Letter from Angard - AWR

[POSTMAN]

equal treatment in respect of basic terms and conditions

If,and i do mean IF this is correct,then hourly rate could 'possibly' be higher for Londoners and some in the SE of England because of London Weighting and a kind of allowance for those just outside London,Thames Valley type area.

Plus then there is the deliver supplement if you are on deliveries.

But don't quote me.

Also remember,after the 1st 6 months new starters get a raise then 6 months after that when they are on the same rate as us.

Again,don't quote me.

[Verging]

equal treatment in respect of basic terms and conditions

If,and i do mean IF this is correct,then hourly rate could 'possibly' be higher for Londoners and some in the SE of England because of London Weighting and a kind of allowance for those just outside London,Thames Valley type area.

Plus then there is the deliver supplement if you are on deliveries.

But don't quote me.

Also remember,after the 1st 6 months new starters get a raise then 6 months after that when they are on the same rate as us.

Again,don't quote me.

With Angard we have either 38 or 50 week contracts. Do permanent temporary workers (on say 6 month contracts) get those increases when they get renewed. Just wondering if we would get the increased when/if our contracts get renewed. Also. as I have been working for Royal Mail direct or for Angard as a casual since November 2010, should this be included in determining my pay rate. I guess it will not as we were not employed all the time (e.g. 12 weeks employed, 2 weeks not employed, 12 weeks employed etc).

I am still trying to get the weeks I worked for RM after 1st October but before moving to Angard included in the determination of my 12 week qualification for AWR benefits. The AWR itself does not really clarify whether or not these should be included or not. The AWR states that the AWR benefits only covers Agency workers. The AWR says the 12 week qualification period is for work with the Hirer, in this case Royal Mail, and it does not have to be with one employer (Agency) it can be mulitple employers (Agencies). It requires an Agency to gather all details of the employee working for the Hirer - so this can be included in determining 12 week qualification. ACAS have not come across this situation where someone has worked directly for the Hirer then been moved to an Agency and can not clarify, at the moment, whether the direct employment is allowed in the determination of the 12 week qualifying period. Angard have told me they are not included as I was not working for them until later in November. Still awaiting a discussion with the person who decided this.

As I was "transferred" by RM after 1st Otober seems rather unfair, getting quite used to this with RM/Angard, to be treated this way as other long term casuals "transferred" before 1st October have their qualifcation weeks begining 1st October. As a long term casual I feel quite penalised at the moment because RM decided to "transfer" me quite late on in the process to Angard.

[Richard1971]

1st off let me start by saying hi to you all , I have had a little look around here and found some useful information so would like to thank whoever setup this little corner of your forum.

Right onto business....

About 2 weeks ago I received 1 of these letters from Angard concerning the AWR rules etc and was hoping ( nuts I know ) to have heard off them by now as to what it all means.
I started working on the 7th of November as an Angard casual at a temporary sorting facility that was setup just to handle the Amazon christmas work and worked the night shift starting at 10:30pm @ 6.58 during the week and 8.58 on Sundays.
When the temporary facility was closed on the 23rd of December a small number of us were asked to stay on at the main sorting centre for initially 2 weeks and then as an as needed basis which as it turns out has been every day since up until 2 weeks ago when we now only go in 2-3 days a week.

What I am wondering is , as I have just received my 13th weeks pay , finished my 14th week of work and am booked to go in for my 15th week next week does anyone know what would be happening next ? Or what should have already happened if anything ?

I was waiting to see if my 13th pay ( as I had not heard from Angard )was going to be any different from the previous weeks ( which sadly was not the case ) before I tried to contact them on the phone. I have emailed them but dont hold out much hope of hearing back anytime soon so I thought I would post here while waiting for my payslip to arrive before attempting a phone contact.

Has anyone who received the AWR letter heard anything from Angard with regards to all this ? I am curious more than anything else so its bugging me not knowing lol.

Any help or advice on this matter would be appreciated

[markadam1962]

Not heard a word! Like you I was "laid off" for 2 weeks and have only had a single shift this week so unable to comment on pay rates. I believe that the rate is higher but as an employee of AnGREED you would have thought that letter outlining new T&C would have been the least they could do. But then they don't give a stuff, never have never will.

[beesty2011]

http://www.direct.gov.uk/en/Employment/ ... /DG_198927" onclick="window.open(this.href);return false;

This page details everything people need to know with AWR. Sounds like another thing that could ramble on. If all eligible people write to Angard they have 30 days to reply which based on previous track record would be a no. You then can speak to the hirer directly (Royal Mail) who have 28 days to reply.

Have many workers who started in October or November got through the AWR and being paid better rates than in your qualification period?

[Natanna]

I was previously employed through Reed at Plymouth mdec... for pretty much a full year before switching to Angard on October 1st. I worked 13 weeks through Angard, my last shift being on 31/12/11.

It's funny how I haven't had one shift since then I don't believe it's because there's no work available! So angry now as I've been left hanging with no word about what's happening

I received this letter saying I qualified for higher pay rates so I emailed Angard to see if I would be getting an adjustment to my pay for the 13th week I worked... but I've had no response yet

[cafedelaposte]

I also got one of these letters last week which is a surprise as I finished working for Angard on December 23rd. Presumeably if I were mad enough to sign on as a casual next Christmas i would be paid at a higher rate and have some employment rights.

[POSTMAN]

I also got one of these letters last week which is a surprise as I finished working for Angard on December 23rd. Presumeably if I were mad enough to sign on as a casual next Christmas i would be paid at a higher rate and have some employment rights.

Nope,would be the same if you didn't work for them till next xmas.

[Richard1971]

Well next week is the start of week 16 for me so its a little later than it should be but my week 14 payslip arrived today and my hourly rate has been bumped up from 6.58 an hour to 9.40 an hour which in itself is great news.
Still getting unpaid breaks though which is a bit of a bummer and no shift allowance , not sure if this is right or not so will be ringing them early next week to find out if I am owed for the previous 2 weeks and to see if my breaks should be paid etc.

I am a little lost as to what all this means now though , say for example if my shifts dry up and I dont get called in at all ... is there a point where my pay will get dropped back down to the lower rate ?
I know with the 12 week rule if you work for say nine weeks and then dont work for 6 weeks your count gets reset ... so is this the same after you have reached 12 weeks , or once you are there its protected ?

[Verging]

I think once you have qualified thats it for your current contract. I do not think they can take you back below 12 weeks.

The only issue I think is after your contract is terminated (38/50 weeks or if they terminate early) - then if you have a gap before restarting work at RM (for the previous 12 weeks) your weeks will be calculated from the 12 weeks prior to restart.

Examples:

1 Contract ends on 1 November 2012 and you renew on the 2nd November 2012 for another 50/38 weeks.
Prior to contract termination you worked at least one day a week for the 12 weeks to termination - you should start back at AWR as you have already work the previous 12 week with the hirer.

2 Contract ends on 1 November 2012 and you renew on the 2nd November 2012 for another 50/38 weeks.
Prior to contract termination you do not work at all in the 12 weeks to termination - you should start back but you havent worked for the hirer for any of the previous 12 weeks your qualification restarts.

3 Contract ends on 1 November 2012 and you renew on the 2nd November 2012 for another 50/38 weeks.
Prior to contract termination you worked at least one day a week for 8 of the 12 weeks to termination - you should start back but will not qualify immediately for AWR although your qualification would currently be 8 weeks. So you will need to do 4 more weeks to qualify without a 6 week gap again (including gap between last week worked on old contract and first week worked of new contract)

Note: this is only my interpretation of what could happen - it does not necessarily mean it is correct or will happen like these examples.

[Richard1971]

Thanks Verging , wow its all quite a minefield by the looks of it