Ta
ANNOUNCEMENT : ALL OF ROYAL MAIL'S EMPLOYMENT POLICIES (AGREEMENTS) AT A GLANCE (Updated 2021)... HERE
ANNOUNCEMENT : PLEASE BE AWARE WE ARE NOT ON FACEBOOK AT ALL!
Anyone got a list of the strings?
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POSTMAN
- SITE ADMINISTRATOR
- Posts: 32754
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Anyone got a list of the strings?
I can't find em anywhere and i've forgotten most of them.
Ta
Ta
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
rhino49
- EX ROYAL MAIL
- Posts: 1644
- Joined: 04 Jun 2007, 21:50
- Gender: Male
- Location: At home with my feet up
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TrueBlueTerrier
- FORUM ADMINISTRATOR
- Posts: 72658
- Joined: 30 Dec 2006, 10:29
- Gender: Male
- Location: On my couch
rhino49 wrote:probably in knots by now
All post by me in Green are Admin Posts.
Any post in any other colour is my own responsibility.
If you like a news story I posted please click the link to show support Any news stories you can't post - PM me with a link
My sharing of news articles should not be interpreted as an endorsement or condemnation of any particular viewpoint or the issues presented. I share them solely for informational purposes.
Any post in any other colour is my own responsibility.
If you like a news story I posted please click the link to show support Any news stories you can't post - PM me with a link
My sharing of news articles should not be interpreted as an endorsement or condemnation of any particular viewpoint or the issues presented. I share them solely for informational purposes.
-
kjbosco
- Posts: 25
- Joined: 26 Apr 2007, 19:30
HERES THE FULL PACKAGE BEFORE THEY SUPPOSEDLY CHANGED THE D2D THING.
Pay and Flexibility Agreement 2007/08
1. Introduction
1.1 Royal Mail has developed a strategic plan that takes advantage of substantial investment and is designed to ensure it continues to succeed in an increasingly competitive environment.
1.2 The plan demands substantial change to ways of working, greater responsiveness and efficiency to meet customer need. Royal Mail and the Communication Workers Union have agreed that the business must be:
• A successful company that is sustainable for the long term.
• Capable of generating sufficient funds to allow it to pursue change, to develop and to maintain competitive advantage.
• Providing a culture of empowerment, pace and a collaborative approach for commercial success.
• Working with stakeholders to create a business environment, which gives the company every opportunity to succeed.
1.3 Royal Mail and CWU agree that in order to achieve these aims an unprecedented focus is required on driving up the efficiency of the operation and the productivity of our people. It is agreed that individuals must be treated fairly and with respect. They must only be asked to undertake work which is safe, legal and for which they have been trained. However given these constraints, individuals will be expected to be flexible and offer every assistance to the business as it makes change and reduces costs. Specific change programmes are set out in section two of this agreement, but CWU agree that efficiency improvements are not limited to these and that every opportunity must be taken to improve our competitive position.
1.4 This agreement applies to OPG, OSG, MDEC, Mail Screener and Engineer grades and sets out the timetable for changes to working practices and agreed pay and benefits for the financial year 2007/08. This agreement applies from October 2007 for MGV drivers, but excludes LGV Drivers in line with the Professional Drivers Agreement. These are designed to enhance business flexibility and improve efficiency as the first step on our 4 year journey. Further talks designed to create an exciting new pay and benefits package will be agreed by September 2007 to be implemented as soon as possible and no later than April 2008.
2. Flexibility Package
2.1 Removal of night shifts in delivery units - Increasing levels of automation and low levels of indoor efficiency have created an opportunity to make better use of indoor time in delivery units. The standard is to cease all night shifts in delivery offices, although a small number of exceptions may be required in city centre units with very high proportions of firms deliveries. This work will be completed on a phased basis starting April but will be completed in all units by Monday 30th July 2007.
2.2 Retarding Delivery Start Times – The Network 2007 project is driven by legislative change to 7.5T vehicle maximum speeds. This will impact on arrival times for mail into delivery units. Consultation on the detail of this project has commenced and it has been agreed that the change will be implemented in August 2007. The existing delivery specification of last letter by 14.00 for town and 15.00 for rural will remain. But it is agreed that retardation of duty start times is required with 0600 – 0630 as the norm for the majority, some duties may start earlier to receive feeder services, cut tip and commence mails preparation. Saturday attendance times may include a finish earlier than 1400hrs if operationally practicable. In order to provide reassurance where changes in attendance times are being considered Royal Mail confirms that the full value of the MTSF – protected allowances will be included in the forth coming review of the pay package.
2.3 Weekend Working – Royal Mail and CWU have agreed to minimise expenditure at premium rates by radically overhauling the weekend and Bank Holiday operation. Royal Mail intends to cease offering Sunday and Bank Holiday collections. Consultations with Postcomm and Postwatch are underway. Meanwhile, by 2nd July 2007 all Mail Centres will revise Sunday working arrangements to eliminate spend on non time critical products and focus only on 1C and express products. Meanwhile all MC’s will review their weekend inward operation to move non-time critical inward work to Monday mornings and adjust weekend resourcing to ensure focus on 1C and express products only. Where weekend working is required to meet customer specifications existing terms and conditions will apply.
2.4 Efficient Summer Scheduling – During the summer, traffic volumes fall and productivity is reduced, as we are unable to flex resourcing to levels that maintain efficiency. Royal Mail and CWU have agreed that summer scheduling must be reviewed to take account of reduced workload. This will offer opportunities for additional summer leave in the popular weeks. Units must scope opportunities to absorb absence by transferring responsibilities between duties during the summer weeks. For example – in delivery, town residential walks could be reduced on a ratio of 6 into 5 from week 8 of the financial year until week 24. A similar review will be undertaken for firms walks where the ratio could be 4 into 3. This will be introduced into all DO’s in time for summer 2007, and a similar approach applied to other operational units such as MCs and RDCs.
2.5 Door to Door – The Door to Door product continues to offer genuine scope for revenue growth for Royal Mail at a time when other revenue streams are being constrained by the impact of e-substitution, competition and price regulation. Royal Mail and CWU have therefore agreed to take radical steps to maximise the opportunity offered by D2D. With effect from Monday 4th June 2007 the current cap of 3 items per week will be increased to 5. The existing D2D unit payments will be paid to individuals up to a maximum of 3 items per week. Items over the first 3 will be absorbed without unit payment. Each individual will deliver the D2D items for their delivery. Payments will be reviewed as part of the Future Pay Structure discussions detailed in section 5 of this agreement.
3. 2007/08 Pay Arrangements
3.1 Royal Mail has set two alternative options for pay, both are dependant on commitment to flexibility detailed in section 2 above. One of the options will be agreed for National implementation.
3.2 Option 1 - Royal Mail has made an offer of £600 (paid pro-rata for less than full time people) as a non-consolidated, non-pensionable lump sum.
3.3 Option 2 - Royal Mail has made an offer 2.5% on basic pay flowing through to allowances, overtime and scheduled attendance. This will be implemented Monday 2nd April 2007
4. 2007/08 Productivity Scheme
4.1 Employees will have the opportunity to enhance their earnings through an office-based lump sum bonus scheme, which will run for financial year 07/08, based on the success of their local unit (delivery office, mail centre, distribution centre or distribution hub).
4.2 This scheme will not operate with pre-determined targets. It simply relies on the local parties considering if there are any pragmatic and realistic opportunities to make their office more efficient, whilst ensuring that all mail is cleared to workplan. If savings are achieved beyond the budget the staff will receive a 50% share.
4.3 In postal units any saving above the local mails operations staff cash budget will be split 50:50 between the business and the OPG and OSG employees in the unit. The actual financial performance of the office between April and March each year will be calculated for each half-year accounting period. Any savings made against the mails operations staff budget will contribute.
4.4 The bonus pool will be divided by the number of eligible employees (pro-rata to hours for part-time staff) giving individuals their lump sum payments. Payments will be made twice during the year, once just before Christmas and once in late May. Bonus units will be defined as per the 06/07 scheme.
4.5 In order to receive bonus employees will have to be in paid employment during the period concerned, and on the payment date. Payments will be adjusted for industrial action in any 24-hour period.
4.6 Royal Mail accepts that CWU has not signed up to RM operational budgets and that operational budgets will not set a precedent for any future incentive schemes. CWU reserves the right to raise any material anomalies in relation to the level of savings and budget. The national parties jointly will oversee the fair application of the scheme, and CWU will have access to all information relating to it.
4.7 Royal Mail and the CWU will jointly identify and agree at the local office if there are any opportunities to make further efficiency savings. The local parties should seek the views and support of our local people. The enablers in this Agreement will provide the basis for local deployment plans and earnings opportunities.
4.8 Section 4 of this agreement does not apply to MDEC keyers who are covered by a separate bonus scheme.
5. Future Pay Structure
5.1 In the 2005 Shaping our Future Agreement Royal Mail and CWU agreed that we must continue to work together to ensure that we become the most efficient, customer focussed and flexible company in the market place and at the same time raise the value and status of a postal workers job. We also reaffirmed our intention to introduce a new package based on consolidating and simplifying pay. These aspirations can only be realised if the business is generating profits and has a sustainable future based on revenue growth and cost reduction. A separate consultation on future pension arrangements has commenced and is outside the scope of this agreement.
5.2 Royal Mail’s aspirations are for a more flexible way of working. We will expect our people to have different work patterns based on workload. We will expect people to move locations with notice and consultation. We will organise the work differently once we have deployed new technology including covering each others leave and sick absence. Finally we would expect our people to work together to help improve the organisation’s performance. It is agreed that individuals must be treated fairly and with respect. They must only be asked to undertake work which is safe, legal and for which they have been trained. However given these constraints, individuals will be expected to be flexible and offer every assistance to the business as it makes change and reduces costs.
5.3 The CWUs aspirations are contained in the pay claim letter dated 06-Mar-07 (ltr to Jon Millidge – 6.3.07. doc).
5.4 Royal Mail and CWU will each nominate five team members to work on the revised package. Independent experts will facilitate initial meetings. Their objective will be to assist both parties in framing the issues and identifying areas of common ground upon which we can build an overall solution and their costs will be met equally by CWU and Royal Mail.
5.5 The timetable for talks will be:
• Team members nominated by 11th May 2007
• Inaugural meeting by 30th May 2007
• Scoping phase complete by 29th June 2007
• Detailed strand activity completed by 31st August 2007
• Agreed proposal completed by 28th September 2007
.
Pay and Flexibility Agreement 2007/08
1. Introduction
1.1 Royal Mail has developed a strategic plan that takes advantage of substantial investment and is designed to ensure it continues to succeed in an increasingly competitive environment.
1.2 The plan demands substantial change to ways of working, greater responsiveness and efficiency to meet customer need. Royal Mail and the Communication Workers Union have agreed that the business must be:
• A successful company that is sustainable for the long term.
• Capable of generating sufficient funds to allow it to pursue change, to develop and to maintain competitive advantage.
• Providing a culture of empowerment, pace and a collaborative approach for commercial success.
• Working with stakeholders to create a business environment, which gives the company every opportunity to succeed.
1.3 Royal Mail and CWU agree that in order to achieve these aims an unprecedented focus is required on driving up the efficiency of the operation and the productivity of our people. It is agreed that individuals must be treated fairly and with respect. They must only be asked to undertake work which is safe, legal and for which they have been trained. However given these constraints, individuals will be expected to be flexible and offer every assistance to the business as it makes change and reduces costs. Specific change programmes are set out in section two of this agreement, but CWU agree that efficiency improvements are not limited to these and that every opportunity must be taken to improve our competitive position.
1.4 This agreement applies to OPG, OSG, MDEC, Mail Screener and Engineer grades and sets out the timetable for changes to working practices and agreed pay and benefits for the financial year 2007/08. This agreement applies from October 2007 for MGV drivers, but excludes LGV Drivers in line with the Professional Drivers Agreement. These are designed to enhance business flexibility and improve efficiency as the first step on our 4 year journey. Further talks designed to create an exciting new pay and benefits package will be agreed by September 2007 to be implemented as soon as possible and no later than April 2008.
2. Flexibility Package
2.1 Removal of night shifts in delivery units - Increasing levels of automation and low levels of indoor efficiency have created an opportunity to make better use of indoor time in delivery units. The standard is to cease all night shifts in delivery offices, although a small number of exceptions may be required in city centre units with very high proportions of firms deliveries. This work will be completed on a phased basis starting April but will be completed in all units by Monday 30th July 2007.
2.2 Retarding Delivery Start Times – The Network 2007 project is driven by legislative change to 7.5T vehicle maximum speeds. This will impact on arrival times for mail into delivery units. Consultation on the detail of this project has commenced and it has been agreed that the change will be implemented in August 2007. The existing delivery specification of last letter by 14.00 for town and 15.00 for rural will remain. But it is agreed that retardation of duty start times is required with 0600 – 0630 as the norm for the majority, some duties may start earlier to receive feeder services, cut tip and commence mails preparation. Saturday attendance times may include a finish earlier than 1400hrs if operationally practicable. In order to provide reassurance where changes in attendance times are being considered Royal Mail confirms that the full value of the MTSF – protected allowances will be included in the forth coming review of the pay package.
2.3 Weekend Working – Royal Mail and CWU have agreed to minimise expenditure at premium rates by radically overhauling the weekend and Bank Holiday operation. Royal Mail intends to cease offering Sunday and Bank Holiday collections. Consultations with Postcomm and Postwatch are underway. Meanwhile, by 2nd July 2007 all Mail Centres will revise Sunday working arrangements to eliminate spend on non time critical products and focus only on 1C and express products. Meanwhile all MC’s will review their weekend inward operation to move non-time critical inward work to Monday mornings and adjust weekend resourcing to ensure focus on 1C and express products only. Where weekend working is required to meet customer specifications existing terms and conditions will apply.
2.4 Efficient Summer Scheduling – During the summer, traffic volumes fall and productivity is reduced, as we are unable to flex resourcing to levels that maintain efficiency. Royal Mail and CWU have agreed that summer scheduling must be reviewed to take account of reduced workload. This will offer opportunities for additional summer leave in the popular weeks. Units must scope opportunities to absorb absence by transferring responsibilities between duties during the summer weeks. For example – in delivery, town residential walks could be reduced on a ratio of 6 into 5 from week 8 of the financial year until week 24. A similar review will be undertaken for firms walks where the ratio could be 4 into 3. This will be introduced into all DO’s in time for summer 2007, and a similar approach applied to other operational units such as MCs and RDCs.
2.5 Door to Door – The Door to Door product continues to offer genuine scope for revenue growth for Royal Mail at a time when other revenue streams are being constrained by the impact of e-substitution, competition and price regulation. Royal Mail and CWU have therefore agreed to take radical steps to maximise the opportunity offered by D2D. With effect from Monday 4th June 2007 the current cap of 3 items per week will be increased to 5. The existing D2D unit payments will be paid to individuals up to a maximum of 3 items per week. Items over the first 3 will be absorbed without unit payment. Each individual will deliver the D2D items for their delivery. Payments will be reviewed as part of the Future Pay Structure discussions detailed in section 5 of this agreement.
3. 2007/08 Pay Arrangements
3.1 Royal Mail has set two alternative options for pay, both are dependant on commitment to flexibility detailed in section 2 above. One of the options will be agreed for National implementation.
3.2 Option 1 - Royal Mail has made an offer of £600 (paid pro-rata for less than full time people) as a non-consolidated, non-pensionable lump sum.
3.3 Option 2 - Royal Mail has made an offer 2.5% on basic pay flowing through to allowances, overtime and scheduled attendance. This will be implemented Monday 2nd April 2007
4. 2007/08 Productivity Scheme
4.1 Employees will have the opportunity to enhance their earnings through an office-based lump sum bonus scheme, which will run for financial year 07/08, based on the success of their local unit (delivery office, mail centre, distribution centre or distribution hub).
4.2 This scheme will not operate with pre-determined targets. It simply relies on the local parties considering if there are any pragmatic and realistic opportunities to make their office more efficient, whilst ensuring that all mail is cleared to workplan. If savings are achieved beyond the budget the staff will receive a 50% share.
4.3 In postal units any saving above the local mails operations staff cash budget will be split 50:50 between the business and the OPG and OSG employees in the unit. The actual financial performance of the office between April and March each year will be calculated for each half-year accounting period. Any savings made against the mails operations staff budget will contribute.
4.4 The bonus pool will be divided by the number of eligible employees (pro-rata to hours for part-time staff) giving individuals their lump sum payments. Payments will be made twice during the year, once just before Christmas and once in late May. Bonus units will be defined as per the 06/07 scheme.
4.5 In order to receive bonus employees will have to be in paid employment during the period concerned, and on the payment date. Payments will be adjusted for industrial action in any 24-hour period.
4.6 Royal Mail accepts that CWU has not signed up to RM operational budgets and that operational budgets will not set a precedent for any future incentive schemes. CWU reserves the right to raise any material anomalies in relation to the level of savings and budget. The national parties jointly will oversee the fair application of the scheme, and CWU will have access to all information relating to it.
4.7 Royal Mail and the CWU will jointly identify and agree at the local office if there are any opportunities to make further efficiency savings. The local parties should seek the views and support of our local people. The enablers in this Agreement will provide the basis for local deployment plans and earnings opportunities.
4.8 Section 4 of this agreement does not apply to MDEC keyers who are covered by a separate bonus scheme.
5. Future Pay Structure
5.1 In the 2005 Shaping our Future Agreement Royal Mail and CWU agreed that we must continue to work together to ensure that we become the most efficient, customer focussed and flexible company in the market place and at the same time raise the value and status of a postal workers job. We also reaffirmed our intention to introduce a new package based on consolidating and simplifying pay. These aspirations can only be realised if the business is generating profits and has a sustainable future based on revenue growth and cost reduction. A separate consultation on future pension arrangements has commenced and is outside the scope of this agreement.
5.2 Royal Mail’s aspirations are for a more flexible way of working. We will expect our people to have different work patterns based on workload. We will expect people to move locations with notice and consultation. We will organise the work differently once we have deployed new technology including covering each others leave and sick absence. Finally we would expect our people to work together to help improve the organisation’s performance. It is agreed that individuals must be treated fairly and with respect. They must only be asked to undertake work which is safe, legal and for which they have been trained. However given these constraints, individuals will be expected to be flexible and offer every assistance to the business as it makes change and reduces costs.
5.3 The CWUs aspirations are contained in the pay claim letter dated 06-Mar-07 (ltr to Jon Millidge – 6.3.07. doc).
5.4 Royal Mail and CWU will each nominate five team members to work on the revised package. Independent experts will facilitate initial meetings. Their objective will be to assist both parties in framing the issues and identifying areas of common ground upon which we can build an overall solution and their costs will be met equally by CWU and Royal Mail.
5.5 The timetable for talks will be:
• Team members nominated by 11th May 2007
• Inaugural meeting by 30th May 2007
• Scoping phase complete by 29th June 2007
• Detailed strand activity completed by 31st August 2007
• Agreed proposal completed by 28th September 2007
.
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L Tommo
- Posts: 3165
- Joined: 06 Feb 2007, 09:43
- Gender: Male
- Location: WATCHING YOU WATCHING ME!
WOT?? i MISSED IT ...
Can you post it again.. I missed it first time round???????????????? 
Thanks Kjbosco...
OUT
WE HAVE NO STRINGS TO HOLD US DOWN WE HAVE NO STRINGS ON US!!!!
FECK OFF PINNOCIO BIG AL.... :lfo
Thanks Kjbosco...
OUT
WE HAVE NO STRINGS TO HOLD US DOWN WE HAVE NO STRINGS ON US!!!!
FECK OFF PINNOCIO BIG AL.... :lfo
L TOMMO.... ILLEGITIMIS NON CARBORUNDUM........
EAST LONDON MAIL CENTER-ISHHHH
EAST LONDON MAIL CENTER-ISHHHH
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madsorter
- Posts: 137
- Joined: 29 May 2007, 23:31
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DirtyHarry
- Posts: 5051
- Joined: 13 May 2007, 23:16
- Gender: Male
- Location: London
Believe that at your peril, madsorter. The Royal Mail business plan for the financial year 2007/2008 is basically all the conditionsmadsorter wrote:Didnt they remove most of them? Seem to remember a follow up flyer going round saying to ignore them all and it had a few points on only...
they wanted us to accept.
The fact that Leighton & Crozier haven't withdrawn this blueprint for disaster, tells me that not one single 'string' has been removed,
only put on a back-burner.
Don't believe anything they say , they have proved themselves , time and time again , that being economical with the truth, is the
only form of economics they truly understand.
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POSTMAN
- SITE ADMINISTRATOR
- Posts: 32754
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Cheers
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
bigsharkboy
- Posts: 681
- Joined: 07 Jun 2007, 22:33
- Location: north devon
rumour circulating by our dom is that royal mail have reduced the strings to 5 but when challenged he admitted that the only one he had heard was the d2d string
royal mails pay deal more strings than feckin thunderbirds
royal mails pay deal more strings than feckin thunderbirds
postman delivery rural driver devon workplace cwu rep
my bite is worse than my bark
my bite is worse than my bark
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DOM
- Posts: 140
- Joined: 20 Jun 2007, 18:35
Re: Anyone got a list of the strings?
What you meant to say was "I don't know what i'm striking for!"POSTMAN wrote:I can't find em anywhere and i've forgotten most of them.
Ta
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johnnyp
- Posts: 5239
- Joined: 27 Jan 2007, 16:00
- Gender: Male
- Location: SE ENGLAND
DOM mate if we the posties loose this dispute and pinky and perky get there way,make no mistake youre next as i keep reminding my DOM and line manager who by the way has just been severley shafted by area DSM concerning his bonus.Only then will you understand what this is all about,open your eyes friend and have a good look at that business plan,it is nothing but disaster for everyone who works within the company apart from :lfo and :cfo We know what we are striking for mate its a pity you and the rest of front line management havent got the balls to stand up and join us.
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ROCKY
- Posts: 2801
- Joined: 03 Dec 2006, 13:18
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POSTMAN
- SITE ADMINISTRATOR
- Posts: 32754
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: Anyone got a list of the strings?
DOM wrote:What you meant to say was "I don't know what i'm striking for!"POSTMAN wrote:I can't find em anywhere and i've forgotten most of them.
Ta
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32754
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Yeah they've ALL been removed,not sure why we're going on strike!!madsorter wrote:Didnt they remove most of them? Seem to remember a follow up flyer going round saying to ignore them all and it had a few points on only...
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32754
- Joined: 07 Aug 2006, 03:19
- Gender: Male
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.