Equalising pay, terms and conditions.. april 2025 pay rise

[A2B]

Watch the last time Walsh was allowed to front that tinpot CWU live shambles. He admitted it.

I'd rather you could show me where it is because there's a lot of misinformation online and I'd rather not waste my time with that

[clashcityrocker]

The letter carries were better off in their own union.

Better than a rank and file committee?
Don't let stage 3 know you have betrayed the working class. Again.

[Clappedoutpostie]

is this going to mean old contracts losing delivery supplement payments?

The aim is to get it rolled into basic pay as then it becomes pensionable.

[Pidleypoo]

viewtopic.php?f=1&t=114749

[/quote="Martin Walsh" post_id=1108742 time=1732223253 user_id=2975]
This is a complete misrepresentation of what we said.

We are not looking at reducing of removing the delivery supplement from anyone who currently receives it.

However for the 19 thousand new entrants which joined Royal Mail after 1st December 2022 we want a time line when they receive the supplement.

Royal Mail imposed new entrants terms and conditions the CWU have never agreed them. We want the harmonisation of their terms and conditions with the old contractss.

However to get to the same hourly rate as full timers on the old contracts it will cost an extra £2000 per year this is with the £30 delivery supplement.

We also have to add the RRIS payments which range from £5 to £35 per week and the outer and inner London weighting which is a further significant cost.

So we want the company to commit that there will be flight path to full harmonisation of new entrants contracts over two years.

Remember prior to new entrants terms and conditions new entrants did not go onto the full rate until they had been established which could be anything from 12 months to 24 months.

The harmonisation will cost over 200 million. We also want an above inflation pay rise , an increase in VR, an increase in full time jobs which all cost so agreeing a flight path is a sensible way to ending the two tier workforce.

I have a problem with being paid less for the same job. I dodn't know before I joined and I am of a similar age to some of the older contract employess. However the younger new joiners could argue that this is discrimination based on age and I would be inclined to agree with them. I want the same pay for the same role and if RM aren't going to pay it then at some point when the new joiners have got themselves out of the financial holes they were in they will leave.

I'd also like to know if all of us are getting a pay rise in April to take us back to £1.10 an hour higher than minimum wage that the new joiners are currently on.

[/quote]

Some of our new staters are in their mid to late 50’s so not sure you’ve got that one right.

[DaveF14]

viewtopic.php?f=1&t=114749

[/quote="Martin Walsh" post_id=1108742 time=1732223253 user_id=2975]
This is a complete misrepresentation of what we said.

We are not looking at reducing of removing the delivery supplement from anyone who currently receives it.

However for the 19 thousand new entrants which joined Royal Mail after 1st December 2022 we want a time line when they receive the supplement.

Royal Mail imposed new entrants terms and conditions the CWU have never agreed them. We want the harmonisation of their terms and conditions with the old contractss.

However to get to the same hourly rate as full timers on the old contracts it will cost an extra £2000 per year this is with the £30 delivery supplement.

We also have to add the RRIS payments which range from £5 to £35 per week and the outer and inner London weighting which is a further significant cost.

So we want the company to commit that there will be flight path to full harmonisation of new entrants contracts over two years.

Remember prior to new entrants terms and conditions new entrants did not go onto the full rate until they had been established which could be anything from 12 months to 24 months.

The harmonisation will cost over 200 million. We also want an above inflation pay rise , an increase in VR, an increase in full time jobs which all cost so agreeing a flight path is a sensible way to ending the two tier workforce.

I have a problem with being paid less for the same job. I dodn't know before I joined and I am of a similar age to some of the older contract employess. However the younger new joiners could argue that this is discrimination based on age and I would be inclined to agree with them. I want the same pay for the same role and if RM aren't going to pay it then at some point when the new joiners have got themselves out of the financial holes they were in they will leave.

I'd also like to know if all of us are getting a pay rise in April to take us back to £1.10 an hour higher than minimum wage that the new joiners are currently on.

Some of our new staters are in their mid to late 50’s so not sure you’ve got that one right.
[/quote]

You have a problem getting paid less for doing the same job??

Ive been in this job 23 years and have seen numerous new starters over the years come in and do a terrible job. In fact I could probably train a blind monkey to do a better job than most. The quality of staff coming in are getting worse and worse. Seniority and loyalty to the business warrants a better wage than new starts. No promotions in this game unfortunately. 5 years in and you can pull up a chair at the table. Until then, head down and earn your stripes. I would make the wage gap even bigger between new starts and people with years of service.

[cheekymonkey91]

viewtopic.php?f=1&t=114749

[/quote="Martin Walsh" post_id=1108742 time=1732223253 user_id=2975]
This is a complete misrepresentation of what we said.

We are not looking at reducing of removing the delivery supplement from anyone who currently receives it.

However for the 19 thousand new entrants which joined Royal Mail after 1st December 2022 we want a time line when they receive the supplement.

Royal Mail imposed new entrants terms and conditions the CWU have never agreed them. We want the harmonisation of their terms and conditions with the old contractss.

However to get to the same hourly rate as full timers on the old contracts it will cost an extra £2000 per year this is with the £30 delivery supplement.

We also have to add the RRIS payments which range from £5 to £35 per week and the outer and inner London weighting which is a further significant cost.

So we want the company to commit that there will be flight path to full harmonisation of new entrants contracts over two years.

Remember prior to new entrants terms and conditions new entrants did not go onto the full rate until they had been established which could be anything from 12 months to 24 months.

The harmonisation will cost over 200 million. We also want an above inflation pay rise , an increase in VR, an increase in full time jobs which all cost so agreeing a flight path is a sensible way to ending the two tier workforce.

I have a problem with being paid less for the same job. I dodn't know before I joined and I am of a similar age to some of the older contract employess. However the younger new joiners could argue that this is discrimination based on age and I would be inclined to agree with them. I want the same pay for the same role and if RM aren't going to pay it then at some point when the new joiners have got themselves out of the financial holes they were in they will leave.

I'd also like to know if all of us are getting a pay rise in April to take us back to £1.10 an hour higher than minimum wage that the new joiners are currently on.

Some of our new staters are in their mid to late 50’s so not sure you’ve got that one right.

You have a problem getting paid less for doing the same job??

Ive been in this job 23 years and have seen numerous new starters over the years come in and do a terrible job. In fact I could probably train a blind monkey to do a better job than most. The quality of staff coming in are getting worse and worse. Seniority and loyalty to the business warrants a better wage than new starts. No promotions in this game unfortunately. 5 years in and you can pull up a chair at the table. Until then, head down and earn your stripes. I would make the wage gap even bigger between new starts and people with years of service.
[/quote]

I did 25 years in the job, left for two months and came back. I'm on the new contract

[TooManyLoops]

I did 25 years in the job, left for two months and came back. I'm on the new contract

Are you crazy?

[Smoothbackground]

viewtopic.php?f=1&t=114749

[/quote="Martin Walsh" post_id=1108742 time=1732223253 user_id=2975]
This is a complete misrepresentation of what we said.

We are not looking at reducing of removing the delivery supplement from anyone who currently receives it.

However for the 19 thousand new entrants which joined Royal Mail after 1st December 2022 we want a time line when they receive the supplement.

Royal Mail imposed new entrants terms and conditions the CWU have never agreed them. We want the harmonisation of their terms and conditions with the old contractss.

However to get to the same hourly rate as full timers on the old contracts it will cost an extra £2000 per year this is with the £30 delivery supplement.

We also have to add the RRIS payments which range from £5 to £35 per week and the outer and inner London weighting which is a further significant cost.

So we want the company to commit that there will be flight path to full harmonisation of new entrants contracts over two years.

Remember prior to new entrants terms and conditions new entrants did not go onto the full rate until they had been established which could be anything from 12 months to 24 months.

The harmonisation will cost over 200 million. We also want an above inflation pay rise , an increase in VR, an increase in full time jobs which all cost so agreeing a flight path is a sensible way to ending the two tier workforce.

I have a problem with being paid less for the same job. I dodn't know before I joined and I am of a similar age to some of the older contract employess. However the younger new joiners could argue that this is discrimination based on age and I would be inclined to agree with them. I want the same pay for the same role and if RM aren't going to pay it then at some point when the new joiners have got themselves out of the financial holes they were in they will leave.

I'd also like to know if all of us are getting a pay rise in April to take us back to £1.10 an hour higher than minimum wage that the new joiners are currently on.

Some of our new staters are in their mid to late 50’s so not sure you’ve got that one right.

You have a problem getting paid less for doing the same job??

Ive been in this job 23 years and have seen numerous new starters over the years come in and do a terrible job. In fact I could probably train a blind monkey to do a better job than most. The quality of staff coming in are getting worse and worse. Seniority and loyalty to the business warrants a better wage than new starts. No promotions in this game unfortunately. 5 years in and you can pull up a chair at the table. Until then, head down and earn your stripes. I would make the wage gap even bigger between new starts and people with years of service.
[/quote]

Us newbies have our own tables and chairs, thanks, pal.

[cheekymonkey91]

I did 25 years in the job, left for two months and came back. I'm on the new contract

Are you crazy?

No, it didn't work out and I needed a job quickly. But I wasn't expecting the new contract to be so low.

[DaveF14]

viewtopic.php?f=1&t=114749

[/quote="Martin Walsh" post_id=1108742 time=1732223253 user_id=2975]
This is a complete misrepresentation of what we said.

We are not looking at reducing of removing the delivery supplement from anyone who currently receives it.

However for the 19 thousand new entrants which joined Royal Mail after 1st December 2022 we want a time line when they receive the supplement.

Royal Mail imposed new entrants terms and conditions the CWU have never agreed them. We want the harmonisation of their terms and conditions with the old contractss.

However to get to the same hourly rate as full timers on the old contracts it will cost an extra £2000 per year this is with the £30 delivery supplement.

We also have to add the RRIS payments which range from £5 to £35 per week and the outer and inner London weighting which is a further significant cost.

So we want the company to commit that there will be flight path to full harmonisation of new entrants contracts over two years.

Remember prior to new entrants terms and conditions new entrants did not go onto the full rate until they had been established which could be anything from 12 months to 24 months.

The harmonisation will cost over 200 million. We also want an above inflation pay rise , an increase in VR, an increase in full time jobs which all cost so agreeing a flight path is a sensible way to ending the two tier workforce.

I have a problem with being paid less for the same job. I dodn't know before I joined and I am of a similar age to some of the older contract employess. However the younger new joiners could argue that this is discrimination based on age and I would be inclined to agree with them. I want the same pay for the same role and if RM aren't going to pay it then at some point when the new joiners have got themselves out of the financial holes they were in they will leave.

I'd also like to know if all of us are getting a pay rise in April to take us back to £1.10 an hour higher than minimum wage that the new joiners are currently on.

Some of our new staters are in their mid to late 50’s so not sure you’ve got that one right.

You have a problem getting paid less for doing the same job??

Ive been in this job 23 years and have seen numerous new starters over the years come in and do a terrible job. In fact I could probably train a blind monkey to do a better job than most. The quality of staff coming in are getting worse and worse. Seniority and loyalty to the business warrants a better wage than new starts. No promotions in this game unfortunately. 5 years in and you can pull up a chair at the table. Until then, head down and earn your stripes. I would make the wage gap even bigger between new starts and people with years of service.

Us newbies have our own tables and chairs, thanks, pal.
[/quote]

Good to know. Pull up that chair and take my breakfast order young laddie..

[tramssirhc]

Watch the last time Walsh was allowed to front that tinpot CWU live shambles. He admitted it.

I'd rather you could show me where it is because there's a lot of misinformation online and I'd rather not waste my time with that

I'd rather you looked for yourself.

[cornstar18]

Fair enough. All sounds completely reasonable...

That's not the latest position you've been shown there. Walsh admitted on his last awful CWU live performance that they are going to sell the functional supplements to fund a pay rise in 2025.

Realised but couldn't be arsed debating it. Glad someone saw it. As I remember he was talking about the 3 year pay deal and in the same breath said supplements were on the negotiating table as part of that.
As for the other poster it's on their Facebook page just follow the link to the full cwu live video when Walsh was on a couple of week ago

[Newandscared]

Some of our new staters are in their mid to late 50’s so not sure you’ve got that one right.
[/quote]

Guess it depends how you look at it, An old contract employee straight out of Uni on more than a person twice their age that has been forced out of old career and now earning less than others in the depot for the same job. Or a new starter straight out of school on the new contract in an office where most of the other employees are much older and on the old contract. There are multiple combinations of potential cock ups.

[norris9]

Can we also equalise the 40 hour newer contracted people to actually be put on a 40 hour duty....and not be put on a smaller 37 hour duty.

Newer contracted people may be getting less pay / no paid breaks, but some are having an easier days work than what they should be.

[Valentina@1]

What a complete mess this is!!