Opting out of a resign

hermesetas · Post by **hermesetas** » 22 Apr 2016, 18:18

Is it possible to opt out of a resign if your job has not been changed by the revisions that prompted the resign?

Post by **TrueBlueTerrier** » 22 Apr 2016, 18:19

hermesetas wrote:Is it possible to opt out of a resign if your job has not been changed by the revisions that prompted the resign?

yes

hermesetas · Post by **hermesetas** » 22 Apr 2016, 18:48

Thanks for the reply. This has not been offered as an option to those who wish to keep their present jobs by the local reps and I was surprised to see it come up in another forum. How recent do the changes have to be? My job was altered two years ago but has not been touched since.

spen · Post by **spen** » 22 Apr 2016, 19:27

TrueBlueTerrier wrote:
hermesetas wrote:Is it possible to opt out of a resign if your job has not been changed by the revisions that prompted the resign?
yes

Tbt do you have a link to where I can find details of this opt out in the agreements

Post by **roger** » 22 Apr 2016, 20:33

spen wrote:
TrueBlueTerrier wrote:
hermesetas wrote:Is it possible to opt out of a resign if your job has not been changed by the revisions that prompted the resign?
yes

Tbt do you have a link to where I can find details of this opt out in the agreements

http://www.cwu-e4.co.uk/files/resourcin ... orward.pdf" onclick="window.open(this.href);return false;

IcanthelpthewayIam · Post by **IcanthelpthewayIam** » 22 Apr 2016, 21:22

Also your duty must no have any changes at all, even a minor change to start time means you can't opt out

Post by **roger** » 23 Apr 2016, 09:47

zx135 wrote:Also your duty must no have any changes at all, even a minor change to start time means you can't opt out

Not true follow the link.

Post by **POSTMAN** » 23 Apr 2016, 14:33

2. Individuals whose duties are unchanged, may opt to retain them, but will also have the option of applying for
any of the jobs involved in the re-sign. (See paragraph 2.3).

http://www.cwu-e4.co.uk/files/resourcin ... orward.pdf" onclick="window.open(this.href);return false;

Bert66 · Post by **Bert66** » 23 Apr 2016, 19:36

CHANGE CRITERIA
The following criteria should be applied to determine which duties have been significantly changed and are
proper to be included in the re-sign:
.the duty/work content has changed by at least 25% e.g. from Mech. to manual or vice versa
.the duty has changed from indoor work to outdoor work or vice versa (staff employed on loading
bay/platform duties will be classed as outdoor)
.the shift or skill allowance applicable to a duty has changed, either up or down
.there has been a change in the duty holder's opportunity to sign for Scheduled Attendance, e.g. change in
driving content to over four hours
.the attendance start or finish time has changed by 30 minutes or more. So that the duty holder's personal or
domestic circumstances prevent them from attending at the new time or finishing at the new time-
.new duties should also be added to those identified as significantly changed, when considering whether there
has been a third of the total duties affected.

rehabron · Post by **rehabron** » 24 Apr 2016, 11:05

" SPEN" apologies for not getting back to you when you asked for a link to the agreement in the forum " changes in shift patterns" and the percentage of duties that have been altered to constitute " MAJOR CHANGE" and I quoted 33 1/3% of duties altered and job holders whose duties have not been altered can retain them or can place them in the resign pot for the opportunity in succeeding to a better duty.
This forum has now adequately answered all your questions and provided you with the necessary agreement.