Writing to the DSM... advice?

[postiewhite]

We are going through a structure change which starts in a week. Im on a 25hr contract alongside 4 or 5 others, me being the least senior. My union rep told me when we change then we would all jump to 28hrs but my dom has stepped in and stopped just me getting the increase. Anyway today they have been interviewing for a 27hr contract which went up on the website 2 weeks ago. I was not aware of this and it wasn't advertised internally first (notice on the board) which I believe is following procedure or in the DOM'S case failing to follow procedure.

Now ive been told to write to the DSM about this as my DOM is still digging her heels in and wants me to stay on 25hrs over 5 days, as of now she isn't aware I want to get the DSM involved but I feel its the right thing to do after an unsucessful conversation with her even after pointing out this advertised job was not advertised internally first
Now do you think I should hand this over to the union rep to email the DSM? The thing is I do a lot of OT, come in early and work til after 4pm but also I could if the worst comes to the worst play her game by cutting all OT which means I would have to start at 09.45-14.45 THEN take my 10 minute grace and THEN go out on my walk, bearing in mind we are usually out for around 9.15am so my partner would need to hang around for a good 50 minutes every single day waiting for me to start then take my break... that simply would not work in our office and that would then mean cutting off every day as most duties are close to 5hrs but she wants me to stay on this 25hr contract over 5 days but probably expect me to come in early on OT.

Going back to the DSM question, what would be in my best interest. Iam in the union.

[rehabron]

We are going through a structure change which starts in a week. Im on a 25hr contract alongside 4 or 5 others, me being the least senior. My union rep told me when we change then we would all jump to 28hrs but my dom has stepped in and stopped just me getting the increase. Anyway today they have been interviewing for a 27hr contract which went up on the website 2 weeks ago. I was not aware of this and it wasn't advertised internally first (notice on the board) which I believe is following procedure or in the DOM'S case failing to follow procedure.

Now ive been told to write to the DSM about this as my DOM is still digging her heels in and wants me to stay on 25hrs over 5 days, as of now she isn't aware I want to get the DSM involved but I feel its the right thing to do after an unsucessful conversation with her even after pointing out this advertised job was not advertised internally first
Now do you think I should hand this over to the union rep to email the DSM? The thing is I do a lot of OT, come in early and work til after 4pm but also I could if the worst comes to the worst play her game by cutting all OT which means I would have to start at 09.45-14.45 THEN take my 10 minute grace and THEN go out on my walk, bearing in mind we are usually out for around 9.15am so my partner would need to hang around for a good 50 minutes every single day waiting for me to start then take my break... that simply would not work in our office and that would then mean cutting off every day as most duties are close to 5hrs but she wants me to stay on this 25hr contract over 5 days but probably expect me to come in early on OT.

Going back to the DSM question, what would be in my best interest. Iam in the union.

There seems to be a an operational difference in the resourcing of your office where on one hand your union rep has informed an increase of contractual hours from 25 hr to 28 hr and your DOM has commenced interviewing for 27 hr contracts but for some reason whether it be personal has decided not to include you in this increase. It may be aligned to her office budget but as she has dropped from 28hr as advised by your union rep to 27 hr contracts then this saving should have been able to include yourself in a contractual hours increase. You would need at the first instance to inform your union rep that the information supplied by the union was incorrect and for union to take the matter up before considering writing the DSM.
The advertising on the website by your DOM before exploring the other alternatives for resourcing duties she your DOM has taken the extreme action of external advertising before internal advertising and once again your union rep needs to make it abundantly clear that she has not followed the correct procedure for resourcing as per national agreements. The national agreement of Long term success the agenda for growth and stability states that contractual hours should reflect the hours being completed by an individual and is subject to negotiation between union and management this is another argument for your union rep to put forward on your behalf.
This could form the basis of an individual 2nd stage grievance which would be copied in to the ER Team @ Pond Street, Sheffield who would appoint a manager at a higher level of authority within your resourcing area to oversee your complaint so this would cover any thoughts you may have of e-mailing DSM direct.
You are a union member use it.