Morning overtime

K1306 · Post by **K1306** » 06 Nov 2017, 09:43

Hello,

I have been hired as a part time member of staff. I have been informed of my starting hours but have somehow ended up working 40 hours a week which is something that I want to cut back on. I am being paid for the earlier hours, but I am unsure how I go about asking to start at the hour I am contracted to do.

Do I have to work the overtime because of the clause (9.2) in the contract that says “royal Mail has the responsibility of proving a public service. This puts a special obligation on all employees to play their part in maintaining the kind of service that public has a right to expect. The nature of the service makes a measure of overtime working necessary. For this reason, it is a condition of your employment that you are liable to work overtime and to attend varying times on any day (including weekends, bank and public holidays) as the needs of the service demands.

Overtime pay will be assessed in accordance with your business units pay directive, which you can gain acsss to by contacting your manager”

Does this mean that I am forced to work the morning hours to sort the mail to suit my manager/ royal mail’s needs. Could someone clarify what this means and what kind of overtime I am expected to do?

Thanks for your help

loverman shabba · Post by **loverman shabba** » 06 Nov 2017, 09:53

it's up to you whether or not you do overtime. managers cant force you to start early. if your start time is 8am and you want to start at that time thats your decision they cant force you to start 6.30am or 7am or whatever

worktotime · Post by **worktotime** » 06 Nov 2017, 11:09

K1306 wrote:Hello,

I have been hired as a part time member of staff. I have been informed of my starting hours but have somehow ended up working 40 hours a week which is something that I want to cut back on. I am being paid for the earlier hours, but I am unsure how I go about asking to start at the hour I am contracted to do.

Do I have to work the overtime because of the clause (9.2) in the contract that says “royal Mail has the responsibility of proving a public service. This puts a special obligation on all employees to play their part in maintaining the kind of service that public has a right to expect. The nature of the service makes a measure of overtime working necessary. For this reason, it is a condition of your employment that you are liable to work overtime and to attend varying times on any day (including weekends, bank and public holidays) as the needs of the service demands.

Overtime pay will be assessed in accordance with your business units pay directive, which you can gain acsss to by contacting your manager”

Does this mean that I am forced to work the morning hours to sort the mail to suit my manager/ royal mail’s needs. Could someone clarify what this means and what kind of overtime I am expected to do?

Thanks for your help

who the f**k do these dims think they are

, you have a contracted start and finish time anything else is overtime which is voluntary and NOT compulsory , just tell him or her that you don't want the overtime and if he wants to start early without you wanting to then just work your contracted hours , so if they want you to start at 6am and you usually start at 7am - 3pm , then work 6am - 2pm

, don't let these people do what they want ,

Creditshampoo · Post by **Creditshampoo** » 06 Nov 2017, 11:10

They don’t pay you holiday pay for them extra hours so tell them no thanks

K1306 · Post by **K1306** » 06 Nov 2017, 12:17

Thanks guys!

It’s annoying because I was told on my second day to come in early and then they assumed (and myself, foolishly) that I was going to overtime everyday, Which is really not suited to my family commitments. The contact confused me because I thought I had to do it. I’ll have a word with the manager tomorrow.

Thanks again

Post by **Lincox** » 06 Nov 2017, 13:44

I would imagine that clause would not stand up in an industrial tribunal. It is too ambiguous and gives Royal Mail control of your life 7days a week 24 hours a day. It does not provide any detail of what notice you will be given and therefore does not take into account any personal arrangements or appointments that you have.
I would talk to your manager and provide him with details of hours that you are prepared to work if any over and above the contracted hours that you have. If you are willing to do some overtime, put in writing what those hours are and make him aware that for personal reasons you are not able to assist outside of those confines.

siddy · Post by **siddy** » 06 Nov 2017, 13:45

ot agreement

Post by **Lincox** » 06 Nov 2017, 14:36

siddy wrote:ot agreement

Looks like there is a bloomer on that CWU statement.

It talks about overtime not being paid by some managers, then goes on to say that it is not unlawful?

Post by **TrueBlueTerrier** » 06 Nov 2017, 14:48

Lincox wrote:
siddy wrote:ot agreement
Looks like there is a bloomer on that CWU statement.

It talks about overtime not being paid by some managers, then goes on to say that it is not unlawful?

Unfortunately they are correct

Overtime pay
Employers don’t have to pay workers for overtime. However, employees’ average pay for the total hours worked mustn’t fall below the National Minimum Wage.

So it is not unlawful, but its against our contract of employment which makes is illegal.

(There is a legal difference between Unlawful (not authorized by law) and illegal (forbidden by law), but it is a narrow definition).

mucker161 · Post by **mucker161** » 06 Nov 2017, 15:47

Sorry to post this here, if it is in the wrong post then please forgive me.

On 9th August 2017, both myself and another staff member signed for a shared van duty of 35hrs. This duty was advertised within the office and was available for everyone to sign. Since then we have not been placed on the duty nor have we had our contracts moved from 30 to 35. Can anyone help me find out if there is any quick way of getting these contracts sorted out and if so are we eligible to claim back-dated pay?

Post by **TrueBlueTerrier** » 06 Nov 2017, 16:02

Get the Union involved if you are in the CWU, however, you'll probably need to put in a grievance to get anything sorted.

gary1975 · Post by **gary1975** » 06 Nov 2017, 16:15

Basically your Dom would rather pay morning overtime instead of making somebody full time to save money. so much for the agenda for growth agreement.

k979aaa · Post by **k979aaa** » 10 Nov 2017, 19:35

gary1975 wrote:Basically your Dom would rather pay morning overtime instead of making somebody full time to save money. so much for the agenda for growth agreement.

Which cost's the part timer full holiday pay and sick pay as the will be on basic pay not the hour's they normally work!

NewPostieUK · Post by **NewPostieUK** » 12 Nov 2017, 01:15

mucker161 wrote:Sorry to post this here, if it is in the wrong post then please forgive me.

On 9th August 2017, both myself and another staff member signed for a shared van duty of 35hrs. This duty was advertised within the office and was available for everyone to sign. Since then we have not been placed on the duty nor have we had our contracts moved from 30 to 35. Can anyone help me find out if there is any quick way of getting these contracts sorted out and if so are we eligible to claim back-dated pay?

It took me months to get on my duty after I'd signed for it. Sickness, holidays, people leaving etc all meant I was needed on other duties. Not much you can do.

Post by **rambo1** » 14 Nov 2017, 16:43

k979aaa wrote:
gary1975 wrote:Basically your Dom would rather pay morning overtime instead of making somebody full time to save money. so much for the agenda for growth agreement.
Which cost's the part timer full holiday pay and sick pay as the will be on basic pay not the hour's they normally work!

That's not just applicable to part timers by the way. Some full timers, particularly rurals, do 6+ hrs overtime a week just to complete their full time walks too.