Revisions of Duties (Repicks)

[daveylibra]

Hi everyone! My 1st post here-

I have read other posts on this forum that state - "if a duty does not incur significant changes at the time of a repick, then the holder of the duty can opt for it not to be included in the repick."

Also I have read - "if a repick does not change the duty structures by more than 25%, or by more than 2 hours difference in duty times, staff can opt to keep their current duties."

(These quotes are not word for word.) I would just like to ask, is there any truth to either of these quotes, and if so, what agreement includes them, and where?
Also, when considering a list of duties changing more than 25%, does this mean,how the duties differ from before the repick to after? I just want to be clear on the wording. Our office is having a repick on late shift only, and the choice of duties is not changing, it is just a matter of it being a many years since the previous repick, when there was significant differences.

Thanks for any help.....!

[Bigjohn1]

http://www.cwu-e4.co.uk/files/resourcin ... orward.pdf" onclick="window.open(this.href);return false;

PROVISIONS
1. All new or significant altered duties will be advertised in the re-sign. These duties will be signed for on the
basis of seniority, with due regard to exceptional/special circumstances.
2. Individuals whose duties are unchanged, may opt to retain them, but will also have the option of applying for
any of the jobs involved in the re-sign. (See paragraph 2.3).
3. Defined specialist duties should not be included in re-signs because they are resourced as per Section 15 of
the Way of Working Agreement.
4. On completion of the resign, part-timers will be able to apply for full time jobs that are left vacant by full time
employees, contracted to 41.5 or 40 hours. Exceptionally, part timers who have been in their current role for
less than 12 months will also be able to apply. Full time employees must not be left without a job as a result of
a resign.
5. Employees should not be included in a re-sign unless they have completed 12 months on the previous duty
they selected. The only exceptions to this are where:
.Their duty has significantly altered as defined in "Change Criteria" .New duties, above the previous template,
have been advertised.
.The individual was placed into their current duty on appointment or due to consequential vacancy, following a
previous re-sign.
.Less than 12 months have elapsed since the last Office/Unit re-sign.
.For specialist jobs, for which the applicant has been trained.
.As a result of serious personal or domestic reasons.
6. Where there is surplus following the completion of a re-sign, the provisions of the "Managing the \Surplus
Framework Agreement" must be observed.
7. Where there are likely to be high numbers of vacancies/consequential vacancies, remaining at the conclusion
of a re-sign, the planning process should be actioned to achieve the required resource in the same timescale as
the re-sign wherever possible.

[Bigjohn1]

AGREED GUIDELINES FOR OFFICE/UNIT RE-SIGN
These guidelines have been produced to ensure that the re-sign procedure is applied in accordance with the
principles contained within the Way of Working Agreement, Section 16: Resourcing Jobs During Major Change.
The guidelines will be published and joint briefings will be held to inform staff of the re-sign procedure and the
location of the Guidelines. This process will be subject to regular review with a Formal Joint Review after 12
months of deployment to identify whether it has maintained the reduced level of full office re-signs, while still
affording employees reasonable opportunities for re-selection in the event of major change.
CHANGE CRITERIA
The following criteria should be applied to determine which duties have been significantly changed and are
proper to be included in the re-sign:
.the duty/work content has changed by at least 25% e.g. from Mech. to manual or vice versa
.the duty has changed from indoor work to outdoor work or vice versa (staff employed on loading

[daveylibra]

Hi BigJohn -

Thank you! I couldn't have hoped for a more comprehensive and useful reply, you're a star!