grievance

[newbie2011]

I'm hoping for some advice or guidance please. I submitted a grievance to my dom on 4th August. The grievance was regarding my hours being made up to 39 hours. For well over a year I've been doing over 39 hours each week (except for when on annual leave or sick leave). I'm on 31.12 hour contract. The dom and union rep are both supportive of my hours being increased, and my dom has put through the change on numerous occasions since March, but it keeps getting stopped at a "higher level". We have about 39 hours of vacancy hours in our office, and even though it has been said that the recent vr's have put a stop to contracts being increased, there have been other part-timer's hours increased to 39 hours at another office in my area. Also, by not increasing my hours, is going against the attendance agreement (I think it is) where it says part time hours should be reviewed on a six month basis and adjusted to reflect hours which are worked. So, my grievance was submitted over 2 weeks ago. I have not received any reply, but my dom told me that another dom was coming down to our office last week to look into it (and other matters) but he wouldn't need to see me. Today, the union rep has just told me that he and the dom have been told that because we are in the process of having a change of dom, and also apparently we're having a revision, that my grievance can't be heard or addressed until after these things have taken place. I'm not sure where to go from here, and haven't really had much guidance from my dom or union rep. I really want it sorted as I'm on 4.5 weeks leave later in the year and am hoping to be paid the 39 hours while I'm off, as I'm used to at least that amount and am able to meet my expenses that way. Thanks for any advice on what I can do now. I'm willing to push this as far as I have to.

[IcanthelpthewayIam]

email moya over it, you should get a reply and things starting to move quicker if you do

[coxie]

Yep email her at justsayit@royalmail.com they are quite good

[worktotime]

I'm hoping for some advice or guidance please. I submitted a grievance to my dom on 4th August. The grievance was regarding my hours being made up to 39 hours. For well over a year I've been doing over 39 hours each week (except for when on annual leave or sick leave). I'm on 31.12 hour contract. The dom and union rep are both supportive of my hours being increased, and my dom has put through the change on numerous occasions since March, but it keeps getting stopped at a "higher level". We have about 39 hours of vacancy hours in our office, and even though it has been said that the recent vr's have put a stop to contracts being increased, there have been other part-timer's hours increased to 39 hours at another office in my area. Also, by not increasing my hours, is going against the attendance agreement (I think it is) where it says part time hours should be reviewed on a six month basis and adjusted to reflect hours which are worked. So, my grievance was submitted over 2 weeks ago. I have not received any reply, but my dom told me that another dom was coming down to our office last week to look into it (and other matters) but he wouldn't need to see me. Today, the union rep has just told me that he and the dom have been told that because we are in the process of having a change of dom, and also apparently we're having a revision, that my grievance can't be heard or addressed until after these things have taken place. I'm not sure where to go from here, and haven't really had much guidance from my dom or union rep. I really want it sorted as I'm on 4.5 weeks leave later in the year and am hoping to be paid the 39 hours while I'm off, as I'm used to at least that amount and am able to meet my expenses that way. Thanks for any advice on what I can do now. I'm willing to push this as far as I have to.

who did you send or give your grievance to ?

[bogstandard]

send another grievance about you grievance not being heard or timescales adheared to. you put one in and are entitled to a formal responce, you could go to the 2nd stage of the procedure and send it to your area rep and the DSM(or equivalent)

[dvbuk55]

Does the 39 hours include voluntary overtime?

[newbie2011]

so to update on today's conversation. the dom said to me that the dom from another office came in last week and looked at it. it can't be addressed at the moment for the following reasons: 1) (apparently) we're in the middle of a review in the office; 2) we're currently experiencing a transition of dom and dsm; 3) there has to be a 39 hour vacancy kept open for another bloke who's on career break and returning in November. Hhhmmm. I've had nothing at all in writing regarding anything of this, and when the other dom came in to look at my grievance, I didn't speak with him at all. my dom advised that if I'm unhappy with this outcome I can take it to stage 2. My union rep wasn't in today, and isn't back till Tuesday. I'm thinking three challenges on each of these as follows: 1) if we're in the middle of a review, shouldn't we know about this? also, my contract increase has been attempted by the dom since March/April this year; 2) if a grievance is put on hold due to a change of dom and dsm, what if it was a grievance regarding a physical attack, etc...a grievance is a grievance I thought; 3) My understanding (and the union rep's understanding) is that if you're on a career break, you're not guaranteed the same hours or office upon your return - so surely this is a case of discrimination.

my contract is currently 31.12 hours, and each week they plan in the 5th day for me, which makes it up to 39 hours, but I can't remember the last time I did 5 days, and I usually work 6 days a week, with an extra 1/2 round one, two or three days a week.

really quite confused now as to what to do, and how to address the stage 2 grievance. thanks for advice so far

[newbie2011]

I'm hoping for some advice or guidance please. I submitted a grievance to my dom on 4th August. The grievance was regarding my hours being made up to 39 hours. For well over a year I've been doing over 39 hours each week (except for when on annual leave or sick leave). I'm on 31.12 hour contract. The dom and union rep are both supportive of my hours being increased, and my dom has put through the change on numerous occasions since March, but it keeps getting stopped at a "higher level". We have about 39 hours of vacancy hours in our office, and even though it has been said that the recent vr's have put a stop to contracts being increased, there have been other part-timer's hours increased to 39 hours at another office in my area. Also, by not increasing my hours, is going against the attendance agreement (I think it is) where it says part time hours should be reviewed on a six month basis and adjusted to reflect hours which are worked. So, my grievance was submitted over 2 weeks ago. I have not received any reply, but my dom told me that another dom was coming down to our office last week to look into it (and other matters) but he wouldn't need to see me. Today, the union rep has just told me that he and the dom have been told that because we are in the process of having a change of dom, and also apparently we're having a revision, that my grievance can't be heard or addressed until after these things have taken place. I'm not sure where to go from here, and haven't really had much guidance from my dom or union rep. I really want it sorted as I'm on 4.5 weeks leave later in the year and am hoping to be paid the 39 hours while I'm off, as I'm used to at least that amount and am able to meet my expenses that way. Thanks for any advice on what I can do now. I'm willing to push this as far as I have to.

who did you send or give your grievance to ?

my grievance was given to the dom (as advised by my union rep), who passed it on to her out-going manager, and one copy sent to the regional union rep also

[IcanthelpthewayIam]

so to update on today's conversation. the dom said to me that the dom from another office came in last week and looked at it. it can't be addressed at the moment for the following reasons: 1) (apparently) we're in the middle of a review in the office; 2) we're currently experiencing a transition of dom and dsm; 3) there has to be a 39 hour vacancy kept open for another bloke who's on career break and returning in November. Hhhmmm. I've had nothing at all in writing regarding anything of this, and when the other dom came in to look at my grievance, I didn't speak with him at all. my dom advised that if I'm unhappy with this outcome I can take it to stage 2. My union rep wasn't in today, and isn't back till Tuesday. I'm thinking three challenges on each of these as follows: 1) if we're in the middle of a review, shouldn't we know about this? also, my contract increase has been attempted by the dom since March/April this year; 2) if a grievance is put on hold due to a change of dom and dsm, what if it was a grievance regarding a physical attack, etc...a grievance is a grievance I thought; 3) My understanding (and the union rep's understanding) is that if you're on a career break, you're not guaranteed the same hours or office upon your return - so surely this is a case of discrimination.

my contract is currently 31.12 hours, and each week they plan in the 5th day for me, which makes it up to 39 hours, but I can't remember the last time I did 5 days, and I usually work 6 days a week, with an extra 1/2 round one, two or three days a week.

really quite confused now as to what to do, and how to address the stage 2 grievance. thanks for advice so far

Again email moya about it, things will start moving very quickly when you do

[bogstandard]

so to update on today's conversation. the dom said to me that the dom from another office came in last week and looked at it. it can't be addressed at the moment for the following reasons: 1) (apparently) we're in the middle of a review in the office; 2) we're currently experiencing a transition of dom and dsm; 3) there has to be a 39 hour vacancy kept open for another bloke who's on career break and returning in November. Hhhmmm. I've had nothing at all in writing regarding anything of this, and when the other dom came in to look at my grievance, I didn't speak with him at all. my dom advised that if I'm unhappy with this outcome I can take it to stage 2. My union rep wasn't in today, and isn't back till Tuesday. I'm thinking three challenges on each of these as follows: 1) if we're in the middle of a review, shouldn't we know about this? also, my contract increase has been attempted by the dom since March/April this year; 2) if a grievance is put on hold due to a change of dom and dsm, what if it was a grievance regarding a physical attack, etc...a grievance is a grievance I thought; 3) My understanding (and the union rep's understanding) is that if you're on a career break, you're not guaranteed the same hours or office upon your return - so surely this is a case of discrimination.

my contract is currently 31.12 hours, and each week they plan in the 5th day for me, which makes it up to 39 hours, but I can't remember the last time I did 5 days, and I usually work 6 days a week, with an extra 1/2 round one, two or three days a week.

really quite confused now as to what to do, and how to address the stage 2 grievance. thanks for advice so far

none of the reasons given are relevant nor would they be if they gave them to you in writting. take out a new grievance (Stage 2) against your manager fall not permitting you access to the grievance proceedure.

[Elm1984]

Does the 39 hours include voluntary overtime?

Sorry I'm new....is there a difference between voluntary overtime and compulsory overtime?
I'm on a 10 hr a week contract but have been doing about 38 hrs

If I can't do the OT should I just say?

[Newbie001]

10 hrs a week???? That's just crazy. And the fact you're doing 38 hrs shows by just how much.

[dvbuk55]

Does the 39 hours include voluntary overtime?

Sorry I'm new....is there a difference between voluntary overtime and compulsory overtime?
I'm on a 10 hr a week contract but have been doing about 38 hrs

If I can't do the OT should I just say?

Yes! Basically overtime subscribed to the duty only carried out by you as the duty holder is scheduled but if you are asked to work overtime on other duties and agree but anyone could do it if asked is voluntary. If that makes sense to you and you only need to work the ten hours contracted - just as a matter of interest what hours/days is your contract for?

[newbie2011]

so I would just like to say in reply to my original post, that I have won the battle and am now the proud owner of a full time contract from Monday! however.....not all good. as I've been working on a 10 hour duty for this week, the new dom said the 39 hours would be over 5 days (what else would I expect really). so when she rang up today, she told the phg that next week i'm to work on the 10 hour duty, but over 5 days instead of 4 days. the other duty holders of these 10 hour duties, haven't been asked to change, the other full time reserve person, who mostly does 10 hour duties, but has to do whatever round he's told (like me, be it 10 hour or 8 hour - well, 9.48 and 7.48), he hasn't been asked to come in later and spread hours over 5 days not 4, and another 8 hour duty holder, has been shifted off his round onto the 10 hour round I've been doing, and he's doing 10 hour days, not 8. And, one of the 10 hour floaters, is also doing two days extra overtime at 10 hours (so, he gets equivalent to 7 days pay, over the 6 days). Hhmmm, this is sounding like a case of discrimination I think.....any thoughts appreciated? obviously the dom is now going to be gunning for me in any way, but surely this can't be allowed!

[bogstandard]

so I would just like to say in reply to my original post, that I have won the battle and am now the proud owner of a full time contract from Monday! however.....not all good. as I've been working on a 10 hour duty for this week, the new dom said the 39 hours would be over 5 days (what else would I expect really). so when she rang up today, she told the phg that next week i'm to work on the 10 hour duty, but over 5 days instead of 4 days. the other duty holders of these 10 hour duties, haven't been asked to change, the other full time reserve person, who mostly does 10 hour duties, but has to do whatever round he's told (like me, be it 10 hour or 8 hour - well, 9.48 and 7.48), he hasn't been asked to come in later and spread hours over 5 days not 4, and another 8 hour duty holder, has been shifted off his round onto the 10 hour round I've been doing, and he's doing 10 hour days, not 8. And, one of the 10 hour floaters, is also doing two days extra overtime at 10 hours (so, he gets equivalent to 7 days pay, over the 6 days). Hhmmm, this is sounding like a case of discrimination I think.....any thoughts appreciated? obviously the dom is now going to be gunning for me in any way, but surely this can't be allowed!

Unless there are alternative duty structures (wally weeks/ 4x10hr days etc.) you'll be doing what we all do which is 39 hrs over 5 days.
Correct me if i'm wrong but it doesnt sound as though you are a duty holder so (if applicable) as a reserve you will go where you're sent till you sign for a duty.

congratulations on the ft contract