It's a bit embarrassing that this is happening under their nose and they seem to be in denial.
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Additional rights under the AWR
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fishtank
- Posts: 19732
- Joined: 28 Sep 2007, 17:22
- Gender: Male
Re: Additional rights under the AWR
To be fair the CWU did a lot of work to get the AWR in place.
It's a bit embarrassing that this is happening under their nose and they seem to be in denial.
It's a bit embarrassing that this is happening under their nose and they seem to be in denial.
good times, bad times you know I've had my share
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POSTMAN
- SITE ADMINISTRATOR
- Posts: 32730
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: Additional rights under the AWR
They did and hats off (must do the xmas smilies ffs) to them. But seems to be a bit quiet at the mo.fishtank wrote:To be fair the CWU did a lot of work to get the AWR in place.
It's a bit embarrassing that this is happening under their nose and they seem to be in denial.
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
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fishtank
- Posts: 19732
- Joined: 28 Sep 2007, 17:22
- Gender: Male
Re: Additional rights under the AWR
I have to say there are shitloads of LTB's going out to manpower staff in BT about what they are entitled to and when.
Different CWU?
Different CWU?
good times, bad times you know I've had my share
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Verging
- Posts: 665
- Joined: 09 Dec 2011, 10:44
- Gender: Female
Re: Additional rights under the AWR
The Swedish Derrogation gives us rights to pay (I think it is 50% of our highest weekly pay of the last 12 weeks) when we are not working - there is absolutely no mention of this in our contracts.
Please vote in the Pay Poll http://www.royalmailchat.co.uk/communit ... 47&t=41499" onclick="window.open(this.href);return false;
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markadam1962
- Posts: 246
- Joined: 11 Oct 2010, 17:19
- Gender: Male
Re: Additional rights under the AWR
A post on this forum has the following LTB I have highlighted the juicy bits!
LTB 1076/11 Angard Staffing Solutions
The company has stated that Angard Staffing Solutions is not a way of circumventing the Agency Workers' Regulations. They have stated that staff employed by Angard already benefit from the rights acquired on the 1st October and that if they are still with the company after 12 weeks they will qualify for additional rights. THIS IS WHAT WE WANT TO KNOW!
The company has stated that the creation of Angard Staffing Solutions, was not intended to result in any individual performing continuing agency work with Royal Mail, to be placed on lower rates of pay as a result of the change of agency. They say the rates Angard pays its workers are in line with the standard ratecard agreed with the agencies. However, where individuals, for historical reasons, have benefited from a higher personal rate, the previous rate will now be restored and backdated to the date of the contract change. The company has said this will take some time to identify and do the calculations for the people affected, but that it will done as soon as possible in the New Year. I WANT TO KNOW WHEN THIS WILL TAKE EFFECT FROM.
REED have a website with a number of documents that outline the whole AWR process. I still can't see how we can't be covered. http://www.reedglobal.com/employer/reso ... ations.php" onclick="window.open(this.href);return false;
Excerpt taken from REEDs AWR information booklet (PDF File open to all to look at)
4. How are complaints handled?
After completion of the 12-week qualifying period, and provided the assignment is continuing, an Agency
Worker is entitled to submit a written request to their agency for the following information:
• relevant basic working and employment conditions in force;
• the factors considered by the agency when determining the basic working and
employment conditions applicable to the Agency Worker; and
• if appropriate, the basis upon which a comparator was identified, and the relevant terms
and conditions applicable to that comparator.
Upon receipt of such a request, the agency has 28 days to provide the information to the Agency
Worker. If this information is not provided by the agency within 30 days of the request, the Agency
Worker may refer the request directly to the hirer. The hirer will then have to respond to this request
within 28 days.
Reed would of course endeavour to respond to any such requests from Agency Workers.
If the complaint cannot be resolved through the above procedure, the Agency Worker may bring an
Employment Tribunal complaint.
LTB 1076/11 Angard Staffing Solutions
The company has stated that Angard Staffing Solutions is not a way of circumventing the Agency Workers' Regulations. They have stated that staff employed by Angard already benefit from the rights acquired on the 1st October and that if they are still with the company after 12 weeks they will qualify for additional rights. THIS IS WHAT WE WANT TO KNOW!
The company has stated that the creation of Angard Staffing Solutions, was not intended to result in any individual performing continuing agency work with Royal Mail, to be placed on lower rates of pay as a result of the change of agency. They say the rates Angard pays its workers are in line with the standard ratecard agreed with the agencies. However, where individuals, for historical reasons, have benefited from a higher personal rate, the previous rate will now be restored and backdated to the date of the contract change. The company has said this will take some time to identify and do the calculations for the people affected, but that it will done as soon as possible in the New Year. I WANT TO KNOW WHEN THIS WILL TAKE EFFECT FROM.
REED have a website with a number of documents that outline the whole AWR process. I still can't see how we can't be covered. http://www.reedglobal.com/employer/reso ... ations.php" onclick="window.open(this.href);return false;
Excerpt taken from REEDs AWR information booklet (PDF File open to all to look at)
4. How are complaints handled?
After completion of the 12-week qualifying period, and provided the assignment is continuing, an Agency
Worker is entitled to submit a written request to their agency for the following information:
• relevant basic working and employment conditions in force;
• the factors considered by the agency when determining the basic working and
employment conditions applicable to the Agency Worker; and
• if appropriate, the basis upon which a comparator was identified, and the relevant terms
and conditions applicable to that comparator.
Upon receipt of such a request, the agency has 28 days to provide the information to the Agency
Worker. If this information is not provided by the agency within 30 days of the request, the Agency
Worker may refer the request directly to the hirer. The hirer will then have to respond to this request
within 28 days.
Reed would of course endeavour to respond to any such requests from Agency Workers.
If the complaint cannot be resolved through the above procedure, the Agency Worker may bring an
Employment Tribunal complaint.