Romec Pay 2013 and Other Issues

[TrueBlueTerrier]

Dear Colleague,

Romec Pay 2013 and Other Issues

There is quite a lot happening within RoMec at the moment. What is important is how it might affect you
and what the union is doing for you? This letter is to simply bring to your attention some of the protections
the CWU have already negotiated on your behalf and how we are dealing with others.

PAY 2013

RoMec has tabled an improved offer of 2.5%. However this is dependent on improvement in cleaners’ productivity
and will have a negative impact on the current Bonus Scheme. If RoMec achieved at least the revised productivity
rates in every office then – in theory – they could save £2.3m per year. In practice of course, the opportunity is
reduced as it is strongly dependent upon people leaving the business through retiring etc, and not being replaced.

RoMec estimate that – it now being September – they might save £330k this year. That would enable them to
increase the 2% offer to 2.5% in good faith that the required level of savings to fund this additional amount will
be made and will continue. To further ‘incentivise’ that improvement they also proposed additional lump sums
– amounting to 0.5% of pay rate – once they have actually made the level of savings set out in the revised
productivity levels in a sustainable way.

We are currently considering this offer and are also awaiting further information regarding the current bonus scheme.
As things stand currently the offer has not been agreed with the CWU.

HAS YOUR MANAGER ASKED YOU TO REDUCE YOUR WEEKLY HOURS?
Any reduction in hours is covered by the Managing the Surplus National Agreement. The important part of any
requested reduction in hours is that it is entirely VOLUNTARY. You can say NO! If YOU decide that you want to
accept an offer of reduced hours, there is an enhanced level of payment negotiated by your union to which you
will be entitled. Make certain you receive your correct entitlement by involving a CWU Representative.

NEW ENTRANT PAY RATE
The trial rate of pay should automatically increase to the maximum pay rate on completion of 12 months service.
If you haven’t received that increase contact a CWU Rep immediately.

TRAVEL EXPENSES
As from September 1st, Multi-Site Cleaners are now entitled to travel expenses and travel time between offices
providing the distance is at least 15 minutes walking time. Full Details can be obtained from a CWU Rep.

MOBILE CLEANERS
If you have moved from static to Mobile cleaning, please note that you are entitled to the FULL PAY from day one.
The trial rate only applies to new external recruits. Existing employees do not have to serve a second trial at the
reduced pay rate. If this is happening to you – contact a CWU Rep.

CHANGE TO POSTCODE AREA
For most Mobiles this should be straightforward but if you do have any difficulties as a result of such a request
then contact your CWU Rep.

MOBILE TRAVEL TIME
The 30 minutes each way travel between home and work is a maximum of 1 hour daily. If your travel time is less
than 1 hour you do not have to make your time up to an hour. Your daily attendance hours are as per your contract
plus actual travel time.

OVERPAYMENTS
Have you been overpaid – (not your fault). RoMec are entitled to request that you repay. However there are rules
regarding overpayment recovery which mean that the level of recovery must be reasonable. In some circumstances
you may not need to make any repayment. Don’t try to deal with this alone involve a CWU Rep immediately.

MINIMUM REST BREAKS
Every worker is entitled to a minimum (11) hour uninterrupted break in each 24 hour period. An uninterrupted
break of (24) hours must be provided within each seven day period (this may be extended to 48 hours within
a 14 day period).

These breaks are a Legal Requirement and MUST be given by the employer. Any problems contact a CWU Rep.

PENSIONS – RMPP
RoMec has sent a letter to all members of the Royal Mail Pension Plan employed by the company following the
conclusion of the Pensions consultative exercise and the decision of the Trustees on the changes Royal Mail Group
proposed.

The letter confirms the Trustees agreement to the proposal, as amended following the negotiation with the CWU.
In essence this confirms the key change proposed by the company, to link basic pensionable pay to RPI (up to 5%)
with effect from 31st March 2014, with the caveat that scheme members will still receive the final salary benefit of a
promotional pay increase within their particular pay grouping. For CWU members this means that scheme members
would continue to receive the full pension benefit of promotion within CWU represented grades.

However, whilst the RoMec letter confirms that the company is simply applying the changes agreed between RMG
and the Trustees it also clearly implies that RoMec has the ability to withdraw from the Royal Mail Pension Plan and
indicates that “RoMec will review its ongoing membership” in March 2018, but may do so before that in certain
circumstances.

The union has written to RoMec pointing out that the ability to remain contributing members of the Royal Mail
Pension Plan for those employees who were scheme members at the time that RoMec was set up as a separate
business in October 2002 was guaranteed in the collective agreement made between Royal Mail Group and CWU
at that time. Under the terms of this agreement RoMec has no ability to cease its participation in the scheme as
an associated employer. We have written to RoMec asking the company to confirm its intention to comply with the
terms of the collective agreement. If it becomes necessary, the union will also raise the matter directly with Royal
Mail Group which is the signatory to the joint agreement as well as the majority share holder in RoMec.

Yours sincerely,

Bob Gibson