What is realistically acceptable to you in any agreement?

[Desperate_Dan]

Over the next few weeks and months the union will no doubt be negotiating an agreement on behalf on each and every single member of the union.

What would be included in any such agreement that would be acceptable to you but also realistic?

[Midge]

Over the next few weeks and months the union will no doubt be negotiating an agreement on behalf on each and every single member of the union.

What would be included in any such agreement that would be acceptable to you but also realistic?

Hello little fishies, here little fishies, I just joined today fishies, out for a little phishing...

[Desperate_Dan]

Over the next few weeks and months the union will no doubt be negotiating an agreement on behalf on each and every single member of the union.

What would be included in any such agreement that would be acceptable to you but also realistic?

Hello little fishies, here little fishies, I just joined today fishies, out for a little phishing...

Read my other post http://www.royalmailchat.co.uk/communit ... 38&t=55939" onclick="window.open(this.href);return false; before you jump to conclusions. I have had numerous usernames on these forums with lots of articulate and intelligent posts. So I'm far from a newbie or a fishie.

[Shambles]

Hi DD,

Can I ask, purely cos I'm nosey

Why do you change your name a lot....are you suffering from an identity crisis

I read your other post, I was fairly impressed....almost hypnotised

Bottom Line...IMO is Unity is our only strength against these soul suckers

[k979aaa]

10 YEAR PROTECTION OF EMPLOYMENT RIGHTS
PENSIONS NO RPI CAP OR GRADE CAP
3.5% THIS YEAR 3.6 NEXT YEAR 3.8 YEAR AFTER
AN END TO BULLYING BY MANAGEMENT TO DO A JOB THEY COULD NOT DO IN THE TIME ALLOWED
STOP PRIVATISATION WELL IT'S A DONE DEAL SO ALL OF THE ABOVE.

[BingBong]

10 years - no strings.

stop the B & H that goes on.

[Shambles]

10 years - no strings.

stop the B & H that goes on.

Allegedly the more Grievances a Manager gets the quicker they climb the ladder?

If that's true it does seem a very STOOOOPID philosophy, because we all know a 'happy, appreciated, staff do NOT SLATE their EMPLOYER, they PROMOTE their Company and others are envious, that they aren't employed there too!

Example

I was working with a very polite, conscientious, unassuming postie a while back, and working together we made a very productive and efficient team....Along came a 'Manager' or 'BULLY' as the Manager is fondly referred by, anyway, this 'BULLY' came over and totally humiliated 'postie' I was working with, for no reason, other than that 'they could'

My point is,

there was no need for this behaviour!
It goes against 'The business code of Standards'
IMHO this was bullying!
My colleague wasn't treated with Dignity or Respect
My colleague became quiet and withdrawn, obviously deeply affected by the unwarranted actions of this Manager.
This was not a one off incident, Senior Managers 100% aware, and COVER this Managers tracks.

I offered to be a witness but colleagues know that the B&H procedure etc, aren't fit for purpose, the Union I'm sure will agree?

The only way to combat this insidious damaging Bullying, is to allow INDEPENDANT Investigators, not paid by the Company, to conduct ALL B&H Cases....NOT Managers who are 'MATES' with the perpetrator....therefore it isn't unbiased, or transparent, is it?

It's not rocket science....is it?

[meweavy]

At least 10 years protected t&cs.
No strings attached pay rise.
But neither will happen,
We will be lucky to get 5 years protected t&cs and a whiff of a pay rise.

[Budfrog]

10 YEAR PROTECTION OF EMPLOYMENT RIGHTS - Personally I believe that T&Cs should be guaranteed the same as Halfords brake pads/shoes but the main issue here , aside from cost, is the T&Cs of new recruits as a 2 tier system would not be fair and could possibly be illegal under equal pay legislation.

PENSIONS NO RPI CAP OR GRADE CAP - I thought this was already achieved.

3.5% THIS YEAR 3.6 NEXT YEAR 3.8 YEAR AFTER - Can't see it.

AN END TO BULLYING BY MANAGEMENT TO DO A JOB THEY COULD NOT DO IN THE TIME ALLOWED - How can Moya fix something she doesn't believe (in public) to be broken. B&H is endemic in RM and as I have said before there needs to be a zero tolerance attitude to this despicable behaviour with proven offenders being given proper punishments (and not just moved around the business like a dose of the clap). The investigation procedure needs a total revamp and trained independent investigators employed to do the job properly.

As far is the job is concerned all units and functions should have the same realistic target in regards to workrate. Employees must be allowed the time to follow SOPs and SSOW and to take their relaxation and meal breaks. In an industry where workload does fluctuate there needs to be an agreed means of coping with it.

STOP PRIVATISATION WELL IT'S A DONE DEAL SO ALL OF THE ABOVE. - Concentrate on the future and keeping a strong CWU. There are well run private comapnies who are good employers, make sure RM is one of those.

[Brain Fury]

The pensions grade cap has been lifted and as I understand it the RPI link has been decided and will be confirmed shortly.

No chance of a 10 year, "no strings" agreement on T&Cs or of 3 years almost certainly above inflation pay rise. But clearly the company is on the hook to improve the previous offer. It will be interesting to see how quickly this happens and how far they go.

B&H is a difficult one because any deal will by definition be about what will be done in future. How does RM reassure you that it will be dealt with properly?

[bogstandard]

10 years - no strings.

stop the B & H that goes on.

Allegedly the more Grievances a Manager gets the quicker they climb the ladder?

If that's true it does seem a very STOOOOPID philosophy, because we all know a 'happy, appreciated, staff do NOT SLATE their EMPLOYER, they PROMOTE their Company and others are envious, that they aren't employed there too!

Example

I was working with a very polite, conscientious, unassuming postie a while back, and working together we made a very productive and efficient team....Along came a 'Manager' or 'BULLY' as the Manager is fondly referred by, anyway, this 'BULLY' came over and totally humiliated 'postie' I was working with, for no reason, other than that 'they could'

My point is,

there was no need for this behaviour!
It goes against 'The business code of Standards'
IMHO this was bullying!
My colleague wasn't treated with Dignity or Respect
My colleague became quiet and withdrawn, obviously deeply affected by the unwarranted actions of this Manager.
This was not a one off incident, Senior Managers 100% aware, and COVER this Managers tracks.

I offered to be a witness but colleagues know that the B&H procedure etc, aren't fit for purpose, the Union I'm sure will agree?

The only way to combat this insidious damaging Bullying, is to allow INDEPENDANT Investigators, not paid by the Company, to conduct ALL B&H Cases....NOT Managers who are 'MATES' with the perpetrator....therefore it isn't unbiased, or transparent, is it?

It's not rocket science....is it?

You dont offer to be a witness, you were a witnessto an incident and you were offended. You can take it up and pursue it.
The B and H procedure is there for instances just like the one you've described.
As could be reasonably perceived by A N Other to have affected their dignity.Clearly you were.
As you've posted your colleague has withdrawn into their shell (so to speak), they may not feel confident or wish to bring attention to themselves. You can be there for them now by pursuing it yourself. If you offered to be a witness you must have found it offensive or off putting to say the least. Use the procedure to show your colleague you got their back, and what happened to them was unacceptable to you. it is for this purpose too, Is it right to wait for the victim to come forward before we move behind them.
The reason bullies bully is because they know they can get away with it.
Sometimes its a word in their ear saying you don't think their conduct, manner, volume control or tone was appropriate and it could possibly be improved sometimes we have to go further.
We are not alone we have our union, our union works for us, make it work for you.

[Shambles]

Bogstandard, appreciate your response, and yes I did have a word, became a target and am going through B&H but sadly because of issues I can't reveal here, I'm The person i should have had 100% faith in, is v good mates with offender, need I say more? Also I am from a different background, ahem!

Person bullied initially is part-time contract and even though I urged the postie to put a complaint in, and verified I would be a witness, the 'FEAR' in their eyes, that they may/would lose their job, was pitiful, I abhor bullies to my very core!

[britwrit]

I'm not in deliveries but based on everything I've read here:

Tighten up the definition of "Willful Delay" so that it actually means a deliberate delaying of the mail, not a catchall sin that can be used to trap up anyone.

Really, REALLY fix the cutting off procedure. For example... I don't know... on any given walk, X number of letters, Y number of flat and Z number of parcels will automatically trigger a "do overtime" or "leave some back" option?

Make a requirement for at least one manager to be in the office during all working hours.

Nothing like a "no-strike" pledge but for office disagreements, awful revisions, an option for a third-party like ACAS to step in at some stage?

[interesting]

Shorter Saturdays

[fishtank]

B&H is a difficult one because any deal will by definition be about what will be done in future. How does RM reassure you that it will be dealt with properly?

To deal with B&H you have to deal with the root cause.
That is the unacceptable upside down savings driven culture in delivery.
Each day starts with the ethos of how many hours can we save today rather than the far more sensible approach of how can we run this operation efficiently and therefore naturally produce savings.

The resourcing tools used in delivery are deeply flawed,the IWT is not fit for purpose,the Traffic Forecast tool is much like gazing into a murky crystal ball and Pegasus/Georoute is about as useful as giving two toddlers some street names and some glue.

It is the awful state of delivery,delivery office managers simply firefighting and pressure from above to also produce savings while firefighting that is driving this B&H culture.
Change that completely and you will go a long way to reducing management driven bullying and harassment.