Replacing the 9000 Any Ideas?

[fishtank]

The as yet unaudited figure for 2010 shows that we had approximately 9,000 less members in the CWU at
the end of December 2010 than we did at the end of 2009.

We all have our opinions on HQ and agreements...but tbh...they are only half the story.

What can be done at Local and Branch level to improve recruitment?

[BT2010]

more CWU input at a local level.

whilst some offices have very good reps there are many that either dont have one or might as well not have one.

we have spent most of the last 3 years without one and have just got used to standing up for ourselves.

just had a rep appointed, to do with the revisions i think but he is well in with management and would not make any sort of decent stand should the DO or anybody in it require assistance.

otherwise, new starters have to be the main target from the CWU, but then the majority are on temp contracts and are frightened of rocking the boat. in this case why dont the CWU give new starters a couple of months free subs just to get them in? my first point would need some attention first though.

[stokes11eg]

This was asked about recently, and I think the general concensus was the top two should go!

[George door to dawes]

In my DO there doesnt seem to be any sort of active recruitment at all so that would be a start! we have an area rep based in my DO as well so you would think there would be some sort of plan to get new members. I only joined because i was getting grief from managers and i got advised to join by members here. Active recruitment could include:

Reps Introducing themselves to new starters. (its always great know who your reps are and where you can find them)
Getting involved with new starters training? RM will show you how to fill out a 739 but will not explain when you should be claiming overtime for example
Giving out freebies such as Diarys / calanders
Proactively trying to help with peoples issues instead of just waiting to be chased down
Being active and visable around work like just chatting to people making sure everyone is ok
What about having a different coloured hi vis vest with union rep on it like managers do? would make them stand out more and easier to find!
Better training so they actually know what they are talking about? (Our area rep encouraged the illegal clawback of hours during the recent snow trouble for example)
Better communication with HQ? Often i can find out things from the CWU rules on here that the reps dont know about.
More local area involvement? Union arranged days out / team bonding? local discounts on services products? Doesnt have to cost anything just get on the phone and arrange group discounts!
A shift in loyalty / priorities? There obviously has to be compromise to get the job done but often find that reps have the view of swings and round abouts and fair deals whilst RM management will f*** you silly at every opportunity! I think the reps should lean more towards fighting RM so there is an equal balance.

I think reps main problem is visability! Iam a union member and ive only met the area rep i have no clue what our DO rep looks like! I never see the reps walking around and trying to be proactive in the slightest. And I was convinced to join and found out how through this forum. No one is going to join if they dont know what the union is about, how you join or how much it costs!

[DirtyHarry]

I cannot for the life of me see how the CWU is gonna reverse the decline it's brought on itself.
The CWU have lost us so much, so, so, much, I hardly know where to begin my tale of woe.
Since November 5th 2009, I have not been able to recommend the CWU to anyone, whether they're new starters, lapsed members, or whatever, I just cannot.
I can only tell the truth as I see it, and inform people that despite being solid, despite the quite magnificent showing during strikes both local and national by members, the CWU leads us all to one crushing defeat after another.
It is a fact, that in this century so far, despite overwhelming support from the shopfloor, the CWU has not won a single dispute. Workers have lost many days wages, and then gone back to increasingly poor jobs with even worse conditions than before striking.

Being a member of the CWU has only one use, subsidising the executive pay of the useless cretins at the top table.

As of my next rest week, I will cease being a member myself, so maybe the title of this thread should read, "replacing the 9001 Any Ideas?"

[whatamess!!]

Unit reps get no(reasonable amount ) release unlike area reps. Unit reps have a normal royal mail duty to do like most and don't get the time for active recruitment, time is the problem for most unit reps. HQ should be looking for proper realese for reps(may be half a day) instead of ad-hoc which can be difficult to get, this would also encourage new activists.

[fishtank]

Unit reps get no(reasonable amount ) release unlike area reps. Unit reps have a normal royal mail duty to do like most and don't get the time for active recruitment, time is the problem for most unit reps. HQ should be looking for proper realese for reps(may be half a day) instead of ad-hoc which can be difficult to get, this would also encourage new activists.

I think HQ favour the "reps walk" idea although personally i'm against it.
There is no point in encouraging new activists if you discourage existing members and in my experience that's exactly what these easier deliveries do.
How can you possibly empathise with members struggling with workload if your own workload does not reflect theirs?
I think this level of disconnect exists at Area level and transferring it to D.O. level can only make matters worse.

[whatamess!!]

Unit reps get no(reasonable amount ) release unlike area reps. Unit reps have a normal royal mail duty to do like most and don't get the time for active recruitment, time is the problem for most unit reps. HQ should be looking for proper realese for reps(may be half a day) instead of ad-hoc which can be difficult to get, this would also encourage new activists.

I think HQ favour the "reps walk" idea although personally i'm against it.
There is no point in encouraging new activists if you discourage existing members and in my experience that's exactly what these easier deliveries do.
How can you possibly empathise with members struggling with workload if your own workload does not reflect theirs?
I think this level of disconnect exists at Area level and transferring it to D.O. level can only make matters worse.

Members can't have it both ways, they can't moan that there rep does not give them the required help but then also moan if reps are given more time to deal with issues. Where do members think reps get the time to deal with there problems??

[BT2010]

i would agree with whatamess, the reps job is time consuming with no financial reward.

if others want to bitch about it let them stand against him/her.

so long as representation for the members is improved im all for it.

[clashcityrocker]

The motto of the unit rep has to be:

Everything for everyone. Nothing for ourselves.


All newstarts should have an induction day at the MC where they are introduced to the CWU by someone who knows how to do the presentation and enrolment forms are handed out. This seems to work quite well and generates a fair amount of interest.

[BT2010]

The motto of the unit rep has to be:

Everything for everyone. Nothing for ourselves.


All newstarts should have an induction day at the MC where they are introduced to the CWU by someone who knows how to do the presentation and enrolment forms are handed out. This seems to work quite well and generates a fair amount of interest.

at my induction there was a rep there and out of around 20 people 3 signed up.

i signed a week or two later after talking with colleagues.

[fishtank]

Members can't have it both ways, they can't moan that there rep does not give them the required help but then also moan if reps are given more time to deal with issues. Where do members think reps get the time to deal with there problems??

Members can ultimately have it any way they please including walking away...that is after all the problem we are discussing.
Anyone who thinks that a rep is in anyway above the membership knows sod all about union membership.
I have never heard a complaint from a members about not getting the required help from the rep because the rep was just too busy or because his/her duty was too big or because he/she couldn't get the required release.
I have,however had my fill of "the rep is a fat/lazy/useless/management tool" posts....far too many for it not to be an issue.
In my opinion "Reps Walks" feed that problem...they do not solve it.
There is plenty scope within IPS or even prep to allow for sufficient release without the need for a bespoke "smaller" walk which will only provoke animosity in the very members you are trying to engage.

[clashcityrocker]

Members can ultimately have it any way they please including walking away...that is after all the problem we are discussing.

Do we have 9000 fewer members because they have chosen to leave the CWU or because they have left the business?
The biggest question (imho) is - does the CWU respond to the needs of its p/t staff?
Do they get the protection/representation they need at a local level (where they are probavly represented by a f/t)?
Are the National Agreements biased towards protecting f/t terms and conditions?
The CWU probably are strongest in offices with a high percentage of f/t staff but what happens in those offices that are heading towards 50/50?

[fishtank]

Do we have 9000 fewer members because they have chosen to leave the CWU or because they have left the business?

No idea and no-one really does but it's immaterial really because either way we have to find a way to replace them.

The biggest question (imho) is - does the CWU respond to the needs of its p/t staff?
Do they get the protection/representation they need at a local level (where they are probavly represented by a f/t)?
Are the National Agreements biased towards protecting f/t terms and conditions?
The CWU probably are strongest in offices with a high percentage of f/t staff but what happens in those offices that are heading towards 50/50?

It's not even a question.
I think in offices where the part-time ratio is high it would be an idea to make sure there is a rep and sub-rep and make sure one of the posts is part-time...compulsory if necessary.
I also think that Branches should have a look at their structures to include and promote members with a part-time background...preferably female but that's another representation issue.

[DGP1]

Try stopping some senior union members from using the CWU to further their own personal political agendas. Unless it stops over here then it will truly become the Catholic Workers Union and that just means that those of us who don't hold those views will leave.