When does the 'no compulsory redundancies' commitment run to?
Was it not 2025?
I assume Ward and Walsh have agreed an extention to this commitment from EP group given job security should be the number one agenda for a trade union
You'd like to think so.
But I think most people are doing the basic maths in their head and working out that parcels only on a Saturday and non 1st class mail every other day means quite a lot less staff required, if an office is fully staffed at the moment for instance.
When does the 'no compulsory redundancies' commitment run to?
Midnight New Year’s Eve. Happy New Year
I dont mean the last agreement, i mean the new one
Martin Walsh's post mentions 'job security commitments' have been agreed with EP group so Im asking what they are
Towards the bottom of the LTB it states that the deal still has to be cleared. So was today just another round of jumping the gun by the media? Who knows?
’You can't just ask customers what they want and then try to give that to them. By the time you get it built, they'll want something new.’
The CWU have to remove the toxic culture from Royal Mail and I mean throughout Royal Mail. I don't care about much of a pay rise. The toxic culture HAS TO GO!
For me, the way you resolve that is by having JOB & FINISH in place.
For example:
Make rounds fairly sized and completable by 2.40pm no matter what time of year it is. If you finish your round earlier you can simply go home. A posties average finish time across the year will be around 2.10pm. Posties get paid the same wage each week or month throughout the year. Posties get a £500 bonus at some point in winter as long as they have worked X amount of the busier months, this is to 'even up' pay for the busier months. If you are left with 2 days mail you are given an extra £20 pay for that day. I could add more detail to this, but as this is just a general example I won't.
Why this works:
-Workload is achievable by 2.40pm no matter the time of year.
-Jobs are completed.
-USO & Quality of Service met.
-Toxic culture gone as nobody will be bringing back anything except on rare occasions.
-Less managers needed to manage the workload = saves money.
The CWU have to remove the toxic culture from Royal Mail and I mean throughout Royal Mail. I don't care about much of a pay rise. The toxic culture HAS TO GO!
For me, the way you resolve that is by having JOB & FINISH in place.
For example:
Make rounds fairly sized and completable by 2.40pm no matter what time of year it is. If you finish your round earlier you can simply go home. A posties average finish time across the year will be around 2.10pm. Posties get paid the same wage each week or month throughout the year. Posties get a £500 bonus at some point in winter as long as they have worked X amount of the busier months, this is to 'even up' pay for the busier months. If you are left with 2 days mail you are given an extra £20 pay for that day. I could add more detail to this, but as this is just a general example I won't.
Why this works:
-Workload is achievable by 2.40pm no matter the time of year.
-Jobs are completed.
-USO & Quality of Service met.
-Toxic culture gone as nobody will be bringing back anything except on rare occasions.
-Less managers needed to manage the workload = saves money.
I'd like to know more about the leveling up of the new contracts.
Are they simply improving those contracts OR are they dragging the legacy contracts down into some sort of universal contract?
The CWU have to remove the toxic culture from Royal Mail and I mean throughout Royal Mail. I don't care about much of a pay rise. The toxic culture HAS TO GO!
For me, the way you resolve that is by having JOB & FINISH in place.
For example:
Make rounds fairly sized and completable by 2.40pm no matter what time of year it is. If you finish your round earlier you can simply go home. A posties average finish time across the year will be around 2.10pm. Posties get paid the same wage each week or month throughout the year. Posties get a £500 bonus at some point in winter as long as they have worked X amount of the busier months, this is to 'even up' pay for the busier months. If you are left with 2 days mail you are given an extra £20 pay for that day. I could add more detail to this, but as this is just a general example I won't.
Why this works:
-Workload is achievable by 2.40pm no matter the time of year.
-Jobs are completed.
-USO & Quality of Service met.
-Toxic culture gone as nobody will be bringing back anything except on rare occasions.
-Less managers needed to manage the workload = saves money.
The only thing blocking them evening up walks, is laziness. A manager would have to actually use the SISO data at their fingertips to see who finished early and who late, and then use that to tweak the walks, rather than just use it to spank those who sign out early.
’You can't just ask customers what they want and then try to give that to them. By the time you get it built, they'll want something new.’
I'd like to know more about the leveling up of the new contracts.
Are they simply improving those contracts OR are they dragging the legacy contracts down into some sort of universal contract?
Apart from paid breaks and the delivery supplement, what is the difference between a legacy contract and a post October 2022 contract?
’You can't just ask customers what they want and then try to give that to them. By the time you get it built, they'll want something new.’
I'd like to know more about the leveling up of the new contracts.
Are they simply improving those contracts OR are they dragging the legacy contracts down into some sort of universal contract?
Apart from paid breaks and the delivery supplement, what is the difference between a legacy contract and a post October 2022 contract?
Don't have to work Sundays.
New contracts can be thrown to other offices if needed.
Monthly pay on new contracts. Not everyone is a fan of that.
Some legacy contracts have old allowances which be near £800 a year.
Full time on new contracts are 40 hours not 37.
I'd like to know more about the leveling up of the new contracts.
Are they simply improving those contracts OR are they dragging the legacy contracts down into some sort of universal contract?
Apart from paid breaks and the delivery supplement, what is the difference between a legacy contract and a post October 2022 contract?
Don't have to work Sundays.
New contracts can be thrown to other offices if needed.
Monthly pay on new contracts. Not everyone is a fan of that.
Some legacy contracts have old allowances which be near £800 a year.
Full time on new contracts are 40 hours not 37.
I'd like to know more about the leveling up of the new contracts.
Are they simply improving those contracts OR are they dragging the legacy contracts down into some sort of universal contract?
Apart from paid breaks and the delivery supplement, what is the difference between a legacy contract and a post October 2022 contract?
Don't have to work Sundays.
New contracts can be thrown to other offices if needed.
Monthly pay on new contracts. Not everyone is a fan of that.
Some legacy contracts have old allowances which be near £800 a year.
Full time on new contracts are 40 hours not 37.
Isn't there a difference in sick pay too?
Afaik only in that you don't qualify for proper sick pay for the first year, only SSP but I think that became the case before the new contracts were introduced.
I'd like to know more about the leveling up of the new contracts.
Are they simply improving those contracts OR are they dragging the legacy contracts down into some sort of universal contract?
Apart from paid breaks and the delivery supplement, what is the difference between a legacy contract and a post October 2022 contract?
Don't have to work Sundays.
New contracts can be thrown to other offices if needed.
Monthly pay on new contracts. Not everyone is a fan of that.
Some legacy contracts have old allowances which be near £800 a year.
Full time on new contracts are 40 hours not 37.
Isn't there a difference in sick pay too?
Afaik only in that you don't qualify for proper sick pay for the first year, only SSP but I think that became the case before the new contracts were introduced.
There isn’t an awful lot of difference then between legacy and new contract.
For example, the new sick policy applies to everyone.
40hr contracts are a regional thing. New contract is no more than 30hrs at our place.
Sunday working is also not universal because not all offices have a Sunday operation.
Anyone can be sent to a different office if operational needs require it. It’s just that it is usually reserves that are sent out.
Monthly pay is fine because most bills are monthly so it makes no difference.
So the only real difference is in area of legacy supplements.
’You can't just ask customers what they want and then try to give that to them. By the time you get it built, they'll want something new.’
The CWU have to remove the toxic culture from Royal Mail and I mean throughout Royal Mail. I don't care about much of a pay rise. The toxic culture HAS TO GO!
For me, the way you resolve that is by having JOB & FINISH in place.
For example:
Make rounds fairly sized and completable by 2.40pm no matter what time of year it is. If you finish your round earlier you can simply go home. A posties average finish time across the year will be around 2.10pm. Posties get paid the same wage each week or month throughout the year. Posties get a £500 bonus at some point in winter as long as they have worked X amount of the busier months, this is to 'even up' pay for the busier months. If you are left with 2 days mail you are given an extra £20 pay for that day. I could add more detail to this, but as this is just a general example I won't.
Why this works:
-Workload is achievable by 2.40pm no matter the time of year.
-Jobs are completed.
-USO & Quality of Service met.
-Toxic culture gone as nobody will be bringing back anything except on rare occasions.
-Less managers needed to manage the workload = saves money.
I'd like to know more about the leveling up of the new contracts.
Are they simply improving those contracts OR are they dragging the legacy contracts down into some sort of universal contract?
Apart from paid breaks and the delivery supplement, what is the difference between a legacy contract and a post October 2022 contract?
Don't have to work Sundays.
New contracts can be thrown to other offices if needed.
Monthly pay on new contracts. Not everyone is a fan of that.
Some legacy contracts have old allowances which be near £800 a year.
Full time on new contracts are 40 hours not 37.
Isn't there a difference in sick pay too?
Afaik only in that you don't qualify for proper sick pay for the first year, only SSP but I think that became the case before the new contracts were introduced.
There isn’t an awful lot of difference then between legacy and new contract.
For example, the new sick policy applies to everyone.
40hr contracts are a regional thing. New contract is no more than 30hrs at our place.
Sunday working is also not universal because not all offices have a Sunday operation.
Anyone can be sent to a different office if operational needs require it. It’s just that it is usually reserves that are sent out.
Monthly pay is fine because most bills are monthly so it makes no difference.
So the only real difference is in area of legacy supplements.
You are forgetting the hourly rate. Post Oct 22 contracts are paid £12.24 an hour
I'd like to know more about the leveling up of the new contracts.
Are they simply improving those contracts OR are they dragging the legacy contracts down into some sort of universal contract?
Apart from paid breaks and the delivery supplement, what is the difference between a legacy contract and a post October 2022 contract?
Don't have to work Sundays.
New contracts can be thrown to other offices if needed.
Monthly pay on new contracts. Not everyone is a fan of that.
Some legacy contracts have old allowances which be near £800 a year.
Full time on new contracts are 40 hours not 37.
Isn't there a difference in sick pay too?
Afaik only in that you don't qualify for proper sick pay for the first year, only SSP but I think that became the case before the new contracts were introduced.
There isn’t an awful lot of difference then between legacy and new contract.
For example, the new sick policy applies to everyone.
40hr contracts are a regional thing. New contract is no more than 30hrs at our place.
Sunday working is also not universal because not all offices have a Sunday operation.
Anyone can be sent to a different office if operational needs require it. It’s just that it is usually reserves that are sent out.
Monthly pay is fine because most bills are monthly so it makes no difference.
So the only real difference is in area of legacy supplements.
You are forgetting the hourly rate. Post Oct 22 contracts are paid £12.24 an hour
That, to me, is the difference that really matters.
’You can't just ask customers what they want and then try to give that to them. By the time you get it built, they'll want something new.’
