Re-sign info needed

[floydy]

Can any one point me in the direction of some info regarding full office re-sign of duties.

We are currently picking duties but the office is split on re-sign.

so any info on,

1 What changes in D O would force that re-sign?

2 Do we need to be balloted on the re-sign?

3 Do you have to give up your walk even if it was not changed in any way?

Answers to these would stop a lot of back-biting in the office

[johnnyp]

From The Way Forward Agreement in our Download section.

http://www.royalmailchat.co.uk/communit ... 36&t=11941" onclick="window.open(this.href);return false;

RESOURCING JOBS DURING MAJOR CHANGE

16.1 The new standard resourcing procedures covered in the previous two sections of this agreement benefit employees by giving them regular opportunities to apply for a change of job, both within their unit and their resourcing area. These incorporate and standardise the current practises of rolling re-signs, based on seniority.

This section deals with the only other circumstance where people change jobs. This is where jobs alter significantly as a result of the introduction of major change. The overriding aims for managing all such exercises must be to minimise customer disruption and avoid unnecessary displacement of employees in a way that conforms to equal opportunities legislation. This will be ensured by timely planning and full CWU involvement at all stages of the exercise.

16.2 Major change is defined as:

The relocation or merger of units;
A significant process alteration arising from automated working or reshaping of the pipeline;
Delivery revisions, which involve significant re-plotting of walks or significant restructuring of attendance patterns (e.g. full-time/part-time mix, five-day weeks, ‘longs and shorts’ or ‘night plus a first delivery’, where they are agreed).

16.3 Major change is defined as:

Revisions of staffing arrangements, using the procedures agreed in the Performance Bonus Scheme, to implement the Performance Bonus Scheme, Shorter Working Week, Meal Relief Harmonisation and Work Time Learning or to improve alignment of staffing to workload in order to make performance improvements, unless they fall into the categories of major change defined in paragraph 2 above.
Delivery revisions which do not involve significant re-plotting of first delivery walks.

Where such a revision displaces an individual, or where an individual’s earnings are affected, local discussions shall take place in line with the principles contained in Sections 14 and 15, which may vary the order to protect the individuals displaced. Timely planning will reduce the number of people affected in this way by the revision.

16.4 Where there is a major change as defined above, the key principles for dealing with the re-sign are:

Employees whose jobs remain unaffected by the major change will retain them;
These employees will have the option of applying for any of the jobs involved in the re-sign resulting from the major change, provided they have completed a minimum of twelve months on their existing duty (see Section 14 and 15). If this creates a resultant vacancy that would be filled using the normal resourcing procedures in Section 14 or 15;
Employees taking part in the re-sign will be given the opportunity to advise of any personal circumstances, which necessitate a particular duty type or attendance pattern and, where practical, this will be accommodated. Where this happens, there will be prior discussion with the local CWU rep;
The re-sign and all consequential training must be planned into the revision process;
Specialist jobs that are reselected against are filled using the procedure in Section 15;
The re-sign will be run using a national standard procedure based on seniority, and not take more than four weeks to complete. In very large units, agreement to an extension to this deadline must be given by the Head if Performance following local discussion between management and CWU. At the end of the exercise all jobs and reserve posts must have been signed for.
16.5 All major change schemes (as defined above) must be planned so as to have in place an agreement covering selection, placement and training, minimising and then managing surpluses and all other employee issues at least 13 weeks before the Ready for Service (RFS) date, or dates if the project is in phases. (Planning and discussions through Strategic Involvement and the IR Framework should start at least 12 months in advance of any planned major change). This agreement must conform to existing national agreements. In the event of any failure to reach agreement by this date, the points of difference will be referred to Service Delivery Headquarters and CWU Headquarters for resolution.

[floydy]

Thanks jonny very helpful!

[yogibear]

Beware though, we had a re-signing under executive action. the way forward agreement went out the window. :cfo

[johnnyp]

Beware though, we had a re-signing under executive action. the way forward agreement went out the window. :cfo

Thats the problem at the moment National Agreements are not worth the paper they are written on in alot of areas That is why London and other areas are striking the sooner it goes national the better for us all :cfo :mfo

[floydy]

Well this is how our current situation came about

1 pegasus review

2 people on what are known to be reasonably small walks have more added to them

3 people on said walks demand re-sign

4 Dom comes with clipboard asking how people would feel about a re-sign 30 odd want one 20 odd dont

5 Dom now states that it was official and re-sign was starting (although I don't think he really wanted the hassle)

6 people who demand re-sign (senior staff) sign for their own duties again (perfectly within their rights i know) some walking round the office smugly telling people they are going to have their duties off them

7 about 15 walks in our office are unaffected by the major change thats taking place now which triggered the re-sign, I qouted national Agreement about unaffected walks being retained and all fooking hell breaks loose......

SO......... does national agreement apply regardless of his straw poll thats now official, and should i fight on?


BTW ive got 11 years service 7 as a reserve 4 on the duty i am now on

[dvbuk55]

Well this is how our current situation came about

1 pegasus review

2 people on what are known to be reasonably small walks have more added to them

3 people on said walks demand re-sign

4 Dom comes with clipboard asking how people would feel about a re-sign 30 odd want one 20 odd dont

5 Dom now states that it was official and re-sign was starting (although I don't think he really wanted the hassle)

6 people who demand re-sign (senior staff) sign for their own duties again (perfectly within their rights i know) some walking round the office smugly telling people they are going to have their duties off them

7 about 15 walks in our office are unaffected by the major change thats taking place now which triggered the re-sign, I qouted national Agreement about unaffected walks being retained and all fooking hell breaks loose......

SO......... does national agreement apply regardless of his straw poll thats now official, and should i fight on?


BTW ive got 11 years service 7 as a reserve 4 on the duty i am now on

I presume you don't have a Rep - a re-sign is at the unions behest NOT the managers - a re-sign is triggered for a number of reasons and the decision is taken by the members of which there must be a majority decision not a straw poll - you should ask for a work place ballot BUT the reason for NOT wanting a resign shouldn't be resisted because the liklihood woould be that someone else would want your duty.

[floydy]

Yes we have a rep but management and a lot of members are adamant it is nothing to do with the union.

it's very doubtful i would lose my walk as it's a pig, but it is possible! at worst i'll have to go 5 day cover, No biggy!

What sparked the crusade from me was the comments in the canteen when mentioned i had voted against re-sign i.e "get some service in & check the agreement" thats what i did check the agreement!



What i wanted to know is Should the re-sign be conducted within the guidelines of the agreement.....Simples

[dvbuk55]

Yes we have a rep but management and a lot of members are adamant it is nothing to do with the union.

it's very doubtful i would lose my walk as it's a pig, but it is possible! at worst i'll have to go 5 day cover, No biggy!

What sparked the crusade from me was the comments in the canteen when mentioned i had voted against re-sign i.e "get some service in & check the agreement" thats what i did check the agreement!



What i wanted to know is Should the re-sign be conducted within the guidelines of the agreement.....Simples

I didn't mean to imply "your" duty in a personal sense but anyones duty - we have been waiting for a resign for 6 months and it is as far away as ever - the agreement is the agreement - but what are they worth these days?

[floydy]

Thanks dvbuk Ill let y'all know if the Dom sticks to the agreement, he's just started at our DO and suspended a lad in his first few weeks for wilful, so ill keep posting!!!!!

[cedric]

Yes we have a rep but management and a lot of members are adamant it is nothing to do with the union.

it's very doubtful i would lose my walk as it's a pig, but it is possible! at worst i'll have to go 5 day cover, No biggy!

What sparked the crusade from me was the comments in the canteen when mentioned i had voted against re-sign i.e "get some service in & check the agreement" thats what i did check the agreement!



What i wanted to know is Should the re-sign be conducted within the guidelines of the agreement.....Simples

I didn't mean to imply "your" duty in a personal sense but anyones duty - we have been waiting for a resign for 6 months and it is as far away as ever - the agreement is the agreement - but what are they worth these days?

6 Months? what are you waiting for? We had a resign in our office and it was a brilliant time, everyone turning on each other, backstabbing, wholesale harrassment and bullying.
Happy days.

[dvbuk55]

6 Months? what are you waiting for? We had a resign in our office and it was a brilliant time, everyone turning on each other, backstabbing, wholesale harrassment and bullying.
Happy days.

We are waiting for the Rep to get his bum in gear and actually organise a meeting that specifies which duties are included, which aren't, which duties have been agreed as part time and which haven't, which duties have been advertised and which haven't - Rome wasn't built in a day, but it would still be on the drawing board if it was left to this guy.

[floydy]

O.K. so situation now is, all our start times throughout the office are changing every day by up to 15mins, so that every duty in the office has changed and therefore a FULL re-sign. the senior staff asked the manager to take E.A. on this matter to force the change through (oh dear).

So even though a lot of the walks have not changed the start times will hence triggering a full re-sign of all duties!#


Is this right?

[dvbuk55]

O.K. so situation now is, all our start times throughout the office are changing every day by up to 15mins, so that every duty in the office has changed and therefore a FULL re-sign. the senior staff asked the manager to take E.A. on this matter to force the change through (oh dear).

So even though a lot of the walks have not changed the start times will hence triggering a full re-sign of all duties!#


Is this right?

No - I don't think it is right because it doesn't automatically trigger a resign - I think there has to be a 20% difference for a re-sign, it is some time since I read it and believe me it has become a minefield with DDA, Family Friendly duties, unchanged hours duties, - it isn't as cut and dried as the old days - Personally I would advocate that all duties are included and those who feel they are a "special case" should make written application for their duty to be excluded, if it falls within the criteria fair enough but if it is a case of "I don't want to change" it's TT

[floydy]

Yeh i'm just gonna shut the fook up now on the matter cos TBH a lot of good mates would be pi$$ed if i carry on, full re-sign it is!

Thanks for all advice on matter.

My questioning the manner in which it was all going has prompted more action and fight than them forcing change through E.A.

which proves to me our office has accepeted whatever R.M. thwrows at us.