OT hours on contacts

Acook1985 · Post by **Acook1985** » 16 Oct 2018, 14:55

Hi, me and my fellow part timers need a bit of advice. I’ve been a RM employee for 7 1/2 yr now 24hr contact.
I have heard something about “WF agreement” made by the union and RM, as far as I know it may have something to do with people working FULL TIME hrs for years but contacts staying at 24hrs, after 6 months or so of working full time hours would be entitled to them hours on our contacts.
This is me, I have most of my pay notes over the past 7 years and it shows for at least 4 of them years I’ve been working full time hours, but yet annual leave, bonuses etc get effected. Have I got a case for my contracted hours to be increased?
I would be grateful for any advice
Thank you

POSTMAN EDIT: DELETED YOUR NAME AND OFFICE!

yellowbelly · Post by **yellowbelly** » 16 Oct 2018, 17:01

Don't know if there's an something in the 'Way Forward' agreement specifically for those PT'ers who have worked FT hours but
it was reiterated in this years agreement between the CWU and RM that PT'ers hours would be reviewed on a 6 monthly basis and
'...where appropriate increased contract hours will be offered to reflect the hours actually worked and planned' (Check it out - para 8).

Agreement linked at the bottom of the first post in this thread: https://www.royalmailchat.co.uk/communi ... 0&p=798710" onclick="window.open(this.href);return false;

However it has been mentioned in other threads that even though you may work the hours there may be others
in the office who will have a greater entitlement to have those hours added to their contract.

Furthermore I think the twice yearly review is in Sep and Mar (although I can't specifically find where that is stated)
but you can always ask - if you don't ask you don't get. I would put the request in writing with the evidence you've mentioned - otherwise
if you just ask a manager in passing he/she will just say 'Not a chance' as they head off for their coffee fix.

Post by **POSTMAN** » 16 Oct 2018, 17:42

The extra hrs needed go to the office/goes to the duty, not the Postie performing the extra hrs.
The duty's hrs are upped.

Acook1985 · Post by **Acook1985** » 16 Oct 2018, 18:07

Thanks for the replies, it is very true every time I ask the manger there answer is usually, Laugh.. then “not a chance, we need more hours out!!” Not right really as there is definitely a need for it.
Thanks again

clashcityrocker · Post by **clashcityrocker** » 16 Oct 2018, 18:20

Where appropriate.......
Who decides if the increase in hours is "appropriate" and why isn't the criteria clearly defined?

Post by **bigal383** » 16 Oct 2018, 19:12

Theres 2 lads in the north west regioin at the moment awaiting a triburnal regarding this maybe you lads should ask your reps higher up about this find out when it is and get down there and support them with your collegues

yellowbelly · Post by **yellowbelly** » 16 Oct 2018, 19:16

clashcityrocker wrote:Where appropriate.......
Who decides if the increase in hours is "appropriate" and why isn't the criteria clearly defined?

That was another of those holes in the agreement that you could drive an artic through.......

Post by **rogersh** » 16 Oct 2018, 21:53

yellowbelly wrote:
Furthermore I think the twice yearly review is in Sep and Mar (although I can't specifically find where that is stated)

Four Pillars
8. Resourcing In Line with Current Agreements
The level of part time Employees’ contracted hours will be reviewed by the Employer and the CWU locally on a six monthly basis. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned.

Regular extra hours performed but not linked to a part-time workers duty but which still result in an individual regularly working full-time hours, should not be a barrier to securing a full-time contract providing the actual work performed is clearly defined...

...This activity will be reviewed in line with a fresh approach to resourcing as detailed in this agreement up to and including National level taking place in September 2018, to assess if further action/interventions are required. To this end it is agreed that there is not and will not be a central HR policy to only recruit on a part-time basis. Recruitment will be determined by workload and the outcome of the weekly resource meetings, initiated 13 weeks out. The process for recruiting to vacancies agreed at the weekly resourcing meetings will be improved to increase the pace and reduce the period during which an active vacancy remains unfilled, whether full or part-time.
To ensure a consistent nationwide structure to the six month review process as detailed in our current agreements, it is agreed that all units will conduct these reviews in March and September each year.

Frontline managers briefing pack:

5. PART-TIME COLLEAGUES

We will honour our agreements regarding part-time colleagues:

• Part-time colleagues’ contracted hours will be jointly reviewed every March and September. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned.