Office Resign

[hawkins388]

Our office is undergoing massive change 4 hour walks etc. I have lost my duty and after 27 years service i was thinking that i would pick another one in the resign, but our office is not sure whether or not they are having one so i will have to be a reserve but there will be too many reserves can they force me to another office?

[clashcityrocker]

"massive change" would surely automatically lead to a re-sign.
Why is the office thinking of not having one?

[hawkins388]

I think it is the "im alright jack" attitude and it seems to me that many of the people who have not lost their duty are of lower seniority so the office feeling is that they do not really want one.

[Dorset Plodder]

What triggers an Office Re-sign? Who decides a Re-sign is needed?

I understood that if MAJOR changes were made then it was a Re-sign, you say your Office is undergoing Massive changes 388, sounds like Re-sign to me!

Tough Luck getting kicked off you duty with 27 years under your belt, we've got people bitching in the same situation with only 8 years seniority! I'd kick up a stink, we know RMs motto is, "I'm Alright Jack f**k You!" but that's taking the piss.

[POSTMAN]

See...
http://www.royalmailchat.co.uk/communit ... 36&t=28194" onclick="window.open(this.href);return false;

And..
http://www.royalmailchat.co.uk/communit ... 36&t=11941" onclick="window.open(this.href);return false;

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 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.

[IloveMYredTROLLEY!]

From the guidance download, "People covered by DDA need to be offered suitable duties as a priority in the process re-pick," can someone please clarify this for, please?

If DDA is an abbreviation regarding employees registering some sort of disability, this line could have a massive impact upon my time as a postie...

[TrueBlueTerrier]

From the guidance download, "People covered by DDA need to be offered suitable duties as a priority in the process re-pick," can someone please clarify this for, please?

If DDA is an abbreviation regarding employees registering some sort of disability, this line could have a massive impact upon my time as a postie...

Yes DDA (a link is in the Glossary) to give its full title is Disability Discrimination act and workers fulfilling the conditions are entitled to have "reasonable adjustments" made to their job.

Directgov website: http://www.direct.gov.uk/en/DisabledPeo ... DG_4001071" onclick="window.open(this.href);return false;

[Dorset Plodder]

Cheers for the info Postman. I think this covers most bases, there may be a few guys who could argue that their duties have not been significantly changed, but they've made such a hatchet job of the new duties I don't believe anyone's going to be able to argue that one !

Personally I don't give a s**t as I'm a Reserve so I cover at least 10 duties, I feel a lot of Posties get upset because they're asked to move out side their "Comfort" zone and do something different. Most Reserves don't have a "Comfort" zone and have never enjoyed the stability of a regular daily duty. How many times have you heard, "I've been on this duty for 5...10..15..20..years", think yourselves bloody lucky you've had that much time on your own duty. Most of us don't have that luxury Pay Back Time