The deal : Business Recovery, Transformation and Growth Agreement

[BadPostman]

Yes from me. We're not gonna get a better offer. The payrise seems fair

[Chitchat]

Genuinely can't believe this! Let's return a MASSIVE NO vote. Enough is enough!!!!

[rambo1]

Think they better explain well the consequences of voting no because that's what a lot will be thinking of voting.

[thefox]

Thats grim f***ing reading no thanks cwu

[meweavy]

Am I right in reading that on top of the annualised working patterns that there will also be 30 mixture flexing also?
If so then that’s almost in the the commit to deliver category.
So we could be working 24 minutes over and have flexing also?
Am I reading that right?
Absolutely shocking deal.

Page 16 on the pdf

[fb1969]

I'm out of RM now but followed it as I left just before the first strikes.

Really shocked at how bad this is for you guys. I can't see how the CWU can see anything positive from it.

[rambo1]

Think they better explain well the consequences of voting no because that's what a lot will be thinking of voting.

[rambo1]

https://www.cwu.org/wp-content/uploads/ ... upport.pdf

Business Recovery, Transformation and Growth Agreement approved by the CWU Postal Executive Committee – all you need to know, and next steps

Today we have received the good news that the Business Recovery, Transformation and Growth Agreement has been approved by the CWU’s Postal Executive Committee (PEC) and it will now be put forward to CWU members to vote on via a ballot, with a recommendation to accept.
What does the agreement cover?

The agreement includes a pay offer as well as the improvements made during negotiations. Some of the improvements we made include:
Pay- We increased our pay offer and extended it until April 2025.

10% three-year pay deal, plus a one-off lump sum of £500 (broadly equivalent to 2%, pro-rated for part-time employees)
2% pay rise from April 2022 (already paid)
6% from April 2023 plus a lump sum of £500 (broadly 2%)
2% pay rise from April 2024.

Allowances – All allowances will remain for existing employees who already receive them
Profit sharing payment – We proposed a significant profit sharing arrangement for employees, so that we all share in the benefit when we get Royal Mail back to profitability

Later start times – We amended our proposal so that there will be no changes to the Network Window start and finish times until March 2024, to give everyone time to adjust. Local revisions will continue as normal in 2023. In Delivery, we’ll seek to limit changes to 60 minutes with the ability to move times up to a maximum of 90 minutes if needed. Last letter delivery will vary up to 4.30 pm with the vast majority by 4 pm
Seasonal Variation – We have dropped our plans for a full flexi hours model in favour of a straight seasonal working solution where we can balance hours in a fair and measured way from Summer to Winter.

These improvements are designed to reduce the impact on you, whilst ensuring the business can transform and survive. This builds on other improvements we have made earlier in the talks, including:
Job security - Commitment to no Compulsory Redundancies for the life of the agreement
Sunday working – Remains voluntary and we keep the Sunday Premium for existing employees who joined before 1 December 2022.
The agreement also covers changes to sick pay, attendance standards, ill health retirement, and agreement on revised contracts for new starters (introduced in 2022).

Where can I find more details?
Agreement at a glance’ – An overview of the key elements of the agreement
Video Q&A session – Simon Thompson, Zareena Brown and Ricky McAulay answer the most popular questions
FAQs – An easy to navigate list of the most frequently asked questions

See below


Transformation microsite – A one-stop-shop for all transformation related materials that is updated on a regular basis
RNS – Our communication to the market

We want to do all we can to ensure people understand what is on offer and what it means for them.
Please do take the time to read the details and speak to your line manager if you need more clarification.

We are pleased that the agreement is being put to a vote with the recommendation to accept. It is very important to the future of Royal Mail, our ability to compete and grow in the market and ultimately to secure employment for our people for years to come.

Simon Thompson
Chief Executive Officer

Zareena Brown
Chief People Officer

Ricky McAulay
Operations Development Director






We-Are-Still-Here-A-national-agreement-delivered-by-your-support.pdf
RM-CWU-Agreement-at-a-Glance.pdf
Agreement Internal FAQs 210423.pdf

Mentioning a lump sum of £500 twice does not make it £1000, when its paid at the same time. Honestly, bloody numpties.

[mjd24]

Added everything to the 1st post.

OMG ! its even worse its actually only 8% over2 years (they are deducting the 2% they imposed on us) DISGRACEFUL DEAL !

When were we actually given the 2%?

[daveyeff]

Not choosing the 1500 was a mistake. I can see them losing a lot of votes with the £500 lump sum.

That’s certainly interesting.

I thought they’d come up with the two options to create a three way ballot, making it harder for a ‘no’ vote to be returned.

Maybe thats what they want...a no vote....i think they'll get it.

[mjd24]

The 2% for last year- when were we given that and will it be back dated?

[templar]

Shockingly bad deal regarding pay. By the time we come to negotiate the next pay rise, we will be close to minimum wage level. Depressing thought.

[smartin1982]

So basically every T&C we have has been eroded slightly.

The pay rise stinks. It’s a pay cut. Less lump sum.
Profit share. There’ll be none.
Sick pay down and Ill health reduced massively.
90 minute Later starts as Royal Mail will obviously pursue that.
New starter contracts tbc, obviously going to be lesser terms.
Performance is still going to be monitored but now it’ll be “coaching”. Tell me the difference.
Flexitime pilot. How do you think that’ll turn out. It’s flexi hrs with a slight name change.

f***ing stick it .

[t-c]

It’ll be a ‘NO’ from me, seriously cr*p deal.

[mjd24]

2% from April 2022 was actually rolled out in our pay from September 2022 with no back payment?

Am i correct?

So its NOT a 2% pay rise from April 2022 at all.

2% over the year would have been about £500, so we’ve missed out on about £200.