Job Security, Resourcing and Managing Change Agreement

[DGP1]

Is there anything yet on colleague share?

Yep, you're not getting it.............it's gone, ah hell, just imagine that the CS is a parrot. http://www.youtube.com/watch?v=e6Lq771TVm4" onclick="window.open(this.href);return false;

[fishtank]

POSTAL POLICY FORUM – JUNE 2012
JOB SECURITY


RECOMMENDATION :

That this Postal Policy Forum endorses the Job Security, Resourcing and Managing Change National Agreement



1
If carried 4 Falls
Add at end:-

After the word circumstances in paragraph 3.2, insert the words “and those who are currently on or are exceeding a temporary contract of two years will be offered a permanent contract”.
Northern Ireland Combined


2 Section 3 Royal Mail Resourcing and Managing Change Principles

Para 3.3 Second sentence delete WHERE APPROPRIATE and replace with THESE.

Scotland No.2


3 Add at end:-

(paragraph 3.3) to ensure a coherent approach is adopted across the whole Postal Sector, the six monthly reviews will take place in the same months of each calendar year; the best months for this task to take place will be agreed by the national parties.

The Postal Executive is instructed accordingly.
Eastern No.6


COMP
4 Insert a new 3.3 and re-number all the following accordingly

That all current FTC’s with over 2 years service, who work in a Delivery Office, Collections Hub, RDC, VOC or Mail Centre which is not closing, will be made permanent within 2 months of the agreement. All FTC’s who have served 2 years in a Mail Centre, RDC or VOC which is closing will be offered a permanent contract at a different site within reasonable travelling distance to their existing work location.

Divisional Representatives will oversee this and will also agree a mechanism which will ensure that any future FTC’s who exceed 2 years will be made permanent and to review that where offices are not affected by major change programmes that new entrants are employed on a permanent contract.

London Divisional Committee
London West End Amal
London South East Postal and Counters


5 Add at end:-

In order to achieve the 75/25 full-time to part-time split the Divisional Representatives will be provided with such details for their Division. Also to be included is the number of permanent and temporary contracts for their Division. These figures will be provided every 3 months.

Greater Manchester Amal


6 3.6

Regular meetings to discuss local resourcing issues will identify whether a potential surplus staffing situation will arise. At this point consultation between Royal Mail and the CWU about how to deal with any surplus will take place in line with the Managing the Surplus Framework Agreement. Where it is jointly identified through this process that there is a need for a number of VRs, the provisions of MTSF will again apply and that this application cannot in its self be discriminatory whether on age, gender, sexual orientation race or disability. Where the numbers legally require it, a formal HR1 letter will be provided to CWU Headquarters and this will explain the reasons for proposed redundancies. The letter will also confirm that CWU reps are aware of the proposal and that discussions are taking place in line with the Industrial Relations Framework and other relevant national agreements.
South Central Postal


COMP
7 Amendment to 5 review.

Insert prior a new paragraph prior to this job security.

There will be a formal review of this agreement at National level within 6 months of this agreement being introduced. The review will ensure that nationally the 75%/25% full time to part time ratio is being maintained in all offices which have introduced a Business Transformation revision. In addition, this review will ensure that Fixed Term Contracts have been given permanent contracts where they have exceeded 2 years and that Part Timers have also been given the opportunity to increase their hours in line with the principles set out in the document.

The outcome of this review including the details of the full time ratio will be published in the communications to managers and Representatives.


Amendment to 5 review.

Insert prior a new paragraph prior to this job security.

There will be a formal review of this agreement at National level within 6 months of this agreement being introduced. The review will ensure that nationally the 75%/25% full time to part time ratio is being maintained across all offices which have introduced a Business Transformation revision. In addition, this review will ensure that Fixed Term Contracts have been given permanent contracts where they have exceeded 2 years and that Part Timers have also been given the opportunity to increase their hours in line with the principles set out in the document.



The outcome of this review including the details of the full time ratio will be published in the communications to managers and Representatives.

London Parcels and Stations Amal
London South West Postal
West London Postal
East London Postal
Northern/North West London
Mount Pleasant International


8 Add at end:-

except that the Postal Executive will negotiate an agreement to ensure that Royal Mail supply staff in post figures, containing the number of full-time and part-time posts in each unit to every postal branch on a monthly basis. The Postal Executive is instructed accordingly.
Bristol and District Amal


9 Add at end:-

In the planned review of MTSF (presently appendices 5, 6 and 7) in these sections of the current agreement. The CWU will secure in the reviewed agreement, an express statement that Royal Mail and the CWU intend that these elements of the collective agreement shall be incorporated into the contract of employment. The statement will be worded to satisfy the provisions of TULR(C)A.

In achieving the above the CWU should ensure that the definition around alternative job offers should include the employee’s right to refuse an offer as unreasonable, if the individual’s personnel circumstances concerning their travel requirements are problematic. With regards to the availability of public transport links, distance involved (including travel times) and the complexity of making the journey.

The Postal Executive is instructed accordingly.
Eastern No.4


10 Except that the review process shall contain a robust reporting and monitoring mechanism between Branches, Divisions and HQ to ensure compliance with all aspects of the agreement, and to assist in any review.

Newcastle Amal

[POSTMAN]

So i'm guessing this will go back to RM,and the talking starts again?

[dvbuk55]

I'm glad to see that some areas are taking the proposed 75/25 split, as according to BT 2010, is going to be closely looked at. Though why it hasn't been done before now shows a marked lack of interest by the CWU in job security.

[Talell]

So i'm guessing this will go back to RM,and the talking starts again?

The amendments that are agreed at the policy forum go infront of RM again for more talks, yes, but the form of words is there, so hopefully it won't take that long.

[fishman78]

i have a qustion if this goes through what happens to say people who are waiting on transfer,s to offices ,but are unable to gt a place due to no fulltime permenent jobs being available as everything is fixed term ,

Would they take priority over a tempoary contract being made up to permenant as something should be put in place for these people.as it would seem a little unfair on them

[TrueBlueTerrier]

i have a qustion if this goes through what happens to say people who are waiting on transfer,s to offices ,but are unable to gt a place due to no fulltime permenent jobs being available as everything is fixed term ,

Would they take priority over a tempoary contract being made up to permenant as something should be put in place for these people.as it would seem a little unfair on them

Would be interesting if they could answer this however whatever the answer it would be unfair on one group and good news for the other.

[fishman78]

I know but many of the fixed term temporary contract,s would have been taken on while people where already on the transfer list

Would be intresting to here the cwu opinion on this

[POSTMAN]

So i'm guessing this will go back to RM,and the talking starts again?

The amendments that are agreed at the policy forum go infront of RM again for more talks, yes, but the form of words is there, so hopefully it won't take that long.

Adding the below would take an age,would be very suprised if they agreed to that,even though we already have an agreement on it....

That all current FTC’s with over 2 years service, who work in a Delivery Office, Collections Hub, RDC, VOC or Mail Centre which is not closing, will be made permanent within 2 months of the agreement.

[fishtank]

It's just my opinion but i would imagine very few of those proposed amendments will make it through the policy forum never mind back across the negotiating table to RM.
Pick the mildest,least confrontational one...that might make it....maybe....just.

[dvbuk55]

It's just my opinion but i would imagine very few of those proposed amendments will make it through the policy forum never mind back across the negotiating table to RM.
Pick the mildest,least confrontational one...that might make it....maybe....just.

A bit like banging your shield with a baton knowing that no action will be taken unless under extreme circumstances and when the furore dies down it'll be business as usual. I think ft is right, there won't be anything controversial thrown into the pot to jeopardise a seat on the board or maybe two seats. You know I sometimes wonder how that works, if the board decide something not in the CWU members interest and he votes NO and the other 15 vote yes.................................

[fishtank]

They are pretty much obliged to honour the VR terms until at least 2014 because BT2010, although running out in 2013, won't be complete until long after that.

They are much more obliged than you think DV.
I always wondered why Royal Mail committed so easily to no compulsory redundancies and maintaining the very expensive MTSF and enhanced ETE terms available to members.
I mistakenly thought that it was good work on the part of our negotiators.
It wasn't...the real answer lies in the application for and subsequent granting of state aid.

(60) Labour related restructuring is at the heart of the RMG’s changes to ensure that a financially sustainable universal service can be provided for the long term in the United Kingdom. RMG has already made progress and intends to significantly reduce its workforce further through a programme of voluntary redundancy and natural attrition over the period of the plan. This alone represents around one third of the total relevant restructuring costs from the plan, and will reduce significantly one of RMG’s core costs.

(61) The restructuring plan envisages, over the course of the restructuring period, a reduction in RMG’s headcount in UK Letters & Parcels and International (UKLPI) from approximately 160 000 people at the start of the year ending in March 2011 to approximately […] people in March 2015. This represents a total reduction of approximately […] in UKLPI between March 2011 and March 2015, representing the equivalent of around […] a year. This labour related restructuring includes a reduction of close to […] central managers
(over 1 000 of whom had already left by March 2011). Labour cost savings of £ […] million in real terms are forecast to be achieved between March 2010 and March 2015.

(249) Second, the restructuring plan involves a significant reduction in employment that is due to the technical change and higher automation in the postal sector. In this respect, the Commission notes that it generally takes a favourable view of State aid to cover the social costs of restructuring. According to point 64 of the R&R Guidelines the Commission has no a priori objection to such aid when it is granted to firms in difficulty, for it brings economic benefits above and beyond the interests of the firm concerned, facilitating structural change and reducing hardship.

(250) The Commission observes that a large part of the restructuring costs consists of redundancy payments as well as travel and outplacement costs based on agreements with the trade union. On the other hand, aid that will be granted to finance those labour-related costs benefits not only RMG but also the redundant employees. The Commission considers therefore that this aid for the labour-related restructuring facilitates structural changes and reduces hardship.

The truth is RM cannot renege on either the agreement to no compulsory redundancies or the MTSF terms while the modernisation program is still active because the were both major factors in the granting of state restructuring aid.
Now wouldn't it have been nice of the union to have just told us that,maybe put some minds at rest and not attempted to take the glory for what was in fact no victory at all.

[dvbuk55]

We haven't been duped again surely, colleagueshare, 75/25, phantom negotiated agreement on no redundancy, is it never ending - it reminds me of the bloke with a card table, three egg cups upside down with a pea underneath one...................spot the truth - how difficult is it to tell the truth?

[fishtank]

JOB SECURITY




Amendment No
Submitted by
Policy

1 Northern Ireland Combined Support

2 Scotland No 2 Oppose

3 Eastern No 6 Support

4 London Divisional Committee
London West End Amal
London South East Postal and Counters Oppose

5 Greater Manchester Amal Support

6 South Central Postal Support

7 London Parcels and Stations Amal
London South West Postal
West London Postal
East London Postal
Northern/North West London
Mount Pleasant International Oppose

8 Bristol and District Amal Support

9 Eastern No 4 Oppose

10 Newcastle Amal Support

[fishtank]

Kind of what i expected.
Kick out the controversial amendments that might ask a question of Royal Mail....leave in the milder stuff.
Why ask for amendments in the first place?