hi there
just needed some clarification on the above.
due to the revision we are having to adopt new duty structures i.e shared van , hct etc.,,
the revision has shown an investment into the office so therefore there is a need to change some p/t contracts hours upwards.
added to this i wondered what the situation was with regard to seniority on one particular case.
we have one staff member currently who is on a 36 hour contract who has a specific 5 day rotation duty to match.in terms of seniority he is currently more senior than some staff that were part time employed after him but who have currently become full time due to staff retiring and now have their own current duty.
my question is as follows;
when the repick starts, as the 36 hour person is termed as part time will his repick time come at the time in the seniority list? also as his duty has now become a full time duty i.e. 39 hours will he be able to increase his contract hours to full time as there is no 36 hour contract available and also in turn be in the repick as his seniority listing?
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walksequence revision repick
-
Glenno
- Posts: 1491
- Joined: 05 Jun 2007, 13:12
Re: walksequence revision repick
F Y Info
RESOURCING TO JOBS (F/T AND P/T) THAT DO NOT REQUIRE SELECTION BY SKILLS
14.1 Royal Mail and CWU recognise the need for Royal Mail to have the facility to recruit directly to full-time posts in all operational units. This agreement therefore replaces the relevant provisions of the SFMB and modifies paragraph 3e) of the Agreement on Delivery Issues, accordingly. Both parties also recognise the need to provide employees with the opportunity to change jobs in a way that fulfils their legitimate development aspirations, meets possible personal needs and avoids disruption to service and to customers.
14.2 The principles underpinning the new Resourcing Agreement are set out below.
• External recruitment to full-time posts is essential to ensure that RM has the widest choice of candidates from which to select.
• Existing and future part-time employees will continue to have opportunities to gain full-time employment locally and further afield.
• The filling of posts should result in minimum disruption by ensuring that a full-time vacancy does not trigger a series of moves.
• The practice of ‘most senior individual’ will be used when filling non-specialist jobs internally. The only jobs not filled on this basis are specified in Section 15: Selection by Skills.
• Jobs advertised externally will be filled on an open resourcing basis and offered to the most suitable person.
14.3 The process for resourcing full-time and part-time, non-specialist posts will comprise one of four options, in the following order, unless agreed locally to change this order:
• Internal advertisement of the job within the currently recognised resourcing unit/s.
• Deployment of existing surplus employees.
• The acceptance of an existing employee from the wider resourcing area or another resourcing area who has previously had his/her name placed on the transfer list for that resourcing unit.
• External advertisement.
14.4 Where a full-time post is advertised internally, it will be available to all full-time employees and part-time employees, who have opted for full-time employment, in that resourcing unit. The posts will be filled on the basis of ‘most senior individual’. Where a part-time post is advertised internally, it will be available to all employees as above and filled in the same way.
14.5 The resulting vacancy will be temporarily filled by a reserve, a surplus employee, a transferee from within the wider resourcing area or another resourcing area or by direct recruitment in line with the process above.
14.6 When the number of consequential vacancies in the resourcing unit reaches 5%, or after a period of six months following the last such exercise (if earlier), the posts will be advertised in the resourcing unit, en bloc and filled on the basis of seniority. If this results in any further vacancies, these will be filled, using the same process as above.
14.7 Existing part-time employees, in post at the date of this Agreement, will be asked if they have an interest in full-time employment. A list will be maintained of these employees. Part-time employees on the list will be eligible to apply for internally-advertised posts, alongside full-time employees. They would then pick up the post based on their seniority. If unsuccessful they will be eligible to apply for future jobs advertised internally until appointed.
14.8 Where a full-time vacancy is advertised externally, all part-time staff will be able to express an interest. They will not have a right to the vacancy and will be considered alongside external applicants using the same criteria. Where unsuccessful, the reason will be explained in writing and they will be invited to discuss this with their line manager. They will remain in their current post and will have the opportunity to apply for future externally advertised full-time vacancies.
14.9 Employees taking up internally-advertised posts will be dedicated to them for a minimum of12 months. No applications for job moves will be considered during that period, unless they are:
• For specialist posts;
• As a result of serious personal or domestic reasons, following discussions with local CWU representatives.
14.10 RM and CWU locally will monitor the operation of this Agreement to ensure that the principles set out above are upheld and that a reasonable balance is secured between the Business need to have greater access to the full-time job changer market and the legitimate interests of existing and future part-time employees.
RESOURCING TO JOBS (F/T AND P/T) THAT DO NOT REQUIRE SELECTION BY SKILLS
14.1 Royal Mail and CWU recognise the need for Royal Mail to have the facility to recruit directly to full-time posts in all operational units. This agreement therefore replaces the relevant provisions of the SFMB and modifies paragraph 3e) of the Agreement on Delivery Issues, accordingly. Both parties also recognise the need to provide employees with the opportunity to change jobs in a way that fulfils their legitimate development aspirations, meets possible personal needs and avoids disruption to service and to customers.
14.2 The principles underpinning the new Resourcing Agreement are set out below.
• External recruitment to full-time posts is essential to ensure that RM has the widest choice of candidates from which to select.
• Existing and future part-time employees will continue to have opportunities to gain full-time employment locally and further afield.
• The filling of posts should result in minimum disruption by ensuring that a full-time vacancy does not trigger a series of moves.
• The practice of ‘most senior individual’ will be used when filling non-specialist jobs internally. The only jobs not filled on this basis are specified in Section 15: Selection by Skills.
• Jobs advertised externally will be filled on an open resourcing basis and offered to the most suitable person.
14.3 The process for resourcing full-time and part-time, non-specialist posts will comprise one of four options, in the following order, unless agreed locally to change this order:
• Internal advertisement of the job within the currently recognised resourcing unit/s.
• Deployment of existing surplus employees.
• The acceptance of an existing employee from the wider resourcing area or another resourcing area who has previously had his/her name placed on the transfer list for that resourcing unit.
• External advertisement.
14.4 Where a full-time post is advertised internally, it will be available to all full-time employees and part-time employees, who have opted for full-time employment, in that resourcing unit. The posts will be filled on the basis of ‘most senior individual’. Where a part-time post is advertised internally, it will be available to all employees as above and filled in the same way.
14.5 The resulting vacancy will be temporarily filled by a reserve, a surplus employee, a transferee from within the wider resourcing area or another resourcing area or by direct recruitment in line with the process above.
14.6 When the number of consequential vacancies in the resourcing unit reaches 5%, or after a period of six months following the last such exercise (if earlier), the posts will be advertised in the resourcing unit, en bloc and filled on the basis of seniority. If this results in any further vacancies, these will be filled, using the same process as above.
14.7 Existing part-time employees, in post at the date of this Agreement, will be asked if they have an interest in full-time employment. A list will be maintained of these employees. Part-time employees on the list will be eligible to apply for internally-advertised posts, alongside full-time employees. They would then pick up the post based on their seniority. If unsuccessful they will be eligible to apply for future jobs advertised internally until appointed.
14.8 Where a full-time vacancy is advertised externally, all part-time staff will be able to express an interest. They will not have a right to the vacancy and will be considered alongside external applicants using the same criteria. Where unsuccessful, the reason will be explained in writing and they will be invited to discuss this with their line manager. They will remain in their current post and will have the opportunity to apply for future externally advertised full-time vacancies.
14.9 Employees taking up internally-advertised posts will be dedicated to them for a minimum of12 months. No applications for job moves will be considered during that period, unless they are:
• For specialist posts;
• As a result of serious personal or domestic reasons, following discussions with local CWU representatives.
14.10 RM and CWU locally will monitor the operation of this Agreement to ensure that the principles set out above are upheld and that a reasonable balance is secured between the Business need to have greater access to the full-time job changer market and the legitimate interests of existing and future part-time employees.