Unite CMA letter to members in Royal Mail "Unite members' issues in Royal Mail"

Post by **POSTMAN** » 28 Sep 2017, 14:08

19Sept

Dear Colleague

Unite members’ issues in Royal Mail

Following a meeting of Unite senior reps last week, we have written to the Group HR Director raising a number of concerns and issues. We are seeking a meeting with the business to discuss these points following which further information will be provided.

A summary of the points of concern that have been raised is set out below:

Enhancing Management Capability (EMC) – Unite was originally presented with a proposition that would fast track individuals from a pass/fail assessment process to SPI. Originally this appeared to be the main ambition of the programme. This is aimed at operational managers for now but could be all in the future. After discussions with the company and when it was clear that the initiative was proceeding we have been able to secure a much more supportive approach which centres on development needs.

However, whether it is part of the instilled culture of suspicion or that members are aware of the original intention of the programme there remains a huge amount of concern about the real intentions of the employer. It is perceived that this is a process that will fast track people out of the business at minimal or no cost. Unite will not accept any of that.

Managers on Delivery - The Company said it had an ambition to resolve this matter and to get all managers off Delivery. That ambition appears to be diminished and this has been exacerbated recently by failings in resourcing and, in part, attempts to save money and balance budgets by delaying or halting resourcing of OPGs with the managers being the resource of first option. We have insisted that Royal Mail introduces steps immediately to ensure that no manager is required to undertake a delivery now or in the future. This is even more urgent when it is noted that in week 24 the number of DOMs had increased to 181 from 104 the previous week and for Asst DOMs this increased to 834 from 537. Other managers had thankfully reduced in number.

Redundancies - Across all of our membership population we experience ongoing change and resultant redundancies. From central functions to ops support to operational roles we have or are seeing proposed changes which have the effect of reducing jobs. We believe that most of the motivation is for cost cutting purposes only.

Central/Support Functions – Over the last few years we have been presented on an ongoing basis with a huge amount of change in our “central/support functions” and those members have had to deal with change that, it has been claimed would be, “adding even more value to the business”, “delivering a more cost effective service to the business”, “ to realign work to ensure it is done in the right place and reduce costs” “separating out the strategic thinking and direction setting”, “to focus on commercial priorities” and as is often the recurring theme to “remove inefficiencies and the duplication of costs”. The Unite definition of all of the aforementioned points is the company has been adopting a slash and burn approach to jobs in an effort to cut costs, save money and pursue improved shareholder value to meet the demands of the “city”. There is no doubt that this has been to the detriment of our members in those functions.

All of this has led in the recent past to constant uncertainty on the future. The redundancies have also been undertaken on terms that Unite has not agreed and the company has refused to meaningfully consult and negotiate on. For our members in non-operational areas we need assurances for the future and a clear indication of the direction of travel for the company and its strategy for the future. We also need to see decent redundancy terms.

Pensions – In the recent pension’s consultative ballot Unite members voted by 51% to 49% not to support the
Royal Mail position. The response rate was 28%. This was communicated to the company. It is the case therefore that the Unite membership rejected the company position that was put to them. I anticipate that Royal Mail will seek to argue that the result was not clear or representative but I would point out that in a similar consultative ballot on a pay offer, Royal Mail would expect Unite to conclude an agreement if the yes vote had been similarly close. We want to meet the company to discuss the situation and to reach an improved position on pensions.

Managerial Cover Remuneration - We have been in disagreement on this issue for some time and we need to resolve this. I would remind you that the original business case for Cover Managers was predicated on savings made on overtime and "loans to admin" which was a budget line that was out of control and used inappropriately in the business. The proposal not to pay allowances was tabled very late in the day and is clearly another cost cutting exercise. Additionally, there has been no convincing argument put forward to support the proposal to remove the Asst. DOM Allowance. The role of an Asst DOM has not changed.

Pay - We had another pay meeting last week and we were presented with a closed offer that is derisory, unjustified, insulting to Unite members and simply not acceptable. The offer was immediately rejected by the negotiators and this position has been endorsed at the meeting of senior Unite reps last week. We will meet the company again and publish more information as soon as we are able. In respect of pay we are also seeking a review of the New Employment Framework in HRS and an audit of Broadbanding pay for those involved.

MtSF et al - We agreed to establish a working party to deal with the issue of MtSF. This group has met on numerous occasions and a lot of resource has been put towards these discussions. Unfortunately as the position on the fundamental issue of redundancy terms and non ops benefits is so far apart it is unlikely that an agreed outcome is possible. Unite believes the company should be investing in reasonable terms for all of those that have no alternative than to leave following change. Some limited progress has been made in other areas but this is not sufficient to establish a solution.

Managerial Value - perhaps as a cumulative effect of all of the above together with other issues and the impact of change being imposed, we are getting strong feedback that managers feel undervalued by the company. They have a sense of not being listened to and being taken for granted. Morale is low and confidence in the situation improving is non-existent.

It is unclear how this would be resolved but it is clear that instead of adopting an approach that our members are seen as the problem when they should be part of the solution.

Conclusion – Once again I am disappointed to have to write with little, if any, positive news. However this is mainly because the company seems to feel that managers are either too well paid, which is not the case, or that they understand and accept the logic for change, which they don’t particularly when they are picked on, and that any change in approach will pay dividends later. However the only people in receipt of any dividend will be large investors and that will be at the cost of the management employees.

Unite has been making every possible effort to address the points above but the company has failed spectacularly to budge. As indicated at the outset we are seeking a meeting at which Royal Mail must react positively. A refusal by them to do so will leave us in a particularly difficult position to which we will have to respond.
Further updates will be provided in due course.

Yours sincerely

Brian Scott
Unite CMA Officer

19 - ltr to RM mbrs - update.doc

Post by **POSTMAN** » 28 Sep 2017, 14:11

This will obviously put a bit of pressure on Royal Mail from another side.
My 'personal' response though on it is.........I don't give a f**k!

fatboypaul · Post by **fatboypaul** » 28 Sep 2017, 16:41

So Royalmail has the whole workforce against them now. Will be interesting to see there response

worktotime · Post by **worktotime** » 28 Sep 2017, 17:46

oh dear its not looking good ,

but have unite got the balls to ballot for I/A along side us ?

mark.cup · Post by **mark.cup** » 28 Sep 2017, 18:05

worktotime wrote:oh dear its not looking good , but have unite got the balls to ballot for I/A along side us ?

This is exactly what they should do you would never be able to dress that up to the press Managers and Postman all out together would really show them

deezo · Post by **deezo** » 28 Sep 2017, 18:09

chickenwittle · Post by **chickenwittle** » 28 Sep 2017, 18:23

Managers wouldn't have the balls to strike a 28% turnout for matters so important to them proves that .

slinder123 · Post by **slinder123** » 28 Sep 2017, 18:35

i hope they get fk all as they do fk all but bully

TheTrolleyMan · Post by **TheTrolleyMan** » 28 Sep 2017, 19:44

Managers beig bullied ?

Dorset Plodder · Post by **Dorset Plodder** » 29 Sep 2017, 18:03

Only 28% Return FFS

Were the other 72% happy with the deal?

To the Decent DOMs (and there are few about) who are trying to do a difficult job but still treat the Posties with Respect and don't pass on all the pressure from above

To the DOMs who treat their workforce like shite, bully & harass, and are simply interested in their own Bonuses.

You reap what you sow.

Decky Boy · Post by **Decky Boy** » 29 Sep 2017, 22:14

I think we (the CWU) and Unite need to sit down together and pool resources... it appears managers also see a gloomy future ahead, feel undervalued and have little faith in the direction the "top brass" are taking.

Can we (posties and managers) both be wrong ? ? ?

Ozzvaldo · Post by **Ozzvaldo** » 29 Sep 2017, 22:50

Reading that, my heart bleeds for the bullying, lying, sneaky two-faced b******s.

Post by **TrueBlueTerrier** » 30 Sep 2017, 15:00

CMA doing their usual. Too scared to act and riding on the CWUs coattails. Brilliant at leading from the back.

postslippete · Post by **postslippete** » 01 Oct 2017, 11:23

I admit I have had a few run-ins with managers over the years but it really is a shame that their Union isn't as strong as ours because as one OP said, it would really support our cause.

New managers that get introduced to the business whether they are Workplace Coaches or Graduates fresh from Uni just seem to bullied by more experienced managers (DOMs and acting DOMs) into 'picking up the pieces of everything' in terms of overstretched or undermanned deliveries. And the business is encouraging them to do it as well. There have been many reports of line managers working till 8pm to complete deliveries because they have had no assistance from their far superior "DOMs and acting DOMs".

fishtank · Post by **fishtank** » 01 Oct 2017, 14:04

You make your bed- you lie in it.
Too many spineless careerists looking to stab each other in the back for a promotion, too many promoted way beyond their capabilities blaming their failures on front line staff, too much dead wood that should have been shown the door years ago hiding in offices pushing Yorks around for £40k per annum, too many bullies shipped from office to office rather than shipped out, too many who don't follow procedure because they haven't a clue what the procedures are, very few who could hack a management role outside the relative comfort of Royal Mail.

If I ever have to rely on this bunch to fight my corner I'll throw in the towel.