Royal Mail Vacancies and Lapsing

[xray3]

Why are RM still Not Filling Vacancies? We have just signed of a new National Agreement and are Realigning Workload Resource yet we still have unfilled vacancies and continue to use Agency staff daily breaching yet another National Agreement again. Despite our Reps putting in disagreements situation still persists. What happened to providing a Service our customers pay for and deserve then is it all about the bottom line savings and profits.
So much for working together and a change of culture.

[rubberbond]

At least mediation is working. Apparently.

[fishtank]

At least mediation is working. Apparently.

At least 63% of the "parties" were very satisfied.

50% of the parties involved in my divorce were very satisfied. If you include the lawyers on both sides it probably goes up to around 75%. I wasn't very satisfied.

[rogersh]

I have posted this before, But 3 months has passed since the agreement & it does not appear any "immediate" action has been applied as indicated.

FOUR PILLARS OF SECURITY AND PAY NATIONAL AGREEMENT

8. Resourcing in line with current agreements (EDITED points)

Both parties will re-affirm they will deploy legally binding commitments to part- time workers and the
use of agency workers.

In respect of part-time worker the following will apply with immediate effect.

It is apparent that while some colleagues have secured additional conditioned hours and also converted
to full- time there is more that can be done to reflect a part-time workers commitment to additional
hours (should they wish it.) This means, in line with our agreements, and where justified, we should
focus on moving to full time or increasing contractual hours, below full-time, either on a temporary or
permanent variation of contract.

....Agreed that their is not and will not be a central HR policy to only recruit on a part-time basis.Recruitment determined by workload and the outcome of the weekly resource meetings, initiated 13 weeks out.
Notwithstanding our immediate activity we will develop a means to confirm that effective weekly
resourcing meetings are taking place. This will include 6 monthly reviews to of part-time employees
and regular use of agency workers to ensure use of this resource is being used in line with our
agreement.

16.2.1 Processing (Mail Centres & RDCs) Joint activity to deliver the 1st hour of the SWW (Edit)

As defined in the resourcing section of this document both parties recognise that in some locations
resourcing arrangements are currently inconsistent with the standards defined in the agenda for growth
and job security agreements, with regard to the resourcing mix. It is a joint aspiration to reduce the
number of Agency/Casual workers within our facilities and to enable this, a joint audit will take place
at each mail centre/RDC to establish the current resourcing mix. This audit will review the current year
round levels of current agency/casual usage at each site and examine the root cause of use and agree
alternative permanent employee resourcing options.

[fishtank]

It comes down to this...

Poor local rep= nothing gets done.
Good local rep but poor branch= nothing gets done.
Good local rep and good branch but poor divisional rep=nothing gets done.
Good local rep and good branch and good divisional rep=jackpot.

You can see the problem.

[spilie]

or good rep
good branch
good divisional rep
Greedy posties!!!
Some units expect to carry vacancies as that's where they get to work their day off for OT and will tell you that if you ask, they do not see the big picture and then the manager stirs it up by telling staff that the union wants an end to their OT by filling vacancies and again vocal greedy staff make it hard for the rep to represent the unit when they are shouted down by greedy small minded individuals, the job of a unit rep is thankless and trying to represent so many different viewpoints is sometimes overwhelming and that's when good reps either do nothing or quit, so although I agree with Fishtank on the above I believe we are always the masters of our own downfall

[danterossetti]

or good rep
good branch
good divisional rep
Greedy posties!!!
Some units expect to carry vacancies as that's where they get to work their day off for OT and will tell you that if you ask, they do not see the big picture and then the manager stirs it up by telling staff that the union wants an end to their OT by filling vacancies and again vocal greedy staff make it hard for the rep to represent the unit when they are shouted down by greedy small minded individuals, the job of a unit rep is thankless and trying to represent so many different viewpoints is sometimes overwhelming and that's when good reps either do nothing or quit, so although I agree with Fishtank on the above I believe we are always the masters of our own downfall

Certainly the Rep can be more effective, and the role much easier when they have the full backing of the staff.

[Navalron]

It was a lot better when the overwhelming majority were full time, offices were mostly on the same hours and the union and posties had balls. Why do you think that we were all divided up. No more pstman, postman driver, postman on walk, postman on platform. We were all postmen. Now it's opg or network driver of distribution hub or hgv voc centre. And the offices all with LOCAL arrangements. Divide and conquer. The sooner you get back to NATIONAL work agreements and hit the street at the first sign of RM breaking them, then maybe you'd will get what you want. I'm not talking about being a red militant but how's about backing up your colleagues in the offices which are OUT just now. Even blacking their mail would be a start.

[BELIAL]

Work place ;area ; divisional; national , Just words ,all a big fat sham when no action is taken.
Keeps you quiet and in your place though.
How many disputes occur with management and union opposition?

[rogersh]

I have posted this before, But 3 months has passed since the agreement & it does not appear any "immediate" action has been applied as indicated.

FOUR PILLARS OF SECURITY AND PAY NATIONAL AGREEMENT

8. Resourcing in line with current agreements (EDITED points)

Both parties will re-affirm they will deploy legally binding commitments to part- time workers and the
use of agency workers.

In respect of part-time worker the following will apply with immediate effect.

It is apparent that while some colleagues have secured additional conditioned hours and also converted
to full- time there is more that can be done to reflect a part-time workers commitment to additional
hours (should they wish it.) This means, in line with our agreements, and where justified, we should
focus on moving to full time or increasing contractual hours, below full-time, either on a temporary or
permanent variation of contract.

....Agreed that their is not and will not be a central HR policy to only recruit on a part-time basis.Recruitment determined by workload and the outcome of the weekly resource meetings, initiated 13 weeks out.
Notwithstanding our immediate activity we will develop a means to confirm that effective weekly
resourcing meetings are taking place. This will include 6 monthly reviews to of part-time employees
and regular use of agency workers to ensure use of this resource is being used in line with our
agreement.

16.2.1 Processing (Mail Centres & RDCs) Joint activity to deliver the 1st hour of the SWW (Edit)

As defined in the resourcing section of this document both parties recognise that in some locations
resourcing arrangements are currently inconsistent with the standards defined in the agenda for growth
and job security agreements, with regard to the resourcing mix. It is a joint aspiration to reduce the
number of Agency/Casual workers within our facilities and to enable this, a joint audit will take place
at each mail centre/RDC to establish the current resourcing mix. This audit will review the current year
round levels of current agency/casual usage at each site and examine the root cause of use and agree
alternative permanent employee resourcing options.

At WTLL last week my line manager said that a colleague, who wanted to do training for the bay Marshall vacancy, was not suitable because he only worked two days per week. I pointed out that as the new agreement was supposed to be implemented the situation would change if his hours increased, especially as we continually use agency resource contrary to the agreement.

He said he was unaware of the proposed changes so I provided him a print out of the details. & added;
Your (FRONT LINE MANAGERS) briefing pack Group Communications · February/March 2018

5. PART-TIME COLLEAGUES
We will honour our agreements regarding part-time colleagues:
•• Part-time colleagues’ contracted hours will be jointly reviewed every March and September. Where
appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned.
•• Temporary increases in contracted hours to be offered to part-time colleagues to manage seasonal
variations or peaks in demand.