can i keep my duty

[mondeoman1]

My office is about to have a re-pick brought about by the delivery best practice revision.
My duty will not change at all so will I be able to stay on my duty under section 16 of the way forward agreement, does it still stand? I have been on the duty for two years.

Thanks.

[IcanthelpthewayIam]

My office is about to have a re-pick brought about by the delivery best practice revision.
My duty will not change at all so will I be able to stay on my duty under section 16 of the way forward agreement, does it still stand? I have been on the duty for two years.

Thanks.

is there any part of your duty changing in the slightest? ie start time, indoor element anything at all?

[mondeoman1]

My office is about to have a re-pick brought about by the delivery best practice revision.
My duty will not change at all so will I be able to stay on my duty under section 16 of the way forward agreement, does it still stand? I have been on the duty for two years.

Thanks.

is there any part of your duty changing in the slightest? ie start time, indoor element anything at all?

No nothing at all.
The walk men are changing to 7.30 starts and indoor is being shuffled about but I don't go on stack because of the size of the duty.
My starting time is not being changed.

[IcanthelpthewayIam]

My office is about to have a re-pick brought about by the delivery best practice revision.
My duty will not change at all so will I be able to stay on my duty under section 16 of the way forward agreement, does it still stand? I have been on the duty for two years.

Thanks.

is there any part of your duty changing in the slightest? ie start time, indoor element anything at all?

No nothing at all.
The walk men are changing to 7.30 starts and indoor is being shuffled about but I don't go on stack because of the size of the duty.
My starting time is not being changed.

in that case if absolutely no element of your duty is being changed and you have signed for it then no it should not go into the resign,

but i find it sort of hard to believe that abolutley nothing at all has changed in your duty has changed even in the slightest? nothing at all added or removed and the duty length and structure has not changed in anyway?

[fishtank]

No nothing at all.
The walk men are changing to 7.30 starts and indoor is being shuffled about but I don't go on stack because of the size of the duty.
My starting time is not being changed.

The only way you may lose it is under DDA or family friendly if it is considered suitable but it shouldn't go into the repick.

[mondeoman1]

My office is about to have a re-pick brought about by the delivery best practice revision.
My duty will not change at all so will I be able to stay on my duty under section 16 of the way forward agreement, does it still stand? I have been on the duty for two years.

Thanks.

is there any part of your duty changing in the slightest? ie start time, indoor element anything at all?

No nothing at all.
The walk men are changing to 7.30 starts and indoor is being shuffled about but I don't go on stack because of the size of the duty.
My starting time is not being changed.

in that case if absolutely no element of your duty is being changed and you have signed for it then no it should not go into the resign,

but i find it sort of hard to believe that abolutley nothing at all has changed in your duty has changed even in the slightest? nothing at all added or removed and the duty length and structure has not changed in anyway?

It is a duty that no one wants because of the volume (1033 pod's). It is hard to throw in and has a lot of flats with steps and no lifts and has to be done in a van.

As long as I know that i can keep it I have something to throw at dom as union rep is new and in my opinion being hoodwinked by dom.

[mondeoman1]

No nothing at all.
The walk men are changing to 7.30 starts and indoor is being shuffled about but I don't go on stack because of the size of the duty.
My starting time is not being changed.

The only way you may lose it is under DDA or family friendly if it is considered suitable but it shouldn't go into the repick.

Dom says every duty is going into repick.

[fishtank]

Dom says every duty is going into repick.

If a Dom said it was raining i would put on shorts and factor 50.

[TeeferTiger]

Dom says every duty is going into repick.

If a Dom said it was raining i would put on shorts and factor 50.

I'd still burn if it was raining

[mondeoman1]

Dom says every duty is going into repick.

If a Dom said it was raining i would put on shorts and factor 50.

Looks like I'll need my shorts and sun cream!!

Thanks for the advice.

[arnold cheshire]

every time we have a repick all duties go in to be repicked except those on dda

[madmartin]

Although your duty might not have changed I was under the impression that if a certain percentage of duties in the office changed then ALL duties went into the hat, even ones where nothing on that actual duty has changed. One more thing, why are your new start times 7:30? The latest start times under the national agreement are 7:00.

[Judgee]

I was also under the impression that as long as a certain percentage of walks changed in your office then all walks go in the resign.

Sounds like you have a pretty hefty duty, you never know maybe if it does go in the resign you maybe the only one that will want it and you'll get it back!

Got one cover duty in my office covering the same 5 walks each week and no one wants it. They'd rather go reserve and get shipped from pillar to post each week than sign for it. Can't say I blame them, one of the walks being covered is mine and it's like walking to the moon every day!

[fishtank]

RESOURCING JOBS DURING MAJOR CHANGE

16.1 The new standard resourcing procedures covered in the previous two sections of this agreement benefit employees by giving them regular opportunities to apply for a change of job, both within their unit and their resourcing area. These incorporate and standardise the current practises of rolling re-signs, based on seniority.

This section deals with the only other circumstance where people change jobs. This is where jobs alter significantly as a result of the introduction of major change. The overriding aims for managing all such exercises must be to minimise customer disruption and avoid unnecessary displacement of employees in a way that conforms to equal opportunities legislation. This will be ensured by timely planning and full CWU involvement at all stages of the exercise.

16.2 Major change is defined as:

• The relocation or merger of units;
• A significant process alteration arising from automated working or reshaping of the pipeline;
• Delivery revisions, which involve significant re-plotting of walks or significant restructuring of attendance patterns (e.g. full-time/part-time mix, five-day weeks, ‘longs and shorts’ or ‘night plus a first delivery’, where they are agreed).

16.3 Major change is defined as:

• Revisions of staffing arrangements, using the procedures agreed in the Performance Bonus Scheme, to implement the Performance Bonus Scheme, Shorter Working Week, Meal Relief Harmonisation and Work Time Learning or to improve alignment of staffing to workload in order to make performance improvements, unless they fall into the categories of major change defined in paragraph 2 above.
• Delivery revisions which do not involve significant re-plotting of first delivery walks.

Where such a revision displaces an individual, or where an individual’s earnings are affected, local discussions shall take place in line with the principles contained in Sections 14 and 15, which may vary the order to protect the individuals displaced. Timely planning will reduce the number of people affected in this way by the revision.

16.4 Where there is a major change as defined above, the key principles for dealing with the re-sign are:

• Employees whose jobs remain unaffected by the major change will retain them;
• These employees will have the option of applying for any of the jobs involved in the re-sign resulting from the major change, provided they have completed a minimum of twelve months on their existing duty (see Section 14 and 15). If this creates a resultant vacancy that would be filled using the normal resourcing procedures in Section 14 or 15;
• Employees taking part in the re-sign will be given the opportunity to advise of any personal circumstances, which necessitate a particular duty type or attendance pattern and, where practical, this will be accommodated. Where this happens, there will be prior discussion with the local CWU rep;
• The re-sign and all consequential training must be planned into the revision process;
• Specialist jobs that are reselected against are filled using the procedure in Section 15;
• The re-sign will be run using a national standard procedure based on seniority, and not take more than four weeks to complete. In very large units, agreement to an extension to this deadline must be given by the Head if Performance following local discussion between management and CWU. At the end of the exercise all jobs and reserve posts must have been signed for.
16.5 All major change schemes (as defined above) must be planned so as to have in place an agreement covering selection, placement and training, minimising and then managing surpluses and all other employee issues at least 13 weeks before the Ready for Service (RFS) date, or dates if the project is in phases. (Planning and discussions through Strategic Involvement and the IR Framework should start at least 12 months in advance of any planned major change). This agreement must conform to existing national agreements. In the event of any failure to reach agreement by this date, the points of difference will be referred to Service Delivery Headquarters and CWU Headquarters for resolution.

[Hitcher]

'Jobs' not 'Duties'.