Someone at work mentioned this agreement which stops us from being moved from our duties.
Has anyone ever heard if it.
Thanks
Hawkey
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Settled Attendance Agreement
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POSTMAN
- SITE ADMINISTRATOR
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Re: Settled Attendance Agreement
'Could' be a possible wind up,never heard of it,maybe this being bumped someone else may see the thread but...
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
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woofwoof
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- Location: stinky land
Re: Settled Attendance Agreement
Settlement Agreement Guidance Performance Cases
This is new guidance agreed in August 2013 as a direct consequence of negotiations following the passing of Emergency Proposition 3, TIC 2013. This document deals with how and when Settlement Agreements might be used in performance cases. In particular it prohibits the proactive “campaigning type” communication of Settlement Agreements and the targeting of groups and returns to confidential one-to-one considerations on a case by case basis. It includes the right to be accompanied.
Equality statistics on the use of Settlement Agreements will be shared with the Union. The guidance ensures that Settlement Agreements should only be offered to people who are fully aware that there is a problem with their performance that has been evidenced and had an opportunity to improve through coaching.
Settlement Agreement in Cases Concerning Ill-Health, Disability or Sick Absence
This is a new agreed guidance on the use of Settlement Agreements in sick absence cases or disability and was agreed in March 2014 as a direct consequence of negotiations arising from Emergency Proposition 3, TIC 2013.
The guidance emphasises that there must be no coercion and is entirely a matter of employee choice. There is a right to be accompanied. Individuals with disabilities should have all reasonable adjustments explored before any consideration of a Settlement Agreement so the MCC Process would need to have been exhausted before any offer of a Settlement Agreement. Settlement Agreements should not be offered when an individual first receives a diagnosis of ill-health or where an underlying health condition/disability is not significantly affecting capability.
Options for medical retirement/RITIE should be checked before consideration of a Settlement Agreement. Where there may be concerns about an individuals’ mental health then OHS/EAP advice must be sought before offering a Settlement Agreement.
This is new guidance agreed in August 2013 as a direct consequence of negotiations following the passing of Emergency Proposition 3, TIC 2013. This document deals with how and when Settlement Agreements might be used in performance cases. In particular it prohibits the proactive “campaigning type” communication of Settlement Agreements and the targeting of groups and returns to confidential one-to-one considerations on a case by case basis. It includes the right to be accompanied.
Equality statistics on the use of Settlement Agreements will be shared with the Union. The guidance ensures that Settlement Agreements should only be offered to people who are fully aware that there is a problem with their performance that has been evidenced and had an opportunity to improve through coaching.
Settlement Agreement in Cases Concerning Ill-Health, Disability or Sick Absence
This is a new agreed guidance on the use of Settlement Agreements in sick absence cases or disability and was agreed in March 2014 as a direct consequence of negotiations arising from Emergency Proposition 3, TIC 2013.
The guidance emphasises that there must be no coercion and is entirely a matter of employee choice. There is a right to be accompanied. Individuals with disabilities should have all reasonable adjustments explored before any consideration of a Settlement Agreement so the MCC Process would need to have been exhausted before any offer of a Settlement Agreement. Settlement Agreements should not be offered when an individual first receives a diagnosis of ill-health or where an underlying health condition/disability is not significantly affecting capability.
Options for medical retirement/RITIE should be checked before consideration of a Settlement Agreement. Where there may be concerns about an individuals’ mental health then OHS/EAP advice must be sought before offering a Settlement Agreement.