Stage 1 Interview

[Pompey Boy]

With most of our reps involved in the "migration" meetings, a young female postman/driver has been asking some of us older lot for advice. Seems like she has a stage 1 interview coming up. Management have asked that she has the interview without a CWU rep "to speed things up" (she has been back at work for a few weeks now) and also comes in on docket as they can't cover her duty. Both of these things seem plain wrong, as does the fact that at POMC it's up to you and your rep to justify RM not giving a warning, not the other way round. Anyone any thoughts?

[Pompey Boy]

For got to ask is there a time limit forr the stage 1 interview after returning to work?

[hubbahubba]

better off in union section of forums I reckon

[TrueBlueTerrier]

Technically it doesn't have to be a rep acting as her witness, a knowledgeable volunteer could do it as well.

There is no written time limit for meetings, merely that it should be reasonable.

If there are no reps available, or volunteers, and she wants one then that will delay it. There are pluses and minuses to this, the longer the delay then if they don't back date the stage, the further into the future the stage will stretch. However, with a rep, if there any issues there is a better chance of the stage not being issued.

The comment about how they handle absences needs to be challenged by a rep as the agreement states all absences should be considered as genuine. Also there are a few statutory conditions, and procedural processes that could fall foul of their stance. They mainly are those conditions that fall under the old DDA and new Equality Act, and of course Accidents on Delivery.

All docket is voluntary - if they can't cover her duty its not her problem, they need to train up a reserve.

Is there a secret office in Slough where David Brent trains RM managers

[Pompey Boy]

Thank you TBT

Just wondering when should RM issue a warning - is it when they think absences aren't genuine?

[TrueBlueTerrier]

Thank you TBT

Just wondering when should RM issue a warning - is it when they think absences aren't genuine?

No - if they have evidence or even a reasonable suspicion that the absences are not genuine then it should be handled through the disciplinary processes, so it could mean dismissal. Also non contact while off sick and false sickness are both situations where pay can be stopped.

The guidelines state in "gobbledegook" admittedly, that stages are issued when attendance starts to become a concern or where an improvement is required. That's ultimately the reason why EA and AOD should be discounted as they are covered by legislation. Which is why if you get injured at work I recommend completing the Accident Reports (ERICA) even if management try to put you off, and registering it as an industrial injury = both leave a paper trail.