Parcelforce pay etc.

[eric the viking]

It seems all the issues we were asked about on the strike ballot have been resolved but no mention of our pay deal. I very much understand the major issues still being confronted on the letters side of the business but it would be nice to hear where we stand right now.

[1969tonka]

I feel the same , we we're put in the ballot as an extra weapon against the management but now it's looking like we are getting somewhere there is no bloody mention of us. Will we get the same deal as the posties or is our deal still being agreed differently ?

[eric the viking]

I feel the same , we we're put in the ballot as an extra weapon against the management but now it's looking like we are getting somewhere there is no bloody mention of us. Will we get the same deal as the posties or is our deal still being agreed differently ?

We were told as an aside on every LTB that our negotiations were being done seperatley. If they want us to strike they should tell us where we stand.

[1969tonka]

Think i will make a call to our regional cwu rep tomorrow for clarification as like you
I dont have a clue

[eric the viking]

I had a chat with our area rep today , it seems the sticking points are the letters delivery issues. As he rightly pointed out in my opinion if it wasn't for the letters side voting for strike action then nothing would have been sorted so I think we all have to stick together. It seems ther will be no extension to the ballot timetable so we should know on Wednesday.

[eric the viking]

Where do parcelforce stand in the new pay deal , anybody know?

[smok3y666]

Well, we are being told about it at work today by our manager so I presume it covers us also? I am only making that assumption because we getting told about the new deal.

[1969tonka]

We are included in this pay deal and get the same as letters (it is written in the official releases). Once voted on and accepted (or not) we will receive the 3% backdated to april 2012.

[fishtank]

6.4 Parcelforce Programme of Works and Reward Explained
Introduction
The 2012/13 Pay & Reward Agreement carried the following statement;
‘PFW and the CWU agree that the investment and growth plan would be better served by the stability of a proposed 2 – 3 year agreement covering all aspects of operational planning, productivity and reward. Against that backdrop and subject to the acceptance of this agreement, both parties will engage in a series of structured negotiations targeted to conclude such an agreement by the end of January 2013 and to be effective from the next pay review date of the 1st of April 2013’.

Whilst both parties committed openly to the above statement, it must be recognised that other factors during this year, not least of which saw the privatisation of the Royal Mail Group, have affected the ability to achieve it. Those factors have created the unprecedented situation whereby it has been necessary to align the interests of all business units operating under the RM Group umbrella to ensure that all areas have been addressed fairly across the Group as we enter this new ownership era.
However our relationship has remained positive and we have continued to work together, seeing the successful deployment of the expansion plans during 2013. Opening a new Processing Centre, eight replacement Depots and two new Depots in a single calendar year has been an exceptional achievement by any standard, and is a testament to the collaborative way of working that we have developed through the Table of Success.
Pay, Reward & Productivity

One unusual response to this exceptional period is a consistent pay & reward package across all the businesses in the RM Group and produced below is what that means to Parcelforce CWU Represented grades:
From the 1st April 2013 - 6th April 2014:
An increase of 3% consolidated increase applied to all elements of base pay (including non-pensionable additions to basic pay, SA, overtime, all allowances, skill payments and pay ranges etc) (backdated to 1st April 2013.)
From 7th April 2014 – 5th April 2015:
An increase of 3% consolidated increase applied to all elements of base pay (including non-pensionable additions to basic pay, SA, overtime, all allowances, skill payments and pay ranges etc)
From the 6th April 2015 – 4th 2016:
An increase of 2.8% consolidated increase applied to all elements of base pay (including non-pensionable additions to basic pay, SA, overtime, all allowances, skill payments and pay ranges etc), subject to review if inflation (as measured by the average monthly RPI in the period January – March 2015) is below 2.3% or above 3.3%.
The expected three year pay deal amounts to an overall compound base pay increase of 9.06%
A one off non pensionable lump sum of £200 for each full time eligible employee (part timers pro-rata) in post on 1st October 2013 and on [the payment date] in respect of contribution to business performance. This is being paid separately and before Christmas in recognition of the contribution employees have made to the business during this year.
Parcelforce Worldwide remains a separate bargaining unit within the RM Group and future awards will continue to be negotiated separately.
PFW Engineers
The engineers within PFW are historically a separate pay bargaining group within Parcelforce. As part of discussions in both 2011 and 2012 pay awards, there was joint commitment to move the discreet group of engineers solely working within PFW into a single bargaining unit with remaining CWU represented grades within PFW. The engineers undoubtedly make a major contribution to the successful operation at the Hubs and new Processing Centre and to overall business results. This approach is in line with the format used for Administration grades that are part of the wider pay group in Parcelforce Worldwide and will allow for specific Engineering issues to be jointly addressed through the now established engineering forum. Against that backdrop, this pay award will be applied to all Engineering grades from 1st April 2013 and will move their pay date from September to April in line within the Parcelforce Worldwide bargaining unit.
Incentive
Both parties recognise that we have been unable to finalise a suitable new incentive/performance scheme for this year, however we will continue to work on this within our current discussions.
We also remain committed to the creation of a scheme that provides the opportunity and incentive to earn additional payments linked to performance, over and above the ongoing £100 payment.
Relationships
We both recognise that in an increasingly competitive world the pressure to be able to achieve continuing business success is ever greater and the needs for effective industrial relations is critical, as adversarial relationships damage the interest of both the company its customers and its employees. Our joint analysis is that the field of possibilities and positive momentum in Parcelforce has been increased through the unifying force of shared purpose, mutual interest and the ‘Table of Success’ approach.
However we wish to develop and build upon our agreed processes of professional ‘mutual interest consensus building’ and the commitments to industrial stability, by introducing the specialised skill of mediation at the appropriate levels within the business to increase the opportunity to resolve any issues related to the PFW expansion and advance plans, without the need for industrial or executive action and further develop key relationships within the “Table of Success Model”.
This will commence with joint accredited mediation training for the key managerial and CWU personnel as identified in the ‘Table of Success’ process. Following that the signatories to this agreement will develop and agree, with the assistance of an agreed Mediation specialist, a training programme which can be delivered jointly to all levels of the organisation both regional and local.
Future initiatives
Co-operation between the CWU and PFW through the accelerated expansion programme has delivered a new processing and depot network that is fit for purpose for the era of growth that we all support.
As part of this agreement both parties once again signal their intention to work together on keeping Parcelforce Worldwide ahead of the competition. Both parties commit to progress the following initiatives at pace in the coming months:
 Finalising the new revision agreement
 Completing a depot and processing centre post-expansion review exercise and making the necessary changes to ensure that PFW is delivering the highest possible quality of service for our customers whilst running at optimum levels of productivity and maintaining our mutual interest commitments throughout its network.
 Continuing to work together on Advance planning and implementation fully embracing all technology that is available allowing us to keep ahead of the competition

[smok3y666]

Looks same as RM pay deal if im not mistaken?

[cloherty1976]

Looks same as RM pay deal if im not mistaken?

Maybe I have missed it but do the parcelforce staff get enhanced holiday which is 4 weeks at the moment but has now been enhanced to your holiday entitlement?

[fishtank]

Looks same as RM pay deal if im not mistaken?

Maybe I have missed it but do the parcelforce staff get enhanced holiday which is 4 weeks at the moment but has now been enhanced to your holiday entitlement?

One unusual response to this exceptional period is a consistent pay & reward package across all the businesses in the RM Group