Wallington weeks & sick leave.

[Brainache]

If you are off sick for a few of your 5 weeks can they take some of your restweek days off you ? Hasnt happened yet but they might try it. Thanks.

[fishtank]

If you are off sick for a few of your 5 weeks can they take some of your restweek days off you ? Hasnt happened yet but they might try it. Thanks.

It's a very good point.
It will have to be tested.
You do not receive sick pay for your banked hours that go towards your week off but they are counted towards sick absence.
You could argue that these should not be counted towards sick absence but then if that's the case you could not argue that they should count towards your week off.

[wandle]

If you are off sick for a few of your 5 weeks can they take some of your restweek days off you ? Hasnt happened yet but they might try it. Thanks.

As a matter of principle, I don't see how they could do that.

Imagine somebody on a normal 5-day week having six weeks off with a broken arm, for example. When they return to work, are they asked to give up some of their rest days to somehow 'make up' for the time they've been off ? OF COURSE NOT. Since treating someone on a different shift in a different way would be blatant discrimination, I'd say you're worrying unneccessarily. Should any DOM try to pull that stunt, get your rep involved and slap in a grievance

[fishtank]

If you are off sick for a few of your 5 weeks can they take some of your restweek days off you ? Hasnt happened yet but they might try it. Thanks.

As a matter of principle, I don't see how they could do that.

Imagine somebody on a normal 5-day week having six weeks off with a broken arm, for example. When they return to work, are they asked to give up some of their rest days to somehow 'make up' for the time they've been off ? OF COURSE NOT. Since treating someone on a different shift in a different way would be blatant discrimination, I'd say you're worrying unneccessarily. Should any DOM try to pull that stunt, get your rep involved and slap in a grievance

The issue wouldn't be giving up rest days.
The issue is do you consider a working week 40 hrs or 40hrs+8hrs banked.
Either way will favour one system over the other.
Royal Mail could argue that since you are only receiving 5 days sick pay you are in effect having your rest day that week and therefore cannot bank it as well.
It's a tricky one and i don't think there is anything in writing about it.
We've had the Wallingtons for 8 years and so far management haven't pulled that stunt so hopefully it won't come up.

[Brainache]

Probably worrying about nothing - must be these pills I`m on, thanks.

[youwot!!!!!]

If you are off sick for a few of your 5 weeks can they take some of your restweek days off you ? Hasnt happened yet but they might try it. Thanks.

As a matter of principle, I don't see how they could do that.

Imagine somebody on a normal 5-day week having six weeks off with a broken arm, for example. When they return to work, are they asked to give up some of their rest days to somehow 'make up' for the time they've been off ? OF COURSE NOT. Since treating someone on a different shift in a different way would be blatant discrimination, I'd say you're worrying unneccessarily. Should any DOM try to pull that stunt, get your rep involved and slap in a grievance

royal mail have no principles.

[Martin Walsh]

There is a difference as the wallington systems means you work 48 hours every 5 weeks and then you get a rest week.

If you are therefor sick for say 5 weeks than your contract of employment will only say you have been sick for 40 hours or 39 hours if you have done your intregrated revisions. Royal Mail do have a system for wallingtons but it is not adminstered very well. As most will organise their annual leave around rest weeks.

It wont matter when PSP is introduced in your region as your leave will change from weeks to hours. The new system will montior hours and allow your dom to access and keep track of your leave.

[TrueBlueTerrier]

It wont matter when PSP is introduced in your region as your leave will change from weeks to hours. The new system will montior hours and allow your dom to access and keep track of your leave.

Is this a national situation turning leave into hours instead days and if so when were we consulted, advised, informed. If its already in practice what the hell is PSP.

[Martin Walsh]

TBT this is a national issue and is complex. PSP stands for People System Portal. PSP will replace Royal Mail`s groups payroll and HR system.

Currently Royal Mail has one of the largest pay rolls in the europe. Under the new system using the SAP technology ( Systems applications and Products ) PSP will intregrate the 17 existing HR systems into one portal proving a new pay roll and HR system for managers and employees.

As a result you will have new pay slips and new pay numbers. Line managers will be ale access the information instead of you having to phone Sheffield etc. However the main change with this system is that it allocates leave in hours and not days.

Discussions have been on -going in terms of trying to get a joint statement. In essence someone who now requests a leave day which only has 6 hours attendance will not have to give up a whole days leave but just 6 hours. Additionally if someone requests a days leave for an attendance which has 9 hours than they will have to have 9 hours deducted.

The joint statement is close to being agreed. However what level of consultation is given is up for debate as the systems already in place in some regions and cannot be reversed. The Last LTB which came out was 674/11 dated 2nd August.

I hope this helps.

[TrueBlueTerrier]

It does and thanks.

I have used SAP before as well as SAGE and its very technical (under the bonnet). If the systems are set up okay then it could be a good thing. However, as local Royal Mail management have very few IT skills beyond ebay and facebook, and at present struggle with days and weeks I really hope that the system they eventually use is, and excuse the expression, Idiot Proof.

The forces do use and integrated system and the reason it works is because they ran 2 systems simultaneously for a number of years, they had HR personnel down to the lowest possible unit levels. Personnel were allowed daily contact with HR if required and most importantly Personnel had access to computers so they could have limited access to their own details.

My personal opinion is that whatever system you bring in if it does not have these as a minimum, it won't work and more money will be spent correcting faults then are saved by changing the system.

BTW don't know why you need to change pay numbers a flexible system should be able to cope with the current ones, and if it cant is it a system we should be looking at. The Royal Air Force went from Paper HR , to a central computer base system , to a network based one covering the whole Service, at no point did the change the service numbers.

[TrueBlueTerrier]

LTB 674/11 - did not get it - I have the one immediately before and the one 2 after ie

LTB673/11 - UNI World Post/Logistics Congress 2011, UNI Europa Congress 2011, UNI World Telecoms Congress 2011

LTB676/11 - UNI World Telecom Congress - 2011

I don't have LTB 675/11 either - are some of the LTBs on limited distribution. BTW now got LTB 674/11 from the CWU Website and will post separately.

[fishtank]

LTB 674/11 People System Portal (PSP)

To view this download, please click here
No. 674/11
Ref: 140
Date: 2nd August 2011
To: All Branches with POSTAL Members
Dear Colleague,
People System Portal (PSP)
Branches should be aware of a new HR system called PSP which is being rolled out across the UK on a phased basis.
PSP is a new system which will replace Royal Mail Group's payroll and HR systems.
Built on globally recognised SAP technology (Systems Applications and Products), PSP will integrate the 17 existing HR systems into one portal providing a more efficient payroll and HR system for managers and employees.
We have been informed that without this investment Royal Mail Group would have been operating one of the largest weekly payrolls in the world from an aging system which would have become increasingly unsupported.
As a consequence of this change to the payroll system, when an employee's pay record transfers from the current system Infinium onto SAP, a new pay number will be generated. This will be visible on employee's payslips. As part of this roll out and change to pay slips and pay numbers we are in discussions with Royal Mail on a number of outstanding issues which will include providing each employee with a clear explanation of the new pay slip to avoid any confusion, we hope to conclude this on the 25th of this month when we are due to meet.
In addition, detailed communications will be sent out to all affected employees just before their Region / Business Unit goes live.
The first deployment of PSP went 'live' on 29th May 2011 in:
· HR Services (including payroll)
· Corporate Functions
· Commercial
· Letters Central Operations Support
· Northern Ireland
Legal advice has been sought to ensure that the People System Portal is compliant with all Data Protection Act legislative requirements and has been certified as such.

COMMUNICATION WORKERS UNION

URGENT INFORMATION FOR MEMBERS
9
Managers will be able to access PSP from their PCs. This will enable them to view data about their employees instead of having to submit a request to the HR service centre which is the case now. This is intended to improve the ability of line managers to quickly resolve staff queries. Only data that is required for managers to undertake their duties will be made available. There are strict controls in place which determine what data can be viewed. Equally, strict governance will be in place to avoid input errors into the 'live' system.




Employee details will only be viewed by people who need the information to do their job. Line managers will be able to access information about their employee's sickness and leave records, but they will not have access to personal information such as bank details. In order to provide more security regarding a change to bank details within PSP, a letter will automatically be sent to an employee's home address to confirm the change has been made. This letter will be personalised but will not contain the employee's bank details.
Only relevant business information will be available to Line Managers (pay details, some personal details, absence and live conduct history, etc). Elements which are not directly relevant to an employee's working role will be hidden from Line Managers. These include Bank Account details, expired conduct details, certain deductions from NET pay (e.g. CWU-Membership) and religious denomination monitoring details (Northern Ireland only).
The system has also been built to accommodate Bookroom type roles and where appropriate access will be given to people who need to perform such tasks (LAs, A-level task duties, DOM supports etc). This will be agreed with the leadership teams in each region. These individuals will only be able to access the part of system required to do these transactions, they will not have access to anybody's personal data.
Employees will have access to information about themselves on request to their line manager.
The main change as a consequence of PSP is the allocation of leave in hours instead of days and we have been attempting to reach a satisfactory position on this sensitive subject that is fair to all employees and in line with existing national agreements.
Discussions between Royal Mail and the CWU and exchanges of correspondence and emails are continuing and we hope to finalise an agreed joint statement on the 25th August 2011. A document has been shared with Royal Mail and apart from a few outstanding issues it appears we are very close to an agreement. The document covers off annual, maternity, paternity and adoptive leave, Bank and Public Holidays, sick leave, special leave and the Network PDA which is subject to separate and ongoing dialogue.
A further LTB will be issued following the meeting on the 25th August. This LTB has been issued to provide Branches with an update on where we have got to with this subject.
Any enquiries regarding general content of this LTB should be addressed to Bob Gibson's Office, quoting reference 140, Email address: hnutley@cwu.org

Any specific enquiries regarding network should be addressed to Terry Pullinger's Office, quoting reference 206, Email address: dwyatt@cwu.org
Yours sincerely


Bob Gibson Dave Ward Terry Pullinger
Assistant Secretary DGSP Assistant Secretary

Ray Ellis Phil Browne Andy Furey
COMMUNICATION WORKERS UNION

URGENT INFORMATION FOR MEMBERS
9
Assistant Secretary A/Assistant Secretary Assistant Secretary

[TrueBlueTerrier]

http://www.royalmailchat.co.uk/communit ... 15&t=38710" onclick="window.open(this.href);return false;

[wandle]

August 25th has come and gone. Any update on a Joint Statement ?

[wandle]

There is a difference as the wallington systems means you work 48 hours every 5 weeks and then you get a rest week.

If you are therefor sick for say 5 weeks than your contract of employment will only say you have been sick for 40 hours or 39 hours if you have done your intregrated revisions. Royal Mail do have a system for wallingtons but it is not adminstered very well. As most will organise their annual leave around rest weeks.

It wont matter when PSP is introduced in your region as your leave will change from weeks to hours. The new system will montior hours and allow your dom to access and keep track of your leave.

Dingo, I have a question.

If Annual Leave will now be done in terms of hours, will that also lead to sick days being counted in terms of hours too ?

If you think about it, there is a strange anomaly in the attendance procedure.

For example, 5-day-week Joe Bloggs has a week off sick in January, phoning in Monday and then again on Friday to say he's resuming. This counts on his record as one absence of 5 days.
Joe has another week off in June, phoning in Monday and phoning in on Friday to say he's resuming. This counts on his record as two absences, of 10 days in total.
If Joe goes sick again later in that calendar year, for 4 days (or more), he breaches the '14 days' part of the attendance standard, and a Stage 1 warning is triggered at HR.

However, his brother-in-law Andy Pandy is on a 4-day duty, Monday-Thursday.

Andy has a week off sick in February, phoning in on Monday and then again on Thursday to say he's resuming. This counts on his record as one absence of 4 days.
Andy has another week off sick in July, phoning in Monday and phoning in on Thursday to say he's resuming. This counts on his record as two absences, of 8 days in total.
Andy gets the flu' and has another week off in November, phoning in Monday and phoning in on Thursday to say he's resuming.
He's now had three full weeks off work, i.e. 120hrs but his record shows only 12 days' absence, still 2 days off triggering a Stage 1. But here's something to note: Joe Bloggs was absent for 14 shifts of 8hrs = 112hrs, and got hit with a Stage 1

?

Not that I am suggesting anyone knowing about this anomaly would actively exploit it ...