re-sign?

ianpostie · Post by **ianpostie** » 02 Jun 2007, 06:28

from what i hear you can only have a full office re-sign if 33% of the duties change in someway.if they change our starting times from 5am-6.15 (like they want in our office)does that mean we can have a full re-sign because all the duties have changed?

robd · Post by **robd** » 02 Jun 2007, 11:22

Could be wrong,but i don't think it's classed as major change(no impact on ips)so i wouldn't expect a re-pick.
The fact that start times will be amended nationally would also suggest no change,as opposed to a local dispute,i remember in our
office the DOM allowed a re-pick to push through what he wanted.

phantomshare · Post by **phantomshare** » 02 Jun 2007, 12:08

A later start would have the same impact on the whole office, so it would not count as major change in the way your thinking, we are relocating soon and amalgamating with anothe office, alot of the lads from both offices want to keep their existing walks, this is something we will sort out locally even though relocation constitutes major change.

Post by **pcb** » 02 Jun 2007, 13:18

A major change is defined as:
1. The relocation or merger of units
2. A significant process alteration arising from automated working or reshaping of the pipeline
3. Delivery revisions which involve significant replotting of walks or significant restructuring of attendance patterns (e.g. full time/Part time mix, five day weeks, longs and shorts or night plus a first delivery, where they are agreed.

For a reselection exercise to be considered the extent of such a chnage must be that it has a significant impact (in content and/or attendance times) on a 1/3 of the jobs within the unit.

25% of content changes and/or timings chnaged by 30 minutes or more.

Way forward agreement chapter 16.

Hope this helps

Big Daz · Post by **Big Daz** » 03 Jun 2007, 13:45

"significant replotting of walks"

That can be a bloddy nightmare deciding if a delivery route has had significant replotting or not. Then the membership may not agree with your assesment which creates further problems.

I am about to do some delivery route re plotting (no change to the number of duties or the FT/PT mix) the subitute sector manager has offered me release or OT to work on this and some other stuff (firms duties not working to RM national delivery spec for firms delivery due to size/resdential delivery to do as well ) . All been clleared with ADR who has made it clear to the managers that we will not be agreeing to any hours reduction. Indeed there is a very stong case for deliver point growth hours to be put in the office, there is only so much that can be absorbed!

ianpostie · Post by **ianpostie** » 03 Jun 2007, 13:54

its a tricky one,we have only 6 men left on nights (our dom handed our rep a letter saying he wants all nights gone asap)the thing is they all have very good seniourity,i understand that people may be happy with there current dutys but how can someone with 27yrs service be asked to go as a reserve if theres no re-sign?

andycprice · Post by **andycprice** » 03 Jun 2007, 19:34

A full office would be appropriate in the case of later start times because it is a major change to the majority of the office.

Big Daz · Post by **Big Daz** » 03 Jun 2007, 19:53

4 Where there is a major change as defined above, the key principles for dealing with the re-sign are: employees whose jobs remain unaffected by the major change will retain them; these employees will have the option of applying for any of the jobs involved in the re-sign resulting from the major change, provided they have completed a minimum of twelve months on their existing duty (see Section 14 and 15). If this creates a resultant vacancy that would be filled using the normal resourcing procedures in Section 14 or 15; employees taking part in the re-sign will be given the opportunity to advise of any personal circumstances, which necessitate a particular duty type or attendance pattern and, where practical, this will be accommodated. Where this happens, there will be prior discussion with the local CWU rep; the re-sign and all consequential training must be planned into the revision process; specialist jobs that are reselected against are filled using the procedure in Section 15;

Post by **pcb** » 04 Jun 2007, 11:43

I found that allowing those who were unaffected by the major change were at a distintive advantage in that they were able to pick in the resign but still retain their present duties. In this case we made the decision democratically that those who were unaffected by the change had to place their duties in the resign if they wanted to pick a duty. This then would ensure that senior members could not have their cake and eat it and those affected had a good choice of duties to pick.