National Agreement for the Implementation of the Road Transport Directive and the Introduction of the Professional
Driver
Background
The
Nationally Agreed Framework to facilitate Negotiations/Consultation between Royal Mail and the CWU in respect of the Working
Time Directive and Road Traffic Directive due to be introduced in April 2007, recognised the following key factors of consensus.
The Network and Area Distribution
functions are the glue that holds the whole Royal Mail operation and its product offerings together and the removal of the
postal articles exemption from the European Transport Legislation will have a significant impact on the operation and the
people who perform the work.
Against that
backdrop both parties agree that the Network and Distribution functions need to be reliable, economic, efficient, flexible,
transparent and on time every time. We recognise that we need the appropriate
and competitive terms and conditions that enable the recruitment and retention of drivers of the right calibre and the retention
of existing staff.
Royal Mail and the CWU understand
the need to recognise both parties’ strategic goals and work together to ensure the right solution is quickly and effectively
implemented.
1. Introduction
The
new driving legislation due to be implemented by the 2nd April 2007 will restrict the current working arrangements
applicable to drivers within Royal Mail who drive vehicles fitted with a tachograph.
These changes will limit the number of hours that drivers will be allowed to work which will also limit the earnings
opportunities in respect of access to overtime.
Royal
Mail has no option other than to implement this legislation however both Royal Mail and the CWU believe that we should take
this opportunity to develop a highly professional distribution network focused on customer service, performance and quality
that will provide security of employment. Both parties also recognise and are
committed to introducing improved terms and conditions in a new Professional Driver Package that enable the retention of the
current drivers affected and future recruitment. The following agreement details
the revised working arrangements and terms and conditions to establish a flexible, high-performing distribution business that
meets customer needs first time every time.
2. Scope
This
agreement is applicable to all CWU represented grades in Royal Mail Network & Area Distribution who drive vehicles fitted
with a tachograph and the terms supersede National/Local Agreements in respect of the specific aspects contained within it. All other National/Local Agreements not included, specified or amended by the terms
remain unchanged and in place.
3. Objectives
3.1. To ensure full compliance with the legal requirements of the RTD/EU Hours by
2nd
April 2007.
3.2. To introduce the Professional Driver with improved terms and conditions.
3.3. To mitigate the impact of the legislation on drivers’ earnings opportunities.
3.4. To introduce compliant duty patterns that reflect the workload, are attractive
and provide a good work-life balance/family friendly attendances.
3.5. To put in place the required system of monitoring and recording of drivers and their
hours of work.
3.6. To establish the process for effective consultation and negotiation for the
implementation for the changes required to the working arrangements, duty patterns etc.
4. Professional Driver
Royal Mail
will introduce new terms and conditions for all drivers affected by the legislation and there will be three new grades/pay
rates for individuals performing duties/work appropriate to the following licences:
4.1. MGV Drivers with a C1 licence
4.2. LGV Driver with a C licence
4.3. LGV Driver with a C+E licence
If
an individual voluntarily selects a duty schedule at a lower grade when there is a vacancy of their grade available they will
be paid at the lower grade.
The
full details of the revised terms and conditions and associated working arrangements are contained in Appendix 1 for Network
Drivers and Appendix 2 for Area Distribution Drivers.
5.
Driver Responsibilities
Royal
Mail and the CWU are seeking to develop a highly professional driving workforce which sets benchmarks in the logistics industry
for meeting customer needs, flexibility and the evolution of a working culture which gives people
the opportunity to take collective responsibility and make decisions together about the best way to get the job done.
Both
parties are committed to the development of a highly professional driving workforce and drivers will have the following responsibilities:
5.1. To attend their workplace ready to commence work
with all of the appropriate personal equipment and documentation in line with Royal Mail policies and legal requirements (e.g.
Protective clothing, tachographs/digital tachograph card).
5.2. To carry out driving duties for which they have
the competence and appropriate licence.
5.3. To ensure that they do not work more than
48 hours per week averaged over the agreed reference period. This is a legal
responsibility of each driver and breaches may make the driver liable for prosecution and discipline under Royal Mail’s
Conduct Code.
5.4. To ensure that they do not undertake any employment for another employer that
may affect their ability to perform their contract of employment with Royal Mail. It
is prohibited and all drivers will be required to sign a “Declaration” at the commencement of each reference period
and on a daily basis. This will be to confirm that they have not undertaken work
for Royal Mail or any other employer which would result in them working in breach of the Road Transport Directive or EU Hours
(Royal Mail will retain records of these declarations in line with legal standards).
5.5. Drivers will be required to undertake vehicle checks in accordance with Royal
Mail standards and where practical, assist in identifying solutions to resolve issues arising to ensure that the mail is moved
safely and legally.
5.6. To carry out
minor vehicle repairs/maintenance tasks where necessary as agreed as suitable for a trained driver to carry out (e.g. replace
bulbs, top up fluids/oil/water as required).
5.7. To undertake appropriate work under the direction
of the local manager when attending a Royal Mail site. This may include loading
and unloading, consolidation of mail in cages, and any work that supports the distribution and processing operation.
5.8. To provide a satisfactory level of customer
service e.g. seeking where possible to resolve any enquiries/issues they may have relating to the posting and collection of
mail.
5.9. To feed back to their manager any issues or concerns
that have arisen during their shift e.g. faulty vehicle, problems with their routes, customer issues, accidents or other incidents
using end of day de-briefs.
5.10. To perform their work to Royal Mail’s standards and seek
to improve performance .
6.
Business Responsibilities/Collective Agreements
6.1. It is recognised that the Road Transport Directive
also places legal responsibilities on the business to ensure full compliance of the following in respect of their drivers
covered by the legislation.
Ø Their driving hours
Ø Their working hours
Ø Their meal relief’s
Ø Accurate monitoring and recording of the above
Ø A Collective Agreement should the standard 17 week reference period be changed
Ø A Collective Agreement if the night shifts are to be extended.
Breaches
may make the business/individuals liable for prosecution and discipline under Royal Mail’s Conduct Code.
6.2. The business will therefore, following joint
consultation with the CWU, deploy a robust monitoring system for the recording of drivers and their work/driving hours.
6.3. Royal Mail will retain records of employee’s
declarations that they have not undertaken any work for another employer that would breach the Road Transport Directive or
EU hours.
6.4. To enable maximum
flexibility for the business and the employees the following collective agreements have been reached in line with the legislation:
Ø The reference period as defined under the legislation will be extended to 26
weeks.
Ø Night workers hours will be extended to the maximum permitted limit (without
breaching any rest break rules).
7. Tools for
the Job
Royal
Mail are committed to providing any advances in new technology that are appropriate to improve safety, quality of service
and productivity and enable the distribution network to perform at the highest levels.
7.1. The aim will be to deploy these at pace but
there will be full consultation with the CWU on these technical developments to ensure employees’ concerns are taken
into account prior to their introduction.
7.2. Currently two systems Distribution Management System (DMS) and Paragon, have
been agreed for implementation over the coming months and the deployment details are contained in Appendix 3 associated to
this agreement.
8.
Resourcing
Professional
Drivers will be classed as a specialist role in line with the Way Forward Agreement and Royal Mail will therefore resource
vacancies by the following process:
Resourcing
Process/Criteria
Ø Initially the selection will be from a list of suitable internal candidates
holding the relevant licence.
Ø No current record on an individual’s licence of dangerous driving or
drink driving (includes accident/speeding/tacho offence history).
Ø Less than 6 points on driving licence.
Ø Good conduct and attendance record.
Ø Individuals who hold a driving licence who are suitable in line with the selection
criteria who wish to be trained.
Ø Experience at previous driving level (normally a minimum of 2 yrs).
Ø Preference may also be given for experience with other relevant vehicles such
as PSV.
Note:
work is continuing on “risk awareness” testing which may in future following successful trials be used as an additional
selection tool.
8.1. Where no internal candidates exist or they
are unsuitable, external resourcing will be applied using the above selection criteria.
(There will be no requirement for Royal Mail to wait for an internal candidate to complete their training).
8.2. If there is no suitable candidate on the internal
list then there may be an immediate decision to resource externally.
9.
Driving Training
Both
parties wish the Professional Driver duties to be viewed as desirable roles within the business and Royal Mail is committed
to providing driver training for internal applicants to ensure a robust resourcing process and adequate reserves are available. Investment in driving training is however a significant cost to the business and it
is essential we ensure that it achieves the best return.
9.1. Previous agreements committed to ensure that
all employees across the Royal Mail Group would be able to maintain and update their existing skills and that they should
be afforded the opportunity to develop new skills based on personal ambitions and aspirations.
Those agreements clearly recognised that jobs such as LGV driving required skills that individuals could well aspire
to.
9.2. The evolving approach towards the professional
driver as depicted in this and past agreements has also recognised that the ability to acquire such skills should be fairly
and equally available to all. Against that backdrop both parties agree that there
has to be a structured and systematic process which supports the aspirations of individual employees in conjunction with the
needs of the business to maintain an efficient operation.
9.3. Clearly recruitment needs will differ from
region to region, however in the interest of a robust continuous programme of training and excellent resourcing planning it
is agreed that all regions will establish and maintain the following;
9.4. Training and development waiting lists of
interested employees, training programmes, reserve drivers lists, actual LGV drivers available. The criteria for embarking on the professional driver career path will be as detailed below;
9.5. Past experience identifies that individuals pass their relevant tests and subsequently
drive more safely if they have gained experience of larger vehicles on a progressive basis (i.e. car, van, 7.5 tonne, 17 tonne,
articulated lorry). This and the resourcing criteria will be taken into account
when selecting people for training.
9.6. Candidates will also be required to sign a training agreement which will agree
to the following (see Appendix 4):
Ø Business funding will be provided for one attempt at the relevant licence.
Ø Failure at the first attempt will result in the candidate being offered a second
attempt which Royal Mail will half fund (one further period of training and test) with the driver funding the remaining sum.
Ø Where a driver successfully passes at the second attempt the money will be
reimbursed in full.
Ø No business funding will be made available for a third attempt.
Ø Where a candidate still wishes to have a third attempt they will be allowed
to do so if they fund it themselves.
Ø Exceptionally at the sole discretion of Royal Mail, where a further independent
assessment indicates that only a minimal amount of further training would result in a pass at the third attempt, Royal Mail
may agree to fund this.
Ø Individuals would be required to accept when they pass the first role offered
to them at a location within a reasonable distance of their home, irrespective of the working hours.
9.7. Employees failing to obtain the C+ E licence will
if appropriate revert to their original Unit.
9.8. In the case of Area Distribution employees
undertaking training for an LGV licence they will be required to undertake and pass both Class C and Class C + E licences. Failure to do so will result in the driver reverting to the role of MGV Driver (i.e.
they will not be permitted to block an LGV role).
9.9. If the individual leaves the business (by their
own choice) within two years of passing a test that was funded by the business they will be required to repay the cost of
their training on the following sliding scale:
Ø 0 to 6 months 100 per cent of cost
Ø 7 to 12 months 75 per cent of cost
Ø 13 to 18 months 50 per cent of cost
Ø 19 to 24 months 25 per cent of cost
9.10. Where a driver loses their licence through illness, Royal Mail will seek to find suitable
alternative employment in a non driving role. The employee will revert to the
terms and conditions of the new role on transfer with the exception of their basic pay (if this is lower) which will be reduced
on a phased basis as detailed below:
Ø Year one they will retain the Professional Drivers pay rate
Ø Year two the difference between the pay rate of their new role and the
Professional Driver
rate will be reduced by 25%.
Ø Year three the difference between the pay rate of their new role and
the Professional
Driver rate will be reduced by 75%.
Ø Year four they will receive only the pay rate of their new role.
9.11. Drivers losing their licence for non-medical reasons (e.g.
drink driving, speeding conviction) will be managed under the conduct code. Each
individual will be treated according to the individual merits of their case.
10.
Professional Driver Training/Performance
Royal
Mail will provide comprehensive training to ensure they are fully equipped to carry out their role to a high standard. This will include the provision of Workplace Coaches which will be deployed in accordance
with the National Coaching and Support Agreement. Coaches will be paid the weekly
pensionable allowance (contained in the National Agreement) for performing this role.
10.1. Royal Mail will also provide the opportunity to develop individuals
whilst recognising the need to balance this ambition for the workforce with the need to maintain efficiency and effectiveness
for our customers.
10.2. In addition to standard training, Royal Mail with the support of the Workplace Coaches
will help and encourage drivers to improve their performance in all aspects of their role because this is key to the success
of our operations.
10.3. End of Day de-briefs will be established to ensure that drivers have the opportunity to
feed back any issues or concerns that have arisen during their shift (e.g. vehicle faults, route problems, customer issues
or other incidents).
10.4. Any outputs of these sessions which may have general application across the unit will
be jointly reviewed by management and the CWU locally to address any underlying problems.
10.5. 4 monthly/periodic meetings will be established between each driver and their line manager
to review performance, discuss development opportunities and identify any training requirements. It is recognised that personal performance levels are affected by many factors including operational conditions
and it is emphasised that these meetings are designed to encourage the individual to achieve and maintain the levels of performance
the majority of staff are able to attain. Where any training requirement is identified,
this will be facilitated as a matter of urgency and performance monitored over the next period. Management and the CWU will jointly review the effectiveness of current training or coaching initiatives
and any inherent operational issues affecting performance.
10.6. All information or data used in reviewing individual performance will remain private and
no league tables of individual performance will be compiled or displayed
Key
Performance Indicators
Ø Arrival to time
Ø Fuel consumption
Ø Compliance with legal speed limits
Ø Compliance with legal weight limits
Ø Vehicle condition
Ø Accident damage
Ø Avoidable vehicle breakdowns
Ø Road traffic accidents
Ø Customer service
10.7. Where standards fail to meet an acceptable level this will be managed by further training
and support or in accordance with the appropriate procedure e.g. Accident Management Policy (Area Distribution only), Royal
Mail Conduct Code.
11.
Flexibility
Royal
Mail is now operating in a highly competitive marketplace and we need to ensure that we are more flexible in future to meet
the new requirements. The details of the flexibility arrangements that have been
agreed in respect of duty patterns etc within Network and Area Distribution are contained within their separate Appendices
1 and 2.
12.
Deployment
This
agreement needs to be deployed at pace in view of the short period now available before the implementation date of the new
legislation.
12.1. Negotiations on the specific duty changes will take place at
Local Level in line with this agreement its associated annexes and the IR Framework, and Royal Mail will make all the appropriate
information readily available to allow full CWU involvement in developing the new duty arrangements.
12.2. In view of the fact these changes are managerially driven due
to the legislation or associated issues MTSF will apply.
12.3. Both parties are committed to deal with these changes in a
manner which encourages individuals to continue on tachograph duties, however with the constraints of delivering an effective
operation we would wish to maximise the opportunity for people to exercise choice. Where
an individual decides they do not want to become a Professional Driver i.e. the change (loss of allowances) is at the individual’s
request, MTSF would not apply.
12.4. Revisions should be targeted to be concluded by the 1st March 2007 and CWU Representatives will be afforded adequate release
time to deal with the revision activity required. In view of the fact this is
a major change on completion of the revision resigns will take place but these should be planned to take no longer than 2
weeks to meet the April 2007 deadline.
12.5. Any instances where there is disagreement about the interpretation
or application of the terms of this agreement will be referred to National Level and the signatories of this agreement for
urgent resolution.
12.6. Productivity savings achieved from the implementation of this
agreement will not flow through to the current National Efficiency Scheme contained in the Shaping our Future Agreement 2006.
12.7. The improved Pay and Conditions in each Unit will be introduced on deployment of the terms
contained within this agreement.
12.8. Following full implementation of this agreement the drivers affected will be covered by
the normal pay bargaining arrangements.
Royal Mail ……………………….
CWU ……………………….
Royal Mail ……………………….
CWU ……………………….
Royal Mail ……………………….
CWU ……………………….
Date
……………………….
Date ……………………….
Appendix 1
Terms and Conditions for Network
1. Introduction and Objectives
1.1.
The Road Transport Directive, due to be implemented by the 2nd
April 2007 will restrict the working hours of drivers within Royal Mail who drive vehicles fitted with a tachograph.
These changes will limit the earnings opportunities in respect of access to overtime.
However, both Royal Mail and the CWU recognise there is also an opportunity to develop a highly professional distribution
network, focused on;
Ø
Customer service and performance improvement
Ø
Supporting security of employment
Ø
Ensuring compliant attendance patterns which, as
far as reasonably practicable are attractive and enable reasonable work/life balance
Ø
Ensuring competitive terms and conditions that will
enable the recruitment and retention of high calibre drivers
Ø
Mitigate the impact on drivers’ earnings
Ø
Creating a workforce operating in a mature adult
to adult modern working environment.
Ø
Establish the process for effective consultation
and negotiation for implementing the required changes to working arrangements and attendance patterns
1.2. Royal Mail and the CWU have therefore agreed a National framework to facilitate
negotiations and consultation over the changes that are required. Consequently both parties have worked together to develop
this agreement that details the terms and conditions and working practices to be adopted at all units to ensure that all affected
Royal Mail drivers are compliant with the legislation and support the development of a flexible, high performing distribution
business meeting customer needs.
1.3. This Annex applies to those grades in Royal Mail Network who drive vehicles
fitted with a tachograph and supersedes all other agreements which cover the same terms, conditions, policies and practices.
1.4. Throughout this agreement, definitions
are provided for fulltime employees. Less
than full time employees will have their terms and conditions pro rata to hours.
2.
Drivers Hours
2.1 Royal Mail and the CWU wish to maximise
flexibility of available hours for drivers and therefore it is agreed that the reference period as defined under the legislation
will be extended to 26 weeks and night workers hours will be extended to the maximum permitted without breaching any rest
break rules.
2.2 Driver’s hours will be based on
a standard contract of 36 hours and 15 minutes work per week plus unpaid rest breaks in accordance with the legal minima and
business efficiency.
2.3 From time to time, drivers may be required
to undertake additional hours, either on a voluntary ad hoc basis or a pre scheduled basis to meet operational requirements. These hours will be allocated to meet workload requirements and, where possible, match
drivers’ earnings aspirations.
2.4 Additional hours may only be altered
by either the line manager or the driver issuing 28 days notice subject to the provisions of section 5.
2.5 If a driver gives notice and the work
schedule cannot be split to provide a meaningful workload within contracted hours, then different work will be allocated to
meet operational requirements.
3.
Reorganisations
3.1. Royal Mail and the CWU have a joint objective to minimise the impact on individual’s
earnings, therefore we have agreed to manage this first transformation using the following selection process for choice of
work.
Ø The revision process will be undertaken using the standard processes and selection
criteria.
Ø However, where work schedules are identified which potentially work against
the joint objective of protecting high earners, then different selection solutions will be agreed urgently by the national
negotiating team, taking full account of local knowledge, to provide such high earners with an improved initial pick of duties
to mitigate, as far as possible, the impact on their earnings.
In future, selection
of duties following the deployment of RTD work schedules will revert to the usual arrangements.
3.2. Our aspiration is to give those drivers who will lose the most under this legislation
as much protection as reasonably possible to provide reassurance on their future earnings capacity. If further change is required to an individual driver’s hours the following will apply:
Ø
From the deployment of RTD compliant duties until
1st October 2008, (for those people defined in 3.1
as high earners), we will increase the notice period of reducing total hours from 28 days to 3 months.
Ø
After 1st
October 2008, these drivers’ additional hours may only be altered by either the line manager or the driver
issuing 28 days notice in conjunction with the consultation and consensus arrangements as defined in this agreement
3.3 Royal Mail Network will adopt the following
principles in managing this and future change with its people:
Ø
Both parties will commit to provide timely exchange of good
quality information at the planning stage of any change.
Ø
We will commit to incorporate CWU operational expertise into
the development of operational plans.
Ø
We will commit to ensure a high understanding of business
direction,
strategy and employee needs to maximise CWU and employee contribution to the consultation process.
It
is recognised that the early and full involvement of local CWU representatives and affected individuals will be necessary
if the change is to be delivered smoothly and on time and employee morale is to be maintained.
The
role of the CWU representatives, formally and informally will be integral to the change process and therefore reasonable time
off will be provided to CWU representatives to ensure their active participation and facilitate regular and good quality communications.
To this end it is agreed that joint local workshops for operational managers
and local CWU representatives will be held to establish a common understanding and commitment to the rationale, provisions,
spirit and intent of this agreement and its associated processes.
3.4 Designing the optimum set of schedules/duties
for each VOC will depend on existing workload and employee aspiration (existing staffing levels, weekend work, pre scheduled
overtime, ad hoc overtime, duty structures, etc). The changes necessary for the
deployment of new schedules for RTD will need to be designed as efficiently as possible whilst embracing inventive duty patterns
consistent with our commitments to family friendly attendances, work life balance and
earnings opportunities. Both parties recognise that it is essential in
this process to take full account of employee’s earnings history within the VOC and their future earnings aspirations.
3.5 To this end both Royal Mail and the CWU jointly
recognise that in VOCs with a history of high overtime, drivers may want to make full use of the possibility of working up
to the legal maximum (48 hours averaged over a 26 week reference period) to enhance their earnings. In such circumstances Royal Mail Network will commit wherever operationally efficient, to providing as
many duties up to the legal maximum as possible.
3.6 Any issues where representatives believe that
this joint objective is not being met should be addressed under the deployment resolution process in the Generic Agreement.
3.7 Work may be allocated (having given consideration
to operational and personal requirements) in line with the minimum legal requirements across seven days Monday to Sunday (including
Bank Holidays) and across all hours. Weekend working will not attract any premium
payments.
3.8 Rest breaks will be unpaid and scheduled
to ensure legal compliance as follows:
|
Attendance
Length |
Total
Breaks |
|
Up
to 8 hours |
45
minutes |
|
8.01
hours to 11 hours |
60
minutes |
|
11.01
hours to 12 hours |
75
minutes |
|
12.01
hours and above |
90
minutes |
4. Managing Change to Work
4.1. To enable the allocation of work, the ability to meet the demands of the customers
and minimise disruption to our people the following will apply.
4.2. Royal Mail Network and the CWU recognise that precise and flexible operational/resource
planning in each VOC is considered key to meeting the challenges of fluctuating workload, efficient use of employee resource
and maintaining excellent and responsive customer service.
4.3
Changes to times of attendance
To
enable the allocation of work, the ability to meet the demands of customers and minimise disruption to our people the following
will apply where a temporary change is required to attendance times. The individual(s)
and their representatives will always be consulted and consensus will be sought.
4.4
Temporary Changes
For
temporary changes, we will provide a minimum of 7 days notice for changes of attendance +/- 2 hours. While voluntary changes can be unlimited, the maximum number of occasions an individual will be required
to alter their attendance times will be limited to 3 times within any given 26 week reference period.
4.5 Permanent Changes
Permanent
changes to attendance will be deployed using the IR Framework. However, to ensure
that customer demands are met, proposals for permanent change will be deployed on a temporary basis using 4.4 above if the
change required is of a time critical nature, until the completion of the IR Framework.
4.6 All the above is equally supported by scheduled
extra hours and the utilisation of voluntary O/T and agency resource if required, with the priority always being given to
the use of Royal Mail Network Drivers. Against that backdrop, where Royal Mail
needs to cover additional workload we will use a resourcing mix of overtime, agency and external resource. Priority will be given to Royal Mail drivers provided they are available at the required time and are within
the legal parameters and that they can provide the cover at the same or fewer hours than the external solution.
4.7 Where change to more than one drivers’
workload (e.g. loss of a major posting customer / work plan change) is required only the workload of affected people will
be reviewed with no “revision” of the entire unit, unless the change
is to a degree that it changes the agreed duty/earnings profile of the VOC.
4.8 The existing run time and other fixed timings
(loading, trailer exchanges, take over times etc.) in Appendix 3 will be used as a start point for establishing ‘should
take time’. But these can be adjusted or amended inline with the processes
described using actual data from DMS.
4.9 In allocating work to individuals managers will consult with
drivers and local representatives to optimise customer service and operational
efficiency in the work plan and seek to accommodate personal preferences to meet their obligations under family friendly working
arrangements.
4.10 Royal
Mail is operating in a competitive, volatile and uncertain mails market. Within this market the need to adopt change at pace
becomes increasingly important in order to react to customer needs and for Royal Mail to remain competitive. Within this competitive
environment it is vital that change is embraced and is pro actively deployed to ensure the business is able to maintain customer
service and customer loyalty instead of being forced to manage and deploy change only ever as a consequence of customer attrition.
4.11 This
agreement recognises that existing processes and procedures for change (including the IR Framework) currently exist and such
existing procedures are not changed as a consequence of this agreement. However, this agreement endeavours to describe and
support an environment within which the business and trade union can work together within an uncertain mails market to eradicate
unnecessary delay, to deploy change at greater pace to enable both the business and employees to prosper.
5. Manpower Planning
5.1. Resourcing of each unit on a weekly/daily basis will be the subject of joint
discussions between local operational managers and CWU representatives at weekly/daily planning meetings.
5.2. Such meetings will consider the coverage of known workload and additional solutions
to meet any ad-hoc requirements for the current and following week, utilising the full range of resourcing options as detailed
in ‘Managing Change to Work’ section of this agreement.
5.3 It is agreed that urgent flexibility will best
be achieved by seeking volunteers, the CWU will be fully involved in this process and it is agreed that such flexibility will be applied reasonably and will only be requested during genuine circumstances of operational
difficulty. Consideration in this process must be given to the ability to cover,
by fully trained staff, the nature of the work required and also the personal circumstances of individuals.
5.4 The whole process will be carried out in the
spirit of tact, understanding and adult to adult conversations. The CWU commit
to fully assist management in the operational planning and the identification of volunteers to meet the commitments required
placing the unit in the best position to meet all operational needs.
6. Pay for Network Drivers
6.1 These positions will attract an annual salary
and will be paid monthly
6.2
Basic Salary
Annual basic pay will be as follows:
LGV Driver (Class C) £22,021 £422.03 p.w. £11.64/hr
LGV Driver (Class C+E) £23,500 £450.37 p.w.
£12.42/hr
6.3 Additional Hours
All current overtime and SA rates will cease.
All additional hours will be paid at a new single rate as follows:
LGV Driver (Class C)
£13.50 / hr
LGV Driver (Class C+E)
£15.00 / hr
6.4 Overtime will be calculated monthly and paid
under the normal monthly cut off arrangements. These hours will be calculated
as “total worked hours” less contracted hours.
6.5
Bonus Arrangements
Ø
The current Network (formerly Logistics) bonus scheme
will cease.
Ø
There will be no new bonus scheme set up to replace
this scheme.
Ø
All other legacy schemes (e.g. Christmas Supplement,
Time Related Bonus, PBS Schemes, local productivity schemes) or reserved rights payments from legacy schemes will be ceased.
6.6 Shift allowances equivalent to the current
remuneration arrangements for shift allowances in Royal Mail for the single operational grade will apply to all Network Drivers.
6.7 London Weighting and RRIS payments remain
unaffected by this agreement.
6.8 Duration
Network
LGV Drivers pay rates will not be reviewed again until April 2008.
7. Bank Holiday
7.1 Bank Holidays will become normal working
days for the purposes of this agreement. Where a driver is required to attend
during a Bank Holiday a day will be added to that employee’s annual leave entitlement to be taken under current arrangements
where authorised in line with operational requirements.
8. Annual Leave
8.1 In order to accommodate the non standardised work patterns
under these new arrangements, annual leave entitlements for odd days will be expressed and taken in hours.
8.2 Annual leave entitlements are as follows:
|
Length of service |
FTE Entitlement pre 2ndApril
2007 |
FTE Entitlement post 2ndApril
2007 |
|
On Entry |
4 and a half weeks |
4 weeks 20 hours |
|
After 5 years |
4 weeks and 3 ½ days |
4 weeks 28 hours |
|
After 15 years |
5 weeks and 1 day |
5 weeks 8 hours |
|
After 20 years |
6 weeks |
6 weeks |
|
Note 1 |
These entitlements include
the former Royal Mail Group holidays or ‘privilege’ days |
|
Note 2 |
Pro rata for part years
of service in first/last year of service |
8.3 Less than full time employees will have
their entitlement pro rata to contracted hours.
8.4 With the exception
of these entitlement changes the normal RM holiday arrangements will continue to apply.
9. Deployment
9.1 This agreement replaces all other National and local agreements relating to Network
drivers terms and conditions, working time and responsibilities. Specifically
this agreement replaces the relevant sections of The Way Forward Agreement.
Appendix 2
Area Distribution Drivers
Pay Terms and Conditions
The
following new Terms and Conditions will be introduced for the new Class C1 Driver Grade (tachograph vehicles) concurrently
with the implementation of the Legislation in April 2007:
1.
Duty Structures
To
provide greater flexibility and to meet the joint objectives of this agreement the revised duty arrangements will be based
on the following:
1.1 A standard duty will be 40 hours with paid meal breaks.
1.2. SA may be linked with duties or allocated as a separate attendance to maximise
earnings up to 48 hours per week (excluding meal breaks). Any SA, whether it
is linked or not, must be individually contracted with nominated substitutes and performed in line with the National SA Agreement. Where SA’s are attached to a duty/s in a rotation all individuals within that
rotation must be prepared to sign into them.
1.3. Duties will be scheduled for 4 or 5 days over the 7 day period and will be
aligned to meet forecast workload.
1.4. The duty arrangements may include the use of 9 day fortnights, which could
be over more than one shift. Separate shifts will not be scheduled within the
same week.
1.5. Where it assists to align hours to workload duties may be constructed with
daily attendances varying by up to 2 hours i.e. longs and shorts. The minimum daily attendance must be 6 hours with the maximum
12 hours.
1.6. The 12 hour maximum attendance may however be exceeded exceptionally in an
emergency situation to meet service obligations e.g. adverse weather, major traffic disruption etc.
1.7. Attendance times for reserves will in future also allow greater flexibility
for scheduling to workload because they will not be allocated to a fixed shift. The
weekly Resourcing Meetings will then have the ability to schedule them to a shift which meets the workload forecast in the
most efficient way e.g. if a part duty can be lapsed then the whole duty may be rescheduled to meet a change in the workload
for that week.
1.8. Professional Driver roles may be performed
on a fixed or within a rotation of tachograph duties. Should it be agreed locally
to rotate tachograph duties with non tachograph duties individuals would only be paid the enhanced pay rate (on a substitution
basis) for the actual week/s they perform a tachograph duty and paid at normal OPG rates for the remainder of the rotation. It should also be noted that all drivers within such a rotation will be subject to
the restrictions imposed by the RTD/WTD legislation.
2.
Duty Arrangements
The
new duty arrangements should ensure:
Ø Driving content is maximised to reduce the amount of other work on tachograph
driving duties.
Ø Daily/weekly breaks and meal relief’s are compliant with legislation.
Ø The road services ensure that mail is collected, distributed and meets its
scheduled arrival time on a regular basis.
Ø That all health & safety, security requirements are met.
Ø Maximisation of full-time duties, but not precluding drivers who work less
than full-time, and SA as appropriate, which may include processing or other distribution work.
Ø Duty arrangements are designed taking into account workload and efficiency
whilst supporting additional employee earnings opportunities.
Ø Sufficient Reserves are available to cover annual leave, sickness and absence.
3. Pay
Annual
basic pay will be as follows, paid weekly.
MGV
Driver (Class C1) £19,827.64
£380 per week
Pay
to be reviewed again in April 2007 and implemented from October 2007.
3.1. The current MGV Driving Allowance for these employees will cease and become
part of the consolidated new basic salary but all other remaining OPG allowances i.e. Shift Allowances, London Weighting,
RRIS where appropriate and any Reserved Rights payments will continue.
3.2. Hours performed between 40 and 48 Mon - Sat will be paid at the new basic hourly
rate, i.e. £9.50 per hour.
3.3. Hours performed in excess of 48 hours per week, or on Sunday/Bank Holidays,
will be paid at the nationally agreed overtime/SA rates for OPGs.
3.4. Meal relief entitlement is outlined in the attached Annex.
3.5. Hours performed within conditioned hours on a Sunday will continue to attract
the appropriate Sunday premium.
3.6. All other terms and conditions (other than
those specifically detailed in this agreement) will remain the same.
4.
Annual Leave Arrangements
4.1. In order to accommodate the non standardised
work patterns under these new arrangements, annual leave entitlements for odd days will be expressed and taken in hours.
4.2. Annual leave entitlements are as follows:
|
Length of service |
FTE Entitlement pre 2ndApril
2007 |
FTE entitlement post 2nd April 2007 |
|
On Entry |
4 and a half weeks |
4 weeks 20 hours |
|
After 5 years |
4 weeks and 31/2 days |
4 weeks 28 hours |
|
After 15 years |
5 weeks and 1 day |
5 weeks 8 hours |
|
After 20 years |
6 weeks |
6 weeks |
|
Note 1 |
These entitlements include
any former Royal Mail Group holidays or ‘privilege’ days |
|
Note 2 |
Pro rata for part years
of service in first/last year of service |
4.3. Less than full-time employees will have their entitlement pro rata to contracted
hours.
4.4. With the exception of the above changes, all other annual leave and Bank Holiday
arrangements will remain the same.
Annex
Meal Reliefs Entitlements
Part-time jobs,
and full-time jobs with non-standard attendance patterns, will attract meal breaks for each daily attendance as follows, reflecting
a generally pro-rata entitlement to the national weekly standard:
Attendance Length
Total Breaks
Probable Patterns
Less than 2 hours 30 mins
None (a 10 min grace break should be provided if
work
permits)
2 hours 30 mins
to 3 hours
10 mins
10
3 hours 1 min to
3 hours 30 mins
15 mins
15
3 hours 31 mins
to 4 hours 59 mins 20
mins
20
5 hours to 7 hours
30 mins
30
7 hours 1 min to
8 hours 59 mins
40 mins
40 or 20 + 20
9 hours to 10 hours
59 mins
50 mins
30 + 20
11 hours to 12 hours
59 mins
60 mins
40 + 20 or 30 + 30
13 hours or longer
70 mins
40 + 30
Appendix 3
Distribution Management System (DMS) and Vehicle Scheduling Systems/Paragon
1.
Introduction
Royal
Mail and the Communication Workers Union [CWU] recognise the importance of customer satisfaction to the future of the business.
Critical to delivery of excellent customer service is the efficient operation of the trunk fleet. This new technology represents
a significant investment in the RM LGV/MGV fleet and combined with increased driver flexibility will provide an opportunity
to protect existing employment options. Embracing new technologies as they are developed and the ongoing focus on the professionalism
of our drivers will allow Royal Mail to offer value for money services. Enabling such a progressive culture is considered
key to protecting existing employment and resourcing arrangements and to growing a profitable business in a competitive market.
The
Distribution Management System [DMS] is a GPS based vehicle tracking system, enabling the accurate and timely reporting of
vehicles movements. Among other benefits the system will support;
Ø The accurate recording of end to end performance, including when vehicles arrive
and depart from a location, supporting improved decision making e.g. flex requests.
Ø Real time visibility on the Network enabling pre notification of arrivals and
collections, to include traffic volumes by product.
Ø Real time visibility on breakdowns via in cab communications supporting improved
security and safety for drivers.
Ø Improved vehicle / driver utilisation and reduced fleet costs.
Vehicle
scheduling software, such as Paragon is designed to improve the efficiency of vehicle scheduling; it is already used in Royal
Mail Group and it is jointly agreed that it will now be used to improve the scheduling of the Royal Mail national network.
Used
in conjunction, DMS and Paragon will support the professionalism of fleet operations. They will provide accurate information
from which opportunities to improve performance can be identified.
2. Introduction of New Technology
Both
Royal Mail and the CWU fully recognise that the introduction of this technology is a significant change for many people but
also recognise the need to be responsive to the opportunities offered by new technology. Both parties recognise that new technology
is being constantly developed in this field and affirm that such systems will be deployed as appropriate in order to maintain
leading edge performance and so protect jobs and earnings. To this end the Company will provide the following commitments;
3.
CWU Involvement
It
is agreed that the full involvement of the CWU at all levels is essential if the above benefits are to be realised. CWU will
be involved in all aspects of the initiative, including training, implementation, monitoring and assessment. Representatives
will also have the opportunity to receive training on DMS and its functionality. Changes to terms and conditions will be negotiated
using the IR Framework.
Both
Royal Mail and CWU will embrace future technological developments designed to enhance customer service or improved RM efficiency.
It is recognised that this type of visibility will be new to many drivers and as such the use of all such information will
be subject to continuing review, consultation and negotiation at national level.
4. Information Usage
A
number of the outputs of DMS will support individual performance reviews of drivers (e.g. arrival / departure times, run times
etc).
To
encourage confidence and eliminate concern regarding the introduction of DMS it is agreed that information gathered will be
used to debrief drivers and identify development needs. The information from the DMS system will not be used for disciplinary
purposes, except in the rare event that the information is considered to be connected
to any serious and/or repeated procedural/ performance failure or negligence in accordance with the
jointly
agreed Conduct Code.
Information
produced will be personal to the driver and will be private to him/her and line management. Individuals’ privacy will
be maintained in line with the rights enshrined in data protection legislation. It is agreed that data pertaining to individuals
will not be for public display, although both Royal Mail and the CWU recognise the need to display generic or non-attributable
data to facilitate improvement, driver professionalism, performance and service improvement.
5. Training
Royal
Mail and the CWU are fully committed to the concept of a highly skilled professional work force, To this end, it is agreed
that there will be active consultation with all staff (e.g. through presentations / discussion at WTLL) in addition to a full
package of training and support to both representatives and drivers to ensure that the systems and the uses of the systems
are fully understood.
6. DMS Outputs
The
key benefit of DMS is improvements in run times and vehicle utilisation. As such the information provided by DMS will be used
in full consultation with CWU representatives to review and where necessary revise routes with a view to improving customer
service and minimising costs. For new routes, where no relevant data exists, times will be based on the schedule in the attached
Annex. These initial times will then be updated by actual performance data.
7. Health & Safety
Health
and Safety is of paramount importance to both Royal Mail and the CWU. All matters
relating to the health and safety of drivers will be discussed jointly at local and if necessary national levels. Specifically the following elements have been jointly agreed:
a. Panic Button
The panic button is there for safety of all drivers and is located on the dashboard:
· Drivers should only push the button if they feel that their personal safety is being threatened e.g. hijack or sudden
serious medical distress.
· A message is then sent to the traffic office and shift manager’s mobile phone.
· They will then wait for 2 minutes to give the driver time to call in using the in cab phone if the button was accidentally
pressed.
· If the driver does not call in the police will be called and given the location and vehicle details.
· If the driver does call in, their progress until they return to the depot will still be monitored to ensure their safety.
The panic button must ONLY be used when a driver’s personal safety is being threatened.
b. In-Cab Telephones
· The in-cab phone is installed in the cab on the dashboard:
· Drivers will be able to call pre-programmed numbers, e.g. their depot, breakdown, 999.
· These are for use by exception in giving information (e.g. long traffic delays) primarily to the traffic office. The traffic office will then be able to inform whoever is necessary e.g. customer,
Mail Centre, RDC about the current situation.
· The traffic office may on occasion call drivers with information relevant to their duty. If the vehicle is travelling
at over 5mph at the time the driver will receive a message to call voice mail, and must then pick up the message when it is
safe to do so.
· The phone is hands-free. However, drivers will only be able to dial out
or answer on the mobile phone when they are travelling at under 5 mph or stopped as per Royal Mail’s policy on mobile
phone use. If a driver is on a call and the vehicle goes over the 5 mph limit, the phone will disconnect.
· Drivers must observe existing road legislation when taking calls. For
example it is not permitted to pull onto the hard shoulder of motorways to make a call unless it is an emergency.
8. Review
During
the deployment and up to full implementation, every attempt should be made to agree changes at local level, in line with the
lR Framework. Any issue which cannot be resolved at local / regional / Divisional level will be referred as a matter of urgency
to Royal Mail and CWU HQ.
9. Paragon
Royal
Mail is facing a period of unprecedented change in the face of strong competition and the full liberalisation of the UK mails
market; traffic volumes are already dropping, a change that can be seen first hand in the network.
To
retain business Royal Mail must make sure that costs are minimised whilst ensuring that the service provided to our customers
continues to improve and meet their ever challenging demands.
Royal
Mail and the CWU jointly acknowledge that the distribution network must closely align staff and vehicles to workload commitments
in order to design the operation so as to maximise efficiency, maintain Q of S and respond to employee aspirations with equal
status in line with the objectives of existing agreements.
Paragon
is a software application designed to improve the efficiency of vehicle scheduling; it is already used in Royal Mail Group
and it is jointly agreed that it will now be used to improve the scheduling of large vehicles within Royal Mail Network.
Paragon
is considered to be a revision aid and not a total solution. Against that backdrop it is agreed that it will be used to assist
unit duty revisions as necessary in conjunction with local knowledge and expertise, across the Network function; in order
that the Network is able to react to changing requirements in all its units, Paragon will be used on an ongoing basis to align
resource to workload.
The
application of Paragon and the input parameters for the operational data (Time allowances. Running Speeds, meal breaks, etc)
presented to the Paragon software, will be in accordance with this agreement.
Royal
Mail will give CWU full access to and training on the Paragon software and its application nationally. Further local/area
training requirements needed to evaluate Paragon outputs will be jointly devised and rolled out prior to the commencement
of revision activity.
Any
changes to resourcing arrangements as a result of Paragon duty revisions will be carried out in full accordance with current
National Agreements.
Annex
Route Schedule
1. Route Planning & Running Times
RURAL MPH
UP
TO 7.5 TONNES
OVER 7.5 TONNES
DAY
NIGHT
DAY NIGHT
61
64
Motorway
51
52
52
56
Dual Carriageway
42
46
44
46
Trunk Roads (Primary) 34 36
38
42
A Roads (Other)
28
32
URBAN MPH
UP
TO 7.5 TONNES
OVER 7.5 TONNES
DAY
NIGHT
DAY
NIGHT
48
64
Motorway
38
52
38
54
Dual Carriageway
28
44
31
44
Trunk Roads (Primary) 21 34
28
40
A Roads (Other)
18
30
20
25
City Centre
12
17
2. Vehicles Take Over Time Allowance
Standard time will be 40 minutes for this function, split 25 minutes at the start and 15 minutes at the end of the
duty.
3. Trailer Exchange
Standard time will be 15 minutes for a straight forward trailer changeover.
4.
Rigid Vehicle Changeover
Standard time of 15 minutes to exchange vehicles will be allowed.
5.
Trailer Exchange (Additional Shunt)
In the case of a driver arriving at an office where the following manoeuvre is required;
Ø Drop trailer which driver has arrived with
Ø Couple up to trailer on bay, move and drop
Ø Couple up to original trailer and park on bay
Ø Couple up trailer removed from bay, carry out checks and depart.
Standard
time of 25 minutes will be allowed.
APPENDIX
4
ROYAL
MAIL
CONTRACT
FOR ACCEPTANCE OF DRIVER TRAINING
This document should be read carefully.
At the end of this document you are required to sign stating that you fully understand the terms and conditions
of this contract.
It
is recognised that training you to C1, C or C&E, status is a substantial financial investment and whilst it is recognised
that the business is happy to support you in your development you are required to accept the following terms and conditions
in order that you can proceed with your training:.
1 Subject to being deemed
suitable for LGV driving by an independent assessment, Royal Mail will agree to fund the cost of you attempting to pass the
relevant driving test. However,
funding will be provided for one attempt at the relevant licence. Failure at
this attempt will result in the candidate being offered a second attempt which Royal Mail will half fund (one further training
and test) with the driver funding the remaining sum. Where a driver successfully
passes at a second attempt the money will be re-imbursed in full. Any further
attempts to pass the LGV test will be at your own expense. Exceptionally, and
at the sole discretion of Royal Mail, where a further independent assessment indicates that only a minimal amount of further
training would result in a pass at the third attempt Royal Mail may agree to fund this further training.
2 You agree that you will
need to undergo such medical assessment(s) as Royal Mail Occupational Health Advisers deem appropriate. Further, in the event that Royal Mail’s Occupational Health Advisers are of the opinion that you
are not suitable for LGV driving then Royal Mail reserves the right to withdraw funding under this agreement in order for
you to obtain an LGV Licence.
3 In the event that you
leave Royal Mail within two years of passing your LGV test, you will repay the cost to Royal Mail of training for this Licence
on the following sliding scale:
·
0 – 6 months
- 100% of the cost;
·
7 – 12 months
- 75% of the cost;
·
13 – 18 months
- 50% of the cost;
·
19 – 24 months
- 25% of the cost.
You further agree that repayments of these costs may be deducted from your weekly/monthly salary including your final
salary.
4
You may be asked to perform hours other than your usual substantive hours and until such time as you are successful
in obtaining a permanent duty.
5
Once trained you will be required to apply for any vacant driving duty (including reserve duties), which could cover
any shift, until such time as the unit where you are then based has conducted a reallocation of duties (known as a “re-sign”)
or more duties become vacant.
Failure
to comply with this term [following successful completion of your driving test] will result in you having to repay some or
all of the costs of training you on the following sliding scale:
·
0 – 6 months
- 100 of the cost;
·
7 – 12 months
- 75% of the cost;
·
13 – 18 months
- 50% of the cost;
·
19 – 24 months
- 25% of the cost;
All of your other terms
and conditions of employment remain the same.
I have read and fully
understand the terms of this agreement and I am fully aware of my responsibilities in upholding the terms of this contract.
Signed……………………………………...
Print name…………………………………
Date…………………………………………
Copy to be retained by
the employee and the Unit Manager and HRSC, Sheffield
APPENDIX 5
RTD Agreement - Additional
Funding Arrangements for Drivers Pay
In order to finalise the new
terms and conditions for drivers pay in respect of the above agreement two specific improvements were concluded. Royal Mail and the CWU have agreed that these should be funded from existing savings due to staff that
have been accrued from the Employee Share of Savings scheme (ESOS). The precise
maximum funding agreed is detailed below.
|
Area Distribution Drivers
- £4.27 increase in basic pay
|
|
£1.95 million
|
|
Area Distribution Drivers
- the first 8 hours of overtime to be paid at the new basic hourly rate of £9.50
|
|
£948k |
The
above are continuing financial commitments therefore need to be covered by recurring revenue from the savings pool but the
final costs to the fund/s will be based on the actual not the maximum. If there
is insufficient recurring revenue going into the fund we will draw upon the ESOS lump sum pot.
To
determine what, if any, monies are due from the Transport Review Agreement a joint audit will be carried out by no later than
the 16th March 2007.
Should it prove that there is insufficient funding available the balance will be drawn from the ESOS scheme.
These
payments will be applied from 2nd April 2007
