New postie advice.

[49erman]

Been doing the job for a few weeks now, Xmas was an eye opener and quite stressful. A few of the guys in my DO cut off at their finish times and left some mail, I haven’t done this so far but from other threads I see there is a cut off procedure, what is that procedure as I haven’t got a clue and wouldn’t know what to do if I couldn’t run over? Also what if I was on a rural would I just drive back? Surely I would just have to pick up the slack the next day wouldn’t I? Sorry for all the newbie questions. Any other advice?

[Cwtchy bear]

Think the procedure is to inform the dom before you go out if you think you won't complete. They'll then try to make you do it anyway. Give them a ring an hour or so before finish time to inform them (it's a bit of guesswork) what you'll be bringing back. Not sure about rural thing

[TrueBlueTerrier]

OVERRUNNING DELIVERIES OPG NOTIFICATION PROCEDURE https://www.royalmailchat.co.uk/communi ... 36&t=18563" onclick="window.open(this.href);return false;

Also what if I was on a rural would I just drive back? Surely I would just have to pick up the slack the next day wouldn’t I?

As per the above link, you don't decide the manager does. It may well be waiting for you the next day, but it shouldn't be.

[redneck]

Reading between the lines of the Annex 1 procedure (which is the agreed procedure when you believe you may be unable to complete delivery within duty working time) you do not have to come to an agreement about how the situation can be remedied e.g they may suggest streaming of some kind - leave non-tracked, certain mail all kinds of tricks that still leave you in the s**t (as always doubtful if anybody else will do them if you leave stuff behind and you will have to deal with this next day). Politely tell them that there is no agreement and you now require a specified time and number to phone in to confirm whether you can complete or nor and to notify them of how much you can bring back. 13.00 hours is not unreasonable to your immediate line manager. The more they mess you about with requests to 'assess the delivery' in the back of the van, arguing the toss etc just explain that the longer this charade goes on the more will possiby be not delivered. This is the correct procedure to follow, the traditional process of 'leaving in' is really an unofficial procedure now that should only be agreed to with caution. It often works out this way though once they accept that you will follow 'Annex 1'.

Management are never going to make this an easy process, but if you stick to the letter of Annex 1 agreed between union and management and still current, you can't go wrong. Be prepared for a back lash, prep tests or some assessment of your work rate on the round if they have the time.

If you want to be loved by management this is not the procedure to follow. However it is the correct route for issues of excess workload.

Here is the Annex 1 procedure copied word for word from another forum thread, which in turn is from joint agreement documents of recent times:

Annex one Royal Mail Delivery – Avoiding delay

Local work plan

Delay to mail is a serious matter and could potentially be unlawful. All
employees have a responsibility to ensure all items are processed in
accordance with the local workplan. All employees will be made aware of the
local workplan and the specific requirements of the particular job roles they will
perform. Any time mail is delayed, for whatever reason, Royal Mail employees
should attempt to correct the problem efficiently and effectively as soon as
possible.

General rules
• Employees must be made aware that mail must never be taken home at the
end of a delivery. Correct endorsement procedures and correct use of the
pouching off wallet, where appropriate, will avoid this
• Under normal circumstances, if procedures have been followed no conduct
action will be taken against individuals if it is not possible to deliver all mail
within their scheduled time
• The main aim will be to avoid the circumstances that may pose operational
difficulties to an employee and to find ways of overcoming any potential
problem at an early stage. It is also important that all employees are made
fully aware of the implications of delaying mail and the possible
consequences
• Measures must be put in place to advise employees on the course of action
to be taken when difficulties arise when managers are unavailable


Prior to commencement of delivery

On completion of their preparation, where an employee believes that they may
experience difficulty in completing their delivery within the authorised time
allotted, they should approach their manager as soon as possible before setting
out on delivery. It will be for the manager to discuss any problem and advise the
employee what particular action should be taken, including the consideration of
collection on delivery around associated post boxes to enable USO compliance.
When an employee has requested assistance on delivery, but the manager
believes that assistance is not required, the decision, along with the advice
given to the employee, should be recorded and associated with the daily traffic
volume record. The employee can have access to this record and may ask to
see it prior to commencement of their delivery.

The employee should be encouraged to see their union representative if
agreement cannot be reached. Instances where there is a difference of opinion
between the employee and the manager about what is possible during the shift
will be looked at individually within the unit on the basis of factual evidence.
Such differences will be addressed prior to the employee leaving the office for
delivery.

The employee and manager should agree a specified time to phone if full
completion of delivery workload within the allocated time proves not to be
possible. If it becomes obvious that the delivery may be a problem, the
employee can contact the manager before the arranged time.


After commencement of delivery

Where an employee is prevented from completing their delivery for any reason,
it is essential that this is reported immediately, either by returning to the office or
by phone. A written record will be kept.

All employees should be informed of the local authorised arrangements in
writing.
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