following an ATOS report on me in which they have by some miracle found a cure for arthritis, my DOM, has come up with an alternative duty structure or reasonable adjustments . needless to say his idea of a reasonable adjustment is to ignore my gp's advice and give me a walk that is an hour longer than recommended. needless to say i will be having discussions with the union about this but my dom wants this alternative duty to start the week after next which only gives me a week to appeal against it or using his words 'come up with a better solution'. there is a change in the start and finish times and this would mean childcare issues so surely i am entitled to more notice.
thanks for any help
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change of duty structure
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fishtank
- Posts: 19732
- Joined: 28 Sep 2007, 17:22
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Re: change of duty structure
10. ADJUSTED DUTIES OR ALTERNATIVE WORK IN ROYAL MAIL GROUP
Where the advice following referral is to offer adjusted duties or suitable alternative work, careful consideration needs to be given to the type of work suggested and the attendance or travel adjustments necessary. These should be discussed by line management with the individual, their TU representative if requested and if necessary the OHS to ensure commonality of understanding on the parameters within which work is being sought.
These discussions should take due account of the “Memorandum of Understanding” and ensure the alternative work meets the employee’s capability, aptitude and fully complies with the medical advice received.
Possible roles should be identified, even if there are currently no open positions. If necessary the OHS should be consulted on the suitability of such roles prior to investigating placement opportunities.
All practical and reasonable measures ought to be exhausted by Line Management to secure a placement opportunity within their own sphere of influence in the first instance, especially where the type of work identified already exists under their control. This should extend to other suitable locations and roles within the Business Unit if necessary.
Where no such roles or opportunities are identified, line management should broaden their efforts to other parts of Royal Mail Group in accordance with any geographical or travel adjustments contained in the OHS advice. To accomplish this it is essential that the HR function is formally involved.
Where suitable alternative work is identified in another business, arrangements should be made to enable the individual to undertake their duties without delay. In these circumstances it would be reasonable for the current or releasing Line Manager to meet any necessary training or familiarisation costs including the time involved.
The Line Manager will make the offer of adjusted duties or alternative work following the outcome of the discussions detailed above.
a) Where the alternative work is accepted this will conclude the process.
b) Where the alternative work is accepted but later proves unsuitable the employee will be returned to the referral stage of the process.
In the event of a disagreement on suitability of the alternative work identified, the OHS should be consulted again on compliance to the adjustments called for by the underlying ill health condition. In such cases discussion between the Line Management, the individual, the OHS and where requested a TU Representative, would be advisable, to ensure common understanding of the actual position.
10.1 Appeals in Respect of Work Offers (Stage 3.1)
a) Where an offer of alternative work is not acceptable to the individual there will be an opportunity to appeal against the suitability of the work being offered. If the employee intends to appeal they should inform the Line Manager as soon as possible and confirm this in writing within 5 days of the offer of work being notified.
b) The employee may seek representation from their trade union to assist them or present their case at the appeal.
c) These appeals will be heard at the next level of authority from that which the original decision was made. As the appeal is concerned with the suitability of work offered, which may be in a different Royal Mail Group business, HR Services will take responsibility for identifying the appropriate senior managers(s) to be involved.
d) Employees will be encouraged to attend a personal appeal hearing but they may appeal in writing if they so wish. As part of the process it may be necessary to seek further advice from the OHS on the suitability of the work being offered.
e) Appeal Hearings would normally be held within 2 weeks of the request from the employee being received. 48 hours notice of the date and venue of the appeal will be given. Decisions would be conveyed face to face at an interview normally within 5 days of the hearing.
10.2 Appeal Decision
The outcome of the appeal will be one of the following:-
a) The appeal is upheld and further discussion will take place as detailed in paragraph 10 to identify appropriate and suitable work.
b) The appeal is upheld but no suitable alternative work can be identified as confirmed by HR Services and senior operational management. The OHS would be advised in order to provide the opportunity to review the adjustments proposed if appropriate. Where no suitable alternative work is identified and no further adjustments can be made the OHS will confirm their support to retirement on ill health grounds with lump sum payment.
c) The appeal fails and the job is formally offered for a final time. If refused the process will be considered complete and the individual subject to normal procedures.
http://www.royalmailchat.co.uk/communit ... hp?id=1037" onclick="window.open(this.href);return false;
The bottom line is you shouldn't be starting your alternative duty structure until either you have reached agreement or the formal appeal procedure is completed.
Where the advice following referral is to offer adjusted duties or suitable alternative work, careful consideration needs to be given to the type of work suggested and the attendance or travel adjustments necessary. These should be discussed by line management with the individual, their TU representative if requested and if necessary the OHS to ensure commonality of understanding on the parameters within which work is being sought.
These discussions should take due account of the “Memorandum of Understanding” and ensure the alternative work meets the employee’s capability, aptitude and fully complies with the medical advice received.
Possible roles should be identified, even if there are currently no open positions. If necessary the OHS should be consulted on the suitability of such roles prior to investigating placement opportunities.
All practical and reasonable measures ought to be exhausted by Line Management to secure a placement opportunity within their own sphere of influence in the first instance, especially where the type of work identified already exists under their control. This should extend to other suitable locations and roles within the Business Unit if necessary.
Where no such roles or opportunities are identified, line management should broaden their efforts to other parts of Royal Mail Group in accordance with any geographical or travel adjustments contained in the OHS advice. To accomplish this it is essential that the HR function is formally involved.
Where suitable alternative work is identified in another business, arrangements should be made to enable the individual to undertake their duties without delay. In these circumstances it would be reasonable for the current or releasing Line Manager to meet any necessary training or familiarisation costs including the time involved.
The Line Manager will make the offer of adjusted duties or alternative work following the outcome of the discussions detailed above.
a) Where the alternative work is accepted this will conclude the process.
b) Where the alternative work is accepted but later proves unsuitable the employee will be returned to the referral stage of the process.
In the event of a disagreement on suitability of the alternative work identified, the OHS should be consulted again on compliance to the adjustments called for by the underlying ill health condition. In such cases discussion between the Line Management, the individual, the OHS and where requested a TU Representative, would be advisable, to ensure common understanding of the actual position.
10.1 Appeals in Respect of Work Offers (Stage 3.1)
a) Where an offer of alternative work is not acceptable to the individual there will be an opportunity to appeal against the suitability of the work being offered. If the employee intends to appeal they should inform the Line Manager as soon as possible and confirm this in writing within 5 days of the offer of work being notified.
b) The employee may seek representation from their trade union to assist them or present their case at the appeal.
c) These appeals will be heard at the next level of authority from that which the original decision was made. As the appeal is concerned with the suitability of work offered, which may be in a different Royal Mail Group business, HR Services will take responsibility for identifying the appropriate senior managers(s) to be involved.
d) Employees will be encouraged to attend a personal appeal hearing but they may appeal in writing if they so wish. As part of the process it may be necessary to seek further advice from the OHS on the suitability of the work being offered.
e) Appeal Hearings would normally be held within 2 weeks of the request from the employee being received. 48 hours notice of the date and venue of the appeal will be given. Decisions would be conveyed face to face at an interview normally within 5 days of the hearing.
10.2 Appeal Decision
The outcome of the appeal will be one of the following:-
a) The appeal is upheld and further discussion will take place as detailed in paragraph 10 to identify appropriate and suitable work.
b) The appeal is upheld but no suitable alternative work can be identified as confirmed by HR Services and senior operational management. The OHS would be advised in order to provide the opportunity to review the adjustments proposed if appropriate. Where no suitable alternative work is identified and no further adjustments can be made the OHS will confirm their support to retirement on ill health grounds with lump sum payment.
c) The appeal fails and the job is formally offered for a final time. If refused the process will be considered complete and the individual subject to normal procedures.
http://www.royalmailchat.co.uk/communit ... hp?id=1037" onclick="window.open(this.href);return false;
The bottom line is you shouldn't be starting your alternative duty structure until either you have reached agreement or the formal appeal procedure is completed.
good times, bad times you know I've had my share