London National Briefing 8th of Feb:
Dave Ward start's off by saying change is the only way forward for RM to survive and we all must recognise it.
The old executive have all been removed
from the company this includes CEO, Operations Director, Financial Director, Indistrial Relations Officer and HR Peoples Officer. This needed to be the case.
New executive seem to be willing to work with the union and conversations that have taken place intially have been possitive according to Martin Walsh.
USO discussions are starting to take place and a slide presentation was shown briefly. We'll be well into 2025 before any decisions are taken on the USO.
Dispute was the most bitterest in RM memory with the executive's only intent was to completely destroy the union forever.
Reps and members were used as hostages in the dispute from a vindictive employer and it has had a significant impact on the people involved mental health and their families. Tactic's included introducing that much unilatreal change quickly it caused so much infighting, Agreed joint statements with CWU HQ in the room to then go out and tell managers just to ignore them.....
A consquence of the dispute has also led to less trust in the CWU HQ executive and they certainly could have explained the agreement better after it was concluded, but local Reps.Area Reps, Divisional Reps have still regained the support of most members.
Members also have to remember RM were introducing a business plan agreed or not and if it came to it and Goverment had to intervene no goverment would have proped up a business when only 14% of the USO is under the Goverment's direct control.
Another point to remember is CWU members not working on a Sunday ( 3rd biggest parcel day of the week) when it was the growth part of the industry in some ways led to an alternative resourcing model imposed
New entrants T&C need to be a priority commitment of the union to get these levelled up and a lot of work is ongoing in this area with a JWG set up.
Recruitment...
On recuitment of new members the CWU won't survive and its apon us all every rep, every branch other businesses represented by the CWU to be proactive every day.....an example would be we have the lowest number of employees in RM and highest non members!!!
Transfers, Job Shares, PT/FT...
With regards to Transfers, Job Shares, Part-Time to Full-Time RM is not implementing this agreement as laid out but there is an LTB 199/23 that reps can produce to supplement any conversation on this topic. Escalate as a point of principle if need be if you don't beieve RM is complying. Any transfers will still take place on current terms and conditions.
Reps should also be discussing local uplifts for P/T members before outside recruitment when they here of that possibilty Exsisting members first should be the message.
USO...
Cwu will go head to head with Ofcom. Ofcom are only doing big businesses bidding and not interested in the USO. Growth plan must be looked at as part of any USO change. Also the impact on any job losses.
The CWU understand the USO can't stay the same as it is currently.
CWU have also agreed a set of words in Labours manifesto on the USO and Post Office with the election looming large.
Any change in the USO as well would impact on Tracked 48 on a Monday moving to a Sunday.
A worry also is any 2nd class mail moving to 2 days a week.
Ofcom in there report suggested this and it doesn't need Goverment approval. This would have an impact on MC/DO
closures. CWU think at this time they've headed this off.
The 14% of the USO workload also is 29% of RM's revenue too.
CWU has ruled out anything less than 5 days based on Ofcom's report. One day less equates to £150-200 million saving for RM but RM are currently losing 40O million on the USO so you can understand the difficulties and why RM keep pushing for change but it's there own financial mismanagement that's caused it. CWU- No change is not an option.
98% of vehicles are parked up as well by 3pm. As the business needs to grow the only logical point is RM have to work later.An uncomfortable message but a factual one never the less.
Saturday would not automatically be a USO reduction day depending on workload coming into the network.
Better regulation is needed for parcel couriers by Ofcom and supporting the DSA product financially.
Most importantly QOS needs to be the main driver in any negotiation of the USO and RM need to commit.
CWU HQ also believe their is a better social role for postmen/women and hope to develop new product/services to sustain quality jobs. The postal role has to be relevant to society too and society has changed so much since the USO was introduced.
Network Window....
85% of the network seems to be moving positively but Scotland still has major issues with a lot of units still looking at a full 90 min change. This is unacceptable and HQ need to intervene. TD- divisional rep spoke at the briefing on this topic.
Sick Pay Calculations...
Last year RM was 7.7%
Last 6 Months to period 10 7.0%
Period 7-10 1% lower on average
Jan alone average sick absence 6.7%
To restore full pay nationally is 5.5%
Sick Pay Repayment
5,700 members impacted from 1st of Oct- 7th Feb
1,000 members owe less than £50
4'700 members owe on average £130
92% will have paid back what they owe in two weeks 99% will have paid all monies owed within 8 weeks.
Meal Reliefs....
CWU think a review of M/R is needed. Way Forward is out of date with how RM is evolving.
Falconer Review....
Two cases heading for internal appeal
CWU near to an agrrement on compensation for cases short of dismissal.
HR team have been nothing but a disgrace in the treatment of members.
CWU asking for a re-launch of the 2015 conduct agreement.
Overall the Falconer review had been a succes but there was no need for it to happen in the first place.
