CWU/RMG AGREEMENT: THE FIRST STEP TO EQUALISATION

Dear Member,

CWU/RMG AGREEMENT: THE FIRST STEP TO EQUALISATION

As you will be aware, we are balloting you on the new CWU/RMG agreement, which includes resolutions to our Dispute Resolution Processes on changes to the USO (Universal Service Obligation) and on equalisation of new entrants’ (joined after December 2022) pay and conditions.

ENDING THE TWO TIER CONDITIONS: HOW WILL THIS AGREEMENT HELP?

The CWU is 100% committed to ensuring new entrants are levelled up.

In this agreement, we have secured the following concrete steps on equalisation:

●     Reducing the pay differential – on top of the 3% pay rise for all members, new entrants will receive an additional 1.75%.

●     Ending the practice of recruiting new entrants on 40 hour contracts – all new entrants from the 1^st June 2026 will be recruited on 37 hours as a full-time contract.

●     An opportunity for all new entrants to increase their weekly average hours

●     A review of the current new entrants’ contract of employment to be concluded by the 1^st September 2026.

●     The review, next step and plan for equalisation will be concluded no later than January 2027.

The union wants equalisation as soon as possible but we needed to make a choice- either risk USO reform being imposed or get a first step nailed down and put more money in new entrants' pockets now.

We believe we have made the right choice and this agreement will put the company on a more stable footing to take forward the plan for equalisation.

There will be no way of completely solving the service quality crisis without ending the two-tier employment model – we will never move away from this position.

Equalisation doesn’t just benefit those on the newer contracts- it benefits all employees and stops the race to the bottom. All CWU members need to act together to achieve this.

Voting YES to the agreement means we commence work immediately on achieving the next step. 

Remember, though all balloted members will vote on the agreement itself and the wider plans for equalisation, only new entrants will vote on the additional pay rise.

Keep an eye out for your ballot materials. The materials posted to you will contain your link to vote online.

Vote YES. Vote early.

If you have any other questions, please email info@cwu.org.

In solidarity,

Martin Walsh

Deputy General Secretary (Postal)     

Dave Ward

General Secretary

Tony Bouch

Assistant Secretary   

Davie Robertson

Assistant Secretary 

Andy Furey

Assistant Secretary