LTB 201/25 - SISO Overtime Management National Deployment – Joint Statement
- Angela Wright CWU Branch Communications Officer
- Sep 27
- 3 min read
No. 201/25
SISO Overtime Management National Deployment – Joint Statement
Dear Colleagues,
Branches and Members will recall that Scan In/Scan Out (SISO) was introduced in 2022 as a digital solution to replace manual sign-in processes. Likewise, within the BRT&G Agreement (Appendix 5), Royal Mail and CWU agreed to trial using SISO data to streamline payroll, with no auto deduction of contractual pay, allowances, Scheduled Attendance and all overtime paid as verbally agreed.
Since August 2024, trial activity has continued to be piloted in Sheffield South, Sheffield South East, Pudsey and Sheepscar and then subsequently extended pilots across all Delivery Offices in the Leeds and Sheffield OPL areas.
During the trial activity various improvements/technology upgrades to the system had been made throughout the pilots. The business had stated their plan had intensified and they confirmed they had developed a training plan in place from September and likewise a National Deployment plan for its roll out/introduction by the end of October for Delivery only.
Therefore, discussions took place with the business that there was still a real issue within the vast majority of the pilots regarding the planned removal of the P552 and subsequent replacement via a digital format to ensure that all verbally agreed overtime between a COM/Manager and the OPG is paid as per that agreement.
The CWU made it clear that any further National Deployment would need to be subject to a National Joint Statement and would need to ensure that its application is fully in line with the commitments within the BRT&G Agreement and further the correspondence that was exchanged between both parties in August 2024.
As a result of discussions over the last two weeks both parties have finalised the attached National Joint Statement which confirms the following key principles are agreed and will be adhered to as part of National Deployment.
The system aligns with BRT&G principles in that ‘all verbally agreed overtime will be paid as agreed between the manager and OPG’. Likewise, it is agreed that there will be no auto deduction of any contractual pay and allowances.
Employees will access a new “Delivery Variable Hours” tile via the People/Robin App which will show all approved overtime and scheduled attendance for pay within 24 hours, as per the verbal agreement, ensuring employees can challenge any errors and get paid correctly.
Given that we have been able to demonstrate the business has not fully met the digital replacement, the P552 will remain in place for all Delivery Offices and will now be reviewed in January 2026.
Reconfirmed the importance of Weekly Resourcing Meetings and that local reps will have the ability to help future planning of the SISO attendance planning and/or ensuring any issues are resolved and/or escalated to the National JWG if needed, which includes any individual employee concerns over the payment of O/T and S/A not being in line with the verbal agreement, which will form part of the January 2026 review.
Confirmation the review will consider any implications that may flow from Section 6 of the Rebuilding Royal Mail Agreement and equalisation of new entrants’ Terms and Conditions.
A jointly agreed FAQ document which answers the key questions that have been raised throughout the pilot activity and will be updated during National Deployment. Likewise also attached is the WTLL brief the business will issue.
Clarification that any extension of SISO overtime functionality to other functions will be subject to separate discussions.
All OPGs that undertake work within Bookroom/Admin roles will be subjected to a full training programme, which will be cascaded to all CWU Representatives.
Throughout pilot activity one of the key successes with the SISO overtime management system has been the introduction of our members having greater visibility to view all approved O/T and S/A, which then ensures members are paid correctly and on time.
In addition, the safeguards in place around the verbal agreement being adhered to at all times, the continuation of the P552 remaining in offices and the ability for any breaches of verbal agreements not being honoured to be escalated to the National JWG or the signatories, alongside the wider January 2026 review, will provide the ability for members to ensure they can raise matters to their Local/Area Reps where there are issues or breaches to what has been agreed.
Any enquiries to the content of this LTB should be directed to the Outdoor Department email address: pharacz@cwu.org and lpietrzykowska@cwu.org.
Yours sincerely,
Tony Bouch
Assistant Secretary
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