Contracted Hours Issue

[arsenalfox]

Hi, i have been working on a 25 hour perm contract for around 5 years now. Not 1 single week have I worked these hours it has always been a minimum of 30 and sometimes up to 39. This is the case for a few people in our office. We have requested our contracts to be upped to 30, which has been refused. Can anyone give any advice on how to get our contractes upped. Our rep has basically given up on the matter after the request was refused but surely there is something in the law to enforce it?

[Kick the Bucket]

Everybody get together and work your actual contractual hours. They will realise they need you in no time. Just got to stick together

[arsenalfox]

Everybody get together and work your actual contractual hours. They will realise they need you in no time. Just got to stick together

This has been suggested/attempted a couple of times now. There is always 1 or 2 who decide not to once that happens it's "If their not doing it i'm not" and it all falls apart. The people have no foresight its irritating. Although really it shouldn't have to come to that as I am also let to believe that in the current "agreement" contracts should be reviewed every 6 months? This is obviously not happening either.

[IcanthelpthewayIam]

If your rep has given up go above him to area rep or your branch and get them to start the process of lodging a disagreement over this

though slight word of warning, watch for what you wish for, the extra hours should go to the most senior pt staff member wanting them which may not necessarily be the person currently working them, so in effect you may get those extra hours put into the office but in turn they may go to someone else and you may then be stuck with just your contracted hours

[rehabron]

2.7.7 The level of part time Employees’ contracted hours will be reviewed by the
Employer and the CWU locally on a six monthly basis. Where appropriate,
increased contracted hours will be offered to reflect the hours actually
worked and planned
The above is an exert from the Agenda for Growth and Stability Agreement contained within Legal Bindings

[Kick the Bucket]

2.7.7 The level of part time Employees’ contracted hours will be reviewed by the
Employer and the CWU locally on a six monthly basis. Where appropriate,
increased contracted hours will be offered to reflect the hours actually
worked and planned
The above is an exert from the Agenda for Growth and Stability Agreement contained within Legal Bindings

Correct, and unfortunately as far as I am aware managers usually use the key word 'planned' as a method of getting out of making somebody up

[IcanthelpthewayIam]

2.7.7 The level of part time Employees’ contracted hours will be reviewed by the
Employer and the CWU locally on a six monthly basis. Where appropriate,
increased contracted hours will be offered to reflect the hours actually
worked and planned
The above is an exert from the Agenda for Growth and Stability Agreement contained within Legal Bindings

Correct, and unfortunately as far as I am aware managers usually use the key word 'planned' as a method of getting out of making somebody up

and if the manager does that then lodge a stage 1 disagreement and get it followed all the way through the ir process if needed

[arsenalfox]

Thanks for the replies. Regarding the 6 month review. How should i proceed with getting this looked at as my rep seems to think no means no and is not chasing it up. Should I write a letter to anyone or put in a grievance etc.. Thanks.

[Kick the Bucket]

Sounds like you need a new rep to be fair. Your rep should stand with you all the way to get things done. He knows you should be made up but can't be bothered to fight for it? That's the position he signed up for. It was never going to be easy

[IcanthelpthewayIam]

Thanks for the replies. Regarding the 6 month review. How should i proceed with getting this looked at as my rep seems to think no means no and is not chasing it up. Should I write a letter to anyone or put in a grievance etc.. Thanks.

contact your area rep and go above your own rep

[rogersh]

Thanks for the replies. Regarding the 6 month review. How should i proceed with getting this looked at as my rep seems to think no means no and is not chasing it up. Should I write a letter to anyone or put in a grievance etc.. Thanks.

This thread in union room 7th June 2016 - Interesting to read ATTACHMENTS

Note paragraph states "uplifting of part time hours, use of agency staff and overall compliance with resourcing national agreements."



LTB 357/16 - Resourcing and Recruitment: Joint Letter
Postby TrueBlueTerrier » Tue Jun 07, 2016 3:45 pm

LTB 357/16 - Resourcing and Recruitment: Joint Letter

No. 357/2016

2nd June 2016



Dear Colleagues,



Resourcing and Recruitment: Joint Letter

Attached is a Joint Letter on Resourcing and Recruitment signed by Royal Mail Chief Operations Officer Sue Whalley and Terry Pullinger, DGSP, which is designed to relaunch the Joint Statement agreed in November last year.

A conference call was held on Thursday 2nd June to discuss ongoing resourcing issues and the basis on which the Joint Statement will be implemented and cascaded out into the field. The conference call involved Royal Mail’s Senior Managers, National Functional Directors and Regional Directors, together with the Operational Directors covering Delivery, Processing and Logistics. The CWU were represented by the A/DGSP, Senior National Officers and Divisional Representatives.

In advance of the call, all participants were sent a copy of the Joint Letter, together with the November 2015 Joint Statement (which outlined the agreed approach to Resourcing, Recruitment and Professional Manpower Planning) and the Job Security Agreement. Copies of these documents are attached for your information.

The Joint Letter recognises that, whilst there has been some progress, last year’s Joint Statement was not fully embraced in the field and further action was therefore necessary to restore confidence and stability around resourcing. To ensure there is consistency of message at all levels within Royal Mail, all Operational Directors, National and Regional, together with Senior CWU National Officers and Divisional Representatives are being asked to sign the attached declaration to confirm they fully support the National Joint Statement.

Regional Directors and Divisional Representatives have been asked to engage in immediate activity to ensure the resourcing principles contained in our Joint Statements and National Agreements are being deployed in all units, not just those that have raised disagreements through the IR Framework, and the Joint Letter sets out the basis on which that will be undertaken.

Although a lot of good and positive activity has taken place over resourcing in recent months, we continue to receive reports that the principles of the Joint Statement and the terms of the Job Security Agreement are not being applied consistently across the country. The key issues identified have generally related to the regularity and effectiveness of weekly resourcing meetings and the 6 monthly joint reviews of part timers’ hours. To resolve these and other outstanding issues, Regional Directors and Divisional Representatives have been asked to:

Sign the declaration of support for the November Joint Statement within the next 2 weeks.
Provide their personal support to help resolve any units that are currently in the IR Framework for any issues associated with recruitment or resourcing.
Ensure the principles contained within the National Joint Statement and the Job Security Agreement are consistently deployed in all their operational units.
Ensure all of their units are holding weekly resourcing meetings, using the agreed processes and outputs to provide direction of travel for all local resourcing and recruitment activity.
Ensure they update and keep in regular dialogue on all associated information on recruitment and resourcing and make this a standard agenda item at their Strategic Involvement sessions.
In addition to the above commitments, the CWU will be auditing and monitoring activity out in the field using regular report backs from Divisional Representatives which focus on the critical resourcing issues around recruitment, regularity and content of resourcing meetings, uplifting of part time hours, use of agency staff and overall compliance with resourcing national agreements.

In conclusion and in line with the protocols and Joint Statements that have been agreed, it is imperative that the initial meetings take place within the next 2 weeks. In the event that there are any difficulties in securing these meetings, Divisional Representatives should advise HQ immediately so the necessary representations can be made at national level.

The assistance of all Senior Field Officials in this respect is greatly appreciated.

Yours Sincerely,



Ray Ellis

Acting Deputy General Secretary (Postal)

Email Attachments - Click to download

LTB 357/16 - Resourcing and Recruitment: Joint Letter
Attachment 1: Joint Letter between RM and CWU resourcing and recruitment
Attachment 2 National Joint Statement between RM and CWU resouring & recruitment & Professional Manpower planning in our operations
Attachment 3 Job Security resourcing and managing changes

ATTACHMENTS
16ltb357-resourcing-and-recruitment-joint-letter.docx
(837.31 KiB) Downloaded 37 times
joint-letter-between-rm-and-cwu-resourcing-and-recruitment.pdf
(148.56 KiB) Downloaded 39 times
attachment-2-national-joint-statement-between-rm-and-cwu-resouring-recruitment-professional-manpower-planning-in-our-operations.pdf
(191.06 KiB) Downloaded 31 times
attachment-3-job-security-resourcing-and-managing-changes.pdf
(19.64 KiB) Downloaded 41 times

[arsenalfox]

Thanks for the replies. Regarding the 6 month review. How should i proceed with getting this looked at as my rep seems to think no means no and is not chasing it up. Should I write a letter to anyone or put in a grievance etc.. Thanks.

This thread in union room 7th June 2016 - Interesting to read ATTACHMENTS

Note paragraph states "uplifting of part time hours, use of agency staff and overall compliance with resourcing national agreements."



LTB 357/16 - Resourcing and Recruitment: Joint Letter
Postby TrueBlueTerrier » Tue Jun 07, 2016 3:45 pm

LTB 357/16 - Resourcing and Recruitment: Joint Letter

No. 357/2016

2nd June 2016



Dear Colleagues,



Resourcing and Recruitment: Joint Letter

Attached is a Joint Letter on Resourcing and Recruitment signed by Royal Mail Chief Operations Officer Sue Whalley and Terry Pullinger, DGSP, which is designed to relaunch the Joint Statement agreed in November last year.

A conference call was held on Thursday 2nd June to discuss ongoing resourcing issues and the basis on which the Joint Statement will be implemented and cascaded out into the field. The conference call involved Royal Mail’s Senior Managers, National Functional Directors and Regional Directors, together with the Operational Directors covering Delivery, Processing and Logistics. The CWU were represented by the A/DGSP, Senior National Officers and Divisional Representatives.

In advance of the call, all participants were sent a copy of the Joint Letter, together with the November 2015 Joint Statement (which outlined the agreed approach to Resourcing, Recruitment and Professional Manpower Planning) and the Job Security Agreement. Copies of these documents are attached for your information.

The Joint Letter recognises that, whilst there has been some progress, last year’s Joint Statement was not fully embraced in the field and further action was therefore necessary to restore confidence and stability around resourcing. To ensure there is consistency of message at all levels within Royal Mail, all Operational Directors, National and Regional, together with Senior CWU National Officers and Divisional Representatives are being asked to sign the attached declaration to confirm they fully support the National Joint Statement.

Regional Directors and Divisional Representatives have been asked to engage in immediate activity to ensure the resourcing principles contained in our Joint Statements and National Agreements are being deployed in all units, not just those that have raised disagreements through the IR Framework, and the Joint Letter sets out the basis on which that will be undertaken.

Although a lot of good and positive activity has taken place over resourcing in recent months, we continue to receive reports that the principles of the Joint Statement and the terms of the Job Security Agreement are not being applied consistently across the country. The key issues identified have generally related to the regularity and effectiveness of weekly resourcing meetings and the 6 monthly joint reviews of part timers’ hours. To resolve these and other outstanding issues, Regional Directors and Divisional Representatives have been asked to:

Sign the declaration of support for the November Joint Statement within the next 2 weeks.
Provide their personal support to help resolve any units that are currently in the IR Framework for any issues associated with recruitment or resourcing.
Ensure the principles contained within the National Joint Statement and the Job Security Agreement are consistently deployed in all their operational units.
Ensure all of their units are holding weekly resourcing meetings, using the agreed processes and outputs to provide direction of travel for all local resourcing and recruitment activity.
Ensure they update and keep in regular dialogue on all associated information on recruitment and resourcing and make this a standard agenda item at their Strategic Involvement sessions.
In addition to the above commitments, the CWU will be auditing and monitoring activity out in the field using regular report backs from Divisional Representatives which focus on the critical resourcing issues around recruitment, regularity and content of resourcing meetings, uplifting of part time hours, use of agency staff and overall compliance with resourcing national agreements.

In conclusion and in line with the protocols and Joint Statements that have been agreed, it is imperative that the initial meetings take place within the next 2 weeks. In the event that there are any difficulties in securing these meetings, Divisional Representatives should advise HQ immediately so the necessary representations can be made at national level.

The assistance of all Senior Field Officials in this respect is greatly appreciated.

Yours Sincerely,



Ray Ellis

Acting Deputy General Secretary (Postal)

r

Thanks, that is interesting reading.

It appears that this meeting may actually have taken place today in my area becuase when I aked them on an update regarding PT contract hours they said they had been discussing it in a meeting this morning.

The outcome? I was told that as our office is not "efficient" enough doing indoor work (2nd worst in our area apparantly) there is no justification for the contracts to be upped? Even though the hours are there every week?

The solution? The full time employees are to be told they need to improve the "efficiency" rating on the indoor work in order for contracts to be reviewed.

I find this ridiculous and a cop out. It is quite obvious this is never going to happen considering:

a) Full time employees are not going to like being told they are not working well enough
b) What does it matter to them, its not their hours/contracts at stake

[TrueBlueTerrier]

Well, in my opinion, it is a cop out. The only indoor work for a PT duty is the prep. Is that where the majority of your overtime (on your own duties) is, I seriously doubt it. Unless they are saying that you would be out on time if the prep was done efficiently. But I am betting even if it was a perfect day with prep done on time, you leaving at the planned time, traffic, call rates and attendance rates exactly as planned at the revision, you'd still be going over. Problem is documenting it, which is a good idea - start diarising what happens:

eg 0800 signed in - prep incomplete/
1000 prep completed by me, left for delivery
1015 First letter
1230 diverted off to do Remainder of Spec Dels
1630 Last letter
(1:30 overtime)

Don't forget your break - based on attendance, not contract.

[shaylash]

I have same issue! Been working full time hours for 9 months now! Apparently there is some national agreement which states if you have been doing more than your contracted hours for 6 months they have to offer you a new contract? Can't seem to find evidence of this though.
My difference is, they've actually been telling me since December that they will actually make me full time. Was constantly being told that meetings were being held and they just needed to sort the paperwork. Unfortunately, we've had a few managers come and go in the last 9 months but all had made this promise that it was happening they just needed to get the actual contract sorted. I gave them the benefit of the doubt and didn't push it, just carried on working my extra hours as over time. Now we've got a new permanent manager and he's just told me as of last week he doesn't want me coming in early any more. He also said me going full time just wasn't going to be happening any time soon. But surely they can't just go back on their word like that?
Is this fair?! All these false promises and they've just cut me! I don't even know what I can do to argue it?! Can't exactly just come in in the morning anyway! My union manager keeps telling me he's working on sorting it out but I don't even know what that means?? People from other offices are telling me they absolutely have to upgrade my contract because of this national agreement and I've been told to contact an area rep called Mark Marcou but can't get through to him even though I've left messages?
This is all so frustrating!

[IcanthelpthewayIam]

I have same issue! Been working full time hours for 9 months now! Apparently there is some national agreement which states if you have been doing more than your contracted hours for 6 months they have to offer you a new contract? Can't seem to find evidence of this though.
My difference is, they've actually been telling me since December that they will actually make me full time. Was constantly being told that meetings were being held and they just needed to sort the paperwork. Unfortunately, we've had a few managers come and go in the last 9 months but all had made this promise that it was happening they just needed to get the actual contract sorted. I gave them the benefit of the doubt and didn't push it, just carried on working my extra hours as over time. Now we've got a new permanent manager and he's just told me as of last week he doesn't want me coming in early any more. He also said me going full time just wasn't going to be happening any time soon. But surely they can't just go back on their word like that?
Is this fair?! All these false promises and they've just cut me! I don't even know what I can do to argue it?! Can't exactly just come in in the morning anyway! My union manager keeps telling me he's working on sorting it out but I don't even know what that means?? People from other offices are telling me they absolutely have to upgrade my contract because of this national agreement and I've been told to contact an area rep called Mark Marcou but can't get through to him even though I've left messages?
This is all so frustrating!

Are you the most senior part time staff member in your office?