FAO Martin Walsh / Dingo

[fb1969]

Will anything ever be done about the "culture" in offices - or bullying and harassment as most people would call it?

[freespeech]

Thanks for the info Martin.

A question?

Will we receive any backdated pay before Christmas??

There is nothing to backdate as no agreement has been reached.

[Schiff]

Thanks for the info Martin.

A question?

Will we receive any backdated pay before Christmas??

There is nothing to backdate as no agreement has been reached.

Even if an agreement had been reached it would then take several weeks to organise and conduct a ballot of members then a few weeks more for payroll to implement the backdated pay - unless RM are just going to impose the outcome of an "agreement" and have already been planning for this without any acceptance of it by the union membership.

[worktotime]

surely whatever they agree on we will have our say either yes or no , Martin ?

[Martin Walsh]

1. Any pay deal has to be put to the membership it is within the CWU Rule Book. That has to be an individual member ballot ie postal ballot.

2. Pay cannot be separated from the overall agreement as clearly Royal Mail want certain issues to resolved so they can be confident in funding a pay agreement.

3. Anyone who has been in high level talks know that it is one thing agreeing issues , it is another getting a form of words which both parties are happy with. Nothing is agreed until everything is agreed. Remember each issue is important.


4. On pay some have said they want more on the overtime rate , all I would say is that if there are 200 or 250 million on the table for the pay agreement , there is only so many ways you can cut it . If you want it backdated than clearly the percentage weekly increase would be lower if you did not back date it. If you only wanted it on base pay not overtime etc than it would be higher.

However you want an higher over time rate that clearly you would be moving some away from base pay. Only 20% of members work regular overtime that is worth considering .

If part timers work extra hours up to 38 hours they receive the hourly rate plus each hours share of the delivery supplement so they won’t benefit from increasing overtime. So it is always a judgement on pay.

The union policy is to get the base pensionable rate as high as possible and recognise that this should be backdated.

[rogersh]

2. Pay cannot be separated from the overall agreement as clearly Royal Mail want certain issues to resolved so they can be confident in funding a pay agreement.

I am posting this video link again, from February 2020, to highlight the following; Terry stated " ....A pay deal 2020 pay, which is outside of our dispute and it must stay outside of our dispute otherwise we are opening up a legal challenge there...."

https://www.royalmailchat.co.uk/communi ... 69&t=94287

[justapostman]

Like I said we are in the home straight , lot of issues resolved some others still to be resolved.

In terms of Toonshola do you really think you can do the detail of some of these issues in 2 or 3 months ? On a 24/7 parcel operation it needs careful planning.

Revisions lots of work is being done but what is the target , what is the model week etc still needs to be agreed.

The USO how can you agree that now ?

its only question "how much " £ 125000 a year or£ 135000 a year for top guys ask DHL or DPD how, they can tell
you how to run busines. good luck

[aiden01]

2. Pay cannot be separated from the overall agreement as clearly Royal Mail want certain issues to resolved so they can be confident in funding a pay agreement.

I am posting this video link again, from February 2020, to highlight the following; Terry stated " ....A pay deal 2020 pay, which is outside of our dispute and it must stay outside of our dispute otherwise we are opening up a legal challenge there...."

https://www.royalmailchat.co.uk/communi ... 69&t=94287

More lies from terry then no real surprise

[RTP]

Martin, thanks for replying to the overtime question, but I think on this one the union has missed an opportunity again.

Also...1. Any pay deal has to be put to the membership it is within the CWU Rule Book. That has to be an individual member ballot ie postal ballot.

So that answers others questions on wether or not any pay rise and back pay will be in pay before xmas.

[worktotime]

1. Any pay deal has to be put to the membership it is within the CWU Rule Book. That has to be an individual member ballot ie postal ballot.

2. Pay cannot be separated from the overall agreement as clearly Royal Mail want certain issues to resolved so they can be confident in funding a pay agreement.

3. Anyone who has been in high level talks know that it is one thing agreeing issues , it is another getting a form of words which both parties are happy with. Nothing is agreed until everything is agreed. Remember each issue is important.


4. On pay some have said they want more on the overtime rate , all I would say is that if there are 200 or 250 million on the table for the pay agreement , there is only so many ways you can cut it . If you want it backdated than clearly the percentage weekly increase would be lower if you did not back date it. If you only wanted it on base pay not overtime etc than it would be higher.

However you want an higher over time rate that clearly you would be moving some away from base pay. Only 20% of members work regular overtime that is worth considering .

If part timers work extra hours up to 38 hours they receive the hourly rate plus each hours share of the delivery supplement so they won’t benefit from increasing overtime. So it is always a judgement on pay.

The union policy is to get the base pensionable rate as high as possible and recognise that this should be backdated.

thanks for this but what i think some members are a bit pissed about is the company are quite prepared to pay and run the job on o/t without filling vacancies in offices as it is standard rate and not time and a half or double time like any other company , well the ones i have worked for anyway.

[freespeech]

1. Any pay deal has to be put to the membership it is within the CWU Rule Book. That has to be an individual member ballot ie postal ballot.

2. Pay cannot be separated from the overall agreement as clearly Royal Mail want certain issues to resolved so they can be confident in funding a pay agreement.

3. Anyone who has been in high level talks know that it is one thing agreeing issues , it is another getting a form of words which both parties are happy with. Nothing is agreed until everything is agreed. Remember each issue is important.


4. On pay some have said they want more on the overtime rate , all I would say is that if there are 200 or 250 million on the table for the pay agreement , there is only so many ways you can cut it . If you want it backdated than clearly the percentage weekly increase would be lower if you did not back date it. If you only wanted it on base pay not overtime etc than it would be higher.

However you want an higher over time rate that clearly you would be moving some away from base pay. Only 20% of members work regular overtime that is worth considering .

If part timers work extra hours up to 38 hours they receive the hourly rate plus each hours share of the delivery supplement so they won’t benefit from increasing overtime. So it is always a judgement on pay.

The union policy is to get the base pensionable rate as high as possible and recognise that this should be backdated.

thanks for this but what i think some members are a bit pissed about is the company are quite prepared to pay and run the job on o/t without filling vacancies in offices as it is standard rate and not time and a half or double time like any other company , well the ones i have worked for anyway.

It's standard rate if you are PT up to FT hours. This would be the same in ANY company otherwise there would be legal challenges as a PT person on OT doing the same overall hours as an FT person would be paid more. That is illegal.

[aiden01]

Martin, thanks for replying to the overtime question, but I think on this one the union has missed an opportunity again.

Also...1. Any pay deal has to be put to the membership it is within the CWU Rule Book. That has to be an individual member ballot ie postal ballot.

So that answers others questions on wether or not any pay rise and back pay will be in pay before xmas.

How can it be when members will have to vote on it?? Unless you still believe in santa personally think if they ever get deal done we will be lucky to see any extra money before march..

[worktotime]

1. Any pay deal has to be put to the membership it is within the CWU Rule Book. That has to be an individual member ballot ie postal ballot.

2. Pay cannot be separated from the overall agreement as clearly Royal Mail want certain issues to resolved so they can be confident in funding a pay agreement.

3. Anyone who has been in high level talks know that it is one thing agreeing issues , it is another getting a form of words which both parties are happy with. Nothing is agreed until everything is agreed. Remember each issue is important.


4. On pay some have said they want more on the overtime rate , all I would say is that if there are 200 or 250 million on the table for the pay agreement , there is only so many ways you can cut it . If you want it backdated than clearly the percentage weekly increase would be lower if you did not back date it. If you only wanted it on base pay not overtime etc than it would be higher.

However you want an higher over time rate that clearly you would be moving some away from base pay. Only 20% of members work regular overtime that is worth considering .

If part timers work extra hours up to 38 hours they receive the hourly rate plus each hours share of the delivery supplement so they won’t benefit from increasing overtime. So it is always a judgement on pay.

The union policy is to get the base pensionable rate as high as possible and recognise that this should be backdated.

thanks for this but what i think some members are a bit pissed about is the company are quite prepared to pay and run the job on o/t without filling vacancies in offices as it is standard rate and not time and a half or double time like any other company , well the ones i have worked for anyway.

It's standard rate if you are PT up to FT hours. This would be the same in ANY company otherwise there would be legal challenges as a PT person on OT doing the same overall hours as an FT person would be paid more. That is illegal.

arent p/t and f/t paid the same rate then ? so you are p/t say 30 hrs and you work 35 hours o/t they should be paid a higher rate if the company had to pay time and a half or double time on o/t , and a f/t 38 hours works 43 hours and gets paid what they do , so why would that be illegal as i cant get my head round what you say ? as o/t is your choice and if you are willing to work over what has that got to do with if your f/t or p/t , unless this was an agreement which the company and the cwu have done many moons ago .

[yubin282]

Martin, one thing that does need sorting and is quite frankly a disgrace that it has gone on for years and years is the overtime rate.

We keep hearing data hours capture, yearly revisions, work all the hours you are paid to work etc. That's fine, not a problem with that at all and it will come as a shock to some to actually have to work the hours they are paid to work, but actual hours worked for overtime should be paid at the going rate for overtime which should be at time and a half. If this was the case there would be more good will from the workers side to go the extra mile when it was needed and it would make managers and the business focus more on not throwing lapsing or at the drop of a hat and focus instead on levelling rounds out

We also keep hearing that Royal Mail are living in the past with hand written signing in and out. So lets get real. For years and years there has been back hand ghost overtime deals for some and on the over hand there has been what can only be described as enforced overtime and the breeding ground for these is the fact that overtime is paid at a rate that is barely above average hourly pay and then to top things off, it actually goes down after more than 10hrs overtime.

So can you tell us. Is this on the table this time around or are we still going to live in the past?

How about making OT pay so astronomically high that RM don't wanna pay it. Therefore having to employ more people...just a thought.

[postslippete]

Where are we with the 5 day letter service Martin, are we just going to ignore it and hope it goes away? It's potentially to use one of your favourite phrases.. a game changer.

I was thinking the same. Didn't the CWU disagree with a 5 day USO as it would mean 10,000 or so job losses?? Are we expecting natural wastage with posties either retiring or leaving the business in 2 years time so that this proposition becomes commercially more viable?? The Royal Mail have positively welcomed this 5 day USO on letters that OfCom have suggested.

The Union clearly have not