cwu reps job responsibilities

[twobags]

Hi can anybody tell me exactly what a cwu rep is responsible for. as our rep seems to have a few wierd ones which include organising holidays and day off requests, note he is a non delivery officer.

[the flying postman]

Don't tell me, he's about 20 stone, tells everyone how to do the job, but as never done a days graft in his life!!

[Bourne Wasted]

Don't tell me, he's about 20 stone, tells everyone how to do the job, but as never done a days graft in his life!!

Our rep whilst not 2O stone he's only capable of sorting out over-time with the help of the rest of the office and management, but does walk about eating sandwhiches and cakes whilst avoiding the IPS

[pcb]

Inform your branch secretary about his behaviour. he should be abiding by national agreements not feathering his own nest with the manager!

[wandle]

Don't tell me, he's about 20 stone, tells everyone how to do the job, but as never done a days graft in his life!!

I think we must work in the same place, dude !

[TrueBlueTerrier]

Hi can anybody tell me exactly what a cwu rep is responsible for. as our rep seems to have a few wierd ones which include organising holidays and day off requests, note he is a non delivery officer.

In my view a rep is responsible for nothing. They are a representative for members interests when dealing with management on a day to day basis, they are also there to represent the members interests and views to the Union. They are also there to inform members of issues that the Union deem of interest to them. They are also there to assist and educate members as appropriate.

They are not there to pass on Management information, or any corporate messages, on any administrative tasks that would normally come under the businesses purview unless the membership have democratically agreed that it is acceptable for them to do so.

In my eyes leave planning and leave requests should come under management, not the Union, but if it has been agreed by members and that there are process in place to guard against favouritism I can see why it might be acceptable, but its not something I would do.

[haddie]

I am rep in my DO. I must be one of the few who actually likes walking miles a day. Must have spent about an hour in the DOMs office re issues today. I agree any planning is down to the DOM. I can then look at them to see if they adhere to agreements. Poroblem is perhaps some reps do not spend enough time actually studying agreements etc and are too easily run rings around. In my opinion it is a responsible job and needs carried out properly.

[twobags]

Hi can anybody tell me exactly what a cwu rep is responsible for. as our rep seems to have a few wierd ones which include organising holidays and day off requests, note he is a non delivery officer.

In my view a rep is responsible for nothing. They are a representative for members interests when dealing with management on a day to day basis, they are also there to represent the members interests and views to the Union. They are also there to inform members of issues that the Union deem of interest to them. They are also there to assist and educate members as appropriate.

They are not there to pass on Management information, or any corporate messages, on any administrative tasks that would normally come under the businesses purview unless the membership have democratically agreed that it is acceptable for them to do so.

In my eyes leave planning and leave requests should come under management, not the Union, but if it has been agreed by members and that there are process in place to guard against favouritism I can see why it might be acceptable, but its not something I would do.

dont know of any agreement will have to find out ,hes not a forth coming rep and i actually thought he was a manager the first 6 months or so i started ,i personally think a rep should have slots allocated similar to team briefs [which we no longer get] and more pro active within the office while we are around and not locked away in his office ,each time ive gone to his office hes busy usually regarding days off or holiday requests

[fishtank]

Some good general advice about the relationship a rep should have with the members.

WHAT ABOUT THE MEMBERS?

1. It is a fact of life that a manager will try and manage YOU as a person. Unless you can keep focussed on the issues in hand, you could be in the position of being fobbed off, ignored or even quoted that you have agreed something when you haven’t.

2. The only way to ensure you are properly accountable, is to keep in touch with your members, make positive use of your notice board, and ensure after meetings with management that you inform people as to what has happened and finally, DO NOT agree changes etc without first checking this is acceptable to your members.

3. For some changes, it will be necessary to hold a members meeting to get agreement or otherwise to a proposal. Sometimes, it can be useful to ask your manager if you can address the members at a WTL session.

4. What if you have reached an agreement and the members do not agree with it? It is easier said than done, however it should be seen as a positive. Despite your best efforts members are unhappy. List the points they do not agree with and go back to the manager. It can do a lot of good for a manager to see that members are unhappy. It makes them rethink! Your members can also see that you will follow up concerns.

5. Remember, that unless you keep good lines of communication open with members, management will, at some point make efforts to cut you off from your members and leave you isolated. If you ever find yourself in this position, always seek advice.

6. Your time will be at a premium. Trying to juggle members concerns, with your own work tasks is difficult. Try to be a good listener whenever you can. Never judge the member, always examine the issue they raise and look at it on its merits.

7. Take the initiative! A member raises a concern, and then why not goes with them to see the manager there and then to sort it out! A supportive rep can be a god send to someone with a problem.

8. Be aware that sometimes a member will not give you the full story!! Try not to jump in with both feet as it could rebound on you! Inevitably you will only get one side of the story to some extent, so try and be careful and encourage the member to look at the issue from both sides. This can draw out the story/explanation much better and enable you to be more effective as a rep when you raise the matter with the manager.

9. What about being told something “in confidence” by your manager? Occasionally, this may happen. If however it is going to affect the running of the office and your member’s conditions, you must make it clear to the manager that you cannot allow yourself to be compromised. Eventually issues must be debated openly. The golden rule is to always seek advice from your Area Rep. If, after discussion with the Area Rep you need to reapproach your manager, and then you must do this.

[the flying postman]

Our piece of lard! Picks a night duty ( never done it) gets night boss allowance! Cleaning the machines allowance and every other effing allowance. Then spends the day in the boss office and says he's doing wraps! What eating them!!!!

[fishtank]

Our piece of lard! Picks a night duty ( never done it) gets night boss allowance! Cleaning the machines allowance and every other effing allowance. Then spends the day in the boss office and says he's doing wraps! What eating them!!!!

I'm surprised a rep like this is still in position.
Perhaps it's time to find an alternative?

[silly suffolk]

Our piece of lard! Picks a night duty ( never done it) gets night boss allowance! Cleaning the machines allowance and every other effing allowance. Then spends the day in the boss office and says he's doing wraps! What eating them!!!!

I'm surprised a rep like this is still in position.
Perhaps it's time to find an alternative?

the masses will moan and criticise. but most wont have a go. you get what you deserve.

[wandle]

In my eyes leave planning and leave requests should come under management, not the Union, but if it has been agreed by members and that there are process in place to guard against favouritism I can see why it might be acceptable

However, the members have to guard against the possibility that letting their rep take leave planning and leave requests away from management GUARANTEES that said rep always gets exactly what he/she wants when it comes to annual leave, giving birth to the kind of favouritism members wanted to avoid in the first place !!

[not me]

Our piece of lard! Picks a night duty ( never done it) gets night boss allowance! Cleaning the machines allowance and every other effing allowance. Then spends the day in the boss office and says he's doing wraps! What eating them!!!!

I'm surprised a rep like this is still in position.
Perhaps it's time to find an alternative?

the masses will moan and criticise. but most wont have a go. you get what you deserve.

you another one who decides no member is worthy of anything, if they arent a rep?
how about all but the reps stop paying subs if thats the case

[POSTMAN]

Not everyone can be a rep,there are many out there who know the know,not just talk the talk but do not have the social/speaking/confrontation ect skills of others,or walk the walk as some say.