7th May 2021
PATHWAY TO CHANGE AGREEMENT – NEW LEGALLY BINDING CONTRACT
Colleagues will be aware that the whole focus of the Union’s current approach following the endorsement of the Pathway to Change Agreement has been driven by the requirement to change the culture, improve trust and create an industrial relations environment whereby the emphasis is on how we develop joint mutual interest solutions and agreements avoiding where possible reaching a disagreement.
However, disagreements will emerge and how we support the speedy resolution to disagreements and ensure we deal with them effectively within a specific timeframe is key to maintaining a progressive IR culture. The emphasis being the quicker one deals with a problem, the faster you get back on track.
Against that backdrop, Section 2.8 of the Pathway to Change Agreement committed the Union and Royal Mail Group to amend the Legally Binding Agreement annexed to the Agenda for Growth Agreement, the specific commitment is reproduced below;
‘It is our shared aim that effective dispute resolution processes should enable the resolution of matters in a positive and timely manner. The focus should be on finding solutions and avoiding conflict. Whilst we remain committed to the principles of the IR Framework (1992, 1994) and the Procedural Agreement in Parcelforce, we recognise the need to refresh specific elements regarding external mediation in the legally binding DRPs (specifically schedule 3, section 4 of the legal contract) and the respective section of the Agenda for Growth Agreement (specifically section 5.4 of the agreement) and the parties will work together to with our respective legal advisors to introduce the following changes by no later than 28 February 2021.