how many shares?

[k979aaa]

if you are made redundant or get ihr in the 3 years before they are due to be repaid you lose them.

No you don't. Vince Cable confirmed IHR and Redundancies will keep the share entitlement in an evidence session in parliament yesterday, and the SIP regulations confirm it along with other groups such as TUPE affected colleagues.

they also said we would get 2000 quid in colleague shares 3 yrs ago.

Which I say to all postmen/managers I do not begrudge anyone even MOYA getting a share of the 10% of allocation. What bothers me is the greed in this company from the top down they will only have themselves to blame. DO NOT COME ON HERE CRYING ABOUT YOUR INVESTMENT IT IS YOU WHO DID WHAT YOU DID WITH THE FULL KNOWLEDGE OF INDUSTRIAL ACTION SHARES CAN GO UP AND DOWN.

[hantsman]

and the managers won't cook the book as they will want the shares to be highest as possible so they can sell it in 5 years. It is different to colleague shares scam.

You are right on! Our boss (Moya) has put in for a massive amount of shares.

they are not like colleague shares and whatever the value after 2 or 5 year, we would have received dividends (like a bonus really) and afterall, they are FREE.

Some people did not even want the government to give us free shares and it is a sort of expensive bribe at the expense of the rest of the public.

I believe even Moya can only buy up to £10,000 In shares in the first instance, the same as any RM employee.

[hantsman]

Proper Managers without negative effects on their Staff would be nice, that is NOT a rumour but a FACT!

Can I just say this for the record, I have never had any real issues with any of my managers. My biggest bugbears are with my colleagues.

Secondly, uneasy lie the head that wears the crown. This is a business and management have to do what management does. I have seen good natured managers get walked all over by posties and then their superiors... Managers even get more bullied than we do.

It is not always the manager's fault but the bosses at the very top who comes up with birdbrain ideas and who wants to maximise profits for their bonuses and status.

With RM, we cannot simply be sacked for no good reasons - we are not at that stage yet, not in this country and not with big employers like RM or other quasi-govt institutions. Of course, people might find out that they might be able to get away with less and that disciplinary and absence procedures might get tougher But then, this is your job and livelihood so you better take it seriously, so your job properly and watch yourself. Personally, I do that anyway! (I do not take the p***!)

You would be very naive to think RM need a reason to sack anyone, Weightmans clear up for them.

[fishtank]

we would have received dividends (like a bonus really) and afterall, they are FREE.

Dividends... (like a bonus really)?
The first thing you have to realise is that these dividends which employees will receive 10% of are profits.
The second thing you have to realise is that any pay rises we get,any real bonuses we receive will also come out of profits.

It doesn't take a genius to work out that the more that is paid out in dividends(like a bonus really) the less there will be left in the pot when it comes to wage negotiations.
So get used to dividends being (like a bonus really) because they will likely replace any real bonuses and could possibly drag down future pay rises (like a bonus really).

[UnhappyGremlin]

we would have received dividends (like a bonus really) and afterall, they are FREE.

Dividends... (like a bonus really)?
The first thing you have to realise is that these dividends which employees will receive 10% of are profits.
The second thing you have to realise is that any pay rises we get,any real bonuses we receive will also come out of profits.

It doesn't take a genius to work out that the more that is paid out in dividends(like a bonus really) the less there will be left in the pot when it comes to wage negotiations.
So get used to dividends being (like a bonus really) because they will likely replace any real bonuses and could possibly drag down future pay rises (like a bonus really).

I've made a similar point to some colleagues.
I believe that in future pay negotiations, any expected dividends will be taken into consideration by RM.
They'll say, you got XX dividends, so with XX % pay rise, it's a total of YY.

[Shambles]

UnG stop going all Brian Cox on me...are we talking about share or fooking Chromosones

[wandle]

we would have received dividends (like a bonus really) and afterall, they are FREE.

Dividends... (like a bonus really)?
The first thing you have to realise is that these dividends which employees will receive 10% of are profits.
The second thing you have to realise is that any pay rises we get,any real bonuses we receive will also come out of profits.

It doesn't take a genius to work out that the more that is paid out in dividends(like a bonus really) the less there will be left in the pot when it comes to wage negotiations.
So get used to dividends being (like a bonus really) because they will likely replace any real bonuses and could possibly drag down future pay rises (like a bonus really).

The first thing you have to realise, is that RM may be wishing to move to a rewards package that mixes pay, dividends and further issues of free shares. The free shares we are getting in the flotation may not be the only free shares we get. The union has long been asking for a 'replacement for the ColleagueShares scheme', and there is a clue - hidden deep in the prospectus - on how Royal Mail could facilitate this, should the ongoing talks (and a bloody big YES vote) produce results.

from page 81 of the Prospectus:
A further award of Employee Free shares may also be made on or after 6 April 2014 on a similar basis, to Eligible Employees still in Company or RMG employment

That date is significant. HM Revenue and Customs rules for Share Incentive Plans forbid awards of shares worth more than £3000 in any tax year. The 2014/15 tax year commences on 6 April 2014, so - if Royal Mail are serious about employees being rewarded for making the company more profitable - they could distribute some of the profit directly to us, by awarding a further set of Free Shares. I would expect, though, that any additional shares would then (also) have to be held for 5 years, if holders want to sell them without paying tax. RM would then say, presumably, that 'you asked us for a replacement for the ColleagueShares scheme. We listened. So, in future, you will receive a lower pay rise, but be compensated with additional free shares' ?

[UnhappyGremlin]

we would have received dividends (like a bonus really) and afterall, they are FREE.

Dividends... (like a bonus really)?
The first thing you have to realise is that these dividends which employees will receive 10% of are profits.
The second thing you have to realise is that any pay rises we get,any real bonuses we receive will also come out of profits.

It doesn't take a genius to work out that the more that is paid out in dividends(like a bonus really) the less there will be left in the pot when it comes to wage negotiations.
So get used to dividends being (like a bonus really) because they will likely replace any real bonuses and could possibly drag down future pay rises (like a bonus really).

The first thing you have to realise, is that RM may be wishing to move to a rewards package that mixes pay, dividends and further issues of free shares. The free shares we are getting in the flotation may not be the only free shares we get. The union has long been asking for a 'replacement for the ColleagueShares scheme', and there is a clue - hidden deep in the prospectus - on how Royal Mail could facilitate this, should the ongoing talks (and a bloody big YES vote) produce results.

from page 81 of the Prospectus:
A further award of Employee Free shares may also be made on or after 6 April 2014 on a similar basis, to Eligible Employees still in Company or RMG employment

That date is significant. HM Revenue and Customs rules for Share Incentive Plans forbid awards of shares worth more than £3000 in any tax year. The 2014/15 tax year commences on 6 April 2014, so - if Royal Mail are serious about employees being rewarded for making the company more profitable - they could distribute some of the profit directly to us, by awarding a further set of Free Shares. I would expect, though, that any additional shares would then (also) have to be held for 5 years, if holders want to sell them without paying tax. RM would then say, presumably, that 'you asked us for a replacement for the ColleagueShares scheme. We listened. So, in future, you will receive a lower pay rise, but be compensated with additional free shares' ?

Rather have the straight forward pay rise.
And totally separate to any dividends.

[briant_gumble]

I am a bit confused about the tax rules here.

So as I understand it, if an employee wants to sell shares they can but they will taxed on their re- sale and lose 25% of the money they receive.

However, if they hold on to them for 5 years then they can sell them on and they won't have to pay tax?

[wandle]

I am a bit confused about the tax rules here.

So as I understand it, if an employee wants to sell shares they can but they will taxed on their re- sale and lose 25% of the money they receive.

However, if they hold on to them for 5 years then they can sell them on and they won't have to pay tax?

Correct.

[motch]

Anybody know how many shares each employee will receive?

so going back to the original question - do we know exactly HOW MANY shares we are getting? based on 39 hours, can then work out pro-rata hours. sorry if the exact number has been mentioned in the thread somewhere.

I know they will probably go tits up within 5 years.

[UnhappyGremlin]

Anybody know how many shares each employee will receive?

so going back to the original question - do we know exactly HOW MANY shares we are getting? based on 39 hours, can then work out pro-rata hours. sorry if the exact number has been mentioned in the thread somewhere.

I know they will probably go tits up within 5 years.

Nobody knows yet.
It has yet to be calculated.
They will do so based eligibility criteria, when they have the relevant information, which they don't know all of just yet.
They are supposed to be telling us, individually (by letter maybe) at some point after the 15th October I think.

[motch]

Anybody know how many shares each employee will receive?

so going back to the original question - do we know exactly HOW MANY shares we are getting? based on 39 hours, can then work out pro-rata hours. sorry if the exact number has been mentioned in the thread somewhere.

I know they will probably go tits up within 5 years.

Nobody knows yet.
It has yet to be calculated.
They will do so based eligibility criteria, when they have the relevant information, which they don't know all of just yet.
They are supposed to be telling us, individually (by letter maybe) at some point after the 15th October I think.

which is why i think we'll get even more shafted as it will be something like £2200 worth of shares not at £3.30p a share but at £4.50p+ a share at close of trading Tuesday 15th, there's a fooking frenzy with selling them off to the big boys for the first few days.

[UnhappyGremlin]

Anybody know how many shares each employee will receive?

so going back to the original question - do we know exactly HOW MANY shares we are getting? based on 39 hours, can then work out pro-rata hours. sorry if the exact number has been mentioned in the thread somewhere.

I know they will probably go tits up within 5 years.

Nobody knows yet.
It has yet to be calculated.
They will do so based eligibility criteria, when they have the relevant information, which they don't know all of just yet.
They are supposed to be telling us, individually (by letter maybe) at some point after the 15th October I think.

which is why i think we'll get even more shafted as it will be something like £2200 worth of shares not at £3.30p a share but at £4.50p a share at close of trading Tuesday 15th, there's a fooking frenzy with selling them off to the big boys for the first few days.

The number of shares to be distributed are at a set level (100,160,000 I think), so it is just down to sorting out who is due what amount.

There is something in the paperwork about share price and our shares (something about mid price on Tuesday's trading I think), I don't know exactly what it's about though. Sure some kind soul will explain.

[Shambles]

Anybody know how many shares each employee will receive?

so going back to the original question - do we know exactly HOW MANY shares we are getting? based on 39 hours, can then work out pro-rata hours. sorry if the exact number has been mentioned in the thread somewhere.



There is something in the paperwork about share price and our shares (something about mid price on Tuesday's trading I think), I don't know exactly what it's about though. Sure some kind soul will explain.

Yep, I can...we're being shafted fook the shares they can poke em where the wind blows, but the sun don't shine