National Joint Statement : Growth, Efficiency and Incentives

[TrueBlueTerrier]

No. 754/2014
Ref:
Date: 20th November 2014

TO ALL BRANCHES WITH POSTAL MEMBERS


Dear Colleague

CWU/Royal Mail Joint Communication - National Joint Statement – Growth, Efficiency and Incentives

Please find attached to this LTB a copy of a CWU/Royal Mail communication on the above mentioned National Joint Statement. The intention is for the Statement to be handed out to CWU members/employees in the workplace from Friday 21st November and CWU local representatives should play their part in distributing the Statement.

In discussing the terms of the Joint Statement with CWU members, local representatives’ should emphasis the following key points:-

Achieving growth is the single most important thing to secure the future of the Postal Industry. The Joint Statement provides a strong platform for CWU and the company to do more on growth and put Royal Mail in front of the marketplace, rather than simply responding to it.

The union is willing to address efficiency issues and the statement is designed to cater for the different picture emerging across the UK on workload. It’s balanced and is also about addressing and negotiating on our members’ concerns over workload as well as those of the company.

The profit related scheme is for one year and the union and Royal Mail are committed to introducing more focused and tailored incentive arrangements from April 2015.

Finally, as discussed at the National Briefing, in deploying this statement, it is now essential that CWU representatives address our members’ workplace issues and further information on this and the need to utilise the IR Framework, where appropriate, will be sent out in due course.

Yours sincerely

Dave Ward
Deputy General Secretary (P)

[Mr_Pink]

Yet another kick in the nuts for P/T staff with the incentive being pro-rata, how many p/t staff routinely carry out o/t that matches or exceeds most f/t hours, how can RM/CWU agree an incentive scheme the actively de-incentivises a large part of the work force

[Wiggins79]

Yet another kick in the nuts for P/T staff with the incentive being pro-rata, how many p/t staff routinely carry out o/t that matches or exceeds most f/t hours, how can RM/CWU agree an incentive scheme the actively de-incentivises a large part of the work force

Because they al p**s in the same pot now?

[fishtank]

Yet another kick in the nuts for P/T staff with the incentive being pro-rata,

Won't matter.
Pro-rata of f**k all is still f**k all.
Typical negotiating genius, tie the incentive bonus to profit targets just as we release a drop in profits, almost like a Monty Python sketch with these clowns.

[vinnieb5]

sorry this union is so full of s**t lost saturday allowance early shift allowance d2d payments RM managers dont care about growth,effiency and incentives but only how big their bonuses are

[Glenno]

Yet another kick in the nuts for P/T staff with the incentive being pro-rata,

Won't matter.
Pro-rata of f**k all is still f**k all.
Typical negotiating genius, tie the incentive bonus to profit targets just as we release a drop in profits, almost like a Monty Python sketch with these clowns.

LMFHO when I read this Fish, but was thinking exactly the same m8

[The_Wax_Man]

Yawn

How about a follow up & outcomes with all the other 2014 LTB's on Growth, Efficiency and Incentives. ?

They seem to have blended into the black hole ? Have they been forgotten about.

Golly gosh

[Mr_Pink]

Yet another kick in the nuts for P/T staff with the incentive being pro-rata,

Won't matter.
Pro-rata of f**k all is still f**k all.
Typical negotiating genius, tie the incentive bonus to profit targets just as we release a drop in profits, almost like a Monty Python sketch with these clowns.

Quite, I'm sure the figures will be fudged and or goalposts moved so any 'bonus' will be unachievable.

Just seems the union only seems to look out for F/T staff, how many times is "protecting full time jobs" spouted by the union? Whats going to happen when when the part-timers out number the full-timers? which won't be long. I know it pisses me off, and a lot, if not all, my fellow part timers at my office that we always get the shitty end of the stick regarding bonus payments despite most of us working the same, if not more hours a week than most F/T staff (which also means we pay the same amount of union subs as full-timers) - Yes I know O/T is voluntary, but if your only on a 20 hour contract you can't afford not to do O/T (awaits the usual find another job comment) The whole 6 month review of hours worked versus contracted hours isn't worth the paper its written on, as it only applies if its continually on same duty.
We can't even get made up to temp. full time during xmas pressure at our place so we could qualify for the extra xmas bonus, yet our DOM knows most of us will do the extra hours.

Apologies for the rant been a crap week (as per usual)

[TrueBlueTerrier]

Just seems the union only seems to look out for F/T staff, how many times is "protecting full time jobs" spouted by the union?

Protecting full time jobs is nothing to do with looking out for FT staff, its protecting its own income. The more FT members there are the more money is raised in subscriptions. Nothing dark or sinister about it, its a simple fact of economics. The CWU will find it hard to live within its means if, and when PTs do outnumber FTs. It will have less money to support Full time release reps, to provide training for unit reps, to hold AGMs/conferences, to update members - it's also unlikely that the CWU will be able to continue to pay the leaders wages if they stay at the current level.

[Mr_Pink]

Just seems the union only seems to look out for F/T staff, how many times is "protecting full time jobs" spouted by the union?

Protecting full time jobs is nothing to do with looking out for FT staff, its protecting its own income. The more FT members there are the more money is raised in subscriptions. Nothing dark or sinister about it, its a simple fact of economics. The CWU will find it hard to live within its means if, and when PTs do outnumber FTs. It will have less money to support Full time release reps, to provide training for unit reps, to hold AGMs/conferences, to update members - it's also unlikely that the CWU will be able to continue to pay the leaders wages if they stay at the current level.

Yes I understand that, but pissing off a large part of the (part-time) membership is hardly going to encourage people to join or stay, and subs are now tied to hours worked rather than contracted, yet they can't get bonuses paid on hours worked rather than contracted, CWU are quite happy to feather their nests on the back of part timers working extra hours (more hours worked=more subs paid), but won't fight to get their members bonuses matched to hours worked.

[janitor]

The protecting full time jobs is also a load of bull s**t, as the union has done nothing of the sort, ask any office in any part of the country when a full timer has been recruited over the last say 5 years and you will be hard pushed to find one. The union has taken capitulation to its extremes, the union is looking after the top full time officers, while local reps are left to fight the battle ,with ever decreasing support from both the top brass in the union, and in some cases even at branch level, lions lead by donkeys, although that is probably an insult to donkeys. It's about time the union started doing what union members pay it to do look after hard fought for terms and conditions, not sell them out at every opertunity.

[TrueBlueTerrier]

Yes I understand that, but pissing off a large part of the (part-time) membership is hardly going to encourage people to join or stay, and subs are now tied to hours worked rather than contracted, yet they can't get bonuses paid on hours worked rather than contracted, CWU are quite happy to feather their nests on the back of part timers working extra hours (more hours worked=more subs paid), but won't fight to get their members bonuses matched to hours worked.

As far as I know there is a sliding scale of subs based on contracted hours: 1. CWU Branch site http://join.cwu-cctv.org/cwu-subscription-rates.php" onclick="window.open(this.href);return false; 2. LTB on RMC http://www.royalmailchat.co.uk/communit ... on#p626886" onclick="window.open(this.href);return false; 3. Link to hard copy with rates on it. http://www.royalmailchat.co.uk/communit ... hp?id=8871" onclick="window.open(this.href);return false;

Also as far as I remember only the Christmas Bonus is linked to contract hours, the Transformation Lump Sums, the shares, the Delivery Supplement (albeit not clearly) are all linked in some form to the amount of hours worked rather than contracted. Hopefully the Christmas Bonus anomaly will be addressed at some point.