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pay talks
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daveyeff
- Posts: 4699
- Joined: 12 Mar 2010, 19:38
- Gender: Male
pay talks
rep said today, apparently union are looking at a reduction of an hour in the working week for this years pay deal,12 mins off the working day, but NO payrise. seemingly RM say they can't afford both as an hour alone will cost them in excess off 100 million. anyone else heard this.
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Spedley
- Posts: 1209
- Joined: 16 Jul 2007, 17:32
- Location: Warwickshire
pay talks
I'm not sure what is going to happen.
The union seem to have a good plan for the pension but it requires us foregoing a 2.5% (ish) pay rise. RM want to rape our pension AND drop us to 35 hours (1 hour per year) which would put our pay RATE up but not a full timers total pay so I don't know how that fits into the Union's bargaining. Perhaps we will even get a pay cut but get to keep our pension.
The union seem to have a good plan for the pension but it requires us foregoing a 2.5% (ish) pay rise. RM want to rape our pension AND drop us to 35 hours (1 hour per year) which would put our pay RATE up but not a full timers total pay so I don't know how that fits into the Union's bargaining. Perhaps we will even get a pay cut but get to keep our pension.
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Martin Walsh
- Posts: 4276
- Joined: 19 Sep 2007, 20:12
- Location: neverland
pay talks
Not true the CWU want both a Shorter Working Week and pay rise. However the reason why the union wants the Shorter Working Week with no loss of pay and an increase in part timers pay is obvious ! Indoor work is reducing especially since Brexit due to the uncertainty. Automation is increasing. On top of this Royal Mail want to ensure that all employees are paid for the hours they work.
They want to use PDAs to record the GPS of postmen inccluding first and last pin. The Trimble in vans to record hours actually worked . On top of this they want to remove signing on sheets with finger scanning of actual start times , and the time you take after each task. At the end of you're shift you will be required to scan out. Royal Mail have proposed to the union that whilst you might be on a shift of 8 hours the finger scanner might record you working less than 7 hours ! Royal Mail have said in those circumstances employees will have a choice you either agree to opt to owe them the hours you have not worked and work those in heavier traffic periods or get paid for just 7 hours or not 8 ?
This is why a Shorter Working Week is needed to safeguard jobs !
They want to use PDAs to record the GPS of postmen inccluding first and last pin. The Trimble in vans to record hours actually worked . On top of this they want to remove signing on sheets with finger scanning of actual start times , and the time you take after each task. At the end of you're shift you will be required to scan out. Royal Mail have proposed to the union that whilst you might be on a shift of 8 hours the finger scanner might record you working less than 7 hours ! Royal Mail have said in those circumstances employees will have a choice you either agree to opt to owe them the hours you have not worked and work those in heavier traffic periods or get paid for just 7 hours or not 8 ?
This is why a Shorter Working Week is needed to safeguard jobs !
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Lounge Lizard
- EX ROYAL MAIL
- Posts: 9458
- Joined: 06 Aug 2007, 21:54
pay talks
So this really would be nobody going home early.dingo wrote:Not true the CWU want both a Shorter Working Week and pay rise. However the reason why the union wants the Shorter Working Week with no loss of pay and an increase in part timers pay is obvious ! Indoor work is reducing especially since Brexit due to the uncertainty. Automation is increasing. On top of this Royal Mail want to ensure that all employees are paid for the hours they work.
They want to use PDAs to record the GPS of postmen inccluding first and last pin. The Trimble in vans to record hours actually worked . On top of this they want to remove signing on sheets with finger scanning of actual start times , and the time you take after each task. At the end of you're shift you will be required to scan out. Royal Mail have proposed to the union that whilst you might be on a shift of 8 hours the finger scanner might record you working less than 7 hours ! Royal Mail have said in those circumstances employees will have a choice you either agree to opt to owe them the hours you have not worked and work those in heavier traffic periods or get paid for just 7 hours or not 8 ?
This is why a Shorter Working Week is needed to safeguard jobs !
Even the flyers. 
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Glenno
- Posts: 1491
- Joined: 05 Jun 2007, 13:12
pay talks
TP/24000/17/let
24th February 2017
Jon Millidge
Royal Mail Group
Group HR Director
3rd Floor
100 Victoria Embankment
London
EC4Y 0HQ
Dear Jon
CWU Claim to Reduce the Full-Time Working Week from 39hrs to 35hrs
Further to our meeting on the 14th February 2017, I am writing to you to formally submit the CWU’s proposal to achieve the Union’s policy in regard to the above.
I believe it is very important to stress that this claim is not based on some fanciful desire to simply work less hours out of pure self-interest. It is a claim that the CWU believe is totally live to the current and emerging challenges of our time and our industry.
As a company you make great play of the fact that: you are one of the biggest employers in the country; you have a significant socio-economic impact in the UK; you contribute to social inclusion through employment and earnings and that you campaign for decent employment models across industry. You also say you are committed to the health and wellbeing of workers, alive and responsive to mental health and musculoskeletal issues and committed to improving the environment. It is therefore hard to believe that you are not aware of the growing academic debate on working hours, the evolving developments in the world of work and the potential benefits to companies, employees and wider society.
Leading experts in social economic and environmental science have highlighted how moving towards shorter hours of work could help tackle urgent problems that beset our daily lives from overwork, unemployment and low wellbeing to entrenched inequalities.
Over recent years, Postal Workers have felt greater pressure at work. Many
members feel overworked and stressed as they endeavour to balance home life with
the demanding requirements of the job, as tasks are compressed and the pace of
their work increased.
Our members, your employees have faced the consequences of serious resourcing
issues created by the business; greater problems taking time off/annual leave,
growing concerns about the impact of automation and particularly in deliveries, longstanding
issues around delivery spans and manageable workloads.
Evidence that shorter hours can boost output has been around for decades. Recent
research by the New Economic Foundation (NEF) confirmed the benefits of shorter
hours and set out the case for a reduced working week. According to the NEF,
those who work less tend to be more productive hour for hour than those regularly
pushing themselves beyond the 40 hours per week point. They are also less prone
to sickness and absenteeism and therefore make up a more stable and committed
workforce.
Royal Mail’s operational Lead Managers have constantly quoted to us other
countries as examples of how we should work, so you should welcome our research
which offers the opinion that shorter working weeks can be competitive too: the
Netherlands and Germany have shorter working weeks than in Britain and the US,
yet their economies are as strong or stronger. The latest trailblazers for the shorter
working week are in Sweden, where a variety of major companies have cut their
working week to improve wellbeing and as a result have reported significant
improvements in productivity and lower rates of staff turnover.
Improved Health and Well-Being
In the UK, the truth is that despite working fewer hours than our grandparents and
parents, most surveys paint a picture of British workers feeling exhausted and under
growing pressure. A recent report by the Chartered Institute of Personal
Development (CIPD) found many employees feel under “excessive pressure” with
“far too many people doing more work than they can cope with”. It described a
“wellbeing vacuum” in UK workplaces, which is costing UK employers dearly in
absenteeism. These findings confirmed an earlier CIPD Report which found that;
employees felt they were working harder;
the work was more demanding and intense;
with overwhelming and numerous deadlines burdening workers with even more
tasks.
Indeed by your own admission Royal Mail found that two of the major causes of long-term sickness in the business are mental illness and musculoskeletal problems.
Moreover, the Mental Health Foundation states that “the pressure of an increasingly demanding work culture in the UK is perhaps the biggest and most pressing challenge to the mental health of the general population”.
Employees who work fewer hours are less prone to sickness and absenteeism and make up a more stable and committed workforce. The TUC declares Britain’s long hours culture is having a detrimental effect on productivity and health, which research has revealed to result in bad health associated with a range of physical and mental illness.
In Royal Mail, the hours and intensity of the work our members perform are increasing daily pressures and creating added stress and ill health. The Health and Safety Executive have identified the factors that can cause stress at work (if left unmanaged) and a number of these reflect the problems many of our members face in the workplace. These include feeling unable to cope with the demands of the job, not having a proper say about their work, not getting enough information and support from Managers, changes to job responsibilities and frequent changes within the organisation.
Increased Productivity
Shorter working weeks can improve productivity and spur innovation. Common sense suggests that people have better ideas and tend to get more done when they are fresh than when they have worked hours on end. Research evidence also confirms that employees who work less tend to be more productive hour for hour than those working longer hours.
Some of the happiest, most efficient and best paid nations also work the shortest hours including Germany, the Netherlands and Switzerland. Germany for example is the strongest European economy but the population works fewer hours than most other major nations. On average, Germans work a 35hr week but their productivity is higher than the UK.
Better Work-Life Balance
Spending less time at work will improve employees’ work-life balance, allowing individuals to better manage their job, family and domestic responsibilities. Further research by NEF detailed that there are clear benefits for individuals, families and society from cutting working hours. Workers can spend more time with and care for their friends and families, improve the costs and availability of childcare, promote gender equality and allow people to make more of later life.
Fourth Industrial Revolution
Stealing a march on the inevitable is an influencing factor in the Union’s general thinking in regard to the ‘Pillars of Security’ we are seeking and the Fourth Industrial Revolution should not be ignored as its threat is unlike anything humankind has experienced before. The pace of technological development is frightening and the progress of issues such as artificial intelligence (AI), autonomous vehicles, 3D printing and many more threaten our members’ jobs.
Equally, we have the emergence of the ‘gig economy’. The gig economy is an environment in which temporary positions are common and businesses contract independent workers for short-term engagements. It is a way of working that is based on people having temporary jobs or doing separate pieces of work, each paid separately. Rather than working for an employer, workers eke out a living in the gig economy doing odd jobs whenever they can. These are major threats which could be hugely damaging to workers but also managerial thinking in respect of placing obsessive profiteering and shareholder return above the spirit and intent along with the security our agreements reflect. If the company is still committed to our agreements as well as the many other aspects of the CWU, they must consider the merits of the SWW.
We believe shorter working hours can help address a number of issues the business and our members face around automation, resourcing and workloads, overtime and part-time employment. It must be remembered that shorter working hours does not always translate into shorter working days but can also be used to create inventive duty patterns of less days or long and short days or weeks.
We do not believe that the move to 35hrs is a straight issue of time or pay as we all clearly have to be mindful of our members’ future standard of living. We believe that there are many layers of potential fit that can take account of all of the challenges we face, the interests of our members (your employees) and helps the company to live up to the corporate responsibility principles you present to the wider world.
In keeping with these principles, we have sought to be open and transparent with both our vision and our negotiating position. I have therefore provided below the wide range of negotiating principles agreed by the Postal Executive that we believe would enable us to move our claim forward in a mutually agreeable manner that addresses the needs of all parties:
1. We establish the principle that a full-time OPG job in Royal Mail is 35hr gross as quickly as possible.
2. All full-time jobs established from the date of the agreement will be based on 35hrs gross at the current hourly rates applicable to the appropriate grade.
3 Between the 1st April 2017 and 1st April 2019 current full-time employees and those currently working between 35 and 39hrs gross, will see their hours reduced in three stages to 35hrs gross. New full-timers already on the 35hrs gross will see their pay increase in three stages until both hours and pay are equalised for all grades.
4. Current full-timers can take a buy down of hours to a 35hrs gross full-time job, incentivised by a two year lump sum on the difference in basic pay upon introduction of the change and then a one year lump sum thereafter.
5. Current full-timers can elect to remain on current hours as an extension of contract from the 35hrs norm and receive the appropriate new hourly rates through the transition process.
6. We do not accept that reward should be translated as hours or pay. We will have to understand management’s proposals for the next three years in respect of productivity and new technology, job reductions, the savings they envisage, shareholder targeted returns, product and revenue growth expectations, inflation and the businesses intentions in respect of pay awards over the next three years.
7. Explore the potential for local and national productivity schemes to support further reward.
8. Some members already enjoy reduced working time via protected time-bonus reward and any final agreement must ensure equality in benefits received.
9. Provide opportunities for people to contract to work more than 35hrs on an individual basis.
10. Consider the issue of hourly overtime rates and allowances through the process.
11. Recognise that across Royal Mail Group there are different start points in different business units, functions and grades along with a range of current arrangements based on both Gross and Net working week models. Equally recognise that the operational and commercial challenges can vary greatly in these areas which have led to the adoption of different approaches to the shorter working week in the past. As such, work has commenced to consider and develop policy options in relation to the provision of equivalent benefits to other CWU grades currently not on a 39hr gross working week for future consideration by the Committee.
12. That negotiations will have to ensure that meal relief entitlements are reviewed so no benefits from the introduction of a shorter working week are lost.
This represents our formal claim and the rationale behind it. What we would now welcome is a detailed response from the business that addresses the merits of our case, the rationale behind it and our proposed framework for taking it forward.
Thank you for your time and I look forward to your reply.
Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)
cc Sue Whalley, Chief Operations Officer
Mike Newby, ER/IR Director
CWU National Officers
24th February 2017
Jon Millidge
Royal Mail Group
Group HR Director
3rd Floor
100 Victoria Embankment
London
EC4Y 0HQ
Dear Jon
CWU Claim to Reduce the Full-Time Working Week from 39hrs to 35hrs
Further to our meeting on the 14th February 2017, I am writing to you to formally submit the CWU’s proposal to achieve the Union’s policy in regard to the above.
I believe it is very important to stress that this claim is not based on some fanciful desire to simply work less hours out of pure self-interest. It is a claim that the CWU believe is totally live to the current and emerging challenges of our time and our industry.
As a company you make great play of the fact that: you are one of the biggest employers in the country; you have a significant socio-economic impact in the UK; you contribute to social inclusion through employment and earnings and that you campaign for decent employment models across industry. You also say you are committed to the health and wellbeing of workers, alive and responsive to mental health and musculoskeletal issues and committed to improving the environment. It is therefore hard to believe that you are not aware of the growing academic debate on working hours, the evolving developments in the world of work and the potential benefits to companies, employees and wider society.
Leading experts in social economic and environmental science have highlighted how moving towards shorter hours of work could help tackle urgent problems that beset our daily lives from overwork, unemployment and low wellbeing to entrenched inequalities.
Over recent years, Postal Workers have felt greater pressure at work. Many
members feel overworked and stressed as they endeavour to balance home life with
the demanding requirements of the job, as tasks are compressed and the pace of
their work increased.
Our members, your employees have faced the consequences of serious resourcing
issues created by the business; greater problems taking time off/annual leave,
growing concerns about the impact of automation and particularly in deliveries, longstanding
issues around delivery spans and manageable workloads.
Evidence that shorter hours can boost output has been around for decades. Recent
research by the New Economic Foundation (NEF) confirmed the benefits of shorter
hours and set out the case for a reduced working week. According to the NEF,
those who work less tend to be more productive hour for hour than those regularly
pushing themselves beyond the 40 hours per week point. They are also less prone
to sickness and absenteeism and therefore make up a more stable and committed
workforce.
Royal Mail’s operational Lead Managers have constantly quoted to us other
countries as examples of how we should work, so you should welcome our research
which offers the opinion that shorter working weeks can be competitive too: the
Netherlands and Germany have shorter working weeks than in Britain and the US,
yet their economies are as strong or stronger. The latest trailblazers for the shorter
working week are in Sweden, where a variety of major companies have cut their
working week to improve wellbeing and as a result have reported significant
improvements in productivity and lower rates of staff turnover.
Improved Health and Well-Being
In the UK, the truth is that despite working fewer hours than our grandparents and
parents, most surveys paint a picture of British workers feeling exhausted and under
growing pressure. A recent report by the Chartered Institute of Personal
Development (CIPD) found many employees feel under “excessive pressure” with
“far too many people doing more work than they can cope with”. It described a
“wellbeing vacuum” in UK workplaces, which is costing UK employers dearly in
absenteeism. These findings confirmed an earlier CIPD Report which found that;
employees felt they were working harder;
the work was more demanding and intense;
with overwhelming and numerous deadlines burdening workers with even more
tasks.
Indeed by your own admission Royal Mail found that two of the major causes of long-term sickness in the business are mental illness and musculoskeletal problems.
Moreover, the Mental Health Foundation states that “the pressure of an increasingly demanding work culture in the UK is perhaps the biggest and most pressing challenge to the mental health of the general population”.
Employees who work fewer hours are less prone to sickness and absenteeism and make up a more stable and committed workforce. The TUC declares Britain’s long hours culture is having a detrimental effect on productivity and health, which research has revealed to result in bad health associated with a range of physical and mental illness.
In Royal Mail, the hours and intensity of the work our members perform are increasing daily pressures and creating added stress and ill health. The Health and Safety Executive have identified the factors that can cause stress at work (if left unmanaged) and a number of these reflect the problems many of our members face in the workplace. These include feeling unable to cope with the demands of the job, not having a proper say about their work, not getting enough information and support from Managers, changes to job responsibilities and frequent changes within the organisation.
Increased Productivity
Shorter working weeks can improve productivity and spur innovation. Common sense suggests that people have better ideas and tend to get more done when they are fresh than when they have worked hours on end. Research evidence also confirms that employees who work less tend to be more productive hour for hour than those working longer hours.
Some of the happiest, most efficient and best paid nations also work the shortest hours including Germany, the Netherlands and Switzerland. Germany for example is the strongest European economy but the population works fewer hours than most other major nations. On average, Germans work a 35hr week but their productivity is higher than the UK.
Better Work-Life Balance
Spending less time at work will improve employees’ work-life balance, allowing individuals to better manage their job, family and domestic responsibilities. Further research by NEF detailed that there are clear benefits for individuals, families and society from cutting working hours. Workers can spend more time with and care for their friends and families, improve the costs and availability of childcare, promote gender equality and allow people to make more of later life.
Fourth Industrial Revolution
Stealing a march on the inevitable is an influencing factor in the Union’s general thinking in regard to the ‘Pillars of Security’ we are seeking and the Fourth Industrial Revolution should not be ignored as its threat is unlike anything humankind has experienced before. The pace of technological development is frightening and the progress of issues such as artificial intelligence (AI), autonomous vehicles, 3D printing and many more threaten our members’ jobs.
Equally, we have the emergence of the ‘gig economy’. The gig economy is an environment in which temporary positions are common and businesses contract independent workers for short-term engagements. It is a way of working that is based on people having temporary jobs or doing separate pieces of work, each paid separately. Rather than working for an employer, workers eke out a living in the gig economy doing odd jobs whenever they can. These are major threats which could be hugely damaging to workers but also managerial thinking in respect of placing obsessive profiteering and shareholder return above the spirit and intent along with the security our agreements reflect. If the company is still committed to our agreements as well as the many other aspects of the CWU, they must consider the merits of the SWW.
We believe shorter working hours can help address a number of issues the business and our members face around automation, resourcing and workloads, overtime and part-time employment. It must be remembered that shorter working hours does not always translate into shorter working days but can also be used to create inventive duty patterns of less days or long and short days or weeks.
We do not believe that the move to 35hrs is a straight issue of time or pay as we all clearly have to be mindful of our members’ future standard of living. We believe that there are many layers of potential fit that can take account of all of the challenges we face, the interests of our members (your employees) and helps the company to live up to the corporate responsibility principles you present to the wider world.
In keeping with these principles, we have sought to be open and transparent with both our vision and our negotiating position. I have therefore provided below the wide range of negotiating principles agreed by the Postal Executive that we believe would enable us to move our claim forward in a mutually agreeable manner that addresses the needs of all parties:
1. We establish the principle that a full-time OPG job in Royal Mail is 35hr gross as quickly as possible.
2. All full-time jobs established from the date of the agreement will be based on 35hrs gross at the current hourly rates applicable to the appropriate grade.
3 Between the 1st April 2017 and 1st April 2019 current full-time employees and those currently working between 35 and 39hrs gross, will see their hours reduced in three stages to 35hrs gross. New full-timers already on the 35hrs gross will see their pay increase in three stages until both hours and pay are equalised for all grades.
4. Current full-timers can take a buy down of hours to a 35hrs gross full-time job, incentivised by a two year lump sum on the difference in basic pay upon introduction of the change and then a one year lump sum thereafter.
5. Current full-timers can elect to remain on current hours as an extension of contract from the 35hrs norm and receive the appropriate new hourly rates through the transition process.
6. We do not accept that reward should be translated as hours or pay. We will have to understand management’s proposals for the next three years in respect of productivity and new technology, job reductions, the savings they envisage, shareholder targeted returns, product and revenue growth expectations, inflation and the businesses intentions in respect of pay awards over the next three years.
7. Explore the potential for local and national productivity schemes to support further reward.
8. Some members already enjoy reduced working time via protected time-bonus reward and any final agreement must ensure equality in benefits received.
9. Provide opportunities for people to contract to work more than 35hrs on an individual basis.
10. Consider the issue of hourly overtime rates and allowances through the process.
11. Recognise that across Royal Mail Group there are different start points in different business units, functions and grades along with a range of current arrangements based on both Gross and Net working week models. Equally recognise that the operational and commercial challenges can vary greatly in these areas which have led to the adoption of different approaches to the shorter working week in the past. As such, work has commenced to consider and develop policy options in relation to the provision of equivalent benefits to other CWU grades currently not on a 39hr gross working week for future consideration by the Committee.
12. That negotiations will have to ensure that meal relief entitlements are reviewed so no benefits from the introduction of a shorter working week are lost.
This represents our formal claim and the rationale behind it. What we would now welcome is a detailed response from the business that addresses the merits of our case, the rationale behind it and our proposed framework for taking it forward.
Thank you for your time and I look forward to your reply.
Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)
cc Sue Whalley, Chief Operations Officer
Mike Newby, ER/IR Director
CWU National Officers
-
Spedley
- Posts: 1209
- Joined: 16 Jul 2007, 17:32
- Location: Warwickshire
pay talks
I can't make sense of that and don't think the figures work at all.Glenno wrote: 1. We establish the principle that a full-time OPG job in Royal Mail is 35hr gross as quickly as possible.
2. All full-time jobs established from the date of the agreement will be based on 35hrs gross at the current hourly rates applicable to the appropriate grade.
3 Between the 1st April 2017 and 1st April 2019 current full-time employees and those currently working between 35 and 39hrs gross, will see their hours reduced in three stages to 35hrs gross. New full-timers already on the 35hrs gross will see their pay increase in three stages until both hours and pay are equalised for all grades.
4. Current full-timers can take a buy down of hours to a 35hrs gross full-time job, incentivised by a two year lump sum on the difference in basic pay upon introduction of the change and then a one year lump sum thereafter.
5. Current full-timers can elect to remain on current hours as an extension of contract from the 35hrs norm and receive the appropriate new hourly rates through the transition process.
Can someone work out what would happen in hourly rate and take home pay for a 35 hour and 39 hour contract if the week was shortened by 1 hour?
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worktotime
- Posts: 2866
- Joined: 14 May 2010, 20:47
- Gender: Male
pay talks
indoor work is dropping ? so why are they paying o/t everyday for the elite to come in early on ips ?dingo wrote:Not true the CWU want both a Shorter Working Week and pay rise. However the reason why the union wants the Shorter Working Week with no loss of pay and an increase in part timers pay is obvious ! Indoor work is reducing especially since Brexit due to the uncertainty. Automation is increasing. On top of this Royal Mail want to ensure that all employees are paid for the hours they work.
They want to use PDAs to record the GPS of postmen inccluding first and last pin. The Trimble in vans to record hours actually worked . On top of this they want to remove signing on sheets with finger scanning of actual start times , and the time you take after each task. At the end of you're shift you will be required to scan out. Royal Mail have proposed to the union that whilst you might be on a shift of 8 hours the finger scanner might record you working less than 7 hours ! Royal Mail have said in those circumstances employees will have a choice you either agree to opt to owe them the hours you have not worked and work those in heavier traffic periods or get paid for just 7 hours or not 8 ?
This is why a Shorter Working Week is needed to safeguard jobs !
, its about time they brought in a clocking in and out system when you have posties on pay till 3 and going home at 1 
,and some of us are claiming o/t everyday to complete inc me and my p&l partner so sooner the better imho.
Last edited by worktotime on 11 Mar 2017, 08:00, edited 1 time in total.
-
daveyeff
- Posts: 4699
- Joined: 12 Mar 2010, 19:38
- Gender: Male
pay talks
what about employees who work MORE than the 8 hours in a shift. will THEY have the choice of being owed the extra time off in heavier traffic periods or get paid extra? NO will they f*** be given a choice if its not in RMs favour. its always their ONE sided points they want in.Lounge Lizard wrote:So this really would be nobody going home early.dingo wrote:Not true the CWU want both a Shorter Working Week and pay rise. However the reason why the union wants the Shorter Working Week with no loss of pay and an increase in part timers pay is obvious ! Indoor work is reducing especially since Brexit due to the uncertainty. Automation is increasing. On top of this Royal Mail want to ensure that all employees are paid for the hours they work.
They want to use PDAs to record the GPS of postmen inccluding first and last pin. The Trimble in vans to record hours actually worked . On top of this they want to remove signing on sheets with finger scanning of actual start times , and the time you take after each task. At the end of you're shift you will be required to scan out. Royal Mail have proposed to the union that whilst you might be on a shift of 8 hours the finger scanner might record you working less than 7 hours ! Royal Mail have said in those circumstances employees will have a choice you either agree to opt to owe them the hours you have not worked and work those in heavier traffic periods or get paid for just 7 hours or not 8 ?
This is why a Shorter Working Week is needed to safeguard jobs !
