I would also expect that Sunday working is one of the items/areas of difference — something that I doubt can/will be removed, especially as Sunday ops look to be a big area of growth for the company and something that’s here to stay.
But i am hoping that Martin Walsh will, as requested, list the 14 points of difference between the two contracts, rather than just asserting there are 14 differences but with no further detail. Martin, can you please enlighten us?
Whilst we're waiting perhaps we could start to compile our own list, the aspects I can think of are :
Negatives
1. Lower rate of pay
2. No delivery supplement
3. No paid breaks
4. Monthly pay
5. Month's notice when leaving
6. Sunday working as part of contract
Positives
1. Overtime paid at 1.25 over 40 hours
2. 40 hour contracts can be offered
Can anyone think of the others ?
perhaps the hours? are new starters contacted to work any time between 7am and 9pm or something like that?
I'm on the "New Contract" and it states:
Your contract will be Permanent for 30.00 hours per week. This is subject to the successful completion of a trial period of 6 months
Your core hours of work are 6am to 10pm Monday to Sunday.
So although the Job advertised was for a DPR Driver 09.00 - 15.30 with reasonable notice they could shift me to 14.00 - 20.30 shift.
I would also expect that Sunday working is one of the items/areas of difference — something that I doubt can/will be removed, especially as Sunday ops look to be a big area of growth for the company and something that’s here to stay.
But i am hoping that Martin Walsh will, as requested, list the 14 points of difference between the two contracts, rather than just asserting there are 14 differences but with no further detail. Martin, can you please enlighten us?
Whilst we're waiting perhaps we could start to compile our own list, the aspects I can think of are :
Negatives
1. Lower rate of pay
2. No delivery supplement
3. No paid breaks
4. Monthly pay
5. Month's notice when leaving
6. Sunday working as part of contract
Positives
1. Overtime paid at 1.25 over 40 hours
2. 40 hour contracts can be offered
Can anyone think of the others ?
A good list, Ted. Although it is subjective, I personally would move the month’s notice down to positives though —it is a two-way thing, with the business needing to give the employee a month’s notice too.
Until Martin Walsh deigns us with a response, we will just have to take his word for it that there are 14 differences, 11 negative, 3 positive.
definite negative for me, split days off. Means people don't get work life balance as there is no way of organising a night out etc until your actual leave.
I would also expect that Sunday working is one of the items/areas of difference — something that I doubt can/will be removed, especially as Sunday ops look to be a big area of growth for the company and something that’s here to stay.
But i am hoping that Martin Walsh will, as requested, list the 14 points of difference between the two contracts, rather than just asserting there are 14 differences but with no further detail. Martin, can you please enlighten us?
Whilst we're waiting perhaps we could start to compile our own list, the aspects I can think of are :
Negatives
1. Lower rate of pay
2. No delivery supplement
3. No paid breaks
4. Monthly pay
5. Month's notice when leaving
6. Sunday working as part of contract
Positives
1. Overtime paid at 1.25 over 40 hours
2. 40 hour contracts can be offered
Can anyone think of the others ?
A good list, Ted. Although it is subjective, I personally would move the month’s notice down to positives though —it is a two-way thing, with the business needing to give the employee a month’s notice too.
Until Martin Walsh deigns us with a response, we will just have to take his word for it that there are 14 differences, 11 negative, 3 positive.
Wait, how much notice do you think legacy staff currently get? A week?!
Its a negative for you.
If you tolerate this, then your paid break will be next
Get this into your heads there will be no significant pay rise, only crumbs! Some 2%, 4%, 2% bs.. (6%) over 3 years....
The takeover consortium is heavily funded by loans and debt, they need to pay this back and generate profit meaning us at bottom will continue to get pittance!
Not forgetting to get ahead of game in parcels a lot of money needs investing, something that that £600m given to shareholders few years ago could have achieved!
The CWU has failed its members big time over the last 2 decades and they should be ashamed, they are no better than that Thompson clown..
I would also expect that Sunday working is one of the items/areas of difference — something that I doubt can/will be removed, especially as Sunday ops look to be a big area of growth for the company and something that’s here to stay.
But i am hoping that Martin Walsh will, as requested, list the 14 points of difference between the two contracts, rather than just asserting there are 14 differences but with no further detail. Martin, can you please enlighten us?
Whilst we're waiting perhaps we could start to compile our own list, the aspects I can think of are :
Negatives
1. Lower rate of pay
2. No delivery supplement
3. No paid breaks
4. Monthly pay
5. Month's notice when leaving
6. Sunday working as part of contract
Positives
1. Overtime paid at 1.25 over 40 hours
2. 40 hour contracts can be offered
Can anyone think of the others ?
A good list, Ted. Although it is subjective, I personally would move the month’s notice down to positives though —it is a two-way thing, with the business needing to give the employee a month’s notice too.
Until Martin Walsh deigns us with a response, we will just have to take his word for it that there are 14 differences, 11 negative, 3 positive.
Wait, how much notice do you think legacy staff currently get? A week?!
Its a negative for you.
I don’t know what’s in the legacy contract re notice. Please do enlighten us.
However, the starting point in law, and the norm in a lot of manual jobs, is that only one week’s notice is given during the first two years of employment (statutory notice period), then increasing by a week for each full year employed, up to a maximum of 12 weeks. So for us on new contracts a month’s notice is not a negative. To be entitled to quadruple the statutory notice period is ok with me.
I would also expect that Sunday working is one of the items/areas of difference — something that I doubt can/will be removed, especially as Sunday ops look to be a big area of growth for the company and something that’s here to stay.
But i am hoping that Martin Walsh will, as requested, list the 14 points of difference between the two contracts, rather than just asserting there are 14 differences but with no further detail. Martin, can you please enlighten us?
Whilst we're waiting perhaps we could start to compile our own list, the aspects I can think of are :
Negatives
1. Lower rate of pay
2. No delivery supplement
3. No paid breaks
4. Monthly pay
5. Month's notice when leaving
6. Sunday working as part of contract
Positives
1. Overtime paid at 1.25 over 40 hours
2. 40 hour contracts can be offered
Can anyone think of the others ?
A good list, Ted. Although it is subjective, I personally would move the month’s notice down to positives though —it is a two-way thing, with the business needing to give the employee a month’s notice too.
Until Martin Walsh deigns us with a response, we will just have to take his word for it that there are 14 differences, 11 negative, 3 positive.
definite negative for me, split days off. Means people don't get work life balance as there is no way of organising a night out etc until your actual leave.
Maybe this varies locally. My days off are currently fixed as Monday and Tuesday and have been since starting. There is however an imminent move to rolling days off at our place so that people do Sundays on a rota, but the rest days will still stay together (Tues/Weds, Weds/Thurs, Thurs/Fri, Fri/Sat, then eventually the coveted Sat/Sun rest weekend!).
I would also expect that Sunday working is one of the items/areas of difference — something that I doubt can/will be removed, especially as Sunday ops look to be a big area of growth for the company and something that’s here to stay.
But i am hoping that Martin Walsh will, as requested, list the 14 points of difference between the two contracts, rather than just asserting there are 14 differences but with no further detail. Martin, can you please enlighten us?
Whilst we're waiting perhaps we could start to compile our own list, the aspects I can think of are :
Negatives
1. Lower rate of pay
2. No delivery supplement
3. No paid breaks
4. Monthly pay
5. Month's notice when leaving
6. Sunday working as part of contract
Positives
1. Overtime paid at 1.25 over 40 hours
2. 40 hour contracts can be offered
Can anyone think of the others ?
A good list, Ted. Although it is subjective, I personally would move the month’s notice down to positives though —it is a two-way thing, with the business needing to give the employee a month’s notice too.
Until Martin Walsh deigns us with a response, we will just have to take his word for it that there are 14 differences, 11 negative, 3 positive.
Wait, how much notice do you think legacy staff currently get? A week?!
Its a negative for you.
I don’t know what’s in the legacy contract re notice. Please do enlighten us.
However, the starting point in law, and the norm in a lot of manual jobs, is that only one week’s notice is given during the first two years of employment (statutory notice period), then increasing by a week for each full year employed, up to a maximum of 12 weeks. So for us on new contracts a month’s notice is not a negative. To be entitled to quadruple the statutory notice period is ok with me.
Its still negated by the fact you need to give a months notice though - so its not better than legacy so therefore is still a negative in comparison.
If you tolerate this, then your paid break will be next
I would also expect that Sunday working is one of the items/areas of difference — something that I doubt can/will be removed, especially as Sunday ops look to be a big area of growth for the company and something that’s here to stay.
But i am hoping that Martin Walsh will, as requested, list the 14 points of difference between the two contracts, rather than just asserting there are 14 differences but with no further detail. Martin, can you please enlighten us?
Whilst we're waiting perhaps we could start to compile our own list, the aspects I can think of are :
Negatives
1. Lower rate of pay
2. No delivery supplement
3. No paid breaks
4. Monthly pay
5. Month's notice when leaving
6. Sunday working as part of contract
Positives
1. Overtime paid at 1.25 over 40 hours
2. 40 hour contracts can be offered
Can anyone think of the others ?
A good list, Ted. Although it is subjective, I personally would move the month’s notice down to positives though —it is a two-way thing, with the business needing to give the employee a month’s notice too.
Until Martin Walsh deigns us with a response, we will just have to take his word for it that there are 14 differences, 11 negative, 3 positive.
Wait, how much notice do you think legacy staff currently get? A week?!
Its a negative for you.
I don’t know what’s in the legacy contract re notice. Please do enlighten us.
However, the starting point in law, and the norm in a lot of manual jobs, is that only one week’s notice is given during the first two years of employment (statutory notice period), then increasing by a week for each full year employed, up to a maximum of 12 weeks. So for us on new contracts a month’s notice is not a negative. To be entitled to quadruple the statutory notice period is ok with me.
Its still negated by the fact you need to give a months notice though - so its not better than legacy so therefore is still a negative in comparison.
I’m red-faced now! I had erroneously assumed that the notice period was reciprocal, ie, that I have to give a month’s notice to leave but that RM would likewise give me a month’s notice, but on rereading my contract I see they can just give me a fortnight of notice. It does indeed go under the Negatives column.
Get this into your heads there will be no significant pay rise, only crumbs! Some 2%, 4%, 2% bs.. (6%) over 3 years....
The takeover consortium is heavily funded by loans and debt, they need to pay this back and generate profit meaning us at bottom will continue to get pittance!
Not forgetting to get ahead of game in parcels a lot of money needs investing, something that that £600m given to shareholders few years ago could have achieved!
The CWU has failed its members big time over the last 2 decades and they should be ashamed, they are no better than that Thompson clown..
You raise a great point in paragraph 2. This has totally gone under the radar by the media,MPs & again most importantly the CWU. It gets reported that The Sphincter is buying RM for approximately £4b, what isn’t being said is what you correctly pointed out & that is the buy out is funded by loans against the company. Lord Sphincter isn’t putting anymore money in than I am - just imagine what the interest repayments on that loan are. This means that every year this debt has to be serviced, the owners want a profit & running costs have to be met. To make all this add up there are going to be savage & unpleasant cuts!!!!
Think everyone assumes that he is funding this but out himself. Wrong!!!!
Get this into your heads there will be no significant pay rise, only crumbs! Some 2%, 4%, 2% bs.. (6%) over 3 years....
The takeover consortium is heavily funded by loans and debt, they need to pay this back and generate profit meaning us at bottom will continue to get pittance!
Not forgetting to get ahead of game in parcels a lot of money needs investing, something that that £600m given to shareholders few years ago could have achieved!
The CWU has failed its members big time over the last 2 decades and they should be ashamed, they are no better than that Thompson clown..
You raise a great point in paragraph 2. This has totally gone under the radar by the media,MPs & again most importantly the CWU. It gets reported that The Sphincter is buying RM for approximately £4b, what isn’t being said is what you correctly pointed out & that is the buy out is funded by loans against the company. Lord Sphincter isn’t putting anymore money in than I am - just imagine what the interest repayments on that loan are. This means that every year this debt has to be serviced, the owners want a profit & running costs have to be met. To make all this add up there are going to be savage & unpleasant cuts!!!!
Think everyone assumes that he is funding this but out himself. Wrong!!!!
Even one of the journalists in the business friendly Daily Mail critically pointed this out several times, it seems nobody in the Govt/regulatory spheres was bothered. Better EP take on the debt rather than the Govt./taxpayer is the belief I suppose. It'll be EP's business to do what they want with.
Get this into your heads there will be no significant pay rise, only crumbs! Some 2%, 4%, 2% bs.. (6%) over 3 years....
The takeover consortium is heavily funded by loans and debt, they need to pay this back and generate profit meaning us at bottom will continue to get pittance!
If and when the takeover goes through I feel that you will be right. Added to this will be the millions planned to be spent on parcel lockers will mean that the new delivery methods will be steam rolled in whether we like it or not and more pressure put on management and posties to try and achieve some sort of quality of service.
On the face of it, shareholder value is the dumbest idea in the world.
Get this into your heads there will be no significant pay rise, only crumbs! Some 2%, 4%, 2% bs.. (6%) over 3 years....
The takeover consortium is heavily funded by loans and debt, they need to pay this back and generate profit meaning us at bottom will continue to get pittance!
If and when the takeover goes through I feel that you will be right. Added to this will be the millions planned to be spent on parcel lockers will mean that the new delivery methods will be steam rolled in whether we like it or not and more pressure put on management and posties to try and achieve some sort of quality of service.
They’ll be little in the way of quality of service when letters are cut back further. Had a manager the other day telling me that 3 days mail “ won’t be that bad as there is less mail than when I used to do it”. Management bullsh!t, you can see what’s coming with these clowns.
One cannot but despair of Labour's dealings with commerce. Despite all the pro-business rhetoric and the appearance by Keir Starmer in a white coat and protective helmet at a nuclear facility this week, he and his ministers are clueless.
Rolls-Royce still awaits the green light for mini reactors. AstraZeneca has abandoned its £450million vaccine facility, having saved countless lives in the pandemic.
And despite the acute crisis at Thames Water, after a bungled, highly leveraged overseas takeover, Business Secretary Jonathan Reynolds is carelessly allowing the same disastrous mistake at the Royal Mail.
Reynolds, the board of Royal Mail owner International Distributions Services (IDS) and the Communications Workers Union, representing Britain's much-loved posties, have been cajoled into thinking that a highly indebted £3.6billion takeover by Czech billionaire Daniel Kretinsky is a good thing.
Nothing is further from the truth. It is my suspicion that the Royal Mail regulator, Ofcom – which recently put new proposals for the universal postal service out to consultation – is less than enamoured with the idea of ownership by a foreign mogul weighed down by loans.
Under Czech ownership, the Royal Mail will have £2billion of inherited debt plus new borrowings of £3billion needed to complete the deal.
Unfortunately, the regulator has no mandate to intervene. That rests with the Department of Business unless the Competition and Markets Authority – recently defanged by Chancellor Rachel Reeves –becomes involved.
Long-term shareholders increasingly despair of the IDS board, headed by former BA chief Keith Williams.
A representative told me that the Royal Mail had been 'deafening in its silence' since the Ofcom review was issued last week.
There was even a charge that the board might be in breach of fiduciary duty by failing to update the market on what is a material change, which might affect value of the bid.
The Royal Mail has said that changes to the postal service, an alternative weekday delivery model for non-priority letters, could save it £300million a year. An assessment by advisers suggests the saving could be £450million a year.
If that were the case, there is even more reason to distrust a board sitting on its hands.
By rights, postal workers, who, thanks to former Lib Dem business secretary Vince Cable still own 5 per cent of the stock, should be shouting from the rooftops about a board selling a heritage national asset on the cheap.
Complicity by government, the board and unions in the Royal Mail sell-out is disgraceful.
Starmer should intervene before more damage is done to UK plc, consumers and under-siege smaller businesses.
inflation is 2.5%, so the union are after what? a 2.6% pay rise?
I don't think Royal Mail will mind too much about a 2.6% pay rise seeing as they put up stamp prices by 22% last year, have been purposefully understaffing us for years which has saved them millions and are likely going to get a USO change which will save them ~£450million.
Demand at least a 5% pay rise because of all of this. If Royal Mail get the go ahead for the USO change in ~June - then maybe they should include an additional % pay rise from June onwards with backpay to April 2025.
