PETERBOROUGH MAIL CENTRE PROCESSING CHRISTMAS & NEW YEAR 2018/19 AGREEMENT

PETERBOROUGH MAIL CENTRE

 

PROCESSING CHRISTMAS & NEW YEAR 2018/19 AGREEMENT

 

This agreement covers the Processing Function at the Peterborough Mail Centre Christmas 2018 and New Year 2019 Jointly Agreed Between the CWU and Royal Mail.

 
 
Section 1 WORKING TIME DIRECTIVE CHANGES

 

Royal Mail and the CWU jointly recognise the need for alterations in the Working Time Directive at Christmas and the following will apply.

 

1.1 CHRISTMAS PRESSURE PERIOD 

The four weeks of Christmas pressure are Weeks Commencing 26th November 3rd,10th and 17th December.

 

1.2 MAXIMUM GROSS HOURS WORKED 

During the Christmas pressure period, there will be a maximum gross working hour’s limit of 72 hours per week for weeks commencing 26th November and 3rd December thisthen increases to 80 hours for the peak weeks of 10th and 17thof December (Driving Regulations will remain in place)(This paragraph may be amended subject to Joint National Agreements)

 
1.3 WEEKLY REST BREAKS 

During the Christmas pressure period the weekly rest break of twenty-four hours per week or forty-eight hours per fortnight will be suspended (Driving Regulations remain regarding the 45 hours’ continuous rest period).

 

1.4 DAILY REST BREAKS 

During the Christmas pressure period the daily rest break of ten hours (10hrs) will not be relaxed for processing staff.

 

1.5 YOUNG WORKERS 

During the Christmas pressure period, Young Workers (defined as those less than eighteen years of age) shall be permitted to work up to twelve hours per day (with a minimum break of twelve hours per twenty-four hours) and must have a twenty-four-hour weekly break per week. They may not perform hours during the night period (2200-0600) unless they have been given the opportunity of a free health assessment before the Christmas pressure period begin

 

Section 2 CHRISTMAS & NEW YEAR STAFFING AGREEMENT 2017/18

 

2.1 Tuesday 25th December, Wednesday 26th December and Tuesday 1st January are the Christmas Day, Boxing Day and New Years Day Bank Holidays.
 
2.2 Local Christmas discussions/arrangements should ensure that agreed staffing arrangements are in place to meet thework obligations in full, while balancing employee aspirations for time off on the Bank Holidays to avail this,discussions will consider a full range of resourcing options, including the realignment of conditioned hours across these days.

 

2.3 On Monday’s 24th and 31st December the Full-Time staff on the Late Shift and Twilight shift (18.00-02.00) will perform their duty hours of attendance back from 2000. An example of this is a member of staff performing a eight hour attendance will work 1200 to 2000. The Part Time staff on the Late Shift will attend their conditioned hours working back from 18.00 an example of this is an 18.00 to 22.00 will work 14.00 to 18.00. (conditioned hours shift allowance will not be affected) Staff who are unable to attend at these times for personal reasons must notify their line manager by Friday 14th December to enable alternative resourcing plans. 

 

2.4 Staff who attend work on the bank holidays within conditioned hours will receive the normal bank holiday premium for the hours worked.

 
2.5 Management and the CWU will look jointly at further Annual Leave slots being made available based around traffic forecasts.

 

2.6 Part Time staff who temporarily change their contract to Full Time for Christmas will perform the additional hours around their current duty days and times unless there are exceptional circumstances required by either the business or the individual. Exceptional circumstances must be agreed by Royal Mail Management jointly with the CWU.

 
2.7 Part Time staff who temporarily change their contract to Full Time for Christmas will be given the opportunity toperform a minimum of four weeks change which will include the period of Christmas pressure as defined in 1.1 above.
 
2.8 Week commencing 24th December the 5-day attendance Night Shift staff will attend Wednesday (Boxing night), Thursday and Friday. The 4-day attendance Night Shift staff will attend Thursday and Friday. The 5-day attendance LateShift staff will attend Monday (see 2.3), Thursday and Friday. The 5-day attendance Tuesday to Saturday Morning Shift Staff will attend Thursday, Friday and Saturday. The 5-day attendance Monday to Friday Morning Shift staff will attendMonday, Thursday and Friday. The 3-day attendance Weekend Shift staff will attend as normal and receive bank holiday credits in line with National Agreements. The 4-day attendance DSA staff will attend Thursday and Friday. The 4-day attendance Weekend Shift staff will attend on Saturday 29th and Sunday 30th December (a credit will be added to their annual leave reflecting local harmonisation agreements).
 
2.9 Week commencing 31st December the 5-day attendance Night Shift staff will attend Tuesday (New Years Day), Wednesday, Thursday and Friday. The 4-day attendance Night Shift staff will attend Wednesday, Thursday and Friday.The 5-day attendance Late Shift staff will attend Monday (see 2.3), Wednesday, Thursday and Friday. The 5-day attendanceTuesday to Saturday Morning Shift Staff will attend Wednesday, Thursday, Friday and Saturday. The Monday to Friday Morning Shift staff will attend Monday, Wednesday, Thursday and Friday. The 3-day attendance Weekend Shift staff will attend as normal and receive bank holiday credits in line with National Agreements. The 4-day attendance DSA staff will attend Wednesday, Thursday and Friday. The 4-day attendance Weekend Shift staff will attend on Wednesday 2nd, Saturday 5th and Sunday 6th January (a credit will be added to their annual leave reflecting local harmonisation agreements).

 

2.10 Staff who are scheduled to return to work on both Boxing Night and New Year’s Day Night will perform their conditioned hours of attendance.

 

Section 3 CHRISTMAS PRE-SCHEDULEDOVERTIME

 

3.1 The four weeks of Christmas pressure are Weeks Commencing 26th November 3rd,10th and 17th December. During this period, work will be diverted out and casuals will be employed and therefore, to fully utilise the skills and knowledge of existing staff, it is agreed there will be a full uptake of all pre-scheduled overtime volunteered for on the Christmas overtime preference forms from 1400 Monday 26thNovember until 0600 Sunday 23rd December (with the exception of 0600 to 2200 on Sundays 2nd, 9th and  16thDecember).

 

3.2 All pre-scheduled overtime will be paid at Scheduled Attendance (SA) rates for all pre-scheduled overtime signed up for during the Christmas pressure period (the dates and timescales in 1.1 & 3.1 above). 

 

3.3 Sunday’s 2nd, 9th and 16th December 0600 to 2200 hours will be allocated on a weekly basis once traffic forecasts are available and will be resourced using the local agreement and aggregate methods if there is not a full uptake. If additional work is diverted out or additional casual staff are employed in the Processing function on Sundays 2nd, 9th and 16th December, there will be a full uptake of Processing overtime paid at SA rate. 

 

3.4 if work deemed proper to the processing function is diverted out, or casuals are employed during the weeks commencing 12th, 19th November and 24th, 31st December there will be a full uptake of overtime for the effected shifts paid at overtime rates in line with local agreements.

 

3.5 Part timers who perform pre-scheduled overtime up tothirty-eight hours will still be entitled to a paid meal relief as they do not attract SA/Overtime paid rate until they have worked 38 hours.

 

 

3.6 Catch overtime is not guaranteed during the Christmas pressure period even though Christmas planning casual staff will be in the building. If additional casual staff are required during the Christmas pressure period, then there will be a full uptake of catch overtime in line with local agreements.
 
Section 4 PETERBOROUGH MAIL CENTREOVERTIME FAILURE PENALTIES CHRISTMAS 2017
 
4.1 A failure to perform pre-scheduled or catch overtime after confirmation of attendance without meeting one of the accepted criteria below will result in the locally agreedbanning process being issued against the individual.

 

4.1.1 Immediate exceptional circumstances

 

4.1.2 Pre-scheduled handed back within the terms of the PMC Overtime agreement.

 

4.1.3 Agreed on the day by the Shift Manager, where there is no adverse quality of service implications.

 

4.1.4 Catch overtime that is turned down at initial contact or contact cannot be made.
 
4.2 Bans will be issued and recorded by the Resourcing Unit using the Hours Monitoring Tool as per the terms of the PMC Overtime agreement.
 
4.3 An individual under a ban will not be able to perform overtime in Processing, Distribution, Logistics or Deliveriesduring the period of the ban. The respective Resourcing Units will be responsible for notifying the parent unit. The CWU and Management will jointly monitor and carry out random checks on the various functions/business units to ensure compliance.
 
4.4 Any ban can come into force during the Christmas pressure period. This may result in multiple failures taking place within that period. Therefore bans will be allocated as written in the current PMC locally agreed overtime agreement:

 

4.4.1    1st Failure = Written Warning

 

4.4.2    2nd Failure = 1 Week Ban

 

4.5 The written warning will be handed out by the Resourcing Unit at the earliest possible opportunity.

 

4.6 An appeal if raised will be heard by the Resourcing Manager. At the appeal, due consideration will be given to any personal circumstances and the individual’s previous record within this Agreement.

 

4.7 The onus will be on the individual to ensure they notify the appropriate functional book rooms of the overtime they do not wish to perform if they are double booked. Failure to do so may result in the application of the banning process.

 

4.8 All allocated overtime must be performed at the times scheduled. Failure to completely fulfil the time slot (late start/early finish) may result in the application of the banning process. 

 

4.9 For a late start of more than 30 minutes and if alternate resourcing has been arranged the member of staff may be sent home. In the event of this happening the late start will not result in the application of the banning process.

 

4.10 CWU and Management will robustly monitor ALL overtime failures.

 

 

The 2018/19 Royal Mail and CWU Locally Agreed Processing Christmas/New Year Agreement

 

 

 

 

 

 

 

 

 

 

 

 

 

Ernie Orviss                                                          Anthony McShane 

CWU Area Processing Rep                                    Royal Mail Production Control Manager 

 

8th November 2018               

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