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

[Martin Walsh]

Keep it real. Stop misquoting me.

1. The agreement with EP states that we will equalise new entrants pay , terms and conditions over an agreed period of time within a career path with a first step being applied within 3 months of a takeover.

Remember new entrants pay, terms and conditions were imposed. There are circa 21 thousand new entrants in position currently all will see their pay, terms and conditions improved.

There are 14 differences in their contract compared to a legacy one. 11 of them inferior and three better. We will be equalising them all over an agreed period of time.

The functional supplements will remain. They will not be lost.

The discussion we will have is every part of Royal Mail earn at least £11.40 per week in a functional supplement so should we consolidate this amount into basic pensionable pay.

[postmanzach]

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

this video?
hour long, any idea when on it he says about it?

https://www.youtube.com/live/kD5jlXSImE ... RNivk7t0U2

[Londonsburning]

Keep it real. Stop misquoting me.



There are 14 differences in their contract compared to a legacy one. 11 of them inferior and three better. We will be equalising them all over an agreed period of time.

These 3 so called better differences between legacy and new term contracts, do they have anything to do with "London weighting" by any chance? Because I know for a fact inner/outer London weighting uplift in wages counts as two out of three

[postmanzach]

56 mins in
https://www.youtube.com/live/kD5jlXSImE ... 8l5_lW8frg

[postmanzach]

he says above inflation pay rise but consolidate delivery supplement into pay. inflation is only 2.5% so we would be worse off right?

[SpacePhoenix]

he says above inflation pay rise but consolidate delivery supplement into pay. inflation is only 2.5% so we would be worse off right?

Assuming that the other functional supplements are consolidated into basic pay, it'll create another 1 maybe 2 different pay rates

[Londonsburning]

he says above inflation pay rise but consolidate delivery supplement into pay. inflation is only 2.5% so we would be worse off right?

Pretty accurate idea of what's going to happen here.

[postmanzach]

he says above inflation pay rise but consolidate delivery supplement into pay. inflation is only 2.5% so we would be worse off right?

Assuming that the other functional supplements are consolidated into basic pay, it'll create another 1 maybe 2 different pay rates

maybe but i don’t think so.
i’m pretty sure when they call it “equalising pay” it will mean everyone on the same pay rate.

[A2B]

So I've now watched the clip, I can see technically it could be said they are looking to remove the supplements i.e. it would no longer appear as that on your wage slip but he also says that same money would be paid into your hourly rate as pensionable pay, a better system for us?

As you have no doubt seen he as also posted on here that anyone currently recieving a functional supplement payment will continue to do so, I guess it remains to be seen if that will be in our hourly rate or continue as a separate payment

[Dexydog]

If everyone's on the same rate (eventually), anyone getting, say, the delivery supplement won't be getting it anymore.
Anyone not getting it will get a nice fat uplift in their hourly rate.
Cue the media saying we've got a 7or 8% pay rise.
Anyone that got it before will be getting 1 or 2% and the supplement consolidated into hourly rate.
The union will hoodwink everyone into thinking their hourly rate has gone up loads, we're way above national minimum wage and claim a massive win.
For a minimum of 2 days mail to take every day, and likely another chip off of terms.
Paid breaks will be next year, where they'll knock them off and give us 3% and think we won't notice.
All the while the cost of a loaf of bread has gone up by 20%.
This is the reality of whats been happening for years bit by bit.

[Smoothbackground]

There are 14 differences in their contract compared to a legacy one. 11 of them inferior and three better. We will be equalising them all over an agreed period of time.

Please list these 14 differences for us, Martin, both inferior and superior, so we know what the goalposts are. Thanks in anticipation…

[Dexydog]

The overtime rate is one.
I'll bet my house we won't be back on time and a quarter this time next year.

[Smoothbackground]

The enhanced overtime rate is exactly what I had in mind. i DO NOT WANT TO LOSE MY 1.25 OT RATE! For me, that more than makes up for other inferior aspects of our contracts, though I appreciate it won’t for many other new-entrant colleagues.

This is a prime example of where the CWU has a conflict of interest in trying to represent both cohorts of workers, ie, new entrants and legacy staff, as the cohorts’ respective interests clash.

[Dexydog]

I'm legacy.
I'll be getting 1 or 2% pay rise with delivery supplement worked into hourly rate (so not a rise).
To do more (heavier) work.
And I still won't be getting 1.25 on o/t.
Then again, I won't be around or do the overtime to be bothered.
The principle remains the same.

[funkflex55]

If we stop getting the d2d supplement then I'm not doing door to doors anymore. That's what the payment is for right