're pick

[Clared]

Talking about doing a 're pick in our office. Can anyone tell me how this works ?
I assume it's on seniority but what about reserves (30hr contract) is there a chance they would be offered a chance of a walk too ?

[woody38]

Talking about doing a 're pick in our office. Can anyone tell me how this works ?
I assume it's on seniority but what about reserves (30hr contract) is there a chance they would be offered a chance of a walk too ?

As u said it goes on seniority, some pt will get a job if they have been there a long time, same for ft, reserves not much chance, if ther is anything left it is usually a job nobody wants, years ago there was a ft land pt seperate list.

[joewyan]

Talking about doing a 're pick in our office. Can anyone tell me how this works ?
I assume it's on seniority but what about reserves (30hr contract) is there a chance they would be offered a chance of a walk too ?

Depends if your office has 30 hour jobs. Our office had about 15 jobs that were 30 hours and so there was a separate re-sign for the part time contracted people which worked out well as it meant I got a job of my own whereas I wouldn't have got a FT one due to only having 4 years seniority at the time.

[rehabron]

Talking about doing a 're pick in our office. Can anyone tell me how this works ?
I assume it's on seniority but what about reserves (30hr contract) is there a chance they would be offered a chance of a walk too ?

The percentage of duties that have been affected by change which has warranted the resign to take place the "318" for the revised duties will be displayed in advance for viewing. Duties that have not been impacted by change do NOT have to be entered into the resign pot unless the duty holder volunteers to submit their duty into the resign hoping to receive a duty better than the one they have got. It will also depend if your office is running more than one seniority list based on F/T and P/T duties although colleagues will be able to apply for an increase in their contracted hours if the opportunity arises. The resign will commence on a seniority basis overseen by management and a union official and dependant on the amount of duties available will probably be completed in groups. On viewing the displayed duties its best to select several duties that you fancy because as the resign progresses your first selection may no longer be available and you have a backup. This may not be pertinent to your particular office but if there are colleagues presently enjoying assigned allowances with shift patterns then there selection will be based on allowances before seniority to avoid the business from paying pay protection twice for someone who has been displaced in the resign.

[Chelseablue]

So if duties are not changing , can they still force a resign in ?

[rehabron]

So if duties are not changing , can they still force a resign in ?

If duties are remaining as they are why is there a resign?

[rehabron]

So if duties are not changing , can they still force a resign in ?

If duties are remaining as they are why is there a resign?

Further to my post does your particular office have numerous duties lying vacant due to leaving staff by various methods resigning, IHR, VR, EVR that you think that there maybe a forced resign.
This is covered in the Way Forward Agreement if 5% of the overall duties remain vacant then they should be advertised or having remained vacant for 6 months which ever comes first. So fail to understand why a forced resign would be considered.

[postslippete]

A re-pick is usually done on seniority but in our office a lot of duties got 'ring-fenced' which enabled a lot of part-time staff to pick fixed duties as well. So its not uncommon to find someone with 15 years experience working as leave reserve whilst someone with half the amount of experience finding themselves on a fixed duty.

[DirtyHarry]

Talking about doing a 're pick in our office. Can anyone tell me how this works ?

Yes. You will end up walking more on a heavier round for, errr, nothing really.

[rehabron]

A re-pick is usually done on seniority but in our office a lot of duties got 'ring-fenced' which enabled a lot of part-time staff to pick fixed duties as well. So its not uncommon to find someone with 15 years experience working as leave reserve whilst someone with half the amount of experience finding themselves on a fixed duty.

Apart from duties that are " ring fenced" to cover the Equality Act 2010 I am assuming that the duties that you refer to as being " ring fenced" are not full time hours and are for P/T staff to be completed within their contracted hours and are limited to their earning capacity unless within these duties they are able to pick up extra hours dictated by traffic volumes. The disadvantage is their holiday pay entitlement whereas the leave reserve would be in receipt of F/T hours having a greater earning capacity. Colleagues holding seniority should not be disadvantaged in a repack should they require to reduce their hours and that would be their choice but a " buy down" arrangement they may not be entitled to unless you have a staff surplus. So a leave reserve with 15 years service has a greater earning capacity over a P/T fixed duty " ring fenced".

[rehabron]

A re-pick is usually done on seniority but in our office a lot of duties got 'ring-fenced' which enabled a lot of part-time staff to pick fixed duties as well. So its not uncommon to find someone with 15 years experience working as leave reserve whilst someone with half the amount of experience finding themselves on a fixed duty.

Apart from duties that are " ring fenced" to cover the Equality Act 2010 I am assuming that the duties that you refer to as being " ring fenced" are not full time hours and are for P/T staff to be completed within their contracted hours and are limited to their earning capacity unless within these duties they are able to pick up extra hours dictated by traffic volumes. The disadvantage is their holiday pay entitlement whereas the leave reserve would be in receipt of F/T hours having a greater earning capacity. Colleagues holding seniority should not be disadvantaged in a repack should they require to reduce their hours and that would be their choice but a " buy down" arrangement they may not be entitled to unless you have a staff surplus. So a leave reserve with 15 years service has a greater earning capacity over a P/T fixed duty " ring fenced".

Had a rethink after my initial posting on fixed P/T duties that are " ring fenced" by "postslipette" . If these P/T ring fenced " duties are being designed at the expense of F/T duties that have been lapsed for various reasons then this is a breach of the Agenda for Growth & Stability for long term success stating the levels of F/T staff to P/T staff. This being the case then local CWU rep should have applied the IR Framework contained in the agreement and lodged a stage disagreement. This should also have been indicated to management at the weekly resourcing meeting. On the " postslipette " posting I assumed either rightly or wrongly that this office was operating a F/T seniority and P/T seniority list.

[postslippete]

A re-pick is usually done on seniority but in our office a lot of duties got 'ring-fenced' which enabled a lot of part-time staff to pick fixed duties as well. So its not uncommon to find someone with 15 years experience working as leave reserve whilst someone with half the amount of experience finding themselves on a fixed duty.

Apart from duties that are " ring fenced" to cover the Equality Act 2010 I am assuming that the duties that you refer to as being " ring fenced" are not full time hours and are for P/T staff to be completed within their contracted hours and are limited to their earning capacity unless within these duties they are able to pick up extra hours dictated by traffic volumes. The disadvantage is their holiday pay entitlement whereas the leave reserve would be in receipt of F/T hours having a greater earning capacity. Colleagues holding seniority should not be disadvantaged in a repack should they require to reduce their hours and that would be their choice but a " buy down" arrangement they may not be entitled to unless you have a staff surplus. So a leave reserve with 15 years service has a greater earning capacity over a P/T fixed duty " ring fenced".

Had a rethink after my initial posting on fixed P/T duties that are " ring fenced" by "postslipette" . If these P/T ring fenced " duties are being designed at the expense of F/T duties that have been lapsed for various reasons then this is a breach of the Agenda for Growth & Stability for long term success stating the levels of F/T staff to P/T staff. This being the case then local CWU rep should have applied the IR Framework contained in the agreement and lodged a stage disagreement. This should also have been indicated to management at the weekly resourcing meeting. On the " postslipette " posting I assumed either rightly or wrongly that this office was operating a F/T seniority and P/T seniority list.

Well, they tried advertising new part-time duties i.e. 29 hours for a couple of duties where a full-timer on 39 hours had left, but believe me it soon got rectified. I actually think the allocation of duties in our last revision was quite fair. What isn't fair is favouritism. You mention the Equality Act 2010 and that is a bit of a grey area. Perhaps some of the posties should be reviewed on this every couple of years?? I wonder if being related to management could be considered a disability

[Chelseablue]

Thanks rehab , no duties gonna be changed ,there are a few vacant duties but told none of duties will be changing. Dont see point of resign at all . Seems to be re sign after re sign