The lapsing agreement

[B.D.O]

What is this lapsing agreement ?
Were rules made ?

In our office we lapse Monday through to Friday, Saturday is the only day we do not lapse.
Everyone, including rural drivers and part timers all lapse.

From Wednesday to Friday the drivers all go over there duty time because of the lapsing and before anyone says it, yes they all know they can either cut off or claim the over time.
But doing either of those two choices surely defeats the whole object of the lapsing ??

So, were any rules introduced with this lapsing agreement ?

[clashcityrocker]

Opportunities for lapsing are supposed to be jointly identified at the Weekly Resourcing Meeting.
It would depend on forecasted traffic and available hours. Lapsing is supposed to be done within contracted hours.
Quality of service should not be affected.

[taxi4leighton]

yes. but is there a written agreement
which is crystal clear and water-tight
seems that its a bullies charter
the weak and meek do it
no matter how hard their own walks are

[POSTMAN]

Lapsing/absorbing 'should' be done by local agreement,the rep 'should' be aware of what will happen in his weekly resourcing meeting.
Ok now back to the real world,if you have to cut off/claim docket because of lapsing then it should be flagged up to area level.

[Big Daz]

Scope will very from day to day and duty to duty, for example the local housing will send stuff out every month to all house/garage tenants so deliveries that predominately of this type will see a increase on their normal workload were as on a are all private it will be the same as always.

[not me]

What is this lapsing agreement ?
Were rules made ?

In our office we lapse Monday through to Friday, Saturday is the only day we do not lapse.
Everyone, including rural drivers and part timers all lapse.

From Wednesday to Friday the drivers all go over there duty time because of the lapsing and before anyone says it, yes they all know they can either cut off or claim the over time.
But doing either of those two choices surely defeats the whole object of the lapsing ??

So, were any rules introduced with this lapsing agreement ?

which is why you keep getting lapsing

[mf]

In our office we lapse Monday to Friday depending on traffic.Today i informed my manager that i would not be able to complete my lapsing in time to which i was told if i could not do my lapsing today i would be made to do lapsing on a Saturday which in my eyes is blackmail.When i informed him i never work past my finishing time his answer was that all staff in the office were expected to go over there time when needs be.Surely this is a form of bullying and harassment everyone is entitled to finish on there time.

[POSTMAN]

MF,there is the flexability agreement,30 mins here and there but you get each 30 mins back in the same week so your core hrs for the week do not change.
Anything else he spouts is bullshit.

Are you aware of this,is your office,is your.................rep.
Also you can't be forced to do it as such.

Also if only you lapse on the Sat,then it's a B&H job.

[fishtank]

yes. but is there a written 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.

[B.D.O]

This part is beyond laughing at:
• To create a working environment where employees, CWU reps and managers
feel valued and motivated.
• To provide a better work life balance for employees

Our office has NEVER had a weekly resource meeting, so this part is complete rubbish:
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.

In our office the lapsing is just another excuse to take the piss.

And where hell is this union that I pay every week ??????

[fishtank]

And where is the hell is this union that I pay every week ??????

All around you.
I give HQ loads of stick but not having a weekly resource meeting isn't their fault...it's your rep's fault,and if he/she is ok with not having a meeting...then it's your fault for having them as a rep.

[citypostie]

Well in our office (after a full p+l revision) we have been lapsing everyday, meaning most duties are going an hour plus over back end of the week most days. We are told we have to complete and can only claim once our hours have evened themselves out from any time we have gained monday and tuesday....which is minimal, now I questioned this saying it was in effect banking of hours. The DOM said yes it was and was fully agreed with our union rep who just happens to be the area rep as well....

[fishtank]

The DOM said yes it was and was fully agreed with our union rep who just happens to be the area rep as well....

Your rep has absolutely no authority to agree banked hours whether he's the local rep,area rep or Dave Ward himself.
Ask to see this "agreement" and exactly when the members voted for it.

[citypostie]

The DOM said yes it was and was fully agreed with our union rep who just happens to be the area rep as well....

Your rep has absolutely no authority to agree banked hours whether he's the local rep,area rep or Dave Ward himself.
Ask to see this "agreement" and exactly when the members voted for it.

Seriously we have tried to argue that there is no such thing as banked hours but they will have non of it. Our rep is on full time release but when he does make an apearance he backs the bosses up and says it's been agreed...what can we do apart from all get together and refuse to do lapsing and then deal with all the rubbish that follows with no back up from the union.

[POSTMAN]

The DOM said yes it was and was fully agreed with our union rep who just happens to be the area rep as well....

Your rep has absolutely no authority to agree banked hours whether he's the local rep,area rep or Dave Ward himself.
Ask to see this "agreement" and exactly when the members voted for it.

Seriously we have tried to argue that there is no such thing as banked hours but they will have non of it. Our rep is on full time release but when he does make an apearance he backs the bosses up and says it's been agreed...what can we do apart from all get together and refuse to do lapsing and then deal with all the rubbish that follows with no back up from the union.

Email Bob Gibson,but 1st it's not a local agreement is it,we've heard on here before of wank local agreements not voted in by the members.