Section 16.2.
5. Section 16.2 of the Way of Working Agreement defines "Major Change" 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 nights plus a first delivery, where
they are agreed).
For a re-selection exercise to be considered the extent of such a change must be that it has a significant
impact (in content and/or attendance times) on over 1/3 of the jobs in the unit. (New jobs should be included
in this number).
6. While it is not possible to be totally prescriptive as to what constitutes "significant", cases will need to be
judged on their merits, using the attached "Guidelines" (Annex 1). The test should be that it could be argued
that, to all intents and purposes, the job is no longer the one previously signed for.
7. The logical approach is to first confirm the number of unchanged jobs, using the Guidelines. For there to be
a full office re-sign the number of unchanged jobs must be less than two-thirds of the total (including
reserves). In these circumstances, the facility of a re-sign will be agreed with the changed and new duties
being jointly identified with the appropriate CWU representative, as specified in the "Procedure" section of
Annex 1. (The decision tree at Annex 2 illustrates where an Office/Unit re-sign is appropriate).
8. There will be a further review of these arrangements in the light of working experience, to ensure that the
objectives set out in paragraph 4. (above) are being met.
date or wait until after the 6 week PIR period to allow the duties to bed in and any problems to be resolved.
