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Reproduced
below is what Alan Cook describes as a “fair deal”. We, along with your CWU national
negotiators beg to differ. What is
fair about a deal that strips the majority of their grade, their allowances
and their ability to keep up with rising costs, yet demands that you work
harder to stand still?
A deal
designed to bring pay down to the lowest common denominator.
For CSAs, the offer is a below-inflation rise coupled
with promises of better bonuses and a skills ladder. Remember, the current bonus scheme may pay
on average £600 per annum, but there is no ceiling to how much you could
earn. POL want to reduce this to a
£2,000 ceiling, yet make it clear that this “would be dependant on
significantly higher branch sales.”
Similarly, with the Skills Ladder, Debbie Moore
states: “I want to reiterate that skills ladders and additional bonus
opportunity must be funded by increased income.”
And this is the ‘fair’ deal that Alan Cook expects the
CWU to sign up to? A deal on Pay and
the Network that would see a substantial chunk of the network sold off?
We are prepared to do a
deal on the network – if it is the right deal. We want to see CSA pay increased over a
period of time to match PO
pay. We want to protect and enhance
earnings – not potentially drive members into financial hardship as costs
continue to rise.
Alan Cook claims “The CWU’s current stance is putting
the whole deal in jeopardy.” We
believe that POL’s stance is putting your finances in jeopardy. This is not acceptable. Unless this stance changes, then there is
a distinct possibility that we will be asking for your support in an
Industrial Action ballot.
Dear Andy,
Thank you to you and your team for your
participation in our meetings over recent months, at which we discussed pay
for CWU counter colleagues (other than Admin grades and CREW) within Post
Office Ltd. I am sorry that we have
so far been unable to reach agreement and would like to reiterate that we
are happy to continue discussions should you feel this would be beneficial.
The challenging times facing Post Office Ltd and
the imperative to bring the Crown Office Network into profit by 2011
created a difficult context for our negotiations. As outlined by Paula, we need to balance
the value we place on our people with the pressures associated with
achieving our financial objectives in a tough commercial environment. Even though we have so far failed to
reach agreement, I would like to recognize the constructive approach
adopted by yourself and your team throughout the talks.
As requested, I have outlined the detail of the
proposed deal as discussed today.
This information is provided without prejudice.
Our proposal addresses the following grades in
Post Office Ltd, represented by the CWU:
§
Deputy BMs
§
POs
§
RAs
§
CSAs
A
key element of ensuring the Crown Office network is back to profit by 2011
is to reduce our overall pay costs.
We believe it is essential that we move Deputy Branch Managers,
Postal Officers and Retail Assistants to CSA terms and conditions that more
closely match our competitors pay.
Deputy BMs, POs and RAs
We
are proposing a compulsory buy out of existing terms and conditions in
return for a lump sum payment for each person moving to the new grade of
£2500 for DBMs and POs and £1000 for RAs to compensate for loss of premium
rates.
DBMs
and POs would move to CSA pay level 6.
RAs currently on the max would move to CSA level 4. RAs on the mid point of the scale would
move to CSA level 3 and have the opportunity to progress to CSA level 4
immediately following the successful completion of a pay progression
assessment. As discussed we are
still awaiting your feedback on the proposed revised approach to pay
progression which we believe will facilitate future moves more effectively.
Basic
pay for these grades would remain at the existing rate until the new grade
had caught up on a “marked time” basis.
Within
the one new grade there will be opportunity for individual skills and
performance to be recognised through enhanced skills ladders and increased
bonus potential.
CSAs
We
are proposing that scale points level 1 and level 2 are removed. This will
mean that the entry level for both post shop and counter CSA will be level
3.
CSAs
currently on level 1 and 2 will move to level 3.
The
base pay for the remaining CSA pay point levels 3, 4, 5 and 6 will increase
by 4.2%.
Skills Ladders and Bonus
We
have a joint aspiration to develop sales skills and incentivise and reward
sales performance.
Following
our discussion earlier today we have reviewed our offer to take account of
your feedback and would now like to propose three additional CSA pay levels
on the skills ladder; level 7 £19,000, level 8 £20,000 and level 9 £21,000.
It
is our intention that these additional pay levels are available to all CSAs
with progression dependant on the acquisition and demonstration of
additional sales skills for specific roles such as Financial Service
Advisor.
The
annual bonus opportunity for CSAs would increase from £600 to £2000 this
increase would be dependant on significantly higher branch sales.
I
want to reiterate that skills ladders and additional bonus opportunity must
be funded by increased income. As you know we are happy to talk to you
further about how these opportunities are applied fairly and robustly.
A
matrix detailing the proposed changes is attached.
The
key changes we want to achieve are the introduction of a single counter
grade and the removal of premium rates.
All
changes to be effective from the next pay date following confirmation that
the deal has been accepted by your members.
We
are not proposing any further changes, however, we would welcome your
comments and suggestions on the detail of all the other elements of this
proposal and we are happy to meet with you again for further discussions.
Yours sincerely
Debbie Moore
P&OD Director
Post Office Ltd
cc: Alan
Cook
Paula
Vennells
Jackie
Ilesley
18th April 2007
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