Due a 2 year contract get suspended same week

[Fatyud88]

Hi i have been with the royal mail as a postman for just over two years now, my knowledge tells me i should be made permanent at the 2 year mark after being on a fixed term 3 month contract since starting. I then get back from annual leave to find out i am suspended pending investigation, All i know is it is something to do wit my collection and a test letter. I emptied all boxes that friday cant see what i have done wrong. Been a week now not heard anything. someones trying something on i feel like

[bustedflush]

Hi i have been with the royal mail as a postman for just over two years now, my knowledge tells me i should be made permanent at the 2 year mark after being on a fixed term 3 month contract since starting. I then get back from annual leave to find out i am suspended pending investigation, All i know is it is something to do wit my collection and a test letter. I emptied all boxes that friday cant see what i have done wrong. Been a week now not heard anything. someones trying something on i feel like

You should be informed what any investigation is about before being suspended. The managers cannot make arbitrary decisions with a vague 'FU' and therefore leave you with no specific allegation for which to consult your rep or prepare a defence. You should also be informed in writing.

At our DO we put collections in a series of yorks outside when we get back, but I know some guys walk under the scanners in and out before dropping the collected mail in those yorks so any tests are tracked. I'd call my rep asap if I were you.

That you have just completed 2 years I'd say is simply co-incidence.

[Fatyud88]

I have just heard from another rep as mine is on holiday and we have a meeting weds at 10am, apparently there are letters in the post explaining this

[POSTMAN]

To be fair the 2 year thing means nothing that went out of the window the other year,it only kicks in with special circumstances and it's gone back up to 4 years.

http://www.royalmailchat.co.uk/communit ... 42&t=46546" onclick="window.open(this.href);return false;

3.2 Royal Mail employees will be employed on permanent contracts, except where there is a genuine short term need identified. CWU will be consulted in advance where there is any such requirement. Temporary contracts will not exceed two years unless it has been jointly agreed that there are very exceptional circumstances. The position of temporary contract employees will be kept under regular review by the local parties, with a view to converting to permanent contracts where and when possible. Additionally, where change programmes have been completed and bedded in, the status of temporary contract employees will be reviewed and converted to permanent contracts unless there is no need for this additional resourcing or where there is an identified and agreed need to continue with a fixed term contract. Royal Mail confirms that as part of the review of this agreement, it is the aspiration to reduce the length of temporary contracts to no more than one year.

3.3 The level of part timers’ contracted hours will be jointly reviewed locally on a six monthly basis. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned. 3.4 Agency workers are intended to cover short term or unforeseen resourcing needs expected to last for periods of no more than 12 weeks, which cannot be covered by offering additional earnings opportunities to existing employees whilst maintaining quality of service. In the rare circumstances that employment exceeds 12 weeks the comparable pay provisions of the agency workers’ regulations will apply.

2.7.6 Employees will not be employed on a temporary contract exceeding two
years unless it has been agreed by the Employer and the Union that there
are very exceptional circumstances. The position of temporary contract
Employees will be kept under regular review, with a view to converting to
permanent contracts where and when possible.

2.7.7 The level of part time Employees’ contracted hours will be reviewed by the
Employer and the CWU locally on a six monthly basis. Where appropriate,
increased contracted hours will be offered to reflect the hours actually
worked and planned.

http://www.royalmailchat.co.uk/communit ... 53&t=59294" onclick="window.open(this.href);return false;

[Dorset Plodder]

I feel really sorry for anyone in this business whose been saddled with a crap contract. I don't suppose it makes much difference if you're moved from a "Temporary" contract (that you've been on for several years!) to a "Permanent Part Time" contract, if you're still only getting 24 Hrs a week!

I find it very frustrating that the future financial security of Part Time/Temporary Posties (and obviously their wives & kids) is left in the hands of such useless dimwits! Who is going to review these contracts on a six monthly basis? The same idiots who cannot even work out a duties roster, or discipline their own cronies when they take the piss? Perhaps the same incompetent idiots who cannot plan their Office's leave and end up trying to squeeze it all in to Jan, Feb & Mar?

It beggars belief that a genuine working man should be so vulnerable to the whims of these "Little Men"! God Help Us because I'm sure no one else will.

[clashcityrocker]

I don't suppose it makes much difference if you're moved from a "Temporary" contract (that you've been on for several years!) to a "Permanent Part Time" contract, if you're still only getting 24 Hrs a week!

It makes a lot of difference if you want to borrow money or use your employment status as a reference.

[bustedflush]

I don't suppose it makes much difference if you're moved from a "Temporary" contract (that you've been on for several years!) to a "Permanent Part Time" contract, if you're still only getting 24 Hrs a week!

It makes a lot of difference if you want to borrow money or use your employment status as a reference.

Having been through this crapola myself recently I assert that both you and Dorset Plodder are correct. While under a temp contract you always fear at the back of your mind the DIM has your future in his/her hands and as a result tread on eggshells and are not likely to complain about liberties being taken with you, the established f/t's would tell the DIM where to go in many situations and you can't!

As for credit, you usually need at least one year and preferably two under a permanent contract to score the necessary points. So temp ones are useless, although when made permanent their time can be included as part of a continuous permanent job.

Fortunately having an A1 credit history previous to Royal Mail I had all my necessary mortgage and cards in place anyway, but I know from years back that a good employment status is a massive boost to credit scoring.

[Fatyud88]

I get married in 6 weeks, hope this blows over cant be unemployed

[Dorset Plodder]

I wouldn't Stress too much 88. If you aren't aware of some major cock up that you've made ( which let's be honest we're all aware of if it is our fault) then just wait and see. Just make sure you've got Union Representation. I've know Posties get Reinstated after Telling the DOM to "F" off (after turning up pissed) and in another case actually signing for a Special themselves and then posting it. Smashing up Vans and Reversing over Old Ladies. God knows what you actually Do have to do, to get sacked?

[bogstandard]

Hi i have been with the royal mail as a postman for just over two years now, my knowledge tells me i should be made permanent at the 2 year mark after being on a fixed term 3 month contract since starting. I then get back from annual leave to find out i am suspended pending investigation, All i know is it is something to do wit my collection and a test letter. I emptied all boxes that friday cant see what i have done wrong. Been a week now not heard anything. someones trying something on i feel like

with respect but you must know more than, "something to do wit my collection and a test letter". i find it impossible to believe you were suspended with the words i dunno what its all to do with just your collection and a test letter.
i am not suggesting you have but for everyone out there when you scan a barcode it logs the time and your GPS location. i was told that one collection drivers route showed 3 collections all taking place in one GPS location all within a minute. So switch off your comms all you want it makes not a jot of difference when your route is uploaded into the system.

[Fatyud88]

That was all I was told, been in since and an observation over two hours was made saying I was not seen at a box, even tho I scanned it and went back past again several minutes later. I admitted a mistake if a letter was left as that day I was told to start collection once delivery complete so I was rushing from the off,
My rep got his handbook out and said a "Royal Mail employee can not be conducted for a mistake" just waiting hear back now

[Lounge Lizard]

I get married in 6 weeks, hope this blows over cant be unemployed

Marital bliss and work troubles fade into insignificance.
Good luck.

[rogersh]

To be fair the 2 year thing means nothing that went out of the window the other year,it only kicks in with special circumstances and it's gone back up to 4 years.

http://www.royalmailchat.co.uk/communit ... 42&t=46546" onclick="window.open(this.href);return false;

3.2 Royal Mail employees will be employed on permanent contracts, except where there is a genuine short term need identified. CWU will be consulted in advance where there is any such requirement. Temporary contracts will not exceed two years unless it has been jointly agreed that there are very exceptional circumstances. The position of temporary contract employees will be kept under regular review by the local parties, with a view to converting to permanent contracts where and when possible. Additionally, where change programmes have been completed and bedded in, the status of temporary contract employees will be reviewed and converted to permanent contracts unless there is no need for this additional resourcing or where there is an identified and agreed need to continue with a fixed term contract. Royal Mail confirms that as part of the review of this agreement, it is the aspiration to reduce the length of temporary contracts to no more than one year.

3.3 The level of part timers’ contracted hours will be jointly reviewed locally on a six monthly basis. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned. 3.4 Agency workers are intended to cover short term or unforeseen resourcing needs expected to last for periods of no more than 12 weeks, which cannot be covered by offering additional earnings opportunities to existing employees whilst maintaining quality of service. In the rare circumstances that employment exceeds 12 weeks the comparable pay provisions of the agency workers’ regulations will apply.

2.7.6 Employees will not be employed on a temporary contract exceeding two
years unless it has been agreed by the Employer and the Union that there
are very exceptional circumstances. The position of temporary contract
Employees will be kept under regular review, with a view to converting to
permanent contracts where and when possible.

2.7.7 The level of part time Employees’ contracted hours will be reviewed by the
Employer and the CWU locally on a six monthly basis. Where appropriate,
increased contracted hours will be offered to reflect the hours actually
worked and planned.

http://www.royalmailchat.co.uk/communit ... 53&t=59294" onclick="window.open(this.href);return false;

The agenda for growth - section three - legal protections. January 2014

2.7.6 Employees will not be employed on a temporary contract exceeding two
years unless it has been agreed by the Employer and the Union that there
are very exceptional circumstances. The position of temporary contract
Employees will be kept under regular review, with a view to converting to
permanent contracts where and when possible.

Therefore two years, if not before. Seems clear,only exceptional circumstances would prevent this, where is FOUR years stated ?
I am one of forty staff given a permanent contract on completing two years service this month.

[POSTMAN]

Therefore two years, if not before. Seems clear,only exceptional circumstances would prevent this, where is FOUR years stated ?
I am one of forty staff given a permanent contract on completing two years service this month.

Four years is THE LAW two years is the agreement between the CWU and Royal Mail.
Royal Mail welched on the agreement and after a lot of toing and froing the agreement was put back (what has been quoted above) but with conditions.
The crux of it is,if the reps are on the ball you could be ok depending on the circumstances,if they are not,you will be forgotten.

[rogersh]

Therefore two years, if not before. Seems clear,only exceptional circumstances would prevent this, where is FOUR years stated ?
I am one of forty staff given a permanent contract on completing two years service this month.

Four years is THE LAW two years is the agreement between the CWU and Royal Mail.
Royal Mail welched on the agreement and after a lot of toing and froing the agreement was put back (what has been quoted above) but with conditions.
The crux of it is,if the reps are on the ball you could be ok depending on the circumstances,if they are not,you will be forgotten.

Edited agreement with "conditions" i.e.exceptional circumstances. LEGALLY BINDING.


Section Three – Legal Protections (EDIT)

1. Introduction

The purpose of this section of the Agreement is to set out the legally binding undertakings the Employer is providing to CWU on the following:-


2. Legally Binding Undertakings by the Employer to the Union

The Employer gives the following legally binding undertakings to the Union subject to paragraphs 3 to 7:-


2.7.6 Employees will not be employed on a temporary contract exceeding two years unless it has been agreed by the Employer and the Union that there are very exceptional circumstances. The position of temporary contract Employees will be kept under regular review, with a view to converting to permanent contracts where and when possible.

7 Exceptional Circumstances

7.1 The Employer shall be entitled to notify the CWU at any time that any of the Protections will no longer continue, if any of the following exceptional circumstances apply:

a) if Royal Mail ceases to be the designated Universal Service provider;

b) in circumstances where, the Employer believes on reasonable grounds that continuing the Protection concerned would, or would be likely to, place the company in breach of, or result in the Employer being unable to comply with, any legal or regulatory requirement;

c) in the event that the Employer believes on reasonable grounds that any part of the business to which a Protection applies has ceased to be, or is likely to cease being, financially sustainable;

d) in the event that the Employer believes on reasonable grounds that a significant event or series of events has occurred, or is likely to occur that has a material adverse effect, or is reasonably likely to have a materially adverse effect on: (i) the Employer’s business or prospects or (ii) the legal or regulatory basis on which the Employer operates (including but not limited to the Employer's position as the sole Universal Service Provider); or

e) if there is national-scale industrial action (in the form of a strike or action short of a strike) which has been authorised at national level by the CWU, namely industrial action which either (i) involves employees in the majority of operational workplaces across Royal Mail Group Limited; or (ii) involves employees in an integral part of the operation whereby taking action will have, or is reasonably likely to have, a similarly disruptive effect.

7.2 If paragraphs 7.1 (b) and/or 7.1(c) apply to one part of the Company’s business but not to another, the Company’s right to serve notice under paragraph 7.1 shall apply only to the part of the business to which paragraphs 7.1 (b) and/or 7.1(c) apply.

7.3 In the circumstances referred to in paragraph 7.1, the Employer must give notice to the CWU at least one month before the relevant Protection terminates (unless, in the reasonable opinion of the Employer, it is not reasonably practicable to do so) and specify why it is being given and to which of the Protections it applies.