re sign of duties

[tiggle]

we had a revision in 2011 and at that time a re sign didn't happen,staff were put onto duties temporarily and on the shared van duties on a full timer with a part timer basis. three years on we have just had another revision and some staff complained that a re sign would mean they would lose out.they have little seniority and for the last three years have been on the same duties and don't want to lose them to senior men.some of whom have been reserves for three years.so we are now having a vote on whether we have a re sign or not,and no prizes for guessing how the vote will go.the union says tough, this is how democracy works.and while that may be true.its doesn't seem fair and potentially means our office will never have a re sign .any thoughts

[IcanthelpthewayIam]

Now personally i agree with your reps sentiments and believe it should go to a vote on whether a resign is held or not, however he is wrong, its not supposed to go to a vote, a major change has happened and resign should take place as per the way forward agreement, so if he is going to insist on a vote go above his head to area rep and if they still insist go above them again, from the way forward agreement


RESOURCING JOBS DURING MAJOR CHANGE

16.1 The new standard resourcing procedures covered in the previous two sections of this agreement benefit employees by giving them regular opportunities to apply for a change of job, both within their unit and their resourcing area. These incorporate and standardise the current practises of rolling re-signs, based on seniority.

This section deals with the only other circumstance where people change jobs. This is where jobs alter significantly as a result of the introduction of major change. The overriding aims for managing all such exercises must be to minimise customer disruption and avoid unnecessary displacement of employees in a way that conforms to equal opportunities legislation. This will be ensured by timely planning and full CWU involvement at all stages of the exercise.

16.2 Major change is defined as:

• The relocation or merger of units;
• A significant process alteration arising from automated working or reshaping of the pipeline;
• Delivery revisions, which involve significant re-plotting of walks or significant restructuring of attendance patterns (e.g. full-time/part-time mix, five-day weeks, ‘longs and shorts’ or ‘night plus a first delivery’, where they are agreed).

16.3 Major change is defined as:

• Revisions of staffing arrangements, using the procedures agreed in the Performance Bonus Scheme, to implement the Performance Bonus Scheme, Shorter Working Week, Meal Relief Harmonisation and Work Time Learning or to improve alignment of staffing to workload in order to make performance improvements, unless they fall into the categories of major change defined in paragraph 2 above.
• Delivery revisions which do not involve significant re-plotting of first delivery walks.

Where such a revision displaces an individual, or where an individual’s earnings are affected, local discussions shall take place in line with the principles contained in Sections 14 and 15, which may vary the order to protect the individuals displaced. Timely planning will reduce the number of people affected in this way by the revision.

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.

[tiggle]

thanks for the reply.our own rep wants the agreement followed and it was following the area reps visit and his comments about democracy that a vote was decided upon.i worry that having decided we don't want to follow the agreement,where does that leave us in the future,does it allow managers to disregard this agreement also,its been said the dsm is in favour of an office vote and is keen for there not to be a re sign,can our rep insist the agreement is followed or will we have to constantly give way to those who want what they want

[Bahia Feliz]

we had a revision in 2011 and at that time a re sign didn't happen,staff were put onto duties temporarily and on the shared van duties on a full timer with a part timer basis. three years on we have just had another revision and some staff complained that a re sign would mean they would lose out.they have little seniority and for the last three years have been on the same duties and don't want to lose them to senior men.some of whom have been reserves for three years.so we are now having a vote on whether we have a re sign or not,and no prizes for guessing how the vote will go.the union says tough, this is how democracy works.and while that may be true.its doesn't seem fair and potentially means our office will never have a re sign .any thoughts

What duties did the senior men get last time?

[tiggle]

we had a revision in 2011 and at that time a re sign didn't happen,staff were put onto duties temporarily and on the shared van duties on a full timer with a part timer basis. three years on we have just had another revision and some staff complained that a re sign would mean they would lose out.they have little seniority and for the last three years have been on the same duties and don't want to lose them to senior men.some of whom have been reserves for three years.so we are now having a vote on whether we have a re sign or not,and no prizes for guessing how the vote will go.the union says tough, this is how democracy works.and while that may be true.its doesn't seem fair and potentially means our office will never have a re sign .any thoughts

What duties did the senior men get last time?

the manager we had then decided shared van duties should have one full timer and one part timer and that we needed three full time reserves it was all supposed to be temporary. we agreed to have a re sign once all the duties were up and running and no duties were actually signed for.its left full timers with 15 years service as reserves and part timers with 4 years on walks who are not keen on a re sign based on seniority