35 hours New Full time vs 38 Hours Full time contract

[postman2015]

Hi,

If someone is lucky to get a 35 hours F/T contract how does it work against a 38 hours contract? How this 3 hours reduction is managed?

Thanks

[Grumpyoldmailman]

They just start abit later than us at ours. In reality they get asked to come in early a couple of times a week (normally Friday/Saturday) so they get the 38 hours anyway.

[postman2015]

Thanks...

[SpacePhoenix]

I'm afraid as it currently stands, if you're on less than 38hrs, you're PT

[rogersh]

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.

13. It is expected between both parties that the above principals will apply to all subsequent reductions in the OPG Working Week until the 35 hours gross working week for OPG’s has been achieved, however where either party requests this can be jointly reviewed at National Level.

14. The relevant pay directives will reflect the points above and this document should be read in conjunction with them.

December 2018

[pex]

In my office we get 3hrs paid @SSPR each week and do normal 38 hr working hours except on a rest week ( 5weeks on 1 week off ), when we get the 35hrs paid only.

[ted_e_bear]

Wouldn't it have been much simpler, quicker,easier, fairer,made much more sense just to be made up to match whatever the current full time rate is at the time not what it might have been 4 years in the future when this ridiculous rule reared its ugly head ?

[ted_e_bear]

In my office we get 3hrs paid @SSPR each week and do normal 38 hr working hours except on a rest week ( 5weeks on 1 week off ), when we get the 35hrs paid only.

So if my maths is correct you're losing out 26 hours pay per year compared to an existing full timer, see my above comment.

That's what's winding me up about this 35hr agreement.

[pex]

You are correct with the fact we all lose out as rest week pay is 35hrs only.
I assume this was passed by the union as OK during negotiations, It's beyond me these things are not deemed as important.
Must be nice to be on a comfortable annual salary.

[wallan]

You are correct with the fact we all lose out as rest week pay is 35hrs only.
I assume this was passed by the union as OK during negotiations, It's beyond me these things are not deemed as important.
Must be nice to be on a comfortable annual salary.

Would this not be part of the Average Pay while on Leave Case thats on going

[yellowbelly]

You are correct with the fact we all lose out as rest week pay is 35hrs only.
I assume this was passed by the union as OK during negotiations, It's beyond me these things are not deemed as important.
Must be nice to be on a comfortable annual salary.

Would this not be part of the Average Pay while on Leave Case thats on going

Yes, but this way it gives RM a chance to kick the can down the road and not pay out when they should be doing.

[crimson king]

Hi,

If someone is lucky to get a 35 hours F/T contract how does it work against a 38 hours contract? How this 3 hours reduction is managed?

Thanks

In our place it isn't managed. They just expect people to come in the same time as 38 hour starters and claim the three hours overtime each week. And then they get really narked with people like me who say 'no thanks, I'll come in at my proper start time.'

I tried it for a while and just got fed up with having to hunt for the manager and their overtime sheet or completely forgetting until out on the first loop, finding out the following week that the overtime was short/not paid at all.

I just find it easier not to bother and let them worry about the prep that isn't getting done.

[wilson111]

Question people.
I was hired on a 35 hour contract 2 or so years ago. For the first 6 months I was a reserve but covered only 1 duty for 6 months for a guy on sick. I was paid 38 hours each week as it was a full time duty.
After a year or so I got a transfer to an office on my doorstep, for some bizarre reason I made an assumption I was on a full-time contract when I transferred as all the duties were full time at my new office. Anywho a long story short, i have just noticed I am on a 35 hour contract still, and I have worked a full year on full time duties and never claimed any overtime passed 13:30pm as my assumption was i work until 14:30?

Have i made a big boo boo?

[Grumpyoldmailman]

Question people.
I was hired on a 35 hour contract 2 or so years ago. For the first 6 months I was a reserve but covered only 1 duty for 6 months for a guy on sick. I was paid 38 hours each week as it was a full time duty.
After a year or so I got a transfer to an office on my doorstep, for some bizarre reason I made an assumption I was on a full-time contract when I transferred as all the duties were full time at my new office. Anywho a long story short, i have just noticed I am on a 35 hour contract still, and I have worked a full year on full time duties and never claimed any overtime passed 13:30pm as my assumption was i work until 14:30?

Have i made a big boo boo?

From what you have written it certainly sounds like you have. I would ask for a copy of your start/finish times ASAP.

[sorefeet17]

Does a 35 hour contract get flat rate overtime until they go over 38 hours then its at a higher rate?