The FBU are very disappointed that the talks on the 20th July, in London, aimed at trying to find a resolution to the current trade dispute ended without agreement.
The signs were ominous from the outset of the talks, when the FBU were immediately informed that the management representatives were booked on a train at half past three, questioning their intent or commitment in entering into meaningful discussions to resolve the issues on the day. Management reported their version of events in a press release on 21st July which contained comments that the Fire Brigades Union strongly refute. Their stating that the FBU are adopting a position that discriminates against the Retained Duty System (RDS) fire fighters is simply not true. It is the FBU who for years have been trying to get the management of HFRS to introduce a fair transfer policy. Had management introduced an open transfer policy 5 years ago when the FBU had requested it, there would have been numerous RDS firefighters on the transfer list alongside the Wholetime firefighters. The FBU are of the opinion that when management did not get the expected fire authority approval to remove a fire appliance from Immingham last year, they were caught out as they had been carrying vacancies in wholetime firefighter posts in anticipation. They needed a quick fix to their problem and they found that via permitting the Retained Duty System firefighters to transfer onto the Wholetime Duty System.

The main issue on the transfer policy is that HFRS want to select ‘the best person for the job’ using newly introduced criteria that THEY set for deciding who is nearer the top of the transfer list. Some firefighters have been on the existing transfer list for many years, (many of whom have to travel long distances, incurring Humber Bridge tolls to the tune of over a £100 a month), will be discounted if HFRS are allowed to impose this new criteria and they will continue to incur these additional costs. The transfer of a wholetime firefighter from one location to another does not address a vacancy; it merely moves it around in stark contrast to when an RDS firefighter transfers over to the WDS which fills a vacancy.
The FBU have been told there are currently 3 WDS system vacancies yet we are advised that number is nearer 14, which raises the question of why management aren’t offering these vacancies to those RDS firefighters on the transfer list? One answer may be that HFRS are choosing to manage vacancies and rely on firefighters working overtime to provide fire cover.
In response to HFRS’s request to suspend the industrial action, we would remind members of the following
• Out of the 5 issues contained within the trade dispute, only one has been resolved and even that is questionable if the reports to the FBU regarding the number of vacancies are true.
So simply requesting to suspend your Industrial action is unreasonable and will not be complied with. The Fire Brigades Union are continually committed to finding a resolution to the dispute but that commitment has to reciprocated from management which does not seem to be the case at present.
Management and FBU have made National and local agreements stating that pre-arranged overtime should not be used to prop up crewing shortfalls. Again HFRS does not seem to be committed to this concept.

Cold Calling
The FBU have been contacted by a manager requesting we clarify the FBU’s position regarding cold calling;
The FBU has a national policy against cold calling - this is the knocking on doors without making a prior appointment.
The manager asked;
‘Does posting a leaflet that offers a free Home Fire Safety Check and free Smoke Detector constitute making a prior appointment’? NO! - You should only return to a leafleted property if the occupier has responded and arranged a date and time for you to return and carry out the HFSC.

FF Ewan Williamson Collection
Members will be aware of the tragedy in Edinburgh where Firefighter Ewan Williamson sadly lost his life whilst attending a fire and another FF was injured. Collections will be taking place on all stations and we would request that any money collected is handed in to the FBU for forwarding onto the fund now being set up.

The Pre-arranged Overtime ban is now starting to bite hard. There is hardly a single shift – day or night that is not being affected by the action FBU members have been called to take.
This just further demonstrates how HFRS are dependent on the use of pre-arranged overtime to prop up shortfalls in crewing levels – This is contrary to the Grey Book and to the locally agreed Pre-arranged Overtime Policy. It also demonstrates that HFRS are running with operational vacancies at an unacceptable level.
FBU Officials realise the current action impacts on some stations more than others, with the inconvenience of detachments / deployments now being utilised more then ever to cover these shortfalls. Special praise must go to West Hull who, because of the drop down list on how specials are taken off the run are constantly being detached due to them having two primary crewed specials based there.
Now is the time, more than ever, to remain resolute, Officials are hopeful that at Monday’s meeting, some progress will be made on the outstanding issues to try to resolve the trade dispute in order to then return to normal working.
Our Unity is our Strength

Management once again dismiss the agreed consultation procedures with YOUR union
On Thursday, the FBU were contacted by a senior manager and asked that whilst at a programmed meeting the next day (to discuss the formal dispute registered over FDS Officers being required to ride Fire Appliances), if they would also discuss the ‘Drop Down List’ for when crewing falls below minimum. Later the very same day, the FBU received a further email from a different senior manager informing the FBU; that the newly revised ‘Drop Down List’ was now in place and is what operational staff must work to. This prompted FBU Officials to prepare another dispute to present at this scheduled meeting, as once again they had just been dismissed by the senior management of HFRS when it came to consultation regarding changes within OUR workplace, either in accordance with the Grey Book, IR Protocol or under the Health & Safety SRSC Regulations. At this meeting (that took place on the Friday) management were forced to acknowledge they had not consulted in the appropriate manner and as such withdrew the revised ‘Drop Down List’ and stated they would now bring it forward through the appropriate channels.
This once again demonstrates why it is more important then ever that this formal trade dispute is resolved to the satisfaction of the FBU and its members. We cannot allow senior management to continue to just impose changes to OUR working conditions without going through the correct nationally agreed processes.
These changes also impact on the fire cover provided to our local communities so the FBU will be contacting the relevant Fire Authority members to advise them of the possible reduction in fire cover for the areas that they represent, whenever crewing falls below the minimum.
UNITY IS STRENGTH – WE CAN ONLY DEFEND YOUR CONDITIONS OF SERVICE WITH YOUR SUPPORT.

The Industrial Action FBU members have been called to take is continuing, however we can report that a further meeting with the Joint Secretaries is now scheduled to take place on the 20th July 2009 to try to resolve two of the issues contained within the Trade Dispute.
Current Industrial Action – issues clarified
Following some Branch meetings and telephone calls from members, FBU Officials would like to clarify some issues that have been raised.
The carrying out of the Community Fire Technicians role DOES form part of the current trade dispute and as such members should not carry out this role until the trade dispute is resolved. This action called does not cover the carrying out HFSC’s and the fitting of smoke detectors when on your normal duties.
MIRG Training IS covered within the action FBU members have been called to take, if it involves you working over and above your normal contracted hours of duty. One member stated that they have been told that their ‘MIRG team competence’ would lapse if they did not attend the course; therefore would it fall outside of the OT Ban? The answer is NO - If competencies lapse because of the OT ban, it is the responsibility of management to ensure the maintaining of those competencies is maintained within normal working hours, not with the necessity to work OT - that is voluntary.
UNITY IS STRENGTH – WE CAN ONLY DEFEND YOUR CONDITIONS OF SERVICE WITH YOUR SUPPORT.

CPD Payments 2008/9 & 2009/10
On the 15th & 16th June the Employment Tribunal (ET) commenced to hear the cases lodged by the FBU regarding the ‘non-payment’ of CPD pay from the 2008 / 09 applications. Unfortunately, not all of the evidence was heard within the two days set aside for the hearing and as such it has now been adjourned to reconvene on the 20th July 2009.
Any members who have had their 2009 / 2010 CPD Pay applications refused should, if they wish to appeal that decision, do so via the Grievance procedure. They should also inform an FBU Official to determine if their refused application would also be covered by the current ET case or if further legal advice is required.
Members Personal Details
It is vitally important that ALL FBU members ensure that their details held by the FBU are up to date including their Accident & Injury Fund nomination details.
The forms are available on the FBU’s website under the ‘member services’ tab and members should complete a new form if any of their details have changed recently, including getting married / separated / divorced etc. The 3 most recent deaths within HFRS has resulted in discovering AIF forms not being up to date, this then ends up with a delay in payments, that would normally be sorted pretty quickly and although no comfort in the loss close ones are suffering at the time, it goes some way to alleviate some immediate monetary concerns for things like funeral costs etc.
IF YOU’RE NOT SURE - FILL IN A NEW FORM, A SMALL AMOUNT OF HASSLE NOW CAN SAVE A LOT OF HEARTACHE LATER

The FBU have had enquiries from members asking if the overtime ban is still in force as they have received calls from service managers asking if they would like to work on their Rota days to cover shortfalls in crewing levels. The answer is YES! The trade dispute is still unresolved and as such the industrial action will continue until agreement is reached.
The FBU are still involved in ongoing talks with HFRS management, reference the issues that caused the trade dispute to be lodged but nothing has been resolved yet. The fact that members are being called upon to cover crewing shortfalls just highlights there must still be hidden vacancies within the service.
The overtime ban includes Training Courses / CFS Activities / MIRG / Watch Manager meetings etc. If it involves you working over and above your normal duty days it is overtime. 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
Some questions answered;
If an ‘oncoming’ watch member books sick, does staying on after the end of your shift until a detachment arrives constitute pre-arranged overtime?
Yes that is pre arranged overtime and as such is included in the industrial action.
If a firefighter gets deployed to a station can they stay until the end of that shift at the station they’ve been deployed to?
Yes, currently Detachment / Deployments are not included in the industrial action, so a firefighter could stay on until the end of the shift and then claim the usual ‘travel allowance’. They could also, (if they so choose) return to their home station for their normal end of shift finish time.
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.
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 HFRS FOR NOT HAVING SUFFICENT FRONTLINE OPERATIONAL FIREFIGHTERS TO COVER WHAT THEY DEEM IS REQUIRED IN THEIR ESTABLISHMENT LEVELS.
Pay Offer 2009
The employer’s side of the NJC has now put forward an offer of a pay rise of 1.25% to the FBU. They had initially failed to make an offer which forced the FBU to withdraw from any future NJC negotiations and table a claim of 2.5%. This ultimately led to the employers making their offer. Your feedback on the employers offer is required so please attend your next Branch meeting.