RMCtv : Tony Bouch : So just to be absolutely crystal clear that everyone also knows contained with the offer is that it is subject to agreeing all the below and the programme of work!!

[CRIBMAD]

who's this TEAM he keeps bleating on about - i for one am not part of his fooking team !!

[heraldmoth]

who's this TEAM he keeps bleating on about - i for one am not part of his fooking team !!

There’s no Si in team

[antthepost]

1970s union ideas, DO ME A FAVOUR. While RM are trying to run the company on VICTORIAN T&Cs, Where did they find this muppet

[denhamhoop]

• Implement all PFW new entrants joining as Owner Drivers
• Implement RM new entrants recruited on less pay, terms and conditions and increased FT hrs (previously stated as processing and deliveries)
• Sunday working at normal pay rates (removal of Sunday premium) and threat of an alternative employment model
• Implementation of flexible hours including seasonal hours, trail on fully annualized/daily flex hours model, 30 minutes more per day in winter and 30 minutes per day less in summer, base pay same for 52 weeks, flexitime bank system for A/L, individuals get between 4-10 weeks notice of shifts to allow planning.
• Revised last letter delivery time of 1700 will be implemented by Autumn 2023
• Removal of the first 3 days full sick pay for all absence for second and subsequent absences in 12 month period and introduce Statutory Sick Pay (SSP).
• Ill Health Retirement package taper down from 34 weeks payment by one week for every week of contractual pay received.
• Seeking to 12 legacy allowances via compensation arrangement
Consultation of Programme of Works including the following:
• 346 Dedicated Parcel Hubs delivering all large parcels bypassed upstream. Where lack of volunteers transfer to those roles, RM will seek an alternative resourcing arrangement.
• Implementing a single large parcel network across all collections and delivery operations
• Urgent review of Mail Centre/Plant footprint accepting Mail Centre footprint needs to reduce
• Delivery Operations (indoor prep and duty review) trials in November 2022 at pace regarding a method change to be implemented, including reviewing duty options / attendance patterns
• Urgent review of Customer service point estate and rationalisation
• Fleet outsourcing options explored and implemented with alternative financing options and lease/maintenance contracts for electric fleet.
• Date use and performance management, RM will consult and implement revised approaches to both on how the use of data within the operation and a new performance management procedure will replace NCI policy.
• Attendance Reviews all moved to 3 absences or 12 days in 12 month period will be automatically issued and the key intervention will be at welcome back meetings.
Be on the CWU FB live at 7pm tonight

.Urgent review of Mail Centre/Plant footprint accepting Mail Centre footprint needs to reduce.
^
Interesting, not heard that one up until now.
It is probably true given the gross overstaffing i see in processing, and then the dogged determination to bring in a load of agency on top of that.
Yeah shut a few down and amalgamate.

Cheers for that f*** Processing nice to see as always there are those willing to side with management especially if it doesn't directly affect them. Why not just have 3 Super Duper Processing Hubs of course that might slightly delay the mail getting to Delivery Offices where instead of a 10 to 20 mile journey for the work a nice 100 to 150 miles trip. Not quite sure what the hell a Mail Centre footprint is luckily the Local Hubs will be able to pick up the slack the only problem is when there is no Mail Centres to take the work back to when non delivery on Sundays might show how little actually gets delivered on a Sunday

[mjd24]

When Simon pays himself £18,000 a year I will listen

Thats what he spends on spot cream.

[CRIBMAD]

When Simon pays himself £18,000 a year I will listen

Thats what he spends on spot cream.

and hemorrhoid cream !

[goneaway]

Simon Says

Team - we are losing £1.2m a day - and yet we have offered 9% over two years - we have adjusted a number of our working practice asks based on your feedback - and a “the change we need” individual statement will be with you later in the week - followed up with a manager 121 session.
We have already announced 10,000 FTE will leave the business by August next year - strike action is making the situation worse.
CWU claim - they have always been up for change - there is now an opportunity to demonstrate this - in a meaningful way - ACAS talks have indicated this might be true.
We remain available for talks with ACAS - they continued for most of the day yesterday - which is a good thing.
Please make sure you dial in tonight at 7pm - perhaps today CWU will pause for thought - before they pull the same lever that they have used since the 1970s - could this be a time to show what a modern union relationship can look like - with some new behaviours..?
We hope so, as do many others - let’s see…..

Simon Thompson's claim that the offer is worth "9% over two years" is a complete fabrication and distortion of the truth. You only have to do some simple maths.

For this year, he has offered the 2% imposed on us already, plus 3.5%, but this is not backdated to April. Even if this was accepted this moment, the maximum this would be worth is under 1.5% (as only five twelfths of the financial year remains), but in practice it would be even less, as it would take time for it to be implemented. For 2023/4, he has only offered a further and measley 1.5%. So, for this year, the increase would in fact be under 5%. With all the strings attached too. For 2023/24, this would slightly improve to 7% (over the two years), as the 3.5% would at least apply to the full year of earnings.

The additional 2% offered as a one-off lump sum cannot be classed as a pay increase at all. At best, it can only be regarded as a one-off bonus of about £400 before tax and NI, for a full timer. It won't count as a pay increase in future years, and it is also non-pensionable. Also, this element wouldn't be included in any overtime worked.Also, it is conditional on a "successful revision", whatever that means, so not even guaranteed. We all know that Royal Mail management couldn't even organise a successful revision programme in the top peforming class at Eton College for their end of year exams, even if they gave the students all the answers to the questions!

It's a complete con job and a misrepresentation of the actual offer.

[1560loopsayear]

Have all the offices had their revisions now? Is that what he means by 'successful revision' - I'd like to know a walk/duty that hasn't been made a complete mess by a screwed up revision.

The current offer is an insult and I'm not sure there could be any amount of money that could justify the attack on our T&C's that he wants to force through. Modernisation is not reducing your staff to a demoralised workforce being pitted against each other...i.e. existing v's new starters.

[Marshamp11]

Simon, if we need to lose 10,000 staff. Why are you going to start hiring new staff and on less pay? I'm sorry everyone needs to be on the same pay, terms and conditions!

By hiring people on less pay is like Thompson saying that these new people are lesser a human being than the ones currently employed.

[Marshamp11]

When Simon pays himself £18,000 a year I will listen

Thats what he spends on spot cream.

and hemorrhoid cream !

Maybe he should use Canesten.

[Minischoles]

• Implement all PFW new entrants joining as Owner Drivers
• Implement RM new entrants recruited on less pay, terms and conditions and increased FT hrs (previously stated as processing and deliveries)
• Sunday working at normal pay rates (removal of Sunday premium) and threat of an alternative employment model
• Implementation of flexible hours including seasonal hours, trail on fully annualized/daily flex hours model, 30 minutes more per day in winter and 30 minutes per day less in summer, base pay same for 52 weeks, flexitime bank system for A/L, individuals get between 4-10 weeks notice of shifts to allow planning.
• Revised last letter delivery time of 1700 will be implemented by Autumn 2023
• Removal of the first 3 days full sick pay for all absence for second and subsequent absences in 12 month period and introduce Statutory Sick Pay (SSP).
• Ill Health Retirement package taper down from 34 weeks payment by one week for every week of contractual pay received.
• Seeking to 12 legacy allowances via compensation arrangement
Consultation of Programme of Works including the following:
• 346 Dedicated Parcel Hubs delivering all large parcels bypassed upstream. Where lack of volunteers transfer to those roles, RM will seek an alternative resourcing arrangement.
• Implementing a single large parcel network across all collections and delivery operations
• Urgent review of Mail Centre/Plant footprint accepting Mail Centre footprint needs to reduce
• Delivery Operations (indoor prep and duty review) trials in November 2022 at pace regarding a method change to be implemented, including reviewing duty options / attendance patterns
• Urgent review of Customer service point estate and rationalisation
• Fleet outsourcing options explored and implemented with alternative financing options and lease/maintenance contracts for electric fleet.
• Date use and performance management, RM will consult and implement revised approaches to both on how the use of data within the operation and a new performance management procedure will replace NCI policy.
• Attendance Reviews all moved to 3 absences or 12 days in 12 month period will be automatically issued and the key intervention will be at welcome back meetings.
Be on the CWU FB live at 7pm tonight

.Urgent review of Mail Centre/Plant footprint accepting Mail Centre footprint needs to reduce.
^
Interesting, not heard that one up until now.
It is probably true given the gross overstaffing i see in processing, and then the dogged determination to bring in a load of agency on top of that.
Yeah shut a few down and amalgamate.

Cheers for that f*** Processing nice to see as always there are those willing to side with management especially if it doesn't directly affect them. Why not just have 3 Super Duper Processing Hubs of course that might slightly delay the mail getting to Delivery Offices where instead of a 10 to 20 mile journey for the work a nice 100 to 150 miles trip. Not quite sure what the hell a Mail Centre footprint is luckily the Local Hubs will be able to pick up the slack the only problem is when there is no Mail Centres to take the work back to when non delivery on Sundays might show how little actually gets delivered on a Sunday

'Footprint' is code for 'the current Mail Centres sit on some nice expensive land we want to sell, so we're going to amalgamate them onto cheaper ground on an industrial estate in the middle of nowhere....what are road and rail links? sounds made up'

[Clappedoutpostie]

Have all the offices had their revisions now? Is that what he means by 'successful revision' - I'd like to know a walk/duty that hasn't been made a complete mess by a screwed up revision.

They are just about to launch a nationwide program of unagreed revisions, they wanted them in by now but realised Xmas was creeping up on them again.

[dtyssmshdchrb]

• Ill Health Retirement package taper down from 34 weeks payment by one week for every week of contractual pay received.

Can anyone shed some light on what this actually means?

[2chorizon]

• Implement all PFW new entrants joining as Owner Drivers
• Implement RM new entrants recruited on less pay, terms and conditions and increased FT hrs (previously stated as processing and deliveries)
• Sunday working at normal pay rates (removal of Sunday premium) and threat of an alternative employment model
• Implementation of flexible hours including seasonal hours, trail on fully annualized/daily flex hours model, 30 minutes more per day in winter and 30 minutes per day less in summer, base pay same for 52 weeks, flexitime bank system for A/L, individuals get between 4-10 weeks notice of shifts to allow planning.
• Revised last letter delivery time of 1700 will be implemented by Autumn 2023
• Removal of the first 3 days full sick pay for all absence for second and subsequent absences in 12 month period and introduce Statutory Sick Pay (SSP).
• Ill Health Retirement package taper down from 34 weeks payment by one week for every week of contractual pay received.
• Seeking to 12 legacy allowances via compensation arrangement
Consultation of Programme of Works including the following:
• 346 Dedicated Parcel Hubs delivering all large parcels bypassed upstream. Where lack of volunteers transfer to those roles, RM will seek an alternative resourcing arrangement.
• Implementing a single large parcel network across all collections and delivery operations
• Urgent review of Mail Centre/Plant footprint accepting Mail Centre footprint needs to reduce
• Delivery Operations (indoor prep and duty review) trials in November 2022 at pace regarding a method change to be implemented, including reviewing duty options / attendance patterns
• Urgent review of Customer service point estate and rationalisation
• Fleet outsourcing options explored and implemented with alternative financing options and lease/maintenance contracts for electric fleet.
• Date use and performance management, RM will consult and implement revised approaches to both on how the use of data within the operation and a new performance management procedure will replace NCI policy.
• Attendance Reviews all moved to 3 absences or 12 days in 12 month period will be automatically issued and the key intervention will be at welcome back meetings.
Be on the CWU FB live at 7pm tonight

.Urgent review of Mail Centre/Plant footprint accepting Mail Centre footprint needs to reduce.
^
Interesting, not heard that one up until now.
It is probably true given the gross overstaffing i see in processing, and then the dogged determination to bring in a load of agency on top of that.
Yeah shut a few down and amalgamate.

Cheers for that f*** Processing nice to see as always there are those willing to side with management especially if it doesn't directly affect them. Why not just have 3 Super Duper Processing Hubs of course that might slightly delay the mail getting to Delivery Offices where instead of a 10 to 20 mile journey for the work a nice 100 to 150 miles trip. Not quite sure what the hell a Mail Centre footprint is luckily the Local Hubs will be able to pick up the slack the only problem is when there is no Mail Centres to take the work back to when non delivery on Sundays might show how little actually gets delivered on a Sunday

I'am processing! Its what see on a daily basis at my MC, absolutley no need for agency whatsoever and could do with trimming about 20% staff.
The PSM eats all the work these days.

[norris9]

Simon Thompson - 'We need to modernise. We are reducing our staff by 10,000 to cut costs and replacing them with....

people on low wages because they are the dirt on the bottom of my shoes and I will give them terms and conditions that only an idiot would sign up to'.

Welcome to Thompson's Modernisation Plans.