Displaced opg

rocksausage · Post by **rocksausage** » 22 Aug 2016, 20:04

Some advice please. What is the official policy if someone is, or has been displaced off their duty for whatever reason, and then put on a vacant duty, is that duty then their own, or does it have to be advertised when others are, and they have to apply for it?

steve1873 · Post by **steve1873** » 22 Aug 2016, 20:31

As far as I am aware, any vacancy has to be put "on the board" and applicants are selected on suitability and seniority.

iminavest · Post by **iminavest** » 22 Aug 2016, 21:14

How should duties be 'advertised' within an office?

Whenever something has become available it has always been filled by either a new start or whoever is most convenient for management.

rehabron · Post by **rehabron** » 23 Aug 2016, 12:42

rocksausage wrote:Some advice please. What is the official policy if someone is, or has been displaced off their duty for whatever reason, and then put on a vacant duty, is that duty then their own, or does it have to be advertised when others are, and they have to apply for it?

You have not supplied enough information to give a reasonable reply as you have stated " displaced of their duty for whatever reason" as the reason that they have been displaced is the important factor.
(1) Is the displacement due to a disciplinary ?
(2) is the displacement from the duty the result of a revision and that someone is now classed as a surplus employee and comes under the MTSF agreement with pay protection dependant on the length of time that duty was held. Following on that surplus employee would be given the opportunity of a duty based on allowances so their is no impact on financial loss unless they voluntarily decided to do so.
(3) is the vacant duty that the displaced employee has been given by RM as a result of being displaced and if this employee is happy to accept this vacant duty as an alternative to their lost duty then it would become their own. If the employee is not happy with the vacant duty as being not suitable in hours, starting/finishing times etc. then they must make this known to management that they have not accepted this duty and are being placed temporarily until a suitable duty is available.
(4) As the vacant duty has not been advertised within the requirement of the Way Forward Agreement ( 6 months vacant or inc, in 5% of vacant duties) then will be placed on vacant duty but as stated in (3) don't want it don't sign for it.

rocksausage · Post by **rocksausage** » 23 Aug 2016, 15:53

The first diplacement arose because another employee was struggling on their duty, and was asked if they would like to go on another duty, thus displacing another employee, who was then asked to go on vacant duty.
Secondly another employee who is going to be displaced, because their duty is being taken out of the office is going to be offered another vacant duty. Both duties have been vacant for more than 6 months and not been advertised.

rehabron · Post by **rehabron** » 23 Aug 2016, 23:50

rocksausage wrote:The first diplacement arose because another employee was struggling on their duty, and was asked if they would like to go on another duty, thus displacing another employee, who was then asked to go on vacant duty.
Secondly another employee who is going to be displaced, because their duty is being taken out of the office is going to be offered another vacant duty. Both duties have been vacant for more than 6 months and not been advertised.

There seems to be a catalogue of errors in my opinion on how this has been managed.
(1) On the initial employee displacement who was struggling on their duty what was the reason that they were struggling health grounds, returning with undelivered items, continually requiring O/T to finish walk.? If it was a matter of being unable to complete the walk in finishing time then contact should have been made with the union rep giving an explanation and to have the walk tested.
(2) Who has now filled this duty?
(3) Why was the other duty vacated to accommodate the person that was struggling and was this a signed duty? Is this employee a reserve/floater or on a P/T contract who was then asked to go on vacant duty.
(4) The second employee being displaced because of duty being lapsed is a surplus employee within the MTSF agreement and can refuse if found to be unsuitable and with a valid reason for not accepting this duty.
(5) Both duties having been vacant for over 6 months should have been advertised but there may be a valid reason why the union rep has not had them advertised eg keep them available for staff within the unit rather than external advertising.

THE WANDERBUS · Post by **THE WANDERBUS** » 28 Aug 2016, 13:03

I'm very interested in this thread. I was asked to move off of my signed duty for 2 weeks in January in order to accommodate someone that was having problems with their walk. My duty is now being lapsed, though half of it is going out on an sa, the manager is doing part of it and the little that is left is actually lapsed. Where do I stand in respect of going back on my own delivery that picked off the back of 27 years service?