update on managers not agreeing to changes

[music4essex]

I had a meeting last tuesday with area del rep another ADM and our deputy DOM.

The cwu area rep really told them off a strip for not implementing the changes and they had to concede that the proposal would be implemented this coming Monday signed by both cwu rep and acting dom in front of adm with the propsal being temporary till my ats report in that they are coming to asses me in workplace .

On friday was pulled into the office to sign paperwork and my acting dim decided to change the
proposal without any prior knowledge to my cwu rep , trying to say they have made the delivery duty smaller and that I would have to make my hours up back at the office and this was so that atos can make a report. now this has been over 10 weeks of RM not making the changes managers not telling each other what is going on or trying to hide something.

I refused to sign the agreement stating this was not what was agreed withyourself and the cwu rep ( ) staright onto the phone to rep and he said as far as they are concernded the agreement stands.

so have to see what happens monday when i go in, as far as I am concerned I will just pick the roads up I need to and go out on delivery < I made it easy for them what I proposed but they are making it into a marathon
Essex mum

[post_bitch]

[stupidboy]

I had a meeting last tuesday with area del rep another ADM and our deputy DOM.

The cwu area rep really told them off a strip for not implementing the changes and they had to concede that the proposal would be implemented this coming Monday signed by both cwu rep and acting dom in front of adm with the propsal being temporary till my ats report in that they are coming to asses me in workplace .

On friday was pulled into the office to sign paperwork and my acting dim decided to change the
proposal without any prior knowledge to my cwu rep , trying to say they have made the delivery duty smaller and that I would have to make my hours up back at the office and this was so that atos can make a report. now this has been over 10 weeks of RM not making the changes managers not telling each other what is going on or trying to hide something.

I refused to sign the agreement stating this was not what was agreed withyourself and the cwu rep ( ) staright onto the phone to rep and he said as far as they are concernded the agreement stands.

so have to see what happens monday when i go in, as far as I am concerned I will just pick the roads up I need to and go out on delivery < I made it easy for them what I proposed but they are making it into a marathon
Essex mum

sounds similar to my situation. i have been removed from my duty pending an atos assessment. in the meantime i am working indoors yet have had no assessment to do so and this is making my condition worse . really strikes me as so ironic that i can be removed from one thing due to not being assessed and placed on something else without assessment

[parcelboy]

if u cant do a full walk or have possible dda criteria believe me they seem to have an agenda to get rid of these people coz it does not fit their plans budgets see how long u last if u have a condition my money says u will be offered I H R or dismissed for "WILFUL DELAY" TRUST ME i am one of those statistics

[TeeferTiger]

I took IHR

[stupidboy]

if u cant do a full walk or have possible dda criteria believe me they seem to have an agenda to get rid of these people coz it does not fit their plans budgets see how long u last if u have a condition my money says u will be offered I H R or dismissed for "WILFUL DELAY" TRUST ME i am one of those statistics

my condition is covered under the old dda criteria but thats not stopping them trying to get me out on ihr

[keithposty]

they can try

protected characteristics

simples

ime going through the same

[fishtank]

There are six possible outcomes from an ATOS referral.

1) Be able to resume their full normal duty as before
2) Be able to resume their normal duty after an initial period of rehabilitation or temporary modification of the duty. The OHS would recommend the nature and likely duration of such modifications taking into account both the needs of the employee and the opportunities within the business to provide such modified work
3) Be able to resume their normal duty with more permanent adjustments to their duty, again taking into account the needs of the employee and the opportunities for adjustment available to the business
4) Be unable to resume their former duty, but would be able to undertake suitable alternative work in the business following any necessary reasonable adjustments and/or training. In this case the OHS will provide advice on:
• The type of work that would be suitable e.g. sedentary or fully mobile, and any special requirements e.g. non-driving or chargeship responsibilities etc.
• Aptitude, capability, skill requirements and any other qualifying conditions.
• The hours of attendance required and whether these are limited to certain times of the day or week.
• The location of the work and the limitations on daily travel for either attendance or discharging of duties involved.
• Guidance on disability and implications in relation to the Disability Discrimination Act.

5) Be unable to work again for the foreseeable future but should recover and be able to be employed in some capacity outside of Royal Mail Group.

In this case the OHS would be concluding that whilst the individual may be able to resume some duties in the future, the time frame involved may be unacceptable to the business, or that the appropriate adjustments necessary are such that suitable alternative duties of this type may not exist or be achievable within the business. The recommendation would therefore be ‘Retirement on ill health grounds with lump sum payment’.

6) Be unable to work again.
The recommendation would therefore be ‘Retirement on ill health grounds with immediate pension’.