rep says ...................

[col456xyz]

just like to remind you all.
the strike over sdd,
we finished up with a worse deal than we were offered in the first place

[k979aaa]

dingo I was on strike for all of the three disputes you mention in your post and long too make it four as our present working environment is intolerable!. May our actions contribute too a better postal service for our nation and less bonuses for those who are so undeserving!. :cfo

[HESS]

We've all got our prefrences on what kind of tatical strike action should be taken and like previous member stated....we'd be into next year before we all settled on a plan...!!! Whatever kinda action the PEC decide on.....we ALL gotta do it....!!!!! No matter what.....!!!!!

[Moriarty]

Can a strike be called as quick as a week? Don't know why but I thought a certain time period had to be adhered to before going on strike eg 28 days. I'm probably talking bollocks, feel free to correct me!

[TrueBlueTerrier]

Can a strike be called as quick as a week? Don't know why but I thought a certain time period had to be adhered to before going on strike eg 28 days. I'm probably talking bollocks, feel free to correct me!

OK - i will

No - minimum notice is 7 days. Earliest National Strike would be 7 days from next Monday when the PEC meets.

http://www.safeworkers.co.uk/OnStrike.html" onclick="window.open(this.href);return false;

By law, unions must give 7 days' notice of strike action to an employer stating that it intends to hold a ballot, the date on which the union reasonably believes the ballot will take place and any other information the union has which will help the employer make plans. The union must also give the employer a sample voting paper at least 3 days before the ballot. If the company has several sites, a separate ballot may need to be held at each workplace where strike action is proposed.

If workers vote in favour of strike action, it must begin within 4 weeks of the ballot taking place. This period may be extended up to 8 weeks after the ballot but only if the union and the employer both agree to it.

During Strike Action - Legal Issues

The dismissal of any striking employee during the first 12 weeks of lawfully organised official strike action will be deemed unfair. If, as an employer, you lock out your workforce during this protected period, the lock out days are ignored when calculating the 12 week period. However, you can dismiss an employee after the 12 week period if you can show you have made genuine attempts to negotiate. This must include the proper use of any joint disputes resolution procedure. Unfair dismissal claims may also be brought if you discriminate between employees by dismissing some of those who have taken part in the action but not others or if you've re-employed some employees but not others within 3 months of the dismissal. However, an employee dismissed whilst taking unofficial action cannot claim unfair dismissal.
Employees who are on strike and their union representatives can legitimately picket their own workplace and are protected from legal action as long as the picketing is peaceful, causes no obstruction, does not intimidate others and there is no damage.
Secondary action is not protected and those involved can be sued or prosecuted for damage. Secondary action encompasses picketing by non-employees, picketing of connected businesses, e.g. suppliers and sympathetic strikes by employees who are not in dispute with their own employer.

Pay During Strike Action

Where employees take strike action, they are inevitably in breach of their contract and lose their right to pay. The situation is more complex when employees take action short of an all-out strike, e.g. refusing to carry out particular duties. If an employer carries out partial duties, you cannot refuse to pay the employer for the part of the duties they have carried out, although they are not entitled to full pay.
Following Industrial Action

An employer may re-employ a worker dismissed during strike action on whatever terms the employer chooses, providing the same terms are offered to all the employees who were dismissed. During the 3 months following dismissal, an employer cannot selectively re-employ some workers and not others but after the 3 months are up, the employer has the right to choose who he/she re-employs if necessary.

[Moriarty]

I stand corrected

[collectionsarebest]

never mind striking if everyone worked to rule, instead of cutting there jobs to shreds, we could ruin royal mail without loosing a penny. I know its not the same in every office but it does seem sometimes that some muppets will vote yes go along with the strikes and then a week after any outcome will be back cutting corners, not taking meal reliefs, licking managers bums.
It should maybe be down to individual unit reps to decide what action to best take, just a thought