8 April 2010
Negotiations with Service Management have been extremely complex and ongoing since February 2010 but have now been concluded.
Service Management patterns are built within Work Force Manager and have start and finish times that are on the hour or on quarter hours.
Service Management is able to offer in the preference exercise a choice of meal break length between 30 minutes, 45 minutes or 60 minutes.
Agents will be able to select in the areas where the Customer and Business rationale requires late finishes to have the late finishes in blocks (where a whole week of late attendances are worked) or as days spread across their pattern where no more than one late is worked in any week.
The patterns built into WFM are 13 weeks in duration as cycles. Where three Saturday attendances is required in the transition phase for the non CSIP A or B people the agents can choose to work either; a full day and a half day in each 13 week pattern, or a full day in one 13 week pattern and 2 in the other.
The agreement reached in terms of the number of Saturday and Lates that will be worked during the transition phase. This position has been reached following the sharing of business rationale during our meetings over the past few weeks.
It needs to be stated that the number of Saturdays and lates are based on the current position and these will change as customer demands change and new products are introduced. The agreed Framework provides the mechanism for us to review, amend and agree between us any changes to the current position. This is a point that should have been emphasized in any management communications and within team huddles.
It is also important to note that following the transition phase, the number of Saturday's and lates may increase or decrease, as well as the latest times for late working. Such changes will be subject to business and customer needs and the subject of further discussion with the CWU.
The working of overtime will be managed and made available via a bid process for agents to volunteer. Agents will have advanced calendar visibility of morning, afternoon, evening and Saturday overtime slots that match their skill set within specific criteria. This will be required to meet gaps between scheduled attendance and Customer and Business demands and Service Performance at certain times on the day.
In circumstances where pre-planned overtime or on the day identified overtime is required to deal with unforeseen events e.g. MBORC, Site Isolation, System down time, Abnormal Capacity shortfalls, Weather etc, volunteers will be sought first. Clearly this will be more practical where overtime can be pre-planned. Openreach will consult with the CWU where there are insufficient volunteers and there is a need to consider the contractual overtime provisions contained within the Agreement.
Openreach shared with us the current demand and resource levels for Sunday working which clearly indicate the ongoing requirements to maintain this level of Sunday working. The following was agreed as the means by which the level of required Sunday attendance can be achieved.
It has been clarified and has been added to the notes of the Preference Exercise that make clear that for part-timers, their number of days attendance will remain unchanged and where, it is relevant, they will be expected to work Saturdays and Lates on a pro-rata basis. Clearly Openreach have agreed that they would also recognise individual's personal and domestic circumstances using the P&D / Swaps process.
The following principles will be used to allocate preferences where there is an imbalance or surplus of team members when modelled against business need and resource requirements: