The Agreement : Text & PDF

[chickenwittle]

Annual revisions in delivery?

So a full office re-sign every year?

A full office re sign every yr would be incredibly costly. We know that, maybe the computer says anyone can do any walk in the same time from day one.

I'd imagine that duty 'A' that is able to complete well within time each day would be given parts of duty 'B' that needs to claim extended every day regardless of who is doing the duty. End result is money saved.

We all know it’s not as simple that , it’s just as likely the person claiming extended on walk A would also claim extended in walk B , proving it’s more about the individual rather than the duty .

[Grumpyoldmailman]

A good agreement in the circumstances, I can’t see many others getting a pay rise this year and certainly nobody else will be getting a shorter working week. We will have to see how it pans out over the next 6 months or so and how good RM managers are at managing the changes.

[mr hil.]

Think the 1% in April 2022 is an insult quite frankly. All the other stuff can live with even the date for hour off working week not being set for everyone throughout country for April 2021

Where does it say 1% in 2022...I read it as 2.7% now (backdated) then 1%more next April (2021) no mention of 2022. Plus an hour off the working week by next winter at the latest

[Woody Guthrie]

I'm wary of the criteria for the next hour of the SWW.

1. Larger units will be last to achieve it due to the complexity of the process.

2. Pressure will be applied on the process by members to achieve the extra hour and pay rise for part-time staff as early as possible leading to rushed revisions.

3. If the process is savings target led what happens in offices that need more investment, Where's the incentive for Royal Mail to drive the revision?

4. More efficient offices will again find it harder to produce make savings, squeezing them even harder. You would think that the least efficient offices should be facing structural change but I suspect that won't be the case since historically these offices have managed to avoid the bulk of changes in the past.

5. Having different criteria from table top to structural means outcomes will again be subject to the quality and ability of local reps to understand the complex tools and processes of revision activity and the strength of branches, something the union has not done well in the past.

6. All of this could lead to different pay rates in different parts of the country for part-time staff.

What happens come October 2021 if an office still can't agree a revision?
If it then becomes automatic where"s the incentive to agree the revision?

[gb93]

Think the 1% in April 2022 is an insult quite frankly. All the other stuff can live with even the date for hour off working week not being set for everyone throughout country for April 2021

Where does it say 1% in 2022...I read it as 2.7% now (backdated) then 1%more next April (2021) no mention of 2022. Plus an hour off the working week by next winter at the latest

Fair point just looked again my mistake.
That does make it a better deal than I thought basically getting a 3.7% pay rise in April with a back dated lumper beforehand & the sww by Oct 2021.
Then can push for greater rise & sww in 2022 for loss of 6 day uso

[Nickvilla20]

Keep reading on social media part timers thinking they won’t get back pay and Sunday’s being made compulsory. Think the comms team need to sort this out

[Celgar]

It is important that you understand that the issue of Sunday working is subject to further discussions which will include whether there is a specific product for delivery on Sunday’s.

The reason being is that any OPG gets paid more for working Sundays and therefore that extra cost would have to be applied to the customer and whether they will be willing to pay for it.

You don’t go into a pub Monday to Saturday and expect to pay £4.00 for a pint and then go on a Sunday and get charged £6 per pint.

So at the moment at product which gets delivered on Sunday will mean that Royal Mail will see a reduced revenue from , hence why it will be voluntary.

Any change from that would be subject to a further National Agreement.

RM currently charge a surcharge on special delivery items delivered on a Saturday even though there are no additional costs to the business to deliver those items on Saturdays. In fact a lot of the time special delivery items are sent through to be delivered when the surcharge has not been paid so the system is a bit of a mess.

[Martin Walsh]

Remember Royal Mail last year ceased the trial of delivering on Sundays within the M25. This trial never had a product instead it advance the track items from Monday. It ran for 4 years.

The reason why Royal Mail never launched a new product for Sunday is that all the research they did with customers indicated that customers did not want to pay more for delivery on a Sunday , which they could receive on the Monday for less.

Until the amount of money which is paid to an OPG for working on a Sunday is addressed and a product advertised and cost effective than the only things which will be delivered on a Sunday is parcels which are failing and the covid test kits.

Remember letters , 2nd class ,D2D will not be delivered on a Sunday as the whole pipeline would need changing and opening up.

[Martin Walsh]

Woody

I'm wary of the criteria for the next hour of the SWW.
The criteria is a revision with no pre- determined savings.


1. Larger units will be last to achieve it due to the complexity of the process.
The vast majority of offices will simply have to do a table top revision based on a productivity improvement based on WIPWH , introducing dedicated van duties, the details for this will be issued by end of January.
2. Pressure will be applied on the process by members to achieve the extra hour and pay rise for part-time staff as early as possible leading to rushed revisions.
Revisions and the SWW will be introduced from end of March onwards. However will be dependent on COVID and clearly whether an office is a table top or structural revision. A normal revision planning takes 12 weeks from start to finish.
3. If the process is savings target led what happens in offices that need more investment, Where's the incentive for Royal Mail to drive the revision?
Under WIPWH performance ranges from those offices who are above 196 WIPWH ( 100BSi ) and those significantly below. Those above will either need to be maintained or reviewed. Those below will be required to make an improvement. There will be a regular national review.
4. More efficient offices will again find it harder to produce make savings, squeezing them even harder. You would think that the least efficient offices should be facing structural change but I suspect that won't be the case since historically these offices have managed to avoid the bulk of changes in the past.
Offices which are efficient will not be required to improve , simply maintain their productivity providing they are above 196 WIPWH or above 100BSi. Now there will be a spread of offices on structural revisions , Royal Mail will choose the offices which they believe they will get the most savings out of and the union will want the most efficient offices to have a geo route as it will put more hours into the unit. So there will be a mix of offices.

5. Having different criteria from table top to structural means outcomes will again be subject to the quality and ability of local reps to understand the complex tools and processes of revision activity and the strength of branches, something the union has not done well in the past. FMO can be complex but the revision process is designed to be user friendly and there will be a training package for local reps. WIPWH (weighted items per work hour ) is simply weighted traffic to reflect the different streams of mail divided by the hours you have in your office available on the day / week minus sick ,annual leave etc. Again a training package will given.

6. All of this could lead to different pay rates in different parts of the country for part-time staff.
The SWW is designed on the revision being introduced, so the part timers in the office will see their pay go up on that basis but this is going to be reviewed and every office is designed to introduce the SWW by October so all part timers would be on the same rate of pay again.
What happens come October 2021 if an office still can't agree a revision? Obviously this has been discussed at the postal Executive and with the Divisional Reps. Whilst there is nothing to stop the planning of either a structural or a table top revision the implementation of that revision may be impacted by where the UK is with COVID. This has been discussed nationally but both parties wanted to put as date to it to ensure that they have a target to work to. If there are offices who can’t implement prior to October than these will be reviewed early.


If it then becomes automatic where"s the incentive to agree the revision? Will there be offices which resist of course but the only way for Royal Mail to survive is if it grasps the opportunity to deliver parcels efficiently and to an high quality basis. The only way that the USO is going to survive whether on a 6 day or 5 day basis with letter decline is if we capture new workload and it becomes more efficient. So no office can remain an island free from change as that will drag all other offices down.
Only dead fish follow the current

[2yearpostie]

martin, if there are to be dedicated van duties does this mean each unit will be getting extra vans?

[Martin Walsh]

It will be a mix between extra vans and unitising the same van later in the day. So if a van has been used for the duty which delivers the core ( 85% ) in the morning , can that van be used later in the day to deliver the larger parcels ? In some cases this will be a yes others there will be a requirement for extra vans.

There will also be cases where when you have done a revision you would have reduced duties which will mean you have surplus vans which can be used.

[Spartacus]

The union deserve an enormous amount of credit here, to get an agreement must have been very difficult, this protects the MTSF (vitally important to a very large number of the membership), gives us a shorter working week and an above inflation pay rise, it's good work, of course there will be a trade off with revisions and technology, but the union have never hidden from technology so it's difficult to say they should be fighting on this issue.

We need to remember we were on the verge of the business threatening to de-recognize the union and in the words of the business' " Make the job so bad we hope you'll leave"

It's a decent deal on the first read, the devil of course is in the detail and the interpretation. I've been very critical of the union through this whole dispute and now I can hold my hands up and say well done.

[clashcityrocker]

There is an astonishing lack of detail.
Both sides reaffirm blah blah blah.
Joint working group blah blah blah.
And what?

[RTP]

Martin is there any plan for rural duties regarding parcels? Town rounds will have dedicated parcel duties, but is there any plan in place for rurals or is it just a case of "as your where"

[Cucumber]

Anything of note to help offices who are short of driving staff?