vr's

[darrybuncan]

can anyone with union experience,give their opinion,on what is happening this week in my office.a list has been drawn up of people,interested in vr.however,it is seemingly,only applicable for full-time staff,with part -timers not being eligible.is this legal,and does it have cwu backing?it seems discrimatory,especially when some of our part time duties,come in at 30 hours,only 9 hours off a full time duty.

[IcanthelpthewayIam]

It's allowed, generally most offices are trying to loose indoor hours not outdoor ones, the way to do that is to reduce the ft head count, now if a VR is happening to reduce hours in your office then the union probably should be fighting against it in your office by lodging a disagreement and following the ir process, the union wont really be able to fight to allow pt staff to get included as that is loosing hours outdoors where they are generally needed more hence why it's legal to offer VR to predominately ft staff

[motherhubbard]

VR can only be offered if the duty is withdrawn.
You can't offer VR to a part timer and then replace them with another part timer = that is illegal.
As it is usually the indoor time that is being done away with now, it is the full time posts that are being withdrawn.

The total number of duties would have to be reduced for p/t staff to be offered VR but then they would need the seniority as well.

[IcanthelpthewayIam]

VR can only be offered if the duty is withdrawn.
You can't offer VR to a part timer and then replace them with another part timer = that is illegal.
As it is usually the indoor time that is being done away with now, it is the full time posts that are being withdrawn.

The total number of duties would have to be reduced for p/t staff to be offered VR but then they would need the seniority as well.

illegal? really? what law is it that actually covers it? remember we are talking VR here not compulsory redundancy

[TrueBlueTerrier]

As far as I can tell Voluntary Redundancy has the same rules, obligations, rights and implications as Compulsory Redundancy. In employment law, there appears to be no difference. However, I will research further.

Early Voluntary Retirement, though, certainly they can re-employ someone into the same job, but Royal Mail won't let someone go on EVR to replace them with someone else unless a saving can be made, and if its indoor hours they are reducing then no saving can be made.

Also, I believe that offering VR to FT only isn't discrimination in law because the roles are different, though when bench merging comes in that may blur the lines for the higher hours PTs.

https://www.reed.co.uk/career-advice/vo ... my-rights/" onclick="window.open(this.href);return false;

Are my rights different because I left voluntarily?

No. Your legal rights will not differ from those who have been selected for compulsory redundancy.

In fact, under the Employment Rights Act 1996, voluntary redundancy is not considered as a resignation and is therefore still classed as dismissal.

As a result, you will not lose any right you have to redundancy pay and employers must go through exactly the same protocol as any other redundancy.