GSP 31-24 Term Time 2025
16/December/2024
Description
I wish to advise the outcome of discussions with An Post in relation to the arrangements to apply for term time for 2025.
The delay in issuing these is attributable to the company seeking to change significantly the arrangements that have applied up to now. While we had agreed to review the scheme which is in place since 2003, we were surprised at the extent of the proposed changes the company tabled at such late notice, on the eve of inviting applications. The company advanced the following reasons for seeking the changes:
- The scheme is no longer fit for purpose due to the changed circumstances since the scheme was introduced.
- Additional statutory family leave is now available to employees which is prioritised ahead of term time.
- Unavailability of staff to train term-timers due to hybrid working.
- Increasing challenges and costs associated with recruitment and training of short-term cover.
- The scheme is no longer cost neutral, particularly in final mile.
- Impact on customer service standards.
While the Union acknowledges there is some merit to the company position, the main failure and cost are attributable to poor planning and administration on managements part. By way of example, we highlighted that the cost of term time is measured across the Company, with some areas such as DSU’s requiring full cover with others e.g., administrative areas not requiring automatic cover. In many cases management insisted on automatic cover, where there was no requirement for it and where staff covering term time were not provided with any training. We also reminded the Company that the agreement provided for a management decision to decide if term time can be facilitated in any case with an appeals process in place so in such circumstances there was no requirement for change.
Notwithstanding the above, we have agreed the following guidelines to enable maximisation of term time numbers in 2025.
- Statutory leave types will be given priority over term-time, but both are unlikely to be granted in the same year.
- Term Time vacancies should not be filled by overtime.
- Applications for term-time will only be accepted based on it being consistent with the rules of the scheme and business needs.
- In circumstances where there are more applicants than term time opportunities, the Company will limit term time to a maximum of 4 weeks and a minimum of 2 weeks.
- For example, in a DSU if management decide that one duty could be utilised for term time for 12 weeks, as only one trained casual is available then, if 6 people applied in that office for term time, they would offer 2 weeks each, rather than allow 3 to take 4 weeks, with 3 not receiving any term time.
- Except in operational areas and areas with strict customer service requirements, staff availing of term-time will not be backfilled. Any such backfilling will require level 2 management approval.
The term time notice and application forms will issue on the 20th December 2024 with a closing date of 10th January 2025. For those wishing to have the cost of term time spread over the year these deductions will commence in February 2025 with the cost spread over 11 months.
We intend to conduct a full review of term time working in the New Year with a view to having a revised scheme in place in a timely manner.