2007 agreement and strike action ?

[hawkwing]

A spokesperson for the Royal Mail said the CWU was objecting to changes its leaders had agreed to in 2007.

The spokesperson added, “Strike action hurts both businesses and individuals and our customers will not understand how the CWU leadership can keep saying it backs modernisation while constantly resisting the introduction of new technology and more efficient working practices on the ground.



Can anyone clarify this ?
What are they on about "objecting to changes"?

[TrueBlueTerrier]

A spokesperson for the Royal Mail said the CWU was objecting to changes its leaders had agreed to in 2007.

The spokesperson added, “Strike action hurts both businesses and individuals and our customers will not understand how the CWU leadership can keep saying it backs modernisation while constantly resisting the introduction of new technology and more efficient working practices on the ground.



Can anyone clarify this ?
What are they on about "objecting to changes"?

RM are using the unions instruction late last year to not agree to savings proposals outside of the Pay and Mod agreement as an excuse to say we are against Modernisation. When in actual fact its them that have halted any progression on Modernisation by refusing to implement Phase 4 of the P&M.

[hawkwing]

which is this?

. PHASE 4

To assist development of a fourth Phase of Royal Mail modernisation, consultation and negotiation will now take place in the following working groups. The intention is for these joint working groups to develop national agreements, where appropriate, by no later than the end of April 2008, to be deployed as soon as possible thereafter.

Joint Working Group 1 – Relationships. will consider how to improve industrial relations within Royal Mail, including arrangements for negotiation, consultation and decision-making, the management of change, personnel procedures and practices covering issues like attendance, conduct and performance management.

Joint Working Group 2 – New Reward Framework will examine pay simplification possibilities (within the existing pay bill), a new pay and reward package, different pay models, reviewing on what the local element of the ColleagueShare dividend for years 2 and 3 will be based and MTSF. The Group will also consider how to implement monthly pay. It will also review annualised hours or banked hours, flexible working, and possible changes to attendance patterns that could both benefit the business and employees and is in line with the company’s family-friendly policy. The group will decide whether it needs to operate sub groups for any element of this.

Joint Working Group 3 – Future working. This group will look at the business’ future mail centre / delivery / network strategies and have an opportunity to input to them.. It will develop proposals on how the business will best capture the benefits of new technology, whilst continuing to consider the implications for job security, and job design and the new delivery model. It will also look at the strategies needed to grow and develop the business in a changing, competitive environment

6 JOINT FRAMEWORK FOR THE DEPLOYMENT OF NETWORK 2007 AND MAIL ORDER RETURNS

Background

With effect from the 1st of January 2008, legislation will limit all 7.5 ton vehicles to a maximum of 56 MPH. This alone will slow down connections in parts of the ‘Network’ and thus change the current ‘workplan’ in regards to it being fit for purpose.

Against that backdrop and the joint commitment in the ‘RTD Agreement’, that Network and Distribution functions need to be reliable, economic, efficient, flexible, transparent and on time every time, the business has conducted a total redesign of the ‘Network’, which has at its heart a £20 million per annum investment in a new ‘Air Network’.

The impact of this redesign affects the number of 7.5 tons road services required, the introduction of more double deck trailers, revised hub operations and later/heavier arrival patterns at Mail Centres and Delivery Offices etc.

Because of the recent difficulties between Royal Mail and the CWU, the revised ‘Network’ proposals and implementation plans are at a very advanced state with no agreement in place.

The revised ‘Air Network’ slots drive the necessity for change from the 22nd October 2007. In the interest of resolution to the national dispute and in recognition of immovable deadlines generated by air slots and legislation and a mature reflection of Royal Mail and CWU aims and objectives, the following emergency approach has been agreed.

Process

• The full assumed impact of the redesigned Network on a site by site basis will be shared with the CWU at national level with immediate effect.

• All negotiations will be conducted in line with the National RTD Professional Drivers Agreement (PDA) between Royal Mail and the CWU.

• Immediate local negotiations will commence in regard to the current proposals and wherever possible the agreed final duties will be introduced on 22 October 2007.

• Where local agreement cannot be reached in time, a default set of duties will be introduced pending final local agreement.

• Any problems identified regarding the above should be identified with immediate affect and solution sought inline with the processes defined in line with the IR Framework.

• The current preference exercise dates will be extended until 17 October and to allow duty selection in line with usual local arrangements. Royal Mail will attempt to accommodate the wishes of anyone who has not expressed a preference, but their chances of receiving their preferred option may be reduced.

• The process as defined above will apply to both network and Area distribution.

• Final proposals will attempt to retain existing VOC resourcing profiles and where possible this will also apply to any ‘default’ proposals.

• A National Joint Working Party will be set up to review the effectiveness of this change and any potential improvements. This process will be supplemented by local joint reviews. The reviews are not intended to result in wholesale change, but to give both parties the opportunity to refine and improve affected duties.

• The nature of these changes are such that the MTSF Agreement will apply.

Network drivers basic pay will be increased by 2.7% from 7 April 2008, flowing through to weekday additional hours.

£400 of the potential Colleague Shares dividend payment will be made in April 2008 to VOCs provided we have co-operation on full deployment of the Network 2007 changes through the process above.

[TrueBlueTerrier]

which is this?

. PHASE 4

To assist development of a fourth Phase of Royal Mail modernisation, consultation and negotiation will now take place in the following working groups. The intention is for these joint working groups to develop national agreements, where appropriate, by no later than the end of April 2008, to be deployed as soon as possible thereafter.

Joint Working Group 1 – Relationships. will consider how to improve industrial relations within Royal Mail, including arrangements for negotiation, consultation and decision-making, the management of change, personnel procedures and practices covering issues like attendance, conduct and performance management.

Joint Working Group 2 – New Reward Framework will examine pay simplification possibilities (within the existing pay bill), a new pay and reward package, different pay models, reviewing on what the local element of the ColleagueShare dividend for years 2 and 3 will be based and MTSF. The Group will also consider how to implement monthly pay. It will also review annualised hours or banked hours, flexible working, and possible changes to attendance patterns that could both benefit the business and employees and is in line with the company’s family-friendly policy. The group will decide whether it needs to operate sub groups for any element of this.

Joint Working Group 3 – Future working. This group will look at the business’ future mail centre / delivery / network strategies and have an opportunity to input to them.. It will develop proposals on how the business will best capture the benefits of new technology, whilst continuing to consider the implications for job security, and job design and the new delivery model. It will also look at the strategies needed to grow and develop the business in a changing, competitive environment

Yep all 3 JWG which either directly on indirectly is where we expected to gain benefits from the changes in either pay or T&Cs.

[Ahebban]

Did the 2007 P&M Agmnt not say somewhere about there being a ''pay review taking place in April 2009''?

In normal circumstances a 'pay review' would encompass a wider review to include, hours, terms and conditions etc.

With RM having stated their position not to give its employees a wage rise beyond April 2009 they have committed themselves to a new negotiating position, therefore, cannot use, hide or otherwise abuse the superseded 2007 P&M Agmnt and are required to negotiate a new National Agreement?

Does the above make any sense to anyone?

[k979aaa]

It would but royalmail are NOT FOR NEGOTIATING ONLY DICTATEING!. :cfo