TERM TIME / FLEXIBLE WORKING HOURS.

[the one]

Last September one of my colleagues made an application for term time in writing to management, loads of meetings followed to work out how the postman could get term time and also to work out how many extra hours per week he would have work to pay back the hours to royal mail, he was even given a date which the term time would start in October, but it was cancelled, he then was told it would start in November, but still nothing was said not done, now a full 6 months later he receives a letter to say that he will not be getting term time, (disgraceful treatment by management) and to make it worse both manager's knows that he has a disabled son and also know it's hard work for him,

He even told them months back that he was supposed to get something in writing within a certain time scale, but was told no, now he finds out that a meeting should have taken place within a month, and then something in writing within two weeks of that meeting, and if refused then another meeting to come to an alternative way of getting term time,

I'm told to hand in a grievance on the way the application was dealt with,
Is it worth it,
How serious does a grievance gets looked at,
Is it looked at by a mate of there's,

Any suggestions please,

[andy2007]

Grevances are considered by more senior Managers. If there's someone who outranks the Manager you have a grievance with, on site. Then it's usually that Manager. It's often (but not always) a whitewash. But, once you've exhausted the grievance procedure, you can go to tribunal, where it's dealt with independantly.

If (as in this case) it's a genuine grievance, which has caused distress. Then it's well worth all the hassle. But unfortunately, all this takes time. And you have to exhaust the RM grievance procedure, before you can go to Tribunal.

Having said all that: If you're lucky enough to have the grievance heard by a good Manager. Then it's unlikley to have to go that far. You might get lucky.

Please don't let something this serious drop. Both my Wife, and Daughter, are disabled. As I work Lates: It doesn't often mean that I need time off work. But when I do, I don't usually have much trouble. Unless a particular Manager deals with it! And thankfully, I don't often have to go through him.

I know it's not the same thing, needing occasional days off, if something is wrong. But if they can accomodate me, then why can't they do the same in this case?
Tell your Collegue to get a copy of the DDA, and start quoting it to the Manager who's causing all the trouble. He/she will no doubt try to bluff his/her way out of it. And will emphasise the fact that there is a loophole for Employers, if it's not practical to provide help. But the Manager already admitted, that it's possible for them to accomodate your Collegue, earlier in the discussions.

Good luck!

[mailsort6]

Last September one of my colleagues made an application for term time in writing to management, loads of meetings followed to work out how the postman could get term time and also to work out how many extra hours per week he would have work to pay back the hours to royal mail, he was even given a date which the term time would start in October, but it was cancelled, he then was told it would start in November, but still nothing was said not done, now a full 6 months later he receives a letter to say that he will not be getting term time, (disgraceful treatment by management) and to make it worse both manager's knows that he has a disabled son and also know it's hard work for him,

He even told them months back that he was supposed to get something in writing within a certain time scale, but was told no, now he finds out that a meeting should have taken place within a month, and then something in writing within two weeks of that meeting, and if refused then another meeting to come to an alternative way of getting term time,

I'm told to hand in a grievance on the way the application was dealt with,
Is it worth it,
How serious does a grievance gets looked at,
Is it looked at by a mate of there's,

Any suggestions please,

If you want flexible working hours (term times) you should have filled in RM's flexible working application form. If your request for flexible working is rejected you then would have the right to appeal. If I was you I would apply again and use RM's flexible working application form. This form can be obtained from your manager or you can use the BERR flexible working form and hand it in to your employer. I am very surprised that your manager has not told you that you have the right to appeal, but this is probably because your application was made in writing and if this does not work use the grievance procedure. This link might be of use to you which is related to parents having time off to care for a disabled member of the family:

http://www.personneltoday.com/articles/ ... -rush.html" onclick="window.open(this.href);return false;

[the one]

Grevances are considered by more senior Managers. If there's someone who outranks the Manager you have a grievance with, on site. Then it's usually that Manager. It's often (but not always) a whitewash. But, once you've exhausted the grievance procedure, you can go to tribunal, where it's dealt with independantly.

If (as in this case) it's a genuine grievance, which has caused distress. Then it's well worth all the hassle. But unfortunately, all this takes time. And you have to exhaust the RM grievance procedure, before you can go to Tribunal.

Having said all that: If you're lucky enough to have the grievance heard by a good Manager. Then it's unlikley to have to go that far. You might get lucky.

Please don't let something this serious drop. Both my Wife, and Daughter, are disabled. As I work Lates: It doesn't often mean that I need time off work. But when I do, I don't usually have much trouble. Unless a particular Manager deals with it! And thankfully, I don't often have to go through him.

I know it's not the same thing, needing occasional days off, if something is wrong. But if they can accomodate me, then why can't they do the same in this case?
Tell your Collegue to get a copy of the DDA, and start quoting it to the Manager who's causing all the trouble. He/she will no doubt try to bluff his/her way out of it. And will emphasise the fact that there is a loophole for Employers, if it's not practical to provide help. But the Manager already admitted, that it's possible for them to accomodate your Collegue, earlier in the discussions.

Good luck!

thanks for all the info, he's handed in the grievance , so we'll see what happens, keep u all informed.

[the one]

Grevances are considered by more senior Managers. If there's someone who outranks the Manager you have a grievance with, on site. Then it's usually that Manager. It's often (but not always) a whitewash. But, once you've exhausted the grievance procedure, you can go to tribunal, where it's dealt with independantly.

If (as in this case) it's a genuine grievance, which has caused distress. Then it's well worth all the hassle. But unfortunately, all this takes time. And you have to exhaust the RM grievance procedure, before you can go to Tribunal.

Having said all that: If you're lucky enough to have the grievance heard by a good Manager. Then it's unlikley to have to go that far. You might get lucky.

Please don't let something this serious drop. Both my Wife, and Daughter, are disabled. As I work Lates: It doesn't often mean that I need time off work. But when I do, I don't usually have much trouble. Unless a particular Manager deals with it! And thankfully, I don't often have to go through him.

I know it's not the same thing, needing occasional days off, if something is wrong. But if they can accomodate me, then why can't they do the same in this case?
Tell your Collegue to get a copy of the DDA, and start quoting it to the Manager who's causing all the trouble. He/she will no doubt try to bluff his/her way out of it. And will emphasise the fact that there is a loophole for Employers, if it's not practical to provide help. But the Manager already admitted, that it's possible for them to accomodate your Collegue, earlier in the discussions.

Good luck!

thanks keep you informed

[Thunderthighs]

Slightly different but on a similar topic..What age does the child have to be, to have regular Term Time off Royal Mail?
Colleagues have told me they believe its up to 16 yrs of age only...then it stops at their 16th birthday. ( The child isn't Disabled, but a single parent is involved).

As I cover this person, I'm constantly being asked, "Where is so-and-so?", and "Why aren't they working?" I don't have the correct/accurate answer for them.

So, I'd be grateful for a "Definitive Answer" so that I can tell them the next time they ask me...which will probably be tomorrow.

Many thanks all...

[UnhappyGremlin]

As far as I'm aware there is no policy on this.
In my office, people put their leave requests in the usual way, and either get the time or don't.
If person A decides to have a child, that is their choice, why should anyone else suffer in any way for that?

[Stella102]

is this for real? family friendly hours is family friendly hours, however getting term time off? I think we would all like that off.

[Thunderthighs]

So, every Christmas, Easter, and all the 1/2 terms off is Not Normal...How about for 9 yrs then?!

Additionally, I thought working O/T could only be used as Pay, not taken as Time In Lieu?

So, by your comments, working longer hours for 2 weeks, then taking a week OFF to compensate isn't NORMAL?

So, 9YRS of this would be classed as Abnormal then? I'm speechless, for once...as this is the case as I understand it.

Comments appreciated...

[barrowc]

There's a CWU factsheet on the subject at (PDF file) http://www.cwu.org/assets/_files/docume ... ry_QD2.pdf

I thought that some DO staff work extra hours for 5 weeks and have the 6th week off? That's not overtime - that's just changing the way you do your basic hours

Hard to see how you could do two weeks on and one week off - that would be 58.5 hours per week (if full-time) and doesn't sound very family-friendly to me

[Thunderthighs]

Yes, we are trying to work out how this works in this case too!

Very confusing...doesn't seem to hold up to scrutiny at all.

[Darren Bent]

some people work 6 days a week and paid for 5 days and 6th day will be used for sixth week pay. I work like that.