Public and Commercial Services Union

Personal cases broadly fall into two categories. Either a member has a grievance against the employer, because of the way they have been treated or the employer has a problem with them (for example their attendance, performance or conduct).

The following are examples of cases you are likely to come across. The list is by no means exhaustive. Neither are there any hard and fast rules about who deals with which type of case, and at what level.

Disciplinary/inefficiency cases

These are common, and form part of every representative's role. Local office representatives should deal with basic disciplinary cases.

Where cases become more complicated or serious in terms of penalty, you may need help from a more experienced representative such as a branch secretary.

Grievance

Again these are common. If you have researched your departmental policies and procedures, there is no reason why you cannot tackle such cases. You can always ask for help if you need it.

Sickness absence

As management introduce tighter controls over sickness at work, an increasing number of members come to the union with sickness related problems.

Many involve accompanying members to interviews with management, or checking procedures have been followed correctly.

Some departments differentiate between long-term and short-term absence, and you need to check which is appropriate.

More complicated cases can involve the Disability Discrimination Act and 'reasonable adjustments'. They can also potentially involve dismissal. Such cases should be referred to an experienced representative for advice.

Transfers

These are generally straightforward and can be dealt with locally. Refer to your departmental guidance for details.

Electronic media

Cases involving email and internet use have risen due to increased reliance on electronic media.

Each department or agency should have an electronic media policy. PCS should have been consulted on that policy.

On several occasions, senior management have encouraged internet use, then disciplined staff for abusing the policy. Check if management have made staff aware of what the policy is.

Overpayment or underpayment of salary

Unfortunately there is no law that prevents management from recovering an overpayment, even if it occurred without the member's knowledge.

Despite this, PCS can often help staff in this situation, by agreeing a rate of repayment acceptable to the member. Similarly PCS can help where a member has been underpaid.

Simple cases of this nature should be dealt with locally. PCS guidance is available from all PCS full time officers.

Equal opportunities

These can involve staff requests for part-time or term-time hours. Management may attempt to change the hours worked by members. Staff may be subject to harassment or bullying.

Many of these issues are covered specifically by Acts of Parliament.

Again check your departmental procedures and refer to an experienced representative if you consider it appropriate.

Bullying and harassment

At some point you are likely to become involved with a bullying or harassment case. These are often difficult personal cases to deal with because of the serious allegations made.

Bullying can be defined as:

"persistent, offensive, abusive intimidating, malicious or insulting behaviour, which amounts to an abuse of power or authority which attempts to undermine an individual or group of employees and which may cause them to suffer stress".

PCS has produced a useful guide - Tackling workplace bullying: a PCS guide

Disability discrimination cases

PCS members suffer discrimination on grounds of disability regularly within the workplace. Often discrimination occurs during sickness absence management action.

Sometimes there is a failure to make 'reasonable adjustments' when recommended by the Occupational Health Service.

PCS offers a range of advice and guidance on disability matters.

See the disability toolkit for more information.