The Agreement : Text & PDF

[taxi4leighton]

Personally I’d like to thank you Martin for coming on here and explaining the new agreement. No just that the effort you put trying to answer all the questions regarding a very complicated and complex agreement. One more thanks

[Rommagic]

Will we still get loads of parcels when people go back 2 work more after the Covid?.

[General Mannerheim]

It's all well and good the top table lot going on about partnerships and cultural change but in reality that's all horseshit.

I've been at Royal Mail many years and every revision has been a total f**k up with our members suffering more and more workload and more and more pressure from local management teams who all get shafted from the higher up's, it's all well and good saying the local manager and the local rep get to do the revision and training will be provided but what happens when you have a works unit already at low moral and a rep who frankly would sooner shaft his members for an easy ride or to just make sure they hit the deadline the agreement stipulates , who gets to rain him/her in when the turd might have another 2 years before he `might` get booted out, we all know units with the same reps doing it year after year and NOT because they want to help the members but preserve their cushy number.

No the delivery units are all going to get shafted again.

[ROSSCO]

Rossco , It is unlikely that 400 will be the figure for an FMO structural revision as initially 30 offices will used to scope how well the system works and I assume this will take some time.

I think more offices will be tasked to make a table top revision based on improving or maintaining their weighted items per work hour productivity.

The guidelines for revisions linking in the productivity discussions will be agreed by the end of January 2021.

Offices will know whether there table top or structural by end of January.

Thanks for that Martin.

Also in these revisions am i right in thinking taking all shoe box size and above ( the 15%) out of delivery offices and instead going to that areas LAT office ?

[SpacePhoenix]

Also in these revisions am i right in thinking taking all shoe box size and above ( the 15%) out of delivery offices and instead going to that areas LAT office ?

You'll still get some through often yorks and sleeves will be half large, half small

[PJ101]

Martin
Surely the reality is that RM will task their managers to match their budgets with the hours that are being digitally recorded. They will be given financial incentives to do this. Many will not either read or understand any agreement and will ignore local Union input. This is what has been happening for the last 2 years and is why offices have much greater numbers of PT staff than has been agreed. I can see nothing in the agreement on protecting the contracts new staff are given so the erosion of rights that the Union has ignored will continue. The 35 hours should be immediately changed to 37 in October. There should not be any be recruitment at less than 37 hours unless the local CWU agrees. Are we still on the flight path to 35 hours? Any agreement is only as good as the implementation plan which follows. There should be clear penalties for breeches so that managers are held to account otherwise this will be routinely ignored just as the 4 pillars was. Does this replace the 4 pillars? The agreement to continue ghost hours on OT is a kick in the face for those union members that followed the union when asked to work correctly and keep our heads out of the sand. This often led to them having the most conflict with managers plus loss of earnings now you you have agreed that they were mugs. Sunday working needs clarity and every individual must now be offered the opportunity to sign a legally binding contract exempting them from Sundays for now or in the future. Also you need to be clear how may staff are likely to be moved to afternoon delivery and how this will be managed. Your earlier comment about people not willing to pay more for delivery on Sunday needs more supporting evidence as of course people pay different rates for the same thing depending on when they use or receive it all the time so your beer example is weak.

[Sugar]

There should be clear penalties for breeches so that managers are held to account otherwise this will be routinely ignored just as the 4 pillars was. Does this replace the 4 pillars? The agreement to continue ghost hours on OT is a kick in the face for those union members that followed the union when asked to work correctly and keep our heads out of the sand. This often led to them having the most conflict with managers plus loss of earnings now you you have agreed that they were mugs. Sunday working needs clarity and every individual must now be offered the opportunity to sign a legally binding contract exempting them from Sundays for now or in the future. Also you need to be clear how may staff are likely to be moved to afternoon delivery and how this will be managed.

All that

RM know exactly what they want and give it 5 years and they'll pretty much have it, "there's jobs for those that can or want to do it" tells any employee everything they need to know about where their employer is going.

Once the revisions are done and they've culled a good few deliveries out of each office based on the incorrect PDA data gathered from the last few years. Closed and merged a number of DO's and gotten the super hubs up and running along with the possible reduction in the USO for letters and reduced the workforce through as much natural wastage as possible, think make conditions and workloads worse than they currently are so people either break or just fuc£ off to save their sanity, the job will have gone through it's biggest transition ever and will be no better for it for the average OPG trudging the streets.

As you've rightly said any member that worked correctly ended up with the most conflict and this agreement has done nothing to remedy that and that should have been at the forefront of the unions mind never mind, as always, a bloody pay rise. Priorities wrong as usual, wealth before health.

[SpacePhoenix]

I think multiple mergers of DOs will happen either way. There can't be too many DOs that could handle a 17ton lorry, which I can see RM wanting to use eventually for all DO runs. There'll be less and less DOs located in the area that they cover so in the end all DO walks will require drivers

[rambo1]

Annual revisions in delivery?

So a full office re-sign every year?

A full office re sign every yr would be incredibly costly. We know that, maybe the computer says anyone can do any walk in the same time from day one.

I'd imagine that duty 'A' that is able to complete well within time each day would be given parts of duty 'B' that needs to claim extended every day regardless of who is doing the duty. End result is money saved.

As long as duty a and b are in adjacent areas. It's not quite as simple as that in reality.

[k979aaa]

3.7% over two years what was there to talk about?

[renrag40]

Yes, the union managed to beat them down from 6% over 3 years to 3.7% over 2 years. What a triumph!! Deal of the century my a**e!

[k979aaa]

Yes, the union managed to beat them down from 6% over 3 years to 3.7% over 2 years. What a triumph!! Deal of the century my a**e!

At least terry will do all the lapsing/absorption?

[renrag40]

Yes, the union managed to beat them down from 6% over 3 years to 3.7% over 2 years. What a triumph!! Deal of the century my a**e!

At least terry will do all the lapsing/absorption?

Terry needs to absorb the fact that we pay his wages.

[Sugar]

• Scan In/Out data will not be used for the automatic reduction of contractual pay or allowances based on data captured, or to reduce overtime pay where a (verbal) contract has been agreed with the manager prior to commencement.

• Technology will be used to complement, inform and enhance along with all other factors, the existing resourcing processes, including manager, CWU rep and employee conversations.

• Technology will replace outdated and inconsistent manual methods of information gathering and provide the underlying insight to improve our current processes including resourcing.
• All data will be used in compliance with Royal Mail policies and GDPR obligations and the contents spirit and intent of Section 17 of the 2018 Guiding Principles.[/list]

Biggest bag of $hit I've ever read.

There is no way on this planet that RM are not going to be pushing in the next year or so to link scanning in & out to pay. To think that they won't is very naive especially when just about every company in the country links pay to when an employee clocks in or out. It's how it's brought in and implemented which is key and the union could/should have been making moves to do it.

The fact that the union haven't should be seen as a massive kick in the teeth to members that have followed company instructions and union advice to do the job correctly from start to finish and have had to put up with years of abuse from management for doing so. This is just going to let the chaos and unfairness in DO's continue at the cost to those members that just wanted a fair and even workload and an end to the "golden boys" that get to bunk off early after cutting every corner in the book.

[TheoF95]

Royal mail, will not want to link it to pay when its first rolled out.
First they will want to see what the numbers actually are and its safer to do this without linking it to pay.

So they will roll it out NOT being linked to pay, They will check all the data & numbers. Only then will royal mail decide if to link it to pay or not.
If they see they could save loads of money they will push for it in the future.

:)