LTB 553/18 : CWU/RMG Joint Statement : Shorter Working Week

[POSTMAN]

https://www.cwu.org/ltb/ltb-553-18-cwu- ... king-week/" onclick="window.open(this.href);return false;

LTB 553/18 – CWU/RMG Joint Statement – Shorter Working Week
No. 553/18

28th September 2018

Dear Colleagues,

CWU/RMG Joint Statement – Shorter Working Week

Please find attached a Joint Statement between the CWU and RMG which sets out how the shorter working week is being implemented and how the revised pay arrangements (i.e. increased hourly rate and subsequent flow through to other pay elements) will take effect.

The Four Pillars Agreement is a progressive response to the challenges of our time in regard to the Fourth Industrial Revolution, the Gig economy, unfair competition and unprecedented insecurity for working people. Yes it is about protecting our members’ employment, standard of living and retirement security, but it is also about protecting this great public service and it is essential that we keep our eye on the prize and keep moving forward as we modernise and adapt our working time, benefits, product offerings and operations with mutual interest.

The Agreement made clear that we were targeting October 2018 for the first one hour reduction (or equivalent benefit) and CWU Representatives at all levels have been working hard to achieve this. It was a monumental aspiration to get every unit, function and grade in position to deploy the hour reduction given the sheer scale of our operations and taking account of the many differing relationships, unique functional and local problems and start points.

However, you will see from the Joint Statement that there has been an excellent response and a massive effort by all involved and we thank everyone for their hard work. Unfortunately, not everyone has got over the line yet but we are offering as much support as possible to ensure our Agreement is deployed in those units at the earliest opportunity.

Whilst it was anticipated that some units would deploy sooner than others, we did not know how the PSP system would respond. The Statement therefore confirms that:

The vast majority of units, functions and grade Agreements are now in place to deploy the first hour (or equivalent benefit) from 1st October 2018. This will benefit 119,500 employees.


Those sites that completed all the necessary paperwork by 12th September will ‘go live’ with the first hour reduction on 1st October, with all pay rate changes reflected in PSP immediately.


Those units and functions that were able to complete their Agreements by 21st September will also ‘go live’ on 1st October 2018 but payroll changes via PSP will not catch up until 29th October and will therefore be backdated to the implementation date.


We have also secured protections for those who reach Agreement but cannot deploy for operational reasons.
Although implementation of the first hour reduction is clearly a positive message, we also recognise that there are still many reported problems out in the field around resourcing and culture and we are determined to work just as hard to resolve these issues and fully deploy the spirit and intent of our Agreements.

Any further enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely,

Terry Pullinger
Deputy General Secretary (Postal)

LTB 553.18 Attachment 1 CWU RMG SWW Joint Statement

[JKSmudge]

The formula for the next hour in October 2019 will be detailed in the 2019 pay review based on a joint evaluation of
inflation as of the 1st April 2019, any implementation of agreed changes from our joint trials, on-going efficiency and
any other operational and technological agreed changes.

I thought 2% Pay rise in April 2019 had been agreed, with another 2.6% hourly increase ( or thereabouts ) for the further 1 hour reduction in October 2019.

Are the details in the agreement, not actually agreed/open to interpretation/not worth the paper they are written on ?

[hans solo]

joint statement f**k all this is a dictact from employer

[rogersh]

From pay section of the Four Pillars Agreement;

With effect from the 1st April 2019 for weekly paid employees (1 April 2019 for monthly paid) an increase of 2% on basic pay rates or salary, basic pay supplements, skills and unsocial hours allowances, London weighting and Scottish Distant Islands allowance, overtime and scheduled attendance rates.
• A further reduction of 1 hour in the working week to be introduced from the 1st October 2019, the funding formula for the hour will include a joint evaluation of inflation as of the 1st April 2019, any implementation of changes from the trials, in sections 14 and 15 of this agreement, on-going efficiency, and other operational and technological changes). The shorter working week forum will review progress for plans to achieve the above objectives, ensuring they are on track and put corrective actions in place where not.
• The next pay review date will be 1st April 2020

LTB 553/18 JOINT statement;
Although implementation of the first hour reduction is clearly a positive message, we also recognise that there are still many reported problems out in the field around resourcing and culture and we are determined to work just as hard to resolve these issues and fully deploy the spirit and intent of our Agreements.

In June 2018 a joint statement was released regarding resourcing realignment signed by Simon Barker, UK process operations director & Davie Robertson. Any questions of interpretation, implementation or application of this Joint Statement shall be referred to the respective Headquarters for resolution.
I have contacted both offices to voice my concerns. "Many reported problems out in the field around resourcing ..." Why?