Terry's two day talks

[vigilante]

To start with, i'm a fan of Terry and believe he is very passionate,

But he had to call these talks because, I feel he can obviously see the unrest in many offices and the severe lack of promised cultural change,which, he said
would take time....so how long? 5 years....10...15....? Once again RM are not sticking to any agreement...

I think we just have to face the truth that the shareholder fat cats don't give a stuff what happens culturally, they want their returns and I feel no agreement will stop that.
You only have to see how now faceless DSM's or other area 'managers' put pressure on DIM's etc with spending and why Dim's are so reluctant to carry out proper resource meetings with us.

How will that ever change?

I am getting continually more frustrated at local level, and it is a very stressful job, repping...


Please debate...

[danterossetti]

If the agreement had outlined a roadmap of what steps would be taken to facilitate this cultural change, it might have helped.

[vigilante]

If the agreement had outlined a roadmap of what steps would be taken to facilitate this cultural change, it might have helped.

Possibly...yes

[vigilante]

3. Working Environment / Culture
The ‘Agenda for Growth, Stability and Long Term Success Agreement’ carries an aspiration of cultural change in
respect of industrial relations, the working environment and employee wellbeing, and it is agreed progress in that
regard will now be independently evaluated following a period of time allowed to embed the new agreement. The
detail and scope of the review will be subject to further discussion.
We both agree that a key plank in an effective working culture is in the way a local office works together to deliver
on the requirements of our customers. Our aim is to ensure that at a local level we have enabled that effective
culture as much as is possible to do so.
Our particular focus will be on how we jointly enable the cultural development at a local level going forward and
embed the agreement through jointly focussed training, engagement sessions and restructured meetings and
activities to fully support our joint aspiration to improve the culture.
It will be necessary to identify aspects to our training that ensures we re-enforce the cultural direction at all levels
in our relationship.


This hasn't happened at local level.
The area boys/girls and above seem to have meetings regularly, but once again at local level we are not included...

[worktotime]

To start with, i'm a fan of Terry and believe he is very passionate,

But he had to call these talks because, I feel he can obviously see the unrest in many offices and the severe lack of promised cultural change,which, he said
would take time....so how long? 5 years....10...15....? Once again RM are not sticking to any agreement...

I think we just have to face the truth that the shareholder fat cats don't give a stuff what happens culturally, they want their returns and I feel no agreement will stop that.
You only have to see how now faceless DSM's or other area 'managers' put pressure on DIM's etc with spending and why Dim's are so reluctant to carry out proper resource meetings with us.

How will that ever change?

I am getting continually more frustrated at local level, and it is a very stressful job, repping...


Please debate...

i totally agree with you and I give up , and your banging your head against a brick wall , no change in culture , no change to unmanageable workload , no pda actuals , and all these issues are not going to be dealt with at local level with the reps , something needs to be done at a lot higher level to enforce these issues .

[rogersh]

Three ongoing issues. Holiday pay, Resourcing & Culture, 35 hour week.

3rd August 2018 (EDIT)
Mike Newby ER/IR Director
Cc Sally Ashford, Group HR Director Sue Whalley, CEO Post & Parcels UK
Holiday Pay

Further to our meeting on Thursday 2nd August 2018, I agreed to write to you setting out the Union’s position in relation to the longstanding issue of holiday pay. …….
…...However, we made the point at our meeting (and I believe you understood our position) that we cannot delay any longer our preparation for a legal remedy. So unless the Company genuinely commits to developing a collective Agreement on average pay whilst on annual leave, the CWU will continue to pursue our litigation strategy and put the necessary arrangements in place to allow members to file individual claims and seek legal redress.

Terry Pullinger Deputy General Secretary (Postal)



LTB 553.18 Attachment 1 CWU RMG SWW Joint Statement
28th September 2018 (EDIT)
…...Although implementation of the first hour reduction is clearly a positive message, we also recognise that there are still many reported problems out in the field around resourcing and culture and we are determined to work just as hard to resolve these issues and fully deploy the spirit and intent of our Agreements.
Any further enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)



No. 589/18

16th October 2018

Dear Colleagues,
Four Pillars Agreement: OPG 35 Hour Full-Time Duty Deployment
Colleagues will be aware that running alongside the 1 hour reduction in the working week from October 2018, the deployment/introduction of the OPG 35 full-time conditioned hours also commenced. The 35 hour arrangement is to support the flight path towards delivering a 35 hour gross working week (or the equivalent benefit) for all CWU grades in line with the terms of the Four Pillars Agreement.
Suffice to say we were mindful that the introduction of the new 35 hour week arrangement would not be without its challenges, both from a functional and operational perspective, hence why the Union has been pressing the business to agree and conclude a set of directives and/or guidelines to support its introduction.
Unfortunately, for reasons not attributed to the CWU, no such dialogue has taken place. It is therefore extremely disappointing to learn that various un-agreed guidelines and instructions are being circulated throughout the country. This has not only caused confusion to both managers and local representatives but in some instances is in direct conflict with the terms of the current National Agreement(s) the Union has with the employer that cover resourcing.
This situation is totally unacceptable to the CWU and is clearly outside of the Guiding Principles Agreement along with the agreed mutual interest approach to future challenges and opportunities that the Union and Royal Mail have signed up to. I can confirm that the Union is taking steps to rectify this situation at the highest level and restore a coherent and pragmatic approach to the introduction of the 35 hour full-time duties.
However, until we have concluded our discussions the following principals should be applied;
 All core full-time OPG duties should continue to be based on a 38 hour conditioned working week where operational hourage permits.

 In line with the terms of the Agreement, 35 hour contract holders (who can and are able to be aligned to cover a 38 hour duty) should be remunerated at single-rate overtime/scheduled attendance up to 38 hours, after which any additional hours will be paid at the appropriate overtime/scheduled attendance rate.

 If an individual who holds a 35 hour contract covers or commits to performing a 38 hour week core duty long-term, then either a variation in the contract should be agreed that covers the additional 3 hours, or alternatively the hours should be treated as scheduled attendance.
Colleagues are reminded that all matters relating to resourcing are proper to the IR Framework which includes the introduction and operation of the OPG 35 hour week duties.
Any enquiries in relation to this LTB should be addressed to the DGS(P) Department quoting reference 24000.


Yours sincerely,
Terry Pullinger Deputy General Secretary (Postal)
Ray Ellis Assistant Secretary
Andy Furey Assistant Secretary
Davie Robertson Assistant Secretary
Mark Baulch Assistant Secretary

[Nikellie]

Negotiate?

With a bloke who trousered a 5.8 million tax free pay off then wrote a column in the Courier telling us to be more efficient!!

There is only one culture at RM and it's GREED.

Good luck with talks Terry. ☺

[Woody Guthrie]

Terry needs more help from area reps, branches and divisional reps.

This is how it plays out ( and always has).
Terry goes in thumps the table and demands answers.( I'm bigging him up).
Royal Mail senior management throw their hands up, deny all knowledge and promise to send out a memo slapping their managers on the wrist.
Business as usual.

HQ can't resolve these issues because they're stuck in this endless loop. Branches and divisional reps need to get tougher and offer local units far more support.

[ArthurPewty]

Three ongoing issues. Holiday pay, Resourcing & Culture, 35 hour week.

3rd August 2018 (EDIT)
Mike Newby ER/IR Director
Cc Sally Ashford, Group HR Director Sue Whalley, CEO Post & Parcels UK
Holiday Pay

Further to our meeting on Thursday 2nd August 2018, I agreed to write to you setting out the Union’s position in relation to the longstanding issue of holiday pay. …….
…...However, we made the point at our meeting (and I believe you understood our position) that we cannot delay any longer our preparation for a legal remedy. So unless the Company genuinely commits to developing a collective Agreement on average pay whilst on annual leave, the CWU will continue to pursue our litigation strategy and put the necessary arrangements in place to allow members to file individual claims and seek legal redress.

Terry Pullinger Deputy General Secretary (Postal)

I'm not a legal expert by any means, but can someone who knows about this stuff tell me why the union is pursuing this on an individual case basis? Surely it should be some sort of 'class action' or whatever it's called?

[yellowbelly]

Our particular focus will be on how we jointly enable the cultural development at a local level going forward and
embed the agreement through jointly focussed training, engagement sessions and restructured meetings and
activities to fully support our joint aspiration to improve the culture.
It will be necessary to identify aspects to our training that ensures we re-enforce the cultural direction at all levels
in our relationship.

Dilbert management speak nonsense which doesn't mean anything - I think there's a need to facilitate a focus group to reach out to all human resources
and stakeholders to pick all the low hanging fruit to square this circle......

[LaggyBand]

Your duty will never get reduced if you just moan and whine but reluctantly clear. You have to cut off to get it sorted.

It’s the same on the macro level, too.

[Dorset Plodder]

Your duty will never get reduced if you just moan and whine but reluctantly clear. You have to cut off to get it sorted.

It’s the same on the macro level, too.

You're quite right ther LB. Only the other day I was saying this to a 30 year service postie, who you'd think would know better. The trouble is a lot of Posties in my DO have had it far too easy.... for decades! Eventually the pressure comes to bear on their perfect little world, and they don't like it.... and don't know how to deal with it He said, "I've spoken to the DOM about it (again) but he's still not doing anything about it, and Joe Bloggs has far less to deliver and he's always finishing early" I told him just what you've said, "The only way you are going to get work taken off your duty is to use the Over Running Procedure.... and start by not doing Lapsing. The reason Joe Bloggs gets away with it is because he's a Gobshite who moans about EVERYTHING"! Managers will always let Gobshites get away with sciving, and pass the work onto easy going, quiet Posties, BECAUSE they don't moan & kick off everytime a few addresses are added to their duty. When will they learn?

[vigilante]

There is a culture of turning a blind eye to the new entrants/runners who just want to finish early and get home to see Jeremy kyle, after they have doorstep dumped parcels
and signed for stuff themselves to save time, but also to pick on the people who do the job properly by telling them that they have made time/or will on a Sat and tues.
The picked on ones get their PDA actual's checked but none of the runners do.
Divide and conquer again.
The management are doing a great job to split the workforce.

Culture change? It's worse than it ever has been!

[vigilante]

Negotiate?

With a bloke who trousered a 5.8 million tax free pay off then wrote a column in the Courier telling us to be more efficient!!

There is only one culture at RM and it's GREED.

Good luck with talks Terry. ☺

True.

And why should a bloke who works for the group anyway be handed this ridiculous amount of money?
A person on the dave wards LBC radio chat texted.....'well ward get's 116,000 a year.....not quite like 5.8 million is it you numpty?

[Navalron]

Why would RM change anything? They have got everything their way and when the union had a big mandate to hit the street what happens. Nothing. I know it's not great losing money but sometimes you need to take a stance against injustices and boy are their plenty in RM. Also the union would be stronger in the eyes of RM managers if they were prepared to strike and might actually get some unresolved issues sorted. They f......d us out of a decent pension. The workload seems impossible, for the ones doing the job correctly. Also it seems that hardly any newbie is joining the union and can you blame them. There won't be a union in 10/15 years if they don't get right into RM and sort out all the bullshit that posties to through just trying to do a days work. They actually need to grow some balls as I think mr back will be a nightmare and you'd might be wishing that moya was still in charge.