We seem to have no problems recruiting new starters at our DO, whilst that remains the case there seems no real incentive on RM to pay them any more, regardless as to whether legacy staff earn more money, it seems basically if you don't like what you are being paid then RM are content for you to get another job as you'll soon be replaced. If in the future recruitment does become an issue you only then will RM look at equalising the contracts, although by then new contracts staff might outnumber legacy staff anyway.
It's an employers market right now, job scene is s**t. So will always get applicants. As soon as something better comes along they will be off.
I guess problem is with this job is it takes a while to used to the routes, being efficienct etc etc where as other similar jobs such as being a courier, they just hand you some van keys and a pda and away you go.
At present RM don't seem at all concerned by the high turnover of staff, if they were then they would already be moving to equalise the contracts and so increase the new starters pay.
Whilst you highlight the issues RM must be aware of them and seem to show no interest in dealing with them.
Once everyone leaves a recognised trade union, then what? How about less leverage or the fact that management could then set our pay and terms directly through "consultation" rather than negotiation. How about even rapid changes to delivery and shift patterns or even worse redundancy and sick pay terms, perhaps even fire and rehire tactics?
The PWRFC cannot organise lawful industrial action, represent workers in disciplinary hearings or sign any collective agreements. Until the PWRFC build a large membership base and formally register as a trade union, they are about as useful to us as an inflatable pincushion.
On the face of it, shareholder value is the dumbest idea in the world.
Once everyone leaves a recognised trade union, then what? How about less leverage or the fact that management could then set our pay and terms directly through "consultation" rather than negotiation. How about even rapid changes to delivery and shift patterns or even worse redundancy and sick pay terms, perhaps even fire and rehire tactics?
The PWRFC cannot organise lawful industrial action, represent workers in disciplinary hearings or sign any collective agreements. Until the PWRFC build a large membership base and formally register as a trade union, they are about as useful to us as an inflatable pincushion.
Maybe we should all start paying our dues to a real union, who respect their membership, like unite?
Once everyone leaves a recognised trade union, then what? How about less leverage or the fact that management could then set our pay and terms directly through "consultation" rather than negotiation. How about even rapid changes to delivery and shift patterns or even worse redundancy and sick pay terms, perhaps even fire and rehire tactics?
The PWRFC cannot organise lawful industrial action, represent workers in disciplinary hearings or sign any collective agreements. Until the PWRFC build a large membership base and formally register as a trade union, they are about as useful to us as an inflatable pincushion.
Your first paragraph is exactly what workers are facing without any resistance from the CWU.
"The leadership will sabotage the fight and only make the slightest move under fear of powerful working class action" - Des Warren
Once everyone leaves a recognised trade union, then what? How about less leverage or the fact that management could then set our pay and terms directly through "consultation" rather than negotiation. How about even rapid changes to delivery and shift patterns or even worse redundancy and sick pay terms, perhaps even fire and rehire tactics?
The PWRFC cannot organise lawful industrial action, represent workers in disciplinary hearings or sign any collective agreements. Until the PWRFC build a large membership base and formally register as a trade union, they are about as useful to us as an inflatable pincushion.
Once everyone leaves a recognised trade union, then what? How about less leverage or the fact that management could then set our pay and terms directly through "consultation" rather than negotiation. How about even rapid changes to delivery and shift patterns or even worse redundancy and sick pay terms, perhaps even fire and rehire tactics?
The PWRFC cannot organise lawful industrial action, represent workers in disciplinary hearings or sign any collective agreements. Until the PWRFC build a large membership base and formally register as a trade union, they are about as useful to us as an inflatable pincushion.
I'm a D/O cover, std 30 hrs and I now work every Sunday and/or any available Extended Hours to "boost" my pay
Yep, to get paid nearly the same as our co workers, we have to work all them hours over.. Yeah I knew the basic pay when I rejoined, but I didn't know how inferior it really was..
Yep, to get paid nearly the same as our co workers, we have to work all them hours over.. Yeah I knew the basic pay when I rejoined, but I didn't know how inferior it really was..
Just a reminder that those are pre-tax figures not even £11/hr net pay for new starters ! I might just clear up & re- sell all the door stepping parcels I see from our " mates " from Evri and co.
Anyways...at this rate I might just jump off the ship...
I started Oct 25 and by xmas in our DO all of us were on a rotated day off although still leave reserve. I think the rotated day off relies on a decent COM.
not even £11/hr net pay for new starters ! I might just clear up & re- sell all the door stepping parcels I see from our " mates " from Evri and co.