Numbers Allowed On Leave

[Exrep]

Simple one here I think our leave has been attacked 2 years on the bounce now.

At one time we were allowed 10 off in 1 week then additional places for ever how many walks we lapsed .

This got reduced to nine last year 12 in total as we lapsed 3 walks ,next year they want to reduce it to 8.

Now should the numbers allowed off be worked out againts your offices AWD or the RCS im under the impression it should be the RCS but i may well be wrong anyone no for certain on this please as my DIM is working it out against the AWD .

cheers.

[clashcityrocker]

You could ask your rep.

[POSTMAN]

The 'formula' has been posted before on here,i think it was dingo who posted it.

[Big Daz]

The way forward basically says Rep and DOM agree on a figure. Dont recall a formula in it.

[POSTMAN]

The way forward basically says Rep and DOM agree on a figure. Dont recall a formula in it.

I'm sure dingo or at least someone posted it.
Something like the amount of staff possibly divided by x amount of weeks,how many reserves you've got and possible other things.
I know i've seen it on here just can't find it.

[clashcityrocker]

I know i've seen it on here just can't find it.

It's under your 1099B, you numpty.

[POSTMAN]

It's under your 1099B, you numpty.

[Big Daz]

The way forward basically says Rep and DOM agree on a figure. Dont recall a formula in it.

I'm sure dingo or at least someone posted it.
Something like the amount of staff possibly divided by x amount of weeks,how many reserves you've got and possible other things.
I know i've seen it on here just can't find it.

I recall that being the number of reserves, rather than the amount of OPG,S allowed on leave.

[POSTMAN]

The way forward basically says Rep and DOM agree on a figure. Dont recall a formula in it.

I'm sure dingo or at least someone posted it.
Something like the amount of staff possibly divided by x amount of weeks,how many reserves you've got and possible other things.
I know i've seen it on here just can't find it.

I recall that being the number of reserves, rather than the amount of OPG,S allowed on leave.

Hmmm,ok that might be it tbf.
So surely the amount of reserves you have will gauge the amount off at one time.
IE:6 reserves,6 leave spread?

[Big Daz]

It will determine the max that can be on leave without lapsing, also in the past RM has had sick leave reserves as well as annual.

A/L purchase and length of service can play a part in how many are off on any given week.

If the total slots is enough to cover all leave that needs to be booked you can go down and up rather than a straight flat amount off each week

[fishtank]

We just bundle them up in groups of 7.
5 duty holders,1 RDC,1 Reserve...1 off from each group at a time.
And a couple of groups of just reserves to cover sick.
No need to worry about slots.

[Big Daz]

Selection of annual leave (Way Forward Agreement)

The objective will be as far as possible to maximise leave opportunities for employees, whilst ensuring that operational needs and the customer specification are met at all times. This agreement covers selection of full week leave and part week e.g. holidays staring mid-week. Single days leave will be agreed locally through the Staff Resourcing Manager in Mail Centres or the line manager in other operational units.

The leave year will be April to March. The Christmas pressure period, determined by the operational unit, will be a closed period for leave. The selection process should be complete by the end of the preceding October each year.

The granting of leave must always be subject to operational requirements and fairness of allocation. Employees who wish to exchange between themselves periods of leave already signed for will be able to do so, with the agreement of the Staff Resourcing Manager in Mail Centres or the line manager in other operational units.

Prior to annual leave signing, the Staff Resourcing Manager in Mail Centres and the line manager in other operational units, will have discretion to grant specific requests for particular periods of leave from individual employees based on their exceptional and unavoidable personal circumstances. This will include meeting the commitments of employees new to the unit where they join with holidays already arranged, without disadvantaging existing staff with agreed leave already allocated.

Assigned allowances are paid during annual leave but not non-assigned or intermittent allowances. Where assigned shift allowances are averaged across a rotation, employees may not take more than three weeks of their leave from the most unsocial shift (i.e. that which attracts the highest payment) of the rotation.

Annual leave selection process principles:

• Leave will be organised within the existing organisational structure of the office, e.g. work areas for Mail Centres and RDCs, Delivery sections in large Delivery units and across the whole office in other Delivery offices.

• In all cases, the line manager/staff Resourcing manager will need to ensure specialist areas are always adequately covered, e.g. drivers, rurals, VCS, mech.

• All employees will be included on an equal basis, whether full- or part-time.

• Reserves will be allocated to work area and with that, specialist groups where needed, but reserves may be required to work within other work areas for the coverage of unforeseen absence and short-time sick absence.

• Operational requirements within the work area will determine the maximum number of people that may be away at any one time. This will be based on:

- Forecast variations in workload during the year including event forecasting such as peak traffic periods, Bank Holidays etc;
- forecast sick absence;
- training and substitution absence;
- the resulting leave reserve level and supplementary staffing.


Selection of leave

Royal Mail and CWU, locally, will agree their own annual leave selection procedures. This must conform to all of the principles listed above. If the current selection procedure already conforms, there is no need to change. Where current arrangements do not conform, they will need to be changed. However, if annual leave has already been selected for the year or part-year, this will be honoured and the new procedure will not be introduced until after this leave period.

Two examples of annual leave selection procedures that do not conform have been attached at Annex 1 for consideration, but the local unit is free to come up with its own procedures, always provided that they conform to the principles. All selection of annual leave procedures will be subject to a National Review during their first year of operation.

[woofwoof]

so you can pick leave on seniority then

[fishtank]

so you can pick leave on seniority then

NO.

http://www.cwunortheastdivision.org/Ind ... iority.pdf" onclick="window.open(this.href);return false;

Note
also that seniority will not be used for leave selection (except possibly to allocate employees
into rotating groups) once local leave selection processes have been reviewed. This will be
necessary to conform with the criteria set out in the agreement on Annual Leave: “all
employees will be included on an equal basis”.