trouble wrote:I am hoping that someone can either help me or point me in the right direction for information on leave selection etc as we are a relatively small office with about 70 members of staff. just recently we got a new DOM in who is insistant on changing the annual leave groups and selection within the office, as according to him our current ones fall outside the national agreement.we were looking at the way forward agreement to try and help but I have a few questions that he cant answer and yet again the words are open to interputation.
Way Forward agreement is the most upto date agreement on annual leave selection
trouble wrote:What is the proper leave reserve ratio for staff within an office?
There is no set ratio, as each office will have a different make up of staff, more staff who have 6 weeks leave will require more leave reserves, but as a basic everyone has roughly 5 weeks holiday, 9 members of staff(including 1 leave reserve) x 5 Weeks+4 weeks xmas pressure= 49 weeks so there is a minimum ratio of 1:8 otherwise you wont have enough weeks, unless he lapses for the summer, and for every 5 weeks he lapses he can decrease that ratio
trouble wrote:I thought that I had read somewhere in the past that there is a maximum rotate of 7 years, am I right or am I mistaken as this could lead to staff only getting 1st choice of annual leave once every 10 years?
Mistaken theres nothing set about size of groups or how often they rotate, its all down to local agreement on how your office wants it to work
trouble wrote:The manager wants to reduce the number of groups in the office thus increasing the number in each group but in return include 2 extra rotate groups, 1 for single days and 1 for unforseen circumstances, special leave etc is this correct can he do this?
Yes he can but heres the thing,
only if the office agrees to it, if the office doesnt agree and he tries to bring it in with executive action, go down the IR framework and lodge a stage 1 disagreement
trouble wrote:Can he also try and get the men to sign up to absorb any duties during times of sickness etc no matter what the mail volumes are as surely this goes against the national agreement and would constitute forced over time?
again Yes he can but heres the thing,
only if the office agrees to it, if the office doesnt agree and he tries to bring it in with executive action, go down the IR framework and lodge a stage 1 disagreement
trouble wrote:it just feels like I am banging my head against a brick wall
and that the manager is laughing
at me
Turn the tables, tell him simply ok you see what he wants, you dont agree with it but you will put it to a vote in the office and let him know the outcome, dont pick a fight with him over it or bother trying to argue about it, just get him to put it in writing what he wants then get the vote and then when the office rejects it, just simply say its not what the office wants sorry but we did look at it and we are more than happy to look at anything else you want and put that to a vote as well, then see who feels like he is hitting his head against the wall, this is one of the situations where as the rep you can use the staff to your benifit, he cannot implement anything with out the staff agreement or with out you having the option to lodge formal disagreements