GSP 05-20 Banded Hours and Appointments

Description

You will be aware from GS Circular 16/19 that the Union finalised an agreement with the Company to give effect to the provisions contained within the Employment (Miscellaneous Provisions) Act 2018 in relation to banded hours.

Following further discussions with the Company they have advised us of their intention to issue guidelines to their Managers on how the agreement is to be implemented and we thought it appropriate that we would issue similar guidelines to our Representatives which will assist them in implementing the agreement

The key points to remember are

• The band of hours that apply are set out below

Table 1

Band	From	To
1	3 hours	Less than 6 hours
2	6 hours or more	Less than 11 hours
3	11 hours or more	Less than 16 hours
4	16 hours or more	Less than 21 hours
5	21 hours or more	Less than  26 hours
6	26 hours or more	Less than 31hours
7	31 hours or more	Less than 35hours
8	37.5

 

• In each band it is the minimum hours that apply i.e. the from in the table above
• There is no obligation on the employee to accept the offer of uprating and they can opt to remain on their existing contracted hours if they wish.
• The company will review the contract values of all part time staff on a monthly basis
• Responsibility for reviewing contract values will rest with the Line Manager who will review them in consultation with the HR Manager
• Following the review, the Manager will meet with the employee and advise them of the outcome of the review. They will advise them whether they will receive a full partial or no uprating, the reason why the decision was made including why any hours may have been discounted and the band of hours offered if any. The Line Manager will also advise the Local Branch Representative on the case being reviewed.
• CWU Regional Officers will also be informed
• If the employee accepts the offer, they will retain the liability to work the additional hours and will be expected to continue to provide the same level of flexibility that led to the increase in hours
• The employee may decide to not to accept the offer and if that is the case, they will retain their existing hours and contract value. If the employee turns down the offer of additional hours, they will continue to be offered them as they arise. However, if there are other employees in the same office who have accepted the offer of uprating, they would be scheduled for the hours first. The employee will be asked to sign a letter declining the offer of additional hours
• If for any reason the employee is not happy with the outcome of the review, then this matter can be appealed through the Grievance Procedures with the assistance of the Union Representative. In that regard the first stage of these Procedures provides for the grievance to be raised with the Line Manager in the first instance
• While it is not envisaged that representation may be necessary at the review meeting the employee concerned is entitled to be accompanied by a Union Representative at any meeting.

Appointments  

In relation to appointments the Company has also advised us that the following process will now apply:

• A fortnightly report will be run which will be sent to the HR Managers. This will state if an employee should be considered for a permanent appointment.
• The HR Managers will be responsible for confirming permanent appointments.
• They are being given a more detailed set of criteria and advised that where they decide that permanent appointment is not appropriate, the specific reason for this decision is stated. The criteria will include appointments to vacancies without the requirement to have two years’ service.
• Both the employee and the Local Branch Representative will be advised when an appointment is to be made or if an appointment is refused. In circumstances where the appointment is refused, they will be advised of the reason
• If the employee is unhappy with the outcome of a review, then this can be appealed through the Grievance Procedures with the assistance of the Union Representative.

Publication Type: Circular