full time hours

[stodgy88]

how many hours do full timers do now after pay deal thanks (sorry if its a stupid question to some )

[SpacePhoenix]

Currently 38hrs until your office implements the next hr of the SWW

[mickeymacca]

Not a silly question at all....

So 38 hours, unless you are on one of the new full-time contracts of 35 hours, and if targets are reached, from October (I think) the 1 hour reduction will apply to the 38 hour contract, so full-time contracts will then be 37 hours, unless you are on one of the new full-time contracts of 35 hours. Going forward presumably there will be an intention to reduce the full-time contract by another hour to 36 hours, unless you are on one of the new 35 hour contracts. And further still, there will be a move to reduce the full-time contract again by another hour from 36 hours to 35 hours, unless you are on one of the new 35 hour contracts, when that particular point in the future is reached there will be parity between all full-timers, unless of course they then introduce a new 32 or even 30 hour full-time contract.......

hope that helps

[SpacePhoenix]

Not a silly question at all....

So 38 hours, unless you are on one of the new full-time contracts of 35 hours, and if targets are reached, from October (I think) the 1 hour reduction will apply to the 38 hour contract, so full-time contracts will then be 37 hours, unless you are on one of the new full-time contracts of 35 hours. Going forward presumably there will be an intention to reduce the full-time contract by another hour to 36 hours, unless you are on one of the new 35 hour contracts. And further still, there will be a move to reduce the full-time contract again by another hour from 36 hours to 35 hours, unless you are on one of the new 35 hour contracts, when that particular point in the future is reached there will be parity between all full-timers, unless of course they then introduce a new 32 or even 30 hour full-time contract.......

hope that helps

The 35hr contracts are NOT full time, they're still part time

[stodgy88]

thanks for your replies .

[JKSmudge]

35 hour people in my office are on FT walks.....

[Woody Guthrie]

The 35hr contracts are NOT full time, they're still part time

15th Jan 2019



Dear Colleagues,

Four Pillars Agreement: OPG 35 Hour Full-Time Duty Deployment – RM/CWU Joint Communication

LTB 589/18 issued on 16th October 2018 made clear that the Union was aware that the introduction of the new full-time employees from October 2018 on 35 hour contracts would not be without its challenges, both from a functional and operational perspective.

In light of this, the Union had been pressing the business to agree and conclude a set of directives and/or guidelines to support its introduction and as a result a number of meetings have taken place with the company concluding with the attached Joint Communication being agreed between both parties.

The key points within the Joint Communication are as follows:

Future revision activity will be planned on agreed workload that will continue to determine duty sets. However, it is jointly recognised that existing full-time employees will continue to be based on 38 hours (this will be adjusted as we progress through the SWW flight-path).
Where we have situations where workload justifies an increase of hours beyond 35 hours, then the local CWU Representative and Manager will agree the most suitable options through their Weekly Resourcing meetings. Options can include;
For ad-hoc/ irregular hours the use of overtime as per current arrangements.
SA hours attached to the duty.
Through a variation of contract from 35 hours up to 38 hours, reviewed every 6 months using the same criteria applied under the Job Security Agreement.
In addition we have also agreed that no OPG who has carried Annual Leave over from previous years loses out in the recalculation of leave going forwards.
Finally, the Joint Communication also addresses a number of additional points which have been subject to enquiry in the Postal Department following the previous LTB being published.

Whilst we totally understand this matter gives the impression of a more complicated design when revising duties, in essence it is no different than when considering part-time members in a revised duty set. So to be clear, no member on the new full-time contract is or should be expected to do 38 hours work in 35 hours and the options above deal with that.

It is absolutely essential that we keep our eye on the prize, as we deal with the major changes to our operations going forward the 35 hour week will increase in its importance in protecting our members, protecting jobs and defining a manageable day’s work.

Any enquiries in relation to this LTB should be addressed to the DGS(P) Department quoting reference 24000.

Yours sincerely



Terry Pullinger

Deputy General Secretary (Postal)

[mickeymacca]

Thanks Woody, I await Space Phoenix' retraction.......and I expect it in capitals......

[SpacePhoenix]

Thanks Woody, I await Space Phoenix' retraction.......and I expect it in capitals......

35hrs is part-time here. Full-time duties are 38hrs

[rogersh]

Space Phoenix. Why do you persist with your incorrect statement that 35 hours is part time. A few weeks ago I gave you the following response to a similar post.

Royal Mail & CWU Joint Communication (2018)

Several questions have been raised recently in relation to the introduction of the Shorter Working Week, the reduction to 38hrs and the new 35hr full time contracts. As a result meetings have taken place between Royal Mail & CWU to provide joint clarification to the issues that have been raised. The purpose of this joint document is to provide clarity on the most frequently asked questions:

1. With effect from 1st October 2018, 35hrs is the contract we will use for all future full time OPG contracts (whether they be new recruits or part time uplifts from existing employees).

2. Employees on the new 35hr contracts will be listed on PSP as full-time employees but using a different position code to that used for our full-time employees on 38hr contracts.

3. Workload will remain the factor to determine the type of duty i.e. full time at 35hrs or part time and the number of contracted hours. The resourcing will be agreed through the weekly resourcing meetings.

4. Future revision activity will be planned on agreed workload that will continue to determine duty sets. However it is jointly recognised that existing full-time employees will continue to be based on 38 hours (This will be adjusted as we progress through the SWW flight-path). Any subsequent resourcing gaps that require full time employment will be based on 35 hour contracts and if required any extension to this dealt with in line with bullet point 5 below.

5. Where we have situations where workload justifies an increase of hours beyond 35hrs, then the local CWU Rep and manager will agree the most suitable options through their Weekly Resourcing meetings. Options can include;


a. For ad-hoc/ irregular hours the use of overtime as per current
arrangements which will be paid at single standard pay rate (up to full
time conditioned hours) with the appropriate pro rata increase in
allowances/supplements as current agreements.
b. SA hours attached to the duty – this can apply in situations where the
workload will be regular but not necessarily the same every day/ every
week or throughout the year and is not forecast to be there on a planned
basis in the future.
c. In situations where it is jointly identified that workload is available and
required on a planned and regular basis to provide a reliable and efficient
service to our customers this will be resourced through a variation of
contract from 35 hours up to 38 hours. These variations will be through a
temporary contract uplift and reviewed every 6 months using the same
criteria applied under Job Security Agreement.

6. All employees on 35hr contracts can perform overtime and SA on a cross functional basis. This will be subject to workload and working time directive.

7. Arrangements to cover rest days on overtime or scheduled attendances should be jointly reviewed against workload through weekly resourcing meetings to reflect the transition to duties on daily/weekly attendances based on 38hrs per week and agreed changes adjusted accordingly in line with current agreements.

8. Part time employees on job share will continue to operate at current part time contracted hours. Additional workload should be jointly identified and allocated if the impact of SWW has resulted in unoccupied time within conditioned hours.

9. Employees who have carried over annual leave for 2017/18 year will have this added to this year’s annual leave at the rate of their contracted hours for last year. For example, if you were on 39hrs last year and carried over a week then 39 hours will be added to this year’s annual leave.

10. Employees who purchase annual leave will continue to do so under current arrangements which are based on a percentage of your wages. Therefore there is no impact due to the reduction in the working week.

11. For the Christmas operation where workload supports the increase, part time to full time employees may have a temporary contractual uplift to 38hrs per week. Where this uplift is for at least 2 of the 4 Christmas weeks they will receive the full £100 Christmas supplement.

12. Other employees contracted at less than 38hrs will receive pro rata for the Christmas bonus.

[Woody Guthrie]

To be fair he's just as right as he is wrong.
Royal Mail may have employed these 35 hr contacts under the guise of full-time but since 35 hrs does not equal a full-time wage they are for all intents and purposes still part-time and will be until/if the rest of us reach 35 hrs.

It's a loophole and one the union should never have allowed to happen.

[SpacePhoenix]

Space Phoenix. Why do you persist with your incorrect statement that 35 hours is part time. A few weeks ago I gave you the following response to a similar post.

Royal Mail & CWU Joint Communication (2018)

Several questions have been raised recently in relation to the introduction of the Shorter Working Week, the reduction to 38hrs and the new 35hr full time contracts. As a result meetings have taken place between Royal Mail & CWU to provide joint clarification to the issues that have been raised. The purpose of this joint document is to provide clarity on the most frequently asked questions:

1. With effect from 1st October 2018, 35hrs is the contract we will use for all future full time OPG contracts (whether they be new recruits or part time uplifts from existing employees).

2. Employees on the new 35hr contracts will be listed on PSP as full-time employees but using a different position code to that used for our full-time employees on 38hr contracts.

3. Workload will remain the factor to determine the type of duty i.e. full time at 35hrs or part time and the number of contracted hours. The resourcing will be agreed through the weekly resourcing meetings.

4. Future revision activity will be planned on agreed workload that will continue to determine duty sets. However it is jointly recognised that existing full-time employees will continue to be based on 38 hours (This will be adjusted as we progress through the SWW flight-path). Any subsequent resourcing gaps that require full time employment will be based on 35 hour contracts and if required any extension to this dealt with in line with bullet point 5 below.

5. Where we have situations where workload justifies an increase of hours beyond 35hrs, then the local CWU Rep and manager will agree the most suitable options through their Weekly Resourcing meetings. Options can include;


a. For ad-hoc/ irregular hours the use of overtime as per current
arrangements which will be paid at single standard pay rate (up to full
time conditioned hours) with the appropriate pro rata increase in
allowances/supplements as current agreements.
b. SA hours attached to the duty – this can apply in situations where the
workload will be regular but not necessarily the same every day/ every
week or throughout the year and is not forecast to be there on a planned
basis in the future.
c. In situations where it is jointly identified that workload is available and
required on a planned and regular basis to provide a reliable and efficient
service to our customers this will be resourced through a variation of
contract from 35 hours up to 38 hours. These variations will be through a
temporary contract uplift and reviewed every 6 months using the same
criteria applied under Job Security Agreement.

6. All employees on 35hr contracts can perform overtime and SA on a cross functional basis. This will be subject to workload and working time directive.

7. Arrangements to cover rest days on overtime or scheduled attendances should be jointly reviewed against workload through weekly resourcing meetings to reflect the transition to duties on daily/weekly attendances based on 38hrs per week and agreed changes adjusted accordingly in line with current agreements.

8. Part time employees on job share will continue to operate at current part time contracted hours. Additional workload should be jointly identified and allocated if the impact of SWW has resulted in unoccupied time within conditioned hours.

9. Employees who have carried over annual leave for 2017/18 year will have this added to this year’s annual leave at the rate of their contracted hours for last year. For example, if you were on 39hrs last year and carried over a week then 39 hours will be added to this year’s annual leave.

10. Employees who purchase annual leave will continue to do so under current arrangements which are based on a percentage of your wages. Therefore there is no impact due to the reduction in the working week.

11. For the Christmas operation where workload supports the increase, part time to full time employees may have a temporary contractual uplift to 38hrs per week. Where this uplift is for at least 2 of the 4 Christmas weeks they will receive the full £100 Christmas supplement.

12. Other employees contracted at less than 38hrs will receive pro rata for the Christmas bonus.

Doesn't change the fact that locally we consider 38hrs to be full time

People on the 35hr contracts will be getting less holiday than 38hr people as PSP does it in hours. The 35hr people are "full time" in name only

[rogersh]

A couple of years ago at the RDC where i work a few colleagues (I declined) were offered increased hours to 35. As a result they were given contracts stating they were "Part-Time". They were not happy as one reason given was it may restrict the chance of being able to obtain a mortgage. On their behalf I contacted HR to seek clarification re status. Eventually the error was recognised & the contracts were changed accordingly.

It is therefore established is that in writing they have a contract which states they are in full-time employment.

Email Response from HR (edit)
"I am the People Business Partner supporting the Distribution Centre. I did speak to your Shift Manager this week regarding your query but understand that some clarification is required. In response to your request for clarification relating to the statement issued by Royal Mail: “From October 2018, new full-time colleagues will be recruited on a 35-hour week” I can confirm that a current employee will move to 35 hours from October, if they move from part time to full time hours."

I too was bemused that there could in effect be two levels of "full Time" hours. I am not agreeing with it, but just stating what RM class you as in respect of the new contracts since 2018.

[Frankie15]

2 guys in our unit are part time and they're on 36 hours!!! Beggars belief

[Bahia Feliz]

My Mrs works 25 hours a week in a shop,that’s what I would call a PT job,only RM can call a 35 hours a week job PT