Favouritism in our office

[John_B]

I'm sure there are many delivery offices just like mine. . . that immoral word "favouritism"

As an SPDO, our office is run by our supervisor, we don't have a in office manager.

So here is the long story cut short. Our supervisor has a "mate", he is just a postie, same as me and has not been with RM that long, I think about 5 years.
This "mate" is also an ex bank manager (theres a hint in that bit). Between them, they have decided to bring in a casual part timer to take this ex bank managers round out, so he can spend the day sat in the office, this has been happening since last summers lapsing.
We only have a small callers office and it only requires one person.
Yesterday, they lapsed another round, even though this ex bank manager was now spare.
It is a waste of RM money and is possibly destroying any chance I have of getting a £200 bonus if we make X amount of savings.

Now here is my dilemma. I'm about to be made the office union rep, would it be right for me to report this to my manager, or let her discover this con for herself ?
Though that said, I think our manager does know and has decided to turn a blind eye !!

This is just one of many things that go on in our office.

[John_B]

So he sits in the office doing nothing every day?

Yes, exactly that and he is a full timer (40 hours), and he decides what time he starts and finishes !!!!

[moyas slave]

so a bank manager has taken a job as a postie?
you are sure he is not the regional manager or something?
doesnt quite add up for me.

[sidewinder]

Don't add up for me either.

[John_B]

No, he is NOT a manager. He has been a postie in our office for about 5 years. He is a retired bank manager and retired early from the banking system.

He does act like a damn manager though, but not with me

Apart from it being wrong in so many ways, he has in theory jumped the seniority queue.

Another example, Along with our supervisor coming in early to unload the wagon, another member of staff comes in early to help. Somehow this ex bank man wangled his way into coming in early to do the same thing, he and the other member of staff both continued to get there early shift allowance. That was until a few months back when management decided only 1 extra was needed, guess who got it ??? again jumping the seniority queue.
And the one who was no longer allowed to come in early lost her early shift allowance.

Once I am the office union rep, things will change.

[banddy]

No, he is NOT a manager. He has been a postie in our office for about 5 years. He is a retired bank manager and retired early from the banking system.

He does act like a damn manager though, but not with me

Apart from it being wrong in so many ways, he has in theory jumped the seniority queue.

Another example, Along with our supervisor coming in early to unload the wagon, another member of staff comes in early to help. Somehow this ex bank man wangled his way into coming in early to do the same thing, he and the other member of staff both continued to get there early shift allowance. That was until a few months back when management decided only 1 extra was needed, guess who got it ??? again jumping the seniority queue.
And the one who was no longer allowed to come in early lost her early shift allowance.

Once I am the office union rep, things will change.

could be sex discrimaination?
what about fairness and equality?

[moyas slave]

No, he is NOT a manager. He has been a postie in our office for about 5 years. He is a retired bank manager and retired early from the banking system.

He does act like a damn manager though, but not with me

Apart from it being wrong in so many ways, he has in theory jumped the seniority queue.

Another example, Along with our supervisor coming in early to unload the wagon, another member of staff comes in early to help. Somehow this ex bank man wangled his way into coming in early to do the same thing, he and the other member of staff both continued to get there early shift allowance. That was until a few months back when management decided only 1 extra was needed, guess who got it ??? again jumping the seniority queue.
And the one who was no longer allowed to come in early lost her early shift allowance.

Once I am the office union rep, things will change.

best of luck with that one mate, i for one wouldnt envy you that position nowadays.
we havnt had a rep for over a year and im simply not suprised, last guy we had was on the verge of a nervous breakdown.

[jack straw]

so a bank manager has taken a job as a postie?
you are sure he is not the regional manager or something?
doesnt quite add up for me.

Sounds par for the course to me. Favourtism is rife in all offices. All the reps and their mates sticking together and taking the easy jobs in the re-sign. I know you'll say 'there are no easy jobs, all the jobs are equal'. This is bollox. Every single rep and all his cronies have it easy. THIS IS A FACT. They are as bad as the managers and their mates as in this case. Think about it you lot!

[sidewinder]

Ah I see your point now. Sorry I was thinking outside the box and round the corner. Favouritism is rife in my old office but icant put here what happened with dims pet and how the he'll he got away with serious gross misconduct. It would open a can of worms as it was hushed up by dim and even higher up managers.

[fishtank]

Weekly resource meeting....it's where the rep gets to question the resources

Checklist for CWU Reps;-
Resourcing Meetings issues you should raise or be aware of;

Review last weeks arrangements (this should be in light of any operational difficulties so you can identify any problems and discuss solutions so if the scenario crops up again all parties know how the office will cope with it).
Identify any lapsed hours (This is to ensure that any savings identified can go forward to the 50 / 50 share scheme on savings)
Did the office perform against mails operation budget? (as above)
Have all duties and leave reserves been covered for the week?
What is the current office establishment (FT/PT/RES) (This is important information CWU Reps must be aware of so they can keep a check on the staffing base of their office on an ongoing basis).
Current staff actually in post. (Knowing this information allows you to identify current staff in post against establishment).
Have any requests been made by staff to change/swap duties (This information is important to our members especially with the flexibility part of the Pay and Modernisation agreement)
Ensure that duties and Over Time lists are displayed within the agreed parameters of when members / staff need to know in your office
Have Overtime levels and rest days been agreed?
Identify any new delivery points (Have they been entered in A Plus?) (This information is crucial especially where offices are going through a Geo-route revision)
Are there any new entrants or transferees starting that week? Will they need training?
Are there any duties that are currently vacant in the Unit? When will they be advertised (Refer to Resourcing Agreement for Vacancies)
How many door to door contracts for this operational week ? (May need to deal with weight on delivery issues requiring additional replenishment)
Is facility time required for the CWU Rep (If yes, is it covered? or how will it be covered?)
Are there any perceived resourcing issues for that week? E.G. Sick absence, annual leave, high traffic levels etc?
What are the proposed working arrangements?
Are there any Seasonal Plans that you need to discuss EG Christmas Pressure, Summer Staffing etc?

And....Is there any reason why the office has decided to bring in a casual part timer to take this ex bank managers round out, so he can spend the day sat in the office?

..but don't make it personal.

[John_B]

Nice reply fishtank.

The problem I have is myself and the supervisor do not get on.
I know what his reaction will be when I ask questions like those posted by fishtank, it will be blank and silence.

So, when that does happen, what do I do ?
Does he have to respond ? could it be seen as refusing to cooperate with the union ?

I know I will have a tough challenge ahead of me, but I am ready for that.

What I am not ready for is the scenarios and situations I will be put in if and when my supervisor refuses to cooperate, how do I respond to those ?

[krussel]

Firstly i wish you the very best of luck on becoming the rep, good on you

Now this ex merchant banker who you say is just sitting in the office ?? Sounds odd, is he released to work on any revision taking place ? Is he updating the computer system, Aplus perhaps ?

[fishtank]

I know what his reaction will be when I ask questions like those posted by fishtank, it will be blank and silence.

So, when that does happen, what do I do ?
Does he have to respond ? could it be seen as refusing to cooperate with the union ?

Yes he has to respond and yes it will be seen as non-cooperation.
Show him this...this is THEIR OWN GUIDANCE.

Model Agreement / Template for Local Offices regarding Local Resourcing Meetings.

Royal Mail and the CWU recognise it has never been more important for us to engage at all levels in a positive Business/Union relationship. For Royal Mail to be truly successful both now, and in the future it is essential that we constantly strive to improve the way we work together at every level of the organisation.
Our joint commitment is to support and develop CWU Representatives and Managers so that strong local working relationships, built on mutual trust and respect, are embedded and maintained in every unit.

It is imperative that our local resourcing meetings happen every week. The purpose of these meetings will be to demonstrate our joint commitment to resolving local issues together and to find new and creative ways of responding to and beating the competitive challenge to be successful in the commercial world we now operate in.
It is important that our people recognise the value and importance of local resourcing meetings and, that they have confidence that CWU Representatives and Manager’s have the commitment to work well together to improve Industrial Relations for the benefit of everyone.

To make this happen we will ensure that the following takes place;-

Resourcing meetings must be scheduled every week

Meetings will have an agenda of agreed items for discussion (wherever possible involve people in the build up of the agenda).

Standard items such as;

Office performance.

People Management (traffic forecast / resourcing plan, overtime allocation and training needs).

Local business plan

Seasonal plans (Christmas / Summer staffing).

Improvement opportunities that exist in relation to the above.

Improvement ideas raised by employees that they cannot implement themselves

Look at the way your office or work area is performing from a business, union, people and customer point of view and think about how it can be improved taking all of the above aspects into account.

Discuss how you are going to approach day to day operational and seasonal planning issues.

Identify areas for discussion and take them forward into Joint Problem Solving and the normal negotiation process via the Industrial Relations Framework. (Remember the weekly Resourcing meeting is not the only time for negotiation. Any issues identified for negotiation must be diarised and discussions should be progressed through the negotiation process/IR Framework

It is however important that minor issues of individual grievances are not included in the agenda.

Outputs from the meetings should show clearly the topics discussed, actions agreed and who is responsible for taking actions.

Outputs should be jointly signed and displayed. If for any reason action points are delayed, updates must be provided to people.

You should seek every opportunity to provide people with an update of your discussions jointly through your weekly WTL sessions and, give our people the opportunity to input and become more involved.

Your involvement and commitment to ensuring we work together to identify and resolve local issues through the Resourcing Meeting will help to provide our people with opportunities to provide excellent customer service and maximise the benefits of success for everyone.

If he still acts the arse...throw in a disagreement contact your Area Rep and see how your supervisors boss deals with it.

[Indy]

Nice reply fishtank.

The problem I have is myself and the supervisor do not get on.
I know what his reaction will be when I ask questions like those posted by fishtank, it will be blank and silence.

So, when that does happen, what do I do ?
Does he have to respond ? could it be seen as refusing to cooperate with the union ?

I know I will have a tough challenge ahead of me, but I am ready for that.

What I am not ready for is the scenarios and situations I will be put in if and when my supervisor refuses to cooperate, how do I respond to those ?

You have my moral support... go get 'em tiger!

What are the management above this supervisor like? what are others in the office like? get them on board!

[John_B]

You have my moral support... go get 'em tiger!

What are the management above this supervisor like? what are others in the office like? get them on board!

I will have no problems with my manager, she is all for having a union rep in our office.

As for my work colleagues, they can't wait for our office to have a rep.

And no, the ex bank man has not been released to aid any changes, he is simply being a lazy git and taking full advantage of a situation that arouse back in last summer, when we lapsed for the first time, which has continued to this day.