Union strategies just for you fish

[Lincox]

Lincox , we have an agreement on how to stop Bullying and this is going to be rolled out to every office in the UK. Part of this brief will say no one has to work beyond their time and if someone does they will receive the appropriate remuneration

Dingo, this does not appear to be any different than what is printed on the monthly outdoor bulletins. Saying this means diddly squat because managers will continue to bully those who choose to work to their time. Accusations of being too slow, being awkward, forcing flexibility rules on an individual. We should have been voting on an agreement that left no stone unturned in respect of the wording that protects an individual against such onslaughts. Not some more of the same talks culminating in a joint statement that will not be adhered to by either party and certainly not by CWU who have now had years to sort out the most basic of human rights.

[hans solo]

exactly myself and partner work to time
we will need to look at your delivery
it should only take you 2hrs for those 5 loops 30mins
safety patrolled when working to time
are you leaving ALL that
this list is not exhausted

[ninja]

Much has been said about the tools used within revisions and the fact that it took nearly three years to agree a training package for reps, shouldn't be repeated going forward. I guess the dilemma for those at the top is do they repeat the way forward agreement which more or less introduced changes from above and removed local discussion, for example leave or should they provide a set of words that allow local agreements?. The main issue is that some area's have good local rep support and training, but a large amount of local reps are stuck on there own with little support from Area and Divisional reps, because they have little understanding of the tools themselves. My main concern with the new deal is that we seem to be back to the same little working groups with the same divisional/area reps looking at the issues and no doubt will miss the main point that we need people from the front line working within these groups, otherwise I fear that we will make agreements that are unworkable at the frontline.

I have recently been helping an office with there revision and the local rep had agreed 100BSI as a target. Currently the office has 14 part time staff and after I had corrected the mistakes within the tools used by the planners and rerun them we now only need 4 part timers, but the managers and planners now don't agree with the tools. They have stated that my knowledge of the tools is so advanced that I'm able to influence the outcomes that the planners are unable to identify but guess the lead planners statement that when they run the system for the first time the hours were 1964 and he decided that this was to high and decided that 1901 was a better option for him. So the famous saying the tools are tools doesn't mean much when it's pouring hours into a unit.

We will take them into the I/R framework and see what happens from there, not sure if the new I/R framework would bring about the desired change with the managers.

[ronpetetrevchris]

What I want to know is why offices , reps , area reps and Divisonal reps did not take their guidance from the agreed joint statement which was signed in February 2012 by Rob Jenson and Bob Gibson which was titled Setting the Indoor Performance for Delivery Offices.

As I pointed out before that joint statement states that you must match or improve current performance and since most reps aren't Industrial Engineers on the side they mostly took their lead on current performance from the people with the figures to hand....the Dom and planner.

Did HQ seriously think most local reps and members would have the knowledge to question IWT driven performance figures...really,I mean really?
They are posties dingo....first and foremost.
Smart guys in their own way but not trained in all that nonsense.
Where was the support and what was Bob thinking about are the only questions you should be asking.

Abso- bloody- lutely, we were ran rings around, i never saw said agreement and my area rep ( my only real source of official help) signed it off when i refused

[ronpetetrevchris]

First visits to offices start Thursday at South Lambeth and then Motherwell on Friday and then Kilburn Monday and then visits to Stevenage, Sheffield , Coventry , Torquay , Winchester , Spaulding , Norwich , Lancaster , Weston Super Mare , Newcastle , Valley , Manchester , Macclesfield , Craigavon Lurgan , Abergavenny , Shoreham by Sea and Lanark. All visits are scheduled to be completed by 11th February.

That's a whistle stop tour in just a couple of weeks.
Looking deeply into the delivery office issues are we?
How long per office?

And why Lanark and Motherwell?
They are both in the same postcode area covered by the same DSM and Area Rep, what will we learn from one that we won't learn from the other? It's pretty poor that the only two offices that warrant a visit north of the border are only 13 miles apart. I take it that's a two in one day and back home before tea job.

they are west of scotland flagship offices
they start before their time work for free and dont take breaks FACT
these were the offices set up for the rest of west of scotland to copy
big fit up coming methinks

FFS

[RTP]

I have recently been helping an office with there revision and the local rep had agreed 100BSI as a target. Currently the office has 14 part time staff and after I had corrected the mistakes within the tools used by the planners and rerun them we now only need 4 part timers, but the managers and planners now don't agree with the tools. They have stated that my knowledge of the tools is so advanced that I'm able to influence the outcomes that the planners are unable to identify but guess the lead planners statement that when they run the system for the first time the hours were 1964 and he decided that this was to high and decided that 1901 was a better option for him. So the famous saying the tools are tools doesn't mean much when it's pouring hours into a unit.

We will take them into the I/R framework and see what happens from there, not sure if the new I/R framework would bring about the desired change with the managers.

Ha that post tells you all you need to know.

[Chelseablue]

Good post lincox ! Staff are made to feel like rubbish if they dare just work there hours for that day . Why the hell is this going on in 2014! Until they do anything about this I know which way am voting .

[Glenno]

What I want to know is why offices , reps , area reps and Divisonal reps did not take their guidance from the agreed joint statement which was signed in February 2012 by Rob Jenson and Bob Gibson which was titled Setting the Indoor Performance for Delivery Offices. There was no mention of 100BSI and explains that the setting of the indoor performance has to be agreed at local level. Now I accept that some offices prior to this date did not have clear advice and some senior reps wrongly advised some offices but this must have cleared up any doubt and this is almost 2 years old.

This says it all to me, BT2010 and all that, but it took very nearly 2years to get the Jenson/Gibson Agreement on BSI? and yes it is now nearly 2 years old, BT2010 was sold to us with NO imput into the IWT it was agreed much later, so the first horses thru the trap were test dummies, same as this new Agreement, strand groups this ,resourcings groups that, all that the paying Members will NOT be able to vote on, it should be the whole Deal that Members Vote on not part, same same for the the past 3-4 Agreements...

[tonyhendrix]

you can't even enforce at least 1 Saturdays out of 4 for people who would like more Saturdays
off , so what makes you think that you can sort out a far more complex issue of bullying and harassment .
to many members feel they have been let down again and rightly so