NATIONAL BRIEFING - TUESDAY 29TH MARCH

[mailman71]

what people forget is that we are getting paid for delivering d2d's when we are going to the same houses what other industry would pay you twice for going to the same call.
when they brought in d2d's 20 years ago we were told they would be part of the workload but the union fought this thats how we get paid for them.
i voted agaist the last pay deal but it was voted in so we just have to get on with it.

[Fred B]

what people forget is that we are getting paid for delivering d2d's when we are going to the same houses what other industry would pay you twice for going to the same call.
when they brought in d2d's 20 years ago we were told they would be part of the workload but the union fought this thats how we get paid for them.
i voted agaist the last pay deal but it was voted in so we just have to get on with it.

20 years ago? I've got 27 years in and they were going before my time at 1p each. Before that you got overtime for delivering them.

[telegram sam]

what people forget is that we are getting paid for delivering d2d's when we are going to the same houses what other industry would pay you twice for going to the same call.
when they brought in d2d's 20 years ago we were told they would be part of the workload but the union fought this thats how we get paid for them.
i voted agaist the last pay deal but it was voted in so we just have to get on with it.

20 years ago? I've got 27 years in and they were going before my time at 1p each. Before that you got overtime for delivering them.

They were the days Fred.Ive got 35 in this year .Can remember getting paid O/T to
deliver yellow pages

[dvbuk55]

I do remember the union negotiating a payment for large items in terms of guaranteed overtime but that was a long time ago.

[hubbahubba]

I don't even work in a DO,but wether you go to every house already,it doesnt matter-The fact remains you were getting more to deliver D2D BEFORE the agreement,that is the issue,surely?

[dvbuk55]

I don't even work in a DO,but wether you go to every house already,it doesnt matter-The fact remains you were getting more to deliver D2D BEFORE the agreement,that is the issue,surely?

Of course you are right hubba, I don't know how some of these people can put a positive spin on the fact that part timers are delivering exactly the same amount of D2D as their full time colleagues - but only receiving a pro rata payment......................... not exactly the deal of the century for them.

[gb93]

PT or FT, nobody gets paid for D2D.

[not me]

PT or FT, nobody gets paid for D2D.

no thats true,but the removal of D2D payments and introduction of delivery supplement was a straight pay cut for me
I was on a 900 call duty at that time
spin it how you like,its a pay cut for most in delivery and with the lift in the cap on D2Ds an increase in workload with the same swipe

[gb93]

Yes a pay cut in real terms for most, not just PT
And in fact most FT took a bigger hit.

[Geezer]

AGENDA

NATIONAL BRIEFING

FRIENDS HOUSE – EUSTON

29TH MARCH 2011





1. CWU response to Royal Mail Groups new Business Plan and recent announcements on Colleagueshare


2. Update on Anti Privatisation Campaign


3. London Mail Centre announcement


4. Pensions


COMMUNICATION WORKERS UNION



CIRCULATED TO THE DOCUMENT ‘A’
POSTAL EXECUTIVE ON
28th March 2011 PE 52/2011


(For consideration at the
Special Postal Executive Meeting
On 28th March 2011)



CWU Response to Royal Mail Groups New Business Plan & Recent Announcement on Colleagueshare

Over the last few weeks some very difficult issues have emerged which taken either in isolation or together have the ability to destabilise the Business Transformation Agreement, heighten tensions over job security, destroy trust and potentially bring the Union into serious conflict with the employer.

These issues include:

- The emergence of a new business plan that downgrades the future expectations of the company.
- The impact the new plan is likely to have on existing agreements, most notably Business Transformation.
- The fact that the money our members expected from Colleagueshare appears to have been wiped out.
- Ongoing problems with deployment of Business Transformation, mostly as a result of an overestimation of what can be achieved in delivery revisions.
- Growing uncertainty of future pension entitlements.
- The announcements in London, which given the numbers involved, brings into sharp focus the potential for compulsory redundancies.

In our deliberations to determine the correct policy to respond to the employer and move the Union and our members forward, it is important that we set these issues in a wider context.

Firstly, the convergence of unfair competition, the pension deficit, modernisation and a postal market that is shrinking from the impact of the digital age – means even the most sceptical person must now recognise the challenges we all face are both very real and unprecedented.





Secondly, the Government policy to privatise Royal Mail and separate Post Office Limited, poses a real threat to the universal service and a nationwide network of Post Offices. In turn these Government policies could bring about yet more attacks on our member’s jobs, terms and conditions.

Thirdly, in addition to the above, an unfavourable external environment, alongside a sense of a growing financial crisis within the company, means that more than ever job security will increasingly become our member’s number one priority. We should be aware that the company are likely to undertake further communications to highlight what they see as a very difficult financial position. Furthermore, the company will make the point that industrial action or the threat of it is likely to damage the future. The Postal Executive have recently had first hand experience of the company’s position in the two sessions held with the Chief Executive Moya Greene.

There is clearly a lot for us to consider and there are no easy answers or solutions. It is against the background of all the information set out in this document that we must now respond to these recent developments.

A CWU response

Not surprisingly, early indications suggest that Royal Mails announcements have seen a range of views expressed from Representatives and members, including:

- Feelings that they have effectively been robbed of money they expected and in some cases no doubt already spent.
- Anger and resentment that any remaining trust has been betrayed.
- On Colleagueshare some people are saying they always thought the scheme was a con.
- Inevitably a minority will as ever try to blame the Union.
- Some people are saying we should immediately pull out of the Agreement and others make the point that this is exactly what management want us to do and that we would be leaving ourselves in an impossible situation.
- There are those who call for a strike and those who will be worried about this prospect

In a democratic organisation, when difficult situations arise, there will always be differing views on how we should respond. Similarly, in all organisations there will be a small minority who seek to use such situations to promote other agendas. However, the vast majority of CWU members will be asking the question “what is the Union going to do about it?” and they will want and expect us to address their legitimate concerns. For a lot of our members they have yet to understand the potential consequences that a new business plan could have on our existing agreement and we will need to engage in further communications on this aspect.

Responding quickly with a letter to member’s home addresses has helped and now we must build on those messages with a more detailed policy.



Our strategy must be to unite the Union and direct any anger to where it rightly deserves to be – against the employer. Since the company’s announcement the Officers have now had the opportunity to weigh up all the issues involved and propose that we move forward in accordance with the detailed policy set out in Appendix A.

Update on recent meetings

In the last few days the National Officers met Royal Mail at the NDG meeting with Roger Poole and ACAS present. We left the company in no doubt that as a result of their recent actions we are now in a very serious situation. This was followed by a meeting with Mark Higson where the same message was conveyed. Whilst these meetings were taking place a letter was received from Moya Greene which makes interesting reading and offers the opportunity for urgent talks on a range of issues. The Union will take up this offer and we should be seeking to put in place a framework for these discussions this week.

Late on Friday the Union, supported by our Research Team, had a more detailed discussion on Colleagueshare with John Duncan Group HR Director, Jon Millidge and Andrew Dalkin. During this meeting the company gave a more detailed explanation of what has happened to Colleagueshare. In essence we did not feel that their explanation to date changed anything. The meeting concluded with us saying we would need to reconvene once we have undertaken a more detailed analysis of the information provided.

National Briefing

Tomorrows Briefing will be crucial in explaining the policy of the Postal Executive and the need to achieve broad support for that policy. We must also outline the role Branches will have in helping deliver the policy. As far as this is concerned we will be asking Branches to convene immediate meetings with all local Reps and then convey the Unions position via workplace meetings and their own communications.


Conclusion

In the short time available the policy contained within this document offers the opportunity to lead a Union response that is strong, resolute, measured and proportionate to the company’s recent actions.

Although this PEC document considers all the emerging issues, it will be necessary to have a policy for each issue on its own merits. Some of these policies will be dealt with in other documents, while this policy concentrates on our response to the company’s new business plan and its announcement on Colleagueshare.






Furthermore, tomorrows National Briefing is timely and will provide the opportunity for the Union to unite around our policy. Our objective must be to turn a difficult situation to our advantage and create a sense of purpose and direction amongst local Representatives and members. This will challenge the company’s position and achieve a better outcome for everybody.


Recommendation 1 - That the Postal Executive endorse the policy lines stated.

Recommendation 2 - That this PEC document be circulated to Branches in
advance of tomorrows briefing.

Recommendation 3 - That the policy adopted by the Postal Executive be
Subject to further communications with local
Representatives and members.




Dave Ward Ray Ellis
DGS(Postal) Assistant Secretary

Bob Gibson Terry Pullinger
Assistant Secretary Assistant Secretary

Phil Browne
Acting Assistant Secretary

Appendix A

CWU Response


1. In response to the company’s new Business Plan and recent announcements on Colleagueshare, the CWU will adopt a policy in accordance with the following.
2. The Union reaffirms its commitment to the Business Transformation Agreement – but we recognise we must now seek urgent meetings and a number of written assurances from the company to establish whether or not they intend to honour all elements of the Agreement.
3. On Colleagueshare we will continue to make it clear that we cannot accept the company’s position. We will insist that Royal Mail must maintain the value of the payments expected by our members either within the terms of this scheme or via a new format.
4. In relation to the company’s new Business Plan the Union will insist that a full explanation is provided on the rationale of the plan and its likely impact on existing agreement. The Union will insist that there are new written commitments that Royal Mail will honour pay rises, lump sums, the shorter working week and all other elements of the Agreement within the original timescale agreed. This will include provision for a default position (agreed date) whereby members benefits will be delivered come what may.
5. The Union recognise that the new Business Plan and recent announcements seriously damage the confidence of employees in the job security aspects of the agreement. The Union will now seek to strengthen and extend the job security commitments, including the provision of MTSF and the absolute need to avoid compulsory redundancies. These job security commitments to be at the forefront of any business decisions regarding closures, mergers, transfers and all operational changes.
6. Given Royal Mails failure to adhere to the agreed approach to World Class Mail, we will suspend forthwith all involvement in the future roll out of WCM, until such time that all of our concerns are addressed. In existing WCM sites we will advise members that they should honour their contracts of employment, but should not become involved in any work outside of their contract and or in conflict with other existing National Agreements. We will also insist that the company provide the Union with detailed information on all the costs and anticipated savings associated with the World Class Mail project.
7. We will explain to our Representatives that from now on any attempt by the company to deviate from agreed revision processes must be taken through the Industrial Relations Framework.
8. The Union will be insisting that where problems have been identified with deployment of any aspect of the Business Transformation Agreement, that the company now agree a joint action plan to rectify these problems.
9. We will insist that the company opens up the books for an independent assessment of its finances and Colleagueshare valuations. We will pursue a need for an independent assessment of the real value of the company and all of its assets in line with normal business practice.



10. We recognise that the company’s position on a new Business Plan and Colleagueshare has direct implications with the Governments policy to privatise Royal Mail. This has been discussed with the General Secretary and we will develop policy positions to pursue this aspect directly with the Government.
11. The Union will seek agreement from Royal Mail for a framework for urgent negotiations on all the abovementioned issues. If satisfactory progress is not made in line with the above policies by the end of April, then further consideration will be given to other sanctions against the employer. This will include not agreeing to or supporting development of revisions and/or Industrial Action.
12. The PEC will also consider the need to report the outcome of discussions with the company to Annual Conference via a special report.

[dvbuk55]

PT or FT, nobody gets paid for D2D.

No of course not it's a delivery supplement, for those who don't deliver and pro rata for part timers

[fishtank]

Thanks Geezer.

[Body Beyond Repair]

Bla,Bla,Bla......f***ing joke wake up Cwu we've heard it all before.......Cheers for the post anyway!!!

[gb93]

PT or FT, nobody gets paid for D2D.

No of course not it's a delivery supplement, for those who don't deliver and pro rata for part timers

Try changing the tune

[dvbuk55]

PT or FT, nobody gets paid for D2D.

No of course not it's a delivery supplement, for those who don't deliver and pro rata for part timers

Try changing the tune

Why? Because it doesn't suit your theory of nirvana ..........if it isn't true then say so - however you cannot, as I said before whatever spin you put on it, it was a pay cut and especially for part timers ...........still whatever floats your boat...............I'll bet you're the guy who doesn't see the elephant in the room, or at least pretends not to.