Cheers,should be interesting down my way soon.But rules are rules.bogstandard wrote:yes.
ANNOUNCEMENT : ALL OF ROYAL MAIL'S EMPLOYMENT POLICIES (AGREEMENTS) AT A GLANCE (Updated 2021)... HERE
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Repick blah...blah.........
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POSTMAN
- SITE ADMINISTRATOR
- Posts: 32773
- Joined: 07 Aug 2006, 03:19
- Gender: Male
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
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buzzard
- Posts: 50
- Joined: 05 Sep 2007, 15:00
16.4 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;
• The re-sign will be run using a national standard procedure based on seniority, and not take more than four weeks to complete. In very large units, agreement to an extension to this deadline must be given by the Head if Performance following local discussion between management and CWU. At the end of the exercise all jobs and reserve posts must have been signed for.
this is from the way forward agreement regarding resigns, hope this helps mate
• 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;
• The re-sign will be run using a national standard procedure based on seniority, and not take more than four weeks to complete. In very large units, agreement to an extension to this deadline must be given by the Head if Performance following local discussion between management and CWU. At the end of the exercise all jobs and reserve posts must have been signed for.
this is from the way forward agreement regarding resigns, hope this helps mate