Can any one give me any information about opting out of a re-sign if my duty doesn't change....the structure stays the same......Does the way forward agreement thingy still stand.
would be most grateful for any information on this
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Opt out of re-sign
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IcanthelpthewayIam
- Posts: 4067
- Joined: 26 May 2009, 13:37
- Gender: Male
Re: Opt out of re-sign
woodsman wrote:Can any one give me any information about opting out of a re-sign if my duty doesn't change....the structure stays the same......Does the way forward agreement thingy still stand.
would be most grateful for any information on this
You say the structure is not changing, is the whole duty remaining identical without any changes at all?
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woodsman
- Posts: 11
- Joined: 09 Feb 2011, 22:11
- Gender: Male
Re: Opt out of re-sign
Yes, that is correct , no changes to duty.
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enzio
- Posts: 379
- Joined: 06 Mar 2010, 16:30
- Gender: Male
Re: Opt out of re-sign
what about the times you start and fin as that counts to also are you bring in park and loop
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arnold cheshire
- Posts: 5309
- Joined: 14 Oct 2010, 21:28
- Gender: Male
- Location: england
Re: Opt out of re-sign
if the union agrees to a resign you could probably opt out of a repick but someone else would be able to pick your duty then you would 
end up a reserve
end up a reserve-
woodsman
- Posts: 11
- Joined: 09 Feb 2011, 22:11
- Gender: Male
Re: Opt out of re-sign
So if there is a full office re-sign and my duty stays exactly the same, I can not opt out with the duty I already have?............ is there a section with the way forward agreement in full or the new pay and modernisation agreement...so I could clarify this point.
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Spedley
- Posts: 1209
- Joined: 16 Jul 2007, 17:32
- Location: Warwickshire
Re: Opt out of re-sign
If a certain percentage of the jobs change then a resign involving all duties could be necessary. You can't opt a duty out of a resign just because you want to 'resign' it.
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arnold cheshire
- Posts: 5309
- Joined: 14 Oct 2010, 21:28
- Gender: Male
- Location: england
Re: Opt out of re-sign
banging your head against they wall here
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IcanthelpthewayIam
- Posts: 4067
- Joined: 26 May 2009, 13:37
- Gender: Male
Re: Opt out of re-sign
From the way forward agreement
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 wherever possible.
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.
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 wherever possible.
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.