MRM.COM : We have made significant progress since we reached agreement with CWU

Post by **POSTMAN** » 02 Jul 2018, 11:43

https://www.myroyalmail.com/news/2018/0 ... -agreement" onclick="window.open(this.href);return false;

Our agreement with CWU recognises the need for change and enables us to drive things forward. Here's an update on our progress.

Shorter working week

We are working with CWU to ensure the terms for each piece of activity remain aligned to the agreement.

We are at the beginning of the pilots and trials phase. We are testing different methods and equipment to see which are enablers of the shorter working week.

Delivery office managers will now begin discussions with their local CWU representatives on how best to deploy the shorter working week.

David Renfrew, Cambridge mail processing unit manager, says: 'This represents an opportunity to adjust the working hours of my unit to better distribute the workload around when mail is coming in.

'That will make a big difference to us and we are just having discussions about the best way to approach it now. Our busiest hours of the day have changed in recent times with the increase in parcels, so this is good news for the team and for the business.'

Shorter working week (Logistics)

In Logistics, we are working with colleagues in CWU to agree an approach to delivering the shorter working week across the functions
A number of options are being discussed and we are confident we will reach agreement soon.

Sickness absence review

The review is at the earliest stages and we have signed off a terms of reference with CWU. The key aspects of the review are:

To build on and develop the joint work on attendance we began last year
Reviewing annual leave, especially odd days at short notice
To ensure managers and CWU representatives are educated around the need and importance for consistency and fairness in approaches.

Delivery methods

We’re trialling different methods at eight sites. We want to establish the best method, which achieves the best outcome for the operation, while being practical and manageable for our people
The union has agreed the terms of the trial. Together, we’re listening to the feedback from colleagues at the trial sites.

What’s next?

We will complete the development of the Resource Scheduler software and agree terms of reference with CWU on how we will trial it. We will also complete the Auto Hours Data Capture trials and agree a deployment plan to install in all sites. Finally, we will launch our Later Acceptance Times product.

Keep an eye out on myroyalmail.com and next month's Courier for further updates.

worktotime · Post by **worktotime** » 02 Jul 2018, 12:17

where ? I see there is no mention of the biggest problem in all offices CULTURE CHANGE this is where they need to progress , doms still using the usual bullying tactics and they just need to look at the offices that have recently walked out and balloting for IA , and a big well done to thise offices that have stood together to put a stop to this .

nuns · Post by **nuns** » 02 Jul 2018, 13:16

they wanna sort out the part-ime staff who finish times are same as full-time.
we wanna be going out the door same time as full time not 30-60mins later coz no ones done prep.
union looks after full timers interest

Post by **TrueBlueTerrier** » 02 Jul 2018, 14:50

nuns wrote:they wanna sort out the part-ime staff who finish times are same as full-time.
we wanna be going out the door same time as full time not 30-60mins later coz no ones done prep.
union looks after full timers interest

I think you are blaming the cart, and letting the horse off a lot here.

The Union have no responsibility to police or instruct workers in their daily tasks. All they do is advise managers of their member's rights in regard to agreements and employment law.

Managers are the ones that allow FTimers to leave early, managers are the ones responsible for resourcing their offices, managers are responsible for allocating work to employees. If anything your complaint seems to be that the Union is too good at protecting FT rights, but not PT ones. Now that is something that needs to be addressed and acted upon but the core of your issue is definitely poor management rather than poor representation.

worktotime · Post by **worktotime** » 02 Jul 2018, 16:06

nuns wrote:they wanna sort out the part-ime staff who finish times are same as full-time.
we wanna be going out the door same time as full time not 30-60mins later coz no ones done prep.
union looks after full timers interest

are you not doing p&l yet ? as you would go out the same time as your duty partner . so you cant blame the cwu for what work is done in the office its the dims job , that's what he / she gets paid for .

Xr4 · Post by **Xr4** » 02 Jul 2018, 22:01

worktotime wrote:
nuns wrote:they wanna sort out the part-ime staff who finish times are same as full-time.
we wanna be going out the door same time as full time not 30-60mins later coz no ones done prep.
union looks after full timers interest
are you not doing p&l yet ? as you would go out the same time as your duty partner . so you cant blame the cwu for what work is done in the office its the dims job , that's what he / she gets paid for .

My office like many, like to put part timers on trolley jobs, hence getting out later than full timers.

nuns · Post by **nuns** » 03 Jul 2018, 07:41

im sure it says part timers to be treated same as full timers in agreements , so that covers a lot

robbertwhitton · Post by **robbertwhitton** » 03 Jul 2018, 16:27

TrueBlueTerrier wrote:
nuns wrote:they wanna sort out the part-ime staff who finish times are same as full-time.
we wanna be going out the door same time as full time not 30-60mins later coz no ones done prep.
union looks after full timers interest
I think you are blaming the cart, and letting the horse off a lot here.

The Union have no responsibility to police or instruct workers in their daily tasks. All they do is advise managers of their member's rights in regard to agreements and employment law.

Managers are the ones that allow FTimers to leave early, managers are the ones responsible for resourcing their offices, managers are responsible for allocating work to employees. If anything your complaint seems to be that the Union is too good at protecting FT rights, but not PT ones. Now that is something that needs to be addressed and acted upon but the core of your issue is definitely poor management rather than poor representation.

Spot on!!managements inability to manage and let us fight and bitch amongst ourselves,classic techniques