WHY SHOULD I ACCEPT A PAY CUT?

[intelligentsia]

Man A and man B may be working at the same rate. However, man B is doing different tasks than man A. Man B's tasks are more complicated than man A's and man A would probably struggle to do them. Man B is arguing that his duty should be upgraded but management have got man A to sign that he understands how to do all the tasks in the section.

Man B's other workmates in the section want their duties to be upgraded. They can all do man B's tasks.

Shouldn't the Union help man A by getting management to agree to allow him to do the tasks he is comfortable with and remain at the lower grade and shouldn't the Union help the others by getting their duties upgraded, or has man A closed off this option by signing that he understands how to do all the tasks?

Run to mummy at every turn! Some of you workers are deluded. Your Union is supposed to support workers. Well 18000 people have passed through the doors and been treated like dogs not a peep from the mighty CWU! . Mr High and mighty banging about "Mr A and Mr B" seems to have forgotten about "MR Z" that does a considerable amount more than you.

Wake UP!! Your jobs are on the line. Can't you see it?

You had the opportunity to join the union. We pay subs, do you? of course not and yet you expect the union to bail you out

Why should hardworking, highly motivated, keen and willing Christmas casuals who clearly outperform many regulars [as clearly evidenced by the latest performance management protocols]be treated so shabbily, not paid properly or at all whilst CONTRIBUTING TO MANAGERS' BONUSES?????????? Absolutely unacceptable and disgraceful!

[intelligentsia]

Man A and man B may be working at the same rate. However, man B is doing different tasks than man A. Man B's tasks are more complicated than man A's and man A would probably struggle to do them. Man B is arguing that his duty should be upgraded but management have got man A to sign that he understands how to do all the tasks in the section.

Man B's other workmates in the section want their duties to be upgraded. They can all do man B's tasks.

Shouldn't the Union help man A by getting management to agree to allow him to do the tasks he is comfortable with and remain at the lower grade and shouldn't the Union help the others by getting their duties upgraded, or has man A closed off this option by signing that he understands how to do all the tasks?

Run to mummy at every turn! Some of you workers are deluded. Your Union is supposed to support workers. Well 18000 people have passed through the doors and been treated like dogs not a peep from the mighty CWU! . Mr High and mighty banging about "Mr A and Mr B" seems to have forgotten about "MR Z" that does a considerable amount more than you.

Wake UP!! Your jobs are on the line. Can't you see it?

You had the opportunity to join the union. We pay subs, do you? of course not and yet you expect the union to bail you out

Why should hardworking, highly motivated, keen and willing Christmas casuals who clearly outperform many regulars [as clearly evidenced by the latest performance management protocols]be treated so shabbily, not paid properly or at all whilst CONTRIBUTING TO MANAGERS' BONUSES?????????? Absolutely unacceptable and disgraceful!

Equal pay for equal work [EQUALITY ACT 2010/2011]

[Stormproof]

Man A and man B may be working at the same rate. However, man B is doing different tasks than man A. Man B's tasks are more complicated than man A's and man A would probably struggle to do them. Man B is arguing that his duty should be upgraded but management have got man A to sign that he understands how to do all the tasks in the section.

Man B's other workmates in the section want their duties to be upgraded. They can all do man B's tasks.

Shouldn't the Union help man A by getting management to agree to allow him to do the tasks he is comfortable with and remain at the lower grade and shouldn't the Union help the others by getting their duties upgraded, or has man A closed off this option by signing that he understands how to do all the tasks?

Run to mummy at every turn! Some of you workers are deluded. Your Union is supposed to support workers. Well 18000 people have passed through the doors and been treated like dogs not a peep from the mighty CWU! . Mr High and mighty banging about "Mr A and Mr B" seems to have forgotten about "MR Z" that does a considerable amount more than you.

Wake UP!! Your jobs are on the line. Can't you see it?

You had the opportunity to join the union. We pay subs, do you? of course not and yet you expect the union to bail you out

Why should hardworking, highly motivated, keen and willing Christmas casuals who clearly outperform many regulars [as clearly evidenced by the latest performance management protocols]be treated so shabbily, not paid properly or at all whilst CONTRIBUTING TO MANAGERS' BONUSES?????????? Absolutely unacceptable and disgraceful!

Equal pay for equal work [EQUALITY ACT 2010/2011]

Well done for quoting the equality act, how about treating your colleagues with equality instead of slagging them off and calling them idle. Perhaps the next course you go on could be a Diversity one!

[intelligentsia]

Man A and man B may be working at the same rate. However, man B is doing different tasks than man A. Man B's tasks are more complicated than man A's and man A would probably struggle to do them. Man B is arguing that his duty should be upgraded but management have got man A to sign that he understands how to do all the tasks in the section.

Man B's other workmates in the section want their duties to be upgraded. They can all do man B's tasks.

Shouldn't the Union help man A by getting management to agree to allow him to do the tasks he is comfortable with and remain at the lower grade and shouldn't the Union help the others by getting their duties upgraded, or has man A closed off this option by signing that he understands how to do all the tasks?

Run to mummy at every turn! Some of you workers are deluded. Your Union is supposed to support workers. Well 18000 people have passed through the doors and been treated like dogs not a peep from the mighty CWU! . Mr High and mighty banging about "Mr A and Mr B" seems to have forgotten about "MR Z" that does a considerable amount more than you.

Wake UP!! Your jobs are on the line. Can't you see it?

You had the opportunity to join the union. We pay subs, do you? of course not and yet you expect the union to bail you out

Why should hardworking, highly motivated, keen and willing Christmas casuals who clearly outperform many regulars [as clearly evidenced by the latest performance management protocols]be treated so shabbily, not paid properly or at all whilst CONTRIBUTING TO MANAGERS' BONUSES?????????? Absolutely unacceptable and disgraceful!

Equal pay for equal work [EQUALITY ACT 2010/2011]

Well done for quoting the equality act, how about treating your colleagues with equality instead of slagging them off and calling them idle. Perhaps the next course you go on could be a Diversity one!

Absolutely! Fairness, profit sharing, bonus sharing and a "John Lewis" approach to productivity for Royal Mail would be a mega improvement.
Are you reading this Moya Greene and all those directors and senior managers out there????????????????????????
Me, I'm one of the most out bred, non-tribal, free-thinking, diverse, non-discriminatory guys on this planet UNTIL I COME ACROSS GROSS INJUSTICE AND UNFAIRNESS!!!

[MinisterofCucumber]

"John Lewis staff share £194.5m bonus
All 76,500 John Lewis and Waitrose staff will receive 18pc of their annual salary as a bonus, the company announced on Wednesday morning."

http://www.telegraph.co.uk/finance/news ... bonus.html" onclick="window.open(this.href);return false;


18 per cent of annual salary is not a fair share if the bonus is meant to reflect effort. If you earn 15k, you will get £2,700 before tax. If you earn 60k, you will get £10,800 before tax. Has the higher earner worked harder than the lower earner?

Bonus schemes, if they work, are for people making decisions that risk a lot. Bonus schemes in the UK don't work because chiefs still get rewarded when they screw things up. Bonus money should be consolidated into basic pay and the workforce should get a pay rise. Bonus schemes keep wages down.

[Verging]

All John Lewis staff when taken on by John Lewis become partners/shareholders in John Lewis. They all have a share in proportion to their salary and therefore get a share in the profits.

[fishtank]

John Lewis operates what is known as a competitive NER structure.(Non-Union Employee Representation.)

Under this model the activity of NER arrangements ‘competes’ with existing union presence, so acts as a substitute by suppressing existing union activity. Under this model,structures that were considered of little consequence and relatively unimportant have been revitalised with great management enthusiasm.
High- level information is given to representatives on matters that have been previously been highly confidential. Much of this information will be based on the organisation’s market position and financial situation. This is the only representative channel for employees to voice their concerns.

One of the aims of this approach is to weaken the link between union members and their representatives and to promote a greater identification with management behaviour. Employee representatives may also be used to moderate any conflict or resistance by employees and show support for management actions and initiatives. The underlying message in this model is to change the nature of unionism, so that any techniques or actions that would enhance the traditional role of trade unions would be discouraged.

At John Lewis Partnership NER forums can negotiate or bargain over all issues including pay and conditions. However, the Chair (a management position) can veto any proposed expenditure (including that for wages increases) if s/he regards it as ‘too dangerous’ to the Partnership’s business interests.

[intelligentsia]

John Lewis operates what is known as a competitive NER structure.(Non-Union Employee Representation.)

Under this model the activity of NER arrangements ‘competes’ with existing union presence, so acts as a substitute by suppressing existing union activity. Under this model,structures that were considered of little consequence and relatively unimportant have been revitalised with great management enthusiasm.
High- level information is given to representatives on matters that have been previously been highly confidential. Much of this information will be based on the organisation’s market position and financial situation. This is the only representative channel for employees to voice their concerns.

One of the aims of this approach is to weaken the link between union members and their representatives and to promote a greater identification with management behaviour. Employee representatives may also be used to moderate any conflict or resistance by employees and show support for management actions and initiatives. The underlying message in this model is to change the nature of unionism, so that any techniques or actions that would enhance the traditional role of trade unions would be discouraged.

At John Lewis Partnership NER forums can negotiate or bargain over all issues including pay and conditions. However, the Chair (a management position) can veto any proposed expenditure (including that for wages increases) if s/he regards it as ‘too dangerous’ to the Partnership’s business interests.

Come on! Come on!

Angard Staffing Solutions get your act together over pay rates and get some productivity schemes going!
Royal Mail, a "logistical" supremo doesn't believe in profit sharing and yet spouts out all this management speak about "people being our most valued resource"????