Ring fence duties

[Guysie12]

My office is having a full resign of duties but a manager has removed one duty and temporarily allocated it a person who is not covered by the dda or registered disabled . apart from putting in a grievance which the manager ignores what are my rights regarding equality within my office meaning give everybody the chance to sign for that duty under the seniority system

[General Mannerheim]

What sort of duty is it?
Is it a specialist duty or is it a `gaffers nark` one?

[clashcityrocker]

My office is having a full resign of duties but a manager has removed one duty and temporarily allocated it a person who is not covered by the dda or registered disabled

How would you know if they were covered under the equality act?

[Guysie12]

Phg which I’m more than qualified for

[Guysie12]

Believe me it’s well known that they are not covered under the equality act
Even if they were don’t they have to go through the process of if a duty is available after the resign then we will accommodate you or move you to a different office like I was told when I was I’ll and continue to be

[clashcityrocker]

Believe me it’s well known that they are not covered under the equality act

For it to be well-known you would have to have access to documents you have no right to see.
Medical records are private.
What is with the violins?

[Guysie12]

That’s not for me to say or for you to ask the violins are for everybody knows it’s a complete fabrication of there condition I’m not the only one asking no one likes disability cheats beside there condition is not the point is it and it’s no concern of mine but equality for all staff members in my office is

[stevyh]

We have been told you can't ringfence a specific duty only a type of duty by the area rep !!!
I'm confused how this happens

[General Mannerheim]

Even if they were don’t they have to go through the process of if a duty is available after the resign then we will accommodate you

But didn't you say that the manager had already given them the duty?
Presumably the manager or HR will have had their reasons to have offered it to somebody and ringfenced it . And other than you putting in a grievance which you say is a waste of time you might as well take it up the harris as your not going to get a cushy number.
Have you thought of becoming a rep.

[General Mannerheim]

We have been told you can't ringfence a specific duty only a type of duty by the area rep !!!
I'm confused how this happens

That's utter shite.

[Guysie12]

Why are you a rep?

[stevyh]

Enlighten me what are the rules then general

[TrueBlueTerrier]

Phg which I’m more than qualified for

I take you mean a specialist duty as the PHG role no longer exists. Specialists roles have a specific selection system based on skills and interviews and then seniority.

https://www.royalmailchat.co.uk/communi ... 15&t=14545" onclick="window.open(this.href);return false;

SELECTION BY SKILLS

15.1 All frontline jobs performed by the new multi-skilled single operational grade will have the same core capabilities. However, it is recognised that there are come jobs that require more specialised skills. An objective selection process will be introduced for these jobs.

15.2 These jobs will be filled by the most senior person who has achieved the right standard for the job during the selection process. Sick attendance and conduct record will only be taken into account where these are relevant to the work. Where training is required by the most senior suitable person, this will be given prior to appointment.

15.3 Resourcing procedures will be based on the Resourcing Area. This will in all cases be the Royal Mail administrative area (i.e. the areas managed by Area Managers, subject to review in the light of any organisational changes). Jobs filled internally will be available to employees currently working in any office within the Area concerned.

15.4 Vacancies for specialist jobs will be advertised throughout the resourcing area. Applications should be made in writing to the Resourcing Unit.

15.5 Employees who wish to be considered for specialist jobs in general should register their interest via the Resourcing Unit or include it in their own Development Plan, a copy of which will be held by the Resourcing Unit (see section 19). This information will be used for training planning. Where a vacancy arises, equal consideration will be given to individuals who have registered their interest through Development Plan or through the Resourcing Unit in writing at the time when the vacancy is advertised. The objective is to allow and maintain openness and fairness in relation to resourcing specialist posts.

15.6 The specific jobs that require specialist skills and which will be subject to selection are:

Resourcing Unit (Bookroom);
DOM Support;
Traffic Office;
Enquiry/Callers’ Office;
Major Customer Collection drivers
(to be jointly defined at National level):
Benefits Agency/Customer Mailroom;
Travelling Post Office;
Leadership roles (formerly PHG ‘A’);
Heavy Goods Vehicle Driving (HGV);
Postbus (PSV);
VCS/MAA;
IMP/MTT;
Advanced TPM;
Non-school training

15.7 All specialist jobs will have consistent job descriptions, which will identify the specialist capabilities and which will be standard throughout Royal Mail.

15.8 Employees who are regarded as suitable should be dedicated to these duties for a minimum of 12 months. If after 12 months the employee wishes to change jobs, they must give adequate notice to enable a suitable trained replacement to be found before release can be allowed. The replacement must be available to take up post no later than six months after notice has been given.

The process for resourcing specialist posts will be one of four options, in the following order, unless agreed locally to change this order:

• Deployment of existing surplus employees with the appropriate skills;
• Internal advertisement of the job within the resourcing area itself;
• The acceptance of an existing employee with the appropriate skills from another resourcing area who has previously had his/her name placed on the transfer list for that resourcing area;
• External advertisement.

15.9 This decision will be taken locally, but normally jobs will be filled by internal advertisement, by a surplus employee or a transferee before there is recourse to external advertisement.



15.10 Where a post is advertised internally then it will be advertised to all employees in that resourcing area, full- and part-time. Candidates will undergo an objective selection procedure, designed to assess individual competences against the skills required for a particular job. Where more than one candidate possesses the required capabilities, selection will then be on the basis of seniority.

15.11 The resultant vacancy, be it full- or part-time, will be filled as specified in section 14, unless it too is for a specialist post, in which case the provisions of this section will apply.

[TrueBlueTerrier]

However you say he has removed the duty from revision, and that he has put someone in there on a temporary basis.

Whats the reason for it being temporary, and the reason for removing it from the revision. An unchanged duty can be withheld from a repick, and the manager only has to advertise posts when the number of unadvertised and available duties exceeds 5% in total or 6 months individually.

[TrueBlueTerrier]

We have been told you can't ringfence a specific duty only a type of duty by the area rep !!!
I'm confused how this happens

Actually, the only requirement in law is to make "reasonable adjustments" for anyone falling under the Equality Act (DDA)

So that in effect means changes can be made either by

1. Ringfencing a duty for a specific individual.
2. Allowing selection of duties by seniority as normal and then making the adjustments needed to that duty.
3. Transferring the OPG to another role or function within the business.
4. Moving the OPG to a more applicable style of duty (for instance from a 8 hour rural to a 4.5 hour HCT)

The guiding principles are "reasonable adjustments" and the nature of the applicable condition (which should not be publically disclosed, discussed or commented on - by law)