Average Pay on Annual Leave in Royal Mail Group (Holiday Pay) – Update
Further to LTB 263/22 circulated to Branches and Representatives on 24thJune 2022, the long-term IT system solution for payments was introduced on 2nd 3rd July 2022. RMG have also been testing the development of PSP to include LGV drivers and PFSL into the system solution. The business had anticipated this being ready for April 2023 but are yet to complete the required changes. A meeting regarding this aspect is in the process of being arranged although this is likely to be after Easter.
2023/24 Overtime Holiday Pay
A number of enquiries have been received regarding the ‘periods’ that will be used to assess holiday pay for members from the start of the new financial year.
Branches and Representatives will be aware that for weekly paid members the assessment is now based on the regularity of overtime over the six RM financial periods prior to the financial period in which holiday is taken. For monthly paid members, assessing the regularity of overtime over the six calendar months prior to the calendar month in which holiday is taken.
Royal Mail Group have confirmed that for weekly paid employees the ‘periods’ for the financial year 2023-2024 (broadly equivalent to months) to be used to assess the eligibility for overtime holiday payments, when employees take leave are:
Period 1 27th March 2023 – 30thApril 2023
Period 2 1st May 2023 – 28th May 2023
Period 3 29th May 2023 – 25thJune 2023
Period 4 26th June 2023 – 30thJuly 2023
Period 5 31st July 2023 – 27thAugust 2023
Period 6 28th August 2023 – 24thSeptember 2023
Period 7 25th September 2023 – 29th October 2023
Period 8 30th October 2023 – 26thNovember 2023
Period 9 27th November 2023 – 24th December 2023 (‘P9 Pass’)
Period 10 25th December 2023 – 28th January 2024
Period 11 29th January 2024 – 25thFebruary 2024
Period 12 26th February 2024 – 31st March 2024
The assessment for monthly paid members will continue to use calendar months.
Branches and Representatives should note that RMG intend to place the dates on the ‘Employee App’ over the next few days.
Yours sincerely,
Andy Furey Acting Deputy General Secretary (Postal)
The union have been advised the contract that Rivus Group (formally BT Fleet) has with BT is to expire at the end of September. Rivus said that agreement could not be reached on what BT and its new provider Holmans, wished to contract to Rivus. There will be no BT work carried out by Rivus from 30th September 2023.
Rivus have advised the union that the terms offered were not commercially viable and from what we know, could have resulted in a serious threat to the Ts & Cs of our Rivus members.
The union is of course extremely disappointed that agreement could not be reached but have been advised by Rivus that they are confident of filling the capacity that BT will leave behind. They have also advised us that they will continue to recruit into current vacancies and investment will continue in terms of training, warranty and equipment.
As branches will know, BT has embarked on a cost-cutting exercise that in some places borders on being self-destructive and branches will be surprised to learn that the new provider has no garage network of its own. It relies on spare garage capacity in the industry to fulfil its contracts, so only time will tell if they can fulfil their contractual commitments to BT let alone stand it up by the end of September. We can only assume that they are confident of doing so.
Rivus has advised the union that the lease with BT that they have on the Rivus garages is to 2030 and separate from the service contract and Rivus has no intention of relinquishing it because they intend to fill the freed-up capacity with new work which they advise they are already in discussions.
Rivus have also said that BT has not criticised the level or quality of the service that Rivus has provided. This is reflected in the fact that they wanted to continue to use Rivus through their new supplier, on service, maintenance and repair (SMR) work. The contract on offer however was not commercially viable.
The 2023 Pay negotiations with Rivus will continue and this announcement will have no impact on the union’s approach to these negotiations and we are advised that Rivus is of the same view.
Rivus have always said that their aim was not to rely in one major contract to sustain its future and believed that in the long term such an approach was not sustainable. Their aim now is to continue to seek work in the large corporate and the public sector markets as they do now, but also to ensure that they grow in diverse and sustainable way. The recent winning of the Metropolitan Police contract is evidence of this approach and the freeing-up of garage capacity will they say, enable to them to continue with their diverse growth strategy.
The CWU is under no illusions; Rivus is going to face a challenging time over the next few months but their approach to the ending of the BT contract, could have been a lot different and a greater and immediate threat to our members.
Further LTBs will be circulated in due course between now and September.
DEFERMENT OF CWU NATIONAL REPRESENTATIVE ELECTIONS 2023:
CWU National Executive Committee & Industrial Executives
CWU National Officers
CWU Regional Secretaries
Postal & Telecoms Standing Orders Committee
Retired Members Committee
Young Workers Committee
Branches will recall that LTB 016/23 dated 17th January 2023 set out the rationale and reasoning behind the NEC decision to defer the CWU General, Rules and Industrial Conferences until October this year.
Additionally, the NEC also agreed to defer the Elections of any National Representative positions that were scheduled to be conducted in January to March 2023 until after the CWU Conference(s) have been held in October 2023, and the purpose of this LTB is to provide formal notification of this decision.
The primary reason for the deferment of both of the Conference and the National Elections was so that the NEC could conduct a complete review of the relevant National Structures of the union. Unfortunately it has not been possible to conduct this work due to involvement of the NEC and Senior Officers in attempting to find a resolution to the current National disputes. Following the conclusion of the review it will then be the intention of the NEC to submit any required rule changes, etc. to the relevant rules of the union governing the composition and structures of the CWU Organisation.
Due to the above structural review taking place the NEC have also decided to defer the elections of the Regional Secretaries, Postal & Telecoms Standing Orders Committees, Retired Members Committee and Young Workers Committee, again until after the CWU Conference has been held in October 2023.
Branches will be provided with further details regarding the timetables for the above elections at a later date.
Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.
IMPORTANT UPDATE FOR CWU MEMBERS IN ROYAL MAIL GROUP
Today, the CWU has written to the Royal Mail Group Board ahead of their meeting tomorrow making it clear that if they do not change course, we will serve notice for strike action. They must step back from their relentless attacks in the workplace and reach a national agreement with the CWU.
This is a hugely significant moment – the stakes have never been higher. We therefore want to tackle some of the most important issues in this communication.
ROYAL MAIL FINANCIAL POSITION
You will have seen reports in several media outlets that Royal Mail Group are ‘threatening’ to put the business into administration if they cannot reach agreement with the CWU. Most articles deal with the political and economic barriers to such a move, and it should be noted that the company haven’t given any statement on the record about the potential for going into administration.
The CWU acknowledges the serious state of the company’s finances, but the word of the employer is not enough. As such, we have requested independent access to their grounds for this claim. The truth is the senior managers who led us into the crisis have no right to lead us out of it.
Let us be clear – the CWU are a responsible union. It is our members who are the backbone of a once great company. We want an agreement, but it must be the agreement our members deserve, not one that is forced on you and gives you less security as a result of gross mismanagement at the highest possible level.
CURRENT STATE OF PLAY
Firstly, we have made progress in several areas – this is because of your outstanding support. But we are not in a position where we could recommend an agreement to our membership. The company has moved on some issues that are core to the dispute including on job security, later starts/finishes, performance management, and an optimised parcels network. But the fundamental problem remains: senior management’s obsession with its ‘our business to run’ mantra and removing the voice of postal workers in changes that will affect them.
Some members are saying ‘all the change has already happened’ – but nothing could be further from the truth. This document sets out a future that, if unchecked, will see Royal Mail Group turned into just another Uber-style gig economy employer. If we don’t win this dispute, this will be your future.
Pay: the offer on the table is not enough. Royal Mail Group have made a three-year offer, but it includes no further money to cover last year and no back pay. We will table a fresh proposal on pay to Royal Mail Group this week.
Network / Later starts: Royal Mail are pursuing a policy of demanding later starts / finishes well beyond where we believe they need to be and although there has been significant movement from their original proposals it is still not enough.
New Entrants: the company have indicated they are willing to look at a different approach to the imposed new entrants’ terms and conditions. However, this remains completely inadequate. We remain very concerned about this not just for new workers coming into the industry, but because it will undoubtedly lead to further attacks on the pay, jobs, and conditions of our existing members.
Sick Pay / Attendance Standards / Ill Health Retirement: The company’s position on all the issues related to absence and ill health remain unacceptable to the union. The union is preparing a fresh proposal on these issues.
Indoor Method Change: Royal Mail want trials on reducing the levels of indoor prep but even before those trials take place, they want the CWU to sign up to circa 20-25 minutes of indoor time being removed from every delivery duty on a daily basis. How can you sign up to the outcome of a trial before it has even taken place?
Owner Drivers: Royal Mail Group has started to move on the issue of owner drivers in Parcelforce and Royal Mail from their ‘best and final’ offer but are still refusing to give the commitments that we require to protect your future and ensure the company does not become another gig economy employer.
REVISIONS
The current revisions programme is a national embarrassment for the company. USO failures are rife, and the service is being sacrificed to kid the financial powers that savings are being made.
But you need to know that Royal Mail plans to commence yet another round of revisions imminently with the continued threat of imposition and even more unachievable targets.
We must once and for all change this approach as part of a new agreement or what you see and feel in the workplace right now is what you will see and feel for years to come. Any agreement must also give you the right locally to revise some of the disastrous plans managers have already implemented.
CONDUCT CASES
Hundreds of CWU members and representatives have been conducted on trumped up and coordinated charges in recent months. Some have already been disgracefully dismissed.
Ask yourself one question – is this the way that a company wanting to reach an agreement would behave?
We came into this dispute together. We will come out of it together. Any agreement must safeguard members and representatives who have been unfairly and disgracefully treated during this period. We don’t just need an independent review of all conduct issues to protect our members – we need it to expose the shameful actions of managers at the most senior level.
SUMMARY
The Royal Mail Group Board meet tomorrow, and they must choose between ending the disastrous approach that has alienated its own workforce which means reaching an agreement that is in the interests or our members, customers and company – or they continue along the path that will destroy the company.
Our members are under more pressure than ever, and we know many of you will be worried about the current situation. We hope that this update assures you we are striking the right balance between working to end the dispute but also refusing to let you pay the price for gross mismanagement.
Later this week we bring you video updates and a live briefing. We will also launch plans to embark on a series of gate meetings in every office in the UK.
Your resolve has moved the employer. Your continued backing will deliver the agreement you deserve.
In solidarity,
Dave Ward General Secretary
Andy Furey Acting Deputy General Secretary (Postal)
Click the link below to view and download the document
NATIONAL AGREEMENT ON ROYAL MAIL PROPERTY AND FACILITIES SOLUTIONS LIMITED (RMPFSL) REGULAR OVERTIME HOLIDAY PAY AGREEMENT
Further to LTB 079/23 published on 24thMarch 2023, we are writing to inform Branches due to circumstances beyond our control the timetable for the ballot has had to be altered.
The new timetable is as follows:
Ballot Papers Dispatched: Thursday 30th March 2023
Ballot Closes: Noon Wednesday 12th April 2023
Any enquiries to this LTB please contact: The PTCS Department reference 312, email address: hmaughan@cwu.org or The Outdoor Department reference 120.12, email address njones@cwu.org
Yours sincerely,
Carl Maden Mark Baulch Assistant Secretary Assistant Secretary
Branches will be aware that LTB 009/23 dated 9th January 2023 explained how the Retired Members Committee (RMC) and Retired Regional Leads (RRL) were considering the issues of recruitment to retired membership within the union.
The main concern of the RMC as well as the RRL is that the size of this group of members continues to decline and highlighted how important it is that we strengthen this section of our membership.
It is essential that work continues to ensure that ongoing recruitment remains a high priority for the union.
In order to help branches with recruiting retired members attached is a leaflet titled ‘Retiring soon? What are your plans?’ The leaflet sets out the benefits, reasons and the value of staying on as, or joining the CWU as a retired member and we would encourage branches to share this with their members.
Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.
National Agreement On Royal Mail Property & Facilities Solutions Limited (RMPFSL) Regular Overtime Holiday Pay Agreement (Back Pay Arrangements & Frequently Asked Questions Bulletin)
Further to LTB (Letter To Branches) 079/23 issued on 24th March which confirmed that we have now finalised an agreement on Regular Overtime Holiday Pay for members in Royal Mail Property & Facilities Solutions Limited (RMPFSL).
Whilst the terms of this agreement are now subject to a Branch ballot which will close on Thursday the 6th April, we have taken the decision to publish a Back Pay Arrangements & Frequently Asked Questions bulletin, given the number of enquires received on the terms and details of the agreement.
Clearly, it is not possible in advance to address all questions, but we hope this bulletin is of assistance to Branches and Representatives on what have been the key points raised to date.
We would further ask that the bulletin is widely circulated to RMPFSL members alike.
Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 320 – email khay@cwu.org or the Outdoor Department, quoting reference 120.12 email address: njones@cwu.org.
ROYAL MAIL GROUP DISPUTE – NATIONAL ONLINE BRIEFING
Branches and Representatives will be aware that since the Joint Statement was concluded there has been an intense series of negotiations with RMG to reach an agreement.
Talks have been difficult and protracted, although some progress has been made; however, this is insufficient to conclude an agreement. The Postal Executive have met this evening and are supportive of the Officers’ rejection of the current position advanced by RMG. The Postal Executive have also taken an in principle decision in relation to strike action. It is therefore crucial we make significant progress in the coming days.
To reach an agreement, there has to be a genuine change in attitudes from management in the Field in relation to both Executive Action and the continued attacks via conduct and suspensions on our members and Representatives which must cease.
In view of the position facing the Union and its members in RMG, a national online briefing of Branches and Representatives will be held at 11:30hours tomorrow (Saturday 25thMarch). This will provide our activists with an opportunity to hear an overview of the negotiations as well as the in-principle decision taken by the Postal Executive to take further strike action after Easter.
Whilst acknowledging this is exceptionally short notice, it is vitally important that as many Branches and Representatives as possible are in attendance – the link to join will be sent via our Communications Department.
Yours sincerely
Dave Ward General Secretary Andy Furey A/Deputy General Secretary (Postal)
National Agreement On Royal Mail Property & Facilities Solutions Limited (RMPFSL) Regular Overtime Holiday Pay Agreement
As part of the Royal Mail Property & Facilities Solutions Limited (RMPFSL) Pay and Associated Issues negotiations, we agreed we would finalise an agreement on Regular Overtime Holiday Pay.
It was clear this agreement would take a little longer than the rest of the Pay and Associated Issues Agreement, therefore we took the decision to separate the Regular Overtime Holiday Pay agreement and allow the ballot to go ahead on the rest of the agreement, to ensure we would get any back pay in this financial year.
The agreement is similar to the Royal Mail Group agreement, including the learning from the original introduction. The agreement has now been endorsed by the Postal Executive and it is our intention to hold a branch ballot with the recommendation of accepting the agreement. The agreement is attached as an appendix to this LTB.
The timetable for the branch ballot is:-
Ballot Papers Dispatched – Tuesday 28th March 2023
Ballot Closes – NOON Thursday 6thApril 2023
We would appreciate Branches ensuring they return their ballot papers as quickly as possible.
We have spoken to RMPFSL management and they have confirmed the new system for payments to be made going forward is set up and therefore future payments will be automatically calculated. However, the back pay will need to be calculated manually. There is a commitment to get this done to be paid in April.
We want to place on record our thanks to Representatives, Members and Branches for your patience whilst we have been concluding this agreement.
We believe this agreement will be welcomed by our members in RMPFSL.
Any queries regarding the content of this LTB should be addressed to the PTCS Department quoting reference number 320 – email khay@cwu.org or the Outdoor Department, quoting reference 120.12 email address: njones@cwu.org.
CWU Eastern No5 Branch 