Member Info for mike1974

So even Amazon are restricting deliveries to essential priority items, medication etc... meanwhile RM bosses are insisting posties deliver Farmfoods and Dominoes Pizza leaflets to every house.

Thanks for the replies, as an employee currently in the SIP I thought I was often seeing a slight uplift in the SP on or just before the 15th of each month, giving me slightly less value for money, didn't know if it was just coincidence or my paranoia at work.

What's MM's?

Are you saying the share price was pushed up just to prevent employees getting maximum value for their SIP contribution?

If short selling was banned at least it would be one very good thing to come out of all the turmoil and disruption caused by CV.

Oli - It shouldn't result in a larger workforce as in theory once the large pkts have been taken away from the delivery posties their rounds can be made bigger (by absorbing 1 round in every 6 I believe is the figure)

There's actually nothing radical or new about this 'new' parcel strategy.. it's actually reverting back to the olden days when we had delivery posties and parcel drivers covering an area of about 4-6 walks.

I've been banging on about the uneven playing field we face against our competitors for years... unfortunately now the tories are in for at least 5 more years our gig economy competitors will continue to be free to use their exploitative working conditions and practices and often illegally low pay.

The Tories obviously won't do anything at all to clamp down on our ''gig economy'' competitors with their illegally low pay and abysmal T&C's, so unless Rico effectively destroys the union and slashes the pay of RM workers then RM will continue to get out-competed and probably be loss making and non-viable within the next 5 years.

Still waiting for the findings of the Taylor Review (into the gig economy) to be acted upon, as promised by TM, won't hold my breath whilst waiting.

Change and job losses are inevitable and essential if RM is to survive let alone thrive, if Rico offers decent VR packages in order to achieve those job losses then he will have no opposition at all from the workforce, who will probably in fact revolt against the CWU if they just try to oppose and block all and any changes and prevent people from taking any VR on offer.

I think RM are going to do their best to play down any good figures with the review of the USO getting ever closer, they won't have much of a case for reducing it if the books show that everything in the garden is rosy.

I did mention it over a week ago but got ignored. Here's what they were told by their union...

Dear Colleagues,
All representatives please circulate to all members.

Royal Mail have announced, due to the poor performance of the business and the failure to meet the profit gateway target, that in line with the rules of the scheme, they will not be paying a bonus to managers this year. Company performance against our corporate scorecard targets was poor this year with the majority of the bonus worthy targets being missed. Unfortunately payments from the bonus scheme are totally at the discretion of the company.

There have been rumours for some time that no bonus would be paid this year, so we have made strong representations directly to Rico Back. During the meetings with Rico we explained the importance of this scheme to our members. Managerial bonus is calculated against a mix of corporate and personal performance measures. As a union we felt strongly that our members should not be penalised by decisions taken outside their control that have had a negative effect on overall corporate performance. Explaining that the poor performance in 2018-19 was due, in part, to poor decisions taken at the top of the organisation, for example removal of the Regions, RODS, DSM’s and the move to functional working which we strongly advised them against.

We believe your personal performance, commitment, and the good will demonstrated on a daily basis to protect customer service is so often above and beyond what is contractually expected.

In such circumstances the company should pay a suitable reward and recognition enhancement to standard remuneration. A failure to recognise additional effort provided by its managers would have a devastating effect on morale and promote a sense of managers feeling second class.

Rico Back gave us a commitment that he would look into this personally and that he would take it to the Board and Remuneration Committee for consideration.

A final decision has now been made. They have decided that no bonus will be paid. Instead they will make a “special contribution” payment, recognising the efforts of some of our managers throughout a difficult year. (As this is not a bonus the business can apply any criteria they determine.)

Dear Colleagues,
All representatives please circulate to all members.

Royal Mail have announced, due to the poor performance of the business and the failure to meet the profit gateway target, that in line with the rules of the scheme, they will not be paying a bonus to managers this year. Company performance against our corporate scorecard targets was poor this year with the majority of the bonus worthy targets being missed. Unfortunately payments from the bonus scheme are totally at the discretion of the company.

There have been rumours for some time that no bonus would be paid this year, so we have made strong representations directly to Rico Back. During the meetings with Rico we explained the importance of this scheme to our members. Managerial bonus is calculated against a mix of corporate and personal performance measures. As a union we felt strongly that our members should not be penalised by decisions taken outside their control that have had a negative effect on overall corporate performance. Explaining that the poor performance in 2018-19 was due, in part, to poor decisions taken at the top of the organisation, for example removal of the Regions, RODS, DSM’s and the move to functional working which we strongly advised them against.

We believe your personal performance, commitment, and the good will demonstrated on a daily basis to protect customer service is so often above and beyond what is contractually expected.

In such circumstances the company should pay a suitable reward and recognition enhancement to standard remuneration. A failure to recognise additional effort provided by its managers would have a devastating effect on morale and promote a sense of managers feeling second class.

Rico Back gave us a commitment that he would look into this personally and that he would take it to the Board and Remuneration Committee for consideration.

A final decision has now been made. They have decided that no bonus will be paid. Instead they will make a “special contribution” payment, recognising the efforts of some of our managers throughout a difficult year. (As this is not a bonus the business can apply any criteria they determine.)

They have decided to make the following payments to middle and junior managers (ML5 – EL1):

£1000 – for managers who received a G marking or higher

£650 – for managers who received an I marking

£0 – for managers who received a U marking

Agree with all of that.

Witnessing what's currently happening to RMG really has opened my eyes to just how corrupt and manipulated the stock market is.

It baffles me how shorting isn't treated as seriously as insider trading or the old boiler room pump n' dump scams that used to be around until they got regulated out of existence.

Thank you scamp and Derek for the replies. So various possible outcomes then.

I'm still waiting for links to the national average and RM absence figures you've claimed.

I'm not actually disputing that RM's absence figures are probably higher than the UK average, but given that being an OPG is one of the most physically demanding jobs you can do in the UK today that's understandable.

And I wouldn't pay too much attention to claimed pay rates on agency websites... every RM advert I see for OPG positions claims pay is ''up to £17.50 an hour''... I wish!!!!!

And I also do actually agree with you that most aspects of the processing side are highly inefficient and archaic including staffing levels and working practices, but the CWU has always been far more keen and effective at protecting it's members T&C's in processing compared to deliveries.

Scampthedog - Unless you work within RM you need to stop posting these anecdotes about what/whom you ''personally know of'' and stop making an even bigger fool of yourself.

Even your claimed figures for national average absence levels vs RM levels are both wildly inaccurate (unless you would care to provide links for your sources?)

Nobody believes your bullsh*t and it just discredits you further still.

You've really not thought this through have you?.... Those people who are over 55 are the ones that caused and benefited the most from the ''days of strife and confrontation''.

That's what enabled them to have very comfortable T&C's, cushy working lives, generous remuneration for even unskilled work and ludicrously lavish and unsustainable gold plated pensions that saw most of them retire well before the current retirement age.

I assumed that's exactly what they're doing... working in unison to buy each other out of their short positions.

So who here would be happy to see these kinds of T&C's implemented at RM if it means an improved SP?...

https://www.theguardian.com/money/2019/apr/14/amazon-fines-depot-workers-driver

I'd say all Tory MP's and most Blairite Labour MP's are firmly in the pockets of the banks and the financial institutions that are so keen on shorting and other immoral and opaque financial practices.

Delusional to think that they will act in any meaningful way to ban such activities.