grievence forms

[hans solo]

need copies of stages of grievence forms
need to take complaint out of office all managers could be involved
non payment of member ot over period of weeks/months being victimised now via performance
deliberately withholding ot payment from person
need copies and address to send to asap

[TrueBlueTerrier]

http://www.royalmailchat.co.uk/communit ... ce#p369725" onclick="window.open(this.href);return false;

[Lincox]

Hans, this appears to be a serious case of b&h. In the case of non payment of overtime, this should also be reported direct to Bob Gibson at CWU who should take this up with senior management. Ask him to deal with this matter with utmost urgency due to the serious nature of the members treatment.

[woofwoof]

This needs to go down the ir framework

[whisperstar24]

.

[post_bitch]

[Lincox]

Are you suggesting that Judge Judy is now in charge of Royal Mail Grievances. If so result

[arnold cheshire]

Are you suggesting that Judge Judy is now in charge of Royal Mail Grievances. If so result

she looks a bit like moya

[LinChong]

Management could argue that they never asked the member to do overtime so it is not an unlawful deduction from wages.

There has to be proof that the member was asked to do overtime.

"In rejecting their claims the Employment Judge found as follows at paragraphs 10 and 11:

"10. I was unable to accept that proposition. If it were correct, then an employee could claim that his or her employer had given him or her too much to do, and that the employee should be paid for working overtime in order to finish the work. That would be a charter for the lazy or the slow. It was in my view open to the Respondent to require the Claimants to clean 15 rooms per day, and it was open to the Claimants to go home at the end of their 7 hour working day. If the Respondent then thought that the Claimants had not worked hard or effectively enough, then the Respondent could subject the Claimants to disciplinary or capability proceedings (as the case may be). If doing so was in breach of the implied term of trust and confidence or a fundamental breach of the obligation to utilise a reasonably safe system of work, then the Claimants could resign and claim constructive unfair dismissal. If the Claimants did not resign but were subsequently dismissed for not working hard or fast enough, then they had a remedy in the form of the right to claim unfair dismissal.

11. In my view, those factors all militated against the contention of Mr Davies on behalf of the Claimants that the fact that they could not in practice take their permitted 1 hour of rest per 8 hour working day (i.e. with 7 hours of working and the 8th hour spent in 'attendance' at the workplace) meant that the Respondent had required them to work overtime. In my judgment the Claimants would be eligible for overtime pay only if they were expressly required by the Respondent to work additional hours, i.e. hours above the number of 7 per day which was provided for by their contracts of employment. That was not what had occurred, and therefore the Claimants' claims of unpaid wages by reason of not being able to take their full hour per day of rest had to be dismissed."

http://www.employmentcasesupdate.co.uk/ ... ?i=ed11568" onclick="window.open(this.href);return false;

Is the member a duty holder or a reserve?

Is there any written evidence that the member did extra work?

If they don't pay you your overtime, cut off and never do overtime again.