GSP 02-21 An Post Pay

Description

As you are aware from our report to our recent conference, we have been in discussions with An Post in relation to pay. The attached document from the Workplace Relations Commission is the outcome of those discussions. The National Executive of your Union debated its contents at a special meeting for that purpose last week and has decide to unanimously recommend it to our members in An Post.

The year 2020 will live long in our memories for a long time for all the wrong reasons. The impact on our members in An Post has been startling with packet and parcel volumes at record levels while letter volumes have tumbled, many members have seen their traditional manner in carrying out deliveries changed from walking/cycling to motorised and all have had to adapt to safety measures due to Covid which have added additional work pressures.  In dealing with An Post during the negotiations we were conscious of the need to conclude an agreement which achieved a fair pay award while at the same time ensuring that we maintained a seat at the table for the crucial negotiations on the Company’s plans for the future. Most importantly the proposal provides for a sharing mechanism on associated savings as was the case in a previous pay agreement. It is the intention of your Executive to use the projected savings from the latest company projects as a pathway to tackle the thorny Change Allowance problem.

I have outlined below our views of the main points as laid out in the WRC document,

1. The impact on the Company finances caused by the collapse in letter volumes has been difficult to accept, especially for members who have never been so busy in their working lives, but those figures have now been confirmed by the Commission. The National pay situation is fragmented with a mix of pay cuts, pay freezes and various pay awards. As a wholly owned State body we are impacted by the public sector pay discussions where following pay freeze the vast majority of workers there were awarded a pay restoration of 2% over two years. As was reported to our conference, our aim was to improve on the public service award if we were to accept a longer pay pause.
2. This clause is completely unambiguous. It provides for payment of a pay rise of 2.75%from the 1^st of January 2021 with no strings attached. There is NO provision within the proposed agreement which allows for the withdrawal of the pay award irrespective of progress on the Company agenda. It is as stated a reward for your exceptional efforts. The 2.75% is above the average rises achieved by almost all Irish workers and is a real increase in income given there is almost zero inflation.
3. This paragraph outlines the key projects the company wish to prioritise. Sub- committees of the NEC have been involved in negotiation on these issues for many months now and irrespective of the outcome of this pay ballot, those discussions will continue and targeted for completion at the end of March. In the case of Prio Eco, we need to agree a new set of delivery procedures which will allow An Post to grow and support as many jobs as possible. The present delivery system is a breaking point as are many members and there is a real need for investment in new premises, vehicles, and equipment which we believe can only be delivered through some transformational project and at this stage, Prio Eco is the only proposal on the table.

In the case of Corporate Transformation, we have been involved in two Joint Committees for over a year, (a) Project Simplify and, (b) GPO relocation. Many issues still have to be resolved in these discussions including the staffing impact which will occur as a result of future home working etc. There are also of course the important issues of disturbance and travel arrangements to be agreed along with any possible voluntary leaving proposals. These discussions are targeted for completion by the end of March 2021.

4. This paragraph in my view is the most important part of the document as it copper fastens our right to a share of savings in line with a previous pay agreement. It also gives us access to the Court and the WRC if necessary. As stated above, it is the clear intention of the NEC to use any future savings to further tackle the change allowance and we believe we now have a clear pathway to tacking that divisive issue.
5. This point allows for the completion of the new management pay and structures for our manager members.
6. This point allows for a similar pay rise for our manager members.
7. This point creates the opportunity to review the pension accord with a view to making additional payments to our pensioners when the fund is in a position to do so.
8. This is a standard clause in proposals which come from the WRC and the Labour Court.
9. This is a standard clause in proposals which come from the WRC and the Labour Court.

 

The timing of this ballot is critical. We do not yet know the full impact which Brexit and the pandemic will have on the Company finances and we believe it is in our interests to support these proposals which if accepted will best position your Union to deal with the key issues which will determine your future.  There is now also the additional threat which has arisen because of the decision by Amazon to enter into the delivery market.  This has already resulted in a marked decrease in the number of packets and parcels in Dublin where they have commenced their operations. We are also aware of their intention to spread their delivery network throughout all major cities and towns.

It is our intention to hold an information seminar for all branches and to allow for questions from members in order that all members clearly understand the proposals. The details of those engagements and ballot details will issue separately.

Attachment to GSP 02-21 An Post Pay

Publication Type: Circular