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Agreement re making Part Timers upto Full Time

09 Jan 2019, 18:10

Hi all.
The search facility is not helping me, so wondered if anyone can point me in the direction of the relevant agreement.
Many thanks

Agreement re making Part Timers upto Full Time

09 Jan 2019, 18:19

was it not in the 4 pillars agreement

Agreement re making Part Timers upto Full Time

09 Jan 2019, 18:47

No agreement iam going tribunal about the matter worked full time 9 years every week and still
P.t forget it

Agreement re making Part Timers upto Full Time

09 Jan 2019, 19:03

[quo

te="bigal383"]No agreement iam going tribunal about the matter worked full time 9 years every week and still
P.t forget it[/quote]

All the best mate and I hope you get the result that your due. They cannot have any defence about not having enough work as you've been working full time hours for years. Another point the UNION has made piecemeal too. Some areas are better than others. Just look on the RM jobs website and you can see the decent area delivery ops managers. Ipswich is the best with most jobs being 30 the or fulltime. Exeter is a joke with 5 he contracts over five days. That's just ripping the pish out of people and obviously the South West area must have a heavy weak UNION branch. This job is going part time, even though there is enough work for a 80% fulltime workforce. Or is tea and backslapping on the embankment as usual with the odd video thrown in from Terry and friends for lip service. Trot on with the bull. I may have left but I'm still in the UNION and HATE to see working people getting f....d for everything that we all fought for for years so that the rich can get an extra few pennies on the dividend at the expense of your standard of living. :thumbdown

Agreement re making Part Timers upto Full Time

09 Jan 2019, 19:53

Don't forget it's not necessarily the person doing the overtime who gets the contract, it goes on seniority.

Two or three part timers regularly doing full time hours generally means that there should be hours put into the office. Part timers with seniority should be offered the contracts.

Agreement re making Part Timers upto Full Time

09 Jan 2019, 20:20

NewPostieUK wrote:Don't forget it's not necessarily the person doing the overtime who gets the contract, it goes on seniority.

Two or three part timers regularly doing full time hours generally means that there should be hours put into the office. Part timers with seniority should be offered the contracts.

M
Totally agree, yes the seniority rule applies. The point is that RM is taking the P out of people big time. All this is to save money on sick pay and holidays ect, which all go on the balance sheet to make it look better for investors. This RM is all about the city of London now, investors, debt buying and generally screwing the working class. I want the share price to rocket as I want posties to make money and anybody with scruples would want a British company, especially with the history of RM to prosper. But not at the expense of the people who make it a success. And sadly that seems to be the WAY FORWARD that RM are going. I think especially with Mr back, the buzz words in the next couple of years will be, WELL HOW GLS STAFF CAN DO IT ON INFERIOR WAGES AND CONDITIONS, WHY CAN'T RM STAFF. The push for ever more savings will become insane and the only big savings is staff wages. Sorry went off topic but get ready for a mega fight.

Agreement re making Part Timers upto Full Time

09 Jan 2019, 20:26

NewPostieUK wrote:Don't forget it's not necessarily the person doing the overtime who gets the contract, it goes on seniority.

Two or three part timers regularly doing full time hours generally means that there should be hours put into the office. Part timers with seniority should be offered the contracts.


Thanks. That is potentially my beef in that less senior members have had hours added to their PT contracts without them being offered to more senior PTers. Hence me trying to find the agreements on this stuff.

Agreement re making Part Timers upto Full Time

09 Jan 2019, 20:30

bigal383 wrote:No agreement iam going tribunal about the matter worked full time 9 years every week and still
P.t forget it

Bar stewards! I hope you win.

Agreement re making Part Timers upto Full Time

10 Jan 2019, 09:06

Go to board index. scroll to union room - Downloads - stickies- Agenda For Growth Agreement.
Also in Union Room -announcements- you will find The Four Pillars Agreement

Agreement re making Part Timers upto Full Time

10 Jan 2019, 10:17

You should be looking at the way forward agreement speak to your office rep vacancies should be filled every 6 months

Agreement re making Part Timers upto Full Time

10 Jan 2019, 16:44

Thanks lads keep
You updated in
March

Agreement re making Part Timers upto Full Time

10 Jan 2019, 19:39

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.
Many thanks


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.

Agreement re making Part Timers upto Full Time

10 Jan 2019, 21:18

rogersh wrote:
Extracts on resourcing;

Four Pillars of Security and Pay National Agreement

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.



Thanks for that @rogersh

So picking the bones out of it it looks like individuals are reviewed for increasing their hours rather than the often quoted consensus that it goes on seniority to those that want them :sad:

Agreement re making Part Timers upto Full Time

11 Jan 2019, 09:27

"where justified" & "where appropriate" are open to interpretation, being ambiguous as other posters have highlighted, in the wording of 4 pillars & other agreements.
As previous LTB's indicate this situation remains an ongoing concern.


by TrueBlueTerrier » Wed Mar 02, 2016 6:34 pm

To: Branches with POSTAL Members
LTB 132/16 Resourcing, Recruitment and Professional Manpower Planning/Legally Binding Agreement

Dear Colleagues,

Resourcing, Recruitment and Professional Manpower Planning/Legally Binding Agreement

You will recall that in November 2015 the situation locally in respect of the business not adhering (in our opinion) to our National Agreements regarding the above had become so dire that it was necessary for a national intervention and the negotiation of a Joint Statement to guide and refocus the field (LTB 715/15 refers).

Unfortunately, it is with great frustration that once again we are required to intervene due to management’s failure to apply our agreements at local level. This has now reached epidemic proportions with the consequences of managers performing OPG work, excessive use of agency and casuals, excessive levels of overtime, part timers being asked to regularly perform hours above their conditioned hours (despite not being offered increased contracts in line with our agreement), an apparent national block on any full time recruitment, the cessation of temporary contracts, regardless of need, and offers of un-agreed voluntary redundancies etc threatening industrial stability.
Against that backdrop the Postal Executive has for the first time taken the very serious step of registering a national Point of Principle, in line with Schedule 3 Disputes Resolution Procedures of the legally binding agreement, and in particular Section 3 Achieving National Agreement 3.1 Point of Principle.

This is new territory for us and it is with great regret that we’ve had to take this action but it is naive to believe that industrial stability will be maintained if agreements reached nationally are not applied in the workplace locally. 

Clearly this Point of Principle is not about renegotiating our National Agreements but rather the business’ failure to deploy those National Agreements and enforce them at local level. Our on-going dialogue will be about how we jointly correct that situation and restore confidence in our procedures.

Notwithstanding the position being taken nationally, Local, Area and Divisional Representatives should continue to challenge any activity which is considered inconsistent with our National Agreements via the IR Framework.

Attached to this LTB is a letter sent to Mike Newby on this issue which is self-explanatory.

Branches should ensure that this LTB is given the widest possible circulation and that it is brought to the attention of local Representatives.

Any enquiries in relation to the content of this LTB should be addressed to the DGSP Department.

Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)

LTB 553/18 : CWU/RMG Joint Statement : Shorter Working Week


28th September 2018

Dear Colleagues,
CWU/RMG Joint Statement – Shorter Working Week

Final Paragraph;
“Although implementation of the first hour reduction is clearly a positive message, we also recognise that there are still many reported problems out in the field around resourcing and culture and we are determined to work just as hard to resolve these issues and fully deploy the spirit and intent of our Agreements.”

Any further enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)

September 2018
Sue Whalley and Terry Pullinger Joint Statement – Shorter Working Week
Progress Update
>We have carried out audits in all offices to try and expose the local challenges of resourcing and Quality of Service failure, and local action plans should be agreed.<

Agreement re making Part Timers upto Full Time

11 Jan 2019, 21:35

Madyakker wrote:So picking the bones out of it it looks like individuals are reviewed for increasing their hours



Where does it say individuals?


It's not written well and could be taken to mean various things, but to me it doesn't say that those working will get the hours.

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