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National Agreements

National Agreements


2010 and Beyond, the Agreement

The most recent national agreements affecting pay and efficiency savings:

*
Pay and Modernisation - transforming the way we work! Latest - July 08
* Pay and Modernisation agreement 2007 - 2009
* Pay and Modernisation agreement 2007 - 2009 - Section 3
* Pay and Modernisation agreement 2007 - 2009 - update and deployment

Below is listed the main agreements and terms and conditions, click on the underlined title to see the full agreement.

Achieving Standards: This agreement clarifies the standards and makes changes to the conduct and attendance procedures and must be read in conjunction with both national agreements.
This agreement should not be confused with the National Agreement - Introduction of Individual Performance Standards.

Apprenticeship Scheme: This agreement introduces a new apprenticeship scheme which is aimed at 16 to 22 year olds and should deliver a recognised NVQ qualification.

Attendance Procedure: This is the national agreement on the attendance procedure and must be read in conjunction with the Ill Health Retirement Procedure.

Bullying and Harassment Procedure: This policy document should be read in conjunction with the CWU's advice to CWU Reps on dealing with harassment...

Conduct Code: This is a full version of the national conduct code agreement and should be read in conjunction with the subsequent amendments, on mail integrity and suspension, it was also amended by the achieving standards national agreement. In addition you should also read the agreement on CCTV

Door to Door Agreement: full copy of the special report issued in February 1998 containing the final agreement on door to door household deliveries, number of contracts per week and payment scales. See also the 2005 agreement on a one off, special enhanced door to door contract.

Efficiency Agreement February 06: The official agreement designed to return elements of the savings made in each office revision into a national pot to increase the wage settlement in 2006.

Efficiency Agreement Phase 2 September 06: The sequel to the above original efficiency agreement and that resolved the outstanding issues on pay and extended the life of the agreement to March 2007.

Election Material: National Agreement introducing a standard rate for the delivery of election material.

Flat Sorting Machines - Phase 2: National guidelines on the introduction of flat sorting machines.

Grievance Procedure: The grievance procedure is distinct from the harassment and bullying procedure and should be read in conjunction with the official guidelines.

High Visibility and Cycle Helmets: National Agreement introducing the compulsory wearing of high visibility garments and cycle helmets, non-compliance by individuals can be considered to be a conduct issue under health and safety.

ID Cards: National Agreement introducing ID entry.

Ill Health Retirement Procedure: national agreement on the definition, process and compensation available to both ill health retirement with lump sum and ill health retirement with immediate pension.

Individual Performance Standards: National Agreement which introduced one-minute standard performance checks.

Individual Performance Standards in Delivery Offices: New agreement in 2005 clarifying the performance standards in delivery offices.

Induction and Coaches: National Agreement, 2005 on the role of the workplace coach, definition of role and responsibilities, selection process and introducing a 30 fully pensionable weekly allowance, it also introduces a standard induction process for all new entrants.

IR Framework agreement: the IR framework is the national agreement on the structure and conduct of industrial relations between Royal Mail and the CWU, Improving industrial relations is also linked to Moving our relationship forward agreement and the 2006 Shaping the future agreement.

Managing the surplus framework agreement:* MTSF national agreement, the essential agreement for dealing with surplus staff under revision activity, covers such things as shift payment protection, voluntary redundancies etc.

Pay and major change December 2003: National Agreement introducing single daily delivery and improve performance within mail centres, should be read in conjunction with SDD agreement.

PEGASUS: This is the terms of reference for Pegasus revision activity

Re-Engineering delivered traffic measurement: Major new, 2006 agreement on the changes to measuring delivery traffic to align the process in mail centres under the MIST system.

Resourcing Jobs - Way Forward:* National Agreement on the how duties are filled and what constitutes full office resign etc, supplements the National Way Forward Agreement.

Security standards for safeguarding mail on delivery: These have been developed alongside the new security risk assessment process.

Single daily delivery: replaces the 1998 national agreement on delivery issues and introduces the consolidation of 26.28 as part of the introduction of single daily deliveries, introduces the 12 step process to delivery revision and also covers changes to mail centre and distribution.

Training Partnership: National Agreement covering work time learning, pathfinder and starting post.

Uniform and Dress Standards: National Agreement on uniform clothing and how it should be worn.

Variable pay data capture system - electronic recording of overtime: 2005 guidelines on the introduction of new electronic recording of overtime, removing the need for manual entry data on overtime dockets.

Walk Sequencing - Trial agreement introducing the new walk sort machines into six centres, should be read in conjunction with the original Terms of Reference (July 2005) for walk sequencing.

Way Forward: major agreement introduced in 2000 which sets the terms and condition of all aspects within Royal Mail, including pay and allowances, meal breaks, working time, annual leave, duty selection, five day working, shorter working week. The Way Forward is a large agreement covering every area and spawned a number of detailed pay directives which significantly affect the terms and conditions of our member's - these pay directives have been agreed by default and are now accepted practice. The most significant of these are Allowences: Reserved Rights Payments: Seniority: Shift Payments: and finally - Clarification on swaps and rotations.

Working Time - joint statement 2001: joint statement on requirement for time off, i.e. 10 hours between attendances and 24 clears hours off per week.





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