Cwu executives

[SpacePhoenix]

You do the Union no favours telling us about the cost of a York. It's nonsense that the entire traffic arrives in Yorks and leaves in Yorks. The use of Yorks is not the issue in the cost of logistics and the industry uses various containers for the distribution of traffic.

Instead of acting as the megaphone of the bosses start organising us.

Packets large and small are scanned out to yorks, which are "tagged" as being for a specific DO. It's probably only a matter of time before them yours get scanned out to a lorry. I think it's probably a matter if when, not if flats and letters get scanned out to yorks (not individual items) and they also get scanned out to lorries (long term).

[2chorizon]

Hans it says everything that you believe what Royal Mail have said in a comms when they say the pilots are improving both quality and cost wise.

In addition they are critical of the CWU linking The equalisation of new entrant pay , terms and conditions to a USO agreement and the CWU’s proposal on equalisation is unaffordable.

Remember it is only the CWU who are fighting to stop ODM and get equalisation.

Members will be able to pick a side shortly back the union and oppose ODM and support equalisation or moan and groan and let Royal Mail and EP impose ODM and break their commitment to equalise new entrants.

Remember if they impose it , they will likely do it first to those offices where they believe they will get the least resistance.

It is time for the union to come together and decide which side your on. Sitting on the fence means you’re part of the problem.

This union is not agreeing ODM and will resist it by all means possible and we are determined to improve new entrants terms within any USO agreement which would have to be based on the Heavy and light model or also known as the 50/50 model.

I know that there will be hundreds of offices up for a row if they try and impose ODM.

So it is really is time you decided whether your going to hold some of our members coats whilst they are willing to fight or apply pressure for a better deal or your willing to take your coat off.

I got more votes than the last DGSP in 2016 so I have a mandate and whilst we will go into the DRP with the aim of reaching an agreement in USO which is not ODM and we will want to improve new entrants terms there is also the real possibility that we will not reach an agreement.

So people can make excuses about the Last dispute , the last pay deal. Do you really think those involved in the 1971 dispute or the employer agenda in 1996 did not have doubts over the success of those disputes.

Yet it did not stop those members from deciding that you either fold and accept what the employer wants or you resist and fight. You always get a better deal if you’re prepared to stand up.

It is really is mad that anonymous individuals feel empowered to slag of individuals behind a screen who would never have the courage to say that in a discussion at a meeting.

I do not want to equalise new entrants T&C’s, i’m legacy and i want to keep the drawbridge pulled up, just like my older PHG legacy colleagues on about £60p/w more than me and better pensions did to me around 2016.

In my workplace the new entrants are absolutely caning the overtime and at a much higher rate than we get and they all seem very happy about it.

At the end of the day it has been a 2 tier workforce for over ten years now already long before the new contracts came in. These contracts were offered and accepted just like the newer legacy contracts that i accepted.

Not many people are going to go out the gate over this issue.
It is rife in all large companies and has been since around 2010.

And yes i would love to attend a meeting and say/make this point.

n.b (how happy do you think the new entrants will be if in the process of getting them equalised their higher overtime rate gets slashed?)

[goldy2007]

Hans it says everything that you believe what Royal Mail have said in a comms when they say the pilots are improving both quality and cost wise.

In addition they are critical of the CWU linking The equalisation of new entrant pay , terms and conditions to a USO agreement and the CWU’s proposal on equalisation is unaffordable.

Remember it is only the CWU who are fighting to stop ODM and get equalisation.

Members will be able to pick a side shortly back the union and oppose ODM and support equalisation or moan and groan and let Royal Mail and EP impose ODM and break their commitment to equalise new entrants.

Remember if they impose it , they will likely do it first to those offices where they believe they will get the least resistance.

It is time for the union to come together and decide which side your on. Sitting on the fence means you’re part of the problem.

This union is not agreeing ODM and will resist it by all means possible and we are determined to improve new entrants terms within any USO agreement which would have to be based on the Heavy and light model or also known as the 50/50 model.

I know that there will be hundreds of offices up for a row if they try and impose ODM.

So it is really is time you decided whether your going to hold some of our members coats whilst they are willing to fight or apply pressure for a better deal or your willing to take your coat off.

I got more votes than the last DGSP in 2016 so I have a mandate and whilst we will go into the DRP with the aim of reaching an agreement in USO which is not ODM and we will want to improve new entrants terms there is also the real possibility that we will not reach an agreement.

So people can make excuses about the Last dispute , the last pay deal. Do you really think those involved in the 1971 dispute or the employer agenda in 1996 did not have doubts over the success of those disputes.

Yet it did not stop those members from deciding that you either fold and accept what the employer wants or you resist and fight. You always get a better deal if you’re prepared to stand up.

It is really is mad that anonymous individuals feel empowered to slag of individuals behind a screen who would never have the courage to say that in a discussion at a meeting.

I do not want to equalise new entrants T&C’s, i’m legacy and i want to keep the drawbridge pulled up, just like my older PHG legacy colleagues on about £60p/w more than me and better pensions did to me around 2016.

In my workplace the new entrants are absolutely caning the overtime and at a much higher rate than we get and they all seem very happy about it.

At the end of the day it has been a 2 tier workforce for over ten years now already long before the new contracts came in. These contracts were offered and accepted just like the newer legacy contracts that i accepted.

Not many people are going to go out the gate over this issue.
It is rife in all large companies and has been since around 2010.

And yes i would love to attend a meeting and say/make this point.

It would be interesting to know how many warts and all original contracts there are

In our office small rural singleton vans

It used to be deadman’s boots for a job

But no full time contract issued in last 20 years

and we have had a conveyor belt of staff particularly last 4 years