25 hour contract to full time

Mynamesnotpat · Post by **Mynamesnotpat** » 02 Oct 2018, 15:28

I’m looking to get my contract made up from 25 hours to full time, I’ve worked an average of over 40 hours a week for the past 12 months so I want my contract to reflect that.

Can anybody give me any tips as to how to go about getting it? Am I right in thinking it’s written somewhere in the national agreement that I am entitled to a greater contract under these circumstances? If so could somebody point me in the right direction to find it so I can quote it?

Post by **postiewhite** » 02 Oct 2018, 15:48

Good luck with that!! Ive been on 28hrs for 5 yrs and it simply wont happen for me even though I work full time hrs probably every week. If you have people senior to you that are on part time contracts then by right if someone is to be made up then it will be them first.

clashcityrocker · Post by **clashcityrocker** » 02 Oct 2018, 15:49

It doesn't work like that.
There should have been a review of part timer's hours last month to see if it is appropriate to add additional hours to the office.
Then it is down to seniority.
The fact you have worked 40 hours/week for the last 12 months means nothing.

Post by **postiewhite** » 02 Oct 2018, 15:52

As far as im aware (and there is a thread on this) 35hrs will be the maximum contract offered. I have my own duty and I work an absolute minimum of 30hrs a week otherwise my duty wont work on 5hrs 36mins a day so there is a chance I will get upto 30hrs from 28hrs but in 5yrs ive been working for RM ive only known 2 cases of staff being made upto full time and they had both been employed many years.

tansorboy · Post by **tansorboy** » 02 Oct 2018, 17:43

Looks like we've been shafted....

https://www.royalmailchat.co.uk/communi ... 4&p=825677" onclick="window.open(this.href);return false;

Mynamesnotpat · Post by **Mynamesnotpat** » 02 Oct 2018, 19:09

Has something changed then or am I wrong about them being legally obliged to pay you what you’ve worked over the previous 6 months? I.e on your week off your hours should reflect what you’ve worked over the last 6 weeks. I’m aware it doesn’t happen all over the country but that doesn’t make it right or mean we should accept it RM are walking all over us recently (at a local level) and CWU seem to accept it.

NewPostieUK · Post by **NewPostieUK** » 02 Oct 2018, 19:59

Mynamesnotpat wrote:
Can anybody give me any tips as to how to go about getting it?

Stay with Royal mail 15 years, and hope. There might be no full timers in 15 years but you can always hope.

Like Clash says, it goes on seniority. If you are the most senior person who wants the contract being offered, great. There could be someone who has been there a day longer than you and never worked overtime, but would like a 30 or 35 hr contract.

The fact that you work so much overtime clearly shows there is room for hours in your office, but those hours get dished out on seniority.

Post by **rogersh** » 02 Oct 2018, 20:19

Mynamesnotpat wrote:I’m looking to get my contract made up from 25 hours to full time, I’ve worked an average of over 40 hours a week for the past 12 months so I want my contract to reflect that.

Can anybody give me any tips as to how to go about getting it? Am I right in thinking it’s written somewhere in the national agreement that I am entitled to a greater contract under these circumstances? If so could somebody point me in the right direction to find it so I can quote it?

Four Pillars of Security and Pay National Agreement
This agreement has been reached within the spirit and principles of the Agenda for Growth, Stability and Long Term Success Agreement and its Legally Binding Contract.

8. Resourcing In Line with Current Agreements Both parties agree that the aims, principles and detail contained in our agreements and recent Joint Statements will be re-affirmed and fully applied. Both parties will re-affirm that they will deploy legally binding commitments to part-time workers and the use of agency workers.

In respect of part-time workers the following will apply with immediate effect:
It is agreed that part-time workers in Royal Mail Group provide an excellent and efficient contribution to the operation when they perform extra hours above their contracted hours. It is equally recognised that some part-time workers wish to extend their contractual hours whilst others prefer to perform extra hours when they wish to.

It is apparent that while some colleagues have secured additional conditioned hours and also converted to full time employment there is more that can be done to reflect a part-time worker’s regular 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.

For avoidance of doubt it is confirmed that Part Time workers are entitled to sign for and perform scheduled attendance in line with existing and fair allocation arrangements.
The level of part time Employees’ contracted hours will be reviewed by the Employer and the CWU locally on a six monthly basis. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned.

Regular extra hours performed but not linked to a part-time workers duty but which still result in an individual regularly working full-time hours, should not be a barrier to securing a full-time contract providing the actual work performed is clearly defined.

Part time workers could have a variation of contract above their current conditioned hours up to full time for specified periods of time based on the requirements for regular overtime and seasonal specific events. This variation of contract will result in an immediate change to all aspects of pay i.e. annual leave, sick leave, pension, allowances (where appropriate) etc. to reflect the actual hours worked. Again this hourage does not necessarily have to be linked to their actual part-time duty.
All adjustments in this regard must be consistent with our current agreements.

This activity will be reviewed in line with a fresh approach to resourcing as detailed in this agreement up to and including National level taking place in September 2018, to assess if further action/interventions are required.
To this end it is agreed that there is not and will not be a central HR policy to only recruit on a part-time basis. Recruitment will be determined by workload and the outcome of the weekly resource meetings, initiated 13 weeks out. The process for recruiting to vacancies agreed at the weekly resourcing meetings will be improved to increase the pace and reduce the period during which an active vacancy remains unfilled, whether full or part-time.
To ensure a consistent nationwide structure to the six month review process as detailed in our current agreements, it is agreed that all units will conduct these reviews in March and September each year. Functional Directors and CWU Divisional Representatives will meet to ensure that this commitment has been fulfilled and ensure that the IR Framework is being applied where an agreed action plan / sign-off is not agreed.

Managers Briefing pack 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.

MAILMAN84 · Post by **MAILMAN84** » 03 Oct 2018, 16:01

I've been after full time for 13 years. Unfortunately, not gonna happen.

regalia25 · Post by **regalia25** » 03 Oct 2018, 18:03

To give you guys a bit of hope.
They've just done a review of part-time hours at our place, in the terms of the agreement, and they are making three of us up from 30 to 38 hours.
I know the agreement said only 35 but we have checked with our union rep, lino, and dom and they are all saying 38.
Time will tell I suppose but it looks like its happening at our office at least !

NewPostieUK · Post by **NewPostieUK** » 03 Oct 2018, 18:36

Mynamesnotpat wrote:Has something changed then or am I wrong about them being legally obliged to pay you what you’ve worked over the previous 6 months? I.e on your week off your hours should reflect what you’ve worked over the last 6 weeks.

That's a separate issue. Holiday pay should reflect actual work done rather than your contracted hours. That's the argument, I have no idea if the argument is over or still being debated or if it's been forgotten about.

The contract issue is this: If overtime is needed to keep the office running normally (not sickness overtime, just normal overtime to complete the duty), then it clearly shows that 'proper' hours can be added to the office, in the form of more hours on contracts. Who gets those hours is based on seniority. Most managers prefer just to pay the overtime, and will defy employee requests, the union etc for as long as they can.

postslippete · Post by **postslippete** » 03 Oct 2018, 19:06

Also depends how proactive your Unit rep is in getting those part-time hours made up to full-time. The review is every 6 months or so but I have known a good few years to have elapsed before anything happens in making someone up to full-time.