Ask to see a copy of the outdoor performance standards and you will strive to achieve them (they don't exist btw). But ensure that the manager in question is left in no doubt that failure to supply you with the relevant documentation will ensure that a bullying and harassment case is taken out against them!
You could also ask for a copy of the indoor work plan, we don’t have one of them either. When it was mentioned at the latest revision we were told you will just do what we tell you we don’t need a plan
When is that from? There is no longer 'wiflul delay' as such but 3 sub groups now.It must be very old who are Postcomm?
Edit:
Delay to mail
Delay to mail can be treated as:
• Unintentional delay
• Unexcused delay
• Intentional delay
Unintentional delay
Royal Mail Group recognises that genuine
mistakes and misunderstandings do occur and
it is not our intention that such cases should
be dealt with under the Conduct Policy beyond
informal discussions for the isolated instance.
Unexcused delay
Various actions can cause mail to be delayed,
for example carelessness or negligence
leading to loss or delay of customers’ mail, or
breach or disregard of a standard or guideline.
Such instances are to be distinguished from
intentional delay (see below), although they
may also be treated as misconduct and dealt
with under the Conduct Policy, outcomes may
range from an informal discussion to dismissal.
Intentional delay
Intentional delay of mail is classed as
gross misconduct which, if proven, could
lead to dismissal. The test to determine
whether actions may be considered as
intentional delay, is whether the action
taken by the employee was knowingly
deliberate, with an intention to delay mail.
Where proven, such breaches of conduct
can lead to dismissal, even for a first offence;
indeed intentional delay is a criminal
offence and can result in prosecution.
how can they review, PDAs are not used to measure performance they said
Apparently the problem is the indoor work ??
Everyone should be out the door for 09.20, we don’t start till 08.00 tomorrow and our 20 minute break is at 09.00. So that gives you 1 hour to sort mail / packets, then sort mail, prep delivery duty, scan tracked in, sort out lapse, basically impossible.
If you start at 8 you cannot legally have your break at 9am, your break should be taken near to the middle of the day, tell him to shove that in his pipe, that is the law of the land.
Royal Mail offers a 20 minute statutory obligation which must be taken near the middle of your duty.
Royal Mail also gives a 20 minute contractual break in excess of statutory provision.
It is this break when the employer can state when you take that contractual obligation.
If working six hours or less, such as a part-time worker, there is no statutory provision so the employer can say when you take that contractual break
how can they review, PDAs are not used to measure performance they said
Apparently the problem is the indoor work ??
Everyone should be out the door for 09.20, we don’t start till 08.00 tomorrow and our 20 minute break is at 09.00. So that gives you 1 hour to sort mail / packets, then sort mail, prep delivery duty, scan tracked in, sort out lapse, basically impossible.
If you start at 8 you cannot legally have your break at 9am, your break should be taken near to the middle of the day, tell him to shove that in his pipe, that is the law of the land.
This was agreed with the DSM and our office union rep ( who is also the covering area union rep ) that we were to take 20 minutes before we went out and we take 20 at the end ( finish 20 minutes earlier )
The majority of people in our office tried to push for the full 40 minutes at the end ( hence finishing 40 minutes earlier ) but that was thrown out straight away.
Royal Mail offers a 20 minute statutory obligation which must be taken near the middle of your duty.
Royal Mail also gives a 20 minute contractual break in excess of statutory provision.
It is this break when the employer can state when you take that contractual obligation.
If working six hours or less, such as a part-time worker, there is no statutory provision so the employer can say when you take that contractual break
You're wrong. Regardless of whether the break is contractual or statutory, it should be taken towards the middle of the day and the employer may dictate when within that provision. https://www.gov.uk/rest-breaks-work/taking-breaks.
Now I grant you that provision is vague, but it in fact covers both the statutory and contractual element of any breaks and it's quite hard to see how 1 hour into a 7.5 hour day could be argued as being 'towards the middle of the day'.
This was agreed with the DSM and our office union rep ( who is also the covering area union rep ) that we were to take 20 minutes before we went out and we take 20 at the end ( finish 20 minutes earlier )
The majority of people in our office tried to push for the full 40 minutes at the end ( hence finishing 40 minutes earlier ) but that was thrown out straight away.
You should not be taking any break at the end of the day, nor at its start. The union and the company cannot lawfully agree that. Breaks shoudl be taken 'towards the middle' of the working day. I know in RM that was traditionally ignored, but that does not alter the facts.
This was agreed with the DSM and our office union rep ( who is also the covering area union rep ) that we were to take 20 minutes before we went out and we take 20 at the end ( finish 20 minutes earlier )
The majority of people in our office tried to push for the full 40 minutes at the end ( hence finishing 40 minutes earlier ) but that was thrown out straight away.
You should not be taking any break at the end of the day, nor at its start. The union and the company cannot lawfully agree that. Breaks shoudl be taken 'towards the middle' of the working day. I know in RM that was traditionally ignored, but that does not alter the facts.
Have to agree with your post that breaks should be taken in the middle of your duty span
