Agreement? Not Agreement?

superports · Post by **superports** » 15 Nov 2018, 16:42

When is an agreement not an agreement? Showed Dom the Way Forward Agreement which states leave should be complete by the end of October, he replied "its an aspiration"
Rep isn't interested, basically Dom does what he wants, so much for Terry Pullinger saying to stand up to these type of managers. I'm leaving the union.

Yamr1 · Post by **Yamr1** » 15 Nov 2018, 16:49

Same in our office bud it's like hitting your head of a wall

number one · Post by **number one** » 15 Nov 2018, 17:12

superports wrote:When is an agreement not an agreement? Showed Dom the Way Forward Agreement which states leave should be complete by the end of October, he replied "its an aspiration"
Rep isn't interested, basically Dom does what he wants, so much for Terry Pullinger saying to stand up to these type of managers. I'm leaving the union.

Why do people always throw their toys out of the pram if something doesn’t get sorted straight away? “I’m leaving the union” and what’s that going to achieve? Imagine if we all did that and there was no union, would you be happy on minimum wage, zero hour contracts?

superports · Post by **superports** » 15 Nov 2018, 17:27

What's the point of having an agreement then? The clue is in the name - agreement, ie it has been agreed! But only when it suits rm. I joined the union for strength in numbers, not much point when it's me, personally, raising my head above the parapet to be singled out and threatened. Union rep shrugs his shoulders and walks away.

Post by **TrueBlueTerrier** » 15 Nov 2018, 17:33

Reps have to pick and chose their battles, no point in expending resources for little gain.

However, if you think it is worth expending resources then you can always go down the grievance route. Just a suggestion, I've used grievances in the past with no comeback, all you have to do is dig in and be prepared.

panch1989 · Post by **panch1989** » 15 Nov 2018, 17:51

People having to pick leave should be a battle the rep is willing to have. Everyone is entitled to time off.

Post by **rambo1** » 15 Nov 2018, 18:21

TrueBlueTerrier wrote:Reps have to pick and chose their battles, no point in expending resources for little gain.

However, if you think it is worth expending resources then you can always go down the grievance route. Just a suggestion, I've used grievances in the past with no comeback, all you have to do is dig in and be prepared.

If he's paying union subs, he has a RIGHT to that union rep representing him. A/L is NOT trivial!

beanmuncha · Post by **beanmuncha** » 15 Nov 2018, 19:25

If the rep is unwilling to do anything then tell him your are taking it to the Area Rep, and do that.
getting Holidays sorted in good time i feel is important to a lot of colleagues so they can organise their families etc.

Do not just let this roll on before you know it it will be next year and still waiting,

we are still doing ours but nearly done.

Woody Guthrie · Post by **Woody Guthrie** » 15 Nov 2018, 19:28

There are two problems with picking a fight over the length of time it takes to pick annual leave.

1. It's almost always other members holding things up.
2. Half the office complains that it takes too long while the other half complains about having to pick annual leave 18 months in advance.

worktotime · Post by **worktotime** » 15 Nov 2018, 19:35

superports wrote:When is an agreement not an agreement? Showed Dom the Way Forward Agreement which states leave should be complete by the end of October, he replied "its an aspiration"
Rep isn't interested, basically Dom does what he wants, so much for Terry Pullinger saying to stand up to these type of managers. I'm leaving the union.

if your office rep isn't up to the job then contact area rep and they can use the ir framework ,or you can put your name forward as office rep.

superports · Post by **superports** » 15 Nov 2018, 20:27

Woody Guthrie wrote:There are two problems with picking a fight over the length of time it takes to pick annual leave.

1. It's almost always other members holding things up.
2. Half the office complains that it takes too long while the other half complains about having to pick annual leave 18 months in advance.

We have 70 people on the one rota.
Each one is allowed 2 days to pick.
That's 140 days, or, over 4 months. Doesn't even come close to the agreement.

superports · Post by **superports** » 15 Nov 2018, 20:37

TrueBlueTerrier wrote:Reps have to pick and chose their battles, no point in expending resources for little gain.

However, if you think it is worth expending resources then you can always go down the grievance route. Just a suggestion, I've used grievances in the past with no comeback, all you have to do is dig in and be prepared.

That begs the question what is the point in having agreements if they can be completely ignored. When the Dom sees he can get away with this, he'll move onto something else, and when the union says they don't choose to stand up when agreements are being broken, individuals might and they will be picked on, isolated, bullied, threatened and harassed. That's not the union I've went on strike for, one that turns a blind eye to hard fought agreements being broken.