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

[stevejm]

Can someone please post Annex/Addendum 1 so we can see the new ready reckoner for VR

[Chelseablue]

Wheres this uso savings ( the reason its comng in) ? Dutys put back in, nightshifts put in and 100s of new recruits to deal withe uso ? Wont be hardly any vrs prob either

[funkflex55]

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.

Exactly this. The percentage pay increase and other talk mean nothing until the management in offices are behaving like they are dealing with people not machines. There's a real problem that needs addressing as like you say, the want for more and more and more to be done is demoralising and unrealistic.

As for the point on VR, the company will have calculated exactly how many would be required and even at 12 months there's probably not many that will be getting it. The work to piss the staff off as above is getting rid of people anyway.

[postmanpatscat2]

At first glance I thought it looked decent, not bad but after reading comments and further inspection Walsh and Ward have simply tarted up a pig and tried to pull the wool over our eyes.

1. As on the old contract 4.2% this year isn't bad for me as it's a bit more money this year whilst Im considering a career change. For new starters, 8-10% over 3 years is s**t as it probably only just stays with inflation.

2.The opportunity to earn more has no guarantees, I don't trust them.

3.VR better but will they be offered?

4. The poultry increases in wage, improved terms they are offering is not going to be enough for what is around the corner. Believe you me in exchange for this they are wanting robots who do the job perfectly and severely punished for any mistakes/performance issues we are now heavily monitored with.

[postmanpatscat2]

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.

Exactly this. The percentage pay increase and other talk mean nothing until the management in offices are behaving like they are dealing with people not machines. There's a real problem that needs addressing as like you say, the want for more and more and more to be done is demoralising and unrealistic.

As for the point on VR, the company will have calculated exactly how many would be required and even at 12 months there's probably not many that will be getting it. The work to piss the staff off as above is getting rid of people anyway.

Hopefully this VR will be offered to us on old contracts, after all they want everyone on those shitty new contracts.

[Ren Hoëk]

1. When the biggest driver of household costs has come in the form of rising bills (mortgage, council tax, water and energy and other services) any pay increase needs to be linked to RPI and not CPI.

2. A minimum of 2% but anything over 3% triggers a negotiation. I actually think this favours the employer more than us. We are essentially signing up to pay rise of 8.2% -10.2% over 3 years. As much as they say this is no strings attached. It is in all but name because you know for a fact that promises and assurances have been made connected to this for the changes RM want.

3. This pay rise does nothing to correct the losses that we suffered due to the last multi year payrise followed my rampant inflation. We essentially must accept we are poorer.

4. I have no faith is RM dealing with the B&H culture that persists in DO's. Iv heard it all before with no change. We are being flogged to death and having our integrity questioned on a daily basis. One of these days il be on an assault charge that no union could protect me from.

5. What are we voting on? This payrise only or this payrise and god knows what gets agreed in the future?

6. If there are to be future ballots what incentive is there for us to agree to it? Will there be financial reward?

Maybe id have more faith if we had new leadership but we don't and I don't trust any of them anymore. We should be on 35 hour contracts by now...

[CornishCracker]

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.

Exactly this. The percentage pay increase and other talk mean nothing until the management in offices are behaving like they are dealing with people not machines. There's a real problem that needs addressing as like you say, the want for more and more and more to be done is demoralising and unrealistic.

As for the point on VR, the company will have calculated exactly how many would be required and even at 12 months there's probably not many that will be getting it. The work to piss the staff off as above is getting rid of people anyway.

Hopefully this VR will be offered to us on old contracts, after all they want everyone on those shitty new contracts.

The retention rate on those new contracts isn't great, the business has no choice but to equalise the terms. If the old timers leave, you need a steady stream of new recruits to pick up the pace, if the terms are s**t then they won't stay.

[JKSmudge]

4. The poultry increases in wage

We going to be paid in chickens now ?

[Idk]

4. The poultry increases in wage

We going to be paid in chickens now ?

Free KFC at break time.

[Ren Hoëk]

4. The poultry increases in wage

We going to be paid in chickens now ?

Free KFC at break time.

Please no. Im fat enough!

[Smoothbackground]

I’m happy enough with the payrise as a standalone piece. It’s nothing spectacular in terms of an increase but it’s still better than nothing.

[Perseus]

.

[qwerty2]

I’m happy enough with the payrise as a standalone piece. It’s nothing spectacular in terms of an increase but it’s still better than nothing.

You can double it if you stop your subs

[Thommo44]

So years 2 and 3 related to inflation, what happens in the unlikely event that the ODM is successful?

[Smoothbackground]

I’m happy enough with the payrise as a standalone piece. It’s nothing spectacular in terms of an increase but it’s still better than nothing.

You can double it if you stop your subs

I’m not a member of the CWU, and nor have I ever been