Area Branch

Welcome to the CWU Coventry Area Branch Website

Providing Support for CWU Members in the Coventry Area Branch

Last Updated Friday, 20 June 2008

CWU Annual Conference 2008

Postal Group Conference

 

Wednesday 11th June 2008

 

Conference was opened with a speech from Dave Ward, (Deputy General Secretary Postal), about the challenges facing the CWU and CWU members in Royal Mail Group in the very near future with regards to pensions, modernisation and the Mail Centre Network.  It is going to be a tough 12 months ahead of us, however Dave felt confident that the CWU would be able to face the many challenges ahead.

 

Motion 1 was carried agreeing a working group within phase (4) of the pay and modernisation agreement to look at developing proposals to introduce a shorter working week as one of the benefits of introducing new technology into the business.  Conference instructs the incoming Postal Executive to mobilise an immediate campaign of the membership to highlight the needs to achieve a shorter working week as part of any final agreement on future working within the industry.  If it is not possible to achieve a reduction of the shorter working week to a 35 hour week within these negotiations then the campaign shall continue and will be ongoing until we reach our goal of a gross 35 hour week with no loss of pay.

 

Motion 13 was carried instructing the Postal Executive to give their full support to all Romec employees who have their pay stopped, where the business has failed to inform the individual that pay will be stopped as a result of outstanding absence cover.  Currently a system has been introduced to inform those where cover is still outstanding due to absence, however this system fails to address the issue of genuine cases whereby individuals have pay stopped prior to notification being given then the Postal Executive will pursue this and ensure an agreement is in place to inform all Romec employees prior to pay being stopped, as soon as possible.

 

Motion 15 was accepted by the Postal Executive noting with concern the unfair practice of denying employees of Royal Mail sick pay even where they have suffered an industrial injury/disease or an assault on duty.  The Postal Executive were instructed to negotiate an agreement whereby sick pay is paid in the first 12 months of service where absences have been caused by any of these actions.

 

Motion 17 was carried instructing the Postal Executive to negotiate an agreement with Parcelforce on the introduction of an assigned special responsibility allowance payment for the transport duty in Depot to reflect the extra responsibility the transport duties have taken on since the introduction of the Road Transport Act.

 

Motion 31, submitted by our branch, Northamptonshire Amal Branch and the Midland Divisional Committee was accepted by the Postal Executive.  The motion agreed that separate pay bargaining for individual business units in central functions has resulted in a variety of pay rates for CWU members and welcomes the move of P&OD Services and Finance Operation from Royal Mail Group to become part of the Royal Mail Letters.  Conference agreed that it is in the best interests of members in these units for future pay negotiations to be conducted as part of the Royal Mail Letters Pay Claim.

 

Motion 35,submitted by our branch, Northamptonshire Amal Branch and the Midland Divisional Committee, was carried noting with extreme concern the statement contained in  Letter to Branches 240/08, (Pay & Modernisation—Royal Mail), that part time employees will only receive payment of the Phase 2 linked £400 ColleagueShare lump sum on a pro-rata basis.  Conference agreed that this unexpected and unwelcome announcement has caused great anger amongst part time members and caused real difficulties for CWU representatives in the workplace.  Conference further noted that the Pay and Modernisation Agreement expressly does not state that the £400 payment would be on a pro-rata basis for part time employees.  Conference further noted that ColleagueShare is the successor to the Royal Mail Group Share in Success Scheme, and the lump sum payment in that scheme was not pro rata for part time employees.  Furthermore Conference recognised that the the £400 lump sum payment arising from all employees in an office/unit entering into a commitment relating to flexible working and also delivering on that commitment.  Conference noted that part time members are not expected to be part committed to flexible working eg. Employees on a 20 hour contract would only be expected to flex by 15 minutes not 30 minutes.  Part time employees will be required to be fully committed to their office/unit flexibility plan.  Conference agreed that all part time employees covered by this agreement should receive the £400 lump sum relating to Phase 2 in full.  Furthermore Conference agreed that any ColleagueShare lump sums that may be payable in the future should be paid in full to all eligible employees regardless of contractural or conditioned hours.