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New National Agreements : Extended Job Security and World C

02 Aug 2012, 18:41

02 August 2012
LTB 592/12 New National Agreements – Extended Job Security and World Class Mail
TO: ALL BRANCHES WITH POSTAL MEMBERS



Dear Colleague

New National Agreements – Extended Job Security and World Class Mail

Following on from the recent National Policy Forum the Union met with Royal Mail to discuss the amendments that were carried alongside the two new National Agreements.

The eventual approach to dealing with these amendments was through a combination of two changes to the drafts of the agreements and a covering letter from Royal Mail which provided further assurances on the points raised.

The outcome of these further discussions was reported to the Postal Executive on the 17th July and the amended National Agreements and the covering letter were endorsed as an agreed position.

For ease of reference the position reached on each of the amendments and the outcome of the further discussions with Royal Mail can be found in the matrix at Appendix A.

It can be seen from the matrix document that the vast majority of the amendments were aimed at providing our representatives with additional and ongoing information to support the successful local deployment of both agreements. With this in mind, the national parties have also agreed to look at additional measures that will in due course strengthen local deployment.


A separate LTB will be issued later today, which will include a Joint RM/CWU Statement formally launching the new National Agreements. The subsequent LTB will also include the final PDF versions of both documents.

Any enquiries should be addressed to the DGS (P) Department.

Yours sincerely

Dave Ward
Deputy General Secretary (P)



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Letter to Branches

No: 593/12 Ref: 24209 Date: 2nd August 2012

TO: ALL BRANCHES WITH POSTAL MEMBERS

Dear Colleague

New National Agreements – Extended Job Security and World Class Mail (Joint RM/CWU Statement)

Further to LTB 592/12 issued earlier today, please find attached a copy of a National Joint Statement for all CWU Representatives and RM managers, which formally launches the two new National Agreements covering Extended Job Security and World Class Mail.

We have also attached the final PDF versions of both agreements.

As confirmed in the Joint Statement, the National parties are now working on a range of additional measures that will support consistent local deployment. This will eventually include appropriate communications and briefing material. To ensure maximum impact these deployment measures will be launched at the end of the main summer leave period.

The Joint Statement also confirms that the next phase of key national talks will now commence, including pay 2013 onwards. Branches should ensure that all local Representatives are in receipt of both the agreements and the Joint Statement.

It is also appropriate that Branches undertake their own initiatives to ensure our reps become familiar with the agreements.

Any enquiries should be addressed to the DGS (P) Department.

Yours sincerely

Dave Ward
Deputy General Secretary (P)

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Joint Statement between Royal Mail and CWU:
New National Agreements on
Extended Job Security and World Class Mail




We are pleased to announce that Royal Mail and CWU have reached two new agreements, on Extended Job Security and World Class Mail.

The Job Security, Resourcing and Managing Change Agreement extends Business Transformation job security commitments to cover all future change and the approach to local resourcing requirements.

The World Class Mail Agreement sets out a new framework in which WCM will operate and evolve in line with existing agreements and procedures and with the positive engagement of all concerned.

The detailed agreements are attached. We are working together on a range of measures to ensure the content and spirit of both agreements are successfully deployed at local level and details of these will follow.

These agreements are the latest in a series of measures that continue to take forward the modernisation of the company through the approach set out in the Business Transformation Agreement. Talks will now commence on the further challenges facing the business and will also cover pay from April 2013 onwards. These talks will further develop the vision of mutual interest we set out together in the BT Agreement.



Mike Newby Dave Ward
Director Employee & Industrial Deputy General Secretary
Relations CWU
Royal Mail Group

1 August 2012

==============================================================================================================================================================================================================

Job Security, Resourcing and Managing Change A National Agreement between Royal Mail and Communication Workers’ Union

1. Introduction

Royal Mail and CWU reaffirm that the overarching objective of the Business Transformation Agreement is to introduce and complete all transformation programmes without recourse to compulsory redundancies.
Royal Mail and CWU recognise that by aligning the interests of employees, customers and the company, we are best able to place the Royal Mail Group on a viable future footing.
It is by delivering the future success of the company that we can achieve greater long term job security.

The purpose of this Agreement is to extend all existing job security commitments and incorporate these into a new framework that covers Royal Mail’s approach to all future change and resourcing.
The Agreement reflects the key values and principles of how the company will continue to manage change in all workplaces.

2. Job Security Principles

2.1. The overarching objective will be for the Royal Mail Group to deliver all future change without recourse to compulsory redundancy. To maintain this commitment, employees will need to be flexible and adaptable when considering reasonable and suitable alternative jobs and work locations.

2.2 Full time employees will retain full time status unless they volunteer to move to part time hours. Part time employees will be entitled to retain their existing contractual hours if they wish.

2.3. The Royal Mail Group and CWU have an excellent record of working together to resolve employee surplus situations and we will continue to use the full range of options contained in the Business Transformation and Managing the Surplus Framework national agreements.The Managing the Surplus Framework Agreement will continue to operate as now including the terms for voluntary redundancy, pay protection, excess travel and relocation situations. Under the Business Transformation Agreement, changes to MtSF terms (some VR and ETE payments) were due to be implemented in April 2013. These changes were subject to review in October 2012 in the light of the financial position of the company and the progress of the transformation programme at that time. This review has been brought forward, and the current terms have now been extended until April 2014. The same review criteria will now apply in October 2013.

3. Royal Mail Resourcing and Managing Change Principles
The following principles represent Royal Mail’s approach to resourcing and will be applied throughout the business:

3.1 The overall resourcing model for Royal Mail’s ongoing business strategy and its operations will continue to be predominantly full time supported by part time employees. The overall national mix is expected to continue to be three quarters full time and one quarter part time.

3.2 Royal Mail employees will be employed on permanent contracts, except where there is a genuine short term need identified. CWU will be consulted in advance where there is any such requirement. Temporary contracts will not exceed two years unless it has been jointly agreed that there are very exceptional circumstances. The position of temporary contract employees will be kept under regular review by the local parties, with a view to converting to permanent contracts where and when possible. Additionally, where change programmes have been completed and bedded in, the status of temporary contract employees will be reviewed and converted to permanent contracts unless there is no need for this additional resourcing or where there is an identified and agreed need to continue with a fixed term contract. Royal Mail confirms that as part of the review of this agreement, it is the aspiration to reduce the length of temporary contracts to no more than one year.

3.3 The level of part timers’ contracted hours will be jointly reviewed locally on a six monthly basis. Where appropriate, increased contracted hours will be offered to reflect the hours actually worked and planned. 3.4 Agency workers are intended to cover short term or unforeseen resourcing needs expected to last for periods of no more than 12 weeks, which cannot be covered by offering additional earnings opportunities to existing employees whilst maintaining quality of service. In the rare circumstances that employment exceeds 12 weeks the comparable pay provisions of the agency workers’ regulations will apply.

3.5. It is essential that the ongoing local resourcing requirements are subject to regular consultation between Royal Mail and CWU as part of the mandatory weekly resourcing meetings.

3.6 Regular meetings to discuss local resourcing issues will identify whether a potential surplus staffing situation will arise. At this point consultation between Royal Mail and the CWU about how to deal with
any surplus will take place in line with the Managing the Surplus Framework Agreement. Where it is jointly identified through this process that there is a need for a number of VRs, the provisions of MTSF will again apply. Where the numbers legally require it, a formal HR1 letter will be provided to CWU Headquarters and this will explain the reasons for proposed redundancies. The letter will also confirm that CWU reps are aware of the proposal and that discussions are taking place in line with the Industrial Relations Framework and other relevant national agreements,

4. Deployment

To support successful deployment of this agreement, Royal Mail and CWU will implement the following:

Articles on the agreement in The Voice and Courier with agreed key messages

Joint employee briefing

Communications to managers and representatives

5. Review
This Job Security, Resourcing and Managing Change national agreement is not time limited. The agreement will be subject to two yearly reviews with the intention of maintaining these principles in a rapidly evolving market place. Additionally there will be periodic reviews at national and regional/divisional level with appropriate information supplied to ensure the principles of this agreement are applied in practice. The first such review will be in January 2013.


Mike Newby Dave Ward
Director Employee and Industrial Relations Deputy General Secretary
Royal Mail CWU
July 2012

============================================================================================================================================================================================================

Business Transformation and World Class Mail
A National Agreement between Royal Mail and the Communication Workers Union


1. Introduction

The Business Transformation Agreement 2010 commits Royal Mail and CWU to work together to achieve industry leading standards of performance using a range of approaches including World Class Mail.
Both parties have reviewed the way the World Class Mail initiative is developing and in particular the relationship of WCM with existing national agreements, industrial relations, safety procedures and employee engagement.

The purpose of this agreement is to provide a framework in which World Class Mail will now operate and continue to evolve with the positive engagement of employees and with Royal Mail and CWU working together in line with the spirit and intent of this agreement.

2. National Agreements and World Class Mail

It is reaffirmed that World Class Mail initiatives will be developed and implemented in a way that is consistent with current national agreements. This is particularly relevant in the following key areas:

2.1 Impact on employees of changes to the number of duties, duty times and attendances, earnings opportunities, terms and conditions of service:
Issues arising from a World Class Mail initiative which impact on any of the above will be addressed through the consultation and negotiation approach outlined in the Industrial Relations Framework,

2.2 Introduction of new equipment, automation and technology and alterations to existing equipment.
The development and deployment of significant new equipment and permanent alterations to automation and technology will continue to be in line with the National Generic Trial and Deployment Framework, other current nationally agreed procedures and the Change Request Process.

2.3 National Database of World Class Mail initiatives
The nature of World Class Mail is such that good practice identified in one office may be relevant elsewhere and a national database exists to assist this process
Royal Mail and CWU will regularly review the database and resolve any potential issues in line with this agreement
Local reps will be involved in discussion on the deployment of good practice in their unit.

3. Industrial Relations and World Class Mail

Royal Mail and CWU recognise that the success of the company depends on a radical improvement in industrial and employee relations.
In order to develop industrial relations in the context of World Class Mail both parties agree the following measures:

3.1 Managers, representatives and World Class Mail Pillar Leads each have a key role in ensuring that current and future WCM initiatives are deployed in a way that is consistent with our overall approach to industrial relations and the terms and spirit of this agreement.

3.2 Under this agreement, elements of the CWU rep’s role are enhanced and appropriate time will be made available for CWU reps to fulfil these responsibilities.

3.3 CWU Representatives will be encouraged to become directly involved in World Class Mail initiatives.

3.4 CWU Representatives will be invited to attend local World Class Mail audits and subsequent action planning sessions.

4. Employee Engagement and World Class Mail Bringing about a radical improvement in employee relations is another crucial objective of the Business Transformation agreement and the development of a mutual interest culture is reaffirmed as the key enabler for achieving this. Within the context of World Class Mail both parties recognise that there are opportunities to develop a mutual interest culture and recognise that WCM is one of a number of initiatives that can deliver effective and meaningful employee engagement in a fair and transparent way. To ensure an integrated approach across the Business Transformation Agreement, employee engagement within World Class Mail will be underpinned by the following principles:

4.1. All employees will have the opportunity to be involved in WCM initiatives as they are rolled out.

4.2. World Class Mail will operate in line with the normal office approach for ensuring fair allocation of duties, overtime and workload.

4.3. As part of developing our mutual interest culture, WCM initiatives should be able to identify benefits for customers, employees and the company.

4.4. All employees will be jointly briefed about how WCM initiatives should be deployed in line with the provisions of this agreement

4.5. Employees participating in WCM initiatives will receive appropriate training and undertake activities which are within their skill, competence and relevant grade.

4.6. Improvements in levels of employee satisfaction and engagement in World Class Mail and other initiatives will be tracked and measured through the Employee Opinion Survey.
Additionally, Royal Mail and CWU will undertake a more detailed joint survey. The results of both will be considered by the national parties and where appropriate utilised in the further development of the WCM programme.
In future years more detailed joint questions in the Employee Opinion Survey may replace the joint survey
.
5. Safety and World Class Mail
Both parties are committed to working together to make safety a key priority for all employees and in the context of World Class Mail the following approach will apply:

5.1. The regular meetings between the CWU National Officer for Health and Safety and the Royal Mail Director of Safety are the national forum for discussing safety including any items raised under the Safety Pillar of WCM. The Director of Operational Excellence will be involved in this meeting as appropriate.

5.2. All managers, CWU Safety Representatives and World Class Mail pillar leads have a key role in ensuring the WCM programme operates in line with the overall Royal Mail Group safety policy and all agreed RM/CWU safety procedures.

5.3. A common objective is to continue to reduce the level of accidents at work and to achieve this all employees should report all accidents and safety hazards at all times.
The approach for root cause analysis and the identification of unsafe acts will be based on a supportive and learning culture and the need to prevent reoccurrence.

5.4.Under this Agreement elements of the CWU Safety Representatives role are enhanced and appropriate time will be made available for CWU Safety Reps to fulfil these responsibilities.
Safety representatives will be involved as appropriate in safety investigations, root cause analysis and re-enactments

5.5.CWU Safety Representatives will be encouraged to become directly involved in the safety pillar of World Class Mail and will be invited to attend relevant WCM audits.

6. Reward and World Class Mail
It is recognised that the company will derive benefits (information on which will be shared) from the successful deployment of World Class Mail alongside the overall modernisation of the business.
This provides the opportunity to improve the reward package and this will be considered further as part of 2013 pay talks.

7. Future Roll out and Development of World Class Mail In order to support fully informed debate and development of the overall World Class Mail programme, an overview of benefits and associated costs will be shared with the appropriate CWU National Officers responsible for each function, as part of regular progress reports. It is recognised that the approach to World Class Mail in delivery is different and will take account of the major Business Transformation Agreement revision activity that is still outstanding. The ongoing development and roll out of the World Class Mail programme for delivery will be the subject of further discussions between the Delivery Director, Head of WCM Collections and Delivery and the appropriate CWU National Officer. Similar discussions will take place in other functions where the approach to World Class Mail is still being developed, eg Network Drivers/ Call Centres/Admin.

8. Deployment
The full deployment of this agreement in all Royal Mail sites is integral to both the overall success of the Business Transformation Agreement and the future development of World Class Mail.
It is important that all managers, representatives and World Class Mail pillar leads familiarise themselves with the terms of this agreement.

To support successful deployment Royal Mail and CWU will implement the following:

Articles on the agreement in The Voice and Courier with agreed key messages

Joint employee briefing

Communications to managers and representatives

A series of workshops at each level, to explain the agreement and including action planning and good practice for local deployment

The process for regular review, including the agreed Consultative Framework, at all levels.

9. Review
The terms of this agreement will be regularly reviewed by the national parties to ensure its spirit and content are delivered in practice.
These reviews will also provide the opportunity to identify improvements and any appropriate changes to the overall programme.


Mike Newby Dave Ward
Director Employee and Industrial Relations Deputy General Secretary
Royal Mail CWU
July 2012
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Re: New National Agreements – Extended Job Security and Worl

02 Aug 2012, 20:50

Just when you think it couldn't get any worse.......

Re: New National Agreements – Extended Job Security and Worl

02 Aug 2012, 21:16

I wonder if they are going to cascade this to their world class bullying managers.

Re: New National Agreements – Extended Job Security and Worl

02 Aug 2012, 21:27

Cut Off King wrote:Just when you think it couldn't get any worse.......


I take it your not reffering to the job security agreement.

Re: New National Agreements : Extended Job Security and Worl

03 Aug 2012, 15:05

3.2 Under this agreement, elements of the CWU rep’s role are enhanced and appropriate time will be made available for CWU reps to fulfil these responsibilities.


Great! More newspaper reading and drinking tea! :Applause

4. Employee Engagement and World Class Mail Bringing about a radical improvement in employee relations is another crucial objective of the Business Transformation agreement and the development of a mutual interest culture is reaffirmed as the key enabler for achieving this. Within the context of World Class Mail both parties recognise that there are opportunities to develop a mutual interest culture and recognise that WCM is one of a number of initiatives that can deliver effective and meaningful employee engagement in a fair and transparent way. To ensure an integrated approach across the Business Transformation Agreement, employee engagement within World Class Mail will be underpinned by the following principles:


Wow really! Can't wait to see how this will play out... :hmmmm
4.2. World Class Mail will operate in line with the normal office approach for ensuring fair allocation of duties, overtime and workload.

Yep......Reps,family members of bosses and favourite brown tongue arselicking overtime knobjockeys! No change there then. :roll:

In short what a crock of shite!

Re: New National Agreements : Extended Job Security and Worl

03 Aug 2012, 15:20

I think the Job Security Agreement is impressive in word.
I think as usual the problems will come from applying it consistently at local level and monitoring it at national level which has been our Achilles heel in the past.
I think the WCM Agreement boxes us into a corner,it will continue to be divisive at unit level and could see apathy increase and membership decrease if reps become too closely involved.

Re: New National Agreements : Extended Job Security and Worl

04 Aug 2012, 00:57

fishtank wrote:I think the Job Security Agreement is impressive in word.
I think as usual the problems will come from applying it consistently at local level and monitoring it at national level which has been our Achilles heel in the past.
I think the WCM Agreement boxes us into a corner,it will continue to be divisive at unit level and could see apathy increase and membership decrease if reps become too closely involved.


Exactly. It all depends on how the job security agreement is implemented at the local level.

If we get sold, I don't see WCM existing in any meaningful form afterwards. It's almost a law of nature that the new management will want to bring in their own business culture (to say the least.)

Re: New National Agreements : Extended Job Security and Worl

04 Aug 2012, 10:20

britwrit wrote:If we get sold, I don't see WCM existing in any meaningful form afterwards. It's almost a law of nature that the new management will want to bring in their own business culture (to say the least.)


The fact that all OPG jobs add value to the product(s) (with a few exceptions) is security in itself providing the business remains profitable and maintains market share. Automation, with the exception of packets, has been rolled out for letter/large letter streams and it is now mainly down to revision activity and mail centre/RDC rationalisation that RM can achieve further savings in terms of job numbers. Where there is a continued threat is in the reduction of full time jobs.

Any new management will be aware that in terms of salary level most managers are paid above the going rate for the tasks that they perform and unless it can produce savings WCM will be quickly shelved so my view is that the managerial structure is the first that will be reviewed and I would not be surprised if contracts are re-negotiated for those grades.

Re: New National Agreements : Extended Job Security and Worl

04 Aug 2012, 14:07

Look the Job security is a good agreement and of course you can say will they keep to it. However they have kept to MTSF for the last 12 years and the principle of no compulsory redundancy.

Look in terms or world class mail there are basically 3 polices a union can adopt , total opposition which is differcult to maintain and if anyone has the opportunity to vist lots of mail centres they will see even thou the union said don't get involved there are lots of our members involved , all the pictures on the walls etc. The second is passive acceptance which is accept it and live with it and support it. The third is guarded involvement which is the CWU policy which the agreement is based on and it's to try and strangle the concept and minimise any dangerous elements coming out.

World Class Concept is very successful in other industries. It's another Total Quality Managment system which is always based on making people work harder , faster and cheaper. At the moment we all know the senior manager who is pushing this so hard it's the Higsonomics.

Now Britwit who says there will be new managers if the industry is sold. That is certainly not the preferred option from the Government or indeed from Royal Mail.

Re: New National Agreements : Extended Job Security and Worl

04 Aug 2012, 14:28

Oh, sorry. I'm not saying that it'll happen that way. I just think it's possible (with TNT and - sorry, I'm blanking - the other suitor from the last time around.) But if we do get bought up from the outside, the new owners will have no collective ego invested in WCM. I think they'd declare victory, shut it down and pink-slip the managers currently involved in it, simply for the savings.

Even if we do become Royal Mail Plc. all on our own, I think the continuing existence of the program depends on whoever they bring in after Moya Greene moves on. If he or she aren't particularly enthralled by it, WCM will vanish in a twinkling.

Re: New National Agreements : Extended Job Security and Worl

04 Aug 2012, 14:51

WCM has a limited lifespan anyway,any continuous improvement program does..
According to the management "workshops" in Leeds at the moment the target for WCM is £4 savings(on paper) for every £1 spent from the core WCM budget.
Those kind of savings are unlikely to be achievable now but even if they were they are definitely unsustainable in the long term so there comes a point where spend plus the ongoing manpower costs starts to approach savings and the whole thing becomes a liability.
I happen to think,given the quality and lack of experience of the managers and members being recruited to the program this tipping point will come a lot sooner than Royal Mail imagine.

My main worry about WCM is the members perception of the union's involvement,i doubt they will see a picture of guarded involvement and a union trying to strangle the concept and minimise any dangerous elements coming out.
I think they will see more work,more job cuts,more harassment,the rep drawing pictures and the CWU's name at the top of the Joint Statement....end of story.

Re: New National Agreements : Extended Job Security and Worl

05 Aug 2012, 11:34

fishtank wrote:
My main worry about WCM is the members perception of the union's involvement,i doubt they will see a picture of guarded involvement and a union trying to strangle the concept and minimise any dangerous elements coming out.
I think they will see more work,more job cuts,more harassment,the rep drawing pictures and the CWU's name at the top of the Joint Statement....end of story.


Thats basicially how I see it. I don't want anything to do with it as a rep, but do I let the ass lickers get involved and just let them get on with it? Or do I very, very reluctently get involved, to hold back the ass lickers back? It's a catch 22, WCM has been mentioned at our office more than once.
Last edited by trythat on 05 Aug 2012, 12:00, edited 1 time in total.

Re: New National Agreements : Extended Job Security and Worl

05 Aug 2012, 11:53

I don't see anything guarded in the relationship between the CWU and RM and in view of the way things have gone for the last couple of years, with aspirations, overarchings and pretty much do as they please, there isn't a lot of confidence in the new and improved relationship - which I might add from the employees position has worsened not improved.

Re: New National Agreements : Extended Job Security and Worl

05 Aug 2012, 12:03

dvbuk55 wrote:I don't see anything guarded in the relationship between the CWU and RM and in view of the way things have gone for the last couple of years, with aspirations, overarchings and pretty much do as they please, there isn't a lot of confidence in the new and improved relationship - which I might add from the employees position has worsened not improved.

You're a very cynical wee boy :wink: The union is only out to look after the best interests of

Re: New National Agreements : Extended Job Security and Worl

05 Aug 2012, 12:16

DGP1 wrote:
dvbuk55 wrote:I don't see anything guarded in the relationship between the CWU and RM and in view of the way things have gone for the last couple of years, with aspirations, overarchings and pretty much do as they please, there isn't a lot of confidence in the new and improved relationship - which I might add from the employees position has worsened not improved.

You're a very cynical wee boy :wink: The union is only out to look after the best interests of


:hmmmm How many guesses am I allowed here. It was quite enlightening to see dingo asking what the union should do - well it is my opinion that rather than be active in Royal Mails plan and then be unable to be reactive when the plan goes pear shaped - as in the BT 2010 agreement; they should be proactive in looking at what is in the best interest of the members primarily and RMs business plan as a secondary issue - if they gel fine, but it is more of a suck it and see and when it goes tits up...............

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