Re-sign

[packmule]

Our office is currently having ALL the walks altered, surely this must entail a complete office resign and not just unasigned walks?

[gerardy]

if all the walks are being altered then yes a full office resign should be taking place
it only takes the majority of the office to be changing for a full resign
it is all in the pay and modernisation agreement

[Big Daz]

packmule

If a duty does not incurr major change then the duty holder does not have to give it up.

[shepherdess]

If your duty remains at least 75% the same it does not constitute major change so if they just add 1 or 2 streets onto it. your duty does not have to be included in an office resign.

[somerset]

If your duty remains at least 75% the same it does not constitute major change so if they just add 1 or 2 streets onto it. your duty does not have to be included in an office resign.

Very interesting post. We are doing a resign and i have being doing my duty for years . Someone senior to me has picked it . Only change is start time. I and my custumers want me to stay on duty . But and a BIG BUT is where is this agreement in black and white ?

[dpb]

I know things are tough in Delivery but surely you don't all have to resign ? (from your jobs)

perhaps an office re-pick would suffice!

[shepherdess]

its in the 2007 Major Change agreement . I also had this clarified a few years ago while Alan Leighton was in charge. I emailed ask alan I know a bit sad but sometimes if you want answers go to the top. Your point about start times is that "New start times does not constitute major change" and your walk should not go into a resign unless you want it to.

[roger]

If your duty remains at least 75% the same it does not constitute major change so if they just add 1 or 2 streets onto it. your duty does not have to be included in an office resign.

Very interesting post. We are doing a resign and i have being doing my duty for years . Someone senior to me has picked it . Only change is start time. I and my custumers want me to stay on duty . But and a BIG BUT is where is this agreement in black and white ?

Get hold of the latest version of"Resourcing Jobs As A Result Of Major Change",look under "Change Criteria",it tells you about changes to attendance times.Basicaly if your duty times change AND you can attend the new times your duty stays out of the re-sign.

[Big Daz]

JUSTIFICATION FOR AN OFFICE/UNIT RE-SIGN


4. In order to protect service to the customer, reduce disruption to our employees and prevent any negative impact on the continuity of job skills and local knowledge, full office re-signs will normally only take place in the context of major change.

5. Section 16.2 of the Way of Working Agreement defines "Major Change" as:

.the relocation or merger of units

.a significant process alteration arising from automated working or reshaping of the pipeline

.delivery revisions, which involve significant re-plotting of walks or significant restructuring of attendance patterns (e.g. full time/part time mix, five-day weeks, "longs and shorts" or nights plus a first delivery, where they are agreed).

For a re-selection exercise to be considered the extent of such a change must be that it has a significant impact (in content and/or attendance times) on over 1/3 of the jobs in the unit. (New jobs should be included in this number).

6. While it is not possible to be totally prescriptive as to what constitutes "significant", cases will need to be judged on their merits, using the attached "Guidelines" (Annex 1). The test should be that it could be argued that, to all intents and purposes, the job is no longer the one previously signed for.

7. The logical approach is to first confirm the number of unchanged jobs, using the Guidelines. For there to be a full office re-sign the number of unchanged jobs must be less than two-thirds of the total (including reserves). In these circumstances, the facility of a re-sign will be agreed with the changed and new duties being jointly identified with the appropriate CWU representative, as specified in the "Procedure" section of
Annex 1. (The decision tree at Annex 2 illustrates where an Office/Unit re-sign is appropriate).

8. There will be a further review of these arrangements in the light of working experience, to ensure that the objectives set out in paragraph 4. (above) are being met.

Annex 1
AGREED GUIDELINES FOR OFFICE/UNIT RE-SIGN

These guidelines have been produced to ensure that the re-sign procedure is applied in accordance with the principles contained within the Way of Working Agreement, Section 16: Resourcing Jobs During Major Change.
The guidelines will be published and joint briefings will be held to inform staff of the re-sign procedure and the location of the Guidelines. This process will be subject to regular review with a Formal Joint Review after 12 months of deployment to identify whether it has maintained the reduced level of full office re-signs, while still affording employees reasonable opportunities for re-selection in the event of major change.

CHANGE CRITERIA
The following criteria should be applied to determine which duties have been significantly changed and are proper to be included in the re-sign:
.the duty/work content has changed by at least 25% e.g. from Mech. to manual or vice versa
.the duty has changed from indoor work to outdoor work or vice versa (staff employed on loading bay/platform duties will be classed as outdoor)
.the shift or skill allowance applicable to a duty has changed, either up or down
.there has been a change in the duty holder's opportunity to sign for Scheduled Attendance, e.g.
. Change in driving content to over four hours
.the attendance start or finish time has changed by 30 minutes or more. So that the duty holder's personal or domestic circumstances prevent them from attending at the new time or finishing at the new time-
.new duties should also be added to those identified as significantly changed, when considering whether there has been a third of the total duties affected.

This activity should take place prior to the re-sign commencing.
HOME ADDRESSES
Each individual is responsible for ensuring that the record of their home address is correct.
SENIORITY
The seniority details of all employees will be published and circulated to all individuals including those on long term sick, etc.
A time scale will be agreed for individuals to raise any questions that they may have in respect of their seniority and all queries must be dealt within this limit. Any individual who fails to raise a problem within the agreed timescale will have the seniority as originally published.

Where questions relating to seniority are raised, they will be cleared prior to the final list being agreed and published.

LEAVE/PROXY
Employees will be requested to nominate a proxy if they are due to be on leave during the period of the re-sign.
PROVISIONS
1. All new or significant altered duties will be advertised in the re-sign. These duties will be signed for on the basis of seniority, with due regard to exceptional/special circumstances.
2. Individuals whose duties are unchanged, may opt to retain them, but will also have the option of applying for any of the jobs involved in the re-sign. (See paragraph 2.3).
3. Defined specialist duties should not be included in re-signs because they are resourced as per Section 15 of the Way of Working Agreement.
4. On completion of the resign, part-timers will be able to apply for full time jobs that are left vacant by full time employees, contracted to 41.5 or 40 hours. Exceptionally, part timers who have been in their current role for less than 12 months will also be able to apply. Full time employees must not be left without a job as a result of a resign.
5. Employees should not be included in a re-sign unless they have completed 12 months on the previous duty they selected. The only exceptions to this are where:
.Their duty has significantly altered as defined in "Change Criteria" .New duties, above the previous template, have been advertised.
.The individual was placed into their current duty on appointment or due to consequential vacancy, following a previous re-sign.
.Less than 12 months have elapsed since the last Office/Unit re-sign.
.For specialist jobs, for which the applicant has been trained.
.As a result of serious personal or domestic reasons.

6. Where there is surplus following the completion of a re-sign, the provisions of the "Managing the \Surplus
Framework Agreement" must be observed.
7. Where there are likely to be high numbers of vacancies/consequential vacancies, remaining at the conclusion of a re-sign, the planning process should be actioned to achieve the required resource in the same timescale as the re-sign whe

[ldsposti]

Hi Daz your thread on agreed guidelines for office/unit re-sign, where can i get a copy of this official document ?

[Big Daz]

Most of it is way forward agreement,

[Big Daz]

Below is the exact wording of way forward

RESOURCING JOBS DURING MAJOR CHANGE

16.1 The new standard resourcing procedures covered in the previous two sections of this agreement benefit employees by giving them regular opportunities to apply for a change of job, both within their unit and their resourcing area. These incorporate and standardise the current practises of rolling re-signs, based on seniority.

This section deals with the only other circumstance where people change jobs. This is where jobs alter significantly as a result of the introduction of major change. The overriding aims for managing all such exercises must be to minimise customer disruption and avoid unnecessary displacement of employees in a way that conforms to equal opportunities legislation. This will be ensured by timely planning and full CWU involvement at all stages of the exercise.

16.2 Major change is defined as:

• The relocation or merger of units;
• A significant process alteration arising from automated working or reshaping of the pipeline;
• Delivery revisions, which involve significant re-plotting of walks or significant restructuring of attendance patterns (e.g. full-time/part-time mix, five-day weeks, ‘longs and shorts’ or ‘night plus a first delivery’, where they are agreed).

16.3 Major change is not defined as:

• Revisions of staffing arrangements, using the procedures agreed in the Performance Bonus Scheme, to implement the Performance Bonus Scheme, Shorter Working Week, Meal Relief Harmonisation and Work Time Learning or to improve alignment of staffing to workload in order to make performance improvements, unless they fall into the categories of major change defined in paragraph 2 above.
• Delivery revisions which do not involve significant re-plotting of first delivery walks.

Where such a revision displaces an individual, or where an individual’s earnings are affected, local discussions shall take place in line with the principles contained in Sections 14 and 15, which may vary the order to protect the individuals displaced. Timely planning will reduce the number of people affected in this way by the revision.

16.4 Where there is a major change as defined above, the key principles for dealing with the re-sign are:

• Employees whose jobs remain unaffected by the major change will retain them;
• These employees will have the option of applying for any of the jobs involved in the re-sign resulting from the major change, provided they have completed a minimum of twelve months on their existing duty (see Section 14 and 15). If this creates a resultant vacancy that would be filled using the normal resourcing procedures in Section 14 or 15;
• Employees taking part in the re-sign will be given the opportunity to advise of any personal circumstances, which necessitate a particular duty type or attendance pattern and, where practical, this will be accommodated. Where this happens, there will be prior discussion with the local CWU rep;
• The re-sign and all consequential training must be planned into the revision process;
• Specialist jobs that are reselected against are filled using the procedure in Section 15;
• The re-sign will be run using a national standard procedure based on seniority, and not take more than four weeks to complete. In very large units, agreement to an extension to this deadline must be given by the Head if Performance following local discussion between management and CWU. At the end of the exercise all jobs and reserve posts must have been signed for.
16.5 All major change schemes (as defined above) must be planned so as to have in place an agreement covering selection, placement and training, minimising and then managing surpluses and all other employee issues at least 13 weeks before the Ready for Service (RFS) date, or dates if the project is in phases. (Planning and discussions through Strategic Involvement and the IR Framework should start at least 12 months in advance of any planned major change). This agreement must conform to existing national agreements. In the event of any failure to reach agreement by this date, the points of difference will be referred to Service Delivery Headquarters and CWU Headquarters for resolution.

[ldsposti]

Got it thanks Daz

[woodsman]

where can i get hold of sections 14,15 and 16 of agreement about specialist jobs in re-sign................Am I wrong in understanding that if there is a full office re sign and my duty stays the same , i can opt out of re sign with my duty?..............any help on this matter would be most grateful

[POSTMAN]

where can i get hold of sections 14,15 and 16 of agreement about specialist jobs in re-sign................Am I wrong in understanding that if there is a full office re sign and my duty stays the same , i can opt out of re sign with my duty?..............any help on this matter would be most grateful

Way forward,page 26 and on...
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