Delivery Revision - Model Agreement V2:Resigns

[fishtank]

To: All Branches with Postal Members

Dear Colleagues,


Delivery Revisions – Model Agreement v2

Further to LTB 333/12 which was sent out on the 3rd May 2012, this LTB is to inform Branches that the Model Agreement has been amended to included a change of words on ‘resigns’.

This does not alter the status of the resign but it allows units to decide locally whether to complete a resign prior to deployment or after deployment which ever suits the members. We are aware that some units have chosen to carry out a resign after the duties have been deployed so that our members are more aware of what they are signing for and also to take account of the PIR. It is not our intention to interfere with the timing of resigns locally hence the amendment to the document.

Could Branches please ensure that all delivery reps are provided with a copy of the revised Model Agreement V2 and this LTB as soon as possible.

Any enquiries to Bob Gibson’s Office, quoting reference 230.03
Email address: hnutley@cwu.org

Yours sincerely


Bob Gibson
Assistant Secretary

[fishtank]

PURPOSE
This is an agreement between the Local CWU rep and Delivery Office Manager. It concludes the planning /revision to be deployed under the six phase revision process as per the Business Transformation 2010 agreement
SUMMARY
• The whole process has been jointly concluded fully utilising the agreed delivery planning/revision tools – IWT, Geo route, Duty Builder including supporting documentation (Establishing Call Rate, Post Optimisation Review, Manual Interventions) and all national joint statements - Model week guidance and Setting the Indoor Performance for Delivery Offices.

• The CWU Rep has been provided with sufficient release to be fully involved in the whole process from start to finish including data gathering and validating the outputs of the revisions tools.

• The Six phase revision process including the zero phase has been followed in full with the CWU rep fully involved at all phases.

• The revision involves the full introduction of Delivery Methods which will be mandatory for all routes including the removal of private cars on delivery. This also includes provision for employees covered by the Equality Act (2010).

• All Health and Safety issues/standards including those contained in Indoor Work Methods have been fully addressed both indoor and outdoor.

• All the necessary training for the changes both indoor and outdoor including PDA’s has been planned for and will be provided before the relevant deployment date.

• The agreed model week reference period for the revision planning is week…………… date………………..
This reflects the expectations of the unit’s employees in a way that is efficient but at the same time
Reliable.

• The Indoor Performance has been agreed as ……… for IPS and ………..for Prep giving an overall indoor performance of …….. This provides the baseline for the indoor revision and the indoor target performance in IWT has been set to align to these hours.

• Weekly resourcing meetings will take place at ………….am/pm on ……………… of every week to ensure that the agreed level of performance will be maintained. To support this, the nationally agreed documentation will be used and an indoor hours forecast will be calculated using the traffic forecasting tool. The appropriate pre-scheduled release will be provided for the local CWU Rep to ensure that the meetings take place and they are able to fully participate.

• Full details of the changes to hourage and staffing are contained in Appendix 1 (TM1 dated ………..). The new work hours will be ………………

• Details of duty structures are listed at appendix 2 and include a list of FT: PT duties, Number of deliver routes and delivery points, SA’s, attendance patterns, days off arrangements, meal reliefs, and Saturday attendances including number of Sats off. This should also include the baseline traffic used for the revision (Model Week Traffic)

• All Walk Logs have been updated and contain all relevant information.

• A full office resign (excluding specialist duties) will be completed either prior to or after deployment as agreed locally. The revision will be deployed on ……………………. in the following phases where agreed:
Phase 1 ……………… (Date) Phase 2………………. (Date)

• This revision is classed as a …………………… revision and qualifies the unit for the following Lump sum payment(s): ……………………….. which will be paid on…………………………….Date(s) including SPDO’s where applicable. Note: A Walk Sequencing revision includes the SWW

• The Phase 6 PIR will be carried out with full CWU involvement and will commence on……………Date.

• Any specified local arrangements not covered in the Model Agreement should be attached as appendix 3

Delivery Office Manager
Name
Signature
Date

CWU Delivery Rep
Name
Signature
Date

[Biker Mouse]

If the revision changes the majority of walks, is a resign mandatory even if the members don't want one?

[clashcityrocker]

If the revision changes the majority of walks, is a resign mandatory even if the members don't want one?

If the walks have changed, how else do you decide who does what?

[Biker Mouse]

If the revision changes the majority of walks, is a resign mandatory even if the members don't want one?

If the walks have changed, how else do you decide who does what?

I was meaning if the members are happy with the changes do we have to resign? Not saying they are, just asking the question!

[fishtank]

Resigns are not optional.
Duty holders may be happy with the duties but the resign is not just about duty holders,it's about giving reserves and rest day cover the chance to sign for vacant duties and part-timers the chance to progress to full-time.
None of that can happen properly without a resign.
Perhaps in a very small SPDO something like that could happen where a resign might be pointless but in a decent sized office there is no way that every member would agree to no resign even if they could.

[Biker Mouse]

Resigns are not optional.
Duty holders may be happy with the duties but the resign is not just about duty holders,it's about giving reserves and rest day cover the chance to sign for vacant duties and part-timers the chance to progress to full-time.
None of that can happen properly without a resign.
Perhaps in a very small SPDO something like that could happen where a resign might be pointless but in a decent sized office there is no way that every member would agree to no resign even if they could.

Exactly what I wanted to know! Thanks FT!