RMCtv : Fleet offer we have put to the CWU

[POSTMAN]

Fleet offer we have put to the CWU

You will be aware that talks between the CWU and Royal Mail concluded without agreement.

The main focus of the communications so far has been around the main Royal Mail agreement, but it’s important that fleet employees understand the position we are in currently in.

As part of these talks, the Fleet management team and CWU officials have met a number of times and positive progress has been made. We have made further improvements to our offer and were hopeful the CWU would put the offer to its members. But unfortunately the CWU has not accepted this proposal and we do not know if they will put it to their members.

The headline elements of the pay and change proposal and the improvements we have made are summarised below:

Pay and Terms and Conditions
39.5 hours per week standard FTE (working hours, before breaks), an increase in guaranteed, pensionable pay.

The pay proposal is as follows:
- Option A: overall a 13.1% increase in hourly pay for a three year pay deal, plus £500
§2% pay rise from April 2022 (already paid)
§8.7% pay rise from April 2023 plus a lump sum of £500 (conditional on moving to a 39.5 hour working week and pro-rated for part-time workers)
§2% from April 2024

-Option B: overall a 13.1% increase in hourly pay for a three year pay deal, plus £1,500
§2% pay rise from April 2022 (already paid)
§4.6% pay rise from April 2023 plus a lump sum of £1,500 (conditional on moving to a 39.5 hour working week and pro-rated for part-time employees)
§6% from April 2024

Overtime: 1.2x base pay will apply regardless of day
Allowances: All allowances would remain for existing employees
Profit share: We proposed a profit share scheme for the life of the arrangement where the first 20% of operating profit will be shared with eligible employees, so that we all benefit when we get Royal Mail back to profitability
New starter tools: To be supplied by the individual, existing staff could bring their own tools if they wish

·Five over seven working pattern as standard for all workshops, with the 10 weekend workshops to come online first
·Removal of low and mid points for technicians to standardise hourly pay
·Saturday supplement £50 (non-pensionable), paid only for rota’d employees in seven-day locations
·Sunday supplement £100 (non-pensionable), paid only for rota’d employees in seven-day locations
·For weekend working locations, a one in three rotation would be the standard working pattern. However, this would be subject to local consultation with workshop management to meet individuals’ and workshop needs
·Removal of increments for new joiners. All employees would be paid at the new pay rates
·A phased approach to weekend working would be implemented to ensure we have staff availability in a number of locations nationwide - starting in the first phase with 10 locations. Any site moving to seven-day working would give employees three months notification of the changing shift pattern starting.

Outsourcing Principles
A principle decision-making approach to be deployed by Royal Mail to outsourcing would include the following:
1. Contractual hours at 39.5 per week are fully utilised
2. Overtime has been offered for the day the work is required
3. FSV has been reviewed as a maintenance solution
4. Outsourcing is the remaining option

The principle decision-making approach would follow the points above, as well as quality and cost for Royal Mail and the detail and design of this will be progressed. This approach sets the principle but both parties fully acknowledge that in certain circumstances alternative actions may be taken.

CNG HGV Outsourcing
Royal Mail views CNG as a transitional technology and does not intend to buy any further CNG vehicles. The outsourcing of CNG maintenance would continue for the 80 CNG trucks because of the considerable investment which will be required to upgrade the workshops. Should Royal Mail purchase any further CNG vehicles, then Royal Mail will commit to revisit this decision.

Electrification and Training
Royal Mail Fleet would continue the training and upskilling of technicians in workshops maintaining electric vehicles. The two lease and maintenance EV trial sites would remain as contractual terms have been agreed. There would be no expansion until the outcome of the trials are reviewed with the CWU.

Other Items in the Agreement
There are a number of other items in the proposal covering a review of fleet assistant and FSV (with the objective of building these roles), resourcing meetings, CWU engagement, long term aspirations, alignment of new starters, relationships with Royal Mail operations and contractors working on site.

I still believe, and hope, that an agreement can be reached and further damaging industrial action in both Royal Mail and Fleet is avoided.
Fleet is a separate collective bargaining group. If the CWU want to reach an agreement for Fleet I would absolutely encourage this. The management team remain available to meet to build a stronger future for Royal Mail Fleet.

Rob Fowler : Fleet director

[guardianangel]

2% payrise from 2022 already paid after you made over £750 million in 2022 ,you truly are taking the piss ,anyone voting for that needs to see a psychologist.