NON - DRIVER ( ARE OUR DAYS NUMBERED )

[Acca Dacca]

Have around 90 SIP at my office with around 40 non drivers,not sure what will happen

Whats a SIP?

[theargyspy]

Staff In Post or Staff in Place

[Barnacle]

Currently I’m on a HCT duty and I have nearly 30 years on the job, reading into the current ODM method RM want to bring in it looks very bleak for us non-drivers. I’ve asked about HCT duties available in the incoming ODM revision ( which will happen ) to the COM he told me they will be HCT duties available then changed his tune a few days later when asked again, the local union rep said straight away no HCT duties will be available. I totally understand that the job is a driving job now but I do hope when the time comes RM will recognise the service some have put in instead of trying to fob us off to another office and say we offered him a alternative. Give me a half decent “ see you “ package because all voluntary redundancy is £14k that works out £500 for every year worked.I hope they do the right thing but sadly current events I cannot see this.

I think it would be a dream of RM to not have to consider non-drivers or HCTs or SAs and to be able to ram in a change of delivery model where we all just fall in line with a new duty pattern and skip in and out of work.

But back in the real world, most HCT jobs are a HCT job for a reason. So while some might be able to become driving jobs, most will have to stay as they are.

[Acca Dacca]

[qwerty2]

Can’t force you out its discrimination
This is the idiot that said we walk 12,000 steps a day

[clashcityrocker]

Can’t force you out its discrimination
This is the idiot that said we walk 12,000 steps a day

It isn't discrimination because the ability to drive/not drive is not a protected characteristic.

[redlen]

Clash makes a valid point but a quick question on equality with pay equalisation

Since 2022 new starters have been on a two tier inferior contract of employment, specifically lower pay compared to legacy staff. This was introduced by Royal Mail after the UK left the EU.

Artice 157 TFEU was the european legislation that guaranteed equal pay for equal work but repealed in 2023 by the UK.

The UK though replicated and enacted those same EU protections under UK Law

So the question remains

How was Royal Mail/CWU permitted to bypass the equal pay for equal work legislation on the same grade legislation?

[Barnacle]

Clash makes a valid point but a quick question on equality with pay equalisation

Since 2022 new starters have been on a two tier inferior contract of employment, specifically lower pay compared to legacy staff. This was introduced by Royal Mail after the UK left the EU.

Artice 157 TFEU was the european legislation that guaranteed equal pay for equal work but repealed in 2023 by the UK.

The UK though replicated and enacted those same EU protections under UK Law

So the question remains

How was Royal Mail/CWU permitted to bypass the equal pay for equal work legislation on the same grade legislation?

I have asked this very question numerous times and have never received an answer.

[yellowbelly]

Clash makes a valid point but a quick question on equality with pay equalisation

Since 2022 new starters have been on a two tier inferior contract of employment, specifically lower pay compared to legacy staff. This was introduced by Royal Mail after the UK left the EU.

Artice 157 TFEU was the european legislation that guaranteed equal pay for equal work but repealed in 2023 by the UK.

The UK though replicated and enacted those same EU protections under UK Law

So the question remains

How was Royal Mail/CWU permitted to bypass the equal pay for equal work legislation on the same grade legislation?

I have asked this very question numerous times and have never received an answer.

Because the legislation is based on gender equality. So all legacy staff are paid the same, all new contracts are paid the same.

[Barnacle]

Clash makes a valid point but a quick question on equality with pay equalisation

Since 2022 new starters have been on a two tier inferior contract of employment, specifically lower pay compared to legacy staff. This was introduced by Royal Mail after the UK left the EU.

Artice 157 TFEU was the european legislation that guaranteed equal pay for equal work but repealed in 2023 by the UK.

The UK though replicated and enacted those same EU protections under UK Law

So the question remains

How was Royal Mail/CWU permitted to bypass the equal pay for equal work legislation on the same grade legislation?

I have asked this very question numerous times and have never received an answer.

Because the legislation is based on gender equality. So all legacy staff are paid the same, all new contracts are paid the same.

I think the Equality Act 2010 carries the principle of equal pay for equal work meaning no one can be paid less than someone else for the same work. I believe RM could be challenged on contract pay rates for the sane work.

[TopperGas]

The Equality Act 2010 relates to men and woman being paid the same wage for the same job, not every employee being paid the same wage, there's probably millions of workers in the UK receiving different wages for doing a similar job. As far as I'm aware whether your a man or a woman all new starters get the same wage.

[TopperGas]

Can’t force you out its discrimination
This is the idiot that said we walk 12,000 steps a day

Shouldn't TB's update be one for all CWU members not just a limited number of members in Gloucestershire?

[Barnacle]

The Equality Act 2010 relates to men and woman being paid the same wage for the same job, not every employee being paid the same wage, there's probably millions of workers in the UK receiving different wages for doing a similar job. As far as I'm aware whether your a man or a woman all new starters get the same wage.

You can only pay someone a different rate for the same job, if there is some difference such as qualifications or experience etc. This is regardless of sex.
So if a new person arrives having previously worked for RM, they would have more experience than other new starters and would have the same level of experience as existing employees - legally, RM should not be putting that person on an inferior contract. But they do.

[redlen]

This is the issue I have

You are all on the same grade, be that legacy staff or new starter

That grade being OPG of equal value

In my opinion the two different pay rates for the same grade is unlawful

[yellowbelly]

The Equality Act 2010 relates to men and woman being paid the same wage for the same job, not every employee being paid the same wage, there's probably millions of workers in the UK receiving different wages for doing a similar job. As far as I'm aware whether your a man or a woman all new starters get the same wage.

You can only pay someone a different rate for the same job, if there is some difference such as qualifications or experience etc. This is regardless of sex.
So if a new person arrives having previously worked for RM, they would have more experience than other new starters and would have the same level of experience as existing employees - legally, RM should not be putting that person on an inferior contract. But they do.

If that were true, there'd be a lot of ambulance chasing lawyers hovering around, or a class ET would have been launched.
But there's not and there hasn't. Because it's not illegal iaw the Equality Act.

If someone who left 15 years ago when they decided to hang up their trouser clips now decides to rejoin - but has never done a van share, used a the current PDA, doesn't know about COLOD, doesn't know about 'Scan to core route', 'Age verification', collecting from parcel lockers etc. whereas a new start does, what pay rate should they get - new or legacy?

I concur that everyone should get the same pay rate - but basing the argument on the 'Equal pay for equal work' phrase bandied about (which is based on the Equality Act and is to do with the discrepancy in pay due to a protected characteristic) is misleading.