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!!

[POSTMAN]

• 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

[Numberone63]

Wow. Well that’s a big fat ‘YES’ from me. Hahahahaha. Dark ages contracts. Bonkers.

[POSTMAN]

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…..

[Acca Dacca]

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…..

How can you trust someone who says he cant afford to offer more pay because we are losing £1M a day yet later says he is now offering more whilst claiming to be losing £1.2M a day

In fact, how can he even claim to offer more at all whilst the 10,000 job losses are still on the table - that needs pulled before any increased offer can be made, or the payrise is being paid for by those jobs going

[77SAMPOST77]

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…..

How can you trust someone who says he cant afford to offer more pay because we are losing £1M a day yet later says he is now offering more whilst claiming to be losing £1.2M a day

In fact, how can he even claim to offer more at all whilst the 10,000 job losses are still on the table - that needs pulled before any increased offer can be made, or the payrise is being paid for by those jobs going

All out strike required as soon as possible ,
Do or Die time .

[Skuse]

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

[Pidleypoo]

Never mind some of the other nonsense In there , do they really think people will look at those terms ( as a new starter ) and think it looks good ? I’d be absolutely amazed if we get anyone applying and if they do , they’ll soon leave.

It’s almost like those at the top haven’t got a clue what we do.

[Chitchat]

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!

[Deadly]

No mention of the MTSF which they claim to not be able to afford.

[77SAMPOST77]

I notice Parcelforce are not included in the latest pay offer and the reason is they are going to make them all owner drivers ,
Drivers at Parcelforce are already being sacked for the slightest mistake so they can be replaced with owner drivers and all new recruits will be owner drivers .
Going forward they will do the same to royal mail using part time couriers who use there own cars to deliver parcels like Hermes and Yodel .
Massive job losses await if we lose this fight , an all out strike is a must .

[Judgee]

Wow now it's £1.2 million a day that's inflation for you!

How comes he understands inflation when making up loss figures, but doesn't recognise it when he should be considering wage increases?

[derekm]

Modern union relationship from someone who wants to take us back to Victorian times. You should be grateful you have a job will be his next post.

[timbo1234]

RM have one agenda item and one only. Divide the work force with threats and intimidation and once achieved conquer what remains of the CWU. That leaves them free to introduce whatever they want.

We must stand up for what is fair and just. The dictators and bullies of this world may think they are winning for a while then suddenly the tiger they have by the tail wakes up.

[Duesouth]

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!

He thinks were stupid and that's what I was saying to people at my work. Why get rid of people only to start hiring other people. Only reason as you said with lower contracts lower pay & lower t&c's.

Simon is trying to pull the wool over people's eyes. You can not trust this guy. Sorry Simon but i can't agree to what you've mentioned. Let the strikes continue.

[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.