Want to Join the CWU

[andy2007]

I didn't know you were having problems again. What happened?
Is it as bad as last time?

[Beetlejuice]

You need to stick with the union and give them the support. There are some good reps out there!

[Ahebban]

CWU members have their subscriptions deducted at source weekly as it appears on your wage slip among the various deductions. I believe the current subscription is £2.82 per week.

I have often been critical of CWU not because of its commitment to support and represent its members but in its communication with rank and file members. Information critical for CWU members can appear on RMC ( ) well in advance of it percolating from HQ down through the system to Units. With the availability of current technologies there is little excuse for Units not to be kept informed of important issues quickly, irrespective of whether a Unit CWU Rep is present or not. The very structure of the CWU slows the flow of information from HQ to Units. Branch/Area/Div Reps have limited time available to enable them to visit Units on a regular basis owing to the restrictive nature of trade union legislation and hours in a day! If the face of the CWU cannot be seen at local meetings, tv or in the press, then it must get its message to the rank and file quicker if it is to expect a positive response.

It is easy to take a swipe at the CWU leadership when an agreement is struck that people do not agree with. When it comes to having ballots apathy is the biggest enemy at the end of the day as was seen by the number of CWU members who just did not bother to register their vote over the last agreement. The days when any union, let alone the CWU, can take on an employer and expect to win on every proposal are long since gone. Trade Union legislation, governments and public opinion have ensured the balance of power shifted over the years. That does not mean the CWU should shy away from facing up to RM, but the jury is still out as to whether the CWU leadership have learned the lessons of 2007. Many CWU members see the potential for the same mistakes to be made again as comments made in the various forums and topics across RMC point to. For example, necessary resources have to be made available to ensure that ballots at whatever level are conducted in accordance with the law. CWU members need to have confidence in its leadership and it is the responsibility of the leadership to gain that confidence. No matter who you are or what title you carry, respect is earned and not a given right.

The 2007 P & M Agreement was not the best (no-one can doubt that), but when you think back to the starting point of the negotiations it was, most importantly of all, a NATIONAL AGREEMENT. RM management did not register the Agreement as a total victory either. Which explains the current industrial action opposing the breaches of that Agreement by RM in its frustration to bulldoze ahead with its vision of 'modernisation' and 'efficiency'.

Two years on we are in a similar position to that which faced the CWU in 2007, with RM stating there will be no pay rise for its employees, real-term reductions in terms, conditions and pension benefits and a blatant refusal to honour both the spirit and its commitment to forging a new way forward, and called for in the Hooper Report, in PARTNERSHIP with the CWU.

Whatever the final outcome of the escalating dispute, good or bad, it is imperative that the CWU have a National Agreement at the end of the day. That is not going to be easily achieved. It will take the continued sacrifice by those Units already taking action ( ) and a concerted effort nationally to drag RM to the negotiation table and behave as one would expect for a 21st century employer and not some dictatorial employer of a byegone age.

Apologies to Postman and Mods for going way off topic!

[kay_thebigbird]

CWU members have their subscriptions deducted at source weekly as it appears on your wage slip among the various deductions. I believe the current subscription is £2.82 per week.

I have often been critical of CWU not because of its commitment to support and represent its members but in its communication with rank and file members. Information critical for CWU members can appear on RMC ( ) well in advance of it percolating from HQ down through the system to Units. With the availability of current technologies there is little excuse for Units not to be kept informed of important issues quickly, irrespective of whether a Unit CWU Rep is present or not. The very structure of the CWU slows the flow of information from HQ to Units. Branch/Area/Div Reps have limited time available to enable them to visit Units on a regular basis owing to the restrictive nature of trade union legislation and hours in a day! If the face of the CWU cannot be seen at local meetings, tv or in the press, then it must get its message to the rank and file quicker if it is to expect a positive response.

It is easy to take a swipe at the CWU leadership when an agreement is struck that people do not agree with. When it comes to having ballots apathy is the biggest enemy at the end of the day as was seen by the number of CWU members who just did not bother to register their vote over the last agreement. The days when any union, let alone the CWU, can take on an employer and expect to win on every proposal are long since gone. Trade Union legislation, governments and public opinion have ensured the balance of power shifted over the years. That does not mean the CWU should shy away from facing up to RM, but the jury is still out as to whether the CWU leadership have learned the lessons of 2007. Many CWU members see the potential for the same mistakes to be made again as comments made in the various forums and topics across RMC point to. For example, necessary resources have to be made available to ensure that ballots at whatever level are conducted in accordance with the law. CWU members need to have confidence in its leadership and it is the responsibility of the leadership to gain that confidence. No matter who you are or what title you carry, respect is earned and not a given right.

The 2007 P & M Agreement was not the best (no-one can doubt that), but when you think back to the starting point of the negotiations it was, most importantly of all, a NATIONAL AGREEMENT. RM management did not register the Agreement as a total victory either. Which explains the current industrial action opposing the breaches of that Agreement by RM in its frustration to bulldoze ahead with its vision of 'modernisation' and 'efficiency'.

Two years on we are in a similar position to that which faced the CWU in 2007, with RM stating there will be no pay rise for its employees, real-term reductions in terms, conditions and pension benefits and a blatant refusal to honour both the spirit and its commitment to forging a new way forward, and called for in the Hooper Report, in PARTNERSHIP with the CWU.

Whatever the final outcome of the escalating dispute, good or bad, it is imperative that the CWU have a National Agreement at the end of the day. That is not going to be easily achieved. It will take the continued sacrifice by those Units already taking action ( ) and a concerted effort nationally to drag RM to the negotiation table and behave as one would expect for a 21st century employer and not some dictatorial employer of a byegone age.

Apologies to Postman and Mods for going way off topic!

That's a bit to heavy for me mate got a bit lost half way through.

[POSTMAN]

Ahebban,your post was the bollox mate,keep it up

[Pinky 1]

Well you didn't lose me Ahebban, i thought it was a brilliant post mate ....

[TrueBlueTerrier]

Well you didn't lose me Ahebban, i thought it was a brilliant post mate ....

ditto

[Beetlejuice]

Excellant post, Ahebban, works for me !!!!!!