CWU UNIT REP PAYMENT

[gaza1968]

What must ALL remember who the real enemy is not fellow workers but the senior managment who are there to represent the intrests of crozier and leighton and the goverment support all good hard working reps in difficult times and fight against and replace poor lazy reps (which are few in my opion)

[Big Daz]

And remember if a rep is doing his or her best but your not happy with the standard then thank them for their efforts and put in for the job yourself. Dont whinge and snipe from the sidelines.

If mbrs dont put in for reps jobs then we may as well not bother having a union. A union can only function if its mbrs are willing to get stuck in and be a officer or a rep.

[shelanda]

And remember if a rep is doing his or her best but your not happy with the standard then thank them for their efforts and put in for the job yourself. Dont whinge and snipe from the sidelines.

If mbrs dont put in for reps jobs then we may as well not bother having a union. A union can only function if its mbrs are willing to get stuck in and be a officer or a rep.

[Big Daz]

But how do we get mbrs to step up?

Do they put themselves off the job by the way they have a pop at local union reps for things beyond the control of the local rep?

I think we need a course thats sets the scene for potential reps, a little taster if you like that might then lead to them getting active.

[dvbuk55]

But how do we get mbrs to step up?

Do they put themselves off the job by the way they have a pop at local union reps for things beyond the control of the local rep?

I think we need a course thats sets the scene for potential reps, a little taster if you like that might then lead to them getting active.

It isn't all about representation - it's about being able to carry the membership through disagreement procedures, there's little point in a Rep going into disagreement if the very next day some Muppet has been approached by a manager to carry out the tasks in disagreement and he does. The old adage of "status quo" doesn't hold true today. However much of the problem lies with communicating with the membership and for that you need a set procedure and interpersonal skills so that the membership are ALWAYS aware of the "state of the nation". There is no point in having a meeting between the Rep and the Manager if the consequences of that meeting are not addressed to the members of the office and the best way to do that is in writing on a notice board.
I can't tell you the number of times I have approached a Manager, and not just one, we've had quite a few, and asked about the "new" procedure that has suddenly appeared - the Manager says "I've discussed it with the Rep", the Rep says "he mentioned it but I didn't agree to anything" but NOT AGREEING and DISAGREEING is not the same thing and the membership need to be aware of whatever is discussed. I have said many times a Rep is just that, a representative of the membership and the views of the membership should always be the overriding factor in any agreement.

[Big Daz]

Thats how DOMS work try and sneek things in by the back door, if the rep hasnt had firm/written formal proposals and hasnt given a clear yes to those changes etc then the DOM is acting outside of the IR framework.

Its also making the job more difficult which is where CWU HQ need to step in and make it clear to RML that formal proposals are essential and conversations do not count as aggrement to do anything.

[dvbuk55]

Thats how DOMS work try and sneek things in by the back door, if the rep hasnt had firm/written formal proposals and hasnt given a clear yes to those changes etc then the DOM is acting outside of the IR framework.

Its also making the job more difficult which is where CWU HQ need to step in and make it clear to RML that formal proposals are essential and conversations do not count as aggrement to do anything.

The management are of the opinion that the Pay and Modernisation agreement is tantamount to all and any changes as and when they see fit and it is pretty difficult to argue against really, considering the Phase 3 Agreement for the additional 1.5% was supposed to be by local agreement BUT was then agreed on a National basis and which having done that committed us to change. So having said that, do you really think HQ is going to engage in meaningful discussion on a local issue when they have been unable to curtail massive changes on a National level? Me neither.

[marky]

Reps only get a Honorarium payment in my area from the branch, nothing from RML were the same as Johnny P says for doing union work.

What's a honorarium payment and how much is it? And the money the branch gets is from HQ and the money HQ gets is from us.

Its basically a thank you payment for all the hard work a rep has put in during the preceeding 12 months, the amount varies as well some union rep jobs get a bigger payment than others rather than a equal amount for union rep jobs. Also I belive if somebody holds two or more union rep jobs they only get payment for one rather than 2 or 3 or whatever amount of union rep jobs they may hold. So as I local rep and a political officer I only get the political officer payment and nothing for local rep.

As to whether or not all branches do a honorarium payment, I havent got a clue.

how much big daz how much

[Big Daz]

How much?

Dont know and not fussed all the reps and officers of my branch work incedibily hard and represent extremley good value for money. As a member I have no problems with a payment going out to all the reps and officers. They deserve it!

What you should be concerning yourself with is the expenditure of your branch and not mine.

[TrueBlueTerrier]

But how do we get mbrs to step up?

Do they put themselves off the job by the way they have a pop at local union reps for things beyond the control of the local rep?

I think we need a course thats sets the scene for potential reps, a little taster if you like that might then lead to them getting active.

I think they should start an education process to show how valuable a decent rep is, and how they could be and should be supported.

It could be done in a variety of ways and combinations:

1. Articles in the Voice.
2. Joining packs for new Union members.
3. Presentation at induction of new employees - a National Agreement that part of the induction must include brief by rep and they must be released for it.
4. Part of the training package for new employees.
5. Mailing to members homes.
6. Perhaps an article in the courier (can't see that happening though).

[rockytony67]

Reps only get a Honorarium payment in my area from the branch, nothing from RML were the same as Johnny P says for doing union work.

What's a honorarium payment and how much is it? And the money the branch gets is from HQ and the money HQ gets is from us.

Its basically a thank you payment for all the hard work a rep has put in during the preceeding 12 months, the amount varies as well some union rep jobs get a bigger payment than others rather than a equal amount for union rep jobs. Also I belive if somebody holds two or more union rep jobs they only get payment for one rather than 2 or 3 or whatever amount of union rep jobs they may hold. So as I local rep and a political officer I only get the political officer payment and nothing for local rep.

As to whether or not all branches do a honorarium payment, I havent got a clue.

how much big daz how much

I was a rep for ten years, at the start we got £20 a year from the branch, by the time I had resigned it was £25.

[marky]

How much?

Dont know and not fussed all the reps and officers of my branch work incedibily hard and represent extremley good value for money. As a member I have no problems with a payment going out to all the reps and officers. They deserve it!

What you should be concerning yourself with is the expenditure of your branch and not mine.

ohh big daz you seem to be going all defensive whats wrong ...
i know my branch have spent money on junkets