FelicityRae wrote:Is there anything on the bullying and harassment culture within Royal Mail...
Just out of curiosity what do you do when you are subject to or witness bullying and harassment?
What does your union rep do?
What does your office do?
If the answer to any of these questions is nothing what can a piece of paper do? An agreement to change a bullying culture can only make a difference if that culture is challenged.
I can't see anything there that addresses RM wanting to change start and finish times or any limitations to them doing so. It appears to me that the pipeline issues have been overlooked/ conceded by the union and this remains the most important thing that needed tackling.
redneck wrote:The fact this deal has taken us 9 months on from when the pay increase should have kicked in 1/4/17 and they have agreed to freeze pay for the 6 months from 1/4/17 .
Excuse the language but how the f**k is it a 6 month pay freeze.
That would only be the case if 2.5% was backdated to October and 2.5% kicked in April 2018.
Is that difficult to understand?
So no change at all to holiday pay for folk who work overtime? Wasn't this one of the main issues CWU said they were addressing in these negotiations? Or was that just the usual BS to get more folk to back their campaign?
FelicityRae wrote:Is there anything on the bullying and harassment culture within Royal Mail? An increase of money is lovely (but let’s face it, this is a below inflation increase, that’s written as a 5% increase but really is 2.5% each year, way to dress it up) but I value mental health over money. Same as little point in that the reduction of hours with the stupid way you have to ‘cut off’ to be able to leave on time.
Yes
Yes they say something but in layman's terms it's mince and in agreement terms and protecting members it seems to suggest that doing exactly the same as previously will turn RM into a kind of Butlins with parcels as we data capture our way through the streets in a merging vest to return to an office half the size it used to be.
FelicityRae wrote:Is there anything on the bullying and harassment culture within Royal Mail...
Just out of curiosity what do you do when you are subject to or witness bullying and harassment?
What does your union rep do?
What does your office do?
If the answer to any of these questions is nothing what can a piece of paper do? An agreement to change a bullying culture can only make a difference if that culture is challenged.
Well said fish total agree with you it’s up to everyone to stamp out b&h.
The Company will put in place the following transitional pension arrangements from 1 April 2018:
For RMPP members, Royal Mail will implement a DBCBS. The Company will contribute 13.6% of pensionable pay towards members' retirement lump sums, and a further 2% for other member benefits, including death in service and ill-health. Members will continue to contribute 6% of pensionable pay towards their retirement lump sums.
Members of the Royal Mail Defined Contribution Plan (RMDCP) with a minimum of five years' service will have the option of joining the DBCBS.
The Company will increase its contribution to the RMDCP at each standard contribution tier by 1 percentage point.
The Company will move current and future RMDCP members in the standard section of the plan to the top tier of contributions (10% from the Company and 6% from the member).
So still a 2-tier pension - 15.6% contributions for those lucky enough to be on the DB scheme and a whopping 10% for the rest of us - one pension for all eh ?
Also the back pay looks like it wont actually be paid out until April at the earliest !
Bearing in mind most overtime has been done during the lead up to Christmas this probably is a reasonable offer. However for those who are departing to pastures new either by changing jobs or retiring, this may not be quite as good an offer.
Most of this agreement is just words again and does little to change what happens in delivery offices where managers will still be glorified yes men, bully and harass to achieve the demands of their superiors. No change to the Overrunning Delivery Methods which is the biggest bone of contention. This could have been a major change to the culture in delivery offices, but once again the CWU have failed to deliver on this. This would have been a winner alongside what is also a great part of this deal is that there will be no longer people doing unpaid work by starting before their time (should be interesting to see how this is managed).
The Company will put in place the following transitional pension arrangements from 1 April 2018:
For RMPP members, Royal Mail will implement a DBCBS. The Company will contribute 13.6% of pensionable pay towards members' retirement lump sums, and a further 2% for other member benefits, including death in service and ill-health. Members will continue to contribute 6% of pensionable pay towards their retirement lump sums.
Members of the Royal Mail Defined Contribution Plan (RMDCP) with a minimum of five years' service will have the option of joining the DBCBS.
The Company will increase its contribution to the RMDCP at each standard contribution tier by 1 percentage point.
The Company will move current and future RMDCP members in the standard section of the plan to the top tier of contributions (10% from the Company and 6% from the member).
So still a 2-tier pension - 15.6% contributions for those lucky enough to be on the DB scheme and a whopping 10% for the rest of us - one pension for all eh ?
Also the back pay looks like it wont actually be paid out until April at the earliest !
The contributions to the Cash Balance scheme are the same for ex-DB members and ex-DC members.
The 10% level refers to current and future DC members. There will be still be a DC scheme for those who wish to remain in it or have less than 5 years service.
The Company will put in place the following transitional pension arrangements from 1 April 2018:
For RMPP members, Royal Mail will implement a DBCBS. The Company will contribute 13.6% of pensionable pay towards members' retirement lump sums, and a further 2% for other member benefits, including death in service and ill-health. Members will continue to contribute 6% of pensionable pay towards their retirement lump sums.
Members of the Royal Mail Defined Contribution Plan (RMDCP) with a minimum of five years' service will have the option of joining the DBCBS.
The Company will increase its contribution to the RMDCP at each standard contribution tier by 1 percentage point.
The Company will move current and future RMDCP members in the standard section of the plan to the top tier of contributions (10% from the Company and 6% from the member).
So still a 2-tier pension - 15.6% contributions for those lucky enough to be on the DB scheme and a whopping 10% for the rest of us - one pension for all eh ?
Also the back pay looks like it wont actually be paid out until April at the earliest !
The contributions to the Cash Balance scheme are the same for ex-DB members and ex-DC members.
The 10% level refers to current and future DC members. There will be still be a DC scheme for those who wish to remain in it or have less than 5 years service.
The cash balance scheme does not as yet exist, Those of us with less than 5 years service will still recieve lower contributions until such time as we qualify for the new scheme.
Also - it does not explicitly mention that DC members will get same contributions as current DB members.....
