re-sign

[hotfudge]

could somebody please point me in the right direction for documents regarding office re-sign?

[hotfudge]

looking as to how re-sign is done i.e. on seniority first, disability etc?

[demon]

How do we stop a forced re pick even tho we don't want one but managers are trying to change finish times again and say it counts towards what ever percent it is to trigger a re sign

[IcanthelpthewayIam]

How do we stop a forced re pick even tho we don't want one but managers are trying to change finish times again and say it counts towards what ever percent it is to trigger a re sign

Highlighted a few bits of the way forward agreement that you should know about, or might help you a little:

16.2 Major change is defined as:

• The relocation or merger of units;
• A significant process alteration arising from automated working or reshaping of the pipeline;
• Delivery revisions, which involve significant re-plotting 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).

16.3 Major change is defined as:

• Revisions of staffing arrangements, using the procedures agreed in the Performance Bonus Scheme, to implement the Performance Bonus Scheme, Shorter Working Week, Meal Relief Harmonisation and Work Time Learning or to improve alignment of staffing to workload in order to make performance improvements, unless they fall into the categories of major change defined in paragraph 2 above.
• Delivery revisions which do not involve significant re-plotting of first delivery walks.

Where such a revision displaces an individual, or where an individual’s earnings are affected, local discussions shall take place in line with the principles contained in Sections 14 and 15, which may vary the order to protect the individuals displaced. Timely planning will reduce the number of people affected in this way by the revision.

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.

16.5 All major change schemes (as defined above) must be planned so as to have in place an agreement covering selection, placement and training, minimising and then managing surpluses and all other employee issues at least 13 weeks before the Ready for Service (RFS) date, or dates if the project is in phases. (Planning and discussions through Strategic Involvement and the IR Framework should start at least 12 months in advance of any planned major change). This agreement must conform to existing national agreements. In the event of any failure to reach agreement by this date, the points of difference will be referred to Service Delivery Headquarters and CWU Headquarters for resolution.

[hotfudge]

so who has priority? people with disabilities or seniority who gets to pick duties first?

[IcanthelpthewayIam]

so who has priority? people with disabilities or seniority who gets to pick duties first?

People with disabilities get sorted first, but that doesn't mean they get first pick, a duty should be created for them which suits their needs under the equalities act, that duty is then ring fenced for them, then it's done more or less on seniority unless there's issues with not having enough people willing to drive, ie if there's one driving duty left and two non drivers then a more senior passenger who drives will need to be moved to make things work

[Charlie99]

As a DDA case working at an office currently undergoing a full office re-pick, should the DOM/planner have informed me that they have ring fenced an appropriate walk for me?

[IcanthelpthewayIam]

They should have sat you down during the planning phase and planned an appropriate duty for you and ring fenced that, as at the rep pick stage none of the duties could be suitable, so it should be done way before then

[Charlie99]

Thanks, we have a large number in my office that are DDA (by DOMs admission) and to my knowledge not one has been consulted. The re-sign has been halted as the first DDA case has challenged the procedure and it all started to become very
heated. If the procedure had been transparent from the very beginning and the correct method used we could have avoided what has become civil war in the office.

[fishtank]

All cases that fall under the Equality Act should have a relatively up to date Atos referral as a starting point on any discussions over ringfencing of duties.
The OHS report should drive the adjustments needed to any duty which should be addressed at a meeting between the rep (or someone of the member's choosing), the unit manager and the member him/herself.
Once agreement is reached over adjustments the duty should be ringfenced. Given that this can take some time to resolve it should be done long before any expected resign date.

[clashcityrocker]

As a DDA case working at an office currently undergoing a full office re-pick, should the DOM/planner have informed me that they have ring fenced an appropriate walk for me?

Not all DDA cases need a ring fenced duty.
Asthmatics and diabetics would both be covered under the Equality Act but don't necessarily need special duties set aside for them.