NEW P/T GETTING WALKS OFFERED TO THEM

nuns · Post by **nuns** » 17 Mar 2018, 16:58

how can you find out seniority of people as there are other part timers getting walks, and girls seem to be getting this a lot more than men.

crimson king · Post by **crimson king** » 17 Mar 2018, 18:04

nuns wrote:how can you find out seniority of people as there are other part timers getting walks, and girls seem to be getting this a lot more than men.

Great question...I'm guessing this is yet something else that is on a need to know basis only. In thirty years and several employers I've never know a company with such a lack of transparency.

Everything has to be sought out, every DO seems to have a different interpretation of every guide line or agreement and then, further down the line, every postman and postwoman seems to add their own interpretation.

And then you can ask the Union and they'll tell you they reached an agreement about that once, but they're not quite sure what it was because every rep has also put their own slant on it.

With regards to the original question, in our DO you're lucky to find out a walk is up for grabs, unless you overhear someone mention it or happen to remember or have time to check the noticeboard tucked away in a seldom frequented corner.

NewPostieUK · Post by **NewPostieUK** » 17 Mar 2018, 18:08

nuns wrote:how can you find out seniority of people

There should be a list somewhere. In my office it's on the Union wall (a notice board that has expanded to the whole wall). It has
everyone's start date and embarrassingly date of birth.

k979aaa · Post by **k979aaa** » 17 Mar 2018, 18:53

nuns wrote:how can you find out seniority of people as there are other part timers getting walks, and girls seem to be getting this a lot more than men.

Because most are part time and 25% are reserved for part time!

DGH · Post by **DGH** » 17 Mar 2018, 19:00

nuns wrote:girls seem to be getting this a lot more than men.

Simultaneously patronising and whinging!

Well done!

Post by **Warriorpostie** » 17 Mar 2018, 19:45

I guess Royal Mail doesn’t follow the ‘freedom of information act’ when it comes to these matters which should be made public knowledge.

Similar situation in our office. Last year a few vacant duties were advertised. Not all of them tho, those duties were kept for the arse licks who have all but no seniority.

& yes I would agree that “some” female members of staff get special treatment over the men. Talk about equality.

Post by **TrueBlueTerrier** » 17 Mar 2018, 19:55

Warriorpostie wrote:I guess Royal Mail doesn’t follow the ‘freedom of information act’ when it comes to these matters which should be made public knowledge.

Nothing to do with the FOI act, and if it did Royal Mail no longer being a public body, and since the government sold all its shares it is no longer subject to the provisions of this act.

What you meant was the Data Protection Act, and again it doesn't fall under it as the data released comes under an agreement and forms part of our contracts

Warriorpostie wrote:ISimilar situation in our office. Last year a few vacant duties were advertised. Not all of them tho, those duties were kept for the arse licks who have all but no seniority.

& yes I would agree that “some” female members of staff get special treatment over the men. Talk about equality.

If you really think that, both of you, then stop bashing the keyboard and step up, honour your convictions and put in a grievance or even go to a tribunal over it when you have exhausted the internal processes. If you feel strongly enough then do something about it.

Post by **Warriorpostie** » 17 Mar 2018, 20:35

TrueBlueTerrier wrote:
Warriorpostie wrote:I guess Royal Mail doesn’t follow the ‘freedom of information act’ when it comes to these matters which should be made public knowledge.
Nothing to do with the FOI act, and if it did Royal Mail no longer being a public body, and since the government sold all its shares it is no longer subject to the provisions of this act.

What you meant was the Data Protection Act, and again it doesn't fall under it as the data released comes under an agreement and forms part of our contracts

Warriorpostie wrote:ISimilar situation in our office. Last year a few vacant duties were advertised. Not all of them tho, those duties were kept for the arse licks who have all but no seniority.

& yes I would agree that “some” female members of staff get special treatment over the men. Talk about equality.
If you really think that, both of you, then stop bashing the keyboard and step up, honour your convictions and put in a grievance or even go to a tribunal over it when you have exhausted the internal processes. If you feel strongly enough then do something about it.

Stage one grievance meeting already taken place. Onto stage two.....

gary1975 · Post by **gary1975** » 17 Mar 2018, 21:22

Get your rep to get a seniority list up we have one on the wall where we sign in it's easy done get your rep on it then put a grievance in if he won't

BELIAL · Post by **BELIAL** » 17 Mar 2018, 22:41

gary1975 wrote:Get your rep to get a seniority list up we have one on the wall where we sign in it's easy done get your rep on it then put a grievance in if he won't

Where do you turn when your rep refuses to enforce national agreements ,and your area rep does the same ,and your divisional rep does likewise ? By this stage you most probably have lost enough confidence in your union to go national . Are they all bent/on the take?

rehabron · Post by **rehabron** » 18 Mar 2018, 10:30

BELIAL wrote:
gary1975 wrote:Get your rep to get a seniority list up we have one on the wall where we sign in it's easy done get your rep on it then put a grievance in if he won't
Where do you turn when your rep refuses to enforce national agreements ,and your area rep does the same ,and your divisional rep does likewise ? By this stage you most probably have lost enough confidence in your union to go national . Are they all bent/on the take?

You have made a very sweeping statement in your posting " Are they all bent/on the take?" which I trust you will be in a postion to substantiate and give precise details of circumstances and events that leads you to this conclusion where national agreements have been ignorned at your office by several tiers of union representation.
I have found that some employees are very quick to knock their union but are very quick to seek representation when that individual has found themselves in a bit of bother where disciplinary action is the outcome inclusing the attendance procedure.
If you feel so strongly on the mistreatment staff are receiving at your office you can arrange for for a staff ballot from the offices covered by the local/area and diviosional reps and see how many signatures you get for a vote of no confidence in the various union representaives you have mentioned you will more than likely find that they are reluctant to use their hands to place a signature than they are with their mouth.
If you are successful in your ballot I take it you will be the first to stand for election and ready to step in to the thankless tasks ahead of you and the numerous telephone calls and attending various interviews/conduct meetings that will be required of you outside your normal working hours.

yellowbelly · Post by **yellowbelly** » 18 Mar 2018, 13:17

NewPostieUK wrote:
nuns wrote:how can you find out seniority of people
There should be a list somewhere. In my office it's on the Union wall (a notice board that has expanded to the whole wall). It has
everyone's start date and embarrassingly date of birth.

That part comes under the Data Protection Act - you should ask to get get the DOB's removed - personal sensitive
data disclosed which has no relevance at all for seniority.

BELIAL · Post by **BELIAL** » 18 Mar 2018, 18:14

You have made a very sweeping statement in your posting " Are they all bent/on the take?" which I trust you will be in a postion to substantiate and give precise details of circumstances and events that leads you to this conclusion where national agreements have been ignorned at your office by several tiers of union representation.
I have found that some employees are very quick to knock their union but are very quick to seek representation when that individual has found themselves in a bit of bother where disciplinary action is the outcome inclusing the attendance procedure.
If you feel so strongly on the mistreatment staff are receiving at your office you can arrange for for a staff ballot from the offices covered by the local/area and diviosional reps and see how many signatures you get for a vote of no confidence in the various union representaives you have mentioned you will more than likely find that they are reluctant to use their hands to place a signature than they are with their mouth.
If you are successful in your ballot I take it you will be the first to stand for election and ready to step in to the thankless tasks ahead of you and the numerous telephone calls and attending various interviews/conduct meetings that will be required of you outside your normal working hours.

Excellent response . For clarity though The bit you quote is a question rather than a statement. For what it's worth I think the office rep lacks back-up from both the shop floor and the union ;the area rep likewise with the workload burden you mention as an extra pressure. More important than ever therefore that these reps are given support ,accurate information and good guidance from above.
Try as I might I just can't find any reference to National Agreements being "just guidelines" to be adapted to local conditions to find local solutions to reach local agreement. I can find statements that expressly forbid this.
Any thoughts ?

nuns · Post by **nuns** » 18 Mar 2018, 20:54

would help if you put grievance in that you could get rep from another office to sort it out(might get somewhere faster), as the main rep still has to work with the dom.

rehabron · Post by **rehabron** » 20 Mar 2018, 10:54

Excellent response . For clarity though The bit you quote is a question rather than a statement. For what it's worth I think the office rep lacks back-up from both the shop floor and the union ;the area rep likewise with the workload burden you mention as an extra pressure. More important than ever therefore that these reps are given support ,accurate information and good guidance from above.
Try as I might I just can't find any reference to National Agreements being "just guidelines" to be adapted to local conditions to find local solutions to reach local agreement. I can find statements that expressly forbid this.
Any thoughts ?

They are called National Agreements because they have been signed and agreed between the executives of RMG and CWU for the policy and procedures to be implemented at ALL offices to assist in the day to day running in all aspects that each office will encounter and gives the union rep the information he or she will require as back up should management in an office chose to ignore the conditions of an agreement.
The union rep has the authority to lodge disagreements where a National Agreement has been broken up to stage 3 level through the Industrial Framework and the status quo would remain until a satisfactory conclusion has been reached to both parties including the use of external mediation.
The local union rep in these circumstances would have the additional support from Area/Divisional reps reporting direct to CWU HQ.
It is stated in several national agreements that where a local agreement exists this can be utilised but will be subordinate to the National Agreement.
I can't get my head round that National Agreements being " just guidelines" to be adapted to local conditions as they are policy documents to be used at every office and should meet the operational demands encountered at your office without having to recruit a local agreement.
If the membership in your office are of the opinion that a local agreement in certain scenarios is needed then they have the opportunity at their local union meeting to vote a local agreement in and accepted by local management but then again I have difficulty why a National Agreement is not sufficient enough/