. We would urge you to look at the bigger picture, consider the future provision of SYFR and how you can best defend against any fire appliance reductions during the night time hours. Remember, we were initially told the proposals were not about money, now were told in the current economic climate the main reason for change is efficiency savings – how convenient…. • SAY NO TO DISMISSALS TO FORCE THROUGH CONTRACTUAL CHANGES, • SAY NO TO SUPPORTING REDUCTIONS IN FIRE COVER VOTE YES!!! Your Communities - Your Fire Cover- NOT YOUR FAULT The FBU is being made aware of increasing instances whereby the ‘Small Fire Unit’ is being mobilised to incidents that, as an emergency appliance, it cannot deal with and as such has to ‘make up’ for a Fire Appliance to attend. The firefighters who ride this vehicle have done the right thing – they made the call to ‘make up’. What is NOT RIGHT is the policy of SYFR on the usage of these vehicles. We are also being informed that Fire Appliances in close proximity and most effective to be mobilised are being overlooked in favour of utilising the ‘Small Fire Unit’ even though it will take an extra 15 minutes to attend these incidents. Again this absolutely NO FAULT of those crewing the compact vehicles, it is the policy of SYFR that is at fault. We’ve heard that ‘Call Stacking’ is being utilised for this vehicle, they were introduced without going through the required processes under the Health & Safety SRSC Regs. We have heard that they may be very close to or in fact over their axle weight, we would like to find out and will be following this up. SMALL FIRES CAN LEAD TO BIG FIRES PRETTY QUICKLY – SO THE NEAREST APPLIANCE SHOULD BE SENT, NOT ONE FROM 15 MINUTES AWAY TO MASSAGE THE ATTENDANCE FIGURES FOR THESE COMPACT VEHICLES. Consultation with FBU Members Continues If you have not yet attended a branch / Campaign or mass meeting and have not yet had the chance to listen to the reasons why the FBU have been forced into a position of balloting for discontinuous strike action it’s not too late – please contact an FBU Official to arrange a meeting for your branch / section / watch – The ballot closes on the 24th September so there is plenty of time to still cast your vote – If you’re unsure, you may wish to wait until you’ve heard both sides before making your decision. You may not think you are affected by this dispute but in the long term it may have an impact on your conditions of service - which the FBU are here to defend. MASS LOBBY / RALLY – 28th September 2009 Barnsley Firefighters from across the UK will be descending on Barnsley to attend the mass rally on the 28th September 2009. This is to show their support for South Yorkshire firefighters who are being treated disgracefully by the threat of the sack to force through contractual changes. It is imperative that every off duty South Yorkshire firefighter / firefighter control demonstrates that they are up for this fight by attending the lobby of the Fire Authority. We need you to be there for 09.30 to lobby the FA. The march /mass rally starts at about 11 am and will end in the town centre where speakers will address those gathered. If you have not received your ballot paper it is imperative you send an email to graham.wilkinson@fbu.org.uk to inform him. He will then contact the relevant bodies to ensure you receive one. To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU - Bulletin 33

Date Posted: 08.09.2009

VOTE YES!!! The Ballot Process Begins FBU members should by now have received a ballot paper to cast their vote on whether or not to support the call for discontinuous strike action. It’s imperative that as many FBU members take part in this ballot process as is physically possible so please follow the instructions to cast your vote and return the ballot paper when you receive it. The Consultation Process Also Begins On the 3rd September, the first meeting took place with the management of SYFR under section 188 of the TULR(C)A regarding the consultation process. The meeting started with both sides putting their prospective positions across and outlining how they believed the process of consultation should be addressed. The FBU again reiterated their intent to seek a negotiated agreement on the issue and requested the threat of dismissal was withdrawn. This request was declined however it was agreed that consultation could still continue beyond the 90 day period. After more discussions with various issues and options being the subject, SYFR made a suggested financial offer, that although not approved as yet; they would like to establish FBU member’s feelings towards it, if it were made a formal offer. In accordance with the commitment made by the FBU to members, that any proposals would be brought back to them, the FBU will now be carrying out further meetings to gather your views and feeling on a suggested monetary offer. So please attend your branch meeting or the next campaign meeting. Although the consultation process has started it is still vitally important THAT YOU VOTE!! Nothing is agreed, so do not get complacent regarding the trade dispute and the ballot process – Cast your vote!!! Why Vote Yes? The latest trade dispute lodged with the Fire Authority is ; about the decision of the Fire Authority to support the proposal of Chief Fire Officer Mark Smitherman to dismiss 744 firefighters to force through changes to their contracts and about what can be changed within the existing contracts. Consultation with Members Continues The consultation with ALL FBU members will continue over the coming weeks. This will include up to date information on the ongoing discussions held as part of the consultation process, how we have come to arrive at the position of being forced to ballot for strike action and why you should support that ballot. If you have not yet attended a meeting and are considering not supporting the ballot for strike action, you may wish to delay returning your ballot paper, listen to the reasons why were forced into take this action, so as to make the best possible informed decision when casting your vote. The Tip of the Iceberg The message to read from these words in relationship to the current situation in South Yorkshire is; BEWARE! Not only of what you see by the threat of the Chief’s proposal to dismiss and re-engage, but more importantly what is hidden beneath, that you cannot see. What will happen the next time Mark Smitherman wants to introduce contractual changes but cannot reach a negotiated outcome? He will once again simply issue another HR1 form advising FBU he intends to sack sections of SYFR who will not agree to his proposals. YOUR conditions of service will diminish week by week unless YOU stand up now and say NO. – Vote Yes! To receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU Bulletin - 32

Date Posted: 02.09.2009

VOTE YES!!! FBU Continue to seek negotiated agreement On behalf of members, the Fire Brigades Union have now registered a formal Trade Dispute with South Yorkshire Fire Authority. We have given them notice that we will commence a ballot for discontinuous strike action unless they withdraw their threat to sack South Yorkshire firefighters and agree that their action was unacceptable and that it was also wrong to claim that they had a right under existing terms of employment to make these changes. FBU members can be assured that your officials are still committed to reaching a negotiated settlement to this current dispute and have written to the Fire Authority Chair to try to achieve this. However negotiation is a two way street and from the very outset of this dispute SYFR management have not moved from their original starting position. This begs the question why? Is the long term game plan to reduce fire cover? - By moving over to 12 hours shifts it would certainly make it much easier to take pumps off the run on an evening. The tip of the iceberg SY members have to realise this is the tip of the iceberg. If CFO Mark Smitherman and his principal management team are allowed to get away with this disgraceful method of trying to impose change, then every single one of your Conditions of Service is under threat. What happens when SYFR once again try to introduce Co-responding? – When firefighters don’t agree to these duties that are outside of their contracts, will the CFO Mark Smitherman once again make a request to the Fire Authority to issue a 90 day notice? South Yorkshire Members prove they’re ‘up for the fight’ All through the current dispute FBU Officials are being told by the various people they are encountering from MP’s to Councillors that the management of SYFR are telling them that; ‘Firefighters in South Yorkshire aren’t up for the fight..’ Well YOU have proved time and time again that YOU are up for the fight. • YOU overwhelmingly voted to support action short of striking • YOU overwhelmingly have refused to work pre-arranged overtime • YOU overwhelmingly have refused to accept the 12 hour shifts • YOU have overwhelmingly shown during recent meetings that you will support a ballot for strike action to oppose this latest threat from your employers Consultation and meetings will continue to be held in order to speak to members who were not able to attend branch meetings or the three mass meetings that were held this week. YOU HAVE DEMONSTRATED OVER AND OVER AGAIN THAT YOU ARE UP FOR THE FIGHT.YOU NOW HAVE THE OPPORTUNITY ONCE AGAIN TO SHOW SYFR MANAGEMENT THAT YOU ARE UP FOR THE FIGHT – WHEN YOU GET YOUR BALLOT PAPER – VOTE YES YOU STOPPED THE IMPOSITION IN MAY BY STICKING TOGETHER - LET US STICK TOGETHER AND STOP THE SACKING OF 744 FIREFIGHTERS! ATTEND YOUR NEXT BRANCH MEETING The next FBU Campaign Group Meeting is scheduled for the 4th September 10.30hrs at Wortley Hall, – Please ensure your Watch / Section are represented at this meeting. --------------------------------------------------------------------------------------- If you would like to receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU - Bulletin 31

Date Posted: 27.08.2009

FBU Demand South Yorkshire Fire Authority withdraws the threat to sack firefighters or we will ballot. The Fire Brigades Union have now registered a formal Trade Dispute with South Yorkshire Fire Authority and given them notice of the intent to ballot their members. This follows extensive consultation with FBU members who have overwhelmingly shown they are prepared to take industrial action to fight to stop the imposition of contractual changes. The consultation process will remain ongoing. The Trade Dispute letter lodged with the Fire Authority demands:- 1. Confirmation that, whether or not agreement is reached on the issue of shifts and working hours, there will be no attempt to force through changes in terms and conditions of employment by dismissing the workforce and re-engaging them on new imposed terms. 2. Immediate withdrawal of the notice of proposed dismissals under section 188 and confirmation that the Fire Authority is no longer operating the section 188 procedure. Agreement that this is an unacceptable means to force through changes in terms and conditions of employment. 3. Acceptance that the Chief Fire Officer was wrong to state that: We believe we have a right under existing terms of employment to make these changes anyway… FBU General Secretary Matt Wrack has notified the Fire Authority that if they do not accede to the 3 demands above by 2 September 2009 a ballot of all FBU members for DISCONTINUOUS STRIKE ACTION will commence on the 3 September 2009. As stated, this decision has been taken following extensive consultation with the membership in South Yorkshire and after having provided the opportunity for all members to attend 3 separate mass meetings held on the 25 & 26 August 2009. Further branch/section meetings will continue until the conclusion of the ballot process to ensure all members have had the opportunity to express their views. The FBU hope that this dispute can be avoided and believe this could be relatively simple. Firstly, SYFR need to lift the threat to sack firefighters and agree to realistic negotiations about the 3 demands we have made (outlined above). We will be writing to the Chair of the Fire Authority to offer a suggested way forward. ATTEND YOUR NEXT BRANCH MEETING The next FBU Campaign Group Meeting is scheduled for the 4th September 10.30hrs at Wortely Hall, – Please ensure your Watch / Section are represented at this meeting. --------------------------------------------------------------------------------------- If you would like to receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. UNITY IS STRENGTH For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU Bulletin - 30

Date Posted: 19.08.2009

SMOKE AND MIRRORS The truth is out there, but not from management. Apparently managers are now going round saying that the FBU will not enter into any talks with management. Dates are being mentioned regarding letters sent to the FBU for talks and stating that there has been no response from the FBU - this is Untrue and here are the facts; Fact 1 - The FBU received a letter asking for dates for meetings, the Brigade Chair replied asking for more information on the proposed talks and if we could have the information that was given to the Fire Authority on the 90 day notice in order to fully partake in the consultation Fact 2 – The FBU did not receive the information requested or a reply to this letter. Fact 3 - We then received a letter stating we had not responded to the request for dates and they wished to consult with us on start and finish times. If this is the only thing they want to consult on then why are they making such a big deal about us not replying, confusing. Fact 4 - Management were contacted by the Brigade Chair offering 7 different dates in August for talks with management, Fact 5 – The FBU were then informed NONE of these dates are suitable for DCFO Swarbrick and the only ONE suitable date would be in September ….and they are trying to say the FBU won’t meet. Pension Issues and the current dispute Management have circulated information in their Routine Weekly Orders reassuring staff that they do not consider that their dismissal and re engagement proposal would amount to a break in continuity for either statutory or contractual purposes and that they do not consider it would have any impact on any relevant individual’s eligibility to: • Continue to claim CPD payments in accordance with the existing policy • Take long service leave in accordance with the national agreement • Remain within the Fire-fighter’s Pension Scheme 1992 where employment with a fire and rescue authority commenced prior to 6th April 2006 These orders also state that this information is being provided to the FBU as part of a response to a letter which has been received as part of the consultation process. The advice provided to the FBU re the pension issue informs us that the Authority has sourced independent legal advice supported by a specialist second opinion in respect of the pension position. We are also informed that this issue has been discussed with the Head of the Firefighter’s Pension team at CLG and that this has confirmed the validity of the Authority’s legal advice. The FBU has written to Mark Smitherman requesting the source and the information contained within this legal advice but management have responded they do not feel that it is appropriate to share this information with the FBU. We also reminded Mark Smitherman of his responsibility to seek, obtain and provide such information to employees and their union representatives. This is such a serious issue we must make sure that this information is accurate as we do not want to see expensive mistakes made with your pension that we are not aware of until it’s too late Small Fire Units It has been brought to our attention that the small fire units are now being sold to the press as being amazing. How long will it be before the press realise that the only reason these units are on the run is to reduce fire calls for other appliances so it will be easier then to remove 2nd appliances from stations. We are sure managements media machine will be able to do something with the figures produced. These vehicles are ill equipped and management have not allowed the FBU safety reps to look over them or the equipment carried as is required in the Health & Safety SRSC regs. The FBU have been informed that fire appliances have been nearer to reported fires but were told not to attend so as the small fire unit can respond…. It would not look good for the spin doctors if the usual appliances attend. Morals! Management have been in the press stating appliances are coming off the run and lives are being put at risk because of the Industrial Action being taken by the FBU. These are disgraceful statements to make when everyone in the service knows the only reason for Fire Appliances being unavailable is the management of vacancies and mismanagement of the remaining understaffed workforce. If they had been more concerned about managing, instead of always trying to tick every box, we wouldn’t be in this state. Could it be if the boxes are not ticked then the bonuses don’t get paid! Who knows! --------------------------------------------------------------------------------------- If you would like to receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. UNITY IS STRENGTH For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

E-Mail your Fire Authority Member

Date Posted: 14.08.2009

After many requests from FBU Members for contact details for Fire Authority Members, please see list below. E-mail your local Fire Authority Members with a personal message as to your views on the shift proposals and the way the imposed changes will affect you & ask for a reply. Remember to be polite. Please cc - nigel.bailey@fbu.org.uk into your email so the numbers can be logged by the FBU.

Fire Authority Member’s email addresses

Date Posted: 14.08.2009

cllrjamesandrews@barnsley.gov.uk; paul.lakin@rotherham.gov.uk; ken.knight@doncaster.gov.uk; paul.scriven@sheffield.gov.uk; patricia.white@sheffield.gov.uk; fred.wright@rotherham.gov.uk; cllralicecave@barnsley.gov.uk georgina.mullis@doncaster.gov.uk joan.barton@sheffield.gov.uk peter.rippon@sheffield.gov.uk sue.phillips@doncaster.gov.uk garry.weatherall@sheffield.gov.uk

FBU Dispute hits YouTube

Date Posted: 13.08.2009

Follow this link to view the current ongoing dispute within South Yorkshire. www.youtube.com/watch?v=bMS06Xw9eYI What's going on !!!! www.youtube.com/user/fbutube

South Yorkshire FBU - Bulletin 29

Date Posted: 10.08.2009

South Yorkshire Management now apparently believe they own you and your car Ordered to use YOUR own Vehicle for Detached Duties? Have South Yorkshire management now become so deluded with their own power that they genuinely believe they can order you to use your own vehicle for detached duties? This oppressive tactic was tried in 1995 when the then infamous Chief Fire Officer Threadgold tried exactly the same bully boy management approach and was proven wrong. Does CFO Mark Smitherman really believe that South Yorkshire Fire and Rescue Service are so above the Law of the Land that they can order you to use your own vehicle to transport their fire kit in what for many would be an uninsured vehicle? Unless you are insured for business use, once you have reached your normal place of work, any further use of your vehicle on behalf of your employer would be unlawful unless your vehicle was insured for business use. Where no Brigade transport is available it is the Brigade’s responsibility as detailed in their own transport order to make appropriate arrangements to deliver your Fire Kit to the detached station and then for them to return it to your base station in time for your next duty shift. If senior management expect you to use public transport then it is their responsibility as described above to ensure your Fire Kit is delivered to the Station to which you are being detached prior to your arrival. It is highly likely that by the time they have provided you with the appropriate fare and the time taken to arrive by using public transport, they will have been able to arrange a driver to deliver your kit (OR POSSIBLY NOT). The use of your own vehicle, provided you have the appropriate insurance, has always been a gesture of good will which sadly is not reciprocated at all by this management who now choose to rule by bullying, fear and intimidation. YOU CANNOT BE ORDERED TO USE YOUR OWN VEHICLE!! IT IS MANAGEMENTS RESPONSIBILITY TO ARRANGE DELIVERY OF YOUR FIRE KIT AT ALL TIMES BRIGADE TRANSPORT IS NOT AVAILABLE!! Detached Training Detachment to TDC is a Detached Duty and is recorded as such in the attendance register. At the time the detached duties agreement was reached South Yorkshire Fire Service were not prepared to pay the Detached Duty allowance to attend TDC for 9:00am as they did not require firefighters to attend before 10:00am and agreed that Detached Duties to TDC would take place after the start of the shift and return before the end of the shift using brigade vehicles. This is documented and therefore firefighters cannot be required to attend TDC for 9:00am. The Transport Order detailed above also applies for the transportation of Fire Kit to TDC! --------------------------------------------------------------------------------------- If you would like to receive these newsletters to your personal email address please send an email to graham.wilkinson@fbu.org.uk giving your details, you will then be added to the distribution list. UNITY IS STRENGTH For up to date information visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

All FBU Members

Date Posted: 04.08.2009

Brigade / Campaign Committee Meeting Wednesday 5th August 10 a.m. @ Wortley Hall Wortley Sheffield S35 7DB All FBU Branch Reps are invited and any FBU member who is, or would like to become, active during the current Industrial Dispute. Come and have YOUR say and help shape the way we fight the imposition of 12 hour shifts

To All FBU Members

Date Posted: 30.07.2009

CPD - Non Payment - 2009 Would all personnel who have had CPD refused this time please send an e-mail to me at nigel.bailey@fbu.org.uk . Please detail any actions you have taken, ie/ HR Appeals Procedures, Grievance Procedure., letters, phone calls etc Please also include any contact details you would allow me to contact you on to discuss non payment, ie/ mobile number, home number, e-mail address ,watch or section and location. PLEASE FORWARD ALL YOUR DETAILS BY E MAIL TO nigel.bailey@fbu.org.uk Kind Regards Nigel S Bailey

South Yorkshire FBU Bulletin - 28

Date Posted: 28.07.2009

More Evidence of Management’s Immoral Bullying Tactics What Disciplinary Procedure? Last Friday, 24 July 2009, management refused the Fire Brigades Union the ability to properly represent 2 members in accordance with the agreed and long standing discipline hearing procedure. Acting on advice from Transactional HR, management have unilaterally attempted to impose a change to the disciplinary procedure long established at discipline hearings by refusing to allow 2 FBU representatives at a stage 3 disciplinary hearing, whilst at the same time allowing 2 people to present the evidence i.e. a member of HR staff assisting the Presenting Officer, how fair is that? There has been long standing agreement and practice that the Fire Brigades Union, to properly and fully represent our members, has used a second official to assist at all disciplinary hearings. This action by management to try to unilaterally change an agreed process again without agreement is further evidence of the contempt it has for their employees and employee representatives, and shows their total contempt for all agreed processes; instead they chose to rule by dictate. Two members from Aston Park Fire station were facing allegations but at the same time being treated differently to all previous members facing disciplinary action and this will not be tolerated. What do management fear so much that they try to prevent full and fair representation as per agreed procedures? Or is it another example of them flexing their muscle and bullying members? Advance Notification of Redundancies Management have requested to meet with the Fire Brigades Union to discuss the above as part of a 90 day consultation process and today, after obtaining legal advice, the FBU has written to management advising them that the Negotiators on behalf of the Fire Brigades Union will be John Gilliver (Brigade Chair), Graham Wilkinson (Brigade Membership Secretary) and Jerry Pagan (EC Member). Although FBU officials have been contacted by a number of members asking what redundancy package will be available the FBU in consultation with members remain fully opposed to this intimidatory tactic of Dismissal and Re-engagement and with the full support of members will oppose it using whatever means necessary. To Their Shame Management Now Have Publically Admitted to A Chronic Shortage of Firefighters in South Yorkshire. On a radio interview a manager from SYFR publicly admitted that they cannot attain the level of fire cover they have determined to be that required in order to protect the public of South Yorkshire, without the goodwill of Firefighters performing overtime in the form of Detached Duties prior to and at the end of shift and also by the use of pre-arranged overtime. This was admitted when he stated that up to 12 pumps could be unavailable due to the overtime ban now extended to detached duties. It is now evident that management and the Fire Authority are failing in their moral and statutory duty to provide a properly resourced Fire Service for the public of South Yorkshire and in fact are seeking to make further CUTS as part of the bigger plan to reduce night time fire cover as contained in their own IRMP, hence the desperate attempts to impose shift changes. TOGETHER WE CAN STOP THIS DESTRUCTION OF OUR FIRE AND RESCUE SERVICE UNITY IS STRENGTH Visit South

FBU Branch Meetings August Revised

Date Posted: 28.07.2009

TDC 10/8/09 1700 hrs Central 6/8/09 1730 hrs Tankersley 3/8/09 1730hrs Maltby 11/8/09 1730hrs Barnsley 5/8/09 1730hrs Elm Lane 4/8/09 1730hrs Penistone TBA Stocksbridge TBA Askern TBA Rossington TBA

South Yorkshire FBU Bulletin - 27

Date Posted: 17.07.2009

SYFR Management once again attack your Conditions of Service The management of SYFR are again attempting to change your conditions of service simply by issuing a memorandum instructing all staff that they are required to attend TDC for 09:00 hours and stay until 17:00 hours. This is a change to your Conditions of Service!! All members need to be aware that there has been no agreement with the FBU to this change and we advise all members that you are entitled to continue working as per the long established detached duties agreement and to attend your usual place of work at the start of the shift. I.e. your base station and travel using brigade transport. You cannot be ordered to use your own vehicle! It is highly likely that if you do not have business class on your car insurance you will not be insured and so will be committing a criminal offence. This attack is nothing new, we have heard this all before - remember the Threadgold era? That resulted in the Joint Secretaries intervention which proved you cannot be required to attend anywhere other than your base station for the start of your shift. These attacks on your Conditions of Service are not modernisation of the Fire Service - this is bullying and intimidation in an attempt to undermine your unity in the current dispute. You are strongly advised that management have no right to try to change your contract without agreement such that you are not contractually required to abide by this memo. Indeed if you do abide by it, that may be taken as deemed agreement to this change. Who knows what this management will do next as they never cease to shock anymore in their total contempt for their employees and their working conditions. UNITY IS STRENGTH It is down to OUR resolve, OUR unity and OUR willingness to fight to defend OUR conditions of service that we are not now working 12 hours shifts. If you had not stood up to be counted when it really mattered - then 12 hour shifts would have been imposed on the 4th may 2009. Members need to now maintain the unity that you have demonstrated so far and realise what you have achieved by standing up to management’s bully-boy tactics and these unnecessary and unwelcome attacks on your Conditions of Service. Industrial Action is stepped up SYFRA have now been formally given notice that FBU members have been called to now no longer go detached duties outside of their usual contractual hours. This decision was taken following consultation with members at meetings and from feedback given at the campaign committee meeting. It is vitally important your views are represented at this campaign committee. The FBU want a representative from every watch from every station to attend to give YOUR views – each Watch / Station / workplace should seek out a volunteer and nominate them to be their campaign committee representative to bring feedback and to receive up to date information to take back to members. Your Branch will soon be having a meeting. Please make every effort to attend to get the latest up to date information on the trade dispute. Visit South Yorkshire FBU Website at; http://www.southyorkshirefbu.co.uk

South Yorkshire FBU Bulletin - 26

Date Posted: 17.07.2009

Are the Fire Authority willing to sack 744 firefighters? At a meeting with the Deputy Chief on Monday the FBU received advanced notification of redundancies. Following the Fire Authority Meeting held on Monday 29 June the DCFO informed FBU officials that the Authority had approved issuing a 90 day notice to terminate the contracts of all wholetime operational employees who are currently working the 9 – 15 hour duty system and issue new contracts to those personnel. Also that there will be a 3 month consultation period during which managers will collectively consult (not negotiate) with the FBU, the DCFO also stated their intention to consult with every firefighter to seek to obtain individual agreement to change their contracts of employment. The FBU are of the opinion this is yet another attempt to break the united resolve that FBU members have shown in opposing the 12 hour shift proposals. Do not allow yourselves or YOUR Union to be undermined by these tactics. Members are urged to continue to demonstrate the unity shown by TDC staff when they refused to enter any individually agreed contractual changes and insisted that management reach a collective agreement with the FBU. If you are approached as an individual for consultation on changes to your duty system the FBU advise you to politely decline the offer and direct management to deal with YOUR representative body. These disgraceful developments in SYFR and management’s attempt to alter YOUR contracts does not come as a great surprise to the FBU especially as from the very beginning they have attempted to introduce change by imposition and veiled threats to try to force FBU members into accepting these detrimental changes to their duty systems. On Wednesday, Local and Regional FBU Officials met with the FBU’s General Secretary and Assistant General Secretary following the decision taken by the Fire Authority to approve the issue of a 90 day notice. SYFR are the first Fire Authority in the UK to take this unprecedented step of sacking firefighters in order to force contractual changes. The General Secretary Matt Wrack gave his assurance that FBU members in South Yorkshire will receive the full backing of the national FBU and support will be widespread across the UK When SYFR first embarked on these proposals, the CFO, during his numerous staff forums, stated that the introduction of 12 hour shifts had nothing to do with financial savings, the only savings where non-cashable. There now seems to be a complete reversal and SYFR management are using the current economic climate and the need to make financial savings as their justification to introduce 12 hour shifts. We are now being told that the 12 hour shift proposals are the answer to SYFR’s future money problems. Firefighters in South Yorkshire should by now be getting used to these ever changing reasons by management as they desperately seem to clutch onto any passing opportunity to justify their 12 hour shift proposals. This latest reason is now being conveniently utilised in an attempt to turn the public against firefighters in their fight to defend their conditions of service. This just shows how much the senior management of SYFR value their own employees when they will stoop to such low levels in order to covet this public support for their agenda for change. Where will it end? Why will they not admit that this shift system will enable the removal of fire cover at night? Also that the night time removal of second pumps at 2 pump stations is contained in their IRMP/corporate plan as an option for consideration and that it is a recommendation contained in the Audit Commission report “rising to the challenge”. It is no coincidence that the Audit Commission are also the driving force behind shift changes and was the reason for including it in the Authority’s corporate plan in furtherance of another ‘tick in the box’. If the Fire Authority wants efficiency savings why have the FBU never been asked if they had any views on this prior to proposing duty system changes? Why does it always appear to be cuts to the front line emergency response? At recent Branch meetings members have put forward many suggestions of how SYFR could save money, these included; • Senior Managers not being given huge pay bonuses • A review of the ever growing HR department • Why, when there are numerous meeting venues within SYFR, is there the need for senior managers and Fire Authority members to have overnight ‘away day’ meetings / training in hotels paid for by the tax payers of South Yorkshire • Give up on the CARPS, don’t spend anymore of tax payers money on these unproven vehicles Now is the time for members to stand united together, stand up to these bully boy tactics being utilised to try to divide and conquer YOU. Now is the time to stand firm, if you are asked by management to a meeting to discuss YOUR shifts tell them to speak to YOUR recognised Trade Union. The 644 employees of Lindsey Oil Refinery who were sacked are an example of what can be achieved by standing together against mass sackings. Because they stood united and did not give in to management threats and intimidation they are now ALL back at work together. They realised - UNITY IS STRENGTH It is down to OUR resolve, OUR unity and OUR willingness to fight to defend OUR conditions of service that we are not working 12 hours shifts. If you had not stood up to be counted when it really mattered then 12 hour shifts would have been imposed on the 4th may 2009. Members need to now maintain the unity that you have demonstrated so far and realise what you have achieved by standing up to management’s bully-boy tactics and these unnecessary and unwelcome shift changes. Your Branch will soon be having a meeting. Please make every effort to attend to get the latest up to date information on the trade dispute.

South Yorkshire FBU Bulletin 25

Date Posted: 17.07.2009

Pre-Arranged Overtime Ban All members up to and including Watch Manager / Watch Manager (Control) are called to refuse to work Pre-arranged Overtime The FBU have had some enquiries regarding what is and what is not covered by the current industrial action that FBU members are being called to take. To clarify this for those still unsure, the action called for is to refuse to work anything that is over above your 42 hours contracted duties. This includes LIFE, ASDAN, and Young Firefighter courses etc, if it involves you working over and above your normal duty days. It also includes all weekend or night working if you are conditioned to a 9 day fortnight / day duty system. PRE-ARRANGED OVERTIME IS VOLUNTARY AND YOU CANNOT BE FORCED BY MANAGEMENT TO WORK IT OR DISCIPLINED FOR REFUSING TO WORK IT If FBU members who are taking part in the industrial action are aware that an activity will then not be covered, they should inform their manager of that situation. It is the responsibility of management to make alternative arrangements to cover that activity, not yours. For Clarification – Currently this action does not include detached duty disturbance allowance but may do in the future - if YOU, the FBU members decide that is what you want. The FBU are committed in resolving this trade dispute as quickly as possible and are willing to meet with management to discuss the outstanding issues at anytime all that they have to do is pick up the phone. REMEMBER! IF THERE ARE ANY SHORTFALLS OF OPERATIONAL COVER DURING THIS INDUSTRIAL ACTION – IT IS NOT YOURS OR THE FBU’S FAULT – IT IS THE MANAGEMENT OF SYFR FOR NOT HAVING SUFFICENT FRONTLINE OPERATIONAL FIREFIGHTERS TO COVER WHAT THEY DEEM IS REQUIRED IN THEIR ESTABLISHMENT LEVELS. And finally don’t forget UNITY IS STRENGTH It is only with your resolve, your unity and willingness to fight to defend your conditions of service that we have got to where we are now and not working 12 hours shifts. If you had not stood up to be counted when it really mattered then 12 hour shifts would have been imposed on the 4th may 2009. Your Branch will soon be having a meeting. Please make every effort to attend to get the latest up to date information on the trade dispute.

Southyorkshire FBU Bulletin-24

Date Posted: 17.07.2009

Industrial Action Starts Today All members up to and including Watch Manager / Watch Manager (Control) are called to refuse to work Pre-arranged Overtime The Industrial action called for by the General Secretary of the FBU starts at 09.00 hours today. It is vitally important that all FBU members stick together to fight this ongoing trade dispute. The action FBU members are being called to take is the refusal to work pre-arranged overtime. PRE-ARRANGED OVERTIME IS VOLUNTARY AND YOU CANNOT BE FORCED BY MANAGEMENT TO WORK IT OR DISCIPLINED FOR REFUSING TO WORK IT If FBU members who are taking part in the industrial action are aware that an activity will then not be covered, they should inform their manager of that situation. It is the responsibility management to make alternative arrangements to cover that activity, not yours. This is not what the FBU wanted but were forced into it by ‘no agreement being reached’ within the timescales of the trade dispute ballot validity period. This Industrial action can be halted immediately by the management of SYFR complying in full with the 4 points outlined within the trade dispute that was lodged with the Fire Authority. Pre-arranged overtime includes everything that you get paid for, after working, over and above your contracted average 42 hours a week (with the exception detached duty disturbance allowance). For Clarification – at this moment in time, this action does not include detached duty disturbance allowance but may do in the future - if YOU, the FBU members decide that is what you want. The FBU are committed in resolving this trade dispute as quickly as possible and are willing to meet with management to discuss the outstanding issues at anytime. IF THERE ARE ANY SHORTFALLS OF OPERATIONAL COVER DURING THIS INDUSTRIAL ACTION – IT IS NOT YOURS OR THE FBU’S FAULT – IT IS THE MANAGEMENT OF SYFR FOR NOT HAVING SUFFICENT FRONTLINE OPERATIONAL FIREFIGHTERS TO COVER WHAT IS REQUIRED. There was a pre-arranged overtime ban in the UK Fire Service for decades prior to the 2003 agreement – so why wasn’t there operational shortfalls week after week then? Why weren’t the FBU and its members getting the same disgraceful comments in the press over that period saying that they were ‘endangering lives’ by having a Pre-arranged overtime ban? – The reason why, was that managers could not mask firefighter vacancy management by the use of pre-arranged overtime then, as they can do now and they were then answerable to the HMI. IF THE FBU’S PRE-ARRANGED OVERTIME BAN MEANS OPERATIONAL SHORTFALLS - THEN THAT CLEARLY MEANS THERE IS NOT ENOUGH FRONT LINE FIREFIGHTERS ON FIRE STATIONS The Grey Book states; ‘That pre-arranged overtime will not be used to make up any planned shortfalls in the overall staffing levels set out in the Fire & Rescue Authority’s Integrated Risk Management Plan.’ Station personnel establishment levels include a buffer for sickness / courses etc (and sickness levels are dropping year on year we are told) so if there are any shortages it is because of the management of watch vacancies NOT because of a pre-arranged overtime ban. Your Branch will soon be having a meeting. Please make every effort to attend to get the latest up to date information on the trade dispute. Remember UNITY IS STRENGTH

SouthYorkshire Bulletin - 23

Date Posted: 14.06.2009

SYFR Management admits that Chronic Staff Shortages requires overtime to prop-up establishment levels. A memo from the Chief Fire Officer has confirmed that SYFR are using pre-arranged overtime to prop-up establishment levels contrary to the Grey Book. This memo attempts to blame FBU officials and members for fire appliances being made unavailable by their introducing a pre-arranged overtime ban. Consider a few facts: Fact: THE BLAME LIES SOLELY WITH SYFR MANAGEMENT. It is their failure to maintain appropriate staffing levels to adequately crew all of SYFR fire appliances that has resulted in the need for pre-arranged overtime to cover these shortfalls. Fact: It is not the FBU that has continually reduced the numbers of frontline operational firefighters, that folly lies squarely with South Yorkshire’s management who intend to reduce those staffing levels further. Fact: There was a pre-arranged overtime ban in the UK fire service for over 28 years up until the 2003 agreement. In this time fire service managers had to maintain crewing levels not manage vacancies by utilising overtime and appliances were not off the run. Fact: As a result of these frontline CUTS, firefighters are unable to take leave when they need it and management continue to unfairly discipline firefighters for relatively low sickness absence. Fact: It is not the FBU’s action that could result in appliances being made unavailable but the management of vacancies of frontline firefighter posts by the management of SYFR. You will also be aware the General Secretary Matt Wrack has now informed all members that the FBU now intends, as a result of the membership ballot for industrial action, to introduce a pre-arranged overtime ban from 09.00 hours on 17th June 2009. The introduction of this pre-arranged overtime ban is solely due to South Yorkshire Fire Authority failing to accept all the demands contained in the Trade Dispute Letter sent 12th March 2009, these were as outline below; 1. Immediate withdrawal of the attempted imposition of 12 hour shifts applicable to shift duty personnel and retention in full of the working hours, duty system and start/finish times of those members prior to that attempted imposition. 2. Acceptance that working hours, duty system and start/finish times are matters for negotiation which require agreement with FBU to any changes and a clear undertaking that it will now fully comply with the Grey Book and seek such agreement where changes are proposed. 3. Acceptance that the Fire Authority has breached the Joint Protocol for Good Industrial Relations in the Fire and Rescue Service and a clear undertaking that it will now fully comply with that Joint Protocol. 4. Confirmation that where an Equality Impact Assessment is required as in the case of these proposals to change working hours, no decision affecting the employment conditions of FBU members will be taken by the Fire Authority before the Assessment has been completed. Please note that until I receive your formal confirmation as specifically required above in respect of all 4 points, a trade dispute exists between the Authority and FBU members employed by the Authority. Following the RAP process the General Secretary wrote to the Fire Authority on the 4th June 2009 again seeking confirmation that the Authority would fully comply with all 4 points of the Trade Dispute (listed above). Although the chair of the authority replied on the 9th June 2009, the response did not satisfy all of the requirements, detailed in trade dispute notification letter. For this reason the FBU were left with no option but to give notice of intended industrial action in order to protect the validity of the current trade dispute ballot. The validity period of the ballot had been extended to the maximum permissible under the Trade Union and Labour Relations (Consolidation) Act. The Industrial Action called by the General Secretary is for FBU members to refuse to work pre-arranged overtime with effect from 09.00 hours on the 17th June 2009. We would urge ALL MEMBERS to support the action YOU have been calling for. For clarification, at this time, Detached Duties do not form part of this industrial action as this is not pre-arranged overtime, detached Duty Allowances are a disturbance allowance in accordance with the 1995 Joint Secretaries agreement. IT IS NOT TOO LATE TO AVERT THIS ACTION ALL IT WILL TAKE IS SOUTH YORKSHIRE FIRE AND RESCUE AUTHORITY TO FULLY COMPLY WITH ALL 4 DEMANDS CONTAINED WITHIN THE TRADE DISPUTE! ATTEND YOUR NEXT BRANCH MEETING And remember…. UNITY IS STRENGTH

South Yorkshire Bulletin - 22

Date Posted: 11.06.2009

No resolution to the Trade Dispute – FBU now forced to issue a notice of Industrial Action Following attendance at the Resolution Advisory Panel (RAP) and their recommendation not being accepted by FBU members as a position to resolve the trade dispute, the FBU General Secretary wrote to the Fire Authority to confirm that they accepted the terms of the original trade dispute letter dated the 12th March 2009 as a means of resolving the current dispute and that a response was required by the 9th June 2009. This response was not received, therefore in accordance with statutory requirements and to ensure the validity of the ballot, the FBU were forced to issue a notice of intended industrial action to the Fire Authority. This action is a pre arranged overtime ban starting at 09.00 hours on the 17th June 2009. The FBU also feel it is appropriate to respond to some of the Chief Fire Officers comments in his weekly bulletin. The CFO expressed his disappointment that the FBU had released the details of the RAP recommendation in a bulletin during the 7 day consultation period; the FBU were never informed that the RAP recommendation was confidential and would never have agreed to this. How can we consult with FBU members on whether or not they accept the RAP recommendation without telling them what that recommendation actually is? Where the CFO makes reference to the meeting that took place on the 1st June, the FBU were requested to attend the meeting by management and they stated they would bring along an independent minute taker and the Chair of the Fire Authority. The FBU then pointed out that this was an ‘off the record meeting’ as it was still within the 7 day RAP period and as such no minute taker was required. On the day the Chair of the Fire Authority gave his apologies and never attended. During the meeting management made it clear that they saw the RAP recommendation purely as a stepping stone to 12 hour shifts but would only accept it if the FBU would also accept a reduction of 1 ½ hours of the stand down time. It is clear to the FBU that the management of SYFR would neither commit to accept or reject the RAP recommendation outright but would accept it with pre-conditions. One thing the FBU do welcome from this bulletin, and from the SYFR response to the RAP, is that the CFO now states he is committed to reaching agreement with the FBU. You, the FBU members of South Yorkshire, have once again clearly demonstrated that you overwhelmingly oppose the 12 hour shifts being proposed; whether it be for your own personal reasons or because you are of the opinion that this is a stepping stone to introduce reduced night-time fire cover within SYFR. Whatever your reasons you are applauded and are being applauded across the UK judging by the messages of support being received by the FBU. Our fight now continues to defend your duty system and to send a clear message out that the only way to make changes to duty systems is by reaching a collective agreement with the FBU. ATTEND YOUR NEXT BRANCH MEETING And remember…. UNITY IS STRENGTH

South Yorkshire Bulletin - 21

Date Posted: 05.06.2009

RAP Recommendation is rejected (by both sides) The recommendation of the Resolution Advisory Panel has been rejected by South Yorkshire FBU members and the management of SYFR. (In a fashion) Although in their response to the RAP, the management of SYFR neither stated they rejected or accepted Professor Willie Brown’s recommendation they concluded with; ‘With this in mind, and on a more positive note perhaps, the Panel’s recommendation can be seen as providing an opportunity to make a step forward in the right direction as part of a phased implementation towards a 12 hour shift arrangement. The stated timelines for a review are not as helpful as the reality is that this organisation does not have the luxury of a protracted implementation route prior to being able to deliver the achievable improvements to fire-fighter and public safety. What we will do therefore is begin immediate discussions with local FBU officials with the intention of finding an agreeable way forward. The RAP recommendation made no mention of it being a phased implementation towards a 12 hour shifts and the review contained within the recommendation was to see how the 10½ - 13½ change was working within SYFR both for management and FBU members NOT as a review point for a stepping stone to 12 hour shifts. The Chief Fire Officer in his RAP response letter expressed his disappointment with the process and how he felt that ‘it appears that far more weighting has been allocated to the level of opposition to the proposed changes rather than to the business case’ when will the management of SYFR finally realise that their ‘extremely strong business case for change’ was flawed and start to value their employees who have shown time after time that they do not want the changes that are being proposed or believe in the reasons given for the need for this change. On Monday 1st June management requested FBU officials attend a meeting to discuss the RAP recommendation (this was still within the 7 day consultation period of the RAP recommendation) at this meeting management put forward a proposal of an 11 hour day / 13 hour night duty system. This offer was declined because not only was it still inside of the RAP consultation period but was actually worse than what the RAP recommendation was proposing. Also during this meeting, it was indicated to the officials that SYFR management maybe be prepared to accept the RAP recommendation of 10½ - 13½ shifts but in doing so would also require that the stand down period between 00.00 – 07.00 hrs was reduced by 1½ hours to 01.30 – 07.00 hours. When challenged for the reason for this reduction in the stand down period the response from management was that the nightshift would be 1½ hours shorter so it was justified. Management also made mention of the phase B incentives that also were discussed at the RAP meeting but once again re-iterated that these would only be available if the FBU were prepared to move over to 12 hour shifts. The FBU are clearly of the opinion that any indication that the management of SYFR were willing to accept the RAP recommendation was done with the sole intention of it being a stepping stone to moving over to a 12 hour duty system. The 12 hour shifts did not form part of the RAP recommendation. Once again FBU members have overwhelmingly shown that they are prepared to fight to defend their current duty system and unfortunately that is exactly where we now find ourselves back to. The current Trade Dispute lodged with the Fire Authority remains unresolved and FBU members should attend their next branch meeting (that will take place over the next week) to find out what the next steps are going to be. ATTEND YOUR BRANCH MEETING And remember UNITY IS STRENGTH

South Yorkshire Bulletin - 20

Date Posted: 05.06.2009

RAP outcome - dismisses the Business Case for 12 hour shift change The recommendation of Professor Willie Brown the Independent Chair of the Resolution Advisory Panel (RAP) has been announced following NO agreement being reached at the meeting held in London on the 21st may 2009. Professor Brown has recommended that SYFR shift based personnel work a 10.5 hour day shift and a 13.5 hour night shift, starting and finishing at 09.00 / 19.30 hours respectively - a position midway between the lengths of the current shifts and those proposed by SYFR. The FBU are currently in the process of consulting with members on whether Professor Brown’s recommendation could form an acceptable position to resolve the current trade dispute lodged by the FBU with South Yorkshire Fire Authority. Not withstanding this, the management of SYFR maybe of the opinion that Professor Brown’s recommendation is not an acceptable position to them in order to deliver what they believe their 12 hour shift proposals can deliver. The one thing that has now become absolutely crystal clear is that the business case put forward by SYFR justifying their reasons for the need to change over to 12 hour shifts has now been completely dismissed, not only by the FBU but also the Independent Chair of the RAP otherwise the recommendation would have been to move over to 12 hour shifts. The position of the FBU remains exactly the same in that we believe most of what was being proposed could be achieved within the current duty system if the management team would enter into meaningful negotiations on these issues. Current Industrial Relations / Events The Industrial Relations within SYFR are at the minute balanced on a knife edge and this week has seen some serious escalation in activity by the management side. The FBU are calling for restraint by members. Late on Friday evening some stations were targeted for flash audits to be carried out by managers. During on of these station visits 2 members were allegedly caught resting in a period what is deemed to be the lunch break when on a night shift and in accordance with the agreed work routines. Subsequently when the two firefighters reported for duty on Saturday evening they were suspended. The FBU are absolutely astounded at this wholly disproportionate reaction to what can only be considered a possible minor misdemeanour by firefighters who were on their lunch break. The FBU have written to the Chief Fire Officer outlining their dismay at these events and have also copied all Fire Authority members into this letter, as we see this as a deliberate attempt to provoke and inflame an already tense workplace atmosphere. In a separate event where an FBU Official raised concerns regarding allegations of bullying and harassment with a manager, the FBU were absolutely dismayed to then be contacted by a more senior manager questioning the behaviour of FBU Officials in relation to these concerns being raised and questioning whether they were being raised maliciously by the FBU Official. This issue has also been raised within the same letter to the Chief Fire Officer, including how bullying and harassment should be considered from the view of the victim and not from the view of the person whose behaviour was the cause of those concerns being raised. At the minute the FBU are advising that members show restraint and self control over these latest developments within the workplace. No matter how tempted they maybe members must not rise to any of these provocative actions and continue to treat all employees with dignity and respect in accordance with SYFR policies. If you are subjected to any behaviour that you consider to be intimidating, or that are not in accordance with the Employee Code of Conduct Policy, or the Dignity at Work Policy, please report them to your local FBU Officials where you will be given advice on the steps you should take. Your complaints of inappropriate behaviour will be logged centrally on an already growing list. FBU members must also be mindful that the current trade dispute lodged with the Fire Authority is as of yet still unresolved. The ballot result secured has been lawfully protected and therefore should the need arise, the FBU will give the Authority the required notice of intended industrial action that FBU members will be called to take. If you wish to discuss any of the points raised within this newsletter please contact your local FBU Official for an update. There will also be branch meetings taking place at YOUR Branch imminently so ensure you attend to get the latest news on developments. Attend YOUR Branch meeting to have YOUR Say!!!

South Yorkshire FBU - Bulletin 19

Date Posted: 05.06.2009

12 Hour Shifts to go to RAP The Brigade Committee would like to thank you, the FBU members of SYFR, for the fantastic achievement in securing a comprehensive YES vote that has forced the management of SYFR to reconsider their position and engage with the FBU over their intended imposition of 12 hour shifts. This decision was taken despite a concerted attempt by senior managers to prevent this, using tactics including attempts to ban your officials from attending meetings to get your views. This made the result even more overwhelming in the message it sent out from South Yorkshire FBU members. Management have just put out a weekly staff bulletin that highlights a previous Resolution Advisory Panel (RAP) decision, members should not be disheartened by any previous RAP decisions including the one that has been referred to within this management bulletin, as they are all dependant on individual circumstances. This NYFRA example went to RAP for assistance to resolve a disagreement on duty systems. This joint request for RAP intervention in 2006 concerning North Yorkshire FRS’s attempt to impose 12 hour shifts did reach an agreement and the recommendations DID NOT GET INTRODUCED. NYFRS had by a previous local agreement, with the FBU, made in 1988, worked 08.00 – 18.00 hrs and 18.00 – 08.00 hrs (a 14 hour night shift and 10 hour day shift). The RAP chair (Professor Willie Brown) made his recommendation to move to an 11/ 13 change and then onto a 12 / 12. Neither of these recommended changes ever took place and NYFRS are still working the same 14 hour night shift and 10 hour day shift. Interestingly NY Fire Authority subsequently approved a paper last year stating that there is now NO INTENTION of changing the existing shift start and finish times as they can achieve all of what they want to achieve within the CURRENT DUTY SYSTEM (see the North Yorkshire Staff newsletter copied below and in particular the last two paragraphs) CHIEF FIRE OFFICER’S DIRECT LINE TO STAFF NO 3 of 2008 The Fire Authority met yesterday to discuss several matters of importance and two in particular that are of specific interest to staff and therefore warranted the issuing of this communication. Firstly, the Authority considered the poor grant settlement for 2008/09 and the subsequent two years. The settlement, as outlined previously, will require efficiencies to be found over the next three years. In addition, there is a need in 2008/09 to use £135,000 from general reserves. The alternative to using reserves is to exceed the Government’s ceiling on Council Tax increases of ‘substantially’ below 5%, with the risk that the Authority may be capped and mandated to re-bill which would create a further financial burden of approximately £300,000. This is only a stop gap for the next financial year and substantial efficiencies may still be needed if our continued appeals to government are not heeded. Having taken into account the above factors and given that the Service is a high performing organisation and has already delivered substantial efficiencies, the decision was taken to raise Council Tax above the recommended 4.0%, to 4.5%, which in real terms means an increase for Band D council tax payers of £2.52 per household per year (around 5p a week). The second decision worthy of note concerns the long running proposal to change shift start and finish times at Scarborough, Harrogate, York and Acomb stations. Despite exhaustive negotiations over the past three years, we have not been able to reach a compromise position with the FBU. I recognised that the proposed changes to start and finish times were not welcomed by most staff and have reflected this in a proposed way forward to the Authority. The Authority supported my view and consequently decided to maintain the 10/14 shift pattern for the foreseeable future and to revise working arrangements to meet the anticipated benefits as set out in the business case. N M HUTCHINSON Chief Fire Officer / Chief Executive 14th February 2008 The Brigade Committee would like to point out that this campaign is not over yet and there may be still a long way to go, but we stand united, then we can fight these attacks on our conditions of service. The FBU will enter into the RAP process with a view to reaching an agreed outcome with management but should this not be possible we may have to reconsider the lifting the suspension of our intended industrial action. Measures have been put in place to lawfully protect the ballot result that you recently achieved and the Brigade committee will inform FBU members of any developments / outcomes of the RAP as soon as they occur. Are you reading this and not in the FBU? Why not consider joining? As we have demonstrated, it is the FBU who will defend attacks on your conditions of service, including many other benefits like legal Services, Accident & injury Fund, Specialist Advice plus much more. Contact any FBU official to lodge your application.

South Yorkshire FBU - Bulletin 18

Date Posted: 04.05.2009

‘YES VOTE’ Victory This result is a victory for the FBU members of South Yorkshire; they should be applauded for bringing about this result despite the intimidating and threatening tactics employed by some to encourage a NO vote. Now we need to unite behind this result Unity is Strength This week FBU members will be placed under a tremendous amount of pressure by management to try to get you to work their proposed start and finish times. DO NOT be intimidated by these widely used management tactics. You will be taking part in lawful industrial action that will consist of working your usual contracted hours, including the same start and finish times that you currently work and also a prearranged overtime ban. Do not believe the rumours, scare tactics and threats that will be used over these coming weeks in an attempt to divide and conquer FBU members. If you’re concerned or are unsure of any issues that arise, contact an FBU Official immediately on the numbers below, do not let your Watch feel isolated as we are all in this together. The Management team have been trying to stop the FBU from consulting its members this week by refusing to allow branch meetings to take place. They state that this is only during CORE working hours – we wonder if the Chief and his management team will not visit watches at the same CORE times during their station visits that will undoubtedly go ahead this week. – Don’t be fooled by their trickery and inaccurate claims that others will be working the 12 hour shifts – ask them where and then let an FBU Official know. Members will quite rightly be anxious but now is the time to demonstrate why firefighters are labelled courageous and brave and stand up to these bullyboy tactics. You will be flooded by letters, posters and asked what you plan to do on the 4th May. JUST ANSWER – TO ABIDE BY THE RESULT OF THE BALLOT AND ABIDE WITH THE ACTION CALLED BY MY UNION. If you want your watch visited by an FBU Official, ring Nigel Bailey on the number below to arrange a visit. We’ve also got news for you Mr Smitherman ‘a significant number of staff’ have told us they will be working to their existing hours of work on May 4th – in fact no FBU members have yet told the FBU that they intend to start and finish at the times your are trying to introduce. Campaign Committee Following the successful YES vote a campaign committee will now be convened – This is YOUR campaign. We need at least 1 representative from every station and preferably two representatives from every whole time watch to attend this campaign committee. Please send details of your station / watch campaign committee rep to Nigel Bailey on Nigel.bailey@fbu.org.uk or contact him on 07970148692. Details of the first meeting will follow shortly. REMEMBER THIS IS LAWFUL INDUSTRIAL ACTION – WE ARE NOT WITHDRAWING OUR LABOUR – we are just refusing to have contractual changes imposed upon us WE ARE NOT REMOVING FIRE COVER FROM THE COMMUNITIES OF SOUTH YORKSHIRE – we are just working all of our normal duties including start and finish times. We have been informed via an email from a senior manager that management do not intend to Discipline FBU members for taking part in lawful industrial action IMPORTANT – do not allow yourself to be bullied into working these proposed start and finish times, you could be agreeing to these changes by implied contractual agreement. The Rubber Ball Phase B Proposals How many times have these Phase B proposals been bounced on and off the table? How many times have we been told the Phase B will be withdrawn? How many times Mr Smitherman do we have to tell you – The Phase B proposals are not enough for FBU members to agree to the massive upheaval to change over to 12 hour shifts. WE DON’T WANT 12 HOUR SHIFTS!! SYFR - If you valued your staff you’d pay the Phase B anyway, not hold them to ransom with them. Give the ‘protected Station Officers’ the pay ring fencing they quite rightly deserve – the FBU have requested this but you wasn’t prepared to go above that agreed nationally. If you want to discuss any of these issues please contact an FBU Official on the numbers below; Nigel Hodges – 07980 644742 John Gilliver – 07974 083381 Graham Wilkinson – 07977 931225 Nigel Bailey – 07970 148692

Mass Meeting in Barnsley

Date Posted: 01.05.2009

Ballot Result

Date Posted: 24.04.2009

SOUTH YORKSHIRE FIRE CREWS VOTE THREE TO ONE IN FAVOUR OF INDUSTRIAL ACTION OVER IMPOSITION OF 12-HOUR DAY WORKING South Yorkshire fire crews have voted THREE to ONE in favour of industrial action short of a strike against plans to force them to work 12-hour days. It is the first time a UK fire service has ever tried to impose such changes on fire crews. As well as longer day shifts of 12-hours, up from the current 9 hours, there would also be changes to start and finish times. Firefighters say the changes would damage family life and cause problems with childcare. Ballot result Number of votes cast in the ballot: 586 Number of individuals answering ‘yes’ 441 Number of individuals answering ‘no’ 143 Number of spoiled voting paper 2 Firefighters have notified the fire authority that from 00.01 on 4th May 2009 they will only work to their contractual 9-hour days, including their start and finish times. In addition, no pre-arranged overtime will be worked. The action is to be taken by wholetime firefighters in South Yorkshire up to and including watch managers. Further forms of industrial action short of a strike may be notified to the fire authority. South Yorkshire FBU John Gilliver said: “South Yorkshire fire crews have shown the strength of opposition to being forced to work an extra 3-hours during the day shift. This explodes the myth peddled to councillors that there was little opposition and that the plans were popular. “This damaging myth has led the councillors to support disastrous plans to impose changes without agreement on 4 May. I would urge them to listen to this clear message from fire crews and re-think those plans. “Nothing is inevitable. There is still a window of opportunity to reach an agreement which is acceptable to everyone if councillors want to join us on that path. “Any action South Yorkshire fire crews are forced to take is aimed at the fire authority, it will have no impact on the public. There is no reason for emergency cover to be affected by anything we are doing. “If the fire authority decide to take action which reduces emergency cover then that is a matter for them. It will not be reduced by any action taken by South Yorkshire’s fire crews.” The changes would have meant firefighters with children being forced to start at 8 in the morning and finish at 8 at night. That extends our days, but it also extends the day for our children to as much as 13 hours in childcare.

South Yorkshire FBU Bulletin 17

Date Posted: 23.04.2009

VOTE YES!!! Managers attempt to prevent FBU Branch Meetings • On the 20th April 2009, South Yorkshire managers attempted to prevent a previously arranged Branch Meeting at Mansfield Road taking place. The FBU will not tolerate this attempt by management to prevent Officials speaking with members and to provide them with the facts. Eventually this situation was resolved and the meeting went ahead as planned. • Following this, on the 21st April, management have informed the FBU that they will once again prevent prearranged Branch Meetings taking place. This is an absolute disgrace! The FBU will not be prevented from speaking to members and if necessary will hold Branch meetings on the front of Fire Stations and invite the local press along. • Ask management the question ‘What do they fear & why are they trying to prevent the FBU speaking directly with members’? This is from senior managers who continually accuse the FBU officials of NOT consulting with their members within South Yorkshire • The meetings are held in accordance with the long standing agreement and for managers to now insist that these meetings should be held in stand down periods is nothing more than a further attack on the FBU and an attempt to prevent it carrying out consultation with its members • The ballot for industrial action up to but not including strike action closes on 24th April if you have not yet voted please return your Ballot form ASAP. • Members can be assured that this ballot has fully complied with all legal requirements and as such remains a 100% lawful ballot. Any Industrial Action that follows will also be fully compliant and will be 100% lawful. VOTE YES!!!

South Yorkshire FBU Bulletin 16

Date Posted: 23.04.2009

VOTE YES!!! FBU asked the questions & Management’s Answers Mislead their Employees • Why are they the only Fire and Rescue Service in the UK to impose a new duty system on their employees? Management Answered This isn’t true. SYFR is following exactly the same process which has already been implemented by at least two other FRSs in the last two years. What is different here is that a wide ranging package of staff related incentives has been offered alongside the change. FBU reject this answer IT IS TRUE- NO OTHER FIRE AUTHORITY HAS IMPOSED CHANGES TO SHIFTS! Management here only claim to have followed the same process to introduce shift changes, ALL changes to shift systems in the UK Fire & Rescue Service have been by agreement! If Management continue to dispute this fact then they must name the Authorities they claim have IMPOSED shift changes without agreement. • Why are SYFR the only fire service in the UK that won’t negotiate on contractual issues? Management Answered This isn’t true. SYFR is completely committed to negotiation, as proven by the recent revision of terms accepted by training centre instructors. In the case of ‘Rostering for Duty’ (RFD) several unsuccessful attempts have been made, going back many months, to get the union to engage in meaningful negotiation on the integrated package of proposals. FBU reject this answer Why then do management continue to make public claims that the FBU would not negotiate revision of terms accepted by training centre instructors then claim this as a demonstration of commitment to negotiations? The FBU have been involved in negotiations ‘Rostering for Duty’. Just because no agreement was reached, it is a disgrace for them to claim there were unsuccessful attempts to engage the FBU in meaningful negotiations. • Why won’t the management of SYFR negotiate with the SY FBU? Management Answered They will, whenever the SY FBU is available to attend meetings. The FBU failed to provide anyone to attend the Joint Negotiating Meetings which were scheduled for January 15th and February 26th. In the case of RFD discussions, these have been adversely affected due to the limited number of occasions that officials were available to attend meetings. For example, almost the whole of January was wasted due to officials being unavailable to attend a special negotiating meeting until the end of the month. FBU reject this answer The Fire Authority has removed the Brigade Chair from the secondment to full time union duties and management continue to frustrate time off for union duties by not granting leave requests. Management cancelled a scheduled meeting when the FBU representatives arrived at the DCFO’s office, it was claimed that the Deputy Chief Fire Officer had other business, so the FBU representatives along with D. Kiddy (AM) had to leave this abandoned meeting. The FBU were not even afforded the courtesy of being informed in advance of its cancellation. • Why did they close the door (and they said it was final) on negotiations on the 30th January 2009 Management Answered The door to negotiations remains open, as the Chief Fire Officer has made clear in his communications forums – also click here to see the Your Spot article from March 5th which makes it clear the door is still open to negotiation. Negotiations on financial issues such as the Phase B incentive package had to close after the February 13th deadline to enable the budget for 2009-10 to be set. The Fire and Rescue Authority subsequently agreed that the deadline can continue up as far as May 4th if necessary. All it will take for discussions to continue would be an approach from the FBU. FBU reject this answer The FBU on behalf of its members is prepared and WILL meet with management to negotiate on the Rostering for Duty proposals so why aren’t they taking place? Answer, management make it very clear in their answer above that they are only prepared to negotiate Phase B. This leaves Phase A as an imposition. While ever management’s position of pre-conditions remains it is a barrier to meaningful negotiations and the Fire Authority must lift the imposition and allow management to return to negotiations without any pre-conditions. • Why doesn’t SYFR abide by the Grey Book & the Industrial Relations Protocol for good Industrial Relations within the Fire Service? Management Answered It abides fully by this protocol and service managers are frustrated by the fact that the FBU itself has not followed the laid down procedure for resolving disputes in the case of the RFD issues – see below for a further explanation. • Why didn’t the CFO respond to the Notice of Official Dispute lodged with SYFR on the 2nd January 2009? A: This dispute was never lodged by the FBU on January 2nd as has been claimed. Further evidence of this comes from minuted meetings between Authority members, managers and FBU officials which took place later in January when references were made by FBU officials to the future lodging of a trade dispute. This is further supported in other FBU correspondence received throughout February. Once it was pointed out to the FBU that it had in fact never lodged a trade dispute, a formal dispute notification was hurriedly produced at a normal Joint Negotiating Meeting which took place towards the end of March. A claim was made that this had been originated in early January. This just does not stack up for the reasons given above. FBU reject this answer It is evident that management do not understand the difference between a local dispute and a trade dispute! To assist their understanding, a local dispute is lodged by one of the Brigade Officials to dispute actions such as failure to abide by local and national agreements, where as a trade dispute is required by law to initiate a ballot for industrial action. To further assist management’s understanding of the process, a Trade Dispute can only be registered by the General Secretary and was registered with the Fire Authority on 27 March 2009. Therefore the FBU rightly and accurately advised the Fire Authority members at the minuted meeting in January that an imposition would lead to a Trade Dispute. • Why didn’t the CFO respond to a letter sent by the FBU the 5th February 2009 requesting this matter is moved to Stage 2 of the negotiation dispute procedure? Management Answered See above – no formal trade dispute had been lodged and therefore any reference to ‘stage 2’ of the disputes procedure was inappropriate. Irrespective of this, managers have absolutely nothing to fear from seeking external assistance with any dispute resolution. Other FRSs with business cases that are nowhere near as strong as SYFR’s have succeeded in bringing about changes to duty systems through these resolution processes. The interest in South Yorkshire has been geared towards achieving the change alongside the introduction of a range of incentives rather than seek recourse to external assistance with regard to an isolated issue. FBU reject this answer Again it appears that management do not understand the Consultation/Negotiation policy. A formal trade dispute is not required to refer any issue to stage 2 of the negotiation procedure; in fact by the time a trade dispute is lodged this fundamentally means that negotiations have broken down. The letter sent on 5 February 2009 requesting to progress this issue to stage 2 of the negotiation procedure was, in fact, to try to avert a trade dispute, so why did management choose to ignore this request? If management, as they claim, have nothing to fear from external assistance withdraw the imposition now and with the agreement of the FBU, here given, invite the National Joint Secretaries to assist in resolving this issue!! • Why did the management and members of the Fire Authority vote on implementing these proposals before they had sight of the Equality Impact Assessment for a change of start and finish times? Management Answered On a point of accuracy, managers do not vote at Authority meetings. SYFR will shortly undertake an assessment aimed at achieving ‘Level 3’ of the Local Government Equality Standard. It has also narrowly missed out on being afforded a ‘top 100’ place in the ‘Stonewall Index’. Equality and diversity is therefore something that is taken extremely seriously. A full impact assessment has been carried out for the 12 hour shifts and this has been an extremely thorough piece of work which has identified a small number of what can be termed as ‘differential impacts’. None of these are insurmountable. FBU reject this answer At the time the Fire Authority made the decision to impose the shift changes only a draft Equality Impact Assessment had been provided the full Equality Impact Assessment had not been completed. VOTE YES!!!

IMPOSED CHANGES TO WORKING HOURS

Date Posted: 17.04.2009

To all members taking part in the ballot for industrial action Re: Imposed changes to working hours. It has been brought to our attention that Station Managers have received a memo advising them to seek information, from all who are eligible to take part in the ballot, what their intended action is to be. This once again is a scurrilous attempt to influence and intimidate you the members. This is a confidential and lawful ballot and the CFO will be informed of the outcome once the ballot has concluded on the 24th April 2009. Please be advised that to provide this information is to give management an indication as to the way you have voted or intend to vote in the current ballot, therefore the FBU suggests that you advise any Station manager that you are awaiting the result of the ballot and will act in accordance with that result. John Gilliver South Yorkshire FBU Brigade Chair 07974083381

South Yorkshire FBU - Bulletin 15

Date Posted: 11.04.2009

VOTE YES!!! The FBU has always welcomed openness and transparency. Following the previous management Bulletin where the FBU answered questions posed by the management team we thought it only right and fair and in the spirit of openness and transparency, that we should also take the opportunity to ask our management team a few questions! The main question is…will they answer them? • Why are they the only Fire and Rescue Service in the UK to impose a new duty system on their employees? • Why are SYFR the only fire service in the UK that won’t negotiate on contractual issues? • Why won’t the management of SYFR negotiate with the SY FBU? • Why did they close the door (and they said it was final) on negotiations on the 30th January 2009 • Why doesn’t SYFR abide by the Grey Book & the Industrial Relations Protocol for good Industrial Relations within the Fire Service? • Why didn’t the CFO respond to the Notice of Official Dispute lodged with SYFR on the 2nd January 2009? • Why didn’t the CFO respond to a letter sent by the FBU the 5th February 2009 requesting this matter is moved to Stage 2 of the negotiation dispute procedure? • Why did the management and members of the Fire Authority vote on implementing these proposals before they had sight of the Equality Impact Assessment for a change of start and finish times? If any managers come to your station/workplace trying to ‘encourage a NO vote, ask them to answer those questions posed above. You will have by now noticed a campaign of ‘Scare Tactics’ being run in order to try to create fear and doubt in member’s minds. DO NOT let yourself be intimidated by these expected and widely used methods employed by managers during trade disputes. This is YOUR dispute and YOU will determine how it is run. Some are trying to imply that the industrial action will escalate to all sorts of levels out of your control and that they can reduce your money as they see fit. The only time the industrial action will escalate, is if YOU the members demand it at YOUR campaign committee. NOW IS THE TIME TO BE STRONG, COMMITTED TO DEFENDING YOUR CONDITIONS OF SERVICE AND NOT BE INTIMIDATED BY PROPAGANDA THAT IS PEDDLED PURELY AND SIMPLY TO CREATE FEAR AND UNCERTAINTY AMONGST THOSE TAKING PART IN THIS LAWFUL BALLOT. VOTE YES!!!

South Yorkshire FBU Bulletin - 14

Date Posted: 03.04.2009

Ballot for Industrial Action begins VOTE YES ! ! Wholetime FBU members up to the role of Watch Manager will shortly receive a Ballot paper to decide if they support industrial action short of striking FBU members in South Yorkshire will understandably be anxious regarding this impending industrial action and that is to be expected but be reassured this is YOUR campaign, YOU will decide how it runs. The Management Campaign The management of SYFR will be launching their own campaign to try to ‘encourage a NO vote’ they will be using various, well established scare tactics including threats of discipline, threats of partial performance pay, flooding the workplace with anti ‘industrial action’ propaganda. They will be sending you letters to your home addresses outlining how the FBU’s campaign has got no support, how the FBU are leading you down the wrong path. How wonderful managements ‘integrated package’ is, how beneficial their proposals will be to firefighters and the public. DON’T BE FOOLED BY THEIR SCARE TACTICS!!!! The Local Government Employers (LGE) gives out the following advice to employers in relationship to disciplining employees; Disciplinary action Under normal circumstances, a breach of contract on the part of an employee will result in disciplinary proceedings. However, such action is generally inappropriate in cases of industrial action and authorities are recommended against it. However, warnings about misconduct arising from the industrial action should be given. Where an investigation is required, suspension under the disciplinary procedure may be appropriate. As can be seen, the LGE advise employers NOT to take disciplinary action against employees who are involved in lawful industrial action. Partial performance Pay The general rule of partial performance pay deductions when an employer is involved in industrial action short of striking is defined by the LGE as; In principle, the deduction represents damages arising from the employee's breach of contract. The FBU are of the opinion that the proposed industrial action would not be damaging to SYFR. SYFR firefighters would still be fulfilling their contractual obligation of working the (average) 42 hours a week they are contracted to do. They would still be carrying the full range of duties contained within their relevant role map. Importantly the LGE advice to employer’s states; ‘When communicating their response to employees, authorities should ensure that it is made clear to employees that deductions are made in lieu of damages for their breach of contract. Under no circumstances should deductions be viewed or presented as a penalty for taking industrial action’. Any reasonable person would say that is exactly SYFR are presenting to their employees with the content of newsletters and posters. The FBU are committed to representing your views and as such a campaign committee will shortly be formed. This committee will comprise of representatives from all stations with preferably a rep from each wholetime watch. It is this committee who will decide how this campaign is run and determine if and when the FBU need to ‘up the anti’. DON’T BE BOUGHT BY THE MANAGEMENT CAMPAIGN TO ‘ENCOURAGE A NO VOTE’ Vote YES!!!

South Yorkshire FBU- Bulletin 13

Date Posted: 01.04.2009

VOTE YES!!! You will shortly be receiving a ballot paper to vote on whether you support the FBU’s Campaign to oppose the imposition of 12 hour shifts by the management of SYFR. The ballot paper will be accompanied with a circular fully explaining the FBU’s position and the reasons why the FBU members have been forced into this course of action. The FBU officials have been made aware there has been talk of members being threatened with discipline for taking part in any proposed lawful Industrial Action. These are simply scare tactics and should be treated as such. To our knowledge, discipline against FBU members for simply taking part in Industrial Action following a lawful ballot has never before happened in the UK Fire Service , when that action is as a result of a lawful ballot and associated notice to employers of that intended action. The FBU will vehemently defend any member who SYFR attempt to discipline as a result of taking part in this lawful industrial action and SYFR would seriously risk escalating this dispute to an unnecessary level by taking such action. Over the coming weeks a Campaign Committee will be established. The FBU would like a representative from every branch to attend these campaign committee meetings including at wholetime stations, a representative from every watch to attend. This will assist in getting the latest information out to FBU members as well as their views being brought back for immediate consideration. This is YOUR campaign and YOU will decide how it progresses. This will be determined by those attending the campaign committee who will be bringing your views forward. Attend your branch meeting to get the latest up to date news. VOTE YES !!!!

South Yorkshire FBU- Bulletin 12

Date Posted: 01.04.2009

FBU Response to more management inaccuracies Training and Development Centre Duty System • Members should be aware that once again this management is not presenting them with the proper facts in relation to the new Duty System agreed on behalf of members at TDC as described in their weekly Bulletin No. 11/2009. Here are the facts:- • The FBU have been involved in negotiations at Joint Negotiating Meetings on this issue, and acting on advice/instruction from members following Branch Meetings the FBU sought to have the requirement to work compulsory overtime removed from the proposal, which is a direct contradiction of the Grey Book conditions of service. • Management persistently refused to remove this from the proposed duty system. • Following management’s refusal to remove this from the proposal they stated to the FBU that they did not need to reach a collective agreement as they were now going to consult directly with TDC staff. • This is yet another example of management acting in direct contravention of the National Joint Councils commitment to ‘joint consultation and negotiation’ as described at Paragraph 4 Preface to the Sixth Edition 2004. • Instead they sought to undermine your National Conditions of Service and seek individual agreements so to weaken your collective strength. • The FBU wish to place on record, that due to members standing firm and resisting this attempt by management to seek individual agreements and, after advice from the Union’s solicitors, a collective agreement was eventually reached and signed on behalf of the members at TDC. • In the weekly bulletin management state “Only when the revised terms and conditions were agreed with staff, and those concerned had received individual letters did the FBU sign up to a collective agreement”. The FBU will confirm this is true and is an example of this management’s blatant attempt to disregard the principles of ‘Collective Bargaining’. • The agreement eventually reached was acceptable to TDC staff and was inline with the demands the FBU had made at the Joint Negotiating Meetings specifically the removal of the Compulsory Overtime aspect of the policy. • It is clear that management never intended to reach a collective agreement with the FBU and frustrated meaningful negotiations by attempting to reach individual agreements, eventually removing the requirement to work compulsory overtime as demanded by the FBU. • The resolve of members at TDC once again demonstrates the importance of Unity which has again prevented management’s attempts to weaken the Collective strength of the Fire Brigades Union. Rostering For Duty • The FBU at no time have taken credit for the staff incentives contained in Phase B and have previously stated that meaningful negotiations have never taken place due to management’s insistence on firstly accepting Phase A (2x12 hour shifts). • Members have repeatedly told the FBU officials that the imposition is unacceptable and while the imposition remains, it forms a barrier to meaningful negotiations. • Management should at least get their spin correct. The Phase B proposals, though generally acceptable were presented by management as a fait acompli and only negotiable as a package. • No meaningful negotiations have taken place. • The FBU were invited to take part in the working group, were then refused and were then re-invited after the work was completed. Management set unrealistic timescales, and were not interested in a negotiated agreement demonstrated by again refusing external assistance. How much more evidence is needed of management’s insincerity?!!! Absence Management Policy • The FBU are extremely concerned by Management’s suggestion that only certain parts of the above policy have been implemented as a consequence of a dispute being lodged by the FBU. • The fact is the policy was imposed and management disregarded the FBU’s dispute. They also unreasonably disregarded the FBU’s requests for external assistance on this issue. • The fact remains that management imposed this policy and have utilised it on a number of occasions to impose disciplinary sanctions on members outside of the agreed disciplinary procedure. • If, as management are stating that they are recognising the dispute, then the FBU demand all the disciplinary sanctions awarded against our members under this policy are removed and that management agree to external assistance in the form of the National Joint Council Joint Secretaries. • It is a nonsense, by management, to suggest that only certain parts of a policy is implemented due to a dispute situation existing. If a dispute exists and is recognised then the policy should not have been introduced. Management chose to implement the policy and not act according to the dispute process, it is an absolute disgrace that they now try to negate certain parts of the policy. FBU Membership Details FBU members should by now have received a letter requesting a response be sent to FBU Membership Secretary Graham Wilkinson. The letter requests information including your role, the reason for this request is to ensure the FBU database is as up to date and accurate as is possible including known roles at the time of carrying out the database check. The FBU can then in the future, if needed send out a circular to all ‘Officer Section’ members if there was an issue that just affected them. The letter is required for the impending trade dispute. Some people have misread into this that the FBU would be requesting their members give up their temporary roles. This is not the case, it was just an opportunity to gather additional information on member’s current roles whilst checking and updating our database. If you have not yet received a letter requesting this information contact Graham Wilkinson as soon as possible on graham.wilkinson@fbu.org.uk

South Yorkshire FBU - Bulletin 11

Date Posted: 16.03.2009

Dignity & Respect - Does it Apply To All? • Firstly, Officials would like to thank FBU members for the overwhelming messages of support they have received following the CFO’s comments at SYFR’s recent Press Conference. Those comments, directed at FBU officials, were totally inappropriate. The FBU is seeking advice regarding these comments and will take the appropriate action once this advice is received. • At the same Press Conference the Chair of the Fire Authority stated that he had attended a meeting at Barnsley Fire Station and only ‘about 5%’ of firefighters there voiced opposition to the proposed 12 hour shifts. A number of firefighters have since been in touch from various locations stating that, in their view, at Station meetings where senior managers are in attendance, firefighters keep quiet because of fear of intimidation & reprisals, as has been the case. This is very concerning for the FBU. We intend, as soon as practicable, to carry out a bullying and harassment survey of all FBU members to establish the true depth of these fears. • Are West Yorkshire FRS going onto 12 hour shifts? CFO answered YES in response to a question in the staff bulletin last week-more inaccuracies from the management of SYFR. The FBU are now in possession of written evidence that WYFRS DO NOT INTEND moving over to 12 hour shifts. Following SYFR printing the newsletter where this was reported, the FBU raised the claim with the management of WYFRS, who are in the middle of negotiations on making changes to their existing duty system. They responded by saying it is NOT their intention to change the existing start and finish times, but just to negotiate on a Central Staffing Pool. These are meaningful negotiations that have been going on for months and will continue for many more until an AGREED solution is found - unlike SYFR’s 2 days of talks followed by an imposition. • The FBU would like to clarify an issue regarding CPD Appeals. In a recent communication from SYFR to all staff, unsuccessful applicants were advised to write to the HR department. THIS IS NOT THE PROCEDURE. The way to appeal an unsuccessful CPD Application, as is laid down in the national guidance detailed in NJC Circular 15/07, is via the Grievance procedure and not by writing to the HR Department. • Contractual Agreements – When it suits? Following SYFR wanting to change the duty system the Training staff work, a successful collective agreement has now been reached. There were attempts to get some staff to sign up to individual agreements, however the staff in the TDC stood united and stated they wanted a collective agreement signed up with the FBU. Well done to all. • The FBU currently have a dispute lodged with SYFR over the intention for Watch Manager’s to ride in vans to incidents. The FBU are of the opinion that this clearly is not in the role map of a Watch Manager and also this will be the first steps in eventually removing all WM’s from riding on pumps. We believe this is just another introduction of a workplace practice without the agreement of the FBU – this is a time, the same as with the TDC staff for FBU members to stand united and to support each other. • FBU members should have received a letter requesting a response be sent to FBU Membership Secretary Graham Wilkinson. The letter requests information including your role, the reason for this request is to ensure the FBU database is as up to date and accurate as is possible including known roles at the time of carrying out the database check. The FBU can then in the future, if needed send out a circular to all ‘Officer Section’ members if there was an issue that just affected them. The letter is required for the impending trade dispute. Some people have misread into this that the FBU would be requesting their members give up their temporary roles. This is not the case, it was just an opportunity to gather additional information on member’s current roles whilst checking and updating our database. If you have not yet received a letter requesting this information contact Graham Wilkinson as soon as possible on graham.wilkinson@fbu.org.uk

South Yorkshire FBU-Bulletin 10

Date Posted: 06.03.2009

6th March 2009 Response to CFO - Mark Smitherman’s message to Watch based personnel On Monday, the CFO Mark Smitherman sent out a message to all Watch based staff. The FBU would like to respond to a few points that Mr Smitherman makes in his message. Firstly, the FBU would like to express with ‘considerable regret’ too, that they have a complete lack of confidence in SYFR senior management’s ability to engage with the FBU, in accordance with the National Joint Council agreed Industrial Relations Protocol. The FBU, in particular over recent months, have become increasingly concerned at the way the senior management have ‘fallen way short’ of the expectations of the majority of the workforce never mind the FBU Officials, in relationship to doing a ‘disservice’ to their employees including FBU members The FBU have some specific concerns regarding; • The FBU’s inability to attend pre-arranged JNM meetings due to the management of SYFR cancelling (at short notice) the secondment to trade union duties of one of the FBU Brigade Officials and as such the JNM’s are programmed when this Official is not on duty. Also, the FBU are still waiting for Decembers Health & safety meeting to take place that MANAGEMENT CANCELLED. • How SYFR are accusing the FBU of not informing members of the Integrated package, when both the FBU and the full spin machine of management’s media team have widely publicised the details of the Phase B, including that it was an integrated package ( yet not surprisingly, FBU members have still rejected the proposals – ‘the sweeteners’ intended to cause division have been seen for what they are - a benefit to the few but at the detriment to the majority ) • Why is Mr Smitherman concerned with the Authority and presence that his local Officials possess within the Region? Contrary to what Mr Smitherman states, ALL FBU Officials within the Region DO CARE about FBU members within SYFR who are having their conditions of service and their contractual rights attacked daily. We are a National Union and work as a team, more than can be said for the management of SYFR. • That the FBU had to find an independent Office facility, due to the total unsuitableness of the open plan, one desk, PC and telephone that was offered to the FBU in the new Headquarters Building. This has meant that the one Brigade Official left on Trade Union secondment (after the removal of the other Brigade Official) works from an office not on a SYFR premise in order to be able to carry out his duties within his elected role within the FBU, therefore he is not readily available to meet managers at short notice as the CFO would like. The FBU was forced to look elsewhere for a suitable location where FBU members could come and meet their elected representatives in a confidential, fit for purpose office that they would feel comfortable in, without their presence there being under the watchful eye of all and sundry. • That management are trying to link in some way, the FBU to a website that has recently emerged and is said to contain inappropriate comments. Local FBU Officials have on numerous occasions told management, that this website is nothing to do with them. The FBU do not know who is responsible for, or who administrates this website, yet they are still trying to indirectly link the FBU to it by saying that we will not jointly repudiate its inappropriate content. The FBU do not know what is on this website to repudiate its content and nor do they have any interest in its content. Have all representative bodies within SYFR been asked if they are aware of this websites existence or been asked to jointly repudiate its content? SO FOR THE UMPTEENTH TIME…TO THE MANAGEMENT OF SYFR - THE FBU DO NOT HAVE ANYTHING TO DO WITH THIS WEBSITE YOU REFER TO, THEY DO NOT KNOW WHAT IS ON IT AND HAVE NOTHING TO DO ANY OF THE CONTENT POSTED ON IT!!!!! Progressing the Trade Dispute / Industrial Action FBU members will shortly receive a letter from the FBU asking for you to; 1. Acknowledge the letter 2. Confirm your substantive role within SYFR 3. Ask if you are in a temporary role and when it is expected that the temporary role will cease. It is vitality important that all FBU members respond to this letter. In order to progress the Trade Dispute process and go through the necessary procedures to take any Industrial action the FBU must ensure that we have the most up to date and accurate record of our members. Please respond as soon as possible and also ask around your place of work if other FBU members have received their letter. Any member, who has not received this letter over the next few days from the FBU, should immediately contact the SY FBU Brigade membership Secretary - Graham Wilkinson on graham.wilkinson@fbu.org.uk who will then check their membership details against the database. DON’T LOSE YOUR RIGHT TO VOTE

Comments of South Yorkshire Fire Service

Date Posted: 26.02.2009

REACTION: COMMENTS OF SOUTH YORKSHIRE FIRE SERVICE The Fire Brigades Union rejects the comments made by South Yorkshire’s fire service South Yorkshire fire crews have rejected the threats of imposed changes to their shifts. They have done so in a series of consultations carried out by the union station by station and in online polling. There is 98% opposition to the plans. South Yorkshire fire crews say the changes would cause havoc with childcare and undermine their family life. The proposed changes, which managers are threatening to impose on 4 May, would see their day shifts extended from 9 hours to 12 hours. Start and finish times have now been put forward to start work at 08.00 and finish work at 20.00 hours. Ian Murray of the FBU said: “Our managers are using the language and methods of 1930s pit owners. South Yorkshire fire crews will not stand by and let managers rip up their contracts of employment. “The fire service is looking to make £4 million savings from forcing through change while top managers have been raking in big bonuses. There is more to modernisation than managers filling their boots at the taxpayer’s expense. “There is nothing modern about working 12 hour day shifts. It will force the children of firefighters into childcare for 13 hours a day, that’s Victorian, not modern. “Managers have slammed the door on any compromise talks and are hell-bent on forcing difficult and worrying change by decree. This threat has gone down very badly with those who are trying their best to bring up children. “Extending a long working day by 3 hours will cause havoc with childcare. Having to start at 08.00 in the morning and finishing at 20.00 hours will mean firefighters will have to make child care arrangements for at least 13 hours a day. “What effect will this have on the children being in childcare for such long periods? All of this is causing enormous stress and anxiety on firefighters serving their communities. “A threat is dangling over the heads of working parents and their children and has been rejected by 98% of firefighters in South Yorkshire. Managers are now rattled and have stooped to using the language of the playground.” Those fire crews who work shifts do so in 48 hour blocks of two 9 hour day shifts (9am to 6pm) followed by two 15 hour night shifts (6pm to 9am). The proposals would introduce 12 hours day working and 12 hours night working and would not mean an increase in hours worked but how they are worked. Contact: FBU Regional Secretary - Ian Murray 07967 103345

SouthYorkshire FBU Bulletin 9

Date Posted: 16.02.2009

Management now closes the door…? Have the management of SYFR now closed the door on a negotiated settlement? The Chief Fire Officer states he wants to work with the FBU and yet all through the process of Rostering for Duty there has been no movement from him or his management team. Negotiations are a two way street not just their view of ‘we propose, you accept!!!’ Agreements Agreements cannot be reached when one side is not prepared to move. How can the FBU trust a management team that breaks so many existing agreements by imposition and not by negotiation? The latest agreement reneged on by SYFR is that of the Brigade Chair being seconded onto Trade Union duties until May 09, in order that full and meaningful negotiations could be afforded over the duty system changes. With the absence of an immediate agreement after just 2 days of talks, during which FBU officials were asked to accept unconditionally the 12 hour duty system proposal, management then withdrew this secondment agreement, with less than a weeks notice to the Brigade Chair. How can full and open dialogue continue when management won’t even talk to us? Management Claims & Efficiency Savings The Chief Fire officer is claiming the changes will bring in more than £4million worth of extra work by moving 3 hours of the night shift over to the day shift. We’d like to know how this will be achieved when the Stand Down will remain the same, so no extra hours are being gained. Productive hours are merely being moved around within their imposition of changes. If genuine efficiency savings are needed, let’s take a look closer to home. Let’s look at the wasted money on CARPS and the inflation busting pay rises that corporate management has received. Nationally the fire and rescue service was set a national target to achieve £105 million in cash-releasing efficiency savings across the period 2004-08. They exceeded the target and achieved approximately £197 million with South Yorkshire making a saving of £5,518,000. (Cont’d) Have SYFR ‘saved’ too much? Do they now need to rob Peter to pay Paul, to get out of a mess of their own making? Are we now paying for their mistakes….of mismanagement of the Service? Let’s not forget the CFO’s claims that introducing the Operational Resource Team (ORT) will double Confidence Levels. These confidence levels have dropped over recent years by the mismanagement of operational staff by the misuse of vacancies, transfers, temporary promotions, courses and not through the fault of firefighters. Firefighters only control one factor and that is sickness and that has dropped. Firefighters are playing their part in improving confidence levels, its time management did their bit by investing in the front line operational services NOT making reductions in staffing numbers that the creation of the ORT will involve. Equality Impact Assessment (EIA) – 12 hour duty systems The FBU have finally received the ‘Draft’ Equality Impact Assessment carried out regarding the proposed 12 hour duty system changes that they have been requesting now for a number of weeks. This is where the changes are assessed against the various employee groups. The EIA states that the 12 hour duty proposals will have an impact on Gender / Disability (both disabled employees and carers), Religion and belief. Importantly it states that some parents in order to not to disturb their children’s sleep patterns may leave their children with relatives and not actually see them for 2 days when they are on day duty. HELLO!!!! This is exactly what the FBU have been saying. What if you do not have the facility of a partner or a relative who can look after your child for 13+ hours a day or have them sleep over in order NOT to disturb their sleep pattern? From what can be deduced from the EIA is that it will have an impact on employees with children, it will have an impact on those children whose parents would be forced to work a 12 hour day, it will have an impact on disabled employees or those who are carers and impact on some religious groups – SO WHY ARE THEY STILL PUSHING AHEAD WITH THESE PROPOSALS? One really important issue the FBU also have is; why did the Fire Authority approve moving over to a 12 hour duty system BEFORE the Equality Impact Assessment was carried out and given to them? If these facts had been made known to the Fire Authority members, they may have had a different opinion on its introduction. The FBU are now seeking professional advice regarding this and also to establish if the ‘Draft’ EIA meets all of what is necessary in order to comply with what is required. Interestingly South Yorkshire have signed up to achieving the Equality & Diversity targets that have been set for recruitment of under represented groups within the Fire Service YET THEY NOW TRY TO IMPOSE A DUTY SYSTEM THAT THEIR OWN EQUALITY IMPACT ASSESSMENT SHOWS WILL DISCOURAGE THE VERY PEOPLE THEY ARE TARGETING.

SouthYorkshire FBU Bulletin 8

Date Posted: 09.02.2009

It’s Official – SYFR are the first Fire Service in the UK to treat their employees with total contempt The management of South Yorkshire Fire & Rescue is now officially ‘shameful’ UK groundbreakers – they are the first UK Fire Authority to impose Shift changes onto firefighters without agreement with their representative body. It has now been brought to the FBU’s attention that employees have now received formal notification that SYFR intend to impose the shift changes as from May 4th 2009. As of yet the FBU have not been formally notified of this decision, however that comes as no surprise, as all along throughout this fiasco, the FBU have intentionally been played along by management with false promises of meaningful negotiations that have never ever transpired. It has always been SYFR’s intention to impose the 12 hour shifts and the Phase B proposals were merely a clear attempt to divide FBU members when it became apparent the opposition to the 12 hour duty systems was so overwhelming. Regarding the Phase B proposals, the FBU have been requesting to negotiate for pay protection for former Station Officers for months but were rejected outright stating the nationally agreed position is what SYFR will be utilising, this is when other FRS’s up and down the country were agreeing to improved offers. Also, the FBU campaigned for all Watch managers to be placed on the B Grade and during the Rank to Role assimilation process; it quickly became very obvious that SYFR were deciding on WM grades in line with a budget and not in accordance with NJC Guidelines. The FBU are really beginning to doubt if the Phase B was ever a realistic offer, or just a pie in the sky offer that they knew the FBU would never get to accept because their members would never agree to the 12 hour shifts. In this week’s ‘Weekly Bulletin’ the Chief Fire Officer (CFO) accuses the FBU of not consulting with their members, nothing could be further from the truth, A round of Branch meetings has taken place over recent weeks with the one final meeting to take place early this week. Every single other branch has had one or more meetings, a comprehensive survey with auditable figures available for all to see, also verifies that FBU members do not want what is being offered and that FBU members are prepared to support an FBU campaign to oppose the proposals. The CFO also accuses the FBU of not telling their members what is actually on offer, again nothing could be further from the truth, the FBU have been making absolutely crystal clear what has been put on offer, as has management, as they attempt to try and divide FBU members and persuade them to accept the pittance that was possibly being offered in exchange for what are, hugely significant changes to everyone’s working life that also has a massive impact on their family life. The CFO asks FBU members to look at the bigger picture, look what is happening in the outside world, look at the economy outside of the Fire & Rescue Service and more or less be thankful he’s offering you this opportunity to change your duty systems massively in order that SYFR can keep the administrators at bay. The government keep telling us this recession will only be for another year so have faith, We would urge the CFO to have faith and not make these drastic cuts, because once firefighter posts are gone they will be gone for good!!!! The FBU suggest if it is efficiency savings that are required, then a few people should look a little closer to home, look at the massively above inflation pay rises that some have received over recent years, look how huge amounts of public money has been misspent on vehicles that as of yet, are still not on the run some two years later or can be classed and proven as ‘fit for purpose’. Lets not be fooled, the Rostering for Duty including the formation of the Operational Resource Team (ORT) and the Optimum Resourcing System (ORS) are purely and simply about reducing the number of operational firefighters and also those that are left have less flexibility as to when they can take their leave. We’ve heard claims the ‘Confidence level’ will double with the introduction of ORT. The only factor firefighters control regarding Confidence Levels is that of sickness (and that has been dropping over recent years) all of the other factors like Courses, Deliberate Establishment Vacancies, Transfers and Promotions etc are ALL CONTROLLED BY MANAGEMENT ACTIONS, so the reason the confidence level has dropped over the years is not because of Firefighter sickness levels but the mismanagement of all of the other factors. The FBU stands by the figures it put out in Bulletin number 6. These were figures supplied by the management of SYFR. They are claiming that some of the figures used are from previously agreed changes by the Fire Authority for example, with the introduction of the CARPS – well in the FBU’s opinion it doesn’t matter when or where they originated, they are still JOB CUTS now. FBU members have made it clear to the FBU officials at branch meetings, that they have seen through the Phase B proposals. Yes, they accept there are some benefits to a few, but to the majority they are a massive kick in the teeth and for that reason the proposals as one package are still rejected. It is also quite possible that management never intended to introduce fully the phase B proposals as they have refused to introduce them with Phase A. Why the delayed introduction? Is it just another case of “jam tomorrow” or was the intention to welch on yet another agreement in the future months once & if they had secured agreement on the Phase A as has happened so many times of late. With news that SYFR now intend to impose the 12 hour duty systems, the FBU will begin the formal process of officially registering a Trade Dispute with SY Fire Authority and progress this matter to a ballot for industrial action, as was resolved at the latest Brigade Committee meeting. It is now vital you attend your next Branch meeting for the latest up to date news on how the Trade Dispute and subsequent ballot will be progressed. The FBU are still of the opinion that what SYFR are proposing to do is unlawful and the legal challenge will still progress alongside the Industrial Campaign to oppose these contractual changes being imposed. ATTEND YOUR NEXT MEETING AND DON’T BE TAKEN IN BY SPIN THAT WILL UNDOUBTEDLY BE PEDDLED TO YOUR HOMES AND PLACES OF WORK.

South Yorkshire FBU Bulletin 7

Date Posted: 04.02.2009

PROPOSALS REJECTED – & THE CFO AGREES WITH THE FBU Following the two days of talks concluding with no agreement being reached, the FBU and staff have now been informed by the management of SYFR that these proposals would only be on the table until the 5th February 2009. At a Brigade Committee held today FBU Officials reported all aspects of the two days of talks and how they were conducted and concluded by management. The Brigade Committee has now decided that following these talks, there were no significant changes to any of the proposals that were being offered that members have not already been consulted upon, so therefore the FBU could not agree to the proposals. This appears to be a position the CFO agrees with, as during his current round of meetings he has been stating that - if he was a firefighter he would not want to work a 12 hour duty system. The management of SYFR have made it crystal clear that the Phase B offerings are dependent on the Phase A (12 hours shifts) being introduced. FBU members have also made it crystal clear to FBU Officials that they do not want, and will not accept, the imposition of the 12 hour duty system; this has been confirmed by the initial round of branch meetings and the FBU survey. Therefore, while ever the 12 hour shift proposal and threat of imposition remains as the ultimate requirement for agreement, then the FBU are not in a position to make that decision on behalf of their members. Members are quite rightly getting anxious over what appears to be a game being played by management over their future working conditions. It maybe a small change in the opinion of the senior management team but for those having these changes imposed on them it is a massive change that will have a huge impact on their family lives. Members are also demanding some form of action to be instigated by the FBU to protest over the imposition of what is being proposed. The FBU are taking all of these demands into consideration but until such a time that we are formally told that SYFR are actually making these changes then they are just ‘proposals’ being discussed. The Brigade Committee resolved that; ‘should SYFR move to impose, without agreement, any change to duty systems, this Brigade committee resolves to immediately instigate a ballot for lawful industrial action’. The FBU are still of the opinion that the changes required to implement 12 hour duty systems, the introduction of the Operational Resource Team (ORT), the introduction of the Optimum Resourcing System (ORS) are matters for negotiations and therefore require agreement to change. The FBU will now be writing to the CFO informing him of this decision and as always the FBU are committed to improving Industrial Relations and are willing to carry on negotiations regarding this or any other issue. We will also be requesting a formal response clarifying SYFR’s intentions regarding their proposals and any intended imposition dates. Attend your next round of Branch meetings for the latest up to date news.

South Yorkshire FBU Bulletin 6

Date Posted: 03.02.2009

‘TOKEN GESTURE TALKS’ - END WITH NO AGREEMENT The scheduled talks that took place last Thursday and Friday between management and the FBU have now concluded with NO AGREEMENT being reached. It became clear from the outset that the talks would only progress if they went the way management wanted them to go. It was again reiterated to FBU Officials that the negotiations were a FULL package and that included AGREEING to the 12 hours duty system. Brigade officials made it clear to management that FBU members had shown overwhelmingly, evidenced again in the recent survey, that they do not want to change to a 12 hour duty system and that they were willing to support an FBU campaign to oppose these changes being imposed. JOB CUTS ARE JOB CUTS – So whose telling the truth. The management of SYFR is claiming the FBU are telling mistruths regarding the number of posts that are to be lost. No matter where or when any decisions have been made by SYFR to reduce staffing levels, whether it is by closing stations or removing firefighter posts to introduce CARP vehicles, the POSTS ARE STILL BEING LOST. Contained within the Fire Authority Agenda papers for the meeting held on the 26th January 2009, the following figures are included; Wholetime Establishment Variations Pre 2005 796 Changes in progress; CARPS (36) Brampton / Mexborough (28) Creation of technical rescue Unit 28 704 Redeployment of Incident Support units (4 Vehicles, 12 Staff per vehicle) (48) 656 Establishment of Command Support Unit 7 Total 663 No matter how these figures are dressed up or when the Fire Authority agreed them, it still shows a reduction of 133 fire fighter posts. Included is the 36 posts lost to the introduction of CARPS, a vehicle we have yet to see on the run and to date is not proven as being fit for purpose. The FBU have been provided with station establishment figures that show two differing levels of watch numbers at the various locations with the introduction of the Operational Resource Team. These were provided by management and show the following figures; Station post 2009 (original) post 2009 (revised) Adwick 28 24 Aston park 40 24 Barnsley 48 44 Barnsley East 28 24 Central 60 44 Darnell 48 44 Dearne 28 24 Doncaster 48 44 Edlington 40 24 Elm Lane 48 44 Lowedges 28 24 Maltby 28 24 Mansfield Road 48 44 Rivelin 28 24 Rotherham 60 44 Tankersley 40 36 Thorne 28 24 ORT 0 56 Totals 676 616 Technical Rescue Unit 28 28 Command Support Vehicle 0 7 Final Totals 704 651 These are management’s figures provided to the FBU. We have still not established if the final proposed establishment figure is 663 as reported to the fire Authority in their paper or the 651 figure given to FBU Officials as part of the information on the ORT – that means either 133 or 145 LESS FIREFIGHTERS SERVING THE COMMUNITIES OF SOUTH YORKSHIRE The FBU is still committed to trying to resolve the duty system issue through meaningful negotiations. However this commitment has to be given and entered into by BOTH sides. The FBU cannot negotiate when one side has already determined the outcome from their point of view prior to the talks starting. The FBU now intend to report to the Fire Authority members how they believe that the talks so far have been conducted in such a manner by the management of SYFR and that there has never been any intention from them of finding an agreed outcome. Attend your Branch Meetings for the latest up to date news.

South Yorkshire FBU - Bulletin 5

Date Posted: 27.01.2009

Negotiations Ongoing Our survey last week showed over 98% of the operational wanted to remain the current 9-15 2-2-4 system. The FBU are urging all members to contact fire Authority members using information posted on the South Yorkshire FBU website. Information and updates are available at the following link www.southyorkshirefbu.co.uk . A list of Councilors contact e-mails will be available on the site, along with a standard message for you to copy, paste & send. It is also recommended that you add your own comments on how the proposed changes will affect your work life balance personally including the difficulties you would face if you had to work the 12 hour shift proposals. The councilors are keen to know your views. Please be polite and civil when making your point, and also put your name to the e-mail. Branch meetings have been ongoing throughout January to discuss the proposals from SYFRS on phase ‘A’ and Phase ‘B’. Following letters from the Brigade Committee to the CFO, on 9th & 11th January, the threat of an ‘imposition of 12 hour shifts’ has been lifted but only until the 5th February. Bear in mind, the threat has only been delayed not removed. This is to allow the negotiations on the Phase ‘A’ and phase ‘B’ proposals to continue. On the subject of leave, headway is being made to allow swaps between personnel, providing the global (Brigade wide) availability of Skills is maintained. This will come as a relief to operational personnel currently experiencing difficulties with exchanges. Finally, it has been brought to the attention of the FBU that there is a forum website called Circus South Yorkshire that is the underground voice of south Yorkshire. The Management have informed the FBU that anyone accessing this website using the SYFR intranet, could be the subject of discipline proceedings. The SY FBU Brigade Committee are not affiliated / associated with this site in any way, and urge members not to access it whilst at work.

Write to your Local Fire Authority Member

Date Posted: 27.01.2009

Operational firefighters should where possible write there own letter and put down each individual personal circumstances. This gives a stronger message to Fire authority members as time has taken place rather than a simple copy and paste of a standard letter. Dear Cllr, I am a serving firefighter with South Yorkshire Fire and Rescue Service. I am contacting you to express my disappointment on the Fire Authority’s decision on the 22nd December 2008 to support and endorse the 12 hour shift proposals put forward by the Senior Management Team. During the Authority meeting it was suggested that the FBU had not fully consulted with their members on these proposals. In order to evidence they have, the FBU have now completed a full survey of the firefighters affected by the shift changes and it clearly shows (over 98%) that they are against changing the current duty system and that we are fully behind our FBU officials in rejecting these proposals. I feel these proposals would have a detrimental effect on firefighters in SYFRS. Their family / work life balance will be very seriously affected by moving to a 12 hour day shift. It will create a whole range of problems especially those with families, childcare issues not to mention the impact this 12/ 13 hour absence will have on partners. I would urge you, as a member of the Fire Authority to re- visit these proposals and instruct the Chief Fire officer and his team to look again at what he is trying to achieve and to engage with the FBU to seek alternative ways of reaching his desired outcomes without the need to cause a significant number of SYFR employees massive upset and dislike of their working environment. 12 hour proposals are totally family un-friendly etc…….. Listed below are the E-Mail Addresses of Fire Authority Members please show your dislike of the current 12 hour proposal and urge them to rethink there actions. UNITY IS STRENGTH.

South Yorkshire Fire Authority Members

Date Posted: 27.01.2009

Jim Andrews, Chair - cllrjamesandrews@barnsley.gov.uk Paul Lakin, Vice-Chair - paul.lakin@rotherham.gov.uk Joan Barton - joan.barton@sheffield.gov.uk Alice Cave - Cllralicecave@barnsley.gov.uk Ken Knight - ken.knight@doncaster.gov.uk Peter Rippon - peter.rippon@sheffield.gov.uk Susan Phillips - sue.phillips@doncaster.gov.uk Paul Scriven - paul.scriven@sheffield.gov.uk Mark Thompson - mark.thompson@doncaster.gov.uk Garry Weatherall - garry.weatherall@sheffield.gov.uk Patricia White - patricia.white@sheffield.gov.uk Fred Wright - fred.wright@rotherham.gov.uk

SOUTHYORKSHIRE FBU BULLETIN 4

Date Posted: 19.01.2009

The Membership Speak You have by now completed a survey, and the results were as follows. Out of the 687 possible members who currently work on the 9 -15 duty system, a massive return of 87% was received back within one week. Due to the urgency to complete the forms in the timescales set, the ones who did not complete a survey were mainly on leave. 95 % Male and 5% Female responded. Many comments were made in the space available, too many to list but with a common theme. 0ver 98% wanted to remain the current 9-15 2-2-4 system. Nearly 98% of members considered the current system ‘family friendly’. Almost 94% of persons surveyed stated that the 12 hour shift proposal would have a negative impact on their work-life / family-life balance. Surprisingly, 55% of persons surveyed said they would be forced to reconsider their position within SYFRS. A massive 97.2% stated they would support an FBU campaign to protect the current 9 -15 hr duty system. This bulletin is to be forwarded to Fire Authority Members who have been previously informed by the CFO that he ‘values the opinions of his staff’. Many comments were detailed by members, too many to list, but a few for example:- • ‘I have the main custody of my three year old daughter, the move to 12 hour shifts would make me a four day a week mum.’ • ‘I feel that the 12 hour duty system proposals are totally un-family friendly, and I object to the management bully boy tactics of imposing this on us, instead of a negotiated settlement.’ • ‘As the father of young children, the 12 hour duty shift proposals will prevent me from spending ANY quality time with my children on day shifts. In bed when I leave for work and in bed when I arrive home. Minor change, I don’t think so?’ • ‘I would consider my position within this Brigade, and look to transfer to a surrounding Brigade with more favorable shift start / finish times.’ • ‘I am a single mother who has a six year old son. The move to 12 hour shifts would cause me severe difficulties with childcare and damage my relationship with him.’ • ‘A 12 hour day would severely disrupt my family life. I could quite easily go for two whole days without seeing my young daughter. How do I explain that one to her? Very un-family friendly.’ • ‘Childcare is hard enough with my Partner working as a nurse and having Three kids under the age of seven years old, without being forced to do 12 hour shifts.’ • ‘I am a divorced single parent with joint custody of my children. The current system allows me to have them, four nights per week. The proposed imposition would reduce this to three. Try explaining that to young children.’

SOUTH YORKSHIRE FBU - BULLETIN 3

Date Posted: 13.01.2009

‘OFFICER MEMBERS ARE IMPORTANT TO US TOO’ The FBU in South Yorkshire recognise that certain sections of the membership may be feeling that they have had a rough ride since 2003 and the latest ‘phase B’ proposals may be an opportunity to soften the blow. Now that Management have offered the chance for us to meet with them without the precondition of having to accept the threatened imposition of the 12 hour duty system we may be able to reach agreement that will allow the benefits to be realised. We have requested information which should be with us this week and then the meetings can take place. We cannot forget however that in South Yorkshire the FBU has always strived to achieve the best possible deals for all members despite a management that has not always been approachable as demonstrated by the threat to impose the 12 hour duty system. • FACT – November 2006 – The Officers’ Section and Brigade Officials negotiate a new flexi-duty system which provided cars for all flexi-duty officers. • FACT – Station Managers ‘A’s all upgraded to ‘B’s • FACT – Despite managements intention to assimilate all operational WMs onto the ‘A’ rate the FBU, through negotiation, achieved WM ‘B’ rate for all operational multi pump stations and stations that had a special appliance. This included backdated payments for WMs affected. • FACT – The FBU spent several months trying to alleviate the WM ‘A’ rate and attempted to involve the Joint Secretaries to highlight the flawed process SYFR were using. SYFR refused to involve the Joint Secretaries. • FACT – The Yorkshire Region voted not to accept the nationally proposed pay protection for Station Officers but we were defeated. Some Brigades e.g. London and West Yorkshire have agreed a local version. In South Yorkshire we have tried several times to negotiate a local pay protection agreement for Station Officers but every time management has flatly refused. This may be the opportunity we need to progress the issues. Please do not listen to the rumours we will give you the facts. All updates will be posted on the FBU website www.southyorkshirefbu.co.uk

SOUTH YORKSHIRE FBU BULLETIN 2

Date Posted: 11.01.2009

‘MANAGEMENT PICKS UP THE PHONE!’ The FBU is pleased to report that the DCFO contacted the FBU on Saturday 10th January and agreed to meet to negotiate the ‘phase B’ proposal. This is a positive move because until now, despite the FBU ‘picking up the phone’ on two occasions, the DCFO had point blank refused to discuss the ‘phase B’ proposal or give any more details unless the FBU fully accepted the 12 hour duty system imposition. This stance, with this precondition, could not be accepted as we do not negotiate your conditions of service with a gun to our head. Now in a change of position the DCFO has agreed to furnish the FBU with all the details of the ‘phase B’ proposal early next week and to diary a meeting to negotiate these proposals further. The DCFO did however confirm that the Fire Authority still intend to impose the 12 hour duty system but accepted that FBU members are firmly in opposition to this imposition. In a letter last week to the CFO we confirmed your opposition to their threat to impose of the 12 hour duty system and requested its removal. This letter also highlighted other outstanding issues that still require a written response. Next steps Members who are now receiving a survey form should be aware that it is ONLY concerned with the 12 hour duty issue as THE ‘PHASE B’ PROPOSALS ARE COMPLETELY SEPARATE and now should be subject to full negotiation with the FBU. Officials will also be available to discuss any possible future action that members may want to take, along with the legal advice we have received. It is also vitally important that members make Fire Authority members aware of their opposition to their draconian threat to impose this 12 hour duty system. To assist members with this the FBU will be providing advice on the website and are currently looking at setting up an easily accessible link to enable emailing of opposition to take place. Further details of this will be sent out when this is in operation. Members will be informed of the result of the survey and any developments from the separate ‘phase B’ negotiations. Updates are available on the FBU website www.southyorkshirefbu.co.uk

SOUTH YORKSHIRE FBU BULLETIN 1

Date Posted: 09.01.2009

The Dirty Rotten Scoundrels By now members will have received messages from the CFO telling us why the 12 hour duty system is essential and why those dirty rotten scoundrels at the FBU are stopping this essential progression and also stopping us from getting the benefits our caring sharing managers are offering. Here are a few things that they have forgotten to tell you. DID YOU KNOW? - The First time that the FBU were aware of the management proposal to move to a 12 x 12 duty System was when they received the Fire Authority papers for their meeting on 27th October 2008. The first time we got a business case was 29th October 2008 after Officers had been briefed on it. FACT – The FBU committed to a group looking at duty systems in August 2008 only to be then told in September 2008 that this was no longer an option. FACT - The FBU consulted with members regarding the 12 x 12 duty system proposal (prior to the ‘phase B’ being offered) – FBU members overwhelmingly rejected the 12 x 12 proposal. This rejection was ignored by the Fire Authority who decided to go with the 12 hour Duty System on 22nd December 2008 anyway. ARE YOU AWARE? - FBU Officials were only given the ‘phase B’ proposals on the 11th December 2008. Management wanted our response on these ‘phase B’ proposals by the 18th December 2008, (later extended until the 22nd December 2008) 10 DAYS LATER. This date was the day of the Fire Authority where they made the decision to impose the 12 hour duty system so they had already made up their mind. This timescale for full consultation with members was unachievable, unacceptable and unrealistic. THREATS - Management are threatening to impose a duty system which will affect your family life but have given no details, had no meaningful negotiations with us. FACT - We have been told twice by the DCFO (5th January & 9th January) that the only way they will have any further discussions on the ‘phase B’ proposals is for the FBU to unconditionally accept the 12 x12 duty system. However the Chief Fire Officer, in his weekly staff bulletin, is urging the FBU to ‘pick up the phone to arrange a meeting’. What they want is for us to sign a blank cheque, without giving us any details and demanding preconditions IN RESPONSE - The FBU have ‘picked up the phone twice to arrange a meeting’ but on both occasions we were told that this would only happen if the FBU agreed unconditionally to the 12 x 12 duty system DETAILS - The FBU have requested details of the ‘phase B’ proposal so that we can consult with you and see what you want to do. We still have no details of the ‘phase B’ proposals, other than headings. FACT - The FBU are still unaware what SYFR are threatening to impose. There are no details other then the Fire Authority approved moving to a 12 x 12. FACT – In the past the FBU has tried to discuss the Station Officer pay protection FACT – The FBU has requested external assistance to listen to our concerns with the WM A-B process SYFR is using. SYFR refused to allow this to happen. FACT– The FBU will discuss Station Officer Pay Protection, WM A-B, 12 hour Duty Systems. In fact we have never refused to discuss anything. We want real dialogue, no preconditions, considerations of all options and the removal of the threat to impose. FACT THE FBU HAVE NEVER TURNED DOWN A PACKAGE ON YOUR BEHALF ! YOU ARE THE FBU ! YOU WILL MAKE THE DECISION ! YOU CAN ONLY MAKE A DECISION BASED ON FACTS ! WE ARE TRYING TO GET THE DETAILS NECESSARY TO HELP YOU DECIDE ! THERE IS ONLY ONE SIDE IMPOSING THEIR WILL AND IT’S NOT US ! YOU WOULDN’T BUY A CAR OVER THE INTERNET IF YOU HAD NO DETAILS SO DON’T MAKE A LIFE CHANGING DECISION WITHOUT GETTING ALL THE FACTS.

South Yorkshire FBU - News Update

Date Posted: 02.01.2009

South Yorkshire FBU held an Emergency Brigade Committee today regarding the 12 hours shift proposals being put forward. It was reported to the Brigade Committee that a meeting had now been arranged with Thompson’s Solicitors to seek their advice on the Fire Authorities decision to impose these changes and this will be reported in due course. South Yorkshire FBU has also been wrongly accused of not consulting with their members over the proposals. However, in order to provide evidence to pass to senior managers and Fire Authority members the Brigade Committee resolved to carry out a survey of branch members who work the current duty system. This survey will be fully auditable and open to external scrutiny by those who make these accusations. The FBU have just been informed that the Chief Fire Officer has sent out correspondence with inaccurate information again being quoted. The FBU HAVE NOT TURNED ANYTHING DOWN ON BEHALF OF THEIR MEMBERS. The FBU have not yet had chance or the opportunity to consult with their members regarding what has been offered within the package and Phase B. The FBU have only consulted with their members over the 12 hour duty system and that was overwhelmingly rejected. The revised package was put to FBU Officials at a meeting on the 11th December and was offered with the stipulation that a response was required by the 18th December. Brigade Officials immediately informed management they could not possibly consult with their members in such a short timescale and then hastily arranged for a special meeting of the Brigade Committee to take place on the 18th December. The Brigade Committee subsequently met and resolved that such an important issue could only be decided following consultation with FBU members. This is in the process of being arranged as is outlined below. In response to the Chief Fire Officer’s offer reopen talks on the package and Phase B, for your clarity; the FBU have never closed the talks this issue at anytime. The FBU have always held the position that they wish to enter meaningful negotiations on the subject of alterations to existing duty systems. This would include reasonable timescales being set out in order for the FBU Officials to consult with their members and not by having a gun held to their head whilst this takes place within an unachievable 1 week period. The Brigade Committee intends to provide to all members, their response to what is being offered within the package, during their consultation with members. This will include a thorough examination and evaluation of what is being offered, as well as giving the FBU’s views on how achievable what is being claimed, actually is, for example the doubling confidence levels. As earlier communicated and kick starting this consultation with members process, there is to be an ‘ALL BRANCH OFFICIALS’ meeting held at Wortley Hall on the 7th January 2009 13.30 hrs, where Branch officials will be briefed on the latest news and what the options are available to members. (If your Branch does not currently have any elected FBU Branch Officials, then arrange 1or preferably 2 branch members to attend this meeting) Following the meeting on the 7th January, the Brigade Committee will then be embarking on an extensive consultation exercise with all FBU members via Branch / Sectional meetings to obtain their views on the proposals. Please remember, THIS IS NOT A DONE DEAL as management would like you to believe. There is inaccurate information being circulated in an attempt to cause mistrust and division amongst FBU members. The FBU strongly contest South Yorkshire managements’ view of how this entire process has been conducted and urge you to attend you Branch meeting. These are your Conditions of Service that appear to be under attack on a daily basis, if you do nothing, then the FBU Brigade Committee can do nothing. Members are asking the question ‘What are the FBU going to do about these imposed shift changes?’ In response to that - attend your Branch meeting, make sure your voice is heard and make your views known because; YOU ARE THE FBU!!!! ATTEND YOUR BRANCH MEETING AND HEAR THE FACTS DIRECT FROM FBU BRIGADE OFFICIALS If you wish to discuss any matters regarding this issue prior to the Branch Officials meeting, or your own Branch Meeting the please contact a Brigade official on the number below; Brigade Secretary - Nigel Hodges – 07980 644742 Brigade Chair - John Gilliver - 07974 083381 To receive these Newsletters direct to your own private email address, send your details to emma.vassel@fbu.org.uk to be included in the mailing list.

DUTY SYSTEM CHANGES - HAVE YOUR SAY

Date Posted: 28.12.2008

Following the decision of South Yorkshire Fire Authority on the 22nd December to support the Chief Fire Officer’s proposal to move to a 2 x 12 hour shift system, the Brigade Committee of South Yorkshire FBU have arranged an Emergency Brigade Committee meeting to be held on the 2nd of January, to discuss the Fire Authorities decision to impose these contractual changes. This will be followed by an ‘All Branch Officials’ meeting to be held on the 7th January 13.30 hours at Wortley Hall. Please ensure you your Branch / Section is represented at this meeting. FBU Officials will report the latest up to date news and what are the options available to FBU members regarding this imposition. (If your Branch / Section does not have an elected rep, then please nominate one, preferably two people to attend this branch Officials meeting in order to report back) A series of Branch meetings will then be arranged as soon as possible after this date, in order to update all FBU members on these options available to them. The management of South Yorkshire Fire & Rescue (SYFR) have embarked on a media campaign to discredit the FBU and its Officials, over their reaction to what is being proposed. They are even blaming the economy and that in such testing times, that the FBU and SYFR Firefighter’s should be thankful for what is being offered to them within this package. The FBU have been astounded by this attack and others, not only on FBU Officials, but also Firefighter’s employed by SYFR. The Chief Fire Officer was quick to distance himself and refute what was reported in some news articles, however you have to ask the question; where do these offending news article originate from? They certainly don’t come from the FBU. It’s a disgrace that in order to try to win public support for how SYFR are treating their Firefighter’s, that some will stoop so low. Brigade officials have arranged to seek legal advice on what has been imposed by the Fire Authority and will report this in due course to members via their Branch meetings. It is vitally important that your Branch is represented at the Branch Officials meeting on the 7th January and it is important that you attend your own ‘soon to be arranged’ Branch meeting. Please note; THIS IS NOT A DONE DEAL; ALL AVENUES WILL BE EXPLORED BY THE FBU IN ORDER TO FIGHT THESE IMPOSED CHANGES TO YOUR CONDITIONS OF SERVICE AND YOU THE MEMBERS WILL DECIDE HOW THAT IS CONDUCTED.

Message From Mr Nigel Hodges

Date Posted: 19.12.2008

Following misinformation being circulated, South Yorkshire FBU Brigade Secretary Mr Nigel Hodges would like to clarify to FBU Members in South Yorkshire the following; That his personal commitment to DMC (Doncaster Metropolitan borough Council) has been achieved over the past 3 years, by only utilising his own rota and annual leave days to attend any meetings or committees that he is engaged in, or required to attend. However, in the year 2008 he did request 3 days special leave - to which, he has still not received any response whatsoever from the management of SYFR. This is even though as his employers, SYFR have a statutory duty to grant him paid time off to attend such meetings. Senior management of SYFR are fully aware of the time Nigel utilises out of his own rota and leave days to undertake these duties, yet still insist misinforming SYFR Staff to the contrary Nigel would like to make it quite clear that all of his engagements are carried out in his own time and will not allow them to impact on his ability to carry out the functions that he was elected to do, by the membership of South Yorkshire FBU.

D Day 22/12/08

Date Posted: 02.12.2008

Decision time for the Fire Authority on Your Shift Start Finish Times 22/12/08. The Fire Brigades Union General Secretary Matt Wrack will be attending and speaking to firefighter’s in South Yorkshire on decision day as the Fire Authority sit to discuss shift start and finish times in South Yorkshire. This lobby has an early start time of 0845 hrs at the NUM HQ on Victoria Road Barnsley, Followed by a March to the fire Authority meeting for 09.00 hrs. Bring your family along to show your oppositionto this viscious attack on your family and working life.

Resolution from Members in Barnsley

Date Posted: 02.12.2008

The following resolution from Barnsley’s Branch meeting was put to and supported at the Brigade Committee meeting held on the 1/10/08. "This Branch demands that members carrying out any community engagement schemes /activities in line with their role, be paid at NJC agreed overtime rate of time and a half under their current contract. Failure to meet this demand will result in a ballot for industrial action ,including an overtime ban". The above resolution will now be circulated to all branches and the FBU will consult with their members. Then subject to this consultation process the actions will be progressed in accordance with any statutory requirements.

Decision time for the Fire Authority on Your Shift Start Finish Times 22/12/08

Date Posted: 25.11.2008

Dear FBU Member Important request Decision time for the Fire Authority on Your Shift Start Finish Times 22/12/08. IF YOU ARE NOT ON DUTY ON THIS DATE YOU SHOULD COME AND SHOW YOUR OPPOSITION TO THE PROPOSED CHANGES,BRING YOUR FAMILY AND FRIENDS. A CLEAR MESSAGE NEEDS SENDING TO FIRE AUTHORITY MEMBERS OF HOW YOU FEEL ABOUT ‘MANAGEMENT’S MINOR CHANGE’ TO YOUR SHIFT SYSTEM. THIS LOBBY HAS EARLY START OF 0845 AT THE NUM HQ ON VICTORIA RD BARNSLEY, FOLLOWED BY A MARCH TO THE FIRE AUTHORITY MEETING FOR 9.00 AM (TOWN HALL OR JOINT SECRETARIAT). MEETING WILL LAST APPROX. 1000 – 1200 A STRONG PRESENCE IS REQUIRED BEFORE & AFTER THE MEETING SUPPORT FOR OUR OPPOSITION TO CHANGES WILL BE PRESENT FROM AN FBU HEAD OFFICE, SENIOR OFFICIAL. OTHER BRIGADES WILL ALSO BE PRESENT TO SUPPORT US. IT IS TIME TO STAND UP & BE COUNTED – OPPOSE THIS VISCIOUS ATTACK ON YOUR FAMILY & WORKING LIFE. SHOW THE PEOPLE WHO TAKE DECISIONS ON YOUR CONDITIONS OF SERVICE, THAT YOU ARE ABSOLUTELY AGAINST THE 12/12 SHIFT PROPOSALS. LETS INFORM THE PUBLIC THAT, NO MATTER HOW THEY DRESS PROPOSALS UP, CUTS TO PUBLIC SERVICES EQUALS LESS NIGHT TIME COVER! FURTHER DETAILS WILL BE PUBLISHED IN FUTURE AS TO DETAILS OF EVENT. PLEASE E-MAIL ME ON nigelsbailey@hotmail.com NIGEL S BAILEY -LOBBY ORGANISER THANKS IN ANTICIPATION OF YOUR SUPPORT SY FBU BRIGADE COMMITTEE IRMP DOES NOT WORK – TOO MANY FIREFIGHTER DEATHS DO NOT LET THE UGLY FACE OF MODERNISATION RISE AGAIN

Should Firefighters Shift Patterns be changed?

Date Posted: 05.11.2008

The Star newspaper carried out a survey on the public within South Yorkshire yesterday. A short article followed be a poll on should operational Firefighters Shift Patterns be changed. the results are as follows 11% YES 89% NO For more information visit www.thestar.co.uk

AGENDA ITEMS FOR NEXT ROUND OF BRANCH MEETINGS

Date Posted: 30.10.2008

AGENDA 1. SHIFT START & FINISH TIMES – YOUR VIEWS & UPDATE ON SITUATION. 2. UNION LEARNING 3. INDUSTRIAL RELATIONS – FBU INVOLVEMENT IN NEGOTIATIONS? 4. YOUR RESOLUTIONS – APPROVED FOR VOTE AT ALL BRANCHES BY COMMITTEE. 5. RESULT OF RESOLUTION ON 12/12.

A Division Branch meetings

Date Posted: 30.10.2008

BARNSLEY – TUESDAY 11/11/08 17:00 ROYSTON – TUESDAY 18/11/08 17:00 BRAMPTON – TUESDAY 18/11/08 17:30 MEXBOROUGH – WEDNESDAY 20/11/08 17:30 TANKERSLEY – TUESDAY 25/11/08 17.00 PENISTONE- TUESDAY 25/11/08 19:00 STOCKSBRIDGE - TBA (PLEASE CONTACT N BAILEY AT BARNSLEY WHITE TO ARRANGE BEST NIGHT or on 07971 209512.)

BRANCH MEETING AT MEXBOROUGH

Date Posted: 15.10.2008

The branch meeting which is programmed to be held an Mexborough Tonight has been cancelled due to the Open Meeting taking place at Barnsley Fire station. Please try to attend the Open meeting as Both Brigade & Regional Officials will be on hand to answer all relevant Questions surrounding all current issues. The Meeting at Barnsley is scheduled to start at 18.30 hours prompt.

FBU Press Release

Date Posted: 14.10.2008

FIRE BRIGADES UNION Attn: News and Picture Desks covering South Yorkshire MONDAY 13 OCTOBER SOUTH YORKSHIRE FIRE CREWS ACCUSE MANAGERS OF BEING HELL BENT ON CONFRONTATION OVER MOVES TO IMPOSE NEW SHIFTS. South Yorkshire fire crews have accused aggressive managers of being hell bent on confrontation over plans for new shift changes. They say there is growing anger among fire crews over new threats to impose new shifts. Firefighters want to know why there has been no negotiation with their Union before South Yorkshire fire authority councillors received the proposals for consideration. The Fire Brigades Union has still not been officially given details of the plans, although full press packs have been sent to the media. South Yorkshire FBU Brigade Chair John Gilliver said: “These plans came out of the blue despite national agreements about having ‘no surprises’. There is growing anger from firefighters across the County at the threats to impose contractual changes without any negotiation. “During last year’s floods councillors and managers were applauding our commitment and praising our work. It is a disgrace that managers are now rewarding us by kicking us in the teeth. “Managers are going out of their way to seek confrontation and not negotiation. They are behaving like dictators rather than professional public sector managers. “I think the public will be disgusted at the way their firefighters are being treated. We are not looking for a fight, but we’re not going to run away from one either.” Shift working firefighters typically work two 9 hour day shifts followed by two 15 hour night shifts. This is a total of 48 hours over 4 days, which works out as an average of 42 hours a week. Fire crews start meeting from Monday 13th October to discuss the proposals and their reaction. Local firefighters and FBU officials, who are also operational firefighters, will be available for comment. Monday 13th October Sheffield Central Fire Station meetings starts 18.30 Tuesday 14th October Doncaster Fire Station meeting starts 18.30 Wednesday 15th October Barnsley Fire Station meeting starts 18.30 Thursday 16th October Rotherham Fire Station meeting starts 16.00 MEDIA CONTACT John Gilliver (Brigade Chair) 07974 083381

12 HOUR SHIFT PROPOSAL

Date Posted: 14.10.2008

12 hour shift proposal All members should by now have received the letter from Chief Fire Officer Mark Smitherman stating the intention to move to a 12 hour duty system. This letter is, at best, very misleading and the purpose of my letter to you is to give an accurate account of events. In an excerpt from the CFO’s letter to you he states:- “The first point I would like to make you aware of is that, on a number of occasions over the past few months, the FBU have been invited to nominate one or more of its officials to fully engage with the managers who have been working on the project to review duty systems. For reasons that I am unaware of, these invitations have not been taken up in the way that had originally been hoped for.” The Fire Brigades Union strongly refutes this accusation and has evidence of correspondence exchanged between the FBU and Brigade Management which clearly demonstrates the FBU accepted their offer in writing. For clarity, following the Joint Liaison Meeting on the 15 July 2008 at which recognised Trade Unions, South Yorkshire Management and members of the Fire Authority met to discuss a number of issues, the CFO verbally made the offer to second an FBU official onto the project team. This offer was then confirmed in writing the next day 16 July 2008, which recognised that the Brigade Secretary would need to discuss this offer with the Brigade Committee. (Letter ref: MS/SM - C0052/#51583) Following the Brigade Committees’ decision, which took cognisance of legal advice obtained, the FBU Brigade Secretary formally responded accepting the Chief Fire Officers “Joint Working Opportunity” offer on the 18 August 2008 stating that “Without prejudice, but with commitment to full meaningful negotiation we the FBU are willing to engage and accept this offer, once the full terms of reference are jointly agreed.” It was therefore extremely disappointing that on the 18 September 2008, following a reminder from the Brigade Secretary to the Deputy Chief Fire Officer Steve Swarbrick, that he still had not received a response to his letter of the 18 August 2008, a hurried reply was provided. (Letter ref: SS/SM - #63562) In the reply, the offer of a secondment to the project team was withdrawn stating that “Unfortunately, due to tight financial constraints it has not been possible to secure the necessary resources to enable a full-time team to be set-up for the project work regarding duty systems.” The letter further went on to say “For your information, I have appointed Station Manager Steve Fletcher as the ‘Project Manager / Co-ordinator’ and he will no doubt be in contact with you shortly in order to discuss the project.” It is on record that that this letter from the DCFO was provided to the Fire Brigades Union on the 18 September 2008 and also that the Fire Authority Members were provided the details of the 12 hour shift proposal for their meeting on the 29 September 2008. This was only 11 days after South Yorkshire Management rejected the Fire Brigades Union official being seconded onto the project group. It is also worthwhile to note that Fire Authority Members are usually provided with copies of Fire Authority papers up to a week in advance of the meeting so it is reasonable to assume that Fire Authority members were made aware of these proposals on or before 22 September 2008, only 4 days after the FBU were informed who had been appointed as the Project Manager. Notwithstanding this, at no time in the 11 days between 18 & 29 September did South Yorkshire management offer any meetings or inform the Fire Brigades Union of any project work ongoing. To date, the FBU has neither been formally or informally presented with any details of the proposal or any form of business case for our consideration from South Yorkshire Management. Instead South Yorkshire Management has continued to undermine the Industrial Relations Protocol agreed with the Fire Brigades Union and South Yorkshire Fire and Rescue Authority as a consequence of the Trade Dispute lodged on the 10 May 2006. South Yorkshire Management have presented a document containing the 12 hour shift proposals to the Fire Authority and subsequently to employees via their Station Managers, this document had not been provided to the Fire Brigades Union prior to the Fire Authority meeting and Station Managers briefing staff; this is in direct contravention of the National Joint Council Circular – NJC08/07 Joint Protocol for Good Industrial Relations in the Fire and Rescue Service and NJC18/07 Working Together: Better Industrial Relations for a Better Fire Service demonstrating a total contempt for the National Joint Council. NJC 08/07 states, and was further re-iterated in NJC18/07:- Principles • Joint commitment to the success of the Organisation • Joint recognition of each others legitimate interests and responsibilities • Joint focus on the quality of working life • Joint commitment to operating in a transparent manner • Joint commitment to continuously improve industrial relations • Joint commitment to reaching agreement within appropriate timescales • Joint commitment to ongoing dialogue and exchange of views including face- to-face meetings • Joint commitment to a ‘no surprises’ culture In support of the above principles employer representatives will: • Engage trade union representatives early in consultation/negotiation (as appropriate) on issues which have workforce implications • Share full and appropriate, and timely information, e.g. on finance and employment matters to trade union representatives in order to enable effective consultation or negotiation to take place • Take on board trade union views, providing full and frank feedback on how that process has influenced their subsequent position • Put in place reasonable trade union facilities in accordance with statutory requirements and ACAS good practice guidance in order to support this inclusive approach These are principles that were integral to these documents being agreed in 2007 and were universally supported by the National Joint Council which represents South Yorkshire Fire Authority and the Fire Brigades Union in the national arena. Despite numerous reasonable requests from the Fire Brigades Union for external assistance to seek agreement using the National Joint Council Joint Secretaries, South Yorkshire Management continue to refuse these requests. I am therefore not confident that South Yorkshire Management will support the process to invite external assistance on this issue. In addition, South Yorkshire Management continue to attempt to denigrate your nationally agreed Conditions of Service by refusing to abide by the Negotiation Procedure contained in Section 6 Part C of the Grey Book, the very reason for the 2006 Trade Dispute previously referred to. To summarise South Yorkshire Management have failed to engage in full and meaningful negotiations on a proposed contractual change which requires agreement before any implementation. Instead South Yorkshire management are seeking the agreement of individuals by bypassing negotiations with your representative body (Fire Brigades Union). After taking legal opinion we must advise you that your rights could be seriously undermined if you individually sign any documentation in respect of these proposals. I assure you that, with your support, the Fire Brigades Union will do everything possible to prevent this proposal being imposed.

IMPOSED CONTRACTUAL CHANGES TO LEAVE ORDER

Date Posted: 14.10.2008

Imposed contractual changes to Leave Order South Yorkshire Management are claiming that an agreement was reached in 2006 with the Fire Brigades Union to fix all leave, however for reasons known only to them they appear unwilling to provide evidence of such a jointly signed agreement. The Fire Brigades Union has never reached any agreement to fix or roster all leave and the ‘fixing’ or ‘rostering’ of scale B leave would be contrary to the National Scheme of Conditions of Service. South Yorkshire Management has also stated that the currently imposed contractual changes to the leave order are “fully in line with Grey Book conditions” which we strongly contest. This issue should now be referred to the National Joint Council in accordance with the Grey Book which in the Preface to the Sixth Edition Paragraph 7 states:- “Any questions concerning the interpretation of this scheme of conditions of service should be referred to the NJC.” The FBU strongly disagree any agreement exists and as such have disputed this imposition. Once again South Yorkshire Management has imposed change without following nationally agreed protocols. All members are advised to submit individual grievances and not to accept management’s standard response that agreement exists, by submitting further grievances, contact your local official for guidance. Attached to this correspondence is a copy of the last jointly signed & agreed amendment to the leave order which clearly differentiates between Scale A and Scale B leave i.e. Para 9.2 (i) 18 Scale A (A/L) Scheduled see Section 10 ‘Facility for Exchange of Leave’ 8 Scale B (C) Non Scheduled see Section 23 ‘Application for NS Leave’

BRANCH MEETINGS

Date Posted: 09.10.2008

A DIVISION FBU BRANCH MEETINGS SEPTEMBER 2008 BARNSLEY – WEDNESDAY 8/10/08 17:00 ROYSTON – THURSDAY 9/10/08 17:00 BRAMPTON – TUESDAY 14/10/08 17:00 MEXBOROUGH – WEDNESDAY 15/10/08 17:00 TANKERSLEY – THURSDAY 16/10/08 17.00 PENISTONE- THURSDAY 23/10/08 19:00 STOCKSBRIDGE - TBA (PLEASE CONTACT N BAILEY AT BARNSLEY WHITE TO ARRANGE BEST NIGHT.) AGENDA 1. FBU FIREFIGHTER SAFETY CAMPAIGN PRESENTATION 2. SHIFT START & FINISH TIMES – REACTION 3. SHIFT SYSTEMS – WHAT NEXT?? 4. INDUSTRIAL RELATIONS 5. RESOLUTIONS – REPORT BACK

12 hour shift system

Date Posted: 09.10.2008

Divisional Meetings Over the next 2 weeks there will be a series of Branch meetings open to all FBU Member within South Yorkshire. Please try to attend one of the following. CENTRAL, MONDAY 13TH @ 18.30 HRS DONCASTER, TUESDAY 14TH @ 18.30 HRS BARNSLEY, WEDNESDAY 15TH @ 18.30 HRS ROTHERHAM, THURSDAY 16TH @ 16.00 HRS A Brigade official and regional officials will be at these meetings to answer all questions regarding the proposal from management on the 12 hour shift system.

12 hour Shift

Date Posted: 06.10.2008

Proposed shift changes to SY Firefighters (7 till 7 – 4 x 12hour shifts) Press statement Nigel Hodges Fire Brigades Union (FBU) South Yorkshire secretary At a Fire Authority meeting held on Monday the 29th of September; there was an added agenda item, a proposal to substantially change the working times of operational Firefighters. This was the first formal confirmation the FBU had received of this proposal. Any proposed changes to existing contracts of Firefighters can only be achieved by negotiation and agreement. Given that at the Fire Authority meeting (which is web-cast), it was reported that South Yorkshire Firefighters are high achievers, with their commitment to: community fire safety targets, reduction in arson (cycle intervention teams), community engagement projects (LIFE and ASDAN), and positive role models to the young. Sickness absenteeism at a national low of 5 days lost per year per operational Firefighter. Armed with this information it is understandable why Firefighters in South Yorkshire are perplexed by the sudden announcement of the shift changes. I have been taking phone calls most of the day from FBU members strongly and adamantly opposed to what they see as unnecessary changes. Fire Brigades up and down the country have tinkered with working patterns, start and finish times of operational Firefighters with no tangible evidence of: · Financial savings · Increase in productivity · Improvement in response times · Improvement in Health and Safety The only impact of these changes has been against Firefighters and their families, which have impinge on their work-life balance and childcare. This at a time when the Government and employers are committed to improving working conditions so more women would consider a career in the Fire Service. And more men would have an active role in childcare and family life. FBU officials will be visiting every Fire Station to gather the views and concerns of Firefighters; and it is hoped that an agreed negotiated outcome will be achieved, without either side resorting to unilateral action. The situation is not help in any way by some individuals reporting these changes will take place with or without agreement.

Branch/watch Meetings in August

Date Posted: 13.08.2008

All members should be aware that over the coming weeks a number of branch and individual watch meetings will be taking place to discuss & debate a number of very topical issues which are currently taking place within your workplace. Please note every effort should be made for members to attend and thus contribute to these discussions taking place. Should you require any more information contact your local branch official or keep an eye on the FBU notice board.

Continual Professional Development Scheme (CPD)

Date Posted: 27.03.2008

The Fire Brigades Union South Yorkshire strongly advises all members, who have had their Continual Professional Development (CPD) application and subsequent payments refused, to submit Individual Grievances as detailed in the national agreement NJC 15/07. Please note that there is no local agreement, currently being reported by SYFRS management, to use any other method; such as submission by memo. NJC15/07 states:- Unsuccessful applications 15. Individuals are entitled to raise the decision not to award/continue the payment through their Fire and Rescue Service’s grievance procedure on the following grounds: proper account was not taken of the material presented; account was taken of irrelevant or inaccurate factors; unfair treatment the Fire and Rescue Service failed to fully take into account all evidence to justify continuance of the payment. A full copy of the agreement is available on the National Website or via the following links. Link to Index page http://www.fbu.org.uk/workplace/njc/2007/index.php Link to document http://www.fbu.org.uk/workplace/njc/2007/joint/njc15_scheme.pdf Please note that not to follow the agreed process (Grievance Procedure) may put at risk any possible future action available to individual members. After submitting the grievance members are entitled under the nationally agreed Grievance Procedure to have their individual Grievance heard within seven days and are entitled to be accompanied at the grievance hearing. If individual grievances are not heard within that seven day timescale please contact a Brigade Official urgently for further guidance. Please note the Informal, Formal and Appeal stages as follows:- INDIVIDUAL GRIEVANCE PROCEDURE Informal stage 1. Employees should be informed that if they have a grievance relating to their employment they should discuss it with their line manager. Formal stage 2. If the employee is not satisfied with the reply they may proceed to the next stage. At this stage the grievance must be set out in writing. Also at this stage a representative of their union or a fellow employee may if they wish accompany them and take up the matter on their behalf. 3. The line manager should hear the grievance within seven days. Where the decision that gave rise to the grievance was made at a higher level, the grievance will initially be heard at that level. The employee will be given a written decision with reasons within seven days, explaining the decision. Appeal stage 4. If the employee remains dissatisfied with the decision they may appeal within seven days in writing. This appeal should be heard within seven days by the next highest level of management who have the authority to review and change the original decision. Their decision with reasons must also be in writing. The employee will be given a written decision with reasons within seven days explaining the decision. 5. If the employee is dissatisfied with the decision of the Appeal described at paragraph 4 and the issue has been identified as being one of a serious nature then the grievance shall be reviewed at the corporate level appropriate to the issue (see paragraph 8 of guidance). Time limits 6. The time limits referred to above may be varied by mutual agreement.

Lobby your MP

Date Posted: 10.12.2007

A great deal of work has already been undertaken by Officials at local and national level in relation to this Campaign. I would like to remind members of the lobbying facility available through the Union’s website. The link is available through the Justice for Firefighter Pensions page. There were a number of technical problems with this facility which have now been rectified and I would therefore urge every member to take 2 minutes to inform your MP about this issue. Please be assured that this lobbying work is having a significant impact.

What is Management Bullying i ask?

Date Posted: 28.09.2007

1 constant nit-picking, fault-finding and criticism of a trivial nature - the triviality, regularity and frequency betray bullying; often there is a grain of truth (but only a grain) in the criticism to fool you into believing the criticism has validity, which it does not; often, the criticism is based on distortion, misrepresentation or fabrication 2 simultaneous with the criticism, a constant refusal to acknowledge you and your contributions and achievements or to recognise your existence and value 3 constant attempts to undermine you and your position, status, worth, value and potential 4 where you are in a group (eg on a Fire Station or in an Office), being singled out and treated differently; for instance, everyone else can get away with murder but the moment you put a foot wrong - however trivial - action is taken against you 5 being isolated and separated from colleagues, excluded from what's going on, marginalized, overruled, ignored, sidelined, frozen out, sent to Coventry 6 being belittled, demeaned and patronised, especially in front of others 7 being humiliated, shouted at and threatened, often in front of others ( or via e-mail and telephone so others cant see or hear) 8 being overloaded with work, or having all your work taken away and replaced with either menial tasks (filing, photocopying, minute taking) or with no work at all 9 finding that your work - and the credit for it - is stolen and plagiarized 10 having your responsibility increased but your authority taken away 11 having annual leave, sickness leave, and - especially - compassionate leave refused 12 being denied training necessary for you to fulfil your duties and also maintain competencies 13 having unrealistic goals/Targets set, which change as you approach them 14 ditto deadlines which are changed at short notice - or no notice - and without you being informed until it's too late 15 finding that everything you say and do is twisted, distorted and misrepresented 16 Being subjected to disciplinary procedures with verbal or written warnings imposed for trivial or fabricated reasons and without proper investigation 17 Being coerced into leaving your post through no fault of your own, constructive dismissal, early or ill-health retirement, etc

HEALTH & SAFETY

Date Posted: 06.09.2007

Every year, fire fighters are killed or seriously injured due to the failure of their employers to protect them. It is an unacceptable fact that injury and ill health rates in the fire service are officially the highest of any sector. The Health and Safety Executive has stated that there is “scope for significant reductions through better management of health and safety as part of good management practice generally”. The HSE sees this as part of the Government’s “modernisation” agenda for the Service. The lives and safety of FBU members cannot rely on a modernisation agenda on the part of Government which is fundamentally about cuts and not about improving our members’ working conditions. Health and safety in the Fire Service can only be improved when our employers stop hiding behind the cover of “so far as is reasonably practical” in their legal duty to ensure safety and health. The fire service has a haphazard approach to risk assessments and health and safety and this is what kills fire fighters. It is nothing to do with “modernisation”. Fire authorities appear to believe that when it comes to health and safety, they are above the law because they are an emergency service. The FBU is determined to protect the lives and safety of its members. We will expose unsafe practices wherever they happen, and our safety reps continue to demand that authorities have the resources and health and safety expertise to carry out proper risk assessments. And we will not hesitate to take legal action against authorities that fail in their duty of care, killing, injuring and maiming our members in the process.

RANK TO ROLE UPDATE

Date Posted: 28.02.2007

To all Fire Brigades Union members With reference to the current document released by management - ‘Moving to a role based structure’- information booklet the Brigade Committee would wish to convey the Fire Brigades Union position re this issue following a meeting with management this morning -28th February 2007 Any inference that this document has been agreed between the Fire Brigades Union and SY management is totally incorrect and is not a reflection of how talks on this subject have progressed. At no time did the FBU agree to any renaming of agreed roles away from the nationally agreed position. For example the national move from rank to role is for anyone assimilated as leading firefighter to be now roled as a crew manager. South Yorkshire management have for some reason decided this shall be amended to ‘crew commander’. This is outside the NJC agreement and will be subjected to further discussions with the DCFO. The FBU have raised many issues surrounding this renaming issue, such as ‘appropriate operational insignias’ and ‘job descriptions’. FBU members must also be aware that all issues around the term ‘commander’ replacing ‘manager’ are considered contractual and are subject to negotiation and agreement. As yet this negotiation has not taken place and this imposed change by management is not acceptable. The FBU raised the issue of ‘compulsory transfers’ and management have accepted this issue was not explained fully in the document. Management decided that the issue of job sizing should be simplified so that cognisance will only be taken of one area of a WM role. They only want to consider whether or not the station concerned has more than one appliance. They decided that any station with one appliance will be sized as ‘A’ and more than one appliance will be ‘B’. The FBU did not accept this position as we felt that resources, i.e. appliances, are only one factor for consideration and in order to consistently job size all roles within the organisation other factors will need to be considered. Management have stressed that this is the process they will be applying despite our concerns. Management have indicated in the document that there will be a selection process for any WM wishing to transfer to a role which will attract the WM ‘B’ rate of pay. We have made it clear that the movement from ‘A’ to ‘B’ is not a promotion and should not be treated as such. Management have indicated a selection process for these transfers but were unable to give any details as to the process they would be using. We are very concerned that this process must be open, fair and transparent. We have raised issues surrounding how the appeals procedure and who would be hearing the appeals but once again this information was not forthcoming. FBU officials recommended that this document is withdrawn as it is inaccurate and does nothing to establish a smooth transition from rank to role which is the aim of the Fire Brigades Union.

Continual Professional Development

Date Posted: 23.02.2007

At the conclusion of an informal meeting today, held at the request of the FBU with the DCFO, formative discussions took place in respect of the local introduction of Continual Professional Development. Although a number of issues were discussed no conclusive progress was made and further formal meetings are expected. The FBU confirmed our expectation that CPD payments will commence from 1st July 2007 inline with the NJC agreement but do accept that it will be difficult for the service to meet the March 1st closing date to accept applications. Therefore it was agreed the final date to submit applications will be extended beyond March 1st and will be discussed at future meetings. It will be the responsibility of the service to provide the application forms and advise of any agreed closing date for applications.

EMERGENCY FIRECONTROL: EARLY DAY MOTION 805

Date Posted: 02.02.2007

The union has written to all MPs in England, chief fire officers, chairs and clerks of fire authorities enclosing independent and objective report prepared by consultants from the Institute of Public Finance for the Fire Brigades Union. Their report related to the Department for Communities and Local Government FireControl Project which aims to close all 46 brigade emergency fire control rooms in England and replace them with 9 regional controls. The Report raised a number of issues including: more work is needed on key areas of the draft plan to close all local 46 emergency fire control rooms in England and open 9 regional controls. “revisiting” whether regional controls are the best option, greater justification for opting for 9 regional control rooms rather than a higher figure. the levels of savings needs to be looked at again, based on the latest information. The report questions whether the Government plans will result in overall savings. The report also says there is confusion as to the true ‘vision’ of the project and that a lack of accessibility and transparency in both Business Cases “leaves a lot to be desired”. It goes on to warn that “if savings are adversely affected” then “the validity of the business case and how it meets its key objectives (including affordability and value for money) could be called into question.” It warns that any changes to savings and costs could have a “significant” knock-on effect on that part of the Council Tax raised by fire authorities. The focus for the review by IPF was to appraise the draft plan, and their review did not extend to taking on board any further evidence that Fire Authorities themselves may have available since the original data upon which the regional cases were made. The Fire Brigades Union do not believe that major decisions should be made about this project without a rigorous and independent review of the Final Business Case. Early Day Motion 805 calls for a full independent assessment of the Final Business case to be carried out before any further major decisions are made. Lobby Your MP A letter which you can easily send to your local MP, and which you can amend, is available at the following link: http://www.fbu.org.uk/aboutus/political/epetition.php

COMING TO A FIRE STATION NEAR YOU???

Date Posted: 02.02.2007

NEW SURVEY: MERSEYSIDE FIRE CREWS SAY BULLYING, INTIMIDATION AND HARRASSMENT IS WIDESPREAD A survey of Merseyside fire crews has found nearly all of them say bullying is a serious problem at work. Nearly one in nine had been bullied and two out of three say they are still being bullied. Nearly half of those who responded said it was happening on a daily basis. But only one in ten had confidence in using Merseyside fire service’s system for dealing with complaints about bullying. The Fire Brigades Union, which carried out the survey between December 2006 and January 2007, say the findings are without precedent in a British workforce. The union has called for the fire authority to listen to the findings and for senior managers to join with the union to start a process of conciliation as rapidly as possible. The survey’s respondent said there had been a steady rise from 2002 onwards which peaked sharply during the period of industrial action and became worse after the dispute was ended. Those who responded said the bullying included threats of “punishment postings” - moving people to workplaces as distant as possible form their homes - threats, intimidation, shouting, abuse and humiliation. Some of the causes identified in the survey include poor management, inadequate training for managers and staff, stressed managers and staff shortages. Les Skarratts, Merseyside FBU brigade secretary: “No survey of any British workforce has found bullying and intimidation at these levels. The survey found a fire service run by fear and threats and that is entirely wrong. “It is entirely unacceptable to have a culture of bullying running through a workforce. No level of bullying can be considered ‘normal’ in any workplace and certainly not in one where our lives and welfare depend so much on team working. “The survey showed a sharp rise during and after our dispute with some managers appearing to think they are free to abuse, threaten and intimidate. That culture has to end and that can only come through the leadership of the fire authority making senior managers address the problem.” A questionnaire was sent to nearly 1,000 FBU members on Merseyside between December 2006 and January 2007 and 400 responded by 20 January 2007.

PITFALLS AND DANGERS OF WORKING PRACTICES OUTSIDE GREY BOOK

Date Posted: 02.02.2007

ALL FBU MEMBERS Officials are becoming increasingly aware of management enticing members to undertake duties which are outside of Nationally agreed terms and conditions of employment (NJC) In a number of cases members have been persuaded to work during their off duty periods for pay which does not conform to NJC rates. Whilst not wishing to prevent members receiving extra pay for work over and above their contracted employment, the Fire Brigades Union has a duty to advise members that volunteering to carry out work outside of nationally agreed terms and conditions of employment may have detrimental implications both for individuals and the membership as a whole. By continuing to accept conditions contrary to the NJC Grey Book, members are providing evidence and support to management’s policy of introducing conditions contrary to nationally agreed terms and conditions. Members should also be aware that there may be implications should they be injured whilst working outside of their contracted employment conditions and, FBU assistance where there is a dispute over injury compensation or entitlement to the Fire-fighters Pension Scheme. Members are urged not to agree to any work outside of their normal hours and duties and where such requests are made, refer the matter to the FBU Brigade Officials.

FBU AND THE OPEN UNIVERSITY

Date Posted: 23.11.2006

17 November 2006 TO: ALL MEMBERS Dear Brother/Sister FBU AND THE OPEN UNIVERSITY The Fire Brigades Union Learning Fund (ULF) continues to work hard to expand the learning opportunities available to FBU members. The FBU ULF project has been involved in work and discussion with the Open University (OU) over the last year. This has resulted in a number of our members in the London Region takinge up and completinge one of the OU ‘Openings’ courses. These short courses are an introduction to Higher Education and are designed to encourage and prepare learners for Level 1 OU undergraduate-level study. Additionally there have been discussions aimed at gaining a discount for FBU members who take up Open University courses. We are pleased to announce that as a result of those discussions, the following announcement has been made by Unionlearn (the learning and education arm of the TUC): “Members of unions affiliated to the TUC and new to studying with the OU can now obtain a 10% discount on Level One 30 and 60 point courses. Just quote 'Union' when reserving your place.” Members are advised that if you wish to take up this opportunity you must submit a photocopy of your union membership card showing your union membership number with the completed OU application forms. A list of courses can be found by accessing the OU’s new learning site at: www.openlearn.open.ac.uk If you require information regarding your membership number, advice should be sought from your FBU Brigade Membership Secretary or other brigade official. For further advice concerning the Open University discount, or on any other matter concerning the FBU Union Learning Fund please contact your local FBU Union Learning Representative, your Regional ULF Project Co-ordinator from the list shown below or the FBU Learning Centre: Contd/2… -2- Region Regional Project Co-ordinator Email address 1 Jock Munro ulf01@fbu.org.uk 2 Lynda Rowan-O’Neill ulf02@fbu.org.uk 3 Adrian Slassor Adrian.slassor@fbu.org.uk 4 Mike Kirby ulf04@fbu.org.uk 5 Howard Western ulf05@fbu.org.uk 6 Andy Brickles ulf06@fbu.org.uk 7 Graham Humphrey ulf07@fbu.org.uk 8 Cerrith Griffiths ulf08@fbu.org.uk 9 Steve Brinkley ulf09@fbu.org.uk 10 Tim Davis ulf10@fbu.org.uk 11 Bob Fitz-Gerald ulf11@fbu.org.uk 12 Harry Williams ulf12@fbu.org.uk 13 Bill Hendy ulf13@fbu.org.uk Alternatively, you can contact the FBU Learning Centre on 01670 534685. Best wishes. Yours fraternally MATT WRACK GENERAL SECRETARY

South Yorkshire FBU site goes live

Date Posted: 19.05.2006

Today we see the launch of the official FBU website for South Yorkshire. Information both locally and national will be placed in the news section offering members an up to date factual accurate account of events taking place within your workplace. If you have any questions or concerns regarding any issue please use the navigation keys and take a look round.

Disputes Procedure.

Date Posted: 17.05.2006

There are currently in excess of 12 outstanding disputes some date back to 2004. The most recent examples are:- Outstanding Leave 2005 (15/3/06). Introduction of new training course without consultation or agreement (23/2/06). Introduction of new Resuscitation Equipment without consultation and in Breach of Health & Safety agreements/regulations. (23/2/06). Brigades failure to abide by the agreed Temporary Promotions procedure (17/3/05) & (22/9/04). There is an agreed disputes procedure to assist in resolving disputes, currently being ignored by Brigade management, which states that a dispute hearing should be arranged within 7 days.

Home Fire Safety Risk Assessment.

Date Posted: 17.05.2006

The Brigade Committee are concerned the Station Managers are setting targets for the fitting of smoke detectors. At the presentation given to the Brigade Committee, Brigade Management stated that no targets were to be set in respect of fitting smoke alarms but stated that they felt it was not unreasonable to expect that 2 per day could be fitted; the Brigade Committee accepted this position but would not agree to targets being set. Subsequently station managers are imposing targets in contradiction to the management’s presentation. Additionally no formal agreement has been presented to, or signed by, the FBU and therefore no formal agreement exists. Additionally Management have amended the policy at least 3 times without any negotiation therefore the current policy no longer resembles that presented to the Brigade Committee.

Industrial Relations Protocol.

Date Posted: 17.05.2006

The Industrial Relations protocol which was agreed in 1995 with the assistance of the National Joint Secretaries, after a trade dispute and ballot for industrial action, has consistently been attacked by brigade management since April 2004 culminating in the Fire Authority agreeing to effectively impose a new Industrial Relations protocol without FBU agreement. The FBU has made it clear that we will not accept any imposed Industrial Relations Protocol, especially one that does not comply with national conditions of service such as the protocol agreed by the Fire Authority.

Big Brother is Watching you.

Date Posted: 03.05.2006

At a full Brigade committe meeting held at Wortley hall on Tuesday 2nd May 2006 a presentation was given to the committee regarding CCTV with both sound and digital vision being placed on all front line fire appliance in south yorkshire. there where many concerns regarding this issue and a future meeting is planned with more detailed information available to both parties.