LTB 691/16 - CONTACT STRATEGY WITHIN THE ATTENDANCE AGREEMENT

[TrueBlueTerrier]

LTB 691/16 - CONTACT STRATEGY WITHIN THE ATTENDANCE AGREEMENT

No. 691/2016

25 November 2016



Dear Colleagues,

RE: CONTACT STRATEGY WITHIN THE ATTENDANCE AGREEMENT

The union has received numerous reports of the attendance agreement contact strategy being abused in many parts of the country.

The main abuse seems to be managers attempting to force members to attend face to face meetings as early as day 1 and threatening to stop pay if members don’t cooperate with the manager’s wishes.

Please find attached a joint statement covering what should happen when members are not able to attend work. The agreement reiterates the key points of the contact arrangements in the attendance agreement.

Key points of the joint statement include:-

Royal Mail and the Communication Workers Union (CWU) commit to adherence to the attendance agreement

The method and frequency of contact will be AGREED between the individual and their manager. No cold calling from managers
Managers will not attempt to make medical diagnosis and give members advice on what they believe they can / cannot do
All contact discussions should be supportive and non-threatening
Stoppage of pay may only take place in line with the agreement – if a member fails to make contact and then fails to respond to letters
All reps and branches are encouraged to use this joint statement to ensure adherence to the agreement. If managers continue to abuse the procedure, please ensure you contact your divisional representative who will then raise it with the divisional head of attendance.

Any enquiries should be addressed to Ray Ellis’s department, quoting reference PTC/CM/dj/415 Email address: djeffery@cwu.org

Yours Sincerely



Ray Ellis,
Assistant Secretary

[TrueBlueTerrier]

JOINT STATEMENT BETWEEN ROYAL MAIL AND THE CWU ON THE CONTACT STRATEGY WITHIN THE ATTENDANCE AGREEMENT

Royal Mail and the Communication Workers Union (CWU) commit to adherence to national agreements.

The Attendance Agreement 2013 encourages contact throughout an absence. Regular agreed contact is beneficial to both parties. It can help prevent an employee feeling isolated from the work place and allows the manager to provide appropriate support throughout to encourage a return to work wherever possible.

We are aware in some areas the contact strategy has not been followed. This joint statement reiterates what is expected before and during a period of absence.

NOTIFYING AND REPORTING OF ABSENCE

During an employee’s absence from work, it is vital contact is formed and maintained between the manager and the employee. Involving the relevant union representative can also be helpful in maintaining contact and resolving issues.

The employee should make every effort to report their absence before the start of their shift and have a discussion with their manager to establish:

The reason for absence.
The likely duration.
Any anticipated return date.
Any support Royal Mail may be able to offer.

CONTACT STRATEGY

To ensure the contact strategy is effective, it is important that:

Everyone knows the correct number to call when reporting their absence.
The contact number is displayed prominently in the office and someone is available to answer the phone at all times, whether it is an office number (landline) or a manager’s mobile number.
Employee contact details are up to date.

MAINTAINING CONTACT

It is important that the manager and employee are proactive in maintaining contact during a period of absence due to illness. If the absence is likely to be longer than a few days the employee and manager should agree how contact will be maintained – how often and the method e.g. email, telephone. Contact between the manager and employee should be supportive rather than threat-centred.

Contact should be used to discuss:

How the employee is feeling.
Any change to the employee’s expected return to work date.
The employee’s health, including any updates from medical appointments. Managers should focus on managing the absence and avoid making medical diagnosis.
Exploring potential options which may expedite a return to work, for example, short term modified duties.
Any developments at work about which the employee should be made aware.
Any help or support that the manager can provide, including the Feeling First Class Helpline and the Rowland Hill Fund (0800 6888 777 and/or http://www.feelingfirstclass.co.uk" onclick="window.open(this.href);return false; using the code FFC1 to register).
Whether a referral to the Occupational Health Service is appropriate.
The agreed arrangements during periods of absence. The discussions can be face to face or by telephone and will vary according to the length and nature of the absence.

In the rare event contact is not made, managers should use the jointly agreed approach in the Attendance Policy and the Absence Notification and Maintaining Contact Guide.

RMG & CWU jointly commit that the wellbeing of our employees is central to the contact strategy and regular contact is to encourage an early return to work wherever possible, undertaken through an empathetic and sensitive two way dialogue.

Any questions of interpretation of this joint statement should be sent to the signatories of the agreement for a joint response.





Jo Ferguson Ray Ellis
Head of Attendance Assistant Secretary
Royal Mail Operations Communication Workers Union


Date: 22nd November 2016

[General Mannerheim]

What has taken them so long?
The `new `procedure has been out since 2013,reps have been complaining since day 1 of the shitness of management to adhere to the procedure.
It's no wonder the rank and file think the union is so f***ing s**t when the higher ups take 3 years to finally acknowledge the concerns of their reps.
Meanwhile the D.S.M still has his Doctor Death camps once a week whilst our Area rep has a wank.