No. 347/2016 - Royal Mail Pay 2016

Post by **Judgee** » 01 Jun 2016, 21:59

Well anything above inflation will do me.

11aaa222 · Post by **11aaa222** » 02 Jun 2016, 11:09

This is a pittance of a pay rise!!!

I am not blaming the cwu however but come on this is just not good enough, more on more being put on us everyday.

I will be certainly voting NO hope most people will come to there senses,

Do we know in comparison to this pay rise what the managers have been offered ?? that has prompted them to suspend strike action? dingo ? or anyone ? please inform
If it is on par at 1.6 % just bear in mind that 1.6% of there salary is equal to more in monetary terms than 1.6% of our wages!!!

Our negotiated pay rise is not even worth having I would rather have an hour off the working week if we were given a choice of the 2. This would have been an adequate or very good deal I fell if it came alongside another hour off working week and down to 38 hours as well as a circa 1 - 1.5% pay rise, but i feel it is not good enough

RANT OVER!!!

Post by **TrueBlueTerrier** » 02 Jun 2016, 15:32

The offer they turned down was for 1.3% but with strings, http://www.royalmailchat.co.uk/communit ... 18&t=74715" onclick="window.open(this.href);return false;

They have suspended their action and the rumour is their new offer is about the same as ours.

k979aaa · Post by **k979aaa** » 02 Jun 2016, 19:09

The problem with this deal is everything is still left in the air nothing will be resolved about the future not even talks about the future if there is any future after this deal. It is not a deal just a bung for now pay later deal in that we will not have any resolutions to the issues of the future of the business and it's effect on the workforce for all sections not just delivery or processing or distribution. Till I see this in it's detail with all these questions answered I say NO but having not seen the whole agreement we should all scrutinize this deal with due circumspect as all the last deals have been crap at best!

tori · Post by **tori** » 02 Jun 2016, 19:55

If this pay rise is accepted, or any future agreement to backdate pay increase to April 2016, will someone who has resigned get the backdated pay? Seeing as I handed in notice and this is my final week! I know it would be roughly 2 months worth, but interested to know if I would be entitled to it? (Already hoping my owed annual leave will be paid to me, as DOM did not allow me to take it during my notice week...Even though that's what my contract says will happen...)

hans solo · Post by **hans solo** » 02 Jun 2016, 22:08

voting NO simply as i feel i am worth more than a 1.6% rise
for all the s**t we have to take on a daily basis

Post by **TrueBlueTerrier** » 03 Jun 2016, 07:45

tori wrote:If this pay rise is accepted, or any future agreement to backdate pay increase to April 2016, will someone who has resigned get the backdated pay? Seeing as I handed in notice and this is my final week! I know it would be roughly 2 months worth, but interested to know if I would be entitled to it? (Already hoping my owed annual leave will be paid to me, as DOM did not allow me to take it during my notice week...Even though that's what my contract says will happen...)

It depends on the way the pay rise is awarded. If they stipulate an "in post" date that's after you leave, then no. If its before you leave, or it is backdated with no stipulations, caveats or clauses then yes,

On the Annual leave you won't have much leave as you will only have accrued about 5 days worth.

Post by **trythat** » 03 Jun 2016, 19:57

geordieboy123 wrote:
daveyeff wrote:I will be voting no
I will be going with my unions recommendation to accept, the real battle is to come ie one wave so let's carefully choose our battles.

I think this is the best we can get at the moment. I really do worry for delivery going forward, I agree we need to pick our battles, especially after the last time we were on strike and the amount of opg crossing the picket line was depressing and I thought it was worth striking for last time. How many opg this time would go on strike for 0.5%?

I've not seen anyone who intends to vote no say what they would accept as a proper pay increase yet, don't forget every time we announce strike action we have to try and get the public on our side. I'm pretty sure not many members of the public will be getting much more than 1% if anything at all, so all the good will will just disappear and when RM push for one wave, clocking in/out, later start times etc, and we need to strike and have the public good will then I can guess what will be said to us.

rubberbond · Post by **rubberbond** » 03 Jun 2016, 19:58

daveyeff wrote:I will be voting no

Vote no and vote leave. Two fingers to the establishment.

Chelseablue · Post by **Chelseablue** » 03 Jun 2016, 20:09

Big piss off that, everytime pennies are waved at us,,most of us get excited and vote yes to everything, like the last few great deals. Cpl quid extra in pay packet , are you not worth more than that .? While our commander from canada pockets a few million again .

Post by **iainwilson** » 05 Jun 2016, 14:24

Most of the public don't work for a company that has made £742 mill profit and are going to nob the very hardworking staff off with peanuts 1.6% while their CEO gets near 50% raise. Vote no and make sure you tell your colleagues to use their vote as well.

Eastie16 · Post by **Eastie16** » 05 Jun 2016, 21:55

We're being told to be grateful there're no strings attached. How about CWU being more proactive and attaching some strings of their own - eg, we know important national agreements are being completely ignored in many delivery offices, so what about getting some guarantees to properly enforce those, not letting them off the hook about making PTers up to FT, or re-imposing an upper limit outdoor delivery spans. Payrises for everyone in this country at the bottom of the pile are going to continue to be a pittance, so can see it's not worth arguing the toss about 0.1% here or there, but surely CWU should be more aggressive in taking RM on to improve our daily working conditions.