Been Allocated Holiday's

[kizzy]

Have Just been allocated our Holiday's for next year , have been given two weeks together. I would much prefer my holiday taken in weekly slots through out the year I understand they is allot of staff to work around have not mention this to the office yet thought I check up to see if they were any rules or agreements regarding Holiday's, if you could shed some lite on the subject that would be great. I am new do the job in my first year.

[Judgee]

You may be able to swap with someone if they want one of your weeks? Might be worth asking around, especially if your weeks fall in school holiday times as they are always in demand!

[bingo bango]

no no no no no no no no no. its your holidays they cant dictate when you take them.
in our office its done snr - jnr so the jnr guys get whats left but you still should get some choice. Unless that is your a temp contract

[clashcityrocker]

no no no no no no no no no. its your holidays they cant dictate when you take them.
in our office its done snr - jnr so the jnr guys get whats left but you still should get some choice. Unless that is your a temp contract

no no no no no no no no no.
You can't allocate holidays by seniority.

[bingo bango]

no no no no no no no no no. its your holidays they cant dictate when you take them.
in our office its done snr - jnr so the jnr guys get whats left but you still should get some choice. Unless that is your a temp contract

no no no no no no no no no.
You can't allocate holidays by seniority.

yes you can if its not dis-advantaging anyone and you get a majority vote from your local membership, unless you can prove me wrong??

[IcanthelpthewayIam]

no no no no no no no no no. its your holidays they cant dictate when you take them.
in our office its done snr - jnr so the jnr guys get whats left but you still should get some choice. Unless that is your a temp contract

no no no no no no no no no.
You can't allocate holidays by seniority.

yes you can if its not dis-advantaging anyone and you get a majority vote from your local membership, unless you can prove me wrong??

Holiday selection criteria from the wayforward agreement:


Selection of annual leave

The objective will be as far as possible to maximise leave opportunities for employees, whilst ensuring that operational needs and the customer specification are met at all times. This agreement covers selection of full week leave and part week e.g. holidays staring mid-week. Single days leave will be agreed locally through the Staff Resourcing Manager in Mail Centres or the line manager in other operational units.

The leave year will be April to March. The Christmas pressure period, determined by the operational unit, will be a closed period for leave. The selection process should be complete by the end of the preceding October each year.

The granting of leave must always be subject to operational requirements and fairness of allocation. Employees who wish to exchange between themselves periods of leave already signed for will be able to do so, with the agreement of the Staff Resourcing Manager in Mail Centres or the line manager in other operational units.

Prior to annual leave signing, the Staff Resourcing Manager in Mail Centres and the line manager in other operational units, will have discretion to grant specific requests for particular periods of leave from individual employees based on their exceptional and unavoidable personal circumstances. This will include meeting the commitments of employees new to the unit where they join with holidays already arranged, without disadvantaging existing staff with agreed leave already allocated.

Assigned allowances are paid during annual leave but not non-assigned or intermittent allowances. Where assigned shift allowances are averaged across a rotation, employees may not take more than three weeks of their leave from the most unsocial shift (i.e. that which attracts the highest payment) of the rotation.

Annual leave selection process principles:

• Leave will be organised within the existing organisational structure of the office, e.g. work areas for Mail Centres and RDCs, Delivery sections in large Delivery units and across the whole office in other Delivery offices.

• In all cases, the line manager/staff Resourcing manager will need to ensure specialist areas are always adequately covered, e.g. drivers, rurals, VCS, mech.

• All employees will be included on an equal basis, whether full- or part-time.

• Reserves will be allocated to work area and with that, specialist groups where needed, but reserves may be required to work within other work areas for the coverage of unforeseen absence and short-time sick absence.

• Operational requirements within the work area will determine the maximum number of people that may be away at any one time. This will be based on:

- Forecast variations in workload during the year including event forecasting such as peak traffic periods, Bank Holidays etc;
- forecast sick absence;
- training and substitution absence;
- the resulting leave reserve level and supplementary staffing.


Selection of leave

Royal Mail and CWU, locally, will agree their own annual leave selection procedures. This must conform to all of the principles listed above. If the current selection procedure already conforms, there is no need to change. Where current arrangements do not conform, they will need to be changed. However, if annual leave has already been selected for the year or part-year, this will be honoured and the new procedure will not be introduced until after this leave period.

Two examples of annual leave selection procedures that do not conform have been attached at Annex 1 for consideration, but the local unit is free to come up with its own procedures, always provided that they conform to the principles. All selection of annual leave procedures will be subject to a National Review during their first year of operation.

[korky]

at ours, everyone is put in to a group of 1 to 5, you stay in the same group all the time,
1 year your 5th pick, next year 4th an so on, basically 4th and 5th picks get the crap left over, i'm 2nd pick this year so should get all i ask for (touch wood)

[bingo bango]

Holiday selection criteria from the wayforward agreement:


Selection of annual leave

The objective will be as far as possible to maximise leave opportunities for employees, whilst ensuring that operational needs and the customer specification are met at all times.

and this is the section that RM management use to get round the seniority part of the agreement, I know because I've taken it all the way to the top of the union and i lost, so i'm last to chose my holidays this year and i could end up with a summer fortnight in Sept and the the next 2 weeks as my other holidays

[fng]

at ours, everyone is put in to a group of 1 to 5, you stay in the same group all the time,
1 year your 5th pick, next year 4th an so on, basically 4th and 5th picks get the crap left over, i'm 2nd pick this year so should get all i ask for (touch wood)

Same here...... except i'm in the bottom tier this year and was told that it was very very unlikly that i would get all the first choice dates i chose......
I got everyone of my choices incl: July and August !!!!
....... my first years contract runs out at the end of June.... ....do you think my lino knows something I don't

[Cheetah]

no no no no no no no no no. its your holidays they cant dictate when you take them.
in our office its done snr - jnr so the jnr guys get whats left but you still should get some choice. Unless that is your a temp contract

no no no no no no no no no.
You can't allocate holidays by seniority.

yes you can if its not dis-advantaging anyone and you get a majority vote from your local membership, unless you can prove me wrong??

Holiday selection criteria from the wayforward agreement:


Selection of annual leave

The objective will be as far as possible to maximise leave opportunities for employees, whilst ensuring that operational needs and the customer specification are met at all times. This agreement covers selection of full week leave and part week e.g. holidays staring mid-week. Single days leave will be agreed locally through the Staff Resourcing Manager in Mail Centres or the line manager in other operational units.

The leave year will be April to March. The Christmas pressure period, determined by the operational unit, will be a closed period for leave. The selection process should be complete by the end of the preceding October each year.

The granting of leave must always be subject to operational requirements and fairness of allocation. Employees who wish to exchange between themselves periods of leave already signed for will be able to do so, with the agreement of the Staff Resourcing Manager in Mail Centres or the line manager in other operational units.

Prior to annual leave signing, the Staff Resourcing Manager in Mail Centres and the line manager in other operational units, will have discretion to grant specific requests for particular periods of leave from individual employees based on their exceptional and unavoidable personal circumstances. This will include meeting the commitments of employees new to the unit where they join with holidays already arranged, without disadvantaging existing staff with agreed leave already allocated.

Assigned allowances are paid during annual leave but not non-assigned or intermittent allowances. Where assigned shift allowances are averaged across a rotation, employees may not take more than three weeks of their leave from the most unsocial shift (i.e. that which attracts the highest payment) of the rotation.

Annual leave selection process principles:

• Leave will be organised within the existing organisational structure of the office, e.g. work areas for Mail Centres and RDCs, Delivery sections in large Delivery units and across the whole office in other Delivery offices.

• In all cases, the line manager/staff Resourcing manager will need to ensure specialist areas are always adequately covered, e.g. drivers, rurals, VCS, mech.

• All employees will be included on an equal basis, whether full- or part-time.

• Reserves will be allocated to work area and with that, specialist groups where needed, but reserves may be required to work within other work areas for the coverage of unforeseen absence and short-time sick absence.

• Operational requirements within the work area will determine the maximum number of people that may be away at any one time. This will be based on:

- Forecast variations in workload during the year including event forecasting such as peak traffic periods, Bank Holidays etc;
- forecast sick absence;
- training and substitution absence;
- the resulting leave reserve level and supplementary staffing.


Selection of leave

Royal Mail and CWU, locally, will agree their own annual leave selection procedures. This must conform to all of the principles listed above. If the current selection procedure already conforms, there is no need to change. Where current arrangements do not conform, they will need to be changed. However, if annual leave has already been selected for the year or part-year, this will be honoured and the new procedure will not be introduced until after this leave period.

Two examples of annual leave selection procedures that do not conform have been attached at Annex 1 for consideration, but the local unit is free to come up with its own procedures, always provided that they conform to the principles. All selection of annual leave procedures will be subject to a National Review during their first year of operation.

Does anyone have the full attatchment for selection of leave please......

[fishtank]

and this is the section that RM management use to get round the seniority part of the agreement, I know because I've taken it all the way to the top of the union and i lost, so i'm last to chose my holidays this year and i could end up with a summer fortnight in Sept and the the next 2 weeks as my other holidays

http://www.cwu-e4.co.uk/files/wf-seniority.pdf" onclick="window.open(this.href);return false;

Note also that seniority will not be used for leave selection (except possibly to allocate employees
into rotating groups) once local leave selection processes have been reviewed. This will be
necessary to conform with the criteria set out in the agreement on Annual Leave: “all
employees will be included on an equal basis”

[fishtank]

Does anyone have the full attatchment for selection of leave please......

http://www.cwu.org/assets/_files/docume ... and_De.pdf" onclick="window.open(this.href);return false;

[Cheetah]

Does anyone have the full attatchment for selection of leave please......

http://www.cwu.org/assets/_files/docume ... and_De.pdf" onclick="window.open(this.href);return false;

Thanks very much FT great help yet again