Common use of DUTIES OR ALTERNATIVE WORK IN ROYAL MAIL GROUP Clause in Contracts

DUTIES OR ALTERNATIVE WORK IN ROYAL MAIL GROUP. Where the advice following referral is to offer adjusted duties or suitable alternative work, careful consideration needs to be given to the type of work suggested and the attendance or travel adjustments necessary. These should be discussed by line management with the individual, their TU representative if requested and if necessary the OHS to ensure commonality of understanding on the parameters within which work is being sought. These discussions should take due account of the “Memorandum of Understanding” and ensure the alternative work meets the employee’s capability, aptitude and fully complies with the medical advice received. Possible roles should be identified, even if there are currently no open positions. If necessary the OHS should be consulted on the suitability of such roles prior to investigating placement opportunities. All practical and reasonable measures ought to be exhausted by Line Management to secure a placement opportunity within their own sphere of influence in the first instance, especially where the type of work identified already exists under their control. This should extend to other suitable locations and roles within the Business Unit if necessary. Where no such roles or opportunities are identified, line management should broaden their efforts to other parts of Royal Mail Group in accordance with any geographical or travel adjustments contained in the OHS advice. To accomplish this it is essential that the HR function is formally involved. Where suitable alternative work is identified in another business, arrangements should be made to enable the individual to undertake their duties without delay. In these circumstances it would be reasonable for the current or releasing Line Manager to meet any necessary training or familiarisation costs including the time involved. The Line Manager will make the offer of adjusted duties or alternative work following the outcome of the discussions detailed above. a) Where the alternative work is accepted this will conclude the process. b) Where the alternative work is accepted but later proves unsuitable the employee will be returned to the referral stage of the process. In the event of a disagreement on suitability of the alternative work identified, the OHS should be consulted again on compliance to the adjustments called for by the underlying ill health condition. In such cases discussion between the Line Management, the individual, the OHS and where requested a TU Representative, would be advisable, to ensure common understanding of the actual position. In the event that a permanent reduction in contracted hours, agreed as part of an adjustment to duties following ill health, does not work out and the employee is subsequently granted ill health retirement on the basis of the cause of the original referral, the calculation of payments due will be based on full time grade equivalent pay.

DUTIES OR ALTERNATIVE WORK IN ROYAL MAIL GROUP. Where the advice following referral is to offer adjusted duties or suitable alternative work, careful consideration needs to be given to the type of work suggested and the attendance or travel adjustments necessary. These should be discussed by line management with the individual, their TU representative if requested and if necessary the OHS to ensure commonality of understanding on the parameters within which work is being sought. These discussions should take due account of the “Memorandum of Understanding” and ensure the alternative work meets the employee’s capability, aptitude and fully complies with the medical advice received. Possible roles should be identified, even if there are currently no open positions. If necessary the OHS should be consulted on the suitability of such roles prior to investigating placement opportunities. All practical and reasonable measures ought to be exhausted by Line Management to secure a placement opportunity within their own sphere of influence in the first instance, especially where the type of work identified already exists under their control. This should extend to other suitable locations and roles within the Business Unit if necessary. Where no such roles or opportunities are identified, line management should broaden their efforts to other parts of Royal Mail Group in accordance with any geographical or travel adjustments contained in the OHS advice. To accomplish this it is essential that the HR function is formally involved. Where suitable alternative work is identified in another business, arrangements should be made to enable the individual to undertake their duties without delay. In these circumstances it would be reasonable for the current or releasing Line Manager to meet any necessary training or familiarisation costs including the time involved. The Line Manager will make the offer of adjusted duties or alternative work following the outcome of the discussions detailed above. a) Where the alternative work is accepted this will conclude the process. b) . Where the alternative work is accepted but later proves unsuitable the employee will be returned to the referral stage of the process. In the event of a disagreement on suitability of the alternative work identified, the OHS should be consulted again on compliance to the adjustments called for by the underlying ill health condition. In such cases discussion between the Line Management, the individual, the OHS and where requested a TU Representative, would be advisable, to ensure common understanding of the actual position. In the event that a permanent reduction in contracted hours, agreed as part of an adjustment to duties following ill health, does not work out and the employee is subsequently granted ill health retirement on the basis of the cause of the original referral, the calculation of payments due will be based on full time grade equivalent pay.