Processing Report
Christmas 2015
Christmas pressure has begun and already there is a considerable amount of staff that are not turning up for their pre-scheduled overtime. Resourcing for the Christmas pressure period is planned weeks in advance. When staff do not turn up for their overtime it puts the operation at risk. Can all staff please let the book room know if you are unable to attend your pre-scheduled overtime as soon as you know so the business have a chance to resource against it. If you just do not turn up it puts the operation at risk.
LTB 769/15 Christmas & New Year Arrangements 2015/16 was released on Wednesday 3rd December and is on display on the union board. The LTB has been published late considering we are in the first week of Christmas pressure and local Christmas agreements had already been signed.
Para 3.2 of the document makes reference to Saturday 26th December not being a bank holiday but has been declared a non service day by Ofcom and if required staffing should be on a voluntary basis. After speaking with management it has been agreed that there will not be a requirement for resourcing on this day. There may be a requirement for a couple of staff to work the night through to Sunday morning to oversee the Network arrivals.
Paragraph 4 makes reference to the Christmas pay supplement bonus of £100 and the £100 agreed in the National Joint Statement – New Incentive Arrangements June 2012 for full time staff pro-rata for part time will be paid on Friday the 18th December.
The eligibility for staff to receive the bonus and for part time staff who change their contract to full time on a temporary basis over the Christmas pressure period is copied from Royal Mail Letters – Christmas Pay Supplement 2012 below.
Part Time Employees
The Christmas Supplement is paid pro-rata to the conditioned hours in effect at the date of payment. Where part-time employees increase their contractual hours for a two week period during the Christmas period their Christmas Supplement will be increased to reflect their increased hours. However, where part-time employees work either overtime or Scheduled Attendance, these hours will not be reckonable for Christmas Supplement payment.
Eligibility
Eligibility for payment is linked to employment within the Christmas pressure period:
For each full week an individual receives no pay during the pressure period (e.g. unpaid special leave etc.) the individual will lose one-quarter of the supplement.
For each full week where basic pay is reduced for Sick Pay Pension Rate, the individual will lose one-quarter of the supplement.
For each full week where basic pay is reduced for Sick Half Pay, the individual will lose one-eighth of the supplement.
For each day (counted midnight to midnight, excluding Bank Holidays) on which an employee takes official industrial action, their supplement will be abated by 3%.
For each day (counted midnight to midnight, excluding Bank Holidays) on which an employee takes unofficial industrial action, their supplement will be abated by 10%.
In each of the above instances, the abatement for industrial action will be measured inclusively from the day the action starts until the day normal work recommences.
Employees substituting or temporary promoted to an ineligible grade will lose one-quarter of the supplement for each complete week they work in an ineligible grade (unless otherwise ineligible).
Flexible resource staff are ineligible for payment.
Employees who leave on Voluntary Redundancy, retire (or leave on Ill Health) or voluntary resign at age 60 and over during the pressure period will receive a pro rata payment up until their date of retirement.
Paragraph 6 makes reference to Scheduled Attendance Holiday Pay where an average of the scheduled attendances worked over the four weeks of Christmas pressure will be paid for the three bank holidays: Christmas day, Boxing day and New Years day.
The Christmas Pay Timetable is attached at Annex A.
Para: Ongoing.
Strategic Involvement (SI) Meeting
Next week the tracked 48 operation will be moving down to the outhouse because of the high volumes of traffic and space required to process it. Volunteers from the early shift who have been processing it on site will be going with the work .
Para: Ongoing.
Processing Duty Structure
It has been agreed that from week commencing 4th January 2016 I will be withdrawn to work with the late shift manager John Sambells (who will also be withdrawn) to work on producing a robust processing duty structure that will also include all the work processing are responsible for in the collection and distribution halls. It will be our intention to visit all shifts and discuss with the managers, cwu representatives and members of staff to obtain a true reflection of the hours and staff needed for the operation to be a success.
There will be a terms of reference for the exercise which will include aligning duties to workload, to create duties against workload which is being processed by managers, casuals and excessive use of overtime whilst retaining the opportunity for earnings potential.
Para: Ongoing.
Annual Leave Agreement
Nothing new to report
Para: Ongoing.
Parcel Sort Machine
Nothing new to report
Para: Ongoing.
Nationally Agreed York Mover (Tug)
Nothing new to report
Para: Ongoing.
Finger Scanners
There have been more members of staff using the finger scanners on the early shift which was helped by management giving out free tea or coffee vouchers as an incentive.
Para: Ongoing.
New Conduct Code
Nothing new to report
Para: Ongoing.
EJ Orviss
Area Processing Representative
Area.processing@cwue5.org
Date 4th December 2015
CWU Eastern No5 Branch 
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