Conflict of Interests ??

[Big Daz]

The union may support you if a charge is put in against you for putting in a grievance in bad faith.
Have I missed anything?

Yes.

Bad faith I thought was for B and H, a grievance is simply to say your not happy with something. Yout not accusing a manger of being Mr Nasty with grievance.

[mailsort6]

If a employee puts in a complaint of bullying and harassment against a manager and the manager states that the complaint was put in in 'bad faith' I would perceive this as the manager trying to victimise the employee and trying to stop the employee taking their claim for bullying and harassment any further.

[Big Daz]

Bad faith I thought was what could happen if ones complaint is NOT upheld.

RMl should not be saying bad faith before the case has been heard.

CWU should try and put a stop to this bad faith nonsence .

[La Poste]

It's something that's said in our office to discourage people from making a complaint, you know the sort of thing "if you put that complaint and it's judged to be unfounded you realise a counter claim can be made against you".
It's bullsh1t but often worries people enough to not pursue a grievence against a manager.

[wranglered]

spot on La Poste....

[Tman]

It's just a way of the employer trying to cut down on time-wasting or malicious accusations, but if your "claim" is genuine then there's no problem....

[Ahebban]

I don't see 'conflict of interest' issues arising simply because it is recognized that the appropriate allocation of time for union duties to be administered properly is made available. More often than not it is RM placing unwarranted restrictions on CWU officials rather than officials abusing the system for their own self-interest.

As we have seen during the current dispute, and events leading up to it, RM can hardly be described a model employer for the modern age! As an Office Rep the pressures placed on me by membership and manager alike have been huge, and I have good reason to be thankful that Area/Div Reps are available for support. Naturally, I can't speak for all, but I know from personal experience that our Area/Div Reps live in the real world and are 100 percent committed to the CWU and its members.

Someone you recognized as a hard-line Office Rep, elected to a higher position, may appear as a conciliatory Div Rep. The further you move away from local issues, priorities change and so to does the thinking to accommodate that, as the decision-making process affects a greater number of people. It does not mean he/she has sold out at all.

It should not be forgotten either that, unlike the case with RM managers, CWU Reps are elected and not appointed to their positions, so there is a greater degree of accountability through the ballot box. All too often the 'wrong person' is elected to a position because of lack of interest at the time of balloting. The maxim of 'you get what you deserve' is both appropriate and a timely reminder as Rep positions are up for elections in the new year.

[bussyman]

Hi there,
If I take a second job with another company (not RM competitor) and both my jobs are together less than 40 hours. If I do it what action RM can take against me? warning? suspension? dismissal? Or if i report my second job can they ask me to stop it under any circumstances?.

[TrueBlueTerrier]

As I understand it you only have to tell them about the other job because of tax issues. However, it is also mentioned in my contract that we cannot work for competitors at the same time, and that Royal Mail will be our primary employer.

They can ask you to stop working for another employer if it starts to conflict with your employment with RM, and its up to you if you comply, though of course there will be implications either way. However as far as I know there is nothing stopping you working for another employer as long as it doesn't break your contract with RM.

As to suspension and discipline, as I understand it they can only do so if you fail to report the second job or it breaks your contract, or it interferes with your employment with Royal Mail.

[bussyman]

As I understand it you only have to tell them about the other job because of tax issues. However, it is also mentioned in my contract that we cannot work for competitors at the same time, and that Royal Mail will be our primary employer.

They can ask you to stop working for another employer if it starts to conflict with your employment with RM, and its up to you if you comply, though of course there will be implications either way. However as far as I know there is nothing stopping you working for another employer as long as it doesn't break your contract with RM.

As to suspension and discipline, as I understand it they can only do so if you fail to report the second job or it breaks your contract, or it interferes with your employment with Royal Mail.

Thanks for your replay.
I can make it clear. in the employee hand book it says you must declare any other employment. I didn't declared it yet.
RM job will be my main job. I am worried because I am not a favorite of my manager. So in the worst scenario what can I expect? Sack? disciplinary hearings? or only a warning?
I am working for long time for RM and getting tired now.

[TrueBlueTerrier]

It all depends on the circumstances, but dismissal, and the other actions, whilst possible certainly are not probable in most cases.


There is nothing that management can do about you having a second job unless it interferes with your employment at Royal Mail, and they cannot dismiss you solely for having a second job. In fact although I am not 100% certain, I think its illegal for them to restrict you gaining other employment.

Your only concern is if you have already been working for them before you inform your manager but its unlikely that any action will be taken if you have. In the not too distant past if was fairly normal for even Full Time Posties to work a second job so the processes are already in place. My personal advice if you are not sure what to do, then get some advice from a long server whom you may have a better idea what the local managers attitude is.

I personally think you have nothing to worry about, but you should always be honest in your dealings with RM, even if they don't always reciprocate.

[bussyman]

It all depends on the circumstances, but dismissal, and the other actions, whilst possible certainly are not probable in most cases.


There is nothing that management can do about you having a second job unless it interferes with your employment at Royal Mail, and they cannot dismiss you solely for having a second job. In fact although I am not 100% certain, I think its illegal for them to restrict you gaining other employment.

Your only concern is if you have already been working for them before you inform your manager but its unlikely that any action will be taken if you have. In the not too distant past if was fairly normal for even Full Time Posties to work a second job so the processes are already in place. My personal advice if you are not sure what to do, then get some advice from a long server whom you may have a better idea what the local managers attitude is.

I personally think you have nothing to worry about, but you should always be honest in your dealings with RM, even if they don't always reciprocate.

Thanks for your replays
You gave me the better answer than my rep.
As long as it is not a dismissable offence i am not worried about it.

[pad]

Having some level of 'Release', though always subject to argument with many. many managers can see both sides of this. Always glad to see individuals willing to challenge unacceptable behaviour but as always Managers say 'where's the complaint?'

To illustrate:
National Unit Rep's Briefing Birmingham 2013 to Launch 'Agenda for Growth'

, All available Unit Reps had to attend (Managers were instructed to release us)

Moya Greene addressed meeting went well until in response to a question from the Floor she responded 'most complaints of bullying in Royal Mail are member versus member' I've never heard a response like it, 3000 people groaned as one. Now whatever anyone may think I've on doubt the CEO clocked that.

We now appear to be in the 'you've never put it in writing stage' on almost every HR procedure, quite when anyone is meant to do this escapes me?

As a Unit Rep (for 21 years) apparently I'm meant to raise such issues at my Mandatory Weekly Resourcing Meeting.....been trying to have one for three years?

Excuse for no Resourcing meeting is..........

1) 'You're never here ( On Release to CWU HQ nine weeks a year?)
2)' I'm not paying for that! (Mandatory only applies to OPG's?)
3) I Can't cover you!
4) I Need you to do this.
5) So and So's gone sick you're the only person that knows it........USO in danger.....
6) There's no issues to discuss.....
7) No-ones complained to me.....
8) Everything's running fine
9) 'SOME SUCH OFFICE' Don't bother why should we?
10) I'm in charge what's it to do with you?
11) 'The Unions agreed to lapsing this is what it means.....;
12) These people owe me time for Tuesday........

New Acting Area Rep....... New Excuses....
1) You're refusing to meet me.
2) You just want to disagree (see above)
3) The DSM's asking why we're not having these meetings it'll only take fifteen minutes, but you can't disagree.



Bravo to new Acting Area Rep.....sometimes things move on.........