Repick 2010 Agreement. Help needed

[Professor S Gulpfish]

Could somebody please explain to me the timing of the repick? Should this be done before deployment of new duties or should it be done at a different time of the process. I'm trying to find some answers because we don't have a cwu representative in our office and the area rep is off sick with stress. we are all very confused in our small office. ty

[ebbzie]

I think you will find you can agree within your office as to when repick. Normally the duties will be posted on the wall for all to see for about a week or so , so everyone gets to study them then , then obviously the most senior first etc etc orif you have any DSAs they might have a "tailored walk/drive so that would be ringfenced for them HTH

[Professor S Gulpfish]

ty for you're reply.
another point too raise, our office manager says that he puts the 'new' pairings together and after the PIR? Is complete we will be able to repick duties then? Is this correct or not? sounds odd to me.

[ebbzie]

No, if there are 2 duties as P&L they should be put on the wall as that he cant decide afterwards . This gives you the chance to try to pick with someone you get on with> this is a great trick by your DOM because if you let him he would put the faster posties with the slower ones

[fishtank]

It's far better for engagement in the PIR phase if the duties are picked before the revision "go live" date.
Otherwise you get people on duties they won't be on after a repick not really giving a f**k whether they work or not.

[Professor S Gulpfish]

ty again, Basically our office manager is taking advantage out of the 40 postie's in our office? He's says the correct way of performing the repick process is to complete this 12 week thingy and as long as everybody who 'he' paired together is doing the job the correct way and not causing him beef, we will then get the chance of a repick and also get the remaining monies which are owed to our office. Some of us believe we are being treated harshly but we have no real place to turn too.

[clashcityrocker]

If you don't do the repick before implementation, then you probably won't ever do it.

[Professor S Gulpfish]

ty for all you're help, it seems me and my fellow workers are going to have some awkward conversations with our office manager. Would any of you kind gents have any links/bullet points or correct documents which I could download so I can go prepared for the inevitably arguments! ty again

[postie222]

Re pick before revision starts as said best policy. Otherwise you may end up with Dom not wanting a re pick. With some staff liking what they have he may suggest a ballot which will spilt opion, and bypass seniority. AFter revision you may end up a runners duty ? Who take delight in showing people up who do the job right . Not enough that they carve duties up while duties holder are off.

[bogstandard]

people on duties they won't be on after a repick not really giving a f**k whether they work or not.

faster posties with the slower ones

these two quotes pretty much cover off why it should happen.
At the PIR the DOM reports no problems the duties are good to go. You sign for a duty and flag it up post PIR and will be told "well no problems during the period before the PIR now you're coming at me with stuff you're trying it on" or words to that effect.

[RichardGarrett]

We are just implementing the shared van duties in our office, we have had a desktop revision. Do we have to have a repick by law or can we decide whether to have one ourselves?

[UnhappyGremlin]

We are just implementing the shared van duties in our office, we have had a desktop revision. Do we have to have a repick by law or can we decide whether to have one ourselves?

I think in order for a forced repack, there has to be a 30% change in duty contents.

In the past, managers have tried to stop repacks (because it's cheaper - no training needed, and because it's less hassle- keep people on what they know, less transitional issues).
But, whether or not there have been enough changes to warrant a repick, we vote and have one should we feel the desire for a change.

[Spy]

The way forward agreement states that if there is a 30% change in the office there has to be a resign and seniority will be used. Duties that have not changed can be ring fenced if the duty holder does not what to be included in the revision. You have to remember that any duty that has changed, is in effect a new duty and therefore has not been signed for regardless of numbering.

This statement from the updated delivery programme revision agreement which has been signed off in our office. A FULL OFFICE RESIGN (EXCLUDING SPECIALIST DUTIES) WILL BE COMPLETED EITHER PRIOR TO OR AFTER DEPLOYMENT AS AGREED LOCALLY.

Speak to your local rep and if he's not very helpful contact your area rep. Management appear to be more "TRUTHFUL" with them.

[Martin Walsh]

Look you have the Way Forward agreement , you have the MTSF agreement and you have also skills for the job.

For example if you are on pay protection for nights you would be able to select a night job if one was avalble before someone who was not on nights. Even ,if that indivdual was more senior than you.

Equally now we have CDVs at least one has to be a driver regardless of seniority.

Under the way forward an ex PHG still recieves an extra £20 and a higher over time rate on a reserve basis. This was originally on the basis that they continued to do a skilled job. So they would normally retain that duty in a resign.

Equally we know in some offices management have allocated duties for part timers which are signed by only part timers.

This is not done in many offices as deliveries are of the same span , it is just the indoor element which is different and therefore a lot offices signed for these on seniority.

All revisions under BT2010 are regarded as major change.

[Glenno]

16.4 Where there is a major change as defined above, the key principles for dealing with the re-sign are:

• Employees whose jobs remain unaffected by the major change will retain them;
• These employees will have the option of applying for any of the jobs involved in the re-sign resulting from the major change, provided they have completed a minimum of twelve months on their existing duty (see Section 14 and 15). If this creates a resultant vacancy that would be filled using the normal resourcing procedures in Section 14 or 15;
• Employees taking part in the re-sign will be given the opportunity to advise of any personal circumstances, which necessitate a particular duty type or attendance pattern and, where practical, this will be accommodated. Where this happens, there will be prior discussion with the local CWU rep;
• The re-sign and all consequential training must be planned into the revision process;
• Specialist jobs that are reselected against are filled using the procedure in Section 15;
• The re-sign will be run using a national standard procedure based on seniority, and not take more than four weeks to complete. In very large units, agreement to an extension to this deadline must be given by the Head if Performance following local discussion between management and CWU. At the end of the exercise all jobs and reserve posts must have been signed for.
16.5 All major change schemes (as defined above) must be planned so as to have in place an agreement covering selection, placement and training, minimising and then managing surpluses and all other employee issues at least 13 weeks before the Ready for Service (RFS) date, or dates if the project is in phases. (Planning and discussions through Strategic Involvement and the IR Framework should start at least 12 months in advance of any planned major change). This agreement must conform to existing national agreements. In the event of any failure to reach agreement by this date, the points of difference will be referred to Service Delivery Headquarters and CWU Headquarters for resolution.

Glenno