Bit of advice for a colleague

[Mr_Pink]

Colleague was asked if he wanted to transfer from collection to deliveries back in March, with a subsequent change in hours, from 20 to 24, manager did the required ECR but it was rejected for reasons unknown, but was informed that it would be resubmitted and not to worry about it, now he had an AOD at the end of May and is still off sick awaiting treatment etc. he has been receiving sick pay but only at his 20 hours not the 24 it should have been, he spoke to his DOM a few weeks back and asked why his ECR had not been completed and was informed that as he was off sick his contracted hours couldn't be increased, this to me seems unfair considering the ECR should have happened back in March, what would anyones advice be?

He has spoken to his rep. who seems to be a bit clueless on how to advise him.

[ninja]

It looks like the ECR request was rejected because the business have decided that the delivery director has to sign off any increase in hours. Many DOM's just pay the difference in hours as overtime if faced with a rejection and I guess this is what has happened to this individual, which seems ok until you go sick or on A/L when you would just get what is your contracted hours.

The local rep should have been consulted over this 24hour job and the process on how it was going to be resourced would be subject to agreement with the CWU. So in this case the offer to move somebody from collection to delivery moving from 20hrs to 24hrs should have been agreed with the local CWU and individual concerned, but once the business refused to complete what was agreed the local rep should have used the disagreement process to resolve the problem.

Otherwise you now have the problem that the individual is contracted on 20hrs doing a 24hr job and facing the possibility that the job will just become a 20hr job to match there pay. The individual could raise a grievance if they believe it was agreed that they would be paid 24hrs (20contract 4 O/T) until the ECR request was granted and check what had been agreed with the rep. If the manager hadn't followed what was agreed then the rep needs to raise it as a disagreement ASAP.

[feduppostie]

did he not notice that his pay was still being paid at 20 hours rate and think to question it before now???

It would have been plain on his wage slip if he was being paid overtime up to his new hours

An ECR can be resubmitted in a day - March to May is a long time not to question it

[Mr_Pink]

It does sound like something like you've described has happened, he was doing at least 15-25 hours O/T a week (effectively F/T hours), so at the time the change in contracted hours didn't really effect him, but obviously since he has been on sick leave he's only been getting 20 hours, so every penny extra would be a help.

He did state that the it wasn't just the DOM that agreed to the change but also the DSM had ok'd the move, both his collections line manager and DOM have both been playing the game of blaming each other for the ECR cock-up, but I feel he is just being fobbed off with BS, do you think he'd get any joy contacting HR and asking them about the ECR?

He has put in grievance, but doesn't hold much hope in it being resolved.

[Mr_Pink]

did he not notice that his pay was still being paid at 20 hours rate and think to question it before now???

It would have been plain on his wage slip if he was being paid overtime up to his new hours

An ECR can be resubmitted in a day - March to May is a long time not to question it

Yes he did, and questioned it every time he was paid, kept getting told it was a computer error, as I said in my previous reply, it didn't really effect him at the time not getting the extra contracted hours as he was doing a load of O/T. He has told me he has got a copy of the email from the DOM to his Lino requesting the ECR be done (delivery & collections have separate PSP for their staff) dated 19th March so there is a paper trail of sorts to back up his grievance.