News

Amp 8 - Proposed Agreement

a significant transformation programme over the next 18-24 months

reduce the workforce by c12% (up to 500 roles)

The intention is to protect and enhance frontline services and to increase efficiency in ‘back office’ and managerial positions.

The "AMP 8" Proposal

Over the last 18 months the three recognised trade unions (Unite, Unison and GMB) have been working with the business to draft a new agreement, due to the current business position and current cost challenge we have had to revisit the agreement three times over the last 18 months. We have now concluded the negotiations with the company in preparation for the next Asset Management Period (AMP8), a new Working Together Agreement has now been completed in draft form and has been presented to TU members at TU only roadshows across the whole of Wales, the final step in the process is to ballot our members on the summary below (some of these will only apply to each individual agreements):

There are some positive points and some negative points, but in the context of the current cost challenges that DCWW is facing we believe that this is the best that can be achieved through negotiation. As trade unions we have also moved the company on some proposals which were far less favourable than those negotiated and are in the final proposal. The ballot is a simple “accept or reject” choice. If you decide to reject this deal, please tick in the box on the ballot paper to say which element you are rejecting.

Make sure you have 'Your Say'

Look out for the upcoming ballot

THE DRAFT AGREEMENT

1. Standby & Callout: No changes

2. Planned Work Time: Planned work time to be retained, more stringent monitoring and reductions will apply, 25% reduction with 1 months’ notice, 26-50% reduction 6 months’ notice. TU/SNT will have visibility of reductions
3. Overtime: No Change

4. Wider Working window: No change but rebranded to 'Wider working window'

5. Working Time Directive: Change from 8 hours rest after last call to compensatory rest (sleep time calculator will assist)

6. Working together agreements: Move to retain four agreements Wholesale, Retail, AAD, Wastewater logistics

7. Annual Pay award: CPIH or Minimum 1% & max 4.5%, if CPIH rises above 4.5% company has agreed to reconvene to discuss

8. Pensionable Pay: No change to existing employees, any new starters from April 2026 pensionable pay will be based on basic salary only

9. Pay arrangements and pay progression: Move to a four step model bands 1-5 based on a framework competency, 6-9 performance based, Proposal is to be introduced in April 2027
10. Working patterns & shift allowances: No change to any working patterns, all current work patterns/shifts along with allowances have now been documented

11. Notice Periods: Bands 1-6 no change, 6-9 three months’ notice

12. Family friendly: Maternity increase from 18 weeks to 26 weeks over the Amp, paternity increase from 2 weeks to 3 weeks

13. Organisational change: New policy implemented by company in Aug 2025

14. Annual leave: Increased from 25 days to 26 in 2026, 27 days in 2027

15. HV & MOC allowances: HV to be £158 (must be trained, authorised and actively switching to qualify), MOC if not part of the role to attract the allowance (payment TBC)

16. Job evaluation: No change

17. Travel time: No change

Support for
Affected Members

The GMB union have arranged for bespoke support for any Member directly affected by this restructure. In addition to the 650+ Courses that are available to all Members to retrain and reskill, we can offer the following support:

CV Writing sessions to both develop a current CV, or create a brand new CV
Help to identify and list your 'Transferable Skills' (see below)
Job Interview support
Support with ReAct funding and other funding streams to help you retrain

All GMB Members in Wales have access to over 650 Online Learning Courses.

Thanks to the GMB's WULF Project, courses are available in anything from:

NEBOSH to Excel
Dog Grooming to Food Hygiene
Body Pump (Les Mills) to Balloon Modelling

and many more can be studied.

All courses are accredited, and some are Nationally Recognised Qualifications

What are Transferable Skills

Transferable skills are skills that you have that can be transferred from one job to another, even if it is a totally different type of job.

They are different from qualifications, as qualifications tend to be gained from training or education. Transferable skills tend to be gained from experience in work, hobbies or life in general.

Transferable skills can be taken from one industry to another. For example, the skill to be able to communicate clearly and accurately is useful in construction, nursing, teaching, Driving Instructor and many other roles. However, if you were qualified as a Brick Layer, this skill probably wouldn’t be much use to you in a nursing or driving instructor role.

Common (sought after) Transferable skills, include:

Communication

able to communicate clearly and concisely - written, email, spoken, messaging services

general office programmes Word, Excel, Emails mainly

Flexible
Time Management

punctuality, promptly back from breaks