need a day off and DOM refused

[eastie]

I am going on holiday in a few weeks time and booked a week off holiday months ago mon-sat.
found out my flight details which were late saturday afternoon before the holiday but are now early morning and I am working that day.
Told my DOM and he is refusing me the day off as we are so shortstaffed and he says he has nobody to cover the duty.
QUESTION
I can get someone else to cover my duty who doesnt work that day or get someone to do it after their duty by giving them an incentive or can the DOM kick up a stink because he wants other duties covered .
Especially if this person refuses to do overtime but comes in to do mine

[Poatmanjones]

Just ask him to put you on a duty that week were day off is saturday

[clashcityrocker]

Just ask him to put you on a duty that week were day off is saturday

And see if he'll give you a lift to the airport.

[Pat Ostman]

And this is why people use sick days.

[SexyLegs]

Just ask him to put you on a duty that week were day off is saturday

oooohhh, that did make I chuckle! lol

That's where I've been going wrong for the last 4 years!

Ask and we shall get? Simples!!!

[IcanthelpthewayIam]

Just direct your doms attention to Phase 3 of the Pay and Modernisation agreement

Delivery Offices
Absorbing Hours & Covering for One Another
Aims
• To jointly identify/implement genuine opportunities to absorb outdoor and/or
indoor workload where time exists within approved attendance times/normal
paid work hours.
• To provide sensible options for the business to take advantage of
opportunities to increase efficiency when workload declines, or there are
absences.
• To put in place regular and robust consultation/dialogue between managers
and CWU representatives in respect of the resourcing arrangements.
• To ensure quality of service is not adversely affected by any new
arrangements.
• To reduce the reliance on causal and agency staff wherever possible on an
ongoing basis
• To give people the opportunity to cover for one another or swap duties
providing there is no additional cost to the business, to reduce absence and
assist with domestic situations etc.• To provide the appropriate training so that employees are multi-skilled and
able to work more flexibly.
• To create a working environment where employees, CWU reps and managers
feel valued and motivated.
• To provide a better work life balance for employees

Guiding Principles/Key Criteria
• Managers and CWU reps working together to ensure a successful introduction and
operation of jointly identified opportunities/arrangements.
• Provision of suitable release for CWU reps to fully participate in the process
including weekly resourcing meetings.
• Advance Identification of traffic levels, absence/leave and workload requirements.
• Provision of the best possible customer service.
• Adherence to all Health & Safety Standards/requirements including walk safe,
legal requirements and national/local agreements.
• All staff involved on an equal and fair basis.
• Clearly displayed plans/comms so that all individuals are fully aware 2 weeks in
advance of their duty details.
• Walk logs up to date and all appropriate equipment necessary to do the job
provided, including personal protective equipment, and transport arrangements.
• Adherence to the Delivery Office Workplan.
• Individuals’ personal circumstances taken into account with a process to arbitrate
where issues are raised regarding their ability to work flexibly.
• Staff fully trained, as required, in advance to ensure they are safe and competent
to cover work.
• The continuing provision of reasonable local earnings levels.
• No changes to duty attendance times unless agreed locally.
• All leave commitments and family friendly arrangements to remain in place.


Methods/Process
1. Jointly review workload and duty structures within the Unit to maximise effective fulltime
duties and provide equally efficient part-time duties.
2. Leave Reserves to be utilised in the most effective way within the Unit.
3. A+ up to date and regularly maintained.
4. Weekly Resourcing Meetings between the DOM and CWU to be a pre-scheduled
mandatory requirement for all Offices. All forecast information regarding traffic
volumes, parcels where applicable, D2D, levels of walksorted mail, vacancies, all
known leave and workplan performance should be shared with the CWU in advance.
The meeting should then:
• Discuss and agree staffing arrangements for at least 2 weeks in advance.
• Take the opportunity to effectively refine workload requirements and
staffing arrangements for the following week where any previously
unforeseen fluctuation in traffic or leave/absence has or is due to take
place.
• Ensure robust contingency plans are in place to deal with any emergency
or unexpected traffic fluctuation.
• Ensure all planned changes are communicated/displayed to all employees
ASAP following the meeting.
Note: *If it is identified that there is a requirement for staff to work in another
Unit the process agreed locally under P&M Phase 2 will be used.
5. Joint consultation on daily fluctuations of traffic/workload will also take place ASAP to
discuss where opportunities can be identified to maintain or improve efficiency and/or
protect quality of service.
6. The Units’ Skills Register will be reviewed/updated to enable the necessary training
to be planned/provided so that employees are multi-skilled and able to be used more
flexibly throughout the office.
7. Employees will be allowed to swap duties on a weekly or daily basis providing they
give at least 24 hours notice, have the necessary skills and there is no cost to the
business.
8. A Personal Cover Register will be established to facilitate individuals making their
own arrangements if they wish to cover for each other. This cover could be for part
of or the complete shift/daily attendance. Individuals will again be required to provide
at least 24 hours notice in advance, confirm they have the skills necessary and that
there will be no additional cost to the business (a template for the Personal Cover
Register for use is attached at Annex C).
9. A chart will be displayed and updated weekly to illustrate forecast savings/bonus
achieved against budget to date under the 50/50 Efficiency Scheme, for the life of the
scheme.

[eastie]

thank you that will do for me

[Broxi51]

Can you not request special leave?

[Darren Bent]

Come in at 3am then go out on delivery at 5am then finish for 8 The customer will thanks the DOM :)

[Pat Ostman]

Wouldn't pointing out the agreement suggest the DOM can actually read?

[REDLETTER]

Can you not request special leave?

Yeh, say you've got no one to look after the kids on the aircraft!

[Broxi51]

Can you not request special leave?

Yeh, say you've got no one to look after the kids on the aircraft!

Am pretty sure that you can get special leave UNPAID for instances other than sick kids & illness related problems.
He either accepts his Doms refusal and loses a holiday abroad or he takes a day off unpaid and has the holiday.
I would check with the union first though.

[Darren Bent]

Ask for a list of people on the day off, then ask them to swap day.