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London Dispute Update
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baldrick
- EX ROYAL MAIL
- Posts: 5038
- Joined: 13 Sep 2007, 23:37
- Gender: Male
Re: London Dispute Update
My guess would be that the reason we haven't been told anything is that the Reps' Meeting may have asked the negotiators to clarify or attempt to change something in the 'agreement in principle', and are awaiting that.
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Martin Walsh
- Posts: 4276
- Joined: 19 Sep 2007, 20:12
- Location: neverland
Re: London Dispute Update
Sorry Dvbuk for the delay in telling you ! But on Monday the London divisional committee agreed to unanimously recommend the agreement to their Branch committees ! Today those Branch Commiittees unanimously endorsed the joint statement.
There is an embargo till tomorrow morning on comms but all will be revealed tommorrow and today the PEC unamiously endorsed the agreement !
There is an embargo till tomorrow morning on comms but all will be revealed tommorrow and today the PEC unamiously endorsed the agreement !
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Talell
- MAIL CENTRES/PROCESSING
- Posts: 227
- Joined: 16 Aug 2010, 22:31
- Gender: Male
Re: London Dispute Update
deal of the century?
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Glenno
- Posts: 1491
- Joined: 05 Jun 2007, 13:12
Re: London Dispute Update
always a true champion Cheers Australian mad dog( dingo ) keep us posted m8 
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baldrick
- EX ROYAL MAIL
- Posts: 5038
- Joined: 13 Sep 2007, 23:37
- Gender: Male
Re: London Dispute Update
I think that should be wild dog!Glenno wrote:always a true champion Cheers Australian mad dog( dingo ) keep us posted m8
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dvbuk55
- EX ROYAL MAIL
- Posts: 16650
- Joined: 02 Jun 2007, 19:17
- Gender: Male
Re: London Dispute Update
Thank god for that. Perhaps we can now concentrate on the rest of the country and those issues which affect us all.dingo wrote:Sorry Dvbuk for the delay in telling you ! But on Monday the London divisional committee agreed to unanimously recommend the agreement to their Branch committees ! Today those Branch Commiittees unanimously endorsed the joint statement.
There is an embargo till tomorrow morning on comms but all will be revealed tommorrow and today the PEC unamiously endorsed the agreement !
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whatamess!!
- Posts: 279
- Joined: 13 Jan 2011, 17:43
- Gender: Female
Re: London Dispute Update
LONDON MAIL CENTRE RATIONALISATION
ROYAL MAIL/CWU AGREED JOINT STATEMENT
1. Introduction
Royal Mail and CWU reaffirm our commitment to the Business Transformation 2010 and Beyond Agreement.
The purpose of this Joint Statement is to set out the detailed approach that will ensure London Mail Centre Rationalisation is achieved with job security, significant cost reduction, maintenance of quality of service and full cooperation of employees.
2. Employee Job Security Commitments
The overarching objective to deliver the transformation in London as elsewhere without recourse to compulsory redundancies is reaffirmed.
Additionally, given the unique circumstances of London and CWU support for implementation of the operational and people plans, Royal Mail confirm that London Mail Centre Rationalisation will be completed with no compulsory redundancies for permanent CWU represented employees.
In line with the Business Transformation Agreement existing full time employees who wish to remain in employment will be able to retain a suitable full time job and existing part time employees will be able to retain their contractual hours if they wish.
In making and fulfilling these job security commitments, Royal Mail and CWU recognise they must work together and develop ongoing processes that will identify and resolve any surplus situation, utilising the full range of options contained in the Business Transformation and MTSF National Agreements. Fulfilling these job security commitments will require employees to be flexible and adaptable when considering reasonable alternative and suitable duty options.
3. The People Plan
3.1. Overview – Royal Mail and CWU have jointly developed a People Plan and the London Region/Divisional teams will oversee the ongoing implementation of the plan alongside the full involvement of the local parties.
The People Plan offers a wide range of initiatives to support employees through change in a fair and transparent way. The plan will ensure that all job security commitments are met.
3.2. Joint Preference Exercise – Royal Mail and the CWU will work together to identify the wishes, preferences and opportunities available for every individual affected by the changes.
A joint Preference Exercise will be undertaken enabling employees to make choices from the range of available options.
The Joint Preference Exercise has been agreed incorporating clear choice. Everyone with the exception of those who have received their last day of notice for VR, those with a confirmed transfer date to HWDC, and those who are holding agreed flow through duties, will be sent a joint letter with a copy of the information already held about them and will be invited to confirm or change it.
The outcome will be used to inform the process of job matching and proceed with further voluntary redundancy offers. The clear choice process will continue to provide additional support and will operate in accordance with the agreed guidelines.
3.3. Job Matching - The job matching process will be undertaken in a transparent way with the full involvement of CWU and will support employees in making and confirming their final choices.
This will enable a joint approach to job matching to commence in line with the needs of the phasing plan and existing agreements. Interim job matching will take place jointly to support the early part of the agreed phasing plan.
The principle is established that job matching will be undertaken with first priority being given to those who can move with the work.
Job matching will be designed to maximise the amount of first preferences for people, alongside a continuing approach of positive engagement. An alternative job offer of up to one hour commute each way from home to work location will be supported by both parties as reasonable in normal circumstances.
The tie breaker in the process will normally be seniority. Where an individual does not get their first preference they can go on a priority list for transfer to their first preference when a suitable opportunity becomes available.
Exceptionally because of the unique nature of the transfer of international work from Mount Pleasant to HWDC, a full office resign (excluding flowthrough duties) will take place at Mount Pleasant. The outcome will also incorporate the filling of all vacancies at Greenford, where people fall within the agreed suitable/alternative job offer criteria.
In line with the national agreement MTSF2 will apply at East and South London mail centres. As part of job matching the parties will be sensitive to placing impacted senior individuals.
3.4. Additional Support Measures
The MTSF agreement provides the framework for dealing with the effect on earnings (pay protection) of people who move to offices or duties with lower earnings levels. We will review its application to ensure people considering a transfer do so in full knowledge of the impact on their earnings package.
London Mail Centre employees transferring to HWDC will receive the following enhancements:
A lump sum of £2,000 in addition to the £7,000 MtSF lump sum payment for moving from Inner London to the national pay area.
A lump sum of £2,000 in addition to the £3,500 MtSF lump sum payment for moving from Outer London to the national pay area.
In addition, it is confirmed that London employees in receipt of legacy PBS/ICS bonus payments will continue to receive these on a reserved rights basis upon transfer to HWDC without an offset against payments due under the HWDC bonus scheme
These enhancements will apply retrospectively to employees who have already transferred to HWDC as part of the London Mail Centre Rationalisation Programme.
For employees across London who transfer to any location as a result of the Mail Centre Rationalisation Programme, upon request, any London Weighting compensation lump sum payment due will be paid up front in one instalment.
In the event that we have individuals without a job at a phase in the plan we will identify meaningful value added work at a suitable location which takes account of home address and a reasonable journey.
Royal Mail and the CWU will identify opportunities in line with individuals’ preferences in collection hubs and delivery offices in Greater London against vacancies or bump redundancies for those who wish to move to these sites.
Royal Mail and the CWU will identify opportunities in line with people’s preferences for transfers/relocation to offices outside Greater London in order for individuals to transfer.
Royal Mail and the CWU will look at the additional opportunities for buy down of hours and career breaks
Royal Mail and the CWU will jointly identify the opportunity for part time VRs.
The parties will develop new initiatives to increase the number of alternative jobs available in order to meet wherever possible the individual’s first preference.
Site specific details are as follows:-
South London - Royal Mail will supply a crew bus to transport those who travel from Whitton rail station to Jubilee and the return journey from the office back to Whitton rail station.
Royal Mail and the CWU will jointly work to identify some opportunities for area network drivers to pick up their vans from an office in London. Both parties agree that they will identify these jobs by no later than the end of July.
Royal Mail agree to maximise the amount of Battersea Hub traffic that will go into Croydon rather than Jubilee. This will create the opportunity for further full time job opportunities in Croydon for South London staff. The details will be finalised and shared with the CWU by the end of June.
Royal Mail will offer bump VRs to Croydon Mail Centre staff in order to create further opportunities in Croydon for South London Staff.
Royal Mail and the CWU will jointly work together to identify some opportunities for area network drivers to pick up their vans in London rather than Croydon.
East London - Royal Mail will offer bumps in Romford in order to create further job opportunities for East London staff to transfer to Romford.
Royal Mail and the CWU will jointly work together to identify some opportunities for area network drivers to pick up their vans from an office in East London rather than Romford.
Mount Pleasant - In addition to the People Plan section of the London Mail Centre joint statement the following has been agreed concerning the Mount.
Royal Mail will review the international migration plan to identify the opportunity to change the plan to try to avoid surpluses increasing using the agreed review process.
Bumping opportunities will be available at W1, WC and EC deliveries.
4. The Operational Plan
4.1. The Adjusted Plan - As a result of further discussions the following adjustments have been made to the Operational Plan.
In East London Mail Centre the N1 to N22 inward transfer moves from August 2011 to end of January 2012.
We will maximise the amount of Battersea hub traffic that will move to Croydon rather than Jubilee.
The closure of East London (the E1 to E18 inward transfer) moves from February 2012 to be completed by end of August 2012.
The key phases of the London wide Mail Centre Rationalisation Plan are now confirmed at Appendix A.
On the basis of commitment to no compulsory redundancies (section 2) and meaningful reviews (section 4.3) CWU confirm their support for the operational plan as adjusted above and detailed in Appendix A.
4.2. Duty Structures - Royal Mail have developed indicative duty sets which will now be subject to joint local discussion to confirm the final duty structures linked to all the operational changes.
4.3. Reviews – There will be a process of regular and meaningful reviews to ensure the legitimate concerns of both parties are addressed as the plan moves forward.
These reviews will take place in each site in advance of key phases of the operational plan and will confirm that the job security commitments are being met and that quality of service can be maintained to enable successful transition.
Any appropriate issues arising from these reviews that cannot be resolved locally will be flagged up to the London teams for resolution.
To support the review process there will be regular and ongoing sharing of all relevant quality of service data.
5. Royal Mail/CWU Support Structures
5.1. There will be full involvement of both parties in all relevant aspects of the London Mail Centre Rationalisation Plan, including access to sites when appropriate.
5.2. Local Implementation Group - Each site will establish a local Implementation Group comprising of Royal Mail managers and CWU Representatives. The local Implementation Group will oversee all relevant aspects of the plan and its impact on the local office.
5.3. London Implementation Group - A London Implementation team will be established comprising of Royal Mail managers and CWU Representatives to oversee the London wide plan, liaise as appropriate, ensure compliance with all agreements and be available to resolve any relevant issues.
6. Implications for Delivery
The changes to the inward mail flows in the London mail centres will ensure that mail arrivals are consistent with the transformation workplan and support and enable the attendance patterns and duty structures contained in the functional sections of the BT2010 agreement to be delivered at local level.
7. Rathbone Place
Early discussions will take place to resolve all outstanding issues relating to the relocation of Rathbone Place to Mount Pleasant. These talks will cover all people and associated operational issues.
8. Collection Hubs
Early discussions will take place at area level over the changes to the Collection Hubs including closures, new sites and staffing related issues arising from the changes to where their work runs into. This discussion will be launched at a joint Regional management / Divisional meeting. Issues which cannot be resolved will be raised to Regional Management and Divisional Level.
9. Engineers
Separate discussions will take place before the end of June 2011 to identify any engineering issues that require resolution as a result of the London Mail Centre Rationalisation.
There will be the opportunity for bumping for engineering grades moving to another location to free vacancies in order to deal with any potential surplus.
Any local issues that remain unresolved shall be referred to the Regional/Divisional Engineering Rep for resolution.
10. Doorkeepers, Operational Support and LAs
Discussions will take place before the end of July to explore solutions for the above mentioned grades.
11. Other Business Units
Related issues affecting other Royal Mail units (South London VOC, Cash in Transit, and the vehicle workshop) will be dealt with promptly between CWU and the relevant management teams
There will be liaison with RoMEC and Quadrant to ensure effective consultation takes place with the CWU over affected employees in these units.
ROYAL MAIL/CWU AGREED JOINT STATEMENT
1. Introduction
Royal Mail and CWU reaffirm our commitment to the Business Transformation 2010 and Beyond Agreement.
The purpose of this Joint Statement is to set out the detailed approach that will ensure London Mail Centre Rationalisation is achieved with job security, significant cost reduction, maintenance of quality of service and full cooperation of employees.
2. Employee Job Security Commitments
The overarching objective to deliver the transformation in London as elsewhere without recourse to compulsory redundancies is reaffirmed.
Additionally, given the unique circumstances of London and CWU support for implementation of the operational and people plans, Royal Mail confirm that London Mail Centre Rationalisation will be completed with no compulsory redundancies for permanent CWU represented employees.
In line with the Business Transformation Agreement existing full time employees who wish to remain in employment will be able to retain a suitable full time job and existing part time employees will be able to retain their contractual hours if they wish.
In making and fulfilling these job security commitments, Royal Mail and CWU recognise they must work together and develop ongoing processes that will identify and resolve any surplus situation, utilising the full range of options contained in the Business Transformation and MTSF National Agreements. Fulfilling these job security commitments will require employees to be flexible and adaptable when considering reasonable alternative and suitable duty options.
3. The People Plan
3.1. Overview – Royal Mail and CWU have jointly developed a People Plan and the London Region/Divisional teams will oversee the ongoing implementation of the plan alongside the full involvement of the local parties.
The People Plan offers a wide range of initiatives to support employees through change in a fair and transparent way. The plan will ensure that all job security commitments are met.
3.2. Joint Preference Exercise – Royal Mail and the CWU will work together to identify the wishes, preferences and opportunities available for every individual affected by the changes.
A joint Preference Exercise will be undertaken enabling employees to make choices from the range of available options.
The Joint Preference Exercise has been agreed incorporating clear choice. Everyone with the exception of those who have received their last day of notice for VR, those with a confirmed transfer date to HWDC, and those who are holding agreed flow through duties, will be sent a joint letter with a copy of the information already held about them and will be invited to confirm or change it.
The outcome will be used to inform the process of job matching and proceed with further voluntary redundancy offers. The clear choice process will continue to provide additional support and will operate in accordance with the agreed guidelines.
3.3. Job Matching - The job matching process will be undertaken in a transparent way with the full involvement of CWU and will support employees in making and confirming their final choices.
This will enable a joint approach to job matching to commence in line with the needs of the phasing plan and existing agreements. Interim job matching will take place jointly to support the early part of the agreed phasing plan.
The principle is established that job matching will be undertaken with first priority being given to those who can move with the work.
Job matching will be designed to maximise the amount of first preferences for people, alongside a continuing approach of positive engagement. An alternative job offer of up to one hour commute each way from home to work location will be supported by both parties as reasonable in normal circumstances.
The tie breaker in the process will normally be seniority. Where an individual does not get their first preference they can go on a priority list for transfer to their first preference when a suitable opportunity becomes available.
Exceptionally because of the unique nature of the transfer of international work from Mount Pleasant to HWDC, a full office resign (excluding flowthrough duties) will take place at Mount Pleasant. The outcome will also incorporate the filling of all vacancies at Greenford, where people fall within the agreed suitable/alternative job offer criteria.
In line with the national agreement MTSF2 will apply at East and South London mail centres. As part of job matching the parties will be sensitive to placing impacted senior individuals.
3.4. Additional Support Measures
The MTSF agreement provides the framework for dealing with the effect on earnings (pay protection) of people who move to offices or duties with lower earnings levels. We will review its application to ensure people considering a transfer do so in full knowledge of the impact on their earnings package.
London Mail Centre employees transferring to HWDC will receive the following enhancements:
A lump sum of £2,000 in addition to the £7,000 MtSF lump sum payment for moving from Inner London to the national pay area.
A lump sum of £2,000 in addition to the £3,500 MtSF lump sum payment for moving from Outer London to the national pay area.
In addition, it is confirmed that London employees in receipt of legacy PBS/ICS bonus payments will continue to receive these on a reserved rights basis upon transfer to HWDC without an offset against payments due under the HWDC bonus scheme
These enhancements will apply retrospectively to employees who have already transferred to HWDC as part of the London Mail Centre Rationalisation Programme.
For employees across London who transfer to any location as a result of the Mail Centre Rationalisation Programme, upon request, any London Weighting compensation lump sum payment due will be paid up front in one instalment.
In the event that we have individuals without a job at a phase in the plan we will identify meaningful value added work at a suitable location which takes account of home address and a reasonable journey.
Royal Mail and the CWU will identify opportunities in line with individuals’ preferences in collection hubs and delivery offices in Greater London against vacancies or bump redundancies for those who wish to move to these sites.
Royal Mail and the CWU will identify opportunities in line with people’s preferences for transfers/relocation to offices outside Greater London in order for individuals to transfer.
Royal Mail and the CWU will look at the additional opportunities for buy down of hours and career breaks
Royal Mail and the CWU will jointly identify the opportunity for part time VRs.
The parties will develop new initiatives to increase the number of alternative jobs available in order to meet wherever possible the individual’s first preference.
Site specific details are as follows:-
South London - Royal Mail will supply a crew bus to transport those who travel from Whitton rail station to Jubilee and the return journey from the office back to Whitton rail station.
Royal Mail and the CWU will jointly work to identify some opportunities for area network drivers to pick up their vans from an office in London. Both parties agree that they will identify these jobs by no later than the end of July.
Royal Mail agree to maximise the amount of Battersea Hub traffic that will go into Croydon rather than Jubilee. This will create the opportunity for further full time job opportunities in Croydon for South London staff. The details will be finalised and shared with the CWU by the end of June.
Royal Mail will offer bump VRs to Croydon Mail Centre staff in order to create further opportunities in Croydon for South London Staff.
Royal Mail and the CWU will jointly work together to identify some opportunities for area network drivers to pick up their vans in London rather than Croydon.
East London - Royal Mail will offer bumps in Romford in order to create further job opportunities for East London staff to transfer to Romford.
Royal Mail and the CWU will jointly work together to identify some opportunities for area network drivers to pick up their vans from an office in East London rather than Romford.
Mount Pleasant - In addition to the People Plan section of the London Mail Centre joint statement the following has been agreed concerning the Mount.
Royal Mail will review the international migration plan to identify the opportunity to change the plan to try to avoid surpluses increasing using the agreed review process.
Bumping opportunities will be available at W1, WC and EC deliveries.
4. The Operational Plan
4.1. The Adjusted Plan - As a result of further discussions the following adjustments have been made to the Operational Plan.
In East London Mail Centre the N1 to N22 inward transfer moves from August 2011 to end of January 2012.
We will maximise the amount of Battersea hub traffic that will move to Croydon rather than Jubilee.
The closure of East London (the E1 to E18 inward transfer) moves from February 2012 to be completed by end of August 2012.
The key phases of the London wide Mail Centre Rationalisation Plan are now confirmed at Appendix A.
On the basis of commitment to no compulsory redundancies (section 2) and meaningful reviews (section 4.3) CWU confirm their support for the operational plan as adjusted above and detailed in Appendix A.
4.2. Duty Structures - Royal Mail have developed indicative duty sets which will now be subject to joint local discussion to confirm the final duty structures linked to all the operational changes.
4.3. Reviews – There will be a process of regular and meaningful reviews to ensure the legitimate concerns of both parties are addressed as the plan moves forward.
These reviews will take place in each site in advance of key phases of the operational plan and will confirm that the job security commitments are being met and that quality of service can be maintained to enable successful transition.
Any appropriate issues arising from these reviews that cannot be resolved locally will be flagged up to the London teams for resolution.
To support the review process there will be regular and ongoing sharing of all relevant quality of service data.
5. Royal Mail/CWU Support Structures
5.1. There will be full involvement of both parties in all relevant aspects of the London Mail Centre Rationalisation Plan, including access to sites when appropriate.
5.2. Local Implementation Group - Each site will establish a local Implementation Group comprising of Royal Mail managers and CWU Representatives. The local Implementation Group will oversee all relevant aspects of the plan and its impact on the local office.
5.3. London Implementation Group - A London Implementation team will be established comprising of Royal Mail managers and CWU Representatives to oversee the London wide plan, liaise as appropriate, ensure compliance with all agreements and be available to resolve any relevant issues.
6. Implications for Delivery
The changes to the inward mail flows in the London mail centres will ensure that mail arrivals are consistent with the transformation workplan and support and enable the attendance patterns and duty structures contained in the functional sections of the BT2010 agreement to be delivered at local level.
7. Rathbone Place
Early discussions will take place to resolve all outstanding issues relating to the relocation of Rathbone Place to Mount Pleasant. These talks will cover all people and associated operational issues.
8. Collection Hubs
Early discussions will take place at area level over the changes to the Collection Hubs including closures, new sites and staffing related issues arising from the changes to where their work runs into. This discussion will be launched at a joint Regional management / Divisional meeting. Issues which cannot be resolved will be raised to Regional Management and Divisional Level.
9. Engineers
Separate discussions will take place before the end of June 2011 to identify any engineering issues that require resolution as a result of the London Mail Centre Rationalisation.
There will be the opportunity for bumping for engineering grades moving to another location to free vacancies in order to deal with any potential surplus.
Any local issues that remain unresolved shall be referred to the Regional/Divisional Engineering Rep for resolution.
10. Doorkeepers, Operational Support and LAs
Discussions will take place before the end of July to explore solutions for the above mentioned grades.
11. Other Business Units
Related issues affecting other Royal Mail units (South London VOC, Cash in Transit, and the vehicle workshop) will be dealt with promptly between CWU and the relevant management teams
There will be liaison with RoMEC and Quadrant to ensure effective consultation takes place with the CWU over affected employees in these units.
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whatamess!!
- Posts: 279
- Joined: 13 Jan 2011, 17:43
- Gender: Female
Re: London Dispute Update
London Mail Centre employees transferring to HWDC will receive the following enhancements:
A lump sum of £2,000 in addition to the £7,000 MtSF lump sum payment for moving from Inner London to the national pay area.
A lump sum of £2,000 in addition to the £3,500 MtSF lump sum payment for moving from Outer London to the national pay area
I thought the company was skint????
A lump sum of £2,000 in addition to the £7,000 MtSF lump sum payment for moving from Inner London to the national pay area.
A lump sum of £2,000 in addition to the £3,500 MtSF lump sum payment for moving from Outer London to the national pay area
I thought the company was skint????
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donut
- Posts: 351
- Joined: 16 Sep 2007, 09:55
Re: London Dispute Update
whatamess!! wrote:
I thought the company was skint????
You just beat me to that one mate !!
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woofwoof
- Posts: 1516
- Joined: 13 Apr 2007, 16:23
- Gender: Male
- Location: stinky land
Re: London Dispute Update
the paths are paved with gold down south didnt you know thatdonut wrote:whatamess!! wrote:
I thought the company was skint????
You just beat me to that one mate !!
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Stormproof
- Posts: 6116
- Joined: 07 Jul 2007, 21:03
- Gender: Female
Re: London Dispute Update
I wish they were, only in London they appear to be.woofwoof wrote:the paths are paved with gold down south didnt you know thatdonut wrote:whatamess!! wrote:
I thought the company was skint????
You just beat me to that one mate !!
So keep on moving, moving, moving your feet
Keep on shuf-shuf-shuffling to this ghost dance beat
Just keep on walking down never ending streets
Illegitimi non carborundum
Keep on shuf-shuf-shuffling to this ghost dance beat
Just keep on walking down never ending streets
Illegitimi non carborundum
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dvbuk55
- EX ROYAL MAIL
- Posts: 16650
- Joined: 02 Jun 2007, 19:17
- Gender: Male
Re: London Dispute Update
Well if they're clodding money about if you threaten to strike, then bring it on and we can get some. Surely there's reason enough, colleague share, pensions, B&H, overloaded duties 
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woofwoof
- Posts: 1516
- Joined: 13 Apr 2007, 16:23
- Gender: Male
- Location: stinky land
Re: London Dispute Update
our paths are not goldendvbuk55 wrote:Well if they're clodding money about if you threaten to strike, then bring it on and we can get some. Surely there's reason enough, colleague share, pensions, B&H, overloaded duties
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feduppostie
- Posts: 947
- Joined: 24 Jun 2007, 19:46
Re: London Dispute Update
so what about anyone in the rest of the country that has relocated to another workplace that is of equal distance to the places mentioned here - did they recieve the same deal?
and this bit
Additionally, given the unique circumstances of London and CWU support for implementation of the operational and people plans, Royal Mail confirm that London Mail Centre Rationalisation will be completed with no compulsory redundancies for permanent CWU represented employees.
what about if you are permenant but not in the union does this still count?
and this bit
Additionally, given the unique circumstances of London and CWU support for implementation of the operational and people plans, Royal Mail confirm that London Mail Centre Rationalisation will be completed with no compulsory redundancies for permanent CWU represented employees.
what about if you are permenant but not in the union does this still count?
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hans solo
- Posts: 3292
- Joined: 06 Feb 2011, 18:08
- Gender: Male
Re: London Dispute Update
and what about liverpool mail centre closures manchester et all dont they count cwu 
rem that money will be added to their annual wage making us posties look like were all overpaid again
cwu you are a fcukin joke close the door behind you
this is why labour got smashed in scotland in local elections no more jobs for the boys up here
we dont forget
rem that money will be added to their annual wage making us posties look like were all overpaid again
cwu you are a fcukin joke close the door behind you
this is why labour got smashed in scotland in local elections no more jobs for the boys up here
we dont forget