Reblogged
from The SKWAWKBOX Blog:
Please share widely.
In just a few short weeks, the new Universal Credit benefit system starts to
roll out, albeit more slowly than originally planned (but already in operation
in pilot areas). This new benefits system rolls a wide variety of benefits into
a single process, including unemployment benefit – and crucially, it extends
‘conditionality’ even to people who are already working, so that penalties can
be applied to people for not having enough hours, or if they are not considered
to be trying hard enough to get more hours.
The government’s ‘policy aims’ for this new system state that:
Universal Credit is designed to ensure that for
people who can, work is still the best route out of poverty and an escape from
benefit dependence. The aim of Universal Credit is to increase labour market
participation, reduce worklessness and increase in-work
progression. The conditionality regime will recast the
relationship between the citizen and the State from one centred
on “entitlement” to one centred on a contractual concept that
provides a range of support in return for claimant’s meeting an explicit set of
responsibilities, with a sanctions regime to encourage
compliance.
A series of Freedom of Information (FOI) responses from the DWP reveals that
the new regulations turn the
opinion of even junior Jobcentre
Plus (JCP) advisers into law, place them in a position of despotic omnipotence
over benefit claimants, and turn claimants – even working ones – into helpless
chattels shorn of power, choice or recourse if unreasonable expectations are
placed on them.
A ‘claimant commitment’ (CC) is a set of obligations placed on a benefit
claimant in terms of actions that must be carried out in looking for work (or
more work), the amount of time that must be spent and the results generated.
These requirements, as the DWP statement above indicates, are not negligible.
For example, as
one
of the responses states:
A claimant will be expected to devote the same number of hours to work search
in accordance with this action plan as we would expect them to be available for
work (up to a maximum of 35 hours a week).
This might seem reasonable enough. But as one ex-DWP manager asked her
MP:
Is affordability of the work search/preparation
taken into account by the Adviser? The average cost of Job seeking prior to
2012 was around £2-£6 per week assuming no job interviews secured, the Jobseeker
visited the Jobcentre once a week to look for work, checked the local press,
made 1 or 2 job applications and asked family/friends. Claimants were not
required to pay Council Tax .
£6 a week when you’re on as little as £56 a week in benefits is a huge amount
of money. But now claimants can be expected to attend the JCP more than once a
week – in fact, as often as the adviser decides is appropriate as part of the
CC. Council tax support is far less available, and the price of essentials like
food has risen steeply. The costs associated with the activities likely to be
involved in a 35-hour work-seeking week are very likely to be (to use the
government’s favourite word for NHS hospitals) unsustainable.
Claimants have a right to query the conditions of a CC – but if they refuse
to sign it and ask for it to be reviewed, it will merely be looked at by another
JCP adviser, not by a more specialised ‘Labour Market Decision Maker’
(LMDM).
As we’re already well aware, the DWP
has
no qualms about asking JCP advisers to carry out tasks for which they have
no qualifications or experience. A decision by an adviser-level JCP employee is
perfectly likely not to take into account the full range of circumstances faced
by a claimant – and a review by another adviser, who will face his/her own
pressure to conform and not to offend a colleague or possibly incur the wrath of
a supervisor, in no way guarantees that bad decisions will be overturned.
Especially in a context in which – as we know in spite of government denials
– all of the advisers in a JCP are likely to be under pressure to meet
covert
targets on the number of sanctions the JCP applies.
But surely, if a bad CC isn’t overturned by an adviser the claimant can ask
for someone more senior to look at it? You’d think so – at least under any sane
government. However, as the 2nd FOI response makes very clear:
There is no right of appeal if
a claimant refuses to accept their Claimant Commitment and the requirements that
have been set out in it.
Under this new system, a JCP adviser – who might be incompetent,
inexperienced, bitter, have a personality clash with the claimant or just simply
be having a bad day – is the final arbiter of whether a CC is reasonable and
achievable, and even a patently bad decision cannot be appealed for a higher
opinion.
And if a claimant refuses to sign?
If the claimant still refuses to accept their
Claimant Commitment then he or she will no longer be entitled to claim
Universal Credit.
Refuse to sign something that might be realistically unachievable – and
receive nothing. Could a more coercive and arbitrary situation be imagined?
If a claimant signs and then fails or refuses to perform one of the CC
conditions, the only small ray of hope is that an LMDM might see reason:
if a claimant fails to carry out any of the work
related requirements set out in their Claimant Commitment this will be referred
to a Decision Maker for consideration of whether a sanction should be applied.
If a claimant has good reason for not carrying out a particular work related
requirement then a sanction will not be applied.
But this is asking someone to accept a set of conditions knowing they can’t
fulfil them – and then put themselves in the hands of a person whose
qualifications, motivations, reasonableness and parameters are entirely unknown,
in the hope that they’ll agree not to immediately cut off his/her benefits.
That reminds me of something. What was it? Oh, that’s right.
Russian roulette.
As the ex-JCP manager points out, the system is fraught with unknowns and
uncertainties. There is nothing in the documentation to indicate:
- what it means for a JCP adviser to ‘look again’ at a decision
- what the criteria for assessing a decision are, or how the 2nd adviser will
obtain information about the claimant’s circumstances
- whether there are any firm timescales within which the claimant commitment
review must be completed
- whether the claimant will be interviewed by the 2nd adviser or the decision
will be made entirely based on the paperwork
- whether any additional financial support is available to help claimants meet
increased work-search requirements
and I’m sure you can think of other pitfalls and problems.
We’re left with a situation in which it’s perfectly likely that someone will
be expected to sign an unrealistic CC – and summarily deprived of all financial
support if they refuse. Once coerced into signing this unrealistic commitment,
they then face a financial ‘Russian roulette’ where the whim of an unknown
person of unknown competence will decide whether a failure to comply was
‘reasonable’.
All with no guarantee, or even likelihood, that the decision will be
impartial.
The OECD – hardly a hotbed of socialism or a great friend to the common man
or woman – considers impartiality to be very important. In a document titled ‘
Administrative
Procedures in EU Member States‘, it discussion the need for
impartiality:
5.
Impartiality
29. The principle
of impartiality is structurally weakened in administrative procedures
because the Administration is party and
judge in the procedure. Therefore it is
necessary to establish legal measures to establish the
equilibrium between the parties or at least to reduce the likelihood of
unfairness. A Minimum of impartiality should be guaranteed.
Therefore the withdrawal from the procedure of those Officials who have a
personal interest (typical conflict of interest situation) in the outcome of the
procedure 8 should be mandatory. Otherwise the
administration would incur into abuse of power. Another requirement
for impartiality is that any party in the procedure should be entitled to
recluse any intervening official suspect of having an interest in the outcome of
the procedure or having qualified friendship or enmity or kinship
relationships with any of the
parties.”
It’s absolutely obvious
that advisers working together in a JCP office will often form friendships and a
sense of loyalty to one another. It’s only human to find it difficult to judge
impartially in those circumstances, and there will be a clear pressure to ‘back
up’ one’s colleague, and a fear of upsetting a fellow adviser by overturning a
decision.
It will therefore be extremely difficult to find an impartial adviser to
judge a request for review – and even an impartial one will be judging based on
personal experience and emotion rather than on professional qualifications and
clear criteria.
In case anyone thinks ‘bloody EU and their bureaucracy’, or wants to write
off as a ‘leftie’ opinion that this situation is wrong. The Ombudsman’s office
sets out ‘
Principles
of Administration‘ that make the potential problems very clear:
The Principles of Good
Administration
Getting it
Right
Public servants do
not get it right every time, so there must be a form of redress that is
impartial and fair for claimants.
Being customer focused
Public Bodies do not always treat people with
sensitivity, bearing in mind their individual needs, and respond flexibly to the
circumstances of the case in every instance; doctors for example, can
get this wrong at times.
Acting
fairly and proportionately
Public bodies do not always deal with people fairly or
with respect.
There is no doubt at all that the new UC system completely fails to make
available an impartial and fair ‘form of redress’ as outlined by the
Ombudsman.
Let’s look at a real-life scenario. The DWP operates a
Universal Jobmatch
(UJM) system that jobseekers are expected to use to look for jobs – but the
UJM system has been shown to be seriously flawed and even a
vehicle for
various scams. It also
contains
serious security issues that risk revealing jobseekers’ private information
to people who shouldn’t have it.
Jobseekers are frequently pressured to use the system and told that they
might be sanctioned if they don’t – but our ex-JCP manager advises me that there
is
no legal obligation whatever for jobseekers to use it. They
can use any available method of jobseeking, online or offline.
Under the UC system, the
illegality of a sanction applied
for failing to use UJM
will become irrelevant. A JCP adviser
has
no legal right to apply a sanction for not using UJM – but
if they do, and a colleague
from the same JCP and therefore likely to be
similarly ill-informed agrees, then the sanctioned person has
no right of appeal.
Yet again the government, via its ludicrously corrupt and vicious Department
of Work and Pensions’ is showing a staggering degree of contempt for those in
society who need help and support, and a complete disregard for the life and
wellbeing of
human beings in our society who find themselves in
need of that support.
Support which, as the government baldly states, is no longer the
‘entitlement’ it should be in a civilised society, but is instead something for
which people are forced to sign unfeasible contracts that merely set them up to
have that support snatched away arbitrarily – on the ‘godlike’ whim of JCP
advisers of unknown competence and who might well be under pressure to hit
sanction targets.
And all, if we’re to believe this lying-if-their-lips-are-moving government,
because it’s the best ‘route out of poverty’.
Yeah. Like the best cure for a headache is decapitation.
Many, many people in this country will not survive a 2nd term of this
government, or any part of it. And the way the rules are constructed shows that
the Tories are ‘perfectly relaxed’ about that.
They want to take us back to the 1920s of soup kitchens, means-testing and
stigmatised poverty.
We can’t let them. Please spread the word or this is where we’ll end up
again:
