Annualised hours

[Acca Dacca]

It's very unlikely that an employer would try to impose a major material change to work patterns by executive action or even fire&rehire because it would throw up a huge number of potential unfair/constructive dismissal cases and also involve potential discrimination cases.

Fire&rehire is far more commonly used to align pay rates, sick pay, holiday entitlements and allowances/supplements because that's much safer ground especially if you have existing staff already on those reduced terms.

Dont existing staff at RM already have contracts with potential later finishing times and Sunday working included?

[qwerty2]

It's very unlikely that an employer would try to impose a major material change to work patterns by executive action or even fire&rehire because it would throw up a huge number of potential unfair/constructive dismissal cases and also involve potential discrimination cases.

Fire&rehire is far more commonly used to align pay rates, sick pay, holiday entitlements and allowances/supplements because that's much safer ground especially if you have existing staff already on those reduced terms.

Dont existing staff at RM already have contracts with potential later finishing times and Sunday working included?

What if they quit at the same time?

[Woody Guthrie]

It's very unlikely that an employer would try to impose a major material change to work patterns by executive action or even fire&rehire because it would throw up a huge number of potential unfair/constructive dismissal cases and also involve potential discrimination cases.

Fire&rehire is far more commonly used to align pay rates, sick pay, holiday entitlements and allowances/supplements because that's much safer ground especially if you have existing staff already on those reduced terms.

Dont existing staff at RM already have contracts with potential later finishing times and Sunday working included?

You're missing the point, we have people on night-shift but it doesn't follow that you can just walk up to someone with childcare commitments and put them on a night-shift without risking a constructive dismissal case.

[Acca Dacca]

It's very unlikely that an employer would try to impose a major material change to work patterns by executive action or even fire&rehire because it would throw up a huge number of potential unfair/constructive dismissal cases and also involve potential discrimination cases.

Fire&rehire is far more commonly used to align pay rates, sick pay, holiday entitlements and allowances/supplements because that's much safer ground especially if you have existing staff already on those reduced terms.

Dont existing staff at RM already have contracts with potential later finishing times and Sunday working included?

You're missing the point, we have people on night-shift but it doesn't follow that you can just walk up to someone with childcare commitments and put them on a night-shift without risking a constructive dismissal case.

You know more about these sort of things than me but I would have thought If they cant bring in later starts, sunday working, annualised hours etc etc without agreement there would be no need for taking industrial action to stop it unless they can bring it in without agreement ( without legal repurcussions )

[pinstripe]

It's very unlikely that an employer would try to impose a major material change to work patterns by executive action or even fire&rehire because it would throw up a huge number of potential unfair/constructive dismissal cases and also involve potential discrimination cases.

Fire&rehire is far more commonly used to align pay rates, sick pay, holiday entitlements and allowances/supplements because that's much safer ground especially if you have existing staff already on those reduced terms.

Dont existing staff at RM already have contracts with potential later finishing times and Sunday working included?

You're missing the point, we have people on night-shift but it doesn't follow that you can just walk up to someone with childcare commitments and put them on a night-shift without risking a constructive dismissal case.

Interesting Woody, does it work in reverse? Someone on night-shifts being forced back onto days?

[Woody Guthrie]

Interesting Woody, does it work in reverse? Someone on night-shifts being forced back onto days?

It works in as much that any change in work hours that you cannot agree risks eventually becoming a breach of contract and/or a constructive dismissal case and if the reasons you cannot agree to that change fall within the protected characteristics of the equality act it could also end up with discrimination involved.

It depends on whether your contract contains a variation of terms/hours clause.

What we are really talking about though is not individual cases but the sheer scale of any attempt to change the terms of 115,000 members all at once and the potential dangers for the business in that.

Some things you can impose without much risk like the attendance procedure and revisions with small changes to start times but some like annualised hours and compulsory Sundays carry more risk.

[2yearpostie]

It's very unlikely that an employer would try to impose a major material change to work patterns by executive action or even fire&rehire because it would throw up a huge number of potential unfair/constructive dismissal cases and also involve potential discrimination cases.

Fire&rehire is far more commonly used to align pay rates, sick pay, holiday entitlements and allowances/supplements because that's much safer ground especially if you have existing staff already on those reduced terms.

Dont existing staff at RM already have contracts with potential later finishing times and Sunday working included?

Yep, my contract from 2018 states Sunday working and flexible start/finish times.

[postieblueshirt]

It's very unlikely that an employer would try to impose a major material change to work patterns by executive action or even fire&rehire because it would throw up a huge number of potential unfair/constructive dismissal cases and also involve potential discrimination cases.

Fire&rehire is far more commonly used to align pay rates, sick pay, holiday entitlements and allowances/supplements because that's much safer ground especially if you have existing staff already on those reduced terms.

Dont existing staff at RM already have contracts with potential later finishing times and Sunday working included?

Yep, my contract from 2018 states Sunday working and flexible start/finish times.

well no wonder your happy to except changes you have no choice.

[scoobydo79]

One of the P&O employees has just won an unfair dismissal appeal by the way guys. He was the only one who didn’t fold under pressure and has won His case.

[ProudhonPJ]

A friend of mine in another DO has it on good authority that Sunday working is on no-one's contract. Lies persist about this, especially on this forum.

[POSTMAN]

A friend of mine in another DO has it on good authority that Sunday working is on no-one's contract. Lies persist about this, especially on this forum.

I had a friend in another DO once who tried to sell me rocking horse s**t, I blame this forum as well.

[ProudhonPJ]

A friend of mine in another DO has it on good authority that Sunday working is on no-one's contract. Lies persist about this, especially on this forum.

I had a friend in another DO once who tried to sell me rocking horse s**t, I blame this forum as well.

I was of course referring to one particular contributor ... I'm not blaming the forum at all.

[plymouth3]

I presume from 22nd Oct they can do what they want with employment law

[Mick100]

Have royal mail given definite any indication of the date when they intend to force in annualised hours

Over the next 3 years

Thank god hopefully I’d have left was hoping to retire at Royal Mail but think I’ll take early pension and get part time 2 or 3 day week

[derekm]

A friend of mine in another DO has it on good authority that Sunday working is on no-one's contract. Lies persist about this, especially on this forum.

Really ?? New starts in our office have it in there contracts.