Nice one Billy

[foger]

Good old Billy Hayes. I believe he has delivered the coup de grace to NEW Labour and their Fascist agenda. His recent questioning of Royal Mails 'CHANGE WITHOUT AGREEMENT' Echos Loudly across the land. CHANGE WITHOUT AGREEMENT means NO Trade Unions,---Total domination of workers by the ruling class. A step back to the time when people were at the total mercy of their masters.

[pickaname]

Were heading back to feudal england - were all ready being dictated to by a Lord.

[robmacca]

If the CWU can be destroyed by the government/RM, then workers up and down the country may as well just lie down and die because workers rights will be a thing of the past and leadership by dictat.

[headscrewedon]

If the CWU can be destroyed by the government/RM, then workers up and down the country may as well just lie down and die because workers rights will be a thing of the past and leadership by dictat.

Too right ! Where do these employers get off, telling me what they expect me to do in exchange for the wage they pay me ?

[robmacca]

If the CWU can be destroyed by the government/RM, then workers up and down the country may as well just lie down and die because workers rights will be a thing of the past and leadership by dictat.

Too right ! Where do these employers get off, telling me what they expect me to do in exchange for the wage they pay me ?

Nothing wrong with management - employee roles in the normal working world, but the bullying/harrassment levels within RM needs addressing. Unless of course you agree that it's OK to treat people without respect and dignity within the workplace?

[headscrewedon]

Unless of course you agree that it's OK to treat people without respect and dignity within the workplace?

Of course people should be treated fairly. Bullying and harrassment should not be tolerated, but are national strikes really the way to tackle that issue ? Create a backlog that then gives over-zealous managers even more scope to make demands on posties to take out even more work ?

If I was running a small business, and realised that the biggest growth area in my profits was coming from a segment that I wasn't really geared up to exploit, shouldn't I be securing the growth of my company - and the job security of my employees - by adapting the business to handle that work ?

Now if I discussed this at length with my staff, and two years later, I still couldn't get their cooperation or agreement to implement the neccessary changes, what should I do ? Let the intransigence of the staff mean I stay focussed on a segment that is going to decline, and ultimately let the losses collapse the whole company ? Or make changes - without agreement - that ensure the survival of the company and thus my ability to continue to offer my staff a job ? The fact that TWO YEARS have passed since all these same issues caused strikes in 2007 speaks volumes.

RM need to adapt to the changing mix of our workload. New machinery does need to be brought in, to exploit the growth in packets caused by e-commerce. Even the CWU accept that.

[foger]

Unless of course you agree that it's OK to treat people without respect and dignity within the workplace?

Of course people should be treated fairly. Bullying and harrassment should not be tolerated, but are national strikes really the way to tackle that issue ? Create a backlog that then gives over-zealous managers even more scope to make demands on posties to take out even more work ?

If I was running a small business, and realised that the biggest growth area in my profits was coming from a segment that I wasn't really geared up to exploit, shouldn't I be securing the growth of my company - and the job security of my employees - by adapting the business to handle that work ?

Now if I discussed this at length with my staff, and two years later, I still couldn't get their cooperation or agreement to implement the neccessary changes, what should I do ? Let the intransigence of the staff mean I stay focussed on a segment that is going to decline, and ultimately let the losses collapse the whole company ? Or make changes - without agreement - that ensure the survival of the company and thus my ability to continue to offer my staff a job ? The fact that TWO YEARS have passed since all these same issues caused strikes in 2007 speaks volumes.

RM need to adapt to the changing mix of our workload. New machinery does need to be brought in, to exploit the growth in packets caused by e-commerce. Even the CWU accept that.

There is nothing wrong with managers,managing. Workers, working. Businesses, thriving. Or unions, unionizing. But without trade unions you end up with a situation like they have in some countries, where the workers are paid next to nothing for working all the hours of the day. That's why we have Fairtrade in this country, to try to help these poor people out. Unions were created because governments can never be trusted to look after the very people who voted for them. Before unions, people in this country faced terrible injustice. Most of the people in government come from privileged backgrounds, and know nothing of the hardship faced by the poor. Either that or they have become de-sensitized. so 'CHANGE WITHOUT AGREEMENT' is a serious situation that literally means de-recognizing the union.

[robmacca]

Of course change needs to take place - in fact our jobs have changed more in the past 10 years than any other period during RM's history.

If Royal Mail had spent the last 2 years engaging the work force through Worktime Learning sessions and being upfront and honest, THEN I would agree more with your reasoning. Sadly we are at a stage in the 'modernisation' programme that means those workers who want to finish on time are being singled out and punished.

Change is so much easier when the employer has their employee's on board, sadly in RM this has failed miserably (both sides). The introduction of liberalisation without fully examining the consequences will be deemed one of the reasons why RM is in the mess it is in. Sadly it will be THOUSANDS of posties who will pay the price for government/employer mistakes.

[dvbuk55]

Unless of course you agree that it's OK to treat people without respect and dignity within the workplace?

Of course people should be treated fairly. Bullying and harrassment should not be tolerated, but are national strikes really the way to tackle that issue ? Create a backlog that then gives over-zealous managers even more scope to make demands on posties to take out even more work ?

If I was running a small business, and realised that the biggest growth area in my profits was coming from a segment that I wasn't really geared up to exploit, shouldn't I be securing the growth of my company - and the job security of my employees - by adapting the business to handle that work ?

Now if I discussed this at length with my staff, and two years later, I still couldn't get their cooperation or agreement to implement the neccessary changes, what should I do ? Let the intransigence of the staff mean I stay focussed on a segment that is going to decline, and ultimately let the losses collapse the whole company ? Or make changes - without agreement - that ensure the survival of the company and thus my ability to continue to offer my staff a job ? The fact that TWO YEARS have passed since all these same issues caused strikes in 2007 speaks volumes.

RM need to adapt to the changing mix of our workload. New machinery does need to be brought in, to exploit the growth in packets caused by e-commerce. Even the CWU accept that.

My word headscrewedon, you certainly have a turn of phrase or two - still come next week-end you'll be too tired for all of this rhetoric

[BELIAL]

Unless of course you agree that it's OK to treat people without respect and dignity within the workplace?

Of course people should be treated fairly. Bullying and harrassment should not be tolerated, but are national strikes really the way to tackle that issue ? Create a backlog that then gives over-zealous managers even more scope to make demands on posties to take out even more work ?

If I was running a small business, and realised that the biggest growth area in my profits was coming from a segment that I wasn't really geared up to exploit, shouldn't I be securing the growth of my company - and the job security of my employees - by adapting the business to handle that work ?

Now if I discussed this at length with my staff, and two years later, I still couldn't get their cooperation or agreement to implement the neccessary changes, what should I do ? Let the intransigence of the staff mean I stay focussed on a segment that is going to decline, and ultimately let the losses collapse the whole company ? Or make changes - without agreement - that ensure the survival of the company and thus my ability to continue to offer my staff a job ? The fact that TWO YEARS have passed since all these same issues caused strikes in 2007 speaks volumes.

RM need to adapt to the changing mix of our workload. New machinery does need to be brought in, to exploit the growth in packets caused by e-commerce. Even the CWU accept that.

New machinery ,fine by us, adapting to a changing market fine too.
You did forget to mention Pay Cuts , unpaid work, massively increased workload ,casualisation of the workforce,loss of hours and growth in PT contracts , and the pension smash and grab, Not fine
Apart from that you haven't really inspired me to flog myself half to death for less reward just to boost your bonus payments .