P/T cosequence for protecting f/T

[Body Beyond Repair]

We started a revision just over a year a go been delayed 5 times for one reason or another lack of planners etc,now at the time the office objective was to protect and maximise full time with the up and comming impact walk sequenceing would bring Indoor work was and is a big concern so this was on the understanding they may have to forgo the 1in 4 sats as this may throw up surplys staff.

Now over the past year we have had our model week changed(twice) after agreed with rep and manager by planners,IWT been 2 new versions since agreed and our packet sampling changed. The staff in the office began a 2 week excersise of counting overweight items,recorded.sd's, packets and attendance calls, pretty much was reflective. Royal Mail disagreed sent in managers over 3 days and came up with new count. Also changaed the agreed dr to dr contracts per duty.All budget driven of course.And call rate imposed.

Now at the time we knew there was more chance of flexing up rather than down(accepted) but over the past year we have lost 5 people due to various things some P/t moved up temporary some hours being lasped.Ideally the vaccancies should have been filled. RM at this point refuse as the pending revision will determine future duty structure according to IWT and workload.

So now having seen where we are a year down the line flexing up dosen't happen near enough RM continue to move the goalposts and vaccancies not being filled, there's now a change of heart by the majority of full time staff.

For us now its about protecting f/t.........not maximising f/t the full time staff recognise RM will only agree to full time duties as per IWT and percieved workload, less there traffic decline, once figures have been manipulated into it. So is it right to forget about f/t and trying to get the best out of the agreement and if that throws up surplus staff then so be it. RM know the CWU will try and keep everyone as much as possible in a job but as the job becomes more labour intensive we may as well protect our current f/t get the the best out the agreement and if p/t are a cosequence of this so be it.

We are now at disagreement for the 1 in 4 amongst other things

[Martin Walsh]

Your going down the right path , there should have been far more disagreements. Yes I know some say their area bods rule over their heads but that is unacceptable. I have to say that I do not know an area rep who would do such a thing and I know plenty.

If there are rouge reps who do that they need to be exposed , I always believe divisional and area reps are there to support the unit and whilst we can sometimes advise them they are not doing something right , the priority must be that the Indivduals members of the units must have the final vote.

[dvbuk55]

Your going down the right path , there should have been far more disagreements. Yes I know some say their area bods rule over their heads but that is unacceptable. I have to say that I do not know an area rep who would do such a thing and I know plenty.

If there are rouge reps who do that they need to be exposed , I always believe divisional and area reps are there to support the unit and whilst we can sometimes advise them they are not doing something right , the priority must be that the Indivduals members of the units must have the final vote.

You obviously don't get about too much dingo. Reported to whom? They seem to be consistently re-elected despite their failings and that would be because, like HQs elections, there is no opposition and that is because the general membership feel excluded by and large. The last time we had a branch meeting was..............who knows? it certainly has never been communicated.

[fishtank]

It's a dilemma most reps have faced BBR..do you protect the job or try to create more ft jobs.
We had 3 different proposals worked around delivery spans of 3.30,4.10 and 4.30.
The 4.30 would have maximised full-time but it was felt that it was too heavy a price to pay,likewise the 3.30 would have meant a FT/PT ratio of around 50/50 which we couldn't stomach so we settled on 4.10.
It isn't perfect...it's a trade off but the job has to be acievable at the end of the day or you aren't really protecting anything.

[Body Beyond Repair]

Dingo,Royal mail have agreed to a re-count of the parcels, look at the model week and build in welfare stops.There are some things that the DSM says are outwith his control have to be dealt with nationally. Clear guidance would help local reps.

[Body Beyond Repair]

Fishtank spot on, we have looked at various options we settled for 4 hours Del span as where we are in the pipeline dosen't allow for any longer (long enough though) moving indoor to outdoor is the way to go but your right has to be achieveable.

[Martin Walsh]

Had a meeting on this very thing at CWU HQs recently , as obviously the proposals which came out the revisons proposals meant there were more full time jobs based on retaining the 5 day week than other improved attendances.

Clearly in some offices the priority is maximising full time jobs , whereas others is about moving attendances.

Now I think you can have both if your willing to test Royal Mail's resolve by standing your ground and not agreeing to the revision. Certainly Royal Mail have been in a panic to agree revisons of late and maybe they will give some ground. certainly has happened in a few areas in recent times.

[Body Beyond Repair]

I can stand my ground Dingo will i get the support was out on strike for 17 days in 2009 the problem aint with local reps but we can't achieve our prefrence once its moved up the chain without the backing.

[Martin Walsh]

I would hope you get the backing and certainly if you keep standing your ground and keep contacting the branch and the division they should listen and support your fight.

[dvbuk55]

I would hope you get the backing and certainly if you keep standing your ground and keep contacting the branch and the division they should listen and support your fight.

SHOULD being the operative word of course.

[Phantom]

Problem is that the CWU HQ leave it up to local reps to decide and agree on all new ways of working, this is a very lazy approach by the CWU HQ and its basically full of shades of grey and NOT black and white as it should be. This leads to massive abuse of all agreements that has blighted us for years. I do blame the CWU HQ for not standing their ground and supporting the workforce at all levels.

Until we get CLEAR, BLACK AND WHITE agreements we will continue to be a shambles and so at the moment its every man for himself.

[Cut Off King]

Problem is that the CWU HQ leave it up to local reps to decide and agree on all new ways of working, this is a very lazy approach by the CWU HQ and its basically full of shades of grey and NOT black and white as it should be. This leads to massive abuse of all agreements that has blighted us for years. I do blame the CWU HQ for not standing their ground and supporting the workforce at all levels.

Until we get CLEAR, BLACK AND WHITE agreements we will continue to be a shambles and so at the moment its every man for himself.

WELL SAID THAT MAN !

I've said it before & I'll say it again, we need agreements that set NATIONAL STANDARDS, not local agreements that allow RM to run rings around the CWU.
We need CLEAR rules,

You will do this.....You won't do that.

No arguements, just clear-cut instructions.

( Why should a person who works for the same company and belongs to the same union as every other postman, have to work harder / longer del. span / and under different conditions that another RM employee of the same grade - - I thought the CWU stood for equality ! )

[vigilante]

Problem is that the CWU HQ leave it up to local reps to decide and agree on all new ways of working, this is a very lazy approach by the CWU HQ and its basically full of shades of grey and NOT black and white as it should be. This leads to massive abuse of all agreements that has blighted us for years. I do blame the CWU HQ for not standing their ground and supporting the workforce at all levels.

Until we get CLEAR, BLACK AND WHITE agreements we will continue to be a shambles and so at the moment its every man for himself.

I have found that I have to keep myself clued up at all times by research of latest goings on(which RMC is a goldmine)!
If I didn't, some, important things would slip through the net and I would sign away a phase without realising.
At local level you really have got to have your wits about you with DSM's, DIM's and the useless planners.

[dvbuk55]

As I understand it and from being told by one of the "in the know" posters at the time of the agreement "there are winners and losers" - now how that works I do not know, when unity is supposed to be strength. What I do know is that some will be working a 39 hour week whilst others will still be working a 40 hour week, that some will receive payments for relatively little and others will have to jump through hoops and still not get it. Some will be delivering for the £20 supplement and others won't, some will be delivering the same amount of work but only receive part payment.

So one thing is for sure, there is definitely a winners and losers element which considering everyone pays the same subs..............................................

[vigilante]

As I understand it and from being told by one of the "in the know" posters at the time of the agreement "there are winners and losers" - now how that works I do not know, when unity is supposed to be strength. What I do know is that some will be working a 39 hour week whilst others will still be working a 40 hour week, that some will receive payments for relatively little and others will have to jump through hoops and still not get it. Some will be delivering for the £20 supplement and others won't, some will be delivering the same amount of work but only receive part payment.

So one thing is for sure, there is definitely a winners and losers element which considering everyone pays the same subs..............................................

Now that would'nt be a certain 'antiques dealer' would it DV?