Union strategies just for you fish

[Martin Walsh]

The unions strategy is quite clear fish , it includes the following

1. Try and sustained well pad jobs in a very competitive sector.
2 despite all the changes not one individual has ever been made compulsory redundant and we aim despite privatisation and the new challenges Royal Mail face to keep it.
3. At the same time we have secured that no one will be force to reduce hours be that part time or full time.
4. No zero hour contracts , look this is now the industrial norm but not in Royal Mail.
5 No break up of the company like BT and others.
6 No outsourcing and that is a major achievement even now some shareholders are trying to group together to get more of a voice on the board.
7 To ensure that Royal Mail don't just manage decline but grow the letter industry so that we can maintain jobs .
8. Improve wages again.
9. Change the cultural in the workplace Higson going and Cameron being snubbed for Sue Whalley ops director is just start.
10. Making sure bullying is stopped.
11. Improving the pension scheme post 2008
12 Ensure that the IR is roll out with training for all local reps and DOMs on IR
13 Making sure accidents and fatigue is tackled.
14 Agree a new delivery model.
15 protect full time jobs which is bucking the trend in European postal services
16 Looking at a further reduction in the working week.
17 Introducing an incentive schemes.
18. review efficiency to see if it's realistic and achievable and sustainable.
19. To ensure workload is tackled fairly.
20 To campaign to protect cherry picking from TNT.
21 To ensure that MTSF terms continue to apply.
22. To ensure that we continue to have all our agreements in place and improving them despite change.

This list is not exhaustive , most members I have met recently recognise what has been achieve in an environment which is not worker friendly , and after privatisation and when others like the RMT are seeing outsourcing of work and closures and a real threat to their jobs.

We have to tackle deliveries as well as the site visits to Abergavenny ,Weston Super Mare , Newcastle (NE5&15 ), Motherwell , Valley , Manchester South East, Macclesfield , Craigavon Lurgan , Lanak , Norwich , Lancaster, Shoreham on sea ,Torquay , South Lambeth , Winchester , Sheffield (S7 and 8 ) , Kilburn ,Stevenage and Coventry (CV2,6&7 ) will have site visits over the next two weeks.

You may choose to ignore those strategies but hey most know there thereL

[Himaggen]

3. At the same time we have secured that no one will be force to reduce hours be that part time or full time.
<SNIP />
16 Looking at a further reduction in the working week.

[TrueBlueTerrier]

3. At the same time we have secured that no one will be force to reduce hours be that part time or full time.
<SNIP />
16 Looking at a further reduction in the working week.

The vote will make it voluntary - but at least they are at last giving a nod to finding out what the membership want.

[obscurityknocks]

18. review efficiency to see if it's realistic and achievable and sustainable.
19. To ensure workload is tackled fairly.

Does this involve bsi? It's being pushed in at 100 everywhere and noone seems to be bothered from cwu to say if that's agreed.
And if it isn't agreed then why not support the reps that are fighting it.

[Martin Walsh]

The union has not agreed 100 BSI yet some reps have agreed it. In my view why would anyone agree something which they believed the office could not cope with ? Every revision should be subject to a members vote. I know all the offices in my neck of woods would never agree to a revision unless it was voted in by the members and that the union at local , area and Divisional level are happy with duty patterns , start and finish times , delivery spans , indoor performance , that any people implications are resolved such as VR , voluntary transfers etc, plus the Saturday issues.

Now no doubt I am going to get a load of abuse for simply representing the members and explaining how it' is where the union works properly and the Wimbledon 2 were reinstated today from these walk out from before christmas.

Now the IR training and funding within the agreement may help local reps in other areas have more strength and the new role of Divisional reps to help them with more support may make the union stronger in other places as well.

[Lincox]

0. Making sure bullying is stopped.

How long do you suggest this will take Dingo? This has been going on at least since BT2010 and despite this being an integral part of the new agreement, we will have no vote on this because the negotiators have again failed to achieve any answer to a problem which is ESCALATING by the day. I will be voting NO purely because the negotiators and the PEC have not achieved the most critical elements of what we voted for in the CONSULATIVE BALLOT.

[vigilante]

The union has not agreed 100 BSI yet some reps have agreed it. In my view why would anyone agree something which they believed the office could not cope with ? Every revision should be subject to a members vote. I know all the offices in my neck of woods would never agree to a revision unless it was voted in by the members and that the union at local , area and Divisional level are happy with duty patterns , start and finish times , delivery spans , indoor performance , that any people implications are resolved such as VR , voluntary transfers etc, plus the Saturday issues.

Now no doubt I am going to get a load of abuse for simply representing the members and explaining how it' is where the union works properly and the Wimbledon 2 were reinstated today from these walk out from before christmas.

Now the IR training and funding within the agreement may help local reps in other areas have more strength and the new role of Divisional reps to help them with more support may make the union stronger in other places as well.

From the start our revision was rushed in by the planners without proper involvement of the members or myself. One to ones half done and planning a joke.
I never agreed 100% BSI and in fact as soon as I had a chance, put in a disagreement. The DSM snubbed me and said they were all going in at 100% and that was it!!
If these little Hitlers have the power to ignore the IR what hope have we going forward. Cultural change? I'll be shocked if they change there agendas.

[ronpetetrevchris]

The union has not agreed 100 BSI yet some reps have agreed it. In my view why would anyone agree something which they believed the office could not cope with ? Every revision should be subject to a members vote. I know all the offices in my neck of woods would never agree to a revision unless it was voted in by the members and that the union at local , area and Divisional level are happy with duty patterns , start and finish times , delivery spans , indoor performance , that any people implications are resolved such as VR , voluntary transfers etc, plus the Saturday issues.

Now no doubt I am going to get a load of abuse for simply representing the members and explaining how it' is where the union works properly and the Wimbledon 2 were reinstated today from these walk out from before christmas.

Now the IR training and funding within the agreement may help local reps in other areas have more strength and the new role of Divisional reps to help them with more support may make the union stronger in other places as well.

From the start our revision was rushed in by the planners without proper involvement of the members or myself. One to ones half done and planning a joke.
I never agreed 100% BSI and in fact as soon as I had a chance, put in a disagreement. The DSM snubbed me and said they were all going in at 100% and that was it!!
If these little Hitlers have the power to ignore the IR what hope have we going forward. Cultural change? I'll be shocked if they change there agendas.

Too true vigilante, id like to add those that went through the revisions first were completely unprepaired and were simply lied to in many ways.

We never agreed any bsi in our office yet it went in at 100+, of course the revision is a complete f up and we are still trying to put it right some 2 and a half years later. I am currently trying to get bsi reset at 75 ( which imo it should be) but it seems bizarre that the cwu still has nothing to stop 100 going in or even a recommended workload speed/efficiency.

[chrisj]

guinea pigs and pecking order springs to mind...

[OnAFlyer]

3. At the same time we have secured that no one will be force to reduce hours be that part time or full time.
<SNIP />
16 Looking at a further reduction in the working week.

Why is that contradictory?

A reduction in the working week means a higher hourly rate and an effective pay rise for part timers, not less hours for less money.

[Lincox]

Not necessarily.
Royal Mail could accept a reduction in the working week without having to increase the hourly rate.

[vigilante]

The union has not agreed 100 BSI yet some reps have agreed it. In my view why would anyone agree something which they believed the office could not cope with ? Every revision should be subject to a members vote. I know all the offices in my neck of woods would never agree to a revision unless it was voted in by the members and that the union at local , area and Divisional level are happy with duty patterns , start and finish times , delivery spans , indoor performance , that any people implications are resolved such as VR , voluntary transfers etc, plus the Saturday issues.

Now no doubt I am going to get a load of abuse for simply representing the members and explaining how it' is where the union works properly and the Wimbledon 2 were reinstated today from these walk out from before christmas.

Now the IR training and funding within the agreement may help local reps in other areas have more strength and the new role of Divisional reps to help them with more support may make the union stronger in other places as well.

From the start our revision was rushed in by the planners without proper involvement of the members or myself. One to ones half done and planning a joke.
I never agreed 100% BSI and in fact as soon as I had a chance, put in a disagreement. The DSM snubbed me and said they were all going in at 100% and that was it!!
If these little Hitlers have the power to ignore the IR what hope have we going forward. Cultural change? I'll be shocked if they change there agendas.

Too true vigilante, id like to add those that went through the revisions first were completely unprepaired and were simply lied to in many ways.

We never agreed any bsi in our office yet it went in at 100+, of course the revision is a complete f up and we are still trying to put it right some 2 and a half years later. I am currently trying to get bsi reset at 75 ( which imo it should be) but it seems bizarre that the cwu still has nothing to stop 100 going in or even a recommended workload speed/efficiency.

Yes Ron, we were the guinea pigs and we paid for it two years now down the line and still a complete mess.
Does anyone care----No.
I went to Bristol recently, perhaps you were there? I have respect for Gibson in some ways but I couldn't believe when he more or less blamed the rep's for allowing 100% revisions to go through??
I have never heard that come out of him before!
If we were able to use the IR framework how it should be used and not get to little Hitler level and that's it we might be better off?? Well wishful thinking anyway--a pessimist trying to think optimistically.

[fishtank]

There's no point in Bob whining about the union not agreeing 100BSI for revisions, the union didn't agree any line in the sand for indoor or outdoor performance and you can't wave a "non agreement" in a manager's face.

If the union had been interested in stopping 100BSI revisions the first thing they should have done was brief their divisional and area reps to flag up any proposed revisions above 90BSI as a potential danger and pulled the local reps in for an explanation.

They didn't because
a) Many ADRs and even some Divisional reps didn't and still don't understand the tools or the damage they can do.
b) Some areas thought they could up their full-time ratio by pushing revisions in at this level partly because of the reasons above.
c) Some full release reps are far too close to management and are easily blinded by the bollocks spouted at the tea and biscuits sessions.
d) Some branches and reps are to be quite honest only interested in maintaining their own little cosy social club and wouldn't know good representation if it bit them on the arse.

What f***ing chance did a local rep trying to hold down a real job with very little release time faced with the complicated tools and no training have?
Bob Gibson needs to have a long hard look at himself and the support structures in place outside London before he starts blaming local reps.

[clashcityrocker]

I hate to nitpick but points 1 - 22 isn't a strategy. It is a wish list.
The strategy would detail the plan of how to achieve those aims.

[Straight4ward]

Dingo, I respect your opinions and am very grateful for your input on here, truly!

However, fishtank isn't the enemy on here and whilst the two of you may disagree at times
you're both on the same side when push comes to shove. No need to make things personal.