Incentive underpin payment?

[TopperGas]

I only get an extra £2.41 but have worked full time hours virtually all year, you do wonder what calculations our HR dept for used to calculate the payments.

I do agree that the figures people are quoting that they've received (including myself - mere pennies) do seem
to be out of skew with what I've received previous years, I haven't attempted to work it out using the procedure,
life's too short.

Starting to think HR have simply put the decimal point in the wrong place as £24.10 would seem about right, whatever the correct procedure is supposed to be.

[fb1969]

Bouncing this back to the top, I got an extra £13 this week on top of the money I mentioned earlier in the thread.

[yellowbelly]

Bouncing this back to the top, I got an extra £13 this week on top of the money I mentioned earlier in the thread.

Yep, I've got a further payment too.

[Wolf91]

I also had one. No idea what for.

[*horcrux*]

I'm getting my missing £5 this week too

[rambo1]

Nowt for me, just the £1.20 two weeks ago.

[tractorboy2]

Nothing for me either , was full time till middle of November , should entitle me to practically the whole £100.

[yellowbelly]

Nothing for me either , was full time till middle of November , should entitle me to practically the whole £100.

Probably not, the first part of the payment depends on your contracted hours the week beginning (I'm surmising from
the dates for previous years) 23rd Nov. If you dropped down before that then you've got a pro rata payment.

The second part of the same payment (received in Jan) would be based on the SSPR OT you've received throughout
the WHOLE OF THE PREVIOUS YEAR (going back to some date in Dec 2020) - so as you were FT you won't have earned
SSPR OT. The drop in contract from FT and the time it happened has scuppered you, if you'd dropped down maybe
a week later you'd have probably got the full amount.

[tractorboy2]

Nothing for me either , was full time till middle of November , should entitle me to practically the whole £100.

Probably not, the first part of the payment depends on your contracted hours the week beginning (I'm surmising from
the dates for previous years) 23rd Nov. If you dropped down before that then you've got a pro rata payment.

The second part of the same payment (received in Jan) would be based on the SSPR OT you've received throughout
the WHOLE OF THE PREVIOUS YEAR (going back to some date in Dec 2020) - so as you were FT you won't have earned
SSPR OT. The drop in contract from FT and the time it happened has scuppered you, if you'd dropped down maybe
a week later you'd have probably got the full amount.

Perhaps you should read the whole agreement. Section 11 and section 13.

[yellowbelly]

Nothing for me either , was full time till middle of November , should entitle me to practically the whole £100.

Probably not, the first part of the payment depends on your contracted hours the week beginning (I'm surmising from
the dates for previous years) 23rd Nov. If you dropped down before that then you've got a pro rata payment.

The second part of the same payment (received in Jan) would be based on the SSPR OT you've received throughout
the WHOLE OF THE PREVIOUS YEAR (going back to some date in Dec 2020) - so as you were FT you won't have earned
SSPR OT. The drop in contract from FT and the time it happened has scuppered you, if you'd dropped down maybe
a week later you'd have probably got the full amount.

Perhaps you should read the whole agreement. Section 11 and section 13.

Come on - don't be cryptic - was just trying to give you an explanation from what I know
(or think I know), if I've got something wrong then tell us all and we'll all be a bit wiser next time......

[tractorboy2]

The whole agreement


RMPD 20/2015
To HR Services Date:
November 2015
Royal Mail Group CWU Productivity Scheme –
Underpin payment
1. Royal Mail and CWU have agreed that new productivity
scheme arrangements will be developed for CWU represented
grades across Royal Mail. This will not replace any
existing productivity schemes or payments arising from
those schemes. The new arrangements will include, as a
minimum, an on-going payment of £100 per year for each
full time employee, with the potential for additional
payments linked to performance.
2. The first payment was made in summer 2012. This directive
authorises the fourth underpin payment to be made in
December 2015. Further directives will be issued to
trigger future £100 underpin payments as well as details
on other productivity payments once agreed
3. HR Services are authorised to make a Lump Sum payment to
employees in grades represented by CWU across Royal Mail
Group, within Core Operations, Logistics, Engineers,
Fleet & Maintenance Services, RMSS, Royal Mail
International, Customer Experience, HR Services, Finance
Operations, and central functions units.
4. This does not cover any employees in grades represented
by Unite-CMA or senior managers, nor employees in
Heritage Trust, Storefeeder or RM Courier Services
5. Employees in the following grades are eligible for
payment –
Royal Mail and Logistics OPGs & OSGs (and all functional
derivatives), MDEC keyers, MGV and LGC/C+E Professional
Drivers, Secretaries, Letters Administrators, Engineers,
& Fleet and Maintenance grades. Finance FSAs, HRS CS2s,
Customer Services ACAs/SCAs
6. Subject to meeting the qualifying criteria, employees on
permanent and fixed term contracts will be eligible.
Casual employees or workers employed via agencies will
not be eligible.
.
7. A £100 payment (pro-rata for part time employees) will be
paid on pay date 18
th December (24th December for monthly
paid employees). Payments will be non-pensionable and
subject to tax and National Insurance.
8. Payment in December will be made against contractual
hours in week commencing 23
rd November (November salaries
for monthly paid employees). Term Time Working employees
will have payment referenced against their average
contractual hours after the reduction for Term Time
Working arrangements.
RMPD 20/2015
9. A second payment on 15th January 2016 (or January salaries
for monthly paid employees) will be paid which will top
up payments to part time employees in accordance with the
proportion of hours paid through Single Standard Pay Rate
between the periods 29th December 2014 (pay date Friday
2
nd January 2015) to 27th December 2015 (pay date Thursday
24
th December 2015) inclusive. For monthly paid employees,
those SSPR hours paid in January 2015-December 2015
salaries inclusive will be assessed.
10. In the January assessment, recoveries will also be
made from any employees who have been overpaid e.g. due
to a change in their circumstances/eligibility late in
the assessment period.
11. Employees with 2 separate contracts of employment
will have the hours of both contracts aggregated with a
maximum £100 sum payable across both contracts combined.
12. To be eligible, employees must be in an eligible
grade on the date of payment. Employees who have left
Royal Mail employment by the date of payment will be
ineligible, irrespective of the reason for leaving.
13. Subject to meeting other payment criteria, payments
are not reduced for part years worked, family friendly
leave, industrial action, Unpaid Special Leave, periods
of Sick Half or Sick No Pay prior to the date of payment,
nor for periods of short term substitution outside of an
eligible grade. Employees on career break at the date of
payment will not be eligible.
14. The lump sums will be processed on wage type 6749 on
PSP. Payment will be shown on the pay advice as
“Incentive Underpinning Payment”.

[yellowbelly]

Tractor - can see that (and that agreement hasn't changed over the years apart from
the specific dates) but still don't see how para's 11 and 13 will help you based on your original post:

Nothing for me either , was full time till middle of November , should entitle me to practically the whole £100.

but if you're missing a significant amount then use the agreement to chase it up with HR.

[tractorboy2]

Tractor - can see that (and that agreement hasn't changed over the years apart from
the specific dates) but still don't see how para's 11 and 13 will help you based on your original post:

Nothing for me either , was full time till middle of November , should entitle me to practically the whole £100.

but if you're missing a significant amount then use the agreement to chase it up with HR.

If I was full time till November and part time since , isn't that two separate contracts ?

[yellowbelly]

Tractor - can see that (and that agreement hasn't changed over the years apart from
the specific dates) but still don't see how para's 11 and 13 will help you based on your original post:

Nothing for me either , was full time till middle of November , should entitle me to practically the whole £100.

but if you're missing a significant amount then use the agreement to chase it up with HR.

If I was full time till November and part time since , isn't that two separate contracts ?

Ah, see where you're coming from, but IMHO don't think so, I think it means something like
if you've got a 'normal' contract for say delivery early in the day then a second contract say scheduled attendance
for collections later in the day but with both contracts running at the same time.