The Agreement covers all RMSD Grades except; -
Ø Quadrant
Ø IT Services
Ø Communication Services
Ø RMT
Ø Transaction Services
Ø RoMec
The MTSF Code of Practice runs in tandem with the IR Framework. No local deviation from this procedure is allowed.
Business changes must be communicated to local CWU 6 months in advance. Manpower levels must be communicated at least 3 months prior to change taking place. This ties in with new EU regulations on consultation 90 days in redundancy situations.
Firstly the business must identify business units affected by changes
A preference exercise will take place members over 60 must be told that re location is not an option for them.
Local recruitment rate must be adjusted to accommodate surplus
Surplus staff can convert from FT to PT and existing vacancies and temporary part time jobs can be merged to create full time vacancies for surplus staff
Overtime Levels can be reduced to accommodate surplus staffing
Employees on Temporary Promotion must revert to original grade
Members of staff not in surplus units can move to fill vacancies externally within the area to vacate their duty to assist in placing surplus employees.
Surplus staff can occupy a lower grade job "Blocking" as a temporary measure to help clear surplus.
Blocking for members over age 57 means employee keeps Pay Terms and Conditions. They will receive higher grades pay deals. If alternative work is then found in correct grade and Blocker refuses to move into that duty they are then assimilated into lower grades Pay Terms and Conditions.
Surplus staff under 57 who Block will be assimilated down to lower grades Pay Terms and Conditions in a phased manner explained at 6.10 1-3
EVR can only be accommodated if funds are available. This can be extended outside of the closing unit. This is only used as a last option to reduce surplus. This option would also only be considered if filling the resultant vacancies did not pose a problem for the business.
There is an option to compulsory transfer surplus staff. With two weeks notice!
The DDA should be taken into account.
Offers by the business if unreasonably refused can lead to no redundancy compensation. An appeal process is in place.
If a surplus cannot be resolved the Area Rep and Area Manager will jointly look at ways to resolve the surplus including letting those over age 60 go with redundancy compensation.
Training for new skills will be given to those who are redeployed
The PCA and Job Shops are there to assist surplus staff. to get external work outside of the business.
Surplus staff will be given a trial period of 4 weeks to assess the new job this can be extended by written agreement of employer and employee.
Annex A deals with Pay issues, ETE, Relocation Assistance, Buy Down Hours, and Sabbaticals
Jeff Thomas
Branch Secretary