Taking our Pay Strategy Forward Dave Ward, DGS(P)

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Taking our Pay Strategy ForwardDave Ward, DGS(P)

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CWU has Been Successful in Recent Years

• Members recognise the benefits of higher basic
  pay.
• Secured agreement to maintain National Pay
  Bargaining.
• Major improvements to London Weighting without
  jeopardising pay for all. New structure for the
  future.

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CWU has Been Successful in Recent Years

• Significant improvements in RRIS - maintained
  payments in all areas - removed clause in
  previous agreement to have RRIS count towards
  300
• Productivity - put consolidation firmly on the
  agenda and removed complicated hurdles.
• High vote in favour of last years deal no
  strings successful combination of percentage
  and flat rate increase to benefit everybody
  (particularly lower paid).
• CWU HAVE BUILT A PLATFORM TO MOVE FORWARD

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We Have Clear Policy

• UK Average Basic Pay
• Maximising job security
• Better Work life Balance (Shorter Working Week,
  Annual Leave, Family Friendly).
• Safeguarding Pensions.
• Improving the working environment CWU shaping
  future jobs in a way that is acceptable to our
  members.
• Improving the overall Benefits Package.
• Its all about Permanently Raising the Value and
  Status of a Postal Workers Job

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Developing our Strategy - 1

• Your support is key the backing of our members
  essential the need to pull in the same
  direction paramount.
• Continuing to deliver improved and co-ordinated
  communications. Clear blue water between us and
  Royal Mail. CWU Vision a race to the top Vs-
  Royal Mail plans a race to the bottom.
• An agreement (every agreement) that locks Royal
  Mail into CWU Vision (not the other way around)
• A Framework Agreement that releases benefits and
  introduces change in a balanced and measured
  way.
• A very firm stance with Royal Mail. Disputes on
  our terms not theirs.

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Developing our Strategy - 2

• Pay policy will need to be adapted for different
  grades e.g. Engineers, LGV, Clerical and
  Doorkeepers etc.
• Achieving UK average basic pay will mean a
  combination of efficiency, investment and
  restructuring.
• We will have to embrace and shape some of Royal
  Mails agenda.

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Key Issues - 1

• Efficiency/Productivity As we increase pay we
  must move away from the what do I get locally
  for my savings mentality.Efficiency savings
  must become part of ongoing guaranteed pay (self
  funding is not the debate).
• Pay restructuring we must lay the ghost of the
  Way Forward to rest.- It is not about robbing
  Peter to pay Paul.- It is not about pay
  protection. - There are still monies that could
  be utilised in basic pay (some allowances may
  change).- It may be about having a fundamental
  look at a new pay structure that better
  reflects the future growing demands on our
  members jobs.

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Key Issues - 2

• London Weighting and RRIS are not going away.
• The Union must deal with these issues factually.
• It needs to take account of our members
  disposable income.
• We all need to recognise, rather than weaken the
  Union, LW and RRIS are the tools that protect
  National Pay Bargaining.

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Key Issues - 3

• Do we need an agreement on Share in Success?
• - We are opposed to any change in
  ownership.- But the Union must be at the
  centre of anything that involves our members
  receiving money.- We need to incorporate the
  money from share in success into our pay
  strategy.

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Key Issues - 4

• Negotiations on pensions are imminent.
• - Our ambitions of basic pay clash with the
  pension deficit.
• - Combating age discrimination and dealing with
  retirement age will be on the agenda.
• - How will the deficit be funded.
• - How do we protect the final salary scheme.

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Key Issues - 5

• We need to shape the overall benefits package.
• Better work life balance Shorter Working Hours,
  Annual Leave and Family Friendly policies.
• Enhancing terms and conditions for part timers as
  well.
• Royal Mails raffles and first line fix should be
  in the pot.

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Key Issues - 6

• MTSF People Issues.- MTSF was a good deal (exit
  package, pay protection) but was the timing
  right?- In any future debate we must be clear
  on whether we priorities those who wish to
  leave, or those who wish to stay.

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Key Issues - 7

• Monthly Pay.
• Overtime and SA.

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Key Issues - 8

• What timescale to achieve our policies and secure
  a deal.
• What structure will the deal take?

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Summary

• We have an ambitious policy it requires
  original thinking and committed actions.
• Lets raise our members expectations.
• CWU is totally committed to permanently raising
  the value and status of a postal workers job.