Agency Working Agreement 2011

[markadam1962]

I guess may have been overlooked following the Christmas debacle with Anagrd however there are still many of us working for RM that should now be covered by the new rules with regard to pay, shift allowances etc. I have been onto many sites and have not seen anything that seems to indicate and wiggle room for RM/Angard to get around this. The following site had some good information :- http://www.securityskills.co.uk/agency- ... pdate-2011" onclick="window.open(this.href);return false;

I have written to Angard and (apart from an automated response) I am awaiting a reply :-

I am writing to ascertain the position of current staff working for Angard who have been with you since the transfer of contracts from Royal Mail on 12th September 2011.

With the introduction of the new Agency Working rules on 1st October 2011 I was under the impression that following a 12 week qualifying period those agency workers still in position at the 12 week period would be entitled to the same pay and conditions as those held by those performing a similar role within Royal mail i.e Pay, breaks and other terms and conditions.

As we now enter 2012 I have yet to hear from you as to how these changes will affect those of us still undertaking casual work for Royal Mail.

I would be grateful if you could let me know as soon as possible how and when these changes will be implemented and whether or not there will be any retrospective backdating of pay to 1st October?

I realise that following the difficulties at Christmas your offices may well be suffering a backlog of queries, however these changes were fundamental and having already taken a drop in wage on transferring over to Angard (especially night allowance) I would like to see some action before the end of the month.

I look forward to your reply in anticipation.

[Verging]

There is one aspect of the AWR that may allow RM to tell us we are outside the scope of the AWR. I am also aware that RM have informed the CWU we will get additional benefits at 12 weeks. Also, I am aware that casuals in a Leicestershire RM place have had information about the additional benefits around 16th December last year. A site in Leicestershire appears to have been a pilot site for Angard and seems to get better information than most.

The aspect that may causes issues is on page 5 in this document http://www.bis.gov.uk/assets/biscore/em ... idance.pdf" onclick="window.open(this.href);return false; and is as follows:

Those who are likely to be outside the scope of the Regulations include;
• individuals who find work through a temporary work agency but are in business on their own account (where they have a business to business relationship with the hirer who is a client or customer)
•individuals working on Managed Service Contracts where the worker does not work under the direction and supervision of the host organisation
•individuals working for in-house temporary staffing banks where a company employs its temporary workers directly (and they only work for that same business or service)
•individuals who find direct employment with an employer through an “employment agency”
•individuals on secondment or loan from one organisation to another – this is usually where the main activity of the organisation seconding the individual is not the supply of individuals to work temporarily under the supervision and direction of another party

[markadam1962]

It will be interesting to see where REED figure in this as they are effectively running "Angard". It will need a test case to go forward. I will await further information from RM/Angard to clarify the position of those affected. I can foresee more problems ahead for RM!

Can anyone clarify the Leicester situation and what was said?

[Verging]

If you go to the REED website and look for AWR they are keen on AWR and claim to have had a hand in devising the rules with BIS. They seem keen on the AWR (I wonder why - Kerrrrchhhhiiiiinnnnnnnngggggggggg). After all if they have agency workers having to be paid more money - they will earn more from the Hiring companies.

[rogersh]

I guess may have been overlooked following the Christmas debacle with Anagrd however there are still many of us working for RM that should now be covered by the new rules with regard to pay, shift allowances etc. I have been onto many sites and have not seen anything that seems to indicate and wiggle room for RM/Angard to get around this. The following site had some good information :- http://www.securityskills.co.uk/agency- ... pdate-2011" onclick="window.open(this.href);return false;

I have written to Angard and (apart from an automated response) I am awaiting a reply :-

I am writing to ascertain the position of current staff working for Angard who have been with you since the transfer of contracts from Royal Mail on 12th September 2011.

With the introduction of the new Agency Working rules on 1st October 2011 I was under the impression that following a 12 week qualifying period those agency workers still in position at the 12 week period would be entitled to the same pay and conditions as those held by those performing a similar role within Royal mail i.e Pay, breaks and other terms and conditions.

As we now enter 2012 I have yet to hear from you as to how these changes will affect those of us still undertaking casual work for Royal Mail.

I would be grateful if you could let me know as soon as possible how and when these changes will be implemented and whether or not there will be any retrospective backdating of pay to 1st October?

I realise that following the difficulties at Christmas your offices may well be suffering a backlog of queries, however these changes were fundamental and having already taken a drop in wage on transferring over to Angard (especially night allowance) I would like to see some action before the end of the month.

I look forward to your reply in anticipation.

[rogersh]

My understanding is that angard is RM owned staffing pool - in-house recruitment agency - part managed by Reed, therefore it is outside the scope of awr changes. Those who are likely to be outside the regulations include .....where a company employs its temporary workers directly. By continous employment the 23 December 2011 was the date the first agency worker completed 12 week qualifying period.

[markadam1962]

My understanding is that angard is RM owned staffing pool - in-house recruitment agency - part managed by Reed, therefore it is outside the scope of awr changes. Those who are likely to be outside the regulations include .....where a company employs its temporary workers directly. By continous employment the 23 December 2011 was the date the first agency worker completed 12 week qualifying period.

Well as I sent my letter on 4th January and a further copy to JUSTSAYIT. I'm still waiting to hear and absolute definitive answer from either Angard or RM all rather shoddy and slapdash but then these guy's have form!

[rogersh]

My understanding is that angard is RM owned staffing pool - in-house recruitment agency - part managed by Reed, therefore it is outside the scope of awr changes. Those who are likely to be outside the regulations include .....where a company employs its temporary workers directly. By continous employment the 23 December 2011 was the date the first agency worker completed 12 week qualifying period.

Well as I sent my letter on 4th January and a further copy to JUSTSAYIT. I'm still waiting to hear and absolute definitive answer from either Angard or RM all rather shoddy and slapdash but then these guy's have form!

Agency workers are entitled to equal conditions including pay, holidays etc AFTER the qualifying period. Have not heard any Angard worker mention pay increase !!.

[markadam1962]

My understanding is that angard is RM owned staffing pool - in-house recruitment agency - part managed by Reed, therefore it is outside the scope of awr changes. Those who are likely to be outside the regulations include .....where a company employs its temporary workers directly. By continous employment the 23 December 2011 was the date the first agency worker completed 12 week qualifying period.

Well as I sent my letter on 4th January and a further copy to JUSTSAYIT. I'm still waiting to hear and absolute definitive answer from either Angard or RM all rather shoddy and slapdash but then these guy's have form!

Agency workers are entitled to equal conditions including pay, holidays etc AFTER the qualifying period. Have not heard any Angard worker mention pay increase !!.

Well as I have been a Casual since December 2010 and had my RM contract terminated and made to join Angard to continue working on 12th September I find myself now well into my qualifying period. What I want is an simple answer to my question from RM or Angard, either will do as by NOT giving me any information they are already in breach of the Agency Working rules!!

[rogersh]

My understanding is that angard is RM owned staffing pool - in-house recruitment agency - part managed by Reed, therefore it is outside the scope of awr changes. Those who are likely to be outside the regulations include .....where a company employs its temporary workers directly. By continous employment the 23 December 2011 was the date the first agency worker completed 12 week qualifying period.

Well as I sent my letter on 4th January and a further copy to JUSTSAYIT. I'm still waiting to hear and absolute definitive answer from either Angard or RM all rather shoddy and slapdash but then these guy's have form!

Agency workers are entitled to equal conditions including pay, holidays etc AFTER the qualifying period. Have not heard any Angard worker mention pay increase !!.

Well as I have been a Casual since December 2010 and had my RM contract terminated and made to join Angard to continue working on 12th September I find myself now well into my qualifying period. What I want is an simple answer to my question from RM or Angard, either will do as by NOT giving me any information they are already in breach of the Agency Working rules!!

I wonder why Angard was set up in the first place ?. Was it coincidence that 3 weeks before the legislation changes came into force on 1 October 2011 that Reed workers changed contracts.

[kietr]

Just a note to say, slightly off topic but this only applies to ex-reed temps

I had a letter from working tax credits, politely but obviously accusing me of benefit fraud, simply because Reed P45d me to move me over to angard so as far as they were concerned i was no longer working but still claiming..so if this applies to you i advise you call them