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End of Life Vehicles

Mr. Green: To ask the Secretary of State for Trade and Industry what estimate he has made of the cost of the End of Life Vehicle Directive to the UK motor industry. [111127]

Dr. Howells [holding answer 21 February 2000]: I refer the hon. Member to the answer I gave the hon. Member for South Dorset (Mr. Bruce) on 21 February 2000, Official Report, column 715W.

Offshore Wind Power

Mr. Green: To ask the Secretary of State for Trade and Industry what target he has set for the percentage of UK electricity to be generated by offshore wind power by 2010; and if he will make a statement. [111128]

Mrs. Liddell [holding answer 21 February 2000]: The Government have adopted the target for 10 per cent. of UK electricity to be supplied from all renewable sources by 2010, subject to the cost to consumers being acceptable. Electricity suppliers are being given the freedom to contract for renewable energy from the most economical sources available to them to reduce the cost impact to consumers. It is expected that offshore wind will make a significant contribution.

MOX Shipments

Mr. Llew Smith: To ask the Secretary of State for Trade and Industry if he will make a statement on matters discussed and agreements made during the recent visit of departmental staff to Japan to meet officials of the nuclear industry, the Japanese Government and safety regulators. [109914]

Mrs. Liddell [holding answer 14 February 2000]: I am arranging for a copy of the joint press communique between the UK and Japanese governments to be placed in the Libraries of both Houses.

Mr. Llew Smith: To ask the Secretary of State for Trade and Industry if he will place in the Library copies of reports, safety assessments and other material given to the Japanese Government and nuclear authorities by his Department's director of energy during her recent visit to Japan. [109906]

28 Feb 2000 : Column: 52W

Mrs. Liddell: I understand that BNFL's report into the data falsification incident at its MOX Demonstration Facility, which formed the basis for these discussions, was published on Friday 18 February.

Laurence Williams, HSE's Chief Inspector of Nuclear Installations Inspectorate also visited Japan to explain to the Japanese nuclear regulator the findings of HSE's independent investigation into the issue. Their report was also published on Friday 18 February.

As I said in my reply to my hon. Friend the Member for Shipley (Mr. Leslie) on 17 February 2000, Official Report, column 629W, I have arranged for these reports (together with two other HSE reports on the Sellafield site) to be placed in the Libraries of both Houses.

WTO

Dr. Cable: To ask the Secretary of State for Trade and Industry if he will make it his policy to encourage the EU to make progress towards the elimination of subsidies on exports in relation to the forthcoming round of WTO agriculture negotiations. [110963]

Mr. Caborn: The Government support further liberalisation of agricultural trade in the WTO. This is firmly linked to further reform of the Common Agricultural Policy, where the Government support the phasing out of all forms of production-related support, including export subsidies, accompanied by targeted measures to conserve and enhance the rural environment and promote the rural economy.

However, although negotiations on agriculture are getting under way as part of the built-in agenda, progress is likely to be slow outside a Round. The Government therefore remain committed to launching a new comprehensive Round of trade negotiations, including agriculture, as soon as possible.

Departmental Staff

Caroline Flint: To ask the Secretary of State for Trade and Industry (1) what child care provision was made available in the financial year 1998-99 for use by his departmental staff; what was the cost to parents of this child care; and how many parents used the facilities; [108858]

Dr. Howells: I refer my hon. Friend to the reply given by my hon. Friend the Parliamentary Secretary, Cabinet Office on 15 February 2000, Official Report, column 518W, in which he set out the importance placed on improving the balance between work and family life in the Civil Service as a whole which is reflected in the Civil Service reform programme. Arrangements for DTI are as set out.

28 Feb 2000 : Column: 53W

Childcare

Departmental staff in central London have access to a 32-place holiday playscheme for a minimum of 54 days each year. Staff contribute £7.50 per day per place towards the £16.90 daily fee. DTI HQ staff in Cardiff have access to a local holiday playscheme for a contribution of £6.50 to the £13.00 daily fee per place. An annual contribution is also made towards the costs of an inter-Department Easter and Summer playscheme for staff in Government Office for the East Midlands.

Approximately 100 staff have used the central London playscheme in 1998-99 (academic year October--August) using a total of 1,550 places over the year i.e. 93.6 per cent. occupancy rate.

Leave and flexible working

The Department has a range of policies providing for leave or flexible working:



    10 days paid paternity leave;


    for staff with one year's service, parental leave of up to 4 weeks per year up to a maximum of 13 weeks in total for each child;


    up to five days paid leave to deal with an emergency involving a dependant which may include nursing a sick child;


    part-time working including job share, homeworking, flexitime working and term time working are all available. The Department does not offer annual hours contracts;


    where staff incur additional child or elder care costs due to a requirement to make a temporary change to their normal working pattern, these costs may be reimbursed;


    for staff with one year's service, career breaks are available for up to five years for those with caring responsibilities.

Except where the provision is an entitlement, eligibility is based on a judgment of the individual's circumstances and the needs of the Department taking account of guidance provided to staff covering the different arrangements.

The arrangements are for DTI Headquarters staff; Chief Executives of the Agencies will reply separately on their arrangements for leave and flexible working.

Letter from David Hendon to Caroline Flint, dated 28 February 2000:



    Childcare


    Radiocommunications Agency staff have full access to the DTI's 32 place holiday playscheme as outlined in their separate reply to you on this issue. Approximately three Radiocommunications staff used the central London playscheme in 1998-99 (academic year Oct-Aug).


    Leave and flexible working


    The arrangements for leave and flexible working are identical to those outlined in the DTI's reply. You will note that the DTI does not currently offer annual hours contracts and the position is the same for Radiocommunications Agency staff. Additionally no staff are employed on term time contracts at present.


    When requests are received for alternative working patterns (outside the normal individual entitlement) we consider each request on merit, taking into account the individual circumstances and the Agency's business needs.


Letter from J. S. Holden to Caroline Flint, dated 28 February 2000:


28 Feb 2000 : Column: 54W


    Companies House provides up to 52 weeks maternity leave (a), of which 18 weeks is paid (b), the balance being unpaid for qualifying staff (over 1 year's service for permanent staff and on two or more year contracts if fixed term appointees). Ten days paid paternity leave (c) is given for similarly qualified staff. Unpaid parental leave (d) is allowed up to a maximum of 13 weeks for those with children born on or after 15 December 1999 and under 5 years old.


    Almost all staff benefit from flexible working hours (e) and 30% additionally avail themselves of the opportunity to work part-time (f). Of the 30% part-timers, 5% are in job-share arrangements (g). Leave of up to 5 days paid, 20 days unpaid is normally given to those needing to care for sick children (h), and longer arrangements are considered sympathetically. Home working (i) is a possibility in a few posts, but is not an entitlement. There is not provision for term time contracts (j) or annual hours contracts (k).


    Companies House offers subsidised holiday play schemes (l) and child care allowances when staff are required to be absent from home outside their normal work hours. Carer's leave (m) and career breaks (n) are considered on application from those with satisfactory performance and attendance records.


Letter from Seton Bennett to Caroline Flint, dated 28 February 2000:



    Provision for these within the National Weights and Measures Laboratory are the same as those within DTI, as the Agency follows the Department's guidelines on these issues.


Letter from Ian Jones to Caroline Flint, dated 28 February 2000:



    The following provisions are made available to ETS staff in line with DTI policy on eligibility:


    Maternity Leave; Maternity Pay; Paternity Leave; Parental Leave; Part-Time Working Hours; Job-Sharing; Career Break Schemes and Leave to Care for Sick Children.


    Flexible working hours are available to all staff regardless of status and eligibility is dictated by operational need. Home working is presently limited with each application considered on its merits. As with Term Time and Annual Hours Contracts, opportunities are restricted by the operational needs of the judicial process.


    Childcare allowances are in line with the DTI Policy and ETS also operate a subsidised holiday play scheme. Permanent staff are eligible. Careers leave would be considered for permanent staff on request.


    If there is further information you would like to have, please let me know.


Letter from Peter Joyce to Caroline Flint, dated 28 February 2000:


28 Feb 2000 : Column: 55W

Annex A

SubjectProvisionEligibility criteria
Maternity LeaveStatutory entitlements Contractual entitlements--52 weeks maternity leavePermanent staff with one year's service within the last three years
Maternity PayStatutory entitlements Contractual entitlements--18 weeks maternity pay at normal standard rate of pay.Permanent staff with one year's service within the last three years
Paternity LeaveStatutory entitlements Contractual entitlements--10 days paid leave except during periods of unpaid absencePermanent staff
Parental LeaveStatutory fall back scheme applies until internal policy formulated i.e. 13 weeks unpaid leave; right to return to same or equivalent job. Contractual entitlement to adoptive leave--52 weeks (20 days paid)One year's continuous service Child born/adopted on or after 15 December 1999 and who is under 5 years old or 18 for adoption of child with a disability
Flexible working hoursCurrent agreement in place since 30 September 1991All staff Withdrawal for misuse of scheme or poor timekeeping
Part-time working/job shareCurrently have 180 staff working part-time. Managers required to consider when advertising a post whether suitable for part-time/job share.Available to all staff. Subject to justifiable operational need/job requirements.
Leave to care for sick childEmergency time off under Employment Relations Act 1999.
Also covered under special leave with pay--up to 5 days.
Home workingA number of home-working posts exist. Staff can request to work from home within their present job in whole or part.Suitability of the post for homeworking
Term-time contractsNot currently available in this form.
Other flexible working practices may be utilised to help staff deal with their responsibilities during school holidays. These include part-time working, flexible working hours and special leave without pay.
Annual hoursNot currently available in this form.
Child care allowanceNot available. The Service does recompense staff who need to make additional child care arrangements to attend work-related events outside their normal working pattern.
DTI provides assisted play scheme placements during school holidays
Careers' leaveNot available as such.
However staff may avail themselves of the provision of extended special leave without pay to pursue external qualifications.
Staff studying for an external qualification, which is of benefit to the organisation, may get assistance with cost and study leave.
Career Break SchemeExtended period of special leave without pay to deal with domestic responsibilities. Annual keeping in touch scheme, including two weeks work placement each year.Subject to: completion of probation; satisfactory performance; satisfactory attendance. Currently limited to a maximum of 5 years

28 Feb 2000 : Column: 56W

Letter from Alison Brimelow to Caroline Flint, dated 28 February 2000:



    a) Maternity Leave


    Paid Maternity Leave


    Paid Maternity Leave consists of 18 weeks maternity leave at the full rate of pay. Staff qualify if they have a permanent appointment and have completed at least one year's paid service. They are also required to:


    i) provide written confirmation that they intend to return to the Office after the pregnancy for a minimum of one calendar month.


    ii) provide written confirmation of their pregnancy at least 21 days before Paid Maternity Leave starts.


    Unpaid Maternity Leave


    Staff qualifying for Paid Maternity Leave will also be entitled to an additional period of unpaid maternity leave. The total period of paid and unpaid maternity leave cannot exceed 52 weeks. However, it is possible for staff to take a career break of up to five years following maternity leave.


    b) Maternity Pay


    Maternity Leave on Full Pay


    Staff qualify for 18 weeks full pay if they have a permanent appointment and have completed at least one year's paid service.


    c) Paternity Leave


    Fathers employed by the Office are entitled to take 10 days paid paternity leave. This need not necessarily be taken at the time of birth but may be taken during the weeks following the birth of the child if it is more helpful to the family.

28 Feb 2000 : Column: 57W


    d) Parental Leave


    The statutory entitlement to Parental leave is available to all staff with at least one year's continuous service.


    e) Flexible Working Hours


    We operate a Flexible Working Hours scheme, participation in which is voluntary and open to full and part-time members of staff.


    f & g) Part-time Work and Job Sharing


    We have 72 part-time/job share staff (8.4%) and are always keen to extend these opportunities. Each request is considered on its merits.


    h) Leave to care for sick children


    Line management may grant up to 5 days paid special leave to enable a member of staff to deal with short-term domestic problems or to make satisfactory longer term arrangements for coping with them. Each application is considered sympathetically and on a case by case basis.


    i) Home-Working


    The Office is willing to consider home working arrangements where it is compatible with the work of the Office and interests of the individual concerned. Each application is considered on its merits.


    j & k) Term-time/Annual Hours Contracts


    There are no current provisions for term-time/annual hours contracts.


    l) Child Care Allowances


    Staff who are required to make a temporary change to their normal working routine (eg attending a residential training course or unavoidable late or early working periods for short periods) are eligible to claim the cost of any additional child care expenses that they incur.


    We also subsidise staff whose children attend an on-site nursery. This is also the case with play schemes that are organised during the Easter and Summer holidays. All directly employed staff are eligible to apply for both initiatives.


    m) Careers Leave


    There is currently no provision for careers leave, however, paid study leave may be granted to staff undertaking approved Adult Further Education (eg GCSEs, A levels, degree and professional qualifications) for activities including tutorials, examinations or assessments and revision for them.


    n) Career Breaks


    The Office's Career Break Scheme is open to all permanent staff members who wish to take unpaid leave to assume home care responsibilities for a dependant providing they fulfil the following criteria:


    i) have satisfactorily completed a probation period


    ii) have an overall performance mark of Box 3 (performance fully meets normal requirements of the grade) in their last staff appraisal prior to joining the scheme; or a Box 4 (performance not fully up to requirements; some improvement necessary) where particular circumstances such as recent promotion, illness or domestic circumstances have contributed to a Box 4 marking;


    iii) have a satisfactory attendance record;


    iv) agree to undertake a minimum of two weeks paid work or development training in the Office each year.


    The Office also has a provision for Special Leave without Pay which is also available to all permanent staff for pressing domestic needs such as looking after children (including adopted or fostered children). All cases are considered on an individual basis.

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