LTB / COMMS UPDATE

[lovejoy]

Dear Colleague

BUSINESS TRANSFORMATION 2010 AND BEYOND – IMPORTANT INFORMATION

The purpose of this LTB is to advise Branches of pending CWU communications and an explanation of the ballot arrangements.

CWU Communications

 Attached to this LTB is a letter that we want you to forward to all local CWU Representatives.

 A letter to members’ home addresses along with a pamphlet summarising the agreement was posted yesterday. A copy of this letter and the pamphlet is attached.

 Further information on the agreement, including interviews with National Officers and the Door to Door presentation can be viewed at http://www.cwu.org" onclick="window.open(this.href);return false;

 A DVD and final leaflet will also be included with the ballot paper.

Please ensure CWU members are aware of these communications and encouraged to watch the DVD and view the web-cast. Branches should also ensure that some copies of the whole agreement are available in the workplace.

Explanation of the Ballot Arrangements

We can advise that the ballot on the Business Transformation 2010 and Beyond Agreement is taking place in conjunction with a group wide ballot on the revised EVR terms. This is because the revised EVR terms affect members throughout the Royal Mail Group, not just the letters business.

This means for members working in Royal Mail Letters there will be two questions on the ballot paper.

The first question relates to the Business Transformation 2010 and Beyond Agreement.

The second question relates to changes to the existing Managing the Surplus Framework Agreement, which are now incorporated into the new National Agreement.








It is important to note that the MTSF improvements and revised EVR terms are not available separately – they are an integral part of the Transformation Agreement.

The Postal Executive Committee is recommending CWU members vote yes to both questions on the ballot paper.

An explanation of these ballot arrangements is included as an insert with the ballot paper.

We are asking Branches to ensure that all the information contained in the LTB is passed onto all CWU reps as soon as possible.

Any enquiries on communications should be addressed to the DGS (P) Department and any enquiries on the ballot should be addressed to the Senior DGS‘s Department.

Yours sincerely



Dave Ward
Deputy General Secretary (P)

Dear Colleague,
Let’s all be honest about the challenges we have faced up to.

A year ago there was no agreement – no negotiations – no job security. Royal Mail was imposing modernisation
on its terms. New machinery was being introduced in a way that meant there was a real prospect of creating a
part time industry and the company were determined to reduce your pay and reward package to the level of our
competitors.

Now we have an agreement.

It’s not just an agreement about the here and now. It’s about your future – preserving jobs and securing the
future of the company – in what we all know is a much harsher and increasingly competitive environment.
Before you cast your vote we have stressed the need for an informed debate. To support this we have been out
holding face to face meetings with all our local representatives.

These meetings have been very helpful in explaining the detail and rationale behind the agreement and we
have asked your local reps to give you direct feedback. Having listened to the debate the vast majority of local
representatives recognised the strengths of the agreement and the need for all of us to confront change that was
never going away. However, those meetings have highlighted legitimate concerns over door to door, Saturday’s
and Mail Centres and it is crucial you know all the reasons behind these elements of the agreement.

• Door to Door - The case for change is undeniable. Put simply if we want to preserve full time jobs then we
must accept that the current delivery and payment arrangements are unsustainable.

The new agreement makes door to door part of your normal duty and workload. This means you will get
time for prep and delivery of these items in all future revision activity.

The current variable door to door payments are insecure and would be lost in the future if we don’t act now.
Some people will lose money in the short term – but the truth is Royal Mail are set to introduce further
technology to reduce the number and payments for door to door items by packaging them together.

Whilst most benefit from this agreement now – everybody will benefit in the future. A similar logic applies
to the early shift allowance which is an ever decreasing pot of money.

The new agreement captures these monies forever and turns them into a delivery basic pay supplement
of £20.60 per week – paid 52 weeks per year – which will increase in future pay rises (separate monies have
been used to support new basic pay supplements for other grades).

In tackling door to door the overriding principle is that we cannot pretend to be interested in securing the
future of the company and your jobs whilst we continue to turn work away.

business transformation 2010 and beyond
letter to members in royal mail 06.04.10

• Saturdays – The introduction of the new machinery means we cannot avoid a standarised 6 day service.
Neither can we ignore our obligations to deliver on Saturdays – but the agreement guarantees more
Saturdays off for those who want them. This is a real opportunity to develop new work patterns that suit
your circumstances. A menu of options will be provided to ensure more Saturdays off are delivered in
practice.

• Mail Centres – With or without an agreement there will be a rationalisation of existing mail centres. This has
happened in postal services worldwide. However, the agreement means we can influence the future shape
of the Network and we have secured improved terms for members who are affected by mail centre closures.
Enclosed is a summary of the agreement.
The new job security arrangements, alongside the stability of a 3 year improved reward package compare
favourably with anything in British industry. This has been achieved during a period of business decline, recession
and at time of uncertainty for the postal industry. Rather than being dragged down by the competitors - this
agreement sets a new benchmark for them to follow.

To explain the agreement in more detail we have filmed a web-cast and a DVD is being prepared. You can view
the web-cast in full at http://www.cwu.org" onclick="window.open(this.href);return false; Please take a moment to watch.
You can also download a full copy of the agreement at cwu.org by clicking on the Royal Mail Business
Transformation agreement link on the front page. Alternatively, you can obtain a copy of the agreement at your
workplace.

There was never an option to face away from change. This agreement ensures a fresh start and a fairer approach
to local deployment and all workload issues. It means your interests are as important as those of the company
and the customers.

We know this is not going to be easy and actions speak louder than words - but this time both parties have to
make it work together. Royal Mail now knows they cannot deliver business transformation without you – we
know we cannot sustain jobs and the future of the company without change.

Everybody is affected by this agreement – please use your vote.

Yours sincerely,
Dave Ward Billy Hayes
Deputy General Secretary (P) General Secretary
Ballot opens – 9th April 2010 - closes 23rd April 2010

A SUMMARY OF THE AGREEMENT
business transformation
2010 and beyond
JOB SECURITY / MANAGING THE CHANGE
Throughout business transformation you now have stronger job guarantees with an
improved support package to help people through change.
• The overarching objective is to complete transformation with no compulsory
redundancies.
• Existing full time employees will retain full time jobs – similarly existing part time
employees are entitled to retain their existing contractual hours if they wish.
• Transformation to be completed in 2013 with a national profile of 75% full time and
25% part time split.
• EVR terms uncapped until April 2013 – existing terms until October 2010, after
which pension enhancement will be based on 37.5% of maximum potential service.
• From October 2010 selection for redundancy will solely be in seniority order – the
age criterion is scrapped.
• Changes to Inland Revenue rules mean that those under 55 will not be able to leave
with immediate payment of pension after April 2010.
• On excess travel expenses the cap on payments is raised from £15,000 to £20,000.
• On excess travel expenses for journeys with an annual cost of more than £1,250 the
period of payment is extended to 5 years, the first three on the current basis (cost x
2); the fourth cost x 1 and the final year cost x 0.5.
• Relocation terms will be automatically available where cost does not exceed
average cost of ETE for the unit.
1
2
You now have the stability of a three year improved reward package that will
outstrip government public sector pay policy and the trend that exists in most UK
companies. This includes:-
• £400 lump sum when the agreement is ratified
• A cut in the working week of one hour – worth 2.5% to the OPG Grade. Part timers
will benefit from an increase in their hourly rate. There is a cash alternative for some
grades.
• Increases to basic pensionable pay
- 2.0% in April 2010
- 1.4% in April 2011
- 3.5% in April 2012
• Guaranteed payments of £1,000 per full time employee linked to transformation.
• Conversion of some existing payments into weekly and permanent non pensionable
basic pay supplements. These are guaranteed forever and will increase in future
pay rises.
• Increased paid maternity leave from 18 weeks to 26 weeks and paid paternity leave
from one week to two weeks.
• As a result of this agreement colleagueshare buy back options in 2011 and 2012
should now be enhanced. These are currently valued together at over £1,000 for
those who qualify.
• A commitment to take account of individual’s aspirations for additional earnings
through regular SA and overtime in conjunction with innovative attendance patterns.
We have negotiated extensive agreements covering all aspects of Royal
Mail’s planned operational change with all necessary safeguards and full CWU
involvement.
Delivery
• A new revision process that involves the CWU from start to finish. One of the
fundamental issues in the national dispute.
IMPROVED REWARD PACKAGE
OPERATIONAL CHANGE
3
• A fairer workload. Joint Workshops to determine and communicate work
measurement and performance standards and the agreement of the revision tools.
This to be incorporated into the new revision process
• New equipment and delivery methods supporting flexible spans and embracing
safer working practices, including removal of private cars and weight off the
shoulder.
• New Door to Door arrangements that will preserve jobs and safeguard and
enhance future payments.
• A minimum of one in four Saturdays off with the opportunity to go beyond this. A
menu of options will be provided.
Mail Centres
• Full CWU involvement to influence the shape of the mail centre network through a
structured process at divisional, regional and area level to deal with any proposals
for closure.
• Improved arrangements and terms to deal with people issues.
Network
• A robust framework to fully influence the shape and nature of change in Network
and deal with any proposals for site closures.
• Negotiations on yearly network reviews alongside a progressive agenda for future
discussions.
Other Grades
• Extensive arrangements covering how operational change affects all other grades
including engineers, fleet maintenance, LA’s and MDEC workers.
Other Operational Change
• The introduction of new machinery and technology alongside a standardised 6 day
work plan. Agreed safeguards to ensure the new work plan supports the principle
of innovative attendance patterns and more Saturdays off.
CWU 150 The Broadway, Wimbledon, London SW19 1RX http://www.cwu.org" onclick="window.open(this.href);return false; T: 020 8971 7200
Billy Hayes General Secretary http://www.billyhayes.co.uk" onclick="window.open(this.href);return false;
CWU Negotiating Team Officers
Martin Collins
Ray Ellis
Bob Gibson
Terry Pullinger
Ballot opens – 9th April 2010 - closes 23rd April 2010
02902 Published by the Communication Workers Union 2010. Printed by College Hill Press 2010.
• CWU at the centre of developing and influencing the World Class Mail Project
through effective involvement forums at all levels. Issues affecting employee terms
and conditions will be subject to our normal negotiation procedures.
• On future productivity we are now able to directly influence the company’s
benchmarking approach and ensure fairness when tackling improved office
performance.
A FRESH START
• A radical improvement in relationships at all levels. Developing a culture of common
objectives and aligned interests.
• A shared vision of modernisation in the joint interests of customers, employees and the
company.
• A completely fresh approach to managing local change, including greater support for
local representatives. The focus will be on joint problem solving and practical solutions
rather than disagreement, management imposition and industrial action.
• To build trust and ensure the agreement is honoured the continuing involvement of the
Independent Facilitator and ACAS.

[POSTMAN]

Cheers lj.

[lovejoy]

TO ALL LOCAL CWU REPRESENTATIVES



Dear Colleague

BUSINESS TRANSFORMATION 2010 AND BEYOND

From the 9th to the 23rd April CWU members will vote on an agreement that is fundamental to their future and the future of the company.

The ballot takes place after we took the decision to hold nationwide face to face meetings with local representatives. These meetings were a central plank in explaining the rationale behind the agreement and we asked you to give feedback to your members.

As the ballot gets underway we would also ask you to convey some final key messages as follows:-

 Please ask our members to think about all the issues that they know are affecting the postal industry.

 The Agreement enables necessary change via properly negotiated terms and safeguards, with stronger job security and improved benefits.

 We all need a fresh start. Royal Mail and CWU now accept that we cannot succeed without improving relationships at all levels.

 To build trust and ensure the agreement is honoured we have secured the continuing involvement and support of the independent facilitator and ACAS.

 By concluding the agreement we have placed ourselves in a stronger position to pursue a pensions and regulation resolution with any government.

 We know this is not going to be easy – we are in a much harsher environment - but this agreement means we can sustain jobs with higher guaranteed pay and secure the future of the company.

We want to thank you for your continuing support in what we know has been a very difficult time for everybody. Please encourage CWU members to watch the DVD and view the web-cast at http://www.cwu.org" onclick="window.open(this.href);return false;

Yours sincerely



Dave Ward
Deputy General Secretary (P)

[gb93]

Is there a bit of blackmail in there.

Just asking a question, Apologies if there is not .

[shimmyrule]

only one line interests me-

From October 2010 selection for redundancy will solely be in seniority order – the age criterion is scrapped.

select me, pleeeeeeease

[Glenno]

Branches should also ensure that some copies of the whole agreement are available in the workplace.

Didnt you just know that this would happen.... oh f**k it ill just watch the DVD (lok into my eyes)

[Big Daz]

No full copy or partial to mbrs home address then.

[flaminmoses]

only one line interests me-

From October 2010 selection for redundancy will solely be in seniority order – the age criterion is scrapped.

select me, pleeeeeeease

no one has voted on this so its illegal

[brothermagrew]

Respect to lovejoy

A Summary of the Agreement Business Transformation 2010 And Beyond.pdf

Letter to Members Business Transformation 2010 And Beyond.pdf

All Local CWU Representatives Letter.doc

[Dogs of War]

Still a no vote for me.

[Steviea34]

Expect a letter from RM also then

[fishtank]

It's funny i've read it a few times and i can't find anything about longer delivery spans and removing the cap on D2D or day specific D2Ds

The new agreement makes door to door part of your normal duty and workload. This means you will get
time for prep and delivery of these items in all future revision activity.

Yes but if this were to happen....

but the truth is Royal Mail are set to introduce further technology to reduce the number and payments for door to door items by packaging them together.

You will get next to no time for prep and delivery and we will be back to square one again.

[banner18]

It's funny i've read it a few times and i can't find anything about longer delivery spans and removing the cap on D2D or day specific D2Ds

The new agreement makes door to door part of your normal duty and workload. This means you will get
time for prep and delivery of these items in all future revision activity.

Yes but if this were to happen....

but the truth is Royal Mail are set to introduce further technology to reduce the number and payments for door to door items by packaging them together.

You will get next to no time for prep and delivery and we will be back to square one again.

Thats the good thing about the supplement because we will still get it regardless.

[fishtank]

Thats the good thing about the supplement because we will still get it regardless.

I should hope so because without any meaningful D2D into workload your delivery span will just get longer and longer(no defined maximum) and you really will have to work for that DELIVERY SUPPLEMENT(pro-rata).

[nelson]

But if there is a YES for the MTSF and a NO for the Business Transformation 2010 What happens?
Because they are interlinked.