This £1000 lump sum???

[Andy08]

Firstly, I personally feel this "agreement" (I use the term loosely), is a crock of sh*t...if we accept this, its a massive step backwards for the posties. I cannot believe for the life of me, our Union has sat there, and after 4 months....deemed this, the best they could get!

Anyway, this "£1000" lump sum, what are the trigger points? amd how many trigger points are there? I cant find it in the 20,000,000 page document Ive been reading

Oh for the record, Im not interested in lump sums....basic pay for me is much more important, but just wondering if any one can break it down for me

[corgi1998]

page 72 lump sums (what a joke) :cfo

[memo232]

I cant find it in the 20,000,000 page document Ive been reading

Youve only got half of the document

[jaja]

Firstly, I personally feel this "agreement" (I use the term loosely), is a crock of sh*t...if we accept this, its a massive step backwards for the posties. I cannot believe for the life of me, our Union has sat there, and after 4 months....deemed this, the best they could get!

Anyway, this "£1000" lump sum, what are the trigger points? amd how many trigger points are there? I cant find it in the 20,000,000 page document Ive been reading

Oh for the record, Im not interested in lump sums....basic pay for me is much more important, but just wondering if any one can break it down for me

The payment of £1,000 (pro rata for part time employees) consisting of 3 lump sums will be paid as follows.

£200 will be paid to everyone in the delivery unit on deployment of their first non walk sequencing revision.

£600 will be paid to everyone in the delivery unit on deployment of the walk sequencing revision.

£200 will be paid to everyone in the delivery unit when the Walk Sequencing revision has been implemented, and objectives achieved in line with the local agreement and no later than the end of the 6 week bedding in period.


dribs and feckin drabs :mfo :cfo :lfo

[coxie]

out of our own collegue shares aswell, the fking cheek, that money is ours anyway whether we agree or not

[Stormproof]

out of our own collegue shares aswell, the fking cheek, that money is ours anyway whether we agree or not

Exactly

[stokes11eg]

Page 66 part two as downloaded details in full what the bonuses are, where the money is coming from (us)
subject to rattificationof the agreement. it does not say waht will happen if agreement is not ratified. Please read it carefully, as it is not what it seems.

[ripio]

If the "£1000 lump sum" is called a 'transformation' payment and seems to be some kind of compensation for putting up with all the upheaval and changes that will be implemented, then why is it pro-rata for part-time employees who will suffer just as much change and upheaval as full-time? Also, it is not a £1000 lump sum but a £200 followed by a £600 followed by a £200, if and when all the changes are implemented.

[Lounge Lizard]

If the "£1000 lump sum" is called a 'transformation' payment and seems to be some kind of compensation for putting up with all the upheaval and changes that will be implemented, then why is it pro-rata for part-time employees who will suffer just as much change and upheaval as full-time? Also, it is not a £1000 lump sum but a £200 followed by a £600 followed by a £200, if and when all the changes are implemented.

£1000 less 20% Income Tax = only £800
But part timers will be paying less Income Tax - pro rata again.

[ripio]

So a full timer will get £800 after tax and a part timer will get £500, for putting up with the same amount of change and upheaval, seems unjust to me.
No, as far as the other 'bonuses' are concerned, such as the share dividend and buy back lump sums, then I do agree that they should be pro-rata because they are 'directly' related to the amount of work, but something labelled as 'transformation lump sum' paid out on completion of various changes should be the same for everyone.

[Cybitech]

So a full timer will get £800 after tax and a part timer will get £500, for putting up with the same amount of change and upheaval, seems unjust to me.
No, as far as the other 'bonuses' are concerned, such as the share dividend and buy back lump sums, then I do agree that they should be pro-rata because they are 'directly' related to the amount of work, but something labelled as 'transformation lump sum' paid out on completion of various changes should be the same for everyone.

Your figures seem to be quite incorrect, considering in some offices in our sector, they are getting away with having a few part-timers on 1 hour contracts, therefore if my maths is correct, pro-rata for the £1000 lump sum, they'd get £25. Now how's that for a kick in the teeth, considering most of the poor sods work just as hard, if not harder than most full timers. I really do feel sorry for the part-timers, they do seem to get shafted on practically everything.

I remember a couple of years ago working christmas, where all the full timers got £100 bonus, and this poor part-timer who works all the overtime he can to make his wages up opened his payslip to find that he only got £2.50. it's not even enough for him to go out and buy a pint to comiserate.

[watdeadlyone]

Firstly, I personally feel this "agreement" (I use the term loosely), is a crock of sh*t...if we accept this, its a massive step backwards for the posties. I cannot believe for the life of me, our Union has sat there, and after 4 months....deemed this, the best they could get!

Anyway, this "£1000" lump sum, what are the trigger points? amd how many trigger points are there? I cant find it in the 20,000,000 page document Ive been reading

Oh for the record, Im not interested in lump sums....basic pay for me is much more important, but just wondering if any one can break it down for me

The payment of £1,000 (pro rata for part time employees) consisting of 3 lump sums will be paid as follows.

£200 will be paid to everyone in the delivery unit on deployment of their first non walk sequencing revision.

£600 will be paid to everyone in the delivery unit on deployment of the walk sequencing revision.

£200 will be paid to everyone in the delivery unit when the Walk Sequencing revision has been implemented, and objectives achieved in line with the local agreement and no later than the end of the 6 week bedding in period.


As I asked in an earlier post we are not getting walk sequenced in our office so would not get 2nd and 3rd payments.
Regardless its a NO from me

[ripio]

So a full timer will get £800 after tax and a part timer will get £500, for putting up with the same amount of change and upheaval, seems unjust to me.
No, as far as the other 'bonuses' are concerned, such as the share dividend and buy back lump sums, then I do agree that they should be pro-rata because they are 'directly' related to the amount of work, but something labelled as 'transformation lump sum' paid out on completion of various changes should be the same for everyone.

Your figures seem to be quite incorrect, considering in some offices in our sector, they are getting away with having a few part-timers on 1 hour contracts, therefore if my maths is correct, pro-rata for the £1000 lump sum, they'd get £25. Now how's that for a kick in the teeth, considering most of the poor sods work just as hard, if not harder than most full timers. I really do feel sorry for the part-timers, they do seem to get shafted on practically everything.

I remember a couple of years ago working christmas, where all the full timers got £100 bonus, and this poor part-timer who works all the overtime he can to make his wages up opened his payslip to find that he only got £2.50. it's not even enough for him to go out and buy a pint to comiserate.

Sorry, I should have stated that my calculation was based on my own part-time hours of 25 per week, of course there are several other part-time contracted hours that I should have referred to also.

[flaminmoses]

we would be absolutley nuts to agree to that just on the shares being taken away alone.

thats daylight robbery.

the shares are gonna be worth quite a bit after the cuts are made so why would anyone accept a pittance when we are more likely to get nearer the 5k they forecast....(i know they could of been b/shitting) but judging by valuation / profit etc they could actually have been right on that one.


theiving c***s and the cwu should f**k right off