CWU Postal Policy Forum 28th June 2012 – Special Reports

[Geezer]

Dear Colleagues

Please find attached report to the Policy Forum and the new National Agreements on WCM and Job Security. Please note that these agreements will be re-issued in time following further talks with Royal Mail on the basis of the amendments carried at the Forum.

Any queries please let me know. Hard copies will be sent out in due course.

**** ********
Branch Secretary

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Letter to Branches

No: 435/12 Ref: 24209 Date: 1st June 2012


TO: ALL BRANCHES WITH POSTAL MEMBERS


Dear Colleague

Important Information – CWU Postal Policy Forum 28th June 2012 – Special Reports

Please find attached to this LTB Special Reports covering new national agreements on Job Security and World Class Mail. The Postal Executive is placing these national agreements before the Policy Forum that will take place on the 28th June 2012, the details of which were published earlier today.

Please also find attached to this LTB a letter from the Chair of the Postal Executive setting out how the business will be conducted at the Policy Forum and the entitlements of Branches.

We would ask that Branches take the opportunity to fully consider the content of the Special Reports prior to the Policy Forum.

A further LTB will be issued today explaining the progress made in other Phase 2 national talks.

Any enquiries on the content of this LTB and the Special Reports should be directed to the DGS (P) Department.

Yours sincerely


Dave Ward
Deputy General Secretary (P)

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Dear Colleague


Further to LTB 434/12, amendments are now open and will close at Midnight on Tuesday 12th June 2012.

Branches and Business Co-ordinating Committees can submit one amendment to each recommendation.

Email: postalpolicyforum@cwu.org using the attached Amendment Form.

The amendments and order of business will be sent out on the 14th June 2012.

Regards


Jane Loftus
Vice President/Postal Executive Chair

COMMUNICATION Postal Policy Forum June 2012
WORKERS
UNION
For Head Office use only


Name of Branch/Business Co-ordinating Committee:

Branch Ref No:

AMENDMENT TO RECOMMENDATION:


Date of Meeting:

Name:
Branch Secretary/Field Official

NOTES
1 Please refer to guidance notes issued with LTB 811/11.
2 Use a separate sheet for each amendment..

Name:
Chair

EMAIL :

TELEPHONE NUMBER:
MOTIONS MUST BE RETURNED BY
12th June 2012 at 12 midnight

If by post, to Jane Loftus Chair PEC, CWU, 150 The Broadway, Wimbledon, London SW19 1RX if electronically to: postalpolicyforum@cwu.org

ADDRESS (BLOCK LETTERS)


Postal policy Forum June 2012

A Special Report to the CWU National Postal Policy Forum on the 28th June 2012

…………..

Job Security, Resourcing and Managing Change
A National Agreement between Royal Mail and CWU


Background

A key part of our Phase 2 agenda for national talks was to finalise a new agreement on Job Security.

From the Union’s perspective this has been about extending and strengthening our Job Security Agreements in what we all know is the most challenging environment the CWU postal side has ever been confronted by.

The need to deliver extended job security for our members was also part of Emergency Motion 3 agreed at Annual Conference 2011 and was seen as an essential response to the real possibility of our members working for a privatised company at some point in the future.

Prior to Annual Conference the Postal Executive were provided with a proposed draft agreement and given the opportunity to make some initial comments before further and final negotiations took place. Feedback at that stage was positive and in a recent LTB, published to Branches at Annual Conference, we committed to bring back any final Job Security Agreement to a National Policy Forum.

Agreement Reached

National talks concluded on Friday 25th May and we have attached at Appendix A, a copy of the full Agreement, the salient points of which are as follows:-

• Reaffirmation that the overarching objective of Business Transformation is to introduce and complete all transformation programmes without recourse to compulsory redundancy.

• Confirmation that all our existing job security commitments and those covered in this new agreement, are now extended to cover all future Royal Mail change.

• Reaffirmation as part of the extended agreement, that all full time employees will retain full time status and part time employees will retain their existing hours if they wish.

• Extended agreement that the current MTSF VR terms and enhanced ETE payments, will now continue to at least April 2014. This will be reviewed towards the end of 2013 using the same criteria that has delivered the extended terms.

• Agreement to the current resourcing model of predominantly full time employees being extended for Royal Mail’s ongoing business strategy and its operations.

• Additional and improved safeguards for resourcing permanent and fixed term contracts and the utilisation of agency staff.

• Part time employees will be given the opportunity to increase their contracted hours in line with the hours they actually work.

• Reaffirmation of the MTSF VR process alongside a stronger process for HR1 redundancy notification.

• The new agreement is not time limited and is incorporated into a new framework which confirms key values and principles of the company.

Conclusion

Given the huge challenges facing the postal industry, including modernisation, competition, the digital age and now the very real threat of privatisation, this new Job Security Agreement should be seen as a major achievement for our members and the Union. Crucially, the agreement now covers all future change and is not time limited.

Similarly, in the face of End to End competition, an extended commitment to the current resoucing model (75/25 full time to part time split) being confirmed as integral to Royal Mail’s ongoing business strategy, is very much welcome.

Additionally, the resourcing and managing change principles contained in the agreement, applied correctly, give us the strongest possible basis for addressing longstanding problems around the contractual status of the workforce.

As far as MTSF is concerned, the reaffirmation of the overall agreement and the extension of the current VR and ETE terms to at least April 2014, is once again very good news. The Union will look to maintain these principles in future reviews.

We have attached a covering letter (Appendix B) from Royal Mail, which is helpful in clarifying both the status of the agreement with Parcelforce and other issues that will form part of further important discussions with the company.



We have no hesitation in recommending the new Job Security Agreement to the CWU Postal Policy Forum on the 28th June.


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



APPENDIX
A



Job Security, Resourcing and Managing Change

A National Agreement between Royal Mail and
Communication Workers’ Union


1. Introduction

Royal Mail and CWU reaffirm that the overarching objective of the Business Transformation Agreement is to introduce and complete all transformation programmes without recourse to compulsory redundancies.

Royal Mail and CWU recognise that by aligning the interests of employees, customers and the company, we are best able to place the Royal Mail Group on a viable future footing. It is by delivering the future success of the company that we can achieve greater long term job security.

The purpose of this Agreement is to extend all existing job security commitments and incorporate these into a new framework that covers Royal Mail’s approach to all future change and resourcing. The Agreement reflects the key values and principles of how the company will continue to manage change in all workplaces.

2. Job Security Principles

2.1. The overarching objective will be for the Royal Mail Group to deliver all future change without recourse to compulsory redundancy. To maintain this commitment, employees will need to be flexible and adaptable when considering reasonable and suitable alternative jobs and work locations.

2.2 Full time employees will retain full time status unless they volunteer to move to part time hours. Part time employees will be entitled to retain their existing contractual hours if they wish.

2.3. The Royal Mail Group and CWU have an excellent record of working together to resolve employee surplus situations and we will continue to use the full range of options contained in the Business Transformation and Managing the Surplus Framework national agreements.

The Managing the Surplus Framework Agreement will continue to operate as now including the terms for voluntary redundancy, pay protection, excess travel and relocation situations.

Under the Business Transformation Agreement, changes to MtSF terms (some VR and ETE payments) were due to be implemented in April 2013. These changes were subject to review in October 2012 in the light of the financial position of the company and the progress of the transformation programme at that time. This review has been brought forward, and the current terms have now been extended until April 2014. The same review criteria will now apply in October 2013.


3. Royal Mail Resourcing and Managing Change Principles

The following principles represent Royal Mail’s approach to resourcing and will be applied throughout the business:

3.1 The overall resourcing model for Royal Mail’s ongoing business strategy and its operations will continue to be predominantly full time supported by part time employees. The overall national mix is expected to continue to be three quarters full time and one quarter part time.

3.2 Royal Mail employees will be employed on permanent contracts, except where there is a genuine short term need identified. CWU will be consulted in advance where there is any such requirement. Temporary contracts will not exceed two years unless it has been jointly agreed that there are very exceptional circumstances. The position of temporary contract employees will be kept under regular review by the local parties, with a view to converting to permanent contracts where and when possible. Additionally, where change programmes have been completed and bedded in, the status of temporary contract employees will be reviewed and converted to permanent contracts unless there is no need for this additional resourcing or where there is an identified and agreed need to continue with a fixed term contract. Royal Mail confirms that as part of the review of this agreement, it is the aspiration to reduce the length of temporary contracts to no more than one year.

3.3 The level of part timers’ contracted hours will be jointly reviewed locally on
a six monthly basis. Where appropriate, increased contracted hours will be
offered to reflect the hours actually worked and planned.

3.4 Agency workers are intended to cover short term or unforeseen resourcing
needs expected to last for periods of no more than 12 weeks, which cannot be covered by offering additional earnings opportunities to existing employees whilst maintaining quality of service. In the rare circumstances that employment exceeds 12 weeks the comparable pay provisions of the agency workers’ regulations will apply.

3.5. It is essential that the ongoing local resourcing requirements are subject to regular consultation between Royal Mail and CWU as part of the mandatory weekly resourcing meetings.

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. 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,

4. Deployment

To support successful deployment of this agreement, Royal Mail and CWU will implement the following:

• Articles on the agreement in The Voice and Courier with agreed key messages
• Joint employee briefing
• Communications to managers and representatives


5. Review

This Job Security, Resourcing and Managing Change national agreement is not time limited. The agreement will be subject to two yearly reviews with the intention of maintaining these principles in a rapidly evolving market place. Additionally there will be periodic reviews at national and regional/divisional level with appropriate information supplied to ensure the principles of this agreement are applied in practice.


APPENDIX
B


Dear Dave,

Job Security, Resourcing and Managing Change Agreement

In reaching this agreement you asked me to clarify some further points.

Part time workers

You raised certain matters relating to part timers’ terms and conditions which we agreed were out of scope in this agreement. We agreed to look at them further when we discuss pay in phase 3 of these talks.

Angard

You have asked for further urgent discussions on Angard and we have agreed to this.

Parcelforce Worldwide

I can confirm that the extension of the current VR terms set out in the agreement includes Parcelforce Worldwide employees.

Exploring Legally Binding Agreements

We have both agreed to explore further whether the issues covered in this agreement may be legally binding. This is clearly a complex matter which we are looking at in phase 3 of our talks on a wider basis, and this agreement will be included in our discussions on this issue at the time.

Yours sincerely


Mike Newby

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A Special Report to the CWU National Postal Policy Forum on the 28th June 2012

……………

World Class Mail – A National Agreement
between Royal Mail and CWU


Background

As part of the BT 2010 Agreement Royal Mail and CWU agreed the basis for the Union’s involvement in the development of World Class Mail. Subsequently, this aspect of the BT Agreement was supplemented by a WCM Consultative Framework which was circulated to Branches in LTB 570/10 on 25th June 2010.

When reaching the above agreements the Postal Executive were firmly of the view that Union engagement in WCM was the correct strategy to pursue.

In March 2011, primarily as an attempt to place pressure on Royal Mail, following the news that Colleagueshare had become worthless, the Postal Executive agreed a policy to suspend our involvement in the roll out of WCM to new sites. This was conveyed to Branches at a National Briefing and via an LTB. The policy was subsequently included as part of a wider CWU Annual Conference policy aimed at moving forward a range of major issues.

In recent months it has become clear that whilst the policy had some success, particularly in focusing Royal Mail on addressing the Union’s concerns, it has not been universally supported and neither was it seen as a sustainable position. Indeed, there has been a growing feeling amongst representatives, that with or without a new agreement, the current policy should be reviewed.

Nevertheless, the Union continued to pursue a new agreement on WCM and it featured as one of the main issues for resolution in the 3 phase agenda for national talks recently agreed by the Postal Executive and communicated to Branches via LTB 093/12 on 10th February 2012. This agreed agenda for phased national talks was seen as a positive development and incorporates all the major national issues that will impact on the future of the Royal Mail Group. As WCM discussions got underway, the Postal Executive agreed a detailed list of the main concerns to be addressed in any new agreement (copy attached at Appendix A).
The list was shared with CWU Divisional Reps and was seen as a comprehensive position to be pursued in negotiations with the company. The list was also shared with the company and became a reference point for our ongoing talks.

To bring the situation completely up to date, the Postal Executive were provided with a proposed draft agreement just before Annual Conference and given the opportunity to make some initial comments before further and final negotiations took place. Feedback was positive and given the progress made an LTB was issued at Annual Conference and this included a commitment to convene a Policy Forum to clear any final WCM Agreement.

Importantly, in debate at Annual Conference, a proposition to effectively pull out of WCM was overwhelmingly defeated by delegates in support of the Postal Executive’s position of engagement.

Agreement Reached

Following Annual Conference, negotiations continued on a range of national issues and a proposed WCM Agreement was eventually finalised on Friday 25th May and subsequently endorsed by the Postal Executive on Thursday 31st May.

A full copy of the agreement is attached at Appendix B and the salient points are as follows:-

• Major safeguards have been achieved that assert national agreements including the IR Framework, as integral to the way WCM will now operate.

• The Union will now be fully involved in the operation of the National Best Practice database for WCM initiatives.

• The overall role of industrial relations has been asserted within WCM including an enhanced role for CWU representatives.

• Key principles have been agreed that will underpin the way employee engagement will now operate within WCM.

• We have secured a commitment for independent and ongoing staff surveys to measure employee satisfaction within WCM. The results of these surveys will be used as part of its future development.

• Major safeguards have been achieved which assert our agreed safety policies as integral to the WCM approach, alongside an enhanced role for the national officer and CWU Safety Reps.

• There is a firm commitment to improve the reward package in association with WCM as part of our Phase 3 talks which are due to commence immediately.

• The company will share with the appropriate national officers all relevant information regarding the benefits and costs derived from WCM.

• In delivery, Royal Mail has accepted that WCM is different and must take account of outstanding BT revision activity. This will be the subject of separate discussions. Similar discussions will also take place in other functions.

• We have secured a strong and new approach to deployment of a national agreement. This will provide every available opportunity to engage members, representatives, managers, WCM pillar leads and explain the terms of this agreement and how WCM will now operate in the future.

Conclusion

It’s fair to say that since its introduction WCM has divided opinion amongst representatives, managers and employees. Whilst the Union will always have concerns about the ideology of this style of total quality management initiative, we must also recognise that WCM remains a key plank of Royal Mail business policy and that open and honest engagement is the correct approach.

On this basis, we believe we have secured a very strong agreement. This will enable the Union and Royal Mail to work together in shaping, influencing and where appropriate, changing the way WCM will now operate. What we want to develop is an approach that supports a mutual interest culture.

In asking Branches to endorse the agreement we must be clear that we support employee engagement, providing it is done in a fair, transparent and meaningful way, as set out in this agreement. Furthermore, the Union must recognise that in today’s business, competitive and wider economic environment, the need for Royal Mail to be a very efficient organisation with high service standards and quality employee terms and conditions, is in everybody’s long term interests.

Finally, given the nature of World Class Mail, the success of this agreement, more than most, will depend on its application in the field. Therefore, in addition to the agreed deployment approach, we will put in place a robust CWU support structure in line with existing Conference policy. The intention is to advise Branches of this structure prior to the Policy Forum. The Postal Executive has no hesitation in recommending this agreement to the CWU Postal Policy Forum.


RECOMMENDATION: That this Postal Policy Forum endorses the World Class Mail National Agreement.





APPENDIX
A

List of CWU World Class Mail concerns that will formulate part of the agenda in ongoing talks with the company:


• The potential for the concept of WCM to marginalise the Union in the workplace and at national level, at the very time when the national parties have committed to improve relationships.

• The potential for WCM to circumvent the Industrial Relations Framework and national agreements. In particular, concerns that WCM, as a process, will be used to remove duties and drive productivity whilst replacing normal collective bargaining.

• The need to bottom out, once and for all, the whole approach to health and safety and the reporting of accidents.

• The need to provide more clarity over what issues can be dealt with at national or local level.

• The potential for WCM to divide the workforce creating favouritism for those who engage and alienation for those who are less enthusiastic.

• Despite the considerable commitments in existing agreements to involve the Union and allow us to shape the development of WCM, the actual process is still driven solely by management techniques and tools that are being rigidly applied.

• The lack of quality information being provided by the company over progress of World Class Mail and future role out.

• The need for a proper training package and stronger communications for representatives and employees.

• A better understanding of the company’s objectives, including the level of investment, the anticipated cost reduction and a robust process for monitoring the financials going forward.

• The opportunity for the Union to introduce some of our own ideas into World Class Mail that could improve industrial relations and provide tangible benefits for employees including appropriate remuneration.

• The need for the Union to put in place a robust CWU support structure to ensure WCM is developed fully in line with national agreements and the outcome of our forthcoming talks.





APPENDIX
B


Business Transformation and World Class Mail – A National Agreement between Royal Mail and the Communication Workers Union

1. Introduction

The Business Transformation Agreement 2010 commits Royal Mail and CWU to work together to achieve industry leading standards of performance using a range of approaches including World Class Mail. Both parties have reviewed the way the World Class Mail initiative is developing and in particular the relationship of WCM with existing national agreements, industrial relations, safety procedures and employee engagement.

The purpose of this agreement is to provide a framework in which World Class Mail will now operate and continue to evolve with the positive engagement of employees and with Royal Mail and CWU working together in line with the spirit and intent of this agreement.

2. National Agreements and World Class Mail

It is reaffirmed that World Class Mail initiatives will be developed and implemented in a way that is consistent with current national agreements. This is particularly relevant in the following key areas:

2.1 Impact on employees of changes to the number of duties, duty times and attendances, earnings opportunities, terms and conditions of service:

Issues arising from a World Class Mail initiative which impact on any of the above will be addressed through the consultation and negotiation approach outlined in the Industrial Relations Framework,

2.2 Introduction of new equipment, automation and technology and alterations to existing equipment.

The development and deployment of significant new equipment and permanent alterations to automation and technology will continue to be in line with the National Generic Trial and Deployment Framework and other current nationally agreed procedures.

2.3 National Database of World Class Mail initiatives

The nature of World Class Mail is such that good practice identified in one office may be relevant elsewhere and a national database exists to assist this process

Royal Mail and CWU will regularly review the database and resolve any potential issues in line with this agreement

Local reps will be involved in discussion on the deployment of good practice in their unit.

3. Industrial Relations and World Class Mail

Royal Mail and CWU recognise that the success of the company depends on a radical improvement in industrial and employee relations.

In order to develop industrial relations in the context of World Class Mail both parties agree the following measures:

3.1 Managers, representatives and World Class Mail Pillar Leads each have a key role in ensuring that current and future WCM initiatives are deployed in a way that is consistent with our overall approach to industrial relations and the terms and spirit of this agreement.

3.2 Under this agreement, elements of the CWU rep’s role are enhanced and appropriate time will be made available for CWU reps to fulfil these responsibilities.

3.3 CWU Representatives will be encouraged to become directly involved in World Class Mail initiatives.

3.4 CWU Representatives will be invited to attend local World Class Mail audits and subsequent action planning sessions.

4. Employee Engagement and World Class Mail

Bringing about a radical improvement in employee relations is another crucial objective of the Business Transformation agreement and the development of a mutual interest culture is reaffirmed as the key enabler for achieving this.

Within the context of World Class Mail both parties recognise that there are opportunities to develop a mutual interest culture and recognise that WCM is one of a number of initiatives that can deliver effective and meaningful employee engagement in a fair and transparent way.

To ensure an integrated approach across the Business Transformation Agreement, employee engagement within World Class Mail will be underpinned by the following principles:

4.1. All employees will have the opportunity to be involved in WCM initiatives as they are rolled out.


4.2. World Class Mail will operate in line with the normal office approach for ensuring fair allocation of duties, overtime and workload.

4.3. As part of developing our mutual interest culture, WCM initiatives should be able to identify benefits for customers, employees and the company. .


4.4. All employees will be jointly briefed about how WCM initiatives should be deployed in line with the provisions of this agreement

4.5. Employees participating in WCM initiatives will receive appropriate training and undertake activities which are within their skill, competence and relevant grade.

4.6. Improvements in levels of employee satisfaction and engagement in World Class Mail and other initiatives will be tracked and measured through the Employee Opinion Survey. Additionally, Royal Mail and CWU will undertake a more detailed joint survey. The results of both will be considered by the national parties and where appropriate utilised in the further development of the WCM programme. In future years more detailed joint questions in the Employee Opinion Survey may replace the joint survey.

5. Safety and World Class Mail

Both parties are committed to working together to make safety a key priority for all employees and in the context of World Class Mail the following approach will apply:

5.1. The regular meetings between the CWU National Officer for Health and Safety and the Royal Mail Director of Safety are the national forum for discussing safety including any items raised under the Safety Pillar of WCM. The Director of Operational Excellence will be involved in this meeting as appropriate.

5.2. All managers, CWU Safety Representatives and World Class Mail pillar leads have a key role in ensuring the WCM programme operates in line with the overall Royal Mail Group safety policy and all agreed RM/CWU safety procedures.

5.3. A common objective is to continue to reduce the level of accidents at work and to achieve this all employees should report all accidents and safety hazards at all times. The approach for root cause analysis and the identification of unsafe acts will be based on a supportive and learning culture and the need to prevent reoccurrence.

5.4. Under this Agreement elements of the CWU Safety Representatives role are enhanced and appropriate time will be made available for CWU Safety Reps to fulfil these responsibilities. Safety representatives will be involved as appropriate in safety investigations, root cause analysis and re-enactments

5.5. CWU Safety Representatives will be encouraged to become directly involved in the safety pillar of World Class Mail and will be invited to attend relevant WCM audits.


6. Reward and World Class Mail

It is recognised that the company will derive benefits (information on which will be shared) from the successful deployment of World Class Mail alongside the overall modernisation of the business. This provides the opportunity to improve the reward package and this will be considered further as part of 2013 pay talks.

7. Future Roll out and Development of World Class Mail

In order to support fully informed debate and development of the overall World Class Mail programme, an overview of benefits and associated costs will be shared with the appropriate CWU National Officers responsible for each function, as part of regular progress reports.

It is recognised that the approach to World Class Mail in delivery is different and will take account of the major Business Transformation Agreement revision activity that is still outstanding.

The ongoing development and roll out of the World Class Mail programme for delivery will be the subject of further discussions between the Delivery Director, Head of WCM Collections and Delivery and the appropriate CWU National Officer. Similar discussions will take place in other functions where the approach to World Class Mail is still being developed, eg Network Drivers/ Call Centres/Admin.

8. Deployment

The full deployment of this agreement in all Royal Mail sites is integral to both the overall success of the Business Transformation Agreement and the future development of World Class Mail.

It is important that all managers, representatives and World Class Mail pillar leads familiarise themselves with the terms of this agreement.

To support successful deployment Royal Mail and CWU will implement the following:

• Articles on the agreement in The Voice and Courier with agreed key messages
• Joint employee briefing
• Communications to managers and representatives
• A series of workshops at each level, to explain the agreement and including action planning and good practice for local deployment
• The process for regular review, including the agreed Consultative Framework, at all levels.



9. Review

The terms of this agreement will be regularly reviewed by the national parties to ensure its spirit and content are delivered in practice. These reviews will also provide the opportunity to identify improvements and any appropriate changes to the overall programme.

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TO ROYAL MAIL WORKPLACE REPS & CONTACTS

Date: 03/07/12


Dear Colleagues

National Policy Forum held on 28 June in Bristol

As most of you will know , the CWU now holds the Postal Group Conference every other year. To ensure that Branches can still have input into policy making, National Policy Forums have been introduced.

They both allow Branches to alter and make policy and they also enable the Union to respond to issues more quickly, rather than having to delay talks etc with Royal Mail until the outcome of a conference that could be some months away.

The Forum discussed two new national agreements. Further talks will now take place and final versions will be out in due course which will be distributed.

Job Security , Resourcing and Managing Change

I have attached the agreement and you will see the Union have secured major benefits for members. Members need to be aware of these improvements !

All transformation activity should be without any compulsory redundancy.

Job security commitments cover all future change. Very important when we look at the probably privatisation of the industry.

Current VR terms will be extended again to April 2014

Protection and permanent contracts for temporary employees unless there are very exceptional circumstances.

Increased contractual hours for temporary contract employees who work more than their normal hours.

Amendments carried against the Report included :

1. Those who are currently on or are exceeding a temporary contract of 2 years will be offered a permanent contract. Submitted by the Northern Ireland Combined Branch.

2. That to ensure the 75/25 FT PT split, Royal Mail will provide details for each Division including the number of temporary contracts. This to be provided every 3 months. Submitted by the Greater Manchester Amal Branch.

3. That VR criteria must ensure a non discriminatory process (currently Royal mail are seeking to exclude those over 65). Submitted by South Central Postal Branch.

4. That there will be a formal review of the agreement after 6 months to ensure the 75/25 split is being maintained across all offices and that temporary contract people are being given permanent contracts. Submitted by a number of London Branches.

5. That staff in post figures for each unit showing full and part time, should be provided every month. Submitted by the Bristol & District Branch.

6. That robust reporting and monitoring mechanisms are set up to ensure Royal Mail are honouring the agreement. Submitted by the Newcastle Branch.


World Class Mail

This issue has been ongoing now for months with no resolution…….until now.

WCM was always about marginalising the CWU , getting change in without agreement , reducing accidents by quite frankly dodgy means – looking to blame people, discipline people and claim that if there was no apparent cause, then the person must be to blame etc etc.

The Company have sunk millions into this initiative and many members and Branches are very sceptical as to what Royal Mail want to do.

The new agreement provides proper involvement of the CWU and confirms that changes to terms, conditions, duties , duty times and earnings opportunities will always be subject to the IR Framework ie proper negotiation with the CWU.

Any cash savings from WCM initiatives will go towards the overall package of pay and reward for members.

Royal Mail and the CWU want accidents on duty reduced but this will only be by using a “supportive and learning culture.”

Deployment of World Class Mail will be discussed now with the Union before it will be rolled out any further.

Amendments against the Report included :

1. That the “change request process” for agreeing trials and deployment of change is mentioned in the agreement. Submitted by the London Postal Engineering Branch.

2. That the terminology used in WCM is confusing and not needed. Those in WCM sites will know of the use of Japanese terms to describe things ! Plain English should be used. Submitted by the Leicestershire Amal Branch.

3. That robust reporting and monitoring mechanisms are set up to ensure Royal Mail are honouring the agreement. Submitted by the Newcastle Branch.


If anyone has any queries or would like to see the full list of amendments submitted please let me know.



**** ********
Branch Secretary

[hazzeem025]

you can shove your world class mail up your arse. waste of time, effort and money.

[clashcityrocker]

you can shove your world class mail up your arse. waste of time, effort and money.

Are you not supposed to use the Japanese word for arse?

[fishtank]

you can shove your world class mail up your arse. waste of time, effort and money.

Are you not supposed to use the Japanese word for arse?

No Japanese words are now banned.

TO ROYAL MAIL WORKPLACE REPS & CONTACTS

Amendments against the Report included :

2. That the terminology used in WCM is confusing and not needed. Those in WCM sites will know of the use of Japanese terms to describe things ! Plain English should be used. Submitted by the Leicestershire Amal Branch.

I'm actually going to miss the muda.

[Danelectro]

overarching

[TrueBlueTerrier]

雄牛 たわごと Osushi Tawagoto