Part Time hours

[CharlesG]

What is the official rule or agreement when it comrs to Part Time hours? We have 3 people in our office who have been working FT hours for last year (or more) and have been told their hours are to be reduced back to PT from Monday
In passed year they have had a temporary FT contract but this is now being removed
They are also being told they will be able to work FT hours most weeks but will only have 25 hour contract instead of Temporary 38 hour contract

Just does not seem right to me

[rogersh]

The key being "where justified" in the following extract;

RMG & CWU KEY PRINCIPLES FRAMEWORK AGREEMENT (THE PATHWAY TO CHANGE)

• As part of local revision activity, where justified, through workload and better alignment of resources, there will continue to be opportunities for part time staff, who wish to do so, to increase their hours to full time employment.

http://www.cwu.org/wp-content/uploads/2 ... _Final.pdf

[hawkeye622]

I'm currently on a temporary 32 hour contract from my original 24. I was told it would be made permanent before it was ever reduced to 24 again..... now I'm doubtful. I hate the fact they have this over so many of us It really is a hateful company to work for, even though I actually LOVE the job.

[redneck]

The only way is to involve the union in your case. RM Management rarely, if ever, willingly increase contracts to full time without union pressure. Unless you are a real favourite of theirs.

[CharlesG]

The key being "where justified" in the following extract;

RMG & CWU KEY PRINCIPLES FRAMEWORK AGREEMENT (THE PATHWAY TO CHANGE)

• As part of local revision activity, where justified, through workload and better alignment of resources, there will continue to be opportunities for part time staff, who wish to do so, to increase their hours to full time employment.

http://www.cwu.org/wp-content/uploads/2 ... _Final.pdf

Thanks
I thought there was something recently i seen regarding Part Timers having a 6 month review and to assess if their hours on contract need to be increased

I agree it is wrong, ok Part timers may now get average pay on holiday now, but on PT hours on sick pay and pension contributions. Also looks bad when applying for a mortgage or any credit.

If work is there and RM envisage that employee will be working FT hours for the foreseeable why is it so hard to get right contract in place

Union is already involved but as sub rep i wanted to make sure procedures / agreements are adhered to

[rogersh]

Lots more info on the Pathway To Change Forum.

I am Part-Time, by choice now, work an RDC so am not so familiar with the "office" arrangements.
EDIT From the four pillars agreement; https://www.cwu.org/wp-content/uploads/ ... ow-res.pdf

8. Resourcing In Line with Current Agreements
Both parties agree that the aims, principles and detail contained in our agreements and recent Joint Statements will be re-affirmed and fully applied.
Both parties will re-affirm that they will deploy legally binding commitments to part-time workers and the use of agency workers.

In respect of part-time workers the following will apply with immediate effect:
It is agreed that part-time workers in Royal Mail Group provide an excellent and efficient contribution to the operation when they perform extra hours above their contracted hours. It is equally recognised that some parttime workers wish to extend their contractual hours whilst others prefer to perform extra hours when they wish to.
It is apparent that while some colleagues have secured additional conditioned hours and also converted to full time employment there is more that can be done to reflect a part-time worker’s regular commitment to additional hours (should they wish it). This means, in line with our agreements, and where justified, we should focus onmoving to full-time, or increasing contractual hours below full-time either on a temporary or permanent variation of contract.
For avoidance of doubt it is confirmed that Part Time workers are entitled to sign for and perform scheduled attendance in line with existing and fair allocation arrangements. The level of part time Employees’ contracted hours will be reviewed by the Employer and the CWU locally on a six monthly basis. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned.
Regular extra hours performed but not linked to a part-time workers duty but which still result in an individual regularly working full-time hours, should not be a barrier to securing a full-time contract providing the actual work performed is clearly defined.
Part time workers could have a variation of contract above their current conditioned hours up to full time for specified periods of time based on the requirements for regular overtime and seasonal specific events. This variation of contract will result in an immediate change to all aspects of pay i.e. annual leave, sick leave, pension, allowances (where appropriate) etc. to reflect the actual hours worked. Again this hourage does not necessarily have to be linked to their actual part-time duty.
All adjustments in this regard must be consistent with our current agreements.
This activity will be reviewed in line with a fresh approach to resourcing as detailed in this agreement up to and
including National level taking place in September 2018, to assess if further action/interventions are required.

To this end it is agreed that there is not and will not be a central HR policy to only recruit on a part-time basis. Recruitment will be determined by workload and the outcome of the weekly resource meetings, initiated 13 weeks out. The process for recruiting to vacancies agreed at the weekly resourcing meetings will be improved to increase the pace and reduce the period during which an active vacancy remains unfilled, whether full or part-time.To ensure a consistent nationwide structure to the six month review process as detailed in our current agreements, it is agreed that all units will conduct these reviews in March and September each year..........

[CharlesG]

Lots more info on the Pathway To Change Forum.

I am Part-Time, by choice now, work an RDC so am not so familiar with the "office" arrangements.
EDIT From the four pillars agreement; https://www.cwu.org/wp-content/uploads/ ... ow-res.pdf

8. Resourcing In Line with Current Agreements
Both parties agree that the aims, principles and detail contained in our agreements and recent Joint Statements will be re-affirmed and fully applied.
Both parties will re-affirm that they will deploy legally binding commitments to part-time workers and the use of agency workers.

In respect of part-time workers the following will apply with immediate effect:
It is agreed that part-time workers in Royal Mail Group provide an excellent and efficient contribution to the operation when they perform extra hours above their contracted hours. It is equally recognised that some parttime workers wish to extend their contractual hours whilst others prefer to perform extra hours when they wish to.
It is apparent that while some colleagues have secured additional conditioned hours and also converted to full time employment there is more that can be done to reflect a part-time worker’s regular commitment to additional hours (should they wish it). This means, in line with our agreements, and where justified, we should focus onmoving to full-time, or increasing contractual hours below full-time either on a temporary or permanent variation of contract.
For avoidance of doubt it is confirmed that Part Time workers are entitled to sign for and perform scheduled attendance in line with existing and fair allocation arrangements. The level of part time Employees’ contracted hours will be reviewed by the Employer and the CWU locally on a six monthly basis. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned.
Regular extra hours performed but not linked to a part-time workers duty but which still result in an individual regularly working full-time hours, should not be a barrier to securing a full-time contract providing the actual work performed is clearly defined.
Part time workers could have a variation of contract above their current conditioned hours up to full time for specified periods of time based on the requirements for regular overtime and seasonal specific events. This variation of contract will result in an immediate change to all aspects of pay i.e. annual leave, sick leave, pension, allowances (where appropriate) etc. to reflect the actual hours worked. Again this hourage does not necessarily have to be linked to their actual part-time duty.
All adjustments in this regard must be consistent with our current agreements.
This activity will be reviewed in line with a fresh approach to resourcing as detailed in this agreement up to and
including National level taking place in September 2018, to assess if further action/interventions are required.

To this end it is agreed that there is not and will not be a central HR policy to only recruit on a part-time basis. Recruitment will be determined by workload and the outcome of the weekly resource meetings, initiated 13 weeks out. The process for recruiting to vacancies agreed at the weekly resourcing meetings will be improved to increase the pace and reduce the period during which an active vacancy remains unfilled, whether full or part-time.To ensure a consistent nationwide structure to the six month review process as detailed in our current agreements, it is agreed that all units will conduct these reviews in March and September each year..........

Thanks for the link and information
Appreciated

[wallan]

Lots more info on the Pathway To Change Forum.

I am Part-Time, by choice now, work an RDC so am not so familiar with the "office" arrangements.
EDIT From the four pillars agreement; https://www.cwu.org/wp-content/uploads/ ... ow-res.pdf

8. Resourcing In Line with Current Agreements
Both parties agree that the aims, principles and detail contained in our agreements and recent Joint Statements will be re-affirmed and fully applied.
Both parties will re-affirm that they will deploy legally binding commitments to part-time workers and the use of agency workers.

In respect of part-time workers the following will apply with immediate effect:
It is agreed that part-time workers in Royal Mail Group provide an excellent and efficient contribution to the operation when they perform extra hours above their contracted hours. It is equally recognised that some parttime workers wish to extend their contractual hours whilst others prefer to perform extra hours when they wish to.
It is apparent that while some colleagues have secured additional conditioned hours and also converted to full time employment there is more that can be done to reflect a part-time worker’s regular commitment to additional hours (should they wish it). This means, in line with our agreements, and where justified, we should focus onmoving to full-time, or increasing contractual hours below full-time either on a temporary or permanent variation of contract.
For avoidance of doubt it is confirmed that Part Time workers are entitled to sign for and perform scheduled attendance in line with existing and fair allocation arrangements. The level of part time Employees’ contracted hours will be reviewed by the Employer and the CWU locally on a six monthly basis. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned.
Regular extra hours performed but not linked to a part-time workers duty but which still result in an individual regularly working full-time hours, should not be a barrier to securing a full-time contract providing the actual work performed is clearly defined.
Part time workers could have a variation of contract above their current conditioned hours up to full time for specified periods of time based on the requirements for regular overtime and seasonal specific events. This variation of contract will result in an immediate change to all aspects of pay i.e. annual leave, sick leave, pension, allowances (where appropriate) etc. to reflect the actual hours worked. Again this hourage does not necessarily have to be linked to their actual part-time duty.
All adjustments in this regard must be consistent with our current agreements.
This activity will be reviewed in line with a fresh approach to resourcing as detailed in this agreement up to and
including National level taking place in September 2018, to assess if further action/interventions are required.

To this end it is agreed that there is not and will not be a central HR policy to only recruit on a part-time basis. Recruitment will be determined by workload and the outcome of the weekly resource meetings, initiated 13 weeks out. The process for recruiting to vacancies agreed at the weekly resourcing meetings will be improved to increase the pace and reduce the period during which an active vacancy remains unfilled, whether full or part-time.To ensure a consistent nationwide structure to the six month review process as detailed in our current agreements, it is agreed that all units will conduct these reviews in March and September each year..........

Thanks for the link and information
Appreciated

September next week , time for a review

[POSTMAN]

They are also being told they will be able to work FT hours most weeks but will only have 25 hour contract instead of Temporary 38 hour contract

Just does not seem right to me

Rep doing what?