CWU:Rebuilding Royal Mail – A step towards a better future – The CWU Postal Executive has unanimously endorsed Rebuilding Royal Mail part two

[N|M]

This is actually a real terms pay cut. RPI is a significantly better measure of the living costs we face, and generally runs higher than CPI. RPI to April 2025 is 4.5%, so 4.2% is a real terms pay cut. In future years, since CPI is generally below RPI, so more real terms cuts.

Also, zero action on equalising pay for new entrants.

#VoteNoWay

Check point 6 for new entrants - first step to equalizing will be september - then something in December - so looks like new entrants will know more in the coming months.

[blacov]

This is actually a real terms pay cut. RPI is a significantly better measure of the living costs we face, and generally runs higher than CPI. RPI to April 2025 is 4.5%, so 4.2% is a real terms pay cut. In future years, since CPI is generally below RPI, so more real terms cuts.

Also, zero action on equalising pay for new entrants.

#VoteNoWay

I agree, CPI isnt the best measure. I wouldnt call it a pay cut though since RPI is gone down a notch to 4.27% in June. However I can predict we are still racing to the bottom and in a matter of few years (judging by recent NMW rises). It will be the government announcing our pay rise.

Going back to the deal, it looks like it is a no string attached pay rise slightly above CPI but if you look again, the uso reform and a complete overhaul of deliveries looming large. This deal is rubbish for any delivery guy especially a new entrant.

[Clappedoutpostie]

I’m happy with the deal. Let’s be honest we weren’t going to get any better.

[SMS1969]

It was never going to be a RPI inflation figure. The average CPI figure from Jan - March 2025, was 2.8%, they will be using this method for 2026 and 2027, subject to a yes vote of course. At least it’s no strings and VR and sick pay will eventually be improved, along with new contact pay. And not tied to the disgraceful USO reform.

[DeadElvis]

This is actually a real terms pay cut. RPI is a significantly better measure of the living costs we face, and generally runs higher than CPI. RPI to April 2025 is 4.5%, so 4.2% is a real terms pay cut. In future years, since CPI is generally below RPI, so more real terms cuts.

Also, zero action on equalising pay for new entrants.

#VoteNoWay

Check point 6 for new entrants - first step to equalizing will be september - then something in December - so looks like new entrants will know more in the coming months.

I did read point 6. It's strong words, and zero action. We have already been promised that the first step to equalisation would take place within three months of the transaction closing. So that's a broken promise. So why take more words seriously.

Let's face it equalising terms is a lot less complicated than USO reform. So why does that get agreed by July 18, and new entrants terms (pathway) by December. Obviously because the company wants exactly one of them to happen.

[Idk]

When do we get paid?

[Postie123469753]

It was never going to be a RPI inflation figure. The average CPI figure from Jan - March 2025, was 2.8%, they will be using this method for 2026 and 2027, subject to a yes vote of course. At least it’s no strings and VR and sick pay will eventually be improved, along with new contact pay. And not tied to the disgraceful USO reform.

Ward & Walsh really showed EP group, top negotiating, .2% on top of the 4% that they refused, months ago.Watch EP group refuse to pay anymore than 2%, if the CPI figure is over 3% in years 2 & 3

[fadetogrey63]

So what's this in hourly pay, currently on £12.54

£13.06 ?
£13.32 - yr2
£13.59 - yr3

So just over £3 a day extra then for me, glad all my hard work is appreciated!,

[Idk]

Guys, there ain't an endless pot of money at the company for all of us, they've offered a rise and it's much better than the last shower would have managed, you could have been looking at a much lower percentage that would ' have to pay for itself ' plus some loss of terms.

[BELIAL]

So a real terms pay cut on top of previous real terms pay cuts. Any fool who knows the power of compound interest can figure out that it works two ways. You will be getting poorer at a faster rate for doing more work.
More disturbing is that they are going to agree to all the changes DK wants and the union will not call a ballot , cos you did vote for the pay rise and endorsed their approach, sneaky bastards. Of course you may still have faith that the union executive will not let you down but unfortunately that has not been my experience for two decades.

[Northernstar67]

I could give a f@@k about new entrants!
They’re asking us to accept this amazing deal the usual union clowns out in force on Facebook
Do they have to deliver in 30° heat? Do they have managers putting them under pressure, this is an absolute shambles of a deal considering the minimum wage rises at 6’7%

[fadetogrey63]

Guys, there ain't an endless pot of money at the company for all of us, they've offered a rise and it's much better than the last shower would have managed, you could have been looking at a much lower percentage that would ' have to pay for itself ' plus some loss of terms.

Don't know about the old contracts, but I'm on a six hour new contract, which works out at £3.10 a day 'better' off, and we really cant have any worse loss of terms than we already have.. the jobs getting harder with the new changes and the pay just don't cut it.. My age is against me finding new employment, but I'm sure as hell will keep trying..

[postslippete]

Firstly, its a big win decoupling pay from USO reform as it avoids the company holding any pay rises hostage to wider structural changes, which let's face it, are going to be forced in whether we like them or not. But let's not pretend reform isn't still aimed at cutting costs, reshaping the duties and reducing letter deliveries. The 3 year "inflation-proof" pay deal offers a bit of stability and improved VR terms are a positive for those who have had enough of the sh*show, if they are lucky enough to get it. However, any reduction in headcount will, imho, land squarely back on those who stay with increased workloads as this is where any future pay rises are going to come from.

Maybe I'm cynical, but rebuilding trust isn't about agreements on paper but how managers behave locally. And let's be honest, many managers will still bully, intimidate and use creative means to try and squeeze every last drop out of staff to get the job done as cheaply as possible and that doesn't help morale or drive performance in the right way. Only the other day our manager was on people's backs, pushing them to check myperformance like it was going out of fashion.

There are deadlines for equalisation, sick pay and other improvements and while they sound good, they have been upcoming for years now - so for me, it's still just talk until we see action.

[fitz15]

EVR terms improved but that means nothing if it’s not offered

[lostinspace]

i love it