Madyakker wrote:Hi all.
The search facility is not helping me, so wondered if anyone can point me in the direction of the relevant agreement.
Extracts on resourcing;
Four Pillars of Security and Pay National Agreement
This agreement has been reached within the spirit and principles of the Agenda for Growth, Stability and Long Term Success Agreement and its Legally Binding Contract.
8. Resourcing In Line with Current Agreements Both parties agree that the aims, principles and detail contained in our agreements and recent Joint Statements will be re-affirmed and fully applied.
Both parties will re-affirm that they will deploy legally binding commitments to part-time workers and the use of agency workers.
In respect of part-time workers the following will apply with immediate effect:
It is agreed that part-time workers in Royal Mail Group provide an excellent and efficient contribution to the operation when they perform extra hours above their contracted hours. It is equally recognised that some part-time workers wish to extend their contractual hours whilst others prefer to perform extra hours when they wish to.
It is apparent that while some colleagues have secured additional conditioned hours and also converted to full time employment there is more that can be done to reflect a part-time worker’s regular commitment to additional hours (should they wish it). This means, in line with our agreements, and where justified, we should focus on moving to full-time, or increasing contractual hours below full-time either on a temporary or permanent variation of contract.
For avoidance of doubt it is confirmed that Part Time workers are entitled to sign for and perform scheduled attendance in line with existing and fair allocation arrangements.
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.
Regular extra hours performed but not linked to a part-time workers duty but which still result in an individual regularly working full-time hours, should not be a barrier to securing a full-time contract providing the actual work performed is clearly defined.
Part time workers could have a variation of contract above their current conditioned hours up to full time for specified periods of time based on the requirements for regular overtime and seasonal specific events. This variation of contract will result in an immediate change to all aspects of pay i.e. annual leave, sick leave, pension, allowances (where appropriate) etc. to reflect the actual hours worked. Again this hourage does not necessarily have to be linked to their actual part-time duty.
All adjustments in this regard must be consistent with our current agreements.
This activity will be reviewed in line with a fresh approach to resourcing as detailed in this agreement up to and including National level taking place in September 2018, to assess if further action/interventions are required.
To this end it is agreed that there is not and will not be a central HR policy to only recruit on a part-time basis. Recruitment will be determined by workload and the outcome of the weekly resource meetings, initiated 13 weeks out. The process for recruiting to vacancies agreed at the weekly resourcing meetings will be improved to increase the pace and reduce the period during which an active vacancy remains unfilled, whether full or part-time.
To ensure a consistent nationwide structure to the six month review process as detailed in our current agreements, it is agreed that all units will conduct these reviews in March and September each year. Functional Directors and CWU Divisional Representatives will meet to ensure that this commitment has been fulfilled and ensure that the IR Framework is being applied where an agreed action plan / sign-off is not agreed.
Managers Briefing pack February/March 2018
5. PART-TIME COLLEAGUES.
We will honour our agreements regarding part-time colleagues: •• Part-time colleagues’ contracted hours will be jointly reviewed every March and September. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned. •• Temporary increases in contracted hours to be offered to part-time colleagues to manage seasonal variations or peaks in demand.